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HomeMy WebLinkAboutReso 2000-124 - Amend pay for performance RESOLUTION NO. 2000- /A4 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING AMENDING THE EXECUTIVE MANAGEMENT PAY-FOR- PERFORMANCE SALARY PLAN, THE NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES,AND THE SCHEDULE OF PART-TIME EMPLOYEE CLASSIFICATIONS AND WAGE RATES/RANGES FOR UNREPRESENTED EMPLOYEES, AND AMENDING THE HOURS AND OVERTIME, SICK LEAVE, ADMINISTRATIVE LEAVE, AND GROUP INSURANCE POLICIES FOR CITY OF REDDING UNREPRESENTED EMPLOYEES. WHEREAS, the City Council has studied the current Executive Management Pay-for- Performance Salary Plan, as previously amended by Resolution 2000-102, and the Non-Exempt Employee Schedule of Classifications and Hourly Wage Rates and the Schedule of Part-Time Employee Classifications and Wage Rates/Ranges for unrepresented employees; and WHEREAS, the Administrative Services Director has recommended that the Executive Management Pay-for-Performance Salary Plan for unrepresented employees be further amended as set forth in Exhibit A, effective July 9, 2000, in order to accomplish the annual adjustments of the salary ranges; and WHEREAS, the Administrative Services Director has also recommended that the Non- Exempt Employee Schedule of Classifications and Hourly Wage Rates for unrepresented employees be amended as set forth in Exhibit B, effective July 9, 2000, in order to accomplish the annual adjustments of the wage rates; and WHEREAS,the Administrative Services Director has also recommended that the Schedule of Part-Time Employee Classifications and Wage Rates/Ranges for unrepresented employees be amended as set forth in Exhibit C, effective July 9, 2000, in order to accomplish the annual adjustments of the wage rates; and WHEREAS,the Administrative Services Director has also recommended that the following portions of the City of Redding Employee Benefit Policies for unrepresented employees, adopted by Resolution No. 99-142, be amended as set forth in Exhibit D: Hours and Overtime - to modify the pay rate for 24-hour shift fire management employees when working extra shifts, effective July 9, 2000; Sick Leave - to update the provision for family sick leave to meet the new State law that requires that half of an employees annual allotment for sick leave be available for the care of ill family members, effective July 9, 2000; Administrative Leave - to increase the maximum administrative leave hours that can be granted to 24-hour shift fire management employees, effective July 9, 2000; Group Insurance - to become consistent with changes being implemented with represented labor groups with regard to the prescription drug card and dental benefits, effective January 1, 2001. WHEREAS, the City Council deems it to be in the best interests of the City to adopt such recommendations; NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council that the Executive Management Pay-for-Performance Salary Plan, the Non-Exempt Employee Schedule of Classifications and Hourly Wage Rates, and the Schedule of Part-Time Employee Classifications and Wage Rates/Ranges for unrepresented employees be amended, as set forth in Exhibits A, B, and C, effective July 9, 2000; and that the Hours and Overtime Policy, the Sick Leave Policy, and the Administrative Leave Policy for unrepresented employees be amended, effective July 9, 2000, and the Group Insurance Policy for unrepresented employees be amended, effective January 1, 2001, as set forth in Exhibit D attached. I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at a regular meeting of the City Council of the City of Redding on the 18th day of July, 2000, by the following vote: AYES: COUNCIL MEMBERS: Cibula, Kight, McGeorge, Pohlmeyer & Anderson NOES: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: None ABSTAIN: COUNCIL MEMBERS: None BERT C. ANDERSON, Mayor Attest: Form Approved: 7 i - ..(b1 - 0 !I -- �— - �, t �P4y ,t Connie Strohmayer, ' Clerk W. Leonard Wingate, C. ttorney D:Awork\SAL.ARV"COLAunrep.00.re.;.wpd EXHIBIT A CITY OF REDDING EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN Effective July 9, 2000 (page 1) JOB CODE TITLE SALARY RANGE 096 City Clerk (Elected Official) NO RANGE 2,678 097 City Treasurer (Elected Official) NO RANGE 2,582 030 Director of Electric Utility 6,928 - 10,997 012 Assistant City Manager 5,743 - 9,062 035 Chief of Police 5,531 - 8,727 020 Director of Public Works 5,344 - 8,432 043 Director of Development Services 5,013 - 7,910 040 Fire Chief 4,997 - 7,884 135 Assistant City Attorney 4,936 - 7,788 081 Electric Group Manager 4,936 - 7,788 122 Electric Utility Power Production Manager 4,716 - 7,440 082 Electric Program Supervisor 4,595 - 7,250 145 Electric Utility Power Control Manager 4,513 - 7,121 106 Senior Electrical Engineer 4,513 - 7,121 016 Administrative Services Director 4,463 - 7,041 018 Deputy City Manager 4,463 - 7,041 052 Director of Community Services 4,463 - 7,041 131 Economic Development Director 4,463 - 7,041 053 Support Services Director 4,463 - 7,041 071 Assistant Director of Development Services/Building Official 4.345 - 6,855 111 Assistant Director of Public Works/City Engineer 4,345 - 6,855 042 Deputy Fire Chief 4,282 - 6,757 116 Electric Utility Resource Planner 4,282 - 6,757 108 Electrical Engineer 4,282 - 6,757 253 Senior System Operator 4,282 - 6,757 060 Finance Officer 4,252 - 6,709 112 Assistant City Engineer 4,140 - 6,532 127 Building Official 4,140 - 6,532 103 Housing and Redevelopment Manager 4,140 - 6,532 138 Planning Manager 4,140 - 6,532 CITY OF REDDING EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN Effective July 9, 2000 (page 2) JOB CODE TITLE SALARY RANGE 110 Associate Electrical Engineer 4,093 - 6,458 109 Electric Utility General Foreman 4,093 - 6,458 105 Supervising Electric Utility Distribution Planner 4,093 - 6,458 065 Human Resources Manager 4,067 - 6,417 151 Deputy City Attorney 4,049 - 6,389 057 Parks and Facilities Manager 4,049 - 6,389 123 Public Works Manager 4,049 - 6,389 113 Electric Utility Field Foreman 3,915 - 6,177 155 Electric Utility Project Coordinator 3,915 - 6,177 254 Power Prescheduler 3,915 - 6,177 124 Project Coordinator 3,915 - 6,177 070 Information Systems Manager 3,879 - 6,120 252 Power Plant Maintenance Supervisor 3,764 - 5,939 251 Power Plant Operations Supervisor 3,764 - 5,939 075 Airports Manager 3,742 - 5,904 121 Electrical Engineer Associate 3,742 - 5,904 125 Electric Utility Distribution Planner II 3,649 - 5,758 085 Director of Utilities/Customer Services 3,599 - 5,679 107 Energy Services Account Manager 3,599 - 5,679 249 Field Foreman-Electrical Technician 3,592 - 5,667 126 Battalion Chief 3.499 - 5,521 133 Battalion Chief Shift 3,499 - 5,521 136 Assistant Electrical Engineer 3,446 - 5,438 134 Electric Utility Rates & Economics Analyst 3,446 - 5,438 129 Electric Utility System Inspector 3,446 - 5,438 104 Electric Utility Demand Side Management Coordinator 3,381 - 5, 335 152 Financial Management Specialist 3,381 - 5, 335 255 Power and Fuel Contracts Technician 3,381 - 5, 335 169 Recreation Superintendent 3,381 - 5, 335 140 Risk Manager 3,381 - 5, 335 172 Solid Waste Manager 3,381 - 5, 335 165 Foreman - Parks 3,239 - 5,110 150 Junior Electrical Engineer 3,239 - 5,110 149 Electric Utility Distribution Planner I 3,239 - 5,110 CITY OF REDDING EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN Effective July 9, 2000 (page 3) JOB CODE TITLE SALARY RANGE 180 Budget Services Officer 3,183 - 5,022 130 Fleet Manager 3,183 - 5,022 175 Management Assistant to the City Manager 3,183 - 5,022 164 Assistant Fire Marshal 3,134 - 4,944 156 Police Administrative Supervisor 3,098 - 4,888 209 Airport Operations Supervisor 3,075 - 4,852 079 Convention and Visitor Bureau Manager 3,075 - 4,852 115 Energy Services Account Representative 2,801 - 4,419 212 Electric Utility Supervising Arborist 2,754 - 4,345 245 Secretary to the City Manager 2,434 - 3,840 099 Administrator- Office of City Treasurer 1,902 - 3,000 098 Administrator- Office of City Clerk 1,816 - 2,866 D:\work\SALARY\PFP.7-9-00.cola.wpd EXHIBIT B CITY OF REDDING NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 9, 2000 Hourly Wage Rate - Salary Step 1 2 3 4 5 316 Electric Utility Assistant Systems Operator $26.67 $28.06 $29.56 $31.11 $32.75 315 Electric Utility System Operator 28.18 29.59 31.07 32.61 34.27 D:\work\SALARY\UNREP-NX.00.wpd EXHIBIT C CITY OF REDDING SCHEDULE OF PART-TIME EMPLOYEE CLASSIFICATIONS AND WAGE RATES/RANGES Effective: July 9, 2000 Steps J/C Classification 1 2 3 4 5 401 Recreation Leader $ 6.07 $ 6.38 $ 6.69 $ 7.03 $ 7.38 406 Car Washer 6.07 6.38 6.69 7.03 7.38 411 Recreation Specialist 6.68 7.01 7.36 7.73 8.12 416 Supervising Recreation Leader 7.35 7.72 8.10 8.50 8.93 421 On-Call/Seasonal Firefighter 7.35 7.72 8.10 8.50 8.93 426 Police Cadet 7.35 7.72 8.10 8.50 8.93 431 Recreation Instructor 8.08 8.49 8.91 9.35 9.82 441 Recreation Coordinator I 8.89 9.33 9.80 10.30 10.80 446 Recreation Coordinator II 10.67 11.20 11.76 12.34 12.97 D:\work\SALARY\U N R EP-PT.00.wpd EXHIBIT D HOURS AND OVERTIME 1. All Regular employees will receive full time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the workweek. 2. A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and except as otherwise provided, a basic workweek is normally defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any hour of the day during the workweek. Shift employees may be assigned any hour and/or days of work. The basic workweek indicated above may be modified by mutual agreement of the City and the affected employee(s) in those situations where such a modification serves the interest of both the City and its employees. 3. Except as otherwise provided herein, overtime is defined as (a) time worked in excess of forty(40) hours in a workweek, (b) time worked in excess of eight (8), ten(10), or twelve (12) hours as applicable on a scheduled workday, (c) time worked on a non-workday, (d) time worked outside of regular hours on a workday, and (e) time worked on a holiday. Overtime shall be computed to the nearest one-quarter(1/4) hour. For Part-Time and Temporary employees, other than fire suppression or twenty-four (24) hour shift employees, overtime is defined as time worked in excess of forty (40) hours in a workweek. For Temporary and Part-Time fire suppression or twenty-four (24) hour shift employees overtime is defined as time worked in excess of two hundred forty (240) hours in an established 28-day work period. In cases where the basic workweek has been modified by mutual agreement, these overtime requirements may be waived pursuant to applicable law. 4. Overtime wages shall be paid to non-exempt employees at a rate equivalent to one and one- half(1'/2)times the regular rate of pay, or at the employee's option, and with City approval, the employee may elect to receive time off with pay at the rate of one and one-half hours off for each overtime hour worked. Compensatory time off with pay shall be scheduled in the same manner as vacations are normally scheduled. The maximum accumulated compensatory time an employee may keep on the books at any time shall be limited to a maximum of two hundred forty (240) hours. 5. Exempt employees shall not receive any compensation for overtime work, except for exempt fire management employees who are eligible for pay in excess of their regular salary when: 1) assigned to state service on a non-work day, the exempt employee shall receive one and one-half(1'/2)times their regular rate of pay; 2)assigned to work for another Battalion Chief who is working in state service on a regularly scheduled workday,the exempt employee shall receive one and one-half(11/2) times the regular rate of pay; and 3) working to cover for a Battalion Chief absent from a regularly scheduled shift, the exempt employee shall be paid at one and one-half the regular rate of pay .. . • ' • . • • • . _ . EMPLOYEE BENEFIT POLICIES-RESOLUJTION NO.2000- .EFFECTIVE JULY 9,2000 Page 7 6. Exempt employees, who as a result of their exempt status are not eligible for overtime pay or compensatory time off, will not have their leave balances (vacation, sick leave, etc.) reduced for absences of less than four hours. Department Director approval is required. 7. Employees who are entitled to overtime pay and who are required to report for work on their non-workdays, or on holidays they are entitled to have off, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than two (2) hours compensation. If an employee who is called out for such work outside of the employee's regular hours on a workday continues to work into the employee's regular hours, the employee shall be paid overtime compensation only for the actual time worked. If an employee performs overtime work immediately following the end of the employee's regular shift, the employee shall be paid overtime compensation only for the actual time worked. 8. At such time as a twenty-four (24) hour shift Fire Management employee moves between forty (40) and fifty-six (56) hour work schedules, vacation and sick leave balances will be adjusted. Specifically, when an employee moves from a forty (40) to a fifty-six (56) hour schedule, all leave balances will be multiplied by a factor of 1.4. When an employee moves from a fifty-six (56) to a forty (40) hour schedule, vacation and sick leave balances will be multiplied by a factor of 0.715. EMPLOYEE BENEFIT POLICIES-RESOLUTION NO.2000- ,EFFECTIVE JULY 9,2000 Page 8 SICK LEAVE 1. Sick leave with pay shall be accumulated for each Regular and Part-Time Regular employee at the rate of forty six thousandths(.046)of an hour for each regular hour worked, or on paid leave. (Accrual rate approximately one (1) day per month.) 2. Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an employee to be present or perform the employee's duties because of personal illness, off-duty injury, or confinement for medical treatment; (b) personal medical or dental appointments, which are impractical to schedule outside of regular working hours;(c)the need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family for up to forty(40)hours per incident. Immediate,family as used herein includes only the employee's spouse, children, grandchildren, brothers, sisters, parents or grandparents of spouse or employee, or other persons who are living in the employee's immediate household. Sick leave to include mental or physical illness. (d) family sick leave up to fin ty(40)forty- eight (48) hours per calendar year for members of the immediate family. Notwithstanding the foregoing forty (40) forty-eight (48) hour limitation, twenty-four (24) hour shift employees shall be allowed seventy-two (72) hours of family sick leave and ninety-six (96) hours per incident for childbirth, surgery, critical illness or injury involving members of the immediate family. 3. Management may require satisfactory evidence of sickness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination at City expense by a physician or physicians approved by City for the purpose of determining that such employee is fit and able to perform the duties of the employee's former position without hazard to the employee, fellow employees, or the employee's own permanent health. 4. If an employee is off on sick leave on a fixed holiday, the holiday credit will be used. However, if an employee is off on sick leave on a floating holiday, sick leave balances will be used and the holiday credit will be deferred. 5. In the event an employee exhausts all paid leave as a result of an illness or injury, and subject to the approval ofthe employee's Department Director and Human Resources Manager, such employee may be advanced sick leave from his or her future accruals up to 80 hours. Twenty-four (24) hour shift employees may be advanced up to one hundred twelve (112) hours. Once the employee returns to duty, sick leave accrual hours will be applied to the negative sick leave account until it is zero. Should the employee terminate City employment with a negative sick leave balance appropriate adjustments would be made to final paid leave cash pay-outs or other City monies owed the employee. If insufficient funds are due to the employee by the City, the employee shall directly reimburse the City for advanced sick leave in excess of the funds, if any, previously withheld. Such direct reimbursement will be waived for employees who are terminally ill or totally disabled (100%). 6. Any employee who after ten(10) years but less than fifteen(15)years of service to the City terminates employment shall be paid at the employee's regular pay rate for thirty-three and EMPLOYEE BENEFIT POLICIES-RESOLUTION NO.2000- ,EFFECTIVE JULY 9,2000 Page 9 one-third percent (331/3%) of the employee's accumulated sick leave hours. For employees with fifteen (15) years but less than twenty (20) years of service, the percentage set forth above shall be increased to forty-five percent(45%). For employees with twenty(20) years or more service, the percentage set forth above shall be increased to sixty percent (60%). Upon retirement, an employee enrolled in Public Employees' Retirement System (PERS) may, elect to receive credit for all or part of any unused/uncompensated sick leave toward the employee's retirement benefit through Ca1PERS, pursuant to the contract between the City of Redding and Ca1PERS. EMPLOYEE BENEFIT POLICIES-RESOLUTION NO.2000- ,EFFECTIVE JULY 9,2000 Page 10 ADMINISTRATIVE LEAVE In recognition of the inapplicability of additional compensation, specifically overtime and compensatory time off, exempt employees, with the exception of 24-hour shift fire management employees,may be eligible for up to forty(40)hours paid administrative leave per calendar year with Department Director approval and up to eighty(80)hours paid administrative leave per calendar year with City Manager approval. Fire management employees working 24-hour shifts may be eligible for up to fifty-six (56) hours paid administrative leave per calendar year with Department Director approval and up to one hundred twelve(112)hours paid administrative leave per calendar year with City Manager approval. Administrative leave is granted on the payroll period closest to January 1 and must be used by the end of the last pay period in December of each year or time is forfeited without compensation. Employees are to schedule administrative leave in the same manner as vacation with the approval of the Department Director. Employees appointed to an exempt position after the first of the year may be granted leave on a prorated basis. Administrative leave balances may be adjusted when employees separate employment prior to the end of the calendar year. EMPLOYEE BENEFIT POLICIES-RESOLUTION NO.2000- ,EFFECTIVE JULY 9,2000 Page 15 GROUP INSURANCE 1. Regular and Part-Time Regular employees are eligible to participate in a group insurance benefit program effective the first day of employment. City Council members may participate in the City's group health insurance program in the same manner as Regular employees. The City shall pay the full cost of the program for both employees and dependents for Regular employees, and one-half the premium cost for Part-Time Regular employees as applicable. Coverage highlights include : 1) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents. 2) Health Benefits: $100 deductible per person per year; 80% payable for first $5,000 of eligible charges, except for hospital charges which are 100% payable; 100% thereafter up to one million dollars lifetime limit; professional fees based upon UCR; typical exclusions and limitations. The City will pay the cost of the first twelve(12) out-patient visits per calendar year for treatment related to alcohol or substance abuse and mental health disorders at 100%, with no deductible, and an additional twenty-four(24)visits per calendar year payable at eighty percent (80%) subject to the annual deductible. 3) Prescription Drug Card: No deductible; a $5.00 employee co-payment for generic prescriptions; an $8.50 employee co-payment for brand name prescription. Effective January 1, 2001, the employee co-payment will increase to $15.00 for brand name prescriptions if there is a generic equivalent available. There is also and a provision for mail prescriptions. 4) Dental Benefits: No deductible and 100%of UCR for prevention; no deductible and 50% up to $2,000 per lifetime per person for orthodontia; $25 deductible and 80% of UCR (90th percentile) up to $2,000 per person per year for all other eligible charges. 5) Long Term Disability: After three (3) months 60% of employee's salary to a maximum of $5,000 per month (effective July 1, 1998) integrated with all other income benefits payable to age 65. The City will pay for sworn Police management employees the same amount toward long term disability benefits as is paid for miscellaneous employees. 6) Vision Care: This plan shall be equivalent to Plan A available from the California Vision Service Plan. This plan has a $25 deductible, provides for an examination every twelve (12) months, lenses every twenty-four (24) months, and frames every twenty-four (24) months. 2. The City will pay fifty percent (50%) of the group medical insurance program premium for each retiree including dependents, if any, presently enrolled and for each retiree in the future who goes directly from active status to retirement and continues the group medical insurance EMPLOYEE BENEFIT POLICIES-RESOLUTION NO.2000- ,EFFECTIVE JANUARY 1,2001 Page 24 without a break in coverage. Following the death of a retiree, a surviving spouse may continue the insurance. Effective July 1, 1998, prospective retiree may continue dental and vision insurance coverage as a package under the fifty percent (50%) cost sharing basis provided the retiree also maintains the medical insurance. EMPLOYEE BENEFIT POLICIES-RESOLUTION NO.2000- ,EFFECTIVE JANUARY 1,2001 Page 25