rules and regulations for executive, supervisory, and ... rules and regulations.pdf · rules and...

24
RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONAL EMPLOYEES OF THE CITY OF MEDFORD Effective July 1 , 2016

Upload: others

Post on 30-Apr-2020

26 views

Category:

Documents


0 download

TRANSCRIPT

Page 1: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

RULES AND REGULATIONS

FOR

EXECUTIVE, SUPERVISORY, AND

CONFIDENTIAL-PROFESSIONAL EMPLOYEES

OF THE

CITY OF MEDFORD

Effective July 1 , 2016

Page 2: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

9[03Ainr—suoqen6opueSOIflHPJOJPOLAJJoApQ

Page 3: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

TABLE OF CONTENTS

ARTICLE 1 - COVERED EMPLOYEES 11 .1 — Description 11 .2 — Executive Personnel 11 .3 — Supervisory Personnel 11 .4 — Confidential—Professional Personnel 11 .5 — Additional Classifications 2

ARTICLE 2 - HOURS OF WORK 2

ARTICLE 3 - PAID COMPENSATION 23.1—Salary 23.2—Payday 23.3 — Schedule Movement 23.4 — Pay Differentials 23.5 — Maximum Pay Differential 43.6 — Acting in Capacity Assignment Compensation 43.7 — Overtime 53.8 — Compensatory Time 53.9 — Exempt Employees 53.10 — Deferred Compensation Plan 63.1 1 — Medical Savings Account 6

ARTICLE 4 - HOLIDAYS 64.1 Designated Days 64.2 HolidayWork 74.3 Payoff 7

ARTICLE 5 - VACATIONS 75.1 Accrual 75.2 Maximum Accrual 75.3 Continuous Service 75.4 Scheduling 75.5Payofl 75.6 Pay In Lieu Of 8

ARTICLE 6 - SICK LEAVE 86.1 Accrual 86.2 Utilization 86.3Bereavement 86.4 Integration with Workers’ Compensation 86.SPayoff 8

ARTICLE 7 - OTHER LEAVES 97.1 Family Medical Leave 97.2 Leave Without Pay 97.3JuryDuty 107.4 Required Appearances 107.5 Military Leave 107.6 Paid Administrative Leave 10

ARTICLE 8 - HEALTH AND WELFARE 118.1 Medical, Dental, Vision 1 18.2 Section 1 25 118.3 Life Insurance 1 1

City of Medlord Rules and Regulations — July2016

Page 4: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

8.4 Long-Term Disability . 118.5 Workers’ Compensation . 118.6PERS . 118.7 Annual Physicals . 1 1

ARTICLE 9 — OTHER BENEFITS 129.1 CarAllowance 129.2 Personal Use of City Owned Vehicle 129.3 Mileage Reimbursement 129.4 Airline and Hotel Travel Bonuses 129.5 Uniform Allowance 12

ARTICLE 10 - DISCIPLINE AND DISCHARGE 1310.1 Discipline 131O.2Authority 131O.3Procedure 1310.3 Appeal of Disciplinary Action 13

ARTICLE 11 - GENERAL PROVISIONS 1411.1 OutsideEmployment 1411.2Probation 1511.3 Separation in Good Standing 1511.4Transfers 151 1 .5 Notice of Change 15

City of MeUford Rules and Regulations — July 2016

Page 5: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

RULES AND REGULATIONS FOREXECUTIVE, SUPERVISORY, AND

CONFIDENTIAL-PROFESSIONAL EMPLOYEESOF THE CITY OF MEDFORD

ARTICLE 1 - COVERED EMPLOYEES

1.1 — Description

Full—time, regular employees exempt from representation or not represented by a labor organization and subjectto the authority of the City Manager are covered by these Rules. There are three (3) categories of such employees:Executive, Supervisory, and Confidential—Professional personnel.

1.2 — Executive Personnel

Building Safety Director Fire Chief Police Chief

City Attorney Human Resources Director Public Works DirectorDeputy City Manager Parks and Recreation Director Technology Services Director

Finance Director Planning Director

13 — Supervisory Personnel

Accounting Supervisor Executive Office Manager Public Works Operations ManagerAssistant Building Safety Director Facilities and Project Manager Public Works Supervisor

Assistant Finance Director Facilities Management Supervisor Purchasing ManagerAsst. Human Resources Director Fire Administration Manager Recreation SupervisorAsst. Parks & Recreation Director Municipal Court Clerk Risk ManagerAssistant Planning Director Office Administrator Senior Human Resources AnalystAsst. Technology Services Director Parks Customer Service Supervisor Senior Inspector

Asst. to the Deputy City Manager Parks Maintenance Superintendent Senior Planner

Associate Traffic Engineer Parks Maintenance Supervisor Senior Systems AdministratorCity Engineer Police Lieutenant Support Services ManagerCity Surveyor Police Records Manager Systems Administrator

Deputy Fire Chief Police Records Supervisor Transportation ManagerDeputy Police Chief Police Sergeant Utilities Engineer

Deputy Public Works Director Principal Planner Utility Billing Services SupervisorDesign & Construction Manager Project Manager WRD Construction Manager

Development Services Manager Property Control Supervisor WRD Manager

Economic Development Coord. Public Works Admin. Supervisor WRD SupervisorEmergency Mgt. Coordinator Public Works Business Manager

1.4 — Confidential—Professional Personnel

Accountant Executive Assistant Payroll CoordinatorAdministrative Analyst Executive Support Specialist Payroll ManagerAssistant to the City Attorney GIS Manager Police Cultural Outreach Coord.Assistant to the City Manager Human Resources Analyst Purchasing AgentAssistant to the Traffic Engineer Human Resources Technician Senior AccountantCity Recorder Junior Systems Administrator Senior Assistant City AttorneyDeputy City Attorney Legal Secretary Systems AdministratorDeputy City Recorder Network/PC Specialist Systems Analyst

City of Medford Rules and Regulations - July 201 6 1

Page 6: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

1.5 — Additional Classifications

The City Manager may enter into temporary employment agreements for fewer than 1,040 hours per calendaryear, with different salary, benefit, and working conditions, and may approve title changes, implement transfers orotherwise adjust assignments providing that there is sufficiently budgeted funding.

ARTICLE 2 - HOURS Of WORK

SUPERVISORY AND CONFIDENTIAL—PROFESSIONAL employees covered by these Rules are expected to work or be onapproved leave of absence from work for a combined total of no less than 2,080 hours per year, the schedule ofwhich will be assigned by the City Manager or his/her designee. Unless otherwise approved by the City Manager,the hours of work for a workday will be from 8:00 am. until 5:00 p.m.

EXECUTIVE personnel have no minimum or maximum hours of work. The quality and quantity of their work productis expected to pass continuous close scrutiny of the City Manager.

It is understood that the average work week must be 40 hours with a significant majority of the time worked beingdone during the Monday through Friday period from 8:00 am. to 5:00 p.m., except as otherwise approved by theCity Manager. The City Manager or his designee has the option to require set schedules and approval of all leavesof absence.

ARTICLE 3 - PAID COMPENSATION

3.1 —Salary

The salary schedule for employees covered by these rules are incorporated herein as Exhibits A, B, and C. Thesalary ranges in each exhibit have been increased by 2.5% effective July 1, 2016.

3.2 — Payday

Salary will be paid in either bi—weekly or semi—monthly increments at the option of the City.

3.3 — Schedule Movement

Except as provided herein for executive personnel, movement through range and retention of an achieved paystep will be subject to work performance evaluation made by the City Manager or his/her designee in the chain ofcommand supervising the employee. A change of salary to an employee below his/her pay range will constitute ademotion and, as may be provided in Article 5 of these rules, may be subject to appeal.

3.4 — Pay Differentials

POLICE MANAGEMENT

Effective February 1, 2007, employees in the positions of Police Chief, Deputy Police Chief, Police Lieutenant,Police Sergeant, Police Records Manager, Property Control Supervisor and Police Records Supervisor shall beeligible for educational incentive pay for college credit which is acceptable to the Oregon System of HigherEducation as credit towards a bachelor’s degree:

College credits towards a bachelor’s degree - 1% for each 18 quarter hours of college credits withgrade C or better up to 162 credit hours — 9% of base pay

Bachelor’s degree — 1% of base pay

An employee in the position of Police Records Manager paid an educational incentive of 10% for possession of theDPSST Supervisory Certificate under the predecessor of these rules and regulations shall continue to be paid that

City of Medford Rules and Regulations - July 201 6 2

Page 7: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

10% differential. A new appointee to this position after July 1, 2006 shall be eligible only for educationaldifferentials as provided in these rules.

OTHER MANAGEMENT

City EngineerDeputy Public Works DirectorDesign & Construction ManagerPublic Works DirectorTransportation ManagerUtilities EngineerWRD Construction Manager

Building Safety Director Oregon Registered Professional Architect orOregon Registered Professional Engineer orMaster’s Degree in an appropriate branch ofEngineering_or_Architecture

City Recorder

Deputy City Recorder

City Surveyor

Certified Municipal Clerk — International Institute ofMunicipal Clerks

Certified Municipal Clerk — International Institute ofMunicipal Clerks orCertified Professional Secretary

Oregon Registered Land Surveyor

Oregon Registered Professional Engineer orOregon Registered Land Surveyor

5%

5%

5%

IAAP Certified Administrative Professional

Development Services Manager

Executive AssistantExecutive Support SpecialistLegal SecretaryOffice AdministratorAssistant to the City Attorney

5%

5%

Accounting SupervisorAssistant Finance DirectorFinance Director

Oregon recognition as a Certified Public AccountantorMaster’s Degree in Accounting or Public Finance

5%

Deputy Fire ChiefFire Chief

Bachelor’s Degree in Engineering orBachelor’s Degree in Fire Science

5%

2.5%

5%

5%

Associate Degree in Fire Science, plusFEMA Executive Fire Officer or

DPSST Fire Service Administrative Certificate/DPSSTFire Officer IV

Human Resources Director Master’s Degree in Public Administration with 5%Assistant Human Resources Director emphasis in personnel managementSenior Human Resources Analyst

MAXIMUM PAYPOSITION TITLE QUALIFICATIONS

DIFFERENTIAL

Oregon Registered Professional Engineer 5%

City of Medford Rules and Regulations - July2016 3

Page 8: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

Assistant Parks and Recreation Master’s Degree in Parks and Recreation 5%DirectorParks and Recreation Director

Parks Maintenance Superintendent

Planning DirectorPrincipal PlannerSenior Planner

Assistant to the Traffic EngineerCity EngineerCity SurveyorDeputy Public Works DirectorPublic Works DirectorTransportation ManagerWRD ManagerWRD Construction ManagerDesign & Construction ManagerAdministrative EngineerUtilities Engineer

Public Works Business Manager

Professional Grounds Manager through ProfessionalGrounds Management Society

American Institute for Certified Planners CertificateorMaster’s Degree in Planning, Geographyor Ecology

Master’s Degree in Civil, Wastewater, Sanitary orTraffic Engineering

Master’s Degree in Business Administration

2.5%

5%

5%

5%

Public Works AdministrativeSupervisor

Operator Grade IV Oregon State Certificate or

Public Works Operation ManagerCertified Equipment Manager Certification from

Public Works SupervisorAssociation of Equipment Management 5%

WRD SupervisorProfessionals or

Support Services ManagerBachelor’s Degree in appropriate field

In addition to the foregoing specified qualifications by position title for pay differential as identified in thisArticle, Section 2, the City Manager may grant, at his/her option, a 5% pay differential to those not otherwisequalified for or receiving a differential if they have a Master’s Degree in Public Administration. No more thanthree (3) covered employees at one time may be subject to this alternative. The granting ofthis paydifferential, or its continuance, is at the sole discretion of the City Manager without right of grievance by acovered employee and will be subject to the City Manager’s evaluation that this added education truly hasproductive merit in producing a job well done.

3.5 — Maximum Pay Differential

The maximum incentive paid under this article shall not exceed 10%. Any change in educational or certificationpay shall be effective on the first day of the payroll period following the employee’s notification to the City thatsuch certifications have been received or educational units completed. Copies of transcripts or certifications shallbe provided to the Human Resources Department to justify incentive pay.

3.6 — Acting in Capacity Assignment Compensation

The City Manager may approve a temporary pay differential of up to 10% in cases in which an employee takes asignificant portion of the duties and responsibilities of a vacant position. This differential may not continue past

POSITION TITLE QUALIFICATIONSDIFFERENTIAL

I MAXIMUM PAY

City of Medford Rules and Regulations - July 2016 4

Page 9: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

the date immediately preceding that on which any person begins work as the new incumbent assigned to fill theposition vacancy.

However, if an employee terminates employment while in an acting in capacity assignment, any final monetarycompensation paid for unused accrued vacation, holiday, or sick leave shall be at the current base rate, less anydifferential, of the employee’s immediately preceding regular classification assignment.

3.7— Overtime

In the case of employees assigned to position classifications determined to be non—exempt under Federal andState of Oregon law, compensation for such overtime shall be at the rate of time and one—half (134) for work inexcess of 40 hours per week. Such overtime work may be specifically required by the City.

3.8 — Compensatory Time

Employees promoted to positions governed by these Rules shall be paid in the first available payroll for unusedpreviously accrued compensatory time.

Compensation for authorized overtime shall be paid unless, if desired and agreed by both the employee and theDepartment Head by the end of the pay period in which the overtime is worked, the employee shall instead accruecompensatory time off at the same rate of time and one—half (U4) for work in excess of 40 hours per week.Documentation and use of compensatory time hours shall be controlled by this section as follows:

MAXIMUM ACCUMULATION. An employee may accrue up to 80 compensatory time hours at any one time. Ifan employee has accrued 80 hours of compensatory time, he/she will not be permitted to accrueadditional compensatory time in lieu of overtime, and shall be compensated at the rate of one and one-half (1Y) times the employee’s regular rate of pay for all hours of overtime worked.

USE OF COMPENSATORY TIME HOURS. An employee shall be permitted to use compensatory time hours duringthe year, subject to the following limitations:

. Use of compensatory time is requested at least 24 hours prior to use.

. Use of compensatory time shall be in increments of one (1) or more hours.

. Use of compensatory time may be denied at other times if an employee’s use of compensatorytime offwould unduly disrupt the operations ofthe department.

COMPENSATORYTIME PAYOFF. At the request of an employee, the City shall pay off compensatory time at theemployee’s regular rate of pay (base salary plus salary differentials) as part of a regular paycheck,provided the employee requests a payoff of at least 20 hours and provides 15 working days’ notice. At theend of the fiscal year, compensatory time shall be paid at the employee’s regular rate of pay (base salaryplus salary differentials).

3.9 — Exempt Employees

No paid overtime will be granted for hours beyond the regular work for employees assigned to positionclassifications determined to be exempt from Federal and State of Oregon wage and hour law. The City Managermay approve compensatory time off, on a straight—time basis, as a matter of his/her sole discretion so long as suchcompensatory time is approved in advance in writing with conditions and limitations of approval specificallyidentified. In addition, the City Manager may authorize operating departments to require management personnelto rotate on-call status to quickly respond to emergency events or to handle unforeseen changes in workload. Anemployee so assigned shall receive eight (8) hours leave time for each seven (7) day period in such status, up to amaximum of 80 hours. In no case is an employee permitted to convert compensatory time authorized in thissubsection into cash payment.

If an employee believes he or she is improperly classified under these laws, he or she shall ask for a review of saidclassification by the Human Resources Department. The question of classification shall be reviewed on a timely

City of Medford Rules and Regulations - July 201 6 5

Page 10: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

basis, and the City will act to correct any errors as soon as possible. In addition, if an employee believes he or shehas been improperly paid under the overtime provisions of Federal or State law, it is the responsibility of theemployee to seek immediate correction of any error within 20 working days of the close of the payroll period inwhich the error is believed to have occurred, and the Finance Department will act to investigate and correct anysuch error within a reasonable time period. Finally, the City shall make no improper deductions from pay for anyemployee, regardless of exempt or non-exempt status, and shall act to reimburse an employee for any improperpay deductions, once reported to the Finance Department. The City shall continue to make a good faithcommitment to comply with all applicable provisions of the FLSA and State law, and the City intends that thispolicy of correction shall satisfy the “safe harbor provisions” of the FLSA regulations, as amended effective August23, 2004.

3.10 — Deferred Compensation Plan

Each employee may enroll in the City’s deferred compensation program (ICMA RC) established under Section 457of the Internal Revenue Code, and may defer compensation, subject to the maximum annual contribution amountset by the Internal Revenue Code, or implementing regulations adopted thereunder.

3.11 — Medical Savings Account

The City shall continue to participate, as authorized by Resolution 2001-136, adopted by the City Council on July19, 2001, in the Voluntary Employees’ Beneficiary Association Medical Expense Plan for Public Employees in theNorthwest (hereinafter “HRA VEBA Trust”), which trust conforms to the requirements of Internal Revenue CodeSection 501(c)(9), and implementing regulations adopted by the Internal Revenue Service. Funds contributed bythe City on an employee’s behalf are considered vested in the employee’s name upon deposit by the trustadministrator and are available to each such employee pursuant to the provisions of the HRA VEBA trustagreement. The City shall contribute 3.5% of gross salary to each employee’s account in the HRA VEBA Trust.

ARTICLE 4 - HOLIDAYS

4.1 Designated Days

The following shall be paid holidays, eight (8) hours per day. Employees working alternate schedules that arescheduled off on any of the observed holidays are required to augment their time with earned leave, other thansick leave, or leave without pay if no other leave is available. Employees working the standard 40 hour work weekor alternate schedule will earn the holidays when they occur specifically.

Employees promoted from positions with 12 floating holidays shall have vacation balances adjusted if necessary tokeep the total number of holidays (both scheduled and floating holiday hours) to a maximum of 12 days or 96hours per fiscal year.

New Year’s Day Memorial Day Thanksgiving DayMartin Luther King Day Independence Day Friday following ThanksgivingPresidents’ Day Labor Day Christmas Day

Employees shall be given 24 hours of floating holiday time July 1. Floating holiday time accumulated must be usedby October 1st following the fiscal year in which it is earned or it will be converted to vacation time. An exceptionwill be City cancellation of previously approved holiday leave. For those employees with 17 or more consecutiveyears of service and those employees retiring in a given fiscal year, unused floating holiday time shall be paid off.However, no more than 24 hours of holiday time may be converted to vacation time or paid.

Whenever a holiday falls on a Saturday, the preceding Friday shall be observed as the holiday. Whenever a holidayfalls on a Sunday, the succeeding Monday shall be observed as the holiday.

If an employee is on authorized vacation or paid sick leave when a holiday occurs, such holiday shall not becharged against such leave.

City of Medford Rules and Regulations - July 201 6 6

Page 11: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

4.2 Holiday Work

If required to work on a day recognized as a holiday, the employee shall be entitled to equivalent time off to thetime so worked, not to exceed eight (8) hours.

4.3 Payoff

In the event of death, termination, or resignation of an employee, all earned and unused holiday credits shall beconverted to cash at the straight—time rate and paid to the beneficiary or employee.

ARTICLE 5 - VACATIONS

5.1 Accrual

Employees covered by these rules shall be allowed vacation time off with pay in accordance with the following:

Service in Months Annual AccrualOupto6O l2Ohours

60 up to 120 160 hoursiió up to 180 200 hoursl8Oupto24O 220 hours240 or more 240 hours

The earning ofvacation will occur on a prorated monthly basis.

5.2 Maximum Accrual

Employees may accumulate maximum vacation credit at any time of a total not to exceed twice the current year’sallotment.

Vacation accumulated beyond the amount allowed in subsection C of this section may be paid off by the City, ifauthorized by the City Manager, at a straight—time rate. Otherwise, when maximum vacation accumulation isaccrued, no further credits will accrue until and to the extent that use of the credits reduced the accumulationbelow the employee’s maximum. The City will maintain a procedure to notify each employee, at the time of thefirst salary payment date each month, ofthe amount ofvacation time accrued by said employee.

No payment will be made for vacation time lost by an employee because of accrual limitation, unless the failure totake vacation is caused by the City’s insistence that the employee be at work during vacation period alreadyscheduled.

5.3 Continuous Service

Continuous service for the purpose of accumulating vacation leave credit shall be counted in months of full-timeservice. Accrual rates may be adjusted upon the employee’s written request to account for an employee’s verifiedprior years’ full-time service with the City. Time spent in part-time status, or while on unauthorized or authorizedleave without pay shall not be counted as part of continuous service.

5.4 Scheduling

Vacation scheduling will be selected by the employee subject to the approval of the Department Head or his/herdesignee, except in the case of those directly supervised by the City Manager — in which case approval must bereceived from the City Manager.

5.5 Payoff

In the event of death, termination, or resignation of an employee, all vacation credits accrued shall be convertedto cash at the appropriate hourly rate and paid to the beneficiary or employee.

City of Medford Rules and Regulations - July 2016 7

Page 12: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

5.6 Pay In Lieu Of

Regular employees subject to these rules are eligible if they so choose to sell back to the City earned vacationleave credits as follows:

. Those employees who have fewer than 10 years (fewer than 120 months) of continuous service may sellback up to the lesser of 80 hours (112 hours for 56-hour work week employees) or the amount above oneyear’s accrual.

. Those employees who have ten (10) or more years of continuous service may sell back up to the lesser of100 hours (140 for 56—hour work week employees) or the amount above one year’s accrual.

. Those employees who have 15 or more years of continuous service and those employees retiring in agiven fiscal year may sell back up to the lesser of 120 hours (168 for 56—hour work week employees) orthe amount above one year’s accrual.

Vacation leave sellback shall occur only three (3) times within any fiscal year for the cumulative limits noted above.The employee will receive dollar value straight—time pay based on the pay step level the employee then has,exclusive of any differential.

This is a voluntary option to the employee. It shall not be required ofthe employee.

The employee will give at least three (3) weeks’ notice to his/her supervisor in writing of the employee’s wish toexercise this option.

ARTICLE 6 - SICK LEAVE

6.1 Accrual

Paid sick leave shall be earned for each employee at the rate of four (4) hours for each full pay period of servicecommencing with the date of employment for 40 hour work week employees.

6.2 Utilization

Sick leave used will be deducted from an employee’s allowed accumulation on a last—earned, first—used basis andin accordance with Administrative Regulation 04-01, as revised.

6.3 Bereavement

Bereavement leave may be used as authorized in Administrative Regulation 04-01, as revised.

6.4 Integration with Workers’ Compensation

When injury occurs in the course of employment, the City will cover the difference between any disability paymentor time loss payment received under Workers’ Compensation laws and the employee’s regular pay. In suchinstances, prorated charges will be made against accrued sick leave.

6.5 Payoff

PROMOTION OR TRANSFER. Employees promoted or transferred from bargaining unit positions allowed to accruegreater than 960 hours (1,440 hours for 56—hour personnel) will be compensated at 50% of their former base wagerate, exclusive of any differential, for any excess accumulated sick leave hours accrued in the current fiscal year —

resulting in a maximum remaining balance at the time of the promotion or transfer of 960. Payment of thesehours at time of promotion shall not be made to the employee’s account with the HRA VEBA trust.

960-HOUR CAP. Sick leave in excess of 960 hours for 40—hour work week employees may be accrued and used, butany such excess remaining on June 30 of each year shall be paid off at 50% of each respective employee’s base

City of Medford Rules and Regulations - July 2016 8

Page 13: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

wage rate, exclusive of any pay differential. Payment pursuant to this subsection shall be made to the employee’saccount in the HRA VEBA trust.

520 HOUR VOLUNTARY OPTIONS. As a voluntary option at the end of each fiscal year, a 40—hour work week employeewith a minimum 520—hour balance may sell back any unused sick leave time which he/she earned during theconcluding fiscal year at 50% of his/her base wage rate, exclusive of any pay differential. However, to exercise thisoption the employee must give three (3) weeks written notice to his/her supervisor, with payment to be allowedonly on the second pay day in August. Payment of these hours shall not be made to the employee’s account withthe HRA VEBA trust.

As an additional voluntary option at the end of each fiscal year, 40—hour employees with a minimum 520—hourbalance may also sell back unused sick leave earned prior to the concluding fiscal year at 20% of the employee’sbase wage rate, exclusive of any pay differential. To exercise this option, the employee must give three (3) weekswritten notice to his/her supervisor, with payment to be allowed only on the second pay day in August. Paymentof these hours shall not be made to the employee’s account with the HRA VEBA trust.

RETIREMENT. A terminating employee will be considered to be retiring if he/she is eligible and has applied for PERSservice retirement, including early retirement. He/she shall be compensated for unused accrued sick leaveexceeding 520 hours at 50% of his/her base wage rate, exclusive of any pay differential. As full compensation forall remaining unused accrued sick leave, the employee shall be paid at 20% of his/her base wage rate, exclusive ofany pay differential. Payment to a retiring employee pursuant to this subsection for unused sick leave shall bemade to said employee’s account in the HRA VEBA Trust.

TERMINATION. On termination for reasons other than retirement or discharge for cause, a 40—hour employee will becompensated for unused accrued sick leave exceeding 960 hours at 50% of his/her base wage rate, exclusive of anypay differential. The employee shall also be compensated for all remaining unused accrued sick leave exceeding520 hours at 20% of his/her base wage rate, exclusive of any pay differential. Payment of these hours shall not bemade to the employee’s account with the HRA VEBA trust. An employee discharged for cause shall not be entitledto compensation for unused sick leave.

When injury occurs in the course of employment, the City will cover the difference between any disability paymentor time loss payment received under Workers’ Compensation laws and the employee’s regular pay. In suchinstances, prorated charges will be made against accrued sick leave.

ARTICLE 7 - OTHER LEAVES

7.1 Family Medical Leave

Eligible employees may take Family Medical Leave and/or Oregon Family Leave for purposes commonly referred toas a serious health condition of the employee or a family member, pregnancy disability leave, parent leave, andsick child leave. The policy governing eligibility for and use of such leave is contained in Administrative Regulation94-6, as revised.

7.2 Leave Without Pay

In cases not covered by the Federal Family Medical Leave Act or State of Oregon Family Leave Act, the City willconsider a written application for leave of absence without pay if the City finds there is reasonable justification togrant such leave and that the work of the department will not be seriously handicapped by the temporary absenceofthe employee. The City may terminate or cancel such leave by 15 days’ written notice mailed to the employee’slast known address.

Any employee who is granted a leave of absence and who for any reason fails to return to work at the expiration ofsaid authorized leave of absence shall be considered as having resigned his/her position with the City, and his/herposition shall be declared vacant — unless the employee prior to expiration of his/her leave of absence or prior tothe termination date has furnished evidence that he/she is unable to work by reason of sickness, physical

City of Medford Rules and Regulations - July 201 6 9

Page 14: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

disability, or other legitimate reason beyond his/her control and seeks an extension of leave for such reasons.Such a request for extension shall be made in writing. An extension shall be granted only for a specified period oftime and only if the City determines that the request is reasonable and justified and that the extension may begranted without unduly handicapping the operation of the department.

7.3 Jury Duty

Employees shall be granted leave with pay for service upon a jury on days when the employee is normallyscheduled to work. The employee is required to waive any jury duty pay for each day of jury service when theemployee is paid by the City. The employee shall be entitled to receive and retain mileage reimbursement for juryservice. Upon being excused from jury service for any day, an employee shall immediately contact the departmenthead or other supervisor for assignment for the remainder of his/her regular work day.

7.4 Required Appearances

WITHOUT PAY. Leave without pay shall be granted for an appearance before a court, legislative committee, judicial,or quasi—judicial body as a witness in response to a subpoena or other order by proper authority compellinghis/her attendance under penalty prescribed by law.

WITH PAY. Leave of absence with pay shall be granted for appearance before a court, legislative committee, judicialor quasi—judicial body in connection with an employee’s officially assigned duties, including the time required fortravel to the court and return to the employee’s headquarters.

7.5 Military Leave

The City will comply with prevailing law as to the granting of military leave.

7.6 PaidAdministrative Leave

URBAN RENEWAL AGENCY. Upon approval by the Urban Renewal Agency Board of Directors, the City shall grant 40hours of paid administrative leave each fiscal year to employees designated to perform duties on behalf of theUrban Renewal Agency.

GRANTING LEAVE. In addition, the City Manager may grant up to 40 hours of paid administrative leave each fiscalyear to the Deputy City Manager or an employee assigned the duties of a vacant position scheduled to be filled,but unfilled for a period of more than 90 days. No employee shall receive more than 40 hours of administrativeleave per year under this subsection.

UTILIZATION/CASH OUT. Administrative leave may be used by employees on the same basis as paid vacation leave, ormay be cashed out upon request in the same fashion as vacation leave, provided that any hours cashed shall notcount against any hours or other limitation imposed by Article 5 - Vacation. Administrative leave hours not usedby June 30th of the fiscal year shall be forfeited.

OTHER AUTHORITY. The City Manager, or designee, may place an employee on paid administrative leave pending aninvestigation or for any other reason to accommodate the needs of the City. Employees covered by this subsectionshall be paid administrative leave while not working, but shall not be entitled to cash-out.

City of Medford Rules and Regulations - July 201 6 10

Page 15: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

ARTICLE 8 - HEALTH AND WELFARE

8.1 Medical, Dental, Vision

The City will provide the following benefits to regular full-time employees:

. Full—family medical—hospitalization insurance.

. Full—family dental insurance.

. Full—family vision insurance.

Effective for any coverage period beginning on or after August 1, 2016 any total monthly premium for the medical,vision and dental coverage exceeding $1,550 shall be automatically deducted from the employee’s paycheck. Thedifference between the monthly contribution amount and any lesser monthly premium for health insurancecoverage shall be contributed to each employee’s HRA VEBA account, provided such difference is greater than $1per month.

If the provided medical insurance benefits become taxable, the City may switch from a composite to a tiered—ratepremium.

Employees may be provided a choice of health plans.

8.2 Section 125

The employee’s share of any health or other insurance premium paid through payroll deduction may be made on apre-tax basis under the City’s Internal Revenue Code Section 125 cafeteria plan to the extent permitted by federallaw.

8.3 Life Insurance

The City will provide $50,000 term life insurance for the employee (face amount may be adjusted after age 65depending on the group policy).

8.4 Long-Term Disability

The City will provide long-term disability insurance that shall provide a benefit of two-thirds (66 2/3%) of theemployee’s gross monthly salary (with a monthly maximum benefit level of $6,000).

8.5 Workers’ Compensation

The City will provide Workers’ Compensation insurance for the employee.

8.6 PERS

The City will pay for both the employer’s and employee’s contributions for Public Employee Retirement System, orits successor under law.

8.7 Annual Physicals

The City will pay for annual physicals for all sworn personnel and all other employees more than 40 years of age. Itis the employee’s option whether he/she uses this benefit.

City of Medlord Rules and Regulations - July 201 6 11

Page 16: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

ARTICLE 9 - OTHER BENEFITS

9.1 Car Allowance

The City Manager may, as part of a management employee’s compensation, authorize the payment of a carallowance up to $300 monthly. At the discretion of the City Manager, a City vehicle may be provided in lieu of theabove paid car allowance(s).

However, any employee on an unpaid leave of absence for disciplinary reasons shall be ineligible to receive a carallowance.

9.2 Personal Use ofCity Owned Vehicle

The City may allow employees to use City owned vehicles to commute to and from their residence upon adetermination by the City Manager, or designee, that use of a City provided vehicle will provide a more efficientuse of staff time, provide a faster delivery of services to citizens, first responders, or as a business necessity. This isa taxable fringe benefit under IRS regulations.

Personal use by an employee of a City owned vehicle falling under IRS regulations for de minimis nontaxablepersonal use is permitted, and is part of the employee’s compensation as defined by Oregon Administrative Rules199-005-0035(3).

9.3 Mileage Reimbursement

When an employee is required to use his/her private vehicle on City business, the reimbursement compensationshall be determined at a rate established by the City Manager. Mileage reimbursement will be the current IRSrate. Those employees with monthly car allowances are eligible for reimbursement only when their traveldestination is at least 75 miles from City Hall.

9.4 Airline and Hotel Travel Bonuses

An employee traveling on City business may accumulate airline and/or hotel travel points within the meaning ofthe IRS regulations de minimis nontaxable personal use rules, and is part of the employee’s compensation asdefined by Oregon Administrative Rules 199-005-0035(3).

9.5 Uniform Allowance

Uniforms and other protective clothing required for an employee by law or by the City shall be provided by theCity. Departments may provide protective clothing and safety shoe allowances or reimbursements in lieu offurnishing protective clothing under written departmental uniform policies conforming to IRS regulations. Noemployee shall wear or use any such items provided by the City except on the job or as specifically approved bythe City Manager or his/her designee.

City of Medford Rules and Regulations - July 2016 12

Page 17: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

ARTICLE 10 - DISCIPLINE AND DISCHARGE

10.1 Discipline

SUPERVISORY OR CONFIDENTIAL-PROFESSIONAL EMPLOYEE. No Su pervisory or Confidential—Professional employee, asdefined in Article 1 who has achieved regular status in his or her position classification subject to these Rules shallbe disciplined except for just cause.

EXECUTIVE PERSONNEL. Executive Personnel, as defined in Article 1 are at—will employees. This means either theemployee or the employer may terminate employment at any time, for any reason, with or without cause ornotice.

Discipline may include the following:. Oral Warning. Written Warning. Written Reprimand. Suspension Without Pay. Demotion. Discharge

The disciplinary steps may be taken in any order at the sole discretion of the employer. This policy is not aguarantee that the steps will be followed in any particular order.

NON-DISCRIMINATION. No discipline shall be administered to any employee, of any classification, because of theemployee’s political persuasion, religious beliefs, race, age, or sex.

10.2 Authority

A. All Executive, Supervisory, and Professional personnel are empowered to give oral and written warnings,written reprimands, and suspensions, without pay for no more than five (5) work shifts, without higher levelprior approval to their assigned subordinate personnel.

B. Suspensions without pay of up to ten (10) work shifts may be given, without higher level prior approval, tosubordinate personnel by Executive personnel. Personnel below this level may effectively recommendsuspensions without pay of up to ten (10) work shifts.

C. The City Manager may give suspensions without pay for an appropriate duration. Executive personnel mayeffectively recommend suspensions without pay of more than ten (10) work shifts relative to their subordinatepersonnel.

D. Demotion and discharge actions are retained as a prerogative of the City Manager. However, all otherExecutive, Supervisory, and Confidential—Professional personnel may effectively recommend such disciplinerelative to their subordinate personnel.

10.3 Procedure

Refer to Administrative Regulation AR-89-02

10.3 Appeal of Disciplinary Action

PROBATIONARY EMPLOYEES. While on probation, employees covered by these Rules are not subject to appeal rightsand may be discharged at any time for any reason with or without cause or notice.

EXECUTIVE PERSONNEL. Executive personnel do not have right of appeal as to disciplinary action received, except thatsuch personnel may pursue an appeal limited to grounds alleging violation of the non-discrimination provision set

Exempt employees may besuspended in increments of a fullworkdayfor violation of a workplaceconduct rule which is somethingother than poor performance or anattendance issue.

City of Medlord Rules and Regulations - July 2016 13

Page 18: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

out herein. In the event of discharge, those affected shall be granted, at the discretion of the City Manager, up tosix (6) months of severance pay.

SUPERVISORY AND CONFIDENTIAL-PROFESSIONAL EMPLOYEES. Supervisory and Confidential—Professional, if desired, mayelect to exercise the following process as the sole and complete available procedure for employees seeking appeal:

. An employee seeking appeal must, within five (5) days of receiving notice of disciplinary action, provide to theCity Manager a written request for a hearing. Employees are only entitled to appeal the following disciplinaryaction: dismissal, demotion, or suspension without pay in excess of five (5) days. Within five (5) days of theemployee’s written request, the City shall notify the employee of the City’s selection of an individual to sit on agrievance panel. The employee, within five (5) days from the receipt of the City’s notification, will select one(1) individual as a member and notify the City in writing. These two board members will within five (5) daysmutually select a third member to serve as chairperson. If the board members are unable to reachagreement, a list of five (5) arbitrators will be requested from ERB. The normal selection process will then beused to select the third member from that list, with the aggrieved striking first. The cost of such arbitrationwill be shared equally. This panel will, within 30 days of the selection of the third member, meet to hear thegrievance. The employee shall have the right to be present, question witnesses, produce testimony, and to beaccompanied, advised, and represented by such legal counsel as he/she may employ.

Upon receipt of an appeal from dismissal by an employee, the City may offer the employee an opportunity toaccept a voluntary demotion in lieu of dismissal, in which case the choice between appeal and demotion is theemployee’s. If the employee chooses such a demotion, then the pay, benefits, and privileges commensuratewith the new position shall be retroactive to the date of the original notice.

At the hearing the City shall limit inquiry to those matters contained in the notice of dismissal, demotion, orsuspension and the employee’s reply to the question of whether the dismissal, demotion, or suspension wasin good faith and with cause. If the panel finds the disciplinary action to be in good faith and with cause, theaction should be sustained.

Ifthe City’s action is sustained, the dismissal, demotion, or suspension shall be effective as ofthe date originalnotice thereof was given. If the employee’s appeal is sustained he or she shall be reinstated without loss ofpay or employee benefits or privileges.

If the panel’s findings fail to uphold the City’s position, the City Manager may overrule the panel. With CityCouncil approval, in the case of termination, the employee will then be eligible for immediate payment of upto six (6) months’ severance pay and back pay to the date of the panel’s findings. Termination will officiallycommence upon that payment.

ARTICLE 11 - GENERAL PROVISIONS

11.1 Outside Employment

Outside employment shall be permitted only with the express prior written approval of the City Manager. Anyemployee with existing outside employment on the effective date of this resolution shall notify the City thereofwithin 30 days thereafter. To deny outside employment, the City must find that it violates one of the followingcriteria:

A. that such employment is in conflict with the interest of City employment;B. that such employment detracts from the efficiency of the employee in his/her City work;C. that such employment is a discredit to City employment; orD. that such employment takes preference over the requirements of the City.

No outside employment activities shall occur during regular City hours of operation applicable to the affectedemployee unless the employee is on authorized vacation or holiday leave.

City of Medford Rules and Regulations - July 201 6 14

Page 19: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

11.2 Probation

Every new employee hired, or current employee promoted, into a regular position covered by these Rules shallserve a probationary period of 12 full consecutive months. The City has the right to terminate probationaryemployees during this probationary period at any time, for any reason, with or without cause or notice. During theprobationary period, no grievance procedures are available to the employee. Upon successful completion of theprobationary period, an employee is immediately eligible for all rights, privileges, and benefits guaranteed him/herby these Rules. However, if a non—probationary full—time regular employee promoted from a City bargaining unitclassification to a position assignment governed by these Rules fails to successfully complete the promotionalprobation, the City may at its discretion return the employee to the former bargaining unit classification if thatposition remains budgeted and vacant.

11.3 Separation in Good Standing

LAYOFF. It shall be the policy of the City to consider reassigning employees in lieu of layoff. The decision on suchreassignment is subject to the approval ofthe City Manager.

RESIGNATION. In order to resign in good standing, an employee shall give the City 30 calendar days written notice.However, in extenuating circumstances, the City may agree to a shorter period of notice.

SEPARATION PAY. Separation payments shall only be considered for regular employment. No separation pay will begranted if a regular employee is separated with one (1) year or less of service, or for cause, regardless of the lengthof service. An exception to this limitation is any payoff of earned but unused holiday and vacation credits.

Separation pay, severance pay or any other one-time payment upon an employee’s separation (whether due toretirement, resignation or other reason) and not considered payoff of earned but unused holiday, vacation or sickleave shall not be subject to contributions to the employee’s HRA VEBA account.

11.4 Transfers

The City Manager may transfer an employee from a position in one division or organization unit to a position inanother division or organizational unit temporarily or on a permanent basis. Such a transfer, if the salary orbenefits are not affected negatively, shall not be deemed a demotion and shall not be grievable.

11.5 Notice of Change

Employees affected by these Rules must be given at least seven (7) days’ notice of any pending change. Electronicnotification and/or posting of such notice on departmental bulletin boards may be used for notification ofproposed changes.

City of Medford Rules and Regulations - July 201 6 15

Page 20: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

APPENDIX A

Grade Classification Mm Max

E39 Deputy City Manager $6,936 $12,463

E38 Fire Chief $6,512 $11,386

E38 Police Chief $6,512 $11,386

E37 City Attorney $6,572 $11,106

E35 Building Safety Director $5,966 $10,077

E35 Finance Director $5,966 $10,077

E35 Human Resources Director $5,966 $10,077

E35 Parks and Recreation Director $5,966 $10,077

E35 Planning Director $5,966 $10,077

E35 Public Works Director $5,966 $10,077

E35 Technology Services Director $5,966 $10,077

Base Pay Range

No salary steps exist within the ranges specified above.Advancement within the salary range provided for ExecutiveEmployees shall be based on the City Manager’s evaluation ofthe employee’s performance and the amount of any increaseshall be discretionary on the part of the City Manager.

City of Medford Rules and Regulations - July 2016 16

Page 21: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

APPENDIX B

Supervisory Personnel

Base Pay Range

Grade Classification Mm Max

S21 Accounting Supervisor $6,031 $7,697

S23 Assistant Building Safety Director $6,647 $8,486

522 Assistant Finance Director $6,332 $8,080

523 Assistant Human Resources Director $6,647 $8,486

523 Assistant Parks & Recreation Director $6,647 $8,486

523 Assista nt Planning Director $6,647 $8,486

522 Assistant Technology Services Director $6,332 $8,080

518 Assistant to the Deputy City Manager $5,209 $6,647

518 Associate Traffic Engineer $5,209 $6,647

525 City Engineer $7,329 $9,354

519 CitySurveyor $5,471 $6,982

SD4 Deputy Fire Chief* $8,980 $11,462

5P8 Deputy Police Chief* $8,980 $11,462

525 Deputy Public Works Director $7,329 $9,354

520 Design & Construction Manager $5,744 $7,335

516 Development Services Administrator $4,724 $6,030

518 Development Services Manager $5,209 $6,647

523 Economic Development Coordinator $6,647 $8,486

520 Executive Office Manager $5,744 $7,335

522 Emergency Management Coordinator $6,332 $8,080

523 Facilities and Project Manager $6,647 $8,486

516 Facilities Management Supervisor $4,724 $6,030

$18 Fire Administration Manager $5,209 $6,647

516 Municipal Court Clerk $4,724 $6,030

$14 Office Administrator $4,288 $5,471

512 Parks Customer Services Supervisor $3,529 $5,209

518 Parks Maintenance Superintendent $5,209 $6,647

516 Parks Maintenance Supervisor $4,724 $6,030

SP6 Police Lieutenant* $8,163 $10,419

SP4 Police Records Manager* $7,052 $9,001

5P3 Police Records Supervisor $5,069 $6,469

SP4 Police Sergeant* $7,052 $9,001

$21 Principal Planner $6,031 $7,697

522 Project Manager $6,332 $8,080

SP3 Property Control Supervisor $5,069 $6,469

520 Public Safety Systems Administrator $5,744 $7,335

$18 Public Works Administrative Supervisor $5,209 $6,647

519 Public Works Business Manager $5,471 $6,982

$22 Public Works Operations Manager $6,332 $8,080

City of Medford Rules and Regulations - July 2016 17

Page 22: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

APPENDIX B

518 Public Works Supervisor $5,209 $6,647

518 PurchasingManager $5,209 $6,647

514 Recreation Supervisor $4,288 $5,471

520 Risk Manager $5,744 $7,335

521 Senior H uma n Resources Analyst $6,031 $7,697

518 Senior Inspector $5,209 $6,647

518 SeniorPlanner $5,209 $6,647

521 Senior Systems Administrator $6,031 $7,697

518 SupportServicesManager $5,209 $6,647

520 Systems Administrator $5,744 $7,335

522 Transportation Manager $6,332 $8,080

518 Utilities Engineer $5,209 $6,647

514 Utility Billing Services Supervisor $4,288 $5,471

520 WRD Construction Manager $5,744 $7,335

522 WRD Manager $6,332 $8,080

518 WRD Supervisor $5,209 $6,647*Movement in the salary range above the minimum for these positions shall occuronly if lower level positions within the Fire or Police Department receive salaryincreases that create new salary compression, or based on performance, and onlyupon approval by the Department Head, with the concurrence of the Finance andHuman Resources Director, and the City Manager.

City of Medford Rules and Regulations - July 201 6 18

Page 23: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF

APPENDIX C

ttflIiiiij

________________________________________

Base Pay Range

Grade Classification Mm Max

514 Accountant $4,288 $5,471

S12 Administrative Analyst* $3,529 $5,209

S16 Assistant to the City Attorney $4,724 $6,030

514 Assistant to the City Manager $4,288 $5,471

517 Assistant to the Traffic Engineer $4,961 $6,332

518 City Recorder $5,209 $6,647

523 Deputy City Attorney $6,647 $8,486

514 Deputy City Recorder $4,288 $5,471

509 Executive Assistant $3,358 $4,288

512 Executive Support Specialist* $3,529 $5,209

520 GIS Manager $5,744 $7,335

516 Human Resources Analyst $4,724 $6,030

S12 Human Resources Technician* $3,529 $5,209

517 Junior Systems Administrator $4,961 $6,332

512 Legal $ecretary* $3,529 $5,209

514 Network/PC Specialist $4,288 $5,471

512 Payroll Coordinator* $3,529 $5,209

518 Payroll Manager $5,209 $6,647

512 Police Cultural Outreach Coordinator* $3,529 $5,209

513 Purchasing Agent $4,083 $5,209

518 SeniorAccountant $5,209 $6,647

521 Senior Assistant City Attorney $6,031 $7,697

$20 Systems Administrator $5,744 $7,335

520 Systems Analyst $5,744 $7,335

*A step increase beyond Step 6 of the applicable salary range requiresapproval ofthe Employee’s Department Director, Human ResourcesDirector and the City Manager.

City of Medford Rules and Regulations - July 201 6 19

Page 24: RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND ... Rules and Regulations.pdf · RULES AND REGULATIONS FOR EXECUTIVE, SUPERVISORY, AND CONFIDENTIAL-PROFESSIONALEMPLOYEES OF