HomeMy WebLinkAboutReso 98-082 - Establishing New COR Employee Benefit Policies for Unrepresented Employees, Eff 06-14-98 � �
RESOLUTION NO. 98-82
A RESOLUTION OF THE CI�'Y COUNCIL OF THE CITY OF
REDDING ESTABLISHING NEW CITY OF REDDING EMPLOYEE
� BENEFIT POLICIES FOR UNREPRESENTED EMPLOYEES,
� EFFEC'I'IVE JUNE 14, 1998.
W�IEREAS, the City Council has studied the current City of Redding Employee
Benefit Policies for unrepresented employees established by Resolution 96-62 and amended
by Resolutions 97-62, 97-63, 97-109, 97-209, and 98-52; and
WHEREAS, for the reasons set forth in the accompanying Report to City Council,
the Administrative Services Director has recommended amending the Employee Benefit
Policies for unrepresented employees to make them more consistent with how benefits are
administered under certain Memoranda of Understanding; and
WHEI2EAS, the City Council deems it to be in the best interests of the City to adopt
such recommendation, effecrive June 14, 1998, with the exception of the following language
in paragraph 2 on page 31:
"2. ... or City Council Member retiring with eight (8) or more years vf service
with the City. "
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council as
follows:
L That Resolution 96-62, as amended, be repealed as of midnight, June 13, 1998; and
2. New City of Redding Employee Benefit Policies for unrepresented employees be
established effective June 14, 1998, as set forth in E�iibit A attached hereto and
made a part hereof, with the exception of the following language in paragraph 2 on
page 31:
"2. ... or City Council Member retiring with eight (8) or more years of�
service with the City. "
I HEREBY CERTIFY that the foregoing resolurion establishing new employee r _
benefit policies for unrepresented employees was introduced, read and adopted at a regular �
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Resolution No. 98-82, continuede
meeting of the City Council of the City of Redding on the 2nd day of June, 1998, by the
following vote:
AYES: COUNCILMEMBER5: Anderson, Cibula, Kight , McGeorge and Kehoe
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
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DAVID HOE, May
ATTES'I':
CONNIE STROHMAYE it Clerk
FORIVI APPROVED:
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. LEONARD WIN TE, City Attorney
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CITY OF REDDING
E1VIPLOYEE BENEFIT POLICIES
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CITY OF REDDING
EMPLOYEE BENEFIT POLICIES
TABLE OF CONTENTS
Article Page
INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
EMPLOYEE STATUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
��COMPENSATION AND CLASSIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
HOURS AND OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
SICKLEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
ADMINISTRATIVE LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
FLTNERAL (BEREAVEMENT) LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
JURY/WITNESS DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
LEAVES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
INDUSTRI�iI,��DISABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
EXPENSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
UNIFORM ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
GROUP INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
RETIREMENT PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
CONTINUING EDUCATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
REDDING EMPLOYEE AWARDS PROGRAM (REAP) . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
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INTRODUCTION
The followin�emplovment policies are applicable only those employees not covered under an existing
Memorandum of Understanding ne�otiated with a recoenized bareainin� unit•
EMPLOYEE STATUS
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�erstandmg Employees will be designated as Council-Ap oip •nted,Administrative,Regular,
, Part-Time Regular, - - , Part-Time,
Temporarv, or City Council Members, depending upon the purpose for which they are
hired/elected and their length of continuous service with the City.
2. Council-Appointed emplovees include the Citv Manager and Citv Attornev and anv others who
mav be appointed directl�y the Citv Council and serve at the will of the Council. The
emplovees shall be eli�ible for all benefits of a Re�ular emplovee with the exception of access
to the �rievance process. The benefits outlined 'm an emplovment contract will supercede
when there is conflict with benefits outlined for Re ular emplovees.
� 3. An Administrative employee is defined as an employee appointed by the City Manager,
subsequent to July 1, 1997, to the position of Assistant City Manager, Deputy City Manager,
Assistant City Attorney, Deputy City Attorney, or Director of any Department. A Regular
employee serving in one of these positions prior to July 1, 1997, may become an
Administrative employee only upon mutual agreement in writing. An Administrative employee
shall be eligible for all the benefits of a Regular employee, �ut excent these emplovees do not
have access to the �rievance procedure, nor shall thev nat serve a probationary period as
i�fsir�thev serves strictly at the will ofthe City Manager and the employment relationship may
be ended at any time without cause.
�4. A Regular employee is ,
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. ', defined as an employee hired for a full-time position that has been
regularly established as an authorized position and is of indeterminate duration. A
prc�bati�rrary Re ular employee shall receive not less than the minimum rate for the job and
shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation,
insurance coverage and items of a similar nature as the employee becomes eligible_�t�h�
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fr 5. A Part-Time Regular employee is defined as an employee who has one (1) year, or more, of
full-time service s�rriaritp with the City ' - as a pi r�Regular
employee, and who is subsequently ree�tegarize�moves, without a break in service, to work
less than full-time. This status would also include emplovees involved 'm job share
arran�ements. Job share employees shall be reauired to si�n a Citv approved contract
stipulatin�the specific conditions and restrictions of the j,ob share arrangement. A iob share
emplovee who has not served an official probationar�period shall be subject to a one vear
probationaryperiod. A Part-Time Regular employee shall receive not less than the minimum
rate for the job, and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement
plan participation (as governed by the Public Employees' Retirement System), ir�nran�
,and seniority accrual,but shall not
be ' eligible
for supplemental benefits for industrial injury, �bereavement leave pay,jury duty pay,
or items of a similar nature. Part-time Re�ular emplovees shall accrue holidav nav on a
prorated basis at the rate of fortv-ei�ht thousandths (.048) of an hour for each regular hour
worked or on paid leave. Part-Time Re�ular employees are eli�ible for insurance coverage
(pursuant to �roup insurance contract provisions) provided the emploYee pavs 50% of the
premium rate. If a Part-Time Regular employee moves ' to Regular status, the
employee shall be credited with all continuous service in determining eligibility for such
benefits as may accrue to the employee in the employee's new status.
4 6. A Part-Time employee is defined as an employee hired to work less than a full-time emplo.yee,
but not more than 1560 hours in a fiscal vear. A Part-Time emplovee will be limited to less
than 1,000 hours per fiscal vear unless approved bv the Human Resources Manager. far
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minimum rate for the job,but shall not be eligible for sick leave pay, holiday pay,v��ti�n-pay,
or items of a similar nature, nor shall the employee be eligible for insurance coverage. The
emplovee mav be eli�ible for participation in the retirement plan pursuant to the Citv's contract
with PERS. After completion oftwentv-four(24)months ofcontmuous service,the emplo�
will be entitled to vacation pay on the same basis as Re�ular emplo �}ees. ,
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EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO.98- , EFFECTNE JUNE 14, 1998 Page 4
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. If a Part-Time employee is reclassified to Regular ftti�time
status, the employee shall be credited with the employee's service
as a Part-Time employee in determining eligibility for benefits, if any, as may accrue to the
employee in the employee's new status.
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$ 7. A part=time Temporary employee is defined as an employee hired for temporar� occasional
or seasonal work
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- for a period not to exceed 1,000 hours in a fiscal vear. A part=time
Temporary employee shall receive not less than the minimum rate for the job, but shall not be
eligible for sick leave pay, holiday pay, vacation pay, or items of a similar nature, nor shall the
employee�Hp be eligible for insurance coverage or retirement plan participation,nor shall
the employee accrue seniority, or promotion and transfer rights, or leave of absence rights.
If a part=time Temporary employee i��� moves to ftrl�=tin� another
Pn�b�tia�ary status, the employee shall not be credited with the employee's service as a pm-t
�Temporary employee in determining eligibility for benefits_, �
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-i-@ 8. A City Council member is defined as an elected officer elected by the citizens of the City of
Redding.
9. Probationarv Periods: Re�ular and Part-Time emplovees shall serve a probationarYperiod of
one (1)vear upon initial appointment to each status. Such probationarv period is considered
to be a continuation ofthe selection process and emplovees mav be terminated for emplovment
or demoted without recourse, pursuant to the �rievance �rocedure. An emplovee's
probationarv neriod shall be extended bv the duration of anv unpaid absence of ten (10) or
more consecutive daYs. ProbationarY emplovees shall be evaluated after six L) months of
service and as often as determined b t�mplovee's Supervisor. The probationarYperiod will
EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98- , CFFECTNE JiJNE 14, 1998 Page 5
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start over for anyemplovee who transfers to another position durin�the probationarv period.
The probationarv neriod mav be extended in circumstances where further evaluation of the
emplovee is necessarv. Temporarv employees do not serve a probationarv period, as the
appointment is temporarv bv definition and can be terminated at an�time.
10. Re-emplovment: With the recommendation of a Department Director and approval of the
Human Resources Mana�er, a past emplovee who both passed the probationar�period and
resi�ned in good standing mav be re-emploved within two years of the effective date of
resignation, to a vacant position in the same classification. Such re-emplovment shall, for all
purposes, be considered as thou�h it were an ori�inal appointment. The reinstated emplo�ee
shall serve a new probationarv period.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98- ,EFFECTNE JiJNE 14, ]998 Page 6
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�'��COMPENSATION AND CLASSIFICATIONS
� 1. Consistent with principles of public accountability, employees
shall be paid the salarv or wage established for their classification. Upon initial appointment
to a classification, an employee shall normally be paid the lowest salary or wage rate for that
classification. An employee may, however, be paid a sal� wage rate above the lowest
sal�wage rate if circumstances justify it. When an employee is appointed to a hi�her paid
classification which has a salaiy or wage range overlapping the salary or wage range of the
employee's previous classification,the employee shall be paid at the salarv or wage rate of the
classification to which the employee is being appointed, which is at least five
percent(5%)more than the employee's present salarv or wage rate, but not more than the top
salaiy or wage rate of the classification to which the employee is appointed. Step increases
require a satisfactoryperformance evaluation,Department Director and ' Human
Resources Mana�er approval and may be granted as follows: After tlnrl;�-�3�twentv-six
�full pay periods of employment at�Step 1,and with an overall satisfactorv or above
performance ratin�, an em�loyee shall be advanced to Step 2. After twentv-six (26) full pav
neriods of emplovment at each subsequent salar��step, with an overall satisfactorv or above
work performance, an emplovee will be advanced to the next hi�her step. �rtpl�q�e-ma}�
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. A ful] pay period as used herein is defined as one in which the employee
works or is paid for time off for at least half of the regularly scheduled work hours.
2. Employees desi�nated for Pav-for-Performance evaluations shall be reviewed after every
twentv-six (26) full pa�periods of employment in their current classification pursuant to the
Citv's PaY-for-Performance Policv. A full pavperiod as used herein is defined as one in which
the emplovee works or is paid for at least half of the re�ularlv scheduled work hours.
3. Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee's work
period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. If a
pay day falls on a fi�ced holiday, payments shall be made on the preceding workday.
4. When an employee is temporarily assigned to work in a lower-paid classification i�*er than
the employee's reg�r normal classification, the employee's rate of pay will not be reduced.
5. Whenever a Re�ular emplovee is assi�ned bv the Citv to replace an absent employee in a
hi�her-paid classification and the emplo�performs a substantial maioritv (�reater than fifty
percent (50%)) of the absent emplovee's duties for a full work dav, such employee shall have
their compensation rate increased bv five percent (5%), but not to exceed the ran�e of the
hi�her class. Department Director approval is required.
EMPLOYEE BENEFIT POLIC�S-RI�SOLUTION NO. 98- , EFFECTNE JL1NE 14, 1998 Page 7
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6. When an emplovee is assi�ned to fill a vacant nosition or replace an absent emplovee in a
hi�her-paid classification and performs a substantial maiorit�(�reater than fiftypercent(50%�
of the duties of the hieher classification for a period that extends be�ond one full pav period,
such emplovee shall be temporarily reclassified to the hi�her position. The emplovee's salary
or wa�e shall be increased bv at least five percent(5%),but not to exceed the top of the ran�e.
Department Director and Human Resources Manager approvals are required.
� 7. Shift Differentials:
Effective , June 14, 1998, shift differential shall be paid as follows to Police
Lieutenants:
Watch I (Graveyard) 1800-0400 hours . $1.00 per hour
Watch II (Days) 0800-1700 hours $.00 per hour
Watch III (Swings) 1300-2400 hours �6-per-iraur $.60 per hour
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8. Except for those Regular employees whose shift ends on or before 6:00 p.m., emplovees shall
receive shift differential pav of three and one-half percent (3'/z %) of the emplovee's re�u�ar
pav rate for each hour worked between the hours of 4:00 p.m. and 12:00 midni�ht,in addition
to the emplovee's re�ular compensation. Except for emplovees whose shift starts at 6:00 a.m.
or later, for time worked between 12:00 midnight and 8:00 a.m., shift differential pav shall be
increased to five percent (5%).
$9. , , POST and educational incentives shall be added to ti�base pay ef
' as follows:
2.5%plus $100.00* - AA or AS degree, or sixty(60) semester units, or a POST Intermediate
Certificate for Sworn Police Management Emplovees.
5.0% plus $100.00* - BA or BS degree, or one hundred twenty (120) semester units or a
POST Advance Certificate for Sworn Police Mana�ement Employees.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98- ,EFFECTNE JUNE 14, 1998 Page 8
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. The annual payment will be paid in the week followin�
dt�ring the second pay p�-i��in July.
. , , Ei�ht hundred dollars ($800.00�per year will be added to base
pay for an AA degree in Fire Science or Fire Science Technology for Fire Safetv management
personnel.
10. Effective May 17, 1998,Battalion Chiefs assigned to a forty(40)hour workweek will receive
a five percent (5%)pay differentiaL The differential will be paid on the base wage rate.
11. The City Manager may, based upon outstanding job performance, grant an exempt employee
a one time salary increase up to ten percent (10%) above the top of the salary range for a
period not to exceed one (1)year. This one time increase is not cumulative and the employee
would revert to the employee's regular salary rate at the end of the one year period.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98- ,EFFECTIV�JL1NE 14, 1998 Page 9
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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.
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�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 andlor days of work. The basic workweek indicated above mav be modified
bv mutual a�reement of the City and the affected emplovee(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)8rsi�:tp-�6�}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 Temporarv 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-dav work period. -
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In_cases where the basic workweek has been modified by mutual a�reement, these overtime
requirements mav be waived pursuant to applicable law.
fr 4. Overtime wa es shall be paid to non-exempt emplovees at a rate equivalent to
one and one-half(1%z) times the regular rate of pay, ar at the employee's option, pr�roi�ng-it
and ir�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_ �ar-riorr-
, 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
EMPLOYEE BENEFIT POLICIES-RESOLUTION N0. 98-_,EFFECTIVE JLJNE 14, 1998 Page 10
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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(1%z) 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
the top step of the Shift Battalion Chief range.
6. Exempt emplovees, who as a result of their exempt status are not eli�ible for overtime pa�}_or
compensatorv 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 warked, 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 emplovee moves between forty
(40)and fiftv-six(56)hour work schedules, vacation and sick leave balances will be adjusted.
Specificallv, when an emplovee moves from a forty(40) to a fifty-six (56) hour schedule, all
leave balances will be multiplied bv a factor of 1.4. When an emplovee moves from a fiftv-six
(56) to a fortv (40) hour schedule, vacation and sick leave balances will be multiplied bv a
factor of 0.715.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO.98- ,EFFECTNE JLJNE 14, 1998 Page 11
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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 unmediate family
' for up to forty(40)hours per incident. ImmediatefamilY
as used herein includes onlv the emplovee's spouse, children, �randchildren, brothers, sisters,
parents or �rand�arents of spouse or emplovee, or other persons who are livin� in the
emplovee's immediate household. Sick leave to include mental or physical illness. (d) family
sick leave up to tro - fort 40 hours per calendar year for members of the
immediate family�s--d�fin�� ' . Notwithstanding the foregoing forty
(40) hour limitation, ' twenty-four (24) hour shift
employees shall be allowed seventv-two (72) hours of family sick leave and ninetv six (96)
hours per incident for childbirth, sur�ery, critical illness or iniurv involvin� members of the
immediate familv.
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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 Citv
expense by a physician or physicians approved by City for the purpose of determining that such
employee is P��p fit and able to perform the duties of the employee's former position
without hazard to the employee,�rta fellow employees,or t�the employee's own permanent
health.
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If an emplovee is off on sick leave on a fixed holidav, the holidav credit will be used.
However, if an emplovee is offon sick leave on a floatin h� olidav, 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 of the employee's Department Director, and Human Resources Manager�trc�
tlre-Eit��-�ger, such employee may be advanced sick leave from his or her future accruals �
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO.98- ,EFFECTNE JUNE 14, 1998 Page 12
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up to 80 hours p�r-inei�nt. Twentv-four(24�hour shift
employees mav 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. Ifinsufficient funds are due to the emplovee b t�y,the employee shall directly
reimburse the Citv for advanced sick leave in excess of the funds, if anv, previouslv withheld.
Such direct reimbursement will be waived for emplovees who are terminallv ill or totally
disabled (100%l.
6. Any employee who after ten (10) years but less than fifteen (15) vears of service to the City
terminates employment shall be paid at the employee's regular pay rate for thirty-three and
one-third percent (33�/s%) of the employee's accumulated sick leave hours
' ' . For employees with fifteen(15)years�rrrtare 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 mcreased to sixty percent (60%).
Upon retirement,an employee enrolled in Public Employee's Retirement Svstem(PERS)may,
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elect to receive credit for all or part of anv s}ai�unuseci/uncompensated sick leave toward the
employee's retirement benefit through ' CaIPERS,
pursuant to the contract between the City of Redding and '
�ystem CaIPERS.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98- ,EFFECTNE JLJNE 14, 1998 Page 13
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VACATIONS
1. Regula , , and Part-Time Regular employees efti�£�tq shall accrue vacations
with pay up to 500 hours(Fire Management twenty four(24)hour shift employees shall accrue
vacation pay up to 700 hours) as follows:
A) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour worked,
or on paid leave, from the date of employment through the one hundred fourth (104th)
full pay period of employment. (Accrual rate approximately two (2) weeks per year up
to four (4) years of services.)
B) At the rate of fifty-eight thousandths(.058)of an hour for each regular hour worked, or
on paid leave, from the one hundred fourth (104th) full pay period through the two
hundred thirty-fourth (234th) full pay period of employment. (Accrual rate
approximately three (3) weeks per year after four (4) years of service.)
C) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour worked,
or on paid leave, from the two hundred thirty-fourth(234th) full pay period through the
three hundred sixty-fourth (364th) full pay period of employment. (Accrual rate
approximately three and one-half(3%2) weeks per year after nme (9) years of service.)
D) At the rate of seventy-seven thousandths(.077)of an hour for each regular hour worked,
or on paid leave, from the three hundred sixty-fourth (364th) full pay period of
employment through the four hundred ninety-fourth (494th) full pay period of
employment. (Accrual rate approximately four (4) weeks per year after fourteen (14)
years of service.)
E) At the rate of eighty-seven thousandths(.087)of an hour for each regular hour worked,
or on paid leave, from the four hundred ninety-fourth(494th)full pay period through the
s� hundred twenty-fourth (624th) full pay period of employment. (Accrual rate
approximately four and one-half (4%2) weeks per year after nineteen (19) years of
service.)
F) At the rate of ninety-silc thousandths(.096)of an hour for each regular hour worked, or
on paid leave, from and after the six hundred twenty-fourth (624th) full pay period of
employment. (Accrual rate approximately five(5)weeks per year after twenty-four(24)
years of service.)
G) A full pay period as used herein is defined as one in which the employee works or is paid
for time off for at least half of the regularly scheduled work hours.
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EMPLOYEE BENEFTT POL[CIES-RESOLUTION NO. 98-_, EFFECTNE.itJNE 14, 1998 Page 14
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The Citv Mana�er mav authorize the accrual of vacation for a new Re�ular emplovee at
a rate that exceeds the rate prescribed for the emplovee's actual vears of service.
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�I) In the event of departmental cancellation of a previously scheduled vacation or of a paid
leave of absence due to industrial injury where such employee would exceed the
maximum vacation accrual, the accumulation of vacation hours may exceed the fr�e
i�t��66}-rreurs established vacation maximum. In the event of an
absence due to an illness or injury that is not job related, the ' Human
Resources Mana�er may approve the accumulation of vacation hours in excess of the
established vacation maximum. The Citv Mana�er mav also
approve the accumulation of vacation hours in excess of the stated maximum for other
extenuatin� circumstances. Whenever such excess accruals occur, the employee shall
have one year from the date the vacation was canceled or from the date the employee
returns to work from illness or injury to utilize the excess accrual.
2. It is City policy that employees take their normal vacation each year at such time or times as
may be approved by the Department.
3. Vacation cannot be accrued while an employee is in a non-pay status.
4. Vacations will be scheduled throughout the calendar year. Employees with greater seniority
will be given preference over those with less seniority in the selection of a vacation period,
provided, however, that if the senior employee splits his/her vacation by requesting less than
a full year's allowance to be scheduled on consecutive workdays, the employee's preferential
rights shall only apply on one period in that calendar year prior to all other employees being
given consideration in the selection of their first choice vacation period.
5. The City shall not require an employee to take vacation in lieu of sick leave or leave of absence
on account of illness.
6. If an employee is off on vacation 8r�iei�-��on a fixed holiday, the holiday credit will be
used . If an employee is offon vacation�rs��ve on a deferred
holiday, �ar vacation balances will be used and the holiday credit will be deferred.
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$7. Employees whose employment with the City is terminated for any reason shall, at the time of
t�rn�mratian separation, receive pay for any unused vacation p�ria�hours previously earned.
Q 8. Whenever an employee has accrued one hundred twenty (120) hours or more vacation
allowance - , the City will, at the employee's option, compensate
the employee for up to forty (40) hours of accumulated vacation during any fiscal year.
EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98-_,EFFECTNE JiJNE 14, 1998 Page 15
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Whenever an employee has accrued two hundred forty (240) hours or more of vacation
allowance -� ,the City will, at tbe employee's option, compensate
the employee for up to eighty(80) hours of accumulated vacation during any fiscal year. For
twenty-four(24)hour shift employees,an employee with one hundred sixty-eight(168)hours
of accrued vacation may e�pt choose to be compensated for fifty-six (56) hours of that leave
per fiscal year. Twenty-four (24) hour shift employees with three hundred thirty-six (336)
hours of leave may a�choose to be compensated for one hundred twelve(112)hours accrued
vacation leave.
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Emplo ee� mav contribute their vacation hours to an emplovee approved for the vacation
donation pro�ram. Vacation credits are donated and �ranted on the basis of the dollar value
of the vacation credits. See Leaves: Section 4.
EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98-_,EFFECTNE.iL1NE 14, 1998 Page 16
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HOLIDAYS
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pn�b�tierrars' employees, except as otherwise provided herein, shall be entitled to have the
following holidays off with pay:
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� Januarv 1 st
� Lincoln Dav*
� The third Mondav in Februarv, known as President's Day
� The last Monda�v, known as Memorial Day
�E,� Julv 4th
�F,� First Monda��tember, known as Labor Day
� Emplovee's Birthdav*
� The second Mondav in October, known as Columbus Day*
�I,� November l lth, known as Veteran's Dav*
� Thanksgiving
� Friday after Thanks i�•ving
� The last four (4) work hours before Christmas
�M,� December 25
* Observed as floatin h� olida�
2. If any of the foregoing holidays falls on a Sunday, the Monday following shall be observed
as the holiday, except by those employees who are regularly scheduled to work on Sunday
other than on an overtime basis. Employees who are regularly scheduled to work on Sundays
shall observe such holidays on Sunday. If any of the foregoing holidays falls on a Saturday,
the preceding Friday shall be observed as the holiday, except by those employees who are
EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98- ,EFFECTIVE.iUNE 14, 1998 Page 17
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regularly scheduled to work on Saturday other than on an overtime basis. Employees who
are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any
of the foregoing holidays falls on any day from Monday through Friday, inclusive, and that
day is a regularly scheduled non-workday for an employee, such employee shall be entitled
to receive another workday offwith pay,to be scheduled in the same manner as vacation days
are normally scheduled.
3. An employee may observe the employee's birthday holiday
on the employee's birthday or anytime during the pay period in which the birthday occurs, or
the holiday may be deferred and scheduled as vacations are normally scheduled. �Floatin
holidays , , shall be scheduled by
employees and the employee's supervisors in the same manner as vacations are normally
scheduled. When an employee is required to work on a floating holiday the employee shall
receive pay at the straight time rate. Notwithstanding the fore�oin�, emplovees regularly
assigned to work twelve (12) hour shifts shall not be entitled to observe the following
holidavs; Lincoln Day, Columbus Dav, Veterans Day nor the emplovee's birthda�
Emplovees assigned to work ten (101 hour shifts shall revert back to a normal ei ng t hour
work day durin�the weeks holidavs occur.
�4. ' , Employees may be scheduled to work on fixed holidays, in
which event�e�t an employee will, in addition to holiday pay, be compensated th�refare
at the overtime rate of pay for all time worked on such days. An employee may, however,
' , elect to observe that holiday at another time, to be scheduled in the same
manner as vacation days are normally scheduled_; In which event,�eh the employee will
only be compensated for time worked on that day at the overtime rate of pay and shall not
receive holiday pay fer-��q.
3 5. �f An employee is must be in a rtarnp�p a�id status on both workdays immediately adjacent
to the holiday, in arder to receive pay for the holiday.
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personnel assi�ned to twenty-four(24)hour shifts��shall receive compensation for
holidays without regard for when holidays occur nor whether or not an employee actually
works on any holidays and regardless of the number of holidays other City employees
observe. Such holiday compensation shall be ' �*it�r
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ninety-two (92) hours; at the emplovee's re u� lar pav rate in June and �
��c;c�mb�r rem�irrnrg�t forty-eight(48)hours at the emplo ee�gular�av rate in December.
For those employees who d�-�t-w�are assigned to fiftv-six(56)hour work weeks the full
six (6) months prior to the payment due date, such holiday compensation shall be prorated.
EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98- ,EFFECTIVE JiJNE 14, 1998 Page 18
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ADMINISTRATIVE LEAVE
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, In recognition of
the inapplicabilitv of additional compensation, specificallv overtime and compensatorv time off,
exempt emplovees ma b�gible for up to forty(40) hours paid administrative leave per calendar
year with Department Director ap�roval and up to ei�htv (80 hours paid administrative leave per
calendar vear with Cit�ger approval. Administrative leave is �ranted on the pavroll period
closest to Januarv 1 and must be used bv the end of the last pav period in December of each vear or
time is forfeited without compensation. Emplovees are to schedule administrative leave in the same
manner as vacation with the approval of the Department Director. ,
. Emplo, e�ppointed
to an exempt position after the first of the vear may be �ranted leave on a prorated basis.
Administrative leave balances ma�diusted when emplo e�parate emplo�prior to the end
ofthe calendar ,��ear.
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EMPLOYEE BENEFIT POLICIES-RESOLUTION NO.98- ,�PFECTNE JUNE 14, 1998 Page 19
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FUNERAL (BEREAVEMENT) LEAVE
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�rtd�-�t�Tding;Regular employees who are absent from work due to the
death of a member of the employee's immediate family shall receive compensation at the
regular rate of pay for the time necessary to be absent from work,but not to exceed forty(40)
working hours. Immediate familv as used herein includes only employee's spouse; children,
grandchildren, brothers, sisters, parents, or grandparents of either emplo, e� spouse; or
other persons who are living in the employee's unmediate household. The relationships
included herein shall a�nlv whether bv blood or marria�e. Notwithstanding the foregoing,
��bereavement leave with pay shall be granted to twenty-four(24)hour shift employees
for the time necessary to be absent for up to a maximum of fiftv-six(56) hours. �ma�nttliat
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2. Regular �nd-}n�ti�anaty employees who are absent from work to attend the funeral of a
person other than an immediate family member shall receive compensation at the regular rate
of pay for the time necessary to be absent from work, but not to exceed one (1) regularly
scheduled work day. A maximum of twentv-four(241 hours maYbe utilized for this type of
leave in a calendar vear. Twentv-four(24) hour shift emplovees shall receive compensation
at the regular rate of pav for the time necessarv to be absent from work, but not to exceed
one (1) re�ularlv scheduled work dav. A maximum of seventv-two (72) hours mav be
utilized for this type of leave in a calendar year.
EMPLOYEE BENEFTT POL[C�S-RESOLUTION N0. 98- ,EFFECTNE JiJNE 14, 1998 Page 20
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JURY/WITNESS DUTY
1.
' , A Regular , - employee who is
summoned for jury duty and is thus absent from the work place
' � will be paid for the time lost at the employee's regular rate of pay.
2. Whenever any employee is subpoenaed to testify in court as a result of the employee's
employment and the employee is not an opposin�partv to the City,
' � , the employee shall be paid for all regular time lost.
Emplovees subpoenaed bv the Court for matters unrelated to City business must utilize
vacation or appropriate leave balances.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98- ,EFFECTNE JLJNE 14, 1998 Page 21
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LEAVES 6�BS-�*��
1.
' ,A leave of absence may be granted to�r employees by the City Manager
for urgent and substantial reasons, up to a maximum of one year, providing satisfactory
arrangements can be made to perform the employee's duties without undue interference with
the normal routine of work. Emplovees in an initial probationarv period, Part-Time or
Temporarv status are not eli�ible for leave of absence.
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�. A. A leave will commence on and include the first workday on which the employee is
absent and terminates with and includes the workday preceding the day the employee
returns to work.
�. S. All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be
restored to employment on the termination of leave of absence shall be clearly stated
by the City in conjunction with the granting of a leave of absence. An emplo, e�
required to submit medical certifications as to the conditions necessitating the leave
if the leave is a result of e�chaustion of sick leave. If the leave should exceed the initial
reQuest, the emplovee is responsible for requesting additional time off and providin�
current medical certifications and return to work dates. Upon an employee's return
to work after a leave of absence, thep emplovee will be reinstated to the employee's
former position and working conditions, providing that the employee is capable of
performing the duties of the employee's former position, except that if there has been
a reduction of forces or the employee's position has been eliminated during said leave,
the employee will be returned to the position the employee would be in, had the
employee not been on a leave of absence.
� C. An employee's status as a Regular employee will not be impaired by streYt a leave of
absence and the employee's seniority will accrue.
� D. If an employee fails to return immediately on the expiration of the employee's leave
of absence or if the employee accepts other ftrH=tnn�employment without prior City
a roval while on leave, the employee will thereby forfeit the leave of absence and
' employment with the City ma�be terminated.
fr. E. An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintam group insurance coverage. An employee may,
�ver if eli�ible, ' , maintain group insurance
coverage at the emplovee's expense providing the full monthly premium is received
by the City Treasurer on or before the first day of the month for which the premium
is intended. Notwithstanding the above,however, if the leave of absence is as a result
of exhaustion of sick leave benefits an employee's group insurance may be maintained
for up to three (3) calendar months on the normal premium-sharing formula,
providing the employee pays the employee's share of the premium on a timely basis.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98-_,EFFECTNE JiJNE 14, 1998 Page 22
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2. Family and medical leave for employees shall be administered in accordance with the
provisions of the Federal Familv and Medical Leave Act (FMLA), 29 USC Section 2601
et seq.,and the provisions of the California Familv Rights Act(CFRA),Code of Re�ulations,
Title 2, Division 4, Section 7297.0 et seq., as mav be amended from time to time.
3. Pre�nancv Disabilitv Leave shall be administered in accordance with the provisions of
California Code of Regulations, Title 2, Division 4, Section 7291.2 et seq.
4. Vacation Donation Pro�ram
A. This pro�ram has been established to allow employees to donate accrued vacation
hours to an eligible emplovee in need. The purpose of this pro�ram is to provide a
means bv which the eligible employee may obtain authorized paid time off.
Emplo e�gible for the program must:
l. Be a Re�ular or Part-Time Re�ular emplovee alreadv havin� completed an
initial probationar�period;
2. Have a verifiable long-term illness or injury (non-work related). For this
program, long ter�m is defined as no less than four (4) weeks in duration. It
is the em�lovee's responsibilitv to complete and return a Request for
Donation form to the Personnel Division and attach to it a letter from a
licensed phvsician certifyin� that the emplovee has a lon�-tertn illness or
disablin� injurv of at least a four week duration;
3. Have exhausted all accrued leaves, resulting in the emplovee bein� in an
unpaid status if on approved leave; and
4. Have the concurrence of the Department Director and Human Resources
Mana er.
B. Once an emplovee is determined elieible, a postmg will be distributed and use of the
donated hours will start as soon as possible. Under no circumstances will total
eli�ibilitv extend beyond thirteen(13�pav periods.
C. When utilizin�the donation pro�ram,recipients shall receive their re�ular rate ofpa,y3
as if bein�on paid leave status. The benefit shall be pavable on re�ularly scheduled
pa �}�davs. A minimum of twentv(20)hours�er week must be utilized when there are
a_v_ailable balances. Employees usin� donated vacation time will not accrue holida�,
vacation or sick leave benefits. As with paid leave status,recipients shall continue to
be eli�ible to participate in the�roup health and related benefits provided bv the City.
EMPLOYEE BENEFTT POLIC�S-RESOLUTION N0. 98- ,EFFECTIVE JiJNE 14, 1998 Page 23
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INDUSTRIAL�3�DISABILITY
1.
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A Re�ular emplovee who becomes disabled as a result of a work-related in'Lrv or illness and
is deemed eligible for benefits under the Workers' Compensation and Insurance Chapters of
the State Labor Code, shall receive compensation at the rate of ei�ht�five percent (85%) of
the emplovee's regular pay. This pavment shall be made in lieu of temporarv disabilitv
payments, which would be paid under the State Labor Code, for the period of disabilitv not
to exceed six(6)months. At the conclusion of six(6)months of supplemental benefits at the
e�ht -�percent (85%) rate, benefits are reduced to sevent�percent (70%) of the
emplovee's re�ular pav for an additional six L6) month period. At any time the emplovee's
injurv/illness is determined to be permanent and stationarv or the emplovee is retired on a
disability.pension throu�h PERS, eli�ibilitv under this provision ceases. Emplovees who are
covered under the provisions of California Labor Code, Section 4850 and those employees
in their initial probationar�period are excluded from this benefit.
In exchan�e for this benefit, the emplovee shall pav over to the Citv compensation received
as a result of the disabilitv, whether from Workers' Compensation, SDI, emplovee �roup
insurance benefits or unemplovment compensation benefits. Privatelv secured insurance is
excluded. The emplovee shall affirmatively assist the Citv in obtainm�any such benefits to
which the emplo e�y be entitled, but has not vet received arising out of the disabilitv. In
no event shall such pavment from the emplovee to the Citv from such sources exceed the
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98-_,EFFGCTNE JiJNE 14, 1998 Page 24
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amount of the supplemental benefits paid to the emplo �}ee bv the Citv in accardance with the
provisions of the above paragraph.
2. An employee who is absent by reason of industrial disability may be returned to wark by the
City and given temporary light duties within the employee's ability to perform, witir-tiTe
' pursuant to the City's Modified Dutv Policy. �
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3. If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment m damages from said third party,then all supplemental benefits
received as provided for in Section 1 not already repaid from the other sources mentioned in
Section 1 shall be repaid to tbe City by the employee.
4. Vacation and sick leave shall accrue while an regu�ar employee is absent from work as-�-res�it
' and receiving the supplemental benefits '
as set forth in Section 1 or the benefits of Section 4850 of
the Labor Code of the State of California � ,
en�ar. �Regular and Part-Time Re ular employees�while
receiving Workers' Compensation temporary disability benefits, may n�me��t�r�ss, at their
option,maintain their group insurance coverage
for up to a maximum of a cumulative total of five (5)
years. Holidays which occur during the period for which an employee is receiving temporary
disability compensation shall not be recognized , for compensation purposes.
EMPLOYEE BENEFIT POLICiES-RESOLUTION NO. 9R- , EFFECTNE.TL1NE 14, 1998 Page 25
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EXPENSES
1. The following provisions
pravi��e allow for a fair and equitable
means of reimbursing expenses incurred while conducting City business,.
i.�traveling to
authorized meetings, seminars,training sessions,luncheons and other events approved by the
Department Director.
2. Transnortation-Related Expenses:
A. �re When City business requires that an employee commute to or from work in a
City owned or leased vehicle,that employer provided vehicle can not be used for any
personal purposes. The value of this benefit is to be included in the assigned
employee's gross wages at a rate established by the Internal Revenue Services(IRS).
� B. Whenever employees use their personal vehicles for City business at the City's
convenience,reimbursement will be at the rate of - thirt cy ents
30 per mile.
� C. Whenever employees use their personal vehicle for the employee'sfi�np�aq�r's
convenience for out of City travel on official City business, the total allowance for
transportation shall in no case exceed the cost of coach ta�rist-class air passage if
such service is available. (This would include any additional expenses that would be
incurred for lodging, , meals and other expenses.) �iF�irservie�
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� D. The City is not responsible for any loss or damage, operating maintenance or repair
expenses to personal vehicles used on City business.
fr. E. Travel time will be allowed on the same basis as if the employee had traveled by air.
The employee will charge to the City only the time that would have been required to
make the trip using airline transportation. All time in excess of air travel time will be
charged to the employee. Exceptions may be authorized by the Finance Officer in
cases where it is beneficial to the City for the employee to use their personal vehicle.
$3. Lodgin� and Meal Related Expenses:
A. Employees who have a temporary work assignment at such distance that it is
impractical for them to return to their regular residence will be allowed
actual personal expenses for board and lodging for the duration of such assignment
provided they board and lodge at places to be approved by the City. The time spent
by such employees in traveling to such temporary assignment at its beginning,to and
from home on holidays and weekends, and from such temporary assignment at its
conclusion and any reasonable expense incurred thereby will be paid by the City.
EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98- ,EFFECTNE JUNE 14, 1998 Page 26
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. Lod�in� expenses shall be reimbursed at actual
and reasonable costs as approved bv the Department Director,or desi�nee. Receipts
are required to support expenses.
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�--� C. . Meals shall be
reimbursed up to the following maximum rates. An employee may choose to be paid
a meal allowance as follows:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
Meal allowances are is included in an individual's gross wages as determined by the
Internal Revenue Service (IRS).
� D. When meals are included in the registration fees or transportation charges,�j�snn�nt
meal allowances are adjusted. .
� E.
Any request for reimbursement in excess of�n the normal meal allowance
must be accompanied by a written explanation as to the reason for the excess and will
be subject to Citv approval by the Finance Officer. Alcoholic beverages are not a
reimbursable expense . Receipts for
meals must be provided in order to obtain reimbursement.
� F. Reimbursement ofineal expenses for other than employees incurred while conducting
business on behalf of the City shall be allowed provided itemized receipts are
submitted detailing the guest's name,position,and organization. Such expenses shall
be subiect to Cit�pproval. ' , . ,
�4. Reimbursement for reasonable costs other than meals and lodging incurred for the following
incidental expenses shall be pernutted provid'mg such expenses are justified and itemized:
Registration
Tips and other gratuities
Taxi, bus, arkin and other fiae�transportation�expenses
EMPLOYEE BENEFIT POLICIES-RESOLUT[ON NO.98-_, EFFECTNE JiJNE 14, 1998 Page 27
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Business telephone calls and�rrts faxes
Other justifiable incidental expenses
�-6 5. Employees will be reimbursed for actual expenses only. Any savings realized by employees
by ride sharing, lower accommodation costs, etc., shall accrue to the City.
6. The Citv shall pav the reasonable cost of repair or a prorated replacement of uniforms,
�lasses, watches or otherpersonal propertv up to two hundred dollars ($200.00 dama ed
in the course of emplovment. This provision does not applv to items lost or dama eg d as a
result of negli�ence of the emplo�
7. An�npt employee who is required to change residence to accommodate '
employment with the City may be compensated for moving expenses, under special
circumstances, subject to approval by the City Manager. Refer to Personnel Policv.
EMPLOYEE BENEFIT POLICI�S-RESOLUTION NO. 98- ,EFFECTNE JUNE 14, 1998 Page 28
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UNIFORM ALLOWANCE
A uniform allowance shall be granted to those miscellaneous sworn and non-sworn employees
required to wear a uniform as part of their normal job duties as opposed to occasional ceremonial
functions, as follows:
Fire Chief $550
Deputy Fire Chief $550
Battalion Chief $550
Assistant Fire Marshal(Safety) $550
Police Chief $700
Police Captain $700
Police Lieutenant $700
Police Training Supervisor $700
The uniform allowance for Fire Management employees will increase to $575 effective July 1, 1998,
and $625 effective July 1, 1999.
The uniform allowance is normally paid in the week following the second pay day in July of each year
and is for the purpose of maintenance and replacement of uniforms for the ensuing fiscal year. The
allowance is not a reimbursement for the prior year. The first clothing allowance shall be a prorated
amount for that period of time from the employee's date of employment to the following July 1.
Upon separation, a pro-rated amount will be deducted from the employee's pay-outs to offset
allowance�forwarded at the beginning of the fiscal year.
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EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98-_,EFFECTNE JiJNE 14, 1998 Page 29
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GROUPINSURANCE
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 Re�ular emplovees, and one-half the premium cost for '
�Yt�re Part-Time Re�ular employees -
as applicable. �Covera�e 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; rrarm��typical exclusions and limitations.
The Cit�pav the cost of the first twelve (121 out-patient visits per calendar vear
for treatment related to aicohol or substance abuse and mental health disorders at
100%, with no deductible, and an additional twentv-four(24)visits per calendar year
pavable at ei�ht�percent (80%) subject to the annual deductible.
� Prescription Drug Card: No deductible; a $5.00 emplo e�pavment for eg neric
prescriptions; an $8.50 emplo ey e co-pavment for brand name prescriptions; 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 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 Julv l, 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:
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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.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO.98- , EPF�CTNE JiJNE 14, 1998 Page 30
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2. The City will pay fifty percent (50%) of the group medical insurance program premium for
each retiree includin� arr�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 without a break in coverage. Payments by the City will be discontinued upon the
death of the retiree or upon termination of group medical insurance coverage. The City will
not contribute payments on behalf of any retiree except as set forth above. Following the
death of a retiree,�ti� surviving spouse, ' , may continue the insurance at his/her own
expense until eli�ible for other insurance covera�e, e.g., Medicare. Effective Julv 1, 1998,
prospective retiree mav continue dental and vision insurance coverage as a packa�e under the
fiftv percent (50%) cost sharin� basis provided the retiree also maintains the medical
insurance. The Citv will pav one hundred percent (100%) of the group health insurance
covera�e for nersons holdine the nositions of Citv Manaeer, Citv Attornev, or Citv Council
Member retirin� with ei�ht (8) or more vears of service with the CitY
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EMPLOYFE l3GNEF[T POLIC[GS- RESOLUT[ON NO. 98-_,EFFECTNE J[JNE 14, 1998 Page 31
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RETIREMENT PROGRAM
1. All Regular, Part-Time Re�ular and qualified Part-Time employees are
covered by a the State of California Public Employees' Retirement System CaIPERS
program pursuant to an existing contract ' .
Elected officers may elect membership with Ca1PERS ' '
��m pursuant to Government Code Section 20361.
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2. For enrolled emplovees and elected officials,the Citv pavs the emplo�e's contribution(7%)
to the Public Em�lovees' Retirement Svstem at the 2°/o at 55 formula; one (1) e�ar's
compensation in formula; third level 1959 Survivors Benefits; Survivor Continuance
allowance; credit for unused sick leave; and militarv service credit buv back option.
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For Police and Fire Management Employees: , , he City provide�s the
two percent (2%) at age fifty(50) benefit formula; ; one (1)
year's compensation in formula; fourth level 1959 Survivors Benefits; -
Survivors Continuance allowance; credit for unused sick leave; fifty percent(50%) ordinary
disability benefit;City pays the emplovee's contribution of se�r nine percent(�°f6� 9% ef
em�-e�st;and military service credit buy back option. -
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Additionall ,�presented Police and Fire Management employees are credited with
emplover-paid member contributions effective June 1, 1997.
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3. Upon retirement and with Citv approval, emplovees ' , ' ,
, , may choose to have any accrued
benefit payout due, all ar in part, paid in up to three equal installments in a period not to
exceed three calendar vears .
EMPLOYEE BENEFIT POLICIES-RESOLUT[ON NO. 98- ,EFFECTNE JLINE 14, 1998 Page 32
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CONTINUING EDUCATION
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Regular employees who complete�utkariz�Citv approved courses taken
for credit with a passing grade may, upon application, be reimbursed for the following expenses:
(1) tuition; and (2) cost ofrequired textbooks.
Employees must obtain prior approval from their Department Director. Reimbursement under this
program shall be limited to ene two hundred dollars (-�-��68:69� 200.00 per course
�semester/ uarter .
EMPLOYEE BENEFTT POLICIES-RESOLUTION NO.98- ,EFFECTIVE JiJNE 14, 1998 Page 33
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GRIEVANCE PROCEDURE
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Any grievance which may arise between a Regular or Part-Time employee and
the City with respect to the interpretation or application of any of the terms and conditions of
employment, includin�
discharge, demotion or discipline of an individual employee, shall be deterniined by the provisions of
this procedure, except that such matters which are included in the definition of impasse as set forth
in Resolution No. 4217 are not �-grievauce �rievable. Establishment of employee wage-rates�
schedules are excluded from this procedure.
. Probationary employees shall not be entitled
to invoke the Grievance Procedure with regard to matters of discharge or demotion. This shall not,
however, prevent Probationary employee from exercising any other rights under this procedure.
Every employee designated by the City to hear the grievances shall have the
authority to settle them.
Step 1: The initial step in the ��j�tstment resolution of a grievance shall be a discussion
between the employee and the immediate Supervisor directly
involved, ' ,who will answer within
ten (10) days. This step shall be started within thirty (30) days of the date of the
action complained of or the date the grievant became aware of the incident which is
the basis for the grievance. This step may be taken during the working hours of the
employee.
Step 2:
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re�red�b�e:
If a �rievance is not resolved in the initial step, the second step shall be the
nresentation of the Qrievance, in writing, to the Division Head, who will answer, in
writin�, within ten(l 0�davs. This sten shall be taken within ten(10)davs of the date
of the immediate supervisor's answer to Step One.
Step 3:
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If a �rievance is not resolved in the second step, the third step shall be the
presentation of the srievance, in writin�, to the Department Director, who will
answer, in writin�, within ten(10)davs. This step shall be taken within ten(10)da�
of the date of the Division Head's answer to Step Two.
EMPLOYEE BENEFTT POLICIES-RESOLUTION NO.98- ,EFFECTIVE JiJNE 14, 1998 Page 34
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Step 4: I_f a�rievance is not resolved in the third step,the fourth step shall be the presentation
of the grievance, in writing, to the Citv's designated labor relations representative,
who shall conduct an investieation and attempt to resolve the �rievance. If no
resolution of the �rievance is achieved, the Citv's desi�nated labor relations
representative shall provide the employee with the City's answer to the grievance in
writin�. This sten shall be taken within ten(10) davs of the date of the Department
Director's answer to Step Three.
Step 5: If the grievance is not resolved in the fourth step, the fifth step shall be the
presentation of the �rievance, in writin�, to the City Mana�er or desi�nee, who shall
answer, in writing, within ten (10) davs. The fifth ste� shall be taken within ten(10)
days of the date of the answer to Step Four.
Step 6: If a�xievance is not resolved in the fifth step,the sixth step shall be the referral of the
matter to mediation bv either partv within twentv(20)calendar davs of the answer to
Step Five. Whenever a grievance is referred to mediation, either the emplovee or the
Citv may request that the California State Mediation and Conciliation Service refer
a state mediator. The mediator sball assist the parties in the resolution of the
grievance in the same manner as that which is normallv used in the mediation of
interest disputes. Referral to Step Seven shall not occur until the mediator has
released the parties from the mediation process.
Step�7: � If a grievance is not resolved in the thir�st�p sixth step of this procedure, the fanrti�
step seventh step shall be referral by either the City or the employee a�--th�ir
repres�rtativ�to arbitration, , ,
. The fa�rtlrst�p seventh step shall be taken
within twenty(20) days of the date of the answer irt to Step � Six.
(b a) An Arbitrator shall be appointed on each occasion that a grievance is
submitted to arbitration. The arbitrator shall be chosen bv mutual agreement
of the Citv and emplo� In the event that City and the employee or their
representative are unable to agree on the selection of an Arbitrator,they shall
request the State of California Mediation and Conciliation Service to nominate
five (5) persons to be the Arbitrator. The City and the employee or their
representative each will alternately challenge two (2) of such nominees, the
party having the first challenge to be determined by lot. The remaining
nominee shall be accepted as the Arbitrator and their compensation and
expenses shall be borne equally by the City and the employee.
Notwithstandmg the foregoing, the City and the employee may, by mutual
consent, agree on a single arbitrator to hear grievances, on the same cost
sharing basis. The City and the employee shall pay the compensation and
expenses of their respective app�inte��witnesses. At the employee's or
their representative's request, the City shall release employees from duty to
participate in arbitration proceedings.
EMPLOYEE BENEFIT POLICff:'S-RESOLUTION NO. 98- ,EFFECTNE JLJNE 14, 1998 Page 35
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(e b) The Arbitrator shall hold such hearings and shall consider such evidence as to
the Arbitrator appears necessary and proper. The decision of the Arbitrator
shall be final and binding on City and the �ggri� employee �ir
r�pres�rtatroe, provided that such decision does not in any way add to,
disregard or modify any of the provisions of City policies, resolutions or
ardinances.
Failure by the employee to meet any of the aforementioned time limits as set forth in Steps 1, 2, 3,
�4(�j, 5,6,and 7 will result in forfeiture, , ,
. If the Citv fails to answer a grievance on a timelv basis, the
�rievance mav be advanced to the next step. Except, however, that the aforementioned time limits
maY be extended bv mutual a�reement. Grievances settled by forfeiture shall not bind either party to
an interpretation of City policies, practices, resolutions or ordinances, nor shall such settlements be
cited by either party as evidence in the settlement of subsequent grievances.
EMPLOYEE BENEFIT POLIC�S-RESOLUTION NO. 98- ,EFFECTNE JLJNE 14, 1998 Page 36
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REDDING EMPLOYE� AWARDS PROGRAM (REAP)
POLICY
It is the policy of the City of Redding to encourage its employees to be innovative and proactive in
making suggestions and initiating changes that will improve City operations and service to the public.
As part of such encouragement,the City of Redding wishes to reward employees who go above and
beyond their normal job responsibilities to make significant improvements that result in better,more
efT'icient service to the residents of Redding.
PROGRAM
Accordingly, an employee incentive and bonus program known as the Redding Employee Awards
Program(REAP)is hereby established under the guidelines described in the procedure section below.
By way of overview, REAP is established to allow the City Manager to administratively reward
employees for significant contributions that meet the objectives of the policy above. Working within
City Council budget appropriations,the City Manager will provide awards to employees. The awards
may be in the form of cash payments, gift certificates, special awards or other means, as the City
Manager deems appropriate.
PROCEDURE
1. The City Council, in adoption of the Annual Budget, will appropriate funds in the Employer
Services Division to fund REAP for that fiscal year.
2. The City Manager may utilize REAP at any time, after becoming aware of an employee's
achievement that meets the objectives of the policy stated above. The City Manager may
become aware of an employee's achievements through a variety of ways, including, but not
limited to: recommendation of the City Council, the Human Resources Manager, a
Department Director, a City employee, or a business or resident outside of the organization.
3. Once a recommendation has been made,the City Manager, or his designee, will thoroughly
examine the circumstances to determine if an award is warranted. The decision of the City
Manager shall be final.
4. If it is determined that an award is warranted,the City Manager will make a decision as to the
type and value of such award. The awards may include, but are not limited to: cash
disbursements,gift certificates,special awards(i.e.certificates,plaques,etc.),or other means,
as deemed appropriate. The City Manager's decision shall be final.
5. Once the award is determined,the City Manager's Office will make appropriate arrangements
for presentation of the award to the employee in a timely manner. To the extent possible,the
City Manager will present REAP awards in person.
EMPLOYEE BENEFTT POLICIES-RESOLUTION NO.98- EFFECTIVE JUNE 14, 1998 Page 37
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DEFINITIONS
"ACTUAL SERVICE" means paid service on the Cit�pavroll in a position in the Citv service.
"ALLOCATION" describes an individual position for which funds have been bud�eted to cover
salarv and related costs.
"CALENDAR YEAR" means a vear starting on Januarv 1 and terminating at the close of the
following December 31.
"CLASS"or "CLASSIFICATION"defines a grouping of positions on the basis of the nature of the
tasks, duties and responsibilities performed so as positions are sufficientiv similar that the same
descriptive title, the same requirements as to education, experience, knowledge and abilitv mav be
demanded of incumbents, and so that the same schedule of compensation mav be made to apply with
equit�
"COMPENSATION" means the salarv, wage, allowances and all other forms of valuable
consideration earned bv, or paid to, anv emplovee bv reason of service in anyposition, but does not
include any allowances authorized and incurred as incidents to emplovment.
"CONTINUOUS SERVICE" means service uninterrupted from date of appointment except for
authorized absence.
"CITY" means the Citv of Reddin� in the State of California.
"D_AY"means calendar dav unless specified as a workin�dav.
"D_EPARTMENT" includes office, and "office" includes department.
"DEPARTMENT DIRECTOR" means the head of an established office or department having
supervision of such department and office.
`BMPLOYEE"means a person le�all�occu�vin� a position in City service.
"EXEMPT EMPLOYEE"means an emplovee in a position not covered b.�provisions of the Fair
Labor Standards Act, includes most professional, supervisorv, mana�erial and executive positions.
"MONTH" means a period from a particular calendar date in a month to and includin t�he
immediatel�precedin� date of the followin mg onth•
`�ON-EXEMPT EMPLOYEE" means an emplovee in a position covered under the provisions of
the Fair Labor Standards Act.
"POSITION" means a collection of duties and rest�onsibilities which require the full- or part-time
services and emplovment of one person.
EMPLOYEE BENEFIT POLICIES-RESOLUTION NO. 98- ,EFFECTNE JiJNE 14, 1998 Page 38
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"SENIORITY"means total len�th of continuous service with the City. Continuity of service will not
be broken and senioritY will accrue when an emplovee is: called to active dutv in the Armed Forces
of the United States;on active dutv with the National Guard;absent due to industrial injur�;on leave
of absence; or on excused leave.
"TITLE" means the designation�iven to,or name applied to, a classification to the le�ally appointed
incumbent of each position allocated to the class.
"YEAR" means a period from aparticular calendar month and date of a vear to and including the
immediately precedin� date of the same month in the followin�vear.
EMPLOYEE BENEFTT POLIC�S-RESOLUTION NO. 98- EFFECTNE JLTNE 14, 1998 Page 39