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HomeMy WebLinkAbout4828 - Personnel Policies for All Employees-r E t Resolution No._ A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NEWPORT BEACH ESTABLISHING PERSONNEL POLICIES FOR ALL EMPLOYEES OF THE CITY. WHEREAS, Section 2200 of the Municipal Code provides that the City Council, by resolution, shall establish personnel policies for all City employees upon recommen- dation of the City Manager, and; WHEREAS, the City Manager has recommended that the following personnel poli- cies be adopted by the City Council; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Newport Beach does hereby adopt the following: SECTION I. INTENT. It is the intent of this resolution to recognize the following principles: A. Employment Standards. The City Council and all the citizens of Newport Beach have the right to expect: that the City will employ the best qualified persons available, with preference to the citizens of Newport Beach, qualifications being otherwise equal; that the tenure of every City employee will be based on a demon- strated need for the work performed, availability of funds, faithful and effective performance, proper personal conduct, and continuing fitness for his position; and that each employee will be encouraged, trained, and developed to assure optimum performance. B. City's Responsibility to Employee. Each employee of the City of Newport Beach has the right to expect: that he will be fully informed of his duties and respon- sibilities; that he will be provided with adequate administrative and supervisory direction; that he will be informed of how well he is performing his duties and his level of performance; that promotions will be made on the basis of merit and ability; that progressively improved work performance over an extended period will be recognized and rewarded and that incompetence will not be tolerated; and that he will not be subject to dismissal without justification. SECTION II. CLASSIFICATION PLAN. A. Preparation of Classification Plan. 1. Classification of Positions. All positions in the City service shall be grouped into classes. Each class shall include those positions sufficiently similar in duties and responsibilities to require similar standards of educa- tion, experience, abilities, and personal traits. vb/ 2. Preparation and Content of Class Specifications. The City Manager shall be responsible for preparing and maintaining class specifications for all posi- tions. When the positions in any class are under Civil Service, the specifi- cations shall be subject to approval by the Civil Service Board. The speci- I_ . fications shall include, but not be limited to, a list of typical duties and a statement of the minimum qualifications required for appointment. It shall be understood that all positions require the ability to read, write, and speak the English language; to follow written and oral instructions; to main- tain satisfactory relations with co- workers and the public; and reliability, sobriety, integrity, loyalty, and a record of orderly, law- abiding citizenship. 3. Interpretation of Class Specifications. All class specifications shall describe typical duties which employees occupying positions in the class may properly be required to perform. Class specifications are explanatory, but not restrictive. The listing of particular tasks shall not preclude the assignment of others of related kind or character or requiring lesser skills. B. Adoption of Classification Plan. Classes of positions in the Classification Plan shall be established and listed by resolution of the City Council. C. Administration and Maintenance of Classification Plan. 1. Responsibilities of City Manager. The City Manager shall be responsible for, but may delegate, the administration and maintenance of the Classifica tion Plan.. The City Manager shall direct necessary reviews to assure that the Classification Plan is effectively maintained and that it reflects any significant changes in duties and responsibilities of positions. The classification and reclassification of positions shall be the reepon- sibility of the City Manager, subject to budgetary authorization and to Civil Service Board approval when Civil Service positions are involved. No reclas- sification of a position shall be made without the prior knowledge of the employee in the position. 2. Employee Requests for Classification Adjustments. Any employee shall have the right to consideration by the City Manager of any request with respect to the classification of his position. The employee shall submit a written request to the department head, who shall promptly forward his written recom- mendation and the employee's request to the City Manager. The City Manager shall take such action, including referral to the Civil Service Board f as he deems appropriate. I . 1 SECTION III. APPOINTMENTS. The following types of appointment may be either full -time or part -time in relation to work weeks established by resolution of the City Council. A. Probationary Appointment. A probationary appointment is for a specified period of time, during which job -performance is evaluated as a basis for a sub- sequent regular appointment. B. Regular Appointment. A regular appointment follows successful completion of a probationary period, when applicable, and signifies satisfactory performance of duties and responsibilities in the position to which the employee is assigned. C. Acting Appointment. An acting appointment occurs when an employee is tempor- arily assigned to and performs all the duties of a position other than the posi- tion he normally occupies. D. Temporary Appointment. A temporary appointment is made when performance of the duties of a position by an employee is expected to be temporary or seasonal in character. Unless approved by the City Manager, no person may be employed for more than 120 calendar days in a calendar year under one or more temporary appointments. SECTION IV. COMPENSATION PLAN. A. Salary Ranges and Salary Rates. The establishment of salary ranges and salary rates and the allocation of classes thereto shall be by resolution of the City Council. The type of his appointment shall determine whether an employee's salary rate shall be on a monthly or hourly basis. 1. Full -time Regular. Probationary, and Acting Appointments. An employee having a regular, probationary, or acting appointment that is on a full -time .basis shall be compensated at a monthly rate. 2. Paid Call Firemen. Paid Call Firemen shall be compensated at.a flat monthly rate. 3. Other Appointments. An employee having any other type of appointment shall be compensated at an hourly rate. B. Responsibilities of City Manager. Employees shall be paid at monthly or hourly rates as determined by the City Manager, subject to the provisions of this section. At least annually the City Manager shall review the existing Compensation Plan and recommend to the City Council a salary range and salary rates for each class for which he is the appointing authority. In determining salary ranges and salary rates, consideration shall be given to both basic pay and working conditions ---)­­+ ;n the recruitment area. C. Emplovee Reauest for Compensation Adjustments. Any employee shall have the right to consideration by the City Manager of any request with respect to his rate of compensation. The employee shall submit a written request to his depart- ment head, who shall promptly forward his written recommendation and the employee's request to the City Manager for his consideration and final decision. D. Administration of Compensation Plan. 1, Entrance Salary Rates. a. General. Except as otherwise provided herein, all new employees shall be appointed at the first step of the salary range in effect for the class in which the appointment is made. The City Manager may, how- ever, authorize initial City employment at a salary rate up to and including the third step of the salary range. b. Temporary Appointees. Persons employed or re- employed for temporary or seasonal service may, upon written recommendation by the department head and approval by the City Manager, be compensated at any rate estab- lished for the class. c. Department Heads and Other Key Personnel. The provisions of the Com- pensation Plan with respect to entrance salary rates shall not apply-to department head and other key personnel positions to which appointments are made'by the City Manager. Such positions shall be listed from time to time by resolution of the City Council on recommendation of the City Manager 2. Advancement Within Salary Range. Except as herein provided, the advance- ment of an employee's salary within the salary range for his class shall be based on the type of his appointment. a. Probationary and Regular Appointees. Probationary appointees in positions to which they have been initially or promotionally appointed shall, upon satisfactory completion of their probation periods, as evi- dencedin writing by the department head and approved by the City Manager, advance to the next higher step in the range and become regular appointees. They shall receive a new salary anniversary date upon such advance. Regular appointees who demonstrate continued satisfactory perfor- mance shall earn eligibility for subsequent annual merit salary advance- ments within the range upon written recommendation by the department head and approval by the City Manager. n -+V b__ Department Heads and Other Key Personnel. The provisions of the Compen- sation Plan with respect to advancements within salary ranges shall not apply to department heads and other key personnel. 3. Compensation on Promotion. Any employee who is promoted to a class with a higher salary range shall receive the nearest higher salary in the new range. Subsequent salary advancements within the range shall be granted in accordance with the provisions of Section IV, D, 2 hereof. 4. Compensation on Demotion. Any employee who is demoted to a class having a lower salary range shall have his salary reduced to the nearest lower salary in the lower range. Subsequent salary advancements within the range shall be granted in accordance with the provisions of Section IV, D, 2 hereof. 5.' Probation Period. A six months probation period shall apply to all appoint- ments except temporary and acting appointments. a Compensation on Failure to Complete Probation Period. The compensation of an employee who fails to complete a probation period in a.class and who is assigned to a class having a lower salary range shall be as follows: If the employee had previously completed a probations period in the lower class he shall not be required to serve another one; his last salary anniversary date in the lower class shall be his new salary anniversary date upon reassignment to that class; and he shall earn eligibility to receive subsequent annual salary advancements in accor- dance with Section IV, D, 2 hereof. If the employee had not previously completed a probation period in the lower class the effective date of his reassignment to that class shall be his new salary anniversary date; he shall be required to serve a probation period; and he shall earn eligibility to receive subsequent salary advancements in accordance with Section IV, D, 2 hereof. b. Extension of Probation Period. Temporary military leave or any leave of absence without pay exceeding fifteen calendar days shall cause the employee's probation period to be extended by the number of calendar days of such leave that are in excess of fifteen calendar days. SECTION V. SPECIAL COMPENSATION PROVISIONS. A. Compensation on Reinstatement. The compensation of a former City employee who is reinstated in the class he occupied at termination shall be as determined by the City Manager. B. Compensation on Position Reclassification. The salary of an employee in a nnc; +;nn +hot ;c rn 1,i ;+;-A cha11 he determined as follows: �'3 3 1. Class with Same Salary Range. If the position is reclassified to a class with the same salary range as the previous class, and if the encumbent is appointed to the reclassified position, the salary and the salary anniversary date of the employee shall not change. 2. Class with Higher Salary Range. If the position is reclassified to a class with a higher salary range than the previous class, and if the encum- bent is appointed to the reclassified position, the change in his salary shall be governed by Section IV, D, 2 hereof. 3. Class with Lower Salary Ranqe. If the position is reclassified to a class with a lower salary range than the previous class, and if the encumbent is appointed to the reclassified position, his salary shall not change unless it is greater than the maximum step of the lower salary range, in which case it shall be reduced to the maximum step of the new range. The employee's salary anniversary date shall not change and he shall not be required to serve a new probation period. C. Compensation for Portion of Month. Any regular or probationary appointee serving on a full -time basis who works less than a full calendar month, except when on authorized leave of absence with pay, shall receive as compensation for such month an amount equal to that portion of his established monthly salary as the number of days worked bears to the number of actual working days in the employee's normal work schedule for such month. The number of days worked and the number of working days in the month shall include paid holidays. D. Changes in Class Salary Range. If a class is allocated to a different salary range an employee in a position in that class shall be compensated at the same step in the new range as he was receiving in the previous range, and his salary anniversary date shall not change. E. Compensation for Acting Appointments. Subject to the following limitations, an employee who is required on the basis of an acting appointment to serve in a class with a higher salary range than that of the class in which he is regularly assigned shall receive the entrance salary rate of the higher salary range or one rate higher than the rate he normally receives, whichever is greater. 1. The written approval of the City Manager shall be required. 2. The employee shall perform all the duties and responsibilities of the higher class. 3. only after the employee has served the following numbers of hours in the higher class may he be compensated at a higher rate. Such hours may be tiQ� accumulated during one or more acting appointments, provided they are for at least one work week: Established work week for class 40 72 Hours to be worked before addi- tional compensation may be granted. 120 216 After the employee has worked the required hours in the higher class, he shall receive additional compensation for subsequent acting appointments in that class, provided that any such subsequent acting appointment of less than a normal work week (i.e., five consecutive 8 -hour shifts or six consec- utive 12 -hour shifts) shall not be compensable at a higher rate. F. Changes in Salary Anniversary Date. The granting of any leave of absence without pay exceeding thirty calendar days shall result in a new salary anniversary date for the employee. Such date shall be based on his original salary anniversary date plus the number of calendar days of his leave in excess of thirty calendar days. G. Compensation for Overtime. Subject to approval by the City Manager and to the following provisions, a department head may prescribe reasonable periods of overtime work to meet operational needs of his department. Overtime shall either be paid at the hourly equivalent of the employee's monthly salary, or granted as equivalent compensatory time off. The method of compensation shall be at the discretion of the department head. 1. Full -time Probationary and Regular Appointees. The following provisions shall apply to all full -time regular and probationary appointees, except Fire Department personnel on 12 hour shifts and Police Department personnel assigned to the Detective Bureau: a. Standby Duty. Standby duty in classes designated by the City Manager shall be compensated at the rate of one haur overtime compensation for each twelve hours of such duty. b. Call -back Duty. In addition to standby compensation, if any, an employee shall receive a minimum of one hour overtime compensation for any call which requires him to return to or remain on duty. c. Incidental Overtime. Incidental overtime is not compensable. It is defined as overtime of less than one hour that is non - recurrent and which is not standby duty, call -back duty, or court time. -)qi 2. Fire Department Personnel on 12 -hour Shifts. Fire Department personnel on 12 -hour shifts shall receive overtime compensation as follows: a. Shift Hold -over. If an employee is required to work an extra 12 -hour shift, or one or more hours thereof, because of the absence of another employee assigned to that shift, such overtime shall be compensated at the hourly equivalent of his monthly salary based on a 72 -hour week or equivalent compensatory time off. b. Standby Duty. An employee who is required to return to work during his off -duty hours for standby duty, as distinguished from actual fire fighting or similar emergency, shall be compensated at the same rate as employees on shift hold -over. c. Fire or Similar Emergency. If an employee who is not on standby or shift holdover duty is required to return to work or to continue on duty during his off -duty hours for actual fire fighting or similar emergency designated by the department head, he shall receive a minimum of three hours overtime compensation for the first hour and one hour overtime compensation for each hour thereafter. Such overtime compen- sation shall be at the hourly equivalent of his monthly salary based on a 72 -hour week or equivalent compensatory time off. 3. Police Department Personnel in Detective Bureau. Police Department per- sonnel assigned by the Police Chief to the Detective Bureau, except the clerical staff, shall not be eligible to receive overtime compensation. In- stead, a flat monthly rate to cover all overtime worked and miscellaneous expenses. incurred in the performance of.their duties shall be specified by the City Council and added to their monthly salaries. 4. Department Heads and Other Key Personnel. Department Heads and other key personnel shall not be eligible for paid overtime. Compensatory time off for work beyond the normal work week may be granted at the discretion of the City Manager. 5. Other Employees. Other employees, except Paid -call Firemen, shall be paid at the hourly rate established for their class, regardless of the number of hours worked. 6. Court Time. Employees who are required to appear.in court during their off -duty hours in connection with City business shall receive overtime com- pensation for the number of hours they spend in court, with a minimum of two hours of such compensation. ,-r„ 7. Accumulation of Compensatory Time Off. Accumulated overtime must be taken off or paid for no later than the end of the month following the month in which it was earned. 8. Present Employees. Present employees who, as of June 30, 1958 have accumulated overtime credited to their personnel records shall receive pay- ment for such excess based on the hourly equivalent of their monthly salaries on,such date. 9. Compensation Adiustments. On the written recommendation of the depart- ment head, the City Manager may adjust the salary rate of an employee to correct an inequity resulting from the strict application of; any ofthe pro- visions contained herein. SECTION VI. LEAVES OF ABSENCE. For the purpose of computing his entitlement to leaves of absence, an employee's continuous service shall be based on the effec- tive date on which he received his initial probationary appointment in the City service. Such date shall be the employee's anniversary date for vacation and sick leave purposes, subject to the provisions contained herein. A. Vacation Leave. 1. Basis for Accrual. a. Full -time Probationary, Regular, and Acting Appointments. An employee having a full -time probationary, regular, or acting appoint- ment, except Fire Department personnel on 12 -hour shifts, shall accrue vacation leave with pay at the rate of one working day for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. b. Fire Department Personnel on 12 -hour Shifts. Fire Department personnel on 12 -hour shifts shall accrue vacation leave with pay at the rate of one and one half calendar days for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. c. Part -time Probationary, Regular, and Acting Appointments. An employee having a probationary, regular, or acting appointment that is less than full -time but is half -time or more shall receive vacation lea.ve with pay at the rate of one half working day for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. j- t d. Other_Appointments. Employees having temporary or less than half -time appointments shall not be entitled to receive vacation leave with pay. e. Longevity Vacations. Employees who have completed fifteen or more years of continuous service shall thereafter accrue longevity vacations as follows: (1) Full -time Probationary. Regular. and Acting Appointments. An employee having a probationary, regular, or acting appoint- ment that is on a full -time basis, except Fire Department per- sonnel on 12 -hour shifts, shall accrue one and one fourth working days vacation for each full month of continuous ser- vice im which the employee has worked or has been on authorized leave of absence with pay. (2) Fire Department Personnel on 12 -hour Shifts. Fire Depart- ment personnel on 12 -hour shifts shall accrue two calendar days vacation leave for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. (3) Other Appointments. Employees having temporary or less than full -time appointments shall not be entitled to receive longevity vacations. f. Accumulation of Vacation Leave. Accumulation of vacation leave in excess of that earned for one year of service is prohibited, unless approved'by the department head. In no case shall any accumulation of vacation leave exceed that earned for two years of service. Vacation leave accumulated in excess of that normally earned for two years of service shall be forfeited. 2. Methods of Use. Vacation leave taken shall not be taken in excess of that actually earned at the time it is taken, and in no case may it be taken prior to the completion of the employee's probation period. a. Present Employees. Employees in the City service on the effec- tive date of this resolution shall have credited to their personnel records the number of working days vacation that is equivalent on a pro rata basis to the number of calendar days vacation they earned but did not take prior to such date, provided that the ,y `18 maximum amount of working days vacation so credited shall not exceed that earned for one year of service under this resolution. Such conversion of calendar days vacation to working days vacation shall not apply to Fire Department personnel on 12 -hour shifts. Unused vacation in excess of such amount shall be compensated �— for at the hourly equivalent of the employee's monthly salary as of June 30, 1958. b. Other Employees. Employees who enter the City service after the effective date of this resolutiom shall take earned vacation in the same manner prescribed for other employees. 3. Other Provisions a. Terminal Vacation Pay. Any employee who has accrued vacation leave, who has completed his probation period, and whose employment terminates shall receive terminal vacation pay for such accrued vacation based on the hourly equivalent of the monthly salary he received at the time of his termination. An employee who terminates while serving a probation period in a position to which he has been promoted shall receive terminal vacation pay based on the hourly equivalent of the monthly salary he received immediately prior to his promotion, provided he had successfully completed his probation period in the position from which he was promoted. An employee who has not completed a pro- bation period in at least one position shall not receive terminal vacation pay. b. Vacation Sched•iles. Vacations shall be scheduled as determined by the department head, taking into consideration whenever possible the seniority and wishes of the employees. c. Vacation Anniversary Date Chanqes. Any leave of absence without pay exceeding fifteen consecutive days shall result in a new vaca- tion anniversary date. Such date shall be based on the employee's original vacation anniversary date plus the number of consecutive days of his leave of absence without pay that is in excess of fifteen consecutive days. tiIy B. Sick Leave. 1. Basis for Accrual. a. Full -time Probationary. Regular, and Acting Appointments. An employee having a full -time probationary, regular, or acting appointment, except Fire Department personnel on 12 -hour shifts, shall accrue sick leave with pay at the rate of one working day for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. b. Fire Department Personnel on 12 -hour Shifts. Fire Depart- ment personnel on 12 -hour shifts shall accrue sick leave with pay at the rate of one 12 -hour shift for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. c. Part -time Probationary, Regular, and Acting Appointments. An employee having a probationary, regular, or acting appoint- ment that is less than full -time, but is half -time or more, shall accrue sick leave with pay at the rate of one half work- ing day for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. d. Other Appointments. Employees having temporary or less than one half time appointments shall not be entitled to receive sick leave with pay. e.'Accumulation of Sick Leave. Sick leave may be accumulated to a maximum of eighty working days. Such maximum for Fire Department personnel on 12 -hour shifts shall be eighty 12 -hour shifts. 2. Limitations on Use. Sick leave taken shall not be in excess of that actually earned at the time it is taken, and in no case may it be taken prior to the completion of the employee's initial probation period. a. Department Head's Recommendation Necessary. Sick leave may be granted only with the approval of the department head and only in case of a bona 'fide illness of the employee. The depart- ment head may require a physician's certificate or other evidence of the adequacy of the reason for the employee's absence during the period for which sick leave was requested. When, in the judgment of the department head, such reason is inadequate, he J 3 e') shall indicate on the monthly payroll form that the absence was absence without leave. b. For Sickness Only. Sick leave shall be used only for sick- ness of the employee and shall not be used in lieu of or added to vacation. At the option of the employee, however, accrued vacation leave and /or compensatory time off may be used for sickness when all his sick leave has been taken. An employee who continues to be disabled or ill after he has taken the maximum industrial accident leave provided in Section VI, D herein may use a proportionate amount of his accumulated sick leave to supplement temporary disability indemnity so that he will receive the equivalent of his full salary. c. Other Limitations. No employee shall be entitled to accrue or to take sick leave with pay while absent from duty for any of the following reasons: (1) Disability or illness arising from compensated employment other than with the City of Newport Beach. (2) Leave of absence without pay. 3. Other Provisions. a. No Terminal Sick Leave Pay. No payment shall be granted to an employee for accrued sick leave at the time of his termina- tion, irrespective of the reason for such termination. Termi- nation of an employee's continuous service, except by reason of lay -off for lack of work or funds, shall abrogate all sick leave accrued at the time of such termination, regardless of whether the employee subsequently re-enters the City service. b. Sick Leave Credit of Present Employees. Those employees in the City service on the effective date of this resolution who accumulate sick leave hereunder shall have credited to their personnel records that number of days of sick leave equal to seventy -five percent of the total number of full months of their continuous City service as of that date, provided that such credit shall not exceed sixty days. Thereafter, they shall accumulate additional sick leave in accordance with this resolution. c. Sick Leave Anniversary Date Changes. The provisions of this resolution applicable to vacation anniversary date changes arising from the granting of a leave of absence without pay in excess of fifteen consecutive days shall also apply to sick leave anniversary dates. C. Holiday Leave. The following days shall be observed as paid holidays: Every Sunday January 1 February 12 February 22 May 30 July 4 First Monday in September September 9 October 12 November 11 Thanksgiving Day December 25 State -wide election days 12:00 noon to 3:00 P.M. on Good Friday When a holiday falls on Sunday, the following Monday will be observed instead. Employees whose regular days off are other than Saturday and Sunday shall be entitled to the same number of paid holidays per year as are those whose regular days off are Saturday and Sunday. An employee who is required to work on a holiday that does not fall within his assigned work week shall receive overtime compensation therefor. D. Industrial Accident Leave. Except for Paid Gall Firemen and Police Reserves, an employee who is absent from duty because of an on- the -job injury sustained during his City employment shall, for the periods desig- nated in the following schedule and immediately following the date of injury, continue to accrue vacation and sick leave and to receive that portion of his normal salary which, when added to payments made to him under the provisions of the Workmen's Compensation Law, equals his full salary; provided, however, that his claim for compensation is approved under the provisions of such law. Amount of employee's con- tinuous City service At least one day and less than six months At least six months and less than five years Five years and over Maximum industrial accident leave Twenty working days Six months One year The maximum amount of industrial accident leave for all temporary and all less than half -time employees shall be twenty working days. -14- i-0V E. Bereavement Leave. Vhenever an employee who is eligible to receive sick leave is compelled to be absent from duty by reason of the death or critical illness where death appears imminent of father, mother, brother, sister, wife, husband, or child, such employee shall, upon the written recommendation of the department head and approval by the City Manager, be entitled to a maximum of five working days leave:,of absence with pay. A maximum of five working days of such bereavement leave may be granted within a calendar year. F. Special Leave. The following provisions shall apply only to those employees who are entitled to receive vacation leave with pay& 1. Ninety Calendar Days or Less. Upon the written recommendation of the department head, the City Manager may authorize special leaves of absence with or without pay for a period or periods not to exceed ninety calendar days in a calendar year for the following purposes: attendance at a college, university, or other institution of learning for the purpose of receiving training in subjects directly related to the work of the employee and which will benefit the City; serving on a jury; and for other purposes that are deemed by the City Manager to be beneficial to the City. 2. In Excess of Ninety Calendar Days. The City Council may, upon the recommendation of the City Manager, grant leaves of absence with or without pay in excess of ninety calendar days for the pur- pose of attending a college, university, or other institution of learning where the employee will receive training deemed by the City Council to be beneficial to the City. G. Military-Leave. Employees having probationary, regular, or acting appointments shall be entitled to such leaves of absence with pay and other benefits as are provided in the California Military and Veterans Code. An employee requesting such leave shall present a copy of his military orders to his department head prior to the beginning of the leave. H. Absence Without Leave. Any employee who is absent from duty shall report the reason for such absence to his department head or immediate supervisor prior to the date of expected absence whenever possible and in no case later than two hours after the beginning of his normal work shift. Absences not reported in such manner shall be considered absence without leave. A deduction of pay shall be made for the duration of any absence without leave in accordance with Section V, C of this resolution. ^ -15- I. Comoulsory Leaves of Absence or Termination. Termination or a com- pulsory leave of absence without pay, whichever in the opinion of the department head best serves the City's interests, shall be required of women employees who have completed their sixth month of pregnancy. SECTION VII. PROBATIONARY APPOINTMENT FOLLOWING TEMPORARY APPOINTMENT. Notwithstanding the other provisions of this resolution, a temporary appointee t who, without a break in service, receives a probationary appointment shall be eligible for a salary advancement after six months of continuous service, including his temporary service, and shall accrue leave benefits from the date of his temporary appointment. He shall earn eligibility for subsequent annual salary advancements in accordance with Section IV, D, 2, a, herein. The employee's probation period shall commence with the date of his probationary appointment. SECTION VIII. MISCELLANEOUS PROVISIONS. A. Continuity of Service Requirements. Continuous service, as required for advancement within salary ranges and for other purposes specified in this resolution, is defined as City employment on a probationary, regular, or acting appointment basis without break or interruption. Authorized leaves of absence without pay of thirty calendar days or less and leaves of absence with pay shall not constitute an interrup- tion of an employee's continuous service and shall not be deducted in computing his total City service. Authorized leaves of absence without pay injoexcess of thirty calendar days shall be deducted in computing an employee's total City service, but shall not serve to interrupt his continuous service. B. Amendments. At least annually the City Manager shall review the provisions of this resolution and recommend any proposed amendments or revisions. SECTION IX. EFFECTIVE DATE. The provisions of this resolution shall be effective July 1, 1958. This Resolution was adopted by the Cit Council of the City of Newport Beach i at afire ular meeting on the day of , 1958, by the follow- ing vote, to wit: AYES, COUNCILMEN: /p[,1 (.� n 0 ., 20C 4J61 dx4rl�c�_ I AZ_ °—� NOES, COUNCILMEN: /I.. __ ATTEST: ABSENT COUNCILMEN: Y� Cit Clerk JAMES B. STODDARA Mayor STATE OF CALIFORNIA ) COUNTY OF ORANGE ) CITY OF NEWPORT BEACH ) SS I, MARGERY SCHROUDER, City Clerk of the City of Newport Beach, California, do hereby certify that according to the records of the City of Newport Beach filed and ;iiaintained in my office, the foregoing Resolution No. ME was duly and regularly adopted, passed, and approved by the City Council of the City of Newport Beach, California, at a regular meeting'of adjourned said City Council held at the /regular meeting place thereof, on the 16th day of June , 19587 by the following vote, to wit: AYES, COUNCILMEN: Hart, Lorenz, Somers, Kingsley, Atkinson, Higbie, Stoddard NOES, COUNCILMEN: None ABSENT, COUNCILMEN: None Dated this 20th day of June e 1958. City Clerk and Ex- Officio Clerk of the City Council, City of Newport Beach, State of California.