HomeMy WebLinkAboutResolution 2003-239 N.C.S. 12/01/2003lZesolution No. 2003-239 N.C.S.
of the City of Petaluma, California
RESOLUTION AMENDING
RESOLUTION NO. 2002-186B N.C.S.
COMPENSATION PLAN FOR EMPLOYEES IN UNIT 9
(MID-MANAGEMENT)
WHEREAS, the employees in Unit 9 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 salary and benefit adjustments for
the employees in Unit 9 (Mid-Management) Compensation Plan be amended.
NOW, THEREFORE, BE IT RESOLVED that the amended salary and benefits as
specified in the Attachment A for employees in this Unit, be approved and shall be effective July
1, 2003 through June 30, 2004, with salary adjustments effective July 7, 2003.
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) (Special) meeting form
on the .........1.5` .............. day of .......~.@G~1a111~I'............................., 20 03., by the
following vote: •••••••••••~ •• •• ••• ••••••••••••••
City Attorney
AYES: Canevaro, Mayor Glass, Harris, Healy, Vice Mayor O'Brien, Torliatt
NOES: Moynihan
ABSENT: None
ATTEST: ... .. ............................ ......~....................:... ...... .............................
City Clerk Mayor
Council File ...................................
Res. No........2O.o3-232........N.CS.
ATTAC~IIVIENT A
~Jnit 9 (1VIid-1Vlanagement)
Amended Compensation flan
For Fiscal Fear 2003-2004
This Compensation Plan shall be presented to the City Council of the City of Petaluma as the
recommendations of the City manager for salary and benefit adjustments for the period July 1,
2003 and ending June 30, 2004 with salary adjustments effective July 7, 2003.
TERM OF AGREEMENT
This Compensation Plan shall be effective for a one (1) year term, fiscal year commencing July 1,
2003 and ending June 30, 2004 with salary adjustment effective July 7, 2003.
SALARY
The City agrees to a general wage increase of one percent (1%) retroactive to the first pay period
of fiscal year 2003-2004. (Pay period beginning on July 7, 2003)
COMPENSATION FOR CLOTHING
The City increased the boot allowance to $150.00 from $130.00 bringing the allowance in line
with the AFSCME units.
Work Boots The City shall pay the cost of work boots up to $150.00 per Fiscal Year upon
receipt being provided to the Human Resources Department. Each employee covered by this
section upon completion of his/her initial probationaryperiod will be credited the above amount
and may draw down through the submittal of invoices to the City.
RETIREE BENEFIT PAYMENT
The City agrees to insert the following grid in the Retiree Benefit Payment section to clarify the
payment schedule.
Employees with 20 years of service or more and age 50 or older:
Calendar Fear
PE1~1IJCA
Contribution
Additional City
Contribution
Total Benefit
Amount
2011 $ 85.00 $ 15.00 $100.0.0
2010 $ 80.00 $ 20.00 $100.00
2009 $ 75.00 $ 25.00 $100.00
Resolution 2003-239 N.C.S. Page 2
Calcnd.-r ~~car
PFNIHCA
Contribution
Additional City
.:..Contribution
~ Total Benefit
Amount
2007 $ 65.00 $ 35.00 $100.00
2006 $ 60.00 $ 40.00 $100.00
2005 $ 55.00 $ 45.00 $100.00
2004 $ 50.00 $ 50..00 $100.00
2003 $ 45.00 $ 55.00 $100.00
lior employees retiring after September 1, 1997 and
Employees with 20 years of service or more and age 50 or older:
Calendar Fear ~'EhIfICA
.Contribution - AdditionalCity
Contribution ~'otal Benefit
Amount
2014 $100.00 $ 20.00 $120.00
2013 $ 95.00 $ 25.00 $120.00
2012 $ 90.00 $ 30.00 $120.00
2011 $ 85.00 $ 35.00 $120.00
2010 $ 80.00 $ 40.00 $120.00
2009 $ 75.00 $ 45.00 $120.00
2008 $ 70.00 $ 50.00 $120.00
2007 $ 65.00 $ 5 5.00 $120.00
2006 $ 60.00 $ 60.00 $120.00
2005 $ 55.00 $ 65.00 $120.00
2004 $ 50.00 $ 70.00 $120.00
2003 $ 45.00 $ 75.00 $120.00
1VIEDICAL/DENTAL INSURANCE
The City agrees to continue to fund the health care benefit up to the full family premium rate of
Kaiser through December 31, 2003. On January 1, 2004, the City will provide the health care
benefit up to a maximum of $ 896.09 per month. Some language revised to clarify program.
The City shall provide the following amounts to active members of this Unit a maximum
monthly insurance contribution for medical and dental coverage.
Those employees eligible for:
Employee + 2+ $ 775.95 per month
Employee + 1 $ 620.42 per month
Employee $ 361.21 per month
Resolution 2003-239 N.C.S.
Page 3
Effective January 1, 2004 the City shall provide the following amounts:
Employee + 2+ $ 896.09 per month
Employee + 1 $ 712.84 per month
Employee $ 407.42 per month
The City participates in the Public Employees Medical Health Care Act (PEMHCA) for members
of this Unit. The City contributes in the amount of $100.00 per month per employee. This
$100.00 contribution is included in the insurance contributions cited above.
MEDICAL/DENTAL CASII BACK
Language revised and amounts adjusted to reflect the new medical insurance rates.
An eligible employee may request cancellation of the employee's City paid medical and/or dental
insurance coverage.. Once the employee provides adequate proof that he/she has medical and/or
dental coverage from another source, it will be processed under the terms and conditions and
cancellation requirements of their particular plan. The City will process the cancellation,
effective the first day of the month following the effective date of cancellation.
The cash back is based on what the employee's coverage level would have normally been (i.e.,
employee, employee + one dependent, employee + family) at the time of such cancellation.
However, if the employee's current health premium amount is less than the medical premium
amount listed below, the City will use the lower rate to calculate the cash back amount. The cash
back amount is paid once a month and is included in the employee's paycheck. The following
are the rates used to determine medical cash back:
...Coverage Level Medical V'remiu m
50°/~ Cash Back Amount
Aruuurnt
Employee $ 259.21 $ 129.61
Employee + dependent $ 518.42 $ 259.21
Employee + 2 or more $ 673.95 $ 336.98
dependents
Effective January 1, 2004 the following are the rates used to determine medical cash back:
Coy era~r I.evcl i~~Iedical Prenaium
~~
50% Cash Back Amount
Amount
Employee $ 305.42 $ 152.71
Employee + dependent $ 610.84 $ 305.42
Employee + 2 or more $ 794.09 $ 397.05
dependents
Resolution 2003-239 N.C.S. Page 4
If the employee declines dental coverage, the City will pay a cash back amount equal to 50% of
the City's fixed monthly rate for the dental. program.
Upon declining medical and/or dental insurance, the employee will be required to meet the terms
and conditions regarding the City's medical and/or dental plan. If an employee decides to stop
receiving the medical/dental cash back and wishes to re-enroll into the City's medical and/or
dental plan, then he/she must meet the current terms and conditions of the City's medical and/or
dental plan. The City cannot guarantee that once the employee leaves a particular medical and/or
dental plan, he/she may be able to re-enroll in their prior plan and under the same terms and
conditions of their prior plan.
The dollar amounts listed above that include the "insurance contribution for medical and dental
coverage" shall be adjusted each year by the amount of the City's dental insurance contribution
rate.
DISCIPLINE PROCEDURE
New revised language for this entire section.
When an employee has not met standards of professional conduct the City of Petaluma may
impose the following types of discipline:
A. Verbal Counseling
B. Letters of Counseling
C. Corrective Written Action
D. Suspension Without Pay
E. Reduction in Pay
F. Demotion
G. Disciplinary Probation
H. Discharge/Termination
Any authorized supervisor may initiate and recommend discipline for cause against an employee
under his/her supervision in accordance with these procedures.
Verbal Counseling
The City may correct an employee with verbal counseling. There shall be no written notice of
verbal counseling placed in an employee's personnel file..
Letters of Counseling
The City may correct an employee with a letter of counseling. The letter of counseling shall be
placed in an employee's personnel file. Employees may request in writing to the Department
Head with a copy to the Human Resources Department that letters of counseling which are two
(2) or more years old be destroyed when:
Resolution 2003-239 N.C.S. Page 5
1. The employee's personnel file does not contain subsequent letters of corrective action;
and,
2. There is no other current or pending corrective action at the time the employee submits
his/her request to the Department Head.
Corrective Written Action
The City may correct an employee in a written notice. The written notice shall include the basis
for the correction and by attachment any other relevant documents. The employee may within
thirty (30) calendar days respond to the City, either in writing or orally to the notice before it is
placed in his/her personnel file. If the employee chooses, s/he may prepare a written response
and have it placed with the City's written correction in his/her personnel file. There shall be no
further appeal of a written correction.
Employee Notice of Proposed Discipline
For discipline other than a written correction, the employee shall receive a written notice of the
discipline, the basis for the discipline, and by attachment other documents upon which the
discipline is based, along with notice of the right to respond, either in writing or orally, before
discipline is imposed.
If requested by the employee in writing within fourteen (14) calendar days the City shall meet
with the employee, unless a different date is set by mutual agreement.
Department Head Review
If the employee elects to respond to the discipline, s/he shall either provide a written request to
the City within seven (7) calendar days of receiving the notice of discipline. The request may be
accompanied by a written position statement. If requested, the Department. Head shall convene a
meeting within seven (7) calendar days of receiving the request to review the employee's
response and position before discipline is imposed. The employee shall be entitled to a
representative of his/her choice, provided that the representative shall not be directly involved in
the events underlying the proposed discipline. At the meeting, the employee shall be provided an
informal opportunity to respond to the discipline and to present any information for consideration
by the Department Head. Seven (7) calendar days after the employee has been provided an
opportunity to respond to the discipline, the Department Head shall issue a written notice with
his/her decision.
Appeal to the City Manager or Advisory Arbitration -Suspension Five Days or More
For suspension greater in severity than five (5) working days, and other discipline other than
written correction, the employee shall have the right to appeal the Department Head's decision to
the City Manager or alternatively, the employee may elect to appeal the discipline to Advisory
Arbitration before discipline is imposed. If the employee elects to appeal the discipline to the
City Manager, or if the employee elects to appeal the discipline to Advisory Arbitration, they
shall within fourteen (14) calendar days from the notice of the Department Head's final decision
submit a written request to the City Manager to appeal the discipline. If no written request is
submitted to the City Manager within the fourteen (14) day time frame, the right of appeal is
waived and the discipline shall become. final.
Resolution 2003-239 N.C.S. Page 6
City Manager 12eview
If the employee elects to have the City Manager review the discipline, the City Manager shall
convene a meeting to review the employee's response and position before discipline is imposed.
The employee shall be entitled to a representative of his/her choice. At the meeting, the employee
shall be provided the opportunity to respond to the discipline and to present any information for
consideration by the City Manager. Fourteen (14) calendar days after the employee has been
provided an opportunity to respond to the discipline, the City Manager shall issue a written
notice with his/her decision. The City Manager's decision shall be final.
Advisory Arbitration
As an alternative, the employee may elect to appeal discipline to Advisory Arbitration before
discipline is imposed.
The arbitrator shall be selected from a list provided by the American Arbitration Association or
the State Mediation and Conciliation Service. A list of seven names shall be requested from
either source in a manner to be jointly agreed upon by the City and employee. The City and the
employee shall alternatively delete names from the list.
The arbitrator so selected shall conduct a hearing as expeditiously as possible at a time and place
convenient to the City and the employee.
The arbitrator shall have the authority to convene the hearing, receive evidence through
testimony and documents and to make findings of fact and conclusion whether the discipline was
for just cause and whether the discipline was appropriate. The arbitrator may recommend an
outcome, but the final authority rests with the City Manager.
Within thirty (30) calendar days after the hearing, the arbitrator shall submit in writing his/her
advisory recommendations to the City Manager and the employee.
Within fourteen (14) calendar days of receipt of the arbitrator's advisory recommendations, the
City Manager shall issue a final decision. The City Manager's decision shall be final.
Any costs associated with the arbitration ..hearing shall be borne equally by the City and
employee.
City employees who are employed "at-will," or who are temporary or probationary, are not
subject to the requirement of good cause, and are not entitled to these discipline procedures.
Resolution 2003-239 N.C.S. Page 7