2005-03-09 Handouts - Laserfiche WebLink

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SeotioR 4. DiE:ability . If Employee ic permanently dicabled or is otherwice un::lble to perform his dutiez becauce of sickness, accident injury, mental incapacity or healtA for a perisd of four succeszive weekz beyond any accrued perconalleave, or for t\vcnty '....orking days over a thirty working day period, Employer chall h::lve the option to terniin::lte this agreement, subject to the severance pay requirements of Section 3, paragraph .^.. HO'.vever, Employee chall be compensated for any accrued perconalleave, vacation, holidayc, ::Ind other accrued benefits. Thic cection iz not intenEled to affect the Employee'z rightG relating to short term disability, long term Elicability, worker:s' compencation or other benefits, which may accrue to Elisabled employeec. (Comment - I recommend removing this Section and simply deal with this situation on the same basis as any other performance related instance of termination without cause) Section 5. Salary A. Employer agrees to pay Employee for his seNices rendered pursuant hereto an annual base salary of $ , payable in installments at the same time as other employees of the Employer are paid. In addition, Employer agmec to incre::lse mav amend said base salary andlor other benefits of Employee in such amounts and to such extent as the Council may determine that it is desirable to do so on an at least once a year basis of after oerforminq an annual performance and salary review of said Employee. S. Employer agrees to contribute $2,500 per year in additioFl to Employee's base salary into the Employee's choice of a deferred compem:ation plan afforcd by the Employer. (Comment - This section A should allow changes - not just increases. On Section B, why wouldn't the City simply allow this employee to receive the same benefit program as other City employees?) Section 6. Performance Evaluation A. The Council shall review and evaluate the performance of the Employee six months after the Employee assumes the full-time duties of City Administrator and thereafter at least once annually. Said FO'Jicw and e'Jaluation zhall be in aecordance with specific criteria developed jointly by Employer and Employee. Said criteria may be added tEl or deleted fFom as the Council may from timo to timo determine, in consultation with t/'10 Employee. ^ comprchonsi'/e feedback proCOSE:, iFlclllding feedllack from Council and staff will be a part of the Employee's Performance Evaluation. B. J\nnually, the Council and Employee sh::lll define such goalc ::Ind performance objectiveG which they determine neceGcary for the proper operation of the City in the :Jttainment of the Council'z policy objecti'JGS. Council Ghall further establish a relative priority among thoca 'Jarious goalc and objectivos, said goals ::Ind objectives to be reduced to writing. They shall generally 8e attainable within the time limitation as specified ::Ind the ::Innu::ll operating and capital budgets aFld appropriations pro'/ided. 3