HomeMy WebLinkAboutResolution 94-323 12/19/1994 r
~~s®IL,I~IOi'1 NO. 94-323 N,~,~,
of tho City of Potaluma, California
1
2 RESOLUTION AMENDING THE CLASSIFICATION PLAN
3 TO RE-ESTABLISH THE POSITION CLASSIFICATION
4 SENIOR PLANNER
5 DESIGNATED TO UNIT 9, (MID MANAGEMENT)
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7
8 BE IT RESOLVED that the Classification Plan and
9 Compensation Plan, as originally adopted pursuant to Resolution
10 No. 90-209 N.C.S., and the classification titles and
11 specifications as adopted by Resolution No. 90-147 N.C.S., are
12 hereby amended by re-establishing the classification of Senior
13 Planner, (as attached hereto and marked Exhibit "A" and made a
14 part hereof) .
15
16 BE IT FURTHER RESOLVED that this action is taken
17 pursuant to Personnel Code 2.04.020 and Personnel Rules and
18 Regulations (Rule IV, Section 5) for classifications included in
19 the Competitive Service of the Personnel System, that the notice
20 of this action has been properly posted and that the City Manager
21 recommends this action.
22
23 NOW THEREFORE, BE IT RESOLVED that the Resolution No.
24 90-147 N.C.S., as amended, is hereby amended to include
25 establishment of the classification of Senior Planner and
26 assigning this classification to Unit 9 (Mid-Management),
27 effective January 2, 1995, at a salary range of $3,780 - $3,969 -
28 $4,168 - $4,376 - $4,595 per month.
Under the power and authority conferred upon this Council by the Charter of said City.
REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the Approved as to
Council of the City of Petaluma at a (Regular) (~q~ggq~l~ meeting fO~
on the .....1.9th_._....... day of Dice•~ber-......................, 19...~sl, by the
following vote: -
Cit`y Attorney
AYES: Parkerson, Read, Barlas, Shea, Vice Mayor Sobel, Mayor Hilligoss
NOES: None
ABSENT: Hamilton
ATTEST : ..............."..d....._..
City Clerk Mayor
Gbim«1 File..._
CA 10-85 Res. No.......9.4-.323.--~ N.C.S.
~G , ~ .
(~gr.
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CITY OF PETALUMA
COlV1PENSATION PLAN FOR UNIT 9
FY 1994 - 1995
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.TABLE OF CONTENTS
GENERAL.
Section 1. Term
COMPENSATION
Section 2. Salary
Section 3. Special Pay
Section 4. Compensation For Clothing Loss
Section 5. Vacation, Payment Of
Section 6. Stick Leave, Payment Of
Section 7. Deferred Compensation
Section 8. Holiday Pay
Section 9. PERS Employer Paid Contribution
Section 10. Work During A Local Emergency
Section 11. Uniform Allowance - Public Safety
Section 12. Education Incentive
IPtSURANCE
Section 13. Health Insurance
Section 14. Dental Insurance
Section 15. Life Insurance
Section 16. Long-Term Disability
Section 17. Vision Insurance.
Section 18. Other Health and Welfare Payments _ .
LEAVES
.Section. l9. Vacation
Section 20. Sick Leave
Section 21. Bereavement Leave
Section 22. Holidays
Section. 23. Military Leave
Section 24. Leave Of Absences Without Pay
Section 25. Jury Leave
Section 26. Administrative Leave
THER
Section 27. Retirement
Section 28. Grievance Procedure
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- GENERAL
Section, l . Term
Ths.compensation plan shall be for a one (1) year term for -the fiscal
year commencing July 4, 1994 through June 30, 1995.
COMPENSATION
Section 2. Salary
The City shall adopt the. following salary ranges for each of the
employees in the following classifications.
UNIT 9 ~ EFFECTIVE JULY 4, 1994
Accounting Office Supervisor $2,940 $3,574
Controller $3,968 $4,822
Fire Battalion Chief $4,679 $5,689
Fire .Marshal $4,547 $5,528
Information Systems Administrator $4,26.2 $5,,181
Legal Secretary $2,883 $3,5'05
Police Captain $5,016 '$6,-0.98
Police Lieutenant $4,548 $5,.529
Police Records Supervisor $2,966 $3,605
Principal Planner $4.,160 $5,056
Public Safety Dispatch .Supervisor $2,966 .$3,605
Public Works Supervisor $3,458 $4,203
Recreation Supervisor $2,978 .$3,621
Secretary to City Manager $2,883 $3,505
Supervising Civil Engineer $4,696 $5,708
Traffic Engineer $4,696 $5,708
Water System Supervisor $3,451 $4,196
Additionally a l % increase shall be effective January 2, 1995.
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Section 3. Special PaX
The City Manager has authorized Police Captains and Police Lieutenants to be eligible for .
special pay assignments as uniformed field officers under limited. circumstances, .These
assignments ,shall not. include. any duties relate~_to tfic performance of their management
duties. Rate of pay for. said assignments shall be $34.OQ per hour.
With prior approval of the Chief of Police; police management personnel<.may work out: of
class as police ,sergeants to provide. supervisory. personnel on those shifts' or especial assgnrrients
where police sergeants or police officers. are not available to fill the assignment. -Pay will not
be authorized to police. managers who volunteer to fill behind each other due to shift shortages
or other circumstances. Management. pers"onnel may work. these out of class assignments only
on their regular day off and are imited to not more thane 10 hours per week nor more than 20
hours per individual per month. Special pay is not available for periods of .less than' a
complete work day. Special pay will be indicated. on the employee's payroll report.
Section 4. Compensation For Clothing `Loss.
The City Manager is authorized to provide compensation to City employees. for loss or damage
to their clothing which occurs during the. course of carrying out an official duty. A request for
compensation hereunder shall be submitted in writing, m 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 5. Vacation, Payment At Termination.
Employees who. terminate. employment shall be paid in _a lump sum fore all accrued vacation
leave earned prior to the effective date of termination.
Section 6. Sick.Leave,
Pavment Of
In the event.. of the death or retirement of an employee: who has completed ten (1Q) or more
years of continuous .service with the City,, the employee. shall be paid or shall. receive to his/her
benefit, fifty :percent (50 of hisLher accumulated but unused sick leave :not to exceed 480
hours. Fire .Battalion Chiefs why are assigned o a 56 hour workweek. shall. receive SO% of the
accumulated but unused sick leave to a maximum of '720 hours.
The employee: may elect: not to receive this benefit and instead place all sick leave hours into
the PERS Sick Leave Conversion.
Section 7. .Deferred Compensation.
The City of Petaluma shall make mailable to the members of this unit,, the City's .Deferred
Compensation Plan. .
Section 8. I-Ioliday PaX
The City shall pay Battalion Chef~and .Police Lieutenant. for eleven (ll) holidays in the month. .
of December in lieu of ,giving time off.
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:Section 9. PERS Employer Paid Contribution
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 ~f Member Contribution
(EPMC) shall instead'.be paid: to the employee who shall then pay that amount to .PERS.. For
purposes of withholding, the City shall defer that portion of the employee's contribution paid
to' PERS through Section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma
Resolution 90-363. Therefore, for calculation of base- salary at retirement, the employee shall
now have~an increased base salary that will include the total amount of the employee's
contribution to PERS previously paid as EPMC. The employee's contribution will be withheld
from the employee's pay by the City, and the City will make the .employee's payment of the
employee contribution directly to PERS on behalf of the: employee. The employee may not
make an election to take this amount in salary and/or to make the,payment to -PERS. The tax
exemption does not apply to FICA%social security. The~following is an example of the
. application of IRC 414(h)(2) as applied to a miscellaneous employee.
An employee makes $1,000 per month base salary. Under the prior contract the employee was
not responsible for paying 7% of the required 7% employee. 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 EPMC will revert to salary and he employee's base salary
. will now be $1,070. Of this'7% (approximately $75.00 willbe paid to PERS from the
$1,070. The full 7% will be ax exempt and this means the employee will pay taxes on
$995.00.
section 10. Work During A Locale Emergency
Members of this Unit who are' required. to work during a Council Declared Local Emergency
shall be paid at 1 X their hourly rate for all hours beyond their normal work day.
Section 11. Uniform Allowance. -Public Safety
The Classifications of Police Captain and Police Lieutenant shall receive 1.5 % of the top step
Police Officer's annual salary effective July 1, 1992 as the Uniform Allowance.
The Classifications of Fire Battalion Chief and Fire Marshal, shall receive $575.00 as uniform
allowance.
Uniform Allowance shall be paid in December.
Section 12 Education Incentive -Mid-mans
ea~~ merit
Police Lieutenant and Captain upon providing to the Personnel Office. the POST .Management
Certificate: shall be eligible to receive an educational incentive in the amount of $275.00.
Battalion Chief, upon providing to the Personnel Office the Chief Officer Certification, or a
BA Degree, shall be eligible to receive an education incentive in the amount of $150.00.
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IPdSURANCE
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Section 13. .Health. Insurance
ACTIVE Employees
Effective August 1, 1994 .thee City shall initiate .the Public Employees' Medical :Health 'Care Act.
(PEMGHA);'f~r members of Unit 9. The premium. paid by the City toward this program shall be
m the. amount of $100.00 per month per employee.
RETIRED :Employees
An employee with twenty (20} years of service and' who is age 50 or older and who retires on a
service retirement during the term .of this agreement, will be eligible for $95'.00- per month..
beginning on the retirement date. Thepayment will decrease in the amount of $5.00 .per year to
$0..00 after 20 yearn if the retired employee continues in the PEMCHA ;plan as a retiree. Should
the retired employee not continue 'in the PEMCHA~plan, he/she will be eligible for the full' -
$100.00,. It. is the. responsibility of the retiree to notify .the City in writing that:he/she 'i5 not' being
covered by, the. PEMCHA plan and the City will commence payment of the $100:00- at ae
' beginning of the .month following the receipt of written notice by the retiree..
Section 14. Dental Insurance
The City shall.. provide fir a group. Delta. Dental Insurance Program for City employee and
dependents in this Unit.. Additionally, the City shallrcontribute toward an Orthodonture plan
$1,000 per child at a 50% co-payment rate. T,he City shall pay, during;the~period of~this
Compensation Plan the full premium toward the City group dental insurance coverage program.
Section 1~5. Life Insurance
A.
The City shall provide for a group term life: insurance program for City employees in ahis
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
$''10,000 per employee.
B. Management Life. Insurance shall be in the amount of one and.one-half (1-1%2) times .their .
annual salary rounded to the nearest even dollar, i.e., $12;000, $13;000, etc. not to exceed
$125;000.
Section 16. Long-Term Disability _
The City shall provide a Long-term disability .plan, premium to be paid by the City.
~ecti9n 17.. Vision :Insurance..
. The City .shall provide a Vision Plan for employees. and dependents. The .premium. shall be paid
for. by the City. .
Section 1g: ~ Other Health and Welfare Payments
The City shall provide to the active members! of Unit 9 additional monthly health° and welfare
payments equal the PEMCHA Kaiser 'North premium amounts-less $100:00. '
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B.1: Accrual. Sick leave. shall accrue to all full-time employeesat the rate of eight- hours for
each month of continuous service. Fire Battalion Chiefs shall accrue at 12.0 flours per
month. 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 work week equivalent
hours.
C. Notification Procedures. In order to receive compensation while absent on sick leave, the
employee shall notify his/her immediate superior or the Personnel Office prior to or within
four hours after the time set for beginning. his/her daily duties as may be specified by the
head of his/her department. When absence is for more than three days/shifts duration, the
employee may be required to file a physician's certificate with the Personnel Office stating
the cause of the absence.
D. Relationship To Workers' :Compensation. Benefits shall be payable in situations where
miscellaneous employee absence is due to industrial injury as provided in California State
Workers' Compensation Law. During the first three (3) work days 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 full pay. Following this period sick
leave .may be a supplement to. the Workers' Compensation benefit provided the employee.
Compensation is at. his/her regular rate for a period .not to exceed six months or until such
sick leave is exhausted, ;or .the disability is abrogated; or that employee is certified
"permanent and stationary" by a competent medical authority. The City shall pay him/her
the regular salary, based on the combination of the Workers' Compensation benefit plus
sick leave.
All employees receiving full salaries in lieu of temporary disability payments pursuant to'
Section 4850 of the Labor Code are entitled to accumulate .sick leave during such. periods
of sick leave.
Sick leave for industrial injury shall not be allowed for a disability resulting from sickness,
self-inflicted injury or willful .misconduct.
The City may retire any employee prior to the exhaustion of accumulated sick leave, at
which time all accrued but unused sick leave shall be abrogated, subject only to the
limitations provided -under this Memorandum of Understanding.
E. Sick Leave Transfer Policy. Employees wishing to donate .hours of sick leave to another
employee may do so by sending a written request, approved by their department head, to
the Personnel Office, naming the individual to receive the sick leave and the amount
donated, with the following restrictions:
1. Employees who wish to transfer sick leave must retain a minimum of 160 hours
sick leave to be eligible to transfer sick leave.
2. All such transfers of sick leave are irrevocable.
3. The employee receiving the sick leave transfer .must have zero (0) hours of accrued
sick leave, vacation and CTA left. on the books.
4. Employees may not buy or sell sick leave, only the time may be transferred.
5. Employees may not transfer sick leave upon separation of service.
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LEAVE.
Section 1~9: Vacation
A. l `Amounts. All' regular employees of_the City of Petaluma,. after.`working one full year are
entitled xo the equivalent of eighty (80) hours of vacation with. pay iri the year .following
the -year in which vacation is earned.
All, regular employees of the City of Petaluma, after .five (5) ,years of continuous service
with the City,; and. beginning with the sixth ,year, shall be entitled to the.. equivalent of one
hundred twenty (120) hours of vacation per year.
After ten (10) years. of continuous service_with the Giry, eight (8) hours of vacation shall
hou s of vacat on. year of continuous4service to a maximum of one hundred 'sixty (160)
A.2 Voluntary Leave Plan
Accruals under the Voluntary .Leave .Plan shall be prorated to the.work week equivalent
hours:
B. chedulin The times during a calendar year in which an employee °may take liis/her
va P
ti'on shall 'be=determined by the department head with due respect f%ir "the wishes of the
em loyee and- particular regard :for they needs of the service: If :the requirements of ;the
service are such. "that an employee ~ cannot take part or all .of his/her annual vacation; in a
particular calendar°year, such vacation shall Ije taken during the following; calendar year.
C. Deferral- In the event one or more municipal holidays fall. within an. annual vacation
leave,. such. holidays shall not be charged as vacation leave and vacation leave sha116e
extended accordingly.
D. Fire Battalion Chiefs' Vacation shall be computer as follows:
Amount of Continuous Service Uacatibn
After completion of tweT:ve months 5 shifts/year
After completion of five years 7'~shifts/year
After completion ,o;f ten years 8 sh°ifts/year
Afaer completion of fifteen years 9 shifts/year
After completion of `twenty years 10 shifts/year
Any eligible employee with the consent of the head of his/her department and. the .Personnel
.Officer- :may defer 2:33 shifts. of his/her annual vacation to the succeeding: calendar°year, subject to
the other provisions of `,this. rule.. ;A written report of each deferred vacation: signed by the':
appropriate department head and the Personnel Officer.noting-the details shall be kept on file with
the Personnel Officer.
~~ction 20. ::Sick :Leave .
A. en ral: Sick leave with pay ,shall be ,granted to :all. ,probationary and regular employees
within the competitive sere,ice. Sick ;leave: shall not. be ,considered a right which an
employee may use at his/her discretion, but shall be allowed only in the case of necessity
end ;actual personal non-service-connected sickness or off=the-job, injury, ,..disability or the
serious. illness or injury of an employee's, family members, which requires the employee's
attention. The; term family member 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.
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6. Sick Leave Transfer shall only be.allowed between Units 1, 3, 4, 5', 8 and 9.
7. No more than ninety ~(90) workdays of Sick Leave may be received' by an employee
for any one illness or injury. "
Section 2.1 _ Bereavement- Leave
A. 1. In the event of the death of an employee's spouse, mother, step-mother, mother-in-law,
father, step-father, father-in-taw,.. brother, sister,. child, including an adopted child,
grandchild .and grandparent, an employee who attends the funeral shall be granted time off
work with pay. The amount of time off work with ,pay shall be only that which is required
to attend the funeral and. make necessary funeral arrangements, but m no event shall it
exceed three (3) working days. These three (3) days shall not be chargeable to sick leave.
An additional two (2) days required for necessary funeral arrangements may be charged to
the employee's sick leave and any additional time beyond these two days may be charged
to accumulated vacation or leave without pay. Such,bere~vement leave shall not be
accruable from fiscal year to fiscal year, nor shall it have any monetary value if unused.
~ A.2. Voluntar~Leave Plan
Accruals under the Voluntary Leave Plan shall be prorated to the work week equivalent
hours.
Section 22. Holidays -
A. Fixed Holidays. The City shall observe eleven (11) fixed-date holidays. These holidays
shall be established for the City's fiscal year as determined by City Council resolution.
B. Floating Holiday._ During the period of this Compensation Plan, City will authorize one
(1) "Floating Holiday" per employee, which. may be taken by the employee at a time
selected by the employee, subject to operational requirements and approval determined by
the City. Employees hired between July 1 and' December 31, will be eligible for a
Floating Holiday during the course of the Fiscal Year.
C. Volun Leave Plan:
Holidays taken during the Voluntary Leave Plan shall be prorated to the work week
equivalent hours.
Employees on a Voluntary Leave for a fixed period will not be paid for any holidays
falling within the fixed leave period.
Section 23. 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 24. .Leave Of Absence Without Pay
A. The City Manager may grant a regular or probationary- employee leave of absence without
pay pursuant to State. and Federal Law. Good cause being shown by a written request, the
City Manager .may extend .such leave of absence without pay or seniority 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 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 its expiration, or within a reasonable time after notice to return to duty, shall
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B. Employees may- reduce their work week upon;approval of their Department. Head. and the '
City Manager under a Voluntary, Leave Without Pay plan, not to eXeeed 20% of their
annual work schedule: Medical,' premiums will continue to be p"aid by the- city and
employee as if working a full. schedule.
Section 25. 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/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 ouch :circumstances, the
employee shall. be paid the difference between his/her full salary and any payment received by
lum, except travel pay, for such duty. This compensation shall not extend beyond twenty (20)
working days.
Section 26. Administrative Leave .
Members of this Unit are eligible~for administrative .leave. Days may be granted by he-City
Manager upon written request, not tq.exceed ten (10) days per Fiscal Year... Battalion Chief shall
be granted three (3) days Administrative Leave at' twenty-four (24) hours per day.
OTHER
Section 27. Retirement
A. eneral.
The-City of Petaluma's retirement plan under the Public Employee's Retirement-System shall
consist of the: following items:
Miscellaneous Employees:. 2,% @ 60
Option: 1959 Survivors Benefit
One Year .Final Compensation Average.
Widows Clause. (Fire- Safety)
Public Safety Employees: 2% @ 50
Section 27. Grievance Procedure
A. Purpose of Rule .
1. To promote improved employer-employee relations by establishing grievance
procedures on matters for which appeal or hearing is not provided by other
regulations.
2. To afford' employees individually or through qualified 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 shall be settled as near as possible to .the point of origin..
4. To provide that 'appeals shall be conducted as informally as possible.
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B Matters Sub~ct To Grievance Procedure. Any employee in the competitive service shall
have the right to appeal under this rule, a decision affecting his/her employment over
which his/her app~mting power has .partial or complete jurisdiction and for which appeal is
not provided by other regulations or is not prohibited.
C. 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 immediate
supervisor, if any, in the administrative service. Every effort should be made to find an
acceptable solution by informal means at the lowest possible level of supervision. If the
employee does not agree with the decision reached, or if no answer has been received
within five (5) calendar days, he may present the appeal in writing to the City Manager.
Failure of the employee to take further action within five (5) calendar days after receipt of
the decision or within a total of fifteen (15) calendar days if no decision is rendered, will
constitute a dropping of the appeal.
D. 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 decision and comments in writing and
return them to the employee within five (5) calendar days after receiving the appeal. If
the employee does. not agree with his/her supervisor's decision, or if no answer has been
received within five (5)' calendar days, the employee may present the appeal in writing to
his/her supervisor's immediate superior. Failure of -the employee to take further action
within five (5) calendar days after receipt of the written decision of his/her supervisor, or
within a total of fifteen (15') 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 employee within five (5) calendar days after receiving the appeal. If the employee does
not agree with the decision, or if no answer has been received within five (5) calendar
days, he/she may .present 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
or within a total of fifteen (15) calendar days if no decision is rendered, will constitute a
dropping of the appeal.
(3) Department Review. The department head receiving the appeal of his/her
designated representative, should discuss the grievance with the employee, his/her
representative, if any, and with other appropriate persons. The department head shall
render his/her decision and comments in writing, and return them to the employee within
five (5) calendar days after receiving the appeal. If the. employee does not agree with the
decision reached, or if no answer has been received within five (5) calendar days after
receipt of the decision, or if within a total of fifteen (15) calendar days no decision is
rendered, it will constitute a dropping of the appeal.
(4) City Maria
ear. The City Manager receiving the appeal or his/her designated
representative should discuss the grievance with~the employee, his/her representative, if
any, .and with, other appropriate person(s). The City Manager may designate afact-finding
committee, officer not m the normal line of supervisor, or Personnel Board to advise him
concerning. the. appeal. The City Manager shall render a decision in writing to the
employee within twenty (20) calendar days. after receiving the appeal.
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(5) Conduct of Crievanee Procedure
(a) The; time limits specified' above may be extended to a definite dafe by mutual
"agreement of~the employee and the reviewer concerned. '
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(b) The employee may request the assistance of another person .of his/her own
choosing in. preparing and presenting his/her .appeal at any level of review.
- (c) The employee and his/her representative may be .privilegedao use a
reasonable amount of work.. time. as determined by `the. appropriate
department head in conferring about and presenting tfie appeal.
(d) ,Employees shall be assured freedom from reprisal for using. the grievance
procedures.
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