HomeMy WebLinkAboutResolutions 87-183 N.C.S. 06/29/1987:;/ ,~ ;
` JUN 2 9 1987 1 S
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~~ 1~esolution No. 87-183 1 r~.5. M3A: cw 6-22-87
of the City of Peta(uma, Californi~
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS FOR
EMPLOYEES IN UNIT 3, (TECHNICAL) AND UNIT 4(PROFESSIONAL)
WHEREAS, the Empl~yees in Units 3 and 4 are not
represented by any recognized employee organization; and,
WHEREAS, the City Manager, pursuant tn Secti~n 28, City of
Petaluma City Charter is required and empowered tr~ make a recommendatir~n
to the City Councal on matters re]ated tr~ employees' compensatir~n; 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 specifi~d in the at~chments for emp]~yees in
this unit, being in the best intnrest of the City, be approved and shall
become effeetive July 1, 1987, and the City of Petaluma will be making
contribut~ns to the retirement plan on behalf of the employee, however,
the employee may not opt tA receive thi:s contributis~n 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 Approv as`to
Council of the City of Petaluma at a(Rewlar) (~d) (£~iec,ial) meeting ~"
on the ..,-----.~~.th-••-.. day of ................JU.xl~......._._._..__................., 19.~~.., by the ~
following vote: • ....... ...... 1.._..- •••-•••••-•...-----~
Ci ~Attorney
AYES: Davis, Sobel, Woolsey, Cavanagh, Balshaw, Vice Mayor Tencer, Mayo H' ligoss
NOES: .~
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ABSENT: ~ `/ ~~ '~ ` • ,
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ATTEST: ~/--.Lr.~li~:'lr.:..~.-~.~---- •• •- ,
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City Cierk Mayor
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council File.....--• .......................•--..
CA 10-85 ~~s. N~~...........$7.-.1.83. ,~.cs.
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TABLE.O'F C'ONTENTS
GENERAL
Section 1 Term of Agreement
C OMPEN SATION
Section 2 Salary
Se~n 3 Retirement C~ontribution
Section 4 Overtime
Secti~n 5 Compensatinn fi~r Clflthing Loss
Secti~n 6 Vacation, 'Pay-ment of
Sectzon 7 Sick~ Leave,. Payment at Retiremerit
S.ection 8 ~ Deferred' Compensation
Sectic~n 9 Uniform Allowance
INSURANCE
Secta~n 10 Health Insurance
Section 11 Dental Insurance
Seetic~n, .12 Lif'e Insurance
Section 13 Long-Term Disability
LEAVES
Section 14 Vacation
Sect~n 15 Sick Leave
Section 16 Bereavement Leave
Sectson 17 Holida~ys
Section 18 Military Leave
Section 19 Leave of Absences withqut Pay
Sect~n 20 Jury Leave
Section 2I Compensatr~ry Time OfE
OTH-ER
Sect:ion 22 Retirement
Sech.~n 23 Grievance Procedure
GENERAL
Section 1. Term
This compensati~n plan shall be for a one (1) year term for the fiscal
year commencing July l, I987, through June 30, 1988. '
C OMPENSATION .
Section 2. Salary
The Gity shall adopt the following salary ranges for each of the
employees in the following classificat~ns d'uring the peribd of t.his
Compensation Plan.
Un:it ,3. I II LII IV V
Civil Engineer Assi'stant $12.39 $13.01 $13.67 14.35 $15.07
Planning Aide Technician 10,-00 10..50 11.03 11.57 12.15
Building InspectAr 12.29 12,89 13'.53 14.23 14.94
Engineering~ Technicsan 10.10 10.59 11.13 11.69 12.26
Engineering Aide 8.62 9.A5 9.50 9.98 10.48>
Public Works .Inspec~r/Civil
Enganeer Assistant 13,34 ~14,01 14,72 15,44 16.34
Fire Inspector 12.29 12.90 1'3,55 14.22 14.94
Senior Planning Techiiiciari 12.57 13,1$ . 13.:85 14,54 15.28
Automated Systems Techniraa n.i0.69 11.22 1T.78 12.38 13.00
Unit 4
Civil Eng~rieer Associa~t~e
Associate Planner
Planning Techni~ian
Assistant° Planner
Recreation Program Coord..
14,53 15.27 16.,03~ 16.82 17.66
13,.45 14.13 14.87 15.59 16.37
11.43 11..99 12.60 13.22 13.88
12.57 13.I9 13.85 I4.54 15.28
8:69 9.12 9.60 10.08 10.58
Secti.on 3. Retirement Contri.butions
The City agrees to paymerit of .the emplflyee's contribution to the
Pub]ic Employee's Retirement Sysf~ein in the amount of 2~ of an
employee's salary. The City will aTso defer the taxes on tYie member's
contribution to PE`RS .
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Section 4. Overtime
A. Gener-al. All hours wor.ked in exeess~ of eight (8) in any one day
or in excess of forty (40) in any work week shall be compensat~d
for at the overtime rate which shall be one and one-half (1.5)
times the basic straight tune regular rai-~ of pay. Overtime shall
not be pyramided or compounded.
B. Min:imum. Any employee required tA work overtime sha71, 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
periDd such emplnyees are entitled to vacation leave, such
employees working on such legal holidays and during peru~ds of
vacation shall be entitled tA receive additional remuneration at a
rate of one and one-half times their regular rate of pay .
Section 5. Compensation ~for C]s~tY~ing Loss
The City Manager is authorized to proVide compensatiQn to City
emp]:oyees for loss or damage to their cl~thing which occurs during the
course of carrying out an offic~al duty. A request for compensation
hereurider sha11 be submitted in writing, in detail, to the City Manager
v.ia the departmerit head concerned. The amount of compensation, if
any, shall be at the cliscretis~n of the City Manager.
Secti~n 6. Vacati~n, Payment at Termination
Emp]s>yees who terminats emplfly-ment shall be paid in a lump sum for
a71 accrued vacatinn leave earned prior tA the _ effect~.ve dat~e of
termination not to exeeed two ( 2) years accumulation .
Section 7. Si~k Leave, Payment of
In the event of the death or retirement of ari employee who h~s
complst~d ten (10) or more years of continuous service with the City,
the employee should be pai:d or shall receive tc~ his benefit fifty
percent (50~) of: his accumulaf~d but unused si~k leave not to exceed
480 hours.
SectiDn 8. Deferred Compensation
The City qf Petaluma sha71 make available to the members of this unit,
the City''s Deferred Compensati~n Plan.
Secf~n 9. ~~Uniform All~wance
The Fire Inspec~r shall receive the same uniform allflwance as a
Petaluma Firefighter.
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Section 4. Overtime
A. '~~ G;eneral. All hours worked in excess of eight (8) in any one day
or~in excess :of :forty (40) in any work week shall be compensat~d
for at the overtime rate which shall be one and one-half (1 })
times: the basic straight time regular rate of pay. O~ertime shall
not be pyramided or compounded.
B. NLiriimum. Any employee required tc~ work overtime sha71, in no
case, be compensated for less than one hour for such overtime.
C. Payment for :Work= Durin~g Leaves. When it becomes necessary by
an einergency to. 'have employees work during legal holidays or the
period such employees are entitled tn vacat~n leave, such
employees working on such legal holiday,s. and during periods of
vacatifln shall be. entitled t.n receive ad'clitional remuneration at a
rate of one and one-half times their reguTar rate of pay .
Sectis~n 5. Compensation for Cls~thing Loss
The City Manager is authorized tp p'rovide compensation to City
empl~yees for loss or damage to their clothing which occurs during the
course of carrying out an offi~ial duty. ~ A request for compensation
hereunder shall be submitted in writing, in detail, to the City Manager
via the deparEment head concerned. ~ The amount of compensatir~n, if
any, shall be at the cliscretinn of the City Manager.
Section 6. VacatiDn, ,Payment at Terminatifln
Employees who terminate employment. shall be paid in a lump sum for
all accr.ued vacat~n leave earned pr~r tA the , effective date of
terminat~n not tr~ exceed two (2) years accumulation.
Sectzon 7. Sick Leave, . Payment of
In the event of the death or retirement of an emp].o,yee who has
completsd ten {10) .or more years of continuous service with the City,
the employee should be paid or shall receive t~ his bene£it fifty
percent. (50~') of h.i:s accumulated but unused sick leave not to exceed
4'80 hou-r-s.
Sect~on 8. Deferred Compensat~n
The City of Petaluma shall. make availabl~ fr~ the members of this unit,
the City's `Deferred Compensatis~n Plan.
Sect~n 9. Uniform Allowance
T,he Fire Inspector shall receive the same uniform allowance as a
Pefaluma Firefi,ght,er,.
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INSURANCE
Sect~n 10.. HeaTth Insurance
puring the period of thi.s Memorandum of Und'erstanding, the City shall
pay any premium ~nereases beyond the current City contributions as
]isted be1~w . No increase in the do7.]~r amount of the emp]s~yee
contribut~ns shall be assessed during the term .of this Memorandum of
U nderstancling :
Health Plan of Sonoma
Kaiser the Redwoods County
Empls~yee $ 90, 45 90..00 110. 90
Empioyee + 1 dependent. $179.90 T85.00 193.80
Empl~yee + 2 dependerits $249.93 243.00 266.45
Sect~n 11. 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
3 and 4, during the: term of this Compensati~n Plan.
Sectson_12. I~ife Insurance
The City shall provide, , at no cost to the employee, group term life
insurance coverage in tYie principle amount of $10,000 per employee.
Section 13. Long-Term Disability
The City sha71 provide for a long-terin disability plan. The premium
~ be paid for by the City.
L~EAVE
Secfaon .1;4. Uacation
A. Amounts. All regular employees of the .City of Petaluma, after
w.orlkuig one. full year are erit~tled t~ 'the equivaTent of eighty (8Q)
ho.urs of vacation with pay in the: year fo]low~ng the year in
which vacation is earned.
All regular employees of tYie City of Petaluma, after five (5)
years of continuous servi~e with the City, and beginning with the
sixth year,,~ -shall be entit7~d tr~ the equival.ent of one hundred
twenty (12Q) hours of vacati~n per year.
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Aftier ten (10), years~ of, continuous service with the City, eight
(8) hours of vacatii~ri shall be added: for each year of continuous
service• tr~ a maximum° of` orie hundred sixty (160) hours of
vacati~n .
B,. Scheduling. The times during a calendar year in wh.i.ch an
employee may take his vacation shall be determined by the
dep.artment head with due respect .for the wishes of the employee
and, parta~ular regard for the rieeds of the service. If the
requirements of the service are such than, an employee cannot
tak:e. part or a]1 of his annual vacatifln i:n a parti.cular calendar
year, such vacatinn shall be taken during the fo]lowing calendar
year.
C. Deferral. Any eTigible emplflyee wi:th ttie consent of the head of
his department and the Personnel Office may defer fi~e (5)
working days of his annual vacatipn tp the sueceeding calendar
year subject to other prov~sions of this rule. A writt~en report of
each deferreel vacat'i~n signed by the appropriate department head
and the PersonrieT Officer noting the details sha71 be kept on f~le
with the Personnel Officer. Vacatir~ri time accumulat~d in excess
of two years sYia]1 be lost. In the event one or more muni~ipal
holidays fall wifFiin an annual vacatipn l~ave, such holidays shall
riat be char.ged as vacatiori leave. ~ and. vacatibn leave sha11 be
ext~nded accordirigTy .
Section 15. Sick Leave
A. Genera]_. Sick leave with pay shall be granted to a71 probati~nary
and germanent emp].cayees within the cqmpet~ve service. Sick
leave sfiall not be cons.i_dered as a right which an employee may
use at ha.s discretion, but sha71 be allowed only in case of
necessity or actual 'personal sickness, disability, or as a]lowed by
the compensatifln plan.
B. Accrual. Sick ]~ave shall accrue to a71 full-time emplr~yees at the
rate ..of' eight hours for .each .'month of cont~nuous service. No
empl~yee sliall accumulate more~ sick lsave in any year, than
provided .
C. Not~ficatic~n 'Prqcedures. In, .order tr~ receive compensatioii whilP
absent. on sick leave, the emp]~yee shall notify his immedi~te
superior or the Personnel Office prior tn or within fnur hours
after this time set for beginning his daily duti~s as may be
spec:ifi~d by the head of his department. When absence is for
more than three days durat~n, the employee may be required to
file a phys.itaan''s~ cert~.ficate with the Personnel Office stating the
cause of the absence.
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D. Family S'ick Leave. Leave of abserice up to four working days
witYi pay per fiscal year may. :be granted to an employee in the
event of` serir~us illness or' in~ury in the empls~yee's immediate
family -and w.ill be charged again~st sick leave. The immediate
family shall consist 'qf the spouse, .children, parents., brothers,
SI~~Stsrs, or other~ individuals -whose~ relationship to the emp7s>yee is
that of a legal dependent. In such case, the appointing power
shall grant such sick leave only when in his opininn the
relatis~nship of the si~k or disabled per-son t~o the employee
warrants such use of sick leave.
E. Relationship, to W,orkers Gompensatis~n. Benefits shall be payable
in situatioris where employee abserice is due fr~ indus~l injury
as provi.ded in C°alifornia State Workers' Compensation Law. The
amount of disability payments paid tA the inju. red emp]s~yee shall.
be deducted from :salary payabl~ to the emplflyee while on sick
l~ave. Dur~ng° the first three (3) calend'ar days of absence for
industrial di.sability, empl~yees will be compensaf~d at their fi,ll
rate of pay without deducti~n from si~k, leave un]_ess they are
hospitalized. Absences resulting in ~ immecliate hospitalization or
absences contiriuing beyond the fhird day shall be charged
against the empl~,yee at the rate of one-haTf (1/2) day fc~r each
day of absence ` credited or compensat~d by workers' compensation
insurance, provided the City receives all compensatinn paid by
workers' compensatis~n payments only, without City payment for
5alary at no los"s -of siek leave, Sick leave for industrial injury
shall not be allowed for a elisability ;resulting from sickness,
self-~nflicted injury or willful miscbnduct.
Secti~n 16. Bereavement Leave
In the event of the death of an empls~yee's spouse, mother,
st~p-mother, mother-in-law, father, st-~ep-father, father-~n-law,
brother, si.st~r, child„ inclucling an adopt~ed child, grandchild and
grandparent, an employee who attends. the funerai sha71 be grant,ed
time off work with pay.. The amount of time off work with pay shall.
be only that wh.ieh is required to att~nd fihe funeral and. . make
rieeessary funeral; arrangements, but in no event sha71 it exceed three
(;3) working; days. `These three (3) day;s shall not be chargeabTe €o
s'ick ~ave, An additiorial two ,(2) d'ays, requixed` for .necessary funeral
arran'gements may be charged to tYie employee's si~k leave and ariy
additir~n'al time beyond these two day,.s may be charged to accumulated
vacation or leave without pay. Such berea~ement leave sha71 not be
accruable from fiscal year to fiscal year, nor shall it have any
morietary value if unused .
Section 17. _Holidays
A. Fixed . Ho]idays. The City shall observe eleven {ll) pai.d
fixed-dats holidays. These holidays shall be estab]ished fqr the
City's fiscal year as determined by City Counc.il resolutis~n.
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B. Floating Holiday, During the Fiscal Xear the City wi71 authorize
one (1) "Fl~ating Holiday" per employee, wh.ich may be taken by
the empl~yee at a time select~ed by the emplflyee, subject to
operational requirements and ap.proval det,ermined by the City.
Employees hired between July 1, and December 31, will be eligible
for a"Fl~ating Holi.day" during the course of the Fiscal Year.
Secta~n 18. Mi7itary Leave
;l;tary leave shall be arranged in accordance with the provisi~ns of
State law . All emplDyees entitled tr~ military leave sha71 give the
appointing power an opportunity within the limits of military
regulatiflns t~ determine when. such leave shall be taken.
Sectac~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 be.ing shown by a written request, the
City Manager may extend the leave of absence without pay for an
additis~nal perind not to exceed six (6) months:. No such leave shall be
granted except upon written request of the employee setbng forth the
reason for the request, and the approval will be in writing. Upon
expiratis~n of a regularly approved Isave or within a reasonable peri~d
of time aftsr notice to return to duty, the employee shall be reinstat~d
in the position held at the time leave was granted. Failure on the
part of an employee on leave tA report promptly at its expirat~n, or
within a reasonable time after notice to return to duty, sha71 be cause
for clischarge .
Secf~on 20. Jury Leave
Every classifi~d employee of the City who is called or required to
serve as a trial juror shall be entitled tr~ absent himself from hi.s
duti~s with the City during the period of such service or whi1P
necessarily being present in court as a result of such ca71. Under
such c~rcumstances, the employee shall be pai.d the difference between
his full sa]ary and any payment received by him, except travel pay,
for such duty.
Sectaon 21. Compe.nsatory Time Off
Employees may receive, in ].i~u of being paid for overtime,
compensatr~ry time off at a mutually agreeable time between the City
and the' emp]~yee subject tr~ the operatipn 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
f~scal year. In addition, no emplnyee may retain on the books more
than twenty four hours of unused Compensat~ry Time at any given
point during the fiscal year. Amounts submitted in excess of these
limits sliall be paid at time and one-half.
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OTHER
Secti~n 22. Retirement
The City of Petaluma's retirement plan under the Public Emp].~yee's
Retirement System shall consi.st of the fqllowing items:
Miscellaneous Employees r 2~ @60
Option: 1959 Survivors Benefit
1 year Final Compensation Average
Unused Sick Leave Creclit
Sect~n 23. Grievance Procedure
A . Purpose of Rule
(1) To promote improved empl~yer-emplflyee relatinns by
establishing gri~vance procedures on matters for whi~h
appeal or hearing is not provided by other regul~tir~ns.
(2) To afford employees individually or through qualifisd
emp]s~yee organizat~i.c~n a syst~m~atic means of obtaining further
consideratinn of problems after every reasonable effort has
fail~d tr~ resolve them th"rough cliscuss~ions.
(3) To provi.de that grisvances . sha71 be sei~-1ed as near as
possible tr~ the point of origin .
(4) To provide that appeals shall be conduct,ed as informally as
possi.ble .
B. Matt:ers Subject to Grievance Procedure. The grievance shall be
used to process and resolve gnevances ari.~ing out of the
interpretation, applicatinn, or enforcement of the express terms of
this Compensation P3an.
C. Informal. Grie~ance Procedure. An employee who has a prob]Em or
complaint should first isy to get it settled through discussion
with his immediat~e supervisor without undue .delay. If, aft.~r this
cliscussi~n, he does not believe the problem has been
satisfactorily resolved., he sha71 have the right to discuss it with
his supervisor's immediate supervisor, if any, in the
administrative servi~e. Every effort should be made ti~ find an
acceptable solution by informal means at the lower possibl~ level
of supervision. If the empl~yee is not in agreement with the
decisi~n reached by cliscussifln, he shall then have the right t~
fi1e a formal appeal in writing within ten (10) calendar days after
receivirig~ the informal decision • of hi.s immediat~ super~r. An
informal appeal sha71 not be taken above the appointing power.
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D. Formal Grievance Procedure, (levels of review through chain of
command)'
(1) First level of review . T he agpeal :shall be presented in
writing to the employee's immediat~e supervisor, who shall
render r~i.s decas~.on and comments in writ~ng and return them
tc~ the employee within five (5) calen'dar days aft~r receiving
the appeal. If the employee does not agree with his
supervisor's decision, or if na answer ' has been received
within five (5) calendar days, the empl~yee may present the
appeal in writing t.n his supervisor's immecliate superi~r.
Failure of the employee tr~ take further action within five (5)
cal~ndar days after reeeipt of the written decisi~n of his
supervisor, or ~with~n a tr~tal.of fift~en "(15) ca].endar days 9f
no decis.ion is 'rendered, will constitute a dropping of the
appeal, .
(2) Further ].eve1 or levels of review as appropriate. The
' supervisor receiving the appeal shall 'review it, render this
decasic~n and eomments in writing,, 'and return them tr~ the
employee witliin five (5) calendar days after. receiving the
appeal. If the empl~yee does not agree with the dec~si~n , or
if no answer has been recei~ed within five (5) calendar
days, he ma.y present the appeal in writimg t.n the
department head . Failure of the employee t~o take furtYier
actzon within fi.ve (5) calendar- days aftsr receipt of the
decision or within a total of f~ft~een (15) calendar days if not
deci.sinn is rendered, will consti.tute a drop.ping of the
appeal.
(3) Department ;Rev:i~w. The deparkment head receiving the
appeal of his designat~'d representative, should discuss the
grievance with the empls~pee, his representative, if any, and
with other' appropriat~ persons. The department head shall
render his de~n and comments ~n writing, and return
them to the employee within five (5) calendar days after
receivin'g the` appeal. If the emplo,yee does not agree with
the deci.sion reached, or if no answer has been received
within five (5) calsndar days after r-ecei:pt of the deci,~n or
within a total of fifteen (15J cal~ndar days if no decision is
rendered, witl constitute a dropping of the appeal.
(4) Cify Manager. The City Manager recei.ving the appeal or ~s
designat~ed representative should diseuss the gr~vance with
the employee, his , representative, if ..any, and with other
,appropriate person. The City 'Manager may designate a fact
findinq committse, offi~er• riot ~n the normal line of
supervisir~n, or Personnel Board tA advLSe him . concerning
the appeal. The City Manager ~shall render a decisi~n in
writing to the empioyee .within~ twenty (20) calendar days
after' receiving the appeal.
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(5) Conduct of Grievance Procedure.
(a) The tiine lunits ;spec~f'i~d abo.ye may be ext~nded to a
definit,e dat~ by mutual agreement of the employee and
the revi~wer concerned.
(b) The employee may requesf the assistance of another
person of his own~ choqsing in preparing and presenting
his appeal at any level of 'revi~w..
(c) The employee and his representative may be privileged
to use a reasonable amount- ot work time as determined
by tYie appropriate department `head in conferring about
and presenting the appeal.
(d) Employees sha11 be assured fzeedom from reprisal for
using the gri~vance procedures.
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