HomeMy WebLinkAboutResolutions 89-202 N.C.S. 07/10/1989
Resolution No. 89-202 N.C.S.
of the City of Petaluma, California
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES IN UNITS 3 (TECHNICAL) AND 4, (PROFESSIONAL)
WHEREAS, the employees in Units 3 and 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
recommendatiAn to the City Council on matters related to employee's
compensation; and,
WHEREAS, the City Manager has recommended that
employees of Units 3 and 4 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 these units, 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 contributis~ns 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.p„P-,~nued as to
,,: _..
Council of the City of Petaluma at a (Regular) (Adjourned) (ice meeting :' ~
.......---, 19$ ~--, by the ~ ~,, r. ~ ,
on the ....1 Qt.h_...-.-..... day of ......Iuls} ..................................
following vote:
C, ty`Att'rney
AYES: Tencer, Woolsey, Cavanagh, Balshaw, Vice Mayor Sobel, Mayor Hilligoss
NOES: ~
ABSENT: Mic a 1 Davis _-
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ATTEST : ......... ....Ql.~.l~!~~.NLAJ..: -... - ...........-•--------:.--......-......-... ..- --.-.:...~.. ~'....................~Y':."'.-
City erk Mayor
.. ~~€'UTY CITY C'LE'RK ~,~~~ F~i~ ................................:...
CA 10-85 Res. No.......8,9_ 202..... N.C.S.
TABLE OF C°ONTENT~S
GENERAL
Section 1 Term of Agreement
COMPENSATION
Section 2 Salary
Section 3 Retirement Contribution
Secfson 4 Overtime
Section 5 Compensation for Clothing Loss
Section 6 Vacation,, Payment of
Section 7 Sick Leave, Payment at Retirement
Section 8 .Deferred Compensation
INSURANCE
Section 9 Health Insurance
Section 10 Dental Insurance
Section 11 Life Insurance
Sectil~n 12 Long-Term Disability
Section 13 Vision Insurance
LEAVES
Section 14 Vacation
Section 15 Sick Leave
Section T6. Bereavement Leave
Section 17 Holidays
Section 18 Military Leave
Section T9 ~ Leave of Absences without Pay
Section 20 Jury Leave
Secfon 21 Compensatory Time Off
OTHER
Section 22 Retirement
Section 23 Grievance Procedure
G~ENE~R~~AL
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, 198.9
Unit.3 I II III IV V
Civil Engineer Assistant $14.0.9 $14.80 $15.54 $16.31 $17.13
Planning 'Aide Technician. 10.94 11.48 12.06 12.66 13.29
Building Inspector 14.32 15.03 15.78 16.57 17.40
Engineering Technician 11.88 12.48 13.10 13.76 14.45
Engineering Aide 9.43 9.90 10.40 10.92 11.47
Public Works Inspector/Civil
Engineer Assistant 15.07 15..82 b . 62 17.45 18.32
Senis~r Planning Technician.. 13.75 14.44 .15.16 15.92 16.72
Automated Systems TechrLiria n 11..80 12.39 13.01 13.66 14.34
U ni_t 4
Civil Engineer Associate 17.92 18, 82 19.76 20.75 21.78
Associate Planner 15.78 16.57 T7.40 18.26 19.18
Planning Technician 12,49 13.12 13,_77 14.46 15.19
Assistant Planner 14.20 14.91 15.65 16.44 17.26
Program Coordinator 15.18 15.94 16.73 17.57 18.45
Plan Checker 16.1.2 16..9.3 17.77 18.66 19.'60
Sectir~n 3. Retirement Contributions
The City agrees to payment of the employee`s contribution to the
Public Employee's Retirement . System in the amount of 7~ of an
emp]cyee's salary. The City will also defer the taxes on the member's
contribution to PERS.
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Section 4. Overtime
A. General. All hours worked in excess of eight (8) in any one day
~or in excess of forty (40) in any work week shall be compensated
for at the over-time 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. Paymenf_ for Work During Leaves. When it .becomes necessary by
an emergency t-r~ have employees work during legal holidays or the
period such employees are entitled- to vacation leave, such
employees working on such legal. holidays and during periods of
vacation shall be entifled to 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 loss or damage tp their clothing which occurs during the
course of carrying out an offic-ial duty. A request for compensation
hereunder shall be submitted in writing, in detail, tp 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. Vacation, .Payment at Termn:ation
Employees who terminate employment shall be paid in a lump sum for
all accrued vacation. 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 benefit fifty
percent (50~) of his accumulated but unused sick ]gave not to 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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IN'SUR'AN'CE'
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
]fisted below . 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
Se"ctiQn 10. Dental Insurance
During. the term of this Memorandum the City stall contribute $42.18
per month per eligible employee toward the premium for a group dental
insurance plan. Adclitionally, the City shall contribute $7.00 per
month traward an Orthodontia plan, $1.,000 per' child, at a 50~
co-payment rate.
Section 11. Life Insurance
During the term of this Memorandum the City shall, contribute
$.36/$1,.000 per month. per eligible employee tr~ward a group term life
insurance plan. in the amount of $10,000. per employee.
Section T2. Long-Term 'Disability
The City shall provide' for along-term disability plan. The premium
to be paid for by the City .
Section 13. Vision Insurance
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'
Sect~n 15'. Vacation
A . Amounts . All regu]~r 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 fo]lowing 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. t~ a "maximum of one hundred sixty (160) hours of
vacat~n . .
B. Scheduling.. The 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 fi~llowing calendar
year.
C . Deferral.. Any eligible employee with the consent of the head of
his department and the Personnel Off~e may defer five (5)
working days. of fiis annual vacation try 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 accumulated 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 16. Sick Leave
A . General. Sick leave with pay shall be granted -~ all employees as
set forth in this sectiDn. Sick leave is not a right which an
employee may use at 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 individuals whose relationship try the employee is that of a
dependent or near dependent.
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B . Accrual. Sick leave shall accrue. to all full-time employees at the
rate of eight hours for each month. of continuous service. No
employee shall accumulate more sick Teave in any year than
provided .
C . Notification Procedures. In order to receive compensation while
absent on sick leave, the employee shall notify his immediate
superior or the Personnel Office prior to or within four hours
after this tune set for beginning. his daily duties as may be
specified by the head of his department. When absence is for
more than three days duration, the employee may be required tp
file a physician's certificate with the Personnel Office stating the
cause of the absence.
D . Relatii~nship to 'Workers Compensation. Benefits shall be payable
in situations .where employee absence is due to industrial injury
as provided in California State Workers° Compensation Law. The
amount of disability' payment paid to .the' injured employee shall
be- deducted from salary payable try 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 sick leave unless they are
hospitalized.. Absences resulting in immediate hospitalization or
absences continuing beyond the third day shall be charged
against the employee 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 a].]Awed for a disability ,resulting from sickness,
self-inflicted injury or willful misconduct.
Section 17. Bereavement Leave
In the event of the death of an employee's spouse, mother,
step-mother, mother 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
(3) 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 ~ the employee°s sick ]eave 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 sha]1 it have any
monetary value if unused .
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Section 18. Holidays
A. Fixed Holidays. The City shall observe eleven (11) paid
fixed-date holidays. These holidays shall be established for the
.City's fiscal year as determined by City Council. resolut~n .
B.. Floating Ho~ay. burin
one (1) "Floating Holida
the employee, at a timE
operational requirements
Employees hired' between
fora "Floating Holiday"
Section 19. Military Leave
g the Fiscal Year the City wi]l authorize
y" per employee, which may be taken by
selected by the employee, subject try
and approval determined by the City.
July 1, and December 31, will be eligible
during the course of the Fiscal Year.
Military leave shall be arranged in accordance with the provisions of
State law . All employees entitled to military leave shall give the
appointing power an opportunity within the limits of military
regulations to determine when such leave shall. be taken.
Section 20. Leave of Absence without Pay
The City Manager may grant a perma
leave of absence without pay or senior
three (3) months. Good cause being sY
City Manager may extend the leave o
additional period not to exceed six (6) r
granted except upon written request of
reason for the request, and the apprc
expiration of a reg"ularly approved leave
of time after notice try return to duty, t
in the posii:ion held at the time leave
part of an employee. on leave to report.
within a reasonable time aftier notice to
for discharge.
Section 21. Jury Leave
tent or probationary employee
ity for a period not to exceed
gown by a written request, the
E absence without pay for an
tonths. N,o such ]cave shall be
the employee setting forth the
oval will be in writing. Upon
or within a reasonable period
he employee shall be reinstated
was granted . Failure on the
promptly at its expiration , or
return to duty, shall be cause
Every .classified employee of the City who is called or required try
serve as a trial juror shall be entitled to absent himself from his
duties with the City during the period of such service or while
necessarily being present in court as a result of such call. Under
such circumstances, the, employee shall be paid 'the difference between
his full salary and an.y payment received by him, except travel pay,
for such duty.
Section 22.. 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
Seddon 23. Retirement
The City of Petaluma's retirement plan under the Public Employee's
Retirement System sfiall consist. of the following items:
Miscellaneous Employees': 2$ @60
Option: 1959 Survivors Benefit
1 year Final Compensatis~n Average
Unused Sick Leave Credit
Section 24. 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 reasonable effort has
failed to 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 conduched as informally as
possible.
B . Matters Subject to Grievance Procedure . The grievance shall be
used to' process and resolve grievances arising out of the
interpretatir~n, application, or enforcement of the express terms of
this compensation p]~n .
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C. Informal; Grievance: Procedure, An employee who has a problem or
complaint should first. try to get it: settled through discussion
with his immediate supervisor without undue delay. If, after this
disco"scion, 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 of the lpwer 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 immediat-~ 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- tD his supervisor's immediate superior.
Failure of the employee to take further action 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, will 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 to the
employee within five (5) calendar days after receiving the
appeal. ~ .If the employee does not agree _ with the decision , or
>f 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
decd`son 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, should discuss the
.grievance with the. employee.., his representative, if any, and
with other appropriate .persons. The department head shall
render his decision and comments in writing, and return
them tp 'the employee within five (5) calendar clays after
receiving the appeal. If the employee does not agree with
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 (15) calendar .days if no decision is
rendered,. wi71 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 .line of
supervision, or Personnel Board to advise him concerning
'the appeal. The .City Manager shall render a dera_~n in
writing try the employee within twenty (20) ca]sndar days
after receiving the :appeal.
(5) Conduct of Grievance Procedure.
('a) -.The time limits specified above may be extended tD a
definite date -by mutual agreement of the employee and
the reviewer concerned.
(b) The employee may request. the assistance of another
person of 'his own choosing .in preparing and presenting
his appeal at any ]evel of review .
(c) The empls~yee 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) Employees: shall be assured freedom from reprisal for
using the grievance procedures:.
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