HomeMy WebLinkAboutResolution 92-322 12/21/1992.-~ ~es®Illtl®~ ~®. 92-322 ~.C.~.
1 of the pity of Petaluma, California
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7 RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
8 FOR EMPLOYEES IN UNIT 5 (CLERICAL)
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10 WHEREAS, the employees in Unit 5 are not
11 represented by any recognized employee organization; and,
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13 WHEREAS, the City Manager, pursuant to Section 28,
14 City of Petaluma City Charter is required and empowered to make a
15 recommendation to the City Council on matters related to
16 employee's compensation; and,
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18 WHEREAS, the City Manager has recommended that
19 employees of Unit 5 receive salary and supplemental wage
20 benefits,
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22 NOW, THEREFORE, BE IT RESOLVED that the salary and
23 supplemental wage benefits as specified in the attachments for
24 employees in this unit, being in the best interest of the City,
25 be approved and shall become effective January 1, 1993, and the
26 City of Petaluma will be making contributions to the retirement
27 plan on behalf of the employee, however, the employee may not opt
28 to receive this contribution in cash.
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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) (~R~X~~ meeting fO~
on the -------2-1st.-..-.... day of ................D.e.c~rx~be.~...............-...., 19--~-2-• by the 1
following vote: • ............. ..~,-•-----....-----•----•
pity Attorney
AYES: Read, Davis, Sobel, Nelson, Mayor Hilligoss
NOES: None
ABSENTa Woolse e ayor Cavanagh
ATTEST : ....................... ..-................-............................................
y Clerk
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Mayor
Cbtimcil Filet' ............. .. . .
CA 10-85 Res. No......".G-`~.~~.~... N.C.S.
TABLE OF CONTENTS
GENERAL
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
INSURANCE
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 1'7. Bereavement Leave
Section 18'. Holidays
Seetiom 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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GENERAL
Section 1. Term of'Agreement
'This compensat-ion plan shall be for a one (1) year term for the fiscal
year commencing January 1, 1993, through June 30, 1993.
COMPEAiSATION
Section 2. Salary
The City shall adopt the following salary r-anges for each of the
employees in, the following classifications.during the term o;f this
compensation plan.
UNIT 5 I IT IIT IV V
Accounting Assistant I $ 9.89 $1.0.3'9 $10.91 $11,4.5 $12.03
Accounting Assistant II $11.82 $'12.4'1 $'13.0:3 $'13.68 $14.46
Administrative Secretary $12.64 $13.27 $13.93 $:14.6.3 $15.36
General Services Assistant $ 8.49 $ 8.9'2' $ 9.36 $ 9.83 $10.32
General Services Specialist $11.80 $12.3.9 $1..3.01 $13.66 $14.35
Office Assistant I $ 8.35 $ 8.77 $ 9.21 $ 9.67 $10.15
Offce Assistant II $10.15 $10.65 $1.1.19 $11.74 $12.33
Police Records Assistant I $ 8.35 $ 8.T7 $ 9.21 $ 9.67 $10.15
Police Records Assistant Ii $10.15 $10.6'5 $11.19 $11.74 $12.33
Secretary $10.62 $11..15 .$11.71. $12.29 $12.91
Section 3': .Retirement Contributions
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 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..
B. Minimum. Any employee required to work overtime shall, in no
case, be compensated for less than one hour for such overtime.
C. Payment f,or'Work During Leaves. When it becomes necessary by an
emergency to have employees work during lega-1 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 add-tional remuneration at
the rate of :one. and one-half times their regular rate of pay.
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Section 5. Compensation for C1~oth`ng Loss
The. City Manager is authorized to provide compensation to C, y
employees for ios's.or damage t:o their clothing which occura 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 'Termination
Employee who terminate employment shall be paid in a lump sum for all
accrued vacation leave earned prior to the ef;f;ectve.date of
termination not to exceed two (2) years accumulation.
Section. T~. 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 should be paid or shall receive: to his benefit :fi;fty
percent (50'%) of his accumulated but unused sick leave not to exceed
480 hours.
Section 8. Deferred Compensation
The City of Petaluma shall make available to the members of this unit
the City's Deferred Compere°sation Plan.
Section 9. Retiree Benefit Payments
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 $10'0.00 per month
beginning on the Tatter of January 1, 19;9'3 or retirement date. This
benefit is in addition to any other benefits to which the employee is
entitled.
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I1dSURAPiCE
Section 1bF. 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 as essed during the term of this fiscal year.
Health Plan Of Sonoma.
Kaiser The. Redwoods County
Employee $170.10 $1.67.0:0 $1.22..84
Employee + 1 dependent $3.38.20 $342.00 $252.95
Employee + 2 dependents $449.13 $428.00 $338.91
Section T1. .Dental Insurance
During. the. term of this Compensation Plan..,, the City shall contribute
$71.00 per month per el..gible employe e toward the pr emium .for a group
dental insu rance plan. Additionally, the City shall include an
Orthodontur e plan, $1,.,Og0 per child, at a 5'0% co-pay ment rate within
the premium rate.
Sectonl.2. Life Insurance
During- the. term of this Compensation Plan the City shall contribute
$..22%$1,000 per month per eligible employee: toward a group term life
insurance plan in the amount of $10,000 per employee.
Section 13. Long=Term Disability
The City shall provide for a long-term disability plan. The premium
to be paid for by the City.
Section 14. Vision Insurance
During the term .of ths~Compensation Plan, the City shall contribute
$12.00 per month per eligible employee for a family vision plan.
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LEA~7~E
Section 1;5. Vacation
A. Amounts. All regular employees bf 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 (12.0) hours of vacation per year. After ten (10) yearn of
continuous service with the City, eight (8) hours of vacation
shall be added .for each year of continuous service to a inax'imum
of one hundred sixty (160) hours of vacation.
B. Scheduling The times during a calendar year in which an employee
may take his/her vacat-ion 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 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 an'd' the Personnel Office may defer five (5)
working days of his 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 vacation leave, such
holidays shall.=not be charged as vacation leave and vacation
leave shall be ex:t-ended accordingly.
Section 16. Sick Leave
A. General Sick leave with pay shall be granted to al-l employees as
et forth in this section.. Sick 1<eave is not a right which an
employee 'may use at his discretion, but rather, shall be used.
only in case of personal illness, disability or the serious
i mess or ii~ury 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. Accrual Sick leave shall accrue to all full-time employees at
the rate of eight hours for each month of continuous service. No
employee shall accumulate more sick leave in any year than
provided..
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C. Notifucation Procedures In order to receive compensation while
absent on sick leave, the employee shall notify his/her immediate
superior~or the Personnel Office pruor to~or within four hours
after the fume set for beginning hus daily duties as may be
specufued;by the head of .his department. When absence is for
more than three days duratuon, the employee maybe required to
file a physicuan's certufcate wuth the Personnel Office stating
the cause of the absence..
D. Relationship: to `Workers Compensation Benefits shall be payable
in situations where muscellaneous employee absence is due to
industrial injury as provided in Caluforna State Workers'
Compensation Law. During the first three (3) workdays when the
emp ogee's absence has been occasuoned by injury suffered during
his/her employment and he/she receives Workers' Compensation,
he/she sha-ll receive full pay. Following this period, sick leave
may be a supplement to the Workers' benefits provided the
employee. Compensation is at his/her regular rate for a period
not tq exceed sux months, or until such sick leave is exhausted,
or the dusabulity 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
combunatuon of the Workers' Compensaton_bene"fit plus Sick Leave.
Sick leave for industrial. injury shall not be allowed for a
d~-usability resulting, from sickness, self-inflicted injury or
willful musconduct.
;The City may retire. any employee pruor to the exhaustion of
accumulated sick leave, at which time all accrued but unused sick
leave shall be abrogated, subject only to the limutatuons
provided under this Memorandum of Understandung.
E. Sick Leave Transfer Policy Employees wishung to donate hours of
sick weave to another employee may do so by sending a wrutten
request, approved by their department head, to the Personnel
Office naming the individual to receive the suck leave and the
amount donated, wuth the following restrictions:
1. Employees who wash to transfer sick leave must seta=i-n a
minimum o.f 160 hours of sick leave to be eligible to
transfer sick leave.
2'. All such transfers of sick leave are:urrevocable.
3. The employee receiving the sick leave transfer must
.have. zero (0) hours of accrued sick leave, vacation and
C'PA leave on the books.
4. Employees may not buy or sell sick heave. 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.
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Section 17 .; Bereavement Leave
In the event of the death of an employee's spouse, mother, step-
mother, mother-in-law, father, s ep-father, father-in-law, brother,
sister, child, including an adopted child,~grandchld 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 in no event shall it exceed three (3) work=ing days.
These three (3) days shall not be chargeable to sick leave. An
additional two (2) days required for necessary funera 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 bereavement leave shall not be accruable from
fiscal year to fiscal year, nor shall it have any monetary value if
unused.
Section 18. Holidays
A. FIXED HOLIDAYS: The City shall observe eleven and one-hal'f (11-
1/2) fixed-date holidays. These holidays shall be established
for the City's fiscal"year as determined by City Council
resol-ution.
B. FLOATING HOLIDAY: During the Fiscal Year the City will authorize
one (3) "Floating Ho day" per employee, which may be taken by
the employee at a tme~selected by the employee, subject to
operational. requirements and approval determined by the City.
Employees hi`red~between July 1, and December 31, will be eligible
for a."Floating Holiday" during the course of the Fiscal Year.
Section 1~9. P~iltary 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
regulat-ions to determine when such leave shall be taken.
Section 20. Leaue.of Absence,Without Pay
The City Manager m'ay grant a permanent or probationary employee leave.
of absence without pa>y or seniority for the period not to exceed three.
{3') months., Good cause being shown by a written r-equest, the City
Manager may extend the leave of absence without pay for an ;addit_%.onal
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 gos-ton held at the time leave was granted. Failure on the part
of an employee. on leave to report promptly at it's expiration, or
within a reasonable time after notice to return to duty, shall be
cause for discharge.
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Section 2 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
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 shawl be paid the difference between
his full salary and any payment received by him., except travel pay,
for such duty.
Section 22. Compensatory Time 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: 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.
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Section 23. Ret-cement
OTHER
The City ofPetaluma's retirement plan under. the Public Employees'
Retirement System shall consist of the following items:
Miscellaneous Employees.: 2% @ 60
Options: 1959 Survivors Bene-fit
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 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 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 t$e City the increased
costs including but not limited to benefit contributions, overtime,
holiday pay, and City contributions to PER'S.
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 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.
B. Matters Subject To Grievance Procedure, 'The grievance procedure
shall be used to process and resolve grievances ar-sing out of
the interpretation, application, or enforcement of the express
terms of tYiis .compensation plan.
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 lower possible level
of supervision.. If the employee is not in agreement with the
decision reached by discussion, he/she shall then have the right
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) F-first Level of review The appeal shall be presented in
writing to the employee's immediate supervisor, who shall
rertder his/her decision. and comments in writing and return
them to. the .employee within five (.5) calendar days after
receiving the appeal. Lf the employee does not agree with
his 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 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 supervisor, or within the-total of fifteen (15) calendar
days if no decision is rendered, will constitute a dropping
of the appeal.
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(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 rece°ivng
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 five (5) calendar days after receipt
of .the 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, hi s, representative, if any, and
with other appropriate per"sons.. The department head shall.
render his:/her decision amd 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.
(4) City Manager The City Manager receiving the appeal or
his,/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 ,f,indng committee, officer not in the
normal line of supervision, or Personnel Board to advise
him/her concern-i_ng 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
per.son,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
p.r.vleged to use a reasonable amount of work time as
d'etermined,by the.appropriate department head in
conferring about and presenting the ,appeal.
(d') Emp`loy:ees shall be assured freedom from reprisal for
using the grievance procedures.
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