HomeMy WebLinkAboutRES NO 6-99RESOLUTION NO.
6'99
A RESOLUTION SETTING SALARIES AND
RELATED BENEFITS FOR OFFICERS AND
EMPLOYEES OF THE GENERAL SUPERVISORY,
POLICE SUPERVISORY AND MANAGEMENT UNITS.
WHEREAS, the Charter of the City of Bakersfield, Section 12, authorizes the
City Council to provide for salaries and related benefits for officers and employees of the
City; and
WHEREAS, the Council has determined what such salaries and related
benefits should be for such officers and employees of the City to be in effect on January
8, 1996.
SECTION 1.
Resolutions No. 109-94, 133-94, 201-94, 31-95, 68-95, 102-95, 103-95, 190-95, 19-96 and
86-98 are superseded by this Resolution.
SECTION 2.
Term of Agreement
This Resolution shall commence on December 21, 1998, and expire at 12:00 midnight on
January 1,2001, for the General Supervisory and Management Units.
This Resolution shall commence on December 22, 1997, and expire at 12:00 midnight on
December 31, 2000, for the Police Supervisory (Safety and Non-Safety) Unit.
SECTION 3.
Salary Schedule
Commencing on December 21, 1998, or as otherwise therein specified, the attached
documents shall be the Salary Schedule for General Supervisory, Police Supervisory and
Management Units and City Attorney and is hereby adopted and incorporated into this
Resolution as though fully set forth herein, thereafter this Resolution shall be published in
printed form.
Salary ranges shall be increased for General Supervisory and Management employees
according to the effective dates described in the following schedule:
December 21, 1998
December 20, 1999
December 18, 2000
2.5%
2.5%
COLA based on U.S. CPI
for all cities as of October,
2000
Salary ranges shall be increased for Police Supervisory (Safety and Non-Safety)
employees according to the effective dates described in the following schedule:
December 22, 1997
December 21, 1998
December 20, 1999
3.0%
2.5%
2.5%
The City shall reopen negotiations for salary adjustments if salary compaction issues are
created in a department due to salary settlements for subordinate employees in that
department during the term of this resolution.
SECTION 4.
D,
Car and Mileage Allowances
Effective January 4, 1999, department heads who are not furnished an official City
car shall be reimbursed for automobile use at the rate of ONE HUNDRED
DOLLARS ($100.00) per week. Members of the City Council shall be reimbursed
for automobile use at a rate equivalent to that designated for department heads.
Effective January 4, 1999, Management employees not fumished an official City car
and who are not department heads shall be reimbursed at the rate of twenty-five
percent (25%) of the Department Head allowance.
Mileage allowances on the above where the car is in use on City business shall be
allowed based upon factors of gasoline costs and maintenance costs; provided,
however, that City officers named in Subsection A. shall receive mileage allowances
only for out-of-town travel on City business.
The car allowance provided in Subsection A. shall be annually determined based
upon the factors of leasing costs, gasoline costs and up-keep cost increases, if any,
from year to year.
2
SECTION 5.
Medical and Dental Insurance
All future meeting and conferring and decisions regarding the structure of medical/dental
insurance coverage shall take place through the Joint City/Employee Medical Insurance
Committee. The Committee shall consist of representatives from each Unit and the City.
There shall be a good faith effort to make all decisions by October 31 of each year.
Discussions as to the City's contribution toward medical/dental insurance shall continue to
be determined through the formal meet and confer process between the City and the
individual Units.
General Supervisory. Police Supervisory Units (Safety and Non-Safety) and Management
Units. Effective the July 15, 1994, paycheck the City shall contribute toward a medical,
vision, and dental plan for all employees of the General Supervisory and Management
Units, an amount equivalent to eighty percent (80%) of the total premium cost, and the
employee will contribute an amount equivalent to twenty percent (20%). The City shall
continue to provide a one hundred percent (100%) contribution toward a medical and dental
plan for the Mayor and members of the Council.
Long Term Disability. The City will review the employee-paid long term disability plan and,
to the extent provided by the Municipal Code, provide coordination with sick leave policies
and long term disability benefits. The City Manager will retain authority to determine
medical leave without pay status for employees who request such leave.
Retired Safety Employees. The fifteen-year minimum requirement for participation shall
be waived for employees retiring and awarded a job-related disability. Employees retiring
with job-related disability shall be credited with either eight (8) years of service or their
actual accumulated service time, whichever is greater for the purpose of calculating the
retiree medical allowance under the City's adopted formula.
Retired Non-Safety Employees. Effective January 1, 1985, only employees retiring with
a minimum of fifteen (15) years accumulated service shall be eligible for participation in the
Retiree Medical Insurance Program. The fifteen-year minimum shall be waived for
employees retiring because of disability.
Retiree Medical. Eligibility and contributions toward retiree medical insurance shall be as
set forth in the Supplemental Memorandum of Understanding between the City and Blue
and White Collar Units regarding health benefits dated November 23, 1988.
Effective immediately, any employee eligible to receive retiree medical insurance coverage
who is eligible for Medicare coverage (Part A), whether through the City of Bakersfield,
other employers, spouse coverage, or for any other reason, shall be required to obtain and
utilize such coverage as a condition for receiving coverage under the City's plan.
Retiree Medical - Management and General Supervisory Employees hired after April 1,
1996. Employees hired after April 1, 1996 will be eligible for retiree medical under the
following conditions:
a)
Participation in the City retiree medical insurance plan will be offered to those
employees who retire following twenty (20) years of permanent service or retire due
to disability. Such retirees will receive a premium subsidy based upon 3% per year
of service up to a maximum of 30 years (90%), of the lower of the HMO or Fee-For-
Service Single rate. In no case shall a retiree in this class receive more than 90%
of their applicable rate structure (i.e. single without medicare rate, single with
medicare rate, etc.) in subsidies from the City.
b)
Any employee eligible to receive retiree medical insurance coverage who is eligible
for Medicare coverage (Part A) whether through the City of Bakersfield, other
employers, spouse coverage, or for any other reason, shall be required to obtain
and utilize such coverage as a condition for receiving coverage under the City's
retiree medical plan.
c)
Employees hired after April 1, 1996, shall not be eligible to receive the 42% Fee-For-
Service plan subsidy.
SECTION 6.
Life Insurance
The City shall provide a basic term life insurance policy of $2,000 value for City Council
members and all employees included within this Resolution. In addition, the City shall
provide contributions toward a life insurance plan as follows:
Management Unit- One hundred percent (100%) of the insurance premium for each
officer and employee, such insurance coverage equal to their projected annual base
salary to the nearest $500.
General Employees, Supervisory Unit - One hundred percent (100%) of the life
insurance premium for a policy equal to the employee's projected annual base
salary to the nearest $500 of a minimum amount of $15,000.
C,
Police Supervisory Unit - One hundred percent (100%) of the insurance premium
for each employee, such insurance coverage equal to the employee's annual base
salary to the nearest $500.
De
All of the provisions of Section 6. are subject to each officer's or employee's option
to have insurance in the amounts they desire within the limitations herein set forth.
SECTION 7.
Deferred Income
All probationary and full-time employees of the City shall be eligible to participate in the
City's Deferred Income Plan.
Management employees shall be eligible to participate in a management retirement
savings plan which provides that for every two dollars ($2.00) the employee contributes to
a deferred compensation plan, the City will contribute one dollar ($1.00), up to two percent
(2%) maximum of the employee's annual base salary per calendar year.
SECTION 8.
Administrative Leave
Officers and employees may be granted administrative leave under Section 2.84.620(d)
of the Bakersfield Municipal Code and Section III - 1.3.3 of the Administrative Rules with
the approval of the department head and the City Manager.
SECTION 9.
Uniform and Tool Allowance
The City shall provide a uniform allowance as follows:
A. Police Supervisory and Police Management, safety members - according to the
following schedule, payable on July 1 st:
July 1,1998 $800
July 1,1999 $850
July 1,2000 $900
If such employee terminates before July 1 of the following fiscal year, said employee shall
reimburse City on a pro rata basis.
Motorcycle Officers, Police Supervisory - Additional TVVENTY-FIVE DOLLARS
($25) per quarter.
Miscellaneous and Police Supervisory, (Non-Safety) employees who are required
to wear a uniform shall be provided with a THREE HUNDRED FORTY DOLLARS
($340) per year uniform allowance, payable semi-annually. Effective January 1,
1996. this amount will be modified to THREE HUNDRED FIFTY-FOUR DOLLARS
($354) per year. Effective July 1, 1996, this amount wilt be modified to THREE
HUNDRED SIXTY-SIX DOLLARS ($366) per year. Effective July 1, 1997, the
above amount shall be modified to THREE HUNDRED SEVENTY-NINE DOLLARS
($379) per year. This allowance is to be paid in advance every six months on a pro
rata basis.
If an employee terminates before conclusion of the period for which payment has
been received, such employee shall reimburse City on a pro-rata basis.
Fire Management - Effective July 1, 1993, the uniform allowance shall be increased
to SIX HUNDRED EIGHTY DOLLARS ($680). Effective December, 1993, the
Butwin jacket shall become a mandatory uniform item. Payments shall be made
with one-half of the annual amount payable on July 1, and the remaining one-half
payable on December 1. If an employee terminates before the period for which
payment has been received, such employee shall reimburse City on a pro rata
basis.
General Supervisory employees required to wear uniforms will be furnished uniforms
at no cost to the employee.
General Supervisory employees who are required to provide a full complement of
hand tools shall be reimbursed for replacement of such tools up to THREE
HUNDRED TWENTY-FIVE DOLLARS ($325) annually.
SECTION 10.
Accumulated Sick Leave
Payment of accumulated sick leave in event of death or resignation of a member of the
Management Unit, General Supervisory Unit and Police Supervisory Unit (Safety and Non-
Safety) shall be as follows:
One-half (¼) of the unused sick leave shall be paid to the member's beneficiary or
estate in the event of such member's death prior to his separation from City
employment after ten (10) years service.
One-half (¼) of the unused sick leave shall be paid to such member whose
employment is terminated for any reason, other than discharge, after ten (10) years
service.
SECTION 11.
Sick Leave Conversion
Effective for the 1995 sick leave conversion and thereafter, General Supervisory, Police
Supervisory and Management employees accrue sick leave at the rate of twelve (12) days
per calendar year, with a maximum accrual of one hundred twenty (120) days. An
employee who has an accrued balance at the end of the calendar year, which exceeds one
hundred twenty (120) days will receive one hundred percent (100%) of his/her accruals in
excess of one hundred twenty (120) days as vacation and may convert and be paid for up
to seventy-five (75%) of that amount of vacation. The amount to be converted must be
designated by the employee no later than the following January 31, which will be paid to
employee the second pay day in February. Employees receiving the above conversion will
not receive any sixty (60) to one hundred twenty (120) day conversion of sick leave for that
calendar year. ~ he previously established non-conversion sick leave "bank" will no longer
exist for this group.
Sick Leave Pay-Out - Police Supervisory and Police Management (Safety Only)
The parties mutually acknowledge that the large majority of Police Supervisory Unit and
Police Management Unit retirements take place as disability, not service retirements. The
parties considered this practice problematic. The parties agree that service retirements,
when practical, are preferable and create the possibility of significant savings for the City
and the taxpayers. For this reason, for the term of this Agreement, the parties agree that
individuals retiring with twenty-five (25) years or more of permanent service and with a
service retirement shall be entitled to a premium sick leave pay-out. Specifically,
individuals shall receive an additional 25% of accrued sick leave at the time of retirement
beyond that provided for in City Code Section 2.84.570. This payment shall not be
considered gross renumeration for purposes of retirement.
Except as provided below, any employee converting the service retirement to a disability
retirement within five (5) years of the date of retirement shall refund this premium sick leave
payment to the City. If repayment is required, a reasonable repayment schedule shall be
established between the employee and the City. Exceptions to the repayment requirement
may be made as follows:
1. No repayment shall be required if an employee dies after retirement and the
survivor's allowance is converted to a disability allowance.
The City Manager will waive repayment in the event of a catastrophic event resulting
in substantial disability from heart attack, stroke or cancer for the employee.
Substantial disability is defined as a disability which would have required the
retirement of the employee if still in active service.
SECTION 12.
Designated Holidays - General Supervisory,
Police Supervisory (Safety and Non-Safety) and Management Units
All eligible employees in the General Supervisory, Police Supervisory (Safety and
Non-Safety) and Management Units not working on a shift basis shall observe the
following eight-hour holidays with pay for calendar year 1999 as follows:
Monday January 18
Monday February 15
Monday May 31
Monday July 5
Monday September 6
Thursday November 11
Thursday November 25
Friday November 26
Friday December 24
Friday December 31
-1999-
Three floating holidays to be credited June 21, 1999.
Martin Luther King, Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
New Year's Eve
Previously accrued floating holidays must be used by June 20, 1999, or they will be
forfeited.
Whenever a holiday falls on a Sunday, the following Monday shall be observed.
Whenever a holiday falls on a Saturday, none of the above shall be observed as a
holiday.
Employees assigned to seven-day per week shift schedules shall observe the
actual, not the observed holiday.
Floating Holidays. Each employee in the General Supervisory, Police Supervisory
(Safety and Non-Safety) and Management Units not working on a shift basis, who
is employed by the City when floating holiday is credited, shall be eligible for floating
holiday(s). Floating holiday(s) must have prior departmental approval and shall be
consistent with the efficient operation of the affected department and its activities.
Eligibility. All probationary and full-time employees except those employees who are
absent without pay one-half (¼) day or more immediately before and/or after the
holiday, shall be eligible to observe holidays in the manner herein provided.
Solid Waste Holidays. The Solid Waste Division will work all designated holidays,
excluding New Year's Day, July 4th, Thanksgiving Day, Christmas Day and those
days the landfill is closed. Employees working on the next scheduled route day
following a holiday off shall be paid an additional four (4) hours of straight time for
that day. Overtime compensation on those days (next scheduled route day) shall
commence with the ninth hour of actual work.
Holiday Work. When such employee is required to work on a holiday, the eligible
employee shall be credited for the holiday once at the straight time rate and shall be
credited once again for the actual time worked as overtime at the employee's
applicable overtime rate. General Supervisory Unit employees working on a holiday
designated in Subsection A. shall be credited for overtime at time and one-half.
Holidays on Day Off. When a holiday falls on an employee's scheduled day off, the
eligible employee shall be credited for the holiday as overtime at the straight time
rate.
Designated Holidays and Manner of Payment for Holiday Work on Shift Basis -
Management and Police Supervisory (Safety and Non-Safety) Units. All eligible
employees in the Management and Police Supervisory Unit working on a shift basis,
except those employees who are absent without pay one-half (¼) day or more
immediately before and/or after a designated holiday, shall be paid at the rate of one
and one-half (1¼) times their regular hourly rate of pay for the holidays listed in
Subsection A., except that, in lieu of two (2) floating holidays in 1996, they will be
credited for Columbus Day and Easter Sunday. One (1) payment for all such
designated holidays shall be made on or before June 26th. Holiday pay, pursuant
to Subsection H., will become effective July 1, 1996, for Police Supervisory (Non-
Safety) employees. All other eligible Police Management and Police Supervisory
employees who do not work a shift basis shall observe holidays in accordance with
Subsection A. of this Section.
Holidays at Termination - Police· An employee leaving full-time City service shall
be allowed regular compensation for holidays worked up to the effective day of
termination.
Holidays - Fire Department Employees Assigned to 24-Hour Duty Shifts. Fire
Management employees assigned on a 24-hour duty shift basis shall accrue holiday
pay at the rate of six and one-half (6~) shifts per year to be paid on a pro rata basis
as follows: Three and one-quarter (3.25) on June 14 and three and one-quarter
(3.25) on November 29.
Holiday Conversion. Police Supervisory Unit employees shall be allowed to convert
an unlimited amount of holiday pay to compensatory time off on an hour for hour
basis; subject to time off accrual maximums.
SECTION 13.
P.E.R.S. Contribution
In addition to amounts presently paid by City, the City shall pay the following contribution
to P.E.R.S. (Public Employees Retirement System) normally paid by the employee:
Seven percent (7%) for General Supervisory and Police Supervisory (Non-Safety)
Unit employees who were in the employment of the City on July 1, 1983. Those
employed after July 1, 1983, shall not be eligible for the seven percent (7%) City
contribution to P.E.R.S. until the completion of six (6) years of continuous
employment with the City.
Fire Management - nine percent (9%) - except those employees hired on or after
July 1, 1983, the City shall pay two percent (2%) of the employee P.E.R.S.
contribution commencing January 7, 1985, until seven (7) uninterrupted years of
service, at which time the City contribution shall increase to nine percent (9%).
Management Unit, except Police and Fire Management (Safety) - seven percent
(7%).
Police Supervisory (Safety) and Police Management Units - nine percent (9%) -
except those employees hired on or after July 1, 1983, the City shall pay four
percent (4%) of the employee P.E.R.S. contribution commencing January 7, 1985,
until the seventh uninterrupted year of service, at which time the contribution shall
increase to nine percent (9%).
SECTION 14.
LongevityPay
The City shall compensate employees for longevity as follows:
Police Supervisory (Safety) Unit - After four (4) years of continuous service as a
Sergeant, Police Supervisory employees shall receive longevity pay in an amount
l0
equal to three percent (3%) of the employee's base salary; after eight (8) years, six
percent (6%) and after twelve (12) years of service as a Sergeant, nine percent
(9%). Effective January 1, 1985, employees receiving longevity pay shall have that
pay converted to a fiat dollar amount received as of January 1, 1985, for as long as
they would have retained eligibility for longevity pay under the existing longevity pay
rules. For all other employees, the longevity pay program is eliminated effective
January 1, 1985.
General Supervisory and Police Supervisory (Non-Safety) Units - Effective the first
full pay period in April 1984, the City will institute a Longevity Pay Program for Unit
members as follows (the amounts are not cumulative):
Ten (10) or more uninterrupted years of City employment - two percent (2%)
of base pay.
ii.
Fifteen (15) or more uninterrupted years of City employment - four percent
(4%) of base pay.
Twenty (20) or more uninterrupted years of City employment - six percent
(6%) of base pay.
Employees hired after January 1, 1985, shall not be eligible for longevity pay.
SECTION 15.
Incentive Pay
City shall contribute an additional five percent (5%) of employee's base salary to all Police
Management and Police Supervisory (Safety) employees possessing either an Intermediate
or Advanced Certificate, or both, issued by the Police Officers Standards and Training
Commission (P.O.S.T.).
Effective January 4, 1999, Police Supervisory (Safety) Unit employees in possession of a
POST Supervisory certificate shall receive an additional five (5%) percent of base pay (total
of 10%). Employees promoting into the Police Supervisory Unit receiving incentive pay for
an advanced certificate shall continue to receive the pay for up to 24 months pending
qualification for the Supervisory Certificate.
City shall contribute an additional five percent (5%) of employee's base salary to Fire
Management personnel holding an Associate in Arts Degree which fulfills all requirements
of a Fire Science Certificate and five (5) years employment with the Bakersfield Fire
Department, or two and one-half percent (2~%) of employee's base salary for those safety
personnel in the Bakersfield Fire Department who have obtained a Fire Science Certificate
1l
requiring thirty (30) units and eight (8) years employment of Fire Management Certificate
requiring twenty-one (21) units and eight (8) years employment with the department.
SECTION 16.
Shift Differential
General Supervisory and Police Supervisory (Non-Safety) Unit employees shall
receive a shift differential of $.65 per hour which will be paid when the majority of
their shift falls between the hours of 3 p.m. and 12 midnight.
General Supervisory and Police Supervisory (Non-Safety) Unit employees shall
receive a shift differential of $1.00 per hour which will be paid when the majority of
their shift falls between 12 midnight and 7 a.m.
SECTION 17.
Stand-By Pay
Effective June 12, 1995, Police Supervisory Unit (Safety) employees who are directed to
remain on ready stand-by during off-duty ours shall be compensated at the rate of THIRTY
DOLLARS ($30) per eight-hour shift of such ready stand-by service. Such employees
actually called back to work during stand-by assignments shall be paid for both the ready
stand-by rate and the hourly rate for one and one-half (1¼) times the hours worked,
computed to the nearest one-tenth of an hour (six minutes). All ready stand-by
assignments must be authorized by the department head. Effective September 14, 1998,
standby pay shall be set at Forty Dollars ($40.00) per eight (8) hour shift in addition to any
call-back pay earned.
Effective January 8, 1996, General Supervisory employees designated by management
who are directed to remain on stand-by, pursuant to Section 2.84.270 of the Bakersfield
Municipal Code, shall receive THIRTY DOLLARS ($30.00) per each eight (8) hours on
stand-by or fraction thereof.
SECTION 18.
Additional Working Shift Compensation
12
In consideration for working an additional full shift, in addition to regularly scheduled duty
shifts, Police Lieutenants will be compensated at straight time for each such additional full
shift worked.
SECTION 19.
Overtime: Supervising Fire Dispatchers
Supervising Fire Dispatchers will be compensated for overtime worked at time and one-
half.
SECTION 20.
Overtime: Communications Center Supervisors
Communications Center Supervisors will be compensated for overtime worked at time and
one-half, effective June 1, 1992.
SECTION 21.
Retirement
2% ~ 55. No later than July 1, 1992, the City shall amend its retirement program to
provide the 2% @ 55 retirement formula for Miscellaneous employees. The cost of the 2%
@ 55 program shall be considered in all future compensation comparisons for
Miscellaneous employees.
SECTION 22.
Residency Requirement
The residency requirement for General Supervisory Unit employees shall be amended to
require that employees maintain residency within forty-five (45) minutes normal driving time
from City Hall. Normal driving time shall be defined as driving the most direct route at the
posted speed limit. No such employee living outside the City limits or more than fourteen
(14) miles from City Hall shall be assigned a City vehicle to take to and from the employee's
residence.
SECTION 23.
Physical Assessment Program
Up to one time each eighteen (18) month period starting January 1, 1995 for Police
Supervisory Unit (Safety and Non-Safety) employees and starting January 1, 1996 for
Management Unit employees, the City will offer these employees the opportunity to receive
a comprehensive physical assessment and follow-up counseling session. The Assessment
will measure:
Cardiovascular fitness
Blood pressure
Blood composition (cholesterol, etc.)
Body composition
Muscular endurance
Flexibility
When indicated by initial results, follow-up testing will be performed. Results of the
assessment will be confidential and for the individual employee's use only. The City will
receive composite data to be used in evaluating the need for training, seminars, etc. The
program will be provided on work time and will be voluntary.
SECTION 24.
Witness/Jury Duty
The City shall amend its Administrative Policy and Procedure regarding jury duty to provide
for paid leave when an employee is subpoenaed to appear as a witness in court in Kern
County on matters of civic concern. Examples of matters of civic concern would include
criminal matters, accidents, etc.
SECTION 25.
Vacation
Annual vacation accrual will be as set forth in the Bakersfield Municipal Code, Section
2.84.350.
SECTION 26.
Certification Fees
The City agrees to pay the application and renewal fees for required certificates,
registration and licenses (except vehicle operation licenses) for employees in the General
Supervisory Unit, including:
Civil Engineer III
Communications Engineer
Hazardous Materials Coordinator
Wastewater Pretreatment/Revenue Supervisor II
Wastewater Supervisor II
Wastewater Supervisor III
SECTION 27.
Bargaining Unit Representation Change
Effective June 1, 1992, the Communications Center Supervisors will become part of the
Police Supervisory Unit as non-safety members.
SECTION 28,
Payroll
Effective immediately, all payroll changes shall take place at the nearest pay period.
Effective immediately, the City shall end the process of early release of vacation checks.
Direct Deposit - Effective January 8, 1996, all Management and Police Supervisory (Safety
and Non-Safety) employees shall participate in direct deposit for payroll purposes.
SECTION 29.
Bi-lingual Pay
Police Supervisory Unit (Safety and Non-Safety) employees capable of speaking Spanish
shall be eligible to receive an additional TWENTY FIVE DOLLARS ($25.00) per pay period.
To be eligible, an employee must: 1 ) Pass the test demonstrating conversational fluency
in Spanish; 2) Pass periodic retests in language skills; and 3) Serve as translators as
required.
Additional languages may be added by the Chief of Police. Notwithstanding the above, all
personnel shall utilize any language skills they possess to the best of their ability in
handling their responsibilities. In case of an emergency, all employees will use whatever
language skills they possess to assist to the maximum extent possible.
SECTION 30.
Employee Paid Member Contribution (EPMC)
Should the City proceed to allow employees retirement compensation credit for the City
paid EPMC for other groups, the parties agree to reopen negotiations on that issue only.
Implementation of retirement credit for EPMC will require: 1) Mutual agreement on the cost
of the credit; and 2) deduction of the cost for the crediting from the salary amounts outlined
above.
by
.......... o0o ..........
I HEREBY CERTIFY that the foregoing Resolution was passed and adopted
the Council of the City of Bakersfield at a regular meeting thereof held on
JAN 2 7 1999 , by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
COUNCILMEMBER CARSON,DEMOND,MAGGARD,COUCH,ROWLES,SULLIVAN,SALVAGGIO
COUNCILMEMBER 0~(L
cou.c,L.EMBER g
COUNCILMEMBER
APPROVED J/~N 2,i' 1999
MAYOR of the City of Bakersfield
APPROVED as to form:
CHIEF ASSISTANT CITY ATTORNEY of the City of Bakersfield
Attachment: Exhibit"A"
16
CH.rg
Q:\Resolution\man&sup98.wpd
December 17, 1998
r,j
u'~
OJ
.,,J
Lf~ O
r~ J::::
~ ~ --
:::> ~
~ 0
~:~ O
rJ~ ~
~ 0 :>
r,.D:::=O
.~,.,i
0
[...
~ ,-I
~ E-,
,-4 E.-,
0
c,, H
cn [-.,
'-. :Z:
~ ~J r.a
~ r..O 0
'-- ,.-1
n.
r",
b-I ~. 0
n..'
~ 0
n~ ~ 0
0 0 r.D 0 0 0 0 0 0 0 0 0 0 0 r-D
H
0
0
r~
..
~ r.'m
c,m
..
0
~ cJ r.~
c',m ~ 0
'-- .--1
r~
,-,.
~ 0
~ 0
n, ~ 0
n. n.
r..,)
:>
0
~ ~: II
~_~ -
Ln
E~ ~ = ..
0 o
Z
0
Z
~ 0
E~
Z
0
i,--i
0
Z o
0 o
~
0
O~ L~ H
~ ~' 0
F-,,,
OR!GiNAi