HomeMy WebLinkAboutResolutions 85-194 N.C.S. 06/24/1985- _~ ;'~ , ^ ,
~es(~~~~1Qj'1 N~. 85-194 ~. ~. S. MA: cw 6-24-85
of the City of Petaluma, California
RESqLUTION APPROVING SALARY 9ND SUPPLEMENTAL WAGE
BENEFITS FOR EMPLOYEES IN UNIT 1(CONFIDENTIAL)
WHEREAS, the Employees in Unit l are not
represented by any recognized employee organization;
and,
WHEREAS, the City Manager, pu.rsuant to
Section 28, C-ity of Petaluma Ci,ty Charter,.`is required
and empowered to make a recommendation to;the City Council
on matters re_lated to employees' compensa'tion; and,
WHEREAS, the City Manager has reeommended that
employees o:f 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 effective July l, 1985,
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.
conferred upon this Council by the Charter of said
I hereby certify the "foregoing Resolution was introduced and adopted by the Approved
Council of the City of Petaluma at a(Regular) (Adjourned) ~) meeting fO~
on the ._-• 24th _ day of ....June. ................ is._85., by the
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following vote: ~,
AYES: Balshaw/Cavana.gh/Da.vis/Tencer/V.M.Bond/Mayor b4a.ttei
NOES: None
ABSENT: ~Joolse
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A1"I'EST': ..--• -=~ = ' . . : : . . . . . ..... ..... ' . . .. '
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• ity'Clerk ~ ~ Mayor ,
_ _ Council Fila ..g.................................
Fomx:GAr2 7/,81 . Res. No....t7sr?..-~..v~..~...~.. C. ~.
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CTTY OF P-ETALUMA
COMPENSATION PLAN FOR UNIT 1
FY 1'985"-1986
This document r.epresents the Compensation Plan
for Unit 1:for the Fiscal Year- 198'5=1986
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TABLE OF .GONTENTS
GENERAL
Section 1 Ter•m of Agreement
GOMPENSATION
Section 2 Salary
S`ection 3 Retirement Contr.ibution
'Section 4 Overtime
5eetion 5 Compensati`on for Clothing Loss
Section 6 Vacation., Payment of
Section 7 Sick Leave, Payment at Retirement
Sect'ion 8 Deferred Compensat'iom
Section 9 Health Insur,ance
Section 10 Dental. Insur.ance
Section 11 Life Tnsur-anae
Section 12 Long-Term D~isability
. LEAVES
Section 13 Vacation
Section 14 Sick Leave
Section 15 Bereavement' Leave
Seetion 16 Holidays
Section 17 Mil~itary Leave
Section 18 - Lea~e of Absences without Pay
Section 19 Jury Leave
OTHER
Section 2.b Retirement
Secti.on 21 GrieVance Procedure
GENERAL
Section 1.. Term
This compensation plan shall be for a one (,1;) year term for the fiscal
year cornmemcing July 1, 1985, through June 30, 1986.
COMPENSATION,
Section 2.. Salary
The City shall adop,t the follbwing salary xanges for each of the
employees in the following ciassifications effec~tive: July 1, 1985.
Effective Jul.y 1, 1985
Unit 1
I II III IV V
Secretary to City Manager $8.47 $8,.8'9 $9.3'1 $9.80 10.28
Secretary $7,60 Z..97 8.37 8.~80 9.24
Intermediate Steno=Clerk 6.47 fi.79 ?.13 7.48 7.87
Senior Account Clerk. (payroll) 7.60 7.97 8.37 8.80 9.24
Administrative Intern 8.09 8.,.49 8.92 9.36 9.84
Section 4. Overtime
A. Gener,al. A'll ho.urs worked in excess of eight (8.) in any one day
or in exce'ss of fort.y (40) in .any work week 'shall be compensated
for at the overtime rate which sh'all b;e one and one-half (1~) ~
times bhe ;regular r,ate of pay. Overtime shall not be pyramided
or compounde.d.
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B. Miriimum.. Amy employee required to work overtime shall, in no
case, be: compensated for less than one hour for such overtime.
C. Payment for Work During Leaves. When it be_comes riecessary by
an emergency to ;h~ave emp,loyees w.ork during legal holidays or the
per.iod such, employees are' entitled to; vacation leave, such
employees working on such legal' holidays and during periods of
vacation. shall 'be entitled to r:eceive addi'tiomal remuneration at a
rate of one arid one-half times their regular rate of pay.
Section 5:. Compensation for Clothing Loss
The City Manager is authorized to provide ccjmpensation to City
employees for loss or damage to their clothin~g which occurs during the
course of carrying out an official duty. A reques.t for compensation
hereunder :shall be ,submitted in writing, ,in detail, to the City Manager
via the depar-tment head co.ncerned. The amount of compensation, if'
any, shall be at the diseret'ion of the City Manager.
Section 6. Vacation, :Payment at Termination
Employees who terminate employment sha~ll :b.e paid in a lump sum for
all accrued vacation lea~e ear-ned 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 r.eti:rement of an emp~loyee who has
completed 'ten (',10) or more. years~ of continuous service with the City,
the emplopee should. be paid :or shall receive to his, benefit fifty
percent ( 50 0) of his accumulated . but unused sick leave not to exceed
480 hours. '
Section 8. Deferred Com"pen_sation.
The Gity of Petaluma shall make avai-lab~le to t~lie members of this unit,
the City's Deferred Compensation Plan. '
INSURANCE
Section 9. Healfh Insuranee
During the period of this Memorandum of Under.standing,, the City shall
pay any premium increases beyond the curren-t City coritributions as
listed below. No increase 'in the dollar amount of the employee
contributions shall be assessed during the term of this Memorandum of
Understanding .
HealtYi Plan of Sonoma
Kaiser the Redw,oods County
Employee $ 78.69 9A..00 $100.05
Employee + L dependent~ $1~56.38' $185.A0 $174.80
Employee + 2 dependents $226..82 $243.0'0 $235.25
Seetion 10. D.ental Insurance
The City shall pro~'ide;, at no eost to the employee, for a group . dental
insurance coverage 'program for City emplo.yees .:and dependents in Unit
1, during the term of this, Comperisation P- lan .
Section 11. Life Irisurarice
The City shall p.rovide, 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 d'i'sability ;plan . The premium
to be paid for by the City.
LE ..A.VE
Section 13. Uacation
A.. Amounts~. All reg,ular employees of the City of Petalurria~,, after
working one full year are entitled to the equivalent of eight.y (80)
hours of' vacation with pay in ..the year following the year in
whi'eh vacation is ear.ned.
All reg;ular employees of the. City of Petaluma, after five (5)
years of continuous seryice with tlie City, and beginning with the
sixth y.ear, shall be entitied to the eqttivalent of one hundred
twenty (120)' ~~aoura of vacation per year.
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Aft'er ben (1Q) years of continuo.us service with the City, eight
(8) hours of vaca_tion. shall be added for- each year of continuous
service to a maximum of one huridred sixty (160 ) hours of
~ vacation .
B. Scheduling.. , The times durin~g a calendar year in which an
employee :may take h'is vacation shall be determined by the
department head with due respect for the wishes of the employee
and particular regard for the needs, of fhe service. If the
r.equirements of tYie service are sueh than an employee cannot
take par.t or all of his annual vacation ,in a particular calendar
year, such vacation shall be taken during th°e following calendar
year .
C. Defer-ral. Ari,y eligible employee with, tfie eonsent of the head of
his departmen~t arid the Personnel Off'ice may defer five ( 5)
working days of his annual vacation to the succeeding calendar
year subj;ect to other provisions of this rule . A written report of
each deferred vacation signed by the appropriate department head
and the Per,sonnel Officer noting the details shall be kept on file
with the Personnel Offieer. Vacat`iori time' aceumulated in excess
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of two years shall be lost. In. the event one or more muriieipal
holidays fall within an annual vacation leave., such holidays shall
not . be cha_r;ged as vacation leave and vacation leave shall be
exterided accordingly .
Section 14. Sick Leave
A. General. Sick leave wifh pay shall be granted to all probationary
and permanerit employees within the competitive service . Sick
leave shall not be consider.ed as a right which an employee may
use at his discretion, but shall be allowe`d. only in case of
nece5sity or actual personal sicknes's, disabi~lity, or as allowed by
the eompensation 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 sick leave in any year than
provided. ~
C<. Notification; Procedu_r.es. In order to receive compensation while
absent •on sick leave, the emplo,yee shall notify his immed'iate
superior or the Personnel Office ~,prior to or within four hours
after this time ;set for beginning' liis daily duties as may be
specif'ied by the head of his department. When absence is. for
;mor,e than thr.ee days duration, the .emp'loyee may be required to
file :a physieian's certificate with the Personnel Office stating the
cause of 'the absence.
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b. Family_ Sick Leave. Leave of absence up to. four working days
with pay 'per~ fiseal year may be: granted to an. employee in the~
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everit of. ;ser'ious :illness or injury in the employee's immediate
family arid 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 dependerit. In such case, tlie appointing power
shall. grant such sick leave only when in his opinion the
relationship of the sick or disabled person. to fhe employee
warrants; such use of sick leave.
E. Relatioriship to Workers Gompensation. Benefits shall be payable
in situations whe"re employee. ab"sence 'is due to industrial injury
as pr:ovided in California State Workers' Compensation Law. The
amount of disability payments paid to the injured employee shall
be deducted_ fr.o.m salary pay"able to the employee 'wliile on sick
leave. During the; first three (3) calendar day:s of absence for
industrial disability, ernployees will be compensated at their full
rate of pay wi~thout deduction.~ from' sick leave unless they are
hospitalized: Absences, resulting in ~ immediate hospitalization or
absences continuing beyond the third day shall b'e charged
against tfie employee at the rate of one-ha.lf (l / 2) day for each
day of absence, credited or compensate:d `b,y workers' compensation
insurance, provide:d' the City re'ceives. a1T :compensation paid by
workers.' compensation payments ori~ly, without Gity p:ayment for
salary at no loss of' s'ick leave,. Sick leave for industrial injury
shall not be, allowed for a disability -resulting from sickness,
self-in~flicted irijury or willful misconduct.
Section 15. Bereavement 'Leave
In the event of: the d'eath of an empToyee's spouse, mother,
step-mother, mother-in-law, father, step-father, father-in-law,
brother, sister, ch~ild, including an adop;ted child, grandchild and
grandparent, an emplo.yee who .attends , the funeral shall be gxanted
time off work with pay. The amount of time. off work with pay shall
be only tYiat which is required: to atten:d the funeral and make
necessary funeral arrarng:emerits, but' iri rio event shail if exceed three
(3') working days. . Th~ese three (3') days shall not be char:geable ~to
sick leave. An additional .two (2) days .required for necessary funer.al
arrangements rnay be charged to t;he employee's sick ~ leave and -any
additional time beyon,d these two da.ys may be ~char_,ged to aecumulated
vacafion or leave wit~hout pay`. Such bereavement ieave sliall not b'e
accruable from fiscal year to fiscal year, nor sha11 it have any
monetary va'lue if unused. '
Section 16. Holidays
A. Fixed Holida.ys: The City shall observe eleven (11)
fixed=date holidays. These liolidays sYiaTl be established for the
Ci~tg's fiscal year as determined by Gity Council r,esolution.
B. Floatin Y Holida . During. the . Fiscal Y,:ear- ,.1985: = 86 , the City will
authoriz:e one 1-) '!'Eloating Holid'ay!' per employee, which may be
taken by the employee at a t•ime selected by the. e.mployee, subject
to operational requirements and approval determined by the City.
Employees hired between July ,1., 1985 and December 31, 1985, will
be eligible for a"Floating :Holiday" during the course of the
1985-198"6 Fiscal Year.
ec"tion 17. Military Leave~
Military leave shall be arranged in accordance.: with the provisions of
5tate law.. All erriployees entitled to military leave shall give the
appointing; power an opportunity within the limits of military
regulations to determine when such leave sha_ll be taken.
Section 18. Leave of Absence withouf; Pay
The City Manager- may grant a permanent. or probationary employee
leave of ab'sence withou~t pay or seniority for a p.eriod. not to exceed
three (3) months. G'ood eause being showri. b.y a written request, the
City Manager may extend the leave of absenee withqut pay for an
additional period not to exceed six (6) months.; No such leave shall be
granted except upon written requesf .of the employee setting forth the
reason for the request, and the ap,proval will be in writing. Upon
expiration of a regularly approved leave; or w~ith.in a reasonable period
of time after notice to return to duty, the emp`loyee shall be reinstated
in the position h'eld 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 tiine after notice to return to duty, shall be cause
for discharge..
Section 19. Jury Leave
Every classified emplo,yee of 'the Gity wYio is called or required to
serve as a trial juror shall be entitled to absent hirnself from his
duties with the Qit,y. during th e period of; such serviee or while
necessarily bein:g present in co,urt. as a result of such call. Under
such circumstances, the employee shali be paid the difference between.
fiis full salary and any payment received by him, except travei pay,
for such duty.
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O,THER,
Section 20:. Retirement
The City of Petaluma'.s r.etirement p:lan under the Publ'ic Employee's
Retirement System shall consist of th`e following; items:
Miscellaneous 'Employees : 2 0 @60
Option: 1959 Survivors B:enefit.
1 year Final Compensation Average
Unused Sick Leave Credit -
Section 21, Grie~arice_ Procedure
A. Purpose of; Rule
(1) To promote improved employer-employee ' relations by
establishing gr,ievance procedures on ~matters for whicri
appeal or liearing is not provided by ofher regulations.
(2) To afford_ ,emp:loyees individually or throug~h qualified
employee or:ganization a s,ystematic means of obtaining further
consider,ation of problems after every reasonable effort has
failed to :resolve them through discu"ssions .
(3) To provide that: grievances shall. be settled as near as
possible to the point of origin.
(4) To proVide tl%at appeals shall.be conducted as informally as
possible. ~
B. Matters Su~bjeet to Grievance Procedure. Any employee in the
competitive service shal~l have fhe right to appeal under th'is rule,
a decision affecting his employmen,t over which his appointing
power has par'tial or complete jurisdic~tion and for wliich appeal is
not provided by other~ regulations or is not prohibited.
C. Informal Grievance Procedure. An employee who: has °a problem or
complairit ,should first try to get it settled through discus~sio.n.
with his immediate supervisor without undue delay , If ,'a'fter this
discussion, he does not b°elieve tYie problem has been
satisfactorily resolved, he shall have the. right to discuss it with
his superuisor's immediate supervisor,; if any, in the
administrative service. Every effort, sh'ou'ld be made to find an
;acceptable, solution by in~formal iriearis at the; lower possible level
of supervision. If the employ:ee is not in ~agree_ment with the
decision reached by discussion, he shall tlien have the right t'o
file a formal appeal ;in writ'ing within ten (10 ) calendar days after
receiving the informal decision of his immediafe superior. An
informal appeal' shall not be taken above tlie appointing power.
D. Formal Grievance Procedti "re (.levels of: review~ throu~gh chain of
command)° ~
(.1.) First level of. review . The appeal shall be presented in
wrifin~g to the employee''s immediate supervisor, who shall
rende_r his decision and commerits in writiing, and returri them
to the employee within five ~(;5) calendar, days after receiving
the appeal. If the emplqyee does not agree with his
super.visor's dec'ision,, or' if no answ.er has been received
within five: ( 5) calendar days<, the emp:loyee may present the
ap.peal in writing to his supervis;or's immediate superior.
Failure of the employee to take° further. actiori within five (5)
calendar days after reeeipt of the written decision of his
superv'isor, or within a total of fifteen (1''5) calendar days if
no dec'ision is rendered_, will eonst'itute a dropping of the
aPPeal.
(2) Further level; or levels of ;rev~iew as appropriate. The
super"y'isor receivirig the appeal sha1T review it, render this
decision and, comments in writing, .and return them to the
employee .within five (,5) ca~len_dar days after receiving the
appeal. ~If` the erriployee does not a~gree with the decision , or
if ;rio answer has been r.eceived within five ( 5) calendar
days,; he may p:resent th., e appeal in writing to the .
departmen>t head.. Failure of the employee to take furfher
actiom wi~thin 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
app.eal .
(3) Department Review'. The. departmenf head receiving the
appeal of liis designated "r.,epr,eseritative, should discuss the
grievance with the employee, his: repr.esentative, if any, and
with other appropriate per,sons . The department head shall
render his deeision arid comments in w"riting, and re~turn
tliem to the employee within five ('S ) calendar days after
receiving the appeal. If the "e.mplopee; 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') cale.nda"r days 'if no decision is
rendered; will constitute a dropping of the appeal.
(4) Cit..y Manager. The City Manager receiving the appeal. or is
desig-nated representative shou_ ld disc,us,s the gri.'e~ance with
the employee, his representative, if any, and with other
appr.opriate person . The City IVlanager- may desigriate a fact
finding committee, officer not 'in tlie normal line of
supervision, or Personnel Boar:d to advise him concerning
the appeal.. The City Manager shall render a deci'sion in
writing to the employee within tw.en,ty ( 2.0 ) ealendar aays
after receivi"ng the appeal.
( 5) Conducf of Gr-ievanee P,rocedure,.
(a) The tiine limits s:peeified above may be extended to a `
definite date by mutal agreement of the employee and
the r-eviewer concerned.
(b) T~he employee may .re_gues:t the assistan;ce of another
person. of his own choosing in preparing and presenting
hi`s appeal at ariy level of review . '
(c) The, ~empYoyee and ~his :representative may be privileged
fo use a reasonable amount :of work time as determined
by the ap;propriate department head in conferring about
and presenting the appeal,
(d). Emplo,yees shall be assured freedom ~ from reprisal ,; for
using the grievance proce'dures,
wp:/per,s3
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