HomeMy WebLinkAboutReso 97-109 - Amending the COR Employee Benefit Policies, Eff 07-01-97, by Modifying the Emp Status & the Wages & Classifications Policy - 4 ;
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RESOLUTION NO. 97-/D 9
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
AMENDING THE CITY OF REDDING EMPLOYEE BENEFIT POLICIES,
EFFECTIVE JULY 1, 1997, BY MODIFYING THE EMPLOYEE STATUS
AND THE WAGES AND CLASSIFICATIONS POLICIES.
WHEREAS, the City Council has studied the current City of Redding Employee Benefit
Policies for unrepresented ernployees established by Resolution No. 96-62 and amended by
Resolutions 97-62 and 97-63; and
WHEREAS, for the reasons set forth in the accompanying Report to City Council, the
Human Resources Managcr has recommended that the policies regarding employee status and wages
and classification, which are included in the City of Redding Employee Benetit 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 July 1, 1997;
NOW,THEREFORE,IT IS HEREBY RESOLVED by the City Council that the employee
status and wages and classification policies, which are included in the City of Redding Employee
Senefit Policies for unrepresented cmployees, established by Resolution No. 96-62 and amended by
Resolution Nos. 97-62 and 97-63, be repealed as of midnight June 30, 1997;and new employee status
and wages and classification policies for unrepresented employees be establisheci as set forth in
Exhibit A, effective July 1, 1997.
I HEREBY CERTIF'1'that the foregoing Resolution was introduced, read, and adopted at
a regular meeting of the City Council of the City of Redding on the 17th day of June, 1997, by the
following vote:
AYES: COUNCIL MEMBERS: R. Anderson, Kehoe, McGeorge, Murray and P. Anderson
NOES: COUNCiL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
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PATRICIA A. ANDERSON,Mayor
ATTEST: FORM APPROVED: �
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COIeiN�� STROHMAYE ity Clerk W. LEONARD WI TE, City Attorney �
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Resolution No. 97- , Page 7 EXHIBIT A
- Date Adopted: June 17, 1997
Date Effective: July 1, 1997
EMPLOYEE STATUS
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, employees will be designated as Administrative, Regular, Probationary, Part-
Time Regular, Full-Time Temporary, Part-Time Temporary, Part-Time, or City Council
Members, depending upon the purpose for which they are hired and their length of continuous
service with the City.
2. An Administrative employee is defined as an employee a�pointed by the City Manager,
subsequent to July 1 1997 to the�osition of Assistant City Manager, Deputy City Manaaer.
or Director of any De�artment A Regular employee serving in one of these positions prior
to July 1 1997 may become an Administrative emploXee only upon mutual agreement in
writing An Administrative employee shall be eligible for all of the benefits of a Regular
employee but shall not serve a probationark.period as he/she serves strictly at the will of the
City Manaqer and the em�loyment relationship may be ended at any time without cause.
�3. A regular employee is one who has completed a probationary period as outlined in section 3,
below.
3 4. A probationary employee is 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
probationary 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, but shall not be
given preferential consideration for promotion or transfer or be eligible for a leave of absence.
Upon completion of one (1) year of continuous full-time service with the City, a probationary
employee shall be given the status of a regular employee. An employee's probationary period
shall be extended by the duration of any unpaid absence of ten (10) or more consecutive work
days. A probationary period may also be extended at the discretion of City management for
a period not to exceed six (6) months for the purpose of enabling a more extensive review and
evaluation of a probationary employee prior to the employee attaining regular status. A
probationary employee shall be notified in writing of such an extension not less than ten (10)
working days prior to the expiration of the probationary period.
� 5. A full-time temporary employee is defined as an employee hired for occasional or seasonal
work for a period not to exceed six (6) months. A full-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, insurance coverage, retirement plan participation, or items of a similar
nature, nor shall the employee accrue seniority, or promotion and transfer rights, or leave of
absence rights. If a full-time temporary employee is reclassified to probationary 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.
5 6. A part-time regular employee is defined as an employee who has one (1) year, or more,
seniority with the City in full-time employment as a probationary and regular employee, and
who is subsequently recategorized, without a break in service, to work less than full-time. 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), insurance coverage (pursuant to
group insurance contract provisions), and seniority accrual, but shall not be given preferential
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consideration for promotion or transfer nor shall the employee be eligi.ble,for supplemental: .:, .:' ... ... ::.:. :.
benefits for industrial injury, funeral leave pay,jury duty pay, or items'of�a similar nature. If
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Resolution No. 97- , Page 8
. Date Adopted: June 17, 1997
Date Effective: July 1, 1997
a part-time regular employee is reclassified 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.
6 7. A job share employee is defined as an employee who shares a full-time, budgeted position
with another employee. A job share employee who has not served an official probationary
period with the City shall be subject to a probationary period of one (1) year; a probationary
period may be extended at the discretion of City management for a period not to exceed six
(6) months for the purpose of enabling a more extensive review and evaluation of a
probationary employee prior to the employee attaining regular status. Job share employees
shall typically not work less than twenty (20) hours per week. A job share employee shall
receive not less than the minimum rate for the job, and on a prorated basis, shall be eligible
for sick leave pay, vacation pay, holiday pay, retirement plan participation, insurance
coverage, and items of a similar nature, but shall not be given preferential consideration for
promotion or accrue transfer rights. The job share employee shall contribute one-half (50%)
of the group insurance program premiums as applicable. If a job share employee changes
status to full-time 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. Job share employees shall be required to sign a City approved contract
stipulating the specific conditions and restrictions of the job share arrangement.
� 8. A part-time temporary employee is defined as an employee hired for occasional or seasonal
work or for employment of less than eight (8) hours per day or less than five (5) days per
week, or whose work period is not regularly scheduled, and who normally works less than
one-half(Yz) time. 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 normally 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 is reclassified
to full-time temporary or probationary status, the employee shall not be credited with the
employee's service as a part-time temporary employee in determining eligibility for benefits,
if any, as may accrue to the employee in the employee's new status.
8 9. A part-time employee is defined as an employee hired for occasional or seasonal work or for
employment of less than eight (8) hours per day or less than five (5) days per week, or whose
work period is not regularly scheduled, and who normally works less than one-half (Yz) time.
A part-time 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 be eligible for insurance coverage, however this category will require an
employee to become a member of the Public Employees' Retirement System. The employee
shall not accrue seniority, or promotion and transfer rights, or leave of absence rights. This
classification of employee status will not be used for new hires but solely for the purpose of
employees changing status from that of a part-time temporary. Further, such reclassification
will only be accomplished by approval of the Human Resources Manager and the City
Manager. If a part-time employee is reclassified to full-time temporary or probationary 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.
9 10. A City Council member is defined as an elected officer elected by the citizens of the City of
Redding.
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Resolutio 0 9 , g
. Date Adopted: June 17, 1997
Date Effective: July 1, 1997
WAGES AND CLASSIFICATIONS
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 ihat 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%
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Resolution No. 97- , Page 10
. Date Adopted: June 17, 1997
Date Effective: July 1, 1997
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 �/2%) 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. 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.
11. The City Manager at his discretion ma�provide severance pay not to exceed one year of
salary to Administrative employees when it is deemed to be in the best interest of the Citv.
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