HomeMy WebLinkAboutResolutions 89-200 N.C.S. 07/10/1989ReS®lutlon NO. s9-2oo N.C.S.
of the City of Petaluma, California
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES IN UNIT 1, (CONFIDENTIAL)
WHEREAS, the employees in Unit 1 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 employee's
compensation; and,
WHEREAS, the City Manager has recommended that
employees of Unit 1 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 ,Approved as to
Council of the City of Petaluma at a (Regular) (Adjourned) (~}) meeting ~ ~
on the ...l.Q.th...---...... day of .....J.uly .............................................. 198-9.-., by the .i _,.i
following vote: C,~
---.1.-...-. •--- ~~~..-..---
City Attorney
AYES: Tencer, Woolsey, Cavanagh, Balshaw, Vice Mayor Sobel, Mayor Hilligoss
NOES: 0
ABSENT: Mic 1 Dgga~~vQQi~~s~~ ~, _ .
ATTEST : .............~L~:~.I:.S~.dl--. ........--..--.........------......................... ~ ....__:.-.- :-.. f;
City Cy(~~lerl: qq ~~~"~/ ~` ~~/ ~/ Mayor ~
CA 10-85 Bi~~V 1 E !.~ 1 I ~L~~I~ CbuncilFile ........................._..-...-..
Iles. No. ......8..9'..Z.~.Q..... N.C.S.
TABLE OF CONTENTS
GENERAL
Section 1 Term of Agreement
COMPENSATION
Section 2 Salary
Section 3 Retirement Contribution
Sect~n 4 Ovextiine
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 I1 Life Insurance
Section 12 Long-Term Disability
Section 13 Vision Insurance
LEAVES
Seclaon 14 Vacation
Section 15 Sick Leave
Sect~n 16 Bereavement Leave
Section 17 Holidays
Section 18 Lyfilitary Leave
Sectis~n 39 Leave of Absences without Pay
Section 20 Jury Leave
Section 21 Compensatory Time Off
OTHER
Section 22 Retirement
Section 23 Grievance Procedure
GENERAL
Section. 1. Term of Agreement
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 term of this
compensation plan.
Unit 1 I II III IV V
Secretary to City Manager $12.23 $12.85 $13.49 $14.16 $14.87
Secretary $10.46 10.98 11.53 12.11 12.71
Intermediate Steno-Clerk 8.73 9.17 9.63 10.11 10.6.1
Payroll Clerk 10.40 10.92 1:1.47 12.04 12.64
Administrative. Intern 9.86 10.35 10.87 11.41 11.98
Section 3. Retirement Contributions
The City agrees to payment of the ~ employee's contribution try the
Public Employees' Retirement System in the amount of 7$ of an
employee's salary.. The City wi71 ~ also defer. the .taxes on the member's
contribution to 'PERS.
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 overtime rate which shall be one and one-half (1.5)
times the .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 tt~ 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.
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Section 5. .Compensation for Clothing Loss
The City Manager is authorized to provide compensation try City
employees. for loss or damage to their clothing which occurs during the
course of carrying out an official duty. A request for compensatis~n
hereunder shall be ~submitbed in writing, 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'. Vacation, Payment at Termination
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 (l0) 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 leave not to exceed
480 hours.
Section 8. Defer-red Compensation
The City of Petaluma shall make available to the members of this unit,
the City's Deferred Compensation `Plan.
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INSURANCE
Section. 9. Health Insurance
During the period of this Memorandum of_ U:nderstanding, the City shall
pay any premium increases beyond the current City contributions as
listed 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
Kaiser _the Redwoods
Employee $113.81
Employee + 1 dependent $226.62
Employee + 2 dependents $303.32
Section 10. Dental Insurance
Sonoma
County
126..93 110.90
253.86. 193.80
318.17 266.45
During the term. of thin Memorandum the City shall contribute $42.18
per month per eligible employee toward the premium for a group dental
insurance plan. Ad'ditiimally, the City sha11 contribute $7.00 per
month toward ari Orthodonture 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 emp7t~,yee toward a group term life
insurance plan in the amount of $10, 000 per employee.
Section 12. Long-Term ,Disability
The City shall provide .for a Ong-term disability plan. The premium
to be paid for by the City .
Section 13. ViS~ion ,Insurance
During the term of this Memorandum. the City shall contribute $11.55
per month per ;eligib]s employee for a family vision plan.., effective
August 1, 198:9.
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LEAVE
Section 14. Vacation
A. Amounts. All regular emp]oyees 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.. The tunes during a calendar year in which an
emp]byee may take his vacation shall be determined by the
department head with due respect fir 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 to 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 15. Sick Leave
A . General Sick leave with pay .shall be granted to all employees as
.set forth in this section.. Sick. leave is not a right which an
emplbyee 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 to the employee is that of a
dependent or near dependent.
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B . Accrual. .Sick leave shall accrue tD all full-time employees at the
rate of eight hours .for each month, of continuous ser-vide. No
emp]oyee shall. accumulate more stick leave in any year than
provided .
C. :Notification Proc_edunes. 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 time 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 to
file a physician's certificate with the Personnel Office stating the
cause of the absence.
D. .Relationship. 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 payments paid to the injured employee shall
be deducted 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
rata of pay without deduction from sick leave unless they are
hospitalized. Absences resulting in immediate hospitalization or
absences eontinning 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 lflss of sick leave. Sick leave fore industrial injury
sha11 not be allowed for a disability ~ .resulting from sickness,
self-infli~l-~ed injury or willful miscondfuct.
Section 16. 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
tune off work with pay . The amount of time off work with pay shall
be only that. which is required fo 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 to the employee's sick leave and any
additional tune beyond these two days .may be charged to accumulated
vacatit~n or leave w-ithout 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. Ho]days
A.. Fixed Holidays . The City shall observe eleven (11) fixed-date
holidays. These holidays shall 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 employee; which may be taken by
the empls~yee at a time selected by the employee, .subject to
operational requirements and approval determined by the City.
.Employees hired .between July 1, and December 31, will be eligible
fora "Floating Holiday" during the course of the Fiscal Year.
Section 18. Military Leave
Military leave shall be arranged in~ accordance with the provisions of
Stag law . All. employees entitled to military leave shall give the
appointing power; an . opportunity within the limits of military
regu]ations to determine. when such `leave shall be taken .
Section 19. Leave of Absence without Pay
The City Manager may grant a permanent or probationary empls~yee
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 to 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 employee shall be reinstated
in the position- held at the time Isave 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 i5 called or required ~
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 circumstance 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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Sect~n 21. Compensatory Time Off
Employees may .receive, in ].isu 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. N.o 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 .following items:
Misce]laneous Employees: 2~ @60
Option: 1959 Survivors Benefit
1 year Final Compensation Average
Unused Sick Leave Credit
Section 23. Grievance Procedure
A . Purpose of Ruts
(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
con ideration of problems after every reasonable effort has
failed tx~ resolve them through discussions.
(3) To provide that grievances shall be settled as near as
possible t_o the point of origin .
(4) To provide that appeals shall be conducted as informally as
possible.
B. Mat-bers Subject to Grievance Procedure. The grievance procedure
shall be used to: process and resolve grievances 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 employee who has a problem or
complaint should first try try get it settled through discussion
with his immediate supervisor without undue delay. If, after this
discussion , he does not believe the problem has been
satisfactorily resolved, he shalt have the right to discuss it with
his supervisor's immediate supervisor,. if any, in the
administrative service. Every effort should be made ~ find an
acceptable solution by informal means at the lower possible level
of supervision.. If .the ,employee .is not in agreement with the
deca~sion .reached by discuss>on, he shall then have the right to
file a formal appeal iri writing within ten (10) calendar days after
receiving the informal.. _ decisar~n of his immediate superior. An
informal appeal shalt. 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 emp]oyee may present the
appeal in writing to his supervisor's immediate superior.
Failure of the employee try take further actifln 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 sha11 .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 try 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, wall 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 has decision and comments in writing, and return
them to the employee within. five. (5) calendar days after
receiving the appeal. Zf 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 fifi-Pen (15) calendar days >f 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 line of
supervision, or Personnel Board to advise him concerning
the appeal. The. City Manager shall render a decission in
writing fA the. employee within twenty (20) calendar days
after receiving the appeal.
(5) Conduct of Grievance Procedure.
(a) The time limits specified above may be extended ~ 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 level of" review
(c) The employee and his represent-~tive may be privileged
to use a reasonable amount of work time as determined
by the appr-opriat~ department head in conferring about
and presenting the appeal.
(d) Emplfly".,ees shall be assured freedom from reprisal for
using the grievance procedures.
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