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HomeMy WebLinkAboutReso 98-052 - Amending the City Employee Benefit Policies, Eff 05-03-98, by Modifying the Uniform Allowance, Hours & Overtime, and Wages and Classifications Policies � . • • RESOLUTION NO. 98- �� A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING AMENDING THE CITY OF REDDING EMPLOYEE BENEFIT POLICIES, EFFECTIVE MAY 3, 1998, BY MODIFYING THE UNIFORM ALLOWANCE, HOURS AND OVERTIME, AND WAGES AND CLASSIFICATIONS POLICIES. WHEREAS, the City Council has studied the current City of Redding Employee Benefit Policies for unrepresented employees established by Resolution No. 96-62 and amended by Resolutions 97-62, 97-63, 97-109, and 97-209; and WHEREAS, for the reasons set forth in the accompanying Report to City Council, the Administrative Services Director has recommended that the uniform allowance,hours and overtime, and wages and classifications policies, all of which are included in the City of Redding Employee Benefit Policies for unrepresented employees, be modified; and WHEREAS, the City Council deems it to be in the best interests of the City to adopt such recommendation, effective May 3, 1998; NOW,THEREFORE,IT IS HEREBY RESOLVED by the City Council that the uniform allowance, hours and overtime, and wages and classifications policies, which are included in the City of Redding Employee Benefit Policies for unrepresented employees, established by Resolution No. 96-62 and amended by Resolution Nos. 97-62, 97-63, 97-109, and 97-209, be repealed as of midnight May 2, 1998;and new uniform allowance,hours and overtime,and wages and classifications policies for unrepresented employees be established as set forth in Exhibits A, B, and C, effective May 3, 1998. •' I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at a regular meeting of the City Council of thc City of Redding on the Sth day of May, 1998, by the following vote: AYES: COUNCIL MEMBERS: Anderson, Cibula, Kight , McGeorge and Kehoe NOES: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: None ABSTAIN: COUNCIL MEMBERS: None � DAVID EHOE, Ma r ATTEST: FORM APPROVED: CONNIE ST OHMAY , C�t�- Clerk W. LEO A W ATE, City Attorney � � D:\WORK\COIJNCIL�misc policies.98.wpd ("w �, . . • EXHIBIT A 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 $56� 550 De ut ��ssist�t� Fire Chief $59� 550 Battalion Chief $�569 550 $�� Assistant Fire Marshal (Safetv) 550 Police Chief $700 Police Captain $700 Police Lieutenant $700 Police Training Supervisor $700 The uniform allowance for Fire Manaqement emplovees will increase to $575 effective Julv 1, 1998, and $625 effective Julv 1, 1999. The uniform allowance is normally paid in the week followinq the second pav dav 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 emplovee's pav- outs to offset allowance advanced at the bepinninq of the fiscal vear. The City shall pay the reasonable cost of repair or replacement of uniforms, glasses, watches or other personal property up to two hundred dollars ($200.00) damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee. � . � HOURS AND OVERTIME EXHIBIT B 1. The following provisions shall only apply to those employees not covered by provisions of a Memorandum of Understanding. 2. 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. 3. Each employee shall report for work at the employee's regularly established headquarters and shall return thereto at the conclusion of the day's work and the time spent in traveling between such headquarters and the job site shall be considered as time worked. 4. 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. 5. Except as otherwise provided herein,overtime is defined as(a)time worked in excess of forty (40) or sixty (60) hours as applicable 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 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 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 a work period. A work period is defined as it is for other regular twenty-four (24) hour shift employees. Such definition is presently set forth in 9.2(b) of the Memorandum of Understanding between the City of Redding and Local Union 1934 International Association of Fire Fighters as it was amended effective June 29, 1975. 6. Overtime compensation shall be paid at a rate equivalent to one and one-half (1-1/2) times the regular rate of pay, or at the employee's option, providing it is legally permissible and has 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 hourworked. For non-exempt employees,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, as outlined in the Fair � Labor Standards Act amendments of 1985, before the City must provide overtime pay. 7. � . , , , �- Exempt emqlovees shall not receive any compensation for overtime work, except for exempt fire manaaement emplovees who are eliqible for pav in excess of their reqular salarv when: 1) assiqned to state service on a non-work dav the exempt emplovee shall receive one and • I . • one-half(1-1/2)times their reaular rate of pav' 21 assiqned to work for another Battalion Chief who is workinp in state service on a reqularlv scheduled workdav,the exempt�mplovee shall receive one and one-half (1-1/2) times the reqular rate of pav; 3) workinq to cover for a Battalion Chief absent from a reqularly scheduled shift, the exempt emplovee shall be paid at the top step of the Shift Battalion Chief ranqe. 8. 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 oufside 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. i ' t ' � • WAGES AND CLASSIFICATIONS EXHIBIT C 1. The following provisions shall only apply to those employees other than part-time employees and other than those covered by the provisions of a Memorandum of Understanding. 2. Except as otherwise provided, employees shall be paid the wage established for their classification. Upon initial appointment to a classification an employee shall normally be paid the lowest wage rate for that classification. An employee may, however, be paid a wage rate above the lowest wage rate if circumstances justify it. When an employee is appointed to a classification which has a wage range overlapping the wage range of the employee's previous classification, the employee shall be paid at the wage rate of the classification to which the employee is being appointed, which is next higher to the employee's present wage rate, but not more than the top wage rate of the classification to which the employee is appointed. Step increases require Department Director and City Manager approval and may be granted as follows: After thirteen (13) full pay periods of employment at Salary Step 1, an employee may be advanced to Salary Step 2. After twenty-six (26) full pay periods of employment at Salary Step 2, an employee may be advanced to Salary Step 3. After twenty-six (26) full pay periods of employment at Salary Step 3, an employee may be advanced to Salary Step 4. After twenty-six (26) full pay periods of employment at Salary Step 4, an employee may be advanced to Salary Step 5. 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. 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 holiday, payments shall be made on the preceding workday. 4. When an employee is temporarily assigned to work in a classification lower than the employee's regular classification, the employee's rate of pay will not be reduced. 5. Effective July 1, 1987, shift differential shall be paid as follows to Police Lieutenants: Watch I (Graveyard) 1800-0400 hours $.75 per hour Watch II (Days) 0800-1700 hours $.00 per hour Watch III (Swings) 1300-2400 hours $.50 per hour 6. Effective June 24, 1990, shift differential shall be paid to Police Records Division clerical personnel and the Supervisor-Communication/Records as follows: 1600-2400 hours 3-1/2% 2400-0800 hours 5% ' Effective December 4, 1994, shift differential shall be paid to employees at the Redding Power Plant, as defined above, for their work hours that overlap the defined shift differential eligibility periods. 7. Effective June 23, 1991, shift differential shall be paid to any unrepresented personnel working a regular schedule as follows: 1600-2400 hours 3-1/2% 2400-0800 hours 5% " j ` + � � 8. Effective January 7, 1990, POST and educational incentives shall be added to the base pay of those regular Police Sworn Employees who qualify as follows: • 2.5% plus$100.00"-AA or AS degree, or sixty (60) semester units, or a POST Intermediate Certificate. 5.0% plus $100.00* - BA or BS degree, or one hundred twenty (120) semester units or a POST Advance Certificate. ` The annual $100.00 additional educational incentive to be effective July 3, 1994, will be added to either the two and one half percent (2 '/z%) or the five percent (5%) educational incentive; but not both. The initial eligibility for the annual $100.00 will be paid on the next scheduled payment date. The annual payment will be on a separate check and paid during the second pay period in July. 9. Effective September 2, 1990, $800.00 per year will be added to base pay for an AA degree in Fire Science or Fire Science Technology for Fire management personnel. 10. Effective Mav 17 1998 Battalion Chiefs assianed to a fortv (40) hour work week will receive a five percent (5%) pav differential The differential will be paid on the base waqe 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.