HomeMy WebLinkAboutResolutions 84-140 N.C.S. 06/25/1984~~'iSQ~l.1t10Y1 N0. 84-140 ~, C, S. MA: cw 6-13-84
of the City of Petaluma, California '
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE
BENEFITS FOR EMPLOYEES IN UNIT 1 (CONFIDENTIAL)
WHEREAS, the employees in_Unt 1 are no
represented by any recognized employee organization;
and,
WHEREAS, the City Manager, pursuant to
Section 28, City of Petaluma City Charter, is required
and empowered t'o make a recommendation to the City Council
on hatters related to employees' compensation; and,
WHEREAS, the City Manager has recommended that
employees of 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 1, 1984. .
Under the
is Council; by the Charter of said City.
I hereby certify the :foregoing Resolution, was' introduced and adopted by the p ved to
y ( galar) (Adjourned) (SpJ~I) meeting..
Council of the Cit of `Petaluma- at a Re ~ 3
on the ,..,.25.th.......... day of ..~J.Une... + ..~ .......:.......~--.....?_....., 19..$4., by the
,~
following vote.:'
'• ~ ~ City Attorney
AYES: Battaglia, Bond,~i~anagh,.Balshaw, Vi_oe~MayorHarberson ~yor Mattei
NOES: None i
ABS~lvT: P ;rr a-.
ATTEST: .. .:~ ~ ~ . ~ ..:. ........ .................. ...... ....:_. _ ~._....
__~ _ _ _ . ;
City'Clerk Mayor
Council File.._QQ ................................
Form CA;2~{~B~ t l Res. No....524-.~ 4:0.........
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CITY OF PETALUMA
COMPENSATION PLAN' FOR UNIT. 1
F Y 1984 - 1985
This document: represents the Compensation. Plan
for Unit 1 for the Fiscal Year 198:4-85
TABLE OF CONTENTS
GENERAL
Section 1 ...Term; of ~ Agreemen`t
COIVIPENSAT;ION
Section 2 Salary
Section 3 Compensatory Time Off
Section 4 Overtime.
Section. 5 Compensation for Clothing Loss
Section 6 Vacat=ion,., Payment of
Section 7 Sick .Leave.,. Payment at Retirement
Section 8 .Deferred Compensation
INSURANCE
Section 9 Health Insurance
Section 10 Dental Insurance
Section 11 Life Insurance
Section. 12 Long-Term Disability
LEAVES
Section 13 Vacation
,Se:ction 14 Sick .Leave
Section 15 ~ Ber,eawement Leave
Seofion 16. ~Ho~l'days~
Section 17 Military .Leave
Section 18 Leave of Absences without Pay
Section 19 Jury Leave
OTHER
Section 20 Retirement
Section 21 Grievance. Procedure
G~EN,ER-AL
;Section 1. .Term
This compensation, plan .shall, b,e for a one- (1:) .year term for the fiscal
year commencing July 1; .1984, through June: 30, 1985..
COM'PEN;SATION
Section 2. Salary
The City shall`. adop the follow-ng salary ranges for each of the
employees in the following. ;classifications effective Juh_y 1, 19'84.
Unit 1 I II IIL IV V
Secretary to City Man'ag;er $.1332 $1399'- $:146.5 $15:41 $1619
Secretary 1-190 1249 1.31.1 13.77 1447
Intermediate ;Steno-,Clerk 10..18 1070 11.2:2 1.17.8 1238
.Senior Account Clerk (payroll) 1..18'6 ~ 1244 1306 ~ 1372 ~ 1440
Adrni-nstrafive ;Intern 1274 1336 1404 ,1,474 1548
Effective January 1:, 1'984
Uriit 1 I' II III IV V
Secretary to City Manager $13`59 $1427 $;1.494 `$1572 $1651
Secretary 12'14 .1274 1337 1405 1476
Intermediate Steno-Clerk 1038 1091 1144 1202 1263
Senior Account- Clerk ..(payroll;) 1210 1269 1332 1399 1469
Administrative Intern 1299 1363 143.2 1503 1579
Section 3.. Compensatory Time Off
An ernp`lo.yee may receive overtime compensation in the :form. of
compe.nsatiori t-ime :off at a ;mutually agreeable ~trne between the- City
and -the employee. at a rate of one. and. one-half (.1i) hours of
comp.e_nsabae; time for each hour of time- worked;. Up to a maximum of
three { 3")° working days (24 hours,) comp time may be accrued..
Amounts earned in excess. of that will be paid at the overtime rate in
effect- at. the time the overtime was performed.
Section 4;. .Overtime
A: General.. All hour worked in excess; of eight (,8) in any one day
or in e"xcess' of forty (40) in any work week shall be compensated
for at the overtime rate which .shall be one and one-half (12 )'
times ~ the basic straight time regular rate of pay . Overtime shall
not be pyramided or compounded.
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B . Minimum;:: Any ,employee required, to work ~over;time shall; in no
case, be cornp:ensated -for: less than one hour for- such overtime.
C . Payment for Work During Leaves'. When it becomes necessary by
an emergency to have employees. 'wor.k during legal holidays or the
period, such employees are entitled. to vacation leave, such
employees working on such legal 'holidays and during periods of
vacation shall be entitled to receive additional remuneration at a
rate of .one and one-half times their hourly wage:, equivalent based
on 173..33' hour-s' per month; or equivalent. cornpensa~tory time off.
If an employee, works overtime on a legal holiday, h~e may waive
pay and times and apply one-half :off' :for the overtime worked to
his accumulated vacation.. upon mu_ foal agreement between the
employee. and department head and approval by the City .Manager.
Section 5. Comperi"cation for .Clothing Loss
The City Manager is; authorized ~to provide- compensation to City
employees for loss or damage .to their clothing., which occurs du-ring the
course of ear,."eying out an official:.d.utg. A~~ request for compensation
hereunder sha°ll be submitted in writ"ng, in detail, to the .City Manager
via the departrn.ent head concerned: T,he amount of compensation, if
'any, hall be at the discretion of` the City Manager.
'Section 6. V:acat~ion, .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 aecumulaton .
Section 7. Sick. Leave:, Payment o-f.
In the event. of 'the death or retirement. of an employee who has
completed ten (10) or more .years o'f continuous service with. the City,.
the employee ~ s'h'ould' be paid or shall receive to his benefit- fifty
percent ~ (,50.0") of his accumulated but unused, sick leave not to exceed
4':8.0 hours
Section. 8. Deferred Compensation
T:he City of Petaluma shall. make available, to the member-s of this unit,
the Cit-y's "D'eferred 'compensation Plan:
INSURAN~.CE '
Section 9. Health Insurance
During thee. 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 thus Memorandum of
Understanding .
Employee
Employee + ,l dependent
Employee + 2 dependents
Kaiser
$ 59.31
$1.17 , 6 2'
$170,21
Health Plan of
the .Redwoods
87.00 $ 87.00
$..168.00 $T52.00
$198.0°0 $203.90
Sonoma
County
Section 10. Dental Insurance
The City shall. provide, at no cost to: the employee, for, a group dental
insurance covesge prog:<ram for City employees and dependents in Unit
1, 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 cover-age in the principle amount of $:10,000 per employee.
Section 12. Long-Term Disability
The City shall. provide for a long-term disability plan..
to be paid for by the Cify.
The premium
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 vacatori with pay in the year ..following:. the ~ year in
which vacation ;is .earned .
All 'regular employees of the City of Petaluma, after five (5)
yeas o£ continuous service with the City, and beginning with the
sixth. year, sh°all b:e entitled to the equivalent of one hundred
twenty (12:0) ,;hours of vacation. per year.
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After ten (10') years of con•tn•uous service with the City, eight
(8,.) hours of vacation shall be added for "each year of continuous
service ao: a maximum of: one hundred. .sixty ~"(160) hours of
vacation .
B. Scheduling. The tames during; a calendar year in which: an
employee may take his vacation shall be, determined by the
department head. with. due re'sp:ect .for fhe 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
-ear sub ect to other rovrsions of; this rule .-
y j p. g• ~ y pp P A written report of
each deferred vacation sr ned b: the a ro riate department head
and the Personnel Officer ,noting the details shall b.e kept on file,
with the Personnel Officer.. Vacation time .accumulated in excess
of two years shall be lost. In tri'e 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.
Se,ctori 14. Sick Leave
A. Gener,al:. Sick leave with pay shall be granted .to all probationary
-and permanent employees .within the. competitive service. Sick
leave shall `not be considered as a nigh"t which an ernpioyee may
use at his discretion, but shall be allowed only in ease of
necessity .or actual "personal sickness, disability, or as allowed by
the compensation 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 an;y year than
prgvided:_.
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.
s:pe,cifed by the head of hits department. When absence is .for
more than three days duration, .the employee may be required to
.file a. ph~ysi'ciari's certificate with the. Personnel Office stating the
cause of the absence.
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D. Family, Sick Leave. Leave of absence up to four' working days
with. p,ay p;e"r fiscal. year may_ be granted to an employee in the
event of serious illness or injury in the employee's rninediate
family and 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. dep:endent:, In uch case, the appointing power
shall g-rant such sick leave only° when in his opinion the
relationship 9f the sick or disabled person to the employee
warrants such u°se of sick leave .
E. Relationship to. Workers Compensation. Benefits shall be payable
in situations w:her--e employee:. absence is. due to industrial injury
as provided.: in .California. 'State Worker ' 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
industrial disability, employees. will be compensated at their full
rate of pay without deduction from sick Feave 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-.half (1 / 2') day for each
day .of absence credited or compensated by workers' compensation
insurance, prov'ided' the City receives all compensation paid by
workers' compensation .payments only, without City payment for
salary at no foss of sick .leave-. Sick .leave for industrial injury
shall not b;e ahowed for a disability resulting .from sickness,
self-inflicted injury or willful misconduct:.
Section 15. Bereavement. 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 .anal
grandparent,. an employee who attends the funeral shall be granted
time off work with pay. The amount of time.. off work with pay .shall
be orr!ly that which. is required to attend 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 ' 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 wthou pay. Such bereavement leave shall not_ be
accruable: from_ fiscal: year to fiscal. year, nor shall it have: any
monetary value if unused
Section 16. Holidays
A . Fixed Holidays . The. City shall observe ten (1.0) 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. ,Float'ing`, Holiday: During 'the Fiscal Year 19:84-85, the -City will
author-ize one;. 1) !'Floating Holi'day`" per employee, which may be
taken. by the employee at a. time. selected by the employee, subject
to operational ,re.quirements~: and approval determined by the: City.
Employees hired between July l., ,19'84, and December 31, 1984,
will be. eligible -for a "Floating Holiday" during the course of the
1984-85 Fiscal Year:.
:Section 17. Military Leave
military leave shah 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 Absence without" _P:ay
The City Manager may ,grant a permanent or probationary employee
leave of absence. without: p,ay or seniority for a;, period not to exceed
three (3,) monthst. Good -cause being shown by a written request, the
City Manager may extend:. the 1'eave of absence: without pray for an
additional period not to exceed six { 6) months . No such, leave .ahall be
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 sh-all. be reinstated.
in the position held at the time leave was granted. Failure on the
part of ari 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 w.ho: 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 such service or while
necessarily being present in court as a result of such. call,.. Under
such er.c~um's~tances,. the employee shall. be paid the difference between
Yiis .full• salary and any payment received by him., except travel pay,
for such.. duty.
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OTHER
Section 20. Retirement
The City of Petaluma's retirement plan under the Public Employee's
Retirement System shall con-list of the following items:
Miscellaneous -Employees.: 2 0 @60
Option : 1959 ~ Sur"vvors B°enefit.
1 year .Final. CompensationAverage
Unused Sick' Leave Credit
Section 21. G'ri'evance Pr..ocedure
A. Purpose. of Rule
(1) To promote improved emplo.per-employee relations by
establishing grievance procedures on matters for which
appeal.'or hearing is not provided byother regulations.
(2) To. .afford employees iridivduahy 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 sfiall be settled as near as
po si~ble to 'the :point of origin.
{4) To provide, that .appeals shall be conducted as informally as.
possible;.
B . Mutters. S.ubgect to Grievance Procedure. Any employee in the
competitive service shall. have the right to appeal under this rule,
a. .,decision affecting his employment over which his .appointing
power has partial orcomplete, jurisdiction a'nd '.for which appeal. is
not 'provid'e,d by other 'regulations qr is -not prohibited.
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
satisfactorily resolved., he .shall have the right to discuss it with
:his: superv.isor's immediate supervisor, if any., in the
administrative service. Every effort should bey made to find an
acceptable, solution by informal means at the lower possible level
of supervision. If: the employee is not. in agreement with the
d'ecisori 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 his immediate superior. An
informal appeal shall not. be taken above the appointing power.
D . Formal Grievance Procedure (levels of., review through chain of
command.)
(l) First level of review. Tlie appeal shall be pr-.esented in
writing: to' the employee's immediate supervisor,; who shall
render his; decision ;and commen- is in writing and return them
to: the employee- within five (5) calendar. days after receiving
the appeal. If: the. employee: does not agree with his
supervisor's decision, or if rio answer has been received
within five: .(.5) calendar days, `the employee may present the
appear i"n writing to his supervisor's immediate superior.
Failure., of the employee tp tak'e; further action within five (5 )
calendar days -after receipt of the written decision of his
supervisor, or within a .total. of fifteen (15) calendar days if
no decision is' rendered, will- :constitute a dropping of the
appeal.
(2) Further 1_evel or _ levels. of review as ap ropriate,. The
supervisor receiving th'e ,appe;al shall review it, render this
.decision and' comments in writing, and' return them to the
employee within five (5) calendar days after receiving the
appeal.. Tf the employee does not agree with the decision , or
- if no answer has been. received within five (5) calendar
days,. he ~ may ,present. the appeal in writing to the
department head. Failure of the emp ogee to take further
action within five (5) calendar days after receipt. of the
decision or~ within a total of. fifteen (,15) calendar days if riot
dec>sion s~ rende_red, w-ill constitute a dropping of the
appeal.
(3:) Department Review. The; department head receiving the
.appeal of: his designated r-.epresentafve, should discuss the.
grievance with..the employee,, his representative, if' 'any, and_
with other app"ropriate persons, The department head shall
render his decision an'd'. 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, totah of fifteen (:1.5.) calendar days if no decision "is
rendered,. will constitute a dropping. of the appeal.
('4) City Manager. The City Manager receiving the appeal or is
-designated representative should discuss the grievance with
the 'employee, his ;representative,: if an,y, and with oth. er
appropriate person. The City Manager may designate a fact
finding committee, officer notiri 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 th'e' 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 .ag-reement of the employee and
the reviewer concerned.
(b) The emp oyee may request the assistance of another
person of his own choosing in preparing and presenting
his appeal at any level of review.
(c) The employee and his representative may. be privileged
to use a reaso.nabT`e amount of work time as determined
by tyre appropriate department head in conferring about
and presenting the appeal..
{dJ .Employees shall be assured freedom from reprisal for
using the grievance procedures.
wp /pers3
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