HomeMy WebLinkAboutResolutions 88-203 N.C.S. 07/05/1988i _.
Resolution N®. 8s-203 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 tp Section 28, City of
Petaluma City Charger 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 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 effect~:ve July 1, 1988, and the City of Petaluma will be making
contributions to the retirement plan on behalf of the emplsyee, however,
the employee may not opt tp 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 o d as to
Council of the City of Petaluma at a (Regular) ~xit~~ meeting f
on the ....5.th .............. day of .........-.......JUG.y...............-.......-.......-., 19.8.8.., by the
following vote:
'ty Attorney
AYES: Sobel, Balshaw, Cavanagh, Tencer, Vice Mayor Woolsey, Mayor Hill,~g,~ss
NOES: ~ {//
ABSENT: Mic el Davis -
~ ~,~ ~ /~~
ATTEST: .-----• --~ ........ .. ....:.............................................. .......----•- -.~~~~;rt.~/-._.._..._...........- --Y_~.-.........-....-..
'pepu~ City Clerk Mayor
Council File......-•---.-° .....................
CA 10-85 Res. No.....8.8.-.2Q3........ N.C.S.
CITY OF PETALUMA
COMPENSATION PLAN FOR UNIT 1
FY 1988-1989
TABLE OF CONTENTS
GENERAL
Section 1 Term of Agreement
COMPENSATION
Sectifln 2 Salary
Section 3 Retirement Contribution
Section 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
Section 12 Long-Term, Disability
Section 13 Vision Insurance
LEAVES
Section 14 Vacation
Section 15 Sick Leave
Section 16 Bereavement Leave
Section 17 Holidays
Section 18 Military Leave
Section 19 Leave of Absences without Pay
Section 20 Jury Leave
Section 21 Compensatory Time Off
OTHER
Section 22 Retirement
Section 23 Grievance Procedure
GENERAL
Seen 1. Term
This compensation plan shall be for a one (1) year term for the fiscal
year commencing July 1, 1988, through June 30, 1989.
COMPENSATION
Section 2. Salary
The City, shall adopt the fo]lowing salary ranges fior each of the
employees in the following classifications during the term of this
compensation plan.
Unit 1 I II III IV V
Secretary ~ City Manager $9.80 $10.29 $10.78 $.11.34 $11.90
Secretary $8.80 9.23 9.69 10.19 10.70
Intermediate Steno-Clerk 7.49 7.86 8.25 8.65 9.10
Payroll Clerk 8.87 9.41 9.88 10.3.8 10.90
Administrative Intern 9.27 9.73 10.22 10.73 11.27
Secison 3. RETIREMENT CONTRIBUTIONS
The City agrees to payment of the emphyee's contribution tD the
Pubic Employees' '.Retirement System in the amount of 7~ of an
employee's salary.. T:he City will also defer the taxes on the member's
contribution t~ PER'S ..
Sect~n 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 o~ert~me rate which. shall.. be one and one-half. (1.5)
times the regular rate of pay . Overtime shall not be pyramided..
or compounded.
1
B.. Minimum:.. Any employee .required to work overtime shall, in no
case, be compensated for less than. one hour for such overtime.
C . Payment fvr Work During Leaves. When it: becomes necessary by
an emer.gericy to have employees work during legal holidays or the
period such employees are entitled. t-A vacation leave, such
employees wor--king on such legal holidays and during perir~ds of
vacation sha11 be entitled 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 lass or damage. to their clothing which occurs during the
course of carrying out an offiraal 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 Terminatzfln
Employees who terminate employment shall be 'paid in a lump sum for
all accrued vacation leave earned prier to the effective date of
termination not to exceed two (2) years accumulation.
Sect~n 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 pair3 or shall receive to his benefit fifty
percent ('SOS) of ;his accumulated but unused sick leave not ~ exceed
480 hours.
Section 8. Deferred Compensation
The City of Petaluma. shall make available try the members of this unit,
the City's Deferred. Compensation Plan.
2
INSURANCE
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 below. No increase in the dollar amount of the employee
contributions shall .be assessed during the term of this Memorandum of
U nderstanding
Health Plan of Sonoma
Kaiser the Redwoods County
Employee $ 97.19 $110.00 $1.10.90
Employee + 1 dependent $193.39 $220.00 $193.80
Employee + 2 dependents $260.69 $273.00 $266.45
Section 10. Dental Insurance
The City shall provide,: at no cost to the employee, for a group dental
insurance coverage program for City employees and `dependents in Unit
1, during the term of this Compensation Plan. '
Section 11. Life Insurance
The City shall provide., at no cost ~ the employee, group term life
insurance coverage in the principle amount of $10,000 per employee.
Section 12. Long-Ter-m Disabi]ity
The City shall provide fora .long-term disability plan. The premium
to be paid for by the City.
Section 13. Vision Insurance
The City shall ,provide a Vision. Insurance Plan (employee only) for the
members of this Unit, effective July 1, 1988..
LEAVE
Section 14. Vacation
A. 'Amount,. All regular employees of the' City of Petaluma, affJer
working one full. year are entitled ~ 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 CS)
years of continuous service with the City,, and beginning with the
sixth year, sYiall be entitled to the equivalent of one hundred
twenty (120) hours of vacation per year.
3
After ten '(.I'Oj 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 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 du-ring the following calendar
year.
C . Deferral.. ..Any eligible employee with thee. 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. vacatis~n 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 probatiflnary
and .permanent. emphyees within. the competitive service. Sick
leave. shall not. be considered as a ~ right. which an employee may
use at his discretion, 'but shall be a]1Dwed only in ease of
necessity or actual .personal .sickness, disability, or as allowed by
the compensation plan .
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. sibk leave in any year than
provided .
C . Notificatifln. Procedures:.. In order to receive compensation while
absent on sick ;leave, the employee ;shall notify his immediate
superiDr or the Personnel Office prior ~ 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 t~
file a physician's certificate with the Personnel. Office stating the
cause of the absence.
4
D . Family ..Sick Leave,. Leave of absence.. up to four working days
with pay per fiscal year may be .granted t-~: an, employee in the
event of serious i]lness 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 to the employee is
that of a .legal dependent. In such case, the appointing power
sha]1 g-rant, such sick leave only when. in his opinifln the
relationship of the sick or disabled :person t-~ the employee
warrants such, use; of sick leave.
E . Relationship to Workers Compensatifln . Benefits shall be payable
in situatiDns where employee absence .is due t-A industsial injury
as provided in California Stage Workers' Compensat~n Law. The
amount of disability payments paid fp 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
rage of pay without deduction from sick leave unless they are
hospitalized. Absences resulting in unmediate 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 compensatson paid by
workers' compensation ,payments only, without City payment .for
salary at no 1DSS of sick leave... Sick .leave for industrial injury
shalt not be allowed for a disability ,resulting from sickness,
self-inflicted injury or willful misconduct.
Section 16. Bereavement Leave
In the event of the death of an employee',s spouse, mother,
step-mother, mother-in-law, father, step-fattier, 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 try
sick leave. An additional two (2) days. required for necessary funeral
arrangements may be charged. to the emplDyee's sick leave and ariy
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 try fiscal year, 'nor shall it have any
monetary value if unused.
Section 17. Holidays
A. Fixed Holid_ ay,.s. The City shall observe eleven (11) fixed-data
ho]days. These holidays shall be established. for the City's fiscal
year as determined by City Council resolution.
5
B. Floating Holiday.: During the Fiscal Year the City will authorize
one '(.1) ";Floatin'g Holiday" per employee, which may be taken by
the employee at a tune selected by the.. ,employee, subject try
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 b"e 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 .
Sect~nn 19. Leave of 'Absence without Pay
The City Manager may grant a permanent or probationary emp]oyee
leave of absence without pay or seniority fir 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 wri#sng. Upon
expiratiDn 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, pairs the difference between
his full sa]ary 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 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 femur hours of unused CompensatAry Time. at any given
point during the. fiscal year. Amounts submitted in excess of these
limits shall be paid ;at time and one-half.
6
OTHER
Section 22. Retirement
The City of Petaluma's retirement plan under the Public Employee's
Retirement System. shall consist of the fol]flwing items:
Miscellaneous Employees: 2~ @60
Option: 1959 Survivors Benefit
1 year Final Compensation Average
Unused Sick Leave Credit
Sect~n 23. Grievance Procedure
A. Purpose of .Rule
(1) To promote improved emplgyer-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 qua]ified
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 do 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 tc process and resolve grievances ari Gi n g out of the
interpretation, application, or enforcement of the. express terms of
this compensation plan.
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
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 do find an
acceptable solution by .informal means at the lower possible lovel
of supervision . If the employee .is not in agreement with the
decd`~ion reached by discussion, he shall then have the right to
file afor-mal 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.. I€ 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 aci~on within five (5)
calendar days after receipt of the written decision of his
supervisor', or within a total of fifteen (l5) calendar days if
no decision. is rendered., will constitute a dropping of the
appeal.
(2) Further level or IeveLs of review as appropriate . The
supervisor receiving the appeal shall review it, render this
decision and comments in writing, and return them to the
emp].c~yee 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 fiead . Failure of the. employee to take further
actin within five (5) calendar .days after receipt of the
decision or within a total of fii~een (l5) calendar days if not
decision is rendered, will constitute, a dropping of the
appeal.
(3) Department Review. The department head receiving the
appeal of hi's designated representative, should discuss the
grievance with the' employee, his representative, if any, and
with other appropria-~e persons. The department head shall
render his deca~siDn 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 deca,~n reached , or if no answer ..has been received
within, five (5 } calendar days after receipt of the decision or
within a total of fift.~en (1'5) calendar days if no decision is
rendered, will constitute a dropping of the appeal.
(4) Gi_ty ..Manager. The City Manager receiving the. appeal or is
designated representative.' should discuss the grievance. wiih
the em_ ployee, his 'representative, if any, and with other
' appropriate person. The City .Manager -may designate a fact
fizidin.g committee, officer not.: `in the normal line 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.
8
(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) T°he .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 u'se 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.
wp/pers3
Unit 2
9