Resolution No. 247RESOLUTION NO. 247
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CYPRESS
ESTABLISHING A BASIC COMPENSATION PLAN FOR ALL EMPLOYEES
IN THE MUNICIPAL SERVICE OF THE CITY OF CYPRESS, SETTING
FORTH RULES AND REGULATIONS REGARDING THE PAYMENT OF
SALARIES, SICK LEAVES, VACATIONS, LEAVES OF ABSENCE, AND
OTHER REGULATIONS, AND REPEALING ALL CONFLICTING RESOLUTIONS
OF THE CITY COUNCIL.
WHEREAS, Section 37206 of the Government Code requires the City
Council prescribe the time and method of paying salaries and wages
of officers and employees of the City; and,
WHEREAS, the City Council has determined that it is necessary
for the efficient operation and management of the City that rules and
regulations be established prescribing sick leaves, vacations, leaves
of absence and other regulations for the employees and officers of
the City;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CYPRESS DOES
HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
SECTION 1: Compensation Plan.
A Compensation Plan is hereby established for all officers and
employees of the City of Cypress who are now employed or who will,
in the future, be employed by the City of Cypress, a copy of which
plan is attached hereto, incorporated herein, and made a part hereof,
and designated as "Appendix A ".
SECTION 2: Intent.
It is the intent of this Resolution to recognize the following
principles:
A. Employment Standards. The City Council and all the
citizens of Cypress have the right to expect that the
City will employ the best qualified persons available,
that the tenure of every City employee will be based
on a demonstrated need for the work performed, avail-
ability 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 Cypress has the right to expect that he
will be fully informed of this 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 sus-
pension, demotion, or dismissal without justification..
SECTION 3: 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 responsibilities
of positions.
The classification and reclassification of positions shall be
the responsibility of the City Manager, subject to budgetary authorization.
No reclassification of a position shall be made without the prior
knowledge of the employee in the positions.
Rnan1..1-4nn Nn 7L7
SECTION 4: 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 in comparable public and private employment
in the recruitment area.
SECTION 5: Administration of Basic Compensation Plan.
A. Entrance Salary Rates
(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.
(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.
B. Merit Steps. Each employee will not advance automatically
from year to year without regard to quality of service.
The plan furnishes incentives which will encourage
employees to put forth increasing efforts as they advance
through the steps of the plan.
C. Step Increases. The five steps of the salary range shall
be interpreted and applied as follows:
(1) The first step is the minimum rate and is normally
the hiring rate for the class.
(2) The second step is an incentive adjustment to
encourage the employee to improve his work.
Employees may be eligible for this adjustment
any time after the completion of six months of
service at the first step. The adjustment shall
be made only if recommended by the Department
Head and if approved by the City Manager.
(3) The third step is an incentive adjustment to
encourage an employee to improve his work. The
column heading shall establish the normal length
of service for advancement to the next higher step,
except that advancement to any step may be made
for outstanding qualifications or exceptional
circumstances on the recommendation of the Department
Head, concurred in by the City Manager.
(4) The fourth step of the range is an incentive
adjustment to encourage an employee to improve his
work. The column heading shall establish the normal
length of service for advancement to the next
higher step, except that advancement to any step
may be made for outstanding qualifications or
exceptional circumstances on the recommendation of
the Department Head, concurred in by the City Manager.
513
(5) The fifth step of the range is an incentive adjustment
to encourage an employee to improve his work. The
column heading shall establish the normal length of
service for advancement to the next higher step, except
that advancement to any step may be made for outstanding
qualifications or exceptional circumstances on the
recommendation of the Department Head, concurred in by
the City Manager.
D. Each promotion shall carry a salary increase.
E. Probation Period. Except as otherwise provided herein,
a six month probation period shall apply to all appoint-
ments except temporary appointment, acting appointment,
appointments to positions designated by resolution of
the City Council as Department Head or Key personnel
position.
SECTION 6: Compensation for Overtime.
Subject to approval of 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 monthly salary
rate or granted as equivalent compensatory time off. The method of
compensation shall be at the discretion of the Department Head,
subject to approval of the City Manager.
A. Incidental Overtime. Incidental overtime is not compen-
sable. It is defined as overtime of less than one -half
hour that is non - recurrent and which is not standby duty,
call -back duty, or court time.
B. 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 compensation for service
in the Detective Bureau unless approved by the City Manager,
subject to the discretion of the Police Chief and to
Paragraph F of this section; however, they may take com-
pensatory time off for unusual amounts of overtime worked.
C. 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.
D. Other Employees. Other employees shall be paid at the
hourly rate established for their class based on the
number of hours actually worked.
E. Court Time. Employees who are required to appear in court
during their off -duty hours in connection with City business
shall receive overtime compensation for the number of hours
they spend in court.
F. Accumulation of Compensatory Time Off. Accumulated over-
time must be taken off or paid for no later than the end
of the month following the month in which it was worked,
provided, however, that such accumulated overtime may be
taken off or paid for at a later date if the City Manager
in writing authorizes such procedure prior to the time
such overtime is worked.
D ,..... l .. i .... )T.. )J.7
G. Jury Duty. When called to serve on a jury, all
employees shall have time off for the period of actual
service required on such jury. Such employees will be
paid the difference between their regular salary and
the amount they receive for jury duty.
SECTION 7: Vacations.
All full time employees, after being in the continuous service
of the City of Cypress for at least twelve months, shall be
entitled to a vacation which shall consist of ten (10) working
days for each full year of service performed.
In the event one or more municipal holidays falls within a
vacation leave, such days shall not be charged as vacation leave
and the vacation leave shall be extended accordingly for those
employees eligible for such holidays.
The time during the calendar year at which an employee shall
take his vacation shall be determined with due regard for the
wishes of the employee and particular regard for the needs of the
service. The full vacation leave shall be taken at one time. However,
the City Manager under appropriate circumstances may permit a
modification of this requirement.
Vacations may be taken during the year following which the
vacation privilege has been earned, except that upon approval
of the City Manager, vacations may be accumulated for a period
not to exceed four (4) calendar weeks or twenty (20) working days.
In the event that an employee is separated from his employment
or receives a leave of absence over three months with the City,
after completing at least one (1) year's service, such an employee
shall be paid for any vacation leave which has accrued in the
year in which he or she is separated.
SECTION 8: On theJob Iniury.
Whenever any person is compelled to be absent from his employ-
ment with the City on account of injury arising out of and in the
course of his employment as determined by the Workmen's Compensation
Act, he shall receive full compensation during the first seven (7)
work days of such absence to be paid by the City. Thereafter he
shall be paid in full (the City to make up the difference in
addition to the Workmen's Compensation stipend) for the following
period of time as herein set forth depending upon the length of
service with the City.
(a) Ten (10) work days for employees who have worked for
the City an accumulative period of one (1) year.
(b) Twenty (20) work days for employees who have worked
for the City an accumulative period of two full years.
(c) Thirty (30) work days for employees who have worked
for the City an accumulative period of three (3)
years and over.
Thereafter during such absence he may elect to apply prorated
accrued sick leave, if any, to such absence and to receive compensa-
tion therefor in an amount equal to the difference between the
compensation received by him under the Workmen's Compensation Act
and his regular City pay, not to exceed the amount of his earned
sick leave. An employee in such instance, may also elect to use
any earned vacation time and equivalent time off for overtime in
like manner after his sick leave is exhausted.
An employee shall not be entitled to any of the privileges
contained in this section if he is injured while working for or
performing services for an employer other than the City of Cypress.
D - - -� -_ -_ u- 1A7
SECTION 9: Attendance.
58
Full -time employees shall be in attendance at their work in
accordance with the rules regarding hours of work, holidays and
leaves. All departments shall keep daily attendance records of
all employees. Failure to report on the part of an employee absent
without leave for more than eight (8) work- hours'shall be cause for
discharge.
SECTION 10: Holidays.
The following holidays shall be recognized as legal holidays:
New Year's Day
Washington's Birthday
Lincoln's Birthday
Memorial Day
Independence Day
When a holiday falls on Saturday
Monday shall be observed.
SECTION 11: Mileage Allowance.
Labor Day
Armistice Day
Day before Christmas
Christmas Day
Thanksgiving Day
or Sunday, the following
Every officer or employee who is required to use a private
automobile in the discharge of service of the City shall, after
receiving the approval of the City manager, receive compensation
for the use of such automobile at the rate of ten (.10) cents
per mile.
SECTION 12: Computation of Advancement Dates:
The anniversary date for persons employed or promoted between
the first day of the month and the fifteenth day of the month,
inclusive, shall be computed from the first day of the month in which
employed or promoted; for persons employed or promoted between the
sixteenth day of the month and the last day of the month, inclusive,
the anniversary date shall be computed from the first day of the
month following the date of the appointment or promotion.
SECTION 13: Pay Periods.
All officers and employees of the City of Cypress shall be
paid on a semi - monthly basis. In the event a pay day falls on a
holiday, all warrants or checks in payment and compensation shall
be made available to the City employees on the first work day
preceding the holidays.
SECTION 14: Discharge.
Employees shall be discharged for flagrant violations of
accepted rules of conduct. It is expected that an employee
resigning from the City will give the City at least two weeks'
written notice.
Nothing contained in this Resolution shall be construed as
granting any employee or official of the City any vested interest
in any salary or position. Furthermore, nothing contained herein
is intended to prevent the City from terminating the employment
of any employee or officer of the City at any time. This Resolution
may be changed or modified at any time by the City.
Resolutinn Nn 947
SECTION 15: Key Personnel.
The following listed positions are deemed "Key Personnel" and
as such are not eligible for overtime compensation:
City Attorney
City Clerk
City Manager
Administrative Assistant
Director of Finance
Purchasing Agent
Assistant Director of Finance
Director of Public Works
Assistant City Engineer
Directorof Planning
Police Chief
Police Captain
Police Lieutenant
Superintendent of Building and Safety
Assistant Superintendent of Building and Safety.
SECTION 16: Group Insurance.
All full -time employees are eligible for group hospitalization
insurance, the City to pay the entire cost thereof for its
employees and their dependants, except the sum of One Dollar ($1.00)
per month. There is no probationary period for this insurance
coverage. Each employee shall pay for the life insurance coverage
in full.
SECTION 17: Sick Leave.
Sick leave with pay shall be granted each full time employee
at the rate of one work day of each calendar month of service.
Unused sick leave may be accumulated at a total of ninety (90)
work days. Absence for illness may not be charged to sick leave not
already accumulated. Unused sick leave shall not be considered in
calculating severance pay.
Sick leave shall be allowed only in case of necessity and
actual sickness or disability of the employee as determined by the
City Manager. In order to receive sick leave with pay the employee
shall notify his Department Head prior to or within four (4) hours
after the time set for beginning his.daily duties.
When circumstances are such and the City Manager determines
that conditions warrant, an absence may be allowed with full pay,
in the event of serious illness where death appears to be imminent,
or death to members of the immediate family for a full time
employee, such absence not to exceed three (3) working days in any
one year. Immediate family is defined as mother, father, grand-
mother, grandfather, spouse, sister, brother, child.
Upon return from an absence of one (1) or more days, the
employee shall file with the Department Head, upon request, a
physician's certificate or a personal affidavit stating the
cause of absence.
This section shall not apply to sickness or injury arising
out of or in the course of employment by the City.
SECTION 18: All conflicting resolutions of the City of Cypress
are hereby repealed.
PASSED AND ADOPTED this 29th day of March, 1962, by the follow-
ing called vote:
AYES: 5 COUNCILMEN:
NOES: 0 COUNCILMEN:
ABSENT: 0 COUNCILMEN:
ATTEST:
TTV f./ L•DV
Arrowood, Denni, McCarney, Van Dyke
and Baroldi
None
None
1 AV(1Q
Schedule
No.
Beginning
Rate
A
APPENDIX "A"
After 6 Months After One Year
in Step A
in Next Lower Class
B C D E
1 297 313 330 347 365
2 313 330 347 365 386
3 330 347 365 386 406
4 347 365 386 406 429
5 365 386 406 429 452
6 386 406 429 452 477
7 406 429 452 477 504
8 429 452 477 504 531
9 452 477 504 531 560
10 477 504 531 560 591
11 504 531 560 591 624
12 531 560 591 624 658
13 560 591 624 658 696
14 591 624 658 696 734
15 624 658 696 734 775
16 658 696 734 775 819
17 696 734 775 819 864
Schedule No. 1 ($297 -$365)
Clerk- Typist
Schedule No. 2 ($313 - $386)
Police Dispatcher
Stenographer
Schedule No. 4 ($347 - $429)
Account Clerk
Laborer
Schedule No. 5 ($365 - $452)
Maintenance Man I
Schedule No. 6 ($386 - $477)
Maintenance Man II
Schedule No. 7 ($406 - $504)
Draftsman
Secretary
Schedule No. 8 ($429 - $531)
Police Officer
Light Equipment Operator
SALARIES ESTABLISHED BY CITY COUNCIL:
City Manager
City Attorney
City Clerk
Reserve Police Officers
Schedule No. 9 ($452 - $560)
Building Inspector
Heavy Equipment Operator
Schedule No. 11 ($504 - $624)
Accountant /Purchasing
Deputy City Clerk
Public Works Inspector
Public Works Supervisor
Schedule No. 12 ($531 - $658)
Field Engineer
Police Sergeant
Schedule No. 13 ($560 - $696)
Chief Building Inspector
Schedule No. 15 ($624 - $775)
Planning Assistant /Secretary
Schedule No. 17 ($696 - $864)
Director of Public Works
City Engineer
Chief of Police
Administrative Assistant
GO