HomeMy WebLinkAboutResolution 90-208 06/25/1990_..,~_
ReSOll,~tiOr1l~10. 90-2os N.C.S.
of the City of Petaluma, California
JUN 2 51990
RESOLUTION APPROVING SALARY AND SUPPLEMENTAL WAGE BENEFITS
FOR EMPLOYEES IN UNIT 5 (CLERICAL)
WHEREAS, the employees in Unit 5 are not represented
by any recognized employee organization; and,
WHEREAS , the City Manager, pursuant to Section 28 ,
City of Petaluma City Charger is required and empowered to make a
recommendation try the City Council on matters related try employee's
compensation; and,
WHEREAS, the City Manager has recommended that
employees of Unit 5 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 ~ 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) ~ meeting _ fO~
on the ....2-5x.h........... day of ...................J.una............................-., 19.~.Q.., by the _.
following vote:
ity A torn
AYES: Tencer, Woolsey, Cavanagh, Balshaw, Davis, Mayor Hilligoss
NC+ES: ~
ABSENT: Vic a r Sobel --
ATTEST:
City Clerk Mayor
(bunch Fille~ .............°-................-....
en io-s5 Res. No. .9. V. ~. ~.o.SJ........... N.C.S.
CITY OF PETAL.UMA
CO'MPEN`S'ATION PLAN FOR UNIT 5
F Y 1990 - 1991
TABLE OF CON:TENT'S
GENERAL
Sectibn 1 Term of Agreement
COMPENSATION
Sect~n 2 Salary
Sect~n 3 Retirement Contribution
'Section 4 ~ Overtime
Section 5 Compensation for Clothing Loss
Sectas~n 6' Vacation, Payment of
Section 7 Sick ,Leave, `Payment at Retirement.
Section $ Deferred .Compensation
INSURANCE
Section .9 Health... Insurance
Section 10 Dental.Insirance
Section 11 Life Insurance.
Section 12 Long-Term .Disability
Section 1'3 Vision Insurance
LEAVES
Section 14 Vacation.
Section 15 Sick Leave
Sectifln 16 Bereavement Leave
Section '17 Holidays
Section 18 ;Military Leave
Sectson 19 Leave of Absences without Pay
Section 20 Jury .Leave
Sec~on 21 ComgensatAry Time Off
OTHER
Section 22 Retirement
Section 23 Grievance Procedure
GENERAL
Section 1. Term
This compensation plan shall be for a one (1) year term for the fiscal
year commencing July 1, 1990, through June 30, 1991.
C0M_PENSATION
Section 2. Salary
The City shall adopt the following salary .ranges for each of the
employees in the fo7low.ing classifications; during the period of ,this
Compensatis~n Plan.
Effective July 1, 19 90,
Unit -5
Accounting Assistant. T
Accounting Assistant 1II
Administrative Secretary
General. Services Assistant
General Services Specialist
Office Assistant I
Office Assistant II.
Police Records Assistant I
P.ol:ice Records Assistant II
Secretary
I 1T II IV V
$'9.42 $ 9,'89 $10..39 $10.91 $11.45
11.26 11,&2' .12.41 13..03 13.68
12..04 12.6'4, '13..27 13.93 14.63
8.09 8.49 8.92 9.36 9..,83
11.24 11.!80 12 ..39 13.01 13 , 6'6
7.96 8:.35 8.'77 9.21 9..67
9.66 10.15 1'0.65 1i..19~ 11..74
7.96 8.'35 8.77 9.21 9.67
9.66 10.1.5 10.b5 11.19 11..74
10..11 10,.62 1,1.15 .11.71 ~ 12.29
Section 3. Retirement Contribution
The City agrees to payment of the emplflyee's contribution tp the
Public Employees' Retirement System in the• amount of 70 of an
employee's salary. The City will also defer the taxes on the member's
eontributDn to PERS.
Seetifln 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 basic straight. dine regular rate of pay . Overtime shall
not be pyramided or compounded,.
B. .Minimum. Any employee required to work overtime shall, in no
case, be compen°sated 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 e,.mployees are entifled to vacation leave, such
employees working on such legal. holidays, and during periods of
vacation shall be entitled to receive additional remuneration at a
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- clothi~ g which occurs. during the
course of carrying out an offiraal duty: A request 'for compensation
hereunder shall be submitted in writing., in detail, to the City Manager
via the department head concerned., T,he. amount of compensation, if
any, shall be at the- discretion of the City Manager.
Section 6. Vacation; P,aymerit at Termination
Employees who ter-urinate employment ,shall be paid in a lump sum for
all accrued vacation. leave. earned prixr 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 {lOJ 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
4'8b hours..
Section 8. Deferred Compensation
The City of Petaluma shall make available• to the .members of this unit,.
the City's Deferred Compensation Plan.
INSURANCE
Section, 9 ~ Health Insurance
.During the period of this Memorandum of Understanding, the City shall
pay any premium increases beyond the -cur-rent City contributions as
]fisted below .. No increase in tYie 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, 88 $1'36.00 $127.50
Employee. + 1 dependent $259.76 2-7,9..0,0 222.63
Employee + 2 dependents :$344.84 34"6.00 305.77
Seet~n 10.. Dental Insurance
. Dcuring the term of this Memorandum the City shall contribute $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,Q00 per child,, at a 50~ co-payment rate within the premium
.rate.
Section :1'1. hife Insurance
During the term of this Memorandum the City shall contribute
$..36/$1,.000 per month. per .eligible emphyee Inward a .group term life
insurance p7~n in the amount of $10,.,000 per employee..
Section 12.. Long-Term 'Disability
T-he 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 eligble.smployee fora 'family vision plan.
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,LEAVE
Secf~n 14-. Vacation
A. Amounts. All regu]~r .emp]~yees 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 emplflyees 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 (160j hours of
vacation .
B:,; Scheduling: The tunes during a calendar year in which an
employee .may .take his vacation shall .be determined by the
department head with due r-espect for the wishes of the employee
aril 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 part~ular 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 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 b>y 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 Inst. In the event .one or more municipal
Yolidays fall within an annual vacation leave., such holidays shall
not be charged as vacation leave and vacation leave shall be
extended acco"rdingly.
Section 15. Sick Leave
A . General.. Sick leave with pay shall be granted to all employees as
set forth in this sectiDn . Sick leave is not a right which an
emp]s~yee may use as 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, sist`~rs or
other individials whose relationship to the employee 'is that of a
dependent or near dependent.
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B . Accrual: Siok leave shall accrue tp all.. full-tune 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 .
C . Notification -Procedures:. In order to receive compensation while
absent on sick leave,, the employee shall notify his immediate
superior or the :Personnel Office :prior tc or within four hours
after this time set for beginning his daily duties as may be
specified by the head of_ his department.. W-hen absence is for.
-more than three. days duration,, the employee may be required to
file a physician's ,certificates with the Personnel Office stating the
cause of the absence.
D. Relationship 't-A Workers .Compensation ._ Benefits shall be payable
in stuatiDns where employee absence is due to industrial injury
as provided in California .State Workers' Compensatis~n Law. The
amount of disability ,payments paid try the. injured employee shall..
be deducted. from' salary payabh to the employee while on sick
leave.. 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:, Absences resulting in immediate hospitalization or
absences continuing beyond the third .day shall be charged
against the_ employee at the rate. of one'-half (.1/.2J day for each,
day of absence credited or compensated :by workers' eompensatis~n
insurance, provided the City receives all compensation paid by
workers' compensation payments only,, without City payment for
salary at no loss of .dick leave.. Sick leave fx~r industrial injury
shall not be allowed for a disability resulting from sickness,
self-inflicted injury or willful misconduct.
E . Sick ;Leave. Transfer Po]cy .. Employees wishing' to donate hours
of sick leave to another employee-. inay do so by sending a written
request, approved by their department 'head.:, to the Peroonnel
Office. naming 'the individual try receive, the sick leave and. the
amount donated,, with the following restrictions:
1. 'All such. transfers of sick Ieave are irrevocable.
2:: The employee receiving the sick leave transfer must. Piave
zero (0) hours. of accrued sick. leave., vacation and C T O left
on the book's..
3:. ' Employees may not :buy dr sell dick leave. Only the time
may be transferred
Section 16 .' Bereavement. Leave
Iri 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 oft work with pay shall.
be only that which is required t~ attend the funeral and make
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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 tp the employee's sick leave and any
a"dditi~nal '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 try fiscal year,, nor shall it have any
monetary value if unused .
Section. l7". Holidays
A. Fixed. Holidays. T"he City shall, observe eleven (11) paid
fixed-date holidays . These ho]iday`s shall be established for the
City's fiscal year as de•t~rmined 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
operatic"nal requ~xements. 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 .l$ . Mi7tary Leave
Military leave shall, be arranged in accordance with the provisions of
Stag law . A]l emplo"yetis 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 19. Leave of Absence without P'ay
The City Manager may grant a permanent or probatis~nary employee
leave of absence "without- pay or seniority for. a '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 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 tq repo_rt promptly 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 wYio 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 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 overtime,
compensatory time off at a mutually agreeab]e 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 i#~ms:
Miscellaneous Employees: 2~ @ 60
Option: 1959 Survivors Benefit
1 year Final Compensation Average
Unused Sick Leave Credit
It is understood that employees who are, or wi11 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 exerc~i.se 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 dat-s of conversion .
2. Must submit a letter of infant to retire in order try initiate
the conversion .
Employees who have converted the City payment of the emp]oyee's
contribution ~ PE RS and do not retire on the date specified try the
City at the tune of conversion, shall owe to the City the increased
costs including but not limited to benefit contributions try PERS.
The costs owed to the City will be from the time of conversion to the
actual dates 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 matt-~rs 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 try Grievance Procedure. The grievance
procedure shall be used to process and resolve gievances arising
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 discussion
with his immediate supervisor without undue delay. If, after this
cliscussion , 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 is not in agreement with the
decisis~n reached by discussion, he shall then have the right t~
file a formal appeal in writing within ten (10) calendar days 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 decisis~n and comments in writing and return them
to the emp]s~yee within five (5) calendar days after receiving
the appeal. If the employee does not agree with his
supervisor's decision, or >f no answer has been received
within five (5) calendar days, the employee may present the
appeal in wrifdng to his supervisor's immedate 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.
(2) Further ]evel 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 wrifing to the
department head. Failure of the emp]r~yee 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 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 ts~ advise him concerning
the appeal. The City Manager shall render a decasion in
writing to the .employee within twenty (?0) 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 sha71 be assured freedom from reprisal for
using the grievance procedures.
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