HomeMy WebLinkAboutStaff Report 3.K 12/05/20052 - - 3.K
CITY OF PETALUMA, CALIFORNIA
AGENDA -BILL,December 5, 2005
Agenda Title: RESOLUTION ESTABLISHING THE ;Meeting Date:
COMPENSATION PLAN FOR EMPLOYEES IN UNIT 9 (MID- December 5, 2005
MANAGEMENT)
Meeting Time: ® 3:00 PM
❑ 7:00 PM
Category (check one): ® Consent Calendar ❑ Public Hearing ❑ New Business
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❑ Unfinished Business ❑ Presentation
Department:. Director: Contact Person:
City Manager Michael A., Bierman
Cost of Proposal: $ 66,236.
Amount Budgeted:
Phone Number:
778-4347
Account Number: Salary and
Benefit Accounts
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 9 (Mid -Management)
2. Attachment A - Unit 9 (Mid -Management) Summary of Changes to Compensation Plan For Fiscal
Year 2005-2006
Surnmary Statement:
The Compensation Plan for Unit 9' (Mid -Management) 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/Sug'esied Motion,:
Approval of the Resolution
Reviewed`bv Fin ce Director:
-Date:
f �
Today's Date:
Reviewed by City Attornev: Approved by City Manager:
Date: Date:
Revision #'sand Date Revised: File Code:
CITY OF -PETALUMAI CALIFORNIA
bECtMBER5,2005
AGENDA REPOR,r
FOR
.RESOLUTION ESTABLISHI NG THE COMPENSATION PLAN FOR
EMPLOY.EES,IN UNIT 9 (MID -MANAGEMENT)
1. EXECUTIVE SUMMARY:
The Compensation Plan for Un'J.9 (Mid -Management) 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 9 are'not.reprOsented by a recognized employee organization. The City Manager
recommends the salary, benefit, and 1language adjustments for -the MI&Management Unit.
3. ALTERNATIVES:
Not adopt resolution.
FINANCIAL IMPACTS:
The total cost to the City has been estimated to be $66,236.
5. CONCLUSION:
Adoption of this Amended Compensation Plan will provide equity amongst employees.
6. OUTCOMES OR PERFORMANCE. 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 9 (Mid -Management) with the changes described in the attached document.
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Resolution No. 2005 -XX N.C.S.
of the City of Petaluma, California
RESOLUTION ESTABLISHING THE COMPENSATION PLAN FOR
EMPLOYEES IN UNIT 9 -(MID -MANAGEMENT) -
WHEREAS,, the employees in Unit 9 ares not represented by ;Any recognized employee
organization; and,
WHEREAS, the City Manager, pursuant to Section 218, City of Petaluma City Charter, is
required and empowered to. make -a recommendation to the City Council on matters related to
employee's compensation; and,
WHEREAS; the, City Manager has reviewed and concurs with said Compensation Plan
for Unit 9 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.
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ATTACHMENT A
Summary of -Changes,to theCompensation, Plan
Between I The City of Petaluma andMid-.Management -Unit 9
A complete copy of the 2005-2006 Coo, -ipensation Plan for Unit,9 is on file in the City Clerk's office.
I. Salaries'
Effective July 4, 2005 2% increase
Benefits
1. Employee Contribution lo. Health Benefits
Employees shall 'caritribute :the CaIPERS Health Prei-nium amount for Kaiser — Bay
Area/Sacrame,nto,less one hundred dollars ($100) times five percent (5 %) for the employee
and his or her family members.
Revised new language to reflecteither change in policy; * practice or law.
1.
Term of agreement- July 1, 2005 through June 3,0, 2006
2.
Creation and definition of a part-time position with pro-wrated benefits
3.
Bilingual Pay
4.
Health Benefits = Active Employees
5.
Health Benefits — Re,tired'Employees
6.
Cash In Lieu Of He'Alftatid Dental Benefits
7.
Section 1-25 Plan
8.
Dental Insurance
9.
Vision Insufance
10.
Life Insurance
11.
Employee Assistance Program
12.
Leave for Victims of 'Domestic Violence & Sexual Assault
13.
Military Leave
14.-
Election Officer Leave. and Voting Leave
15.
School Visitation Leave
16.
Jury Duty" Leave
17.
Family Care. andMedica - I Leave
18.
bif4y Leave
Pregnancy Disability
19.
California Public Employees' Retirement System — Defined benefit programs
�j
SAHuman ResourcesWOUSTOmp Pfan_9\Attachrrfent A - Summary of Changes 2005-2006:doc
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SCI -90761.1
UNIT 9
COMPENSATION PLAN
MID -MANAGEMENT
FISCAL YEAR 2005-2006
TABLE .OF CONTENTS
Section I , Term of Compensation Plan
COMPENSATION
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Salary
Overtime
Out of Classification Work.
Compensation For Clothing
Bilingual Pay
Vacation; Payment at Termination
Sick Leave, Payment Of
Pail -Time Position
PAGE
1
2
2
2
2
BENEFITS
Vacation
Section 10
Health Benefits — Active Employees 2
Section 11
Health Benefits — Retired. Employees 3
Section 12
Cas h :in Lieu of Health and Dental Benefits., 5
Section 13
Section 125 Plan 5
Section 14
Dental Insurance 5
Section 15
Vision Insurance 6
Section 16
Life Insurai ' ice 6
Section 17
Disability Insurance 6
Section 18
Deferred Compensation 6
Section 19
EmployeeAssistance Program 6
LEAVE
Section 20
Vacation
6
Section 21
Holidays
7
Section 22
Sick Leave
8
Section 23
Bereavement Leave
9
Section 24
Leave -for Victims of Domestic Violence & Sexual
ult
Assault
9
Section 25
Military Leave
9
Section 26
Election Officer Leave and Voting Leave
9
Section 27
School Visitation Leave
10
Section 28
Leave Of Absence Without Pay
10
Section 29
Jury Leave
10
'Section 30
Family Care and,Medical Leave (FMLA & CFRA)
10
Section 31-
Pregnancy Disability Leave
10
Section 32
Administrative Leave
10
Section 33
Discrimination-, Harassment & Retaliation
Prohibited
11
Section 34
Reasonable Accommodation
I I
2005 — 2006 City of Petaluma / Unit `.9 Compensation Plan
OTHER
Section 35
Section 36
Section 37
Section 38
Section 39
Section 40
Section 41
Section.42
Section 43
Section 44
Exhibit A
California Public Employees' Retirement System 11
Alternate Work Weeks
I I
Probation
12
Transfers, and Promotions
12,
Performance Evaluations
12
Disc ipline,Procedure
12
Grievance Procedure
15
Layoff and Recall
16
Personnel Files
Health and Safety
18
Salary Table 19
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2005 -2006 City of Petaluma) Unit 9 Compensation Plan ii
SECTION 1 _ TERM OF COMPENSATION PLAN
Tliis Compensation Plan shalt be effective for a one (1) year term the fiscal year commencing July 1,
2005 and ending June 30, 20:06 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 beginning on July 4, 2005)
SECTION 3 - OVERTIME
Employees of Unit 9 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 4 - OUT OF CLASSIFICATION WORK
4.1 General
Employees who are asked to perform out -of -class work are eligible for out -of -class pay when the
following conditions are met:
(A) The employee must have been assigned the work by -the Department Director.
(B) If the 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.
4.2 Rate of Compensation
Employees 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.
4.3 Responsibility of the Employee
It is the responsibility of the employee to inform the person assigning out -of -class work when such work
is finished.
SECTION 5 : COMPENSATION FOR CLOTHING
5.1 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.
is 5.2 Work Boots
The City shall pay the cost of all work boots up to one hundred fifty, dollars ($150:00) per fiscal year.
.Replacement, of work boots shall be on an as-needed'basis with approval of the Department Director.
2005— 2006 City of Petaluma / Unit 9 -Compensation Plan 1
Receipts for work boot reimbursement. "shall be submitted to the Human Resources office for processing.
.SECTION 6 - BILINGUAL PAY — SPANISH
Eligible employees, who are certified for bilingual proficiency in Spanish in accordance with the City's
Bilingual Proficiency Testing, and Certification Policy shall receive two hundred dollars ($200.00) per
month.
SECTION 7 - VACATION, PAYMENT AT TERMINATION
(A) 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" three (3) years
accumulation.
(B) Vacation Bank Hours, Payment of
All vacation hours currently banked shall behold in the Human Resources. Office. These
amounts shall be paid to the employee in the amount of 10% of the banked hours, per year
over a ten (10) year period at the base rate of' ay at the time of payment. Employees `leaving
City service shall be: paid.the balance remaining at separation. This'payment shall be made in
the month of October or November.
SECTION 8 - 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 and. 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 9'— PART — TIME POSITION
9. 1 Part-time Position Definition
A part-time position shall so be officially designated as such and shall regularly be ,assigned to
work for at least forty (40) hours, but less than eighty (80) hours of work per pay=period.
9:2 Seniority
Seniority" for the part-time position shall be determined on the same basis as a regular full-time
position.
9.3 Pro -rated Leave and Benefits
All leave and all benefits shall be on a pro=rated basis ,of fifty percent (5.0%0).
9.4 Merit Pay; Sten Increases and Probationary Period
Standards for merit pay, step increases a probationary period for the part-time position shall be
on the same basis as a regular full-time position.
SECTION 10 — HEALTHBENEFITS — ACTIVE EMPLOYEES
Active Emplovees = 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
2005 — 2006 City, of Petaluma / Unit 9 Compensation Plan 2 n
(PEMHCA). The City's employer contribution for each employee and his or her family employees shall be
one hundred dollars ($'100) per month.
Active.Emplovees — Additional Benefit
The City shall provide activeemployees 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
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 employee and his or"her family members.
Active Employees—Emplovee Contribution
Effective January 1, 2006 Employees shall contribute to his or her Ca1PERS Health Premium in the amounts
less the City's maximum additional benefit fisted in the chart below for each employee and his or her family
members. The chart below provides an example for Kaiser -Bay Area/Sacramento.
Additional Benefit and Employee Contribution — Effective January 1. 2006
2005 Kaiser
City PEMHCA
Maximum Additional
Coverage
Rate
Contribution
Benefit Contributed by
Benefit -,Contributed
Contribution
the City
Single
- $354.69
$100.00
$254.69
2 -Party
$709.38
$100:00
$609.38
Family
$922:19
$1.00.00
$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 employee and his or"her family members.
Active Employees—Emplovee Contribution
Effective January 1, 2006 Employees shall contribute to his or her Ca1PERS Health Premium in the amounts
less the City's maximum additional benefit fisted in the chart below for each employee and his or her family
members. The chart below provides an example for Kaiser -Bay Area/Sacramento.
Additional Benefit and Employee Contribution — Effective January 1. 2006
SECTION 11 — HEALTH BENEFITS—`RETIRED'EMPLOYEES
11.1 Retired Employees.— Ca1PERS and,thePEMHCA
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 to: be eligible to receive health benefits through Ca1PERS upon
retirement, a City ofPetaluma employee must meet the following definition of "annuitant" under
Ca1PERS law:
(A) employee must be a employee of Ca1PERS;.and
(B) employee must=retire within one hundred -twenty (120).,days- of separation from employment
with the City of Petaluma andreceive a monthly retirement:allowance from CaIPERS.
11.2 Ca1PERS Annuitant — PEMHCA Health B`en'efits
In accordance with the PEMHCA provisions if'an employee is a CaIPERS annuitant as defined
in Section 11.1 and receives health benefits under the PEMHCA, the employee is eligible to
receive the City's PEM14CA, contribution amount specified in'Section 11.4 below, regardless of
the number of years of service with the City of Petaluma.
2005 — 2006 City of Petaluma / Unit,9 Compensation Plan 3 h
City PEMHCA
Maximum Additional
Employee
Coverage
2006 Kaiser Rate
Contribution
Benefit -,Contributed
Contribution
by the City
Single
$389.38
�_. $100.0.0
$374.91 �
$14.47
2 -Party
$778.76
I $100.00,
$7.44.82,
$33.94
Family
$1,612.39
$-100.00
$966.77
$45.62
SECTION 11 — HEALTH BENEFITS—`RETIRED'EMPLOYEES
11.1 Retired Employees.— Ca1PERS and,thePEMHCA
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 to: be eligible to receive health benefits through Ca1PERS upon
retirement, a City ofPetaluma employee must meet the following definition of "annuitant" under
Ca1PERS law:
(A) employee must be a employee of Ca1PERS;.and
(B) employee must=retire within one hundred -twenty (120).,days- of separation from employment
with the City of Petaluma andreceive a monthly retirement:allowance from CaIPERS.
11.2 Ca1PERS Annuitant — PEMHCA Health B`en'efits
In accordance with the PEMHCA provisions if'an employee is a CaIPERS annuitant as defined
in Section 11.1 and receives health benefits under the PEMHCA, the employee is eligible to
receive the City's PEM14CA, contribution amount specified in'Section 11.4 below, regardless of
the number of years of service with the City of Petaluma.
2005 — 2006 City of Petaluma / Unit,9 Compensation Plan 3 h
11.3 Less Than 20 Years Of Service - Not'Receivin2 PEMHCA Health Benefits
An employee with less than .twenty (2'0) 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.
1.1.4 Less Than 20 vears of Service - Receiving PEMHCA Health Benefits -
An employee with less than twenty. (20) years of service with the City of Petaluma who is a
CalPERS annuitant a's defined in Section 11. l .and enrolled in the Ca1PERS health benefit 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 benefit if he
or she. retired on January 2, 2007. `The following year, in 2008, the payment would 'increase five
dollars ($5) permointh-to. seventy dollars ($70) and.continue to increase infive dollar -($5) increments
every, year until it reaches the maximum benefit amount of one hundred dollars ($100) per month.
Calendar Year
City's
PEMHCA
contribution
2005
` 55.00
2006
I 60..00 J
20,07
1 65.00 J
2008
1- 70.00
2009°
1 -75.00
2010
I, 80.00
2011
I 85.00
-2012
I 90.00
2013: I
95.00
2014 I
100.00
The City's PEMHCA contribution amount is deducted from the,retire'e's monthly health
premium and paid to Ca1PERS directly by the City.
11.5 20 Years Or More, Of Service - Not ReceivinY,PEMHCA Health Benefits
An employee with twenty (20) or more years of service with the City of Petaluma who isnot
enrolled in the C'alPERS health benefits program shall receive direct payments in the amount of
one hundred -twenty dollars ($120); each month,, effective the first month following the expiration of
health`benefit coverage.
11.6 20 Years Or More Of Service -.Receiving PEMHCA'Health Benefits
An employee with_twenty,(2;0) years or more of service with. the City of Petaluma who is a
Ca1PERS annuitant as defined .in. Section 1;1.1 and enrolled in the CAPERS health benefit
program shall receive a benefit paym f .of one hundred -twenty dollars ($120) per month as
specified:in this section.
The City's cash retiree benefit is sent directly to the retiree.
Calendar
Year
2005
2006
2007
'2008
20„09
2010
2011
1 201'2
20-13
120,14
City PEMHCA
contribution
55-.;00
60.00
65.0.0
70.00.
75.00.
80.00
85.00
90.0.01
95.00
100.00
City Cash
Retiree Benefit
'65:00
60.00
'55-.00
50.00
45:.00.
40.00
35.00
',3 0.0.0
25.00
20.00.
Total Benefit
Amount
120.00
120:00
120:00
120:00
1.20.00
120.00
120.00.
120.00
120.00
120.00
2005- 2006 Cityof Petaluma] Unit 9 Compensation. Plan 4
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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 12 - 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 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 f fty .percent (50%) of the health
insurance premium amount. of the .QAPERS Kaiser - Bay Area/Sacramento that the City would
otherwise pay for the employee and his or .her family employees. 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 13 — SECTION 125 PLAN
The City of Petaluma has established and shall offer to,, eligiblei employees an Internal Revenue Code
(IRC) Section 125 plan. The 'Section 1'25 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 ,e-mployees, 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 medical expenses (not
covered by insurance) .such as deductibles, co -pays, and vision and -dental care with pre-tax
dollars.
Dependent Care _Reimbursement.
This program permits employees to pay for -,most child and or dependent care expenses with
pre-tax dollars.
SECTION 14 - 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 ($1,000) per
child at a fifty, percent' (50%) co -payment rate. The City shall .pay, during the period of this
Compensation Plan, the f ill•prerniurn toward the City group dental insurance coverage program.
2005 — 2006 City of Petaluma) ,Unit 9 Compensation Plan 5 1;(
SECTION 15- - VISION INSURANCE
The City- shall provide, a vision plan for employees and dependents. The, City shall pay the premium. The
plan coverage shall. be as indicated on provider contract documents on file in Human Resources.
SECTION 16 - LIFE INSURANCE
The City shall provide employees with life insurance coverage in the principal amount .of fifty thousand
dollars ($,50,,000).
SECTION 17 - DISABILITY INSURANCE
.17.1 Short-T&m I)Aability Insurance
The City agrees that employees 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 numberlof'eniployees electing to
participate in the program meets the minimum participation standards set by the carrier.
17.2 Loiig-TermDisabilityInsiaranc,e
The City shall provide for a long-term disability plan, with the premiumtobe paid for by the City.
SECtION'18 - DEFERRr_4D COMPENSATION
The City of Petaluma shall make available to the employees of this -unit the City's Def&rred
Compensation Plan.
SECTION 19 — EMPLOYEE ASSISTANCE PROGRAM.
The City will -provide an Employee Assistance Program to,eftiplo'yees and dependants.
SECTION 20 - VACATION
20.1 - Accrual Limit
Vacation. time shall not be accumulated in excess of three (3) years.
2005 —2006 City of Petaluma / Unit 9 Compensation Plan 6
Vacatiqn,--,,Acc :ruAl
Accrual
Unit 9
0-4.
80
240
5-9
120
360
170.
129
3,84
11
136
40K
1'2
144
432
13
'152
456
(,
14
160
480
15
.168
504
16
176
528
17
1,84
552
18
-1 92
576
.19 or greater
200
600.
20.1 - Accrual Limit
Vacation. time shall not be accumulated in excess of three (3) years.
2005 —2006 City of Petaluma / Unit 9 Compensation Plan 6
20.2 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 ofthe 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 iwa particular calendar year, such vacation shall be takers during the following
calendar year.
20:3 Deferral
Any eligible employee with the consent of the head of the Department Director 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 Manager 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.
20.4 Usage
An employee may begin to use accrued vacation after successfully completing his/her probationary
period with the City of Petaluma.
20.5 Banked Hours
Hours that are banked,under Section "Vacation, Payment. of may be used upon submittal of a memo to
the Human Resources Office for Vacation purposes. These hours ,shall be deducted from the existing
bank.
SECTION 21 - HOLIDAYS
21.1 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 C'ouncil,resolution.
The Holidays for FY 05/06 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
President's Day
Memorial Day
21.2 , Ftoating Holidays
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.
2005 — 2006 City of Petaluma / Unit 9 Compensation Plan
SECTION 22 - SICK LEAVE
22.1 General
Sick leave with pay shall be granted to all employees as set forth in this section. Sick leave is not a right
in which an.e_mployee.may use at"his discretion, but.rather. shall be used only in case of personal illness,40
disability or the serious illness or injury of an employee's family employee which requires the
employee's :attention. The term family employees 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.
22.2 Accrual
Sick leave shall accrue to all full-time .employees -at the rate of eight (8) hours. for each month of
continuous service.
22.3 Notification Procedures
In order to receive compensation while absent on sick leave, the employee shall notify his/her.
Department Director prior to or within "four (4) hours after the time set for beginning his daily duties as
may be specified by the head ofhis/her department. When ,absence is, for more than three .(3) days
duration, the employee ,may be required to file a physician's certificate with the Human Resources
Office stating the cause .of the absence.
22.4 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 lie/she
receives` Workers' Compensation, he/she shall receive full pay. Following this period, sick, leave may be
a supplementto 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.
22.5 Sick Leake 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 one
hundred -sixty (160) hours of sick leave to be eligible to transfer si&Aeave:
(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 receipt:shall be returnedto the donor.
2005 — 2006 City of Petaluma / Unit 9 Compensation Plan 8 )5,
(D) The employee, receiving ithe sick leave transfer must have zero (0) hoursi of
accrued. sick leave, vacation, and CTA leave on the books.
(E) Employees may not buy or sell sick leave. Onlythe time maybe 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 anyone illness or injury.
SECTION 23 - 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. Tor the purpose of bereavement leave, immediate family shall mean
spouse, qualified domestic'partnerjather; 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 itoco parentis. Up to an additional eight (8) hours
of accrued sick leave may be''granted .tp;supplement bereavement leave.
In the event an employee must travel morethan 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 24 — LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE &
SEXUAL ASSAULT
The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section
230.
SECTION 25 - 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 EmploymenvandRe-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 their 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 26 - 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.
2005 — 2006 City of Petaluma / Unit 9 Compensation Plan 9
SECTION 27 — 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 28 - 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. Nosuch 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 reportpromptly at its expiration, or within a reasonable time after notice to return to duty shall be
cause for discharge.
SECTION 29 - JUMY`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'm 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 30 - FAMILY CARE and MEDICAL LEAVE (FMLA & CFRA)
30.1 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.
30.2 FMLA and or CERA — 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 31— 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.
SECTION 32 - ADMINISTRATIVE LEAVE
32.1 Hours of Administrative Leave
Employees of'this Unit will be granted eighty (80) hours of administrative leave per fiscal. year.
Employees hired after July I", will be eligible for a "pro -rated" amount of administrative leave
depending on their date of hire.
2005 — 2006'City of Petaluma / Unit 9 Compensation PlanI
10. `
•
32.2 Administrative.Leave Pay Out
The City shall pay -off any unused Administrative Leave as of June30th to a maximum of forty (40)
hours.. Payment shall be at, the employee's base pay rate as of June 30th. This payment shall be made
on the fast pay -period of the fiscal year.
SECTION 33 — DISCRIMINATION, HARASSMENT &
RETALIATION PROHIBITED
Discrimination, harassment and. , retaliation against any employee for employment 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 34 — 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 35 - 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 contractwith Ca1PERS includes the following optional benefits:
• Third Level - 1959 Survivor's Benefit as provided in Section 215.73 (April 5, 1999).
® Military Service Credit as provided in Section 20930.3 (January 1, 1992).
• One -Year Final Compensation as -provided Section 20024.2 (November 1, 1980).
m Credit for Unused Sick Leave as`provided in Section 20862.80 (November 1, 1980).
o Cost of Living Allowance, two percent (2%) as provided by Section 21335 (April 1, 1971).
® Retired Death Benefit of five hundred ($500) as provided in Section 21620 (December 1,
1969).
o Death Benefit Continues. as provided in Section 21551 (January.1, 2000).
® Prior Service Credit as provided in Section 20055 (January l,'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.
SECTION 36 - ALTERNATE WORK WEEKS
The City agrees to, consider. reasonable alternative workweek programs proposed by the employees.
Such proposals.(e.g_ 4 day workweek, flex scheduling; 9/8,0, job sharing) may be considered on a case
by case basis by'the City. However, the decision as to whether and when, if 'at all, to implement such
alternate programs; the operation of such programs, and the ability to modify and/or terminate such
programs, is left exclusively with the City.
2005 — 2006 City of Petaluma / Unit 9 Compensation Plan 11
SECTION 37 - 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 Mid -Management 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 performance evaluation. Should an employee be on a leave of absence
without pay; the probationary period 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 38 - TRANSFERS AND PROMOTIONS
An employee who transfers 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 classification.
SECTION 39 - PERFORMANCE EVALUATIONS
39.1 Performance evaluations are a process designed to acknowledge the performance of an
employee.
39.2 A probationary employee shall receive at least one (1) performance evaluation during his/her
probationary period.
39.3 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. The, contents ,of a performance evaluation, shall not be subject to the
provisions of the Grievance Procedure of this agreement..
SECTION 40 - 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 of Counseling
(C) Corrective Written Action
(D) Suspension Without Pay
2005 -2006 City of Petaluma /'Unit 9 Compensation Plan
12 1
14,
(E) Reduction in Pay
(F) Demotion
(G) Disciplinary 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 Fetter 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 of corrective action; and,
(B) There is no other 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
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 request may be accompanied by
a written position statement. If: requested, 4he.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 representative 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 coinsid"enation by the Department Director. Seven (7) calendar days after the
10 employee has been provided an opportunity to respond to the discipline, the Department Director shall
issue a written notice with his/her. decision.
2005 — 2006 City of Petaluma / Unit 9, Compensation Plan 13 P20
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 Department Director's decision
to the City Manager or alternatively, 'the Employee 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 Employee elects to -appeal the discipline to Advisory Arbitration, they shall within
fourteen (1.4) 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 to 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 empfoyee'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.
The arbitrator shall be selected from a list proyided.by the American Arbitration .Association or the State '
Mediation and- Conciliation Service. A list of "seven 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
alternativelyde'lete 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 fhdings of fact and conclusion whether thediscipline 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 (3 0) 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_) catendar days of receipt of the ar'bitrator'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-recordedor transcribed.
Copies of the tape,recording will be available to the appellant, if desired, at -no charge. Transcripts of the
proceedings will be available upon. request at the requesting party's expense. Each party shall bear its
own attorneys' "fees and costs.
2005 — 2006 City of Petaluma / Unit 9 Compensation Plan 14
a�
City ;employees who are employed "at -will," or who are temporary or probationary, are not subject to
{ thexequirement of good cause,.and are not entitled tothese discipline procedures.
SECTION 41 - GRIEVANCE PROCEDURE
4.1.1 Purpose of Rule
(A) To promote improved employer-employee relations by 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.
41.2 Matters Subject To Urievance Procedure
The grievance procedure shall be used to process and resolve grievances arising out of the
interpretation, application, or enforcement of the express terms of this Compensation Plan.
41.3 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, lie/she does not believe the
problem has been satisfactorily resolved, he/she shall have the right to discuss it with his/her
supervisor's immediate supervisor, -if any, in the administrative service. Every effort should be made to
find an acceptable solution by informal means at the lower- possible level of supervision. If the employee
is not in agreement with the 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 above the appointing power.
41.4 )Formal Grievance Procedure. (levels of reviewAhrough .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 cominents'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 reeeived.within five (5)xcalendar days, employee may
present the appeal in writing Yo 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) Departmental Review. The Department Director receiving the appeal .of his/her designated
representative should discuss the grievance with the employee, the employee's
2005 — 2006 City of Petaluma / Unit 9 Compensation Plan 15
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 ten (10) 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 representative, if any,'And with other
appropriate persons. The City Manager may designate a fact-finding committee, officer not
in the normal line of supervision, or Personnel Board to advise him/her concerning the
appeal. The City Manager shall render a decision in writing to the employee 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.
(C) The eirnployee 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 42 - LAYOFF AND RECALL
Work Elimination
Should the City decide, for labor cost -control reasons, to permanently eliminate 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
42.1 Statement of Intent
Whenever, in the judgment of the City Council, it becomes necessary to abolish any position of
employment due to reorganization or to 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.
42.2 Notification
Employees to be.laid off shall be given, whenever possible, at least fourteen (14) calendar days prior
notice.
C7
•
2005 — 2006 City of Petaluma / Unit 9 Compensation Plan 16 C�3
42.3 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 a lower classification for which the employee who is the latest
to be laid off in accordance ,with -Section 33.6 is qualified. All persons so demoted shall have their
names placed on the re-employment list.
42.4 Employee Rights
An employee affected by layoff shall have the right to displace an employee in the same department
who has less seniority in.) A tower classification. in the same classification series or;
2). a lower classification in which the :affecte_ d. employee once had-, re ular status. For the purpose of this
section and Section 33.5, seniority includes all periods of full-time service at or above the classification
level where the layoff is -to occur.
42.5 Seniority
In order to retreat to a former or lower'classification, an employee must have more seniority 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 classification prior to the Payoff 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
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 beplaced 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.
42.6 Employment Status
In each classification of position within the competitive service, employees shall be laid off according to
employment status in the following, order: temporary, provisional, probationary, and regular.
Temporary, provisional, and probationary 'employees shall be laid off according to the needs of the
service as determined by the appointing -,authority.
42.7 Re -Employment List
The names of persons laid off or demoted in accordance with these rules shall be entered upon a re-
employment list: 'Lists Trom 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.
42.8 Duration of Re -Employment List
Names of persons laid. off shall be. carried on a re-employment list for two (2).years.
2005 — 2006 City of Petaluma / Unit'9 Compensation_Plan 17
SECTION 43 - PERSONNEL FILES
43.1 Personnel File — Employee Review
An.emplo .' y representative employee} shall have the
.employee (or employee, ee, representative with written authorization from the empl y
right to inspect and review his or her employee personnel file. The employed7s personnel file shall be
p
made available to the; employee for inspection and 'review at a mutually agreeable time between the
employee and Human Resource office staff employee..
43.2 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, of 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. Shouldd-an employee
reftise'to sign or initial the document,
ument, that fact shall be noted on the document and! sighed or initialed by
the, supprvisor. The employee may write a response to the document containing the adversecomments
for placement in the personnel file.
SECTION 0 - BEALTITAND SAFETY
The City agrees that it has the obligation totake reasonable steps to famish,employment and a place of
employment, which is -safe and healthful,for'it§ employees.
The U s nit Employees in report to the City any condition, which it perceives tobe a working condition,
may c
which 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.
11
2005 —2006 City of Petaluma 1 Unit 9 Compensatidn Plan 18 1z
" a6
EXHIBIT A _ Salary Table
Compensation Plan, Mid -Management Unit 9
Salary Ranges Effective July 1,, 2005 through July
3, 2005
t
2
3
4
5
Accounting Manager
$36.33
$38:12
$40.02
$42.02
$44.11
Accounting Office Supervisor-
$26.54
I $27.87
$29.26
$30.72 I
$32.26
Animal Services' Manager
I $29.09
$30:53
$32.06
I $33.66 (
$35.35
Assist Director of Community Development
$45.89
$48.18
$50.59
$53.13 I
$55.77
Budget Grants/Project Manager
$3;7..11
'$38:95
$40.90
$42.95 I
$45.10
Building Maintenance Supervisor
$29.09
$30.53
I $32.06
$33.66 I
$35.35
Chief Building Official
$38.77
$40.71
$42.75
$44.88 I
$47.12
City Engineer
$45.89
$48.1`8
I $50.59
$53.13
$55.77
Commercial Services Manager
$36.33
$38.12
+ $40.02
.$42.02
$44.11
Controller
I. $36.81
$38.65
I $40.58
$42.60
$44.73
Engineering Manager "
I $45.89
$48.18
$50.59
$53.13 I
$55.77
Engineering/Traffic Manager
I $45.89
$48:1`8
$50.59
$53.13
$55.77
Executive Assistant o' City Manager
$25.90
$27.20
$28.56
$30.00
$31.49
Geographic Information Systems Manager
I $36.33
I $38.12
$40.02
I .$42.02
$44.11
Housing Administrator
,$38.77
I $40:71
I $42.75
$44.88
$47.12
Housing Program Specialist
$32.66
$34.29
I $36.02
$37.81
$39.70
•,
Information Systems Manager
$36:33
I, $38..12
$40.02
I $42.02 I
$44.11
Human Resources Manager.
I $43.09
$45.24
$47.50
$49.88 I
$52.36
Legal Assistant
$25.36
$26.65
$27.97
$29.37
$30.84
Park Maintenance Supervisor
$29.09
$30.53
$32.06
$33.66
$35.35
Parks & Landscape Manager
$37.11
$38.95
$40.90
$42.95
$45.10
Planning Manager
$38.77
$46.71
$42.75
$44.88
$47.12
Principal Planner
$36.30
$38.12
$40.02
$42.02
$44.11
Public Facilities Manager
$37.11.
$39`:95
$40.90
$42.95
$45.10
Public Facilities., and,Services Projec.t;Mgr
$36.33
$38.12
$40.02
$42.02
$44.11
Public Safety Communication Manager
$36.33.I
$3:8.12
$40.02
:$42.02
$44.11
Public Works Manager
$29.09
$30.53
$32:06.
$33.66
$35.35
Recreation Supervisor
$28.02
$29.43
$30.89
.$32.43
$34.06
Redevelopment Program Manager
$3 8. 7 7
$40.71
$42.75
$44.88
$47.12
Redevelopment Project Manager
$36.33
$3:8.12
$40.02
$42.02
$44.11
Risk Manager.
$36.33
$38.12
$40.02
$42.02,
$44.11
Senior Accountant
t _
$32.66
'04.29
_ $36.02
$3.7.8,1
$39.70
Senior Planner.
$32:66
$34.29
$36.02
$37.81
$39.70
Senior 'Red evelopmentProgram, Manager
$45.89
$48.18
$50.50
$53.13
$55.77
Shelter Supervisor
$19.14
.$20.10-
$21:12
.$22.17
$23.28
Supervising Civil Engineer
$45.89
$48.18
$50.59
$53.13
$55.77
Traffic Engineer
$45.89
$48.18
$50.50
$53.13
$55.77
2005 - 2006 City of Petaluma / Unit 9' Compensation Plan
" a6
Traffic Manager
:$41.30
$43-36
$45.53
$4782
$50.19
Utility Engineer
$45.89
$48.18
$50.59
$53.13
$55.77
Utility Maintenance/Operations Supervisor
$2,9..09
$30.53
$32,06
$33.66
$35.35
Utility Manager
$37.11
$38.95
$40-90
$42.95
$45.10
Water Resources & Cons. Engineering Mgt
$45,89
$48.18
$50..59,
$53.13
$55.77
Water System -Supervisor
$29,.04
$30:49
$32.10.1
_$33.60
$35.29
Salary Ranges Effective July 4, 2005 through June 3:0; 2006 - 2% increase
0 -Mg fioti'o- n -
A
Accounting Manager
$37.06
$38.91
$40.86
_$42;90
$45.0.5
Accounting Office Supervisor
$27.07
$28.42
$29.84
$11;'34
$32.90
Airport. D.iylsion.Manager
$20.18
$21.19
$22.25
$23.36
$24.53
Animal Services Manager
$29.67
$31.15
$32.71
$34.35
$36.06
Assistant Director of Community
$46-81
$49.15
$51.:61
$54.19
$56-90
Development
Budge,t'Grants/Ptoject Manager
$37.85
$39.74
$41.73
$43.82'
$4:6.01
Building Maintenance Supervisor
$29.67
$31.15
$32.71
$34.35
$36.06
Chief Building. Official
$39'.55
$41.53
$4.160
$45.78
$48.07
City Engineer
$46..81
$49'.15
$51,61
$54.19
$56.90
Commercial'Services Manager
$3706
$38.91
$40.86.
$42.90
$45.05
Controller
$37.55
$39.43
$41.40
$4147-
$45.64
Engineering Manager
$46.81
$49.15
.$51.61
$54.19
$56.96
Engin.eering/Traffic'Manager
$46.81
$49.15
$51.61
$54.19 L
$56.90
Executive Assistant to City Manager
$26:42
$27.74
$29.13
$3.0.58
$32.11
Geographic$40-86
� Information Systems Manager:
S37.W
$38.91
j
$42.90
$45.05
-
Housing Administrator
$39.55
$41.53.
-$43.60,
- $45.78
$48.07
Housing!Program Specialist
$33.31
$34.98'
$36.12 .$38.56
$40.49
Infofftufti(jif,Systerns Manager
$37.06
$38.9,1
$40.86
$42.190
$45.05
Human Resources Manager
$43.95
$46.15
$48A5
$50.88
$53.42
Legal. Secretary
$25.87
$27.16,
$218.52
$29.95
$3.1.45
Park Mai . ntenance:S . uvervisw
v9-.67,
$31:15
$321.7-1
$34.3 - 5
$316.06
Par.. - k,s & Land . scape:-Manager -
$37.85.
$39.74
'$41.73
$43.82
$46.01
Planning Manager
$39.55
$41.53
$43,60
$45.78
$48,07
!Principal Planner
$37.03
$38.88
$40.83.
$42!87
$45.01
Public Facilities Manager
$37.85
$39.74
$41.73
$4182
$46.01
Public Facilities. and Services Project
$37.06
$38.91
$4'0.8*6.
$42.90
$45.'05
Manager
-
Public SafetyComnifthication Manager
$37.06
$38.91
-$40.86
:$42,90
'$45.05
Public Works Manager
$29..67
$31.15
$32.71
$.34:35
$36.06
Recreafibn Supervisor
32'5.58
$30.01
-$31,51
-V3*08:
.,$34.74
Redevelopment 'Program Manager
$39.55
$41.53
$43.60
$45.78
$48,07
Redevelopment°Profect Manager
$3706
$38.91
-$40,86
$42.90'.
$45 05
LJ
2005 - 2006 City of Petaluma / Unit 9 Compensation Plan 20 -?
Risk Manager
$37.06
$38.91
$40.86
$42.90
$45.05
Senior Accountant-
$33.31
$34.9.8
$36.72
$38.56
$40.49
Senior Planner"
$33.31
$34.98
$36.72
$38.56
$40.49
• Senior Redevelopment Program Manager
$46.81
$49.1-5
$51.61
$54.19
$56.90
Shelter Supervisor
$19.52.
$20.50
$21.52
$22.60
$23.73
Supervising Civil Engineer
$46.81
$49.15
$51.61
$54.19
$56.90
Traffic Engineer
$46.81
$49.15
$51.61
$54.19
$56.90
Traffic Manager
$42.1-3
$44.24
$46.45
$48.77
$51.21
Utility Engineer
$46-.81
$49.15
$51.61
$54.19
$56.90
Utility Maintenance/Operations Supervisor
$29.67
$31.15
$32.71
$34.35
$36.06
Utility Manager
$37.85
$39.74
$41.73
$43.82
$46.01
Water Resources &. Cons. Engineering
$46.81
$49.15
$51.61
$54.19
$56.90
Manager
Water System Supervisor
$29.62
$31.1.0
$32.66
$34.29
$36.00
2005 - 2006 City of Petaluma / Unit 9 Compensation Plan 21 2