2003 AGN FEB 18 I13 - Laserfiche WebLink

Browse Search

2. Salary, medical insurance, vision coverage, annual leave cash -outs, vacation accruals, sick leave accruals, administrative leave, and any other accruals or cash benefits will occur on a proportionate basis relative to the number of weekly hours worked divided by 40 hours. (A 24-hour week would get 60% of pay and benefits). 3. Dental and life insurance paid by the City will remain at rates for full-time employees (it is not practical/possible to prorate these and the cost is nominal). 4. The reduced workweek must be by mutual consent of the affected employee and the department director. Reduced workweeks shall not be construed as an "employee right." 5. The affected department cannot backfill the reduced hours with overtime or other employees. There must be actual dollar savings to the City commensurate with the reduction in hours worked. 6. The affected employees retain all union representation rights (if in a represented status) and bumping rights in the event of layoffs. City Council endorsement of a permanent part-time employment program for the City should result in budgetary savings and enhanced employee morale. FINANCIAL IMPACT While the precise financial impact cannot be determined at this time, it is expected that the City will realize budgetary savings (cost reductions) as a result, of the permanent part-time employment program. Elimination of the "three internal applicants" rule for filling job vacancies is expected to have indirect cost savings benefits for the City in that recruitment expenses, legal costs, and staff time should be slightly reduced. ENVIRONMENTAL IMPACT NONE Adopt Human Resource policies that: 1. Require only one qualified internal applicant for City job vacancies, and 2. Establish permanent part-time status for selected positions, subject to mutual consent by the affected employee and department director, with work weeks of 24, 28, 32, or 36 hours. REVIEW TEAM 11,NLY City Attorney: Finance Director: City Manager: OTHER: 17