HomeMy WebLinkAboutResolution 93-268 10/04/199393-268 N.C.S.
Resolution No.
of the City of Petaluma, California
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES IN UNITS 3 (TECHNICAL) AND 4 (PROFESSIONAL)
WHEREAS, the employees in Units 3 and 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 employee's compensation; and,
WHEREAS, the City Manager has recommended that employees of
Units 3 and 4 receive salary and supplemental wage benefits,
NOW, THEREFORE, BE 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
Council of the City of Petaluma at a (Regular) (R2fC) meeting - - _ form
on the .nth ................. day of .................. QG10.b.O'......................... 19-.9.3., by the _..�.
following vote: '
City Attorn y
AYES: Nelson, Sobel, Hamilton, Shea, Vice Mayor Read, Mayor Hilligoss
NOES: None
ABSENT: Barlas
ATTEST: .................. .._ ......... ..... ...........
lty Clerk
Council File ..................
CA to -as Re& Na..9.3.7.20. ..
N.C.S.
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TABLE OF CONTENTS
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Section 1. Term of Agreement
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 Payments
Section
10.
Health Insurance
Section
11.
Dental Insurance
Section
12.
Life Insurance
Section
13.
Long -Term Disability
Section
14.
Vision Insurance
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
Section 23. Retirement
Section 24. Grievance Procedure
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GENERAL,
Section 1. Term of Aereement
This compensation plann'shall be for a one (1) year term for the fiscal year commencing September 7,
1993, through June 30, 1994.
COMPENSATION
Section 2. Salary.
The City shall adopt the following salary ranges for each of the employees in the following
classifications during the term of this compensation plan.
UNIT 3
II III IV. V.
Asst. In .Civil Engineering.
$16.37
$17.18
$18.04
$18.95
$19.89
Asst. In Traffic Engineering
$16.37
$,17.18
$18'.04
$18.95
$19.89
Building `Inspector. I
$13.66
$14.35
$15.07.
$15.82
$16.61
Building Inspector II
$16.67
$1.7.50
$18.38
$19.30
$20.26
Engineering Technician I
$ 9.26
$ 9.72
$10.21
$,10.72
$11.26
Engineering Technician II
$14.16
$14.87
$15.62
$16.4.0'
$17.22
Info. S,ystems'Technician
$14.11
$14.82
$15.56
$16.34
$17.16
Planning Technician
$11.05
$11.60
$12:18
$'12.79
$13.43,
Public Works Inspector
$17.07
$17.93
$18_8-3
$19.77
$20.75
Senior Planning Technician
$15,.05
$15.80
$16.59
$17.42
$18.29
UNIT 4
Assistant Planner
$15.92
$16.72
$17.55
$18.43
$19.35
Associate Civil Engineer
$21.60
$22.68
$23.82
$25.01
$26.26
Associate In Civil Engineering
$20..72
$21..75
$22.84
$23.98
$25.18
Associate Planner
$17.84
$18.73
$19.67
$20.65
$21.69
Plans Examiner .
$18.55
$19.48
$20.46
$21.48
$22.55
Program Coordinator
$17.69
$18.58
$19.50
$20.48
$21.50
Recreation Coordinator
$10..71
$11.24
$11.81
$12.40
$13.02
motion 2A
Upon receipt by the: Personnel_ Office of 'an employee's Certification as a Registered Civil; Engineer.
he/she shallbe advanced to the classification, of Associate Civil Engineer at the beginning of the next
pay Period.
ection 3. Retirement Coutdbufim
The City agrees to payment of 'the employee':s contribution to the Public Employees' Retirement System
in the amount of 7,116 of an .employee's salary.
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>ion 4. Overtime ,
A. General. All hours worked in excess of eight (8) in any one day or in excess of forty (40) in
any work week shall be compensated for at the overtime rate which 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. Pavment for Work During 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 legal 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.
Section 5. 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, 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. Vacadon. ftyment 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 1 termination not to exceed two (2) -years accumulation.
Sg&t of n 7. Sick Leave Payment 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 Compensation
The City of Petaluma shall make available to the members of this unit the City's Deferred
Compensation Plan.
Section 9. Retine )befit Pans
An employee, with twenty. (20) years of service and who is age 50 or older and, who retires on a
service or disability retiremet during the term of this agreement, will be eligible for $100.00 per
month. This benefit is in additionto any other benefits to which the employee is entitled.
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INSURANCE
Section 10. Healt)g 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.
i Health Plan Of Sonoma -
Kaiser The Redwoods County
Employee $17.3.04 $177.00 $149.1:9
Employee + 1 dependent $344.08 $363.00 -$'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.
S ection 12.. Life Insurance .
During _the term- of this Compensation Plan the City shall provide a group ,term life insurance plan in
the amount of $10,006 per employee.
Section 13. L.onsv=Term Dish;
The City shall provide for a long-term disability plan. The premium to be paid for by -the City.
SMtion 14. Visioo.Ins
During the term of , this Memorandum the City shall contribute $14.05 per montk per eligible employee
for a family vision plan..
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LEAVE
Section 1S. Vaeation
A.1. Amounts'- All regular employees of the City of Petaluma, after working one full 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 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
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. Voluntaa Leave Plan
Accruals under the - Voluntary Leave Plan shall be prorated to the work week equivalent hours.
B. -&heduling 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 part or all of his/her 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 (S) working days of his/her.annua.1,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 Officer. 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. Qo=W Sick leave 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/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 to the employee is that of a dependent or near dependent.
B. l Accrual Sickji!ave, shall accrue to all full-time employees at the rate of eight hours for each
mon_th�of_continuous service. No employee shall accumulate more sick leave in any year than
provided.
B 2. Voh " Leave Plan
Accruals under the Voluntary Leave Plan shall be prorated to the work week equivalent hours.
C. Notification Prodeciures 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 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. Relationship
-w Workers ,Compensation Benefits shall be payable in situations where
miscellaneous emplloyee'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 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
at his/her regular rate for a period not to exceed six months, or until such sickleave 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.
Sick leave for industrial injury shall not be allowed for a disabilityresulting-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 wntten 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
of sick. leave to be eligible to transfer sick. leave.
2. All such transfers of sick leave are irrevocable.
I. 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.
6. Transfer of sick leave shall be allowed between Units 1, 3, 4 and 5.
Section 17. Bere4yjNnent Legn
A.1 In the event of.the death of an employee's spouse, mother, step -mother, mother-in-law; father,
step -father, -in-law, brother, sister, child, .including an adopted child, grandchild and
grandparent, M employee who attends the fneral ushall'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 maybe 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, bereavement leave shall not be accruable from fiscal' year- to fiscal year, nor shall it
have any monetary value if unused.
A.2. Voluntary Leave Plan
Accruals under the Voluntary Leave Plan shall be prorated to the work week equivalent hours.
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_Section 18. HolidAys
A. FIXED HOLIDAYS: The City shall observe, eleven (I1) 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 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 "Floating Holiday" during the
course of the Fiscal Year:
C. VOLUNTARY LEAVE PLAN:
Holidays taken during the Voluntary Leave Plan shall be prorated to the work week equivalent
hours under the voluntary leave plan.
Employees on a Voluntary Leave for a fixed period will not be paid for any holidays falling
within the fixed leave period.
motion 19. Milita t
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 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 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. J
Every classified.employeeof the City who is called or required to serve as a trial juror shall be entitled
to absent Himself from -his duties with the City during the period of such service or while necessarily
being present in court asa 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.
Section 22. Com=s4ory Ti Off
Employees may receive, in lieu 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 by the City. No employee may earn more than one hundred twenty (120)
hours of Compensatory. Tithe 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.
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OTHER
Section 23. Retiren &I
The City of Petaluma'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 witha service retirement.shall'be able m 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 refiring 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 converted the City , payment of theemployee's contribution to PERS and do w
retire on the date: specified .to the City. ,at the time of conversion, shall owe to the .City the! increased,
costs including .but 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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_$ection 24. CnievanceProcedure
A. PuEose of Uc
(1) To promote improved employer -employee relations by establishing grievance procedures
on matters for which appeal or heahng. 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 Su0ject 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 hasa problem or complaint should first try
to get it settled through discussion with his immediate supervisor without undue delay. If, after
this discussion, he does not :believe the problem has been satisfactorily resolved, he shall have
the right to discuss it with his 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
lower possible level of supervision. If the employee i not in agreement with the. decision
reached by discussion, he shall then have the right to file a formal appeal in writing within ten
(10) calendar dayys after receiving the informal decision of his 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 continents 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 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 appigpd= 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 age with the decision, or if no answer has been received within five (5) calendar
:days, exhployee may present the appeal in writing to the department head. Failure of the
empioyft to take further action within five (5) calendar days after receipt of the decision
is rindered, will constitute a dropping of the appeal.
(3)neng=Wt 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 within a total of fifteen (15) calendar days if no decision is
rendered, will constitute a dropping of the appeal.
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(4)City ManUff 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
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.
(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 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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