HomeMy WebLinkAboutReso 96-062 - Establishing new COR Employee Benefit Policies for Unrepresented Employees Effective 04/07/96 s•
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RESOLUTION NO. 96-�
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF REDDING ESTABLISHING NEW CITY OF REDDING
EMPLOYEE BENEFIT POLICIES FOR UNREPRESENTED
EMPLOYEES EFFECTIVE APRIL 7, 1996.
WHEREAS, the City Council has studied the current City of Redding Employee Benefit Policies
for unrepresented employees established by Resolution No. 94-340 and amended by Resolution No. 95-
170; and
WHEREAS, for the reasons set farth in the accompanying Report to City Council, the Director
of Administrative Services 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
WHEREAS, the Council deems it to be in the best interests of the City to adopt such
recommendation, effective April 7, 1996;
NOW, THEREFORE, IT IS RESOLVED by the City Council that Resolution No. 94-340 as
mended be rescinded as of midnight, April 6, 1996; and that new City of Redding Employee Benefit
Policaes for unrepresented employees be established as set forth in Exhibit "A" attached hereto and
made a part hereof, effective April 7, 1996.
I HEREBY CERTIFY that the foregoing resolution was introduced, read and adopted at a
regular meeting of the City Council of the City of Redding on the 2nd day of April, 1996, by the
following vote:
AYES: COUNCIL MEMBERS: P• Anderson, R. And��rson, McGeorge, Murray and Kehoe
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: NonP
ABSTAIN: COUNCIL MEMBERS: None
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DAVID . KEHOE, May `
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ATTEST: FORM APPROVED: �
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CONNIE STROHNiAYE ity Clerk W. LEONARD WINGATE, City Attorney
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CITY OF REDDING
EIVIPLOYEE BENEFIT POLICIES
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CITY OF REDDING
EMPLOYEE BENEFIT POLICIES
TABLE OF CONTENTS
Article Page
GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
INDUSTRIALINJURY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
EM PLOYEE STATUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
WAGES AND CLASSIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
HOURS AND OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
EXPENSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
GROUP INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ADMINISTRATIVE LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
CONTINUING EDUCATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
FUNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
JURYDUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
UNIFORM ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
REDDING EMPLOYEE AWARDS PROGRAM (REAP) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
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Resolution No. 96- . Page 3
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
GRIEVANCE PROCEDURE
Except for those em I�oyees who are covered by the Qrovisions of a Memorandum of Understanding,
any grievance which may arise between a regular employee or their representative and the City with
respect to the interpretation or application of any of the terms and conditions of employment, and
with respect to such matters as the alleged discriminatory or arbitrary discharge, demotion or
discipline of an individual employee, shall be determined 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 a grievance. Establishment of employee wage rates are excluded from this procedure. This
Grievance Procedure will not be applicable to any items not covered by City Council approved
resolution. Probationary employees shall not be entitled to invoke the Grievance Procedure with
regard to matters of discharge or demotion. This shall not, however, prevent a probationary
employee from exercising any other rights under this procedure. Every employee designated by the
City to hear the grievance of a subordinate shall have the authority to settle that grievance.
Step 1: The initial step in the adjustment of a grievance shall be a discussion between the employee
or their representative and the immediate Supervisor directly involved, Division Head or
Department Director as applicable, 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: If a grievance is not resolved in the initial step, the second step shall be a discussion
between either the employee or their representative and the '
Human Resources Manager who shall answer within ten (10) days. This step shall be taken
within ten (10) days of the date of the Department Director's answer in Step 1. The
foregoing steps may be supplemented by written presentations as well as the oral
discussions required above.
Step 3: If a grievance is not resolved in the second step of this procedure, the third step shall be
the presentation of the grievance, in writing, by the employee or their representative, to the
City Manager who shall answer, in writing, within ten (10) days. The third step shall be
taken within ten (10) days of the date of the answer in Step 2.
Step 4: (a) If a grievance is not resolved in the third step of this procedure, the fourth step shall be
referral by either the City or the employee or their representative to arbitration, or the
employee may elect, at his or her option, to appeal to the City Council in private or
public personnel session pursuant to the authority contained in the Redding Municipal
Code. The fourth step shall be taken within twenty (20) days of the date of the answer
in Step 3.
(b) An Arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. 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
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Resolution No. 96- . Page 4
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
remaining nominee shall be accepted as the Arbitrator and their compensation and
expenses shall be borne equally by the City and the employee. Notwithstanding 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 appointees and
witnesses. At the employee's or their representative's request, the City shall release
employees from duty to participate in arbitration proceedings.
(c) 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 aggrieved employee and their representative, provided that
such decision does not in any way add to, disregard or modify any of the provisions of
City policies, resolutions or ordinances.
Failure by the employee to meet any of the aforementioned time limits as set forth in Steps 1, 2, 3
and 4 (a) will result in forteiture; except, however, that the aforementioned time limits may be
extended by mutual agreement. Grievances settled by forfeiture shall not bind either party to an
interpretation of City policies, resolutions or ordinances, nor shall such settlements be cited by either
. party as evidence in the settlement of subsequent grievances.
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Resolution No. 96- . Page 5
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
INDUSTRIAL INJURY
1. Except for those employees who are covered by the provisions of California Labor Code
Section 4850 or a Memorandum of Understanding, whenever any regular employee who is a
member of the Public Employees' Retirement System is disabled, whether temporarily or
permanently, by injury or illness arising out of and in the course of the employee's duties, which
comes within the application of the Workers' Compensation and Insurance Chapters of the State
Labor Code, the employee shall become entitled, regardless of the employee's period of service
with the City to compensation at the rate of eighty-five percent (85%) of the employee's regular
salary, in lieu of temporary disability payments, if any, which would be payable under the State
Labor Code, for the period of such disability but not exceeding six (6) months or until such
earlier date as the employee is retired on permanent disability pension. At the conclusion of six
(6) months of receipt of supplemental benefits at the rate of eight-five percent (85%) of regular
salary, any regular employee who is still unable to return to work and is still receiving temporary
disability indemnity payments shall become entitled to receive supplemental benefits at the rate
of seventy percent (70%) of the employee's regular salary for the period of such disability but
not exceeding six (6) months or until such earlier date as the employee is retired on permanent
disability pension through the Public Employees' Retirement System. In consideration of this
benefit, the regular employee shall pay over to the City any temporary or permanent disability
compensation received, whether from Workers' Compensation, employee group insurance
benefits or unemployment compensation benefits provided for under State law, and shall
affirmatively assist the City in obtaining any such benefits to which the employee may be
entitled but has not yet received arising out of such disability, but such payment from the
employee to the City from such sources shall not exceed in amount the supplemental benefits
paid to the employee by the City in accordance with the provisions of this paragraph.
2. An employee who is absent by reason of industrial disability may be returned to work by the City
and given temporary light duties within the employee's ability to perform, with the consent of the
employee's physician. The duration of any such period of temporary work shall be determined
by City. Such employee shall be compensated at the then current rate of pay of the employee's
regular classification while engaged in such temporary duties. The City may require an
employee being considered for return to work after an absence caused by disability or illness
to submit to a medical examination by a physician or physicians approved by City for the
purpose of determining that such employee is physically and mentally fit and able to perform
the duties of the employee's position without hazard to the employee, or to fellow employees,
or to the employee's own permanent health.
3. If a third party is found to be responsible for the employee's industrial injury and the employee
recovers a judgment in 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 the City by the employee.
4. Vacation and sick leave shall be accrued while a regular employee is absent from work as a
result of a job related disability and receiving the supplemental benefits to Workers'
Compensation temporary disability compensation as set forth in Section 1 or the benefits of
Section 4850 of the Labor Code of the State of California for the period of such disabiliry, but
not exceeding one (1)year. All regular and probationary employees who are receiving Workers'
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Resolution No. 96- . Page 6
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
Compensation temporary disability benefits, may nevertheless, at their option, maintain their
group insurance coverage during the period in which they are receiving temporary disabiliry
compensation 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 by such employee for compensation purposes.
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Resolution No. 96- . Page 7
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
EMPLOYEE STATUS
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, employees will be designated as 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. A regular employee is one who has completed a probationary period as outlined in section 3,
below.
3. 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.
4. 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. 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
consideration for promotion or transfer nor shall the employee be eligible for supplemental
benefits for industrial injury, funeral leave pay,jury duty pay, or items of a similar nature. If 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.
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Resolution No. 96- , Page 8
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
6. 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.
7. 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 tess than five (5) days per week,
or whose work period is not regularly scheduled, and who normally works less than one-half ('/2)
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. 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 ('/z) 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. A City Council member is defined as an elected officer elected by the citizens of the City of
Redding.
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Resolution No. 96- . Page 9
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
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 empfoyee 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.
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Resolution No. 96- . Page 10
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
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%
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 Y2%) 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.
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Resolution No. 96- . Page 11
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
HOURS AND OVERTIME
1. The foflowing 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
92(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 hour worked. For non-exempt employees, compensatory time off
with pay shall be scheduled in the same manner as vacations are normally schedufed. The
maximum accumulated compensatory time an employee may keep on the books at any time
shall be timited 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. Officers and exempt employees shall not receive any compensation for overtime work, except
for exempt employees of the Fire Department when on duty for the State Office of Emergency
Services. In those situations the exempt employee shall receive the difference, if any, between
the employee's regular salary and the State payment when in State Service on a regularly
scheduled workday and on a non-workday the employee shall receive the State payment.
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Resolution No. 96- . Page 12
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
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 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.
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Resolution No. 96- . Page 13
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
LEAVE OF ABSENCE
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, leave of absence may be granted to regular 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. Inability to return to work after an employee's sick leave has been
exhausted will be considered as an urgent and substantial reason and in such cases a leave
will be granted.
2. 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.
3. 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 wiih the
granting of a leave of absence. Upon an employee's return to work after a leave of absence,
they 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.
4. An employee's status as a regular employee will not be impaired by such leave of absence and
the employee's seniority will accrue.
5. If an employee fails to return immediately on the expiration of the employee's leave of absence
or if the employee accepts other full-time employment while on leave, the employee will thereby
forfeit the leave of absence and terminate the employee's employment with the City.
6. An employee on a leave of absence as provided herein shall not accrue vacation or sick leave
benefits nor maintain group insurance coverage. An employee may, however, at the
emptoyee's option and expense, maintain group insurance coverage 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.
� - • � •
Resolution No. 96- . Page 14
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
EXPENSES
1. The following provisions shall apply only to those persons and employees not covered by the
provisions of a Memorandum of Understanding to provide a fair and equitable means of
reimbursing expenses incurred while conducting City business. City business is a direct result
of employment with or representation of the City. It includes traveling to authorized meetings,
seminars, training sessions, luncheons and other events approved by the Department Director.
2. Where 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).
3. Whenever employees use their personal vehicles for City business at the City's convenience,
reimbursement will be at the rate of twenty-five cents ($.25) per mile.
4. Whenever employees use their personal vehicle for the employee's/employer's convenience for
out of City travel on official Ciry business, the total allowance for transportation shall in no case
exceed the cost of tourist-class air passage if such service is available. (This would include any
additional expenses that would be incurred for lodging, per diem allowances, meals and other
expenses.) If air service is not available, the allowance for use of a personal vehicle, shall be
subject to authorization by the ' Finance Officer.
5. The Ciry is not responsible for any loss or damage, operating maintenance or repair expenses
to personal vehicles used on City business.
6. 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.
7. An exempt employee who is required to change residence to accommodate the employee's
employment with the City may be compensated for moving expenses, under special
circumstances, subject to approval by the City Manager.
8. Employees who have a temporary work assignment at such distance that it is impractical for
them to return to their regular place of abode 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.
� � . � �
Resolution No. 96- . Page 15
Date Adopted: Aprii 2, 1996
Date Effective: April 7, 1996
9. For Council members, elected officials, appointed members of City commissions, and all officers
and exempt employees a maximum per diem allowance of eighty-five dollars ($85.00) per day
(24 hour period) shall be paid while such persons are traveling on official City business. Per
diem includes three (3) meals (breakfast, lunch and dinner) and overnight lodging.
10. Where the per diem allowance listed in Section 9 is inadequate, an actual claim for
reimbursement may be made. Receipts must be provided for all expenditures where reimburse-
ment is requested.
11. An optional meal allowance may be paid at the following rates:
Dinner $17.50
Lunch 8.50
Breakfast 6.00
Meal allowance is incfuded in an individual's gross wages as determined by the Internal
Revenue Service (IRS).
. 12. When meals are included in the registration fees or transportation charges, adjustment of the
per diem or meal allowance will be made.
13. Payments for meals will be reimbursed at actual cost if that amount is equal to or less than that
specified in Section 11. Unusual circumstances may justify a larger amount. Any request for
more than the normal meal allowance must be accompanied by a written explanation as to the
reason for the excess and will be subject to approval by the ' Finance Officer.
Alcoholic beverages are not a reimbursable expense and should be paid for separately by the
employee. Receipts for meals must be provided in order to obtain reimbursement.
14. Reimbursement of ineal 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 limited to advisory boards,
commissions, and such other guests at meetings or conferences as reasonably borne by City
expense as recommended by the Department Director and approved by the '
Finance Officer.
15. Reimbursement for reasonable costs other than meals and lodging incurred for the following
incidental expenses shall be permitted providing such expenses are justified and itemized:
Registration
Tips and other gratuities
Taxi, bus and other local transportation fares
Business telephone calls and telegrams
Other justifiable incidental expenses
16. 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.
. ' � �
Resolution No. 96- . Page 16
Date Adopted: April 2, 1996
Date Effective: Aprii 7, 1996
SICK LEAVE
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, sick leave with pay shall be accumulated for each regular, probationary, and
part-time regular employee at the rate of forty six thousandths (.046) of an hour for each regular
hour worked, or on paid leave. (Accrual rate approximately one (1) day per month.)
2. Sick leave shall be allowed for a non-work related absence due to: (a) the inability of an
employee to be present or perform the employee's duties because of personal illness, off-duty
injury, or confinement for medical treatment; (b) personal medical or dental appointments, which
are impractical to schedule outside of regular working hours; (c) the need to be present during
childbirth, surgery, critical illness or injury involving members of the immediate family as defined
in Funeral Leave policies for up to forty (40) hours per incident. Sick leave to include mental
or physical illness. (d) family sick leave up to twenty-four (24) hours per calendar year for
members of the immediate family as defined in the Funeral leave policy. Notwithstanding the
foregoing forty (40) hour fimitation, sick leave with pay shall be granted to the twenty-four (24)
hour shift employees for the time necessary to be absent up to a maximum amount that has the
same ratio to the maximum amount allowed for other City employees as set forth above as the
. average number of work hours per week for 24-hour shift employees has to the number of work
hours per week for other City employees. For exempt employees no deductions for less than
a day shall be made. For 24 hour shift employees the definition of a work day shall be 24
hours.
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 by a
physician or physicians approved by City for the purpose of determining that such employee is
physically fit and able to perform the duties of the employee's former position without hazard
to the employee, or to fellow employees, or to the employee's own permanent health. Such
examination or examinations shatl be at the sole expense of the City.
4. If a holiday which an employee is entitled to have off with pay occurs on a workday during the
time an employee is absent on sick leave, the employee shall receive pay for the holiday as
such, and it shall not be counted as a day of sick leave.
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, ' Human Resources
Manager and the City Manager, such employee may be advanced sick leave from his or her
future accruals up to 80 hours per incident. The 80 hour limit will be adjusted for 24 hour shift
employees in the same ratio as the average number of work hours per week for 24 hour shift
employees has to the number of work hours per week for other City employees. 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.
. . � �
y
Resolution No. 96- . Page 17
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
6. Any employee who after ten (10) years 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 1/3%) of the
employee's accumulated sick leave hours reduced by the amount of any bonus vacation hours
the employee has previously received pursuant to Section 2 of the City's vacation policy. For
employees with fifteen (15) years or more but less than twenty (20) years of service, the
percentage set forth above shall be increased to forty-five percent (45%). For employees with
twenty (20) years or more service, the percentage set forth above shall be increased to sixty
percent (60%). An employee may, however, at the employee's option, elect to waive the
foregoing benefit and in lieu thereof receive credit for said unused sick leave toward the
employee's retirement benefit through the Public Employee's Retirement System, pursuant to
the contract between the City of Redding and the Public Employees' Retirement System.
� . � �
�
Resolution No. 96- . Page 18
Date Adopted: April 2, 1996
Date Effective: Aprii 7, 1996
HOLIDAYS
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, or who are assigned to twenty-four (24) hour shifts, regular and probationary
employees, except as otherwise provided herein, shall be entitled to have the following holidays
off with pay:
Fixed Holidays:
A) January 1 (New Year's Day)
B) The third Monday in February
(George Washington's Birthday)
C) The last Monday in May (Memorial Day)
D) July 4
E) First Monday in September (Labor Day)
F) Thanksgiving Day
G) Friday after Thanksgiving Day
H) The last four (4) work hours before Christmas
I) December 25 (Christmas Day)
Floating Holidays:
A) Lincoln Day
B) Employee's Birthday
C) Columbus Day
D) Veterans Day
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 regutarly 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
regularly scheduled to work on Saturday other than on an overtime basis. Employees who are
regularly schedufed 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 emptoyee, such employee shall be entitled to receive
� � • �
Resolution No. 96- . Page 19
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
another workday off with pay, to be scheduled in the same manner as vacation days are
normally scheduled.
Notwithstanding the foregoing 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. The holidays
known as Lincoln Day, Columbus Day, and Veterans Day 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.
2. Notwithstanding the foregoing, employees may be scheduled to work on holidays, in which
event any such employee will, in addition to holiday pay, be compensated therefore at the
overtime rate of pay for all time worked on such days. An employee may, however, at their
option, elect to observe that holiday at another time, to be scheduled in the same manner as
vacation days are normally scheduled, in which event, any such employee will only be
compensated for time worked on that day at the overtime rate of pay and shall not receive
holiday pay for such day.
3. If an employee is in a non-pay status on both workdays immediately adjacent to the holiday, the
employee shall not receive pay for the holiday.
4. Part-time regular employees shall not observe the foregoing holiday provisions, but shall accrue
holiday pay on a prorated basis at the rate of forty-eight thousandths (.048) of an hour for each
regular hour worked or on paid leave.
5. Effective December 1990, Fire Management regular and probationary twenty-four (24) hour shift
employees 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 at the employee's
regular hourly pay rate with forty-eight(48) hours paid in December of 1990. An additional forty-
four (44) hours for eligible twenty-four (24) hour shift employees shall become effective June
23, 1991. Payment in June, 1991 will be ninety-two (92) hours and the payment in each June
thereafter will be ninety-two (92) hours, with the payment in December remaining at forty-eight
(48) hours. For those employees who do not work the full six (6) months prior to the payment
due date, such holiday compensation shall be prorated.
. � �
Resolution No. 96- . Page 20
Date Adopted: April 2, 1996
Date Effective: Aprii 7, 1996
VACATIONS
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, regular, probationary, and part-time regular employees of the City shall accrue
vacations with pay up to 500 hours (Fire Management 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 empfoyment. (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 (3-1/2) weeks per year after nine (9) years of services.)
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 six
hundred twenty-fourth (624th) full pay period of employment. (Accrual rate approximately
four and one-half (4-1/2) weeks per year after nineteen (19) years of service.)
F) At the rate of ninety-six 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.
H) For purposes of establishing the number of pay periods and therefore the vacation accrual
rate as set forth in (A) through (F) above, previous periods of full-time regular employment
with the City shall be used, including probationary periods which resulted in attainment of
regular employee status.
I) Effective January 1, 1991, the maximum vacation time which can be accrued by a regular
employee is five hundred (500) hours.
. , � �
Resolution No. 96- . Page 21
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
J) Effective January 1, 1990, for one time only, vacation hours accumulated in excess of five
hundred (500) hours will be retained in a separate time bank to be used by the employee
in the same manner as regular vacation time. Vacations hours retained in the time bank will
not be lost upon effective date of the vacation maximum. On January 1, 1991, earned
vacation hours in excess of the five hundred (500) hours maximum will not be accumulated.
Between January 1, 1990 and January 1, 1991, employees who are at the five hundred
(500) hours maximum should endeavor to reduce their vacation balance by an amount
greater than their annual vacation accrual. For such employees, during the above dates,
used vacation time and vacation cash outs will be deducted from the employee's regular
vacation account.
K) It is City poficy that employees take their normal vacation each year at such time or times
as may be approved by the Department.
L) 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 five hundred (500)
hours maximum. In the event of a paid leave of absence due to an illness or injury that is
not job related, the City Manager may approve the accumulation of vacation hours in excess
of the five hundred (500) hours maximum. Whenever such excess accruafs occur, the
employee shall have one year from the date the vacation was cancelled or from the date
the employee returns to work from illness or injury to utilize the excess accrual. Any excess
accrual that remains at the end of such period shall be forfeited.
2. Vacation cannot be accrued while an employee is in a non-pay status.
3. 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 sefection of their first choice vacation period.
4. The City shall not require an employee to take vacation in lieu of sick leave or leave of absence
on account of illness.
5. If a holiday which an employee is entitled to have off with pay occurs on a workday during the
employee's vacation period, such employee will be entitled to an additional day of vacation and
will be compensated for same.
6. For exempt employees no deductions for less than a day shall be made. For 24 hour shift
employees the definition of a work day shall be 24 hours.
7. Employees whose employment with the City is terminated for any reason shall, at the time of
termination, receive any unused vacation period previously earned.
� . • �
Resolution No. 96- . Page 22
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
8. For Management employees, whenever any employee has accrued one hundred twenty (120)
hours or more vacation allowance as set forth in Section 1 (A-H), the City will, at the employee's
option, compensate the employee for up to forty(40) hours of accumulated vacation during any
fiscal year. For Management employees, whenever any employee has accrued two hundred
forty(240) hours or more of vacation allowance as set forth in Section 1 (A-H), the City will, at
the 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, the numbers set
forth above shall be increased proportionately by the same amount as the relationship of the
twenty-four (24) hour shift employee's average fifty-six (56) hour week has to forty (40) hours
per week for other employees.
9. There is hereby established a voluntary vacation donation program in which any unrepresented
employee (herein referred to in this policy as the donor) may donate unused vacation hours to
another unrepresented employee (herein referred to in this policy as the recipient); such
donation will be made on the basis of value (dollar basis) so that vacation hours from the donor
will be converted to dollars and then to the appropriate vacation hour level for the recipient. The
recipient will be required to meet the criteria of having exhausted all paid leave due to injury or
illness and not be efigible for long term disability benefits. Nor shall such recipient be eligible
. for this program as a result of a Worker's Compensation injury. Donated hours will be posted
on a date of receipt basis until the recipient need is met.
Unrepresented employees requesting to take advantage of this program as a recipient will make
application on an approved form signed by their Department Manager, '
Human Resources Manager, and the City Manager. Unrepresented employees wishing to
donate vacation hours can do so on forms for this use in the Personnel Office. All donations
will be treated on a confidential basis.
� • • �
Resolution No. 96- . Page 23
Date Adopted: Aprii 2, 1996
Date Effective: April 7, 1996
GROUPINSURANCE
1. Except for those employees covered by the provisions of a Memorandum of Understanding, all
regular and probationary employees are eligible to participate in a group insurance benefit
program effective the first day of employment except for long term disability insurance which
shall be effective upon the first day of the month following completion of one (1) year's
employment. City Council members may participate in the City's group health insurance
program in the same manner as regular and probationary employees. The City shall pay the
full cost of the program for both employees and dependents, with the exception of job share
employees who shall contribute one-half of the group insurance program premium as applicable.
The highlights of the benefits are:
1) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents.
2) Health Benefits: $100 deductible per person per year except for accidents which shall have
none; but shall have a maximum benefit of$500.00 for each accident; 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; normal
. typical exclusions and limitations.
3) 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.
4) Long Term Disability: After three (3) months 60%of employee's salary 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.
5) Vision Care: City shall pay for a vision care plan for employees only. Effective January 1,
1990, dependent coverage will be provided. This plan shall be Plan A available from the
California Vision Service. This plan has a$25 deductible, provides for an examination every
twelve (12) months, lenses every twenty-four (24) months, and frames every twenty-four
(24) months.
2. The Ciry will pay fifry percent(50%) of the group medical insurance program premium for each
retiree and 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 the surviving
spouse, if any, may continue the insurance at his/her own expense.
3. City will reimburse costs not covered by the City's health benefit plan for the first twelve (12)
visits for treatment of inental and nervous disorders, provided the employee submits the
necessary documentation to support the expense and a request for reimbursement to the
Human Resources Manager.
� � • •
� ��
,
Resolution No. 96- . Page 24
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
RETIREMENT PROGRAM
1. All regular and probationary employees are covered by a State of California Public Employees'
Retirement System program pursuant to an existing contract with the Public Employees'
Retirement System. Elected officers may elect membership in the Public Employees'
Retirement System pursuant to Government Code Section 20361. The City pays seven percent
(7%) of the employee's normal contribution to the Public Employees' Retirement System.
2. For sworn public safety employees not covered by the provisions of a Memorandum of
Understanding and covered by a State of California Public Employees' Retirement System
program pursuant to an existing contract with the Public Employees' Retirement System, the
major features are:
For Police Management Employees: Effective June 30, 1985, the City provided the two percent
(2%) at age fifty (50) benefit formula; normal retirement age fifty (50); one (1) year's
compensation in formula; 1959 Survivors Benefits; Post-Retirement Survivors allowance; credit
for unused sick leave; fifry percent (50%) ordinary disability benefit; City pays seven percent
(7%) of employee's cost; and military service credit. The City-paid percentage of the
. employee's normal contribution to the Public Employees' Retirement System is credited to the
members' contribution account and will be refunded to the member upon termination if they
withdraw from the retirement system and requests a refund. Effective January 1, 1989 the City
shafl begin paying nine percent (9%) of the employee's cost of the retirement system.
For Fire Management Employees: Effective June 29, 1986, the City provided the two percent
(2%) at age fifty (50) benefit formula; normal retirement age fifty (50); one (1) year's
compensation in formula; 1959 Survivors Benefits; Post-Retirement Survivors allowance; credit
for unused sick leave; fifty percent (50%) ordinary disability benefit; City pays seven percent
(7%) of employee's cost; and military service credit. The City-paid percentage of the
employee's normal contribution to the Public Employees' Retirement System is credited to the
members' contribution account and will be refunded to the member upon termination if they
withdraw from the retirement system and requests a refund. Effective August 7, 1988, the City
will increase its payment of the employee's cost to eight percent(8%), and effective June 25,
1989 the City will increase its payment of the employee's cost to nine percent (9%).
3. Upon retirement of Police Chief, Police Captain, Police Lieutenant, or Police Training
Supervisor, the employee may choose to have any accrued benefit payout due, all or in part,
paid in the next calendar year following the date of retirement.
' . � �
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Resolution No. 96- . Page 25
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
ADMINISTRATIVE LEAVE
,
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,
. ,
e��
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Except for those em�loyees who are covered by the provisions of a Memorandum of Understandinq,
with City Manager proval. Department Directors may grant exem�� I�yees up to forty (40)
hours paid administrative leave per calendar year.orovided the em I�oyee commits to work a
minimum of fortv (40Lhours�er xear beyond regular work hours.
, . � �
Resolution No. 96- . Page 26
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
The City Manager may grant up to an additional forty (40) hours paid administrative leave .�er
�alendar year to certain designated exemRt em I�oyees who commit a significant number of work
hours �bove regular work hours to a s ep cific �roject or projects. or to recogni2e outstanding
contributions to the CitK
Administrative leave, if any. will be granted effective on the first day of the �av �eriod closest to
January 1 each year and must be used before the end of the calendar y�ar. No administrative leave
shall be carried over to the next calendar year, nor shall unused administrative leave be converted
�o compensation.
Administrative leave may not be taken for the�ur�ose of outside em I�oyment or for self em I�oyment.
' . � �
.
�
Resolution No. 96- . Page 27
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
CONTINUING EDUCATION
Except for those em i�oyees who are covered by the provisions of a Memorandum of Understanding,
eligible City of Redding employees who complete authorized courses taken for credit with a passing
grade may, upon appfication, be reimbursed for the folfowing expenses: (1) tuition, and (2) cost of
required textbooks.
Textbooks for which reimbursement payments are made shall become the property of the City of
Redding. These textbooks will be placed in the Personnel�e}�a�rer� ffi e library to complement
this program.
Employees must obtain prior approval from their Department Director,
. Reimbursement under this program shall be limited to one hundred
dollars ($100.00) per semester.
' � � •
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� Resolution No. 96- . Page 28
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
FUNERAL LEAVE
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, regular and probationary 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 family" as used herein includes only employee's spouse; children,
grandchildren, brothers, sisters, parents, or grandparents of either spouse; or other persons
who are living in the empfoyee's immediate household. Notwithstanding the foregoing, funeral
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 amount that has the same ratio to the maximum amount
allowed for other City employees, as set forth above, as the average number of work hours per
week for twenty-four (24) hour shift employees has to the number of work hours per week for
other City employees.
2. Regular and probationary 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.
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� Resolution No. 96- . Page 29
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
JURY DUTY
1. Except for those employees who are covered by the provisions of a Memorandum of
Understanding, a regular or probationary, or full-time temporary employee who is summoned
for jury duty and is thus unable to perform the employee's regular duties 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 is thus unable to perform the employee's regular duties, the employee shall
be paid for all regular time lost.
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Resolution No. 96- . Page 30
Date Adopted: April 2, 1996
Date Effective: Aprii 7, 1996
UNIFORM ALLOWANCE
Except for those employees who are covered by a Memorandum of Understanding, 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:
Animal Control $350
Fire Miscellaneous Employees $350
Fire Chief $400
Assistant Fire Chief $400
Fire Marshal $400
Battalion Chief- Shift Commander $400
Deputy Fire Marshal $400
Assistant Fire Marshal $400
. Police Miscellaneous Employees $350
Parking Violation Officer $375
Police Chief $500
Police Captain $500
Police Lieutenant $500
Police Training Supervisor $700
The uniform allowance for Police Chief, Police Captain and Police Lieutenant will increase to $550
for fiscal year 1987/88, $600 for fiscal year 1988/89, and increase an additional $100.00 to be
effective for fiscal year 1994/95.
The uniform allowance for Fire Management employees will increase to $450 on July 1, 1989.
The uniform allowance for Parking Violation Officers'will increase to $375 on September 30, 1990.
The uniform allowance is normally paid 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.
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.
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Resolution No. 96- , Page 31
Date Adopted: April 2, 1996
Date Effective: April 7, 1996
REDDING EMPLOYEE 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
efficient service to the residents of Redding.
PROGRAM
Accordingly, an employee incentive and bonus program known as the Redding Employee Awards
Program (REAP) is hereby estabfished 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 rneans, 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 rnake 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.
\LR-N O N R E.R ESO-96.001