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HomeMy WebLinkAboutResolution 66-92 RESOLUTION NO. 66-92 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ATASCADERO ADOPTING A VOLUNTARY WORK FURLOUGH POLICY BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ATASCADERO: Section 1: That the attached Exhibit A, entitled Voluntary Work Furlough is included as part of this resolution and hereby adopted by Council. Section 2: That this resolution shall take effect immediately upon adoption. On motion by Councilperson Luna, seconded by Councilperson Kudlac, the foregoing resolution is hereby adopted in its entirety on the following roll call vote: AYES: Councilmembers Borgeson, Bewley, Luna, Kudlac and Mayor Nimmo NOES: None ABSENT: None ADOPTED: July 14, 1992 CITY OF ATASCADERO By• ROBERT P. NIMMO, Mayor ATTEST: LEEBO1N4,�7i &ClerV=— APPROVED AS TO FORM ART R MONT DON, City Attorney RESOLUTION NO. 66-92 EXHIBIT "A" Page 1 10.06 Voluntary Work Furlough a. Policy/Intent As an alternative to mandatory work furloughs, the City will first consider voluntary requests. In adopting this policy, it is recognized and acknowledged that less work will be performed and that certain delays and/or reductions in service may result. The City Manager shall direct Department Heads to seriously and adequately consider all requests to participate in this program. b. Review and Approval Process (1) Council declares a period of economic hardship and directs the City Manager to solicit voluntary furloughs. The City Manager or his/her designee, shall notify all Department Heads and recognized employee bargaining units. (2) The employee requests a voluntary furlough through his/her Department Head. The Department Head will review the request and determine its feasibility, considering a variety of criteria, including but not limited to workload, fiscal impact and operational concerns. (3) The Department Head shall recommend approval or denial to the City Manager, whose decision shall be final. The recommendation shall include the effective date of the furlough and the employee's revised work schedule. (4) Any approved furlough shall be documented through a Personnel Action Form (PAF) or other form as established or revised by the Personnel Officer. C. Compensation (1) The period furloughed shall not constitute a wreak. .n service for purposes of seniority or step increases. Probationary periods shall not be affected unless the amount of voluntary furlough exceeds eighty (80) hours, whereupon the end of probation shall be extended on an- hour-for-hour basis. (2) The employee requesting a voluntary furlough will continue to receive the full amount of his/her regular leave accruals and health benefits. RESOLUTION NO. 66-92 EXHIBIT "A" Page 2 3. If mandatory work furloughs are ultimately required, employees having participated in the voluntary program shall receive hour-for-hour credit for time already furloughed during any continuously declared period of economic hardship. d. Restrictions ( 1) An employee must work at least thirty (30) hours per week. Insofar as PERS retirement service credit is determined by the number of hours worked per year, it is the employee's responsibility to monitor the effects of the voluntary furlough with his/her future retirement benefits. (2) Leave may be taken in increments of one hour for FLSA non-exempt employees and in increments of one full work day for FLSA exempt employees. (3) Employees in other leaves without pay (e.g. , extended medical leave) during a pay period shall not be eligible for this voluntary furlough programa The program is only available to employees who are in a paid status the scheduled workday before as well as after the voluntary furlough. (4) Overtime will not be paid unless an employee actually works a full forty (40) hours in a work week, or the equivalent for fire employees. (5) Hours worked beyond the employee's revised (i.e. furlough) work schedule but less than forty (40) hours per week (or the equivalent for fire employees) shall be paid at straight time and such hours will be included for retirement purposes. If such hours are banked as compensatory time earned (at straight time) , they will not be counted towards retirement, until they are taken off as paid time. e. Quarterly Review The suitability of the furlough program will be reviewed with the employee every three months, or until the end of the economic hardship, at which time either party may discontinue it. In the event that the employee's salary or benefits are reduced, or other unforeseen economic hardships occur, the employee may request immediate termination of the voluntary furlough, prior to the next quarterly review.