CC Resolution 2018-033 Salary Schedule Mgmt & Contract EmployeesRESOLUTION NO. 2018 - 033
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
LA QUINTA, CALIFORNIA, APPROVING BENEFIT
ADJUSTMENTS FOR NON -REPRESENTED MANAGEMENT,
CONTRACT MANAGEMENT AND CONFIDENTIAL
EMPLOYEES
WHEREAS, the City of La Quinta, hereinafter referred to as "City" desires to
make benefit adjustments for non -represented management, contract management,
and confidential employees effective June 25, 2018.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of La Quinta,
California, as follows:
SECTION 1. The City does hereby ratify and approve for non -represented
management, contract management, and confidential employees implementation of
a Salary Schedule effective June 25, 2018, as set forth in "Exhibit A" attached hereto.
SECTION 2. The City does hereby ratify and approve for non -represented
management, contract management, and confidential employees implementation of
an updated Tuition Reimbursement Policy, as set forth in "Exhibit B" attached hereto.
SECTION 3. The City recognizes contract management positions as the City
Clerk, City Manager, Community Resources Director, Facilities Director, Finance
Director, Principal Engineer, and Design & Development Director.
PASSED, APPROVED and ADOPTED at a regular meeting of the La Quinta City
Council held on this 19th day of June, 2018, by the following vote:
AYES: Council Members Fitzpatrick, Pena, Radi, Sanchez, Mayor Evans
NOES: None
ABSENT: None
ABSTAIN: None
LINDA EVANS, Mayor
City of La Quinta, California
Resolution No. 2018-033
MGMT MOU
Adopted: June 19, 2018
Page 2 of 2
ATTEST:
MONIKA RADEVA Acting ' y Clerk
City of La Quinta, California
(CITY SEAL)
APPROVED AS TO FORM:
WILLIAM H. IHRKE, City Attorney
City of La Quinta, California
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EXHIBIT B
RESOLUTION NO. 2018-033
SECTION 15: TRAINING AND TRAVEL
15.05 TRAINING: The City recognizes the importance of employee development and
training in an effort to improve the capabilities and effectiveness of City personnel.
Training shall be geared to both organizational improvement and individual employee
development. This development shall not only be the responsibility of the Department
Directors or Supervisors, but shall be shared with employees in a total organizational
effort.
15.10 IN-HOUSE TRAINING: Employees who have training, knowledge or expertise in a
subject area, or have recently attended a seminar or conference in a given subject
matter, may be asked to share this information with other employees. Such in-house
training may be informal or formal, depending upon the nature of the training, and
can include any variety of topics.
15.15 DEPARTMENT TRAINING: City departments and divisions are encouraged to
offer specialized training to their employees. Such training shall be the responsibility of
the Department Director and may include topics such as safety, equipment operation
and other training in their specific fields of responsibility.
15.20 SEMINARS AND CONFERENCES: Employees may attend seminars or conferences
covering current issues and areas relevant to their positions under the following
conditions:
15.20.1 Employees must submit their request on forms prescribed by the Finance
Department and follow all applicable procedures.
15.20.2 Budgeted funds must exist for all such training and any travel. All travel
that requires travel authorization must have City Manager and/or City Council
approval.
15.20.3 Employees must comply with the City's Administrative Travel and
Expense Policy and provide necessary receipt documentation.
15.20.4 Employees who have recently achieved such training must be willing to
provide "in-house" training to other employees, if requested.
15.25 TUITION REIMBURSEMENT: Subject to Department Director and Employee
Relations Officer (or designee) approval, employees may attend and be reimbursed for
the cost of educational courses taken at an accredited college or university which
provide a benefit to the City as set forth in the MOU between the City and the La
Quinta City Employees' Association
Any education that is a requirement for continuation of employment or is an identified
part of a job evaluation shall be paid for by the City.
Reimbursement will be made only after an employee has satisfactorily completed the
class or workshop with the grade of "B" or better and evidence of some has been
submitted and approved by the Employee Relations Officer. The general rule is that an
employee must be employed at the time he/she starts and completes the class or
workshop in order to be reimbursed. If an employee resigns or retires his/her
employment with the City or is terminated for disciplinary reasons within two (2) years
of receiving reimbursement under these provisions, employee shall reimburse the City
for all monies paid him/her for educational reimbursement received dating back two
(2) years from his/her termination date. If an employee has followed the foregoing
requirements for reimbursement and, through no fault of his/her own, is laid off
before completion of the approved class or workshop, the employee will continue to
be eligible for reimbursement even though he/she is no longer employed by the City.
No employee will be eligible for reimbursement for any class or workshop taken after
the employee has been given a written notice of layoff, notice of termination for
failing to pass the probationary period, or notice of intent to terminate employment
for cause.
Required forms must be completed and necessary documentation (receipts and
grades) must be provided in order to receive reimbursement. Final and conclusive
determinations of the reimbursement amount shall be made by the Employee
Relations Officer after review of the request and recommendations by the Department
Director and the Employee Relations Officer.
There is no mileage reimbursement for travel to and from educational classes.