HomeMy WebLinkAboutResolutions 85-195 N.C.S. 06/24/1985~;
~f'iSOlUtlon N~. 85-195' N. ~'. S. MA; cw 6-24-85
of the City of Petaluma, California
RESOLUTIpN APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES:IN UNIT 3(TECHNIC9L) AND UNIT 4(PROFESSIONAL)
WHEREAS, the employees in Units 3 and 4 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 Units 3 and 4 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 these units, being in the best interest of the
City, be approved and shall become effective July 1, 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.
Under the power and authority conferred upon this Council by the Charter of said City.
I hereby certify the foregoing Resolution was introduced and adopted by the Approved as to
Council of the:City of Petaluma at a(Regular) (Adjournedj (~ meeting form
on the •••••--24~~......._ day of .•-•-••-.c111L1~....••••••-•-••--•-......-•••--•••......, 19.R5., by the
following vote:
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City tto ey
AYES: Balshaw/Cavana;~h/.Da;vis/Tencer/V.M,Bond~Mayor Ma.ttei
NOES: None
ABSENT'. yV 1 ~ ~ ._-~-----""~.__...
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ATTEST: :.. ' ~ ....----•~•••• ......................••••-••----•----........_...:.--•-•--••--•••--••-••••••••••
~ City~ Clerk~ ~ ~ Mayor
. Council File ....................................
Form!CA 2 7/81 ~. No85-195,..N.,_C. S.
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CITY OF PETALUMA
COMP.ENBATION PLAN FOR UNTT 3& 4
FY 1985 - 198'6
This :document "represents the Compensation 'Plan `
for Unit 3 and 4 for the Fiscal. Year T98'S-86
g~_~~~~cs
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TABLE OF CONTENTS
GENERAL
Section 1 Term of Ag,reement
COMPENSA'TION
Section 2 Salary
Section 3 Retiremenf Contribution
5ection 4 Overtime
Section 5 Gompensation for Clothing Loss
Section 6 Vacation, Payment of.
Section 7 Sick Lea~e:, Payment at Retirement
Section 8 Deferred. Gompensation .
Section 9 Health Insurance
Section 10 Denta~l' Insurance
Section 11 I.ife Insurance
Section 12 Long-Term Disa,bility ~
LEAVES
Section 13 Vaca~tion
Section 14' Sick Leave
Section 15 Bereavement Leave
Seetion 16 Holidays
Section '17 Military Leave
Sectiorr 18 ~ Leave of Absences without Pay
Section 19 Jury Leave
OTHER
Section 20 Retir.ement
Section 21 Gr-ievance Procedure
GENERAL
Section l. 'Term
This compensation plan shall. be for a.one (1) year term for the fiscal
year commencing J.uly 1., -1985, through June 30, 1986.
GOMPENSATION ~
Section 2. Salary
The City shall adopt the following: salary ranges for each of the
employees in the following classificat'igns effect"ive J.uly 1, 1985.
Effective July 1., 1985
Unit 3 I II III IV V
Civil Engineer Assistant $11.,24 11.'80 12.40 '13.02 13. 7
Planning Aide Technician 9. Q7 9. 52 1Q. 00 10.50 11. 02
Building Inspector 11.14 11.'70 12,.2'8 12.90 13.55
Engineerirng Technician 9.16 9.'61 10.10 10.60 11.12
Engineer-ing Aide. ~ 7.82 8.21 8.62 9.05 9.50
Public Works Inspector/Civil '
Engineer Assistant 12.10 12.70 T3.35 14.00 14.82
Recreation Program Coord. 7.89 8.,28 $.70 9.14 9.59
Unit 4
Civil Engineer Assoc'iate 13.,18 13.85 14.54 15.26 16.02
Associate Planner 11.98 12.:58 13.23 13.88 14.57
Planning 'Pechnician 10.37 10.88 ~ 11.43 11.99 12.59
Assistant Planner ~ 11.40 11.~96 12.:56 13.19 13.86
Section 3. Retirement Contributions
Effective July :1, T9:85 tYie Gity ag `rees 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. O~ertirrme
: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 overtime rate which sha11 be one and one-half (1 Z)
times the basie straight time reg~ular. xate of pay. Overtime shall
not be pyramided or compounded.
B. Minimum., Any employee requir.ed to work overtime shall, in no
case, be compensated for less than one, hour for such overtime..
C. Payment for Work During Leave_s.. When, it~ becomes necessary by
an emergency to have~ employees work d"uring legal hol'idays or the
period such. employees are entitled to vacafion leave, such
employees working on sueh le'gal holidays and during periods of
vacation s~hall be en€itled to, r'eceive additional,. remuneration at a
rafe of one and one-half times t'heir reg,ular rate of pay.
Section 5. Compensation for Clotliing Loss `
The City Ma.n.ager- is authorized to p_rovid'e. eompensation to City
employees for loss o r damage to tlieir clothing which occurs during the-
course of carrying o.ut an official dut'y. A request for compensation
hereunder sliall be submitted `in writ~irig:, in detail, to tfi'e City Manager
via the depar,tment 'head con~eerned. The amount of compensation, if
any, shall be at the discretion of fhe City Manager.
Sectiori 6. `Vacation, Payment at_ Termination
Employees who terminate employment ;shall be paid in a lump sum for
all accrued vacation leave earried p"rior 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 retir:ement of , an employee who has
cornpleted ten (T;0) or more' years of eo_nt~inuous .serviee with the Ci"ty,
, the employee. should be paid or- shall receive to his benefit fifty
~ percent (50 0) of liis accumulated but unused sick leave nof to exceed
480 hours.
Section ;8 : D:eferr,ed ~Compensation
The. City of Petalutna shall make ava•ilable~ ,to the members of this unit,
the City's Deferred Compensation Plan. ~
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I'1VSURA'NGE
Section 9. Health Insurance
During tfie period of this Memorandum of Understanding, the City shall
pay any pr-emium :increases beyond the current City contributions as
listed b,elow . No incr.ease in the. dollar amount of the employee
contributions shall be assessed during the ter,m of this Memorandum of
Understanding .
~ H~eaT~th~ Plan of Sonoma
Kaiser the R'edwoods County
Employee $ 78.69 ~ 90.00 100.05
Employee + 1 dependent $156.38 185..00 174.80
Employee + 2 dependents ` $226.82 2'43.OD 235.25
Section 10. Dental Insur.ance
The City shall pr,ovide, at no cost to tlie employee, for a group dental
insurance coverage program for City emp!lo,yees and dependents in Unit
3 and 4, during the term of this Compensation Plan.
Section 11: Life Insurance
The Cit,y shall provi'de, 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 disa~bility plan. The premium
to be paid for by the City . .
LEAVE
Seetion 13'.. Vacation
A. Amounts, A•11 regular employees of tlie City of Petaluma, after
uior`kirig one full "y.ear are. entitled to the equivalent of eighty (80)
hours of vacation with .pay in the year following; t'he year in
w;hich vacation is earned.
All r,eguTar employees of the City of Pe:taluma;, after five ( 5)
ye_ars ,of continuous service with the City, and beginning with. the
s'ixth 'y,ear, shall be; entitled to the equivalent of one hundred
.twenty -('1`2U ) hours of vacation per year- .
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After ten (,10:) years of continuous service with `the Cit,y, eig:,ht
(8) hours of vacation shall b,e added for each year of. continuous
service to~ a maximum of ~one hundr,ed sixty (1b0) hours of
vacation .
B. Schedu'ling . The times during a calendar ye;ar in which an
employee 'may take his vacation sha1T. be determin'ed by the
departmerit head with due respect for the wishes of the employee
and parti~ctilar re,gard #or the needs of the service, If the
requiremerits ;of th.e ,service are such th`an an employee cannot
take ,part or all of ~his annual ~aaation in a particular calendar
year, such vacation :shall: be taken during the followimg calendar
year.
C. Deferral . Any eligible employee with the consent of the head of
his depa~rtmeri=,t and. the Personnel- Office may defer five ( 5)
working days ~of his annual vacation to ~the succeeding calendar
year subject "to other provisiqns of this ru'le., A wr.itten report of
each deferred. v..acatiori sig-ned' by •trie appropriate department head
and the `Persoririel Officer noting the details sha11 be kept on file
with fhe Persorine'1` Officer. V.acation time accumulated in excess~
of two years shal~l' be lost. Tn the euemt one or more municipal
holida,ys ,fall with'in an annual vacatibn leave, such holidays shall
not be charged as ~vacation leave and vacation leave shall be
exten,ded accordingly.
Section 14. Sick Lea.ve
A.. General. Sick leave with pay sha11 be gran~ted to all probationary
and perm_ anent employees within the competitiv.e. service. Sick
leave shall not- be considered ,as, a right which an employee may
use at his discretion, but shall 6e allowed only in case of
necessity or _actual personal sickness.; disability, or as allowed by
the~ compen~sation, plan . ~
B. Accr„ual, Sick leave shall acerue to :all .full-time employees at the
rate of eight hours ;for each mgnth of continuous service . No
emplo,yee sh'a11 accumulat'e more si'ck ~ leave in any year than
provided. ' •
C. 'Notification Proeedures . In order .to receive compensatiqn while
absent on sic'k leave, th'e• 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 flie head of `his depar.tment. W:hen absence is for
. .
• rnore 'than three days duration, the employee may be. required to
file a physician's certificate with the Personnel Office •stating the
cause of fhe .absence.
4.
D. Family Sick Leave,. Leave of absemce up to four working day:s
with pap per fiscal year may ;be g_ranted. to ari employee 'in the
euent of' serious illness or injury in the employee's immediate
family and will be charged against sick leave: The immediate
family shall consist .of the spou_se, children, parents, ~brothers,
sisters, or oth.er individua~ls whose relations~Fiip to fhe employee is
that of a legal dependent.. In such case; the appointing power
shall grant° such sick lea~e qnly when in his opiriion the
relationship of the sick or disabled person to the employee
warrants sucli use of siek leave .
E`. Relatiqnship to Work_ers Compens,ation,. Benefits shall be payable
in situatioris vw.her,e emplo.yee a`bsen~ce is due~ to industrial injury
as provided :in California State Wor-kers! Comperisation Law. The
amount of disability payments paid to the injured employee, shall
be deducted from salary payable to :the employee while on sick
leave. Durimg the first three (.3) calendar days of absence for
industrial disab'ility, empl'oyees will be ~comp.ensated at their full
rate of pay without deduc"t-ion from~ sic~k leave unless they are
hospitalized:. Absences resulting in' immediate hospitalization or
absences continuing beyond the third day shall be charged
against the eniployee. at the r,ate :of orie-half: (1 / 2) day for each
day of absence credited' or compensated b~y workers' compensation
insuranee~; .prouided t.he City receives all compensation paid by
workers! compensation paymen:ts` only, witliout C:ity payment for
salary at rio loss of sick leave. Sick leave for industrial injury
shall not be allowed for a disability resulting from sickness,
self-inflicted injury or wi`llful miscoriduct.
Section 15. BereaVement Leav.e
In the event of the death of an `employee',s; spouse, mother,
step-motYier, motlzer-in-Taw, fat~her, step-fat2ier, father-in-law,
brother, sister, child, iricluding an adopted child, grandchild and
gr'andparent, an employee who attend.s the funeral s.hall be granted
time off work with pay, The amount .gf time off work with pay shall
be only that whic:h is; required to attend the funeral and make
necessa~ry .fune.r-al arr.angemerits, buf in no event shall it exceed three
{3) wor`king days,. These three (3) days shall not be chargeable to
sick leave,. Ari add'itional two ( 2,)° da.ys required for necessary .funeral
arrangements may be charged 'to the employee's, "sick. leave and :any
add'itional .time b°eyond these two days may be charged. to accumulated
vacation or: lea~e without pay. Such bereavement lea~ve shall not be
accruable; from, fiscal year to fiscal year, nor shall -i.t have any
monetary value i'f unused.
Sectiori .16.. .Holidays
A.. F.,ixed Holidays.. The City ~ shall obser-ve eYeven (11) paid
fixed-date holidays. These hol'idays shall be es.tablished for the
City!s fiscal year as determined by City Council resolution.
B. Floatin Ho'lida . D:uring the FiscaT Year I985-8'6, the City w-ill
authorize one ;T) "Floating~ ~Holiday" per emplo.yee, which may be
taken by= 'the einplo "yee at a time: selec,ted, b,y !the' employee, subject
to operational requiremen:ts and ap,proval ,determined by the City.
Employees hired between July 1, 19:85~, and December 31, 1985,
will be eligible for a"Floating Holiday" during the course of the
1985-86 Fiscal Y,'ear.
Section 17. IViilitary Leave
Military leave shall be .arranged in accordance wi;th the provisions of
State law. All employees ent'itled 'to military leave shall give the
appointing power an opp:orttinity within the limits of military
regulations to determine when such leave shall be taken,
Section 18. Leave of Absence withou.t Pay
The City Manager ma.y grant a permanent or probationary employee
leave of absence without pay or seniorit.y :for 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 upom wri`tte,n request of the employee setting forth the
reason for the `request, and the ,approv.al~ will be in writing. Upon
expiration of a regularly approved leave or within :a reasonable period
of time after notice to r.eturn, to' duty, the empToyee shall be reinstated
in th.e position held at tlie time leave was granted.. F`aiiur.e on the
part of ari employee on leave to report promptly at its expiration, or
within a reasonable time after notice to r-etu.rn to duty, shall be cause
for discharge.
Section 19 . Ju. ry ;Lea~e
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
dutie_ s: with the City durin-g th e per'iod of such service or while
nece,ssarily bein,g pr.eserit; in .court as a r"esult of. such call. Under
such circumstan;ces, the employee shall be paid the differerice between:
his `full salary and any payment receive'd by him, except travel pay,
for. such duty.
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OTHER
Section 20. Retir-ement
The Cit,y of Petaluma's retiremen.t .plan. under ~the Public Employee's
Retirement System shall consist of the following items:
Miscellaneous Employees : 2 0 @60
Option: 1959 Survi~ors~ Benefit
1 year Fina1 Compensation A~verage
Unused Sic'k LeaVe Gredit
Section 21. Grievance Procedure
A. Purpose of Rule
(1) To promote improved emplo,yer--employee relations by
estabTishin~g grievance procedures on matters . for which
appeal or ,hearing is not provided by otlier regulations.
(2) To afford employees individually or through qualified
emp;lo,yee or,ganizat~ion a systematie means of obtaining further
consideration of problems after every reasonable effort has
failed to resolve them. through cliscussi'ons.
(3) To provide that grievances- shall be settled as near as
possible to the point of origin..
(4) To pr.ovide that appeals shall be conducted as informally as
possible.
B. Matters Su:bject °to Gr'ievance Procedure. Any employee in the
eompetitive ;service shall fiave the right to appeal under this rule,
a decision affecting his employment over which his appointing
power has partiaT or cornplete jurisdiction and for which appeal is
not provided by other regulation's or ,is iio:t prohibited.
G. I"nformal, Gri'ev,ance Procedure. An -employee who has a problem or
complaint should' first try to get it settled throug~h diseussion
with: his immediate supervisor- without undue deiay. If, a~fter this
dis'cussion:, he does not belie~e fhe problem has been
s'atisfactorily r..esolved, he shall have trie right to discuss it with
his~ stipervisor's immediate supervisor.; if any, in the
administrative service. Every effort should be made to find an
accegtable solution by inform"al means at the lower possible level
af. supervision. If the employee is not in agreement with the
decision rea,ched by discussion_, he sha11 then have the right to
file 'a forma~l appeal in writing within ten .(1U,) calendar days af.ter
receiving the informal decision of his immediate superior. An
imformal ap.peal shall not be taken above the appoinfing power.
D. Formal ,Grievance Procedure (levels of review -through chain of
comma~ri;el~)~ ~ ~ ,- ~
(1) Fir-st level of review . The appeal shall be presented in
writing to 'tlze employ,ee'si immediate supervisor, who shall
render :his decision and coFnments in writ'ing and ;return them
to the employee wi'thin five~ ( 5`) caleridar days after receiving
the appeal. If the employ.ee does not agree with his
supervisor's decision, or 'if n_o answer has been received
within, fiye ( 5.) calendar days , fhe emplo.yee may present the
ap,peal in writing to Yi'is° supervisor's immediate superior.
Failure of fhe emplo,yee: °to take furtlier actiori within five ( 5)
calendar ~ days after :receipt of the written. decision of his
supervisor,,, or within a total of fifteeri (15',) calendar days if
no decision :is r-.endered, wi1T :constitute a d-ropping of the
appeal.
( 2) Eurther leve'1 or levels of review , as +appropriate.. The
superv.isor ;receiving the appeaT sh_all review it, render thi"s
decision. and comments iri writing::, and retur.n them to the
employee within .five (5) calendar. days after receiving the
appeal. If the emp•Toyee does not agree wifh the decision , or
if no answer has been received within five (5) calendar
da~ys~„ he ri5ay present the appeal in writing to the
deparfinent head. Failure of the employee to take further
action wi~thin .five (5) e_alendar days af;ter receipt of the
decision or witYiin .a total of fifteen ('15;) calendar days if not
decision is rendered, will constitu~te a dropping of the
appeal.
( 3) De ~ ar„tment Review . The depar-tment head. receiving the
appeal o his designated representative~, should discuss the
grievance 'with the emplo.yee, h'is r.epresentative, if any, and
'with other appropriate persons. The ;depar,tment head shall
render his dec'ision and comments :.in ~ wrifing, and return
them to `the employee within five ( 5) calendar days after
r.ecei~v.in°g -the -app;eal., If the employee does not agree with
the decision r-eached, or if• no~ answer has been received
within five ('5:) calend'ar days after receipt of the decision or
within a total of fifteen .(T5) ~calendar d'ays if -no decision is
render-ed, will constitute a dropping of the appeal_.
(4) City IVranager. The City Manager r.eceiving. the .appeal or is
designated representative shou'ld di'scuss the ,grievance with
fhe: employee,, his representativ.e~,; ;i~f any, ~ and with other
appropr.ia_te person. The City 'Manager may designate a fact
findirig committee, officer not in the normal lirie of
supervision, or Personnel Board to ad.v'ise him concerning
th'e appeal;. The City Manage"r shall render a decision in
, writirig to the employee within twenty (20'') ealendar day.s
after r,.eceiving the appeal.
( 5) Conduct of Gr-ievance Procedure .
(.a) The. tirne limi~ts speci=fied above may be extended to a
definite date by mutal ;agreement of the employee and
the_ reviewe "r concerned.
(b) The 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 emplo:yee and his repr.esentative may be privileged
to .use a reasonable amount of work t'ime as determined
by the. appropr-iate depar;tment .head 'in conferring about
and pr-esenting the appeal.
(:d.) Employees shall be assured freedom from reprisal for
_
using the grievance procedures.
wp / pers'3:
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