HomeMy WebLinkAboutResolution 93-233 09/07/1993Resolution N®. s3-23~_ N.C.s.
of the City of Petaluma, California
RES®LUTION APPROVING SALARY ANI) SUPPLEMENTAL WAGE BENEFITS
F®R EMPL®xEES IN UNIT 1 (~®NFIIDENTIAL)
WHEREAS, the employees in Unit ~ 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,
WgIEREAS, the City Manager has recommended. that employees in
Unit 1 receive salary and supplemental wage benefits,
NOW, TIIEItEFORE, >3E IT RESOLVED that the salary and
supplemental wage benefits as specified in the attachments for employees in these units,
being in the best interest of the City, be approved and shall become effective September
7, 1.993.
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) (~i~jt~d~ (Special) meeting fv
on the .--.-7th ............. day of .............-...~~.~2t~7.T1b~T:.................., is.--93, by the
following vote: .....'..- ----~- ---~ ... .................
~~~ Atto ey
AYES: Nelson, Sobel, Hamilton, Barlas, Shea, Vice Mayor Read, Mayor Hilligoss
NOES: None
ABSENT: N e /
ATTEST : .. ........................... ..... .... °-- ......----....... ......._....`...1.
ity Clerk = Mayor
Council File ......................°---..--..-..
CA 10-85 Res. No........~.3.-.2..3.3...... N.C.S.
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CITY OF PETALUMA
COMPENSATION PLAN FOR UNIT 1
FdSCAL YEAR '1993 - 1994
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TA~I.,E ®~ C®ATTEIV~'S
GEIdL.*RAL
Section 1. Term of Agreement
CO1~PE1dSATIOld
Section 2. Salary
Section 3. Retirement Contribution
Section 4. Overtime
Section 5. .Compensation for Clothing Loss
Section 6. Vacation, Payment of
Section 7. Sick Leave, Payment at Retirement
Section 8. Deferred Compensation
Section 9. Retiree Benefit. Payment
I1dSURAIdCE
Section 10. Health Insurance
Section 11. Dental Insurance
Section 12. Life Insurance
Section 13. Long-Term Disability
Section 14. Vision Insurance
LEAVES
Section 15. Vacation
Section 16. Sick. Leave
.Section 17. Bereavement Leave
Section 18. Holidays
Section 19. Military Leave
Section 20. Leave of Absences Without Pay
Section 21. Jury Leave
Section 22. Compensatory Time Off
OTHER
Section, 23. Retirement
Section 24. Grievance Procedure
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'. GENEItAI,
Section L. Term. of A~reeanent ~ ~ .
'This compensationplan`shall be for a one (1) :year term for the fiscal year commeneing.September; 7,
.1993; through :June 30, 1994.
COA~PENSATI01~1
-Section 2. Salary
The City shah adopt the following.. salary ranges for each. of~the employees in the following
classifications during the term of this. compensation plan. '
~U~IgIT I ~ I ~ II ~ .• H'I I'~V V .
,; Admn~strat`ive Secretary $12:..64 $13.27 ~$13:."93 $14..63 $15::3°6
Deputy City Clerk $'11.87 $12..:47 $13'.09 • `$13.75 $'14'.43
Office Assistant LI $,10.:15 $10.6,5 $11.19 $11.74 $'12.33
Payrol'1 Technician '$13.42 $14-. 09, _ $,14.80 $15,.5'4 $16.31..
Personnel Technician '$'1.3:44 $1.4.1.1 $14.82, $15.5b $16.34
Secretary $10 ...6 2 $1,1.15 $;1.1:7,1 $12.2'9 $12 .91 ,,
Section 3 _ Retia~e~eut Contributions
Tfie-City_agrees'to;.payment of the employyee's contribution to the Public Employees' Retirement
;System in the'amount of 7%, of an. empl'oyee's salary.
Secfion 4: Overtime
A: , General. „All hours worked'~in excess of eight. (8) in any one-.;day or in excess of forty _(40)',in
any workweek shall be compensated for at. the overtime rate wfiich shall .be one and .one-half .
• ' {1.5) times the regular rate of pay.. Overtime shall not.;be~pyramided or compounded. For;'
those employees 'that work.an adjusted work week through the Voluntary Reduction In Hours .
Program, overtime will be based on .the signed A- greement, between -the City and' the
. ~ ~ .. Employee,..
B: 1Vlinrnum, Any.. employee required! to workovertime shall, in no case;, :be compensated for
. ~ less; thanm one .hour fore such overtime: '
,. P '; ~g p y _ gency to have,
C. Pa ment f
. work durm le al hol da `s or ;the ber od such em 1' b an emetrded to vacation
y _ s 4
g: g y : p o ees are en
em o ees
,leave, sueh~;employees working on, such legal holidays and dunng.penods of vacation shall be '
_ . entitled` toreceiveadditonal remuneration. at the'rate of one and one-half times their regular
rate~af pay. .
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Section 5. Co~nnensation,fo~ Clothing I,os$ "
The City 1Vlanager is authorized. to provide compensation ~ 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, 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 fi_ Vacadon~ Pa~ffient at Termination
Employees who terminate employment shall be paid in a lump .sum for all accrued vacation leave
earned prior to the effective date of termination not to exceed two (2) years accumulation.
Section. 7. Sicl~ Leave, Pa.~nnent of "
In the event of the death or retirement of :an :employee who has: completed ten (10} or more, years of
continuous service with the City,.. the employee shall be "paid or shall receive to his benefit fifty
percent (50%) of his accumulated but unused sick leave not: to exceed 480 hours. The employee-may
elect not to receive this benefit. and instead place all sick leave hours into the PERS sick leave
conversion benefit.
..Section S_ Deferred Coni~ensation
The City. of Petaluma shall make available to the members of"this unit the City's Deferred
Compensation Plan.
Section 9. Retiree benefit Payffients
An employee, with twenty (20) years of service and who is age 50 or older and, who retires on a
service or disability retirement during, the term of this: agreement, will be eligible for $:100:00 per
month. This benefit is in addition to any other benefits fo which the employee is entitled.
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INSiJRAAICE
Section 10_ I-lealtla Insurance
During the period' of this, Compensation Plan; the City hall pay any premium increases beyond the
current City contributions as listed below.. No increase.. m the. dollar .amount of the employee
contributions shall be assessed during the term of this compensation 'Plan.
Heal=th Plan Of Sonoma
Kaiser The. Redwoods County
Employee $173.04 $177.0,0 $149.1.9
Employee + 1.dependent .$3'44.08 $363.00 $305.39
Employee + 2 dependents $456.96 $455.00 $409.01
Section 11. Dental Insurance ,_
During the term of this Compensation Plan the City shall. contribute$71.00 per month per eligible
employee toward the premium for a group dental°insurance plan: Additionally, the City shall include
an Orthodonture plan,. $1',000 per child, at a 50% co-payment rate within the premium rate`.
Section 12_ Life Insurance
During the term of 'this' .Compensation Plan theCity shall provide a group term life insurance plan in
the amount of $10,000 per employee:- '
.. section 13 _ Long-Term Disability .
The' City shall provide for along-term disability plan. The premium to be paid for by the City.
Section 14. Vision Insurance
During ttie term of this Compensation Plan the''City shall .contribute $14.05 per month per eligible
employee for a family vision :.plan:
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Section 15. Vacation
A,1. A oun s All regularemployees of the City of Petaluma, after working one fiill year are
entitled to the equivalent of eighty (80) hours of vacation with pay in the year following the
year in which vacation is earned.
All regy lar emplgoyees g f .the City :of Petaluma,. after five (5) years of continuous service with
the C and be nnin with the sixth year, shall be entitled tq the equivalent of one hundred
twenty (12Q) hours of vacation per year. After ten (10) years of continuous service with the
City, eight (8). hours of`vacation shall be added for each' year of continuous service to a
maximum of one hundred sixty (160) hours of vacation.
A.2. Voluntarv 1-.eave Plan
Accruals under the Voluntary Leave Plan shall be~ prorated to the work week equivalent hours.
B. he i in The times during a calendar year in which an .employee may take his/her vacation
shall tie determined by the.department head with' due respect for the wishes of the employee
and particular regard farethe needs of'the service. If the requirements of.the service are such
that an employee cannot take part or all 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 defer -five. (5) ,working days of his/her annual vacation to the succeeding
.calendar .year subject to other provisions of this rule. A written report of each. deferred
vacation signed by the appropriate department head and the Personnel Officer noting the
details shall be. kept on file with the Personnel Office. Vacation time accumulated in excess of
two years shall be lost. In~ the event _one .or..more municipal holidays fall within an annual
vacationleave, Such holidays shall not be charged as vacation leave. and' vacation leave shall be
extended accordingly.
Section 16. Sicl~ Leave
A. ' ral Sick leave with pay shall be gr-anted to all employees as. set forth in this section. Sick
leave is not. a right which an employee may use .at his/her discretl'on; but rather, shall be used
only in case of personal illness, disability or the serious illness or injury of an employee'
family member which .requires the employee's attention. The term family members shall
include: pouse, children .parents; spouse's parents, brothers, sisters or other individuals
whose relationship to' theemployee iS that of a dependent or near dependent.
B;: l . ,Accrual Sick leave shall accrue to all full-time employees at the rate of eight hours: for :each.
,month of continuousservice. Noemployee 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,dime set for beginning his daily:duties as may be specified by 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.
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D. -Bela ansh' tQ Workers, Com ensa~ign .Benefits shall be payable in situations where
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. miscellaneous employee s 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 oceasianed by injury suffered during his/her employment and ,he/she:: receives
Workers.' Compensation,. he/she slap receive full pay..Following this period, `sick leave may
be a supplement to the: Workers'' Compensation benefits provided the employee.
Compensation is at his/her regular rate for a period not to .exceed six months, or until "such
sick leave is exhausted, or the disability is abrogated, or that employee is eertif ed "permanent
and stationary" by a competent medical .authority. The City shall pay him/her ~ the :regular
salary, based on the combination. of the Wor-kers' Compensation benefit plus sick lease.
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 ,ease shall' be abrogated, subject only to the limitations
provided under .this Memorandum of Understanding.
E, Sick Leave Transfer PolicX Employees wishing to donate hours:of sick leave to another
employee may do so uy 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 .rriust retain a minimum of 160' hours
of sick leave to `be eligible to transfer sick leave.
2. All such. Transfers of sick leave are irrevocable:
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3. The employee receiving the. sick leave transfer must have zero (0) hours of
accrued sick; leave, vacation .and CTA leave on the books.
4. Employees. may not .buy or sell sick' leave. Only, the time may be transferred.
5. Employees may not transfer ..sick -leave upon separation of service.
b. Transfer of sick'leave .shah be allowed between Units 1, 3; 4, and 5.
Sectp~n I7 bereave ent ve
A. .In the event of the_death~ of an employee's spouse; mother, step-mother, mother-in-law; father,.
step-father; father-in-law, brother,;, sister, child, including an adapted child, grandchild and .
grandparent; an employee who attends the .funeral shah 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 in 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 ch"acged to the employee's sick leave and
any additional, time beyond these two-days may be charged fo accumulated vacation or leave
without pay:: Such bereavement aeave. shall not be .accruable from .fiscal. year to fiscal. year,
nor shall it have :any .monetary value if unused.
A,.1. Voluntary I„_.eave Plan
Accruals under the Voluntary Leave Plan shall be prorated to. the work week' equivalent hours.
ection 1 :. Holiday
A. -FIXED HOLIDAYS: The,=City shall observe eleven (ll) fixed-date holidays
shall be established for the City' fi""seal year as determined by City Council resolution.
These. holidays
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B. FLOATING HOLIDAY: 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 3'1, will be eligible fora "Floating Holiday"
during the course of the Fiscal Year.
C . Volun ' ry Leave Plan
Holidays taken during the Voluntary Leave Plan. shall be prorated to the work week equivalent
hours under the voluntary leave plan.
Employees on a Voluntary. -Leave fora .fixed period will not be paid for any holidays falling
within the fixed leave period.
Section 19 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 limifS' of military
regulations to determine when such leave shall be taken..
Section 20 Leave of Absence' without Pav
A. The City Manager may 'grant aregular- 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 benefts 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. wily..
be in writing. upon expiration of a regularly approved lease 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 grantee!. 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 be cause for '
discharge.
B. Employees may reduce their workweek upon approval of their Department Head and the City
Manager :under a Voluntary Leave Without Pay plan, not to exceed 20% of their annual work
schedule. Medical premiums will continue. to be paid by 'the city- and employee as if working a
full schedule. '
Section.2`1. Jury b:eave
Every classif ed employee of the City who is called-or required'to serve as a trial juror shall be
entitled to~`absent.hmself"from his duties with the City during the period of such service or while
necessarily bengpresent in court as a.result cif such call. Under such circumstances; the employee
ahall:. be paid the, difference between,his full salary and any payment receYVed• by him., except. travel:,
pay; for- such duty. This, compensation. shall not extend beyond twenty- (20) working days.
Section- 22_ Compensatory Tiffie Cuff
Employees may receive; in lieu of being paid for overtime, compensatory dme off ,at a mutually
agreeable time between the City and the employee. subject to the operation requirements of the_ City
and with approval' determined by the City.. No employee may earn more than one hundred twenty
(120) hours of Compensatory Time Off per fiscal year. In addition, no employee may retain. on the
'books more than twenty-four hours of unused Compensatory Time at any given point during the fiscal.
year. Amounts submitted, in excess of these limits shall be paid 'at dme and one-half.
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Section 23. Retirement
The City of Petaluma's retirement plan under the Public Employees' Retirement System shall consist
of the following items:
Miscellaneous Employees: 2% ~a 60
Options: 1959 Survivors Benefit
One year Final Compensation Average
Unused Sick-Leave Credit
It is understood that employees who are, or will retire with. a~ service retirement shall be able to make
a one-time irrevocable conversion of the City's contribution being made on their behalf to base salary.
Employees who wish to exercise this one.-time. irrevocable conversion must meet the following
requirements for service retirement.
1. Minimum forty-nine (49) years of age, and. will be retiring no later than one (l) year
from date of conversion.
2. Must submit a letter of intent to retire in order to initiate the conversion.
Employees. who have. converted the City payment of the employee's contribution to PERS and do not
retire on the date specified to~ the City at the time of conversion, shall owe to the City the increased
costs including liut not limited to benefit contributions, overtime, holiday pay, and City contributions
to PERS .
The costs owed to the City will be from the time of conversion to the actual date of retirement.
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Section 24: Grievance Procedl
A. Pu,~ose of Rule
1 To romote im
O rocedures on proved employer-employee relations by establishing, grievance
p .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.
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. Infprmal, 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 hi"s/her superuisor's immediate supervisor, if any,
in the administrative service. Every effort should be made: to find an acceptable solution ny
informal means at the lower ,possible level of supervision'., If the employee is not. in agreement,
with the decision reached by discussion, he/she`shall then-have the nght•to file a formal appeal.
in. writing within ten (10) .calendar days afterreceiving the informal decision of his/her
immediate superior. An informal appeal shall not be taken above the appointing 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 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
tbeen received within five (5) calendar days; the employee may present the appeal. in
writing to_his/her,supervisor's immediate superior. Failure of the employee to take
further .action within five (5) calendar days after receipt of the written decision, of
his/her supervisor, or within the total of fifteen (15)' calendar days if no decision is
rendered, will constitute a dropping of the appeal.
(2) Further level 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, :employee may.present the appeal in writing to the department head. Failure of
the employee to take :further .action within f ve (5) calendar days after receipt of the
decision is .rendered, will... constitute a~~dropping of the appeal.
(3) Departments 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, cr if no answer has been received. within. five (5) calendar days after
receipt of'the decision or within a total of fi'fteen'(15) calendar days if no decision is
rendered, will constitute a dropping of the appeal.
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(4)City, Manager .The City Manager receiving `the appeal or his designated representative.
should discuss the grievance with the employee, his/her representative, if any', and with.
other appropriate persons. The City, Manager may designate a fact finding committee;
officer not in the normal line of supervision, or Personnel Board to advise him/her
concerning the appeal. The City .Manager shall render a decision in writing to the
employee within twenty (20) calendar days after receiving the appeal.
(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.
(h) The employee may request the assistance of another person of his/her own
choosing m preparing and presenting his/her appeal at any level of review.
(c) The employee and his/her representative .may he .privileged to use a reasonable
amount of work time as determined by .the :appropriate department head in
conferring about and presenting the appeal.
(d) Employees shall be assured freedom from reprisal for using the grievance
procedures.
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