HomeMy WebLinkAboutResolutions 89-203 N.C.S. 07/10/19891
~es®Iu~10n No. 89-.203 N.C.S.
of the City of Petaluma, California
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES IN UNIT 5, (CLERICAL)
WHEREAS, the employees in Unit 5 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 Counc~7. on matters related try employee's
compensation; and,
WHEREAS, the City Manager has recommended that
employees of Unit 5 receive salary and supplemental wage benefits,
NOW, THEREFORE, BE IT RESOLVED that the salary
and supplemental wage benefits as specified in the attachments for
employees in this unit, being in the best interest of the City, be approved
and shall become effective July 1, 1989, and the City of Petaluma will be
making contributions to the retirement plan on behalf of the employee,
however, the employee may not opt to receive this contribution in cash .
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 -----A roved as to
Council of the City of Petaluma at a (Regular) (Adjourned) (~~ meeting' • ' .-~~ rm
on the .-.10th-•-•----.... day of .....July ............................................. 1989.--~ by the `
`~
following vote :
' City Attorney
AYES: Tencer, Woolsey., Cavanagh, Balshaw, Vice Mayor Sobel, Mayor Hilligoss
NOES: ~
ABSENT: Mich 1 Davis ~ `
ATTEST: .------•--.,-. ~.1iL,F~-..:1. .... -.-"`"....-...---..
City Clerk Mayor
Council File........-•-• ........................
CA 10-85 ~~~PV~A Q ~I! / ~~CI'Ci~ Res. No....BJ.-.Z..O3........ N.C.S
TABLE OF CONTENTS
GENERAL
Section 1 Term of Agreement
COMPENSATION
Section 2 Sa]ary
Section 3 Retirement Contribution
Section 4 0 verti.me
Section 5 Compensation for Clothuzg Loss
Section 6 Vacation, Payment of
Secta~n 7 Sick Leave, .Payment at Retirement.
Sectar~n 8 Deferred Compensation
INSURANCE
Section 9 Health Insurance
Section 10 Dental Insurance
Section ll Life Insurance
Section 12 Long-Term Disability
Section 13 Vision Insurance
LEAVES
Sectifln 14 Vacation
Sectson 15 Sick Leave
Section 16 Bereavement Leave
Sec.~t-ion 17 Holidays
Section 18 Military Leave
Section 19 Leave of Absences without Pay
Sectifln 20 Jury Leave
Section 21 Compensatory Time Off
OTHER
Section 22 Retirement
Section 23 Grieaance Procedure
G~EN E RAL
Section 1. Term
This compensation plan shall be for a one (,1) year term for the fiscal
year commencing July 1, 1989, through June. 30, 1990.
COMPENSATION
Section 2. Salary
The City shall adopt the following salary. .ranges for each of the
employees in the following classifications. during the period of this
Compensation Plan.
Effective July 1, 1989
U nit. 5 I II III I V V
Secretary $10.46 $10.98 $.11.53 $12.11 $12.71
Intermediate Steno-Clerk 8.70 9.14 .9.60' 10.08 10.58
Senior Typist Clerk 9.07 9.52 10.00 10.50 11.02
Intermediate Typist Clerk 8.53 8.95 9.40 9.87 10.37
General Services Aide 7.30 7.67 8.05 8.45 8.87
General Services Clerk 10.13 10.63 11.17 11.72 12.31
Senior Account Clerk 10.32 10.83 11.37 11..94 12.54
Account Clerk 8.53 8.95 9.40 9.87 10.37
Kennel Attendant 7.60 7.98 8..38 8.80 9.24
Business License Clerk 10.40 10.92 11.4.7 12.04 12.64
Section 3. Retirement Contribution
The City agrees to payment of the employee',s contribution to the
Ptib]i~ Employees' Retirement System in the. amount of 7~ of an
employee's salary. The City .will also defer the taxes on the member's
contribution, to PER"S .
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Section 4. Overtime
A.. General.. All hour-s . wor--ked •an excess of; eight (8) in any one day
or 'in excess of forty (40') in any work week shall be compensated
for at the overtime: rate which shall," be one' and one-half (1.5)
times 'the basic. straight time regular rate of pay. Overtime shall
'not be pyramided or compounded. .
B . .Minimum . Any employee required to work overtime shall, in no
case., be compensated for less than one hour for such overtime.
C . Payment for Work 'During Leaves:. When it becomes necessary by
an emergency to have employees work during legal holidays or the
period such employees are entitled fio vacation leave, such
employees working on such legal holidays and during periods of
vacation shall be entitled try receive additional remuneration at a
rate of one and -one-half times their regular rate of pay.
Section 5. Compensation for Clothing Loss
The City Manager is authorized to provide compensation to City
employees for l:c~ss or damage to their clothing which occurs during the
course of carrying out 'an o 'r-ia1 duty. A request for compensation
.hereunder shall be submitted in wrung, in detail, to the City Manager
via the department head concerned. The amount of compensation, if
any, shall be at the '.discretion of the City Manager.
Section 6. Vacatipn., Payment at Termination
Employees who terminate employment shall be paid in a lump sum for
all accrued vacatir~n leave earned prior to the effective date of
termination not to exceed two (2) years accumulation .
Section 7. Sick Leave, Payment of
In the event of the death or retirement of an employee who has
completed. ten (10) or more years of continuous service with the City,
the . employee should be paid or shall receive to his bene5t fifty
percent; .(50~+) of his accumulated but unused sick leave not try exceed
480 hours..
Section 8. 'Deferred Compensation
The City of Petaluma shall. make available to the members of this unit,
the City's Deferred Compensation Plan
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INS'URANCE•
Section°, 9. _ Health Insurance
During the period; of this Memorandum of Understanding, the City shall
pay. any premium increases beyond the current City contributions as
listed bels~w. 'No .increase in the dollar amount of the employee
contributions shall be assessed during the term of this Memorandum of
Understanding .
Health Plan of Sonoma
Kaiser the Redwoods County
Employee ~ $113.81 126.93 110..90
Employee + 1 dependent $226.62 253.86 193.80
Employee + 2 dependents $303.32 318.17 266.45
Seen 10. Dental Insurance
During the term of this Memorandum the. City shall contribute $42.18
per month per eligible employee -toward the. premium for a group dental
.insurance plan.. 'Addtir~nally, the City shall contribute $7.00 per
montYi toward an `Orthodontia plan, $1,.000' per- child, at a 50%
co-payment rate..
Section ll. Life Insurance
During the term of this Memorandum the City shall contribute
$.3,6/$1,D00 per month. per eligible employee toward 'a group term life
insurance plan in the amount of $10,000 per employee.
Section 1.2. Long-Term Disability
T:he C=ty shall provide -.for along-term clisability plan. The premium
to be paid for by the City .
,S.ectaon 13 ., Vision. Insur-ance
During the term of this Memorandum the City shall contribute $11.55
per month per eligible employee for a family vision plan, effective
August 1, 1989.
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LEAVE
Section 14. Vacation
A:. Amounts. All ,regular employees of the City of Petaluma, after
working one full year are entitled to the. equivalent of eighty (80)
hours of vacation with pay in the year following the year in
which vacation is earned .
All regular employees of the City of Petaluma, after five (5)
years of continuous service with the City, and beginning with the
sixth year, shall be entitled to the equivalent of one hundred
twenty (120) hours of vacation per year.
After ten (10) years of continuous service with the City, eight
(8) hours of vacation shall be added for each year of continuous
service to a maximum of one hundred sixty (160) hours of
vacation .
B. Scheduling. T.he times during a calendar year in which an
employee may take his vacation shall be determined by the
department .head with due respect for the wishes of the employee
and particular regard for the needs- of the service. If the
requirements of the service are such than an employee cannot
take part or all of his annual vacation in a particular calendar
year, such vacation shall be taken during the following calendar
year.
C . Deferral. Any eligible employee with the consent of the head of
his department and the Personnel. Office may defer five (5)
working days of his annual vacation ix~ the succeeding calendar
year subject to other provisions of this rule. A written report of
each deferred vacation signed by the appropriate department head
and the Personnel Officer noting the details shall be kept on file
with the Personnel Officer. Vacation time accumu]ated in excess
of two years shall be lost. In the event one or more municipal
holidays fall within an annual vacation leave, such holidays shall
:not be charged. as vacation leave and vacation leave shall be
extended accordingly.
Section 15. Sick .Leave
A . General. Sick leave with ,pay shall be granted to all emp]oyees as
-set 'forth in this section. Sick leave is .not a right which an
employee may use as his discretion, but rather, shall be used
only in case of personal illness, disability or the serious illness
or :injury of an employee's family member which requires the
employee's attention. The term family members shall include.:
spouse, children.., .parents, spouse's parents, brothers, sisters or
other :indivdals whose relationship to the employee is that of a
dependent or near dependent.
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B . Accrual.. Sick leave shall accrue to gall full-time employees at the
rate of eight hours for each month of continuous service. No
employee shall accumulate more sick leave in any year than
provided .
C . Notification Procedures. In order ~ receive compensation while
absent on sick leave; the employee shall notify his immediate
superior or the Eersonnel Office prior to or within four hours
after this time.. set for beginning his .daily duties as may be
spec~.fied by the' head of his department. When absence is for
more than ~.hreei days duration, the employee may be required to
file a physician's certificate with. the Personnel Office stating the
cause of the absence.
D . Relationship try Workers Compensation... .Benefits shall be payable
in "situations where. employee absence is," due try industrial injury
as provided 'in California State Workers', Compensation Law. The
amount of disability payments ~ paid to the injured employee shall
be deductad from salary ,payable to the employee while on sick
leave.. During the; first three (3) calendar days of absence for
industrial disability, employees will be compensated at their full
rate of pay without deduction from silk leave urilsss they are
hospita]ized. Absences resulting in immediate hospitalization or
absences continuing beyond the third day shall be charged
against the emplpyee at the rate of one-half (1/2) day for each
day of absence .credited or compensated by workers' compensation
insurance, provided the City receives all compensation paid by
workers' compensation payments only, without City payment for
salary at no loss of sick Leave. Sick leave for industrial injury
shall not be allowed for a disability ,resulting from sickness,
self inflictEd injury or willful misconduct.
Sect~n 16. Bereavement Leave
Iri the event of the death of an employee's spouse, mother,
step-mother, motYier-in-law, father, step-father, father-in-law.,
brother:; sister, child., including an adopted child, grandchild and
grandparent, an employee who attends. the funeral shall be granted
time off work with pay. The amount of time off work with pay shall
be only that which is required to attend the funeral and make
necessary funeral arrangements, but in no event shall it exceed three
(3J working days. These three (3) days shall not be chargeable to
sick leave... An additional two (2) days. required for necessary funeral
arrangements :may be charged tp the employee's sick leave and any
additional time- beyond these two days may be charged to accumulated
vacation or leave "without pay . Such bereavement leave shall not be
accruable from fiscal year to fiscal year, nor shall it have any
monetary value if unused .
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Section 17. Holidays
A . Fixed ~ .Holidays . T Yie ~ City shall ,observe eleven (11) paid
fixed=date holidays. These holidays sYiall ~be established for the
City`s. fiscal year as determined by City Council' resolution.
B. Floating Holiday. During the Fiscal Year., the City will authorize
one (1) "Floating Holiday" per em'pls~yee, which may be taken by
the employee at a time seleched by the emplr~yee, subject to
operational requirements and approval determined by the City.
Emp].eyees hired between July 1 and .:December 31 will be eligible
fora "Floating Holielay" during the course of the Fiscal Year.
.Section 18 . Military Leave
Military leave shall 'be arranged in accordance with the provisions of
State law. All employ. ees entitled to military- leave shall give the
appointing power an opportunity within the limits of military
"regulations ~ determine when such leave shall. be taken.
Sect~n 19. Leave of Absence without Pay
The City Manager may grant a permanent or probationary employee
leave of absence without pay or seniority for a period not to exceed
three (3) months. Good cause being shown by a written request, the
City Manager may extend the leave of absence without pay for an
additional period not -try exceed six (6) months. No such leave shall be
granted except upon written request of the employee setting forth the
reason for the request, and ~ the approval will be in writing. Upon
expiration of a regularly approved leave or within a reasonable period
of time after notice to -return to duty, the empls~yee shall be reinstated
in the position held at the time leave was granted. Failure on the
part of an employee on .leave to report ,promptly at its expiration, or
within a reasonable :time after notice to return to duty, shall be cause
for discharge .
Section 20: Jury Leave
Every ,classified employee of the City who is called or required to
serve as a trial. juror shall be entitled fn absent himself from his
duties with the City during the perifld of such service or while
necessarily being present in court as a result of such call. Under
such c2rcumstances, the employee shall be paid the difference between
his. full salary and any payment received by .him, except travel pay,
for such duty.
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Section 21. Compensatory Time Off
Employees may receive, in lieu of being paid for overtime,
compensatory time off at a mutually agreeable time between the City
and` the. employee subject to the operation requirements of the City and
with approval determined by the City . No employee may earn more
than one hundred. twenty (120) hours of Compensatory Time Off per
fiscal year. In addition, no employee may retain on the books more
than twenty four hours of unused Compensatory Time at any given
point .during the fiscal year. Amounts submitted in excess of these
limits shall be paid at time and one-half.
OTHER
Section 22. Retirement
The City of Petaluma's retirement plan under the Public Employee°s
Retirement System shall, consist of the- follflwing items:
Miscellaneous Employees: 2g @60
Option: 1959 Survivors Benefit.
1 year Final Compensation Average
Unused Sick Leave Credit
Sectson 23. Grievance Procedure
A. Purpose of Rule
(1) To promote improved employer-employee relations by
establishing .grievance procedures on matters for which
appeal or hearing is not provided by other regulations.
(2) To afford employees individually. or through qualified
employee organization a systematic means of obtaining further
consideration of problems after every reasonab]E effort has
failed ~ resolve them through discussions.
(3) To provide that grievances .shall be settled as near as
possible to the point of origin .
(4) To provide that appeals shall be conducted as informally as
possible.
B. Matters- Subject to Grievance Procedure. The grievance
procedti"re shall be used to process and .resolve gievances arming
out of the interpretation, application, or enforcement of the
express terms of this compensation plan.
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C . Informal Grievance Procedure. An emp]Dyee who has a problem or
complaint should first try to get it settled through discussion
with his immediate supervisor without undue dewy. If, after this
discussion, he does not believe the problem has been
satisfactorily resolved, he shall. have the right to discuss it with
his supervisor's immediate supervisor, if any, in the
administrative service.. Every effort should be made to find an
acceptable :solution by informal means at the ~ lower possible level
of supervision. If the employee is not in agreement with the
decision reached by discussion, he shall then have the right to
file a formal appeal. in writing within ten (10) calendar days after
receiving the informal decision of his immediate superior. An
informal appeal shall not be taken above the appointing power.
D . Formal Grievance Procedure (levels of review through chain of
command)
(1) First level of _ review . The appeal shall be presented in
writing to the employee's immediate supervisor, who shall
render his decision and comments in writing and return them
to the employee within five (5) calendar days after receiving
the appeal. If the employee does not agree with his
supervisor's decision, or if no answer has been received
within five (5) calendar days, the employee may present the
appeal in writing to his supervisor's immediate superior.
Failure of the employee to take further actson within five (5)
calendar days after receipt of the written decision of his
supervisor, or within a total of fifteen (15) calendar days if
no decision is rendered, wi71 constitute a dropping of the
appeal.
(2) Further level or levels of review as appropriate. The
supervisor receiving the appeal shall review it, render this
decision and comments in writing, and return them try the
employee within five (5) calendar days after receiving the
appeal. If the employee does not agree with the decision , or
if no answer has been received within five (5) calendar
days, he may present the appeal in writing to the
department head . Failure of the employee to take further
action within five (5) calendar days after receipt of the
decision or within a total of fifteen (15) calendar days if not
decision is rendered, will constitute a dropping of the
appeal.
(3) Department Review. The department head receiving the
appeal of his designated representative, shou]rl discuss the
grievance with the employee, his representative, if any, and
with other appropriate persons,. The department head. sha71
render his decision and comments in writing, and return
them to -the employee within five (5) calendar days after
receiving the appeal. If the employee. does not agree with
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the decision reached, or if no answer has been received
within five (5) calendar days after• receipt of the decision or
within a total of fifteen (1'5) calendar days if no decision is
rendered, will constitute a dropping of the appeal.
(4) City Manager. The City Manager receiving the appeal or is
designated representative should discuss the grievance with
the employee, his representative, if any, and with other
appropriate ,person. The City Manager may designate a fact
finding committee, officer not in the normal ]ine of
supervision, or Personnel Board to advise him concerning
the appeal. The City Manager shall render a decision in
writing to the employee within 'twenty (20) calendar days
after receiving the appeal.
(5) Conduct of Grievance Procedure.
(a) The tune limits speciized above may be extended to a
definite dates by mutual agreement of the employee and
the reviewer concerned.
(b) Thee employee may request the assistance of another
person of his own choosing in preparing and presenting
his appeal at any level of review .
(c) The employee and his representative may be privileged
to use a reasonable amount of work time as determined
by the appropriate department head in conferring about
and presenting the appeal.
(d) Empl~iyees shall be assured freedom from reprisal for
using the grievance procedures.
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