HomeMy WebLinkAboutResolutions 85-196 N.C.S. 06/24/1985~ ~ ReSO~l~t101'l NO. 85'lg6 N. C. S. ~: ~W 6-24-85
~~ of the City of Petaluma, California
RESOLUTION APPROViNG SALARY AND SUPPLEMENTAL WAGE
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BENEFITS FOR EMPLOYEES IN'UNIT 5(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 benef its ,
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 p.lan on behalf of
the employee's, 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 ceitify the foregoing Resolution was introduced and adopted by the Approv
Council.of the Gity of Petaluma at a(Regular) (Adjourned) ~) meeting fo -..
on the .....24t:1?......---. day of .-•-----~-•-June .........................•---._......, ~s.85_, by the
following vote:
•------•--•- --•• ... ....................~
ity ttorney
AY~s: Balshaw/Ca:va,nagh/Davis/Tencer/V.M.Bond/112ayor P~7a,ttei
NOES: None
ABSENT: WOOls y. ~,
; ~. ;
,
ATTEST: •• -•- -:• . ...:. .. ..::.:.: : ••- • ••• -•--•-•••- -.. .. . -••••--••-•--•........__..._.....-•-•-• -••••••••-•-••---•...••••---. ._ ....._._.......
•--.......,•• -• -... - _ __. _. . _. `
City lerk. ayor
. Council File ....................................
Fo~ cn z visi x~. xo... 85.-196...N, C. S.
. ~a' r I' : ~1
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CITY OF PETALUMA
COMPENSATION PLAN FOR. UNIT 5
FY 1985 - 1,986
This document represents the 'Comp.ensation Plan
for Uni't 5 for the Fiscal Year 1985-86`
C~~ -- ~ ~ `~ ~
o ~ ,
TABL'E OF CO:NTENTS
GENERAL
Section 1 Term of Agreement
COMPENSATION
Seetion 2 Sala,ry
Section 3 Refir.ement C'ontr'ibution
Seetion 4 Overtime
Section 5 Compensation: for Clothin~g Loss
5ection 6 Vacation,,: Payment of
Section 7 ,Sick Le.ave,, Payment at Retirement
Section 8 Defer-,r-.ed Compensation
INSURANCE
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Seetion ,9 Health Insu.rance
Section 10 Den;tal Insurance
Section 11 Life Insurance
Section 12 Long-Term Di-sability
LEAVES
Section 13 Vacafion
5ection 14 Sick Leave
Se:ction 15 Bereavement Leave
Section 16 Hqlidays
Section 17 Military L;eave
Section 18 Leave of Absences witho.ut Pay
Section. 19. Jur.y Leave
OTHER
Section. 20' . Retirement
_ . . _~ _
Section 21. GrieV,ance Procedtzre
GENERAL
Section 1. 'Perm
'This compensation plan shall be for a. one (.1) year term for the fiscal
year commencing July 1., 198'5, through June 30, 198'6.
CQMPENSATION
Section 2. Salary
The City s~ha11, adopt the following sa.lar-y ranges for each of the
employees in the following.. classifications effective July 1, 1985.
Effective Juiy 1., . 19,8:5
Unit 5
Seeretary to Community
Services / Engineer
Secretary
Intermediate Steno-Clerk
Sr. Transcriber 'Typist-Clerk
Intermediate Typist=Clerk
Transcriber Typist'-Cler'k
Junior Typist-Clerk ,
General Services Ai'de
General Services Clerk
Senior Account Clerk
Account Clerk
Cashier-Teiephone Operator
Kennel Attendant
I II, III IV V
$$.41 $8.:22 $9.27 $9.75. $10.22
7.;60 7.97 8.37 8.$0 9.24
6.42 6.74 ~ 7.10 7.44 7.82 ~
6.75 7.10 ~ 7.44 7.83 8.22
6.:13 6.45 6.76 7.10 7.46
6..T3 6.45 6.76 7.10 7.46
5.;57 `5.83 6.13 6.44 6.75
5.'57 5:83 6.13 6.44 6.75
7.54 7.91 8.29 8.72 9.15
7.b1 7.98 8.37 8.80 9.23
6.T3 6.45 b.76 7.10 7.46
5.82 6.11 6,.43 6.74 7.08
5.,82 6.11 6.43 6.74 7.08
S;ection 3. Refirement Contribufion
Effectiv.e July '1, 1985 the City agrees to payment of the employees'
- ~contribution to the Public Employees Retirement 'System in the amount
of 2$ ari employee!s salary.
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Sect'ion 4.. Overtime
A. Gene"ral. All hours worked in excess of; eight (8) in any one day
or in excess of .forty (40) in any work week sha11 be compensated
for at the overtime rabe which sha'11 be . one and one-half (1-Z )
times the basic, straight time regular' ra_te of pa.y. Overtime shall
not be pyramided or compounded.
B. Minimum. Any einployee required to. work overtime shall, in no
case, be compensafed for less than orie hour for such overtime.
C. Paymerit- for W.ork Dur.ing _Leaves . When it bwecomes necessary by
an emer,gency to :have employees work during 1ega1 holidays or the
period such employees are entitled to vacation leave, such
employees working: on sueh le,gal holi'days. and during periods of
vacation ,shall be entitled to receive additional remuneration at a
rate of one and one-half times their reg~ular rate of pay.
Section 5. Comp'ensat'ion for Clothing Loss
The City Manager is authorized to prqvide compensation to City
employees for loss o r damage to their clothing which occurs during the
course of carryirig out an qfficial duty. A request for compensation
hereunder sha11 be; submitted in Lwr:iting, in detail, to the City Manager
yia the department head concerned. The amount of eompensation, if
any, shall be a"t the discretion of the Cit.y M'anager.
Section 6. Vacation,_ Payment at Ter_min`ation.
Employees who ter-minate employment shal'1 be .paid in a lump sum for
all accrtized vacation 1'eave earn'ed 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
eompleted. ten (10), or more year.s of ¢ontinuous service with the City,
the employee 'should be paid,._ or shall receive to his benefit fif.ty
percent .(500) of his accumulated but unused `siek leave not to exceed
4'80 hour,s-.
Section 8.; D:eferred Compensation
T._he~ City of. Petaluma. shall make availab:le to the members of this unit,
tlie City's Deferred G:ompensation Plan .
INSURANCE.
Section ~9. Health ;Insurance
During the period ,of this, Memorandum of Un.derstanding , the City shall
pay any 'premium incr.eases beyond the current City contributions as
listed beTow. No increase in the doilar amount of the employee
contributions sha11 be assessed duririg ~the term of this: Memorandum of
Understanding.
Health Plan of Sonoma
Kaiser the Redwoods County
Employee $~ .78,.69 90.00 100.05
Employee' + 1 dependent $156;.38 r 185.00 174.80
Employee + 2 dependents. $22b.82 243.00 235.25
Seetion 10. Derital Insuranee
The City shaTl provide, at no cost to the employ.ee, for a g"r.oup dental
insurance coyerage program; for City employees and dependents in Unit
5, dur.ing~ tfie term. of this Gompensat~'ion Plan .
Section 11. Life Insurance
The' Gity shall provide., at ,n.o cost to the employee, group term life
insurance coverage, in the principle ainount of $10,QDO per employee.
Section 12. Long-T~erm Disability
The City• shall- provide for a long.-ter.m disability plan. The premium
to be paid for by the City.
LEAVE
Section 13,. Vacation
A. Amo.un.ts. A11 reg:ular employ,ees of the City of Petaluma, af:ter
~ working one full year are enfitled to the equivalent of eighty (80)
hours of vacation with pay in the year . following the year in
whi'ch vacation is earned.
All xegular einployees of the City of PetaTuma, after five (5)
years of' ~continuous service with the City, and beginning with the
;sixth yea_r, shall be entitled to the equiv.alent of one' hundred
~twenty (1_20') 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 cont-inuous
service to a maximum of one hundred sixty (160 ) hours of
vacat'ion .
B. Scheduling;. The tirnes durimg a calendar y,:ear in which an
employee may take his vaca•tion shal.l be determined by the
department head with due respeet for the wishes of the employ.ee
and particular regard for the needs of the. service. If the
requirements ~of the ser-vice are sueh, than an employee cannot
take part or a11 ,of h'is annual v.acat~ion in a; particular calendar
year, such ~acafion shall be taken durimg the following calendar
year. , ~
C. Deferral,. An..y eligible employee with the consent .of the head of
his depa.rtment_ and the Personnel Office may defer five ( 5)
working days .of liis annual vacat'ion to the succeeding calendar
year subject to ofher provision-s of this rule . A written report of
each deferred vacation- signed by the appropria~te department head
and the Personnel Officer noti'ng the details shall be kept on file
with the Personnel Officer. Vacafion t"ime accumulated in excess
of two years ,shall be lost: :In the event one or more municipal
holidays fal'1 within an aririual vacation 1'eave,, such holidays shall
not `be char,ged as vacation leave and, vacation leave shall be
extended aecordingly.
Section 14. Sick `Leave
A. General. Sick: leave with pay shall be, granted to "all probationary
and permane.n.t employees w'ithin the compe:titi~:e service. Sick
leave shall n.ot be considered as a rig"ht wh'ich ' an employee may
use at 'h'is discretion, but shall be. alio.weel only in case of
necessity or actual personal sickness, disability, or as allowed by
the comperisation. plan. _ .
B. Accrual, Sick :leave shall accrue to all f.ull-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
~ provacleei~. ~ ~
C. 'N:otification Procedures . Im or,de "r to .reeeive compensation wh'ile
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absent on sick leave.; the ernployee shall notify his immediate
supe_rior o_r the Personnel Offiee pr-ior to or within ;four hours
after this time set for begirining his daily duties as may be
;specified by the .head of :his department: When absence is for
more tha_n 'three days d_uration,, the' employee may be. re,quired to
file ~,a physician'~s certifieate wi•th the• Personnel Offiee stating the
. cause of' the absence.
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D. Family Sick Leave. Leave of absence up to four working days
with pay per fiscal year may be granted "to an employee in the
event of serious illness or injury in " the employee's immediate
family an_d will be charged against sick' leave:. The immediate
family sliall corisist of the spouse~, children, parents, brothers,
sisters, qr ofher individuals whose relat'ionship to the employee is
that of a legal. dependent. In such case, the appointing powe"r
shall grant: such sick leave orily when.: in his opinion the
relationship of tlie sick or disabled person to the employee
warrants such use of siek leave .
E. Relationship to Workers Compensation. Benefits shall be payable
in situations where emp;loyee ab_sence . 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. Durin~g tI%e first three (3) eaTend"a_r days of absence for
industrial disability, empToyees will be compensated at their full
rate of pa,y without deduction from si'ck :leave unless they are
liospitalized. Absen'ces resultirig in ;immed'iate hospitalization or
absences eontinuing be,yond the third day shall be charged
against the employee at the rate of one-half (1 /2 ) day for each
day of absence credited or compensated b:y workers' compensation
insurance, pr>ovided- the City recei~es a•11 compemsation paid by
workers' com.pensation payments onl,y, without .City payment for
salary at .no loss of sick :leave,. Sick leave for- industrial injury
shall not be allowed for a disab'ility r,esulting from sickness,
self=inflicted injury or willful misconduct.
Section 15. Bereavement T,eave
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, g~randchild and
grandparent, ari employee who attends the funeral shall be granted
time off work with pay. The amount of time .off work with pay shall
be only that which is required to at'tend. the . funeral and make
necessary funeral arrangements, but in no event shall it exceed three
(3) working days. These thr-ee (,3) days shall not be chargeable to
;sick. leave.~. Ari additional two C2 ) days required for necessary funeral
arrangements ,may be charged to fhe employee's sick leave an,d any
°addif'ional, time beyond these two days may `be: char.ged to aceumulated
vacation or leave without pay. Such bereavement leave shall not be
accruable from. fiscal. year to f_iscal ye~ar, nor shall it have any
monetary value if unused.
Section 16. Holida..ys
A. Fixed Holi'days. 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.
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B. Floatin `Holida . Dur.ing the Fiscal Year 1985-86, the City will
authoriie one 1) "F:loating Holiday" per ~employee:, whieh may be
taken b:y the employee at a time sel'ected by tlie. empioyee, subject
to operational requirements and ap:proval determined by the City.
Employees hired between July 1, 1985, and December 31, 1985,
will be eligible for a"Floating Holiday°~ during fhe course of the
1985-86 Fiscal ~ Year.
Section 17. Military Leave
Military leave shall be arranged in accordance with the proVisions of
State law. A11 emp'loyees entitled to military ;leave shall give the
appointin;g power an opportunity within °t"_lie limits of military
regulations to deterinine when such leave sfiall ;be taken.
Section 18. Leave of A•bsence without Pay
The City Manager ma:y grant a permarierit or pr.o.bationary employee
leave of absence without pay or seniority for a period not to exceed
three ~(3) monfhs. Good cause beirig shown by a written request, the
City Manager~ may extend the' leave of absence without pay for an
additional period not to exeeed six (6) montlis,. No s.uch leave shall be
granted except. upon wr.itten request of the employee setting forth the
reason for the request„ and the, approval will be in writing . Upon
exp'iration of a regularly approved leave_ or within a reasonable period
of time after notice to return to du,ty, the emp~loyee shall be reinstated
in the position .held, at 'the time leave was , grarited. Failure on the
part of an employee on leave to report pr.omptly at its expiration, or
within a reasonabl'e ~time after notice to return to duty, shall be cause
for discharge..
Section 19. Jury Leave
E~rery classi'fied employee of the Ci.ty who is called or required to
serve as :a trial juror shall be entitled to absent himself from his ~
d,uties with the City d;uring the period of such service or while
necessarily being present in court: as a result of such call. Under
such circumstances<, the employee shall be; paid. the differ.ence between
`his fuI~l salary and any payment received by him, except travel pay,
for such dut.y.:
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OTHER ~
Section 20. Retirement
The City of Petaluma's retirement plan under the Public Employee's
Retirement System shall consist of the. followin~g items :
Miscellaneous Employees~: 2 0 @60
Option: 1959 Survivor.s "Benefit
1 year F'inal Gompensation Average
Unused Sick Leave Credit
Section 21. Grievance P.rocedure
A. Purpose of Rule;
(1) To promote improved erriplgyer-employee' relations 6y
establishing :gri'evance procedu"res on matters for whicfi
appeal or hearing is not pr.ovided b.,y other regulations .
(2) To afford employees individuall"y' or through qualified
emplo.,yee organization a systematic means of obtaining further
consideration: ,of problems' after .every ;reasonable effort has
failed to resolv,e them through discuss'ions.. ,.
(3 ) To provide that grievan'ces shal~l be settled as near as
possible to 'the point of origin.
(4) To provid'e 'that appeaTs shall be conducted as informally as
possible:.
B. Matter:s Subj'ect to Grievance Procedure: Any employee iri the
eompetitive service _shall have the right to' appeal under this rule,
a decisiori af~fect'ing his employment over which his appointing
gower has p.artial or cocnplete jurisdiction :arid for which appeal is
not provided by ofher regulations. or is no.t prohibited.
C. Informal Grievance Procedure. An employee_ who has a: problem or
corr-plairit :should f'irst try to get it settled through discussion
with his 'immediate supervisor without, undue delay. If, after this
discussion, he ~does not ~ beli`eve the pr.oblem has been
:satisfactorily resolve:d;, he ~shall hav_ e the right to d'iscuss it. w'ith
his 'supervisor's immediate super,v~isor, if ariy, in the
admin'istrative service. Every effort; sho.uld be made to find ari
acceptable solution by informal means at the. lower~ possible level
of . supervision.. If the employee is not in agreement with the
decision reaehed by discussion, he shall then have the right to
file a formal appeal in writing within ten (10`); .calendar~ days. after
receivirng` "the in#ormal deeision of his. immediate superio "r. An
in'formal ap:peaT shall not be taken above the appointing power.
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D . Formal Grievance P-rocedure
command
(levels of rev'iew through chain of
(1) First: level of reeiew. Tlie appeaT shall be presented in
writ'ing ~to €he employee!s iinmediate :supervisor, who shall
render his :decision and comments in writing and return them
to the employee within five: ~(:5,) caTendar day,s; after receiving
tlie appeal. If the employee does not agree with his
supervisor''s decision, or if no answer °has been received
within five (5) calendar days, the ernployee may present the
appea_1 in writing to his superv'isor''s immediate superior.
Failure of the employee to take further action within five ( 5)
calendar days after receipt of the written decision of his
superv.isor, or within a total of fifteen (.15) calendar days if
no decision is ren°dered, wili constitute a dropping of the
appeal.
( 2) Further level or levels of r,ev'iew as ' appropriate . The
supervisor receiving the. appeal shall review it, render this
decision and commerits' in; 'writing, and return them to the
employee within five ( 5) calerid`ar .days after receiving the
appeal. If the employee does not agree with the decision, or
if n'o answer has beeri received within five (5) calendar
daysi, he may present the appeal in writing to the
department head. Failure of the emp'loyee to take fur"ther
action wi'thin five ( 5) ca'lendar da,ys, after receipt of the
decision or within a total. of f'ifteeri (:1'5) calendar days if not
decision is rendered, will ¢onstitute a dropping of the
appeal.
(3) Depar.tment Review. The . department :head receiving the
appeal of his . designated representative, should discuss the
grievance wit•h the, employee, his representative, if any, and
with othe "r appropriate pe "rsons . The department head shall
render 'his decision and comments in 'wr-iting, and return
them to th:e employee within five ('S} calendar days after
receivirig the app.eal. If the employee does not agree with
fhe deci`s'ion reached, or if no answer has been received
within five (5) calendar days after receipt of the decision or
withi-n a total of fifteen (,15 ), rc_ alenda_r d'a~ys if no decision is
rendered,, wi11` constitute a dropping of the app,eal.
(:4E) Cit.,y, Manager. The City Manager :reeeiving, the appeal or is
~ designated representative shou'ld 'discuss the grievanee with
the emplopee,, his representat'ive,, if :anp,: and with other
appropr,"iate per,son. T~he Ci:ty Manager may designate a fact
,firiding comm'ittee, officer not in the normal line of
supervision, or Personnel Board to advise him concerning
tlie appeal. The City Manager shall render a deeision in
writi"ng to the employee within twenty (20) calendar days
after receiving the appeal.
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( 5) Conduct of Grievance Procedure;.
(a) T.Yie time limits specified above ma;y be extended to a
def'inite date by mu~tal agreement of the employee and
the reviewer concerned.
(b) The employee :may request the assis;tance of another
person of liis own choosing iri p:reparing and presenting
his appeal at any leve'1 of review. .
(c) The employee and his re,presentative may be priv'ileged
. to use a reasonable arnount of' work time as determined
by the apprqpriate department head in conferring about.
and presenting the appeal.
(d) Emplo.yees shall be as;sured freedom frorri reprisal for
using the grievance procedures.
w.p,%'pers3
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