HomeMy WebLinkAbout96-095 - Employment Designated as Administrative Management ClassesAMENDED BY: ORD/RE$O
RESOLUTION NO. 96- 095
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA
ESTABLISHING A BASIC CLASSIFICATION AND COMPENSATION PLAN FOR
UNREPRESENTED CLASSES OF EMPLOYMENT DESIGNATED AS
ADMINISTRATIVE MANAGEMENT CLASSES
WHEREAS, Section 1004, Article X of the City Charter of the
city of Santa Ana requires the City Manager to prepare, install and
maintain a position classification and pay plan subject to civil
service rules and regulations and the approval of the City Council;
and
WHEREAS, on August 2, 1982 the city Council passed and adopted
Resolution No. 82-110 revising and re-establishing the Basic
Classification and Compensation Plan for Officers and Employees of
the city of Santa Ana; and on July 1, 1991, passed and adopted
Resolution No. 91-066, re-establishing the Basic Classification and
Compensation Plan for classes of employment designated as
unrepresented Executive and Middle-Management; and
WHEREAS, to bring the City in line with current practice in
the public and private sectors it is recommended that an additional
category of employment be established, designated as unrepresented
Administrative Management (AM); and
WHEREAS, it is now desired to:
1. establish a Basic Classification and Compensation Plan
for unrepresented classes of employment designated as
Administrative Management (AM); and
2. create the unrepresented Administrative Management
classification title of Administrative Assistant to the city
Manager (AM); and
3. designate one Unaffiliated Confidential class title among
the classes of employment listed in Resolution No. 82-110, as
amended, and one unrepresented Middle-Management class title listed
in Resolution No. 91-066, as amended, as Administrative Management
(AM), in order to clearly distinguish them from other management
and non-management classes.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY
OF SANTA ANA:
Section 1. Administrative Management Compensation Plan.
There is hereby established a Basic Classification and Compensation
Plan for unrepresented Administrative Management officers and
employees of the city of Santa Ana.
RESOLUTION 96-95
Page 2
Section 2. Salary and Wage Schedule. The basic salary and
wage schedule for classifications designated as unrepresented
Administrative Management (AM) attached hereto in matrix format as
Schedule AM-1 and made a part hereof as though set forth in full
herein, provides numerous salary rate ranges, each comprised of
five (5) steps or rates of pay.
The respective rate ranges are identified by a three digit
number preceded by the capital letters "AM". The steps within each'
range are identified by the letters "A" through "E" inclusive, with
step "A" being the lowest step in the range. The purpose of each
step and length of service required for advancement to the next
step within a particular salary rate range is summarized as follows
and further described in Section 5 below:
A - Lowest step in range.
B - Shall be granted on the first day of the month following
completion of one year of continued meritorious and
efficient service.
C - Same as B.
D - Same as B.
E - Same as B.
NOTE: A performance appraisal shall be required for movement from
one step to another within the salary rate range.
Section 3. Designation of Administrative ManaGement Classes
and the Assignment of Such Classes to Salary Rate Ranges. Classes
of employment included in this Resolution shall be designated as
unrepresented Administrative Management and shall be identified by
the capital letters "AM" in parenthesis next to following each
class title.
The basic salary compensation plan for all officers and
employees of the city of Santa Ana who are now employed or will in
future be employed in any of the unrepresented administrative
management classes listed below shall be allocated to salary rate
ranges as next hereinafter set forth, effective on the date of
adoption of this Resolution.
C~assification Title
Assistant to the
City Manager (AM)
Detention Manager (AM)
Workers' Compensation
Administrator (AM)
Salary Rate Range No.
AM669
AM60!
AM640
RESOLUTION 96-95
Page 3
Section 3.1 Terminal Classes. The capital letter "T" shown
within parenthesis [i.e., (T)] next to a class title signifies a
position classification that has been designated as "terminal" by
formal City Council action and, as such, will be deleted from this
classification and compensation plan for unrepresented
Administrative Management classes of employment when vacated by its
remaining last incumbent. No new appointment may be made to a
class that has been designated as terminal.
Section 4. Special Salary Compensation Provisions.
4.1 Bilingual Skill Pay. Qualified employees who are
assigned to positions involving the regular and frequent use of
bilingual skill in both English and either Spanish, vietnamese or
other language designated by the City Manager will be paid a
monthly pay differential of forty dollars ($40) above his or her
then current base monthly salary step. Incumbents of positions
where bilingual proficiency is essential to the performance of
duties and responsibilities of a critical and/or emergency nature,
or of positions where bilingual public contact is a major,
essential or integral element of the work being performed, will be
paid a monthly differential of one hundred dollars ($100) above his
or her then current base monthly salary step.
Section 5. Administrative Management Pay Policies.
Unrepresented officers and employees in the classes of employment
listed in Section 3 of this Resolution shall be covered by the
following Administrative Management pay policies. To the extent
that these policies are inconsistent with any other City of Santa
Ana employee compensation policies, these policies will prevail.
5.% Application of Basic Compensation Plan. Ail
employees working in classifications designated as unrepresented
Administrative Management (AM) shall be compensated at a monthly
rate.
5.~ Beginning Rates. An employee appointed to a
classification designated as Administrative Management (AM) may be
placed by the appropriate appointing authority at any step within
the applicable five (5) step salary rate range (A through E) in the
schedule to which the class has been allocated by Resolution of the
city Council, provided that such employee shall be assigned such
salary step upon the commencement of his or her service in the said
classification and such assignment having once been made shall
remain in effect until the said employee shall be entitled to
advance to the next salary step in accordance with the further
provisions as set forth below.
RESOLUTION 96-95
Page 4
5.3 Advancement W~thin Ranqes. The following
regulations shall govern salary advancement within rate ranges for
employees in classifications designated as unrepresented
Administrative Management (AM):
A. For any employee who has been initially appointed to
a step lower than Step "E," advancement to the next higher step
(Step "B" from Step "A," Step "C" from Step "B," etc.) may be
granted only for continued meritorious and efficient service by'
said employee in the effective performance of the duties of his or
her position. The effective date of such step increase, if
granted, shall be the first day of the month following the
completion of one year of service at the step from which said
employee is being advanced.
Such merit advancement shall require the following:
1. There shall be on file in the office of the Executive
Director of Personnel Services a copy of each periodic efficiency
or performance report required to be made on the employee by the
Civil Service Rules and Regulations and/or the City Manager during
the period of service time of such employee subsequent to his or
her last salary advancement.
2. The Appointing Authority, at least twenty (20)
calendar days prior to the anticipated completion of such
employee's required length of service, shall file with the City
Manager a statement recommending the granting or denial of the
merit increase and supporting such a recommendation with specific
reasons therefor. The employee shall be notified by the Appointing
Authority as to such recommendations and shall be informed of the
reasons thereof.
3. No advancement in salary above Step "A" shall become
effective until approved by the City Manager, except when placement
on a salary step above Step "A" results from promotion under the
provisions of Section 5.6 of this Resolution.
B. When any such employee in a classification designated
as Administrative Management (AM) has not been approved for
advancement to the next higher salary step, he or she may be
reconsidered for such advancement after the completion of three (3)
months of additional service and shall be reconsidered for
advancement to the next higher step above his or her then current
step after the completion of six (6) months of additional service.
This reconsideration shall follow the same steps and shall be
subject to the same actions as provided Subsection 5.3, Paragraph
(A) above.
C. Any Administrative Management officer or employee who
is being paid at any salary step above "A" may be reduced to the
425
RESOLUTION 96-95
Page 5
next lower step in the appropriate Salary Rate Range upon the
recommendation of the Department Head and the approval of the City
Manager. Procedure for such reduction shall follow the same
procedure for merit advancement in subsection 5.3 Paragraph (A)
above, and such officer or employee may be considered for
readvancement under the same provisions as contained in Subsection
5.3, Paragraph (B) above.
5.4 Rates of Pay for TemPorary and Part-Time Work. Ail
officers and employees working in classes of employment included in
this Resolution shall be compensated at a monthly rate, except that
an employee hired for temporary work in a position which has an
anticipated duration of less than six (6) months, and employees
employed on a part-time basis, forty (40) hours or less per semi-
monthly pay period, shall be paid at a rate per hour for actual
time spent in the duties of his or her employment. Any hourly rate
of pay, defined as the regular hourly rate of pay, shall be
computed by dividing the monthly salary rate by 173.33. In
determining the hourly rate as herein provided, computation shall
be made to the nearest whole cent and a computation resulting in
exactly one-half cent shall fix the rate at the next higher whole
cent.
Notwithstanding the above, the regular hourly rate for
uniformed, safety-member fire suppression personnel assigned to the
twenty-four (24) hour work shift schedule shall be computed by
dividing the employee's regular monthly base rate of pay by two
hundred forty-three (243).
5.5 Service. The word "service" as used in this
Resolution shall be deemed to mean continuous, full-time service in
the classification in which the officer or employee is being
considered for salary advancement, service in the higher
classification or service in a classification allocated to the same
salary rate range and having generally similar duties and
requirements. Employees hired after the first (lst) working day of
the month shall not be credited with "time in service" for that
month when determining the length of service required for salary
step advanoement. A lapse of service by an officer or employee for
a period of time longer than ten (10) calendar days by reason of
resignation, quit, or discharge, shall serve to eliminate the
accumulated length of service time of such officer or employee for
the purpose of this Resolution and any such officer or employee
reentering the service of the City shall be considered as a new
officer or employee, except that he or she may be reappointed as
provided in SAMC 9-114 and may be placed in the same salary step in
the appropriate salary rate range as he or she was at the time of
termination of employment.
RESOLUTION 96~5
Page 6
5.6 Promotion.
A. Promotion from a Non-Manaqement Class. An employee
who is promoted to an unrepresented Administrative Management class
from a non-management class of the City Service shall be placed at
a salary rate in the Administrative Management salary rate range
which provides a minimum pay increase of one step (5%).
B. Promotional Salary AdvaDcement. When an employee in
a classification designated as unrepresented Administrative
Management (AM) is promoted to a position in a higher
classification from a position in a lower classification in the
same occupational career ladder, he or she shall be reassigned to
the beginning step in the appropriate salary rate range for the
higher classification; provided, however, that if the base salary
currently being paid such employee is already equal to or higher
than such beginning step, he or she shall be placed in the lowest
step in the appropriate salary rate range as will grant that
employee an increase of one step over his or her current base
salary step exclusive of any pay additive or additives such as
assignment pay, special skill pay or the like.
5.7 Demotion. When an employee in a classification
designated as unrepresented Administrative Management (AM) is
demoted to a position in a lower classification, his or her salary
rate shall be fixed in the appropriate salary rate range for the
lower classification in accordance with the following provisions:
A. The new salary rate shall be least one step less than
the previous salary.
B. The new salary rate must be within the appropriate
salary rate range.
C. The new salary rate shall not be higher than the
salary step to which the employee would have been entitled had his
or her service time in the higher classification been spent in the
lower classification.
5.8 Probationary Rejection. A promotional employee who
is rejected during the probationary period from an Administrative
Management olass shall be returned to the classification in which
he or she holds regular status and at his or her former salary
step, unless the reasons for failure to complete probation would
also be cause for dismissal from City service.
RESOLUTION 96- 95
Page 7
5.9 Layoff from an Administrative Management Class. Any
affected employee, whose position has been abolished due to lack of
work or lack of funds and who is reassigned to another position,
shall be placed at a rate or step in the new Salary Rate Range
which does not provide an increase in pay.
5.~0 Reduction in Pay for Administrative ManaGement
Employees. An Administrative Management employee may receive a
reduction in salary on the basis of unsatisfactory work performance
or conduct, subject to civil Service Rules and Regulations where
applicable.
5.11 Actinq Pay. An unrepresented Administrative
Management employee may be appointed by the city Manager to serve
in an acting capacity during an unplanned absence from work of
thirty calendar days or more of another unrepresented management
employee. Administrative Management employees who are granted
acting pay by the city Manager shall receive a five percent (5%)
increase in pay or the minimum rate of the higher Salary Rate Range
while serving in an "acting" capacity.
5.12 Upgrade to an Administrative Management Class.
Regular employees of the City who are incumbents of classes of
employment not included in this Resolution and who are temporarily
upgraded to an Administrative Management class shall receive a five
percent (5%) increase or the minimum rate of the management salary
range, in accordance with current upgrade provisions.
5,13 Reallocation of Salary Rate RanGes. Any officer or
employee who is employed in a classification which is reallocated
to a different salary rate range from that previously assigned
shall be retained in the same salary step in the new salary rate
range as he or she had previously held in the prior rate range and
shall retain credit for length of service in such step towards
advancement to the next higher step.
5.14 Y-Rating. In special circumstances (such as
involuntary demotion from a position regularly held or
reclassification to a classification assigned to a lower salary
rate range) the City Manager may approve compensating an employee
in excess of the salary range of the classification to which
assigned by "freezing" the employee's salary at the current rate.
In such cases, incumbents will not receive step increases or
current and future general "across-the-board" salary adjustments
scheduled for other classes until the assigned classification
salary level is equal to or greater than the "frozen" salary.
RESOLUTION 96-95
Page 8
Section 6. Employee Benefits. Officers and employees
regularly employed in the classes of employment listed in Section
3 of this Resolution shall receive as additional compensation the
following employee benefits:
6.1 Retirement Plan Contributions.
A. General. The terms of the existing contract between
the City and the California Public Employees' Retirement System
(CalPERS) governing the retirement benefits for eligible affected
management employees are incorporated by reference herein. The
City shall continue to make contributions to CalPERS in accordance
with its contract with the system for affected employees covered by
said contract.
B. Deferred Retirement. The City shall continue to make
payment to CalPERS on behalf of each eligible affected employee in
an amount required to pay one hundred percent (100%) of the
employee's individual retirement contribution. Such payments shall
be credited to the individual employee's CalPERS account.
Such payments are not increases in base salary and no
Salary Rate Range applicable to any of the employees covered by
this Resolution shall be changed or deemed to have been changed by
reason thereof. As a result, the City will not treat these
payments as ordinary income and thus will not withhold federal or
state income tax from said payments. The City previously received
a ruling from the Internal Revenue Service confirming that such
payments are deferred compensation and not ordinary income. In the
event that the City receives a new ruling from the Internal Revenue
Service that such payments are ordinary income of the employees
instead of deferred compensation, the City's obligation to make
such payments shall discontinue and in place thereof the base
salary of each said employee shall forthwith be increased by seven
percent (7%), except for "safety-member" employees eligible for
coverage under the 2% at Age 50 Benefits Formula where the base
salary shall be increased by nine percent (9%).
For the purpose of reporting an employee's
to CalPERS, the City shall include these payments as
a part of the employee's base salary.
compensation
if they were
c. 2% at 55 CalPERS Retirement Benefit: Effective July
1, 1997, the City shall pay 2.266% of the cost of providing the 2%
at 55 CalPERS Retirement Benefit for unrepresented non-sworn
CalPERS "miscellaneous" Administrative Management employees.
Employees in classes designated non-sworn CalPERS "miscellaneous"
Administrative Management (AM) shall pay one percent of their
salary towards the total cost of 3.266% for the 2% at 55 CalPERS
RESOLUTION 96-95
Page 9
Retirement Benefit by taking a decrease of
effective July 1, 1997.
1% in their salaries
6.~ Deferred Compensation. An amount equal to one
percent of the base semi-monthly pay rate being paid each affected
employee is deemed to be deferred compensation and shall be
contributed into the City's deferred compensation plan by the City
on behalf of each affected employee. The amount contributed by the
City under this provision shall be subject to the general terms and
conditions of the City of Santa Aha Deferred Compensation Plan, and
subject further to the conditions that the employee shall have no
vested rights in the amounts contributed by the City until
termination of employment with the City and that the city will pay
the total amount of contributions plus any earnings to the employee
upon termination, resignation, retirement, dismissal or death.
6.3 Health Insurance. The City shall contribute towards
the health insurance coverage of all affected employees covered by
this Resolution in the same manner and amount as provided for
represented, non-management general service CalPERS "miscellaneous"
employees.
Any contribution necessary to maintain benefits under any
health insurance program provided by the city for its employees
and their eligible dependents in excess of the amounts of the city
contribution shall be entirely borne by the employee.
6.4 Dental Insurance. The City agrees to contribute up
to a maximum of thirty dollars ($30) per month per employee toward
the payment of premiums for dental insurance plans provided by the
city for affected employees and their eligible dependents.
Any contribution necessary to maintain benefits under
said dental plans in excess of the amount set forth above shall be
borne entirely by the employee.
6.5 Disability Insurance. The city shall continue to
pay 100% of the premium cost for a long-term disability insurance
plan for affected employees as said plan was amended effective
November 1, 1985, to provide unrepresented Administrative
Management personnel a monthly benefit of sixty-six and two-thirds
percent (66 2/3) of base monthly salary (insured payroll), less
offsets contained in the existing plan, to a maximum monthly
benefit of $5,000.
RESOLUTION 96-95
Page 10
6.6 Life Insurance. The City shall continue to pay 100%
of the premium cost for term life insurance coverage under the
policy it maintains on behalf of its officers and employees in
order to provide each person designated as unrepresented
Administrative Management (AM) with life insurance coverage in an
amount equal to twice such employee's annual rate of salary to a
maximum of $300,000, provided said affected employee can provide
evidence of insurability for coverage above $150,000 if so required
by the terms and conditions of said term life insurance policy.
In the event any such affected employee is determined to
be ineligible for said insurance coverage, the City will attempt to
provide as much coverage as may be obtained at a reasonable cost
without having to provide evidence of insurability.
6.7 Paid Holiday Time Off. Affected employees are not
required to appear for work, except in emergencies, and will
receive payment at his or her current base salary rate for the
following twelve (12) holidays during each year: January lst;
third Monday in January; third Monday in February; last Monday in
May; July 4th; first Monday in September; November llth;
Thanksgiving Day and the day immediately following (Friday);
Christmas Day; the last working day before Christmas Day (unless
Christmas Day falls on Thursday, in which instance the day
following Christmas Day will be observed) and one (1) floating
holiday. Any holiday which falls on Sunday will be observed on the
following Monday and any holiday which falls on a Saturday will be
observed on the Friday preceding the holiday.
6.8 Vacation Time Off. Affected employees shall be
granted regular and longevity paid vacation leave on the same basis
as provided represented employees of the City, with the exception
that such affected employees will be granted:
A. Regular vacation with pay at the annual rate of
fifteen (15) working days for each of his or her first and second
completed year of service.
B. An additional five (5) working days per year over the
regular and longevity vacation schedules applicable to represented
employees of the City. Maximum accrual of such additional five
vacation days per year for Administrative Management employees
shall be twenty-five (25) days.
Affected Administrative Management employees must take at
least five (5) consecutive days of vacation leave each year.
RESOLUTION 96-95
Page 11
~.9 Vacation Pay Option. Affected employees shall be
given the option to receive cash compensation, computed on a
straight time basis, in lieu of up to five (5) working days of
earned, unused vacation benefits set forth in Section 6.8 above.
6.10 Sick Leave Credits for New Hires. The city Manager
is authorized to grant a newly appointed incumbent of an
unrepresented Administrative Management position sick leave credits~
up to an amount equal to any earned but unused sick leave credits
available to such appointee at the time of his or her separation
from his or her most recent previous employer.
6.11 Payment for Unused Sick Leave. Affected employees
shall be granted payment for unused sick leave on the same basis as
provided represented employees of the city, with the exception that
such affected employees who have completed twenty-five (25) years
or more of cumulative full-time service with the City shall be
entitled to payment for two-thirds (2/3) of the total sick leave
benefit credited to his or her account upon the effective date of
his or her termination, not to exceed a maximum limit of 1066
hours, at the rate of base pay effective on the date of such
termination.
6.12 Administrative Leave Policy. The City Manager is
authorized to grant, at his or her discretion, paid or unpaid leave
for Administrative Management personnel.
6.13 Residency - Administrative Manaqement Personnel.
The City shall permit officers and employees employed in classes of
employment designated as Unrepresented Administrative Management
(AM) to reside outside the limits of Orange County, so long as such
residency is not an unreasonable distance nor requires an
unreasonable response time to the particular employee's place of
employment. Any affected employee who desires to take advantage of
the opportunity to reside outside of Orange County shall first
request permission to do so from his or her Department Head. Said
request shall be granted by the Department Head if it is determined
that the intended residence is not an unreasonable distance nor
requires an unreasonable response time to the employee's place of
employment.
Should the Department Head refuse any such request, the
employee shall have the right of appeal of said determination to
the City Manager for reconsideration.
432
RESOLUTION 96-95
Page 12
6.14 Tuition Reimbursement. Affected employees shall be
eligible to participate in the existing Training and Education
Assistance Program provided for all regular, full-time employees of
the City; except, however, reimbursement for eligible employees
shall be one hundred percent (100%) reimbursement for tuition and
registration costs up to a maximum of five hundred dollars ($500)
per semester in accordance with the provisions of that Program.
6.15 option to Redesiqnate Certain Contributions.
Affected employees shall have the option of waiving coverage under
any city-sponsored group insurance plan, such as medical, dental,
10ng-term disability and life coverages, and applying the above
specified amount of City contribution toward each such coverage
waived to deferred compensation and/or earned income.
6.16 Carry Over Benefits. In addition to the benefits
specified in Section 6.1 through 6.15 above, said officers and
employees shall continue to receive any and all employee benefits
which they were entitled to receive on the day prior to the
effective date of this Resolution, by reason of prior action of the
City Council.
6.17 Catastrophic Leave Donation. Affected employees
shall be eligible to donate and receive catastrophic leave
donations as provided to other represented "miscellaneous" general
service employees.
BE IT FURTHER RESOLVED:
1. That Resolution No. 82-110, as amended, is hereby further
amended by deleting the Unaffiliated Confidential class of Workers'
Compensation Administrator (UC), to transfer it to unrepresented
Administrative Management (AM) as shown in Section 3 herein.
2. That Resolution No. 91-066, as amended, is hereby further
amended by deleting the unrepresented Middle Management class of
Detention Manager (MM), to transfer it to unrepresented
Administrative Management (AM) as shown in Section 3 herein.
3. That except as amended by this Resolution, all other
provisions of Resolution Nos. 82-110 and 91-066 shall remain in
full force and effect.
433
RESOLUTION 96-95
Page 13
BE IT FURTHER RESOLVED: That this Resolution is operative
from and after its date of adoption, as shown below.
Adopted this 18th day of November , 1996.
ATTEST:
/~a~lce ~. Guy / ~-/
~C~erk of the Coun~i~
COUNCILMEMBER:
Pulido
Richardson
Espinoza
Lutz
McGuigan
Mills
Moreno
Aye
Aye
Nay
Ave
Aye
Absent
Nay
CERTIFICATE OF ORIGINALITY & PUBLICATION
State of California
County of Orange
1, JANICE C. GUY, Clerk of the Council, do hereby certify the attached Resolution
~ -- O ~<-'- to be the original resolution adopted by the City Council of the
City of Santa Ana on
Date:
Clerk of the C6unc'/F~
City of Santa Aha' !
424
RESOLUTION NO.
SCHEDULE AM-1
96-95
BASIC SALARY AND WAGE SCHEDULE FOR ADMINISTRATIVE MANAGEMENT (AM)
SALARY SCHEDULE MATRIX
In the following salary schedule matrix, each Salary Rate Range is identified by a three-
digit number preceded by the capital letters "AM." The first two digits are listed in the
first vertical column on the left and the third digit is listed horizontally across the top
and identifies the appropriate column. This three-digit Salary Rate Range number locates "A"
step of the range and steps B, C, D and E are found in the column directly below "A" step.
For example, "A" step of Range No. AM601 is found to be $3915 by moving down the left column
(Range NO.) to the number 60 (the first two digits of the Range No.), then horizontally to
column 1 (the third digit of the Range No.). The "A" step of $3915 has the remaining steps
shown directly below. Thus the full, five-step range is 3915-4111-4317-4533-4764. Ih the
same manner, Range No. AM655 is found to be 5101-5356-5623-5905-6200.
0 i 2 3 4 5 6 7 8 9
AM32 994 998 1003 1008 1014 1019 1024 1029 1034 1039
AM33 1044 1049 1054 1059 1065 1070 1075 1081 1086 1091
AM34 1096 1101 1106 1112 1118 1123 1129 1134 1140 1146
AM35 1151 1156 1162 1168 1174 1180 1185 1191 1197 1203
AM36 1209 1215 1221 1227 1233 1239 1245 1251 1258 1264
AM37 1269 1275 1281 1288 1294 1301 1307 1314 1320 1327
AM38 1332 1338 1345 1352 1358 1365 1372 1379 1386 1393
AM39 1399 1405 1413 1420 1427 1434 1441 1448 1455 1463
AM40 1469 1476 1483 1491 1498 1506 1513 1521 1528 1536
AM41 1542 1549 1557 1565 1573 1580 1588 1596 1604 1612
AM42 1619 1627 1635 1643 1651 1659 1668 1676 1684 1693
AM43 1700 1708 1717 1725 1734 1742 1751 1760 1769 1778
AM44 1785 1793 1802 1811 1820 1830 1839 1848 1857 1866
AM45 1874 1883 1892 1902 1911 1921 1930 1940 1950 1960
AM46 1968 1977 1987 1997 2007 2017 2027 2037 2048 2058
AM47 2066 2076 2086 2097 2107 2118 2128 2139 2150 2160
AM48 2169 2179 2190 2201 2212 2223 2234 2246 2257 2268
AM49 2277 2288 2299 2311 2322 2334 2346 2357 2369 2381
AM50 2391 2402 2414 2427 2439 2451 2463 2475 2488 2500
AM51 2511 2523 2536 2548 2561 2574 2587 2600 2613 2626
AM52 2637 2650 2663 2676 2690 2703 2717 2730 2744 2758
AM53 2769 2782 2796 2810 2824 2838 2853 2867 2881 2896
AM54 2907 2921 2936 2950 2965 2980 2995 3010 3025 3040
AM55 3052 3067 3082 3098 3113 3129 3144 3160 3176 3192
AM56 3205 3221 3237 3253 3269 3285 3302 3318 3335 3352
AM57 3365 3381 3398 3415 3432 3449 3467 3484 3501 3519
AM58 3533 3550 3568 3586 3604 3622 3640 3658 3676 3695
AM59 3710 3728 3747 3765 3784 3803 3822 3841 3861 3880
AM60 3896 3915 3935 3954 3974 3994 4014 4034 4054 4074
AM61 4091 4111 4132 4152 4173 4194 4215 4236 4257 4278
AM62 4296 4317 4339 4360 4382 4404 4426 4448 4470 4493
AM63 4511 4533 4556 4579 4601 4624 4648 4671 4694 4718
AM64 4741 4764 4787 4810 4834 4858 4882 4906 4930 4954
AM65 4978 5002 5026 5051 5076 5101 5126 5151 5176 5201
AM66 5226 5252 5278 5304 5330 5356 5382 5408 5434 5461
AM67 5488 5515 5542 5569 5596 5623 5650 5678 5706 5734
AM68 5762 5790 5818 5847 5876 5905 5934 5963 5992 6021
AM69 6050 6080 6110 6140 6170 5200 6230 6260 6291 6322
AM70 6353 6384 6415 6446 6478 6510 6542 6574 6606 6638
AM71 6670 6702 6735 6768 6801 6835 6869 6903 6937 6971
AM72 7005 7039 7073 7107 7141 7176 7211 7247 7283 7319
AM73 7355 7391 7427 7463 7499 7535 7571 7609 7647 7685
AM74 7723 7761 7799 7837 7875 7913 7951 7989 8029 8069
AM75 8109 8149 8189 8229 8269 8309 8349 8389 8431 8473
AM76 8515 8557 8599 8641 8683 8725 8767 8809 8853 8897
AM77 8941 8985 9029 9073 9117 9161 9205 9250 9296 9342
RESOLUTION NO.
AMENDMENTS TO RESOLUTION 96-095
DATE ADOPTED RESOLUTION NO.
DATE ADOPTED
RESOLUTION NO.
AMENDMENTS TO RESOLUTION 96-095
DATE ADOPTED RESOLUTION NO. DATE ADOPTED