HomeMy WebLinkAboutAgenda Bill 3.F 11/15/2004a
CITY OF PETALUMA CALIF FM pa^
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P lo ve
�, .. AG I
Agenda Title RESOLUTION AMENDING RESOLUTION NO.
Meeting Date:
2002 =186A COMPENSATION PLAN FOR EMPLOYEES IN
November 15, 2004
UNIT 4 (PROFESSIONAL)
Meeting Time ® 3:00 PM
❑ 7 :00 PM
Category (check one) Z Consent Calendar ❑ Public Dearing ❑ New Business
❑ Unfinished Business ❑ Presentation
Department
Director
Contact Person
Phone Number
City Manager
Michael A. Bierman
778 -4347
Cost of Proposal $41,271.
Account Number Salary and
Benefit Accounts
Amount Budgeted
Name of Fund Affects the General
Fund, Enterprise Funds, Internal
Service Funds and . Special
Revenue/PCDC funds
Attachments to Agenda Packet. Item
1. Resolution Amending Resolution No. 2002 -186A Compensation Plan for
Employees in Unit 4 (Professional)
2. Attachment A - Unit 4 (Professional) Amended Compensation Plan For Fiscal Year 2004 -2005
Summary Statement
The Compensation Plan for Unit 4 Professional,reflects the salary and benefit adjustments
recommend by the City Manager (see Attachment A).
Recommended City Council Action /Suggested Motion
Approval of the Resolution
Reviewed by Finance Director :
Reviewed by City. Attorney
Date:
A rove City Manager:
Date:
Date:
Today's Date
Revision # and Date Revised:
File Code:
0
CITY OF PETALUMA, CALIFORNIA
NOVEMBER 1`5, 2004
AGENDA ]REPORT
FOR
RESOLUTION AMENDING RESOLUTION NO. 2002 -186A. COMPENSATION PLAN FOR EMPLOYEES IN UNIT 4
(PROFESSIONAL)
EXECUTIVE SUMMARY
The Compensation Plan for Unit 4 Professional reflect the salary and benefit adjustments recommend by
the City Manager (see Attachment A)
2. BACKGROUND
Employees in Unit 4 are not represented by a recognized employee organization. The City Manager
recommends the same salary and benefit adjustments be extended to the Professional Unit as was
provided to the AFSCME Units.
3. ALTERNATIVES
Not adopt resolution and employees would receive no salary or benefit adjustment for the period July 1,
2004 through June 30, 2005.
4. )F+'INANCIAL IMPACTS .
*1 The total cost to the City has been estimated to be $41,271.
CONCLUSION
Adoption of this Amended Compensation Plan will provide equity amongst employee bargaining units.
6. OUTCOMES OR PERFORMANCE MEASUREMENTS THAT WILL IDENTIFY SUCCESS OR COMPLETION:
Implementation of the contract provisions.
RECOMMENDATION
Approval of the Resolution and authorization for the City Manager to amend the Compensation Plan
with the changes described in the attached document.
RESOLUTION AMENDING
RESOLUTION NO. 2002-186A N.C.S.
COMPENSATION PLAN FOR EMPLOYEES IN UNIT 4
(PROFESSIONAL)
WHEREAS, the employees in Unit 4 are not represented by any recognized employee
organization; and,
WHEREAS, the City Manager, pursuant to Section 28, City of Petaluma City Charter, is
required and empowered to make a recommendation to the City Council on matters related to
employees' compensation; and,
WHEREAS, the City Manager has recommended that salary and benefit adjustments for
the employees in Unit 4 (Professional) Compensation Plan be amended,
NOW, T HEREFORE, B E I T RESOLVED that the amended salary and benefits as
specified in the attachment A for employees in this Unit, be approved and shall be effective July
1, 2004 through June 30, 2005, with salary adjustments effective July 5, 2004.
•
TERM OF AGREEMENT
This Compensation Plan shall be effective for one (1) year tern, fiscal year commencing July 1,
2004 and ending. June 30, 2005 with salary adjustment effective July 5, 2004.
SALARY
The City agrees to a n wage increase ;of three percent (3% retroactive to the first pay
period of fiscal year 2004-n2065_ ay be on July 5, 2004)
DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED
The City inserts the following revised language to update the policy.statement.
Discrimination, harassment' and retaliation against. any .employee because of an employee's race,
religion,
creed, political, affiliation, color, national ongin, ancestry sex sexual orientation,
gender (or gender identity",), age,,:farnilial 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 ugainst needs to report the conduct immediately to his or her
supervisor or to the Human.Resources Director.
h
REASONABLE ACCOMMODATION
The City inserts the following revised language ,to update ,the policy statement.
In accordance with
th
p ym Act (FE H1A) and they Americans
the Ca ifornia. Fair Em to ent and House
ty ( ), y y ccorrinodate any known protected
with Dsabili , Act- ADA e. City will. reasoriabl a
disability of an employee:
CaIPERS RETIREMENT CONTRIBUTION
The City, inserts the following language to update the COPERS Retirement Contribution
language..
i
For the purpose, of withholding, the .City shall defer the portion of the etnployee''s contribution
paid to CalPERS through Section 414(h)(2) of the.,lnternal•Revenue Code.
MEDICAL/DENTAL INSURANCE
The City agrees to-confinue'to fund the'hedlth care benefit up to a maximum of $ 896.09 per
.month, through December 31, 2004. On January 1,'20;0-5, the City will provide a maximum; health
care benefit of $4,024.19 per month
The City shall provide the following; amounts to active members of this Unit a maximum
monthly insurance contribution for medical and dental coverage.
Those employees . eligible for:
E -- 10 ee + 2+
MP y
896.0-9,,p
.. , er month
Employee + 1
$'712.84 permonth
Employee
$ 407.42 per month
Effective January 1, 2005'the City shall provide. the following amounts:
Employee + 2+
3-.1,024.1,9 per month
Employee + 1
&S.1-1.58-pet month
Employee
$ 456.69 per month
The Citypartidipates,in the Califorftfa. Employees Medical Health Care Act (PEMHCA),
for members-of this" Unit. They City contributes - in the amount of $100. F 00 per month per
employee. This'51 00.00 contfibution.-is, incla-ded'in the, insurance contributions above.
MEDICALMENTAL CASH BACK
,Amounts adjusted to reflect the new modital,"insufarice rates.
Coverage Level Medical Premium Amount 50 Back Amount
Employee — 40ye:e 5305.42 $15
Im? ,2
E 'loyee +
$6f.0.84 S
Employee +.2 or more
dependents $794.09 $397.05
Effective January -1, 2005"the following ,are the rates used to determine medical cash back:
Coverage Level Medical Premium Amount 50 Back Amount
77
Employee $3 $177.35
Employee + dependent- $709.38. $354-69
Employee 2 or. more
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dependents , $ 922.19 $461:10
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BILINGUAL PAY
The .City inserts the following .,language 'to revise bilingual pay.
A .gu employee, " wlio; deinoristrates Spanish bilingual: proficiency at an .acceptable
proficiency level as - determined by. °,the,`Human Resources Director, shall be el'ig'ible for Spanish
"Bilingual Pay in the amount 'of $200 0:0'. per month.,. To qualify; .an •employee must be tested and
certified as proficient at an acceptab'l'e' proficiency level as determined and certified by the
Human Resources Director" and in accordance with the City's Administrative Policy on Bilingual
Proficiency Testing:
WORK BOOTS
The City revises the.reirribursement- 'language `to provide -for work boot: replacement.
The City y _ wo rk hoots up to $ L50.90',per,f seal year. Replacement of work
ty shall` a the cost of all.
boots. shall be on an as -needed , basis with approval of the Department Receipts for work
boot reimbursement;shalf be� submitted to the Human, Resources office for processing.-
TRANSFER SICK'LEAVE
ty, agrees clarify d C of the sick leave `transfer polic y.
The Ci a ees to clari sections B an
A. Transfer amounts; may shall be`lrnited,t'o the number of actualhours, needed .and used by
the recipient.
B . Any donated sick _leave Hours unused' by a recipient shall be returned to the donor.
BEREAVEMENT LEAVE
The City agrees to increase.b'ereavemeni leave:
' p For the, pu hours . pf e eavement leave' in the event, of
death. in ,the em
An ern lo - ee; shall be ranted u to thirty-two ( )
lo. ee s 'immediate 'fam
p ,Y
p y � y re. leave , immediate.
'
Y .
spouse, '- p r, father m- law
in -law sister sistestic artner fat(' Este c � mother; er,� mother m-
er, m -law child ( family shall means ouse,, qualified domest g � p 'hildren), stepparents,.
law, brother, brother. , ,
grandparents and grandcMar- en'or..person with whom. the employee. has a relationship in,, loco
parentis: Up to an additional eight (8) hours of accrued' sick leave-may'be granted to supplement
bereavement, leave.'
p Y hou sof';berea eh 0 me t le L elshall be ranted ` ns mem orial
tead- of he u
In the event an em to ee ,must t
v
service;. an. addtional,eight (8) g of
eight (8) hours of sick leave.,
FAMILY MEDICAL LEAVE ACT
The City inserts the following revised language update'the; policy statement:
The City will provide fami a
-1yandinedical c are leave. for eligible. empjqyees as required by City
policy, "state and federal law and as�spocifically provided in the Federal Family and Medical
Leave Act of 1;993 (FMLA ) and the California Family Rights ,Act , of 1993 (CRIM
If possible,
ernployees.,niust provide, thirty (30) 'days advance. notice of leave.
PREGN-ANCY'DISABILITY
The City inserts " the fallowing revised language to update the policy statement.
The City will provide pregnancy disability leave for eligible employees oyees as required -by City
p olicy olic arid state_'law and as specifically provided in the Fair Employment :and Act and
the, California . Rights .Act of 1993. If possible employees must ,provide thirty (30) days
advance notice ofleave.,
PERSONNEL, FILES -
The City agrees to revise the language regarding employee review of Personnel Files
Personnel Fil tmpl Review
An emptoyee (or.empldyee. representative with written' authorization from the employee) shall
p 1 Q J _ .__
have the -'rightt& inspect and review his br employee personnel file. The, employee's
pqrsonnel s'hd11 bb. made available to the employee forinsbection and xeyjqw, at a
agreeable time between. the Human .Resource: office staff member.:
Personnel, File — Review of Adverse Entry In
No employee shall have any comment adverse to the em 'interest entered 'n the
-nip oyee s i1i I
em personnel file which may - be used for action' the '
having first read and 'signed, or initialed the document containing the adverse; comment. Except
that entry; may be made if after reading he comment the employee refuses to sign the. ti
9 m
document. Should an employee .refuse to , sign or initial the document that fact -shall be noted on
the document,and sighed.orinifidled bythe The e1T!PloyeeJftdy write a response to the
document containing the adverse, comments for placementin the personnel. file.
'COMPENSATION FOR CLOTHING'
The City-revised language and berieff
Reimbursement — of Damaged Clothing
.City employees may request' 'reimbursement for the loss Or damage of his or her clothing that
results. from work, I .uctivities.Requests, for reimbursement shall' be submitted to the Department
biredtor for t6vieW and. approval-, Amounts of reimbursement are at the discretion -of the
Department Director.
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TABLE` OF, CONTENTS
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Section I Term of Plan.
Sebiion:72 Non-Discnhiinati n
Section, 3 W Reasonable, Accommodation',"', ,
COMPENSATION
Section 4
Salary
Se ' ction 5
CaIP,)�RS Section 414 ( '2
h), I
Section 6
Overtime
Section 7
-Stand By Pay
Section 8
Out of 1 Class"I f Work
'Section 9
PA�,ment','For Leaves.
Section 10
Compensation For Clothing
- S
Sect-ion 11
Biling ,Pay��S
p
Section 12
Vacation, Payment At Termination,
Section 13
Sick -LeaV,6,, Payment , Of
Section 14
Deferred ; Compensation
Section 1
F k Benefit Payment
INSURANCE'
Section 16
Insurance
Section 11
Yision1iisurance
Section 18
Life Insurance
Section 19
Disability'Insurance
Section 20
M&dl'cal/ Cash back
LEAVE
Section 21
Section 22
Section 1 23
Section 24
Section: 25
&eqtipn,2'6
S e-c1ion, 2
Sedtfon,29
Section' v3
29
Section * 0
Soction,31,
Vacation
Sick Leave
Bere , avem,entl1eave
Family Medical Lbave �Act
Pregnancy Disa it
Y-16tims Domestic Violence
Holidays,.
Military Leave
Leave , 0 , f.A , bseric * jc!'Wi'thout Pay'
.Co",ensatory Time Off
Jury Leave
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8
9
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9
10
11
12
13
13
1-3
13
14
14
14
14
OTHER
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Section 32
Retireirient
15'
Section 33
Health And Safety'
1.5 1,
Section 34
Grievance. Procedure
15
Section 3.
Discipline'Proceduie
17
Section 3:6
Personnel'.Fil'es
19
Section 37
Probation
20'
Section 3'8'
Layoff And Recall
20
Section 39
Altemat'e Work. Weeks
22
Section, 40
Transfers And,Promotions'
22
'Section - 41
Performance Evaluations
22
Exhibit ,A,
Unit 4/ Salary Resolution.
3
SECTION 1, -. TERM OF COMPENSATION PLAN
This Compensation Plan be
p ! effective for a. one (1`), year, ,term,,, fiscal year commencing July 1,
2004 and ending June 30, 2005 with salary adjustment effective Ju1y5 2004.
SECTION 2 = DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED
Discrimination; hat- assment and:, retaliation, agams.t,.any erimployee,.because ,of employee's race
religion; creed, political affiliation. color, .nationat origin, � . ,sex, .sexual' orientation,
gender (or ,gender identity); age,' familial "'status, 'veteran's status, physieal or mental disability or
medical 'condition is prohibited. A City , ernployee who -feels `he ,or she has been discriminated
against, harassed , or retaliateda �ainst g needs to report, ihe, conduct. immediately to his or her
' '
supervisor td the Hum a n:Resources:D'i- rector.
SECTION 3 „-TREASONABLE ACCOMMODATION
Hou se.
p ym ent °and
Act (FEH ".)and the Americans
In accordance with the Califorrua Em lo, _
Y ( ) y known protected
ry, p y
disabi em to�� e�A� , ��the = Ci <', . will rea'so ,
nab1. accommodate. an
SE.
�'CTION 4 - SALAItY
" The City agrees to a geiieral increase of three percent (3 %0), retroactive to the first pay
period of fiscal year 2004 2005 - (Pay period, beginning, on July 5,'20.04,
= f
SECTION 5 — ;'CALPERS SECTION (h) ;2
' For the purpose of withholding, the; City shall defer, the, portion. of the employee's contribution
paid to .C'a1PERS through Section 414(h),(2) of the Internal Revenue Code.
SECTION 6,- OVERTIME
6.1 Geiser
All 'hours worked in,; excess” o`i. eight. (8) y in :any one, day, or 'an. ;excess of forty (40) in any :work
week 'shall be compensated for at, the. overtime rate which, shall be one and.-one-half (1.5) times .
the regular' rate of pay, provided, however, that' in' `the 'eV V ft an ;empl °ogee is required. to work
overtime ``without a, break in excess of, four (4) hours beyond ,the end of his/her regularly
scheduled work shift, the employee shall be coriipensate& for those excess hours at the overtime
rate of "two (2) times.the. regular rate of pay. Overtime shall only be worked after having received
p '
ri'or authorization by the ^department head or a,managerial supervisor.
4
Employees Who are wotkinR:an Alternative Workweek of forty (4Q)hours'per woikwbek.shall be
-�7 , - , - 4P
paid overtime for hours worked beyond thd regularly assigned - hours for da in accordance
with the City's:-Alternative Wo'rkweelc✓Policy.
6.2 Minimum.
Any n. employee required to work-,overtime shall, in,-ilb cage, be compensated for less than (1) :one.
-hour for such overtime..
6.3 Minimum,for CaMbacks
Any err foreturri to work- on .'ah.uhscheduled,. e mergentyba,si&,afteribe end of the
employee's` working; day, shall, , :in .no case, be,,qo mpensated forles§ thdri two (2) hours, 1 for such
overtim 6.
SECTION 7 — STAND BY
If, in an emergency situation, an,employee in 'this unit is,asked to leave- wofk'befor end of
liff/her scheduled work day with the expectation that he/she will I be called back to workto,fir sffi
th 6 remainder of 'their. work, day at a1ater, time;_ but the, emplqyeeiis not .in fact called lidckto work
that , day, the City agrees to compensate the employee for 'the - fall normal, working: ;day - -, 'In
g. , ay
exchange,, up until the time that the employ&d?s 'regular shift is - sthed ed,tocnd,su6empl6ydeg
will be on stand b status, witho zify entitlement to; extra compensation:, I Ex
y Pvt as so
specified, employees! in this unit are,*not reqdired.tovork,on a, stand ,bybagi§.
'SECTION 8 - OUT OF CLASSIFICATION. WORK,
'Unit Members who are asked to perform, out -of -class work are eligible 'for out' of -class pay whan,
the following conditions are, met�
I The memb must' have been assigned the work by employee's 1)ep'ar(ment-,Hea:d,,..
2. If the m ember thinks the assignment. is `-'but- - class`, it is the responsibility of the
mem ber`toinfori—n.the the assign - meni.
3. if the member and person, assigning the work disagree' 'that the work should be
"out-6Pclagg" , the nie 'er shall initiate the work compensate . as. im b , and may
resolve ,the issue through the grievance procedure:
Al Rate of Compensation
Mefnbers: -class work shall A be compensated. at driadditional five; (5 percent
on an hour- per -hour basis when such is� being performed.
8-. 2 - Res
P&Igibility,of 'the Etfipl6yee
It is the rosponsibility:of an employee to mforin the person as�igning-� out Work- when
suchmork is fini'shed.
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,SECTION: 9 ,,PAYMENT''FOR WORK AuRINGLEAVES
When it. hol da s or 'durin sch'edu d vacation "leaves su h° -,em to ees .w rk Y ' such legal g' legal
mes recess ' hecause of an .timer. enc to have' em to ees.work d_unn
beco� ,
g p � " Y o mg on, g holidays '
and durin en" '
Y- �, _ g P
ods of vacation shall. be entitled to receive ',additfonal'remurierati °on at the rate of
one and one -half (1.5) times their'regul'ar rate of,pay.
' S 10.- COMPEN$A FOR 'CLOTHING
10.1 Reimbursement.= Loss,of Damaged Clothing,
City ;employees may, request reimbursement for the ,loss 'or daniage,.of his other clothing ,that
results from .work. activities. 'Requests ,for reimbursement shall be. submitted to the Department
Director, 'for. _review and approval: Arhounts of. rei mbursemen t; ,are .at the discretion of the
Department Director. -
10.2. Work_ Boots pay the cost of all work boots ,up =to s$150 OO per fiscal year. Replacement of work
boots shall be on an as- needed` basis with:approval of the;Department Director -: Receipts for work
, d.` theHurnar Resources office' for'processing.
boot,reimbursementshah � b:e submi'ttto e,
AL PAY- SPANIS,
SECTION,.11 BILINGUAL '`, ��� H°
A qualified employee, who demonstrates Spanish bilingual = proficiency at an acceptable
p Biln y ined�by °the Human Resources Director, shall be eligible .for Spanish 11 �Pa in the amour
rofic level as d'eterm
ual
certified gas " roficient' 'at "., 'ari acc eot0ab 0 rof enc T level ;las de ermined ean must lie''tested and
g Y p q fy5 P Y
p p ,p y�. - certified .b the
Human Resources Director and m
. accordance with the City'"§ Administrative. Policy on, Bilingual
Proficiency-Testing.
SECTION 12 VACA,TI'ON,'PAYIVIEST AT fiERIVIfNATION
Employees w ho l eave Crity, e mployment: s hall b e p aid.i n a l ump, sum for all accrued vacation
leave earned prior to the effective'date. of termination no't to exceed two (2)."years accuintilatioii.
S]E'CTION 13 - SiCK`LE'AVE, PAYMENT OF
In the event of the death or retirement of an employee who..has completed ten (10) or,more years
of continuous service wi
th the City; the employee shall be paid .or shall receive to his/her benefit
fifty percent. (5.'0 %) of his accumulated but unused .sick: '!leave not- to exceed 480 hours. The.
employ y .: r eceive,thisb,enefit and_:i iead;, late �a ll si o the
. , ee;m'a e;lect n of ` t o ns p ck leave hours into
0 1 Ca1PERS,sick leave conversion benefit.
6 .
SECTION 14 -DEFERRED COMPENSATION
The City ty of Petaluma shall make available to ,the members of 1,
ihig liflit City's Def6abd
Cdmpensation'Plaft.'
SECTION 15-RETIREE BENEFIT'PAYMENT
Retired `Employees
An - Woyee with twenty (20) years of serVicei and whoi5 age fifty (5 or older and',
e1nP 1 ho retires
on a service retirement. - during• the term of. this agreement' will be ,eligible, - $95.0:0 pet. - month
beginning on the retirement date. The, payment will. decieas�ejn - the amount pf '$ p I tr year-. t&
$0.00'aftertwenty, (20) years' ifthe refiiod' employee .:c6fitiii plan, d at
r etiree,
Should the, n
t e
o
retired emDlve no continue .in the P Dmhe/s'he, will b.e.:eligible forAhe,'
- employee I z . . e
Rill, $, 10.0. 00. It is the resmisibility—of the retiree to hofify' the City - in writing that: he/she is;- not
being coveted,b
,ythePE CHA plan and the City willcommence-payment of the at the
6 g , inning of the month.follo W11 receip ,of written notice by the retiree.
"
Employees with 20 years of service or.ariore. And, age 50 or older,:
Cdleriddr Year
PENMCA
contribution
Additional City
Contribution
Total Benefit.
Amount,
.2014
100
0
100M.
1 20.1 3
95.00
5
0
100' 00'
:90:00,
- 1-0:00
10.00
85
15.00
106.00
0
90
20.00'
'ibuo
260*9
75.'06
5 0
:2 .00'
160.8
70.00
30.06,
2007
651.00
3,5.00
1','00.00
20, . 06
60.00 14
40.00
1,66'.00:
1 2005:
55.00 1,4500
100.007
12004. 150.00
. 1.50.00
7100,0
For employees retiring _,after September 1., JL 0,97 and who meet the service 'requirement 'L lis ted in
—
par agraph �one above those :e shall receive an additional $20.00 "per month as a
retiree service benefit, Should the, refired employee hot' continue, in 'the, PEMCHA plan, that
retired employee will be tligiblet for an ,amount $120.00 as a - direct payment as axetiree service
benefit. It :is the responsibility of the retiree to notify the City in writing - that he/she is not being
covered 'by L tfie:'P_EMCHA, plan, and the Cit y will commence payment o f L the dt• the
begi of month following the recei w fttten.nof ice'..by the retiree
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Employees with 20' {years' of service or `more and, age 50 or, older;
Calendar
Year
PEMHCA'
contribution
Additional City
Contribution
Total Benefit
Amount
2014
1 1001.0.0
20.00
120.00'
2013
95.`00;
'25.00
120.00.
2012.
90.00
3'0:06 '
120.00
2011
85.00;
35.
120.00
2010
80,00
40.00
„ 120.00
2009
7'5:00'
45::00
120.00
2008
70:00
50:00
120:00
2007
65.00
55.00
120:00
2006
60:00
60.00
120:00
2005
55.00
65.00
120:00
2004
50.00
70.00
1`20:60
SECTION 16 - MEDICAL /DENTAL INSLT'RANCE
The City agrees to continue,to fund the health care benefit up to , a maximum of $ 896:'.09 per
.month through December 31, 2004. On January 1, 2005, the City`rll provide a maximum health
care benefit of $1,024.19 per month
The .City shall provide the following ,amounts , to active °members of this Unit a maximum
monthly insurance contribution for medical acid derital coverage.
Those employees eligible `for:
Employee + 2+ $ 896.09 per month
Employee + 1 $ 712.84 month
Employee $" 407.42 per month
Effective January 1, 2005 the" City shall provide the `following amounts:
Employee + 2+ $ 1,024.1S Der month
Employee + 1 $ 811.38 per month
Employee' S 456.69 per month
The City participates in' the°'.California'Public Erriployees Medical Health Care Act (PEMHCA)
for members .of thus Unit.. The City contributes in the amount; of $160.00 per month per
employee:" This !$100.00 contribution is includeddh the insurance contributions cited above:
SECTION 17 - VISION INSURANCE
The City shall provide a Vision Plan for employees and eligible dependents. The. cost shall be
paid for by the City. 'Employees are eligible for eye exams every twelve (1 -2) months with a
8
$25.00 deductib'le.� Frames are available every twelve. (12)i months with a maximum, benefit of
$' 120.00 and lenses are available every twelve (12) months with a maximum benefit of $200.00.
SECTION 18 -'LIFE INSURANCE'
The City shall provide for _a. group term life 'insurance program for the City employees in this
Unit: The City`shall pay",, during °the course of the Compensation Plan, the insurance cost °towards
employee only coverage for such insurance in the principle sum of $50,000.00 per employee.
SECTION. 19';- INSURANCE
19.1 Short- Term'Disability Insurance
The City agrees that employees' in this unit may, on a purely voluntary basis .and ' a_t their, own
expense, rparticipate in AFLAC's short4em disability insurance as long as the number of
employees electing to participate in the program'meets, the minimum participation standards set
by the carrier.
19.2 Long-Term,,Dis.abifity Insurance
The City shall_ provide for a long -term .disability plan, with the premium to be; for by the
City,
SECTION 20 - MEDICALIDENTAL CASH,BACI
An eligible employee may request.cancel'lation of the employee's City paid medical ,and/or dental
insurance coverage: Once the employee provides adequate proof that' he /she hag medical and /or
dental coverage from :another source„ it will be. processed under the terms and conditions, and
cancellation requirements of. their' particular plan. The City will process the cancellation,
effective the first day of the month following the effective date of cancellation.. .
The cash back 1S based O what th employee's coverage level would have normally been (i.e ...,
employee; employee + one de endent em 'loyee + family) at the time of such `cancellation.
P P
However, if the enployee's current health'premiuin' amount is less than the medical premium
amount listed below, the City will use the,,lower°rate to calculate the cash back amount. The cash
back amount, is paid once a, rrionth.and 'is included in the employee's paycheck. The following are
the rates'used to determine medical cash back:
Covera e Level Medical Premium Amount : 50% Cash.Back,Amount
Employee $305:42. $152:71
Employee + dependent $610.84 $305.42
Employee ± 2 or, more .
dependents $794.09 $30.0
Effective January 1, 20,05 the following are the rates used to determine ;medical cash back
C overage Level Medical Premium Amount
Employee $354.69
Employee,+ dependent $709.38
Employee +'2 or more .
dependents.. $922.19
50% Cash Back Amount
$177.35
$354.69
$461.10
•
•
If the employee„ d eclines dental coverage the 'Cit y will pay,a cash back, amount equal to 50 % of
the: City's! fixed monthly rate for the dental program.
Upon declining medical and/or, dental'insurance, the employee will be required to,meet, the terms
and conditions; regarding `the City's :medical and /.or dental plan. f, an employee decides Ito stop
receiving the medical /dental cash back ;and wishes ,tor e= enroll, ';nto t:he C ty's mredical and/or
dental plan, then he /she must meet the current terms 'and. conditions of "the Cit'y's medical and /or
dental plan. The City cannot guarantee that once the employee leave's a particular medical and/or
dental plan, he /she may he ,able to' enrolflin.,their prior plan 'and .under the. same terms and .
conditions of their prior plan.
The dollar amounts; .listed= above::that include the "insurance contribution for medical and dental
coverage" shall be adjusted each. ear by the amount of the City's dental insurance contribution
rate.
.SECTION 21 - VACATION
•
I
•
Unit "4
Yearn of
Service
Vacation
Accrual (hrs)
Accrual Limit.
(hrs
, 0_4
80
160
120.
240
10
128;
.. 256
11
_ 1.36
272
12
144, _
28:8
.13
152
304
14
1,60
320.
15
_ 168
336
16
1`76
352
17
1"84'
368
° 1.8
1
384
X 19 or greater,
200
400
2.1:1 Accru
al ,
All regular employees of the H of Petaluma, after working one (1)• full year -are : entitled to the;
:
equivalent of eighty ( ) ours of vacation with pay in the year following the year in which
vacations earned.
All regular employees of ` e y (
th Cit of'Petaluma after five 5)'years of continuous service with the
y g Wrung with ^the sixth (6). year, shall. be: entitled q 0 hours of
Cit, � and,be i. to the equivalent of 12
vacation per. 'year: After tern (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 200 hours `of
-Vacation.
Vacation time shal'1 not'b'e accumulated in excess of °two .(2) years,
jo
212 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 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, art or all of his • annual vacation in a particular calend
part year such
vacation shall betaken during the following "calendar year.
21.2 Deferral
Any eligible employee with the consent of the. head 'of his/her departrnenf 'and the Hurnan.
Resources Office may defer his/her annual vacation to the succeeding 'calendar year subject to
other °provisions, of this "rule. A written reportof,, each deferred vacation ;signed by the appropriate .
:department head and the Human''Resources Office noting the details shall be kept on filewith 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.
21.3' Usage
An bmployeet may begin to use accrued vacation after successfiiily completing his/her
probationary'period with the City'of Petaluma.
r ,
SECTION 22 - SICK LEAVE
22.1. General. _
Sickleave with pay shall `be granted to all employees: as set forth in this section Sick leave is not
;a right, which an, employee may use at his •discretion, but rather, shall _.be used only in; case of
personal illness, disability or the serious ,illness or injury of an employee's familymernber;, which
xequires `the employee's, attention.. The erm family ":members shall include: spouse, .children,
parents, spouse's parents brothers, sisters -or other - individuals whose relationship to the,
'employee is that, of a dependent or near dependent:
22.2 Accrual
Sick leave shall accrue to all full -time employees at the rate'of eight ( for. each month. of
continuous ;service.
22.3 . Notification :Procedlres
In..,,order to receive compensation while absent on sick leave, the employee shalthotify'his/l er
Department Head prior to orwith'n four (4) hours after the time set for beginning his daily, duties
as, may be specified by the: head of his/her department. When absence is for more; than three. (3)
days duration, the employee may be required to filei a physician's certificate, with the Human.
Resources Office stating °the. cause of the absence.'
22.4 Relationshi p to Workers' Compensation
Benefits shall `be payable` iii situations where miscellaneous employee absence `is due to industrial'
injury as provided •in Califonua State W orkers' C.oinpensation Law. D unh4 the first -three (3)
workdays when the employee's absence has been occasioned by injury suffered during; his/her
employment and he /she - receives Workers' Compensation, he /she shall. ;receive file pay.
Following this period sick leave may be a supplement to the Workers' benefits provided the
11
employee: Compensation is at, his/her regular rate for a period not to exceed six (6) months,:'aor
until s uch sick l eave,is ekxl austed, Io r t „ he d is s abrogated, or that, employee is certified
” permanent and s tationa : " b y a c'om etent m edical authority The C it $ hall p ay h im/her t he
regular salary; based on the combination of the Workers''Gompensation benefitplus Sick Leave.
Sick weave for industrial injury .shall', riot be allowed for a disability resulting from sickness, .
self- inflicted injury, or willful misconduct.
The City may :retire .any' em to ee nor to the exhaustion of accumulated p y p ' mulcted sick leave, at which
time all accrued but unus'ed;sick leave shall be abrogated',,:,subj ect only to the limitations provided
under this Compensation Plan:
22.5 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' departm"ent`head, to the Hu man Resources Office naming the
individual to receive the sickleaye „and the amount;donated, with the following restrictions:
A. Employees who wish 'to °transfer• sick. leave must retain a minimum of 160 hours of sick
leave to be eligible to transfer sick leave.
B. Transfer amounts shall b r ” _
e limited to the number of actual hours needed and used by the
receiving employee;,
C. Any donated sick leave hours unused by recipient shall b'e'returned. to the donor.
D. The employee -receiving the sick leave transfer must have zero (0)'• hours of accrued sick
leave, vacation, and CTA leave on the , books.
E. Employees may not, buy or,`,sell sick leave. Only the time;may, be transferred.
F. Employees may not °transfer- sick leave upon separation of service.
G. Transfer of sick leave shah be allowed.between all Units.
H. No more
than
No (9.0) workdays of sick. leave may be received by an. employee for =any
one illness or in
�S:E;CTION '23 - BEREAVEMENT LEAVE
An employee: shall be granted up to thirty two (32) hours of bereavement leave in the event of
death in the employe.e'' immediate family. For the purpose of.bereavernent leave, immediate
family shall mean spouse, qualified domestic partner -, father, father -in -law, mother;, mother -in-
law, brother, brother =in laws sister, sister in -law, child (including stepchildren), step- parents,
grandparents and grandchildren .or person with whom. the employee has- a relationship in loco
parents. U to an additional' eight 8 hours of accrued sick leave may be anted to supplement
p P g () Y �'
bereavement leave.,
12
In the event an .employee must travel more than :300 miles to attend a funeral or memorial
service; an additional Teight (8) hours of'bereavement leave shall be granted instead of'the use .of
eight (8) hours of sick leave:
SECTION 24 - FAMILY MEDiCAL CARE LEAVE
The City will provide family and medical care leave for eligible employees as required by City
policy state and federal 'law and as _specif cally provided in the Federal Family and .Medical
Leave Act of '1993 (FMLA) and the California Family Rights Act of "093 (CRFA). If possible,
employees must provide thirty (30) days advance notic.'e of leave.
SECTION 25 - PREGNANCY'DISABIILITY LEAVE
The City will provide pregnancydisability leavb.for eligible employees as required by'City °policy
and state law and as. specifically provided 'in 'the Fair Employment and Housmg Act; and the
California Family Rights Act of `1'993. If possible, employees must provide thirty (30)• days
advance notice" of leave.
SECTION 26 - VICTIMS OF':DOMESTIC VIOLENCE
California Labor Code 230 and'230.1 allows use of such leave for Victims of Domestic Violence
.for any' of the following: to seek medical attention for related injuries; to obtain services from a
domestic vi'o'lence shelter, program orxape , crisis center,, to obtain• psychological counseling; or to
participate' in safety planning. Certification of need may be required in the form of "a police
report, protection order, documentation from court nor from a medical professional, domestic
violence advocate, or.counselor.
SECTION 27 - .HOLIDAYS
27.1 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 Council resolution
The Holidays for FY:04/05 are as follows:
Independence Day Presidents' Day.
Labor Day Memorial Day
Columbus Day •
Veterans' Day
Thanksg -ving Day
Day After' Thanksgiving
- Christmas Eve
Christmas Day.
New Year's ,Day
Martin Luther King Day
•
�, Ali•,
27:2 Floating 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, "Froating:Holiday" during the course of the Fiscal Year. .
SECTION 28 - 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•whe'n. such heave Shall'be taken.
SECTION 29 LEAVE OF ABSENCE WITHOUT PAY
•
The City Manager may grant a .tegular or- probationary employee: leave: of absence without pay
p ursuant to State and F ederal Law. Good. cause being shown by a, written request, the City
Manager may extend such cleave of absence without pay or seniority or benefits for an additional,
period. not to exceed, six (6) months. No:such leave shall be'.granted except upon written request
of the employee setting ( forth the..reason for the request, and the approval will be in writing. Upon
expiration of a r egularly approved 1 gave or within a r easonabl& p e.riod. o fit ime a fter notice t o
return to du the employee, s
ty, p y hall be reinstated in. the position held at the time leave was granted.
Failure on the part of an employee on leave, to .report promptly at its, expiration, or within a
reasonable time after notice to return to duty, shaltbe cause for discharge.
SECTION 30 - COMPENSATORY 'TIME 'OFF
Employees may receive, in. eu of being paid .for time off at a mutually
agreeable time between the' "Crty and the; employee s4bjpct, operation requirements of the
City and with approval determined by the City. No. employee may earn. more than two hundred
forty (240) hours of" Compensatory Time Off p er fiscal q ear. C TO s hall not be pyram or
compounded. In addition, ditio_n, no employee may retain on the books more-than forty (40) _hours of
unused Compensatory Time, at any given point during the fiscal year. Amounts submitted in
p f ('1:5)' of 'the regular rate of pay.
excess of these limits shall be aid at time and one-
hal
SECTION 311 - JURY LEAVE ,
Ul
Every classified employee :of the City who is called or required to as a trial juror shall be
entitled to absent hims" elf /hersel"f , -frorn his/her 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 paid the difference between hisi full salary and any payment
received by him, except travel pay, for such duty. This compensation shall not extend beyond
twenty (20) working days.
14
SECTION 32. - RETIREMENT
The. City of Petaluma's, retirement plan under -the California Public. Employees' Retirement
System shall consist of the, following .items:
Miscellaneous Employees; 2%. @'55
Options.; 1959 Survivors Benefit (Level.,3)
One year Final Compensation Average
`Unused Sick Leave :Credit
Military Service Credit,- Public•.Employees
SECTION,33' - HEALTH AND SAFETY
The City agrees that, it has the obligation to take reasonable steps to. furnish employment and a
place of employment, which is safe fAndlicalthful for. its employees.
The Unit Members may report to t lie City any condition, which i t'p erceives t o b e a working
condition that is less 'than safe or healthful. Upon,receiving such a report, the, City',.agrees to .meet
with the UnitMembers to discuss the reported condition.
SECTION 34- GRIEVANCE PROCEDURE
34.1 Purpose of Rule
1. To promote 'improved employer employee relations °by g grievance procedures
establishin
on:.matters ,for which appeal or hearing is not provided by other regulations'.
2, 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.
3. To provide'that grievances hall,be settled as near as'possible to the'point of'origin.
4. To provide that appeals shall. be conducted as _informally as possible.
34.2 :Matters Sub, feet 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
34.3 Informal Grievance`Procedure
An employee who has a problem or complaint- should first try to get it ;settled through discussion
With his /her immediate supervisor'without' undue delay. If, ,after this discussion, he /she does not
believe,.the problem has been satisfactorily resolved, he /she shall have the right to discuss it with
his/her supervisor's, irrimediate 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
15
Iflh` I t -with, bn
supervision e� emp gyee. no,, in zgeement the decis 1. ; yeache.d )y'discussion he/she
§hall',thenhave t jo, f ,A form with ten ( calendar das, after
he riglit, ile, Al appeal in" wri in IQ
receiving theinf6rinal decision of his/her immediate .,s or., An infbrmat appeal shall not be
taken above , 'app'oltifing'.power.
MA Formal Gri0vanceTrocedu"fe (levels of revieWthrough 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 debisioni"and comments in writin and
return them to the employe6 Within five (5) .calendar days after receiving the appeal'. If the
employee does not agree with his/her §Ope decision,.'or,if no answer has been
received within five ;(5) calendar days, the employee maypresent the appeal in writing to
the supervisor's immediate superior. Failure of the employee to take,farther within
five (5) calendar ,days after receipt of the' written decision of the employee's supervisor, or
within the total, of 'fifteen.. (I calendar= - days if no decision 'is rendered, will constitute a
dropping of the appeal.
2. 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
- e M p - loyee within five - (5), calendar 'days after after receiVin`g� appeal. If the employee does
not agree with the decision, or if no answer'has been received within five (5) calendar
days,. employee r�_iayp'resent the. appeal in,.,wrifing,jo the department, head. Failure of the
employee to take further action witfiffifive (5) calendar days after, receipt of the decision
is rendered will constitute -a dropping of the appeal.
3. Department Review., The. department head rec6iViniz the appeal, of his/her, designated
representative, should dist-uss. -the= gri v
ance with .the' employee, the employee's
representative, if any, and' with other' ap propria te -- -- - i t' pe rsons. ppropria e persons., The department head shall
render his/her decision and comments in'writing, and ,return -them to, the employee within
ten (10) calendatdays after the appeal., If the employee does not agree with the
decision reached, or if . no answer has been received within 'five (5) calendar days, after
receipt , of the decision: ox w, fthiii- a I otal. of ( 15) c d =ays i f n o d, ecision i s
rendered, will constitute adropping of the appeal.
4. City Manager. The City Manager receiving,theL 4P ' Peal or.his/his designated representative
should discus the gn, evaAce with' s - any, and''With
the employee, i
hi- /her ropresentative, if
other appropriate persons The City ;'Manager may designate a fkt.-fihding committee,
officer hot in the normal line of supervision, or Personnel Board to advise, him/her-
concernin "th e appeal. The City Manager, shall render a decision in Writing to the
employed Within tw_,enty`,(20 calendar dayss,aftevreceiVing the appeal.
Conduct (J'fGrievance I Procedqre;
Th e, time, limits specified above may be extended:to:a definite date by mutual agreement
of the, employee, his/her represeniative,and.-the reviewer concerned.
2. 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.
16
3. The .employee! and his/her, representative may of
amount le use be privileged to u a reasonable . I - i -, 11 - __ .1 _ . - - - 9
work time, as d6tbrTnih by the appropriate; department head in conferring about and
presenting, the appeal.
4. Employees shall be assured_ freedom from _reprisal for using the grievance procedures.
SECTION 35 - DISCIPLINE PROCEDURE
When. an employee has not met standards -of professional conduct the City of Pet i n
ay
et unia ay
impose following types) of discipline-
A•- Verbal Counseling
- B'. Letters of -Counseling
C. Corrective Written Action
D. Suspension Without Pay
E. Reduction in Pay
F. D&ih6tibn
,G. Dikiplinary-Trobation
H. Discharge/Terinindtion
under his/her Any authorized �supervis orrnav initiate and recommend discipline for cause against an employee
'sqp n
-er i accordance with these procedures.
Vefb Couns
The, City may 'employee With verbal counseling. There shall be no written notice, of
verbal counseling,placed'in an eniployee. file.,
Letters of Counseling:
The City may correct an employee with a letter of 66u.iffselirg The letter of cou be
placed ,in an .employee's personnel- file Employees may request - in. writing to t1e 'D apartment
Head with a copy to the Human Resources Office that'lett,ors of counseling which, are two12), or
more;.years old- be destroyed when:
1. The employee's personnel'. file does not contain subsequent letters of corrective ,action;
and
2; There. is �,no, other current or pending corrective action at the time the employee submits
his/her . request to the ',Department `. Head I
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 respond. to the City, either , in writing br orally to the ,not i before! it.is
placed in his/hot personnel file; If the employee cho6ses,s/he prepare awn respons6 and
have it placed. with the City's written correction in his/her personnel -file. Th ere s hall. be no
'further appeal rof avrition correction.
17
EmWoveeNotic.e of:Propos,ed',Disei line
P
For 'disbilpline . other:,thah a'Vritten correction, the:empl'b-ype awritten notice of the
;discipline; the basis, for and d by,'attachment other documents upon which the
discipline is based, alofig wit.h.notice of the right to.respond, either in writing , or -orally, before
discipline i s'imposed.
If requested by-the , employee."in writ inwithi ' n1burtben 1 4) c Alendar days the City shall meet
with the zipploye'e 'unless a differentds,se t by.mutual, 4geemen
Department Head Review
If 'the employee elects to respond to the ,discipline, s/he ,shal eithe provide, a written reqppst to
the City within, seven (7) calendar days of,T6ceiVihg- the ftotic't of discipline. The request May be
,accompanied by a written Do§itibh, If Tequest_dd, the'Dppartment Hea& shall convene a
meeting within seven (7), calendar days of receiving, 'the request to.,review the emplo.yee"s
response and position. before -disc , ipline i s imposed. The employee shall be. entitled to a
representative of his/her choice. tDrovided that the representative , shall not be directly involved in
the events underlying the WDOsed,disciplfne. At the meeting, employee shall
- - pr I - " . 11 �, discipline. - I - t he„ ll be provided an
' - .. - I - , -
informal opportunity to, res to. the di'sci 'line and to present any, "information ;for consideration
by the Department Head. Seven (7) calendar days after the employee has been provided an
opportunity to respond to.thd discipline,,. the Department Head, shall,issue a written notice-with
his/her decision.
Ap Arbitration . - Discipline More SeVere Than
-peal to the City Manager , or Advisory
Suspension of Five:Dqy`s
For discipline greater in ; severity than, a:suspensjon five (5) working days,, and, other discipline
other than written correction the,eiiiployee shall have the ,right to:appeil.the Department Head's
decision to the City Manager or alternatively, --atively, theM Member may elect to appeal the discipline to
Advisory Arbitration before,;.discip'llnefis!'Impoged. If . the iemploye elects to appeal the discipline
to the City Manager, or if -the . elects to appeal the discipline to I Advisory Arbitration,
they shall within fourteen, (14) calendar .days from the notice of'the D epartment Head's final
decision submit a Written, request, to the, City- Manager to appeal the discipline. If no written
request -is submitted 'to th6 _.C ity Maria 9 er Within the fourteen (14), daytime frame the right ,of
appeal is waived and the discipline shall become -final'
City Manager Review
If the employee elects, to have the Manager review the discipline, the City Manager ' shall
convene, a meeting review theeniploye�e's: respofis&ond. position before' disciplin&*is im. "posed.
The employee shall be �,ntittedrto',arpprpsentative the employee
shalFbe ' id d the o ` to, respond, to, the discipline and, to present any information for
provi e , e , n
consideration by the City Manager. F (14) catqndardays after 1hb employee has, been
provided . ah 6 port urntyy to' d to the the City 'Manager shall issue A written
p , respon
noticewith, his/her decisibn.'T'heCit
y Manager's decision shall be final.
A6i'sory Arbitration
As an a IterhiiiiVe,t he employee m ay lect to
discipline is imposed.
appeal discipline to Advisory Arbitration before
18
The arbitrator shall be selected, from a list provided "by, the :American Arbitration Association or
the State Mediation and Conciliation Service: A list of seven names shall' be requested from
either source in a.m'ariner to be jointly agreed upon by the City and employee., The,.City and the
employee, shall alternatively d'elefe =names from the fist.
The arbitrator so selected shall conduct a hearing a:& expeditiously as possible at a time and place,
convenient to the Cityand the employee.
The arbitrator shall have the authority to convene the hearing, , receive evidence- `through.
testimony and documents ,and. to make findings of fact .and conclusion whether the discipline was
for just cause and whether the discipline was' appropriate. The arbitrator'Inay recommend an
outcome, butthe final authority rests the City Manager.
Within thirty , (30) calendar .days after the _hearing, - the arbitrator shall submit in writing his/her
m
advisory recornendations.,to the City Manager and the, employee.
,Within fourteen (14) calendar days of receipt of`the� arbitrator's advisory recommendations; the
City Manager, shall,issue a final decision: The City Manager's decision shall be:final:
The cost of arbitrator shall- be borne by the City: The hearing may be tape-recorded or
transcribed...Copies :of the tape recording will be available to the appellant; :if .desired, at no
charge Transcripts of the proceedings will be available upon request at the requesting party';s
expense: Each party shall bearr its own attorneys' fees° afid costs.
City employees who are employed "at- will, ". or who 'are temporary, or probationary„ are not
subject to the requirement of;good cause, and are not - entitled to these disciplirne'.procedures.
SECTION 36 - .PERSONNEL FILES
36.1 PersonnelTile —Employee Review'
An employee (or , employee representative With `Written authoilzation from the .employee) S h all
have the right to :inspect and review his or. her employee personnel file., The employee's
personnel file shall be made available to the .employee for inspect'ion.,And :review at a mutually
agreeable tune- between -the employee and Human.Resource office staff member.
36.2 Personnel File — .Review of Adverse Comments Before Entry In
No - employee shall `have any comment adverse to the ;employee's; interest ,entered in t
employee's personnel file which ;may be used for disciplinary action without the, employee
having. s't read and signed or 'initialed ;the document containing the adverse comment. Except
that entry may be made if after reading -the comment, the employee refuses I
o. sign or initial the
document. Should. an employee refuse to sigh lot initial the; document, that fact shall be noted- on
the document and signed or: initialed by the fsuDerV isor: The, employee) may write a response to the
document containing the` adverse comments for °placement in the er file.
19
SECTION 37 PROBATION
All original, P transfer and romotio.nal 'a pp� ointments shall, be subject to a probationary period.
, R6_
The probationary�penod shall be regarded 'as it 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 probati`onaryaemployee whose performance does not meet
the required <standards, of work.
robation
The initial p ary: p ' od for Professional, employees is. twelve ,(1.2) months for hire,,
en
promotion, and transfer. An employee's probationarypefibd 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 pro batonary'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 tight of appeal,
Any employee { 'rejected during, the m probationary period', 'following a promotional or transfer
appointment shall be discharged "except as•provided.in Section Transfers.and Promotions.
Promotions of employees stlh ^ ori probation will result -in. a new probationary.period for the class
into which the individual .was:prornoted.
SECTION 38! - LAYOFF A" D . RECALL
Work Elimination
Should the City decide, for -labor cost - control reasons,, to permanently, ;eliminate bargaining unit
wor -k by.permanently repl'acrng .existing -unit,'posif on h contract or
s wi subcontract employees to
f employment,( "Work Elimination ') 'e City agrees
do `the same world. under sunl�ar conditions o ' th
to notify the. members , fourteen (°l4) days prior to,, implementation of. the Work Elimination, in
order to allow the members' to meet and confer with respect to the effects'. ,of the proposed action
upon the employees .'and to propose effective econoinical methods, if any; by which ,such work
p y ty employees:
could continue to be rovided.b � the Ci 's own
Layoff;and Recall
3:8: 1 Statement o'f'Intent ..
Whenever, in•.the judgment of the' City Council it'becomes; necessary to abolish, position of
employment d`u'e, to reorganization or to separate , employees ' due to :lack. of work. or funds, the
employeeholding such p osition or; employment maybe laid off or demoted without 'disciplinary
action and without,the nglit of appeal.
38:2 Notification
Employees to be. laid off shall be °given;. whenever possible; at
fourteen (14) calendar days
prior notice'." .
38.3 Vacancy an,d bemotion
Exce
' r �' m a lowerclassifica k force, theappointing
autho . ;
rs asshal oth pro vided , , st demote to a vacancy, any�ls a reduction in the work-
ty _ tion for which the employee
20!
who is the latest to be laid off - in, accordance with Section 6 is qualified. All persons so demoted
shall have their. names placed on the. re-emptQyTne,
nt list.
18A Employee Rigbts
An employee, affected by layoff shall have - the right to displace an employee in the same
department - who has les A - lower classification in the same classification series or
in ,,21, A.1o.Wer classification in which the affected employee once had= 1641 statu ',For the
purpose of this section and: Section. 5,,, seniority ,includes l all periods of full-time is ervice at o r
above the classification level where the layoff is to occur.
18.5 SenWity
In order to retreat, to a former or'lower classification, an must have more seniority than
atJ ea:si one (`l,)o.Pf he ilicumlYents ibfhe retreat classification, be qualified to ho e 6 t he ,retreat
classification or have ;served in the retreat- classification prior to 'th layoff and request
displacement actibn writing to. ;the Human Resources Office within fve (S) working days of
receipt of notice Of layoff.
Emp loyees ° witliin each category shall be laid - off in reverse order of s6iii6tity within the
classification series. Seniority f6t the retreat classification - . would be the coinbi s - nation of time
served (at, or above), 1 . n the e' layoff classification. and any :prior time - d ' the 'retreat
im serve in.
clask'ficafion. Ties - will be, broken based upon seniority of total City servi
Employees retreating to a lower or' similar classification shall be placed at the a _y
j lar, ;step,
representing the - least loss of pay. In,no ease shall the salary be increased above, that received .in.
the classification from! which the employee was laid off.'-
Employees retreating to a lower;ot similar classification, ro ation n
shall serve "p ary period i - the
new. classification unless, they ha previously successfully—completed A- probationary period' in
the retreat classification of A,.higher ,classification ffithe :series.
38.6 Employment Status
In each classification of position: - Within the, competitive: service, employees shall be laid off
according o employment status inthe following order-,,. t emporary, provisional, p -rob ationary,
and:fegiilar.
Temp orary; provisional, and probation 10y hall b id
in probationa �se; la off according:
emp othe.needsof
,porary., provis ,
the service as"*determined by'thbappoiinting authority:
38.7 Re- Employment List
The names of'Ipers6ns'l - aid off or demoted in,Accordance With these rules shall be'entered
upon 4
re-employment. list Lists from different departments or at 'different times ',for the same
classification of,position shall be combined into a single list. Such, list shall be: u ever
ed by
s, __ , �y
ap,goindfigauthori When vacancy arises in the',same , 'or lower classification of positidhbdfore
ce rt ifi cation ert ication. is from an eligible'lis't.
3,8.8 Duration of Re-Eniployment List
Names of persons laid. bff.shall be-carried oniax"e-em M - rit list for two,(
p oymb, 2) ,ye ars :
21
SECTION 39 - ; ALTERNATE WORKWEEKS
The City agrees to consider reasonable alternative -workweek programs proposed by the
members. Such ,proposal`s` (e.g.. 4 day, work week,. flex scheduling, 9/80, job sharing) may be
y ` y Ci However; the decision as to whether and when, if
considered on a,case -b -case basis,.b the Ci ...
at all, to implement such 'a'lfernate; programs, the operation of such, programs, and the ability to
modify and/or terminate 'such programs is left exclusively with the City.
SECTION 4o TRANSFERS' ANID "PROMOTIONS
An month em be entitled to retreat to" the ob classification t l cat on forriierl Held shall as long as h a position is
J y g P
currently unfill.ed, Such an employee shall riot.be "subject t o another probationary period, so long
,
as the employee has,successfully completed piobation..in the pre.prorriot onal classification.
SECTION 4,�1 PERFORMANCE;EVALUATIONS
41 Performance evaluations" are 'a -process designed to acknowledge the performance of an
employee.
41.2 A probationary employee shall receive .at least one (1) performance evaluation during
his/her probationary period.
41.3 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' subj e 't to the provisions -of the Grievance Procedure of this' agreement.
22
•
Exhibit A
Salary Table.
Unit 4
Effective .July. 7. 2003
Effective Julv'5., 2004 ' ,
�
°�, 5' , Es A3.' ff»' A j f E
�Sxep
�
➢i�"'Y
Step
3"R "+'0.
KStep
»S
Step
l
Ste
C`
Accountant
$24:40
$25.62
$26.90
$28:24
$29.65
Accountant Analyst
$26.16
$27.47
$28.85
$30.28
$31:81
Assistant Engineer I
$25.12
$26.39
$27:70
$29.09
$30.55 -
Assistant Engineer 11
$29:32
$30.80.
'$32.33
$33.94
$35.65,
Assistant Planner
$24:91
$26:15
$27.46
$28.84
$30.27
Associate Civil Engineer
$3151
$35
$3(5.9-5
$40:37
$40.74
Associate in Civil Engineering
$3'1,.,98
$33_:47
$35.14
$36.90
$38.74
Associate Planner
$28 1.5. '
$29.56
$31.04
$32.59
$34.22
Buyer
$24'9`l''
$26.15
$27.46
$28.84
$30.27
Housing Coordinator .
$24.9.1
$26 :15
$27.46
$28.84
$30.27
Inspection Supervisor'
$30:10' .
$31:60
$33.,19
$34.85
$36.59
Program Coordinator
$28
$29.:48
$30.96
$32:50
$34.12
Public , Safety Training and Grants Analyst
$24:90
$26.15
$27:46
$28:84
$30.27
Recreation Coordinator .
$1'7.63
, 11 8.5 1
$19.43
$20,40
$21.42
Risk Claims Administrator
$26.16
$27:47
,$28.85
$30.28
$31.81
Volunteer /Education Coordinator
$17.63
$18.51
$19.43
$20.4:0
$21.42
Effective Julv'5., 2004 ' ,
�
°�, 5' , Es A3.' ff»' A j f E
�Sxep
�
➢i�"'Y
Step
3"R "+'0.
KStep
»S
Step
l
Ste
C`
Accountant
$25.13,
$27.71
$29.09
$30.54
Accountant Analyst
$27.21
, $28.57
$30.01
$31.50
$33.09
Assistant Engineer I.- ..
$26. 13
$27.4.5
$28:82
$30:26
$31.79
Assistant Engineer II
$30.50
$32.04
$33.63
$35.31
$37.09
Assistant Planner
$25.91
$2T.20 .
$28.56
$30.00,'
$31.49
Associate Civil Engineer
$34:87
$36.61
$38,.44.,
$40:37
$'42.3:8'
Associate in Civil Engineering
$33.'1`7
$34.81
$36.55
$38.39
$40.30
Associate Planner
$29.28
$3'M6
$32.29
$33.91'
$35..60
Buyer .
$25_91
$27.20
$28.56
$30:00
$31.49
Housing Coordinator
$25.91
$27120
$28.56
$30.00
$31.49
Inspection Supervisor
$3131
$32.88
$34.53
$36.26.
$38.07
Program Coordinator
$29.21.
$30.66
$32.21
$33.81
$35.49
Public Safety Training and Grants Analyst
$25:91
$27.20
$28.56
$30.00
$31.49
Recreation Coordinator
P834
$19,26
$20.21, '
$21.22
$22
Risk Claims Administrator
$26.94
$28:29
$29.72
$31.19
$32
Volunteer/Education Coordinator
$18.34
$19.26
$20.21
$21.22
$22.28