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Resolution No. 7473
Adopted by the City Council
July 12, 1971, effective
July 10, 1971
•
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CITY OF NEWPORT BEACH
PERSONNEL OFFICE
RESOLUTION NO.
CONTENTS PAGE N0.
SECTION I. DEFINITIONS 1
SECTION II. INTENT 5
200. Employment Standards 5
201. City's Responsibility to Employee 5
SECTION III. CLASSIFICATION PLAN 6
300. Preparation of Classification Plan 6
301. Adoption of Classification Plan_ . 6
302. Administration And Maintenance of Classification Plan 6
SECTION IV.
COMPENSATION PLAN
7
400.
Salary Ranges and Salary Rates
7
•
401.
Hours of Work.
7
402.
Responsibilities of City Manager
7
403.
Administration of Compensation Plan
SECTION V.
SPECIAL COMPENSATION PROVISIONS
11
500.
Reinstatement
11
501.
Compensation on Position Reclassification
11
502.
Compensation on Transfer.
12
503.
Compensation for Portion of Pay Period
12
504.
Changes in Class Salary.Range
12
505.
Compensation for Acting Appointments
12
506.
Changes in Salary Anniversary Date
12
507.
Compensation for Overtime
13
SECTION VI.
LEAVES OF ABSENCE
16
600.
Vacation Leave
16
601.
Sick Leave
19
602.
Holiday Leave
22
603.
Industrial Accident Leave
23
604.
Bereavement Leave
23
605.
Special Leave
24
606.
Military Leave
24
607.
Absence Without Leave
24
608.
Maternity Leave
24
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CONTENTS PAGE NO.
SECTION VII. DISCIPLINARY ACTIONS 25
700. Disciplinary Procedure 25
701. Appeal Procedure 26
SECTION VIII. PROBATIONARY APPOINTMENT FOLLOWING TEMPORARY APPOINTMENT 27
800. Merit Salary Advance and Benefit Accrual
27
801. Probation Period
27
SECTION IX. TRAINING
28
900. Required Training
28
901. Desirable Training
28
SECTION X. MISCELLANEOUS PROVISIONS
29
1000. Consideration of Employee Requests
29
1001. Continuity of Service Requirements
29
1002. Avoidance of.Inequitia§ 1
29
1003. Administrative Regulations
29
SECTION XI. REPEAL
30
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SECTION XII. EFFECTIVE DATE
30
? 711
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CITY OF NEWPORT BEACH
PERSONNEL OFFICE
17:UY�F4ii�i7t�3�1
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 recommendation of the City Manager,
and;
WHEREAS, the City Manager has recommended that the following
personnel policies 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. DEFINITIONS
The following terms, whenever used in this resolution, shall be construed as
follows:
Acting Appointments The appointment for a limited period of time of a.
person who is already a probationary or regular employee to a position
in a higher class for which there is no employment list; to a position
in a higher class occupied by a regular appointee on suspension; or to
a position in a higher class occupied by a probationary or regular
appointee who is on an authorized leave of absence.
Allocation The allocation of a single position to the proper class in
accordance with the specifications for that class. Or, the assignment
of a class to a salary range or salary rate.
Appointment The employment of a person in a position.
Class A group of positions sufficiently similar in duties, responsibilities,
authority, and minimum qualifications for employment to permit combining them
under a single.title and the equitable application of common standards of
selection and compensation.
Classification Plan The designation by City Council resolution of a title
for each class, together with the specifications for each class as prepared
and maintained by the City Manager.
• SECTION I. DEFINITIONS CONTINUED
Class Specifications A written description of a class, setting forth
factors and conditions which are essential characteristics of positions
in the class.
Continuous Service The employment without break or interruption of an
employee having a probationary or regular appointment.
Compensation Plan The assignment by City Council resolution of salary
ranges and /or salary rates to each class.
Demotion The voluntary or involuntary reduction of a regular employee
from a position in one class to a position in another class having a
lower maximum salary rate.
Dismissal The involuntary separation of an employee from the City
service.
Employee. A person legally occupying a position.
Original Appointment A person's first appointment as a City employee.
• Overtime The working by a probationary or regular employee in a full -
time position of more hours than are required for a full work shift
for the position.
Part -time Position A position having a work week of fewer hours than
the work week established for full -time positions in the class. A part-
time position may be either temporary or permanent.
Permanent Position A full -time or part -time position that is individually
authorized in the budget and which is expected to exist indefinitely.
Personnel Action Form The multi - purpose form used for processing changes
in an employee's salary rate, employment status, or other matters
contemplated in this resolution.
Position A combination of current duties,and responsibilities assigned
to a single employee and performed on either a full -time or part -time
basis.
Probationary Appointment.. The probationary employment of a person in.a
permanent position. A probationary appointment is for a specified period,
during which job performance is evaluated as the basis for a subsequent,
regular appointment.
•
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• SECTION I. DEFINITIONS CONTINUED
Probationary Employee An employee who has a probationary appointment
to a permanent position.
Probation Period A working test period that is part of the selection
process and during which an employee is required to demonstrate his
fitness for the duties of the position to\which he has been assigned by
actual performance of such duties. As used in this resolution, the term
"initial probation period" shall mean an employee's first probation
period during his continuous City employment.
Probationary Status The status of a person who has a probationary
appointment.
Promotion The advancement of an employee.from a position in one class
to a position in another class having a higher maximum salary rate,
Reclassification The reassignment of a position from one class to a
different class in accordance with a re- evaluation of the minimum
qualifications, duties, and'responsibilities of the position.
Regular Appointment The regular employment of a person in a permanent
position, A regular appointment follows successful completion of a
probation period, when applicable, and signifies satisfactory performance
of duties and responsibilities in the permanent position to which the
employee is assigned.
Regular Employee An employee who has successfully completed his probation
period in a permanent position.
Regular Status The status of an employee who has acquired a regular
appointment...
Reinstatement The re- employment of a former employee.
Rejection The involuntary separation from the City service of an employee .
who does not successfully complete his probation period in a position and
who does not have regular status in another position in a different class;
or, the reduction of an employee who did not successfully complete his
probation period in a position to another position in a different class in
which he had previously acquired regular status.
Reprimand An oral or written reprimand made as a disciplinary action.
Resignation The voluntary separation of an employee from the City service.
Salary Anniversary Date The future date on which a probationary or
. regular employee is eligible., on the basis of satisfactory job performance
for a prescribed period, for a merit salary advance within the salary range
established for the class of position he occupies.
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• SECTION I. DEFINITIONS CONTINUED
Salary Range The range of salary rates for a class.
Salary Rate The dollar amount of each step in a salary range; or, the
flat dollar amount of salary for a class not having a salary range.
Salary Step The minimum through maximum salary increments of a 5-step
salary range as designated by the letters A, B, C, D, and E.
Suspension As a disciplinary action, the temporary separation without
pay of an employee from the City service..
Temporary Appointment An appointment to a temporary or permanent position
for which there is no employment list, for a limited period, of a' person.
who is not already a City employee. 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.
Temporary Position A full -time or part -time position of limited duration.
Termination The separation of an employee from the City service because
of retirement, resignation, death, or dismissal.
• Transfer A change of an employee from one position to another position
in the same class or in another class having the same maximum salary rate,
involving the performance of basically similar duties, and requiring sub-
stantially the same minimum qualifications.
L J
Vancancy A position that is not occupied by an employee having either a
probationary.or regular appointment to the position.
Work Schedule The assignment of a position to a work shift or series of
work shifts in a 7- calendar day period.
Work Shift The number of working hours per day required of an employee
occupying a particular position.
Work Week The number of working hours-in a 7- calendar day period as
established for a particular position or class.
Merit Salary Advancement The increase of an employee's salary within
the salary range established for the class of position he occupies as a
result of satisfactory job performance in such position. .
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•
SECTION II. INTENT
It is the intent of this resolution to recognize the following principles:
200. 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 demonstrated 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.
201. 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 responsibilities; 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 suspension, demotion, or dismissal without justification.
•
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SECTION III. CLASSIFICATION PLAN.
300. Preparation of Classification Plan
300.1. 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 education, experience, abilities, and
personal traits.
301. Adoption of Classification Plan Classes of positions in the Classifi-
cation.plan shall be established and listed by resolution of the City Council.
302. Administration and Maintenance of Classification Plan The City Manager
shall be responsible for, but may delegate, the administration and maintenance
of the Classification Plan. At least annually, the City Manager shall direct
a review of the existing Classification Plan to insure that it is effectively
maintained and that it reflects any significant changes in duties and respon-
sibilities of positions.
The classification and reclassification of positions shall be the responsi-
bility of the City Manager, subject to budgetary authorization and to Civil
Service Board approval when civil service positions are involved. No
reclassification of a position shall be made without the prior knowledge of
the employee in the position.
300.2. Preparation and Content of Class Specifications The City Manager
shall be responsible for preparing and maintaining class specifications
for all positions. When the positions in any class are under Civil
Service, the specifications shall be subject to approval by the Civil
Service Board. The specifications 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 maintain satisfactory relations
with co- workers and the public; and reliability, sobriety, integrity,
loyalty, and a record of orderly, law- abiding citizenship.
•
300.3. 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.
301. Adoption of Classification Plan Classes of positions in the Classifi-
cation.plan shall be established and listed by resolution of the City Council.
302. Administration and Maintenance of Classification Plan The City Manager
shall be responsible for, but may delegate, the administration and maintenance
of the Classification Plan. At least annually, the City Manager shall direct
a review of the existing Classification Plan to insure that it is effectively
maintained and that it reflects any significant changes in duties and respon-
sibilities of positions.
The classification and reclassification of positions shall be the responsi-
bility of the City Manager, subject to budgetary authorization and to Civil
Service Board approval when civil service positions are involved. No
reclassification of a position shall be made without the prior knowledge of
the employee in the position.
• SECTION IV. COMPENSATION PLAN
400. 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 bi- weekly or hourly basis.
400.1. 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 bi= weekly rate.
400.2. Other Appointments An employee having any other type of appointment
shall be compensated at an hourly rate.
401. Hours of Work
401.1. Work Week The work week for full time positions, except those.
listed below, shall be 40 hours.
401.1.1. The work week for Fire Department positions having
12 -hour work shifts shall be 61 hours.
• 401.1.2. The work week for Refuse Crewmen, Refuse Leadmen, and
Laborers assigned to the Refuse Division of General Services
Department shall be 44 hours.
•
401.2. Work Shift For all full -time positions except those in the Fire
Department the work shift shall.be 8.hours. For'all such 'Fire Department
positions except those designated by the Fire Chief and approved by the
City Manager, the work shift shall be 12 hours; for the excepted positions
the work shift shall be 8 hours.
401.3. Work Schedule The work schedule for each position shall be as
established by the Department Head.
402. Responsibilities of City Manager Employees shall be paid at bi- weekly
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.in comparable public and private employment in the recruitment
area.
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•
SECTION IV. COMPENSATION PLAN CONTINUED
403. Administration of Compensation Plan
403.1. Entrance Salary Rates
403.1.1. In 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, however, authorize initial City employment
at a salary rate up to and including the third step of the salary
range.
403.1.2. 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 established for the class.
403.1.3. Department Heads and Other Key Personnel The provisions
of the compensation plan with respect to entrance salary rates
shall not apply to department heads and other key personnel pos-
itions'to which any 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.
403.2. Advancement Within Salary Range Except as herein provided, the
advancement of an employee's salary within the salary range for his
class shall be based on the type of his appointment. In all cases, salary
increases shall be effective on the first day of the first pay period
immediately following eligibility.
403.2.1. Probationary and Regular Appointees
403.2.1.1. Probationary appointees in positions to
which they have been originally or promotionally
appointed shall, upon such appointment, receive a new
salary anniversary date, begin serving a probation
period, and, if promotionally appointed, advance to the
first step in the salary range of the higher position
that constitutes a salary increase of a minimum of 5
percent or a maximum of Vj percent.
403.2.1.2. Upon satisfactory completion of the initial
six -month working period, as evidenced in writing by the
department head and approved by the City Manager, an
employee shall advance to the next higher step in the
salary range.
• 403.2.1.3. Regular appointees who demonstrate continued
satisfactory performance shall earn eligibility for
subsequent annual merit salary advancements within the
salary range upon written recommendation by the depart-
ment head and approval by the City Manager.
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• SECTION IV. COMPENSATION PLAN CONTINUED
403.2.1.4. If the department head declines to recommend
any merit salary advancement such advancement shall be
withheld, and the department head shall state his reasons
in a written evaluation of the employee's job performance
for the period in which such performance is being evaluated;
such evaluation shall be reviewed by the department head
with the employee and a copy of the evaluation forwarded
to the City Manager. When, in the judgment of the depart-
ment head, the employee has at any time thereafter earned
a merit increase, he shall so recommend in writing to the
City Manager. Upon written approval by the City Manager,
the employee shall advance to the next higher step in the
salary range and receive a. new salary anniversary date.
Subsequent annual merit salary advancements shall be
granted in accordance with Section 403.2.1.3-. herein'.
403.2.2. Department Heads and Other Key Personnel The provisions
of the Compensation Plan with respect to advancements within salary
ranges shall not apply to department heads and other key personnel.
Such employees may be, advanced within salary ranges at the discretion
of the City Manager.
403.3. Compensation on Demotion
• 403.3.1. Involuntary Demotion An employee who is involuntarily
demoted shall have his salary rate reduced to the nearest lower
salary rate of the class of position to which he is demoted. He
shall not be required to serve a probation period in the lower
position. The effective date of his demotion shall become his
new salary anniversary date and he shall subsequently earn eligi-
bility for annual merit salary advances in accordance with Section
403.2.1.3. Herein. .
403.3.2. Voluntary Demotion An employee who is demoted at his
own request shall have his salary reduced to the same salary rate
in the lower salary range that he was receiving prior to the
demotion; if his salary rate prior to the demotion was higher
than the maximum salary rate of the lower position he shall
receive the latter. The employee shall not.be required to serve
a probation period in the lower position, and he shall retain
the salary anniversary date he had in the higher position.
403.4. Probation Period Except as otherwise provided herein, a 6 -month
probation period shall apply to all appointments except temporary appoint-
ments, acting appointments, and appointments to positions designated by
resolution of the City Council as department head or key personnel
positions.
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• SECTION IV. COMPENSATION PLAN CONTINUED
403.4.1. Compensation on Failure to Complete Probation Period
The compensation of an employee who is rejected during his pro-
bation period in a class of position and who is assigned to a class
of position having a lower salary range shall be as follows:
If the employee had previously completed a probation period in
the lower position he shall not be required to serve another one;
his last salary ,rate and salary anniversary date in the lower
position shall be his new salary rate and salary anniversary date
upon reassignment to that position; and he shall earn eligibility
to receive subsequent annual merit salary advancements in accord-
ance with Section '403'. 2.1.,3., herein,. ,
If the employee had not previously completed a probation period
in the lower position the effective date of his reassignment to
that position shall be his new salary anniversary date; he shall
be required to serve a probation period; and he shall earn eligi-
bility to receive subsequent merit salary advancements in accordance
with 'Sec'tion 401.2.1.3% herein. .
403.4.2. Extension of Probation Period
.
403.4.2.1. Leave
of Absence Temporary military leave
or any
leave of absence without pay exceeding 30 cal-
endar
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 30 calendar days.
0
403.4.2.2. Additional Period for Performance Evaluation
On written recommendation by the department head and
written approval by the City Manager, an employee's
probation period may be extended for a maximum of six
months beyond the normal six months period. The
purpose of such extension shall be to allow the depart-
ment head additional time to evaluate the employee's
job performance.
After the first six months of the probation period have
elapsed, the employee shall be advised in writing whether
he has successfully completed his probation period. If
not, and if an extension of his probation period has
been approved, he shall be advised in writing of his
status when such extension expires.
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• SECTION V. SPECIAL COMPENSATION PROVISIONS
Reinstatement
500.1—Limitations On recommendation by the department head and approval.
by the City Manager, a former employee may be reinstated to the class of
position he occupied at the time of his termination, irrespective of the
existance of an open or promotional employment list for the class, subject
to the following conditions:
There must be a vacant position in the. class and no re- employment lists
for such class.
He had completed at least one year of continuoµs service in the class
immediately prior to his termination.
He terminated his City employment under favorable circumstances.
The reinstatement must occur within one year after his termination.
He may be required to serve a probation period.
He may be required to take ,a medical examination at his expense and as
prescribed by the City Manager.
• 500.2. Compensation The compensation of a former City employee who is
reinstated in the class of position he occupied at termination shall be
as determined by the City Manager.
501. Compensation on Position Reclassification The salary of an employee in
a position that is reclassified shall be determined as follows:
501.1. 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
incumbent is appointed to the reclassified position, the salary rate
and the salary anniversary date of the employee shall not change. This
provision shall also apply to a change of class title, provided there
is no change in the basic duties of the position.
501.2. 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
incumbent is appointed to the reclassified position, the incumbent shall
be compensated at the same step in the new range as he was receiving
in the previous salary range, and his anniversary date shall not change.
501.3. Class with Lower Salary Range If the position is reclassified to
a class with a lower salary range than the previous class, and if the
incumbent is appointed to the reclassified position, his salary shall
not change. If his salary is greater than the maximum step of the lower
• salary range, his salary shall be "Y" rated. The employee's salary
anniversary date shall not change and he shall not be required to serve
a new probation period.
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•
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SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED
502. Compensation on Transfer The salary rate and salary anniversary date of
an employee who is transferred shall not change.
503. Compensation for Portion of Pay Period A regular or probationary
appointee serving on a full -time basis who works less than a full bi- weekly
pay period, except when on authorized leave of absence with pay, shall
receive as compensation for such period an amount equal to the number of
hours worked times the employee's hourly rate. The number of hours worked
in such bi- weekly pay period shall include paid holidays.
504. 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:
505. 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 normally
assigned shall.receive the entrance salary rate of the higher salary range or
a minimum of 5 percent or a maximum of V1 percent higher than the rate he nor-
mally receives, whichever is greater.
505.1. The written approval of the City Manager shall be required.
505.2. The employee shall perform all the duties and assume all the
responsibilities of the higher class.
505.3. Only after the employee has served the following number of hours
in the higher class at the lower rate of pay may he be compensated at
a higher rate. Such hours may be accumulated during one or more acting
appointments, provided they are for at least one work. week:
tablished work week for class
40
44
61
Hours to be worked before
additional compensation
may be granted
120
132
192
After the employee has worked the required hours in the higher class,
he shall receive additional compensation.for subsequent acting appoint-
ments in that class, provided that any such subsequent acting appointment
of less than a normal work week (i.e., 5 consecutive 8 -hour shifts)
shall not be compensable at a higher rate.
506. Changes in Salary Anniversary Date The granting of any leave of.absence
without pay exceeding 30 calendar days shall result in a new salary anniversary
• date for the employee. Such date shall be based on his original salary anni-
versary date plus the number of calendar days of his leave in excess of 30
calendar days.
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•
SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED
507. 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.
Except as otherwise provided herein, overtime shall either be paid at the
hourly equivalent of the employee's bi- weekly salary rate or granted as equivalent
compensatory time off. The method of compensation shall be at the discretion of
the department head.
507.1. 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:
507.1.1. Standby Duty Standby.duty in classes designated by the
City Manager shall be compensated at.the rate of 1 hour of overtime
compensation for each 8 hours of such duty. Such compensation on
holidays shall be at the rate of.2 hours of overtime compensation
for each 8 hours of standby duty. Should the employee be required
to report to work.while on a standby status, the provisions pertaining
to compensation for call -back pay shall apply for call -back work.
507.1.2. Call -Back Duty All.personnel eligible for overtime pay
excluding Key Personnel, Fire,.Police, and Marine Safety Department
personnel, shall receive time and one -half pay for call -back work.
A two -hour minimum shall apply regardless of the actual time worked.
507.1.3. Incidental Overtime Incidental overtime is not compensable.
It is defined as overtime of less.than J� hour,that is non- recurrent
and which is not standby duty, call -back duty, or court time.
507.2. Fire Department Personnel on.12 -hour Shifts Fire Department
personnel on 12 -hour shifts shall receive overtime compensation as
follows:
507.2.1. Shift Hold -over Han employee is required to work an
extra 12 -hour shift, or.l.or more hours thereof, because of the
absence of another employee assigned to that shift, such overtime
shall be compensable at the hourly equivalent of his bi- weekly
salary based on a 61 hour week or by equivalent.compensatory.time
off.
507.2.2. Standby Duty An employee who is required to return to
work during his off -duty hours for standby duty, as distinguished
from actual firefighting or similar emergency, shall be compensated
at the same rate as employees on shift hold -over.
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._ S
SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED
507.2.3. Fire or Similar Emergency If an employee who is not
on standby or shift hold -over 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 3 hours overtime compensation for
the first hour and 1 hour overtime compensation for each hour
thereafter. Such overtime compensation shall be at the hourly
equivalent of his bi- weekly salary based on a 61 -hour work week
or equivalent compensatory time off.
507.3. Police Department Personnel in Detective Bureau Police Department
personnel assigned by the Police Chief to the Detective Bureau, except
the clerical staff, shall not be eligible to receive paid overtime compen-
sation for service in the Detective Bureau unless recommended by the
Police Chief and approved by the City Manager; subject to the discretion
of the Police Chief and to paragraph 507.7 of this subsection, however,
they may take compensatory time off for unusual amounts of overtime worked.
A flat rate for each pay period to cover normal overtime worked shall be
specified by the City Council and added to their salaries. All expenses
incurred in and.directly related to the performance of their City duties
shall be reimbursable.
507.4. 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.
507.5. Other Employees Other employees, except Paid Call Firemen, shall
be paid at the hourly rate established for their class based on the number
of hours actually worked.
507.6. Court Time Employees who are required to appear in court during
their off -duty hours in connection with City business shall receive over -
time compensation for the number of hours they spend in court, with a
minimum.of 2 hours of such compensation.
507.7. Accumulation of Compensatory Time Off Accumulated overtime must be
taken off.or paid for no later than December .31 of each year.
507.8. Special Overtime Police and Fire personnel assigned by the depart-
ment head to work as policemen or firemen during their off -duty hours for
private employers shall receive paid overtime compensation at an hourly
rate specified in the Compensation Plan.
• -14-
•
•
SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED
507.9. Jury Duty No deduction shall be made in the salary of an employee
who serves on a jury if he has waived or remitted to the City his fee for
such jury duty. If he has not so waived or remitted the jury fee, he shall
be paid only for the time he actually works in his City position. An
employee accepted for jury duty shall immediately notify his department
head in writing whether or not he waives or remits his jury fee to the City.
507.10. Witness Fees No deduction shall be made in the salary of an
employee who is subpoenaed to testify in a judicial or quasi- judicial
proceeding as a material or expert witness if he waives or remits to
the City any fee received for being a witness. If the employee chooses
to retain the witness fee he will be charged compensatory time off, vaca-
tion time or leave without pay, accordingly for the time spent testifying.
If the employee incurs personal mileage expenses while appearing as a
witness, he may retain that portion of the witness fee attributable to
mileage and remit the difference to the City.
An employee subpoenaed to appear pursuant to an official subpoena
shall immediately notify his department head and indicate whether
he will remit the witness fee to the City or retain it and take either
compensatory time off, vacation time, or leave without pay.
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•
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 effective 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.
600. Vacation Leave
600.1. Basis for Accrual
600.1.1. Full -time Probationary, Regular, and Acting Appointments.
An employee.having a full -time probationary, regular, or acting
appointment, except the personnel in the Refuse Division of.the
General Services Department, working an average of 44 hours per
week, 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. (One working day is equivalent to one,12 -hour
shift for Fire personnel working an average of 61 hours per.week.)
600.1.1.1. Refuse Division Personnel Personnel in
• the Refuse Division of the General Services Department
working an average of 44 hours per week shall accrue
vacation leave with pay at the rate of 1.1 working days
for each full month of continuous service in which the
employee has worked or has been on authorized leave of
absence with pay.
600.1.2. Part- time.Probationarv, 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 leave 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.
600.1.3. Other Appointments Employees having temporary or less
than half -time appointments shall not be entitled to receive
vacation leave with pay.
600.1.4. Longevity Vacations Employees who have completed five
years of continuous service shall_ thereafter accrue longevity
vacations as follows:
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•
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•
VI. LEAVES OF ABSENCE CONTINUED
appointments en employee naving a prooarionary, regular
or acting appointment that is on a full -time basis, except
the personnel in the Refuse Division of the General Ser-
vices Department working an average of 44 hours per week,
shall accrue the following number of working days.vacation
for each full month of continuous service in which the
employee has worked or has been on authorized leave of
absence with pay:
5 to 9 years service
10 to 14 years service
15 to 19 years service
20 or more years service
1 -1/6 working days per month
(14 days per year)
1 -1/3 working days per month
(16 days per year)
1 -1/2 working days per month
(18 days per year)
1 -2/3 working days per month
(20 days per year)
600.1.4.1.1. Refuse Division Personnel
Personnel in the Refuse Division of the
General Services Department working an
average of 44 hours per week shall accrue
the equivalent of 110.0 percent.of the
longevity vacation leave with pay as pro-
vided in Section 600.1.4.1. (e.g. an employee
with 15 to 19 years of service shall accrue
1.5 working days per month times 110 percent
which equals 1.65 working days per month).
600.1.4.2. Other Appointments Employees having temporary
or less than full -time appointments shall not be entitled
to receive longevity vacations,
600.1.5. Accumulation of Vacation Leave Accumulation of vacation
days in excess of those earned for two years of service is not
permitted with the following exception:
With the approval of the department head, an employee may accumulate
vacation days in excess of the two year limit provided all such
excess accumulation is taken by March 31st of the following year.
600.2. Method of Use Vacation 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 probation period.
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• SECTION VI. LEAVES OF ABSENCE CONTINUED
600.3. Other Provisions
600.3.1. 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 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 salary he -
received immediately prior to his promotion, provided he has
successfully completed his probation period in the position
from which he was promoted. An employee who has not completed
a probation period in at least one position shallrnot receive
terminal vacation pay.
600.3.2. Vacation Schedules Vacations shall be scheduled as
determined by the department head, taking into consideration
whenever possible the seniority and wishes of the employee.
600.3.3. Vacation Anniversary Date Changes Any leave of
• absence without pay exceeding thirty consecutive days shall
result in a new vacation 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 thirty consecutive days.
•
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•
SECTION VI. LEAVES OF ABSENCE CONTINUED
601. Sick Leave
601.1. Basis for Accrual
601.1.1. Full -time Probationary and Regular Appointees An employee
having a full -time probationary or regular appointment except per-
sonnel in the Refuse Division of the General Services Department
working an average of 44 hours per week, 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. (One working day is
equivalent..to.one 12 -hour shift for Fire Personnel working an
average of 61 hours.per. week.)
601.1.1.1. .Refuse Division Personnel...Personnel in the
Refuse. Division..of the.General Services Department working
an average of 44 hours per,week shall accrue sick leave with
pay at the rate of 1.1 working days for each full month of
continuous service in which the employee has worked or has
been on.an. authorized leave of absence with pay.
601.1.2. Part -time Probationary and Regular Appointees An employee
having a probationary or-regular appointment that is less than full -
time, but is half -time or more, shall accrue sick leave 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.
601.1.3. Other Appointees Employees having temporary or less than
half -time appointments shall not be entitled to receive sick leave
with pay.
601.1.4. Accumulation of Sick Leave Sick leave may be accumulated
without limit.
601.2. Limitations on Use
601.2.1. In General .Sick leave taken shall not be in excess of that
actually.earned.at the time it is taken. An employee serving his
initial probation period.is eligible to use his accumulated sick
leave, provided that it for any reason his City employment is term-
inated prior to.the completion of such probation period his final
paycheck shall be reduced by the value of the sick leave he has
taken.
601.2.2. Department Head's Approval 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 department 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.
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• SECTION VI. LEAVES OF ABSENCE CONTINUED
601.2.3. For Sickness Only Sick leave shall be used for sickness
of the employee and shall not be used in lieu of or added to vaca-
tion. 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 603. here-
in 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.
601.2.4. Sick Leave During Vacation An employee who is admitted
to a hospital or confined to bed under medical doctor's orders
while on vacation may have the period of illness charged to his
accumulated sick leave instead of to vacation provided:
601.2.4.1. Immediately upon-return to duty the employee
submits to his department head a written request for
sick leave and a written statement signed by his physician
describing the nature and dates of illness.
601.2.4.2. The department head recommends and the City
• Manager approves the granting of such sick leave.
601.2.5. 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:
601.2.5.1. Leave of absence without pay
601.2.5.2. Absence because of intoxication or for the
purpose of recovering from intoxication..
601.3. Penalty for Sick Leave Abuse When in.the judgment of the department
head, the employee's reason for being absent because of alleged sickness
is inadequate, he shall indicate on the payroll form.that the absence was
absence.without leave; the,department head shall also submit a Personnel
Action Form indicating a suspension for each day or portion of a day of
such absence. As a minimum disciplinary action, 2 days of accumulated sick
leave shall be deducted from the employee's sick leave accumulation for each
day or portion.of a day of such suspension.
601.4. Other Provisions
601.4.1. Terminal Sick Leave Pay Upon paid retirement, termination
in good standing, or death, an employee or his estate shall be paid
for a percentage of the employee's first 100 days of unused. '-sick
leave in an amount computed as provided below:
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SECTION VI. LEAVES OF ABSENCE CONTINUED
PERCENT OF UNUSED
YEARS OF SERVICE SICK LEAVE PAID FOR
Less than 10 None
10 but less than 15 25%
15 but less than 20 37k%
20 or more 50%
Years of service as defined herein shall mean full time continuous ser-
vice in a regular position with the City of Newport Beach. Employees
who are allowed to resign in lieu of dismissal will not be considered
to be terminated in good standing and will not be eligible for compensa-
tion.
Employees in the following classes are not authorized compensation
under this section: Police Officer, Police Woman, Police Sergeant,
Police Lieutenant, Police Captain, Police Clerk, Parking Control
Officer, Humane Officer, Station Officer, and Police Emergency Equip-
ment Dispatcher.
601.4.2 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 30 calendar
days or any suspension shall also apply to sick leave anniversary dates.
• 601.4.3. Extended Sick Leave On written request of the employee and
recommendation by the department head, the City Manager may authorize
in writing a leave of absence without pay for the purpose of recovering
from an illness, provided:
601.4.3.1. The employee has used all his accumulated sick
leave and vacation.
601.4.3.2. The employee has been continuously employed in
the City service for at least one year.
601.4.3.3. The employee presents to his department head for
referral to and consideration by the City Manager a written
explanation of the employee's illness and an estimate of the
time needed for recovery signed by the employee's physician.
601.4.3.4. Prior to resuming his duties the employee may be
required to take a medical examination at his expense and as
prescribed by the City Manager. The employment record and the
results of such examination shall be considered by the City
Manager in determining the employee's fitness to return to work.
601.4.3.5. The maximum period of such leave shall be three
calendar months. If the employee desires an extension he shall
follow, prior to the termination of the initial leave, the
procedure described in Section 601.4.3.3. above.
. There may be only one such extension and it may be only for
three calendar months, unless in the judgment of the City
Manager a further extension would be justified in terms of
the employee's training and experience, the specialized duties
-21-
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SECTION VI. LEAVES OF ABSENCES CONTINUED
of his position, and the length of time the City can reason-
ably afford to fill the position on a temporary basis or not
have the duties performed.
602. Holiday Leave
Subject to the provisions contained herein, the following designated
days shall be observed as paid holidays by all employees in permanent
positions except Police personnel, Fire personnel on 12 -hour shifts,
personnel whose days off are other than Saturday or Sunday, and other
personnel whose work assignments, in the judgment of the department
head, require their presence on the job. For each designated holiday
such excepted personnel shall receive an extra day of vacation or
equivalent pay, whichever in the judgment of the department head best
serves the interests of the department.
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Friday following Thanksgiving
Christmas Day
New Year's Day
Washington's Birthday
Memorial Day
July 4
1st Monday in September
2nd Monday in October
4th Monday in October
4th Thursday in November
December 25
January 1
3rd Monday in February
Last Monday in May
When a designated holiday occurs on Sunday, the following Monday will be
observed instead. When a holiday falls on a Saturday, the Friday before
such holiday shall be observed instead within the limitations of manning
prescribed by the Department Head. Should an employee be required to work
on the Friday preceding a Saturday holiday, the employee shall receive an
additional vacation day for such Saturday holiday.
In addition to the designated holidays listed above, other days or portions
of days may be authorized by official proclamation of the Mayor. The
Mayor may take such action to coincide with special holidays declared
by the President of the United States, the Governor of the State.of
California, or when, in the opinion of the Mayor, a significantly im-
portant local event merits such action.
d *a
•
SECTION VI. LEAVES OF ABSENCE CONTINUED
603. Industrial Accident Leave
603.1. Compensation An employee.who is absent from duty because of an
on- the -job injury sustained during his City employment shall, during
such absence, receive that portion.of his.normal salary which, when added
to compensation.payments made to him under the.provisions of-the-California
Workman's Compensation Law, equals his normal salary, provided: he receives
compensation payments under the.provisions of such Law; the City's payment
of the portion of.his.normal salary shall be limited to the maximum periods
designated in the following schedule:
Schedule A -= In General. The.following.schedule.sahll be applicable
to all.full- time.probationary.and regular.employees- except Police
and Fire personnel covered by the provisions.of Section 4850 of the
California Labor Code:
Amount of employee's Maximum industrial
continuous City service accident leave
At least 1 day and less 20 working days
than 6 months
• At least 6 months and 6 months
less than 5 years
5 years and over 1 year
Schedule B -- Police.and.Fire Personnel Police.and.fire personnel,
as described.in.Schedule.A, immediately above, shall - receive such
industrial accident leave compensation as is provided in Section 4850
of the California Labor Code.
Schedule C -- Temporary and Less than Half -time Personnel The
maximum amount of °industrial accident leave for all such personnel
shall. be 20 working days.
603.2. Accumulation'of.Leave Benefits Any employee, except those having
temporary or less than.hal -time appointments, shall continue to accrue
vacation, holidays,.sick leave and to earn eligiblity.for'.consideration
for merit salary increases during.an.absence resulting from anon- the -job
injury, provided he receives compensation payments under the provisions of
the California Workman's Compensation Law.
604. Bereavement Leave
Whenever an employee having_a.probationary or regular appointment is
• necessarily absent from duty because of the death or critical illness
where death appears imminent of father, mother, brother, sister, wife,
husband, or child, such employee - shall, upon approval by his department
head, be entitled to bereavement -leave and shall draw his.regular com-
pensation during such absence. Such compensation is limited to 5 working
days in any calendar year. The limit for Fire Department personnel on
12 -hour shifts is.7;� shifts.
_23_
•
t
SECTION VI. LEAVES OF ABSENCE CONTINUED.
An employee serving his initial probation period who takes leave under
this subsection and who - for.any. reason terminates his City employment
prior to the completion of such - probation period shall have his final
paycheck reduced by value of the leave he has taken.
605. Special Leave
The following provisions shall apply only to those employees who are
entitled to receive leave with pay:
605.1. 180 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.180. calendar days
in a calendar year for purposes deemed by the City Manager to be beneficial
to the City.
605.2. In Excess of 180 Calendar Days The City Council may, upon the
recommendation of the City Manager, grant leaves of absence with or
without pay in excess of.180 calendar days for purposes deemed by the
City Council to be beneficial to the City.
606. Military Leave.
An employee having a probationary.or regular appointment.shall be entitled
to such benefits as are provided in the.California Military and Veterans
Code. An employee requesting, such military leave shall present a copy of
his military orders to his department head prior to the beginning of the
leave.
607. 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 may be considered absence.without leave. A deduction of pay
shall be made for the duration of any absence without leave in accordance
with Section 503. of this resolution.
608. Maternity Leave
Termination or a compulsory.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.
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• SECTION VII. DISCIPLINARY ACTIONS
The tenure of every City employee shall be based on reasonable standards of
personal conduct and job performance. Failure to meet- such - standards shall be
grounds for appropriate disciplinary. action,.which.shall -be.- commensurate with
the seriousness of the offense and with due consideration to the employee's
prior performance record.
The provisions of this section.shall_ constitute the City's disciplinary code.
In the event of a conflict between -these provisions and civil--service law when
an employee has regular status in the Civil Service System, the civil service
law shall prevail.
700. Disciplinary. Procedure The following .procedure. - shall..be.followed when,
in the judgment of -the department head ,.an.- .employee..has- .committed an act
or omission that justifies the disciplinary.action indicated.- ...The grounds
for such disciplinary action shall be limited- to.incompetency,. inefficiency,
dishonesty, misconduct, insubordination, or failure to observe departmental
or City rules and regulations.
700.1. Reprimand If the reprimand is in writing-the-employee shall
receive.a copy thereof. The department head.shall.forward a
copy to the City Manager's Office for-retention.-in-the employee's
• Personal history file, and the employee shall be notified of such
action.
700.2. Suspension Unless originally authorized -or- extended by written
approval by the City Manager on.written_.recommendation by the
department head, the maximum -.period of suspension.shall be 20
working days;.such' maximum period for Fire Department personnel on
12 -hour shifts shall be 24 shifts.
700.2.1. Five Working Days.or_Less The-department-head shall
transmit.a.Personnel_ Action.- Form- for.the_ information of
the City Manager, briefly describing..the- offense and the
period.of suspension. The_4epartment..head shall when
possible give a copy.of such form to the employee before
the form is transmitted to the City Manager.
700.2..2._ In Excess of Five.Workine.Days._Prior_to. -the effective
date of.the suspension when possible,.the_ department head
shall submit a Personnel Action_Form.for_ approval by the
City Manager, briefly describing ..the... offense- and..the period
of suspension. After such approval, a copy of theform shall
be given to the employee.
700.3. Demotion or Dismissal The department -head.shall_.submi.t -for approval
by the City.Manager a Personnel Action Form.briefly_.describing the
• offense. Upon such approval, the demotion- or- dismissal.shall be
effective and a copy of the Personnel Action Form shall be given to
the employee.
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'3 i • v .
SECTION VII. DISCIPLINARY ACTIONS CONTINUED
701. Appeal Procedure The appeal procedure described .herein -shall -not apply
if the employee.is_rejected, reprimanded,_or _ suspended_.during.his proba-
tion period in the posi:tjon,.he occupies .at..the _ time_.of.such- action. Such
procedure also shall not be applicable-if the-disciplinary action is taken
in connection with the employee's service on 'a temporary appointment or
acting appointment basis.
This sub - section shall not apply-to employees in the Civil Service System.
701.1. Request for Reasons Within 5.calendar..days..after_the effective
date of.the:- disciplinary.action.,. the. - employee. may, in. writing,
request of the department head a written statement of the reasons
for the action.
Within 5 calendar.days after.such.written.- request, the department
head shall forward the statement of reasons to:the- employee.
final.
t
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701.2. Employee's Answer Within 10.calendar days- after- the..employee has
received.such statement of reasons, he shall -be- entitled to submit
to the City Manager, through his.department.- head,..a- .written answer
to.such.statement and.to- request '_the.City- Manager..to.consider the
case. The. City Manager shall then review.the.matter with-the employee
and the department head and uphold, modify, or- revoke the action taken.
•
701.3. Civil Service Board Review Except:for reprimands,..after the City
Manager has reviewed the case the'employee.may.submit to the Civil
Service Board a written statement.requesting . the.Board._to review
the matter. Pursuant. to 'Section'711.of.the..City::Char -ter, the Board
shall then conduct an investigation, hold a hearing; -and submit its
findings and recommendations to the..City_Manager,....After considering
such findings and recommendations ;:.the.- .City_Manager.shall uphold,
modify, or revoke the action taken and his decision thereon shall be
final.
t
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•
SECTION VIII. PROBATIONARY' APPOINTMENT' FOLLOWING'TEMPORARY'APPOINTMENT
800. Merit Salary Advance and Benefit '.Accrual ".Notwithstanding the other
provisions of this. resolution ,.a::.temporary._appointee_in.a class who,
without a break in service, receives a.pr.obationary..appointment to a
position in the same class shall.be:eligible_ for -consideration for a
merit salary.advance..after six months .of.satisfactory. service, including
his temporary service, as evidenced in writing- by..the.department head
and approved by the City._Manager.,..and shall-..accrue. leave- .benefits from
the date of big temporary_ appointment..'- _He'..shall.acquire_a_ salary anni-
versary date on such advance and.shall earn.eligibility for subsequent
annual salary advances in accordance-with Section 400..herein.
11
•
The salary advance.provision of this section.shall..not -apply when a
temporary appointee.in.a'.class receives, without..a.break -in his con -
tinuous City service,,.a probationary .appointment-- to.- a.position in a
different class having.a' higher- salary= range . - The- salary'_anniversary
date of such appointee shall be the date of his'probationary appointment.
801. Probation Period The employee's probation': period.shall...cammence with the
date of his probationary appointment. Satisfactory- completion of such
probation period.shall be on written' recommendation of the department
head and approval of the City Manager.
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SECTION IX. TRAINING
900. Required Training An employee who-is required by his. - department head to
attend a specified, off -duty training course shall receive reimbursement
for the following: overtime compensation; transportation cost where
appropriate; cost.of books, registration, and related expenses necessary
for completion of the course.
901. Desirable Training Desirable training is.defined as off- duty'instruction
that will be mutually and immediately beneficial to:the employee and to
the City. Prior to.enrolling -in the class, an employee desiring reimburse-
ment for his expenses shall acquire his - department head's approval as to
course content and its relationship to City employment.
To qualify for educational reimbursement, the employee must be employed
on a full -time basis and-the course selected must be of -such a nature
that it benefits the City and better - prepares -the ,employee to carry out the
duties for which he was hired.. Employees seeking college degrees will be
eligible for reimbursement only for courses that are directly related to
their current duties.
Each employee desiring.to..qualify must.attend.each course on his own time
and compelte each course satisfactorily with a passing grade of at least
a "C", or its numerical equivalent.. Each employee shall be limited to
reimbursement for a maximum of six semester units per semester or nine
quarter units per quarter.
If an employees leaves.the City - service within one (1) year after the
completion.of. any course.or.courses.paid.for by the City, the cost of
such course or courses will be deducted from the employee's last pay
check.
The tuition reimbursement.policy covers.courses taken.at accredited colleges
and universities and. approved .correspondence.courses. The policy also covers
the cost of text.books.and.other required course materials.. Employees may
request either prepayment.or postpayment of tuition, text book and materials
costs. If prepayment has.been_ elected, the-request must contain a statement
of the cost of tuition and an itemized list of the cost of books and supplies.
If the tuition and /or the cost of books and materials has been prepaid,
confirmation of-the grade received- and..a paid receipt.for the tuition, books,
and materials must be submitted to the.Personnel Office within.sixty days of
the completion of a course. If this information is not received- within that
period of time, or if the employee fails to complete a course satisfactorily,
the amount of prepayment will be deducted from his next pay check.
If tuition and /or the cost of books is to be postpaid, a memo requesting
payment, accompanied.by confirmation of the grade received -and.a paid receipt
for the tuition, books and materials, must be sent to the Personnel Office.
The Personnel Office will in turn advise the Finance Department that the
course has been satisfactorily completed and payment is to be made.
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•
SECTION X. MISCELLANEOUS PROVISIONS
1000. Consideration of-Employee Requests:-Any employee shall- -have the right
to consideration by.the.City.Manager -of any request.with.respect to a
claimed inequity resulting.from the strict application-of..any of the
sections contained herein. The employee -shall submit.to.his department
head a written statement of the claimed inequity and his request; the
department head shall promptly forward the statement, the request, and his
written recommendation to the City Manager.
1001. 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 30 calendar days or -less and
leaves of absence with.pay.for any - period shall not constitute.an interrup-
tion of an employee's continuous service and shall not be deducted in com-
puting his total City service.. Authorized leaves of absence.without pay in
excess of 30 calendar.days shall be deducted in computing an employee's total
City service for advancement in salary.range and for other purposes specified
in this resolution, but shall not serve to interrupt his continuous service.
1002. Avoidance of Inequities. The City.Manager may authorize special.adjust-
ments to avoid or eliminate inequities resulting from the strict application
of any of the provisions of this resolution.
1003. Administrative Regulations The -City Manager is authorized to issue written
administrative personnel.regulations.designed to augment or clarify the
provisions of this resolution. .Prior to issuance, such. regulations shall
be referred for approval.by the City Attorney.as to their conformance with
the City Charter, this resolution,.and the City's civil service. law. At
least annually such regulations shall be considered for possible incorpora-
tion in a revision of this resolution.
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SECTION XI. REPEAL Resolution No. 7226 and all amendments 'thereto ' are hereby
repealed.
SECTION XII. EFFECTIVE DATE The provisions of this resolution shall be effective
July 10, 1971.
This resolution was adopted by the City Council of the City of Newport Beach at a
regular meeting on the 12th day of July, 1971.
ATTEST:
J
Ire
CERTIFIED AS THE ORIGINAL
CITY CLERK OF THE CITY OF NEWPO;;T 6:.ACH
®ATE: •- ------- SEP 2 1971
.............._
Mayor
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