HomeMy WebLinkAboutResolutions 87-184 N.C.S. 06/29/1987' r=
2 9 1987 ~ ~
Resolution No. ~~-~~4 N.C.S. MJA:~W 6-22-8~
of the City of Pet~luma, 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 recogni.zed emplDyee organizatir~n; and,
WHEREAS, the City Manager, pursuant tA Sect~n 28, City of
Petaluma City Charter is required and empowered tc~ make a recommendat~n
to the City Council on matters relat~d to employees' compensation; and,
WHEREAS, the City Manager has recommended that emp]nyees
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 emp]Dyees in
this unit, being in the best interest of the City, be approved and shall
become effective July 1, 1987, and the City of Petaluma will be making
contributiflns to the retirement plan on behalf of the employee, however,
the employee may not opt tio recei~e th~s contributi~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 Ap ove to
Council of the City of Petaluma at a(Regular) (~ed) (~) meeting
.y~
on the ••-•----.2.~th...... day of .•••••-•--•••...Jun~...--•--•-•-•••••-•••••••--....._, 19_._~7., by the
following vote:
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C' Attorney
AYES: Davis; Sobel, Woolsey, Cavanagh, Balshaw, Vice Mayor Tencer, Mayor , ligoss
NOES: ~ ~ '
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' , J~ ~
ABSENT: ' - ' '
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. . . . --• .............•••-•••• ••-
ATTEST: ..... ...... .~~~~"..~'.`._. •-•-•-•--•--•'• -
City Clerk Mayor
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G~ouncil File .....................~---...........
CA 10-85 Rcs. No_...H.Z.-.L.H.~F........ N.C.S.
TABLE OF CONTENTS
GENE'RAL
Section 1 Term of Agreement
C OMPENSATION
Section 2 Salary
Seci~n 3 Retirement Contribution
Section 4 Overtime
Section 5 Compensation for Cloth~ng Loss
Sect~n 6 Vacation, Payment of
Sect~n 7 Sick Leave, Payment at Retirement
Section 8 Deferred Compensation
INSURANCE
Section 9 Health Insurance
Sect~n 10 Dental Insurance
Secti.on 11 Life Insurance
Sect~on 12 Long-Term Disability
LEAVES
Sectinn 13 Vacation
Sectic~n 14 Sick Leave
Sectir~n 15 Bereavement Leave
Section 16 Holidays
Secti~n .T7 Mi7itary Leave
Sec.~ti.on 18 Leave of Absences without Pay
Seeta~n 19 Jury Leave
Section 20 Compensatory Time Off
OTHER
Section 21 Retirement
Sect~.on 22 Grievance Procedure
GENERAL
Sectis~n 1.. Term
This compensatic~n plan shall be for a one (1) year term for the fiscal
year commenc:ing July 1, 1987, through June 30, 1988.
COMPENSATION
Section 2. Sa]ary
The City shall adopt the fo]lowing salary ranges for each of the
employees in the fo]l~wing c,lassificat~ns during the peric~d of this
Compensatifln Plan.
Effectsve July 1, 1985
Unit 5 I II III IV V
Secretary $ 8.38 $ 8.79 $ 9.23 $ 9.70 $10.19
Int~er-mediat~ Steno-Clerk 7.08 7.43 7.83 8.20 8.62
Sr. Transcriber Typist Clerk 7.44 7.83 8.20 8.63 9.06
Senior Typist-Gl~rk 7,A8 7, 43 7.83 8.20 8.62
Intermediate Typist-Clerk 6, 76 7,11 7, 46 7, 83 8.22
Transeriber T.ypist-Clerk 6. 76 7.11 7. 46 7, 83 8, 22
Juni~r Typist-Clerk 6..14 6,43 6,76 7.10 7,44
General Services Aide 6.14 6.43 6.76 7.10 7.44
General Services Clerk 8.32 8.72 9.14 9.62 10.09
Senior Account Clsrk 8.38 8.79 9.23 9.70 10.19
Account Clerk 6.76 7.11 7.46 7.83 8.22
Cashi~r-Telephone Operatr~r 6.42 6..74 7.08 7.43 7.80
Kennel Att~endant 6,42 6.74 7.08 7,43 7.80
Business 7~i.cense Clerk 8.54 8.96 9.41 9.89 10.38
Sectaon~ 3. Retirement Contributir~n
The City agrees tio pay.ment of the employee's contribut~n to the
Public Employees' Retireinent System in the amount of 2~ of an
emplnyee's salary. The City will also defer the taxes on the member's
contribution to PE RS .
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Secti~n 4.. O:~ert:ime
A. General. All hours worked in, excess of eight (8) in any one day
or in~ excess of forty (40) in an,y work week shall be compensated
for at the overrime rat~ which shall `be one and one-half (1.5)
times the basic straight time regular rate of pay. Overtime shall
not be pyramicled or compounded.
B. Minimum_. Any emp]:pyee requir-ed to work overti.me shall, in no
case, be compensated for less than one hour for such overtime.
C. Payment fqr Work, D;uring Lea~es.. Whe_n it becomes necessary by
an. emergency fx~ have employees work d-uring legal holidays or the
perifld such empls~yees are entitled to vacatiDn leave, such
einployees working on such legal holidays and during periods of
vacatii~n shall be enti~7sd tr~ receive additi~nal remunerati~n at a
rate of one and one-half times their reg;ular rate of pay.
Secti~n 5, Compensation for Clothing Loss
The . City Manager is authorized tr~ `provide compensation tA City
~employees for loss or damage to their clotYiing :whi~h occurs during the
course of carrying out an o~al duty. A request for compensatir~n
hereunder. shall be submitted in writing, in detail, to the City Manager
via the depart.~nent ,head concerned. The amount , of compensation, if
any, sYiall be at the discretion of the City Manager.
Sectinn 6. Vacation,, Payment at Termination
Emplc>yees who terminate employment shall. be paid in a lump sum for
all accrued vaeatiQn leave earned priDr to the , effective dat,e of
tsrminatic~n not tp exeeed two (2 ) years accumulation .
S'ecbs~n, 7. Sick. Leave, Payment of
In tlie event of the: death or retirement of an empl.~yee w,ho h;as
compl.eted ten (10;)' or more years of continuous ser.vice with the City,
the employee sYiould be ,paid or shall receive tr~ his benefit f~fty
percent (50:o) of his accumulated but unused sick leave not tr~ exceed
4`80 hours .
Sectis~n 8. Deferred Compensatis~n
T.he City of Petaluma sha71 make available to the members of th~s unit,
the C~ty''s `Deferred. Compensatis~n Plan..
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INS.UiR.ANCE
Secti.on 9. Health Insurance
Duririg' the period of this Memorandum of Understanding, the City shall
pay any premium ~ncreases beyond the current City contributions as
listed belflw .. No increase in the dollar; amount of the emp].c~yee
contributir~ns shall. be assessed during the term of this Memorandum of
U nderstanding .
K aiser
Health Plan of
the Redwoods
Sonoma
County
Employee; $ 90.45
Employee + 1 dependent ~ $17.9,90
Emp]s~yee + 2 dependents $249.93
Sect~n 10. Dental Insurance
90.00 110.90
185.00 193.80
24:3.,00 266.45
The City shall provide, at no cost to the employee, for a group dental
in'suranee coverage ~program for .City emp]s~yees _and dependents in Uni_t
'5, duririg the term of this 'Compensation Plan.
Sect~n 1T. Life Insurance
The City shall provide, at no cost. to the empl~yee, gro_up t~rm life
insurance coverage in the principle ~amount of $10,000 per employee.
Secl=ion 12. Long-Term_ Disabi]ity
The City shall provide for a long term clisability plan. The premium
tr~ be paid .for by the City .
LEAVE
Section 13. Vacati~ri
A: Amou _nts . All regular empToyees of fhe City . of Petaluma, after
workirig one full year- are erititTed tr~ t:he eguivalent of eighty (80j
hours qf vacation with pay in the year following the .year in
whieh Vacati~n, is earned.
.All re;gular empl.oyees of the City of Petaluma, after five (5)
years; of continuous servi.ce with the. City,, and beginning with the
GI~~Xth ~y.ear:~, ~~sh~al:l. be entitl.ed tn the equivalen~t of one hundred
twenty (120) hqurs of vacatinn per year.
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After ten (10) years o.f continuo_us service with the City, eight
(8) hours of vacation shall, 'be added for each year of continuous
service to a maximum of one hundred s.i_xty (160) hours of
vacati~n .
B. Scheduling. The times during a ca]sndar year in wh.ich an
employee may take his vacation sha71 be determined by the
department head with due respect for the wishes of the employee
and particular regard for the needs of the servi~e. If the
'requirements of the service are such than an emp]r~yee cannot
talce part or all of his anniial vacatis~n in a particular calendar
year, such vacation shall be taken during the ~llowing 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 vaca~n to the succeeding calendar
year subject tr~ other prov.isions of th~s 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 f~].e
with the Personnel Officer. Vacat~n time accumulated in excess
of two years shall be lost. In the event one or more muni~ipal
holidays fa71 within an annual vacation leave, such holidays shall
not be charged as vacation leave and vacatinn leave shall be
extsnded accorclingly.
Section 14. Sick Leave
A. General. Sick leave with pay sha71 be granted tc~ a71 probationary
and permanent employees within the competitive service. Sick
leave sha]l not be consi.dered as a right whi~h an employee may
use at his discreti~n, but shall be allowed only in case of
necessity or actual per-sonal sickness, clisability, or as allowed by
the compensatifln plan .
B. Accrual. Sick leave shall accrue tr~ all full-time empls~yees at the
raf~e of eight hours for each month of continuous service. No
employee sha11 accumulate more sick leave in any year than
provided .
C. Notifi~ation Proeedures. In order tr~ receive compensatinn whi1~
absent on sick Teave, the employee shall notify his immecliat~e
superic~r or the Personnel Office prior tr~ or within four hours
ai'-t-:~r•- 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 empls~yee may be required tr~
file a phys.i~ian's certificat~ with the Personnel Office stating the
cause of the absence.
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D. Famaly Sick Lea;ve. Leave of absence up to four working days
with pay per fiscal, yeax may° be grant~d tA an employee in the
e~ent of seriflus; illness or injury in the employee=s immediat~
family and will be charged against sick lea~e. The immecliate
family shall consist of the spouse., children, parents, brbthers,
, sist,ers, or other inclividuals whose •re]~.tionship tp the employee is
that of a]~gal dependent. In such case., the appo~nt~ng power
sh'all grant such sick ]~ave onTy when in his opini~n the
relatir~nship of the s.i.ck or disabled person tc~ the employee
warrants such use o€ sick leave.
E. Relatir~nship, to _Workers Compensatir~n,, Benefits shall be payab]~
in situatinns where employee absence is due to industria.l injury
as provided in California State Workers' Compensation Law. The
amount of disability payments pai.d tr~ the injur-ed empl.~yee sha71
be deducted fsom salary payabl~ to the empl~yee whi~ on si~k
leave. Durin'g the _first three (3) calendar days of absence for
industri~l disability, employees will be compensat~ed at their fult
rats of pay without deduc~ion from sick leave unless they are
hospit~lized, Absences resulting in i.mmeeliate hospitalizatic~n or
absences continu:ing beyond the third day shall be charged
against the emplo,yee at the~ rate of; one-half (1/2) day for each
day of .absence cred.it~d or compensated by, workers' compensation
i.nsurance, provided the City receives all comperisatis~n pai_d by
.
workers'" compensat~n paymenfs oniy, without City payment for
salary at no loss of sick leave. Sick leave for iridustri~~l injury
sha71 not be allowed for a disability :resulting fsom sickness,
self-infli~ted injury or wi]lful misconduct.
Sectis~n 15. Bereavement Leave
In the event of the death of an employee's spouse, mother,
step-mother, mother-in law, father, •st~ep-father, father-in-law,
brother, si.ster, child, incTuding an adopted child, grandch~ld and
grandparent, an empToyee who attends the funerai sha71 be granted
time off work wi€h ~pay. The amount of time off work with pay shall
be only that which is required to atfend 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 ~tr~
si~k leave.. An additional two (2) days required for necessary funeral
arrangements' may be eharged fA the emp]s~yee`s sick l~ave and any
adclitiomal time bey.ond these two days may be charged tA accumulated
svacation qr ,leave without pay. Such 'bereavement ].ea~e shalt not be
accruable from fiscal . year f~ fiscal year, nor sYiall it have any
monetary value if unused.
Sectinn 16... Holidays
A. Fixed Hol'idays. The City sha71 observe eleven (11) paid
fi.xed-date Yiolidays. These holidays shall be established , for the
City`s fiscal year as determined by City Councal resolution.
B. F].c~ating Holida.y.. During the Fiscal Year, the City wi71 authorize
one (1) "Floating Holiday" per .empl~yee, wh.ich may be taken by
the emp].c~yee at a time selected by the employee, subject tr~
operational requirements and approval detsrmined by the City.
Employees lvred between July 1 and December 31 will be eligible
for a"Flflating Holiday" during the course of the Fiscal Year.
SectiDn 17, Military Leave
Military leave shall be arranged in accordance with the provis.ir~ns of
Stat~e law . All employees entitlEd to military leave shall give the
appointing power an opportunity within the limits of military
regulatinns to det~ermine when such leave shall be taken.
Section 18. 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 being shown by a writtsn request, the
City Manager may extend .the leave . of absence without pay for an
additi~nal perind not tr~ exceed six (6) months. No such leave shall be
granted except upon writt~n request of the emplc~yee setdng forth the
reason for the request, and the approval will be in writing. Upon
expirat~n of a regularly, approved ]~ave or within a reasonabl~ perind
of time afGer not~ce to return to duty, the employee shall be reinstat~ed
in the position held at the time l~ave was granted. Failure on the
part of an employee on leave tr~ report promptly at its expirati~n, or
within a reasonable time after not~ce tn return to duty, shali be cause
for clischarge.
Secttifln 19. Jury Leave
Every c.lassified employee of the City who is called or required ~
serve as a trial juror shall be entitl~d tA absent himself fsom his
duties with the City during the perind of such service or whil.e
necessarily being present in court as a resul.t of such call. LTnder
such circumstances, the emplflyee sha11 be paid the difference between
his full salary and any payment received by him, except travel pay,
for such duty.
Sectzon 20. Compensatory Time Off
Employees may receive, in lieu of beang paid for overtime,
compensatnry time off at a mutually agreeable time between the City
and the em,ployee subject to the operat~nn requirements of the City and
with approval defiermined by the City. No emplflyee may earn more
than one hundred twenty (120) hours of Compensat~ry Time Off per
fiscal year. In additi~n, no employee may' retain on the books more
thari twenty four hours of unused Compensat,~ry Time at any given
point during the fiscal year. Amounts submitt~ed in excess of these
limits ,shall be pai_d at time and one-half.
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OTHER
Sectic~n 21. R'etirement
The. City of' Petaluma's~ retirement plari under the Public Employee's
Retirement System shall .consist of the following items:
Miscellaneous Emp].c~yees: 2~ @60
Qpti~n: 1959 S:urvivors Benefit
1 year Firial .Compensati~n Average
Unused Sick Leave Credit
Sec~tion 22. Gri~~ance Procedure
A. Purpose of Rule,
(1-) To promote improved employer~mployee relations by
establish'ing grievance . procedures on matGers for which
appeal or :hearing is not provid'ed by other regulati~ns.
(2) To afford employees individually or through qualified
employee organization a systematic means of obtainisig further
consideration 'of probl~ms after every reasonable effort has
failed tA resolve them through discussinns.
(3_) To provide that grievances , sha71 be settled as near as
possible to the point o€ origin .
(4) To provide that appeals ,shall be conducted as informally as
possible .
B., Matters Subject tr~ Gr~vance Procedure. The grievance
procedure shall ~be used 'to `process 'and resolve gievances ~riG~ng
out of the int~rpretation, appli~ati~n, or enforcement of the
express terms °of this compensation plan.
C'. Informal Grievance Proced'ure. An; em~ployee who has a> probiem or
complaint shoulcl first, try tr~. get it sett7~d throug_h dascuss,iDn
with his ~immed~ate supervisor without undue delay: If, afber tlvs
cliscussiori; he does not b~lieve the problem has been
satisfactorily resolved, he sha71 have the right tn cliscuss it with
hi's super.visor's immediat,e supervisor, if any, in the
administrative service. Every effort should be made ~ find an
aeceptable solution by informal means at the ]~wer possible level
of' super-vision. If the employee is not ~n, agreement with the
decision reached by cliscussion, he sYiall then have the right tr~
file: a formal appeal in writing within t~n (10) calendar days aft~r
receiving the informal deci~~i.on of his immediat~e superior. An
irifornial appeal shall 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 appeal sha71 be presented in
writing 'tb the~ employee's immecliate super• vi:sor, who shall
render his decisi~n and comments iiz writing and return them
to the emplc~yee within five (.5) calen'dar days aft~r receaving
the appeal. Zf the employee does not agree with h.i.s
supervisor's decision, or if no answer has been received
within five (~5) calendar days, the employee. may present the
ap.peal in writin,g t.n his sugervisor's unmediate superior.
Failure of fhe employee tA take further act~n within five (5)
calendar days after receipt of the writt~n de~n of his
supervssor', or within a tn.tal of fifteeri (15) calendar days if
no deci~~n is rendered, will constitutQ a dropping of the
appeal. .
(2) Further level or leVeTs of review as- appropriate. The
supervisor`~ receiving the .appeal sha71 review it, render thi.s
deci.sion and comments in writing, and return them to the
empl~.yee within fi:~e (5) calendar days after receiving the
appeal. If the employee does. not agree: with the decision , or
if no answer has been receiyed within five (5) cal~ndar
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
decisii~n or within; a total of fifteen (15) calend'ar days if not
deci.s~i:on is . rendered, will constituts a dropping of the
appeal.
(3) Department , Review. The department head recei~ing the
ap;peal, of his designat~d representative, should discuss the
grievanee ~ With the employee, his ,representative, if any, and
with other ~appropriat~ persons. The department head shall
render his deeis~is~n and comments in writing, and return
them tA the em~ployee within five (5) Calendar days after
receiving tYie appeal. If tYie emp]~iyee does not agree with
the dei~~:ion reached, or if no answer has been received
within five (5,} cal~ndar days after recei_pt of the deca:_~n or
within a. total of .fift~een (15;) calendar days if no , decision is
rendered, will constitute, a dropping of fhe appeal.
('4) City Manager;. The City Manager receiving the appeal or is
designated representative should cliseuss the qr~vance with
the emplflyee,, his , representative, if any, and with other
appropriate person. The City Manager may designate a fact
fixiding committse, officer not in the normal ]ine of
supervisi~n, or Personnel Boarc7. to advise him concerning
the ap,peal. The City Manager shall render a decisi~n in
writing tr~ the employee witliin .twenty (20) calendar days
after receiving the appeal.
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(5) Conduct of Grievance Procedure.
(a) .The time .limits spee~fi:ed above may be ext~rided to a
definits 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
Yus appeal at any level of review .
(c) The empl~yee and his representative may be privi7~ged
to use a reasonable amount of~ work time as determined
by the. appropriate department lieael' in conferring about
and presenting the appeal.
„~
(d) yEmployees~'sha71 be assured ',freedom from reprisal for
' -•using ~the grie~ance procedures.
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wp/pers3
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