HomeMy WebLinkAboutStaff Report 3.I 12/05/2005CITY OF PETALUMA,,.CALIFORNIA
01
AGENDA BILL December 5, 2005
Agenda, Title: RESOLUTION ESTABLISHING, THE Meeting -Date:
COMPENSATION PLAN FOR EMPLOYEES IN UNIT 4 December 5, 2005
(PROFESSIONAL)
Meeting Time: ® 3:00 PM
❑ 7:00 PM
Category (check one): Z Consent Calendar ❑,.Public Hearing ❑ New Business
❑ Unfinished„Business ❑°Presentation
Department: Director: Contact Person: Phone Number:
City Manager Michael A. Bierman 778-4347
Cost of Proposal: $ 24,857. Account, Number: Salary and
Benefit Accounts
Amount: Budgeted: Name of Fund: Affects the General
Fund, Enterprise Funds, Internal
Service Funds and Special
Revenue/PCDC Funds
Attachments to Agenda Packet; Item:
1. Resolution Establishing The Compensation .Plan for Employees in Unit 4 (Professional).
0 2. Attachment A — Unit 4 (Professional) Summary of Changes to Compensation Plan for Fiscal Year
2005-2006.
Summary Statement:
The Compensation Plan for Unit 4 (Professional) reflects the salary; benefit, and revised or new .language
that reflect changes in policy, practice or law.
Summary of Changes are summarized in Attachment A. The complete copy of the 2005-2006
Compensation Plan is available in the City Clerk's Office.
Recommended City Council Action/Suei;ested Motion:
Approval of the Resolution
eviewed by Admin Svcs Dir:
-� Date:
Today's Date:
i6�.
Reviewed by City Attorney:
Date:
ApproveT
ity Manager:
Date:
'R'evision # and Date Revised: File Code:
CITY 1OF PETALUMA, CALIFORNIA
DECEMBERt 5, 2005
AGENDA, REPORT
FOR
RESOLUTION ESTABLISHING THE COMPENSATION PLAN FOR
EMPLOYEES IN UNIT 4, (PROFESSIONAL)
1. EXECUTIVE SUMMARY:
The .Compensation Plan for Unit 4 (Professional) reflects the salary, benefit, and revised or new
language that reflect changes in policy, practice or law.
Summary of 'Changes are :summarized in Attachment A. 'The complete copy of the 2005-2006
Compensation Plan is available. in the City Clerk's Office
2. BACKGROUND:
Employees in Unit 4 are not represented by a recognized employee organization. The City Manager
recommends the salary, benefit arrd,language adjustments to the Professional Unit.
3. ALTERNATIVES:
Not adopt resolution.
FINANCIAL IMPACTS:
The total cost to the City has been estimated to be $ 24,85.7.
5. CONCLUSION:
Adoption of this Amended' Compensation. Plan will provide .e_quity amongst employees.
6. OUTCOMES ORTERFORMAN.CE,.MEASUREMENTs THAT WILL IDENTIFY SUCCESS OR COMPLETION:
Implementation of Resolution.
7. RECOMMENDATION:
Approval of the Resolution and authorization for the City Manager to amend the Compensation Plan
Unit 4 (Professional) with the changes described in the attached document.
.•
Q
resolution.No. 2005AX N.,C.S.
of the City of Petaluma, California
RESOLUTION ESTABLISHING THE COMPENSATION PLAN FOR
EMPLOYEES IN UNIT 4,(PROFESSIONAL)
WHEREAS, the employees in Unit 4 are not represented by any recognized employee
organization; and,
WHEREAS, the City Manager, pursuant to Section 28, City of Petaluma City Charter, is
required and empowered to make _a recommendation to the City Council on matters related to
employees' compensation; and;
WHEREAS, the City Manager has reviewed and concurs .with said Compensation Plan
for Unit 4 and does recommend the City Council ratify said Compensation Plan.
•
NOW, THEREFORE; BE.IT RESOLVED that the Compensation Plan, being in the
best interests of the City, is,ratified and the terms and conditions of said Compensation Plan shall
be effective July 1, 2005 through June. 30, 2006.
1�
3
ATTACHMENT A
Summary.of Changes to the Compensation Plan
Unit 4. - Professional
A complete copy.ofthe 2005-2006 Compensation Plan _for Unit 4 is on file in the City Clerk's office.
I. Salaries
Effective July 4, 2005 2% increase
II. Benefits
Employee Contribution to Health_ Benefits
Employees shall .contribute the Ca1PERS . Health Premium amount for Kaiser — Bay
Area/Sacramento: less one -hundred dollars ($.100) times five percent (5 %) for the employee
and his or her family members.
III. Revised new language o'reflect either change in policy, practice or law.
1.
Term of agreement - July 1, 2005 through June 30, 2006
2.
Bilingual Pay
3.
Health Benefits,— Active Employees
4.
Health Benefits — Retired Employees
5.
Cash In Lieu Of Health and Dental Benefits
6.
Section 125 Plan
7.
Dental Insurance
8.
Vision Insurance
9.
Life Insurance
10.
Employee Assistance; Program
11.
Leave for Victims of Domestic Violence & Sexual Assault
12.
Military Leave
13.
Election Officer Leave and Voting Leave
14.
School Visitation Leave' .
15.
Jury Duty Leave =
16.
Family Care and Medical Leave
17.
Pregnancy Disability .Leave
18.
California Public Employees' Retirement System — Defined benefit programs
0
S:\Human Resources\MOU'S\Comp Plan 4\Attachment A - Summary of Changes 2005-2006.doc
•
UNIT 4
COMPENSATION -PLAN
PROFESSIONAL
FISCAL YEAR 2005-2006
•
C,
5
F�
•
.7
TABLE OF -"CONTENTS
Section 1 Term of Compensation Plan
COMPENSATION
PAGE:
1
Section 2
Salary 1
Section 3
Overtime 1
Section 4
Compensatory Time Off 1
Section 5
Stand -.By Pay 1
Section 6
Out of Classification Work 2
Section 7
Payment For Work During Leaves 2
Section 8
Compensation For Clothing 2
Section 9
Bilingual Pay — Spanish 3
Section 10
Vacation, Payment At Termination 3
Section 11
Sick Leave, :Payment Of 3
BENEFITS
Section 12
Health Benefits — Active Employees
3
Section 13
Health Benefits — Retired Employees
4
Section 14
Cash in, Lieu. of Health and Dental Benefits
5
Section 15
Section 125- Plan
5
Section 16
Dental Insurance
6
Section 17
Vision Insurance
6
Section 18
Life Insurance
6
Section 19
Disability Insurance
6
Section 20
Deferred Compensation
6
Section 21
Employee Assistance Program
7
LEAVES
Section 22
Vacation
7
Section 23,
Holidays
8
Section 24
Sick Leave
8
Section 25
Bereavement Leave
9
Section 26
Victims of Domestic Violence and Sexual
Assault Leave
10
Section.27
Military Leave
10
Section 28
Election. Officer Leave and Voting Leave
1.0
Section 29
School Visitation Leave
10
Section 30
Leave Of Absence Without Pay
10
Section 31
JuryDuty Leave
11
Section .T'
Family Care and Medical Leave (FMLA & CFRA)
11
Section 33
Pregnancy Disability Leave
11
Section 34
Discrimination, Harassment & Retaliation
Prohibited
11
2005 - 2006 City of Petaluma / Unit 4•Compensation Plan
10
OTHER
PAGE:
Section 35
Reasonable: Accommodation
11
Section 36
California Public Employees' Retirement System
11
Section 37
Alternate Work Weeks
12
Section 38
Probation
1.2
Section 39
Transfers and Promotions
12
Section 40
Performance Evaluations
13
Section 41
Discipline Procedure
1.3'
Section 42
Grievance Procedure
15:
Section 43
Layoff and'Recall
17
Section 44
Personnel Files
18
Section 45
Health and Safety
19
Ekhibit A Unit 4/ Salary Resolution
2005 - 2006. City of.Petaluma / Unit 4 Compensation Plan
ID
•
•
SECTION .1 - TERM OF COMPENSATION PLAN,
This Compensation Plan shall be effective for a one (1) year term, fiscal year commencing July 1, 2005
and ending June. 30,2006 with salary adjustment effective July 4, 2005.
SECTION 2 - SALARY
The City agrees to a general wage 'increase of two percent (2%) retroactive to the first pay period of
fiscal year 2005-2006. (Pay period'begih— m' g on July 4, 2005)
SECTION 3 - OVERTIME "
3.1 General
All. hours worked in excess of eight (S) -hours in any one,;day or an excess of forty (40) hours in any
work week shall be compensated for at't,he overtime rate which shall be one and one-half (1.5) times the
regular rate of pay; provided, however,, that in the event, an employee is required to work overtime
without a break in excess of four (4) ;hours beyond the end of'his/her regularly scheduled work shift, the
employee shall be compensated' for°those excess hours at the overtime rate of two (2) times the regular
rate of pay. Overtime shall "onlybe worked after having received prior authorization by the Department
Director or a managerial supervisor: "
Employees who are working an Alternative Workweek of forty (40) hours per workweek shall be paid
overtime for hours worked beyond the regularly assigned hours for that day in accordance with the
City's Alternative Workweek Policy.
3.2 Minimum
Any employee required to work overtime shall, in no case, be compensated for less than one (1) hour for
such overtime.
3.3 Minimum for Callbaeks
Any employee required to return to work onan unscheduled, emergency basis after the end of the
employee's working day, shall, in no case, be compensated for less than,two (2) hours for such overtime.
SECTION 4 - COMPENSATORY TIME` OFF
Employees may receive, in lieu of being, paid for overtime, compensatory time off at a mutually
agreeable, time between the City and the employee subject to the operation requirements of the City and
with approval determinedb"y the City. No employee may earn more than two-huridred4orty (240) hours
of Compensatory Time Off per fiscal year. CTO shall not be "pyramided or compounded. In addition, no
employee may retain on the books ,more than forty (40) hours of unused Compensatory Time at any
given point during the -fiscal year. Amounts submitted in excess of these, limits shall be paid at time and
one-half (I :5) of the regular rate of pay.
SECTION 5 - STAND BY
• If, in an emergency situation, an employee in this univis asked to leave work before the end of his/her
scheduled work day with the expectation 'that he/she will be called back to work to finish the remainder
of their work day at a later time but the employee is not in fact called back to work that day, the City
2005" - 2006 City of Petaluma / Unit 4.Compensation Plan 1 S
agrees to compensate the employee for- the full normal working day. In exchange, up until the time that
the employee's regular .shift is scheduled to end, such employees will be on stand by status, without any
entitlement to any extra compensation. Except as so specified, employees .in this unit are not required to
work on a stand-by basis.
SECTION 6 - OUT OF CLASSIFICATION: WORK
Employees who are .asked to perform out -of -class work are eligible for out -of -class pay when the
following conditions are met:
-(A) An employee must have been assigned the work by the employee's Department, Director.
(B) If an employee thinks the assignment is "out -of -class", it is the responsibility of the
employee to .inform the person :assigning the duty -prior to engaging in the :assignment.
(C) If the employee and,person assigning the, work. disagree that the work should be compensated
as "out-of.class", the employee shall, initiate -the work assigned and -may resolve the issue
through the grievance procedure.
6.1 Rate.of Compensation
Members performing out-of=..class work shall be compensated at an additional .five (5%) percent on an
hour -per -hour basis when such work is being performed.
6:2 Responsibility of the Employee
It is the.responsibility of an employee to inform the person assigning .out -of class work. when such work
is finished.
i
SECTION 7 - PAYMENT FOR WORK DURING LEAVES
When it becomes necessary because of :an, erriergericy`to,have employees work during, legal .holidays or
during scheduled vacation leaves, such employees working on such legal holidays and duting,periods of
vacation shall be entitled to receive additional. remuneration at the rate of one -'and one-half '(1..5.) times
their regular -rate of ,pay.
SECTION 8'- COMPENSATION FOR CLOTHING
8.1 Reimbursement = Loss of Damaged Clothing
City employees may request reimbursement for the loss or damage of his or her clothing that results
from work activities. Requests for reimbursement: shall be .submitted to the Department Director .for
:review and approval. Amounts of reimbursement are at the discretion of the Department Director.
8.2. Work Boots
The City ,shall pay the cost of;al'l- work boots up to .one -hundred -fifty dollars ($150) per :fiscal year.
Replacement of `work boots shall be on an as -needed basis, with approval of the Department Director.
Receipts for work boot reimbursement shall be submitted to the Human Resources office for processing.
•
2005 - 2006 City of Petaluma / Unit 4 Compensation Plan 2 n
SECTION 9 - BILINGUAL PAY - SPANISH
Eligible employees who are certified .for bilingual proficiency in Spanish in accordance with the City's
Bilingual Testing Proficiency Testing and Certification Policy shall receive two -hundred dollars ($200)
per month.
SECTION 10'- VACATION, PAYMENT AT°TERMINATION
Employees who leave City employment shall be paid in a lump sum, -for all accrued vacation leave
earned prior to the effective date of termination not to exceed. two (2)'years accumulation.
SECTION 1'1- SICK LEAVE, PAYMENT OF
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, 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.
SECTION 12 -HEALTH BENEFITS - ACTIVE EMPLOYEES
Active Emplovees-'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 and his or her family members shall be
one -hundred dollars ($100) per month.
Active Emolovees - Additional Benefit
The City shall provide active employees with an additional benefit in the amount listed in the chart below
for each employee and his or her family members.
Additional Benefit -
Effective January, 1, 2005
Maximum Additional
Coverage
2005 Kaiser
City PEMHCA
Benefit Contributed by
Rate
Contribution -
the City
Single
$354:69
$1,00:00
$254.69* _
2, Party
$700.38
$100,M.
$6.09.38
1 Family
$922.19
$100:00
$822.19
Active Emplovees - Additional Benefit - January 2006
Effective January 1, 2006 the City shall provide active employees with. an additional benefit in the amount
listed in the chart below for each employe&and'. his or'her family members.
Effective January 1, 2006.Employees shall contribute to his or her CalPERS Health Premium in the amounts
®less the City's maximum additional, benefit listed in the chart' below for each employee and his or her family
members. The chart below provides an example f6r Kaiser -Bay Area/Sacramento.
2005 - 2006'City of Petaluma / Unit 4 Compensation Plan 3 ��
Additional Benefit and Emnlovee Contribution — Effective January 1. 2006
SECTION 13 — HEALTH BENEFITS — IZE'URED EMPLOYEES
13.1 Retired EmWovees — Ca1PERS and "the 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). to order to be eligible to _receive health benefits; through Ca1PERS upon
retirement, a City of Petaluma employee niust meet the following definition of "annuitant"under
Ca1PERS law:
(A) employee must be a member of CaIPERS; and
(B) employee must retire within one -hundred -twenty (120) days of separation, from employment
with the City of Petaluma and receive .a:monthtretirement allowance from CalPERS.
13.2 CaIPERS Annu_ itant - PEMHCA Health Benefits
In accordance with the PEMHCA provision"- if an employee is a CalPERS annuitant, as defined
in Section 13.1 and receives health benefits. under 'the PEMHCA, the employee is. eligible ,to
receive the City's, PEMHCA contribution' amount "specified in Section 13A :below, regardless of
the number of years of service with the City of Petaluma.
13.3 Less Than'20 Years .Of Service — Not;Receivin PEMHCA Health Benefits •
An'employee with less than twenty. (20) years of service with the City of Petaluma who is not
enrolled' in the. Ca1PERS health benefit program ,does not receive any retiree ,benefif °from the .
City.
13:4 Less Than 20 wears of Service— Recei.vina PEMHCA Health Benefits
An.employee.with less than twenty (20) years of service with the City of.Petaluma who is a
CaIPE'RS annuitant as.def ned in Section.13.1 and enrolled 'iri the CalPERS health benof t: program is
eligible to receive the City's PEMHCA contribution amount specified in this section.
For example, an employee would, receive sixty=five dollars ($65) per month as a retiree•beneft..if he .
or she retired on January 2, '2007. The following_ year,. in. 2008, the payment. would increase, live
dollars, ($5) per,morith to seventy dollars ($70) and 'continue to increase in five -dollar ($5), -increments
everyyear until it reaches the _maximum benefit amount of one -hundred -dollars ($'10.0.00) per month,
Calendar Year City's' PEMHCA
2006 Kaiser Rate
CityPEMHCA
.Maximum Additional
Employee
Coverage
2007
Contribution
Benefit Contributed
Contribution
2009
.75.00
201.0
by the City
201.1
Single
$389.38
$_100.00
$374.91
$14.47
2 -Party
' $778.76
' $1.00.00
' $744.82
$33.94
Family
31,01.2.39
$100.00
-$966.77
$45.62
SECTION 13 — HEALTH BENEFITS — IZE'URED EMPLOYEES
13.1 Retired EmWovees — Ca1PERS and "the 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). to order to be eligible to _receive health benefits; through Ca1PERS upon
retirement, a City of Petaluma employee niust meet the following definition of "annuitant"under
Ca1PERS law:
(A) employee must be a member of CaIPERS; and
(B) employee must retire within one -hundred -twenty (120) days of separation, from employment
with the City of Petaluma and receive .a:monthtretirement allowance from CalPERS.
13.2 CaIPERS Annu_ itant - PEMHCA Health Benefits
In accordance with the PEMHCA provision"- if an employee is a CalPERS annuitant, as defined
in Section 13.1 and receives health benefits. under 'the PEMHCA, the employee is. eligible ,to
receive the City's, PEMHCA contribution' amount "specified in Section 13A :below, regardless of
the number of years of service with the City of Petaluma.
13.3 Less Than'20 Years .Of Service — Not;Receivin PEMHCA Health Benefits •
An'employee with less than twenty. (20) years of service with the City of Petaluma who is not
enrolled' in the. Ca1PERS health benefit program ,does not receive any retiree ,benefif °from the .
City.
13:4 Less Than 20 wears of Service— Recei.vina PEMHCA Health Benefits
An.employee.with less than twenty (20) years of service with the City of.Petaluma who is a
CaIPE'RS annuitant as.def ned in Section.13.1 and enrolled 'iri the CalPERS health benof t: program is
eligible to receive the City's PEMHCA contribution amount specified in this section.
For example, an employee would, receive sixty=five dollars ($65) per month as a retiree•beneft..if he .
or she retired on January 2, '2007. The following_ year,. in. 2008, the payment. would increase, live
dollars, ($5) per,morith to seventy dollars ($70) and 'continue to increase in five -dollar ($5), -increments
everyyear until it reaches the _maximum benefit amount of one -hundred -dollars ($'10.0.00) per month,
Calendar Year City's' PEMHCA
2005 2006 City of Petaluma / Unit 4 Compensation Plan 4 / I
contribution ;
20,05
55.00
2006.
60.00
2007
65:00
2.008
70.00
2009
.75.00
201.0
80.00
201.1
85.00 _
2012
90,:00
2013'
95.00 .
2014
100.00
2005 2006 City of Petaluma / Unit 4 Compensation Plan 4 / I
The City's PEMHCA ,contribution amount .is deducted from the retiree's monthly health
premium and paid to CalPERS directly by the City.
• . 13.5 20 Years Or More Of Service — Not Receivinz PEMHCA Health Benefits
An employee with. twenty (20) or more years of service with the City of Petaluma who is not
enrolled in the CaIPERS health benefits program .shall- receive direct payments in the amount of
one-hundm twee y dollars ($-.120) each month, effective the first month following the expiration of
health benefit coverage.
•
13.6 20 Years Or More Of Service —;Receiving PEMHCA Health Benefits
An employee with twenty (20) years or more .of service with. the 'City of Petaluma who is a
CalPERS annuitant as defined in Section 11. 1, and. enrolled in the CalPERS health benefit
program shallreceive a benefit. payment of one -hundred -twenty dollars ($120) per month as
specified in this section.
The City's cash retiree beneft'is sent directly to the retiree.
Calendar
Year
2005
2006
2007 I.
'2008
2009
2010
2011
2012
2013
2014
City PEMHCA
contribution
55,.00
60:00
65:00
70:00
75.00
80.00
85:00
90.00
95'-.00
100.00
City Cash
Retiree Benefit .
65.00
60.00
5,5.00
5000
45.00 '
40.00
35.00
3,0.00
25'.00
20.00
Total Benefit
Amount
120.00
120.00
120.00
1'20.00
120.00
120.00
120.00
120.00
120.00
120.00
It is. the responsibility of the retiree ;to .notify, the City in writing if -he or she is no longer participating in the
CalPERS health benefit program., Following receipt of the written notice, the City will commence direct
payment of the one -hundred -twenty dollars ($"120) at the beginning of the following month.
SECTION 14 CASA 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 berie'fit 'insur-ance 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 or 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 CalPERS Kaiser - Bay Area/Sacramento that the City would
otherwise pay for thel employeeand 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.
SECTION 15 — 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.
2005 - 2006 City of Petaluma /Unit 4 Compensation Plan 5 /�
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)
Medical Reimbursement
This program permits employees to: pay -for common out-of-pocket medi"cal1:expenses (not
covered by insurance) such as deductibles, co -pays, and vision and dental .care -with pre-
tax dollars.
DevendentiCare Reimbursement
This program permits employees to pay for most child and or dependent care expenses
with pre-tax dollars.
SECTION 16 —.DENTAL INSURANCE
The City shall, continue to provide the current group self-funded Delta Dental Program Plan coverage.
Additionally', the City shall contribute toward an. orthodontia plan one -thousand dollars ($4,000) per
child at a fifty -percent- %) co -payment rate. The City, shall pay, during the period of this
Compensation ,Plan, the ull'premium toward the; City group dental insurance coverage program.
SECTION 17 — VISION INSURANCE
The City,shall provide' a vision plan for, employees•and dependents. The City shall pay the premium. The
plan coverage shall. be as indicated on provider contract documents on file in Human Resources.,
SECTION 18 --LIFE INSURANCE
The City shall provid'elT employees with life insurance coverage in the principal amount of fifty=thousand
dollars ($50,000).
SECTION 19 — DISABILITY INSURANCE.
19.1 Short -Term, .Disability Insurance
The City agrees that employeesz in. this unit may,, on a ,purely voluntary basis and .at ,their; own expense,
participate in AFLAC''s short-term disability insurance, as long .as the number of employees electing to
participate in the program meets theminimum participation standards set by the carrier.
19.2 Long -Term Disability Insurance
The City shall provide for a long-term disability plan, with the premium to be paid for by the City.
SECTION 20 — DEFERRED COMPENSATION
The City of Petaluma -shall make available to the employees of this unit the City's Deferred
Compensation Plan.
2005 - 2006 City. of Petaluma / Unit 4 Compensation Plan 6
SECTION 21— EMPLOYEE ASSISTANCE PROGRAM
The City will provide an Employee Assistance Program to employees and dependants
•
SECTION 22 -VACATION
Years of Vacation
Accrual Limit
Unit 4 Service
Accrual (hrs)
(hrs)
0-4
I 80
I 160
5-9
+ 120 I
240
I 10 I 128 I
256
'll
I 136, I
272
12 +
144 I_
288
13 I 152- I
304
I. 14 I 160 I
320
15 I •168 I
336
I. I 16 I 176 I
352
17 I • 184_ I
368
18 I 192. I
384
19 or greater I 200 I
400
22.1 Accrual
All regular employees of the City of Petaluma, after working one (1) .full year are entitled to the
equivalent of eighty (80) hours of vacation with pay in the year following ,the year in which vacation is
earned.
All. regular employees of the City of Petaluma, after five (5) years of continuous service with the City,
and beginning with the sixth (6) :year, shall The entitled to the equivalent of one -hundred -twenty (120)
hours of vacation per year. After ten (10) years of .continuous service with the City, eight (8) hours of
vacation shall be added for each, year of continuous service to: a maximum of two -hundred (200) hours
of vacation.
Vacation time shall not be accumulated in excess of two (2) years:
22.2 Scheduling
The times, during a calendar year in which an employee may take his/her vacation shall be determined
by the Department Director 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 annual. vacation in a particular calendar year, such vacation shall: 'be taken during the following
calendar year.
22.3 Deferral
Any eligible employee with the consent. of the head of his/her department and the Human Resources
Office may defer his/her annual vacation to the succeeding calendar year subject to other provisions of
this rule. A written report of each deferred vacation signed by the appropriate Department Director and
the Human Resources Office noting the details shall be kept on file with the Human Resources Office.
In the event one (1) or more municipal holidays fall within an annual vacation leave, such holidays shall
not be charged as vacation leave and vacation leave shall be extended accordingly.
4
2005 - 2006 City of Petaluma / Unit.4 Compensation Plan 7
22.4 Usage
An employee may begin to use accrued vacation after ,successfully completing his/her probationary
period with the City of Petaluma.
SECTION '23 - HOLIDAYS
23.1 fliedIlolidays
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 FY 05%06 are as follows:
Independence Day Presidents' Day
Labor Day Memorial Day
Columbus Day
Veterans' Day
Thariksgiving;,Day
Day After Thanksgiving
Christmas Eve
Christmas Day
i
New "Year's Day
Martin. -Luther King Day
23.2 Floating Holidays
,Duringthe.Fiscal Year the City will authorize one (1) "Floating Holiday" per employee, which may be
taken 'by they employee ata 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 124 - SICK LEAVE
24.1 General
Sick leave with pay, shall be: granted to all employees as set forth in this section. Sick leave.is nota 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 shaltiinclude: spouse, children., parents; spouse's.parents, brothers,
sisters or other individuals whose relationship to the employee is that of a dependent or near dependent.
24.2 Accrual,
Sick weave :shall accrue to all full-time employees at the rate of eight (8) hours for each month of -
continuous service.
24.3 Notification Procedures
In order to receive compensation while absent on sick leave, the employee ishall notify his/her
Department Director prior to or within four (4): hours after the time set for: beginning his daily duties as
niay lie specified by the head of. hi's/her department. When absence is for more than three (3) days:
duration; the employee' may be required to fide a physician's certificate with. the Human Resources
Office .stating the cause, of the absence.
2005 - 2006 City of Petaluma / Unit 4 Compensation Plan
0
2
24.4 Relationship to Workers' .Compensation
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 rece.ive.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.
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.
24.5. - Sick heave Transfer 'Policy
Employees wishing to donate hours of sick leave to another employee may do so by sending a written
request, approved by their 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.
(D) The employee receiving the sick leave transfer must have zero (0) hours of accrued sick
leave, vacation, and CTA leave on the books.
(E) Employees may not buy or sell sick leave. Only the time may be transferred.
(F) Employees may -not transfer sick leave upon separation of'service.
(G) Transfer of sick leave shall be allowed between all Units.
(H) . No more than :ninety (90) workdays of sick leave may be received by an employee for any
one illness, or injury.
SECTION`25 - 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
2005 - 2006 City of Petaluma'/ Unit 4 Compensation: Plan 9
i
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 bereavementleave.
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 26 - VICTIMS OF _DOMESTIC VIOLENCE AND SEXUAL ;ASSAULT
T"he� City of Petaluma provides appropriate leave, in accordance with California Labor Code Section
230.
SECTION 27 MILITARY LEAVE
The City of ?,efaluma 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. 2004-20.0 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 their active duty training fior 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 28 — 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 day's notice that he or, she will be taking time off to vote.
SECTION 29'— 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 30 - 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 Abe ,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 positions 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.
200 - 2006: City of Petaluma % Unit 4 Compensation Plan 10
SECTION 31 - 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.
SECTION 32 - FAMILY CARE and MEDICAL LEAVE (FMLA & CFRA)
32.1. 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 F. airily Rights Act of 1993 (CFRA). If possible,
employees must provide thirty (30.) d_ays:advance notice of leave.
32.2 FMLA and or CERA Second:Ovinion
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 33 — PREGNANCY.DISABILTY 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.
SECTION34 - DISCRIMINATION'HARASSMENT & RETALIATION PROHIBITED
Discrimination, harassment and retaliation against any employee because of an employee's race,
religion, creed, political affiliation, color, national origin, ancestry, sex, sexual orientation, gender (or
gender identity), age, familial status, veteran's status, physical or mental disability or medical condition
is prohibited. A City, employee who feels he or she has been discriminated against, harassed, or
retaliated against needs to report the conduct immediately, to his or her supervisor or to the Human
Resources Manager.
SECTION 35 - 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 36 -,CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM
The City provides Miscellaneous employees 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' 20930.3 (January 1, 1992).
2005 - 2006 City of Petaluma / Unit 4 Compensation Plan 11
® One -Year Fina'1 Compensation as provided. Section 20024.2 (November 1, 1980).
® Credit for Unused Sick Leave a'"s:provided-in Section 20862.80 (November 1, 1980).
® Cost of Living Allowance two percent'(20/6) as provided by Section 213:35 (April 1, 1971).
® Retired Death Benefit of five -hundred ($500) as provided in Section 21620 (December 1,
.1969). Ol.
® Death Benefit Continues as provided in Section 2:1551 (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 Ca1PE'RS through
section 414(h)(2) of:the Internal Revenue Code -pursuant to City of Petaluma Resolution 90 363 N.C.S.
SECTION 37 - .ALTERNATE WORK WEEKS
The City agrees to consider reasonable alternative workweek programs proposed 'by the. employees.
Such proposals (�L& four (4) day workweek, flex scheduling, 9/80, job sharing):may be:considered on a
case-by-case' basis by the City. However, the decision as to whether and when, if at ail, to implement
such alternate programs,, the operation of such programs, and the ability to modify.and/or termiriate such
programs, 'is :left exclusively with the City.
SECTION 38 -,PROBATION
All original, -transfer, and -promotional appointments shall be subject to a ,probationary period. The
probationary period shall be regarded as part of'the testing process and shall be: utilized for closely
observing the employee's work for securing the most effective evaluation of a new ,.employee's work and
for rejecting°any probationary employee whose performance does* not meet. the required. standards of
work:: •,
The initial probationary period for Professional employees is twelve (12) months- for hire, promotion;
and transfer:.An. employee's probationary period may be extended for six (6) months; ,on a case-by-case
basis based on, the per -form, ance evaluation. Should ariemployee be on a leave of absence withouf pay,
the probationaryperiod will be extended for that time.
During•the probationary period, an employee may be rejected at any time by the City Manager without
cause and without'the right of appeal.
Any employee rejected during the probationary°period following a promotional or transfer appointment
shall be discharged except as provided in Section ,Transfers and Promotions.
Promotions of employees *:still on probation will result in a new probationary period for the class into
which the individual was promoted.
'SECTION 39 -TRANSFERS AND PROMO`T'IONS
An employee who.transfem or promotes to another City position shall, for a period of six (6) months, be
entitled to retreat to the job, classification formerly held, as long as that position is currently unfilled.
Such an employee shall not be subject to another probationary period, so long as the employee has
successfully completed probation in the pre promotional class_ ficati` ri.
.:
2005 - 2006 City of,Petaluma / Unit 4 Compensation Plan 12
�" 1
SECTION 40 - PERFORMANCE EVALUATIONS
•40.1 . '.Performance evaluations are a process designed to acknowledge the performance of an
employee.
40.2 A probationary employee shall receive at least one (1) performance evaluation during his/her
probationary period.
40.3 An employee who disagrees with his/her performance' evaluation'shall be given opportunity to
submit a written response to the evaluation. The response will accompany the performance evaluation in
the employee's personnel file. Thei contents of a performance evaluation shall not be subject to the
provisions of the Grievance Procedure of this agreement:
SEC`T'ION X41 - DISCIPLINE PROCEDURE
When an employee has not met standards of professional conduct the City of Petaluma may impose the
following types of discipline:
(A)
Verbal Counseling
(B)
Letters ofCounseling
(C)
Corrective Written Action
(D)
Suspension Without Pay
(E)
Reduction in Pay
(F)
Demotion
• (G)
D'i`sciplinary. Probation
(H)
Discharge/Termination
Any authorized supervisor may initiate .and recommend discipline for cause against an employee under
his/her. supervision in accordance with these procedures.
Verbal Counseling
The City may correct an employee. with verbal counseling. There shall be no written notice of verbal
counseling placed in an employee's.personnel file.
Letters of Counseling
The City may correct an, employee with a letter of counseling. The letter of counseling shall be placed in
an employee's personnel file.. Employees may, request in writing to the Department -Director with a copy
to the Human Resources Office that letters of counseling which are 'two (2) or more years old be
destroyed when:
(A) The employee''s personnel file -does not contain subsequent letters ofcorrective action; and,
(B) There .is no 'oth'er current ;or pending corrective action at the time the employee submits
his/her request to the .Department Director.
Corrective Written Action,
The City may correct an employee in a written notice. The written notice shall :include the basis for the
•correction and by. attachment any other relevant documents. The employee may within thirty (30)
calendar days respond to the City; either .in writing or orally to the notice before it is placed in his/her
personnel file. If the'employee chooses, �s/he may prepare a written response and have it placed with the
2005 - 2006 City of Petaluma /.Unit 4, Compensation Plan 13
City's written .correction in his/her personnel file: There shall be no further appeal of a written
correction.
Employee Notice of Proposed Discipline
For discipline other than a written correction, the employee shall receive a written notice of the .'
discipline, the basis .for the discipline, and by attachment other documents upon which the discipline is
based, along with notice of the right to respond, either in writing or orally, before discipline is imposed.
If requested by the employee in writing within fourteen (14) calendar days the City shall meet with the
employee, unless a different date is set by mutual agreement.
Department Director Review
If the employee elects to respond to the discipline, s/he shall either provide a written request to. the City
within seven (7) calendar.days of receiving the notice of discipline. The requestmaybe accompanied .by
a written position statement. If requested, the Department Director shall convene a meeting within seven
,(7) calendar ,days of receiving the request to review, the employee's response and position before
discipline is imposed. The, employee shall be entitled to a.remesentative of his%her, choice; provided that
the representative shall not be directly -involved in the events underlying the proposed discipline. At the
meeting, the employee shall be provided an informal opportunity to respond to the discipline, and to
present any "information for consideration. by the Department Director. Seven (7) calendar' days' after. the
employee has beenprovided, an opportunity to. respond to the discipline, the :Department Director shall
issue a written notice, with his/her decision.
Appeal to the, City Manager or Advisory Arbitration _ Discipline More; Severe `Than Suspension
of Five Days
For discipline greater in severity than a suspension of five .(5) working days, and other discipline other •
than written correction, the employee shall have the .right to appeal the Departm_ ent Director's decision
to the City Manager, or alternatively, the Member may elect to appeal: the discipline to Advisory
Arbitration before,:discipline is imposed.:If the employee elects to appeal the discipline 'to the City
Manager, or if the Member elects to appeal the discipline. to Advisory Arbitration, they shall within.
fourteen (.14) calendar days from the notice of the Department Director's final, decision. submit; a written
request to the City Manager to 'appeal the discipline.. If no written request is submitted io the City
Manager within the :fourteen (14) day time frame, the right of appeal is waived, and the discipline shall
become final.
City Manager Review
If the employee: elects to have the City Manager review the discipline, the City Manager shall convene a
meeting to review the employee's .response and position before discipline. is, imposed. The employee
shall be entitled to a representative of his/her choice. At -the meeting, the employee: shall be provided the
opportunity to respond to the discipline and to present any information for consideration by. the City
Manager: Fourteen (14) calendar days after the .employee has been provided an opportunity to respond
to the discipline, the City Manager shall ;issue ;a. written notice with his/her decision., The City Manager's
decision shall be final.
Advisory Arbitration
As an alternative, the, employee may elect to appeal discipline to Advisory Arbitration .before discipline
is imposed.
2005 - 2006 city of Petaluma / Unit 4 Compensation Plan 14
ai
The arbitrator shall be selected from a list provided by the American Arbitration Association or the State
Mediation and Conciliation Service. A list* of seven (7) names shall be requested from either source in a
manner to be jointly agreed .upon by the City and employee. The City and the employee shall
• alternatively delete names from the list.
The, arbitrator so selected shall conduct a hearing as expeditiously as possible at a time and place
convenient to the City and the employee.
The arbitrator shall have the authority to convene the hearing, receive evidence through testimony and
documents and to make findings of fact and conclusion whether the discipline was for just cause and
whether the discipline 'was appropriate. The arbitrator may recommend an outcome, but the final
authority rests with the City Manager.
Within thirty (30) calendar days after the hearing, the "arbitrator shall submit in writing his/her advisory
recommendations to the.City Manager and the employee.
Within fourteen (14) calendar days, of receipt of the arbitrator's advisory recommendations, the City
Manager shall issue a final decision. The City Manager's decision shall be final.
The cost of arbitrator shall be borne by the City. The hearing may be tape-recorded or transcribed.
Copies of the tape recording will be available to the appellant; if desired,, at no charge. Transcripts of the
proceedings will be available uponrequest at the requesting party's expense. Each party shall bear its
own attorneys' fees and costs.
City employees who are employed "at -will," or who are temporary' or probationary, are not subject to
the requirement of good cause, and are 1not entitled to these discipline procedures.
SECTION 42 GRIEVANCE PROCEDURE
42.1 Purpose of Rule
(A) To promote improved employer-employee relationsby establishing grievance procedures on
matters for which appeal or hearing is not provided by other regulations.
(B) To afford employees individually or through his/her recognized employee organization a
systematic means of obtaining further consideration of problems after every reasonable effort
has failed to resolve them through- discussions.
(C) To provide that -grievances shall be settled as near as possible to the point of origin.
(D) To provide that appeals shall be conducted as informally as possible.
42.2 Matters Subject To Grievance Procedure
The grievance' procedure's shall be used to process and resolve grievances arising out of the
interpretation, application, or enforcement of the express terms of this Compensation Plan.
42.3 Informal Grievance Procedure
•An employee who has a problem or' complaint should first try to get it settled through discussion with
his/her immediate supervisor without undue delay. If, after this discussion, he/she .does not believe the
problem has been satisfactorily resolved, he/she shall have the right to discuss it with his/her
2005 - 2006 City of Petaluma / Unit 4 Compensation Plan 15 ��
supervisor's immediate supervisor, if any, .in the administrative service. Every. effort should be made to
find an.accep'table solution by.informal means at the lower possible level of supervision. If the employee
is not in agreement with the decision reached by discussion, he/she shall, then have the right to file a
formal appeal in writing within ten. (10) calendar days after receiving -the informal decision of his/her
immediate superior. An informal appeal shall not be taken above the appointing power. •
n
42.4 Formal Grievance Procedure (levels of -review through°chain of command)
(A) First level' of review. The appeal shall be presented in writing to the employee's immediate
supervisor, who shall render,:his/her decision and comments in writing .and ,return them to the
employee within five .(5) calendar days .after receiving the appeal. if -the .employee does not
agree with his/her supervisor's decision, or if no answer has been received, within five. (5)
calendar days, the employee may present the appeal in writing to the, supervisor's. immediate
superior. Failure of the employee to take further, action within five (5') calendar days after
receipt of the written decision of the employee's supervisor,, or within°the total of.'fifteen (15)
calendar days if no decision is rendered, will constitute a dropping of the appeal.
(B); Further level or levels of review as appropriate. The supervisor receiving the :appeal shall
review it, render his/her decision and comments in writing, and return them',to the employee
Within five (5) calendar days after receiving: the appeal. If the employee does-.not.agree with
the decision, or :if no answer has been received within five (5) calendar days, employee, may
present the appeal in writing to the- Department Director. Failure of the employee .to "take
further action within five (5) calendar days after receipt of the. decision 'is rendered will
constitute -a dropping of the appeal.
(C) Department Review. The Department Director receiving the appeal, of his/her designated
representative; should discuss the grievance with the . employee; the employee's,_
representative, if any, and with other appropriate persons. The Department- Director shall..
render his/her decision .and comments in writing, and return them to the, employee within ten
(10), -,calendar days 'after receiving the appeal. If the employee does not- agree,. with the
decision reached, or if no answer has been received within five (5) calendar days after receipt
of the decision or within a, total of fifteen (15) calendar days if no decision is rendered, will
constitute a dropping of the appeal.
(D) City Manager:, The City Manager receiving the appeal or his/his designated .representative
should discuss the; grievance with the employee,, his/her.represef,
_ntative, if and with other
appropriate persons. The City Manager may designate a. fact-find'iag committee; officer not
in the normal line of supervision, or Personnel Board to advise 'aiim/hev concerning the
appeal: The City -Manager shall render,a decision in writing to theemployee within twenty
(20) calendar days after receiving the appeal.
Conduct.of Grievance Procedure.
(A) The time limits specified above may be extended to a definite date by mutual agreement of
the employee, his/her representative', and the reviewer concerned.
(B) The employee may request the assistance of another person of his/her own choosing .in
preparing and presenting his/her appeal at any level of review.
2005 - 2006 City of Petaluma / Unit 4 Compensation Plan 16
�3
(C) 'The employee and his/her representative may be privileged to use a reasonable amount of
work time as determined by the appropriate" Department Director in conferring about and
presenting -the appeal.
(D) Employees shall be assured freedom from reprisal for using the grievance procedures.
SECTION 43 - LAYOFF AND RECALL
Work, Elimination
Should the City decide, for labor cost -control reasons, to permanently eliminate bargaining unit work by
permanently replacing existing unit positions with contract .or subcontract employees to do the same
work under similar conditions of employment ("Work Elimination")., the City agrees to notify the
employees fourteen (14)'" "days prior to implementation of the Work Elimination, in order to allow the
employees to meet and confer with respect to the effects of the proposed action upon the employees and
to propose effective economical methods; if any, by which such work could continue to be provided by
the City's own employees.
Layoff and Recall
43. 1 Statement of Intent
Whenever, in the judgment- of the City Council, it. becomes necessary to abolish any position of
employment due to reorganization orto separate employees due to lack of work or funds, the employee
holding such position or employment may be laid off or demoted without disciplinary action and
without the right of appeal.
•43.2 Notification
Employees to be • laid off shall be given, whenever possible, at least fourteen (14) calendar days prior
notice.
43.3 Vacancy and Demotion
Except as otherwise provided, whenever, there is a reduction in the work force, the appointing authority
shall first demote to a vacancy, if any, -in aJower classification for which the employee who is the latest
to be laid off in accordance with Section --.6 is qualified. All persons so demoted shall have their names
placed on the re-employmentlist.•
43.4 Employee Rights
An employee affected by layoff ;shall have the right to displace an employee in the same department
who has less seniority in 1) A lower classification in the same classification. series or;
in 2) a lower classification in which 'the affected employee once had regular status. For the purpose of
this section and. Section 5, seniority includes all periods of full-time service at or above the classification
level where the layoff, is to occur.
43.5 Seniority
In order to retreat to a former or lower classification, an employee must have more Iseniority than at least
one (1) of the incumbents in the retreat classification, be qualified to hold the retreat classification or
have served in the retreat classif'ication.prior to the layoff and request displacement action in writing to
the Human Resources Office within five {5) working days of receipt of notice of layoff.
Employees within each category shall be laid off in reverse order of seniority within the classification
series. Seniority for the retreat classification would be the combination- of time served (at or above) in
2005 - 2006 City of Petaluma / Unit 4 Compensation,Plan 17
oZ ��
the layoff classification and any prior time served in the retreat classification. Ties will be broken based
upon.seniority,of total City service
Employees retreating to a lower or similar classification shall be placed at the salary .step representing
the least loss of pay: "In no case shall 'the salary be increased 'above that received in ,the classification
from which the employee, was laid off.
Employees retreating to. a lower or similar, classification shall serve a probationary ,period in the new
classification unless they have previously- successfully completed a probationary period in the retreat
classification or a higher classification in the series.
43.6 .'Employment Status
In each classif'cation of position within the competitive service, employees shall be laid' off according to
employment status in the following order.: temporary, provisional; probationary, andregular:
Temporary, provisional; and probationary employees shall 'be laid off according to the needs of the
service as determined by the appointing authority.
43.7R;e-Employment.List
The names of persons, laid off or demoted in accordance. with these rules shall, 'be. entered upon a re-
employment list. Lists :from different departments or at different times for, the same classification of
position shall be combined into a single. list. Such -list shall be used, by every appointing .authority when
a vacancy; arises in the same or lower classification of position before certification ,is made -from an
eligible.list.
43.8 Duration of Re -Employment List,
Names of persons -laid ,off shall be carried on a re -'employment list for two (2) yearn.
SECTION 44 - PERSONNEL FILES
44.1 Personnel File — Employee. Review
An employee (or employee representative with written •authorization from the employee) shall have the
right to inspect and review .his or her employee personnel file. The employeespersonnel file, shall be
made available toa the employee for inspection and ;review at a mutually agreeable time between the
employee'and Human. Resource office staff member.
44.2 Personnel _File— Review of Adverse. Comments: before Entry In
No employee shall have any comment, adverse to the employee's .interest entered in the employee's
personnel _file which .may, be, used . for ,disciplinary action without the employee having first read and
signed, or initialed the document containing the adverse comment. Except that entry 'may be made if
after reading the comment, the employee refuses to sign or initial the document. Should an. employee
refuse to sign or initial the document; that fact shall be noted on the document and signed or initialed by
the supervisor. The employee may write ,a ,response to the document containing, the adverse comments
for placement in the,,personnel file.
•
2005 - 2006 City. of Petaluma / Unit4 Compensation Plan. 18
a5
•
•
SECTION 45 - HEALTH AND SAFETY
The City agrees that it has, the obligation to take reasonable steps to furnish employment and a place of
employment, which is safe and healthful for its employees.
The Unit Employees may report to the City any condition, which it perceives to be a working condition
that is less than safe or healthful. Upon receiving such a report, the City agrees to meet with the Unit
Employees to discuss the reported condition.
2005 - 2006 City of Petaluma / Unit 4 Compensation Plan 19 �(
•
•
EXHIBIT A - Salary Table _
Compensation Plan, Professional Unit 4
:Salary Ranges Effective July 1, 2005 through July 3, 2005
C1amif cation
Accountant
Accountant Analyst
Assistant Engineer I
Assistant Engineer..II
Assistant Planner
Associate Civil Engineer
Associate in. Civil Engineering
Associate Planner
Buyer
Geographic Information Syst Analyst -
Inspection Supervisor
Program Coordinator
Public Safety Training & Grants Anlyst
Recreation Coordinator
Risk Claims Administrator -
Volunteer/Education Coordinator
Water Conservation Coordinator
fl; '2: : ' 3 .
4
5
$25..13 $26.39' $27.71
$29.09
$30.54
$27.21 $28.57 $30.01
$31.50
$33.09
$26.13 $27.45 $28..82 1
$30.26 1
$31.79
$30.50 $32.04 $33.63 I
$35.31
$37.09
$25.91 $27.20
$28.56
$30.00
$31.49
$34.87
$36.61
$38.44,
$40.37
$42.38
$33.17
$34.81 I $36.55
$38.39
$40.30
$29.28 $30.76 $32.29 I
$33.91
$35.60
$25.91 $27.20 $28.56
$30.00
$31.49
$29.24
$30:70 $32.24 I
$33.85
$35.54
$31.31
$32.88 $34.53
$36.26
$38.07
$29.21 $30.66 [$32.24
$33.81
$35.49
$25.91 $27..20 $28.56
$30.00
$31.49
$18.34 $19.26 $20.21
$21.22
$22.28
$26:94
$28.29
$29.72
$31.19
$32.76
$1834
$19.26
$20.21
$21.22
$22.28
$29.28 $30.76 $32.29 1
$33.91
$35.60
Salary Ranges Effective July 4, 2005 through -June 30, 2006 - 2% increase
Classification
Accountant
Accountant Analyst
Assistant Engineer. I
Assistant Engineer II
Assistant Planner
Associate Civil Engineer
Associate in .Civil Engineering
Associate Planner
Buyer
Geographic .Information Syst, Analyst
Inspection Supervisor
Program Coordinator
Public Safety Training &c Grants Anlyst
Recreation Coordinator.
Risk Claims Administrator
Volunteer/Education 'Coordinator
Water Conservation Coordinator
1 2 3- 4 5
$25:63 $26.91 $2,8.26 $29.67 $31.15
$27.75 529..14 $30.59 I $32.12 $33.73
$26.65 $27.98 I $29.38 $30.85 $32.39
$3 IA 1 $32.67 $34.30 $36.01 $37.81
$26.43 $27.75 $29.14 I $30.60 $32.13
$35.57 $37.35 .$39.22 I $41_.18 $43.24
$33.83 1 $35..52 1:$37.30 1 $39.16 1 $41.12
$29.87 $31.36 $32.93 I $34.58 $36.31
$26.43 $27.75 $29.14 $3,0.60 $32.13
$29.82 $3:1.3.1 $32.88 $34.:52 $36.25
$31.94 $33.54 I $35.21 $36.97 I $38.82
$29.79 01-.28 $32:84 $34A9 $3621
$26.',43 $27.75 $29.14 $3.0.60 $32.13
$18.71 I $19.65 $20.63 $21.66 I $22.74
$27.48 I $28.85 $30.30 $31.81 $33.40
$18.71 $19.65 $20.63 $21.66 $22.74
$29.87 $31.36 I $32.93 $34.58 I $36.31
a�