HomeMy WebLinkAboutAgenda Packet - Novmember 1, 1993 - CC 0 OF AZUSA4447 de / 61
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PUBLIC GIORKS DEPARTI'&VT
AGENDA ITEM
TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
,`PS FROM: LOUIE H. PEDROZA JR. , SUPERINTENDENT OF PUBLIC WORKS
VIA: HENRY GARCIA, CITY ADMINISTRATOR
DATE: NOVEMBER 1, 1993
SUBJECT: ADOPT-A-WALL PROGRAM RESOLUTION NO.
Resolution No. before you is the final process in
negotiations between the City of Azusa and Caltrans, regarding
adoption of all freeway sound walls within the east/west bound 210
freeway.
Resolution approval will authorize the Public Works Department to
remove graffiti on the front and back sides of all freeway sound
walls from the westerly City limits to Grand Ave. in the City of
Glendora.
Caltrans safety criteria will not permit our agency within 25 feet
of freeway roadway. Caltrans will furnish the City with recycled
paint at no cost.
Staff is confident that the additional workload will not affect our
current level of service. Graffiti removal has been evaluated to
be on the decline.
RECOMMENDATION: dood.
Staff is requesting that Council approve Resolution No.
authorizing the Adopt-A-Wall Program with Caltrans.
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213 East Foothill Blvd.,P.O. Box 1395,Azusa,California 91702-1395
(878) 334-5125
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF AZUSA AUTHORIZING THE CITY ADMINISTRATOR
TO FILE A PERMIT APPLICATION WITH CAL TRANS
TO PARTICIPATE IN THE ADOPT-A-WALL GRAFFITI
REMOVAL PROGRAM, AND UPON APPROVAL TO EXECUTE
RELATED DOCUMENTS AND AGREEMENTS.
WHEREAS, the State Department of Transportation (CalTrans)
operates an "Adopt-a-Wall" Program which permits a city to participate in the
removal of graffiti from sound barrier walls along the freeway and along "on"
and "off" ramps in that particular municipality's geographic boundaries; and
WHEREAS, the City of Azusa wishes to participate in this Program
and must file a permit application; and
WHEREAS, CalTrans requires that a permit application be
accompanied by a resolution from the City's governing body;
NOW, THEREFORE, BE IT RESOLVED by the City Council of
the City of Azusa that the City Administrator is authorized to file a permit
application on behalf of the City of Azusa to participate in the CalTrans "Adopt-
a-Wall" Program to remove graffiti on all sound walls pertinent to the safety
criteria established by CalTrans, on that portion of the eastbound and westbound
Los Angeles 210 Freeway which runs within the City of Azusa and east to Grand
Avenue within the City of Glendora. The City Administrator is authorized to
execute any related documents and the City Clerk is directed to attest to the City
Manager's signature thereon.
PASSED, APPROVED AND ADOPTED this 1st day of November,
1993.
MAYOR
I HEREBY CERTIFY that the foregoing Resolution was duly
adopted by the City Council of the City of Azusa at a regular meeting thereof,
held on the 1st day of November, 1993, by the following vote of the Council:
AYES:
NOES:
ABSENT:
CITY CLERK
TO: HONORABLE CHAIRMAN AND BOAR ID OF DI- CTORS
FROM: DOTTIE WALLACE, PERSONNEL ANAL
VIA: HENRY GARCIA, EXECUTIVE DIRECTOR
DATE: OCTOBER 26, 1993
SUBJECT: HUMAN RESOURCES ACTION ITEMS--NEW FORMAT
The attached memorandum of Human Resources Action Items represents not only a new format, but also includes an
additional category of Leave Requests. This format is selected to place all of the Human Resources action items
on one document rather than having separate agenda items for each item.
A new category of Leave Requests is included to designate requests made in accordance with prevailing Memoranda
of Understanding, Rules of the Civil Service System, state (California Family Rights Act) and federal (Family and
Medical Leave Act) laws which provide that an employee may take leave to care for a seriously ill family member, the
birth or adoption of a child, or in the event of the employee's own serious illness.
In the case of an employee's request for family leave within state and federal laws, some of the leave that an
individual may be entitled to may be paid from accrued sick, vacation, or compensatory leaves, but a portion of it may
also fall within the leave without pay category which requires Council approval. It should be noted, however, that
approval of such requests are mandatory provided the employee meets the criteria and provides the required
documentation.
I have noted for your information the maximum amounts of Industrial Leave (compensation at the regular rate of pay
in lieu of workers' compensation temporary disability payments) that are provided for in memoranda of understanding
or resolutions of compensation and benefits, all approved by Council.
Azusa City Employees' Association 6 months
Non-Represented Classified Employees 6 months
International Brotherhood of Electrical Wkrs 6 months
Civilian Association of Police Personnel 9 months
Azusa Police Management Association 12 months'
Azusa Police Officers Association 12 months`
Middle Management Association 12 months
Non Represented Middle Management 12 months
Executive 12 months
Section 6.6. Workers'Compensation of the City of Azusa Civil Service System (see attached) would apply to those
individuals not covered by a bargaining unit (i.e. Headstart Program) and those instances where an injured worker has
exhausted the Industrial Leave maximums that are provided for in a memoranda of understanding.
A brief synopsis of the FMLA is attached for your review and information. The California Family Rights Act has
recently been amended to conform to the federal FMLA and information is not available as yet.
In recognition of an individual's privacy, required documentation and/or certification for the various leave requests are
on file in the Human Resources Office, but will not be included in the agenda packets.
attachments: Section 6.6. Workiers'Compensation, Rules of the Civil Service System
Synopsis of Family and Medical Leave Act of 1993 (U.S. Department Of Labor)
`Section 4850 State of California Labor Code /
•
CITY OF AZUSA, RULES OF THE CIVIL SERVICE SYSTEM; Adopted: 5-16-88
service shall be considered City employment for computation of
seniority and salary adjustments.
Employees who are called or volunteer for services with the armed
forces of the United States or the California National Guard
shallbe entitled to be considered for reinstatement in accordance
with the provisions of these rules.
An employee promoted to fill a vacancy created by a person
serving in the armed forces shall hold such position subject to
the return of the veteran. The employee affected by the return
shall be restored to the position he or she had held previously
or any other equivalent position.
A new employee hired to fill a vacancy created by a person
serving in the armed forces shall hold such position subject to
the return of the veteran. The employee affected by the return
shall be placed in as nearly equal a vacant position as may
exist, or if no such position exists, may be subject to lay-off.
6.6. WORKERS' COMPENSATION
All employees of the City will be coverd
none-safety employee
workers' whois
compen-
sation laws of the State. Any dafY PkYrs
eligible for temporary disability payments under the workers'
compensation law, shall, for the duration of such payments,
receive only that portion of his/her regular salary which,
together with said payments, will equal his/her regular salary.
Unless otherwise advised in writing within a five-day period,
such salary payments made during a period of temporary disability
due to an on-the-job injury shall be charged against the
employee's accumulated sick leave or vacation leave at the
election of the employee, for up to a period of 90 calendar days.
Paid leave may be continued beyond 90 calendar days subject to
review by the City Council to a maximum of one (1) calendar year.
Supporting medical documentation must accompany such request for
leave and be submitted thirty (30) days prior to expiration date.
In order not to work an undue hardship on the employee caused by
the time lag involved in temporary disability, the employee, at
the discretion of the Human Resources Office, may be paid his/her
full salary to the extent of accumulated sick leave or vacation
leave, and on receipt of temporary disability payments shall
endorse such payments to the City.
An employee on temporary disability leave in accordance with the
laws of the State, may continue to accrue all benefits while on
such leave, including salary adjustments, sick leave, vacation
and seniority.
RULES OF CIVIL SERVICE SYSTEM
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FMLA requires covered employers to provide up to employer for at least one year, and for 1,250 hours over .
12 weeks of unpaid, job-protected leave to "eligible" the previous 12 months, and if there are at least 50
employees for certain family and medical reasons. employees within 75 miles.
Employees are eligible if they have worked for a covered
• Upon return from FMLA leave, most employees must be
Reasons For Taking Leave: restored to their original or equivalent positions with
equivalent pay, benefits, and other employment terms.
Unpaid leave must be granted for any of the following • The use of FMLA leave cannot result in the loss of any
employment benefit that accrued prior to the start of an
reasons: employee's leave.
• to care for the employee's child after birth, or placement
for adoption or foster care; •
• to care for the employee's spouse, son or daughter, or Unlawful Acts By Employers:
parent, who has a serious health condition; or
• for a serious health condition that makes the employee FMLA makes it unlawful for any employer to:
unable to perfoan the employee's job.
• interfere with, restrain, or deny the exercise of any right
At the employee's or employer's option, certain kinds of provided under FMLA:
paid leave may be substituted for unpaid leave. • discharge or discriminate against any person for opposing
any practice made unlawful by FMLA or for
involvement in any proceeding under or relating
Advance Notice and Medical to FMLA.
Certification:
The employee may be required to provide advance leave Enforcement:
notice and medical certification. Taking of leave may be
denied if requirements are not met. • The U.S. Department of Labor is authorized to
investigate and resolve complaints of violations.
• The employee ordinarily must provide 30 days advance • An eligible employee may bring a civil action against an
notice when the leave is "foreseeable." employer for violations.
• An employer may require medical certification to support
a request for leave because of a serious health condition, FMLA does not affect any Federal or State law prohibiting
and may require second or third opinions (at the discrimination, or supersede any State or local law or
employer's expense) and a fitness for duty report to collective bargaining agreement which provides greater
return to work. family or medical leave rights.
Job Benefits and Protection: For Additional Information:
• For the duration of FMLA leave, the employer must Contact the nearest office of the Wage and Hour
maintain the employee's health coverage under any Division, listed in most telephone directories under
"group health plan." U.S. Government, Department of Labor.
U.S. Department of Labor WH Publication 1420
* Employment Standards Administration June 1993
Wage and Hour Division
Washington, D.C. 20210
• U S G.PO.:353806