HomeMy WebLinkAboutResolutions 86-162 N.C.S. 06/30/1986. -~=~ - -
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IZeSOll~ltl®1'1 NQ. 86=1.62 N.C.S. MA:gv 6-18-86
of the City of Petaluma, California
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE
BENEFITS FOR EMPLOYEES IN UNIT S (CLERICAL)
WHEREAS, the employees in Unit 5 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 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, 1986, and the City of.Petaluma will be
making contributions to the retirement plan on behalf of
the employees, however, the employees may not opt to
receive this contribution in cash.
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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 Appr to
Council of the City of Petaluma at a (Regular) (DII~~>~fr;~~~~raHj meeting
on the ..-----•- 30th... day of ........_.June ...................................... 19.-~.~, by the
following vote: •-------------•-----• - -- - - • -
City Attorney
AYES: Davis, Sobel, Woolsey, Cavanagh, Balshaw, V.M. Tencer, Mayor Mattei
NOES: None
ABSENT: None
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City Clerk --
Council File..L.~~.~ .............
CA 10-85 Res. No. ....8.._16.2.... N.C.S.
Mayor
TABLE :OF CONTENTS
GENERAL
Section 1 Term of Agreement
COMPENSATION
Section 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
Section 9 Health Insurance
Section 10 Dental Insurance
Section 11 Life Insurance
Section 12 Long-Term Disability '
LEAVES
Section 13 Vacation
Section 14 Sick Leave
Section 15 Bereavement Leave
Section lb Holidays
Section 17 Military Leave
Section 18 Leave of Absences without Pay
Section 19 Jury Leave
Section 20 Compensatory Time Off
' OTHER
Section 21 Retirement
Section 22 Grievance Procedure
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Section 1. Term
This compensation plan shall be for a one (1) year term for the fiscal
year commencing: July 1, 1986, through June 30, 1987.
COMPENSATION
Section 2. Salary
The 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, 1985
Unit 5 I II III IV V
Secretary 7.98 8.37 8.79 9.24 9.70
Intermediate Steno-Clerk 6.74 7.08 7.46 7.81 8.2.1
Sr. Transcriber Typist-Clerk 7.09 7.46 7.81 8.22 8.63
Senior Typist-Clerk 6.74 7.08 7.,46 7.81 8.21
Intermediate Typist-Clerk 6.44 6.77 7.10 7.46 7.83
Transcriber Typist-Clerk 6.44 6.77 7.10 7.46 7.83
Junior Typist-Clerk 5.85 6.12 6.:44 6.76 7.09
General Services Aide 5.85 6.12 6.44 6.76 7.09
General Services Clerk 7.92 8.31 8.70 9.16 9.61
Senior Account Clerk 7.98 8.37 8.79 9.24 9.70
Account Clerk 6.44 6.77 7.10 7.46 7.83
Cashier-Telephone Operator ~ 6.11 6.42 6.75 7.08 7.43
Kennel Attendant 6.11 6.42 6.74 7.08 '7:43
Business License Clerk 8.13 8.53 8.96 9.42 9.89
Section. 3. Retirement Contribution
The City agrees to pay ment of the employees' contribution. to the
Public Employees Retirement System in the amount of 2 o an employee's
salary .
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GENERAL
Section 1. Term
This compensation plan shall be for a one (1) year term for the fiscal
year commencing July 1, 1986, tHrough June 30, 1987.
COMPENSATION
Section 2. Salary
The 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, .1985
Unit 5 I II III IV V
` Secretary 7.98 8.37 8.79 9.24: 9.70
Intermedi-ate Steno-Clerk 6.74 7.0.8 7.46 7.81 8.21
Sr. Transcriber Typist-Clerk 7.09 7.4.6 7.81 8.22 8.63
Senior Typist-Clerk 6.74 7.0'8 7.46 7.81 8.21
Intermediate Typist-Clerk 6.44 6.77 '7.10 7.46 7.83
Transcriber Typist-Clerk 6.44 6.77 7.10 7.46 7:8`3 ~~
Junior Typist-Clerk 5.85 6.1,2 6.44 6.76 7.09
General Services Aide 5.85 6.12 6.44 6.76 7.09
General Services Clerk 7.92 8.31 8..70 9.16 9.61
Senior Account Clerk 7.98 8..37 8.79 9.24 9..70
Account Clerk 6.44 6.77 7.10 7.46 7.83
Cashier-Telephone Operator 6.11 6.42 6.75 7.08 7.43
Kennel Attendant 6.11 6.42 6..74 7.08 7.43
Business License Clerk 8.13 8.53 8.96 9.42 9.89
Section 3. Retirement Contribution
The City agrees to payment of the employee's contribution to the
Public Emp oyees' Retirement System in the amount of 2$ of an
employee's salary. The City will also defer the taxes on the member's
contribution to 'PERS.
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GENERAL'
Section 1. Term
This compensation plan shall be for a one {1) year term for the fiscal
year commencing July 1, 1986,. ~ through June 30, 1987.
COMPENSATION
Section 2. Salary
The 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, 198'5
Unit 5 I II III IV V
Secretary 7.98 8.37 8.79 9.24 9.70
Intermediate Steno-Clerk 6.74 7.08 7.43 7.81, 8.21
Sr. Transcriber Typist-Clerk 7.09 7.46 7.83 8.22. 8.63
Senior Typist-Clerk 6.74 7.0.8 7.46 ?.81 8.21.
Intermediate Typist-Clerk 6.44 6.7'7 7'.10 7.4"6 7.83
Transcriber Typist-Clerk 6.44 6.77 7.10 7.46 7.8.3
Junior Typist-Clerk 5.85 6.1.2 6.44 6.76 7.09
General Services Aide 5.85 6.12 6.44 6.76 7.09
General Services Clerk 7.92 8.30 8.70 9.16 9.61
Senior Account Clerk ~ 7.99 8.38 8.78 9.24 9.69
Account Clerk 6.44 6.77 7.10 7.46 7.83
Cashier-Telephone Operator 6.11 6.42 6.74 7.08 7.43
Kennel Attendant 6.11 6.42 6.74 7.08 7.43
Business License Clerk 8.13 8.53 8.96 .9.42 9.88
Section 3: Retirement Contribution
The City ..agrees to payment of the employees! contribution to the
Public .Employees Retirement System in the amount of 2 o an employee's
salary .
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Section 4. Overtime
A. General.., All hours worked iri excess of eight (8) in any one day
or in excess of forty (40) in any work week shall be compensa"ted
for at the overtime rate which shall be orie and one-.half (1~)
times the basic straight time 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 ones 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. to vacation leave, such
employees working on such legal holidays and during periods of
vacafion shall 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 loss o r damage to their clothing which occurs during the
course of carrying out an official 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 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 (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
480 hours.
Section 8.. Deferred Compensation
The City of Petaluma shall make available to the members of this unit,
the City's Deferred Compensation Plan,
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TNfiTTR A N(',h.
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
Understanding .
Health Plan of Sonoma
Kaiser the Redwoods County
Employee $ 84..30 90..00 108.75
Employee + 1 dependent $167.60 185.00 190.00
Employee + 2 dependents $238.77 243.00 256.15
Section 10. Dental Insurance
The City shall provide, at no cost to the employee, fora group dental
insurance coverage program for City employees and dependents in Unit
5, .during the term of this Compensation Plan.
Section 11. Life Insurance
The City shall provide, at no cost to the employee, group term 'life
insurance coverage in the principle amount of $10,000 per employee.
Section 12. Long-Term Disability
The City shall provide for a long-term disability plan.. The premium
to be .paid for b~ they City.
LEAVE
Section 13. Vacation
A. Amounts. All 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 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.
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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 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 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 appr-opriate 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 14. Sick Leave
A. General. .Sick leave with pay shall. be g,r.anted to all probationary
and permanent employees within the competitive service. Sick
leave shall not be considered 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. compensation plan .
B. Accrual.. Sick leay.e shall accrue to all full-time employees at the
rate of eight hours for each month of continuous service. No
employee shall accumulate more sick leave in any year than
provided .
C. Notification Procedures. 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.:
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D . Family Sick Leave . Leave of absence ups to four ~ working days
With pay .per' fiscal year may be granted to an employee in the
event of erious illness. or injury in the employees immediate
family and. will be charged. against sick. leave.. The immediate
family shall consist of the spouse,., children, parents., broth;er-s,
sisters, or gther' individuals whose relationship. to 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. 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
indtzs ral disability, employees will be compensated at their full
rate of pay without dedauction from sick leave unless they are
hospitalized.. Absences resulting in immediate hospitalization or
absences- continuing beyond the third day shall be charged
against; the employee at the rate of one-hal'-f (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 los's of sick leave. Sick leave for industrial injury
shall not, be allowed for a disability resulting from sickness,
self-inflicted injury ~or willful misconduct.
Section 15. Bereadement 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 aftends the funeral shall be granted
time off. work. with pray. 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 rio event shall it exceed three•
(3) working days. These three (3) days shall not be changeable 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 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 to fiscal year., nor shall it have any
monetary value if unused.
Section :1'6. .. -Holidays
A. Fixed Holidays. The City shall observe eleven (11) paid
fixed-date. `holidays . These holidays shall be established for the
City's fiscal year as determined. by -City Council resolution.
B. 'Floatin Holiday. Dur-ng the Fiscal Year, the City will. autliori'ze
one l "Floating Holiday" pier employee, which may be taken by
the employee 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 17. Military- Leave --
Military leave: shall be 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..
Section 18. Leave of Ab°sence 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. b.y 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. ,b.e
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 leave w.as 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 19. 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• su:ch service or while
necessarily b"eing present in court as a -result of such call;... Under
.such circumstances, the employee shall 'be paid the difference between
lis full ,salary and any 'payment received by him,. except trammel pay,
for such duty.
Section 20. G'ompensatory 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 fwerity 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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OTHER
Section 21. 'Retirement
The City of Petaluma's retirement pan under the Public Employee's
Retirement System shall consist of the following items:
Miscellaneous Emp.Toyees : 2$ @60 __
Option: 1959 Survivors Benefit
1 year ~ Final Compensation Average
Unused Sick Leave. Credit
Section 22. Grievance Procedure
A. Purpose of Rule
(1) To ;promote _ improved employer.-employee relations by
establishing grievance procedures on .matters- for which
appeal or hearing is no.t 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 reasonable effort has
failed to resolve them through discussions.
(3) To provide that .grievances shall. be settled as near as
possible to the point of origin. .
(4) To pro~.ide 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 gevances arising
out of the interpretation, application, or enforcement of the
express. terms of thin 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
,sat-'sfae,torily 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 to find an
accep.t:able solution by informal means at the lower possible level
of supervision. If the employee is not in agreement with the
.decision. .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 fiis immediate superior.- An
informal :appeal shall not be taken above the appointing power.
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D . Formal Grievance Procedure (levels •of revi'ew 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 diem
to the employee within five. (5.) calendar days .after receiving
the. appeal: If the .employee ~ 'does not. agree with his
supervisor's decision,. or i~f' no answer has been.. received
within five (-5) calendar days, the employee.. may present the
appeal in writing to his supervisor's immed'ia.te superior.
Failure of °the employee to take further action within five (5`)
calendar days after receipt of the written. decision of 'his
supervisor., or within a 'total of fifteen (T5) calendar days if
no decision is rendered, will constitute a dropping of the
appeal..
(2) Further. level. or ledels of review as appropriate. The
supervisor receiving the .appeal shall review i,t, render -this
decision and comments ~n wr•ting, 'and return. them. to the
employee within five (.5) calendar days. after receiwing~ the
appeal.. If the ernp'loyee does not. agree 'with the decision, or
if no answer has been. received. within five (5:) calendar
days':., he' may pr-esent' the appeal in . writing to 'the
department head:.' Failure of the ernpl`oyee 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, will constitute a dropping. of the
appeal..
(3) De _artment Review: The department head receiving the
appeal o : Yiis designated representative, should discuss the
grievance with. the' employee, his,. representative; if any, and
with other appropriate ~p;ersons.. The department head shall
rend'er' his decis"ion 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 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 n'o decision .is.
rendered, 'will constitute a dropping of the appeal.
(4) City Manager.. The Qity Manager 'receiving, the .appeal. o"r is
designated` r-epresentative should discuss the ,grie"vance with
the employee,. his representative, if aiy_, and wtli other
appropriate person. T'he~ City Manager may designate a f-act
.finding- ~~committee, officer not in' the.. normal line of
super-vision,. 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.
(5) Conduct of Grievance Procedure: -
(a) The time limits. specified above may be extended to a
definite date by mutal :agreement. of the employee and
the reviewer concerned.
(b) T,he :employee may request the assistance of another
person :of his own choosing in 'pr,eparing and. presenting _
his appeal at any level of r.ev'ew. __
(c) The employee and his'. representative may be ,privileged
to use a r-easonable amount of work time as determined
by the appropriate dep.artm_ ent head in conferring about
and, presenting the appeal.
(d) Employees shall be assured freedom from reprisal for
using the grievance procedures.
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