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(a) Authorization for Leave.
1. Up to four (4) months (nine (9) pay periods) of family or medical leave shall be provided for the purpose of childbirth, adoption, foster care of a child, or serious health condition of an “immediate family member” (as defined in Section 4.127) or “designated person” (effective January 1, 2023, as defined in Subsection (b) below), upon the request of the employee, or designation by Management in accordance with applicable Federal or State law, notwithstanding any other provisions in the Los Angeles Administrative Code to the contrary.
2. An employee may take leave under the provisions of this section if the employee has a serious health condition that makes the employee unable to perform the functions of the employee’s position.
3. Leave under the provisions of this section shall be limited to four (4) months (nine (9) pay periods) during a twelve (12) month period, regardless of the number of incidents. A 12-month period shall begin on the first day of leave for each individual taking such leave. The succeeding 12-month period will begin the first day of leave taken under the provisions of this section after completion of the previous 12-month period.
Exception: Under the provisions of this section, a pregnant employee may be eligible for up to four months (nine pay periods) for childbirth disability and up to an additional four months (nine pay periods) for purposes of bonding. See Subsection (d) of this section.
(b) Definitions.
1. Spouse means a husband or wife as defined or recognized under State law for purposes of marriage in this State.
2. Domestic partner means a named domestic partner in a confidential affidavit declaring the existence of said domestic partner and signed by the City employee, which is on file in the Employee Benefits Office, Personnel Department.
3. Parent means a biological, step, adoptive or foster parent, an individual who stands or stood in loco parentis to an employee, or a legal guardian. This term does not include parents “in law.”
4. Child means a biological, adopted, or foster child, a stepchild, a legal ward or child of a person standing in loco parentis, who is either under age 18, or age 18 or older and incapable of self-care because of a mental or physical disability.
5. Persons who are in loco parentis include those with day-to-day responsibilities to care for or financially support a child; or in the case of a parent of an employee, that person who had such responsibility for the employee when the employee was a child. A biological or legal relationship is not necessary.
6. Designated person, in accordance with California Government Code Sec. 12945.2(b)(2), effective January 1, 2023, “means any individual related by blood or whose association with the employee is the equivalent of a family relationship.” Family medical leave shall not be used for more than one designated person during an employee’s 12-month entitlement period, with the designated person being identified by the employee when leave is requested to care for that designated person.
(c) Eligibility.
1. The provisions of this section shall apply to all non-represented employees in all City departments who have been employed by the City for at least 12 months and who have worked at least 1,250 hours during the 12 months immediately preceding the beginning of the leave.
Exception: In accordance with Pregnancy Disability Leave under the California Fair Employment Housing Act (FEHA), on the first day of employment with the City, pregnant employees are eligible for up to four months (nine pay periods) of leave if disabled due to pregnancy.
2. Parents (including those who are domestic partners) who both work for the City may take leave under the provisions of this section at the same time to care for a new child by birth or adoption, or foster care of a child. “Bonding” leave commencing on or after September 1, 2018, by parents who both work for the City shall not be limited to the time allowed for only one employee. Instead, the bonding leave of each parent will be based separately on the period of time to which that parent is entitled, independent of the other parent.
(d) Conditions.
1. Pregnancy – The start of a leave for a pregnant employee shall start at the beginning of the period of disability that a health care provider certifies as necessary. Leave for the non-disability portion of childbirth may be taken before or after delivery.
In accordance with Pregnancy Disability Leave (PDL) under the California FEHA, pregnant employees who are disabled due to pregnancy, childbirth, or related medical conditions are eligible for up to four months (nine pay periods) of leave with medical certification certifying the employee is unable to work due to a pregnancy-related condition. PDL under the FEHA may be taken before or after the birth of a child, which shall run concurrently with pregnancy leave under the federal Family and Medical Leave Act of 1993, and must be concluded within one year of the child’s birth.
Employees (either parent) are also eligible for family leave (bonding) under the California Family Rights Act (CFRA), which shall be limited to four months (nine pay periods) and must be concluded within one year of the child’s birth or adoption. Whereas bonding leave for the pregnant employee may be taken before or after delivery, bonding leave for the non-pregnant employee shall be taken on or after the anticipated delivery or placement date of the child, except as may be necessary under Subsection (d)2. “Adoption”. (The administration of this leave shall be in accordance with Subsections (c)2. and (d)7. of this Section.)
2. Adoption – The start of a family leave for adoption shall begin on a date reasonably close to the date the child is placed in the custody of the employee. Leave for adoption or foster care of a child may also be granted prior to placement if an absence from work is required.
3. Family Illness – The start of a family leave for a serious health condition of a family member or designated person shall begin on the date requested by the employee or designated by Management.
4. Employee’s Own Illness – The start of a leave for the employee’s own serious health condition shall begin on the date requested by the employee or designated by Management.
5. A serious health condition is defined as an illness, injury, impairment, or physical or mental condition that involves any period of:
A. Incapacity or treatment connected with in-patient care in a hospital, hospice, or residential medical care facility; or
B. Incapacity requiring an absence of greater than three days involving continuing treatment by or under the supervision of a health care provider; or
C. Incapacity (or treatment therefrom) due to a chronic serious health condition; or
D. Incapacity that is permanent or long- term due to a condition for which treatment may not be effective; or
E. Any absences to receive multiple treatments (including any period of recovery therefrom) by, or on referral by, a health care provider for a condition that likely would result in incapacity or more than three consecutive days if left untreated; or
F. Any period of incapacity due to pregnancy or for prenatal care.
6. Workers’ Compensation / IOD – An employee receiving Workers’ Compensation benefits (either IOD or the rate provided in Division IV of the California Labor Code) who meets the eligibility requirements in Subdivision 1. of Subsection (c) of this section shall automatically be considered to be on family and medical leave, effective the first day of the employee’s absence.
7. Continuous / Intermittent Leave – All leave granted under this section shall normally be for a continuous period of time for each incident. An employee shall be permitted to take intermittent leave or work on a reduced schedule to take care of a family member with a serious health condition or for the employee’s own serious health condition when it is medically necessary. Management may require the employee to transfer temporarily to an available alternative position with equivalent compensation for which the employee is qualified that accommodates recurring periods of leave better than the employee’s regular position. Employees who elect a part-time schedule shall receive prorated compensated time off benefits in accordance with Section 4.110 of this Code during the duration of their part-time schedule.
In accordance with the California Family Rights Act (CFRA), leave for the birth, adoption, or foster care placement of a child of an employee (“bonding” leave) does not have to be taken in one continuous period of time. Under CFRA, the basic minimum duration of bonding leave is two weeks, and on any two occasions an employee is entitled to this bonding leave for a time period of less than two weeks’ duration. Any other form of intermittent leave, or work on a reduced schedule, for the purpose of bonding leave shall only be permitted at the discretion of Management. Bonding leave must be concluded within one year of the birth or placement of the child.
8. If any employee requires another leave for a separate incident under the provisions of this section during the same 12-month period, a new request must be submitted.
9. A personal leave beyond the four month (nine pay periods) of leave provided in this section may be requested, subject to the approval of the appointing authority and, if required, the Personnel Department, as provided under other City leave provisions.
10. Management has the right to request and verify the certification of a serious health condition by a health care provider for a leave under the provisions of this section. Management shall allow the employee at least 15 calendar days to obtain the medical certification.
11. Upon return from family or medical leave, an employee shall be returned to the employee’s original job or to an equivalent job.
(e) Notice Requirements.
1. Employee. When an employee requests family or medical leave, the employee must state the reason for the requested leave (e.g., childbirth, to care for an immediate family member with a serious health condition, etc.). When the necessity for a leave is foreseeable, the employee must provide at least 30 days’ notice. However, if the leave must begin in less than 30 days, the employee must provide as much advance notice as is practicable.
2. Management. In response to an employee’s request for family or medical leave, Management shall indicate whether or not the employee is eligible for such leave, if such leave will be counted against the employee’s annual family or medical leave entitlement, and any requirement for the employee to furnish medical certification. Management shall notify an employee if it designates leave, paid or unpaid, taken by an employee as family or medical leave-qualifying, regardless of whether or not the employee initiates a request to take family or medical leave.
(f) Applicable Time Off. Employees who are granted leave in accordance with this section shall take time off in the following order:
1. Childbirth (Mother).
A. Accrued sick leave (100% and 75%) or vacation for the entire period of disability that a health care provider certifies is necessary (including prenatal care or the mother’s inability to work prior to the birth), may be taken at the employee’s discretion.
B. For the non-disability portion of childbirth leave (before delivery or after (“bonding”)), accrued vacation available at the start of the leave shall be used prior to the use of time under C., D., E. and F. below.
C. Accrued 100% sick leave. The use of sick leave under this Subsection is at the employee’s discretion.
D. Accrued 75% sick leave, following use of all 100% sick leave. The use of sick leave under this Subsection is at the employee’s discretion.
E. Unpaid leave.
F. Accrued compensatory time off may be used at the employee’s discretion, with Management approval, after exhaustion of 100% sick leave (A. above). In accordance with the final Department of Labor Regulations, which became effective January 16, 2009, and govern the federal Family and Medical Leave Act, any use of accrued compensatory time off under this Subsection shall be counted against the employee’s annual family and medical leave entitlement.
2. Childbirth (includes father or domestic partner), Adoption, Foster Care, or Family Illness.
A. Annual family illness sick leave up to fifteen (15) days may be used at the employee's discretion. Such leave may be taken before or after the vacation described in B. below.
B. Accrued vacation shall be taken. Such time must be used prior to the use of time under C., D., E. and F. below.
C. Accrued 100% sick leave. The use of sick leave under this Subsection is at the employee’s discretion.
D. Accrued 75% sick leave, following use of all 100% sick leave. The use of sick leave under this Subsection is at the employee’s discretion.
E. Unpaid leave.
F. Accrued compensatory time off may be used at the employee’s discretion, with Management approval, after exhaustion of 100% sick leave (A. above). In accordance with the final Department of Labor Regulations, which became effective January 16, 2009, and govern the federal Family and Medical Leave Act, any use of accrued compensatory time off under this Subsection shall be counted against the employee’s annual family and medical leave entitlement.
3. Personal Medical Leave.
A. Accrued 100% sick leave may be used at the employee’s discretion. Such leave may be taken before or after the vacation described in C. below.
B. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in C. below.
C. Accrued vacation time.
D. Unpaid leave.
E. Accrued compensatory time off may be used at the employee’s discretion, with Management approval, after exhaustion of 100% sick leave (A. above). In accordance with the final Department of Labor Regulations, which became effective January 16, 2009, and govern the federal Family and Medical Leave Act, any use of accrued compensatory time off under this Subsection shall be counted against the employee’s annual family and medical leave entitlement.
(g) Sick Leave Rate of Pay. Payment for sick leave usage under (f)1., 2., and 3. shall be at the regular accrued rate of 100% or 75% as appropriate.
(h) Monitoring. Department management shall maintain such records as are required to monitor the usage of leave as defined in this section.
(i) Paid Parental Time.
1. The City will implement the Paid Parental Time pilot program for a pilot period of January 1, 2021, through June 30, 2025. This program provides eligible civilian full-time, half-time, and intermittent employees who experience a qualifying event up to six (6) weeks (240 hours) of 100% paid time off for pregnancy disability and/or to bond with their new child during Family and Medical Leave. Use of Paid Parental Time shall be limited to six (6) weeks (240 hours) as part of the employee’s Family and Medical Leave entitlement during the employee’s 12-month Family and Medical Leave anniversary period.
Notwithstanding the date range above, on March 24, 2024, the Paid Parental Time pilot program shall become permanent and the pilot program will no longer be in effect. Under the permanent program, Paid Parental Time shall increase from up to six (6) weeks (240 hours) to up to twelve (12) weeks (480 hours). Use of Paid Parental Time shall be limited to twelve (12) weeks (480 hours) as part of the employee’s Family and Medical Leave entitlement during each of the employee’s 12-month Family and Medical Leave anniversary periods.
Notwithstanding the date range above, on March 24, 2024, the Paid Parental Time pilot program shall become permanent and the pilot program will no longer be in effect. Under the permanent program, Paid Parental Time shall increase from up to six (6) weeks (240 hours) to up to twelve (12) weeks (480 hours). Use of Paid Parental Time shall be limited to twelve (12) weeks (480 hours) as part of the employee’s Family and Medical Leave entitlement during each of the employee’s 12-month Family and Medical Leave anniversary periods.
2. Paid Parental Time shall be available to eligible employees who have experienced any of the following qualifying events:
A. Birth of a child;
B. Disability due to pregnancy;
C. Long-term placement of a child for foster care;
D. Placement of a child for adoption; or
E. Placement of a child for legal guardianship.
3. Paid Parental Time may be used at the employee’s discretion without regard to any other available paid time off balance. During the pilot program, all eligible employees with a qualifying event shall receive up to six (6) weeks (240 hours) of Paid Parental Time regardless of any other paid time off balances (i.e., sick leave, vacation, compensatory time off, etc.). Effective March 24, 2024, all eligible employees with a qualifying event shall receive up to twelve (12) weeks (480 hours) of Paid Parental Time regardless of any other paid time off balances (i.e., sick leave, vacation, compensatory time off, etc.). Paid Parental Time may be used at the employee’s discretion at any time during Family or Medical Leave for pregnancy disability or bonding leave and taken on a continuous or intermittent basis in no less than one (1) hour increments. Employees must conclude Paid Parental Time within one (1) year of the child’s birth or placement. Paid Parental Time will be administered in the same manner as all other paid time off balances. Paid Parental Time does not accrue, carry over, or pay out upon retirement or separation from City service.
The provisions and administration of this section shall be in compliance with the Family and Medical Leave Act of 1993, the California Family Rights Act of 1993, and the Pregnancy Disability Leave provisions of the California Fair Employment and Housing Act.
SECTION HISTORY
Added by Ord. No. 165,312, Eff. 1-6-90, Oper. 12-4-89.
Amended by: Ord. No. 167,428, Eff. 12-6-91, Oper. 12-1-91; In Entirety, Ord. No. 170,101, Eff. 11-17-94, Oper. 7-1-94; Ord. No. 171,780, Eff. 11-17-97, Oper. 11-23-97; In Entirety, Ord. No. 175,048, Eff. 1-23-03; Subsecs. (a)3., (c)1., (d) and (e)2., Ord. No. 179,998, Eff. 7-11-08, Oper. 7-1-07; Subsecs. (b)5., (d)1., (d)5., (e)2., (f)1.F., (f)2.B., (f)2.F. and (f)3.E., Ord. No. 181,788, Eff. 7-19-11; Subsec. (b)5., Ord. No. 182,203, Eff. 8-10-12; Subsec. (c)1., Ord. No. 182,980, Eff. 4-18-14; Subsec. (f)2.A., Ord. No. 185,365, Eff. 12-27-17; Subsecs. (c)2. and (d)7., Ord. No. 186,345, Eff. 11-3-19; Subsec. (i) added, Ord. No. 186,936, Eff. 3-3-21; Subsec. (i)1., Ord. No. 187,186, Eff. 10-18-21; Subsec. (b)6. added and Subsecs. (a)1., (b)4., (c)2. and (d)3. amended, Ord. No. 187,931, Eff. 7-7-23; Subsec. (i), Ord. No. 188,285, Eff. 6-28-24.
(a) Except as set forth in Subsection (d), below, effective February 28, 2021, each full-time, non-represented employee, in addition to all other compensatory time, shall receive 40 hours per calendar year as Personal Leave. Personal Leave is defined as leave for any event requiring an employee’s immediate attention. Personal Leave shall only be taken in the calendar year in which it is credited and, if not taken, such time shall be deemed waived and lost. Personal Leave shall be taken in no less than one-hour increments. No employee shall be entitled to Personal Leave until the employee has completed six (6) months of City service (180 calendar days from the date of hire). Under no circumstances shall such time be compensated in cash upon separating from City service, retirement, or transfer from a non-represented position to a position represented by a bargaining unit, or for any other reason. From March 24, 2024 through December 31, 2028 only, this subsection shall be superseded by the provisions in Subsection (d), below.
(b) Effective February 28, 2021, for calendar year 2021 only, each part-time, non-represented employee, as defined by Section 4.110(a) and (b) of this Code, in addition to all other compensatory time, shall receive Personal Leave as listed below. All other terms and conditions as provided for full-time employees in Subsection (a) above are applicable.
1. Half-time - Civil Service: 20 hours
2. Half-time - Civil Service Exempt: 10 hours
3. Intermittent - Civil Service or Civil Service Exempt: 5 hours
(c) Except as set forth in Subsection (d), below, effective calendar year 2022, each part-time, non-represented employee, as defined by Section 4.110(a) and (b) of this Code, in addition to all other compensatory time, shall accrue Personal Leave on the basis of the total number of hours worked in the prior calendar year in relationship to the total number of hours required for full-time employment, not to exceed 40 hours in a calendar year. All other terms and conditions as provided for full-time employees in Subsection (a) above are applicable. From March 24, 2024 through December 31, 2028 only, this subsection shall be superseded by the provisions in Subsection (d), below.
(d) The City hereby implements a Personal Leave and Hourly Unspecified Holiday Time pilot program, which shall be in effect from March 24, 2024 through December 31, 2028, inclusive. Hourly Unspecified Holiday Time may be taken in one-hour increments and is available to employees who are eligible for Personal Leave. Hourly Unspecified Holiday Time shall only be taken in the calendar year in which it is credited and, if not taken, such time shall be deemed waived and lost.
1. Personal Leave and Hourly Unspecified Holiday Time for Calendar Year 2024. Any unused Personal Leave time credited to an employee in calendar year 2024, as provided in Subsection (a) above, shall be treated as follows:
A. Full-Time Employees.
(1) Effective March 24, 2024, a maximum of 24 unused hours of the 40 hours of Personal Leave provided under Subsection (a) above, shall remain as Personal Leave.
(2) Effective March 24, 2024, any remaining unused hours in excess of the 24 hours provided in Subparagraph (1) above shall be converted to Hourly Unspecified Holiday Time (maximum of 16 hours).
(3) Employees on active payroll status as of December 31, 2024, who have any unused balance of Personal Leave hours (maximum of 24 hours) as provided in Subparagraph (1) above shall be compensated by cash payment at 100% of the employee’s salary rate as of December 31, 2024. The payment shall be issued as soon as practicable after the end of calendar year 2024.
B. Part-Time Employees - Half Time and Intermittent.
(1) Effective March 24, 2024, a maximum of 60% of any remaining unused hours in an employee’s Personal Leave bank shall remain as Personal Leave time.
(2) Effective March 24, 2024, any remaining unused hours in excess of 60% of the hours provided in Subparagraph (1) above shall be converted to Hourly Unspecified Holiday Time.
(3) Employees on active payroll as of December 31, 2024, who have any unused balance of hours as provided in Subparagraph (1) above, shall be compensated by cash payment at the employee’s salary rate as of December 31, 2024. The payment shall be issued as soon as practicable after the end of calendar year 2024.
2. Personal Leave and Hourly Unspecified Holiday Time for Calendar Years 2025, 2026, 2027, and 2028.
A. Full-Time Employees.
(1) On January 1 of calendar years 2025, 2026, 2027, and 2028, each full-time employee shall, in addition to all other compensatory time, receive 24 hours of Personal Leave.
(2) On January 1 of calendar years 2025, 2026, 2027, and 2028, each full-time employee shall, in addition to all other compensatory time, receive 16 hours of Hourly Unspecified Holiday Time.
(3) Employees on active payroll status as of December 31 of calendar years 2025, 2026, 2027, and 2028 who have any unused balance of hours as provided in Subparagraph (1) above, shall be compensated by cash payment at the employee’s salary rate as of December 31, of each calendar year. The payment shall be issued as soon as practicable after the end of each calendar year.
B. Part-Time Employees - Half Time and Intermittent.
(1) On January 1 of calendar years 2025, 2026, 2027, and 2028, each part-time employee shall, in addition to all other compensatory time, receive up to 24 hours of Personal Leave time based on a proration of 0.0192 hours for each hour worked during the prior calendar year.
(2) On January 1 of calendar years 2025, 2026, 2027, and 2028, each part-time employee shall, in addition to all other compensatory time, receive up to 16 hours of Hourly Unspecified Holiday Time based on a proration of 0.0192 hours for each hour worked during the prior calendar year.
(3) Employees on active payroll status as of December 31 of calendar years 2025, 2026, 2027, and 2028, who have any unused balance of hours as provided in Subparagraph (1) above, shall be compensated by cash payment at the employee’s salary rate as of December 31 of each calendar year. The payment shall be issued as soon as practicable after the end of each calendar year.
The Personal Leave and Hourly Unspecified Holiday Time pilot program shall expire at the end of December 31, 2028.
SECTION HISTORY
Added by Ord. No. 186,954, Eff. 4-26-21.
Amended by: Ord. No. 188,284, Eff. 6-28-24.
(a) Requests for creation of new or additional positions shall be directed in triplicate by the appointing authority to the City Council. Such requests shall describe the position or positions desired, including the duties, responsibilities and pay range considered appropriate; and shall fully justify the necessity therefor.
(b) Such request shall be filed with the City Clerk and shall thereupon automatically stand referred to the Personnel Committee of the City Council. Upon such filing, the Clerk shall transmit the request to the Director of the Office of Administrative and Research Services and a copy thereof to the General Manager of the Personnel Department. The Director of the Office of Administrative and Research Services shall make a report and recommendation thereon to the Personnel Committee for the guidance of the Council, such recommendation to include, but not be limited to, the findings of the Director of the Office of Administrative and Research Services as to the necessity for such position or positions. Whenever the report of the Director of the Office of Administrative and Research Services recommends the creation of any new or additional position in the classified civil service, the Director shall transmit to the City Council concurrently with the Director’s report a report from the General Manager of the Personnel Department to the City Council indicating what changes, if any, in the classification plan will be required and what recommendations with reference thereto the said General Manager proposes to make to the Board of Civil Service Commissioners in case such recommended position or positions are created.
SECTION HISTORY
Based on Ord. No. 89,100.
Amended by: Ord. No. 90,377; Subsec. (a), (b), Ord. No. 148,663, Eff. 7-12-76, Oper. 7-4-76; Ord. No. 150,582, Eff. 3-24-78, Oper. 4-1-78; Subsec. (b), Ord. No. 164,741, Eff. 5-27-89, Oper. 7-1-89; Ord. No. 173,308, Eff. 6-30-00, Oper. 7-1-00.
No positions vacated by the retirement, death, resignation, discharge, transfer or any other means, of any person employed in any of the classifications enacted by this Code, shall be filled unless specific authorization therefor is first granted by the City Council. All requests for such authorization shall be made directly to the City Council.
The Board of Civil Service Commissioners shall not certify or approve the name of any successor to fill such vacancy nor shall the City Controller approve any payroll which contains the name of any employee whose appointment does not conform to the provisions of this section.
The provisions of this section shall not apply to any officers of the City as defined by the Charter.
SECTION HISTORY
Based on Ord. No. 89,100.
Amended by: Ord. No. 96,925.
Whenever requested by the appointing authority of any department, or upon its own motion, the Council by order or resolution may grant authority for:
(a) The employment of personnel in cases where no department personnel authority exists provided that the class of position in which such employment is to be made is contained in Schedule “A”; provided, however, that any such order or resolution may, by its terms be made to take effect at the beginning of the next ensuing fiscal year from its adoption, but in no event shall such order or resolution be effective for any purpose beyond the end of this said ensuing fiscal year.
(b) The filling of any position in conformity with the provisions of any department personnel ordinance or any amendment thereto pending the effective date of such ordinance or amendment, provided that such position is included in one of the classes of positions contained in Schedule “A”.
Such employment authorization shall, before it becomes effective, be presented to the Mayor for the Mayor’s approval and the Mayor’s signature if the Mayor approves it; if not, the Mayor shall endorse thereon the date of presentation to the Mayor, and return it to the Council with the Mayor’s objections in writing. The Council, at its first meeting after the return of such employment authorization and objections, shall proceed to reconsider its adoption. Upon such reconsideration it shall in all cases require the votes of two-thirds of the whole Council to pass such employment authorization over the veto of the Mayor. If any such employment authorization shall not be returned to the Council by the Mayor with the Mayor’s objections in writing within ten (10) days after it shall have been presented to the Mayor, it shall become effective and be valid as if the Mayor had approved and signed it.
SECTION HISTORY
Based on Ord. No. 89,100.
Amended by: Ord. No. 99,929.
All salaries and wages herein provided shall be paid bi-weekly unless otherwise provided by ordinance; provided that employees who may be hired on occasional or emergency work shall be entitled to receive their salaries or wages on the completion of the work for which they were hired.
The monthly equivalent of the bi-weekly rate shall be computed by dividing the biweekly rate by eighty (80) and multiplying the quotient thus obtained by one hundred and seventy-four (174).
The bi-weekly rate for annual rates fixed in Schedule “A’‘ of this Chapter shall be computed by dividing the prescribed annual rate by two thousand and eighty-eight (2,088) and multiplying the quotient thus obtained by eighty (80).
SECTION HISTORY
Based on Ord. No. 89,100.
Amended by: Ord. No. 107,434; Ord. No. 140,559, Eff. 6-19-70, Oper. 7-1-70; Ord. No. 140,865, Eff. 9-8-70.
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