CC Resolution 1999-078d_Z) RESOLUTION NO.99-78
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
LA QUINTA, CALIFORNIA APPROVING AND ADOPTING A
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF LA QUINTA AND THE LA QUINTA CITY EMPLOYEES'
ASSOCIATION LQCEA), COMMENCING ON JULY 1, 1998,
AND TERMINATING ON JUNE 30, 2000
WHEREAS, the City of La Quinta, hereinafter referred to as City11, and the
La Quinta City Employees' Association, the recognized organization representing its
members, hereinafter referred to as Association", have met and conferred over wages,
hours, terms and conditions of employment pursuant to Government Code Section
3500, as amended; and
WHEREAS, the City and the Association have signed a Memorandum of
Understanding for the period commencing on July 1, 1 998, and terminating June 30,
2000.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF LA QUINTA AS FOLLOWS:
SECTION 1. The City does hereby approve, ratify, and authorize
implementation of each economic and non-economic benefit and right set forth in the
Memorandum of Understanding between the City and Association, attached hereto and
executed on June 1 5, 1 999, and incorporated herein as Exhibit 11A", and said to the
extent the City may legally do so in accordance with the time constraints of said
Memorandum of Understanding.
PASSED, APPROVED and ADOPTED by the City Council of the City of
La Quinta, California this 1 5th day of June, 1 999 by the following vote:
AYES: Council Members Adolph, Henderson, Perkins, Sniff, Mayor Pena
NOES: None
ABSENT: None
ABSTAIN: None J0Hi#.PEN;;o?r
City of La Quinta, California
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d_Z)esoIution No.99-78
MOUILQ & Employees
Adapted: 6115199
Page 2
ATTEST:
AUNDRA L. JU OLA, City Clerk
City of La Quinta, California
APPROVED AS TO FORM:
DAWN C. HONEYWELL', City Attorney
City of La Quinta, California
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d_Z) EXHIBIT A
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding Memorandum) is made and
entered into by and between the CITY OF LA QUINTA City) and the
LA QUINTA CITY EMPLOYEES' ASSOCIATION Association)
WHEREAS, the City and the Association have met and conferred
in good faith wizh respect to the wages, hours, and terms and
conditions of employment of City employees and all other subjects
within the scope of bargaining under the Meyers-Milias-Brown Act
Government Code Section 3500, et seq.), and have reached an
agreement that they wish to set forth in writing in the form of
this Memorandum;
NOW, THEREFORE, the City and the Association agree as follows:
SECTION 1: TERM.
This Memorandum shall take effect on July 1, 1998, and shall
remain in effect through and including June 30, 2000.
ECTION 2: SALARY.
The Schedule of Salary Ranges Schedule), which is attached
hereto as Exhibit 1 and by this reference made a part hereof, shall
be in effect during the first year July 1, 1998 through June 30,
1999) of this Memorandum. The Schedule attached hereto as Exhibit
2 and by this reference made a part hereof shall be in effect
during the second year of this Memorandum July 1, 1999 through
June 30, 2000). The Schedule set forth on Exhibit 1 provides a
1.00% cost-of-living increase based on the Consumer Price Index
for Urban Wage Earners and Clerical Workers in the Los Angeles-
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d_Z)R'vers??e-o?an?e area herLflaf PI) as T?a5ur?d
April 1957 o Apri? a?4 o?Qed p) etr?acr1ve o J'?l? 1
199? o al? sal?-?y ra??eg for hose err?pl?yee& pl??ed as f the
date cf approval of this MO?J y o?h parties: the 5?.?edj1e
for:h o? xh?bi? 2 prov?de5 5? additional Cost-cf-living
1n?-?e3?e based on the easured fro? F?r?a?y 998 to Fe?r?ary
9?9? o al? aal&ry ri?. goB.
EcT:o? 31 REJLLTK CARE A?I? BAB?LrTY covtNA?
Du?ing t?e firs: year July 1. 1998 t?cugh une 30, 1?99) f
ths the C?ty and its employees h?l1 o?trib?te the
following atnont? per rnonth toward healt? are nsursn?e:
ty mployee
ontr?but??n Contribu?ipn
roup Medi?al, Dental? Vilior.,
and L?fe ns?rpr.Ce
1oyee only 308.?3 0
E?ployee Dependent(?) 69?.22 $45.30
ur?ng t.?e secon? year July 1, 1S39 hrough J?ne 30? 2000) of
hi Me?orand??, the ity its employees shall co?tr?bute ht
ollowin2 an. ou'i ts pe? month towar? ea1th are 1surance
City Employee
Contribution Contri?u-???
aro?p edi?a1, Dental,
ar?d Li?? Insurance
rnPloyee Cnly 30l.63 0-
E?.ployee pl?s Depe.?.der.t?s) $?84.?8 $44??o
The e?n;loyee cOfl?ribution hall be p??d y pay?oll deduction as a
cor:?itio.? of en?ollment anc COfltjn?OU? ins?'*a?ce cQverage. The
3I7;0??:?q26J? *?% 2
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d_Z) benefits, terms and conditions of coverage shall be governed by the
formal plan documents. Infertility benefits will no longer be
included in the coverage. City and Association agree to meet and
confer in good faith in April of 2000 in order to evaluate future
costs and the allocation of costs for medical, dental, vision, and
life insurance.
SECTION 4: EDUCATIONAL INCENTIVE PROGRAM.
All employees, with prior approval of the City Manager, will
be reimbursed for the cost of books, tuition and lab fees in
connection with classes or instruction which have been determined
by the City Manager as related to the employee's assigned duties
with the City. The total of such reimbursement for all employees
shall not exceed $5,000 during the term of this Memorandum.
Reimbursement will be made only after employee's submission to City
Manager of proof of satisfactory completion of the class or
instruction with a grade of C or better, or equivalent, and City
Manager's approval of such reimbursement.
SECTION 5: MANAGEMENT RIGHTS.
Except as limited by the terms of this Memorandum, the City
retains sole and exclusive right to manage its operations and
direct its work force using any or all of the powers and authority
previously exercised or possessed by the City or traditionally
reserved to management, including bu? i?ot limited to the right to
determine its organization and the kinds and levels of services to
be provided; to direct the work of its employees; to assign work
from one classification of employees to another, including work
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d_Z)currently performed by employees in the classifications covered by
this Memorandum; to establish work standards and levels of required
performance; to utilize part-time or temporary employees; to pay
wages and benefits in excess of those required by this Memorandum;
to select, modify, alter, abandon, or modernize methods of conduct-
mg its operations; to build, move, modify, close, or modernize
facilities, machinery, processes, and equipment; to establish bud-
getary procedures and allocations; to determine methods of raising
revenues; to sublet and subcontract work except work currently per-
formed by City employees; to take all necessary action in the event
of an emergency; to establish and amend rules of conduct and to
impose discipline and discharge; to establish and amend rules for
safety and health; to select, hire, classify, reclassify, assign,
evaluate, transfer, promote, demote, upgrade, downgrade, reprimand,
discipline, suspend, discharge, lay off, and rehire employees; to
determine job content and to create, combine or modify job classi-
fications and rates or classes of pay; and to exercise all other
customary powers and authority of management, regardless of whether
the City has exercised such power previously. Nothing in this
provision shall be construed to restrict grievances concerning any
part of this Memorandum. In the event of an emergency, the City
may amend, modify or rescind any provision of the Memorandum. Such
amendment, modificati)n or rescission shall remain in force only
for the period of the emergency. The City shall have the sole and
complete discretion to declare that an emergency exists for the
purposes of this Section.
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d_Z)SECTION 6: NON-DISCRIMINATION.
All personnel decisions and actions, including but not limited
to appointments, promotions, demotions, transfers, layoffs, and
discharges, shall be made without regard to race, color, creed,
sex, marital status, age, national origin or ancestry, physical or
mental disability, medical condition, sexual orientation, or any
other unlawful consideration. Further, the City shall not
discriminate against any employee based upon his/her activity on
behalf of his/her membership in any employee association or group.
SECTION 7: HOURS.
Employee hours of work shall be as stated in the City's
Personnel Policies unless superseded as provided herein.
SECTION 8: HOLIDAYS.
City-paid holidays shall be as provided in the City's
Personnel Policies unless superseded as provided herein.
SECTION 9: VACATION.
9.1 Accrual. Vacation accrual shall be as provided in the
City's Personnel Policies unless superseded as provided herein.
9.2 Buy-back. Vacation buy-back shall be as provided in the
City's Personnel Policies unless superseded as provided herein.
SECTION 10: SICK LEAVE.
Sick leave shall be accrued as provided in the City's
Personnel Policies unless superseded as provided her??n.
SECTION 11: PERSONNEL POLICY AND JOB DESCRIPTION AMENDMENTS.
The City and Association have agreed to modify certain
portions of the City's Personnel Policies as set forth on Exhibit
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d_Z) 3 attached hereto and by this reference made a part hereof, to
become effective upon the date of execution of this Agreement by
the last party to ratify it., Additionally, the parties have agreed
to the job descriptions attached hereto as part of Exhibit 3 for
the positions of Building Inspector II and Deputy City Clerk.
SECTION 12: COMPUTER PURCHASE PROGRAM.
The City agrees to continue the Computer Purchase Program
Program) as set forth on Exhibit 4 and by this reference made a
part hereof, and to fund the Program in the amount of $29,750 for
Fiscal Year 1998-99, and again in Fiscal Year 1999-2000. Any
employee who has participated in the Program and has paid his/her
loan in full may participate again if there is money available
after those employees who have not previously participated have
been funded.
SECTION 13: SOLE AND ENTIRE AGREEMENT.
It is the intent of the parties hereto that the provisions of
this Agreement shall supersede all prior agreements, memoranda of
agreement or memoranda of understanding, or contrary salary and/or
personnel rules and regulations, administrative codes, provisions
of the City, whether oral or written, expressed or implied, between
the parties, and shall govern the entire relationship and be the
sole source of any and all rights which may be asserted hereunder.
This Agreement is not intended to co?.flict with federal or state
law, The Association and the City agree that all personnel rules
not specifically included herein shall be incorporated herein by
this reference. The City reserves the right to add to, modify or
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d_Z) delete from its personnel Rules, subject to its obligations under
the Meyers-Milias-Brown Act.
SECTION 14: WAIVER OF BARGAINING DURING TERM OF ThIS AGREEMENT.
During the term of this Memorandum, the Association agrees
that it will not seek to negotiate or bargain with respect to
wages, hours and terms and conditions of employment, whether or not
covered by this Memorandum or in the negotiations preceding
execution of this Memorandum, unless required by specific
provisions of this Memorandum. Despite the terms of this waiver,
the parties may, by mutual agreement1 agree in writing to meet and
confer concerning any matter during the term of this Memorandum.
This Memorandum is hereby executed by the parties hereto as
set forth below.
CITY OF LA QUINTA
DATED: /?-q9 1999 By
LA QUINTA CITY EMPLOYEES'
ASSOCIATION
/1
DATED:
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d_Z)1.60 VEHICLE AND SEATBELT POLICY: City and Association agree
that the three 3) individuals employed by City as
Building Inspectors shall continue receiving the car
allowance they are currently receiving in the amount of
$320 per months so long as they remain continuously
employed in that position. Any individual hired as a
replacement for one of the three current Building
Inspectors shall not receive a car allowance but will be
eligible to use a City pool vehicle. If required to use
a personal vehicle, such employee shall be reimbursed at
the rate of $.32 per mile.
All employees who are currently assigned a City vehicle
for their job duties will continue to be provided access
to a vehicle for Fiscal Years 1998/99 and 1999/2000. In
addition, a vehicle pool will be established in Fiscal
Year 1998/99 for use by employees to conduct City
business. Pool vehicles will be made available on a
first-come, first-served basis. The pool will be
administered by the Finance Department. An employee must
check with the Finance Department prior to using his/her
own vehicle on City business. If there is no pool
vehicle available, and the employee cannot wait for one
to become available, the employee may use his/her
personal vehicle and be reimbursed at the current rate.
City shall make City pool vehicles available on a
priority basis for those employees who are required to
travel off paved roads on City business. If a pool
vehicle is not available, and the employee must use
his/her personal vehicle to travel off paved roads, the
employee shall not be required to travel off paved roads
if he/she reasonably believes that to do so would cause
damage other than normal wear and tear) to the vehicle.
The employee shall inform his/her supervisor of such
concerns, and the supervisor shall give alternate
instructions.
Employees required to use their own vehicle for City
business and who receive either a monthly allowance or
mileage reimbursement therefor are required to provide
proof of a valid California drivers' license and of
vehicle insurance for both liability and property damage.
The City requires a copy of the drivers' l.ice?se at the
time of hire and at the time of each re?r?d renewal.
The Personnel O?fice maintains these records and is
responsible for notifying employees when their license
needs to be renewed.
An employee who loses his/her license or has his/her
license restricted so as to prevent driving on City
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d_Z) business is responsible for notifying the Employee
Relations Officer immediately. The City has an agreement
with he Department of Motor Vehicles DMV) wherein the
DMV notifies the City when an employee's license is
restricted or revoked. If the DMV notifies the City
prior to receiving notification by the employee,
disciplinary action may result.
proof of insurance must be shown at the time of hire and
annually by those employees who drive their own vehicles
on City business Policy limits are determined by the
employee, but must meet minimum state standards. If an
employee has an automobile accident while on City
business, the employee's insurance policy shall be
provide primary coverage for both liability and property
damage. If there is no insurance policy in place, the
employee shall be personally responsible. The car
allowance or mileage reimbursement paid by the City is
calculated to cover the cost of insurance purchased by
the employee. NC) employee who has not been required to
use his/her vehicle for City business shall be required
to provide proof of insurance.
Employees must wear seatbelts at all times when in a
vehicle on City business.
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d_Z)3.40 PROMOTION: When it has been determined by the City that a
vacant position will be filled by promotional appointment, the
Employee Relations Officer shall authorize a competitive
promotional examination in order to fill the position, as set forth
in these policies.
When an employee is appointed to a promotional position, that
employee shall be paid at the step in the higher salary range which
is at least a five percent 5?) increase over the salary he/she
received in the lower step, in accordance with the provisions of
Section 5.15. Any employee who is promoted within City service
shall be required to complete a six-month probationary period in
the new position successfully If the employee's former position
is still vacant, the department director may recommend that the
employee be reinstated to the former position. This reinstatement
must be approved by the Employee Relations Officer. If the
employee's former position is not vacant, the employee may be
appointed to a position of the same classification in a different
department with the recommendation of the department director and
approval by the Employee Relations Officer. If no vacancy exists,
the employee will be laid off from City employment.
In the event a Level I position is eliminated and replaced with a
Level II position, the City agrees to first consider employees in
the Level I position, and to make every reasonable effort to
promote an existing employee to the new Level II position.
However, if after due consideration of existing employees, the City
determines that no employee is qualified for promotion, the City
retains the right to conduct outside recruitment.
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d_Z
)3.50 RECLASSIFICATION: Where the duties of an existin9
position have changed so as to necessita?e
reclassification, such position shall be reclassified by
the Employee Relations Officer to a more appropriate
classification, whether existing or newly created. The
Employee Relations Officer must approve all new
classifications, and the City Manager is responsible for
reclassifications for all department directors and
executive positions. Regardless of the circumstances,
the Employee Relations Officer may require a competitive
examination, and no incumbent shall have a right to be
appointed to a reclassified position. No person shall be
appointed or employed to fill a reclassified post unless
the position has been approved by the City Council and
incorporated into the Classification plan, as provided
herein.
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d_Z)3.5S LAYOFFS/REDUCTION IN FORCE/RECALL: Subject to City CoUflcil
approval, the Employee Relations Officer may lay off permanent and
probationary workers at any time based upon; 1) lack of work; 2)
budgetary reasons; 3) elimination of programs; or 4) elimination of
services. At least two 2) weeks written notice shall be given to
any employee who is to be laid off. If less than two weeks notice
is provided, the employee will be paid for the difference between
the date of layoff and two weeks.
Remainder of policy remains the same except for
the third paragraph, which reads as follows:]
Reduction in Force RIF) When it becomes necessary to reduce the
work force in the City, the Employee Relations Officer shall
designate the job classification, division, department, or other
organizational unit in order to effect a reduction in the work
force. Contract, temporary, part-time, seasonal, or probationary
employees in the same job classification as ones proposed to be
reduced within the City shall be laid off first. Although the
Employee Relations Officer may elect to do so, he/she is not
required to allow laid off employees to bump" employees in other
classifications unless the employee has previously successfully
held a position another classification, in which case the laid off
employee would be considered for layoff, if any, from the
previously held classification, along with others in that
classification, in accordance with the Order of Layoff" set forth
below.
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d_Z) 4.45 EPOTISM POLICY: Except as specified below, an applicant for
employment by the City who has a relative employed by the City may
not be denied the right to apply for employment and compete in the
examination process. Following the examination, if the applicant
is successfully certified as eligible for employment, the applicant
may be denied employment if the Employee Relations Officer and the
City Manager determine that such employment would create a
prohibited relationship. A prohibited relationship may result
under the following circumstances:
1. One employee would have a supervisor-subordinate
relationship with another member of his/her immediate family as
defined in Section 1.25.51)
2. Two members of the same immediate family would be under
the jurisdiction of the same immediate supervisor.
3. One employee would have access to confidential or
financial information concerning another member of his/her
immediate family.
4. One employee would have the power or authority to make
recommendations or decisions about another member of his/her
immediate family which could or would have a financial or other
impact upon the employee's relative.
5. One employee would have the authority to discipline a
member of his/her immediate family.
The City Manager reserves the right to identify additional
circumstances in which a prohibited relationship may occur.
Any immediate family member of the City Manager, Finance Director
or Employee Relations Officer will not be considered for employment
in any capacity by the City. For the purposes of this para9raph?
immediate family member is defined as: grandparent, parent,
spouse, child, aunt, uncle, or first cousin by marriage, adoption
or blood.
When the eligible candidate is refused appointment by virtue of
this section, the name of the candidate shall remain on the
eligibilitiy list for openings in the same classification as
otherwise provided in these policies, where no prohibited
relationship may occur.
In no case may an employee participate directly or indirectly in
the recruitment or selection process for a position for which the
employee's relative has filed an employment application.
Where twa relates are working in the same department, division or
office at the time these policies are adopted, or if an event
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d_Z)occurs in which a familial relationship is established between two
employees who work in the same division or office i.e., if a
marriage results in a spousal or in-law relationship) the
relationship shall not be deemed as prohibited relationship1
unless the employees' mutual employment creates a legal conflict of
interest.
As stated above, if a familial relationship exists or is
established, the employees may continue in their positions so long
as the conditions of a prohibited relationship are not met. If, in
the determination of the Department Director, such a prohibited
relationship does or would exist, the Department Director shall
submit the reasons for his/her determination to the Employee
Relations Officer for review.
The Employee Relations Officer shall have one 1) week to
investigate the Department Director's findings and determine if a
prohibited relationship does exist.
If the Employee Relations Officer's review confirms the existence
of a prohibited relationship, he/she shall submit his/her findings
to the City anager who will make the final determination as to the
existence of a prohibited relationship and inform the Employee
Relations Officer. At this time, the Employee Relations Officer
and Department Director shall proptly inform the employees of the
City's intention to transfer one of the employees to a vacant
position of comparable pay and duties in another City division or
office, provided that the transferee is qualified therefore and
that no offer of employment to fill the vacant position has been
made to any other eligible candidate.
If a position of comparable pay and duties is not open but one in
a lower classification is vacant, either of the employees may elect
to voluntarily demote to the lower position, provided that the
vacant position is in another department, division or office; that
the employee is qualified to fill the position; and that the
position has not been offered to another candidate. Any voluntary
demotion which occurs as a result of this section shall be in
accordance with the provisions set forth in Section 3.45.2. In the
event that a transfer or voluntary demotion is not feasible within
the time limit set herein, the affected employees shall decide
which of them will resign from City employment.
If a transfer or voluntary demotion is not feasible and neither
employee has submitt?? a letter of resignation within three week
following determination that a prohibited relationship exists, the
Employee Relations Officer and Department Director, with approval
of the City Mmanager, shall determine which of the employees shall
be terminated in good standing.
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d_Z) Regardless of which procedure is utilized transfer, voluntary
demotion, resignation, or termination in good standing) it shall
become effective one month aftger the City Manager has concurred
with the Employee Relations Officer's determination that a
prohibited relationship has been established. This one-month limit
may be extended up to an additional two months with written
approval of the Employee Relations Officer, provided that personal
or organizational considerations mandate such an extension.
Except as hereinafter provided, an employee who has been terminated
in good standing because of the operation of this section may be
reinstated to the position which he/she held at the time of
termination, or to a position of equal seniority, status and pay.
In order to be eligible for reinstatement, he/she must be
reinstated to a position in a department, division or office where
a prohibited relationsh?p would not be established or
reestablished); the position must be open; and the employee must
meet the qualifications for the position. This right of
reinstatement shall be effective only through the 90-day period
immediately following the effective date of termination, and the
terminated employee shall have the same right to reinstatement as
employees who have voluntarily resigned in good standing, up to an
additional nine months.
The decision of the City Manager, based upon his/her review and
recommendations of the Department Director and Employee Relations
Office to transfer, voluntarily demote, resign, or terminate an
employee in good standing pursuant to this section), is not
subject to any appeal or grievance procedure.
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d_Z)5.25 BILINGUAL COMPENSATION
5.25.1 Bilingual Pay: Each full-time employee who has qualified
for bilingual compensation under Section 5.25.2 shall receive
additional compensation of $.25 per hour. Upon verification of the
employee's qualification by the Employee Relations Officer
E.R.O.), the employee shall receive bilingual compensation to
commence as of the next pay period.
5.25.2 Eligibility: The E.R.O. will designate at least one full-
time employee to perform bilingual services for the public to all
City departments. Selection of the designated employee(s) will be
based upon: 1) bilingual ability as determined by scores on a
recognized standardized test selected by the E.R.O. and
administrated through a testing process determined by the E.R.O.;
and 2) accessibility to the public. The designated employee(s)
shall provide both verbal and written translation services to the
public in addition to their normal work duties.
Additional employee(s) will receive bilingual compensation if, as
part of their job function and duties, they provide verbal
bilingualtranslation for the public within their department on a
regular basis. A Department Director who determines that an
employee is providing bilingual translation services on a regular
basis will certify the same to the E.R.O. who shall then schedule
the employee to take a standardized test.
5.25.3 Retesting: Each employee who is authorized to receive
bilingual compensation shall be retested every other year in the
month of July, beginning in July 2000, and must successfully pass
the retest to continue receiving the additional compensation.
5.25.4 Discontinuing Compensation: If the bilingual skill is no
longer needed or the employee is no longer required to use it or
ceases to possess it, the Department Director shall terminate the
bilingual compensation by written notice to the E.R.O. The E.R.O.
may also terminate the bilingual compensation if he/she makes a
like determination, and shall notify the Department Director. In
either case, the Department Director shall notify the employee.
An employee not receiving bilingual compensation shall not be
required to perform bilingual services.
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d_Z) 6.05 WORK WEEK AND OVERTIME: The work week for City employees
shall begin at 12:01 A.M. on Monday, and end at 12:00 P.M.
midnight) on Sunday. The basic work week for full-time employees
shall be forty 40) hours, rendered in units of eight 8) hours per
day. The City may assign a different work week when it is deemed
to be beneficial to the City. Except in cases of emergencies, the
City will provide a two-week advance notice of schedule changes.
For any illness or emergency absence from work, the employee must
notify his/her supervisor within the first half-hour of normal
reporting time unless extraordinary circumstances prevent such
notification. Each Department Director is responsible for
establishing a specific department call-in policy and procedure,
and for insuring that each employee is advised of the policy and
procedure.
General non-exemDt Dositions: For general non-exempt positions
which do not meet one of the FLSA exemption categories, overtime
shall consist of time actually worked in excess of forty 40) hours
in a work week. Floating holidays, sick leave, vacation or
compensatory time will not be included as time worked for purposes
of calculating FLSA overtime. Legal holidays, for which City
offices are closed, will be recognized as time worked for purposes
of calculating overtime. If state law should change to mandate
that public employees be paid overtime after eight hours work in
one day, the City agrees to amend Section 6.05 to reflect such
change.
Overtime for general non-exempt employees shall be compensated in
one of the following two ways:
A. As paid time at one and one-half the regular rate of pay; or
B. As compensatory time accrued at one and one-half the regular
rate of pay.
Prior to authorization of overtime, the employee and his/her
supervisor shall agree as to how the employee shall be compensated
paid time or compensatory time) If the employee and supervisor
cannot agree on the method of compensation, the supervisor may ask
another employee to perform the overtime work. If the supervisor
requires that a particular employee perform the overtime, but they
are unable to agree on the method of compensation, the employee
shall be given his/her choice of compensation paid time or
compensatory time)
Compensatory time is vested time, and must be used or paid upon
termination of employment.
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d_Z)7.20 LEAVE OF ABSE?T WITHOUT PAY: Any regular or probationary
employee who is absent from work and not on leave of
absence with pay shall be considered on leave of absence
without pay.
Leave of absence without pay shall be approved in advance
and in writing. Any employee requesting a leave of
absence without pay shall utilize all of his/her accrued
compensatory time off, administrative leave, vacation
time, and sick leave, if appropriate, prior to the start
of the leave without pay. Determination of the granting
of leave of absence without pay is not grievable. An
employee who does not receive prior written approval for
leave of absence without pay may be disciplined for such
period of absence.
Remainder of policy 7.20 remains unchanged.]
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d_Z)9.25 DISCIPLINARY SUSPENSION: An employee may be temporarily
removed from his/her duties without pay for a period up
to sixty 60) working days based upon serious misconduct
or repetition of past problems for which the employee has
been reprimanded. The nature of the offense, its
severity and the circumstances dictate the length of the
suspension. Recurrence of the same or similar offenses
may result in a second or third disciplinary suspension
of progressively increased duration or in dismissal from
employment by City. A disciplinary suspension is given
when formal warnings or written reprimands have not been
effective, or when the misconduct warrants more than a
reprimand. Employees may be immediately suspended where
there is a clear threat to the safety of other employees
of the public.
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d_Z)11.70 DISPOSITION OF APPEAL: Within ten 10) working days of
receipt of the Hearing Officer's findings of fact and
recommendation, the City Manager shall adopt, reject or modify in
whole or in part the recommendation of the Hearing Officer, and
shall so notify the employee, respondent and the Hearing Officer.
The City Manager's decision will be final and binding. The City
manager shall not be involved in the disciplinary process at any
point other than simply being made aware that disciplinary action
is proposed, or in the event that the discipline involves a
department director) until receiving the Hearing Officer's findings
of fact and recommendation, and shall make his/her decision based
upon an independent review of the record from the appeal hearing
and the Hearing Officer's findings of fact and recommendations.
The City manager shall modify or reject the Hearing Officer's
recommended decision only for just cause, supported by substantial
evidence in the record, as set forth in the City Manager's written
final decision.
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d_Z) 12.55 FORMAL GRIEVANCE PROCEDIRE:
Step I: If the employee is not in agreement with the decision
rendered in the informal grievance procedure, he/she
shall have the right to present a formal grievance to the
Department Director within fifteen 15) working days
after the occurrence of the incident causing the
grievance, if applicable. Otherwise, the right to file
a grievance petition shall be waived.
All grievances shall be submitted in the format
prescribed by the Employee Relations Officer, and no
grievance petition shall be accepted until the form is
complete. The written grievance shall contain a clear,
concise statement of the grievance and the facts upon
which it is based; rule, regulation or policy allegedly
violated; and the specific remedies sought.
The Department Director will render a written decision
within five 5) working days after receipt of the written
grievance.
Step II: If the grievance is not satisfactorily resolved in Step
I, the employee shall have the right to submit the
written grievance to the Employee Relations Officer
within five 5) working days after the Department
Director's decision is received by the employee.
The Employee Relations Officer will render a written
decision within five 5) working days after receipt of
the written grievance.
Step III: If the grievance has not been satisfactorily resolved at
Step II, the employee may appeal within five 5) working
days, and the City and Association shall mutually select
a mediator from the State Mediation and Conciliation
Service to consider the grievance. The mediator may
consider written documents and/or oral statements, and
shall render a written advisory decision to the City
Manager within ten 10) days.
The City Manager may accept or reject the advisory
decision of the mediator, and will render a written final
decision within five 5) days of receiving the mediator's
advisory de ision. The decision of the City manager
shall be final and conclusive.
If mutually agreeable, a meeting may be conducted
involving all affected parties at any step in the
grievance procedure prior to the rendering of a decision.
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d_Z) GRIEVANCE PROCEDURES
Ste? Contact File Decision
Informal Supervisor N/A Immediate
Step I Formal Department Direc?or 15 working days 5 working days
from Informal from filing
Decision
Step II Formal Employee Relations 5 working days 5 working days
Officer from Step I from filing
Decision
Step III Formal State Mediator! 5 working days 5 working days
City Manager from Step II from receipt of
Decision M e d i a t 0 r 5
advisory decision
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d_Z)14.10 HOLIDAYS: Days which are designated as paid holidays by the
City CouflCil shall be legal holidays for City employees unless
otherwise specified. A holiday falling on Sunday will be observed
the following Monday. A holiday falling on Saturday will be
observed the previous Friday.
14.10.1 Re?ular full-time emDlovees are entitled to the following
ten 10) paid holidays each year:
New Year's Day January 1
Dr. Martin Luther King, Jr. Day 3rd Monday in January
Presidents' Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day 1st Monday in September
Veterans' Day November 11
Thanksgiving Day 4th Thursday in
November
Day after Thanksgiving Friday after Thanksgiving
Christmas Day December 25
In the event an employee is reguired to work on a
holiday, he/she shall be entitled to: 1) a minimum of
four 4) hours straight time either paid or in
compensatory time); 2) eight 8) hours Holiday Pay; and
3) if the minimum four hours takes the employee over
forty 40) hours for the week, he/she shall be paid at
time and one-half for all hours worked over 40.
In the event of a conflict between any provision of this
section and Section 14.35.5 Call-back), the affected
employee shall be given the greatest benefit provided
under the two sections.
Floatin? holidays:
Regular full-time employees are also entitled to two 2)
floating holidays each calendar year, to be selected by
the employee provided the employee's supervisor deems the
selected day(s) compatible with work schedules. Both
floating holidays must be taken within the calendar year
in which they are earned.
In the event of the employee's ailure for any reason to
take such floating holiday(s uring any calendar year or
prior to his/her termination of employment with the City,
he/she shall be entitled to compensation for the floating
holiday(s) not used.
Probationary employees may use their floating holiday(s)
if necessary.
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d_Z)14.15.2 LIMITATIONS:
A. Vacation is earned annually and is computed on the basis
of number of months, or major portion of a month,
actually worked within a calendar year.
Additional days of vacation are earned on the anniversary
date of the regular employee.
C. No vacation shall be credited for time during which a
regular employee is absent from duty without pay in
excess of thirty 30) days.
D. All vacations shall be requested in writing in advance,
and taken at such time as approved by the Department
Director. The Department Director shall either approve
or deny a vacation request within three 3) work days
after receiving the request. Failure to obtain prior
written approval may result in loss of apy for unapproved
time off.
E. Each vacation day shall be considered eight 8) hours.
F. Vacation leave may be taken in increments of one 1) hour
or more, approved by management.
G. Illness during a vacation period shall not be considered
as sick leave.
H. Employees absent due to sick leave or other approved
leave of absence shall continue to accrue vacation leave
unless such absence exceeds thirty 30) consecutive days,
in which case there shall be no accrual of vacation leave
during the period of absence.
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d_Z) 14.35 OVERTIME COMPENSATION: Overtime compensation shall be
provided to City employees as follows:
14.35.2 General Non-exem?t and Part-time Em?loyees may receive
overtime compensation in the form of paid time or
compensatory time off, at a pay rate of time and one-
half, for all hours worked in excess of forty 40) in one
work week. For purposes of calculating overtime,
floating holidays, sick leave, compensa?ory time used,
and vacation wilL not be counted toward the 40-hour work
week. All overtime must be approved by the Department
Director prior to any accumulation of hours.
Cash payment of overtime shall be limited to fiscal
budgetary restrictions, and employees are encouraged to
receive overtime compensation as compensatory time off in
lieu of cash payment. Employees in these categories may
accrue compensatory time up to a maximum of forty 40)
hours. The Employee Relations Officer may allow accrual
beyond the maximum if circumstances warrant. All
compensatory time shall be requested three 3) days in
advance, and shall be granted by the department director
unless the time off adversely impacts the organization
and/or work load.
The remainder of policy 14.35 is unchanged.]
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d_Z)14.35.6 STANDBY: Employees occupying a position designated by
the Department Direc?or and approved by the Employee
Relations Officer as appropriate for standby pay are
required to be subject to call by telephone or other
approved methods. Standby assignments shall be scheduled
in advance by the appropriate Department Director, and
shall be automatically forfeited if the employee is
unavailable or unfit when called for duty. Employees
working standby assignments shall be paid twenty-five
dollars $25.00) per work day, and thirty-five dollars
$35.00) per holiday.
In addition to the standby pay, an employee called for
standby work shall be compensated at time and one-half,
either with pay or compensatory time at the employee's
discretion, from the time the employee enters the City
limits until he/she leaves the City limits. All
employees placed on standby must be able to reach the
City limits within twenty 20) minutes under normal
driving conditions.
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d_Z) 0
EDITORIAL CHANGES
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time covered employees begin to work or are required to be m readiness for work until the time the??'
are relieved of work responsibilities. On-dury" time mcludes the following safety-sensitive
ftmctions
1. driving the vehicle;
2. performing maintenance on the vehicle;
3 inspecting the vehicle;
4 loading or unloading the vehicle;
5 supervising or assisting the loading or wiloading of a vehicle; and
6 waiting to load or unload the vehicle or to be dispatched.
C Covered employees shall not engage in any of the following behaviors
while pefforming or waiting to perform a safety-sensitive fimetion:
1
a. report to du?y or remain on duty in a safety-sensinve capacity when using any drug;
b. possess while on duty;
c. consume at any time; and
d. test positive.
Note: Prescription drugs may be allowed, as needed, pursusntto advance notification to the
appropriate supervisor, along with the doctor's recommendation regarding instructions and
possible side effects as they relate to the employee's job duties.
2. Al?QIiQ1
a. report for duty or remain on duty in a safety-sensitive capacity while having a blood
alcohol level of 0.02 or greater;
b. use or possess alcohol while performing safety-sensitive fillictions;
c. perform safety-sensitive flinctions within four hours after using alcohol; and
d use alcohol for eight hours after an accident or until tested, whichever occurs first.
3 Drug and Alcohol
a refinal to submit to drug and/or alcohol testing as required by the Omnibus
Act; is deemed as a positive test;
b. report to dury or remain on dury to perform a safety-sensitive Lion after reflising
to submit to drug and/or alcohol testing required under the r??ulations; and
c. fiLil to advise the immediate supervisor when other employees have actual knowledge
that an employee is in violation of these rules.
D. Dru?Testin?: Pursuant to FHWA regulations, urine specimens shall be screened for the
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d_Z) appointment. Promotional appointments shall be considered probationary for six 6) months from
the effective date of the promotional appointment. As necessary, the probationary period can be
extended an additional six 6) months if the Department Director or designee determines that the
probationary period shall be extended. The probationary employee shall be given notice in writing
prior to the expiration of the original probationary period.
Initial probationary employees are eligible for use of accrued paid leave sick leave, vacation and
bereavement leave) after the first 3) months. A promotional probation does not Impact an
employee's eligibility for leave.
The probationary period shall be regarded as part of the testing process and shall be utilized for
closely observing the employee's work to determine the employee's fitness for the position. A
probationary employee must demonstrate satisfactory performance m order to achieve permanent
status.
Periods of time on paid or unpaid leave exceeding thirty 30) days consecutive or not) shall
automatically.extend the probationary period by that number of days the employee is on leave. If
the probationary period is interrupted by military leave for a period which extends beyond half of
the probationary period, then the employee shall serve a new probationary period upon return.
An employee on probationary status may be suspended without pay, demoted or dismissed by the
City at any time, with?t? or without cause, and without right of appeal. A probationary employee
has no property interest in contintiing employment.
3.15 FULL TIME APPO?: Employees who successfiilly complete their probationary
period and who regularly work a minimum of forty 40) hours per week shall become fi?ll-time
regular employees and shall be entitled to all of the benefits provided herein.
3.20 EMERGENCY APPOIN'IMENTS: To meet immediate requirements of an emergency
condition which threatens life 9r property, the Employee Relations Officer may create positions and
employ such persons as temporary employees as may be needed for the duration ofthe emergelicy.
If not determined otherwise by an applicable provision or by an Emergency Operations Plan
approved by the City Council as soon as possible, and shall be compensated at an appropriate hourly
rate as approved by the Employee Relations Officer.
3.25 INTERIM ApPOINIM?NTS: If deemed to be in the best interests of the City, the Employee
Reir ions Officer may authorize and approve an interim appointment in or er to fill either a
temporary i.e. a maternity or military leave) or regular i.e. an employee's resignation or
termination) vacancy. If the position being filled on an interim basis would normally require City
Council approval i.e. City Manager), the City Council shall authorize the interim appointment.
An interim appointment may be authorized for a period not to exceed six 6) months from the date
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submit a written request for an out-of-class pay adjustment to the Lm?l? Off???A
Dep?rl:ment Director within ten 10) working days after the employee has allegedly qualified for the
out-ofclass pay adjustment. The R?ptp?? Offi?1 Dcpaept=itDir??or shall review the
request and forward a recommendation thereon to the Employee Relations Officer within five 5)
working days after completing ajob audit. The Employee Relations Officer shall render a decision
thereon within five 5) working days after receipt of the Lmyl??? I)?artment
Director's recommendation.
If the Employee Relations Officer determines that the employee has been working out-of-class for
more than twenty-five 25) consecutive working days, the employee will be paid out-of-class pay
effective on the 26th day and for each successive day the employee works oixt-of-c lass.
If the Employee Relations Officer determines that the employee has been working out-of-class for
more than fifty 50) working days within any twelve 12) month period, the employee will be paid
out-of-class pay effective on the 51st day and for each successive day duiing the twelve 12) month
period in which the employee works out-of-class.
In determining the appropriate step for purposes of calculating out-of-class pay, the employee shall
be compensated at the Step in the appropriate salary range which comes nearest to but not less than
five 5%) per cent higher than the Step the employee held in the previous salary range. If the
employee is subsequently appointed to the higher-level position, the employee may apply time
accumulated while working out-of-class towards ling any required probationary period. If and
when the employee returns to the employee's former position, the employee shall also return to the
lower base pay.
A regular employee working out-of-class shall continue to accrue seniority in his/her regular
classification and shall be eligible to receive merit increases in the regular position.
Nothing herein shall be construed as limiting management's authority to assign City employees
temporarily to different or additional work duties and responsibilities for the purpose of responding
to emergencies: Temporary assignment, while responding to an emergency, will be for no more than
three 3) months duration, but may be extended for an additional three 3) months with Employee
Relations Officer approval.
Nothing herein shall prevent an employee from receiving an interim promotion to fill a position
temporarily as a result of a vacancy, leave of absence, or industrial injury. Such an employee shall
be compe'isated in accordance with Section 3.15.
3.35 TRANSFER: An employee may transfer from their present position to a vacant position, in the
same classification, within the same department or to another depattment. For purposes of this
Section, a comparable classification is defined as one with the same salary range which involves the
performance of similar duties that require substantially the same general qualification. A transferred
employee shall retain their rate of pay and their anniversary date for purposes of merit pay increases.
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d_Z!) employee may be required by their department director to obtain ajury calendar or assignment sheet
weekly duling such service. The jury calendar or asMgnment sheet shall be signed by the jury clerk
or commissioner and delivered to the employee's Supervisor at the end of each week to veri? jury
duty or witness service.
If a regular employee on an alternative work schedule is summoned for jury duty, the Department
Director or designee shall convert the employee's usual work shift to a regular five 5) day, Monday
through Friday shift basis. An employee required to serve on jury duty shall be entitled to the
employee's regular rate of pay, provided the employee deposits any fees for service, excluding
mileage, with the City. A temporary, seasonal, or emergency employee called for jury duty will not
be compensated for time lost while on jury duty, but saal1 be entitled to retain the employee's jury
fees.
Any employee required to be absent from work on behalf of the City by proper subpoena issued by
a court or other legally empowered agency, shall be entitled to be absent from work at the
employee's regular rate of pay, provided that any fees, except mileage, are deposited with the City.
An employee required to be present as a witness in any other matter shall not be entitled to be paid
during such absence.
An employee who is released by the cour? from jury dirty on any regularly scheduled work day shall
contact his or her Supervisor to find out whether he or she is required to return to work. An
employee who is scheduled for stand-by duty while serving on jury duty shall be rescheduled for
stand-by duty after the conclusion ofiury duty, unless the employee agrees to serve both.
7.0 PREGNANCY DISABILITY LEAVE: Pursuant to Government Code Section 12945, a
pregnant employee shall be entitled to a leave of absence withoutpay for up to four 4) months so
long as the employee's attending physicians certifies that she is physically unable to work due to
pregnancy or pregnancy-related conditions. At the commencement of a pregnancy leave of absence,
employees have the option of using accrued sick leave, vacation, compensatory time-off, or
administrative leave allowances, as well as disability pay, and thus, continuing to receive pay. City
pay will cease when all accrued allowances have been used, and the employee shall receive leave
without pay and be subject to all policies except as modified herein. The use of accrued time-off
shall not extend the length of the leave.
When an employee is on pregnancy disability leave, the City shall continue its share of payment
for insurance benefit premiums i.e., health, life, AD&D, vision, disability, dental) for the employee
and her dependents. The City's continuation of payment of PERS retirement contributions is
depender upon the disability lan in effect at the time the disability leave is requested. Vacation
time, sick leave, adrninjstra.?ve leave, and holidays shall not accrue during a pregnancy leave of
absence unless the employee is continuing to receive their fill' customary pay by utilizing accrued
sick leave, vacation, compensatory time-off or administrative leave allowances. If an employee
elects to receive pay for less than their fill' customary pay, all employee benefits other than the
insurance benefits listed above) will be pr?rated. Employees on pregnancy disability leave may
also be eligible for benefits under the State Disability Insurance Plan SDI) or the City's Long-Term
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6) months after the end of the war or national emergency. Reference Government Codes 395.
146 and 395.05.)
Exceptions to this policy will occur whenever necessary to comply with applicable laws.
7.20 LEAVE OF ABSENCE OUT PAY: Any regular or probationary employee who is absent
from work and who is not on leave of absence with pay shall be considered to be on leave of absence
without pay.
Leave of absence without pay shall be approved. in advance and in writing. Any employee
requesting a leave of absence without pay shall UL;i17? all of the employee's acccued Compensatory
time-off, administrative leave, vacation time and sick leave if appropriate) prior to the start of the
leave without pay Determination regarding the granting of leave of absence without pay is not
grievable. An en?p1qyee?o ocsi'Gt??? wnh out
pay may be disciplined for
Department Directors may grant an employee leave of absence without pay for not to exceed forty
40) consecutive hours. Such leaves shall be reported, in writing, to the Employee Relations Officer.
A leave of absence without pay in excess of forty 40) hours must be recommended by the
Department Ddirector and approved by the Employee Relations Officer. No single leave of absence
without pay may exceed three months, without approval of the Departrnent Director, Employee
Relations Officer and City Manager.
Any leave of absence without pay of ei?t 8) hours or more shall result in a pr?rata accrual of
vacation, sick leave or holiday credits. A leave of absence without pay of? 40) hours or more
shall also result in a pr?rata reduction of employer paid health benefit payments and extend the
employee's probationary period if applicable) for the same length of time as the leave. After thirty
30) consecutive working days on a leave of absence without pay, contributions to retirement, life
insurance, medical, dental or other designated benefit plans shall be suspended until the employee.
is reinstated.
Upon expiration of an approved leave of absence without pay the employee shall be reinstated in the
classification held at the time the leave was granted. Failure on the part of the employee to report
to work promptly at the expiration of the leave shall result in the employee being deemed to have
resigned from employment.
7.25 FAMILY AND MEDICAL LEAVE:
7.25.1 STATEMENT OF POLICY
To the extent not already provided for under current leave policies and provisions, the City will
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d_Z#) CITY OF LA QUINTA
SCHEDULE OF SALARY RANGES
FY 98/99 EXHIBIT 1
MONTHLY
BASE STEP STEP STEP STEP STEP
RANGE A B C 0 E
30 1,740 1.827 1,918 2,014 2,115
31 1,783 1,873 1,966 2,065 2,168
32 1,827 1,918 2,014 2,115 2.221
33 1,873 1,966 2,065 2,168 2,276
34 1,918 2,014 2,115 2,221 2,332
35 1,966 2,065 2,168 2,276 2,390
36 2,014 2,115 2,221 2,332 2,448
37 2,065 2,168 2,276 2,390 2,510
38 2,115 2,221 2,332 2,448 2,571
39 2,168 2,276 2,390 2,510 2,635
40 2,221 2,332 2,448 2,571 2,699
41 2,276 2,390 2,510 2,635 2,767
42 2,332 2,448 2,571 2,699 2,834
43 2,390 2,510 2,635 2,767 2,905
44 2,448 2,571 2,699 2,834 2,976
45 2,510 2,635 2,767 2,905 3,050
46 2,571 2,699 2,834 2,976 3,125
47 2,635 2,767 2,905 3,050 3,203
48 2,699 2,834 2,976 3,125 3,281
49 2,767 2,905 3,050 3,203 3,363
50 2,834 2,976 3,125 3,281 3,445
51 2,905 3,050 3,203 3,363 3,531
52 2,976 3,125 3,281 3,445 3,617
53 3,050 3,203 3,363 3,531 3,708
54 3,125 3,281 3,445 3,617 3,798
55 3,203 3,363 3,531 3,708 3,893
56 3,281 3,445 3,617 3,798 3,988
57 3,363 3,531 3,708 3,893 4,088
58 3,445 3,617 3,798 3,988 4,187
59 3,531 3,708 3,893 4,088 4,292
60 3,617 3,798 3,988 4,187 4,397
61 3,708 3,893 4,088 4,292 4,507
62 3,798 3,988 4,187 4,397 4,617
63 3,893 4,088 4,292 4,507 4,732
64 3,988 4,187 4,397 4,617 4,847
65 4,088 4,292 4,507 4,732 4,969
66 4,187 4,397 4,617 4,847 5,090
67 4,292 4,507 4,732 4,969 5,217
68 4,397 4,617 4,847 5,090 5,344
69 4,507 4,732 4,969 5,217 5,478
70 4,617 4,847 5,090 5,344 5,612
71 4,732 4,969 5,217 5,478 5,752
72 4,847 5,090 5,344 5,612 5,892
73 4,969 5,217 5,478 5,752 6,039
74 5,090 5,344 5,612 5,892 6,187
75 5,217 5,478 5,752 6,039 6,341
76 5,344 5,612 5,892 6.187 6,496
77 5,478 5,752 6,039 6,341 6,658
78 5,612 5,892 6,187 6,496 6,821
79 5,752 6,039 6,341 6,658 6,991
80 5,892 6,187 6,496 6,821 7,162
BIB]
06-21-1999-U01
01:03:54PM-U01
ADMIN-U01
CCRES-U02
99-U02
78-U02
d_Z$)CITY OF LA QUINTA
SCHEDULE OF SALARY RANGES
EXHIBIT 2
FY 99100
MONTHLY
BASE STEP STEP STEP STEP STEP
RANGE A B C D E
30 1,773 1,861 1,954 2,052 2,155
31 1,817 1,908 2,003 2,103 2,209
32 1,861 1,954 2,052 2,155 2,262
33 1,908 2,003 2,103 2,209 2,319
34 1,954 2,052 2,155 2,262 2,376
35 2,003 2,103 2,209 2,319 2,435
36 2,052 2,155 2,262 2,376 2,494
37 2,103 2,209 2,319 2,435 2,557
38 2,155 2,262 2,376 2,494 2,619
39 2,209 2,319 2,435 2,557 2.685
40 2,262 2,376 2,494 2,619 2,750
41 2,319 2,435 2,557 2,685 2,819
42 2,376 2,494 2,619 2,750 2,888
43 2,435 2,557 2,685 2,819 2,960
44 2,494 2,619 2,750 2,888 3,032
45 2,557 2,685 2,819 2,960 3,108
46 2,619 2,750 2,888 3,032 3,184
47 2,685 2,819 2,960 3,108 3,263
48 2,750 2,888 3,032 3,184 3,343
49 2,819 2,960 3,108 3,263 3,426
50 2,888 3,032 3,184 3,343 3,510
51 2,960 3,108 3,263 3,426 3,598
52 3,032 3,184 3,343 3,510 3,685
53 3,108 3,263 3,426 3,598 3,777
54 3,184 3,343 3,510 3,685 3,870
55 3,263 3,426 3,598 3,777 3,966
56 3,343 3,510 3,685 3,870 4,063
57 3,426 3,598 3,777 3,966 4,165
58 3,510 3,685 3,870 4,063 4,266
59 3,598 3,777 3,966 4,165 4,373
60 3,685 3,870 4,063 4,266 4,480
61 3,777 3,966 4,165 4,373 4,592
62 3,870 4,063 4,266 4,480 4,703
63 3,966 4,165 4,373 4,592 4,821
64 4,063 4,266 4,480 4,703 4,939
65 4,165 4,373 4,592 4,821 5,062
66 4,266 4,480 4,703 4.939 5,186
67 4,373 4,592 4,821 5,062 5,315
68 4,480 4,703 4,939 5,186 5,445
69 4,592 4,821 5,062 5,315 5,581
70 4,703 4,939 5,186 5.445 5,717
71 4,821 5,062 5.315 5,581 5,860
72 4,939 5,186 5,445 5,717 6,003
73 5,062 5,315 5,581 5,860 6,153
74 5,186 5,445 5,717 6,003 6,303
75 5,315 5,581 5,860 6,153 6,461
76 5,445 5,717 6,003 6,303 6,618
77 5,581 5,860 6,153 6,461 6,784
78 5,717 6,003 6,303 6,618 6,949
79 5,860 6,153 6,461 6,784 7,123
80 6,003 6,303 6,618 6,949 7,297
BIB]
06-21-1999-U01
01:03:54PM-U01
ADMIN-U01
CCRES-U02
99-U02
78-U02
d_Z%) EXHIBIT 3 jijt, ii I ur
BUIU)ING INSPECTOR H.
02?O?- 34'//
Under general supervision. conducts field inspections of buildings, structures and installations in
various stages of construcuon, alteranon and repair for conformance to codes and laws, enforces
building, plumbing, electrical, occupancy and zoning ordinances and codes
Semor Building Inspector
The foUow:n: d?m? are nonlud for IhLs posw?on. These are 1101 10 be coitmz??d as cLL??ve or oll-inchisive.
diUr? 5 be re?red and assigued.
Performs daily ins?tions of foundations, fiming, electrical, mechanical, plumbing and
other related construction; approves construction which conforms to City building and
zoning codes and requires corrections to be rnade when deficiencies are discovered;
Insects a variety of standard and complex building system elements including foundations,
cement and plaster work, framing, electrical and mechanical installations, and plumbing
on new construction and alterations;
Reviews building and construction plans for proper design and compliance with applicable
codes and ordinances; issues permits for work to be performed;
Checks trenches, pier footings and forms for dimensions for compliance with approved
plans;
Coordinates with other City departments as necessary to obtain final approvals,
clarifications, status of the job, or requirements relating to construction in progress;
Approves and certifies final inspections;
Investigates complaints and potential violations of building codes andlor hazards; issues
notices of noncompliance regarding code requirements
Performs various related essential duties as required.
High school graduation or equivalent; 2.years of experience in the construction industry and the
building trades involving work performed in conformance with standard building codes; or any
equivalent combination of training and experience which provides the required skills, knowledge
and abilities.
BIB]
06-21-1999-U01
01:03:54PM-U01
ADMIN-U01
CCRES-U02
99-U02
78-U02
d_Z&)1ty ol La wnta: uiAoing inspector Ak
Required Licenses and Certification
Requires a valid Class C California Drivers License and a safe driving record
R?equires
Officials
KNOWLEDC1E AND ABILITIES
Knowledge of-
all types of building construction materials and methods;
accepted safety standards;
City building and zoning codes and related laws and ordinances;
te;.chnical;?rLeport wri?trng t?h?ques
Physical Requiremems.-
* Ability to operate a variety of office equipment and tools related to the job;
* Ability to coordinate eyes, hands and fir?gers in performing skilled tasks including driving;
* Ability to exert moderate physical effort in medium work involving stooping, crouching,
climbing and lifting;
* Ability to exert a negligible amount of force frequendy to lift, carry, push, pull, or
otherwise move objects.
Mathematical Ability:
* Ability to add, subtract, multiply and divide;
* Ability to compute and use fractions and decimals and geometric equations.
Judgement and Situational Reasoning Ability:
* Ability to apply concepts of rational thinking in interpretation of building code;
* Ability to use independent judgement in fairly routine situations, such as in inspecting
properties and in checking plai? for compliance;
* Ability to work with'mirnrn? al supcn?ision
Ability to respond to difficult and?ensiflv? pubJic)inqui?es.
Language Ability and Interpersonal Communication:
* Ability to comprehend and correctly use a variety of informational documents including
reports, complaint leuers, construction plans, diagrams and specifications;
* Ability to prepare citatir?, logs, records and reports using prescribed format and
conforming to all rules ci' punctuation, gramtnr' diction and style;
* Ability to comprehend a variety of reference books and manuals including municipal,
codes, the Health and Safety Code and state building codes;
* Ability to communicate and maintain effective working relationships with local residents,
contractors, developers, coworkers, supervisor, and other City personnel verbally and in
writing.
Eny'ironmental Adaptability.-
* Ability to work in an outdoor environment in performing inspections and in an Qffice
environment.
BIB]
06-21-1999-U01
01:03:54PM-U01
ADMIN-U01
CCRES-U02
99-U02
78-U02
d_Z') THE CITY OFLA QL'IAIA
1',
DEPUTY CITY CLERK H
Under general supervision, performs a wide variety of complex clerical tasks and related work in
support of the City Clerk's Department
This job class performs at a journey level, f a? CA? CL?k
employees in this class primarily perform more complex clerical support functions such as taking
meeting minutes and performing follow-up tasks for the City Council. This job class requires
accuracy and attention to detail in performance of clerical work and ability to perform a variety
of tasks m an independent manner.
RE?QRISlQ: City Clerk
me foliowin: dudes are normal for 5posidon. These are no: 0 be coiuri? hsive or dl-inclusive.
Other duni be reqwred and gned.
Attends City Council and Redevelopment Agency meetings in order w take minutes;
Performs the duplication and distribution of Council Agenda packets;
Acts as i!??Manager of the City's Telecommunications system, ic;
Making clianges to voice terminals including P.C. modems;
Establishing hunt groups, pick-up groups, and intercom-groups;
Run call-accounting reports;
Run back-up process for audix voice power monthly;
Run back-up process for switch and call accounting system bi-monthly;
Perform trouble-shooting functions;
Assists with Council follow-up by recording Notices of Completion, Street Vacations,
Nuisance Abatements, Deeds, Denial of Claims, etc.;
Acts as a Notary Public;
Performs back-up for switchboardlreceptionist, Deputy City Clerk I and City Clerk;
attends City Council meetings in the absence of the City Clerk and records minutes;
Interviews callers, both in person and on the phone; provides information or refers them
to appropriate staff;
Provides information ace?-?s to City records to the public and staff;
Prepares documents and inputs into the Questys test & imaging system;
Obtains and sends information on the City Link;"
Assists with and.maintains logs for Political Reform Act filings;
Maintains updates on Subdivision Agreement Bonds;
Maitainsthe City?s central fiies7jncluding.con tracts, agr?ments??, deeds;
Provides ass istanc?? all of rec9rds and utiii?LU?on of Ci?.Link
to 5 StateICity?bull.et?n
boards;
Assist in- the.coqr4inationbf.pu blic ie-ktipns pr?o?f?uni;
BIB]
06-21-1999-U01
01:03:54PM-U01
ADMIN-U01
CCRES-U02
99-U02
78-U02
d_Z() Acts as Deputy Registrar of Voters;
Performs various related essential duties as required;
Prepares the Council Chambers for meetings;
Mails agenda and agenda reports as directed;
Send faxes;
Posts the City Council and Redevelopment Agency agendas;
Records and mails meter cards for billing purposes;
Oversees maintenance of the copier and postage machine;
Responsible for posting citywide mail;
Distrt?butes?nail to:si?ervisor and?City Council;
Miintains law libr?y;
Maintains Departi???nt PdlicyMarualg,
Plans and organiz?? dinner for Council on' meet??g days.
High school graduation or equivalent; at least 4 years of increasingly responsible clerical,
reception and secretarial experience, including at least one year in municipal government;
experience in a city clerkvs office is desirable; or any equivalent combination of training and
experience which provides the required skills, knowledge and abilities.
Required Licen?es arid Certification
Must be able to obtain Notary Public certification within six months of appointment.
owledge of
word processing methods and techniques;
principles and practices of office administration, with an emphasis on records mnnagement;
standard secretarial practices and procedures including business letter writing;
operation of standard office equipment;
municipal election process;
correct English usage, including spelling, granirar, puncwation and vocabulary.
Pnvsical Requirements:
* Ability to operate a variety of automated office machines including an adding machine,
copier, personal computer, typewriter and fax machine;
* Ability to coordinate eyes, hands and fingers in performing semi-skilled tasks including
typing at least 55 wpm, word processing and tnanscribing meeting minutes;
* Ability to exert light physical effort in sedentary to light work involving sitting most of the
time, but may involve walking or moving from one area of the office to another, and
standing for brief periods of time;
* Ability to exert a negligible amount of force frequendy to lift, carry, push, pull, or
otherwise move objects.
BIB]
06-21-1999-U01
01:03:54PM-U01
ADMIN-U01
CCRES-U02
99-U02
78-U02
d_Z))Mathematical Ability:
* Ability to add, subtract, multiply and divide.
Judgemem and Situational Reasoning Ability:
* Ability to apply common sense understanding to perform semi-repetitive tasks such as
typing;
* Ability to use independent judgement in fairly routine situations, such as examining
documents to be notarized.
LAnguage Ability and Jnterper5onal Communication:
Ability to comprehend and correcdy use a variety of informational documents including
agenda reports, Dictaphone tapes and meeting minutes;
* Ability to prepare call accounting reports and switch reports using prescribed format and
conforming to all niles of punctuation, 1Amnl??, diction and style;
* Ability to comprehend a variety of reference books and manuals including dictionary,
operadons manuals for office equipment, computer software manuals and phone directory;
* Ability to communicate ciftitively with coworkers, supervisor, members of the public, and
other City personnel verbally and in writing.
Environmental Adaptability:
* Ability to work in an office environment:
The City of la Quinta is an Equal Opportunity Employer. In compliance with the
Americans With Disabilities Act, la Quinta will provide reasonable accommodations to
qualified individuals with disabilities and encourages both prospective employees and
incumbents to discuss potential accommodations with the employer.
eetober;4996
March1998
BIB]
06-21-1999-U01
01:03:54PM-U01
ADMIN-U01
CCRES-U02
99-U02
78-U02