HomeMy WebLinkAboutResolution 93-267 10/04/1993r`t"
~es®IL,1t101'1 N®. 93-267 N.~.S.
1 of the City of Petaluma, California
RESOLUTION APPRO~IING 5ALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES IN UNIT 1 (CONFIDENTIAL)
WHEREAS, the employees in Unit 1 are not represented by any
recognized employee organization; and,
WHEREAS, the City Manager, pursuant to Section 2~, City of
Petaluma City Charter, is required and empowered to make a recommendation to the
City Council on matters related to employee's compensation; and,
WHEREAS, the City Manager has recommended that employees in
Unit 1 receive salary and supplemental wage benefits,
NOV~I, THEREFORE, RE IT RESOLVED that the supplemental
wage benefit as specified for Sick Leave Transfer in the attachments for employees in
these units, being in the best interest of the City, be approved and shall become
effective September 7, 1993.
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
y ~ b'~ ) ~ ~~(~~~c$~d) meeting~._.._w_..:
Council of the Cit of Petaluma at a Re ar ~ f°m'
on the ..-..-4>ih............ day of ........Q.~tQb~x .................................. 19..-....., by the F''~-
following vote: •----•P'•\-.}. -! .. -...-....-•--••-•---
City Att ney
AYES: Nelson, Sobel, Hamilton, Shea, Vice Mayor Read, Mayor Hilligoss
NOES: None
ABSENT: Barlas
AT'T'EST : ......... ... ........................ ... ..~....--•--......................
ity Clerk May
Llouncil File .......................----.....-..
cn io-ss Res. No.......9.3.-2.6.7....... N.c.s.
~, Q3-z 3~ ACS
~3- a~~ ~Ics
TA~L.E OF CONTENTS
GENERAL
Section 1.
Term of Agreement
CONPENS T ON
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.~
Section 9.
Section 10.
Section 11.
Section 12.
Section 13.
Section 14.
Section 15.
Section 16.
Section 17.
Section 18.
Section 19.
Section 20.
Section 21.
Section 22.
Section 23.
Section 24.
Salary
Retirement Contribution
Overtime
Compensation for Clothing Loss
Vacation, Payment of
Sick. Leave, Payment at Retirement
~ Deferred Compensation
Retiree Benefit Payment
Health Insurance
Dental Insurance
Life Insurance
Long-Term Disability
Vision Insurance
vacation.
Sick Leave
Bereavement Leave
Holidays
Military Leave
Leave of Absences Without Pay
Jury Leave
Compensatory Time Off
Retirement
Grievance Procedure
1
9 3 ~ a C~ ~ ~I GS
GENERAL
Section 1. Term of Agreement
This compensation .plan shall be for a one (1) year- term for the i-iscal year commencing September 7,
1993, through June 30; 1'994.
COMPENSgTION
Section 2 Sala_n-
The City. shall adopt the following salary ranges for each of the employees in the following
classifications during the term of this compensation plan.
UNIT I I II III IV V
Administrative Secretary $12.64 $1;3.27 $13.93 $'T4.63 $.1.
5:.36.
Deputy City Clerk $11.87 ,$1-2.4'7 $13.09 $1
3.75 .
$14.43
Office Assistant II $10.15• $'10.6'5 $:11.19 ,
$1.1.74 $.12.33
Payroll Technician $13.42 $'14.09 $14.80 $'15.54 $16.31
Personnel Technician $113.4„4 $14.11 $14.82 $15.56• $16.34
Secretary $10.62 •$11.15 $11.71 $12.29 $12.91
Section 3 Retirement Contributiions
The City agrees to payment of the employee's contribution to the Public Employees' Retirement
System in the amount of 7.% of an employee's salary. •
Section ~. Overtime .
A: General. All hours worked in excess. of eight- (S) in any one day or in 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. 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 Agreement between the City and the
Employee. - -
B. Minimum. Any employee required to work overtime shall, in no .case, be compensated for
less than one hour for such overtime. •
C. Pa merit for work ~n_ng Leaves When it becomes, necessary by an emergency to have
employees work during legal holidays or the ;period.. such employees are entitled to vacation
..
leave, such employees working on.such aegal holidays :and during periods of vacation shall be
.entitled to receive additional remuneration at the rate of one and one-.half times their regular
rate of pay .
2
Section 5. Compensatinn for Clothi9g 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, 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 6. Vacation, Payment at Termiflation
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. Siclc Leave~~yment 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 (SO%) 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 8 Deferred Compenc~Nnn
The City of Petaluma shall make available to the members of this unit the City's Deferred
Compensation Plan.
Section 9 Retiree Benefit Pay,~,gg~ _
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 to which the employee is entitled.
3
q 3- X4'7 r~CS
INSURANCE
Section 10: Health Insurance
During the period. of this. Compensation Plan, the City shall pay any premium increases beyond the
current City contributions as listed below. No increase in the dollar amount of'the. employee
contributions- shall be assessed during the. term of this compensation Plan.
Health Plan Of Sonoma
Kaiser The Redwoods .County
Employee $173.04 $177.00 $149.19
Employee + 1 dependent $344..08 $363.00 $305.39
Employee + 2 dependents $456.96 $455.00 ~ $409..01
Section I1. Dental In urance
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 I2 Life I urance '
During 'the term of this Compensation Plan the City shall provide a group term life insurance plan in
the amount of $10,000 per employee.
Section 13. Long-'I'er® 1)isabili~y
The City shall .provide for' along-term disability plan. The premium to be paid for by the City.
Section 14. Vision In u_ra~ce
During the term of'this Compensation Plan the City shall contribute $14.05 per month per eligible
employee for a family vision plan.
4
,.
LEAVE
Section 15. VacaLnn
A. 1. A un All regular employees of the City of Petaluma,, after working one fu1T 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.
Ail regular' employees of the City of Petaluma,: after ~ five (S) 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
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. Voluntary Leave Ply
Accruals under the Voluntary.Leave Plan shall be prorated to the work week equivalent hours.
B. in 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 far the 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 employyee 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 yearsubject 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
vacation leave, such holidays shall .not be charged. as vacation leave and vacation leave shall be
extended accordingly.
Section 16. Sick Leave
A. General. Sick leave with pay shall be granted to all .employees asset forth in this section. Sick
leave is not a right which an .employee may use at his/her discretion, but rather, shall be used
only in case of personal illness, disability or the serious illness or injury of an employee's
family member which requires the employee's attention. The term family members shall
include: spouse, children, parents, spouse's parents, brothers, sisters or other individuals
whose relationship ~ the employee is that of a dependent or near dependent.
B.1. Accrual Sick leave shall accrue to all full-time employees at the rate of eight hours for each
month of continuous service. hlo employee shall accumulate more sick leave in any year than
.provided.
B.2. Voluntary. Leave'. P ~~
Accruals under the Voluntary Leave Plan shall be prorated to the work week equivalent hours.
C. Notification Proep~»rec ~In order to receive compensation while absent on sick leave, the
employee shall notify hi`s/her immediate superior or the Personnel Office prior to or within
four hours-after the time 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.
5
9 ~ - ac~~ ,v cs
D. Relations to Workers C' mDencatinn
~ Benefits shall. be payable in situations where
miscellaneous employee's absence is due to industrial injury as provided in California State
Workers' Compensation Law. During the fiist -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 benefits provided the employee:
Compensation is-gat 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" 6y a competent medical authority. The City shall pay him/her the regular
Salary; based on the combination of the Workers' Compensation benefit plus sick. lease.
Siek 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 tfie exhaustion of.,accumulated sick leave, at which
time all accrued but unused sick leave shall be abrogated; subject only to the limitations
provided under thisll~femorandum of Understanding.
E. Sick Leave Trap fer Policv Employees wishing to donate hours of sick leave to `another
P Y y y g y partrnent.head,; to the
Personnel Offi e~namin the ~dividual to re~ceive'th Psick ~ b their de
- g leave and the amount donated,. with
the following restrictions:
1. Employees who wish to transfer sick. leave must retain a minithum of 160 hours
of -sick leave. to be eligible to transfer sick leave.
2. All such transfers of sick leave are.- "irrevocable.
3 • Thee employee. receiving. ,the: sick leave 'transfer .must `have, zero (0) hours of
accrued, sick leave, vacation and CT-A :leave on ,the books..
4. .Employees may .not buy or sell sick leave.. Qnly the time may be transferred.
5.. Employees-,may not transfer~sick leave, upon separation of service.
6. Transfer of sick leave shall be allowed between Units 1, 3, 4, and 5.
~ecion I7. 13er avPrtu~nt L~vc~
A. In the event of'thedeath of an employee's spouse; mother,, step-mother, mother-in-taw, :father,
step-father; father-in-law, brother, sister, child', including an .adopted child,, grandchi~id, and
P y
. ~ granted time off vs+ork with
The am unt of hme off w, Who ~~ ~ feral sl3all be ~
ork with pay shall lie only that which ,is required to attend the funeral
y e necessary funeral arrangements, but in no event'shall it exceed three (3)' working
dads These three (3) days shah not' be chargeable to sick .leave: An additional two. 2 s
y mecessaryy g y g ~ y (~ ~Y
required for . funeral arran ements ma be char ed. to the a to ee s sick. leave and
an additional -time be and"these two days may be charged to accumulated vacation or :leave
without pay. Stash bereavement leave stiall not;.be accruable from fiscal yeas to fiscal :year,
nor- shall it have .any monetary value if unused.
A .1. Yolun Lea,_, ve Play.
Ac ~ der the Voluntary. Leave Plan shall be prorated to the work. week equivalent hours.
s~tiOn 113_ HOh avc -
A. FIXED HOLIDAYS: The City shall observe eleven (11) fixed-date holidays. These holidays
shall be esXablished for the City's fiscal year as determined by City Council resolution.
6
SEP 7 1993
,~ r w:,
B. FLOATINC'~ 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 31, will be eligible fora "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 under the voluntary leave plan.
Employees on a Voluntary Leave for a fixed period will not be paid for any holidays falling
within the fixed leave penod.
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 limits of military
regulations to determine when such leave shall be taken.
Section 20_ heaven Ab nce ~Vithout~Pav
A. The City Manager may grant a regular or robation
p ary 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 wasting. 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 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 21 Jea~r Leave
Every classified. employee of the City who is called or required to serve as a trial juror shall be
entitled to absent .himself fmm his duties with the City during the period of such service or while
necessarily being present in court as a result of such call. Under such circumstances, the employee
shall be paid the difference between his. full salary and any payment received by him, except travel
pay, for such duty. This compensation shall not extend beyond twenty (20) working days.
22
Employees may :receive, in 'eu of being paid for overtime, compensatory time off at a mutually
agreeable time between the City and. the employee subject to the operation requirements of the City
and with approval determined b~ the .City. No employee may cam 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 time and one-half.
7
~ 3 - ~-e~`? ~ G~S
THER
Sectioa 23. Re ' effient
The City of Petaiuma's retirement plan under the Public Employees' Retirement System. shall consist
of the following items.:
Miscellaneous Employees: 2% @ 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 Abe =able to, make
a one=time irrevocable conversion. of the City's contribution being made on their .behalf fo base salary.
Employees who wish to exercise this one-time irrevocable conversion must meet the" following
requirements for service retirement.
Minimum forty=nine (49) years of age, and will. be retiring no later "than :one (1) year
from date of conversion.
2. Must submit a letter of intent to retire in- order to initiate the conversion.
Employees who have egnveRed the City payment of the employee's contribution toy PERS and do ~
retire on the g to specified to the City at the. time of conversion~,'shall owe to the City" ttie increased
costs includin -but .not limited to benefit contnbuttons~ 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.
8
Section 24 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) Toafford 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. Informal Grievance Procedure An employee who. has a problem or complaint should fast 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. Everryy effort should be made to find an acceptable solution by
informal means at the lower possib'Ie 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 after receiving 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
been received within five (5) calendar days, -the employee ma present the appeal in
writing to his/here supervisor's immediate superior. Failure of the employee to take
further action within five (5) calendar days after receipt of the written decrsron 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 leveL.c of review ~c gpriatP The. supervisor receiving the appeal
shall review it, render his/her decision arici comments in venting, 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 (S) calendar
days, employee. 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 rs rendered, will constitute a dropping of the appeal.
(3) Detiartment 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 venting, 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 within a total of fifteen (15) calendar days if no decision is
rendered, will constitute. a dropping of the appeal.
9
93 -~, t~7 ~~S
(4} i The. City Manager receiving the appeal or his designated representative
should discuss ..the grievance with the employee, tus/her representative,. if any,; and with
other appropriate persons. The City .Manager may designate a fact finding committee,
off cer not in the ,normal dine of supervision.; or Personnel 'Board. to advise. himLhet
concerning the appeal. The City. Manager shall render a decision 'in, writng.,to- the
employee within twenty (20) calendar days after receiving the appeal.
(5) Conduct.Of Grieval2ce Procedure
(a) The' time: limits' specf ed above ;may be extended to a definite date by mutual
agreement of the employee and~the reviewer concerned.
(b) The employee may request the; assistance of another person of fiis/her own
choosing m preparuig and' presenting'his/her' appeal at any level of review.
(c) The employee. and his/:her representative may be. privileged to use a reasonable .
amount; of work time gas determined by the appropriate department head! in
conferring about and. presenting, the appeal.
(d) Employees shall: be.assured freedom from reprisal for using tie grievance
procedures.
10