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Administration of Ca1PERS. Prior CaIPERS service time will be credited to new employees to <br /> reduce the contribution rates specified above. <br /> Section 11.0 Compensation <br /> From January 1, 2011 through December 31, 2012, salaries shall remain at the 2010 level except as <br /> provided herein. <br /> Salary for each classification varies from step 1 to step 5 as shown on the schedule at the end of this <br /> agreement. New hires and promotions may be placed at the step closest to a minimum five percent <br /> (5 %) base salary increase, or any step, subject to the City Manager's final approval. Employees <br /> may be advanced from their current step to the next higher step after each year of satisfactory <br /> performance. <br /> For the term of this Agreement, the salary for Assistant City Manager shall be set equal to the <br /> Police Chief. For Lieutenant, classification maximums shall be as provided in the SLMO salary <br /> schedule addendum. The addendum shall reflect the Lieutenant rate which is set at twenty -five <br /> percent (25 %) above the Sergeant rate of pay. For Captain, classification maximums shall be as <br /> provided in the salary schedule addendum which is set at fifteen percent (15 %) above the <br /> Lieutenant rate of pay. <br /> Section 12.0 Employee Defense and Indemnity <br /> In the event that all or part of a claim or judgment is for punitive or exemplary damages in any <br /> action otherwise governed by Section 825 of the Government Code and upon request of the <br /> employee against whom such claim or judgment is rendered, the City agrees to consider whether the <br /> findings set forth in Section 825(b) (1) through (3) may be made. This provision in no way <br /> obligates the City to pay punitive or exemplary damages unless it in fact makes those findings. <br /> Section 13.0 Layoff <br /> The appointing authority may lay off an employee in the competitive service because of material <br /> change in duties or organization or shortage of work or funds. If; by reason of expiration of a leave <br /> of absence, reduction in personnel, demotion to the job classification, or other cause, there are more <br /> employees in any job classification in the full -time competitive service than there are available <br /> positions in that job classification, the employee last employed in the job classification shall be laid <br /> off; if such employee obtained such position by promotion, s/he shall be demoted to the lower job <br /> classification from which s/he was promoted rather than be laid off. Layoff or demotion shall be <br /> based upon the amount of seniority an employee has in the job classification s/he is occupying (i.e., <br /> the employee with the least amount of seniority in the job classification shall be the first to be laid <br /> off or demoted, if job was obtained by promotion). <br /> Forty (40) days before the effective date of a layoff, the appointing authority and/or designee shall <br /> notify the Human Resources Department of the intended action with reasons therefore, and a <br /> statement certifying whether or not the services of the employee have been satisfactory. A copy of <br /> such notice shall be given to the employee affected at that time. If certified as having given <br /> satisfactory service, the name of the employee laid off shall be placed on the appropriate re- <br /> employment list. <br /> Employees shall be given thirty (30) days notice before the effective date of layoff. <br /> 8 <br /> SLMO final 2010 <br />