5B Consent - Laserfiche WebLink

Home

19 San Leandro Confidential EE Comp Plan January 1, 2025 – December 31, 2029 All laid-off employees with satisfactory service shall be placed on a re-employment list for the class from which they were laid off or demoted and shall be offered positions in reverse order of layoff or demotion (i.e., the last person in the affected class to be laid off shall be the first re-hired when openings occur in that class or any other of same pay for which the employee is qualified). If the employee on the re-employment list refuses the initial offer of re-employment or does not respond to the offer within 48 hours, the employee's name shall be placed at the end of the re-employment list. If the same employee refuses or fails to timely respond to proffered re-employment the second time, the employee shall be removed from the list and shall no longer be eligible for re-employment as a laid off employee. Employees on the re-employment list shall be offered lower positions in a related class, for which they meet the position’s minimum qualifications, before new employees are hired. Re-employment lists shall remain in effect for a period of twenty-four (24) months. All employees on the re-employment list shall be mailed notices of vacancies in the City for a period of twenty-four (24) months after their layoff. Section 22. Miscellaneous 22.1 Deferred Compensation The City shall maintain in effect the IRS § 457 deferred compensation plan as described in the San Leandro Administrative Code. Participation in the City's deferred compensation plan shall be voluntary and shall be available to full-time and part-time employees. For full- time and permanent part-time employees, the City will match an employee’s contribution to the deferred compensation plan each pay period up to a maximum of two percent (2%) of an employee’s base pay. 22.2 Flexible Work Schedules When operationally appropriate and determined to be in the best interest of the City, departments may establish flexible work schedules. Establishment of such schedules shall be in the sole discretion of the department head with the approval of the City Manager. 22.3 Bilingual Pay Employees certified by the City as bilingual will receive two hundred ($200) dollars per month bilingual pay when they are required to use a second language. Bilingual skills shall be necessary to the operation of the City, as determined by the department head, and confirmed by an appropriate certification process established by the City. Bilingual pay shall apply to the following languages: Spanish, Chinese, American Sign Language and other languages as determined by the Human Resources Department. 22.4 Confidential Development Program Full-time employees, except Police Recruit Trainee, shall receive an eight hundred and fifty dollar ($850.00) per calendar year confidential development reimbursement. This reimbursement may be for such career development items as training courses, software, technical books, desktop computer, laptop, cell phones, tablets, and printer when utilized for work. The reimbursement may also be used for fitness related expenses such as health