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HomeMy WebLinkAboutORD 1974-030 ORDINA NCE NO. 7�+-30 AN ORDINANCE ADOP'IIl� REVISED STANDARDS FOR EMPLOYEES IN THE AREA OF MANDATORY RETIREMENT; LONGEVITY PAY; INCENTIVE TRAINING PROGRAM; SICK LEAVE; VACATION BENEFITS AND SALARY ADJUSTMENTS; SETTING THE EFFECTIVE DATE OF ��r�� SAID POLICIES AND DECLARING AN EMERGENCY, WHEREAS, the Mayor appointed a committee of the City Council to evaluate �nany of the personnel policies of the City covering retirement, longevity pay, training programs, sick leave, vacation benefits and salary adj ustments; and WHEREAS, said Committee submitted its report to the Council and a public hea ring wa s conducted; and . WHEREAS, the Council e�ressed its desire to approve said recommendations; �° • NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF GRAPE- VINE, TEXAS: SECTION 1. That the recommendations of the City Council Committee covering Mandatory Retirement, Longevity Pay, and Incentive Training Programs that are contained in the attached report th�.t is labeled Exhibit "A" and incorporated herein, are hereby accepted and approved. SECTION 2. That the following recommendations concerning sick leave, and vacation benefits are hereby accepted and approved; a. Sick Leave: Category One: City Manager, Assistant City Manager and all Department heads: Sick leave will be accrued at the rate of 1-1/"2 days per month or 18 days annually not to exceed a maximum of 60 working days. � The accrual of sick leave will be accrued after the employee successfully completes six months probationary period, but aL that time will be retroactive to the date of employment. Category Two: All other employees excluding those in Categv�y One: Sick leave will be earned at the rate of 1-1�4 days per month or 15 days annually not to exceed a maximum of 45 working days, The accrual of sick leare will be accrued after employee successfully completes six months probationary period but at that time will be retroactive to the date of employment, Category Two employees only shall receive the following: An employee that has accumulated sick leave in excess of 20 working days in the base period of December l, to December l, and prior to December l, such employee may elect to receive cash in lieu of sick leave not to exceed their salary rate for five (5) working days, This will not apply to any employee that ha s used sick leave in excess of five (5) working days prior to December 1 based on the previous 12 months. The incentive plan will be paid on the pay period closest to December 15 of applicable year, and the number of days paid will be deducted from the � accrued sick leave total. � Employees in Category One and Two may charge sick leave for purposes of personal illness or for members of their immediate family. In addition, sick leave may be charged due to death in immediate family (spouse, mother, father, child, sister, brother or same relationships of spouse), Any violation of sick leave privileges shall be subject to automatic dismissal by Department Head with approval of City Manager. Accrued sick leave will not be paid on termination of employment in either category, b. Vacation Benefits: Category One: City Manager, Assistant City Manager and all Department Heads, Vacations will be accrued as shown in the following schedule after successfuly completing the six (6) months probation period, but will be retroactive to the date of employment. The employee must complete one full year service prior to becoming eligi.ble for such vacation. �: 1 through 5 years service; 1-1J2 days per month (18 days) 6 through 15 years service: 1-3 f4 days per month (21 days) ,,,. � 16 years and over: 2 days per month (24 days) The maximum vacation accrued cannot exceed 90 days. The Category One personnel shall have a mandatory requirement to use a minimum of 12 working days in each and every calendar year anf further be required to take at least a minimum of two (five) working day vacations. The two five working day periods do not have to be consecutive, but must be in not less than five (5) day increments, Category Two: All other employees excluding those in Category One; Vacations will be accrued as shown in the following schedule after successfuly completing the six (6) months probationary period, but will be retroactive to the date of employment, The employee must complete one full year service prior to becoming eligible for such vacation: 1 through 3 years service: 1 day per month (12 days) 4 through 10 years service: 1-1 J2 days per month (18 days) ` 11 through 20 years service: 1-3 J4 days per month (21 days) 21 years and over: 2 days per month (24 days) The maximum vacation accrual cannot exceed 60 days at the end of any � given calendar year, Categroy One and Two employees shall have the right to be paid for all accrued vacation not to exceed the maximum limits set forth above for the respective category on termination of employment. Category One and Two Schedules: '�he City Manager shall establish and approve all vacation schedules by not later than May 1 of each year and any deviation from this schedule must be approved by the Department Head and City Manager. Special vacation requests shall be submitted through Department Heads not less than two weeks prior to the starting day of such vacation, No deviation should be granted unless extenuating r� ,. circumstances are justified, "�` Vacation schedules will be posted on the bulletin board or in a `'�"� conspicuous place within each department fo� the convenience of personnel and departmental use, Schedules for the current year shall be posted immediately. SECTION 3. That the following recommendations concerning salaries are hereby accepted and approved; All employees, exclusive of Department Heads, City Manager and Assistant City Manager are hereby given an across-the-board seventeen percent (17%) raise, SECTION 4, The following effective dates shall be applicable as hereinafter listed: A. Th� effective date of the recommendations covering Mandatory Retirement, Longevity Pay, and Incentive Training �,_ , Programs shall hereinafter become effective on the lst day of Octol�er � 19 7�+ _� �`" ° b. The effective date of sick leave and vacation benefits shall become effective beginning October 1, 1974, D. The effective date of salary benefits shall become effective on the ls t day of �y , 19�_. SECTION 5. The fact that the personnel policies of the City of Grapevine are inadequate to properly safeguard the health, safety, morals, peace and general welfare of the inhabitants of the City creates an emergency for the immediate preservation of the public business, property, health, safety and general welfare of the public which requires that this ordinance shall become effective from and after the date of its passage, as provided by the Charter of "' ` the City and it is accordingly so ordained. PASSED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF GRAPEVINE, � ° TEXAS, this the 3rd day of September , 1974. ___---� ATTEST: M Y . it ecretary APPROVED AS TO FORM: ity ttorney ,- EXFiIBIT "A„ The Honorable �r�. D, Tate, Mayor ' City of Grapevine ,�; SUBJECT• Renort of• findings--Recommendations concerning the Citq of Grapevine r�mployee Mandatory Retirement Po13cy, Longivity Pay, Training Program �' and Base Salary Inequities. In compliance with your request, we the undersigned, functioning as an official- "I� ly appointed committee have investigated the above referenced sub�ects and re- � � spectfully submit the following recoIIunendations: 1�IANDATORY RETIREMENT: Al1 employees of the City of Grapevine will be automati- cally retired from service upon obtaining the age 65, with the exception�,that on request from an employee-two, one year extensions may be granted for one year at a time under the following conditions: A. An individual request from the employee for a one year axtension, sub- mitted thru and approvsd by the Depaxtment Head, personell office, City Ma.nager and City Council. It is mandatory that each required official must approve in the affirmative or the applicatian will be re�ected and �he employee automatically placed on retirement. T�, B. Each application must be accompan�.ed by a statement ot physical fitness � from a medical doctox and the ghysician used must have prior approval � � by the City Manager. The examination will be at the expen�e of the em- t ployee making the request and the City Manager, at his option, may re- quest additional physical examinations :at six months intervals but in all instances aa1 employee must have an annual examination. C. If after obtaining th� age 67 an employee needs additional ealander quarters to improve his social securitp retirement he may, with the approval of the Deaprtment Iiead, Per�onnel Office, and City Manager work . to and thru the ensuing December 31 of the year in which the age 67 is reached. LONGIVITY PAY: It is receommended that longivity pay be increased from $2 Co i � * S3 th. The employee will qualify after one full years service. Long- � ivity will be paid on a one sum annual basis as of Deceznber. l of each year. " ;�,,.. . �- INCENTIVE TRAINING PRO�RAM: The committee recommends that the City adopt a pol ereby all employees have the opportunity for furthering their educatioa beyond those courses designated by the City Manager such as polic� fira, water and sanitation type certification courses. The comsnittee feels sueh a pro���m �n A n^ 11AT�T � � � , . ; �. • ^ would be benef icial ta� the�c ity in upgrading� their educational backgrour.d and en- �'�+ � i nance their �otential f or advancement within the Ctiy. . � The City should partic3.pate in the cost of the program because the benefits i derived will be benef icial to the tax payers as well as to the employee. It t is feZt that the City can only participate where the employee exercises his edu- i � � I cational privileges on his own time and the effort put forth in the program be � � �"''°" sincere and diligent. The City participation should be based on the grade levels � I obtained by the employee. The followiag schedule sets forth the Citq's share ! of participation; . Scholastic Grade Percent of City Obtained � Cost A 1007 g 907 � 80X D 507 F 00% The sub�acts taken by the employee must have prior approval by the Department ' Head and the City Manager to insure that the course of study will pertain ta �,. , and benefit the City. If the employee files a degree plan, then other elective ' and required courses to obtain such a degree will be acceptable. IInder no cir- cumstances will courses of arts and hobb}r type handicraft be approved for city participation. BASE SAI,ARY ZNE ITITIES: There were 5 area� w�►ere the comrnittee felt that same inequity �in the base salary �ustif ied an increase. These are submitted under separate cover for the Councils consideratioa. Ct�NCLUSION: In reviewing the base salary scale for aIl employees in the 74/75 budget and after the detailed review th� committee made which resuZted in a 17% increase, the committee felt it their obligation to comment on the 10% increase ` � that is included and/or recommended in the new fiscal bu�dget. It is suggested y =.,. that 37 be granted October l, i974 and ramaining 7Z be gxa�ed at �tha end of . �; x ;������ six months from the��b?ginning of the budget year. �`� � � � ���- - � �� � � �i CHAiR*3AN: Councilman. Eidsan Councilman Murphy __ n/ C >l c'�C; �(�-?' ' 7�.,(.� `.� � _ ;' �� Councilwoman Conine � y �� _� _. ,- - . ��: ..