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CC 2016-05-24_09c Resolution_Revising Personnel Regulations TO: FROM: SUBJEC DATE: RECOM It is rec definition IMPACT There a definition BACKG The City Internati schedule Regulati week th schedule ANALYS Currentl T fo F b S th Alternati fire ope common employe 9-hour d There ar in organ CITY DEBB CT: CONS THE REGU MAY MMENDATI commended n of work we T ON FINAN re no impa n of the wo GROUND: y has receiv ional Union e. In the ions were at would n es for certa SIS OF ISS y, work we The work we or a maxim Friday and e e assigned Standards A hrough the ive work sc rations whe n alternativ ees work fe days with on re a numbe nizations. A COUNCIL BIE MALIC SIDERATIO DEFINIT ULATIONS 24, 2016 ON: d the City eek in the P NCIAL AND cts to finan rk week. ved a requ n (SEIU) L process o examined. need to be ain groups o SUES: ek is define eek shall no mum of 40 h ends at 12: d to altern Act (FLSA) “meet and chedules a ere 12 or 2 e work sch ewer but lon ne day off e er of reason s described M L COAT, DIRE ON OF A TION OF S Council a Personnel R D PERSON ncial and pe est from m Local 620 of evaluatin Section 2 revised if of employee ed as: ormally con hours per w 00 a.m. the native work ). Such al confer” pro re common 24 hour sh hedules are nger days, s every two w ns why alte d by the All MEMORAN ECTOR OF RESOLUT WORK dopt a Re Regulations NNEL RESO ersonnel re members rep to conside ng that req 2, paragrap the City de es. nsist of five week. The e following k schedule ternative w ocess. n in the pu hifts are wo e “Compres such as fou weeks (9/80 rnative wor iance for In DUM F ADMINIST TION REV WEEK esolution re . OURCES: esources as presented b er impleme quest, the ph MM pro esires to im (5) days w work wee Friday. Pu es as perm work sched blic sector, orked. In o ssed Work ur 10-hour 0). rk schedule nnovation, a TRATIVE S VISING AN IN THE evising and ssociated w by the Serv nting an a City’s adop ovides a de mplement a with eight (8 k begins at ublic safety mitted by dules shall , particular ther operat k Week” sc days each es have bee an internati SERVICES ND AMEND PERSON d amending with revising vice Emplo alternative pted Perso efinition of alternative 8) hours per t 12:00 a.m personnel the Fair L be establi ly in police tions, the m hedules, w week (4/40 en impleme ional netwo DING NNEL g the g the yees work onnel work work r day m. on may Labor shed e and more where 0), or ented ork of Item 9.c. - Page 1 CITY COUNCIL CONSIDERATION OF A RESOLUTION REVISING AND AMENDING THE DEFINITION OF WORK WEEK IN THE PERSONNEL REGULATIONS MAY 24, 2016 PAGE 2 progressive governments and partners committed to transforming local government, alternative work scheduling can be beneficial in many ways. It can reduce peak rush hour congestion on roadways, provide versatility and enable employees to more conveniently use transit and rideshare options. It can also be an attractive employee recruitment tool that allows employees to have flexibility with childcare or eldercare needs. Employees tend to view alternative work schedules as a “highly desirable benefit” and employers often see less absenteeism, tardiness and use of sick leave. In addition, longer work days can provide additional time to complete projects and, depending on how it is implemented, may result in longer counter hours or other customer service benefits. The work week is proposed to be defined as: The work week shall normally consist of five (5) days with eight (8) hours per day for a maximum of 40 hours per week. The work week begins at 12:00 a.m. on Friday and ends at 12:00 a.m. the following Friday. However, the City Manager shall have the authority to implement alternative work schedules for all employees, including a 7(k) work period for public safety, as permitted by the Fair Labor Standards Act (FLSA). Such alternative work schedules shall be established through the “meet and confer” process, as required. This slight modification will allow for the implementation of alternative work schedules for all employee groups, as permitted by the FLSA and as required through any meet and confer processes. Consistent with Municipal Code 2.08.070, the City Manager would have the authority to implement alternative work schedules if they are “necessary or expedient for the conduct of administrative services.” This will allow for maximum flexibility for all departments in the City to set work schedules appropriate to the operational needs of the department not just public safety departments. ALTERNATIVES: The following alternatives are provided for City Council consideration: 1. Adopt the attached resolution; 2. Modify and adopt the attached resolution; 3. Do not adopt the attached resolution; or 4. Provide direction to staff. ADVANTAGES: The City will have the flexibility to implement work schedules appropriate to the operational needs of each department. DISADVANTAGES: No disadvantages have been identified. Item 9.c. - Page 2 CITY COUNCIL CONSIDERATION OF A RESOLUTION REVISING AND AMENDING THE DEFINITION OF WORK WEEK IN THE PERSONNEL REGULATIONS MAY 24, 2016 PAGE 3 ENVIRONMENTAL REVIEW: No environmental review is required for this item. PUBLIC NOTIFICATION AND COMMENTS: The Agenda was posted in front of City Hall on Thursday, May 19, 2016. The Agenda and report were posted on the City’s website on Friday, May 20, 2016. No public comments were received. Item 9.c. - Page 3 RESOLUTION NO. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARROYO GRANDE APPROVING AND ADOPTING REVISED AND AMENDED PERSONNEL REGULATIONS WHEREAS, Section 2.44.020 of the Arroyo Grande Municipal Code provides that the City Manager is to prepare and recommend to the City Council revisions and amendments to the City’s Personnel Regulations and the City Attorney is to approve the legality of such revisions and amendments prior to their submission to the City Council; and WHEREAS, Section 2.44.040 of the Arroyo Grande Municipal Code further provides that Personnel Regulations that are prepared by the City Manager, and as revised by the City Council, are to be adopted by resolution of the City Council; and WHEREAS, the City Manager has prepared a proposed revision to the City’s Personnel Regulations Section 2, paragraph MM defining “work week” and has recommended that the revision, which has been reviewed and approved by the City Attorney as to the legality, be approved by the City Council; and WHEREAS, the definition of “work week” will be revised to give the City Manager the authority to implement alternative work schedules; and WHEREAS, in accordance with the requirements of the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.), the City has sent copies of the proposed revisions and amendments to the recognized employee organizations, the AGPOA, International Association of Firefighters 4403 and SEIU Local 620, and to the extent requested, has met and conferred with each organization about the proposed Personnel Regulation revision as required by law. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Arroyo Grande hereby adopts the following revision to Section 2, paragraph MM of the City of Arroyo Grande Personnel Regulations: The work week shall normally consist of five (5) days with eight (8) hours per day for a maximum of 40 hours per week. The work week begins at 12:00 a.m. on Friday and ends at 12:00 a.m. the following Friday. However, the City Manager shall have the authority to implement alternative work schedules for all employees, including a 7(k) work period for public safety, as permitted by the Fair Labor Standards Act (FLSA). Such alternative work schedules shall be established through the “meet and confer” process, as required. On motion of Council Member , seconded by Council Member , and by the following roll call vote, to wit: AYES: NOES: ABSENT: the foregoing Resolution was passed and adopted this day of 2016. Item 9.c. - Page 4 RESOLUTION NO. PAGE 2 ___________________________________ JIM HILL, MAYOR ATTEST: ___ KITTY NORTON, DEPUTY CITY CLERK APPROVED AS TO CONTENT: ___________________________________ DIANNE THOMPSON, CITY MANAGER APPROVED AS TO FORM: ___________________________________ HEATHER WHITHAM, CITY ATTORNEY Item 9.c. - Page 5 THIS PAGE INTENTIONALLY LEFT BLANK Item 9.c. - Page 6