HomeMy WebLinkAboutResolution 2010-017 sabbatical program for fiscal year 2011MARANA RESOLUTION N0.2010-17
RELATING TO PERSONNEL; AUTHORIZING STAFF TO IMPLEMENT A SABBATICAL
PROGRAM -FOR FISCAL YEAR 2011; AND DECLARING AN EMERGENCY
WHEREAS the Town Council is authorized by Section 3-3-3 of the Marana Town Code
to adopt personnel rules, regulations and policies that follow the generally accepted principles of
good personnel administration and which may be modified or changed from time to time; and
WHEREAS the Town Council finds that authorizing staff to implement the Sabbatical
program for fiscal year 2011 as described in the Sabbatical program outline is in the best interests
of the Town and its residents.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE
TOWN OF MARANA, ARIZONA, AS FOLLOWS:
SECTION 1. The Town of Marana hereby approves the Sabbatical program for fiscal
year 2011 as described in the Sabbatical program outline, attached to and incorporated by this
reference in this resolution as Exhibit A.
SECTION 2. The Town's Manager and staff are hereby directed and authorized to
undertake all other and further tasks required or beneficial to carry out the terms, obligations, and
objectives of the Sabbatical program.
SECTION 3. Since it is necessary for the preservation of the peace, health and safety of
the Town of Marana that this resolution become immediately effective, an emergency is hereby
declared to exist, and this resolution shall be effective immediately upon its passage and
adoption.
PASSED AND ADOPTED BY THE MAYOR AND COUNCIL OF HE TOWN OF
MARANA, ARIZONA, this 16th day of February, 2010.
Mayor Ed onea
ATTEST:
~,
' ocelyn .Bronson, Town Clerk
APPR VED AS TO FORM:
rank Ca idy, Town Att ey
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EXHIBIT A TO MARANA RESOLUTION NO. 2010-17
SABBATICAL PROGRAM
OUTLINE
The purpose of the Sabbatical Program is to provide employees with a means to take unpaid
time off from work in increments of not less than 30 calendar days. A Sabbatical is considered
a voluntary leave of absence. This program is offered to facilitate reductions to the FY 2011
budget during the current economic crisis.
Definitions
1. Benefit-eli ig ble-regular full- and part-time classified and unclassified employees.
Part-time employees must have a normal schedule that is at least 20 hours but less than 40
hours per week.
2. Department Seniority-for the purposes of this program only, this is defined as the length
of service in a department, from the most recent date of hire.
3. Election Period -March 1, 2010 through April 30, 2010
4. FY 2011-July 1, 2010 through June 30, 2011.
5. Sabbatical-unpaid time off from work in increments of not less than 30 calendar days; not
to exceed 180 calendar days in the fiscal year. Sabbatical periods can be contiguous or
intermittent.
6. Sabbatical Period-a unit of time measured as 30 calendar days.
7. Town Seniority-the length of continuous service with the Town in a regular full-time or
regular part-time position, from the most recent date of hire.
Eligibility
Regular full- and part-time classified employees who have successfully completed an initial evaluation
period, as defined in the Town's Personnel Policies and Procedures, may voluntarily elect to take a
Sabbatical pursuant to this program. Additionally, regular full- and part-time classified employees
serving in an initial evaluation period in a promotional position, as defined in the Town's Personnel
Policies and Procedures, may voluntarily elect to take a Sabbatical pursuant to this program; however,
any unpaid time off work will not be credited toward the employee's successful completion of the
initial evaluation period in the promotional position. Unclassified employees may voluntarily elect to
take a Sabbatical pursuant to this program.
Policies and Procedures
1. Employees who elect to participate in the Sabbatical Program must identify the number
of Sabbatical days off they will take in FY 2011 by completing a voluntary Sabbatical
election form. This form will be available from the Human Resources Department.
The employee must submit the form to his/her Department Head and General Manager
(if applicable). The employee's Department Head and/or General Manager shall take
into account operational considerations in determining whether to approve or
disapprove the request. If approved, the form will be forwarded to the Human
Resources Department. All forms must be received by Human Resources during the
election period.
2. The employee's election to take a Sabbatical is irrevocable as of the close of business
(5:00 p.m.) Apri130, 2010.
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EXHIBIT A TO MARANA RESOLUTION NO. 2010-17
3. Requests for Sabbatical must be approved by the Town Manager before the employee
may take the Sabbatical.
4. Time off must be taken in increments of 30 calendar days; 30-day increments can be
contiguous or intermittent; the employee may take a maximum of 180 calendar days off
as Sabbatical during the fiscal year.
5. Employees who elect a minimum of one Sabbatical period in FY 2011 will not be
subject to any mandatory pay reduction requirements implemented by the Town
Council as part of the FY 2011 budget if the budgetary savings achieved from the
employee's Sabbatical is equivalent to or exceeds the mandatory pay reduction
implemented by Council.
6. Employees who elect to take Sabbatical may still be subject to layoff and/or job
elimination due to a shortage of work or funds or a material change in duties or
organization.
7. The work load of the employee electing Sabbatical must be able to be absorbed by
existing staff in a manner that will not incur overtime costs or additional expenditures.
8. Employees on Sabbatical will maintain their Town and department seniority.
9. While on Sabbatical, benefit-eligible employees will maintain all Town benefits
associated with their current position (e.g. vacation/sick leave accruals, health
insurance), with the exception of retirement benefits. State law and ASRS and PSPRS
rules determine an employee's retirement benefits and eligibility (see below). The
Town will continue to pay the Town's portion of the health insurance premium. In
order to remain health benefit eligible, it will be the responsibility of the employee to
make timely payment of the employee's portion, if any, of the health insurance
premium to the Finance Department.
10. A position left unoccupied by an employee on Sabbatical may be filled by a WRAP
assignment if duties and responsibilities associated with the unoccupied position cannot
be absorbed by other personnel.
11. Upon completion of a Sabbatical, the employee will return to his/her position, unless
the Town has experienced a reduction in force and/or reduction in work hours due to a
shortage of work or funds or a material change in duties or organization. If a position is
not available due to a reduction in force, the layoff provisions of the Town's Personnel
Policies and Procedures will apply.
12. Employees on Sabbatical shall not be paid for Town-approved holidays during the
unpaid Sabbatical period.
13. Employees on Sabbatical shall not receive any vehicle or cell phone allowances during
the unpaid Sabbatical period and shall return any Town-issued cell phones or
take-home vehicles to the Town during the unpaid Sabbatical period.
ASRS and PSPRS
For employees participating in the Town's retirement programs (ASRS or PSPRS), unpaid Sabbatical
leave will have an impact on the employee's retirement. Employees considering Sabbatical should
consult with the retirement system to determine how the unpaid Sabbatical will affect them. The
Human Resources Department will assist employees as appropriate to facilitate employee consultation
with ASRS and PSPRS.
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