HomeMy WebLinkAboutResolution 90-206 06/25/1990JUN 2 51990
FZesolution No. 90-206 N.C.S.
of the City of Petaluma, California
RESOLUTION APPROVING SALARY 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 SectiDn 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 Unit 1 receive salary and supplemental wage benefits,
NOW, THEREFORE, BE IT RESOLVED that the salary
and supplemental wage benefits as specified in the attachments for
employees in these units, being in the best interest of the City, be
approved and shall become effective July 1, 1990, and the City of Petaluma
will be making contributions to the retirement plan on behalf of the
employee, however, the employee may not opt 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) (Adjourned) teals) meeting {O~
on the ....2S.th.-•---..... day of ...................alone......-......................., 19.9.1)., by the
following vote: ..•.-..•--•j••- --• -
it tt rn
AYES: Tencer, Woolsey, Cavanagh, Balshaw, Davis, Mayor Hilligoss
NOES: ~
ABSENT:
ATTEST: ..
CA 10-85
Gbuncil File ....................................
Res. No........9.0-.2~.6.... N.C.S.
TABLE OF CONTENTS
GENERAL
Section 1 Term of Agreement
C OMPENSA.TIO`N
Section 2 Salary
Sect:i.on 3 Retirement Contribution
Section 4 Overtime
Section 5 Compen atr~n -for Clothing Loss
Section 6 Vacation, Payment of
Section 7 Sick Leave, Payment at Retirement
Section 8 ~ Deferred 'Compen'sation
INSURANCE
Section 9 Health Insurance
Section 1.0 Dental Insurance
Section 11 .Life Insuronce
Section 12 Long-Term Disability
Section 13 Vision Insurance
LEAVES
Section 1.4 Vacation
Section 15 .Sick Leave
Section 16 Bereavement-Leave
Section 17 Holidays
Section 18 Military :Leave
Section. 19 Leave of Absences without Pay
Section ,20 Jury Leave
Section 21 Compensatory Time Off
OTHER
Section 22 Retirement
Section 23 Grievance Procedure
GENERAL
Section 1,. Term of Agreement
This' compensation plan shall be for' ,a one. (l`) year term for the fiscal
year commencasrg July 1 , 1990., through .June 3Q', 1991.
COMPENSATIQN
Section 2. Salary
The .City shall adopt the 'followingsalary ranges for each of the
employees . in the following classification's during the term of this
compensation plan...
Unit 1 I II ILC IV U
Administrative Secretary $12°:04' $12;:64 $13..27 $13.93 $14.63
Deputy City Clerk 11...31 11,..87 12.47 13.09 1.3..75.
Office Assistant II 9.66 10.15 10.65 11.19 11.7.4
Payroll Technician 12..78 13..42 14...,09 14.80 15..54
Personnel Technician 12.80 .13..44 14.11 14.82 15.56
Secretary 10.11 10.62 11.15 11:71 12.29
Section 3'. Retirement .Contributions
The City agrees to payment of the employee's contribution to the
Public . Employees' Retirement System in the amount of 7~ of an
employee's salary. The. City will also defer the taxes on the member's
contribution tp. PERS:
Section 4: Overtime
A . General. All hours worked in excess, ofeight ($) in any one: day
or in excess of forty (4Q) .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. Ariy,. employee required to work overtime shall, in no
case, be ,compensated for less than one hour for such overtime.
C . Payment .for Work During .Leaves . When it becomes necessary b.y
'an emergency to have :employees work during legal holidays or the
period such employees are entitled to vacation. leave, such
employees working onsuch legal holidays and :during periods of
vacation shall be entitled- to 'receive additional remuneration at a
.: _ _ ._
rate of one and one-half times th°eir regu ar rate of pay .
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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 sub'mit~ed in writing, yin detail, to the City Manager
via the department head concerned-. The amount of compensation, if
any, shall be at the discretion. of. the City .M'an'ager.
Section 6. Vacation, Payment at Termination
Employees who terminate employment. shall.:be paid in a lump sum for
all accrued- vacatiwn ]gave earned prior to 'the effective date of
termination not to exceed. two (2) years accumulation.
Sectipn. 7. Sick Leave., .Payment of
In the event of the. death or retirement of an employee who has
completed ten (,1Q) or more years.. of continuous service with the City.,
the employee should be paid or shall ,receive to his benefit fifty
percent (500) of his aecum 'Mated but unused sick leave not to exceed
480 hours.
Secfaon 8.. .Deferred Compensation
T,he City of Petaluma. shall make available to the members of this unit,
the City's Deferred Compensation Plan.
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INSURANCE
Sectlen 9. health Insurance
During the period, of this' Memorandum of Understanding, 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 Memorandum of
Understanding . -
Health Plan of Sonoma
Kaiser the Redwoods County
Employee $130,58 $136.00 $127..50
Employee + 1 depend'ent' $259.'76 279.00 222..63
Employee + 2 dependents $344.84 346.00 305.77
Section 10. Dental Insurance.
During the term. of this Memorandum the Gty shall contribute $46.50
per .month per. eligible employee toward the ° premium for a group .dental
insurance plan, Additionally, the City shall include an Orthodonture
plan., $~1, 0.00 per child', at a 50~ co-payment rate `within the premium
rate-.
Secb.on: 1-1. hife Insurance
During the term of this ..Memorandum the City shall contribute
$~.36/$~1, 00.0 per month per eligible employee tr~ward a .group ter-m :-life
insurance plan in the amount of $10,;000 per employee.
Seci~on 12. Long-Term .Disability
The City shall provide for- a ~ long-term disability plan . The premium
~ be paid for by the City .
Section .13. Vision Insurance
During the term ~of this Memorandum the City shall. contribute $11.55
per month per eligible employee for a family visis~n plan ..
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LEAVE
Section 14.. Vacation
A . 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 (l0) 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 .
B . Scheduling . The times during a calendar year in which an
employee may take his 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 than an employee cannot
take part or all of. ,his annual, vacation in a parti.eular calendar
year, such vacation shall be taken during the following calendar
year.
C . Deferral. An;y eligible. employee with the consent of .the head: of
his department and '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 .theappropriate 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 .anal- vacation leave shall be
extended accordingly.
Section ;15..' 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
employee may use at his .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 empls~yees at the
rate of eight hours for each, month. of continuous ,service. No
empleyee shall accumulate :more sick leave in any year than
provided
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C . Notification Procedures. In order to receive compensation while
absent, on sick leave, the employee: shall notify his immediate
superior or the Personnel Office prier to or within four hours
after this 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.
D. Relationship to Workers Compensation. Benefits shall be payable
in situation's where employee absence .is due to industrial injury
as provided in California State. Workers' Compensation Law. The
amount of disability payments paid to the injured employee shall
be deducted from salary payable to the employee while on sick
leave. During the first- three (3) calendar days of absence for
industrial disability, empls~yees will be compensated at their full
rate of pay without deduction from sick leave unless they ..are
hospitalized-. Absences resulting in immediate hospitalization or
absences continuing beyond the third. day shall be charged
against the employee at the rats of one-.half (1/ 2) day for each
day of absence credited or compensated by workers' compensation
insurance, provided the City receives all compensation paid by
workers' compensation payments only.,. without City payment for
salary at no `loss of sick leave., °Sick' leave for industrial injury
shall not be allowed, for a disability resulting from sickness,
self-inflicted injury or willful :misconduct.
E. Sick. Leave Transfer .Policy, Employees wishing try donate hours
of sick leave to another employee may do so by sending a written
request, approved. by their department: head., to the Personnel
Office naming the :individual to receive the sick leave and the
:amount donated,. with the following restrictions:
1. All such transfers of sick :leave are irrevocable.
2. The employee receiving the sick leave transfer- must.
have zero (0) .hours of accrued sick leave, vacation and
C T 0 ]eft on the books .
3. Employees :"may not buy' or -sell sick leave. O"nly the
time: may be transferred
Section 16. Bereavement Leave
In the event of the death of an employee's spouse, ~ mother,
step-mother, mother-in-law, father, step-father, father-in-law,
brother, sister, child., including an, adopted child, grandchild, and
grandparent, an employee who attends the :funeral shall be granted.
time off work with pay,. The amount of dine: off work with pay shall
be only that which is required to attend. the .funeral and make
necessary funeral arrangements, but in no event shall it exceed three
(3) working days;, These: three (3) days shall not be chargeable to
,sick leave. An additional two (2) days required. for necessary funeral
arrangements may be charged to the employee's sick ]save and any
additional time. beyond these two days may be charged to . accumulated
vacation or weave without pay .
accruable from fiscal year to
monetary value if unused,.
Section 17. Ho]idays
Such .bereavement leave shall not be
fiscal. year, nor shall it have any
A. Fixed Holidays. The City shall observe eleven (11) Fixed-date.
holidays. These holiday"s shall be established for the City's fiscal
year as determined by City Couneal resolution..
B . Fioatin'g Holiday: D urin
one (l) "Flnating Hblida
the empls~yee at a tunE
operational requirements
Employees hired between
fora "Floating Holiday"
g the Fiscal Year the City will authorize
y" per employee, which may be taken by
selected by the employee, subject to
and approval determined by the City .
July 1, and. December 31, will :be eligible
during the course of the Fiscal Year.
Section 18 Military Leave
Military leave- shall be arranged in_ accordance with the .provisions of
State law . All `employees entitled to 'litany leave shall give the
appointing, °power ~an opportunity within. the limits of military
r-.egulatiDns to determine w-hen such leave shall be taken .
Section 19. Leave of Absence without •Pay
The City Manager may grant a permanent. or probationary employee
leave of .absence without pay or seniority ..for a period not ~ to exceed
three (3) months'. Good cause being shown by a w-rtten request, :the
...
City 'Manager -,may extend, the leave. -~ of ~~~~ab"sence ~,~ wthout,~~ pay.~~:r° for, an
additional period. not to exceed six ('6) months'... No such leave shall be
granted except upon written ~req~uest~~of•~the.•,employee~-setting>~:forth~r~the
reason for' the request, and the approval •will be in~~ ~~w-riting~••r~~=L•Tpon
expiration.. of a regularly- approved leaye~ or w€hin a reasonable.w.gerind
of time after notice try return try duty, the- emp]s~yee shall be reinstated
in the position held at the tune 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- dschar-ge.
Section 2:0'.. Jury .Leave
Everyclassified .em.ployee of the City who is cal]ed or required to
ser--ve 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 shall be paid the difference between
.his full salary and any payment received by him, except travel pay,
for such duty.
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Section 21. Compensatory Time Off
Employees may receive, in lieu of being paid for overtone,
compensatAry 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..
OTHER
Section 22. Retirement
The City of Petaluma's retirement plan under the Public Employee's
Retirement System shall consist of the following items:
Miscellaneous Employees: 2$ @ 60
Option: 1959 Survivors Benefit
1 year Final Compensation Average
Unused Sick Leave Credit
It is understood that emplflyees who are, or will retire with a service
retirement shall be able ~ make a one-time irrevocable conversion of
the City's contribution being made on their behalf to base salary.
Employees who wish try exercise this one-time irrevocable conversion
must meet the following requirements for service retirement.
1. Minimum fifty-four 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 .
Employes who have converged 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 ]invited to benefit contributions, overtime,
holiday pay, and City contributions to PERS.
The costs owed to the City will be from the time of converstion to the
actual date of retirement.
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Seci~on 23. 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;Ging 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 first try to get it settled through cliscussion
with his immediate supervisor without undue delay. If, after this
cliscussion, he does not believe the problem has been
satisfactr~rily resolved, he shall have the right to cliscuss it with
his supervisor's immedliate supervisor, if any, in the
administrative service. Every effort should be made try 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 shall then have the right to
file a formal appeal in writing within ten (10) calendar days after
receiving the informal deci..sion of his immediate superior. An
informal appeal shall not be taken above the appointing power.
D . Formal Grievance Procedure (]evels 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 decision and comments in writing and return them
~ the employee within five (5) calendar days after receiving
the appeal. If 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 superis~r.
Failure of the employee to take further action within five (5)
calendar days after receipt of the written decision of his
supervisor, 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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(2) Further level or levels of review as appropriate. The
supervisor receiving the appeal shall review it, render this
decision and comments in writing, and return them to the
employee within five (5) calendar days after receiving the
appeal. If the employee does not agree with the decision , or
if no answer has been received withal five (5) calendar
days, he may present the appeal in writing to the
department head. Failure of the employee to take further
actin within five (5) calendar days after receipt of the
decision or within a total of fifteen (15) calendar days if not
decision is rendered, will constitute a dropping of the
appeal.
(3) Department Review. The department head receiving the
appeal of his designated representative, should discuss the
grievance with the employee, his representative, if any, and
with other appropriate persons. The department head shall
render his decision and comments in writing, and return
them to the employee within five (5) calendar days after
receiving the appeal. If the emplr~yee 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 is
designated representative should discuss the grievance with
the employee, his representative, if any, and with other
appropriate person. 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 sha11 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 own choosing in preparing and presenting
his appeal at any level of review.
(c) The employee and his 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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