HomeMy WebLinkAboutResolution 2004-211 N.C.S. 11/15/2004 Resolution No. 2004-211 N.C.S.
of the City of Petaluma, California
AMENDING RESOLUTION 2003-237 N.C.S.
COMPENSATI®N PLAN FOR EMPLOYEES IN UNIT 4
(PROFESSIONAL)
WIIEREAS, the employees in Unit 4 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 salary and benefit adjustments for
the employees in Unit 4 (Professional) Compensation Plan be amended.
NOW, THEREFORE, BE IT RESOLVED that the amended salary and 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, with salary adjustments effective July 5, 2004.
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 p ove
Council of the City of Petaluma at a (Regular) (Adjourned) (Special) meeting f m
on the ........1~.`h............ day of .......l~I4Y~SXli?~C 20Q4.., by the
following vote: Y
Ci A orn
AYES: Mayor Glass, Healy, O'Brien, Torliatt
NOES: Vice Mayor Moynihan
ABSENT: Harris, Thompso
ATTEST:
LG~
City Clerk ayor ~
Council File _
Rcs. No..._.2Q.04-21. l,._,,.,,,,N.C.S.
ATTACHMENT A
Unit 4 (Professional)
Compensation Plan
TERM OF AGREEMENT
Tl1is Compensation Plan shall be effective for a one (1) year term, fiscal year commencing July 1,
2004 and ending June 30, 2005 with salary adjustment effective July 5, 2004.
SALARY
The City agrees to a general wage increase of three percent (3%) retroactive to the first pay
period of fiscal year 2004-2005. (Pay period beginning on July 5, 2004)
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 CaIPERS through Section 414(h)(2) of the Internal Revenue Code.
Resolution No. 2004-211 N.C.S. Page 2
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
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 CASH BACK
Amounts adjusted to reflect the new medical insurance rates.
Covera eg Level Medical Premium Amount 50% Cash Back Amount
Employee $305.42 $152.71
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:
Coverage Level Medical Premium Amount. 50% Cash Back Amount
Employee $354.69 $177.35
Employee + dependent $709.38 $354.69
Employee + 2 or more
dependents $922.19 $461.10
BILINGUAL PAY
The City inserts the following language to revise bilingual pay.
Resolution No. 2004-211 N.C.S. Page 3
A qualified employee, who demonstrates Spanish bilingual proficiency at an acceptable
proficiency level as determined by the Human Resources Director, shall be eligible for Spanish
Bilingual Pay in the amount of $200.00 per month. To qualify, an employee must be tested and
certified as proficient at an acceptable proficiency level as determined and certified by the
Human Resources Director and in accordance with the City's Administrative Policy on Bilingual
Proficiency Testing.
WORK BOOTS
The City revises the reimbursement language to provide for work boot replacement.
The City shall pay the cost of all work boots up to $150.00 per fiscal year. Replacement of work
boots shall be on an as-needed basis with approval of the Department Director. Receipts for work
boot. reimbursement shall be submitted to the Human Resources office for processing.
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.
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 may be 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.
Resolution No. 2004-211 N.C.S. Page 4
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 1.993 (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.
PERSONNEL FILES
The City agrees to revise the language regarding employee review of Personnel Files.
Personnel File- Employee Review
An employee (or employee representative with written authorization from the employee) shall
have the right to inspect and review his or her employee personnel file. The employee's
personnel file shall be made available to the employee for inspection and review at a mutually
agreeable time between the employee and Human Resource office staff member.
Personnel File -Review of Adverse Comments Before Entry In
No employee shall have any comment adverse to the employee's interest entered in the
employee's personnel file which may be used for disciplinary action without the employee
having first read and signed, or initialed the document containing the adverse comment. Except
that entry may be made if after reading the comment, the employee refuses to sign or initial the
document. Should an employee refuse to sign or initial the document, that fact shall be noted on
the document and signed or initialed by the supervisor. The employee may write a response to the
document containing the adverse comments for placement in the personnel file.
COMPENSATION FOR CLOTIIING
The City revised language and benefit.
Reimbursement- Loss of Damaged Clothing
City employees may request reimbursement for the loss or damage of his or her clothing that
results from work activities. Requests for reimbursement shall be submitted to the Department
Director for review and approval. Amounts of reimbursement are at the discretion of the
Department Director.
Resolution No. 2004-211 N.C.S. Page 5