HomeMy WebLinkAboutStaff Report 3.C 04/17/2017Agenda Item #3.0
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DATE: April 17, 2017
TO: Honorable Mayor and Members of the City Cot it through City Manager
FROM: John C. Brown, City Mana
SUBJECT: Resolution Establishing the Compensation Plan for Employees in Unit 8
(Department Directors and Assistant City Attorneys)
RECOMMENDATION
It is recommended the City Council adopt the attached Resolution Establishing the
Compensation Plan for Employees in Unit 8.
BACKGROUND
Employees in Unit 8 are not represented by a recognized employee organization. Unit 8 consists
of the department heads and the two Assistant City Attorneys. The individuals in this unit serve
in at -will positions at the pleasure of the City Manager, and are compensated pursuant to the
Compensation Plan for the Unit, which is approved by the City Council. The City Attorney, the
City Clerk, and the City Manager are not members of Unit 8 and are compensated instead under
the terms of their employment agreements with the City Council. The Unit 8 Compensation Plan
expired in March 2017.
Negotiations with the City's bargaining units were conducted in 2016, resulting in salary and/or
equity adjustments in all units. Equity adjustments were a prominent component of the package
negotiated with Units 4, 9, and 11, Petaluma Professionals and Mid - Managers (PPMMA).
Equity adjustments were also a component of the agreement bargained with Units 1, 2, and 3, the
employees represented by the American Federation of State, County, and Municipal Employees
(AFSCME). Both of these groups also bargained additional employee "pick -up" of the City's
share of PERS contributions, in exchange for corresponding increases in base salary. These two
groups, with Unit 8 and the City Manager, City Attorney, and City Clerk comprise the
employees subject to the City's agreement with PERS for "Miscellaneous" employees.
Consistent with the guiding principles for bargaining approved by the City Council, employees
were requested to provide some form of economic contribution to help offset the cost of an
increase. In addition to asking employees to help offset the cost of their increase, the City
Council has taken into consideration how each group's compensation compares to that of
comparator cities.
DISCUSSION
Recommended revisions to the Unit 8 Compensation Plan (Plan) include equity based salary
adjustments. The current Plan was revised in 2016. The most recent change in compensation for
this group prior to 2016 was in 2007. Unit 8 members received no cost of living or merit
adjustments during that period, and all classifications fell behind their comparators. Unit 8 total
compensations fall below the averages of comparator agencies, ranging from slightly more than
7 percent below average to slightly more than 24 percent below comparable averages. This
disparity is of concern as an impediment to retaining high - performing employees and recruiting
and hiring well - qualified replacements when members of the current group retire.
The equity adjustments bargained with PPMMA, ranged from 1 to 7 percent depending on
distances below average. The equity adjustments that have been bargained with Unit 8 members
range from 3 to 7 percent depending on a classification's comparison to the average of surveyed
agencies. If a Petaluma position is 15% or more under the average, the adjustment to the salary
schedule is 7 %. If the position is 10% to 14.9% under the average, the adjustment is 5 %. If the
position is 5% to 9.9% under the average, the adjustment is 3 %. There are no positions that fall
less than 5 percent below the average. It should be noted that the proposed revisions do not
include a cost of living adjustment or signing bonus. As with PPMMA, these adjustments are
intended to bring salaries in line with the average over a three -year period. Further adjustments
are not guaranteed, but are subject to financial condition. These adjustments would be
implemented at the beginning of the first payroll period in May 2017.
Amendments to the Plan also include increased employee contribution to PERS, with an
offsetting adjustment to the base salary. Like PPMMA and AFSCME, this is a 3 percent swap.
Because the amount to be withheld from the employee is considered a pre -tax benefit, with a
value of 2.25 percent of base salary, this swap amounts to three quarters of one percent (.75)
salary increase. This swap for Unit 8 will occur at the conclusion of the process required for
amending the City's agreement with CalPERS, most likely not sooner than July or August of
2017.
Recommended changes to the Plan also include minor enhancements to vision and dental
benefits. The maximum lifetime benefit for orthodontia was increased from $1,000 to $2,000;
the maximum benefit for frames was increased from $120 to $180 and for lenses from $200 to
$300. Like PPMMA, holiday hours have been aligned for those who are assigned to a 4/10 work
schedule to provide ten hours of leave time and clarification has been provided as to sick leave
banks which may be paid out or converted to Ca1PERS service credit or a combination of both,
upon death or service retirement.
With respect to the give -backs that have been a component of all the labor agreements
negotiated, this group has accepted, like PPMMA, a cap on Medical Cash -Back for new
employees. Currently employees receive half of the City contribution for medical and/or dental
insurance if the employee waives coverage tinder the City's health and /or dental benefits and
provides written verification of health and /or dental benefits insurance coverage from another
source. The revision provides medical cash back for all employees hired on or after June 1, 2017
and will provide a flat amount of $400. Cash back for dental is discontinued.
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The group has also agreed to a continued reduction from 40 to 20 hours on the number of
Administrative Leave hours that can be cashed out annually. All of these changes would also be
implemented at the beginning of the first payroll period in May 2017.
FINANCIAL IMPACTS
The estimated total cost of the revisions is $76,370, of which $62,573 is in the General'Fund and
$13,797 is in other fiinds. This total is comprised of the costs of the equity adjustments, the net
cost to the City of the PERS pick -up, and orthodontia and vision benefit increases.
The cost for the equity adjustments is estimated at $65,634 per year, with $53,155 funded in the
General Fund and $12,479 funded in other fiends. The cost to the City of .75 of a percent is
estimated at $9,159 per year, of which $8,852 is in the General Fund. The City is self - funded for
dental and vision. Cost increases associated with improvements in the orthodontia and vision
benefits are estimated at $1,577 a year, of which approximately $1,293 is in the General Fund.
Continued savings from the reduction in Administrative Leave cash out is estimated at $12,070,
of which $10,736 is in the General fiind. Savings from Medical Cash Back will occur as
employees retire and new employees are hired. If all employees currently receiving Medical
Cash Back were to receive the new benefit of a flat $400, the savings would be approximately
$32,000 per year, all of which would be in the General fiend.
ATTACHMENTS
1. Resolution
2. Exhibit A Compensation Plan
3. Attachment 2 - Redline Compensation Plan
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ATTACHMENT I
RESOLUTION ESTABLISHING THE COMPENSATION PLAN FOR EMPLOYEES IN
UNIT 8 (DEPARTMENT DIRECTORS AND ASSISTANT CITY ATTORNEYS)
WHEREAS, the employees in Unit 8 are not represented by any recognized employee
organization; and
WHEREAS, the City Manager, pursuant to Section 28 of the Charter of the City of Petaluma,
and as the City's Municipal Employee Relations Officer (Resolution No. 5375 N.C.S.), is required and
empowered to make a recommendation to the City Council on matters related to employee compensation;
and
WHEREAS, the City Manager has reviewed and concurs with the proposed April 24, 2017
Compensation Plan for Unit 8 and does recommend the City Council ratify said Compensation Plan ; and
NOW, THEREFORE, BE IT RESOLVED that the Compensation Plan for Unit 8, being in the
best interests of the City of Petaluma, and incorporated herein as Exhibit A, is ratified and the terms and
conditions of said Plan, attached to and incorporated as Exhibit A, shall be effective May 1, 2017, or as
otherwise noted in the Plan.
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LXDIDlt A
COMPENSATION PLAN
between
CITY OF PETALUMA
and
DEPARTMENT DIRECTORS
May 1, 2017 THROUGH April 30, 2018
UNIT 8
SECTION 1 - TERM OF COMPENSATION PLAN ............................ ..............................1
SECTION 2 - SALARIES ............................................................. ..............................1
2.1 Salaries
2.2 Salaries - Emergency Operation Center
SECTION 3 - SPECIAL COMPENSATION - UNIFORM ALLOWANCE .............................1
SECTION4 - HOLIDAYS ............................................................ ..............................1
4.1 Holidays - Fixed Holidays
4.2 Holidays - Floating Holidays
SECTION 5 - VACATION ............................................................ :.............................2
5.1 Vacation - Accrual Rate and Maximum Accrual Limits
5.2 Vacation - Scheduling
5.3 Vacation - Adjustment for Holidays
5.4 Vacation - Payment at Separation
SECTION 6 - LEAVES - ADMINISTRATIVE LEAVE ....................... ..............................3
6.1 Administrative Leave - Annual Credit of Leave
6.2 Administrative Leave - Carry Forward of Leave
6.3 Administrative Leave - Pro- Ration of Leave Hours
6.4 Administrative Leave - Annual Payment for Unused Leave
6.5 Administrative Leave - Payment at Separation
SECTION 7 - LEAVES
7.1 Sick Leave
7.2 Sick Leave
7.3 Sick Leave
7.4 Sick Leave
- SICK LEAVE .......................................... ..............................4
- Eligibility
- Accrual
- Transfer
- Retirement Payout
SECTION 8 - LEAVES - INDUSTRIAL INJURY LEAVE .................. ..............................4
SECTION 9 - LEAVES - BEREAVEMENT LEAVE .......................... ..............................5
SECTION 10 - LEAVES - VICTIMS OF DOMESTIC VIOLENCE ....... ..............................5
AND SEXUAL ASSAULT LEAVE
SECTION 11 - LEAVES - MILITARY LEAVE ................................. ..............................5
SECTION 12 - LEAVES - ELECTION OFFICER LEAVE AND VOTING LEAVE .................6
SECTION 13 - LEAVES - SCHOOL VISITATION LEAVE ................. ..............................6
SECTION 14 - LEAVES - LEAVE OF ABSENCE WITHOUT PAY ...... ..............................6
SECTION 15 - LEAVES - JURY DUTY LEAVE ............................... ..............................6
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SECTION 16 — FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA) .........................6
16.1 FMLA and /or CFRA Leave
16.2 FMLA and /or CFRA — Second Opinion
SECTION 17 — LEAVES — PREGNANCY DISABILITY LEAVE ........... ..............................7
SECTION 18 — DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED .......... 7
SECTION 19 — REASONABLE ACCOMMODATION ........................ ..............................7
SECTION 20 — CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM ..................7
SECTION 21— HEALTH BENEFITS — ACTIVE EMPLOYEES ............ :.............................9
21.1 Active Employees — PEMHCA Contribution
21.2 Additional Contribution
21.3 Employee Contribution
SECTION 22 — HEALTH BENEFITS — RETIRED EMPLOYEES ......... ..............................9
22.1 Retired Employees — Ca1PERS and PEMHCA
22.2 "Unequal Contribution" Method for Health Care Premium Payments for Retirees
22.3 Ca1PERS Annuitant — PEMHCA Health Benefits
22.4 Less Than 12 Years of Service —Not Receiving PEMHCA Health Benefits
22.5 Less Than 12 Years of Service — Receiving PEMHCA Health Benefits
22.6 12 -19 Years of Service — Not Receiving PEMHCA Health Benefits
22.7 12 -19 Years of Service — Receiving PEMHCA Health Benefits
22.8 20 Years or More of Service — Not Receiving PEMHCA Health Benefits
22.9 20 Years or More of Service — Receiving PEMHCA Health Benefits
SECTION 23 — CASH IN -LIEU OF HEALTH AND DENTAL BENEFITS ...........................12
SECTION 24 — SECTION 125 PLAN .............................................. .............................13
SECTION 25 — DENTAL INSURANCE ........................................... .............................13
SECTION 26 — VISION INSURANCE ............................................ .............................13
SECTION 27 — LIFE INSURANCE ................................................ .............................13
SECTION 28 — EMPLOYEE ASSISTANCE PROGRAM .................... .............................14
SECTION 29 — DISABILITY INSURANCE ..................................... .............................14
SECTION 30 — DEFERRED COMPENSATION ............................... .............................14
30.1 Deferred Compensation Plan — 457 Plan
30.2 Deferred Compensation Plan — Discretionary Plan - 401 (A)
EXHIBIT A — SALARY TABLE ................................................... ..............................1 5
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SECTION I - TERM OF COMPENSATION PLAN
This Compensation Plan shall be effective commencing May 1, 2017 and ending April 30, 2018.
SECTION 2 - SALARIES
2.1 Salaries
Salary Ranges shall be as specified in Exhibit "A" for each classification.
Effective May 8, 2017 all members will receive a salary increase based on market
adjustments applied to bring the salary ranges towards the median of the market. Increases
shall be applied as follows. Positions found to have been five (5) to 9.9 percent below
median shall receive a three (3) percent adjustment. Positions found to have been ten (10)
to 14.9 percent below median shall receive a five (5) percent adjustment, and positions found
to have been 15 percent or more below median shall receive a seven (7) percent adjustment.
Effective the first payroll following the adoption of a contract amendment with CalPERS
and concurrent with all members paying an additional three percent (3 %) towards PERS
retirement, all unit members shall receive a 3% base wage increase.
2.2 Salaries — Emergency _peration Center
Employees of Unit 8 who are required to work, when called to an activated Emergency
Operation Center (EOC) local emergency shall be paid at their regular hourly rate for all
hours beyond their normal workday.
SECTION 3 — SPECIAL COMPENSATION — UNIFORM ALLOWANCE
The classifications of Police Chief and Fire Chief shall receive three - hundred dollars ($300.00) per
year as a Uniform Allowance. This amount shall be paid in December.
SECTION 4 - HOLIDAYS
4.1 Holidays — Fixed Holidays
The City shall observe twelve (12) fixed -date holidays. These holidays shall be established
for the City's fiscal year as determined by City Council resolution. The holidays for the
period of May 1, 2017 through April 30, 2018 are as follows:
Independence Day
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
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Observance: The actual date of the observed holidays is determined by City Council
resolution each fiscal year. If participating in a 5/8 schedule, when a holiday falls on a
Saturday, that holiday will be observed on the prior Friday. When a holiday falls on a
Sunday, that holiday will be observed on the following Monday. Should this conflict with a
Friday or Monday designated holiday, the Friday or Monday holiday will occur on the
preceding Thursday or following Tuesday. If participating in a 4/10 schedule, when a
holiday falls on a Friday or Saturday, that holiday will be observed on Thursday. When a
holiday falls on a Sunday, that holiday will be observed on the following Monday. Should
this conflict with a Friday or Monday designated holiday, the Friday or Monday holiday will
occur on the preceding Wednesday or following Tuesday.
Observance by an employee of a designated religious event may be granted, if practical,
with at least seven (7) days prior approval required for such leave, under the following
methods:
(A) Time charged to accrued vacation allowance; or
(B) Time off without pay.
Fixed holidays currently provided for in the Compensation Plan will be based on the
employee's regular work shift. For example, if an employee works a 4/10 schedule, s /he
shall receive ten (10) hours of pay for the holiday. If an employee works a 9/80 schedule,
s /he shall receive nine (9) hours of pay for the holiday, or eight (8) hours pay if the holiday
falls on their regularly scheduled eight (8) hour workday as part of their 9/80 schedule. If an
employee works a 5/8 schedule (five days /week, eight hours /day), s /he shall receive eight
(8) hours of pay for the holiday. The same shall be true for any employee whose regular
work week is fewer than forty (40) hours per week, except that no such employee shall
receive more than eight (8) hours of pay for the holiday.
4.2 Holidays — Floating g olidas
During the Fiscal Year the City will authorize one (1) "Floating Holiday" per 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 for a "Floating Holiday" during the course of the
Fiscal Year.
SECTION 5 - VACATION
Years of Service
Vacation Accrual hrs
Accrual Limit hrs
0 -4
80
240
5 -9
120
360
10
128
384
11
136
408
12
144
432
13
152
456
14
160
480
15
168
504
16
176
528
17
184
552
18
192
576
19 or greater
200
600
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5.1 Vacation — Accrual Rate and Maximum Accrual Limits
Employees shall accrue vacation hours at the rate specified in the above table. The City
Manager may at his /her discretion set an annual vacation accrual rate for an employee above
the accrual rate in the table in section 5.
Vacation time shall not be accumulated in excess of three (3) years or three times an
employee's annual vacation accrual as indicated in the vacation chart above.
5.2 Vacation — Scheduling
The times during a calendar year in which an employee may take his /her vacation shall be
determined by the City Manager 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 that
an employee cannot take part or all of his /her annual vacation in a particular calendar year,
such vacation shall be taken during the following calendar year.
53 Vacation - Adjustment for Holiday
Employees who are granted time off for scheduled holidays shall not have such holidays
charged as vacation leave when the vacation leave and holiday(s) coincide.
5.4 Vacation — Payment at Separation
Employees who separate City employment shall be paid for all accrued unused vacation
leave earned prior to the effective date of separation.
SECTION 6 — LEAVES — ADMINISTRATIVE LEAVE
6.1 Administrative Leave — Annual Credit of Leave
Employees shall be credited with eighty (80) hours of administrative leave each fiscal year.
6.2 Administrative Leave — Carry Forward of Leave
Employees may carry forward up to forty (40) hours of unused administrative leave into the
next fiscal year. Employees shall not maintain balances of more than one hundred and
twenty (120) hours.
6.3 Administrative Leave - Pro - Ration of Leave Hours
Employees hired or appointed after July 1 shall be credited with a pro -rated amount of
administrative leave based upon hire or appointment date through June 30.
6.4 Administrative Leave — Annual Payment for Unused Leave
Employees shall receive payment for up to twenty (20) hours of unused administrative leave
at the end of the fiscal year. Payment shall be at the employee's base pay rate as of June 30.
Payment shall be made on the last pay period of the fiscal year.
6.5 Administrative Leave - Payment at Separation
Employees who separate employment shall receive payment of up to forty (40) hours of
unused administrative leave. Payment shall be at the base pay rate at the time of separation.
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SECTION 7 — LEAVES — SICK LEAVE
7.1 Sick Leave — Eligibility
Sick leave with pay shall be granted to all employees as set forth in this section. Sick leave
is not a right, which an employee may use at his discretion, but rather, shall be used only in
case of personal illness, disability or the serious illness or injury of an employee's family
member, which requires the employee's attention. The term family members shall include:
spouse, children, parents, spouse's parents, brothers, sisters or other individuals whose
relationship to the employee is that of a dependent or near dependent.
7.2 Sick Leave — Accrual
Sick leave shall accrue to all full -time employees at the rate of eight (8) hours for each
month of continuous service. No employee shall accumulate more sick leave in any year
than provided
7.3 Sick Leave — Transfer
Employees wishing to donate hours of sick leave to another employee may do so by sending
a written request, approved by his /her department director, to the Human Resources office
naming the individual to receive the sick leave and the amount donated, with the following
restrictions:
(A) Employees who wish to transfer sick leave must retain a minimum of 160 hours of
sick leave to be eligible to transfer sick leave.
(B) Transfer amounts shall be limited to the number of actual hours needed and used by
the receiving employee.
(C) Any donated sick leave hours unused by recipient shall be returned to the donor.
The employee receiving the sick leave transfer must have zero (0) hours of accrued
sick leave, vacation, and CTA leave on the books.
(D) Employees may not buy or sell sick leave. Only the time may be transferred.
(E) Employees may not transfer sick leave upon separation of service.
(F) Transfer of sick leave shall be allowed between all Units.
(G) No more than ninety (90) workdays of sick leave may be received by an employee
for any one illness or injury.
7.4 Sick Leave — Retirement Pam
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 shall be paid or shall receive to
his /her benefit, fifty percent (50 %) of his /her accumulated but unused sick leave, not to
exceed four - hundred - eighty (480) hours. The employee may elect not to receive this benefit
and instead place all sick leave hours into the CalPERS sick leave conversion benefit, or the
employee may do a combination of both; to receive a payout of up to fifty percent (50 %) of
his /her accumulated but unused sick leave not to exceed four hundred eighty (480) hours
with the balance placed into the Ca1PERS sick leave conversion benefit.
SECTION 8 — LEAVES — INDUSTRIAL INJURY LEAVE
Benefits shall be payable in situations where miscellaneous employee absence is due to industrial
injury as provided in California State Workers' Compensation Law. During the first three (3)
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workdays when the employee's absence has been occasioned by injury suffered during his /her
employment and he /she receives workers' compensation, he /she shall receive full pay. Following
this period, sick leave may be a supplement to the workers' benefits provided the employee.
Compensation is at his /her regular rate for a period not to exceed six (6) months, or until such sick
leave is exhausted, or the disability is abrogated, or that employee is certified "permanent and
stationary" by a competent medical authority. The City shall pay him /her 'the regular salary, based
on the combination of the workers' compensation benefit plus sick leave.
All public safety employees receiving full salaries in lieu of temporary disability payments pursuant
to Section 4850 of the labor code are entitled to accumulate sick leave during such periods of sick
leave. Sick leave for industrial injury shall not be allowed for a disability resulting from sickness,
self - inflicted injury, or willful misconduct.
The City may retire any employee prior to the exhaustion of accumulated sick leave, at which time
all accrued but unused sick leave shall be abrogated, subject only to the limitations provided under
this Compensation Plan.
SECTION 9 — LEAVES — BEREAVEMENT LEAVE
An employee shall be granted up to thirty -two (32) hours of bereavement leave in the event 'of death
in the employee's immediate family. For the purpose of bereavement leave, immediate family shall
mean spouse, qualified domestic partner, father, father -in -law, mother, mother -in -law, brother,
brother -in -law, sister, sister -in -law, child (including stepchildren), step - parents, grandparents and
grandchildren or person with whom the employee has a relationship in loco parentis. Up to an
additional eight (8) hours of accrued sick leave may be granted to supplement bereavement leave.
In the event an employee must travel more than three- hundred (300) miles to attend a funeral or
memorial service, an additional eight (8) hours of bereavement leave shall be granted instead of the
use of eight (8) hours of sick leave.
SECTION 10 — LEAVES — VICTIMS OF DOMESTIC VIOLENCE
AND SEXUAL ASSAULT LEAVE
The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section
230.
SECTION 11— LEAVES — MILITARY LEAVE
The City of Petaluma shall grant military leave benefits to eligible employees in accordance with
California's Military Leave Laws found in Military & Veteran's Code 389 et seq., the Federal
Uniformed Services Employment and Re- employment Rights Act (USERRA), found at 389 U.S.C.
4301 et seq., and the City of Petaluma Resolution No, 2004 -200 N.C.S. Employees in the Ready
Reserves of the Armed Forces who are ordered to active military duty or training under Executive
Order 13223, shall have continued benefits in effect throughout his/her active duty training for a
period of three- hundred sixty -five (365) calendar days or until the date of discharge from military
service, whichever occurs first, unless this policy is changed by action of the City Council.
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SECTION 12 — LEAVES — ELECTION OFFICER LEAVE AND VOTING LEAVE
When an employee's actual work schedule otherwise would prevent the employee from voting in
any State, County, or General election, the employee may be granted up to two (2) hours of paid
time to vote, in accordance with Election Code 14000. The employee must provide the City with at
least two (2) working days' notice that he or she will be taking time off to vote:
SECTION 13 — LEAVES — SCHOOL VISITATION LEAVE
Employees may take up to forty (40) hours in a year to participate in the child's school activities, in
accordance with Labor Code section 230.8.
SECTION 14 — LEAVES — LEAVE OF ABSENCE WITHOUT PAY
The City Manager may grant a regular or probationary employee leave of absence without pay
pursuant to State and Federal Law. Good cause being shown by a written request, the City Manager
may extend such leave of absence without pay or seniority or benefits for an additional period not
to exceed six (6) months. No such leave shall 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 shall be reinstated in the position held 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 time.
after notice to return to duty shall be cause for discharge.
SECTION 15 — LEAVES — JURY DUTY LEAVE
Any employee summoned for jury duty shall be entitled to a leave of absence with full pay for such
period of time as may be required to attend the court in response to such summons. Any employee
may retain payment for travel but shall make payable to the City any and all fees which the
employee may receive in payment for service as a juror. For Grand Juries this compensation shall
not extend beyond twenty (20) working days.
SECTION 16 - FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)
16.1 FMLA and /or CFRA Leave
The City shall provide family and medical care leave for eligible employees as required by
City policy, state and federal law and as specifically provided in the Federal Family and
Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA).
If possible, employees must provide thirty (30) days advance notice of leave.
16.2 FMLA and /or CFRA — Second Opinion
The employee shall provide the City with a health care provider certification. The City, at
City expense, may require a second opinion on the validity of the certification. Should a
conflict arise between health providers, a third and binding opinion, at City expense shall be
sought.
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SECTION 17 — LEAVES — PREGNANCY DISABILITY LEAVE
The City shall provide pregnancy disability leave (PDL) for eligible employees as required by City
policy and applicable law and as specifically provided in the Fair Employment and Housing Act
and the Family Medical Leave Act. If possible, employees must provide thirty (30) days advance
notice of leave.
SECTION 18 - DISCRIMINATION, HARASSMENT, & RETALIATION PROHIBITED
The City and its employees are prohibited from discriminating against an applicant or employee
because the employee is in a "protected class" (based on age, race, etc.) in taking any personnel
actions (such as hiring, promotion, discipline, etc.) Employees are prohibited from harassing
any employees due to race, sex, age, etc. The City and its employees are prohibited from retaliating
against an employee because the employee has filed a complaint of discrimination or harassment or
opposed actions by other employees that constituted discrimination or harassment.
SECTION 19 - REASONABLE ACCOMMODATION
In accordance with the California Fair Employment and House Act (FEHA) and the Americans
with Disability Act (ADA), the City will reasonably accommodate any know protected disability of
an employee.
SECTION 20 — CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM
The City will establish a different level of benefits (two- tiered retirement) for newly hired Safety —
Police, Safety - Fire and Miscellaneous employees. Effective upon agreement with the City's other
Miscellaneous or Safety bargaining units, the City shall amend its contract with Ca1PERS. The
amended contract shall provide that Safety — Police employees hired after the effective date of the
amendment shall receive the 3% at 55 formula retirement plan and the three -year final average
compensation; instead of the current benefit of 3% at 50 formula retirement plan and one -year final
average compensation. The amended contract shall provide that Safety — Fire employees hired after
the effective date of the amendment shall receive the 3% at 55 formula retirement plan, no Post
Retirement Survival Allowance — 50% as provided by Sections 21624/26/28, and the three -year
final average compensation; instead of the current benefit of 3% at 50 formula retirement plan, Post
Retirement Survival Allowance -50% as provided by Sections 21624/26/28, and one -year final
average compensation. The amended contract shall provide that Miscellaneous employees hired
after the effective date of the amendment shall receive the 2% at 60 formula retirement plan and the
three -year final average compensation; instead of the current benefit of 2% at 55 formula retirement
plan and one -year final average compensation.
The establishment of this second tier of benefits shall not affect the benefits currently in effect for
employees hired prior to the effective date of the CalPERS contract amendment. Effective June 30,
2001, the City provided Police Safety members with the three percent (3 %) at fifty (50) formula
retirement plan. The City's contract with Ca1PERS includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (June 30, 1996).
• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One -Year Final Compensation as provided in Section 20042 (July 1, 1982).
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• Credit for Unused Sick Leave as provided in Section 20965 (July. 1, 1982).
• Cost of Living Allowance two percent (2 %) as provided by Section 21329 (July 1,
1982).
• Retired Death Benefit of five - hundred dollars ($500.00) as provided in Section 21620
(July 1, 1982).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (July 1, 1982).
Effective June 30, 2001, the City provided Fire Safety members with the three percent (3 %) at fifty
(50) formula retirement plan. The City's contract with CalPERS includes the following optional
benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One -Year Final Compensation as provided Section 20042 (November 1, 1981).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1981).
• Post Retirement Survivors Allowance — fifty percent (50 %) as provided by Sections:
21624, 21626, and 21628 (January 1, 1987).
• Cost of Living Allowance two percent (2 %) as provided by Section 21329 (November 1,
1981).
• Retired Death Benefit of five- hundred dollars ($500.00) as provided in Section 21620
(November 1, 1981).
• Post Retirement Survivor Allowance Continues as provided in Section 21635 (January 1,
2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (November 1, 1981).
The City provides Miscellaneous members with the two percent (2 %) at fifty -five (55) formula
retirement plan. The City's contract with CalPERS includes the following optional benefits:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573 (April 5, 1999).
• Military Service Credit as provided in Section 21024 (January 1, 1992).
• One -Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2 %) as provided by Section 21329 (April 1,
1971).
• Retired Death Benefit of five- hundred dollars ($500.00) as provided in Section 21620
(December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
The City shall continue to defer that portion of the employee's contribution paid to CalPERS
through section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma Resolution
90 -363 N.C.S.
Effective the first payroll following the adoption of a contract amendment with CalPERS, all
employees shall pay an additional three percent (3 %) towards PERS retirement. For Classic
employees, this three percent (3 %) is added to the current seven percent (7%), employee
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan
8
IR
contribution, for a total contribution often percent (10 %). Employees subject to the PEPRA
formula shall also pay an additional three percent (3 %) on top of their required employee
contribution, which is currently 6.25% but is subject to change by PERS.
The parties shall work collaboratively to expedite formal adoption of a contract amendment with
CalPERS to reflect this cost - sharing agreement under which the employee is paying a portion of the
employer contribution to PERS.
SECTION 21— HEALTH BENEFITS — ACTIVE EMPLOYEES
21.1 Active Employees — PEMHCA Contribution
The City currently provides health benefits through the California Public Employees'
Retirement System (Ca1PERS) Health Benefits Program under the Public Employees' Medical
and Hospital Care Act (PEMHCA). The City's employer contribution for each employee's
health benefits shall be the minimum required by PEMHCA. The City pays this contribution
directly to CalPERS. This amount is established annually by PERS and is the minimum
amount the agency must pay on behalf of the employee for medical insurance. It is separate
and apart from the annual health insurance rates and the additional contribution noted in
Section 26.2.
21.2 Additional Contribution
The amount of the City's additional contribution for current employees and their covered family
members shall be $575.95 for employee only, $1,264.95 for employee plus one, and $1,678.34
for employee plus two or more. These amounts do not include the City PEMCHA contribution
identified in 26.1. The City's additional contribution shall not exceed these amounts unless and
until a different amount is negotiated by the parties.
21.3 Employee Contribution
Employees shall contribute to his/her CaIPERS Health Premium in the amounts less the City's
PEMHCA contribution and less the additional benefit paid by the City.
SECTION 22 — HEALTH BENEFITS — RETIRED EMPLOYEES
22.1 Retired Employees — CalPERS and PEMHCA
The City currently provides health benefits through the California Public Employees'
Retirement System (Ca1PERS) Health Benefits Program under the Public Employees' Medical
and Hospital Care Act (PEMHCA). In order for a retired employee to be eligible to receive
health benefits through CalPERS upon retirement, a retired employee must meet the following
definition of "annuitant" under CalPERS law:
(A) Employee must be a member of CalPERS; and
(B) Employee must retire within one - hundred - twenty (120) days of separation from
employment with the City of Petaluma and receive a monthly retirement allowance from
CalPERS.
22.2 "Unequal Contribution" Method for Health Care Premium Payments for Retirees
The City uses the "unequal contribution" method for health care premium payments for
annuitants (retirees) as permitted under Government Code section 22892. Under this method,
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan
16
the City is required annually to increase the total monthly annuitant health care contribution to
equal an amount not less than the number of years the City has been in the PEMHCA program
multiplied by five percent (5 %) of the current monthly employer contribution for active
employees until the time the City's contribution for annuitants equals the City's PEMHCA
contribution paid for active employees.
By way of explanation, for calendar year 2009, the formula for determining the City's
PEMHCA contribution for retirees is as follows:
15 years in the PEMHCA program x 5% = 75% x $101 (minimum employer contribution for
active employees for 2009) _ $75.75.
16 years in the PEMHCA program x 5% = 80% x $105 (minimum employer contribution for
active employees for 2010) _ $84.00.
For calendar year 2011, the formula for determining the City's PEMHCA contribution for
retirees is as follows: 17 years in the PEMHCA program x 5% = 85% x $108 (minimum
employer contribution for active employees for 2011) _ $91.80
For calendar year 2012, the formula for determining the City's PEMHCA contribution for
retirees is as follows: 18 years in the PEMHCA program x 5% = 90% x $112 (minimum
employer contribution for active employees for 2012) _ $100.80
For calendar year 2013, the formula for determining the City's PEMHCA contribution for
retirees is as follows: 19 years in the PEMHCA program x 5% = 95% x $115 (minimum
employer contribution for active employees for 2013) _ $109.25
Effective calendar year 2014 the "unequal contribution" method for health care premium
payments for annuitants (retirees) will be at the twenty year mark. Thus, the City's contribution
for the PEMHCA program will be at 100% (5% x 20 years). Therefore the monthly employer
contribution for annuitants is the required minimum PEMHCA contribution.
The City pays this contribution directly to Ca1PERS. The retiree is required to contribute to the
cost of the health benefit coverage. The retiree's monthly contribution shall be the cost of the
monthly health benefit premium less the amount of the City's contribution.
22.3 Ca1PERS Annuitant — PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a Ca1PERS annuitant as
defined in Section 22.1 and receives health benefits under the PEMHCA, the employee is
eligible to receive the City's PEMHCA contribution amount specified in Section 24.5
below, regardless of the number of years of service with the City of Petaluma.
22.4 Less Than 12 Years Of Service — Not Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma
who is not enrolled in the Ca1PERS health benefit program does not receive any retiree
benefit from the City.
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan
10
17
22.5 Less Than 12 years of Service — Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma who is a
CalPERS annuitant as defined in Section 22.1 and enrolled in the CalPERS health benefit program
is eligible to receive the City's PEMHCA contribution amount according to the following schedule:
Calendar Year
City's PEMHCA Contribution
2017
$128.00
2018
$133.00
22.6 12 -19 Years of Service — Not Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12 -19) years of service with the City of
Petaluma who is not enrolled in the CalPERS health benefits program shall receive direct
payments in the amount of one - hundred and twenty -eight dollars ($128.00) each month,
effective the first month following the expiration of health benefit coverage.
22.7 12 -19 Years of Service — Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12 -19) years of service with the City of
Petaluma who is a CalPERS annuitant as defined in Section 22.1 and enrolled in the CalPERS
health benefit program is eligible to receive the City's PEMHCA contribution amount specified
in this section. The City's cash retiree benefit is sent directly to the retiree.
Calendar
City Monthly PEMHCA
City Cash Retiree Benefit
Total
Year
Contribution
Benefit
Amount
2017
$128.00
$12.00
$140.00
2018
$133.00
$7.00
$140.00
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the CalPERS health benefit program. Following receipt of the written notice, the
City will commence direct payment of the one - hundred and twenty -eight dollars ($128.00) at
the beginning of the following month.
22.8 20 Years or More of Service — Not Receiving PEMHCA Health Benefits
A retired employee with twenty (20) or more years of service with the City of Petaluma who
is not enrolled in the CalPERS health benefits program shall receive direct payments in the
amount of one - hundred -forty dollars ($140.00) each month, effective the first month
following the expiration of health benefit coverage.
22.9 20 Years or More of Service — Receiving PEMHCA Health Benefits '
A retired employee with twenty (20) years or more of service with the City of Petaluma who
is a CalPERS annuitant as defined in Section 22.1 and enrolled in the CalPERS health
benefit program shall receive a benefit payment of one - hundred -forty dollars ($140.00) per
month as specified in this section.
The City's cash retiree benefit is sent directly to the retiree.
The following chart indicates the amount of the City's PEMHCA contribution and the amount
of the cash payment to the retiree in the coming years:
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan
i
Calendar
City Monthly PEMHCA
City Cash Retiree Benefit
Total
Year
Contribution
Benefit
Amount
2017
$128.00
$12.00
$140.00
2018
$133.00
$7.00
$140.00
It is the, responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the Ca1PERS health benefit program. Following receipt of the written notice, the
City will commence direct payment of the one - hundred -forty dollars ($140.00) at the beginning
of the following month.
SECTION 23 - CASH IN -LIEU OF HEALTH AND DENTAL BENEFITS
Employees with health and or dental benefit insurance coverage from a source other than the City,
or employees with health and dental benefit insurance coverage from a City employee, may request
cash in lieu of health and dental benefits. To be eligible for the cash in -lieu benefit program
employees must waive his/her coverage under the City's health and /or dental benefits, agree to the
terms and conditions of the cash in -lieu benefit program and have written verification of health
and /or dental benefits insurance.
The cash in -lieu amount for health coverage shall be in the amount of fifty percent (50 %) of the
health insurance premium amount of the Ca1PERS Kaiser — Bay- Area/Sacramento that the City
would otherwise pay for the employee and his or her family members. The cash in -lieu amount for
dental insurance benefits shall be in the amount of fifty percent (50 %) of the established dental
program composite rate.
Upon declining medical and /or dental insurance, the employee will be required to meet the terms
and conditions regarding the City's medical and /or dental plan. If an employee decides to stop
receiving the medical /dental cash back and wishes to re- enroll into the City's medical and /or dental
plan, then he /she must meet the current terms and conditions of the City's medical and /or dental
plan. The City cannot guarantee that once the employee leaves a particular medical and /or dental
plan, he /she may be able to re- enroll in his/her prior plan and under the same terms and conditions
of his /her prior plan.
For All Employees Hired On or After June 1, 2017:
For all employees hired on or after June 1, 2017, the cash in -lieu amount for health benefits shall be
$400.00 per month. Employees shall not be eligible for cash in -lieu for dental benefits.
Upon declining medical insurance, the employee will be required to meet the terms and conditions
regarding the City's medical plan, If an employee decides to stop receiving the medical cash back
and wishes to re- enroll into the City's medical plan, then s /he must meet the current terms and
conditions of the City medical plan, The City cannot guarantee that once the employee leaves a
particular medical plan, s /he may be able to re- enroll in his /her prior plan and under the same terms
and conditions of his /her prior plan.
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan 12
19
SECTION 24 — SECTION 125 PLAN
The City of Petaluma has established and shall offer to eligible employees an Internal Revenue
Code (IRC) Section 125 plan. The Section 125 plan is subject to federal law and plan provisions.
The Section 125 Plan offered by the City provides employees with a tax savings through the
following programs:
(A) Pre -Tax Health Insurance Premiums
This program allows employees to pay his or her share of health insurance premiums
with pre -tax dollars.
(B) Flex Spending Accounts (FSAs)
(1) Medical Reimbursement
This program permits employees to pay for common out -of- pocket medical
expenses (not covered by insurance) such as deductibles, co -pays, and vision
and dental care with pre -tax dollars.
(2) Dependent Care Reimbursement
This program permits employees to pay for most child and or dependent care
expenses with pre -tax dollars.
SECTION 25 — DENTAL INSURANCE
The City shall provide a dental plan for the term of the Compensation Plan and pay the total
premium costs for the employee and eligible dependents. The maximum benefit amount is two
thousand dollars ($2,000) per person per calendar year. Orthodontic coverage shall be provided for
dependent children under the age of nineteen (19) years and is 50% of the dentist's allowed fee
(subject to a $ $2,000 lifetime maximum per person).
SECTION 26 — VISION INSURANCE
The City shall provide a vision plan for employees and eligible dependents. The cost shall be paid
for by the City. Employees are eligible for eye exams every twelve (12) months with a twenty -five
($25.00) deductible. Frames are available every twelve (12) months with a maximum benefit of
one - hundred - eighty dollars ($180.00) and Progressive lenses are available every twelve (12)
months with a maximum benefit of three - hundred dollars ($300.00).
SECTION 27 — LIFE INSURANCE
The City shall provide employees with life insurance in the amount of one and one -half (1.5) times
the employee's annual salary rounded to the nearest even dollar, not to exceed two - hundred
thousand dollars ($200,000.00)
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan 13
20
SECTION 28 — EMPLOYEE ASSISTANCE PROGRAM
The City will provide an Employee Assistance Program to employees and his/her immediate
families. This licensed counseling service will provide assistance and referrals for marriage and
family problems, alcohol and drug dependency, emotional, personal, and stress - related concerns
and other issues. All counseling services are confidential.
SECTION 29 — DISABILITY INSURANCE
The City shall provide for a long -term disability plan, with the premium to be paid for by the City.
SECTION 30 - DEFERRED COMPENSATION
30.1 Deferred Compensation Plan — 457 Plan
The City of Petaluma shall make available to the members of this unit the City's Deferred
Compensation Plan.
30.2 Deferred Compensation Plan — Discretionary Plan — 401(A) Plan
The City of Petaluma shall make available to the members of this unit the City's 401 (A)
Plan. New members will have an opportunity to designate a one -time choice of an additional
employee contribution level within ninety (90) days of their appointment date. For
additional information, contact the Human Resources office.
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan
14
21
EXHIBIT A — SALARY TABLE
Department Directors Compensation Plan- Unit 8
Salary Ranges Effective: March 14, 2016 (4% Increase)
Classification
Salary Range
Assistant City Attorney
$10,172.50 - $12,365.73
Assistant City Manager
$9,827.15 - $12,752.93
Director of Finance
$9,827.15 - $12,752.93
Director of Human Resources
$9,827.15 - $12,752.93
Director of Public Works and Utilities
$9,827.15 - $12,752.93
Fire Chief
$12,049.02 - $14,457.39
olice Chief
$12,168.00 - $16,121.25
EXHIBIT A — SALARY TABLE
Department Directors Compensation Plan- Unit 8
Salary Ranges Effective: May 8, 2017
Classification
Salary Range
Assistant City Attorney
$10,477.68 - $12,736.70
Assistant City Manager
$10,515.05 - $13,645.64
Director of Finance
$10,121.96 - $13,135.52
Director of Human Resources
$10,121.96 - $13,135.52
Director of Public Works and Utilities
$10,515.05 - $13,645.64
Fire Chief
$12,651.47 - $15,180.26
olice Chief
$12,533.04 - $16,604.89
*This salary table shows the salary range after market adjustments are
applied to bring the ranges towards the median of the market.
EXHIBIT A — SALARY TABLE
Department Directors Compensation Plan- Unit 8
Salary Ranges Effective: First Payroll Following the Adoption of a
Contract Amendment with Ca1PERS for Employee Cost Share (3% Increase)
Classification
Salary Ran e
Assistant City Attorney
$10,792.01 - $13,118.80
Assistant City Manager
$10,830.50 - $14,055.00
Director of Finance
$10,425.62 - $13,529.58
Director of Human Resources
$10,425.62 - $13,529.58
Director of Public Works and Utilities
$10,830.50 - $14,055.00
Fire Chief
$13,031.02 - $15,635.67
olice Chief
$12,909.03 - $17,103.03
*This salary table shows the salary range after the 3% Employee Cost Share
to Ca1PERS is applied and wages are adjusted accordingly.
2017 — 2018 City of Petaluma / Unit 8 Compensation Plan
15
22
w�
UNIT 8
DEPARTMENT DIRECTORS
Attachment 2
23
SectionProvision
Page
SECTION 1— TERM OF COMPENSATION PLAN
1
SECTION 2 — SALARIES
1
2.1 Salaries
1
2.23 Salaries - Emergency Operation Center
1
SECTION 3 — SPECIAL COMPENSATION — UNIFORM ALLOWANCE
1
SECTION 4 — HOLIDAYS
1
4.1 Holidays — Fixed Holidays
1
4.2 Holidays — Floating Holidays
2
SECTION 5 — VACATION
2
5.1 Vacation — Accrual Rate and Maximum Accrual Limits
2
5.2 Vacation — Scheduling
2
5.3 Vacation — Adjustment for Holidays
3
5.4 Vacation — Payment at Separation
3
SECTION 6 — LEAVES — ADMINISTRATIVE LEAVE
3
6.1 Administrative Leave - Annual Credit of Leave
3
6.2 Administrative Leave - Carry Forward of Leave
3
6.3 Administrative Leave - Pro - Ration of Leave Hours
3
6.4 Administrative Leave - Annual Payment for Unused Leave
3
6.5 Administrative Leave - Payment at Separation
3
SECTION 7 — LEAVES — SICK LEAVE
3
7.1 Sick Leave — Eligibility
3
7.2 Sick Leave — Accrual
3
7.3 Sick Leave — Transfer
4
7.4 Sick Leave — Retirement Payout
4
SECTION 8 — LEAVES — INDUSTRIAL INJURY LEAVE
4
SECTION 9 — LEAVES — BEREAVEMENT LEAVE
5
SECTION 10 — LEAVES — VICTIMS OF DOMESTIC VIOLENCE
5
AND SEXUAL ASSAULT LEAVE
SECTION 11— LEAVES — MILITARY LEAVE
5
SECTION 12 — LEAVES — ELECTION OFFICER LEAVE AND
5
VOTING LEAVE
SECTION 13 — LEAVES — SCHOOL VISITATION LEAVE
5
SECTION 14 — LEAVES — LEAVE OF ABSENCE WITHOUT PAY
6
SECTION 15 — LEAVES — JURY DUTY LEAVE
6
24
SectionProvision
Page
SECTION 16 — FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA) 6
16.1 FMLA and /or CFRA Leave 6
16.2 FMLA and /or CFRA — Second Opinion 6
SECTION 17 — LEAVES — PREGNANCY DISABILITY LEAVE 6
SECTION 18 — DISCRIMINATION, HARASSMENT, AND RETALIATION
PROHIBITED 6
SECTION 19 — REASONABLE ACCOMMODATION 7
SECTION 20 — CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM 7
SECTION 21— HEALTH BENEFITS — ACTIVE EMPLOYEES 8
21.1 Active Employees — PEMHCA Contribution 8
21.2 Additional Contribution 9
21.3 Employee Contribution
9
SECTION 22 — HEALTH BENEFITS — RETIRED EMPLOYEES
9
22.1 Retired Employees — Ca1PERS and PEMHCA
9
22.2 "Unequal Contribution" Method for Health Care Premium Payments for Retirees
9
22.3 CalPERS Annuitant — PEMHCA Health Benefits
10
22.4 Less Than 12 Years of Service — Not Receiving PEMHCA Health Benefits
10
22.5 Less Than 12 Years of Service — Receiving PEMHCA Health Benefits
10
22.6 12 -19 Years of Service — Not Receiving PEMHCA Health Benefits
11
22.7 12 -19 Years of Service — Receiving PEMHCA Health Benefits
11
22.8 20 Years or More of Service — Not Receiving PEMHCA Health Benefits
11
22.9 20 Years or More of Service — Receiving PEMHCA Health Benefits
11
SECTION 23 — CASH IN -LIEU OF HEALTH AND DENTAL BENEFITS
12
SECTION 24 — SECTION 125 PLAN
12
SECTION 25 — DENTAL INSURANCE
13
SECTION 26 — VISION INSURANCE
13
SECTION 27 — LIFE INSURANCE
13
SECTION 28 — EMPLOYEE ASSISTANCE PROGRAM
13
SECTION 29 — DISABILITY INSURANCE
14
SECTION 30 — DEFERRED COMPENSATION
14
30.1 Deferred Compensation Plan — 457 Plan
14
30.2 Deferred Compensation Plan — Discretionary Plan - 401 (A)
14
EXHIBIT A SALARY TABLE
15
25
SECTION 1- TERM OF COMPENSATION PLAN
This Compensation Plan shall be effective commencing May W1, 20174 and ending April 30,
2018,N4afeh 13, 2017. -
SECTION 2 - SALARIES
2.1 Salaries
Salary Ranges shall be as specified in Exhibit "A"-andlLfor each classification.
Effective May 8, 2017 all members will receive a salary increase based on market
adjustments applied to bgring the salary ranges towards the median of the market.
Increases shall be applied as follows. Positions found to have been five (5) to 9.9 percent
below median shall receive a three (3) percent adjustment. Positions found to have been
ten (10) to 14.9 percent below median shall receive a five (5) percent adjustment, and
positions found to have been 15 percent or more below median shall receive a seven (7)
percent adjustment.
Effective the first payroll following the adoption of a contract amendment with CalPERS
and concurrent with all members pavim4 an additional three percent (3%) towards PERS
retirement, all unit members shall receive a 3% base wage increase.
2.2 Salaries — Emergency Operation Center
Employees of Unit 8 who are required to work when called to an activated Emergency
Operation Center (EOC) local emergency shall be paid at their regular hourly rate for all
hours beyond their normal workday,
SECTION 3 — SPECIAL COMPENSATION — UNIFORM ALLOWANCE
The classifications of Police Chief and Fire Chief shall receive three-hundred dollars ($300.00)
per year as a Uniform Allowance. This amount shall be paid in December.
SECTION 4 - HOLIDAYS
4.1 Holidays — Fixed Holidays
The City shall observe twelve (12) fixed-date holidays. These holidays shall be
established for the City's fiscal year as determined by City Council resolution. The
holidays for the period of May 1,JtAyA-,-20174 through April Ma-eh-130, 20187 are as
follows:
Independence Day
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
go],
Christmas Eve
Christmas Day
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Observance: The actual date of the observed holidays is determined by City Council
resolution each fiscal year. If participating in a 518 schedule, when a holiday falls on a
Saturday, that holiday will be observed on the prior Friday. When a holiday falls on a
Sundqy, that holiday will be observed on the following Monday. Should this conflict
with a Friday or Monday designated holiday, the Friday or Monday holiday will occur on
the preceding Thursday or following Tuesday. If participating in a 4/10 schedule, when a
holiday falls on a Friday or Saturday, that holiday will be observed on Thursday. When a
holiday falls on a Sunday, that holiday will be observed on the following Monday.
Should this conflict with a Friday or Monday designated holiday, the Friday or Monday
holiday will occur on the prgg_ed�inWednesdaor �followinTiuiesda _.
Observance by an employee of a designated religious event maybe granted, if practical,
with at least seven (7) days prior approval required for such leave, under the following
methods:
(A) Time charged to accrued vacation allowance; or
(B) Time off without pay.
Fixed holidays currently provided for in the Compensation Plan will be based on the
employee's regular work shift. For example, if an employee works a 4/10 schedule, s/he
shall receive ten (10) hours of pay for the holiday. If an employee works a 9/80 schedule,
s/he, shall receive nine (9) hours of pay for the holiday, or eight (8) hours pay if the
holiday falls on their regularly scheduled eiWit (8) hour workday as pail of their 9/80
schedule. If an employee works a 5/8 schedule (five days/week, eight hours /day), s/he
shall receive eigh(9) hours of pay for the holiday. The same shall be true for any
employee whose regular work week is fewer than forty (40) hours per week, except that
no such employee shall receive more than eight (8) hours of pay for the holiday.
4.2 Holidays — Floating Holidgys
During the Fiscal Year the City will authorize one (1) "Floating Holiday" per 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 for a "Floating Holiday" during the course of the
Fiscal Year.
2
27
gau
dia"wams; IrA
MR
M-Uqrn= Wing, 'repow.
WrIM
Observance by an employee of a designated religious event maybe granted, if practical,
with at least seven (7) days prior approval required for such leave, under the following
methods:
(A) Time charged to accrued vacation allowance; or
(B) Time off without pay.
Fixed holidays currently provided for in the Compensation Plan will be based on the
employee's regular work shift. For example, if an employee works a 4/10 schedule, s/he
shall receive ten (10) hours of pay for the holiday. If an employee works a 9/80 schedule,
s/he, shall receive nine (9) hours of pay for the holiday, or eight (8) hours pay if the
holiday falls on their regularly scheduled eiWit (8) hour workday as pail of their 9/80
schedule. If an employee works a 5/8 schedule (five days/week, eight hours /day), s/he
shall receive eigh(9) hours of pay for the holiday. The same shall be true for any
employee whose regular work week is fewer than forty (40) hours per week, except that
no such employee shall receive more than eight (8) hours of pay for the holiday.
4.2 Holidays — Floating Holidgys
During the Fiscal Year the City will authorize one (1) "Floating Holiday" per 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 for a "Floating Holiday" during the course of the
Fiscal Year.
2
27
SECTION 5 - VACATION
Unit 8
Years of
Service
Vacation
Accrual (hrs)
Accrual Limit
(his)
0 -4
80
240
5 -9
120
360
10
128
384
11
136
408
12
144
432
13
152
456
14
160
480
15
168
504
16
176
528
17
184
552
18
192
576
19 or greater
200
600
5.1 Vacation — Accrual Rate and Maximum Accrual Limits
Employees shall accrue vacation hours at the rate specified in the above table. The City
Manager may at his /her discretion' set an annual vacation accrual rate for an employee
above the accrual rate in the table in section 5.
Vacation time shall not be accumulated in excess of three (3) years or three times an
employee's annual vacation accrual as indicated in the vacation chart above.
5.2 Vacation — Scheduling
The times during a calendar year in which an employee may take his /her vacation shall
be determined by the City Manager 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
that an employee cannot take part or all of his/her annual vacation in a particular calendar
year, such vacation shall be taken during the following calendar year.
5.3 Vacation - Adjustment for Holidays
Employees who are granted time off for scheduled holidays shall not have such holidays
charged as vacation leave when the vacation leave and holiday(s) coincide.
5.4 Vacation— Payment at Separation
Employees who separate City employment shall be paid for all accrued unused vacation
leave earned prior to the effective date of separation:
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SECTION 6 — LEAVES — ADMINISTRATIVE LEAVE
6.1 Administrative Leave — Annual Credit of Leave
Employees shall be credited with eighty (80) hours of administrative leave each fiscal
year.
6.2 Administrative Leave — Carry Forward of Leave
Employees may carry forward up to forty (40) hours of unused administrative leave into
the next fiscal year. Employees shall not maintain balances of more than one hundred
and twenty (120) hours.
6.3 Administrative Leave - Pro - Ration of Leave Hours
Employees hired or appointed after July 1 shall be credited with a pro -rated amount of
administrative leave based upon hire or appointment date through June 30.
6.4 Administrative Leave — Annual Pay_ ment for Unused Leave
Employees shall receive payment for up to twenty (20) hours of unused administrative
leave at the end of the fiscal year. Payment shall be at the employee's base pay rate as of
June 30. Payment shall be made on the last pay period of the fiscal year.
6.5 Administrative Leave - Payment at Separation
Employees who separate employment shall receive payment of up to forty (40) hours of
unused administrative leave. Payment shall be at the base pay rate at the time of
separation.
SECTION 7 — LEAVES — SICK LEAVE
7.1 Sick Leave — Eli ig bility
Sick leave with pay shall be granted to all employees as set forth in this section. Sick
leave is not a right, which an employee may use at his discretion, but rather, shall be used
only in case of personal illness, disability or the serious illness or injury of an employee's
family member, which requires the employee's attention. The term family members shall
include: spouse, children, parents, spouse's parents, brothers, sisters or other individuals
whose relationship to the employee is that of a dependent or near dependent.
7.2 Sick Leave — Accrual
Sick leave shall accrue to all full -time employees at the rate of eight (8) hours for each
month of continuous service. No employee shall accumulate more sick leave in any year
than provided
7.3 Sick Leave — Transfer
Employees wishing to donate hours of sick leave to another employee may do so by
sending a written request, approved by his /her department director, to the Human
Resources office naming the individual to receive the sick leave and the amount donated,
with the following restrictions:
(A) Employees who wish to transfer sick leave must retain a minimum of 160 hours
of sick leave to be eligible to transfer sick leave.
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(B) Transfer amounts shall be limited to the number of actual hours needed and used
by the receiving employee.
(C) Any donated sick leave hours unused by recipient shall be returned to the donor.
The employee receiving the sick leave transfer must have zero (0) hours of
accrued sick leave, vacation, and CTA leave on the books.
(D) Employees may not buy or sell sick leave. Only the time may be transferred.
(E) Employees may not transfer sick leave upon separation of service.
(F) Transfer of sick leave shall be allowed between all Units.
(G) No more than ninety (90) workdays of sick leave may be received by an employee
for any one illness or injury.
Sick Leave — Retirement Payout
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 shall be paid or shall
receive to his /her benefit, fiftypercent 50 %) of his /her accumulated but unused sick
leave, not to exceed four - hundred- eighty (480) hours. The employee may elect not to
receive this benefit and instead glace all sick leave hours into the CalPERS sick leave
conversion benefit, or the employee may do a combination of both;; to receive a payout
of up to fifty percent 50 %) of his /her accumulated but unused sick leave not to exceed
four hundred eiyhty(480) hours with the balance placed into the CalPERS sick leave
conversion benefit.
SECTION 8 — LEAVES — INDUSTRIAL INJURY LEAVE
Benefits shall be payable in situations where miscellaneous employee absence is due to industrial
injury as provided in California State Workers' Compensation Law. During the first three (3)
workdays when the employee's absence has been occasioned by injury suffered during his/her
employment and he /she receives workers' compensation, he /she shall receive full pay. Following
this period, sick leave may be a supplement to the workers' benefits provided the employee.
Compensation is at his /her regular rate for a period not to exceed six (6) months, or until such
sick leave is exhausted; or the disability is abrogated, or that employee is certified "permanent
and stationary" by a competent medical authority. The City shall pay him/her the regular salary,
based on the combination of the workers' compensation benefit plus sick leave.
All public safety employees receiving full salaries in lieu of temporary disability payments
pursuant to Section 4850 of the labor code are entitled to accumulate sick leave during such
periods of sick leave. Sick leave for industrial injury shall not be allowed for a disability
resulting from sickness, self - inflicted injury, or willful misconduct.
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Sick Leave — Retirement Payout
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 shall be paid or shall
receive to his /her benefit, fiftypercent 50 %) of his /her accumulated but unused sick
leave, not to exceed four - hundred- eighty (480) hours. The employee may elect not to
receive this benefit and instead glace all sick leave hours into the CalPERS sick leave
conversion benefit, or the employee may do a combination of both;; to receive a payout
of up to fifty percent 50 %) of his /her accumulated but unused sick leave not to exceed
four hundred eiyhty(480) hours with the balance placed into the CalPERS sick leave
conversion benefit.
SECTION 8 — LEAVES — INDUSTRIAL INJURY LEAVE
Benefits shall be payable in situations where miscellaneous employee absence is due to industrial
injury as provided in California State Workers' Compensation Law. During the first three (3)
workdays when the employee's absence has been occasioned by injury suffered during his/her
employment and he /she receives workers' compensation, he /she shall receive full pay. Following
this period, sick leave may be a supplement to the workers' benefits provided the employee.
Compensation is at his /her regular rate for a period not to exceed six (6) months, or until such
sick leave is exhausted; or the disability is abrogated, or that employee is certified "permanent
and stationary" by a competent medical authority. The City shall pay him/her the regular salary,
based on the combination of the workers' compensation benefit plus sick leave.
All public safety employees receiving full salaries in lieu of temporary disability payments
pursuant to Section 4850 of the labor code are entitled to accumulate sick leave during such
periods of sick leave. Sick leave for industrial injury shall not be allowed for a disability
resulting from sickness, self - inflicted injury, or willful misconduct.
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The City may retire any employee prior to the exhaustion of accumulated sick leave, at which
time all accrued but unused sick leave shall be abrogated, subject only to the limitations provided
under this Compensation Plan,
SECTION 9 — LEAVES — BEREAVEMENT LEAVE
An employee shall be granted up to thirty -two (32) hours of bereavement leave in the event of
death in the employee's immediate family. For the purpose of bereavement leave, immediate
family shall mean spouse, qualified domestic partner, father, father -in -law, mother, mother -in-
law, brother, brother -in -law, sister, sister -in -law, child (including stepchildren), step - parents,
grandparents and grandchildren or person with whom the employee has a relationship in loco
parentis. Up to an additional eight (8) hours of accrued sick leave may be granted to supplement
bereavement leave.
In the event an employee must travel more than three- hundred (300) miles to attend a funeral or
memorial service, an additional eight (8) hours of bereavement leave shall be granted instead of
the use of eight (8) hours of sick leave.
SECTION 10 — LEAVES — VICTIMS OF DOMESTIC VIOLENCE AND
SEXUAL ASSAULT LEAVE
The City of Petaluma provides appropriate leave, in accordance with California Labor Code
Section 230.
SECTION 11— LEAVES — MILITARY LEAVE
The City of Petaluma shall grant military leave benefits to eligible employees in accordance with
California's Military Leave Laws found in Military & Veteran's Code 389 et seq., the Federal
Uniformed Services Employment and Re- employment Rights Act (USERRA), found at 389
U.S.C. 4301 et seq., and the City of Petaluma Resolution No. 2004 -200 N.C.S. Employees in the
Ready Reserves of the Armed Forces who are ordered to active military duty or training under
Executive Order 13223, shall have continued benefits in effect throughout his /her active duty
training for a period of three - hundred sixty -five (365) calendar days or until the date of discharge
from military service, whichever occurs first, unless this policy is changed by action of the City
Council.
SECTION 12 — LEAVES — ELECTION OFFICER LEAVE AND VOTING LEAVE
When an employee's actual work schedule otherwise would prevent the employee from voting in
any State, County, or General election, the employee may be granted up to two (2) hours of paid
time to vote, in accordance with Election Code 14000. The employee must provide the City with
at least two (2) working days' notice that he or she will be taping time off to vote.
SECTION 13 — LEAVES — SCHOOL VISITATION LEAVE
Employees may take up to forty (40) hours in a year to participate in the child's school activities,
in accordance with Labor Code section 230.8.
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SECTION 14 — LEAVES — LEAVE OF ABSENCE WITHOUT PAY
The City Manager may grant a regular or probationary employee leave of absence without pay
pursuant to State and Federal Law. Good cause being shown by a written request, the City
Manager may extend such leave of absence without pay or seniority or benefits for an additional
period not to exceed six (6) months. No such leave shall 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 shall be reinstated in the position held 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 time after notice to return to duty shall be cause for discharge.
SECTION 15 — LEAVES — JURY DUTY LEAVE
Any employee summoned for jury duty shall be entitled to a leave of absence with full pay for
such period of time as may be required to attend the court in response to such summons. Any
employee may retain payment for travel but shall make payable to the City any and all fees
which the employee may receive in payment for service as a juror. For Grand Juries this
compensation shall not extend beyond twenty (20) working days.
SECTION 16 - FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)
16.1 FMLA and/or CFRA Leave
The City shall provide family and medical care leave for eligible employees as required
by City policy, state and federal law and as specifically provided in the Federal Family
and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993
(CFRA). If possible, employees must provide thirty (30) days advance notice of leave.
16.2 FMLA and /or CFRA — Second Opinion
The employee shall provide the City with a health care provider certification. The City,
at City expense, may require a second opinion on the validity of the certification. Should
a conflict arise between health providers, a third and binding opinion, at City expense
shall be sought.
SECTION 17 — LEAVES — PREGNANCY DISABILITY LEAVE
The City shall provide pregnancy disability leave (PDL) for eligible employees as required by
City policy and applicable law and as specifically provided in the Fair Employment and Housing
Act and the Family Medical Leave Act. If possible, employees must provide thirty (30) days
advance notice of leave.
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SECTION 18 - DISCRIMINATION, HARASSMENT, & RETALIATION PROHIBITED
The City and its employees are prohibited from discriminating against an applicant or employee
because the employee is in a "protected class" (based on age, race, etc.) in taking any personnel
actions (such as hiring, promotion, discipline, etc.) Employees are prohibited from harassing
any employees due to race,
sex, age, etc. The City and its employees are prohibited from retaliating against an employee
because the employee has filed a complaint of discrimination or harassment or opposed actions
by other employees that constituted discrimination or harassment.
SECTION 19 - REASONABLE ACCOMMODATION
In accordance with the California Fair Employment and House Act (FEHA) and the Americans
with Disability Act (ADA), the City will reasonably accommodate any know protected disability
of an employee.
SECTION 20 — CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM
The City will establish a different level of benefits (two- tiered retirement) for newly hired Safety
— Police, Safety - Fire and Miscellaneous employees. Effective upon agreement with the City's
other Miscellaneous or Safety bargaining units, the City shall amend its contract with CalPERS.
The amended contract shall provide that Safety — Police employees hired after the effective date
of the amendment shall receive the 3% at 55 formula retirement plan and the three -year final
average compensation; instead of the current benefit of 3% at 50 formula retirement plan and
one -year final average compensation. The amended contract shall provide that Safety — Fire
employees hired after the effective date of the amendment shall receive the 3% at 55 formula
retirement plan, no Post Retirement Survival Allowance — 50% as provided by Sections
21624/26/28, and the three -year final average compensation; instead of the current benefit of 3%
at 50 formula retirement plan, Post Retirement Survival Allowance -50% as provided by Sections
21624/26/28, and one -year final average compensation. The amended contract shall provide that
Miscellaneous employees hired after the effective date of the amendment shall receive the 2% at
60 formula retirement plan and the three -year final average compensation; instead of the current
benefit of 2% at 55 formula retirement plan and one -year final average compensation.
The establishment of this second tier of benefits shall not affect the benefits currently in effect
for employees hired prior to the effective date of the Ca1PERS contract amendment. Effective
June 30, 2001, the City provided Police Safety members with the three percent (3 %) at fifty (50)
formula retirement plan. The City's contract with Ca1PERS includes the following optional
benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (June 30, 1996).
• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One -Year Final Compensation as provided in Section 20042 (July 1, 1982).
• Credit for Unused Sick Leave as provided in Section 20965 (July 1, 1982).
• Cost of Living Allowance two percent (2 %) as provided by Section 21329 (July 1,
1982).
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• Retired Death Benefit of five- hundred dollars ($500.00) as provided in Section 21620
(July 1, 1982).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (July 1, 1982).
Effective June 30, 2001, the City provided Fire Safety members with the three percent (3 %) at
fifty (50) formula retirement plan. The City's contract with Ca1PERS includes the following
optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One -Year Final Compensation as provided Section 20042 (November 1, 1981).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1981).
• Post Retirement Survivors Allowance — fifty percent (50 %) as provided by Sections:
21624, 21626, and 21628 (January 1, 1987).
• Cost of Living Allowance two percent (2 %) as provided by Section 21329 (November
1, 1981).
• Retired Death Benefit of five- hundred dollars ($500.00) as provided in Section 21620
(November 1, 1981).
• Post Retirement Survivor Allowance Continues as provided in Section 21635 (January
1, 2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (November 1, 1981).
The City provides Miscellaneous members with the two percent (2 %) at fifty -five (55) formula
retirement plan. The City's contract with Ca1PERS includes the following optional benefits:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573 (April 5, 1999).
• Military Service Credit as provided in Section 21024 (January 1, 1992).
• One -Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2 %) as provided by Section 21329 (April 1,
1971).
• Retired Death Benefit of five- hundred dollars ($500.00) as provided in Section 21620
(December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
The City shall continue to defer that portion of the employee's contribution paid to Ca1PERS
through section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma Resolution
90 -363 N.C.S.
Effective the first payroll following the adoption of a contract amendment with CalPERS, all
employees shall pay an additional three percent (3 %) towards PERS retirement. For Classic
employees, this three percent (3 %) is added to the current seven percent (7%) employee
contribution, for a total contribution of ten percent (10 %). Employees subject to the PEPRA
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formula shall also pay an additional three percent (3 %) on top of their required employee
contribution, which is currently 6.25% but is subject to change by PERS.
The parties shall work collaboratively to expedite formal adoption of a contract amendment with
CalPERS to reflect this cost - sharing agreement under which the employee is paying a portion of
SECTION 21— HEALTH BENEFITS — ACTIVE EMPLOYEES
21.1 Active Employees — PEMHCA Contribution
The City currently provides health benefits through the California Public Employees'
Retirement System (CalPERS) Health Benefits Program under the Public Employees'
Medical and Hospital Care Act ( PEMHCA). The City's employer contribution for each
employee's health benefits shall be the minimum required by PEMHCA. The City pays this
contribution directly to CalPERS. This amount is established annually by PERS and is the
minimum amount the agency must pay on behalf of the employee for medical insurance.
It is separate and apart from the annual health insurance rates and the additional
contribution noted in Section 26.2.
21.2 Additional Contribution
The amount of the City's additional contribution for current employees and their covered
family members shall be $575.95 for employee only, $1,264.95 for employee plus one, and
$1,678.34 for employee plus two or more. These amounts do not include the City PEMCHA
contribution identified in 26.1. The City's additional contribution shall not exceed these
amounts unless and until a different amount is negotiated by the parties.
21.3 Employee Contribution
Employees shall contribute to his/her CalPERS Health Premium in the amounts less the
City's PEMHCA contribution and less the additional benefit paid by the City.
SECTION 22 — HEALTH BENEFITS — RETIRED EMPLOYEES
22.1 Retired Employees — CalPERS and PEMHCA
The City currently provides health benefits through the California Public Employees'
Retirement System (CalPERS) Health Benefits Program under the Public Employees'
Medical and Hospital Care Act ( PEMHCA). In order for a retired employee to be eligible to
receive health benefits through CalPERS upon retirement, a retired employee must meet the
following definition of "annuitant" under CalPERS law:
(A) Employee must be a member of CalPERS; and
(B) Employee must retire within one - hundred - twenty (120) days of separation from
employment with the City of Petaluma and receive a monthly retirement allowance
from CalPERS.
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22.2 "Unequal Contribution" Method for Health Care Premium Payments for Retirees
The City uses the "unequal contribution" method for health care premium payments for
annuitants (retirees) as permitted under Government Code section 22892. Under this
method, the City is required annually to increase the total monthly annuitant health care
contribution to equal an amount not less than the number of years the City has been in the
PEMHCA program multiplied by five percent (5 %) of the current monthly employer
contribution for active employees until the time the City's contribution for annuitants equals
the City's PEMHCA contribution paid for active employees.
By way of explanation, for calendar year 2009, the formula for determining the City's
PEMHCA contribution for retirees is as follows:
15 years in the PEMHCA program x 5% = 75% x $101 (minimum employer contribution for
active employees for 2009) _ $75.75.
M years in the PEMHCA program x 5% = 80% x $105 (minimum employer contribution for
active employees for 2010) _ $84.00.
For calendar year 2011, the formula for determining the City's PEMHCA contribution for
retirees is as follows: 17 years in the PEMHCA program x 5% = 85% x $108 (minimum
employer contribution for active employees for 2011) _ $91.80
For calendar year 2012, the formula for determining the City's PEMHCA contribution for
retirees is as follows: 18 years in the PEMHCA program x 5% = 90% x $112 (minimum
employer contribution for active employees for 2012) _ $100.80
For calendar year 2013, the formula for determining the City's PEMHCA contribution for
retirees is as follows: 19 years in the PEMHCA program x 5% = 95% x $115 (minimum
employer contribution for active employees for 2013) _ $109.25
Effective calendar year 2014 the "unequal contribution" method for health care premium
payments for annuitants (retirees) will be at the twenty year marls. Thus, the City's
contribution for the PEMHCA program will be at 100% (5% x 20 years). Therefore the
monthly employer contribution for annuitants is the required minimum PEMHCA
contribution.
The City pays this contribution directly to CalPERS. The retiree is required to contribute to
the cost of the health benefit coverage. The retiree's monthly contribution shall be the cost of
the monthly health benefit premium less the amount of the City's contribution.
22.3 Ca1PERS Annuitant — PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a Ca1PERS annuitant as
defined in Section 22.1 and receives health benefits under the PEMHCA, the employee is
eligible to receive the City's PEMHCA contribution amount specified in Section 24.5
below, regardless of the number of years of service with the City of Petaluma.
22.4 Less Than 12 Years Of Service — Not Receiving PEMHCA Health Benefits
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A retired employee with less than twelve (12) years of service with the City of Petaluma
who is not enrolled in the Ca1PERS health benefit program does not receive any retiree
benefit from the City.
22.5 Less Than 12 years of Service — Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma who
is a Ca1PERS annuitant as defined in Section 22.1 and enrolled in the Ca1PERS health benefit
program is eligible to receive the City's PEMHCA contribution amount. according to the
following schedule:
22.6 12 -19 Years of Service — Not Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12 -19) years of service with the City of
Petaluma who is not enrolled in the Ca1PERS health benefits program shall receive direct
payments in the amount of one - hundred and - twenty-eight dollars ($1288.00) each month,
effective the first month following the expiration of health benefit coverage.
22.7 12 -19 Years of Service — Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12 -19) years of service with the City of
Petaluma who is a Ca1PERS annuitant as defined in Section 22.1 and enrolled in the
CalPERS health benefit program is eligible to receive the City's PEMHCA contribution
amount specified in this section. The City's cash retiree benefit is sent directly to the retiree.
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Lalendar
---Cijl� Monthly PEMHCA
Contribution
.. Benefit
Total Benefit
Year
Contribution
Amount
I
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the Ca1PERS health benefit program. Following receipt of the written notice,
the City will commence direct payment of the one - hundred - twenty dollars ($1289.00) at the
beginning of the following month.
22.8 20 Years or More of Service — Not Receiving PEMHCA Health Benefits
A retired employee with twenty (20) or more years of service with the City of Petaluma
who is not enrolled in the Ca1PERS health benefits program shall receive direct payments
in the amount of one - hundred -forty dollars ($140.00) each month, effective the first month
following the expiration of health benefit coverage.
22.9 20 Years or More of Service — Receiving PEMHCA Health Benefits
A retired employee with twenty (20) years or more of service with the City of Petaluma
who is a Ca1PERS annuitant as defined in Section 22.1 and enrolled in the Ca1PERS
health benefit program shall receive a benefit payment of one - hundred -forty dollars
($140.00) per month as specified in this section.
The City's cash retiree benefit is sent directly to the retiree.
The following chart indicates the amount of the City's PEMHCA contribution and the
amount of the cash payment to the retiree in the coming years:
It is the responsibility of the retiree to notify the City in writing if he or she is no longer participating
in the Ca1PERS health benefit program. Following receipt of the written notice, the City will
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---Cijl� Monthly PEMHCA
Contribution
City Cash Retiree Bellefit
Total Benefit
Amount
I
It is the responsibility of the retiree to notify the City in writing if he or she is no longer participating
in the Ca1PERS health benefit program. Following receipt of the written notice, the City will
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commence direct payment of the one - hundred -forty dollars ($140.00) at the beginning of the
following month.
SECTION 23 - CASH IN -LIEU OF HEALTH AND DENTAL BENEFITS
Employees with health and or dental benefit insurance coverage from a source other than the
City, or employees with health and dental benefit insurance coverage from a City employee, may
request cash in lieu of health and dental benefits. To be eligible for the cash in -lieu benefit
program employees must waive his /her coverage under the City's health and/or dental benefits,
agree to the terms and conditions of the cash in -lieu benefit program and have written
verification of health and /or dental benefits insurance.
The cash in -lieu amount for health coverage shall be in the amount of fifty percent (50 %) of the
health insurance premium amount of the Ca1PERS Kaiser — Bay- Area/Sacramento that the City
would otherwise pay for the employee and his or her family members. The cash in -lieu amount
for dental insurance benefits shall be in the amount of fifty percent (50 %) of the established
dental program composite rate.
Upon declining medical and/or dental insurance, the employee will be required to meet the terms
and conditions regarding the City's medical and /or dental plan. If an employee decides to stop
receiving the medical /dental cash back and wishes to re- enroll into the City's medical and /or
dental plan, then he /she must meet the current terms and conditions of the City's medical and/or
dental plan. The City cannot guarantee that once the employee leaves a particular medical and /or
dental plan, he /she may be able to re- enroll in his/her prior plan and under the same terms and
conditions of his/her prior plan.
For All Employees Hired On or After June 1, 2017:
For all employees hired on or after June 1, 2017, the cash in -lieu amount for health benefits
shall be $400.00 per month. Employees shall not be eligible for cash in -lieu for dental benefits.
SECTION 24 — SECTION 125 PLAN
The City of Petaluma has established and shall offer to eligible employees an Internal Revenue
Code (IRC) Section 125 plan. The Section 125 plan is subject to federal law and plan
provisions.
The Section 125 Plan offered by the City provides employees with a tax savings through the
following programs:
(A) Pre -Tax Health Insurance Premiums
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This program allows employees to pay his or her share of health insurance
premiums with pre -tax dollars.
(B) Flex Spending Accounts (FSAs)
(1) Medical Reimbursement
This program permits employees to pay for common out -of- pocket
medical expenses (not covered by insurance) such as deductibles, co -pays,
and vision and dental care with pre -tax dollars.
(2) Dependent Care Reimbursement
This program permits employees to pay for most child and or dependent
care expenses with pre -tax dollars.
SECTION 25 — DENTAL INSURANCE
The City shall provide a dental plan for the term of the Compensation Plan and pay the total
premium costs for the employee and eligible dependents. The maximum benefit amount is two
thousand dollars ($2,000) per person per calendar year. Orthodontic coverage shall be provided
for dependent children under the age of nineteen (19) years and is 50% of the dentist's allowed
fee (subject to a $ $2,000 lifetime maximum per person).
SECTION 26 — VISION INSURANCE
The City shall provide a vision plan for employees and eligible dependents. The cost shall be
paid for by the City. Employees are eligible for eye exams every twelve (12) months with a
twenty -five ($25.00) deductible. Frames are available every twelve (12) months with a maximum
benefit of one - hundred - twenty dollars ($42-0-,W-1180.00 ) and Progressive lenses are available
every twelve (12) months with a maximum benefit of two- hundred dollars ($240-.-00- $300.00).
SECTION 27 — LIFE INSURANCE
The City shall provide employees with life insurance in the amount of one and one -half (1.5)
times the employee's annual salary rounded to the nearest even dollar, not to exceed two -
hundred thousand dollars ($200,000.00)
SECTION 28 — EMPLOYEE ASSISTANCE PROGRAM
The City will provide an Employee Assistance Program to employees and his/her immediate
families. This licensed counseling service will provide assistance and referrals for marriage and
family problems, alcohol and drug dependency, emotional, personal, and stress - related concerns
and other issues. All counseling services are confidential.
SECTION 29 — DISABILITY INSURANCE
The City shall provide for a long -term disability plan, with the premium to be paid for by the
City.
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SECTION 30 - DEFERRED COMPENSATION
30.1 Deferred Compensation Plan — 457 Plan
The City of Petaluma shall make available to the members of this unit the City's Deferred
Compensation Plan.
30.2 Deferred Compensation Plan— Discretionary Plan— 401(A) Plan
The City of Petaluma shall make available to the members of this unit the City's 401 (A)
Plan. New members will have an opportunity to designate a one -time choice of an
additional employee contribution level within ninety (90) days of their appointment date.
For additional information, contact the Human Resources office.
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Assistant City Attoyney
$10,515.05 - $13,645.64
$10,172.50 - S12,365.7�
Assistant City_ aga
$10,121.96 - $13 I �5 g
$9,827.15 - �$1�275��.L3
Mirector of Finance
$10,121.96 - $13,135.52
$9,827.15 - $12 752.93
114rector of Human Resources
_FireChief
$9 827.t� - 12 75Z.mt
$12,651.47 - $1SO,26
Police Chief
$9,827.15 $12,752.93
Fire Chief
$L2,Q!9.02
$L2�168.00 $16,121j�
EXHIBIT A — SALARY TABLE
Mp tqr s omp s4 n - Unit 8
.-aKtmenf Direc_
This salary (able shows the salary range after the 3% Employee Cost Share
to CalPERS is applied and wages are adjusted accordin gly.
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Assistant City anager
$10,515.05 - $13,645.64
Director of Finance
$10,121.96 - $13 I �5 g
Director of Human Resm__
$10,121.96 - $13,135.52
Director of Public Works and Utilities
$10,515.05 - $13 645 64
_FireChief
$12,651.47 - $1SO,26
Police Chief
533.04 - $16,604.89
This salary (able shows the salary range after the 3% Employee Cost Share
to CalPERS is applied and wages are adjusted accordin gly.
17
42
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