HomeMy WebLinkAboutResolution 2015-110 N.C.S. 07/20/2015Resolution No. 2015-110 N.C.S.
of the City of Petaluma, California
REVISING THE TEMPORARY ASSIGNMENT PAY POLICY
TO INCLUDE PETALUMA PROFESSIONAL AND
MID -MANAGERS ASSOCIATION UNIT 11 (CONFIDENTIAL)
WHEREAS, a Temporary Assignment Pay Policy covering Units 4 and 9 was established
September 24, 2007; and
WHEREAS, Unit 11 (Confidential) was not recognized until 2009; and
WHEREAS, the classifications assigned to Unit 11 were assigned to Unit 4 or Unit 9 prior to
2009, and therefore were covered by the Temporary Assignment Pay Policy.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Petaluma
revises the Temporary Assignment Pay Policy to include Unit 11 and to allow extension of such
assignment on a case by case basis with approval of the City Manager as reflected in Exhibit A.
Under the power and authority conferred upon this Council by the Charter of said City.
REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the A( 'd as to
Council of the City of Petaluma at a Regular meeting on the 20`h day of July, 2015, for
by the following vote:
City 41orney
AYES: Albertson, Barrett, Mayor Glass, Healy, Kearney, King, Vice Mayor Miller
NOES: None
ABSENT: None
ABSTAIN: None
ATTEST: L/I aai
City Clerk Way&
Resolution No. 2015-110 N,C.S. Page I
UNIT 4, 9 AND 11
TEMPORARY ASSIGNMENT PAY
I. Purpose
This policy defines the conditions under which and the method for providing Temporary
Assignment Pay to employees in Units 4, 9 and 11.
II. Policy
A Department Director may assign an employee duties of a higher classification on a
temporary short-term basis for the following reasons:
1. When a recruitment is under way to fill the regular position; or
2. There exists an urgent and/or critical need to have duties and responsibilities performed
during the absence of another employee; or
3. The Department is undergoing changes in staffing and/or organization structure.
III. Length of Temporary Assignment
A Department Director may assign higher classification duties on a temporary basis up to
six (6) months. On a case by case basis, the length of the assignment may be extended
with approval of the City Manager,
IV. Temporary Assignment Pay
An employee assigned higher classification duties in accordance with this policy shall be
paid one step over his/her regular salary, or the minimum of the higher classification
range, or 5%, whichever is higher.
An employee assigned duties of a higher classification who serves continuously in the
higher classification more than ten (10) consecutive working days shall be paid
retroactively to the first full day of the assignment.
An employee who is temporarily assigned to perform the duties of a position equal to or
lower than his/her classification shall continue to receive his/her regular rate of pay.
An employee whose classification specification includes the duties and responsibilities of
a higher classification shall not be eligible for temporary assignment pay when s/he
performs those duties.
V. Eligibility for Temporary Assignment Pay
To be eligible for temporary assignment pay, the employee must:
1. Be officially assigned to perform the duties and responsibilities of a higher
classification for ten (10) consecutive working days or more; and
2. Perform substantially all of the duties and responsibilities of the higher classification;
and
3. Possess the qualifications to perform the duties and responsibilities of the higher
Resolution No, 2015-110 N.C.S. Page 2
classification assigned, as stated in the classification specification for the assigned
position.
VI. Appointment Discretionary
The final decision to approve a temporary assignment is discretionary and rests with the
City Manager,
VII. Processing the Temporary Assignment Pay
To process temporary assignment pay, the Department Director submits a Personnel
Action Form (PAF) with the following statement typed in the "Remarks/Reasons for
Action" box:
=
to
position of
compensation for Temporary Assignment Pay for the period
for higher classification work in the
,�
Forward the PAF to Human Resources for approval and processing.
Resolution No. 2015-110 N.C.S. Page 3