HomeMy WebLinkAboutResolution 2004-212 N.C.S. 11/15/2004 Resolution No. 2004-212 N.C.S.
of the City of Petaluma, California
AMENDING RESOLUTION 2003-238 N.C.S.
COMPENSATION PLAN FOR EMPLO~'EES IN UNIT 8
(DEPARTMENT HEADS)
WHEREAS, the employees in Unit 8 are not represented by any recognized employee
organization; and,
WHEREAS, the City Manager, pursuant to Section 28, City of Petaluma City Charter, is
required and empowered to make a recommendation to the City Council on matters related to
employees' compensation; and,
WHEREAS, the City Manager has recommended that benefit adjustments for the
employees in Unit 8 (Department Heads) Compensation Plan be amended.
NOW, THEREFORE, BE IT RESOLVED that the amended benefits as specified in
the Attachment A for employees in this Unit, be approved and shall be effective July 1, 2004
through June 30, 2005.
Under the power and authority conferred upon this Council by the Charter of said City.
REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the Approved as to
Council of the City of Petaluma at a (Regular) (Adjourned) (Special meeting e
on the ........15th........... day of November 20~..., b the
Y
following vote:
City Attorney
AYES: Mayor Glass, Healy, O'Brien, Torliatt
NOES: Vice Mayor Moynihan
ABSENT: Harris, Thompson r
ATTEST:
City Clerk Mayor
Council File
Res. No. .....2004-21,2 N.C.S.
A'I"I'ACI3IVIENT A
Unit 8 (Department Heads)
Compensation Plan
TERM OF AGREEMENT
This Compensation Plan shall be effective for a one (1) year term, fiscal year commencing July 1,
2004 and ending June 30, 2005.
DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED
The City inserts the following revised language to update the policy statement.
Discrimination, harassment and retaliation against any employee because of an employee's race,
religion, creed, political affiliation, color, national origin, ancestry, sex, sexual orientation,
gender (or gender identity), age, familial status, veteran's status, physical or mental disability or
medical condition is prohibited. A City employee who feels he or she has been discriminated
against, harassed, or retaliated against needs to report the conduct immediately to his or her
supervisor or to the Human Resources Director.
REASONABLE ACCOMMODATION
The City inserts the following revised language to update the policy statement.
In accordance with the California Fair Employment and House Act (FEHA) and the Americans
with Disability Act (ADA), the City will reasonably accommodate any known protected
disability of an employee.
Ca1PERS RETIREMENT CONTRIBUTION
The City inserts the following language to update the Ca1PERS Retirement Contribution
language.
For the purpose of withholding, the City shall defer the portion of the employee's contribution
paid to Ca1PERS through Section 414(h)(2) of the Internal Revenue Code.
MEDICAL/DENTAL INSURANCE
The City agrees to continue to fund the health care benefit up to a maximum of $ 896.09 per
month through December 31, 2004. On January 1, 2005, the City will provide a maximum health
care benefit of $1,024.19 per month
Resolution No. 2004-212 Page 2
The City shall provide the following amounts to active members of this Unit a maximum
monthly insurance contribution for medical and dental coverage.
Those employees eligible for:
Employee + 2+ $ 896.09 per month
Employee + 1 $ 712.84 per month
Employee $ 407.42 per month
Effective January 1, 2005 the City shall provide the following amounts:
Employee + 2+ $ 1,024.19 per month
Employee + 1 $ 811.38 per month
Employee $ 456.69 per month
The City participates in the California Public Employees Medical Health Care Act (PEMHCA)
for members of this Unit. The City contributes in the amount of $100.00 per month per
employee. This $100.00 contribution is included in the insurance contributions cited above.
MEDICAL/DENTAL CASII BACK
Amounts adjusted to reflect the new medical insurance rates.
Coverage Level Medical Premium Amount 50% Cash Back Amount
Employee $305.42 $1.52.71
Employee + dependent $610.84 $305.42
Employee + 2 or more
dependents $794.09 $397.05
Effective January 1, 2005 the following are the rates used to determine medical cash back:
Covera eg_ Level Medical Premium Amount SO% Cash Back Amount
Employee $354.69 $177.35
Employee + dependent $709.38 $354.69
Employee + 2 or more
dependents $922.19 $461.10
TRANSFER OF SICK LEAVE
The City agrees to clarify sections B and C of the sick leave transfer policy.
A. Transfer amounts may shall be limited to the number of actual hours needed and used by
the recipient.
B. Any donated sick leave hours unused by a recipient shall be returned to the donor.
Resolution No. 2004-212 Page 3
BEREAVEMENT LEAVE
The City agrees to increase bereavement leave.
An employee shall be granted up to thirty-two (32) hours of bereavement leave in the event of
death in the employee's immediate family. For the purpose of bereavement. leave, immediate
family shall mean spouse, qualified domestic partner, father, father-in-law, mother, mother-in-
law, brother, brother-in-law, sister, sister-in-law, child (including stepchildren), stepparents,
grandparents and grandchildren or person with whom the employee has a relationship in loco
parentis. Up to an additional eight (8) hours of accrued sick leave maybe granted. to supplement
bereavement leave.
In the event an employee must travel more than 300 miles to attend a funeral or memorial
service, an additional eight (8) hours of bereavement leave shall be granted instead of the use of
eight (8) hours of sick leave.
FAMILY MEDICAL LEAVE ACT
The City inserts the following revised language to update the policy statement.
The City will provide family and medical care leave for eligible employees as required by City
policy, state and federal law and as specifically provided in the Federal Family and Medical
Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CRFA). If possible,
employees must provide thirty (30) days advance notice of leave.
PREGNANCY DISABILITY
The City inserts the following revised language to update the policy statement.
The City will provide pregnancy disability leave for eligible employees as required by City
policy and state law and as specifically provided in the Fair Employment and Housing Act and
the California Family Rights Act of 1993. If possible, employees must provide thirty (30) days
advance notice of leave.
Resolution No. 2004-212 Page 4