2003-02-10 WS Packet - Laserfiche WebLink

Home Browse Search

taking vacation because the current policy states that overtime will not be earned for non- productive time, i.e. sick, vacation or holidays. An example of this situation recently happened when an employee was required to attend a Council meeting and because Martin Luther King, II. Day was in the same week, this employee was not compensated for any of the approved overtime worked. This situation also happens when an employee has planned to take vacation and because of the nature of the job, needs to stay late to insure a project is completed before leaving. This employee would not receive overtime compensation, again because hislher use of non-productive time. In both situations, employees are being denied compensation for their extra effort and the message is that their efforts are not appreciated by the City. III. Sick Leave - Needed Corrections: Non-union Employees -- Based on Sec. 9.2, items #1 and #2 of Sec. 9.3 do not agree (page 17). Item #1 states that employees may use sick leave after it is earned and coincides with Sec. 9.2; Item #2 states that sick leave is accrued at the end of a completed year of service to be used during the following year. Staff is requesting that this language be reconsidered and that Item #2 be dropped completely from the personnel policy. IV Severance Pay Non-Union Employees - No severance pay provided. Again, this was a benefit that was provided to all employees in 1997, as the following schedule indicates and as found in the 1997 personnel policy. Full-time employees voluntarily terminating their employment in good standing with tow weeks advance notice will receive payment at the employee's rate of pay at the time of the employee's termination based on the following: Vacation: Employees to receive balance of the accrued amount, by law. Sick Leave: 1 - 5 years of service 6 - 10 years of service 11 -15 years of service 16+ years 20% of accrued sick leave 35% of accrued sick leave 50% of accrued sick leave 60% of accrued sick leave Unionized Employees - ARTICLE XXIII - SEVERANCE PAY - of the Local 49 union contract allows unionized employees to convert 50% oftheir accrued sick leave to severance pay, up to a maximum of 400 hours, ( 50 days) provided the employee has had 10 years of continuous employment with the City and upon honorable severance of employment (page 13). While the original accrual of severance pay using sick leave is very generous, the following language on severance is what is usually found in most local government personnel policies: "Qualifying employees (employees of good standing with 5 years of