07-26-2006 Council Agenda - Laserfiche WebLink

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Travel Allowance — Section 16 To ensure that this travel allowance section is kept up -to -date, it is staff's recommendation that this section be modified to reimburse actual expenses to a maximum set at the IRS per -diem rate for the continental United States (CONUS). Currently, the CONUS high cost area per -diem is $226 ($168 lodging and $58 meals and incidental expenses), while low cost area is $141 ($96 lodging and $45 meals and incidental expenses). Expenses will need to be supported with receipts; therefore, references to deductions would no longer be necessary. A. If employees are obliged to travel in performance of their duties as a City employee, they will receive reimbursement for actual expenses for conference fees, transportation costs, all lodging, and up to $35.00 per day for miscellaneous expenses such as phone calls, meals, and hotel gratuities up to the maximum set at the IRS per - diem rate for the continental United States (CONUS). Expenses must be supported with receipts. When the c st f a meal is included in a registrati n fee, there will be a increased at the discretion of the City Administrator when travel is to a "High Cost actual cost of the meal. Reimbursement for travel expenses will be allowed at coach rates for air travel. Severance Pay — Section 18 This issue of severance pay based on unused sick leave was reviewed by the Personnel Committee that was appointed by the Council (Mayor Blesener, Council Member Keis, the Finance Director, and the City Clerk). The Committee is making the following recommendation relative to the fact that severance pay based on unused sick leave is a standard benefit offered by other cities. The Committee's feeling is that this recommended schedule compares at the mid to low end of what other cities are offering. (See attached survey results.) All regular full -time and regular part -time employees who leave the employ of the City by resignation, retirement, or death shall receive pay for unused accrued vacation and compensatory time subject to maximum accruals. Employees leaving the City's employ can elect to be compensated for unused accrued vacation or to have the value of accrued vacation deposited in the employee's Post Employment Health Care Savings Plan subject to election requirements of the Plan. including pay for years worked or conversion of sick days to cash. 3