HomeMy WebLinkAboutResolution 96-247 08/19/1996RESOLUTION NO. 9.247 N.C.S.
of the City of Petaluma, California
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
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 employee's compensation; and,
WHEREAS, the City Manager has recommended that employees in Unit 1
receive salary and supplemental wage benefits,
NOW, THEREFORE, BE IT RESOLVED that the supplemental wage benetts
as specitied in the attachments for employees in this Unit, being in the best interest of
the City, be approved and shall become effective August l9, 1.996.
Under the powerand authority conferrod_upon thiaCouncil by the Charter of said City
REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the Approved as to
Council of the City of Petaluma at a (Regular) Z(~~jppp~l3t~gy~) meeting form
on the .],9.111 .............. day of ...........t~1ltgast....'.,.......................... 19..dG. by the
following vote; ...--"°"'-..........
'City Attorney
AYES: Maguire, Hamilton, Barlas, Read, Shea, Vice Mayor Stompe, Mayor Hilligoss
NOES: None
ABSENT: None /~Uj~ ~~~ - '',~ ~ ~ ~ ~lJ~ f
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ATTE&T: ...... ......._.....:. ........... ...._..........._...... ~--<.~-.L~.'~..-_ _~`.'.!tiYiu'f ./..... ~ ................ _!~~.: ~.
~ y Cierk ~ Mayor
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CA 1065 Res. Na .._....~.~.-~ NC.S.
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CITY OF PETALUMA
COMPENSATION PLAN FOR iJNIT 4 - (PROFESSIONAL)
FISCAL YEAR 1996-1997
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TABLE OF CONTENTS
GENERAL
Section I. Term of'Agreement
COMPENSATION
Section 2. Salary
Section 3. Retirement Contribution
Section 4. Overtime
Section 5. Call Back<Pay
Section 6. Sfand'By;Pay
Section 7. Rates.ofPay°On,Permanent Transfer To A New Classification
Section 8. Temporary Work Out of Classification
Section 9. Compensation for Clothing Loss
Section 10. Vacation, Payment of
Section 11. Sick Leave, Payment at Retirement
Section 12. Deferred Compensation
Section 13. Retiree Benefit Payments
Section 14. Fiealth/DentaLGare CashBack
INSURANCE
Section 15. Health Insurarice
Section 16. Dental Insurance
Section 17. Life;Insurance
Section 18. Disability Insurance
Section 19. Vision Insurance
Section 20. Other I-Iealth: & Welfare Payments
LEAVES
Section 21. Vacation
Section 22. Sick Leave
Section 23. Bereavement Leave
Section 24. Holidays
Section 25, Military Leave
Section 26. Leave of Absences WithoutPay
Section 27. Jury Leave
Section 28. Compensatory Time Off
Section 29. Family Medical Leave
OTHER
Section 30. ~ Retirement.
Section 31. Grievance Procedure
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GENERAL
Section 1 Term of A"areement
This compensation plan,§hall be fora one (1) year term for the fiscal year'commencing Julyl, 1996 through June
30, 1997.
COMPENSATION
Section 2. Salarv
The City shall,adopt the following salary ranges for each of the employees in the following classifications during
the term of this compensation plan.
UNIT 4 (PROFESSIONAL)
EFFECTIVE September 23,1996
I II III IV V
Assistant Planner $:18.86 $ 19.80 $ 20.79 $ 21.83 $ 22.92
Associate Civil Engineer $ 25.59 $ 26.87 $ 28.21 $ 29.62 $ 31.10
Associate in Civil Engineering $ 24.54 $ 25.77 $ 27:06 $ 28.41 $ 29.83
Associate Planner $ 2L13 $ 22.19 $ 23.30 $24.46 $ 25.69
Buyer $ 18.86 $ .19.80 $ 20:79 $ 21.83 $ 22.92
Plans Examiner $.21.98 $ 23.08 $ 24.23 $ 25.44 $26.71
Program Coordinator $.20.96 $ 22.00 $ 23.10 $ 24.26 $ 25.47
Recreation Coordinator $ 12.68 $ 13.32 $ 13.98 $ 14.68 $ 15.42
Section 2A
Upon receipt 6y the Personnel Office of an employee's Certification as a Registered Civil Engineer he/she shall be
advanced fo the classification of Asso ciate Civil Engineer at the beginningof the next pay period.
Section 3.:Retiremenf Contributions
The percentage of each en
rmm~ensation Plan•:as the
to'
r------
pursuant to City of Petaluma Resolution 90'=363
employee shall now have an increased base sala~
contribution to PERS>previously'paid as,EPMC
~eviously paid by the City prior to the adoption of this
4ember Contnbutron (EMPC) shall instead be pazd to the
i. For'purpose§ df withholding, the City shail.defer that
tS throughSection 4.14(h)(2) of the Internal Revenue Code
Therefore, for. calculation of base salary at retirement, the
that will include the total. amount of the employee's
The employee's contribution will bewithfield from the employee's pay by the.City, and the City will make the
employee's payment of the employee: contribution directly to PERS on behalf of the employee. The employee
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may not make an election to take his amount in salary and/or to make the payment to PERS. Theaax exemption
does not apply^to FIGA/social aecurity. The following is an example of the application of IRC 414(h)(2) as
applied to a miscellaneous employee..
An employee makes $1;000 per month base salary. Under the prior contract the.employee was not responsible
for paying 7% of,the:required 7% employee contnbution. The Crty was responsible'forpaying 7% ($70.00),
which was a City responsibility that was m addition to the $1,000 base salary.
Under the 414(h)(2) method, the EPMC~will revert to salary and the employee's base salary will now be $1,070.
Of this , 7% (approximately $75.00) will be paid to PERS from the $1,070. The full 7% wdl be tax exempt and
this means the employee will pay taxes on $995.00.
Section 4. Overtime
A. General. All hours .worked in excess of eight (8) in anyone day or in excess of forty (40) in any work
week shallbe compensated for.at the oveitrme rate which shall be one and one-half (1:5) trrrres the
regular rate of pay. Overtime shall not be pyramided or compounded. For those employees that work an
adjusted work week through the Voluntary Reduction In Hours Program, overtime wrll be based on the
signed Agreement between'the City and-the Employee.
B. Minimum. Any employee required to work overtime shall, in no case, be compensated for less than one
hour for such overtime.
C. Payment for Work During Leaves. When it becomes necessary by an emergency to have employees work
during legal holidays or the period such employees are entitled to vacation leave, such employees
working on such legal holidays and during penods of vacation shall be entitled to receive additional
remuneration at the rate of one and one-half times their regulaz rate of pay.
Section 5. Ca1CBack Pav
An employee who is called back to work in an emergency situation.after having completed his/her.regulaz
shift and left the city premises shall receive a mnilmum oftwo (2).hours work or-two (2) hours pay, at the
overtime rate. To the extent an employee is paid overtime:premlum pursuant to the overtime schedule
under Section 4 (Overtime) listed above, he/she shall not be;pald`overtime premium under the call-back
section for the same time worked. This pazagraph shall not apply to employees who aze called in eazly
for ashift, i.e., when they work continuously from the time they are called in until theirregularshift
begins.
Section 6. Stand-Bv
If, in an emergency.situation, an employee in.this unit is asked to leave work before the end of his/herscheduled
work day wifh the expectation that he/she wi116e 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 agrees to compensate:the
employee for the full:nortiial working day. In exchange, up until the time that the employee's regulaz sluff 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 aze not requrred to work on astand-by basis
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Section 7 Rates of 1?aV, On Permanent Transfer To A New Classification.
When an employee is promoted, 6e/she-shall be paid the hourlyrate next higher to his/her own within the
pay grade'fot the classification to which he/she was promoted
2. When an employee is transferred from one classification to another classification in the same pay grade,
his/her hourly rate shall remain the-same.
A permanent or probationary employee who+is transferred<to a class with a lower salary without a break
in service will receive the same rate of pay he/she received prior to the transfer. Such salary shall not be
increased until the time that a.highersalaty of the class to which he/she was transferred equals or exceeds
his/her salary. Such transfer may be departmental or inter-departmental, and may be made by
appointment from an employment list, temporary appointment, reclassification of position, or
reorganization of department; and -shall be in accord with the personnel rules and regulations. The
provision of this tole doesnot apply in cases of disciplinary demotion, demotion in lieu of layoff, or
voluntary demotion. When,a person,is involuntarily assigned to a lower classification he/she shall receive
the lower rate of pay, effective the first day assigned to that classification.
Section 8. Temaorarv Work'Ouf of Classification
An employee holding a classified position may- temporarily be assigned the duties of another position in a
higher classification. The employee shall receive either the next higher step in the classification to which
he/she is assigned or a 5% increase, whichever is greater. This payment shall begin upon completion of
the first 10 cdntinuous workdays in that assignment.
An employee assigned o a position at an equal or lower classification shall remain at the current rate of
pay.
Section 9. Comaensation for GlothinE Loss
The City Manager is authorized to;provide compensation,to City employees for loss or damage to their clothing
which occurs during the course of carrying-out an official duty..A requesYforcompensation hereunder shall be
submitted in writing, in detail, to the City Manager via the department head concerned. The amount of
compensation,.if any, shall be at the.discretion of the City Manager.
Section 10. Vacation. l'avment at Termination
Employees who Terminate employment shalLbe paid in a lump sum for all accrued vacation leave earned prior to
the effective date of termihafion not to exceed two (2) yeats accumulation.
Section 11. Sick Leave,l'avment of
In the event of the death br 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 receiveto his benefit fifty percent (50%) of his
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accumulated but,unused,sick leave not to exceed 480 hours. The employee may elect not to receive this benefit
and instead place all siclcleave hours into the PERS Sick Leave Conversion Benefit.
Section 12. Deferred:Compensation
The City of Petaluma shall make available to the members of this unit.the City's Deferred Compensation Plan.
Section 13. Retiree BenefitPavments
RETIRED: Employees
An employee with twenty (20)"yeazs of service"and who is.age 50•or olderand who retires on a service
retirement during the term of this agreement, will be>eligible :for $95.00 per month beginning on the retirement
date. The,paymentwill decrease in the:amount of$5.00 per yeaz to $0.00 aRer 20 years if the retired employee
continues in the PEMCHA plan as a teti>•ee. Should the.cetired employee not continue in the PEMCHA plan as a
retiree: Should the retired employee:not continue in the'PEMCHA plan, he/she will be eligible for the full
$100.00. It is the responsibility. ofthe retiree fo notify the City in wntmg that- he/she is not being covered by the
PEMCHA plan andahe City will
commence payment of the $100.00 at the beginning of the month following the receipt. of written notice by the
retiree.
Section 14 Health/DentaLGare Cash Back
An eligible employee may request cancellation of the employee's City paid medical and/or dental insurance
coverage under Section 125 of the.IRS Tax Codes upon presentation to the City of satisfactory proof that he/she
has medreal and/or dental insurance-coverage:from another source: Such a request may be made during the open
enrollment for PEIVICHA medical;elections but.will be, in all cases, subject to the terms and conditions and
cancellation.requirements of the particulaz plan.
When the employee has demonstratedsuch coverage to the City's satisfaction, the City will request cancellation
of the employee's. medical and/or dental coverage, subject to the terms and conditions of the particulaz policy.
Upon actual cancellation of the :employee's,medical coverage; and commencing on the date of cancellation of
such policy, the City-will instead payto the eligible employee, on a monthly basis, an amount equal to 50% of the
"equivalent monthly cost' ;. as defined herein; of msurance coverage of said. employee. Indetermmmg the
"equivalent montlily cost" of such coverage, he City shall calculate the monthly premiumamount which would
be paid bythe City" on the employee's behalf under the Health Plan of the Redwoods plan, based on the
employee's.coverage level°(e.g. self, self plus'+spouse, self plus,spouse plus children). at the time of such
cancellation. However,. if-the actual monthly cost of the employee'scurrent,plan coverage is dessthanthe
monthly HPR cost; then the lower figure shall..be used. In the evenrcoverage is cancelled only for the.employee's
spouse or dependent ctnldren, the reunbursement will" be 50% of the cost difference between the old and new
levels of coverage (as calculated using'the HPR plan).
Upon such cancellation ofthe employee's dental coverage, the:Citywill instead pay to the eligible employee, on a
monthly basis, an amount equal to 50% of he City's"internally genetated estimated monthly cost of the self-
funded dental costs..
Any employee cancelling.coverage will be:required to meet all rules and conditions of the particular plan, "
including but not limited to,.all;rules and conditions governing administration, cancellation, and re-enrollment
eligibility by requesting a cash payment pursuant to this section, such employee understands and agrees as a
condition of receipt of thispayment; that re-enrollment eligibility into any plan is not guaranteed.
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INSURANCE
Section 15. Health Insurance
ACTIVE Employees
The City shall provide the Public Employees'.Nledical Health Cate Act (PEMCH.A) for members of Unit 4. The
premium paid by the City towazd thisprogram hall be in the amount of $100.00 per month per employee.
Section 16. Dental Insurance
The City shall provide.for a group De]ta.Dental Insurance Program fonCity employees, and dependents in this
Unit. Additionally, the City shall'contribute toward an Orthodonture`plan $1,000 per child at a 50% co-payment
rate. The City shall pay, during the period of this Compensation Rlan he full premium toward the City group
dental insurance coverage program. ,
Section 17. Life Insurance
The City shall provide for a group term',life insurance program forGityemployees in this Unit. The City shall
pay, during the course of the Compensation Plan, the insurance premium towazds employee only coverage for
such insurance m the principle sum of $25;000.
Section 18. Disability Insurance
(A) Long-Term Disability Insurance
The City shall provide for a longterm disability plan. The premium to be paid for by the City.
(B) Short Term Disability Insurance
The City agrees that employees in this unitmay, oa a purely voluntary ba"sis and at their own expense, participate
in AFLACS short=term.disability insurance, as long,as the numberof employees electing to participate m the
program meets the minimum participafion.standazds set bythe carrier.
Section 19: Vision Insurance
The City"shall provide a Vision Plan for employees and' dependents. The premium shall be paid for by the City-.
Section 20. Other.,Health and Welfare Payments
The City shall provide to the active members of Units 3 and 4 additibnal monthly health and welfare payments
equal the PEMCHA-Health Plan offhe Redwoods premium amounts less $100.00.
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LEAVE
,Section 21. Vacation
A.1. Amounts All regular employees of the City of Petaluma, after working one 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 beganning with the sixth..year„shall be entiiled.to the egwvalent of one hundred twenty (120) hours of
vacation peryeaz. 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.
A2. Voluntary Leave Plan
.Accruals under the Voluntary Leave Plan shall be prorated to the work week equivalent hours.
B. Scheduling The times during,a.calendar year in which.an employee may take his/hervacation shall be
deterntined by the department head with due respect for the wishes of the employee and particular regard
for the needs of the service. If the requirements of the service are such that an employee cannot-take part
or all of his/her annual vacation in a particular calendar year, such vacation shall be taken during the
following calendar year.
C. Deferral Any eligible employee with~the consent of the.head of his/her department and the Personnel
Office may defer five (5) workingdays of 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 head and the Personnel Officer rioting the details shall be kept on file with the Personnel
Officer. Vacation time accurirtilated~in excess of two yearsshallbe lost: In the event one or more
municipal holidays fall.within an annual vacation leave, such holidays shall not be charged as vacation
leave and vacatior leave shall be extended accordingly.
Section 22. Sick Leave
A. General Sick leave with pay shap,6egranted to all employeeg asset fonh in this section. Sick leave is
not a right which an employee`mayuse at his/her discretion; but.rather, shall be used only in case of
personal`illness, disability orthe senous illness or injury of an employee's family member which requires
the employee's attention. The;term family members shall include: spouse, children, parents, spouse's
pazents;'brothers, sisters of otherindividuals whose relationship to the employee is that of a dependent or
near dependent.
B.1 Accrual Sick-leave shall accrue to alhfull-time. employees at the rate of eight hours for each month of
continuous service. No employee shall accumulate more sick7eave in any year than provided..
B 2. Voluntary Leave'Plan
Accruals under the Voluntary Leave Plan shall: be prorated to the work week equivalent hours.
C. Notification Procedures, In order io receive compensation while absent on sick leave; the employee shall
notify his/het.•immediate superior orthe PersonneLOfficeprior to or within four hours after the time set
for beginning his/her daily duties:as may be s"pecified by the head ofhis/her department. When absence is
for more than three days,duration, the employee-may be required to file a physician's certificate with the
Personnel Office'stating the cause of the absence.
D. Relationship to; Workers Compensation Benefits •shall be payable in situations where miscellaneous
employee's.absence;is due to industrial injury as provided in California State Workers' Compensation
Law. During-the first- hree (3) work days when the employee's absence has been occasione3 by ihjury
suffered during: his/heremployment and he/she receives Workers' Compensation, he/she shall receive full
pay. Following this period sick leave may be aaupplement to the Workers' Compensation benefits
provided the employee. Compensation is at his/her regular rate for a period not to exceed six months, or
until such sick leave is exhausted, or'the disability is abrogated,-or that employee is certified "permanent
and stationary" by. a competept medical.authority. The City shall pay him/her the regular salary, based on
the combihation of the Workers' Compensation benefit plus sick leave.
Sickdeave forindustrial irijury shall hot be allowed for a disabilityresulting 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 ishall be abrogated, subject only to the limitations provided under this
Memorandum of Understanding: .
E. Sick Leave 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 head, to the Personnel Office naming
the individual to receive the sick leave and the amount donated, with the following restrictions:
1. Employees who wish to transfer sick leave must retain a minimum of 160 hours of sick
leave to be eligible to transfer sick leave.
2. All such transfers of sick leave are irrevocable.
The employee•receiving-the sick leave transfer must have zero (0) hours of accrued sick
leave, vacation and CTA leave on the books.
4. Employees may not buy or sell sick-leave. Only the time may be transferred.
Employees may not'transfer sick leave upon separation ofservice.
6. Transfer-of sick leave shall be allowed between Units 1,4, 8 and 9.
No more tharn ninety (90) workdays of Sick Leave maybe received by an employee for
any one illness or injury.
Section 23. Bereavement Leave
A.1 In the event of the death of an employee's spouse, mother, step-mother, mother-in-law, father, step-
father, father-in-law,.brother, sister, child, including an adopted child, grandchild and grapdparent, an
employee who attends the fiineral shallbe.granted time offwork with pay. The amount of ume off work
with pay shall be only that which.is°sequired to attend the funeral and make necessary funeral
arrangements, but;in no everitsfiall it exceed three,(3) working,days. These three (3) days shall not be
chargeable~to sick leave. An additional two (2) days required for necessary funeral arrangements may be
charged to the,employee'saick leave and any additional ttme beyond these two days may be charged,to
accumulated vacation or leave without-pay. Such bereavement leave shall not be accruable from fiscal
year to fiscal year, nor shall it have any monetary value if unused.
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A:2. Voluntary Leave PI_an
Accruals undei•'the Voluntary Leave Plan shall be protated to the work week equivalent hours.
Section 24. Holidays
A. FIXED HOLIDAYS: The Ciry shall observe eleven (il)fixed-date holidays. These holidays shall be
established for the City's fiscal yeaz as determined byCity Council resolution.
B. FLOATING HOLIDAY: During the•Eiscal Year the Citywill authorize one (1) "Floating Holiday" per
employee,. which may be taken by the employee at a time selected by the employee, subject to operational
regwrements,and approval determned„by the City. Employees hired between July 1, and December 31,
will be eligible fora "Floating Holiday" during the course of the Fiscal Year.
C. VOLUNTARY LEAVE PLAN:
Holidays taken during the Voluntary Leave Plan shall be prorated to the work week equivalent hours
under the voluntary leave plan.
Employees on a Voluntary Leave fora fixed.period will not be paid.for any holidays falling within the
fixed leave-period.
Section 25. Military Leave
Military leave shall be arranged in.accordance with the provisions ofState Law. All employees entitled to
military leave shall give the appointing power an opportunity within the limits of military regulations to determine
when such leave shall be taken.
Section 26 Leave of Absence Without.Eay
A. 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, orbenefits for an additional penod.not to exceed six (6)
months. No such leave,shall be granted: except upon writtenrequest of the employee setting forth the
reason forthe°request, and the approval`will be in writing. Upon expiration of a regularly approved leave
or withina reasonable period of time afternotice to return to duty, the employee shall be remstated,in-the
position held at the time leave .was granted. Failure on the part;of an employee on leave to report
promptly at its expiration, or within a reasonable time afternohce to return to duty, shall be cause for
discharge.
B. Employees.maY reduce their workweek upon approval of their Department Head and the City Manager
under a Voluntary Leave Without Pay plan, not`to exceed,20% of their annual work schedule. Medical
premiums will continue to be.paid by the City and employee as if working a full schedule.
Section 27. Jury Leave
Every classified employee of the; City who is called or required to serve as a trial juror shall be entitled to absent
himself from his duties with the City during-the period of such service.or while necessarily being present in court
as a result ofsuch call: Undei'such circumstances, the employee shall be paid the difference between his full
salary and any payment received by him, except travel pay, for•such duty. This compensation shall not extend
beyond twenty (20) working days.
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Section 28. Comtiensatocv Time Off
Employees may receive, inlieu of being paid for overtime; compensatory time off at a mutually agreeable time
between the City and the employee ubject to. the operation requi;ements of the City and with approval
detemuned by the City. No employeemay earn mote than two hundred forty (240) hours of Compensatory
Time Off perfiscal.year. In addition, no employee mayretain onahe'books more than forty 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.
Section 29. Family i1~Iedical Leave Act
Pursuant to the Family and Medical Leave Act of 1993;: FMLA leave maybe granted to an employee who has
been employed;for at least-twelve (12);months by the Ciry and who has provided at least 1,250 hours of service
during the twelve (12) months beforethe leave is requested. The leave may be granted up to a total of twelve
(12) weeks during the fiscal yeaz for the following reasons:
A. Because of the birth of a child or placement for• adoptionor foster care of a child;
B. In order to care for the spouse, son, daughter, parent, or one who stood in place of a pazent of the
employee, if such spouse; son, daughter, parent, or "in locopazentis" has a serious health
condition;
C. Because of a serious health condition that makes the employee unable to perform his employment
functions.
The employee must provide the employer with,thirty (30) days advance,notice of the leave, or such notice as is
practicable, if thirty {30) days notice`~is not possible. The employee must provide he employer with certification
of the condition from a health care provider; The employer; at employer 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 employer expense will be sought.
An employee seeking;FMLA leave must first use paid sick time (if applicable) and vacationbefore going on
unpaid leave. The total amount of familyleave paid and unpaid will not exceed a total of twelve (12) weeks. In
any case in which a husliand,and wife entitled to family leave,are both employed,by the employer, the aggregate
number'ofworkweeks of leave to which both maybe entitled maybe limited",to twelve (12) weeks during,,ahy
FiscaGYeaz if such'leave is taken because of;the,birth of a child orplacement for adoption or,foster care of a
child.. The employee will be responsible for his share of the health insurance cost during the leave. Ifahe
employee doesnot return from the leave, he is'responsible for the total insurance premium paid by the employer.
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Section 30. Retirement
OTHER
The City of Petaluma's retirement plan under the Public Employees' Retirement System shall consist of the
following items:
Miscellaneous-Employees: 2% @' 60
Options: 1959':Survivors Benefit ('1st Level)
One year Final Compensation
Unused Sick Leave Credit
Military Service Credit as:Public Service
Section 31. Grievance Procedure
A Purpose of Rule
(1) To promote improved:employer-employee relations by.establishing grievance procedures on
matters for which appeal or hearing is not provided by otherregulations.
(2) To afford employees individually or through qualified.employee organization asystematic-means
of obtaining further consideration of problems after every reasonable effort has failed to resolve
them through discussions.
(3) To provide that grievances shall be settled as near as possible to the point of origin.
(4) To provide thatappeals shall be conducted as informally as possible.
B. Matters Subject To Grievance,Procedure The Cmevance procedure,shal] be used to process and resolve
grievances arising'out of the interpretation, application, or enforcement of the express terms of this
compensation plan.
C. Informal Grievance Procedure. An employee who has a problem or complaint should firsttry to get it
settled through discussion with his immediate supervisor'without undue delay. If, after this discussion, he
does notbelieve3he problem has beenaatisfactorily resolved, he shall have the right to discuss it with his
supervisor's immediate supervisor;-if any„ in the administrativeservice. 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 shall then have the right to file a formal
appeal in writing,within ten (10}calendar days after receiving the informal decision of his immediate
superior. An informal appeal shall not be taken above•the'appointing power.
D. Formal Grievance Procedure (levels ofreview through chain of command)
(1) First level of review The appeal,shall be presented in writing to the employee's immediate
supervisor, who shall render his/her•decisiorrandcomments,inwriting an8 return them to the
employee`-within five (5) calendar'days.atter receiving"the appeal, If the employee does not.agree
with his/her supervisor's decision; or if-nganswerhas been received within five (5) calendar days,
the employee may present the appeal in writing to his/her'supervisor's immediate superior: Failure
of the employee to take further action within five (5) calendar days after receipt of the written
decision:of his/her supervisor; or within the total of fifteen (15) calendar days if no decision is
rendered; will constitute a dropping of the appeal.
(2) Further level:orlevelsof review as appropriate The supervisorreceivingahe appeal shall review
it, render his/her decision and comments in writing, and'return them to the employee within five
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(5) calendar days after receiving the appeal. If the employee doesnot agree with the decision, or
if no answer: has been received withinfive (5) calendar days, employee may present the appeal in
writing=to the department head. Failure of the employee to take firrtheraction within five (5)
calendar days after receipt of the decision is rendered, will constitute adropping-of the appeal.
(3) Department Review The department head receiving the appeal of his/her designated
representative; should discuss the;grievance with the employee, his/her representative, if any, and
with otherappropriate persons. 'The depatment head shall render his/her decision and comments
in writing, and return them to the<employee withirrfive (5) calendar days after receiving the
appeal. If the employee does not agree: withthe decision.reached, or if no answer has been
received within five (5) calendardays afterreceipt of the decision or within a total of fifteen (15)
calendar days if no decision is rendered, will constitute a dropping of the appeal.
(4) City Manager The City Manager receiving the appeal or_his designated representative should
discuss the grievance with the-employee, his/her representative, if any, and with other appropriate
parsons. The CityManager'may designate a fact findingjcommittee, officer not in the normal line
of supervision, or Personnel Board to advise him concerring the appeal. The City Manager shall
render a decision in writing to the employee within twenty (20) calendar days after recewmg the
appeal.
(5) Conduct Of Grievance Procedure
(a) The time limits specified above may be;extended to a definite date by mutual agreement of
the employee and the reviewes concerned.
(b) The employee,mayrequest the assistance of another person of his/hec own choosing in
preparing and"presenting his/her appeal at any level of review.
(c) The employee and.his/her representative maybe privileged to use a reasonable amount of
work time as determined by the appropriate department head in conferring about and
presenting the appeal.
(d) Employees shalt be assured freedom from reprisal for using the grievance procedures.
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