Agenda Packets - 2011/03/28 - Laserfiche WebLink

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Personnel Manual – Section 3 Revisions March 28, 2011 Page 2 The non-union employees recommend the following changes to Section 3.45 of the Personnel Manual: B. Employees who have a sick leave balance of 480 600 or more hours shall contribute their excess balance to the RHSP at a 2 to 1 ratio with a maximum annual contribution of 160 hours (80 hours converted) or that amount which brings the employee’s sick leave balance down to 480 600 hours—whichever is less. The City shall calculate and process the annual employee contribution to the RHSP on the first payroll period of November of each year. C. Non-exempt employees shall contribute three percent of their salary per payroll period towards the RHSP. In addition, upon separation from the City, non-exempt employees who have completed two or more years of service and leave in good standing shall contribute 100% of accrued vacation compensation to the RHSP. D. POST Certified Employees shall contribute five percent (5%) of their salary per payroll period toward the RHSP. In addition, upon separation from the City, POST Certified Employees who have completed two or more years of service and leave in good standing shall contribute 100% of accrued vacation compensation to the RHSP. E. Employees who are Certified Municipal Clerks or employees who have not completed two years of service shall not contribute any salary or vacation compensation to the RHSP. F. All other non-union employees who have completed two or more years of service and leave in good standing shall contribute 50% of accrued vacation compensation to the RHSP. The above changes do not impact the budget and bear no additional funding liability on the part of the City. Finally, one of the Council members suggested that language in the City’s Compensation Policy found in Section 3.01 should be revised, specifically, the third phase of the compensation plan relating to Pay Equity Compliance. The City’s policy regarding Pay Equity essentially says that the City will annually assess compliance with the law and may adjust wages to correct for observed inequities. State law requires the City to submit a compliance report every three years; thus, while it may be worthwhile to annually assess compliance, it would make sense to scale back on what the City will do to match what’s required by the State. Revising the language to eliminate the annual analysis would not prohibit the City from conducting an analysis more frequently or adjusting wages if adjustments were deemed necessary, it would simply eliminate any such obligation or sense of adjustment entitlement. The proposed revisions to Section 3.01 are indicated on the following page in typical red & blue fashion.