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HomeMy WebLinkAboutReso 19-1996 RESOLUTION NO. 19-96 CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA A RESOLUTION AMENDING THE COMPENSATION PROGRAM FOR THE PUBLIC SAFETY MANAGERS BE IT RESOLVED by the City Council of the City of South San Francisco tha~ the Public Safety Managers Compensation Program adopted by Resolution 77-94 on June 22, 1994 is hereby amended, as set forth in Exhibit "A", attached hereto and made a part hereof. The remaining portions of the Program and subsequent amendments not in conflict with the amendments contained in Exhibit "A" shall remain in full force and effect through December 31, 1998. I hereby certify that the foregoing Resolution was regularly introduced and adopted by the City Council of the City of South San Francisco at a re§u]ar meeting held on the 14th day of February , 1996 by the following vote: AYES: Councilmembers Joseph A. Fernekes, Eugene R. Mullin, John R. Penna, Robert Yee and Mayor Jack Dra.qo NOES: No ~e ABSTAIN: No ~e ABSENT: N0~e PubSafety.Amd RESOLUTION NO. 19-96 ExHIB~ A City of South San Francisco PUBLIC SAFETY i~ANAGER REPRESENTATION UNIT COMPENSATION PROGRA1VI January 1, 1996 - December 31, 1998 The Public Safety Manager Representation Unit Compensation Program sets forth those salaries, benefits, terms and conditions of employment which shall be in effect for the period July 1, 1996 through December 31, 1998 and continuing thereafter unless modified by the City Council. 1. Wages: Article H A is revised to read as follows: Wages: City agrees to a 'me too~ clause for wages so that Fire Public Safety Managers will receive whatever wage increase is received by Fire Fighters Association personnel during this period and Police Public Safety Managers will receive whatever wage increase is received by Police Association sworn personnel. In addition to this, Public Safety Manager personnel will receive the following salary adjustments to address compaction: POSITION EF~CnnV~ EFFECtiVE EF~E~ TITLE 01/01/96 01/01/97 01/01/98 Battalion Chief 1.9 % 1.9 % 1.9 % Fire MarshaU 1.95 1.95 1.95 Chief Bldg. Official Assistant Fire Chief 2.63 % 2.63 % 2.63 % Police Lieutenant 2.13 % 2.13 % 2.13 % Police Captain 2.53 % 2.53 % 2.53 % Sick Leave Management Plan: Article XXV is added to read as follows: XXV. SICK LEAVE MANAGEMENT POLICY Purpose This is intend&d to state the City's policy on the use and management of sick leave. Public Safety Management Representation Unit Compensation Program Page 2 Policy All permanent and probationary employees who are temporarily and/or :partially disabled from performing the full scope of duties within their classification as the result of an injury or illness which is not industrially caused, are eligible to receive sick leave without loss of salary or benefits. The use of unverifiable sick leave as an extension of vacation or for other purposes not directly related to injury or illness is not permitted. It is the responsibility of each department to establish a monitoring/review process to insure that the use of sick leave by employees is not abused or excessive and also that employees with a recurring medical problem receive the appropriate medica_ attention. Abuse of sick leave is defined as the use of sick leave for purposes other than illness or injury. Consistent with this policy, the following guidelines should be utilized to insure that the monitoring, mamgement, maximum use of sick leave and reporting conforms to a general city standard. Procedures 1. _Sick Leave Threshold Each department is responsible to establish a monthly review process to monitor sick leave usage. Annual review of sick leave usage shOUld occur on a calendar basis, January 1 to December 31. I Employees exceeding 56 hours or 7 occurrences of sick leave will be subject to a review of sick leave usage (56 hours per week employees exceeding 78.5 hours or 3 occurrences of sick leave will be subject to a review of sick leave usage). The purpose for monitoring sick leave usage is to insure that employees are receiving the appropriate medical attention and to ascertain that sick leave is being used for illness or injury. A threshold of more than 56 hours or 7 occurrences (78.5 or 3 occurrences for 56 hours per week personnel) of sick leave usage represents over 50% of the annual accrual of sick leave hours. When the stated threshold is met by employees, it is the intent of this policy to identify recurring medical problems or special needs that may not be recognized by management/supervisory personnel and assist employees to remedy such problems. During monthly monitoring of sick leave usage any pattern of Use. which is detected and/or meets the threshold def'med above will be s~abject to review. An example of such a pattern is every fourth Friday of the month. Public Safety Management Representation Unit Compensation Program Page 3 Under extenuating circumstances such as serious injury requiring hospitalization, pregnancy/childbirth, or other serious illness or injury, requiring an employee to be out of work for an extended period_ of time, the recommended sick leave review and management program may be suspended. The Department Director or his/her designee shall cetermine those circumstances under which further review is suspended. Review and Counselin~ An employee whose use of sick leave falls within the preceding criteria shall meet with the immediate supervisor to discuss the reasons and/or cause of the leave usage. If it is determined that there are no raitigating circumstances affecting the use of sick leave, the supervisor wLl counsel the employee on the proper use of such leave. Corrective action, if any is warranted, will be discussed with the employee. Sick Leave Management Plan The purpose of the Sick Leave Management Plan is to provide a formal structure to correct excessive sick leave usage. Generally, the S:_ck Leave Management Plan will become operative when an employee fails to respond to the supervisor's review and counseling. The superv:_sor, with approval of the Department Director or his/her designee, may place an employee on a Sick'Leave Management Plan in conjunction witl-~ a review and counseling concerning leave usage if circum.~tances are present that warrant immediate action. The Sick Leave Management Plan includes a series of requirements that an employee must adhere to during the twelve month period during which the plan is effective. Adherence to the Plan requirements should serve to discourage excessive sick leave use. The Sick Leave Manageme. nt Plan is a management tool that may be employed at the discretion of the Department Director or his/her designee in such instances when an emplo~,ee fails to respond to other means of supervisory review. One or more 'of the following requiremen-~s may be stipulated for such an employee when sick leave is used: : A. Personally notify the immediate supe~isor of illness/absence ,by telephone. If the supervisor is not available, the employee shall be accessible to receive a return call from the sup*ervisor at a subsequent time. Public Safety Management Representation Unit Compensation Program Page 4 4, Bo Examination by the employee's doctor on the day of ireported illness. The option will be available to the Supervisor tO require a medical examination by a City-referred doctor. Co Obtain a note from the employee's doctor or nurse practitioner that states the diagnosis and prognosis in medical terminology. A medical release to return to work signed by medical personnel other than a medical doctor or nurse practitioner will not suffice in meeting this requirement. ~ D. Any other conditions that the supervisor deems appropria:e for the specific circumstances. Disciplinary Process Failure to adhere to the Sick Leave Management Plan prescribed by an employee's supervisor may result in further disciplinary action. Maximum Paid Sick Leave Time ~ An employee who has insufficient unused sick leave hours on record to cover absence(s) from the job shall use accrued vacation and compensatory time prior to receiving authorization for leave of absence without pay. _Reporting Sick Leave Usage A ~Request for Family Care and Sick Leave" form s'~ould be submitted to Personnel subsequent to each occurrence of sick leave use. The form should indicate if sick leave was used for personal illness by the employee or family care leave (see attached). Signatures of both the Division Manager and Department' Director or his/her designee should be included on the form. The original form will be directed to Personnel to be retained in the employee's personnel file for review upon evaluation or in the event of disciplinary proceedings. A duplicate copy should remain in the Department's personnel ftc for future reference when conducting performance evaluations and in case of subsequent sick leave review. Bi-weekly leave re. ports prepared by the Finance Department will provide data for departmental monitoring purposes on ai calendar year basis. Data generated through the payroll system w~ll enable each Department to identify recurring patterns of sick leave usage.