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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
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