HomeMy WebLinkAboutResolution 96-246 08/19/1996RESOLUTION NO. 96-246 N.C.S.
of the City of Petaluma, California
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES IN UNIT 1 (Contidential)
WHEREAS, the employees in Unitl 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 henetits
as specified in the attachments foremployees in this Unit, being in the hest interest of
the City, be approved and shall become effective August 19, 1996.
Under the power and authority conferred upon this Council by the Charter of said City.
REFERENCE: I hereby certify the foregoing ReaoluHon was introduced and adopted by the Approved as to
Council of the City o[ Petaluma at a (Regular) $~4~stLtb~K>t>Zl meeting ^form
on the ..19.t11 .............. daY of ............August................................, 19...9.fi, by the ' )
.............................
following vote: -.-.-._~
City Attorney
AYES: R9aguire, Hamilton, Barlas, Read, Shea, Vice Mayor Stomps, Mayor Hilligoss
NOES: None
ABSENT: None ` ,///////77// ~ ~~~///~~/~~~~
ATTEST: ...... ..._......_ . ................................_ /.~~..............._._~ v..!~:..:.................~ _.........-- •---.......~-~-~f..
ity Clerk Mayor /
Cowal Fila.._.-_._._....._. ~
CA 1085 R<e. No....._9.C]-Z46_.... N.C.S.
X11'=--
CITY OF PETALUMA
COMPENSATION PLAN FOR UNIT I
FISCALYEAR 1996 - 1997
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TABLE OF'CONTENTS
GENERAL
Section 1. Term of Agreement
COMPENSATION
Section 2. Salary
Section 3. Retirement Contribution
Section 4. Overtime
Section 5. Call Back Pay
Section 6 Stand By Pay
Section. 7: Rates of Pay on ;Permanent Transfer
To New Classification
Section 8. TemporaryWork Out of Classification
Section 9. Compensattorr for Clothing Loss
Section 10. Vacatton, Payment at Termination
Section 11. Sick Leave, Payment at Retirement
Section 12. Deferred Compensation
Section 13. Retiree Benefit Payment.
Section 14. Health/Dental Care Cash Back
INSURANCE
Section 15. Health Insurance
Section 16. Dental Insurance
Section 17. Life Insurance
Section 18. Disability Insurance
Section 19. Vision Insurance
Section 20. Other Health & Welfare Payments
LEAVES
Section 21 Vacation
Section 22. Sick Leave
Section 23. Bereavement Leave
Section-24. Holidays
Section 25. Military Leave
Section 26. Leave of Absences'Without Pay
Section 27. Jury Leave
Section 2$. Compensatory Time Off
OTHER
Section 29. Family Medical Leave Act
Section 30 Retirement.
Section 31. Grievance Procedure
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GENERAL
Section 1~. Term of Agreement
This compensation plan shall be for a one (k) year term for the fiscal,year commencing July 1,1996, through June
30, 1997.
COMPENSATION
UNIT 1 (CONFIDENTIAL)
Section 2. Salary
The~City shall adopt the following salary ranges for each of the employees:in the following classifications during the
term of this compensation plan.
Effective September 23 ~ 1996.
I II III IV V.
Administrative Secretary $`14:97 $ 15.72 $ 16.50 $ 17:33 $ 18.20
(Confidential)
Deputy City Clerk (Confidential) $ 14.06 $ 14.77 $ 15:51 $ 16.28 $ 17..10
Information Systems Technician $ .16.72 $ 17.56 $ 18..43 $ 19.35 $ 20.32
(Confidential)
Office Assistant II (Confidential) $ 12.02. $ 12.62 $ 13.25 $ 13.91 $ 14.61
Payroll Technician (ConfidentiaQ $1`5.90 $ 16.70 $ 1,7:53" $ 18.41 $ 19.33
Personnel Technician (Confidential) $ 15.92 $ 16.72 $ 17.55 $ 18.43 $ 19.35
Secretary (Confidential) $ 12;58 $ 13.21 $ 13.87 $ 14.56. $ 15.29
Section 2a. Premium. Payment
Positions assigned to the Confidential Unit=sfiall receive a premium payment of $50.00 per month.
'Secfion3. RetiuementContributions
The percentage,of each employee's PERS contribution previously paid.by the City prior to the adoption of this
Compensation Plan as the Employer Payment of Member Contributron (EPMC):;shall in"stead be paid to_the
employee whoahall then pay thatamount;to PERS. For purposes of withholding, the City shall.defer that portion of
the employee's contribufiompaid to PERS [hrough Section 414(h)(2) of the Internal Revenue Code.pursuant to City
of Petaluma Resolution 90-363. Therefore;; for calculatiomof ,base salary at retirement,. the employee shall now have
an increased base salary that will include the total .amount of the employees' contribution to PBRS previously paid as
EPMC. The employee's contribution will be withheld from'the employee's payby the City, and the City will make
the employee's payment:of the; employee coritribu6on directly to PERS'on behalf of the employee. The employee
,may not make an election to,take Uus~amounf:in 'salary and/or to makeae payment fo, PERS. The tax exemption
does not-.:apply to FICA/social'security. The following rs an example of the application of IRC 414(h)(2) as applied
to a:miscellaneous employee.
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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 contribution The City was,responsible for paying 7% ($70.00),.: which was a
City;responsibility that was in addition-to the$1;000'base salary.
Under the 414 (h)(2).method,_the EPMG will revert toysalary and the employee's base salary will now be $1,070. Of
thi"s, 7% (approximately`$75:00) will be paid to PERS from the'$1,070. The full 7% will 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 any one+day or_in excess of forty (40) in any work week shall
be compensated for at the overtime rate'which shaltbe one and' one-half (1.5) times the regular rate.of pay.
Overtime shall nofbe pyramided.,or compounded. For tho"se employees that work an adjgsted•work week
through the Voluntary Reduction Tn Hours Program, overtime will 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 for all hours workedover IS minutes..
C. Pa~rrtent for Work I)urin,~Leaves ' Whentit becomes necessary by an emergency to have employees work during
legal fiolidays or the period such employees are entitled to vacation leave, such employees working on such legal
holidays and.during•periods ofvacatton;shall be entitled to receive additional remuneratton at-the rate of one and
one-half times their regular rate of pay,
Section 5. Call Back Pav
An employee who is called,back to work in an emergencv situation after having completed his/her regular shift
and left the city premises shall receive a minimum of two (2) hours work or two (2) hours :pay, at the overtime
rate. To the extent an employee~ispaid overtime premium pursuant to the overtime schedule under Section 4
( ~ ) p p e call-back section fofthe same time
Overhme listed above, he/she shall not be aid overtime remium under th
worked. This_ paragraph shall.not apply to employees who aze'called in.early for a shift; i.e., when they work
cominuously from the time they aze called?in until their regularahift begins.
Section 6. Stand By Pav
If, in an emergency situation,;an employeem this,;unit is asked to leave work before the end of his/her scheduled;work
day with the:expectatidn thahe/she will be calledback to work to finish the remainder of theirwork day•at a later time;.
but_the employee•is not in factcaIled back to workfhat day, the City agrees to compensate the employee for the:full
normal woiktng~ day In exchange, up until the time hat-the employee's regular shift is scheduled to end, such employees
will be on stand-by status, without any entitlement to any extra compensatton. Except as so specified, employees in this
unit are not required to'work on a stand-by basis.
Section 7 Rates~of Pav on.Permanent'Transfer'to aNew Classification
When an employee is promoted,,he/she shalt be paid the hourly rate next higher to his/her own within the pay
grade for 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 shalLremain•fhe same.
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3. A permanent or probationary employee who is`transfeged to a class with a lower salary without a break in
service will receive the same rate of pay he/she received priorto the transfer. Such salary shall not be increased
until the time that ahigher salary of the°claes to which he/she was trap§ferred equals orexceeds his/her salary.
Such transfer may 6e 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;rule does not 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. Temporary Work Out oFClassification
An employee holding a classified position may temporarily be assigned the duties of another position in a higher
classification for a period not to exceed ninety (9Q) calendar days,during any fiscal yeaz. The employee. shall
receive either the next higher step inahe classification to which:he/she is assigned or a 5% increase, whichever is
greater. This payment shall begin upon• completion of the first l4 days in that assignment.
An employee assigned to a position at an equal or lower classification shall remain at the current rate of pay.
Section 9 Compensation for Clothing Loss
The City Manager is authorized,to provide compensation to Cityemployeesforloss or damage to their clothing which
occurs during the course of carrying out:arr-official duty. A request for compensation hereunder shall be subantted 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. Pavment at Termination
Employees who terminate employment sha1C be paid in a lump sum for all accrued vacation leave earned prior to the
effective date of termination.
Section 11. Sick Leave. Pavment of
In therevent of the death or retirement of an employee who has•completed4en (10) ormore years ofcontinuous service
with the City, the:employeeshall be paid or shall receive to his:begefit fifty,percent (50%) of his accumulated but unused
sick leave not to exceed.480 hours. The employee may elect notto receive this benefit and instead place all. sick leave
hours into fhe'I'ERS 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.
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Section 13. Retiree Benefit Payments
RETIRED Employees
Ah'employee with'twenty`(20) years of service-ahd who,is age 50 or older and who retires oh a<service retirement during
the.term of this agreement; will'be eligible for $95,00 per month beginning on the retirement date. The payment will
decrease in the amount of $5.00 per yearto $0.00 after 20 years if the"retued employee continues in thePEMCHA plan
as a retiree. Should the retired emplpyee not continue in the PEMCHA plan, he/she will be eligible for the full $100:00.
It is the responsibility of the retiree to notify the City in writing that he/she is not being covered by the PEMCHA plan
and the City will commence payment of the $100:00~at the.begmnmg ofthe month following the receipt of written notice
by the retiree.
Section 14: Heal_th/Dental Care Cash Back
An eligible,employee may request cancellationrofthe employee's City paid medical:and/or dental insurance coverage
under Section 123 of the IRS TaY Codes;upon presentation to the City of satisfactory proof that.he /she has medical
and/or dental insurance coverage from another source. Such a requesrmaybe made dunng the open enrollment for
PEMCHA medical elections but will be, in all cases subject to the terms;and conditions and cancellation requirements of
the particular plan.
When the employee.has demonstrated_such 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 ofahe:particularpoliry. 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 definedcherein; of insurance coverage of said employee. In determining-the "equivalent monthly cost" of such
coverage, the City shalLcalculate the monthly premium amount which would be patd by the City on the employee's
behalf under the Health Plan of the Redwoods. plan; based on the employee'sicoverage level (e.g. self, self plus spouse,
selfplus spouse plus children) at the time of such cancellation. However, if the actual monthly cost of the employee's
.current plap.coverage is less than the montlily I3PR cost, then the lower figureahall be used. In the event coverage is.
cancelled only for fhe employee's spouse or dependent children, the.reimbursement 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 City will instead pay to the eligible employee, on a
monthly basis, an amount equal to 50% of the City's internally generated estimated monthly cost of the self-funded
dental costs. "
Any-employee cancelling coverage will,be required xo meet all rules and conditions of the particular-plan, including; but
notaimited to;;all"rules and conditions governing"administration, cancellation, and re-enrollment eligibiliiybyrequesting
a cash payment pursuant fo thisaection, such employee undersfands and agrees as a conditiomof receiptof this payment;
that re-enrollment eligibility into"any plan,in not guaranteed.
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INSURANCE
Section l5. Health Insurance
ACTIVE Employees
The City shall provideahe Public Employees' Medical Health Care Act (PEMCHA) for members of Unit 1. The
premium paid bythe City toward this program'shalIbe in the amount of $100.00 per month per employee.
Section. l6. Dentallnsurance
The City shall provide for is group Delta Dental Insurance Program for City employee and dependents in this unit.
Additionally; the Cityshall contnbute toward an Orthodonture plan $1,000`per child at a 50% co-payment rate. The
City shall pay, during the period of this Compensation Plan the-full premrumtoward the City group dental insurance
coverage program.
Section 17. Life Insurance
The City shall provide for a group tenor life insurance progzam for City employees in this unit. The City shall pay,. during
the course of the Compensation Plan, the insurance premium towards employee. only coverage for such insurance in the
principle sum of $25,000.
Section 18. Disability Insurance
Long_Term: The City shall provide for-along-term disability plan. The:premium to be paid for by the City.
Short-Term: The City agrees that employees in his unit may, on.a purely voluntary basis and at their own expense,
participate in AFLAC's short-term disability insurance, as long as the numtier of employees electing to participate in the
program meets the minimum participation standards set by the. 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'Aealth And Welfare Payments
The City shall provide to -,the active members of Unit 1 additional monthly health and welfaze payments equal the
PEMCHA Health Plan of the Redwoods premium amounts less $100.00.
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LEAVE
Section 21. Vacation
Amounts All regulai= employees of The City of Petal_uma;,:after working one full year are entitled to the equivalent.
of eighty (80);hours of vacation with pay m the year followingahe year m which vacation is earned.
All regular employees of the City of Petaluma, after five (5) years. of continuous service-with the City, and
beginning with the sixth yeaz, shall be entitled to the equivalent of one hundred twenty (1200 hours of vacation
.per year. After ten.(] 0) years of continuous'service with the City, eight (8) hours of vacauon shall be added for
each year of continuous service to a maximum of two hundred (200) hours of vacation.
A.2. 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/her vacation shall be determined
by the department head with due tespecffor the wishes of the employee and particular resard for the needs of the
service: If tte requirements of'theaervice are such that an employee cannot take part or ail of his annual
vacation in a particular calendar year,;such vacation shall be taken during the following calendar year.
C. Deferral Any eligible employee with the consent of the head of his/her department and the Personnel Office may
deferfive{5} working days of his/her'aruiual vacation to the succeeding calendar year subject to other provisions
of this rule. A written report of,each deferred vacation signed bythe appropriate department head and the
Personnel Officer noting the details shall be kept on file with the Personnel Office. Vacation time accumulated in
excess of two years shall be lost. Ih.theevent one or more municipal holidays fall within an annual vacation
leave, such holidays shall noY be charged as vacation leave and vacauon leave shall be extended accordingly.
Section 22. Sick`Leave
A. General Sick leave with pay shall begranted'to alLemployees as set forth in this section. Sick leave is not a tight
which an employee may.use at his/her discretion, but rather, shall be;used only in case of personal illness,
disability or the serious illness or injury of an employee's family member which requires the employee's attention.
The term family members-shall include: spouse, children, parenfs; spouse's parents, brothers, sisters or other
individuals whose relationship to the employee is that of a dependent or near dependent.
B.1. Accrual Sickaeave shall accrue4o all fiill-time employees atthe.rate of eight hours for each month of continuous
service: No employee shall accumulate more sick leave in any year than provided.
B.2. Voluntary Leave Plan
Accruals under the Voluntary Leave Plan shall be prorated to the workweek equivalent hours.
C. Notification Erocedtires In order to receive compensation while absent on sick leave, the employee shall notify
his/her irmnediate superior or the Personnel Office prior to or within four hours aftei:ahe time set for beginning
his daily duties as.may be specifiedrby the head of his 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. Relationshi~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
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three (3) work days when the.employee'sabsence hasbeenocca$ioned by injury stiffered.during his/her
employment and he/she, receives Workers' Compensation,phe/she shall receive full pay. Following,this period,
sick leaye;may be asupplementito the VJoikers' Compensation benefits provided-the employee. Compensation is
at his/her regular rate for a penod'not to exceed six-months; or'unti) such s~ck,leave is exhausted; or the disabilit}'
is abrogated, or that employee is certified "permanent and stationary" by a.competent medical authority. The
City shall pay liim/her-the regular salary, based on the combination of the Workers' Compensation benefit.plus
sick leave.
Sick leave forindustrial injury shall not be allowed for a disabilitytesulting from sickness, self-inflicted injury or
willful misconduct.
The City may retire any employee,prior;to the exhaustion ofaccumulated sick leave, at which time;all,accrued
but unused sick leave shall be+abrogated; sti6ject only to the limitations provided under this Memorandum. of
Understanding.
E. Sick Leave Transfer Policv Entployeeswishing to donate hours of sick leave to another employee:may do so by
sending a written request, apptdved by their department head, to thea?ersonnel Office naming the individual to
receive the sick leave and the amount donated, with the following restrictions:
1. Employees who wish;to transfer sick IeavemusYretain a minimum of'160 hours of sick leave to be
eligible to transfersick leave.
2. All such transfers of sick-leave are irrevocable.
3. The employee receivingthe sick leave transfer must.have zero (0) hours ofaccrued sick leave,
vacation,and;CTA,leave;ogthe books.
4. Employees may-not buy or--sell sick leave. Only the;,time may be transferred.
5. Employees may not transfer sick leave upon sepa~atibn.of service.
6. Transferof sick leave slall:be allowed between Units 1, 4, 8 and 9.
7. No more han ninety (90)'workdays of Sick Leave maybe received by an employee for any one
illness or injury.
Section 23. Bereavement Leave
A. In the event ofihe death, ofan employee's spouse, mother;astep=mother;. mother-in-law, father, step-father,
father-in-law, brother, sister, child,.. including an adopted child, grandchild and grandparent; anemployee who
attends the funeral shall be granted time off work w~th'pay. The,-'amount of time off work with pay shall` be only
that which is requiredto attend the funeral and make necessary'funeral arrangements, but in no event shall it
exceed three (3) working days, These, three (3) days shall not be chacgeatile fo sick leave: An additional two (2).
days',required:fot:necessary.funeral arrangements may be charged to the employee's sick leave and any°additioial
time beyondthese.two:doys may be charged to,accumulated vacatiotror 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:.
A.1. Voluntary Leave.Plan
Accruals underthe Voluntary'Leave Plarnshall be prorated to ,the work week equivalent hours.
Section 24. Holidays
FIXED HOLID2:YS: The Ciry•shall dbserve eleven (11) fixed-date,holidays. These holidays shall be established
for the City's fiscal yearas determined by City Council resolution.
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B. FLOATING HOLIDAY: During the Fiscal Yearthe=Gitywill authorize one (1) "Floating Holiday" per employee.
which maybe taken. by the employee at a time selected by the employee, subject to operational requtrements and
approval determined 6y the City: Employees hired between July 1, and December 31, will be eligible for a
"Floating Holiday" during the course ofthe-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 for a 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 of State Law. All employees entitled to military leave
shall give the appointing power an opportunity within the limits of military regulations to determine when such leave
shall be taken.
Section 26. Leave of Absence Without'Pav
A. The City Manager may grant a regular or probationary employee leave of absence without pay pursuant to State
and Federal Law. Good cause be~ngahown 6y a wntten request, the City Manager may extend such leave of
absence without'pay or seniority orbenefits for an additional period notto exceed six (6) months. No such leave
shall be granted except upon written request of the employee setting forth the reason for the request, and the
approval will be in venting. Upon expiration of a regularly approved leave or within a reasonable period of time
after notice to return to duty, the-employee shall be reinstated:in the position held at the time leave was granted.
Failure on the part of an employee on leave to report promptly at ita expiration, or within a reasonable time after
notice 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 Payplan,.hotto exceed.20%,of their annual work schedule. Medical prermums 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 of
such call. Under such,circumstances; the employee shall be paidthe 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.
Section 28. Compensatory Time Off
Employees may receive, in lieu of beingpaid for overtime, compensatory time off at a mutually agreeable time between
the City and the employee subject to theoperation requirements of the City and with approval determined 6y the City.
No employee may earn more than two hundred forty (240) hours of Compensatory Time Off per fiscal year. In addition,
no employee may retain,on the books more than forty hours of unused Compensatory Time at any given point during the
fiscal yeaz. Amounts submitted in excess of these limits shall be paid: at time and one-half.
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Section 29. Family And NledicalLeave
Eursuanrfo the Family and Medical Leave Act.of T993 ,(FMP;A)
leave may be granted "to~an employee who hasbeen employed~for at least twelve (I2) months 6y the City and who has
provided at least 1,;250 hours of service during the twelve (12) months before the leave is requested. The leave may be
granted up to a total of twelve { ] 2) weeks during tlie,fiscal year for the following reasons:
A. Because of the birth of a child or placement.for adoption or foster caze of a child;
B. In order to care forthe spouse, son, daughter, parent, or one who stood in place of a parent of the
employee, if such spouse, son, daughtee; parent, or "in Loco parentis" 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, orsuch notice as is
practicable, if thirty (30) days notice ~s not possible. The Employee must provide the Employer with certification of the
condition from a health caze provider. The Employer, at Employee expense; may require a second opinion on the
validity of4he certification. Should•a conflict arse between health providers; a third and binding opimon; at Employer
expense will be sought. An Employee seeking FMLA leave must first use paid. sick time (if applicable) and vacation
before going oo unpaid leave. The total;amount of family leave paid:and unpaid will not exceed a total oftwelve{12)
weeks. In any case in which a husband and wife entitled to family leave are'both employed by the Employer, the
,Aggregate number orworkweeks of leayeto which both maybe entitled maybe limited to twelve (l2)-weeks during any
Fiscal Year if such leave is taken because of the birth of a child.or placement for adoption or foster care of a child. The.
'Employee will be responsible for his shaze.ofthe=health insurance cost dueing•the leave. If the Employee does not return
from the leave, he is responsible for the total insurance premium paid by the Employer.
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OTHER
Section 30. Retirement
The City of Petaluma's retirement plan under the Public Employees' Retirement System shall consist of the following
items:
Miscellaneous Employees: 2°/u @ 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 isnot provided by other regulations.
(2) To afford employeesindividually orthrough qualified employee organiaarioa a systematic means of
obtaining further consideration of problems after every reasonable effort has failed to resolve them
through discussions.
(3) To provide that grievances shall be settled as near as possible.to the point of origin.
(4) To provide that appeals shall be conducted as informally as possible.
B. Matters Subject To Grievance 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.
C. Informal Grievance Procedure. An employee who has a,problem or complaint should firsYtry to get it settled
through discussion with his/her immediate,,supervisor without undue delay. If, after this discussion, he/she does
not believe the problem.has been satisfactorily resolved, he/she shall have the right to discuss it with his/her
supervisor's immediate supervisor, if any, in the adrmnrstrativeservice. Every effort should be made to find an
acceptable solutionby informal means at the lower possible level of supervisron. 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;wittiin ten (10) calendar days'after receiving the.informal.decision of his/her immediate superior. An
informal appeal shall not be taken above the appomtrng power.
D. Formal Grievance Procedure (levels of review 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 decisron and comments in writing and return them to the employee within five
(5) calendar days'afler receivingahe-appeal. If the employee does not agree with.his/her supervisor's
decision,, orif no answer has'been recerved'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. dayaafter receipt of the written decision ofhis/her supervisor, or within
the total oFfifteen (15) calendar days if no decrsron is rendered, will constitute a dropping of the appeal
(2) Furtherlevel 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
~(r ~ ~'-E fp a
afterreceiving the appeal. If the employee does=not agree with the decision, or if no answer has been
received within five.(5) calendardays; employee may presenf the appeal in writing to the department
head. 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.
(3) Department Review The department head receivingthe appeal`ofhis/her designated representative,
should discuss the grievance with the employee; His/her representative, if any; and with other appropriate
persons. The department head shall render lusher decision and comments in writing; and retum;fhem to
the employee within five (5) calendar days after receiving'the appeal. If the employee does not agree
with the decision reached, or if no answer hasbeen;recerved within five (5) calendar days afterreceipt of
the decision or within atotal.of fifteen (15) calendar days if no decision is rendered, will constitute a
dropping of the appeal.
(4) Citv Manager The City Managerreceiving therappeal or.hi5:designated representative should discuss the
grievance with the employee; his/her represenfatrve,:ifaay, and with other appropriate persons. The City
Managermay designate a fact finding committee, officer not in the normalane of supervmsion, or
Personnel Board,to advise tiim/herconceriung the appeal. The City Manager shall render a decision in
writing to the employee within twenty (20) calendar days;after receiving the appeal.
(5) Conduct Of Grievance Procedure
(a) The time limits specified above.may be extended to a definite date by mutual agreement of the
employee and the-reviewer concerned.
(b) The employee.may:request the assistance ofanother-person of his/her own choosing in preparing
and presenting-his/her appeal at anylevel of review.
(c) The employee:and'tiis/her representative may be privileged to use a reasonable amount of work
time as determined by the appropriate department head m conferring about and presenting the
appeal.
(d) Employees shall be assured freedom from reprisal for using. the grievance procedures.
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