HomeMy WebLinkAboutResolution 92-320 12/21/1992~~S®Illtl011 N®. 92-320 N.~.~.
1 of the City of Petaluma, C~liforni~
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4 RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
5 FOR EMPLOYEES IN UNIT 1 (CONFIDENTIAL)
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9 WHEREAS, the employees in Unit 1 are not
10 represented by any recognized employee organization; and,
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12 WHEREAS, the City Manager, pursuant to Section 28,
13 City of Petaluma City Charter, is required and empowered to make
14 a recommendation to the City Council on matters related to
15 employee's compensation; and,
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17 WHEREAS, the City Manager has recommended that
18 employees in Unit 1 receive salary and supplemental wage
19 benefits,
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21 NOW, THEREFORE, BE IT RESOLVED that the salary and
22 supplemental wage benefits as specified in the attachments for
23 employees in these units, being in the best interest of the City,
24 be approved and shall become effective January 1, 1993, and the
25 City of Petaluma will be making contributions to the retirement
26 plan on behalf of the employee, however, the employee may not opt
27 to receive this contribution in cash.
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) ~~{~~}tl~ meeting!. f °~
on the ...21.51< ............. day of ...............Ilece.mb~er...................._, 19..-9.~ by`-the
following vote: '••-- ---=•`---------------•--.........-
\City Attorney
AYES: Read, Davis, Sobel, Nelson, Mayor Hilligoss
NOES: None
ABSENT: Woolsey, Vic a avanagh
ATTEST: .-• . ......... ............. ..--... .-... -.... '' ................-..............
Clerk
Mayor
(bunch File..._...-.._ .......................
CA 10-85 Res. No.......9 2-3 2 0...... N.C.S.
TABLE OF CONTENTS
GENERAL
Section 1.
Term of Agreement
COMPENSATION
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
Salary
Retirement Contribution
Overtime
Compensation for Clothing Loss
Vacation,. Payment of
Sick Leave, Payment at. Retirement
Deferred Compensat-ion
Retiree Benefit Payment
INSURA1dCE
Section 10.
:Section 11.
Section 12.
Section 13.
Section 14.
Health Insurance
Dental Insurance
Life Insurance
Long-Term Disability
Vision Insurance
LEAVES
Section 15.
Section 16.
Section 17.
Section 18.
Section. l9.
Section. 2'0 .
Section 21.
Section 2;2.
Vacation
Sick Leave
Bereavement Leave
Holidays
Military Leave
Leave of Absences Without Pay
Jury Leave
Compensatory Time O'ff
OTHER
Section '23.
Section 24.
Retirement
Grievance Procedure
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GENERAL
Section l.. .Term of Agreement
This compensation plan shall be for a one (1) year term for the fiscal
year commencing January 1, 1.993, through June 30, 1993.
COMPENSATION
Section 2. Salarv
The City shall adopt the following salary ranges for each of the
employees in the follotang classifications during the term of this
compensation plan,.
UNIT I I II III IV V
Admnistra-five Secretary $12.64 $1..3.27 $.13..9:3 $14.63 $15.36
Deputy City Clerk $11.8'7 $12.47 $13..09 $.13.75 $14.43
Office Assistant II $!10.15 $10.65 $'11.19 $1.1.74 $12.33
Payroll Technician $'13.42 $14.09 $;14.80 $15.54 $16.31
Personnel Technician .$13.44 $14.1.1 $14.8'2 $15.5.6 $-16.34
Secretary $1b.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 70 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 regula-r 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 for Work During Lewes. 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
vacaton.shalT be entitled to receive additional remuneration at
the rate of one and one-half times-their regular rate of pay.
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Sect-ion 5. Compensation for Clothing Loss
The City Manager :is authorized to provide compensation to City
employees for loss o.r. 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 discret=iori of the City Manager.
Section` 6. Vacation., Payment at Terminaton
Employees who terminate employment shall be paid in a lump sum for all
accrued vacation Teave earned prior to the effective date of
termination riot to exceed-two (2) years accumulation.
Section '7. Sick_ Leave, :Payment of
In the event of the death or retirement of an' employee who has,
completed ten (1:0} or :more years of continuo.u"s service with the City,
the employee showld be paid,. or shall receive to his benefit fifty
percent (50%) of his accumulated but unused sick leave not to exceed
480 hours.
Section 8. Deferred Compensation
The C y of Petaluma shall make available to the .members of this unit
the City's Deferred Compensation Plan..
Section 9. Retiree Benefit Payments
An employee, with twenty {20) years of service and who is age 50 or
older arid, who retires on a service or disability retirement during
the term of this agreement., will be eligible for $100.0.0 per month
beginning on the 1°atter of January 1, 1993 or retirement date. This
benefit is in addition. to any other benefits to which the employe }s
entitled.
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INSURANCE
Section 10. '.Health Insurance
During the period of this Compensation Plan,.. the City shall pay any
premium increases beyond the current Cty.contributions as listed
below. No increase in the dollar amount of the employee contributions
shall be assessed during the term of this fiscal year.
Health. Plan Of Sonoma
Kaiser The Redwoods County
Employee $170.10 $167.00 $122.84
Employee + 1 dependent $.338.20 $342.00 $'252.95
Employee + 2 dependents '$449.13 $4.28.00 $338.91
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, $1,000 per child, at a 50% co-payment rate within
the premium rate.
Section 12'. Life Insurance
During the term of this Compensation Plan. the City shall contribute
.$.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 fbr a long-term disability plan. The premium
to be paid for by the City.
Section 14,. Vision Insurance
During the term of this Compensation Plan the City shall contribute
$12.00 per-month per eligible employee for a family vision plan.
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LEAVE
Section 15.. Vacation
A. Amounts All regular employees. .of the City of Petaluma, after
working orie 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 ofcontinuous 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
Conti-nuous 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.
B. Scheduling 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 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 hol-idays fall within an annual
vacation leave, such holid'ay,s 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 as
set forth in this section. Sick leave is not a right which an
emp-loyee 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. Accrual., Sick leave shall accrue to all full-time employees at
the cafe 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. Notfcaton,Procedures In order to receive compensation while
absent on s°ck leave, the employee shall notify his/her immediate
superior or the Personnel Office prior to or witYin .four hours
after the time' set for beginning his daily duties as'may be
specified by the head of his department. When absence is f,or
more thar- three days duration, the employee may be required to
file a physician's certificate with the Personnel Office stating
the cause of the absence.
D. Relationship to Workers Compensation Benefits shall be pa-gable
in situations where miscellaneous employee's absence is due to
industrial injury as provided in Californ=a State Workers'
Compensation Law, During the f first three' (3 ) work days when the
employee's absence h`as been occasioned by',n'jury suffered during
his/her emp oyment and. he/she receives Workers' Compensation,
he/she shall r,ece:ve full: pay. Following this period, sick leave
may be a supplement to the Workers' Compensation benefits
prov,ided.the employee. Compensation is at his/he regular rate
for a period not to exceed six months., or until. such sick leave
is exhausted, or the disability is abrogated, or that employee is
certified "permanent and stationary" by a competent medical
authority. The City shall pay him/her the regular salary, based
on the combination of the~Workers' Compensation benefit plus sick
leave.
Sick leave for industrial injury shall not be allowed for a
disability resulting from, sickness, self-inflicted injury or
willful misconduct.
The City .may-retire: any employee ,prior to the exhaustion of
accumulated sick leave, at which time all accrued but unused sick
leave shall be abrogated, subject only to the limitations
provided. under this Memorandum of Understanding.
E. Sick Leave Transfer Policy Employees wishing'to donate hours of
sick leave to another employee may do so by sending a writ"ten
request, approved by their depar-tment 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 l.ea~e are irrevocable.
'3. .The einployee'recevng the nick heave 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.
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Section 17. Bereavement Leave
In the event of 'th`e death of an employee's spouse, mother, step-
mother, mother-in-law, father, step-feather, father-in-law, brother,
sister, child, including an adopted child, grandchild and grandparent,
an employee who attends the funeral shall be granted time off work.
with pay. -The amount of time off work with pay shall be only that
which is required to attend the funeral and make necessary funeral
arrangements, but in no event shall it exceed three (3) working days.
These three (3) days shall riot be chargeable to sick leave. An
additional two (2) days required for necessary funeral arrangements
may be charged to the employee's sick leave and any additional time
beyond these two days may be charged to accumul>ated vacation or leave
without pay.. Such bereavement leave shall not lie 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-half (11-
1/2) fixed, date holidays. These ho idays 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 "Float`ing Holiday" during the course of the Fiscal Year.
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 uch leave shall be taken.
Sect-ion 20. Leave of Pibsence Without Pay
The City Manager may grant a permanent or probationary employee leave
of absence without pay or seniority fo.r the period not to exceed three
(3) months. Good cause being shown by a written request,. the City
Manager may extend the leave of absence without pay f:or 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 regular-ly approved leave or within a reasonable period of time
after notice tq return to duty, the employee shall be reinstated in
the position `held at"the time leave wa's 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.
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Section 21. 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 C y 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.
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 (.12:.0) 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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OTHER
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% @ 60
Options: 1959 survivors Benefit
One year Final Compensation Average
Unused Sick Leave Credit
It is understood that employees who are, or wil 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 (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 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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Section 2:4.. Grievance Procedure
A.~ Purpose o~f Rule.
(1) To promote improved employer-employee relations by
eatablsh`ng 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 Proce-dare The Grievance procedure
shall be used to process and resolve grievartces arising out of
the interpretation, application, or enfor-cement of the express
terms of thus compensation plan.
C. Info"rival 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, "f 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 (T.0) calendar days
after;receivng 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)
(l) First level ofr:eview 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 tFie employee with°in f ive ( 5 ) calendar da"ys after
receiv-ng the appeal. If the employee does not agr"ee with
his/her,supe"rvisor-'s. decision, or if no answer has been
received within .five (5) calendar days, the employee may
present the appeal in"writing to hies/her supervisor's
immediate superior. Failu"re of the employee to take .further
a"ction within 'five (5) calendar .days after :receipt of the
written decisi"on 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.
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(2) Further evel or levels of review as appropriate The
supervisor receiving the appeal shall. review it, render
h°.s/her decision and comments in writing, and return them to
the employee within five (5) calendar days after receiving
the appea-l. 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, shou-ld discuss the
grievance with the employee,,. his/her representative, if any,
and with other appropriate persor-s. 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.
(4) City Manager The City Manager receiving. the appeal or his
designated representative hould discuss the grievance with
the employee, Yis/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 h°m,/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 dace 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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