HomeMy WebLinkAboutResolutions 88-206 N.C.S. 07/05/1988-n
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:` ~Zes®luti®n No. 88-206 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 emp]flyee organization; and,
WHEREAS, the City Manager, pursuant t~ 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 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, 1988, 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 ed as to
Council of the City of Petaluma at a (Regular) a~txa~x~l) meeting rm
on the .....~.th-•----•--.... day of .......................lltl~...-......................-, 19.~~., by the
following vote: ....../ -•--•--••--••----•-•--•--------•
ity Attorney
AYES: Sobel, Balshaw, Cavanagh, Tencer, Vice Mayor Woolsey, Alayor Hilli~go
NOES : 0
ABSENT: Mi ae 1~~ ~~D--a~~v~~i s~~
ATTEST: .-•---- --..LL~„i.~:.1G~[,r~~ •• -- ---• .................
D6P ~ City Clerk
CA 10-85
~~
Mayor
Gbuncil Filepp...p .................................
Res. No. .....V.8-.2.Q.b...... N.C.S.
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CITY OF PETALUMA
COMPENSATION PLAN FOR UNIT 5
FY 1988 - 1989
TABLE OF CONTENTS
GENE-RAL
Section. 1 Term of Agreement
C OMPENSATION
Section 2 Salary
Section 3 Retirement Contribution
Section 4 Obertme
Section 5 Compensation for Clothing Loss
Section 6 Vacation,. Payment of
Section 7 Sick Leave, .Pay"ment at Retirement
Section 8 Deferred CompensatiDn
I-NSURANCE
Section 9 Health, Insurance
Section 10 Dental. Insurance
Section 11 Life Insurance-
Section 12 Long-Term. Disability
Section 13 Vision '.Insurance
LEAVES
Section 14 Vacation
Section 15 Sick 'Leave
Sectifln 16 Bereavement'Leave
Section 1'7 Holidays
Sect~n 1:8. Military Leave
Section 19 Leave of Absences without Pay
Section 20 ~ Jury ;Leave
Section 21 Compensatory Time Off
OTHER
Secta~n 22 Retirement
Section 23 Grievance .Procedure
GENERAL
Seet~on 1. Term
This compensation plan shall be for a one (:l) year farm fir the fiscal
year commencing July 1, 1988, through June 30, .1989.
COMPENSATION
Section 2. Salary
T'he 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, .1988
Unit 5 I II III IV V
Secretary $ 8.80 $ 9.23 $ 9.69 $10.19 $10.70
Intermediate Steno-Clerk, 7.43 7.80 8.22 8.61 9.05
Sr,. Transcriber Typist-Clerk 7.81 8.22 '8.61 9.06 9.51
Senior Typist-Clerk 7.43 7.80: 8.22 8.61 9.05
Int-~ermedate Typist Clerk 7.10 7.4'7 7'.8'3 8.22 8.63
Transcriber Typist-Clerk 7..10 7.4'7 7:83 8.22 8.63
Junior Typist-Clerk 6.45 6.75. T,10 7.46 7.81
General Services Aide 6.45 6.75 7.10 7.46 7.81
General Services Clerk 8.74 9'.16 9.60 10.10 10.59
Senior Account Clerk 8.80 9.23 9.6,9. 1.0..19 10.70
Account Clerk 7.10 7.47 7.83 8..22 8.63
Kerinei Attendant 6.74 7.08. 7.43 7.80 8.19
Business License Clerk 8.97 9.41 9.88 10.38 10.90
Sectifln 3. Retirement Contribution
The City agrees ;tA payment of the emplpyee's contribution tp the
Public Emplflyees' Retirement System in the amount, of 7~ of an
emphyee's salary. T-he City will also defer the taxes ion the. member's
contrib~ition to PERS.
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Sectifln 4. Qvertime
A General. All hours worked in excess of eight, (8) in any one day
or in excess of forty (40) in any work week sYiall be compensated
for at the' 'overtime rate which shall be .one and. one-half (1.5)
times the basic straight time regular rat-~e of pay. Overtime. shall
not be pyrarii~lecl or compounded.
B . Minimum:. Army employee .required tp 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
per-ifld such employees are entitled t-n 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 r-ate of pay .
Section 5. . ComgensatiDn "for Clothing Loss
The City Manager is authorized to provide compensation try City
employees for ]oss or damage. to their clothing `which occurs during the
course of carrying out an offibial duty. A request for compensation
hereunder shall be submitted 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 vacat~n leave earned prior 'to the effective date of
terminatfln 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 tin (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 leave not to exceed
4'80 hours..
Section 8. Deferr-ed Gompensatinn
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 Understanding, the City shall
pay an".y premium isiereases .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
UnderStandirig`.
Health. Plan of Sonoma
Kaiser the- Redwoods County
Employee $ 97.19 1`10.00 110.90
Empls~yee + 1 dependent. $193..38 220.. QD '193..80
Employee + 2 ..dependents $260.69 2'73.00 266.45
Section 10. Dental,.In'surance
The .City. shall provide;. at no cost ~ the employee, for a group dental
insurance coverage program .for City emphyees and dependents in Unit
5., during the term of this Compensation Plan,.
Section 11. Isfe Insurance
The City shall provide, 'at ,no cost to the employee, .group t-~rm life
insurance coverage 'in the principle amount of $10, 00.0 per employee.
Section 12. Long-T:erm ,Disability
'The City shall, ;provvide fx~r a long-term .disability plan . The premium
try be paid for by the City .
Section 1,3. Vision Insurance
The City shall provide a Vision Insurance Plan. {employee only) for the
members of; this: U-nit,. effective July 1, 1988 .
LEAVE
Section 14. Vacatit?r
A. Amounts. Ail 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 frllowing the year in
which vacation is earned.
All regular employees of the City of ,Petaluma, aftier five (5)
years of continuous service with the City, .and beginning with the
sixth year, sha11 be entitled to the equivalent of one hundred
twenty (120;) hours of vacation per year.
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:After ten (l0) 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 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 pai'tieular regard for the needs of the service. If the
requirements of the service are such than an employee cannot
take part or ;a11 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' yacati"on 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 lest. In the event one or more municipal
holidays fall within an annual vacation leave, such holidays shall
not be charged as VacatiDn leave and vacation leave shall be
extended accordin°gly.
Seddon 15. Sick Leave
A . Generate. Sick leave with pay .shall be granted to all probatiDnary
and. permanent employees within the, competi#ve .service... Sick
leave shall, .not, be consider-ed as a right which an employee may
use at his discretion, ,but shall be allowed only in case of
necessity 'or actual personal sickness:, disability, or as allowed by
the, compensat~n plan. .
B . Accrual. 'Sick ,le_ave shall accrue ts~ all full-time; employees at the
rate of eight hours for each month of continuous service:. No:
employee shalt accumulate more sick have in any year than.
provided
C. Notification Procedures. In order- to receive compensation while
absent on sick lease, 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 da s duration, ,the employee may be required to
file a physician's :certificate with the Personnel Office stating the
cause of the absence.
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D . Family Sick Leave. ;Leave of absence up to four working ,days
wifh pay per fiscal year' :may be granted try an employee in 'the
event of serious illness. or injury <in the employee's immediate
family and will be charged against sick leave. The immediate
family shall consist. of the spouse, children, parents, brothers,
sisters, or other individuals whose relationship ,fiA the employee is
that of 'a legal dependent. In such case., the appointing power
shall grant such sick leave only when in his opinion the
relationship of the sick or disabled person to the employee
warrants such 'use of sick leave .
E. Relation"ship to Workers Compensat~n.. 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
rate of pay without .deduction from sick leave unless they are
hospitalized;.. Absences resulting in immediate hospita]ization 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 compensat`~d by workers` compensation
insurance.,. provided the City receives all compensation paid by
workers' compen atis~n payments only,. without City payment for
salary at no• hss of sibk leave. Sick leave fi?r industrial injury
shall .not, be allowed for a disability resulting from sickness,
self-inflet~d injury or willful misconduct,
Sectzfln 16. .Bereavement 7~eave
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 hall
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. thr-ee (3) days shall not be chargeable to~
sick leave. An additierial two (2) days required for necessary funeral
arrangements may be charged to the employee's sick leave and any
additional time beyond., these two days may be charged ~ accumulated
vacation or leave without pay. Such bereavement leave shall riot. be
accruable from fiscal year to fiscal year, nor shall it have any
monetary value if unused .
Section 17. Holidays
A . Fixed Holidays.. The City shall observe eleven (11) paid
fixed-date 'holid'ays. These holidays shall be, established for the
City's fiscal ,year as determined by City Council resolution.
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B~, Floating Holiday., During the Fiscal Year;; ~ the City will authorize
one ('1) "Floating Holiday" per employee, which may be taken by
the employee at a tune selected:. by the employee:, subject to
operational requirements and approval determined by the City.
Employees hired. between July 1 and December 31 wi11 be eligible
fora "Floating Holiday" during the course of the Fiscal Year.
Section, 18. Military ,Leave
ilitary leave sha11 be arranged. in accordance with the provisions of
:State law . All emplo-gees 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.
Sectson 19. Zeave of: ,Absence without Pay
The City Manager may grant a permanent or probationary empls~yee
leave of absence without" pay or seniority fora 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)' month's. No such ]cave shall be
granted: except upon written request of the employee wetting forth the
reason for the re"quest, 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 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 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.. any payment received by him,, .:except travel pay,
for such duty.
Section 21. Compensatory Time .Off
.Employees may receive, in lieu. of being paid for overtime,
compensatory time off: at a mutually .agreeable tune 'between the City
and the. employee subject to the operatiDn requirements of the City and
with. approval determined . by the City. No employee may earn more
than one :hundred twenty (120) hours ,of Cgmpen ai~ory T"ime 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.
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0'T H E"R
Sectznn 22. Retirement
The City of .:Petaluma's retirement plan under the Public Employee's
Retirement. ,System, shalt consist of the following .items:
Miscellaneous Emphyees; 2~ @60
Option: 1959. Survivors Benefit
1 year Final Compensation Average
Unused Sick Leave Credit
Section 23. Grievance Procedure
A . Purpose. of. Rule.
(1) To promote improved employer-emp].c~yee relations by
establishing Brie"vance procedures on matters for which
appeal or ,hearisrg 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 r-easonable effort has
failed to resolve them through discussions.
(3) To 'provide that grievances shalt 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
procedure shall be used to process and resolve gievances ari ~i n g
out of the interpretation., applicatifln, or enforcement of the
express terms of this. compensation plan.
C . Informal Grievance Procedure. An employee who has a problem or'
com hint should. "first tr to et it settled through discussiDn
P y g
with 'his immediate super"visor without undue delay. 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 ~ find an
acceptable. solution by informal means at the lower possible. level
of superyisinn.. If the employee is not- in agreement with. the
decisiDn 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 superiDr. An
informal appeal shalt not be taken above the appointing power.
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b:: Formal.. ;Grievance; Procedure (levels of reviewthrough chain of
command)
(1J First. level of ~ review: The appeal. shall. be .presented in
wring too the emplflyee's .immediatee ;supervisor, who shall
render his' decision and comments in writing. and return. them
-to the empls~yee within five (5) calendar days' after receiving
the appeal.. If the employee does not- agree with his
supervisor' decision, or if no answer- 'has been received
within five. (5)' calendar days, -the employee may present the
appeale in, writing to his swpervisor's immediate superior,
Failure of theemplflyee 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
• 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
decasnn or within a total of fifteen (l5') calendar days if not
decision, . is rendered, will constitute a dropping of the
.appeal.
(3) Department. Review. T,he 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. decysinn and comments in writing., and return
them tip the employee within :five (5;) calendar days after
receiving the appeal. If the employee does not agree with
the decisir~n 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-, will constitute a dropping of the .appeal.
(4) City M,anager,, 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
supervisiDn., or Personnel Board t~ advise .him concerning
•the appeal. T:he City Manager shall render a decas~ion in
writing tio.• the employee within twenty. (20) calendar •days.
after recei_v:ng the appeal.
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(~5) Conduct, of Grievance Procedure.
• (a) The, time, limits, specified above may be extended to 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 emp]~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) Empln_yees shall be assured freedom from reprisal for
using, the grievance procedures;.
wp/pers3
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