Loading...
CC Resolution No. 13-102 Amending the Administrative Rules and Regulations of the Personnel Code to Reflect Any Changes to the Memorandum of Understandings (MOU's) RESOLUTION NO. 13-102 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CUPERTINO DIRECTING THE CITY MANAGER TO AMEND THE ADMINISTRATIVE RULES AND REGULATIONS OF THE PERSONNEL CODE TO REFLECT ANY CHANGES TO THE MEMORANDUM OF UNDERSTANDINGS (MOU'S) WHEREAS the City Council desires that the Administrative Rules and Regulations of the Personnel Code be changed to REFLECT ANY CURRENT CHANGES TO THE Memorandum of Understanding (MOU's). NOW, THEREFORE BE IT RESOLVED that the City Council hereby directs the City Manager to amend the Administrative Rules and Regulations of the Personnel Code to reflect any current changes to the Memorandum of Understanding (attached as Exhibit F). PASSED AND ADOPTED at a regular meeting of the City Council of the City of Cupertino this 191h day of November 2013 by the following vote: Vote Members of the City Council AYES: Mahoney, Wong, Chang, Santoro, Sinks NOES: None ABSENT: None ABSTAIN: None ATTEST: APPR D: Grace Schmidt, City Clerk Orrin Mahoney, Aayor, City of Cupertino Exhibit F benefits under State Disability Insurance. Additional information is available at www.edd.ca.gov/Disabililty and from Human Resources. 12.12 Adoption Leave Upon request, a leave of absence without pay for up to four (4) work weeks will be granted to adoptive parents. Such leave must be used within one year of the adoption. The city will pay health and welfare benefits for the duration of the leave as the same rate as prior to the leave consistent with the contributions as provided for under the existing MOU. If the employee is eligible for FMLA/CFRA (employed by the city for at least one year and worked at least 1250 hours during the year preceding the leave), employee may be eligible for up to 12 work weeks total (the above four (4) work weeks plus an additional eight (8) work weeks) for bonding with the adopted child during the first year after adoption. The employee may be eligible for health benefits during the twelve (12) work week period at the same rate as prior to the leave as provided for under the existing MOU. During adoption leave, accrued vacation may be used by the employee at his or her option in order to receive for the leave. Sick leave may only be used during the leave in the event of illness or medical appointments of the adoptive child during the leave. 12.13 Catastrophic Leave a. The city will form a committee to establish a definition of catastrophic or life- threatening illness. This committee will evaluate each individual case when it is submitted to qualify to receive financial assistance. The only limitation is that the employee must be the one facing the illness. The committee has the right to ask the applicant to submit further documentation from their treating physician to determine the applicant's eligibility for catastrophic leave hours. b. All benefited employees will be eligible to receive assistance. An employee does not have to be a contributor to be eligible. An employee or their representative must complete a prescribed application form together with supporting medical documentation and submit it to the Human Resources Director when applying for funds. c. A recipient must have used all oF their available leave hours before he/she is eligible. d. The maximum amount is two months (LTD becomes available at this time). e. Vacation leave and compensatory time off are the only leave of absence hours that may be donated. An employee may not donate vacation leave hours which would reduce his/her total accrued leave balances to less than 80 hours. Leave credits may be donated in any pay period. All leave donations are irrevocable. Upon retirement or resignation, an employee can contribute up to 10 hours of sick leave provided that the employee has a minimum of 320 hours of sick leave, which has previously become vested. f. A leave of absence transfer drive will be held whenever necessary to provide for a minimum catastrophic leave balance which is the equivalent of 40 hours of the average hourly rate of full-time regular employment. Transfers may be in increments of one hour or more. All donations will be confidential. There will be no selling or coercion of employees to donate. If the bank is depleted, a transfer drive may be held at the request of the committee. g. Donated leave hours will be converted to cash and deposited in a time-bank where it will be available for distri 3ution. Checks will be issued to the recipient with the regular payroll which will keep the individual in an active employment mode with the city. This procedure prevents overpayments or corrections since it comes after the actual leave has been taken. No employee shall receive payment for more than 100% of their regular pay.