R 4666RESOLUTION NO. 4666
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ADOPTING COMPENSATION
ADJUSTMENTS AND ESTABLISHING A PAID SICK
LEAVE BENEFIT FOR PART -TIME EMPLOYEES
WHEREAS, the City Council of the City of Arroyo Grande ( "City ") deems it in the best
interest of the City that compensation for part -time employees be adjusted as
hereinafter provided; and
WHEREAS, the City Council of the City of Arroyo Grande ( "City ") desires to adopt a
paid sick leave policy in compliance with Assembly Bill 1522, the Healthy Workplace
Healthy Family Act of 2014.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Arroyo
Grande that:
1. Salary ranges for part -time employee classifications shall be adjusted as designated
in Exhibit "A" attached hereto and incorporated herein by this reference, to be
effective for the pay period beginning July 3, 2015.
2. Paid sick leave benefits, in accordance with AB 1522 shall be granted, as
designated in Exhibit "B" attached hereto and incorporated herein by this reference,
to be effective July 1, 2015.
3. All other part -time employee salary and benefit terms and conditions remain in full
force and effect.
On motion of Council Member Brown, seconded by Council Member
Guthrie, and on the following roll call vote, to wit:
AYES: Council Members Brown, Guthrie, Harmon, and Mayor Hill
NOES: None
ABSENT: Council Member Barneich
the foregoing Resolution was passed and adopted this 23`d day of June, 2015.
RESOLUTION NO.(Q(��
PAGE 2
JIM MILL, MAYOR
TTEST:
KELLY WETMPRE, CITY CLERK
CONTENT:
ROBERT MCFALL, INTERIM CITY MANAGER
APPROVED AS TO FORM:
HEATHER WHITHAM, CITY ATTORNEY
RESOLUTION NO. 4666
PART -TIME EMPLOYEES SALARIES
7/3/2015
Exhibit A
RECREATION SERVICES DEPARTMENT
Pre School Teacher
$13.40
HOURLY RATE
$14.78
POLICE DEPARTMENT
Step A
Step B
Step C
Step D
Designated Level I Reserve Officer
$24.35
$25.57
$26.85
$28.19
Senior Police Reserve Officer
$21.67
$22.76
$23.89
$25.09
Fleet & Equipment Technician
$21.67
$22.76
$23.89
$25.09
Training Technician
$21.67
$22.76
$23.89
$25.09
Neighborhood Services Technician
$19.34
$20.31
$21.32
$22.39
Police Reserve Officer
$19.34
$20.31
$21.32
$22.39
Records Clerk
$17.95
$18.85
$19.79
$20.78
Police Reserve Officer Trainee
$16.26
$17.07
$17.92
$18.82
RECREATION SERVICES DEPARTMENT
Pre School Teacher
$13.40
$14.07
$14.78
$15.52
AM /PM Teacher
$12.22
$12.83
$13.47
$14.15
AM /PM Assistant Teacher
$11.11
$11.66
$12.25
$12.86
AM /PM Assistant II
$10.10
$10.60
$11.13
$11.69
AM /PM Assistant 1*
$9.18
$9.64
$10.12
$10.63
Senior Facility Attendant
$10.56
$11.08
$11.64
$12.22
Facility Attendant*
$9.18
$9.64
$10.12
$10.63
Sports Facility Maintenance
$9.91
$10.41
$10.93
$11.47
MISCELLANEOUS
Administrative Intern
$11.98
$12.58
$13.21
$13.87
Administrative Secretary
$20.50
$21.53
$22.60
$23.73
Associate Engineer
$29.55
$31.02
$32.57
$34.20
Assistant Engineer
$26.86
$28.20
$29.61
$31.09
Associate Planner
$27.70
$29.08
$30.53
$32.06
Assistant Planner
$25.60
$26.88
$28.23
$29.64
Building Permit Technician
$19.78
$20.77
$21.81
$22.90
Custodian
$14.87
$15.61
$16.39
$17.21
Maintenance Worker
$14.87
$15.61
$16.39
$17.21
Sr. Office Assistant
$17.95
$18.85
$19.79
$20.78
Office Assistant II
$17.04
$17.89
$18.79
$19.73
Office Assistant 1
$14.58
$15.31
$16.08
$16.88
Student Intern (seasonal)*
$9.18
EXHIBIT B
PAID SICK LEAVE
The following policy applies only to part -time, temporary, seasonal, and reserve
employees. Leave reasons apply to all employees. Leave for full -time employees is
governed by their respective Memorandum of Understanding or Management
Resolution.
Effective July 1, 2015, California's Paid Sick Leave law (AB 1522) requires the City of
Arroyo Grande to provide paid sick leave to employees under the following conditions:
• An employee who, on or after July 1, 2015, works in California for 30 or more
days within a year from the beginning of employment is entitled to paid sick
leave.
• The City will provide each employee with 3 days or 24 hours, whichever is
greater, of paid sick leave at the beginning of each 12 -month period. An
employee is not eligible to begin using any accrued paid sick leave until after 90
days of employment with the City.
• An employee is only allowed to use up to a maximum of 3 days or 24 hours,
whichever is greater, of paid sick leave in a 12 -month period.
• An employee may only maintain paid sick leave up to a cap of 3 days or 24
hours, whichever is greater, ongoing.
Unused sick leave may not be carried over from year to year.
• In accordance with California's Paid Sick Leave law, an employee may use 3
days or 24 hours, whichever is greater, of accrued paid sick leave in a 12 -month
period for one of the following reasons:
o For the employee's own diagnosis, care, or treatment of an existing health
condition or preventative care.
o For the diagnosis, care, or treatment of an existing health condition or
preventative care for an employee's family member, including:
• Child (including a biological, adopted, or foster child, stepchild,
legal ward, or a child to whom the employee stands in loco
parentis.)
• Spouse or Registered Domestic Partner
o Parent (including biological, adoptive, or foster parent, stepparent,
or legal guardian of an employee or the employee's spouse or
registered domestic partner, or a person who stood in loco parentis
when the employee was a minor child.)
o Grandparent
o Grandchild.
o Sibling.
o To obtain any relief or services related to being a victim of domestic
violence, sexual assault, or stalking including the following with
appropriate certification of the need for such services:
o A temporary restraining order or restraining order.
o Other injunctive relief to help ensure the health, safety or welfare of
themselves or their children.
o To seek medical attention for injuries caused by domestic violence,
sexual assault, or stalking.
o To obtain services from a domestic violence shelter, program, or
rape crisis center as a result of domestic violence, sexual assault,
or stalking.
o To obtain psychological counseling related to an experience of
domestic violence, sexual assault, or stalking.
o To participate in safety planning and take other actions to increase
safety from future domestic violence, sexual assault, or stalking,
including temporary or permanent relocation.
• An employee shall provide reasonable advance notification of their need to use
accrued paid sick leave to their supervisor if the need for paid sick leave use is
foreseeable (e.g., doctor's appointment scheduled in advance). If the need for
paid sick leave use is unforeseeable, the employee shall provide notice of the
need for the leave to their supervisor as soon as is practicable.
• An employee who uses paid sick leave must do so with a minimum increment of
two hours of sick leave.
• Paid sick leave will not be considered hours worked for purposes of overtime
calculation. An employee will not receive compensation for unused accrued paid
sick leave upon termination, resignation, retirement or other separation from
employment from the City.
• Employees may not donate sick leave or receive sick leave donations from other
employees.
• If an employee separates from the City employment and is re -hired by the City
within one year of the date of separation, previously accrued and unused paid
sick leave hours shall be reinstated to the extent required by law. However, if a
rehired employee had not yet worked the requisite 90 days of employment to use
paid sick leave at the time of separation, the employee must still satisfy the 90
days of employment requirement collectively over the periods of employment
with the City before any paid sick leave can be used.
OFFICIAL CERTIFICATION
I, KELLY WETMORE, City Clerk of the City of Arroyo Grande, County of San Luis
Obispo, State of California, do hereby certify under penalty of perjury, that the attached
Resolution No. 4666 was passed and adopted at a regular meeting of the City Council
of the City of Arroyo Grande on the 23rd day of June, 2015.
WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 25th day of
June, 2015.
ORE, CITY CLERK