HomeMy WebLinkAboutResolution 90-207 06/25/1990:~
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JUN 2 51990 ~
F~CSOlUt101'1 NO. 9o-~n~ N.C.S.
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 salary
and supplemental wage benefits as specified in the attachments for
employees in these units, being iri 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 ~ 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) ~i~~ meeting form
on the ----25.th--•---..-.. day of ....................ILtne.......---..................._, 19.9.p.., by the
following vote:
City A orney
AYES: Tencer, Woolsey, Cavanagh, Balshaw, Davis, Mayor Hilligoss
NOES: D
ABSENT: Vice M Sobel
ATTEST: -•--- .-~~2:~G%~ .. ~ -• .. .... ....... .....
City Clerk
CA 10-85
(,louncil File.(..~..l ...............................
Res. No. ........7..0.-.2.V..7.... N.C.S.
TA,B:LE OF C0'NTENTS
G E N E'R•A-L
Section 1 Term of Agreement
COMPEN:S'ATION
Section 2 Salary
Section 3 Retirement Con_ tribution
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
INSURANCE
Section 9 Health :Insurance
Section 10 Dental Insurance
Section 11 Life "Insurance
Section 12 Long-Term bisability
Section 13 Vision Insurance
LEAVES
Secfaon 14 Vacation
Sectaon 15 Sick Leave
Section. l6 Bereavement Leave
.Section. 17 Holidays
,Section 18 Military Leave.
Sech~n 19 Leave of Absences without Pay
Section- 20 Jury Leave
Section. 21 Compensaix~ry Time Off
OTHER
Section. 22 Retirement
Section "23 Grievance 'Procedure
GENERAL
Section 1. Term
This compensation plan shall be for a one (1) year farm for the fiscal
year commencing July 1, 1990, through June 30, 1991.
COMPENSATION
Section 2. Salary
The City shall adopt the following salary ranges for each of the
employees in the following c]assifications during the period of this
Compensation Plan.
Effective July 1, 1990
Unit 3
Asst, in Civil Engineering
Asst. in Traffic Engineering
Building Inspector I
Building Inspectr~r II
Engineering Technician I
Engineering Technician II
Info. Systems Technician
Planning Technician
Public Works Inspector
Senior Planning Technician
I II III IV V
$15.59 $16.37 $17.18 $18.04 $18.95
15.59 16.37 17.18 18.04 18.95
13.01 13.66 14.35 15.07 15.82
15.88 16.67 17.50 18.38 19.30
8.82 9.26 9.72 10.21 10.72
13.49 14.16 14.87 15.62 16.40
13.44 14.11 14.82 15.56 16.34
10.52 11.05 11.60 12.18 12.79
16.26 17.07 17.93 18.83 19.77
14.33 15.05 15.80 16.59 17.42
Unit 4
Assistant Planner 15.16 15.92 16.72 17.55 18.43
Assoc Civil Engineer 20.57 21.60 22.68 23.82 25.01
Assoc in Civil Engineering 19.73 20.72 21.75 22.84 23.98
Associate Planner 16.9.9 17.84 18.73 19.67 20.65
Plans Examiner 17.67 18.55 19.48 20.46 21.48
Program Coordinator 16.85 17.69 18.58 19.50 20.48
Recreation Coordinator 10.20 10.71 11.24 11.81 12.40
Sec-tien 2 A
Upon receipt by the Personnel Office of an employee's Certification as
a Registered Civil Engineer he/she shall be advanced to the
classification of Associate Civil Engineer at the beginning of the next
pay period .
Section 3. Retirement Contributions
The City agrees to payment of the employee's contribution to the
Public .Employee's Retirement System in the amount of 7~ of an
employee's salary. The City will also defer the taxes on the member's
contribution to PERS.
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Section 4.. Overtime
A. General. All hours worked i.n excess of eight ('8) in .any one day
or i:n excess of` forty .(40) ~in any work week shall be compensated
for at the overtime rats which shall be one and one-half (1, 5)
times the basic 'straight time regular rate of pay. Overtame sha71
not be pyramided or compounded.
B . Mini:mum.. Any employee required ib work. overtime shall, in no
case,- be compensated for less than one hour for such overtime,.
C, Payment for Work, ;During .Leaven. When it becomes necessary. by
an emergency tt~ '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 period's of
vacation shall be entitled. to receive additional remuneration at a
rate of one and one-half timestheir 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. Vacation, P-ayment 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
termination not 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 (10) or more 'years' of continuous service with. the City,
the employee should be paid or shall "receive to his benefit fifty
percent (50~) of his accumulated but unused sick leave not to exceed
48'0 hours.
Section 8. Deferred Compensation
The City of Petaluma shall make available to the members of this unit,
the Cty''s Deferred Compensation Plan..
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I~N~SU~RAN CE
Section 9. Health Insurance
During the. period of tYis 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 P-lan of :Sonoma
Kaiser the Redwoods County
Employee $130..88 '136...00 127.50
Employee + 1 dependent.. $259.'76` 279.00 222.63
Employee + 2 dependents $344.84 346.0.0 305.77
Section l0. Dental Insurance
During the term of this Memorandum the City shall contributes $46.50
per .month per eligible employee toward. the premium for a group :dental
insurance plan. Additionally, the City shall include an Orthodontia
plan, $1,000 per child, at a 50~ co-payment• rate within the premium
rate..
Seci=i:cin 11;. Life Insurance
D-using the term of this Memorandum the City shah contribute
$.36/$1,000 per .month per eligible employee toward a group term ]fe
insurance ,plan in the amount of $10,000 per employee.-
Sect~n 12. Long-Term, Disability
The City shall provide for along-term disability plan.. The premium.
to 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 vision 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)
hou"rs 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)
.and be innin with the
:years of continuous service with the City, g g
sixth year, shall, be entitled to the :equivalent of one hundred
twenty {120.) hours of vacation per 'year'.
After fin (10) years .of continub.us: ;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 witYi 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 emplciyee cannot
take part or' all of his annual vacation in a particular .calendar
year,. such. vacation shall be taken .during the following calendar
yew
C .. Deferral. Any 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 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: 15. Sick Leave
A . General. Sick' ]cave witYi .pay shall. be granted to all employees as
set forth in this. section:. Sick leave is not a right which. an
employee may u'se at his discretion, but rather., shall be used
only in ease of .personal illness, disability or the serious illness
or injury of an employee's family member which requires the
employee's attentifln , T'he farm.. family members shall :include s
spouse, children, parents., apouse's. °;parents, brothers, sisters or
other indiv-duals whose. relationship try the empl.c~yee is that of a
dependent or near dependent..
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B . Accrual. Sick leave shall accrue to all full-time employees at the
rate:: ~of, ei'g.ht hours for each month of continuous service. No
employee shall accumulate more sick leave. in any year than.
provided .
C . Notification .Procedures:.. In order to receive compensation while
absent.. on sick leave, the employee shall notify hiss 'immediate
superior or the :Personnel Office prier to or within four hours
after this time set .for beginning Yus daily duties as may be
specified by the head of hi department. When absence is for
more than three day 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 situations 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 deducfed from salary payable to the employee while on sick
].gave. During the first three (3~) calendar days of absence for
industrial disability, employees will be compensated at their ;full
rate of pay without deduction from sick. leave unless they are
hospitalized.. A-bsences resulting in .immediate hospitalization or
absences: continuing beyond the third day shall be charged
against the employee at the rates 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 mscoridu"ct.
E. Employees- wishing to donate hours of silk leave to another
:employee may do so by sending a wrin request, approved by
their department head, to the Personnel Office naming the
individual to receive the silk leave and the amount donated, with
the following restrictiDns:
1. All. such transfers of sick .leave are irrevocable.
2. The .employee receiving the SlC"k leave transfer must.
have -zero (0'j hours: of accrued sick leave, vacation and
C T 0 left. on the books
3. Employees may not buy or sell sick leave. Only the
time may be transferred.
4. The receiving employee must be off probation in order
to be eligible for :this program .
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 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 (3I) 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 wick leave and any
addit~rial time beyond these two days may be charged to accumulated
vacation or leave without pay . Such -bereavement leave shall not be
acc"rumble .from fiscal year to f~scat ;year, nor shall it have any
monetary value; if' unused .
Section 17. :Holidays
A . Fixed Holidays . The City shalt.. observe eleven (11) paid
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 (1J "Floating Holiday" per emp]s~yee, which may be taken by
the employee at .a time selected, by the employee., subject to
operational requirements and approval determined by the City.
Employees hired between .July 1,> and December 31, will be eligible
fora "Floating Holiday" during the course of the Fiscal Year.
Section 18. Military Leave
Military leave shall be arranged in accordance with the provisis~ns of
State law . All emplpyees entitled to military leave shalt give the
appointing power ar- opportunity within the limits of military
regulations to determine when such leave shalt. 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 .fora period not try exceed
three (3) months. Good cause being shown by a written request, the
City Manager may extend the leave. of absence. without pay 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 tune after notice 'to return to duty, the employee shall be reinstated
ixi the position held at the tune leave was granted . Failure on the
part of an employee on leave try report.. prom,ptty at its expiration, or
within a reasonable time after notice to return to duty, shall be cause
for discharge.
Section 20. Jury Leave.
Every classified employee of the City who is called or required t~
serve as a trial juror shall be entitled to ,absent himself from his
dutiES with the City during the- perii~d of such serve 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 b:y 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 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.
OTHER
Section 22. Retirement
The City of Petaluma's retirement plan under the Public Emp]~yee's
Retirement System shall consist of the following items:
Miscellaneous Employees: 20 @ 60
Option: 1959 Survivors Benefit
1 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 aone-tune irrevocable conversion of
the City 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 fifty-four years of age, and will. be retiring no later
than one (1) year from date of conversion .
2. Must submit a ]ett~r of intent to retire in order to inii~ate
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 the 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 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 shall be
used to process and resolve grievances ariGing out of the
interpretatir~n, 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 discussion
with his immediate supervisor without undue delay . If, after this
discussion , he does not believe the problem has been
satisfactArily 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 ~ 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 decision of his immediate superior. An
informal appeal shalt 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
wrii~ing to the employee's immediate supervisor, who shall
render his decision and comments in writing and return them
tp 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 ~ 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 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 within five (5) calendar
days, he 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 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 employee does not agree with
the decision reached, or >f 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 emp]oyee, 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 ~ Nlana.ger 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 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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