HomeMy WebLinkAboutReso 2022-006 - Approving Amendment to the Executive Management Pay-For-Performance Salary Plan; And Amendment of the Employment and Benefit Policies for Unrepresented Employees
CITY OF REDDING
EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN
Effective: January 23, 2022
Job Code TitleMonthly Salary Range
96City Clerk (Elected Official)NO RANGE $600
97City Treasurer (Elected Official)NO RANGE $600
30Director of Electric Utility
$17,173$22,326
31Assistant Director of Electric Utility
$15,611$20,296
35Chief of Police
$14,635$19,026
61Electric Manager - Energy Management
$14,165$18,415
84Electric Manager - Engineering
$14,165$18,415
12Assistant City Manager
$13,459$17,498
40Fire Chief
$13,013$16,918
88Electric Program Supervisor - Energy Management
$12,846$16,700
62Electric Program Supervisor - Transmission & Distribution
$12,846$16,700
20Director of Public Works
$12,818$16,665
76Electric Manager - Power Production
$12,114$15,748
69Electric Manager - Financial
$11,920$15,496
94Chief Information Officer
$11,920$15,496
Electric Manager - Customer Services and Metering
63
$11,823$15,370
$11,823$15,370
77Electric Manager - Line
86Electric Manager - Resources
$11,823$15,370
43Director of Development Services
$11,618$15,103
52Director of Community Services
$11,618$15,103
134Assistant City Attorney II
$11,375$14,788
66Electric Manager - Compliance
$11,327$14,725
42Deputy Fire Chief
$11,212$14,576
87Senior Electrical Engineer
$11,092$14,420
64Director of Finance
$10,812$14,056
65Personnel Director
$10,812$14,056
18Deputy City Manager
$10,790$14,028
78Electric Program Supervisor - Line
$10,785$14,021
83Electric Manager - Engineering (E&O)
$9,890$13,975
106Assistant Director of Public Works
$10,570$13,741
80Electric Program Supervisor - Substations
$10,530$13,689
41Electric Program Supervisor - Meter Shop
$10,530$13,689
89Electric Program Supervisor - Service Planning
$10,392$13,510
135Assistant City Attorney I
$10,301$13,392
81Electric Manager
$10,106$13,139
108Electrical Engineer
$10,098$13,127
68Operations/Compliance Engineer
$10,098$13,127
112Assistant City Engineer
$9,990$12,988
Job Code Title Monthly Salary Range
82Electric Program Supervisor
$9,876$12,839
58Electric Program Supervisor - Operational Technology
$9,876$12,839
59Electric Program Supervisor - Power Production
$9,820$12,767
155Electric Utility Senior Project Engineer
$9,775$12,708
71Assistant Director of Development Services/Building Official
$9,710$12,623
93Deputy Director of Public Works
$9,640$12,533
54Cyber Security Officer
$9,379$12,193
138Planning /Community Development Manager
$9,269$12,050
50Assistant Director - Community Services
$9,181$11,935
252Municipal Utilities Manager
$9,181$11,935
192Electric Utility Operational Technology Engineer
$9,085$11,811
116Electric Utility Resource Planner
$9,085$11,811
53Support Services Director
$7,403$11,690
60Finance Officer
$8,979$11,673
72Environmental Compliance Manager
$8,836$11,488
127Building Official
$8,813$11,457
110Electric Utility Engineer
$8,652$11,248
151Deputy City Attorney
$8,621$11,208
75Airports Manager
$8,537$11,099
103Housing Manager
$8,317$10,813
111Assistant Director of Development Services/City Engineer
$6,711$10,608
182Geographic Information Systems Manager
$8,106$10,538
249Field Foreman-Electrical Technician
$8,097$10,527
95Personnel Manager
$7,980$10,374
90Risk Manager
$7,980$10,374
98Administrator - Office of City Clerk
$7,897$10,266
99Administrator - Office of City Treasurer
$7,897$10,266
131Economic Development, Innovation and Equity Manager
$7,773$10,106
121Electric Utility Engineering Associate
$7,570$9,842
105Assistant Finance Officer
$7,512$9,765
92Parks & Facilities Manager
$7,481$9,725
51Communication Manager
$7,451$9,686
195Electric Utility Associate Resource Planner
$7,342$9,545
107Energy Services Account Manager
$7,247$9,422
56Senior Personnel Analyst
$7,234$9,404
70Information Technology Manager
$5,849$9,283
209Assistant Airports Manager
$7,117$9,253
136Electric Utility Engineering Assistant II
$6,907$8,979
Job Code Title Monthly Salary Range
166Purchasing Officer
$6,812$8,856
113Electric Utility Field Foreman
$5,362$8,549
257Power Plant Supervisor
$5,362$8,549
125Street Maintenance Superintendent
$5,310$8,427
175Management Assistant to the City Manager
$6,477$8,421
248Customer Services Operations Manager
$5,196$8,245
122Electric Utility Information Systems and Mapping Supervisor
$5,180$8,218
150Electric Utility Engineering Assistant I
$6,272$8,154
165Parks Superintendent
$6,225$8,093
169Recreation Superintendent
$6,225$8,093
73Permit Center Manager
$5,087$8,072
130Fleet Manager
$6,145$7,988
185Police Services Manager
$6,145$7,988
102Convention Center and Visitors Bureau Manager
$4,720$7,490
85Director of Utilities/Customer Services
$4,720$7,490
212Electric Utility Supervising Arborist
$4,417$7,045
152Financial Management Specialist
$4,446$7,037
259Maintenance Planner/Materials Coordinator
$4,446$7,037
123Electric Utility Manager-Customer Contact
$4,258$6,790
79Tourism Officer
$4,247$6,774
245Executive Assistant to the City Manager
$5,052$6,568
109Reprographics Manager
$5,052$6,568
156Police Administrative Supervisor
$4,063$6,479
CITY OF REDDING
EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN
Effective: July 10, 2022
Job Code TitleMonthly Salary Range
96City Clerk (Elected Official)NO RANGE $600
97City Treasurer (Elected Official)NO RANGE $600
30Director of Electric Utility
$17,516$22,772
31Assistant Director of Electric Utility
$15,924$20,702
35Chief of Police
$15,659$20,358
61Electric Manager - Energy Management
$14,448$18,783
84Electric Manager - Engineering
$14,448$18,784
40Fire Chief
$13,859$18,017
12Assistant City Manager
$13,729$17,848
88Electric Program Supervisor - Energy Management
$13,103$17,034
62Electric Program Supervisor - Transmission & Distribution
$13,103$17,034
20Director of Public Works
$13,075$16,998
76Electric Manager - Power Production
$12,356$16,063
69Electric Manager - Financial
$12,158$15,806
94Chief Information Officer
$12,158$15,806
63Electric Manager - Customer Services and Metering
$12,059$15,678
$12,059$15,677
77Electric Manager - Line
86Electric Manager - Resources
$12,059$15,677
42Deputy Fire Chief
$11,940$15,523
43Director of Development Services
$11,850$15,406
52Director of Community Services
$11,850$15,405
134Assistant City Attorney II
$11,602$15,083
66Electric Manager - Compliance
$11,553$15,020
87Senior Electrical Engineer
$11,314$14,708
64Director of Finance
$11,028$14,337
65Personnel Director
$11,028$14,337
18Deputy City Manager
$11,006$14,308
78Electric Program Supervisor - Line
$11,001$14,302
106Assistant Director of Public Works
$10,781$14,016
80Electric Program Supervisor - Substations
$10,740$13,963
41Electric Program Supervisor - Meter Shop
$10,740$13,963
89Electric Program Supervisor - Service Planning
$10,600$13,780
135Assistant City Attorney I
$10,507$13,660
81Electric Manager
$10,308$13,401
108Electrical Engineer
$10,299$13,390
68Operations/Compliance Engineer
$10,299$13,390
112Assistant City Engineer
$10,190$13,248
82Electric Program Supervisor
$10,073$13,096
58Electric Program Supervisor - Operational Technology
$10,073$13,095
Job Code Title Monthly Salary Range
59Electric Program Supervisor - Power Production
$10,017$13,022
155Electric Utility Senior Project Engineer
$9,970$12,962
71Assistant Director of Development Services/Building Official
$9,904$12,876
93Deputy Director of Public Works
$9,833$12,783
54Cyber Security Officer
$9,567$12,437
138Planning /Community Development Manager
$9,454$12,291
50Assistant Director - Community Services
$9,364$12,174
252Municipal Utilities Manager
$9,364$12,174
192Electric Utility Operational Technology Engineer
$9,267$12,047
116Electric Utility Resource Planner
$9,267$12,047
60Finance Officer
$9,158$11,906
72Environmental Compliance Manager
$9,013$11,717
127Building Official
$8,989$11,686
110Electric Utility Engineer
$8,825$11,473
151Deputy City Attorney
$8,793$11,432
75Airports Manager
$8,708$11,321
103Housing Manager
$8,484$11,029
182Geographic Information Systems Manager
$8,268$10,749
249Field Foreman-Electrical Technician
$8,259$10,737
95Personnel Manager
$8,140$10,582
90Risk Manager
$8,139$10,582
98Administrator - Office of City Clerk
$8,055$10,472
99Administrator - Office of City Treasurer
$8,055$10,472
131Economic Development, Innovation and Equity Manager
$7,929$10,308
121Electric Utility Engineering Associate
$7,721$10,038
105Assistant Finance Officer
$7,662$9,961
92Parks & Facilities Manager
$7,630$9,920
51Communication Manager
$7,600$9,880
195Electric Utility Associate Resource Planner
$7,489$9,736
107Energy Services Account Manager
$7,392$9,610
56Senior Personnel Analyst
$7,378$9,592
209Assistant Airports Manager
$7,260$9,438
136Electric Utility Engineering Assistant II
$7,045$9,159
166Purchasing Officer
$6,949$9,033
113Electric Utility Field Foreman
$5,362$8,720
175Management Assistant to the City Manager
$6,607$8,589
150Electric Utility Engineering Assistant I
$6,397$8,317
Job Code Title Monthly Salary Range
165Parks Superintendent
$6,349$8,254
169Recreation Superintendent
$6,349$8,254
130Fleet Manager
$6,267$8,148
185Police Services Manager
$6,267$8,148
245Executive Assistant to the City Manager
$5,153$6,700
109Reprographics Manager
$5,153$6,700
CITY OF REDDING
EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN
Effective: July 9, 2023
Job Code TitleMonthly Salary Range
96City Clerk (Elected Official)NO RANGE $600
97City Treasurer (Elected Official)NO RANGE $600
30Director of Electric Utility
$17,779$23,114
31Assistant Director of Electric Utility
$16,163$21,012
35Chief of Police
$15,894$20,664
61Electric Manager - Energy Management
$14,665$19,065
84Electric Manager - Engineering
$14,665$19,065
40Fire Chief
$14,067$18,287
12Assistant City Manager
$13,934$18,116
88Electric Program Supervisor - Energy Management
$13,299$17,290
62Electric Program Supervisor - Transmission & Distribution
$13,299$17,290
20Director of Public Works
$13,271$17,253
76Electric Manager - Power Production
$12,541$16,304
69Electric Manager - Financial
$12,341$16,043
94Chief Information Officer
$12,341$16,043
63Electric Manager - Customer Services and Metering
$12,240$15,913
$12,240$15,913
77Electric Manager - Line
86Electric Manager - Resources
$12,240$15,913
42Deputy Fire Chief
$12,120$15,756
43Director of Development Services
$12,028$15,637
52Director of Community Services
$12,028$15,637
134Assistant City Attorney II
$11,776$15,310
66Electric Manager - Compliance
$11,726$15,245
87Senior Electrical Engineer
$11,483$14,929
64Director of Finance
$11,194$14,552
65Personnel Director
$11,194$14,552
18Deputy City Manager
$11,171$14,523
78Electric Program Supervisor - Line
$11,166$14,516
106Assistant Director of Public Works
$10,943$14,227
80Electric Program Supervisor - Substations
$10,901$14,172
41Electric Program Supervisor - Meter Shop
$10,901$14,172
89Electric Program Supervisor - Service Planning
$10,759$13,987
135Assistant City Attorney I
$10,665$13,865
81Electric Manager
$10,463$13,602
108Electrical Engineer
$10,454$13,591
68Operations/Compliance Engineer
$10,454$13,591
112Assistant City Engineer
$10,343$13,446
82Electric Program Supervisor
$10,224$13,292
58Electric Program Supervisor - Operational Technology
$10,224$13,292
Job Code Title Monthly Salary Range
59Electric Program Supervisor - Power Production
$10,167$13,217
155Electric Utility Senior Project Engineer
$10,120$13,156
71Assistant Director of Development Services/Building Official
$10,053$13,069
93Deputy Director of Public Works
$9,980$12,975
54Cyber Security Officer
$9,710$12,624
138Planning /Community Development Manager
$9,596$12,475
50Assistant Director - Community Services
$9,505$12,356
252Municipal Utilities Manager
$9,505$12,356
192Electric Utility Operational Technology Engineer
$9,406$12,228
116Electric Utility Resource Planner
$9,406$12,228
60Finance Officer
$9,296$12,085
72Environmental Compliance Manager
$9,148$11,893
127Building Official
$9,124$11,861
110Electric Utility Engineer
$8,958$11,645
151Deputy City Attorney
$8,925$11,603
75Airports Manager
$8,839$11,491
103Housing Manager
$8,611$11,195
182Geographic Information Systems Manager
$8,392$10,910
249Field Foreman-Electrical Technician
$8,383$10,898
95Personnel Manager
$8,262$10,741
90Risk Manager
$8,262$10,741
98Administrator - Office of City Clerk
$8,176$10,629
99Administrator - Office of City Treasurer
$8,176$10,629
131Economic Development, Innovation and Equity Manager
$8,048$10,463
121Electric Utility Engineering Associate
$7,837$10,189
105Assistant Finance Officer
$7,777$10,110
92Parks & Facilities Manager
$7,745$10,068
51Communication Manager
$7,714$10,028
195Electric Utility Associate Resource Planner
$7,602$9,882
107Energy Services Account Manager
$7,503$9,754
56Senior Personnel Analyst
$7,489$9,736
209Assistant Airports Manager
$7,368$9,579
136Electric Utility Engineering Assistant II
$7,150$9,296
166Purchasing Officer
$7,053$9,169
113Electric Utility Field Foreman
$5,362$8,851
175Management Assistant to the City Manager
$6,706$8,718
150Electric Utility Engineering Assistant I
$6,493$8,441
Job Code Title Monthly Salary Range
165Parks Superintendent
$6,444$8,378
169Recreation Superintendent
$6,444$8,378
130Fleet Manager$6,361$8,270
185Police Services Manager
$6,361$8,270
245Executive Assistant to the City Manager
$5,231$6,800
109Reprographics Manager
$5,231$6,800
CITY OF REDDING
EMPLOYMENT AND BENEFIT
POLICIES
FOR
UNREPRESENTED EMPLOYEES
NOTE: Amendments to this document are effective October 31, 2021 January 23, 2022
and are shown by underlining the new language and striking out the deleted language.
The following employment and benefit policies are applicable to those employees
not represented by a Recognized Employee Union or Association.
CITY OF REDDING
EMPLOYMENT AND BENEFIT POLICIES FOR UNREPRESENTED EMPLOYEES
TABLE OF CONTENTS
ARTICLE Page
ARTICLE 1: EMPLOYEE STATUS ....................................................................... 1
ARTICLE 2: COMPENSATION AND CLASSIFICATIONS .................................... 3
ARTICLE 3: HOURS AND OVERTIME .............................................................. 64
ARTICLE 4: SICK LEAVE ................................................................................. 76
ARTICLE 5: VACATIONS ................................................................................. 97
ARTICLE 6: HOLIDAYS .............................................................................. ...109
ARTICLE 7: ADMINISTRATIVE LEAVE ........................................................ 1110
ARTICLE 8: FUNERAL (BEREAVEMENT) LEAVE .......................................... 1210
ARTICLE 9: JURY/WITNESS DUTY ................................................................ 12
ARTICLE 10: LEAVES ...................................................................................... 12
ARTICLE 11: INDUSTRIAL DISABILITY ..................................................... 1413
ARTICLE 12: EXPENSES..............................................................................
.................................................................................................................. ..1514
ARTICLE 13: UNIFORM ALLOWANCE ......................................................... 1615
ARTICLE 14: EMPLOYEE GROUP HEALTH AND WELFARE INSURANCE ..... 1716
ARTICLE 15: RETIREMENT PROGRAM ....................................................... 2019
ARTICLE 16: CONTINUING EDUCATION ....................................................... 22
ARTICLE 17: GRIEVANCE PROCEDURES ................................................... 2322
ARTICLE 18: DEFINITIONS ........................................................................ 2423
ARTICLE 1: EMPLOYEE STATUS
1.1 Employees will be designated as Council-Appointed, Administrative,
Regular, Part-Time Regular, Part-Time, or Temporary, depending upon the purpose
for which they are hired and their length of continuous service with the City. City Council
members are elected officers.
1.2 Council-Appointed employees include the City Manager and City Attorney and
any others who may be appointed directly by the City Council and serve at the will of the Council.
The employee shall be eligible for all benefits of a Regular employee with the exception of access
to the grievance process. The benefits outlined in an employment contract will supersede when
there is conflict with benefits outlined for Regular employees.
1.3 An Administrative employee is defined as an employee appointed by the City
Manager, subsequent to July 1, 1997, to the position of Assistant City Manager, Deputy City
Manager, or Director of any Department or by the City Attorney to the position of Assistant City
Attorney or Deputy City Attorney. A Regular employee serving in one of these positions prior to
July 1, 1997, may become an Administrative employee only upon mutual agreement in writing.
An Administrative employee shall be eligible for all the benefits of a Regular employee, except
these employees do not have access to the grievance procedure, nor shall they serve a probationary
period as they serve strictly at the will of the City Manager or the City Attorney, as applicable, and
the employment relationship may be ended at any time without cause.
1.4 A Regular employee (status code 3) 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 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, group health
and welfare insurance coverage and other benefits as outlined herein as the employee becomes
eligible.
1.5 A Part-Time Regular employee (status code 6) is defined as an employee who
has one (1) year, or more, of full-time service with the City as a Regular employee, and who
subsequently moves, without a break in service, to work less than full-time. This status would also
include employees involved in job share arrangements. Job share employees shall be required to
sign a City approved contract stipulating the specific conditions and restrictions of the job share
arrangement. A job share employee who has not served an official probationary period shall be
subject to a one-year probationary period. 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, and seniority accrual, but shall not be eligible for supplemental
benefits for industrial injury, bereavement leave pay, jury duty pay, or other benefits as outlined
herein. Part-time Regular employees shall accrue holiday pay on a prorated basis at the rate of
fifty-two thousandths (.052) of an hour for each regular hour worked or on paid leave. Part-Time
Regular employees are eligible for insurance coverage (pursuant to group health and welfare
insurance contract provisions). If a Part-Time Regular employee elects group health and welfare
insurance coverage, the premiums shall be shared by the City and the employee on a prorated basis
at the same ratio to full-time employee benefits as the employee’s work hours bear to full-time
employees’ work hours. If a Part-Time Regular employee moves to Regular status, the employee
1
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.
1.6 A Part-Time employee (status codes 8a and 8b) is defined as an employee hired
to work less than a full-time employee, but not more than 1,560 hours in a fiscal year. A status
code 8a employee works for a period not to exceed one thousand (1,000) hours per fiscal year. A
status code 8b employee works for a period not to exceed one thousand five hundred and sixty
(1,560) hours per fiscal year and is eligible to participate in the CalPERS retirement plan. A Part-
Time employee will be limited to less than 1,000 hours per fiscal year unless approved by the
Personnel Director. A Part-Time employee shall receive not less than the minimum rate for the
job, and shall be eligible for sick leave pay per California state law, but shall not be eligiblefor
holiday pay, and other benefits as outlined herein, nor shall the employee be eligible for group
health and welfare insurance coverage. The employee may be eligible for participation in the
retirement plan pursuant to the City’s contract with PERS. After completion of twenty-four (24)
months of continuous service, the employee will be entitled to vacation pay on the same basis as
Regular employees. If a Part-Time employee is reclassified to Regular 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.
1.7 A Temporary employee (status code 9) is defined as an employee hired for
temporary, occasional or seasonal work for a period not to exceed 1,000 hours in a fiscal year. A
status 9 employee works on-call, seasonal, intermittent or on an irregular schedule for a period not
to exceed one thousand (1,000) hours per fiscal year. A Temporary employee shall receive not less
than the minimum rate for the job and shall be eligible for sick leave pay per California state law,
but shall not be eligible for holiday pay, vacation pay, or other items as outlined in this document,
nor shall the employee 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
Temporary employee moves to another status, the employee shall not be credited with the
employee’s service as a Temporary employee in determining eligibility for benefits.
1.8 A City Council member is defined as an elected officer elected by the citizens of
the City of Redding. Members receive compensation pursuant to the City’s Municipal Code, are
eligible for participation in California Public Employees Retirement System (CalPERS) pursuant
to Government Code Section 20361 and are eligible for group health and welfare insurance
coverage on the same basis as Regular employees.
Pursuant to Sections 2.16.010 and 2.20.010 of
the Redding Municipal Code, the elected City Clerk and the elected City Treasurer receive the
same benefit level as a City Council member.
1.9 Probationary Periods: Regular and Part-Time employees shall serve a
probationary period of one (1) year upon initial appointment to each status. Such probationary
period is considered to be a continuation of the selection process and employees may be terminated
from employment or demoted without recourse at any time, pursuant to the grievance procedure.
An employee’s probationary period shall be extended by the duration of any unpaid absence of ten
(10) or more consecutive days. The probationary period will start over for any employee who
transfers to another position during the probationary period. The probationary period may be
extended in circumstances where further evaluation of the employee is necessary. Employees
serving their initial probationary period shall not be eligible for leave of absence, supplemental
benefits for industrial injury, nor be given preferential consideration for promotion or transfer.
2
Temporary employees do not serve a probationary period, as the appointment is temporary by
definition and can be terminated at any time.
An employee transferring into an Unrepresented position on a promotional basis shall serve a
probationary period of one (1) year upon appointment to the Unrepresented position. The probation
period is considered an extension of the promotional process. Employees not successful during the
promotional probation will not be eligible to return to their previous position, and are subject to
termination from employment.
1.10 Re-employment: With the recommendation of a Department Director and
approval of the Personnel Director, a past employee who both passed the probationary period and
resigned in good standing may be re-employed within two years of the effective date of resignation,
to a vacant position in the same classification. Such re-employment shall, for all purposes, be
considered as though it were an original appointment. The reinstated employee shall serve a new
probationary period.
ARTICLE 2: COMPENSATION AND CLASSIFICATIONS
2.1 Employees shall be paid the salary or wage rate established for their classification.
Upon initial appointment to a classification, an employee shall normally be paid the lowest
compensation rate for that classification. An employee may, however, be paid a rate above the
lowest rate if circumstances justify it. When an employee is appointed to a higher paid
classification which has a compensation range overlapping the range of the employee’s previous
classification, the employee shall be paid at the rate of the classification to which the employee is
being appointed, which is at least five percent (5%) more than the employee’s present rate, but not
more than the top rate of the classification to which the employee is appointed. Step increases
require an overall performance evaluation rating of “meets job standards or higher,” at each and
every successive pay step, Department Director and Personnel Director approval and may be
granted after twenty-six (26) full pay periods of employment in each step of the established pay
range. 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. A promotion to a higher paid
classification does not change the anniversary date for compensation increases.
2.2 Exempt employees are eligible for Pay-For-Performance adjustments in accordance
with the City’s Pay-For-Performance Policy. Salary rate changes shall be made on the first day
of the pay period closest to the anniversary of an employee’s employment date.
2.3 Compensation shall be paid at bi-weekly intervals on Thursdays for a pay period
ending no earlier than the preceding Saturday. If a payday falls on a fixed holiday, payments shall
be made on the preceding workday. All employees hired after January 1, 2005, must make
arrangements to have their pay deposited to a bank account via electronic transfer.
2.4 When an employee is temporarily assigned to work in a lower-paid classification
than the employee’s normal classification, the employee’s compensation will not be reduced.
2.5 Whenever a Regular employee is assigned by the City to replace an absent
employee in a higher-paid classification and the employee performs a substantial majority (greater
than fifty percent \[50%\]) of the absent employee’s duties for a full work day, such employee shall
3
have their compensation increased by at least five percent (5%), but not to exceed the range of the
higher classification. Department Director approval is required.
2.6 When an employee is assigned to fill a vacant position or replace an absent
employee in a higher-paid classification and performs a substantial majority (greater than fifty
percent \[50%\]) of the duties of the higher classification for a period that extends beyond one full
pay period, such employee shall be temporarily reclassified to the higher position. The employee’s
compensation shall be increased by at least five percent (5%), but not to exceed the top of the range
established for that classification. Department Director and Personnel Director approvals are
required.
2.7 In addition to regular compensation, shift differential pay shall be added to the
regular base rate of pay for regular hours worked as follows:
0B PAY
EXCEPT WHEN:
PERCENTAGE
Between 4:00 p.m. and 12 midnight 3.5% The shift ends on or before 6:00 p.m.
Between 12 midnight and 8:00 a.m. 5% The shift starts at 6:00 a.m. or later.
2.8 Educational incentives and Police Officer Standards and Training (POST)
certification pay shall be added to base pay for Public Safety Management – Police Management
personnel as follows, with a 12.5% incentive pay cap for both POST/educational incentives in this
section and Bilingual pay incentive in Section 2.12 below (not including the $130 education
incentive pay):
Formatted: Indent: Left: 0"
Formatted: Justified, Indent: Left: 0"
POLICE MANAGEMENT
Formatted: Indent: Left: 0", First line: 0"
PAY REQUIREMENTS
Formatted: Justified, Tab stops: Not at 0" + 0.5" + 0.56"
+ 0.81" + 1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" +
4.5" + 5" + 5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" +
Associate of Arts or Science degree, or a POST Intermediate Certificate.
2.5% *
9" + 9.5" + 10" + 10.5" + 11" + 11.5" + 12" + 12.5" +
13"
Formatted: Tab stops: Not at 0" + 0.5" + 0.56" + 0.81" +
1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" + 4.5" + 5" +
POST Advance Certificate.
5.0% *
5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" +
10" + 10.5" + 11" + 11.5" + 12" + 12.5" + 13"
Formatted: Tab stops: Not at 0" + 0.5" + 0.56" + 0.81" +
1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" + 4.5" + 5" +
2.5%* Bachelor of Arts of Science degree
5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" +
10" + 10.5" + 11" + 11.5" + 12" + 12.5" + 13"
Formatted: Tab stops: Not at 0" + 0.5" + 0.56" + 0.81" +
2.5% * Master’s Degree , POST Command College or FBI National Academy.
1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" + 4.5" + 5" +
5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" +
10" + 10.5" + 11" + 11.5" + 12" + 12.5" + 13"
* The annual additional educational incentive shall be $130 to be paid in equally divided installments
Formatted: Justified
with the City’s regular bi-weekly payroll processing. The additional education incentive will be
Formatted: Indent: First line: 0"
added to any one (1) educational incentive pay.
Formatted: Tab stops: Not at 0" + 0.5" + 0.56" + 0.81" +
1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" + 4.5" + 5" +
5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" +
2.9 Educational incentives and Professional Certificate/Specialty Assignment Incentive
10" + 10.5" + 11" + 11.5" + 12" + 12.5" + 13"
pay shall be added to base pay for Public Safety Management – Fire Management personnel as
Formatted: Justified, Tab stops: Not at 1.35"
follows, with a 12.5% incentive pay cap for both Professional Certificate educational incentives in
this section (not including the $100 education incentive pay):
4
FIRE MANAGEMENT
PAY 1B REQUIREMENTS
2.5%* Fire Officer Certificate or Company Officer Certificate
2.5%* Associate of Arts or Science degree
California State Fire Marshal (CSFM) Chief Fire Officer Certification OR
2.5% *
Center for Public Safety Excellence (CPSE) Chief Fire Officer Certificate.
2.5% * Bachelor of Arts or Science Degree
Master of Arts or Science Degree OR Executive Fire Officer Certificate
2.5% *
OR National Fire Academy (NFA) Executive Fire Officer Certification
Certification in Emergency Management from CalOES or Equivalent
2.5%*
SCHMRT
5.0%**
HAZMAT Team Leader (as designated by SCHMRT)
2.5%**
HAZMAT Incident Commander, Emergency Management Specialist or Strike
2.5%**
Team Leader
*The annual additional educational incentive shall be limited to $100 in total to be paid in equally
divided installments with the City’s regular bi-weekly payroll processing. The additional education
incentive will be added to any one (1) educational incentive pay.
**Available only for the Deputy Fire Chief classification.
2.10 8 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 a classification 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.
2.119 The City Manager, at his/her discretion, may provide severance pay not to exceed
one year of salary to Administrative employees when it is deemed to be in the best interests of the
City.
5
2.12 Bilingual pay shall be paid to the Chief of Police classification, if qualified through
the Redding Police Department’s recognized testing process, to utilize bilingual skills (including
sign language) as follows:
PAY REQUIREMENTS Formatted: Justified, Widow/Orphan control, Tab stops: 0",
Left + 1.31", Left + Not at -0.5" + 0" + 0.56" + 0.81" +
Proficient
2.5%*
1.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" + 10" + 10.5"
+ 11" + 11.5" + 12" + 12.5" + 13"
Formatted: Justified, Widow/Orphan control, Tab stops: 0",
*The bilingual pay incentive will be included in the regular rate of pay.
Left + 1.31", Left + Not at -0.5" + 0" + 0.56" + 0.81" +
1.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" + 10" + 10.5"
+ 11" + 11.5" + 12" + 12.5" + 13"
ARTICLE 3: HOURS AND OVERTIME
Formatted: Justified, Widow/Orphan control, Tab stops: 0",
Left + 0.5", Left + 1", Left + 1.31", Left + 2", Left + 2.5",
3.1 All Regular employees will receive full-time employment for each workweek
Left + 3", Left + 3.5", Left + 4", Left + 4.5", Left + 5",
Left + 5.5", Left + 6", Left + 6.5", Left
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.
3.2 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday
through Saturday, and except as otherwise provided, a basic workweek is normally defined to
consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin
on any day of the week and at any hour of the day during the workweek. Shift employees may be
assigned any hour and/or days of work. The basic workweek or work shift may be modified by
mutual agreement of the City and the affected employee(s) in those situations where such a
modification serves the interests of both the City and its employees.
3.3 Except as otherwise provided in this section, overtime:
FOR FULL-TIME REGULAR EMPLOYEES IS DEFINED AS:
Time worked in excess of forty (40) hours in a workweek.
2B A
Time worked in excess of eight (8), nine (9), ten (10), or twelve (12) hours as applicable on
B
a scheduled workday.
Time worked on a non-workday or on a holiday.
C
Time worked outside of regular hours on a workday.
D
FOR PART-TIME AND TEMPORARY EMPLOYEES IS DEFINED AS:
Time worked in excess of forty (40) hours in a workweek.
A
FOR PART-TIME OR TEMPORARY FIRE SUPPRESSION OR 24 HOUR SHIFT
EMPLOYEES IS DEFINED AS:
Time worked in excess of two hundred forty (240) hours in an established 28-day work
A
period.
3.4 Overtime shall be computed to the nearest one-quarter (1/4) hours.
3.5 In cases where the basic workweek or work shift has been modified by mutual
agreement, these overtime requirements may be waived pursuant to applicable law.
3.6 Overtime wages shall be paid to non-exempt employees at a rate equivalent to one
and one-half (1½) times the regular base rate of pay, or at the employee’s option, and with City
approval, the employee may elect to receive time off with pay at the rate of one and one-half hours
6
off for each overtime hour worked. Compensatory time off with pay shall be scheduled in the
same manner as vacations are normally scheduled. Effective January 1, 2005, compensatory time
off accrual shall be limited to eighty (80) hours per fiscal year and subject to a maximum
accumulation of one hundred sixty (160) hours. The working of overtime requires City
management approval.
3.7 Exempt employees, who as a result of their exempt status are not eligible for
overtime pay or compensatory time off, will not have their leave balances (vacation, sick leave,
etc.) reduced for absences of less than four (4) hours. Department Director approval is required.
3.8 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. 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 each time an employee is required to report back to work,
except however, that employees shall not be paid more than time and one-half the regular rate of
pay for any given time period. If an employee reports back to work for such work outside of the
employee’s regular hours on a workday and continues to work into the employee’s regular hours,
the employee shall be paid overtime compensation only for the actual time worked.
3.9 Whenever personnel in the Deputy Fire Chief classification are required to change
work schedules from forty (40) to fifty-six (56) hours or vice versa, the employee’s vacation and
sick leave balances will be adjusted accordingly by applying the following formula:
3B WORK SCHEDULE FACTOR
Forty (40) to fifty-six (56) hours 1.4
Fifty-six (56) to forty (40) hours 0.715
ARTICLE 4: SICK LEAVE
4.1 Sick leave with pay shall be accumulated for each Regular and Part-Time Regular
employee at the rate of forty six thousandths (.046) of an hour for each regular hour worked, or on
paid leave. (Accrual rate approximately one \[1\] day per month.)
Part-time and Temporary employees will accrue paid sick leave at a rate of one hour for every 30
hours worked which is equivalent to a rate of .033 per hour worked. Part-time and Temporary
th
employees shall eligible to use the sick leave accrual on the 90day of employment, and will be
limited to 24 hours or three days of paid sick leave in each year of employment.
4.2 Paid sick leave shall be allowed for a non-work related absence due to:
7
The inability of an employee to be present or perform duties because of personal
A
illness, off-duty injury, or confinement for medical treatment.
The ability to attend personal medical or dental appointments, which are
B
impractical to schedule outside of regular working hours.
The need to be present during childbirth, surgery, critical illness or injury
involving members of the immediate family for up to forty (40) hours per
C
incident.
For family sick leave up to forty-eight (48) hours per calendar year for members
D
of the immediate family.
“Immediate family” as used herein includes only the employee’s spouse, children, grandchildren,
brothers, sisters, parents or grandparents of spouse or employee, or other persons who are living in
the employee’s immediate household. The relationships included herein shall apply whether by
blood or marriage. Sick leave to include mental or physical illness.
4.3 Management may require satisfactory evidence of sickness or disability, including
written verification from a licensed medical practioner, before payment for sick leave will be
made. The City may also require an employee requesting to return to work after sick leave or leave
of absence for medical reasons to submit to a medical examination at City expense by a physician
or physicians approved by City for the purpose of determining that such employee is fit and able to
perform the duties of the employee’s former position without hazard to the employee, fellow
employees, or the employee’s own permanent health.
4.4 If an employee is off on sick leave on a fixed holiday, the holiday credit will be
used. However, if an employee is off on sick leave on a floating holiday, sick leave balances will
be used and the holiday credit will be deferred.
4.5 In the event an employee exhausts all paid leave as a result of an illness or injury,
and subject to the approval of the employee’s Department Director and the Personnel Director,
such employee may be advanced sick leave from his or her future accruals up to eighty (80) hours.
Once the employee returns to duty, sick leave accrual hours will be applied to the negative sick
leave account until it is zero. Should the employee terminate City employment with a negative
sick leave balance, appropriate adjustments will be made to final paid leave cash pay-outs or other
City monies owed the employee. If insufficient funds are due to the employee by the City, the
employee shall directly reimburse the City for advanced sick leave in excess of the funds, if any,
previously withheld. Such direct reimbursement will be waived for employees who are terminally
ill or totally disabled (100%).
4.6 Any employee who after ten (10) years but less than fifteen (15) years of continuous
service to the City terminates employment shall be paid at the employee’s regular pay rate for
thirty-three and one-third percent (33 a%) of the employee’s accumulated sick leave hours. For
employees with fifteen (15) years but less than twenty (20) years of continuous service, the
percentage set forth above shall be increased to forty-five percent (45%). For employees with
twenty (20) years or more continuous service, the percentage set forth above shall be increased to
sixty percent (60%).
8
Upon retirement, any sick leave pay out the employee is eligible to receive will be
transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick
leave pay out amount will be calculated using the percentage levels described in the paragraph
above. However, if the sick leave payout is less than $5,000, then the employee is not entitled to
participate in the VantageCare Retirement Health Savings Plan and shall receive a cash pay out as
described in the paragraph above. Any sick leave amount remaining will be used as service credit
toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the
City of Redding and CalPERS.
ARTICLE 5: VACATIONS
5.1 Regular and Part-Time Regular employees shall accrue vacations, based on the
length of their continuous service measured from their date of employment, with pay up to a
maximum of 500 hours, for each regular hour worked, or on paid leave, as follows:
ACCRUAL THROUGH YEARS OF
APPROXIMATE
RATE PER FROM PAY SERVICE
ACCRUAL RATE
HOUR PERIOD
th
.039 Date of Employment 104 2 weeks 1-4
A
thth
.058 105234 3 weeks After 4
B
thth
.068 235364 3 ½ weeks After 9
C
thth
.077 365494 4 weeks After 14
D
thth
.087 495624 4 ½ weeks After 19
E
th
.096 625 -- 5 weeks After 24
F
5.2 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.
5.3 The City Manager may authorize the accrual of vacation for a new Regular
employee at a rate that exceeds the rate prescribed for the employee’s actual years of service.
5.4 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 established vacation
maximum. In the event of an absence due to an illness or injury that is not job related, the
Personnel Director may approve the accumulation of vacation hours in excess of the established
vacation maximum. The City Manager may also approve the accumulation of vacation hours in
excess of the stated maximum for other extenuating circumstances. Whenever such excess
accruals occur, the employee shall have one year from the date the vacation was canceled or from
the date the employee returns to work from illness or injury to utilize the excess accrual.
5.5 It is City policy that employees take their normal vacation each year at such time or
times as may be approved by their Department.
5.6 Vacation cannot be accrued while an employee is in a non-pay status.
5.7 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
9
period, provided, however, that if the senior employee splits his/her vacation by requesting less
than a full year’s allowance to be scheduled on consecutive workdays, the employee’s preferential
rights shall only apply on one period in that calendar year prior to all other employees being given
consideration in the selection of their first choice vacation period.
5.8 The City shall not require an employee to take vacation in lieu of sick leave or leave
of absence on account of illness.
5.9 If an employee is off duty on vacation on a fixed holiday, the paid holiday will be
used. If an employee is off on vacation on a floating holiday, vacation balances will be used and
the paid holiday will be deferred.
5.10 Employees whose employment with the City is terminated for any reason shall, at
the time of separation, receive pay for any unused vacation hours previously earned.
5.11 The City will, at the employee’s option, compensate employees for accumulated
vacation during any fiscal year as follows:
MINIMUM MAXIMUM
ACCRUAL HOURS PAYABLE
120 40
240 80
360 120
5.12 Employees may contribute their earned vacation hours to an employee approved for
the vacation donation program. Vacation is donated and granted on the basis of the dollar value of
the donor’s base pay rate.
ARTICLE 6: HOLIDAYS
6.1 Regular employees, except as otherwise provided herein, shall be entitled to have
the following holiday time off with pay:
DESCRIPTION OF HOLIDAY Fixed Floating
st
January 1 X
4B 1
The third Monday in January, known as Martin Luther King, Jr. Day X
2
Lincoln Day X
3
The third Monday in February, known as President’s Day X
4
The last Monday in May, known as Memorial Day X
5
th
July 4 X
6
First Monday in September, known as Labor Day X
7
Employee’s Birthday X
8
th
June 19, known as Juneteenth X
9
10
November 11th, known as Veteran’s DayX
10
Thanksgiving X
11
Friday after Thanksgiving X
12
The last half of the normal work shift before Christmas X
13
th
December 25X
14
6.2 If any of the foregoing holidays falls on a Sunday, the Monday following shall be
observed as the holiday, except by those employees who are regularly scheduled to work on
Sunday other than on an overtime basis. Employees who are regularly scheduled to work on
Sundays shall observe such holidays on Sunday. If any of the foregoing holidays falls on a
Saturday, the preceding Friday shall be observed as the holiday, except by those employees who
are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are
regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the
foregoing holidays falls on any day from Monday through Friday, inclusive, and that day is a
regularly scheduled non-workday for an employee, such employee shall be entitled to receive
another workday off with pay, to be scheduled in the same manner as vacation days are normally
scheduled. Employees who work alternative work schedules commonly known as 9/80’s will be
entitled to paid holiday for eight (8) hours, as applicable. If a holiday falls on a usual nine-hour
working day, one hour of vacation or compensatory time will be charged to make up the short fall
of the eight-hour holiday versus the nine hours of missed work. If the employee has no vacation
time, one extra hour at straight time must be worked during that pay period.
6.3 An employee may observe the employee’s birthday holiday on the employee’s
birthday or anytime during the pay period in which the birthday occurs, or the holiday may be
deferred and scheduled as vacations are normally scheduled. Floating holidays shall be scheduled
by employees and the employee’s supervisor 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.
6.4 Notwithstanding the foregoing, employees regularly assigned to work twelve (12)
hour shifts at the Redding Power Plant shall not be entitled to observe the following holidays;
Lincoln Day, Columbus Day, Veterans Day nor the employee’s birthday.
6.5 Employees assigned to work ten (10) hour shifts for the Electric Department shall
revert back to a normal eight-hour workday during the weeks in which holidays occur.
6.6 Employees may be scheduled to work on fixed holidays, in which event an
employee will, in addition to holiday pay, be compensated at the overtime rate of pay for all time
worked on such days. An employee may, however, elect to observe that holiday at another time, to
be scheduled in the same manner as vacation days are normally scheduled. In which event, the
employee will only be compensated for time worked on that day at the overtime rate of pay and
shall not receive holiday pay.
An employee must be in a paid status on both workdays immediately adjacent to the
holiday in order to receive pay for the holiday.
ARTICLE 7: ADMINISTRATIVE LEAVE
11
7.1 Exempt employees may be eligible for paid time off per calendar year as indicated
below:
ADMINISTRATIVE WITH WITH
LEAVE MAY BE DEPARTMENT DIRECTOR CITY MANAGER
GRANTED TO: APPROVAL APPROVAL
Exempt employees:
40 Hours 80 Hours
7.2 Administrative leave is granted on the payroll period closest to January 1 and must
be used by the end of the calendar year or it is forfeited without compensation. No administrative
leave shall be carried over to the next calendar year, nor shall unused administrative leave be
converted to compensation.
7.3 Employees are to schedule administrative leave in the same manner as vacation with
the approval of their Supervisor.
7.4 Employees appointed to an exempt position after the first of the year may be granted
leave on a prorated basis. Administrative Leave balances may be adjusted when employees
separate employment prior to the end of the calendar year.
7.5 Administrative leave may not be taken for the purpose of outside employment or for
self employment.
ARTICLE 8: FUNERAL (BEREAVEMENT) LEAVE
8.1 Regular employees who are absent from work due to the death of a member of the
employee’s immediate family shall receive compensation at the regular rate of pay for the time
necessary to be absent from work, but not to exceed forty (40) working hours per incident.
8.2 “Immediate family” as used herein includes only employee’s spouse; children,
grandchildren, brothers, sisters, parents, or grandparents of either employee or spouse; or other
persons who are living in the employee’s immediate household. The relationships included herein
shall apply whether by blood or marriage.
8.3 Regular 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 per
incident. A maximum of twenty-four (24) hours may be utilized for this type of leave in a calendar
year.
8.4 An employee must be in a paid status on both scheduled workdays immediately
adjacent to funeral leave in order to receive pay for such leave.
ARTICLE 9: JURY/WITNESS DUTY
9.1 A Regular employee who is summoned for jury duty and thus absent from the work
place will be paid for the time lost at the employee’s regular rate of pay.
12
9.2 Whenever any employee is subpoenaed to testify in court as a result of the
employee’s employment and the employee is not an opposing party to the City, the employee shall
be paid for all regular time lost. Employees subpoenaed by the Court for matters unrelated to City
business must utilize vacation or other appropriate leave balances.
9.3 An employee must be in a paid status on both scheduled workdays immediately
adjacent to the jury duty in order to receive pay for such leave.
ARTICLE 10: LEAVES
10.1 A leave of absence may be granted to 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. Employees in an initial probationary period, Part-Time or Temporary status, are not eligible
for leave of absence unless eligible pursuant to the Family Medical Leave Act or the California
Family Medical Leave Act.
(a) A leave will commence on and include the first workday on which the employee is
absent and terminates with and includes the workday preceding the day the
employee returns to work.
(b) All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be
restored to employment on the termination of leave of absence shall be clearly
stated by the City in conjunction with the granting of a leave of absence. An
employee is required to submit medical certifications as to the conditions
necessitating the leave if the leave is a result of exhaustion of sick leave. If the
leave should exceed the initial request, the employee is responsible for requesting
additional time off and providing current medical certifications and return to work
dates. Upon an employee’s return to work after a leave of absence, the employee
will be reinstated to the employee’s former position and working conditions,
providing that the employee is capable of performing the duties of the employee’s
former position, except that if there has been a reduction of forces or the employee’s
position has been eliminated during said leave, the employee will be returned to the
position the employee would be in, had the employee not been on a leave of
absence.
(c) An employee’s status as a Regular employee will not be impaired by a leave of
absence and the employee’s seniority will accrue.
(d)If an employee fails to return immediately on the expiration of the employee’s leave
of absence or if the employee accepts other employment without prior City approval
while on leave, the employee will thereby forfeit the leave of absence and
employment with the City may be terminated.
(e) An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group health and welfare insurance coverage. An
employee may, if eligible, maintain group insurance coverage at the employee’s
expense providing the full monthly premium is received by the City Treasurer on or
13
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 health insurance may be
maintained for up to three (3) calendar months on the normal premium-sharing
formula, providing the employee pays his/her employee’s share of the premium on a
timely basis.
10.2 Family and medical leave for employees shall be administered in accordance with
the provisions of the Federal Family and Medical Leave Act (FMLA), 29 USC Section 2601
et seq., and the provisions of the California Family Rights Act (CFRA), Code of Regulations, Title
2, Division 4, Section 7297.0 et seq., as may be amended from time to time.
10.3 Pregnancy Disability Leave shall be administered in accordance with the provisions
of California Code of Regulations, Title 2, Division 4, Section 7291.2 et seq.
10.4 Vacation Donation Program
(a) This program has been established to allow employees to donate accrued
vacation hours to eligible employees in need. The purpose of this program is to provide a means
by which the eligible employee may obtain authorized paid time off. Employees eligible for the
program must:
1. Be a Regular or Part-Time Regular employee already having completed an
initial probationary period;
2. Have a verifiable long-term illness or injury (non-work related). For this
program, long term is defined as no less than four (4) weeks in duration. It
is the employee’s responsibility to complete and return a Request for
Donation form to the Personnel Department and attach to it a letter from a
licensed physician certifying that the employee has a long-term illness or
disabling injury of at least a four-week duration;
3. Not be eligible for long-term disability insurance benefits;
4. Have exhausted all accrued leaves, including advanced sick leave benefits,
resulting in the employee being in an unpaid status if on approved leave;
5. Have requested and exhausted a sick leave advance.
6. Have the concurrence of the Department Director and Personnel Director.
(b) Once an employee is determined eligible, a posting will be distributed and
use of the donated hours will start as soon as possible.
(c) When utilizing the donation program, recipients shall receive their normal
regular rate of pay, as if being on paid leave status. The benefit shall be payable on regularly
scheduled pay days. A minimum of twenty (20) hours per week must be utilized when there are
available balances. As with paid leave status, recipients shall continue to be eligible to participate
in the group health and welfare related benefits provided by the City.
14
ARTICLE 11: INDUSTRIAL DISABILITY
11.1 A Regular employee, who has completed their initial probationary period, and who
becomes disabled as a result of a work-related injury or illness and is deemed eligible for benefits
under the Workers’ Compensation and Insurance Chapters of the State Labor Code, shall receive
compensation at the rate of eighty-five percent (85%) of the employee’s regular pay. This payment
shall be made in lieu of temporary disability payments, which would be paid under the State Labor
Code, for the period of disability not to exceed six (6) months. At the conclusion of six (6) months
of supplemental benefits at the eighty-five percent (85%) rate, benefits are reduced to seventy
percent (70%) of the employee’s regular pay for an additional six (6) month period. At any time
the employee’s injury/illness is determined to be permanent and stationary or the employee is
retired on a disability pension through CalPERS, eligibility under this provision ceases.
Employees who are covered under the provisions of California Labor Code, Section 4850 and
those employees in their initial probationary period are excluded from this benefit.
In exchange for this benefit, the employee shall pay over to the City compensation
received as a result of the disability, whether from Workers’ Compensation, State Disability
Insurance (SDI), employee group health and welfare insurance benefits or unemployment
compensation benefits. Privately secured insurance is excluded. The employee 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 the disability. In no event shall such payment from the employee to the
City from such sources exceed the amount of the supplemental benefits paid to the employee by the
City in accordance with the provisions of the above paragraph.
11.2 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,
pursuant to the City’s Modified Duty Policy.
11.3 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 11.1 not already repaid from the other sources mentioned in 11.1 shall
be repaid to the City by the employee.
11.4 Vacation and sick leave shall accrue while an employee is absent from work and
receiving the supplemental benefits as set forth in 11.1 or the benefits of Section 4850 of the Labor
Code of the State of California. Regular and Part-Time Regular employees who are not in a City-
paid status and on leave receiving Workers’ Compensation temporary disability benefits, may, at
their option, maintain their group health insurance coverage for up to a maximum of a cumulative
total of three (3) years, which includes the period in which the employee is receiving supplemental
disability benefits as set forth under 11.1, provided the employee pays his or her normal share of
the group health insurance program premium, if any. Holidays which occur during the period for
which an employee is receiving temporary disability compensation shall not be recognized for
compensation purposes.
ARTICLE 12: EXPENSES
15
12.1 The following provisions allow for a fair and equitable means of reimbursing
expenses incurred while conducting City business, i.e., traveling to authorized meetings, seminars,
training sessions, luncheons and other events approved by the Department Director.
12.2 Transportation-Related Expenses:
(a) When City business requires that an employee commute to or from work in
a City owned or leased vehicle, that employer provided vehicle cannot 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 Service (IRS).
(b) Whenever employees use their personal vehicles for City business at the
City’s convenience, reimbursement will be at the rate per mile established by the City Manager,
but not higher than the rate established by the Internal Revenue Service.
(c) Whenever employees use their personal vehicle for the employee’s
convenience for out of City travel on official City business, the total allowance for transportation
shall in no case exceed the cost of coach-class air passage if such service is available. (This would
include any additional expenses that would be incurred for lodging, meals and other expenses.)
(d) The City is not responsible for any loss or damage, operating maintenance
or repair expenses to personal vehicles used on City business.
(e) Travel time will be allowed on the same basis as if the employee had
traveled by air. The employee will charge to the City only the time that would have been required
to make the trip using airline transportation. All time in excess of air travel time will be charged to
the employee. Exceptions may be authorized by the Director of Finance in cases where it is
beneficial to the City for the employee to use their personal vehicle.
12.3 Lodging and Meal Related Expenses:
(a) Employees who have a temporary work assignment at such distance that it
is impractical for them to return to their regular residence will receive a per diem for meals,
lodging and incidental expenses as determined utilizing the GSA Travel Rate for the duration of
such assignment. 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 will be paid by the City.
(b) Not withstanding (a) above, Lodging expenses may be reimbursed at actual
and reasonable costs as approved by the Department Director, or designee. Receipts are required
to support expenses.
(c) Travel per diem are included in an individual’s gross wages as determined
by the Internal Revenue Service (IRS).
12.4 The City shall pay the reasonable cost of repair or a prorated replacement of
uniforms, glasses, watches or other personal property up to three hundred dollars ($300) damaged
in the course of employment. This provision does not apply to items lost or damaged as a result of
negligence of the employee.
16
12.5 An employee who is required to change residence to accommodate
employment with the City may be compensated for moving expenses, under special circumstances,
subject to approval by the City Manager.
ARTICLE 13: UNIFORM ALLOWANCE
13.1 An annualuniform allowance shall be provided to Public Safety Management
personnel required to wear a uniform as part of their normal job duties, as opposed to occasional
ceremonial functions, as follows:
CLASSIFICATION AMOUNT
$900
Fire Chief
$900
Police Chief
$900
Deputy Fire Chief
$600
Police Services Manager
13.2. The annual uniform allowance will be paid in equally divided installments on a bi-
weekly basis with the City’s regular payroll processing.
13.3. Effective upon City Council approval, the Fire Chief and Deputy Fire Chief will be
provided a one-time payment in the amount of $300 and $400 respectively to be used toward their
uniform allowance. Beginning with the next fiscal year thereafter, the annual uniform allowance
will be as follows:
CLASSIFICATION AMOUNT
$1,200
Fire Chief
$1,300
Police Chief
$1,200
Deputy Fire Chief
$600
Police Services Manager
13.4. Newly hired employees will receive the full amount indicated above in Section
13.3. In July following the new employee’s hire date, regardless of time with the respective
department, the employee will begin receiving bi-weekly installments with the regular payroll.
ARTICLE 14: EMPLOYEE GROUP HEALTH & WELFARE INSURANCE BENEFITS
14.1 Regular and Part-Time Regular employees and City Council members are eligible to
participate in the City’s group health and welfare insurance benefit program, which includes the
medical, prescription, dental, vision, life and long term disability insurance plans, effective the first
day of employment. The City shall pay the cost of the program for Regular employees and City
Council members and dependents as indicated below. If a Part-Time Regular employee elects
insurance coverage, premiums shall be shared by the City and the employee on a pro-rated basis at
the same ratio to full-time employee benefits as the employee’s work hours bear to full-time
employees’ work hours. Benefit highlights include:
17
(a) Life Insurance:Twice annual compensation up to $250,000. More specific
benefit information is provided in the carrier’s booklet.
(b)Health Benefits: City’s contribution toward the monthly group health and
welfare insurance composite premium rate shall be ninety percent (90%) and the employee will begin
paying ten percent (10%) of the rate through a bi-weekly payroll deduction. The ten percent (10%)
st
co-share of premium will be recalculated every January 1 to coincide with the renewal of the City’s
Group Health Insurance Plan. The City has established a Section 125 Plan to redirect the portion of
the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical,
prescription, dental and vision insurance composite premium rate.
Beginning Calendar Year 2013, the City will offer two health plans, a “Base Plan” and an
optional “Buy Up Plan”. All eligible employees will be enrolled in the “Base Plan” and will have the
option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment
period for each subsequent calendar year. Changes will be effective at the beginning of the following
calendar year. The City’s contribution toward the monthly group health and welfare insurance
composite premium rate for the “Base Plan” shall be ninety percent (90%) and the employee will
pay ten percent (10%) of the premium rate through a bi-weekly payroll deduction. Employees
electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s
contribution of 90% of the “Base Plan” composite rate.
Effective December 29, 2019, the City’s contribution for the Group Health and Welfare Insurance
Plan will transition to a monthly flat rate contribution. The City’s monthly flat rate contribution will
be established for Calendar Year 2020 in the amount equal to a 90% City contribution toward the
“Base Plan”. Each year thereafter, the City and the employee will share the premium increase in equal
amounts (50% each). Employees electing to enroll in the “Buy Up Plan” will be responsible for
premiums beyond the City’s contribution toward the “Base Plan” rate.
Effective December 25, 2022, all employees participating in the Group Health and Welfare
Insurance Plan will pay twenty percent (20%) co-share of premium. The City’s contribution toward
the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be
80%. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond
the City’s contribution of 80% of the “Base Plan” composite rate.
Effective February 19, 2019, all active employees will be able to select an optional high deductible
plan (medical and prescription only) as an additional lower cost option for group health. The City
will contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward
the “Base Plan”, for the high deductible plan. Retirees are not eligible for the high deductible plan.
For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the
Benefit Summary Plan Description.
Employees with spousal coverage will be allowed to “opt out” of the City’s group health
and welfare insurance coverage (cease paying their share of the premium) beginning on January 1,
2013. Employees “opting out” of the City’s group health benefits must provide proof of alternative
health care coverage on an annual basis during the open enrollment period.
(c) Prescription Benefits: Employee co-payments as shown in the following table:
Effective 9/1/2011 Effective 1/1/21
Retail (34 days’ supply) Co-Payment Co-Payment
18
Generic $10.00 $10.00
Brand $40.00 $50.00
No Generic Available $20.00 $20.00
Mail (90 days’ supply)
Generic $20.00 $20.00
Brand $70.00 $100.00
No Generic Available $40.00 $40.00
Note: Maintenance medications (i.e. a medication taken longer than 60 days) that are filled at the
retail co-pay amount more than twice will be filled at the mail order co-pay amount.
The premium cost of the Prescription benefit program is outlined under “Health Benefits” above.
(d) Dental Benefits: The premium cost of the Dental benefit program is outlined under
“Health Benefits” above. For specifics regarding the City’s Dental Plan, refer to the Benefit
Summary Plan Document.
(e) Long Term Disability: After three (3) months, sixty percent (60%) of employee’s
compensation to a maximum of $5,000 per month integrated with all other income benefits payable
to age 65. More specific benefit information is provided in the carrier’s booklet.
(f) Vision Care: The premium cost of the Vision benefit program is outlined under
“Health Benefits” above. For specifics regarding the City’s Vision Plan, refer to the
Benefit Summary Plan Document.
Effective September 1, 2011, health benefits not provided by Blue Shield will no longer be offered.
14.2 (a) Tier I – Group Health Benefits at Retirement for Employees and Elected
Officials Hired or Elected Prior to August 7, 2011
All active employees and elected officials hired or elected prior to August 7, 2011, who retire from
the City with five (5) or more years of City service (and eligible for CalPERS benefits upon
separation of service) shall be eligible for the City to pay a 50% proportionate share of costs of the
insurance premium should the active employee or elected official transitioning to retirement elect
to participate in the group health plan or the group health, dental and vision plan also made
available to active employees. To initially qualify for the benefit, the employee or elected official
must go directly from active status to retiree status with CalPERS. To maintain a qualified status,
and to continue to receive the benefit, the retiree must continue the group medical insurance during
retirement without a break in coverage. Payments by the City will be discontinued upon
termination of group medical insurance coverage by the City retiree or loss of qualified status by
the retiree. Following the death of a retiree, the surviving spouse, if any, may continue the
insurance and the City will continue the benefit on the same terms and conditions for the life of the
surviving spouse. The City will not contribute payments on behalf of any retiree hired prior to
August 7, 2011 except as set forth above.
14.2 (b) Tier 2 – Group Health Benefits at Retirement for Employees and Elected
Officials Hired or Elected On or After August 7, 2011
19
All active employees and elected officials hired or elected on or after August 7, 2011, who
retire during the term of this MOU and who have five (5) or more years of City service (and are
eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay a
proportionate share of the cost of the insurance premiums in accordance with the following
formula: two percent (2%) for every year of active service with the City of Redding up to a
maximum of fifty percent (50%) should the active employee or elected official transitioning to
retirement elect to participate in the group health plan or the group health, dental and vision plan
also made available to active employees. To initially qualify for the benefit, the employee or
elected official must go directly from active status to retiree status with CalPERS. To maintain a
qualified status, and to continue to receive the benefit, the retiree must continue the group medical
insurance during retirement without a break in coverage and the retiree and their covered spouses
who reach Medicare A/B eligibility age must enroll in Medicare. Payments by the City will be
discontinued upon termination of group medical insurance coverage by the City retiree or loss of
qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may
continue the insurance and the City will continue the benefit on the same terms and conditions for
the life of the surviving spouse. The City will not contribute payments on behalf of any retiree
hired after August 7, 2011 except as set forth above.
14.2 (c) Retiring employees who were hired or who worked under a different Memorandum
of Understanding (MOU) or City Resolution than the one in effect at the time of retirement shall be
vested with the greatest retiree premium co-share formula in effect and for which that employee
qualified for during his or her term of employment.
14.2 (d) Beginning Calendar Year 2013, the City will offer two health plans, a “Base Plan”
and an optional “Buy Up Plan”. All retired employees participating in the group health plan will be
enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up
Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes
will be effective at the beginning of the following calendar year. The City shall pay a proportionate
share of the cost of the “Base Plan” insurance premiums as outlined above in sections 14.2 (a) and
14.2 (b). Participating retired employees electing to enroll in the “Buy Up Plan” will be responsible
for premiums beyond the City’s contribution of the “Base Plan” composite rate. The City’s
proportionate share of payments referenced above in 14.2 (a) and 14.2 (b) shall apply only to the
premium for the “Base Plan”.
14.3 Regular employees are eligible to participate in the City’s Deferred Plan through
voluntary payroll deductions from the employee’s pay.
14.4. The City offers the VantageCare Retiree Health Savings Plan to Regular employees.
ARTICLE 15: RETIREMENT PROGRAM
15.1 All Regular, Part-Time Regular, qualified Part-Time employees, and elected
officials are covered by the California Public Employees’ Retirement System (CalPERS) program.
Elected officials may choose to opt out of participating in CalPERS at the time of assuming office.
Tier 1 – Non-Safety Employees and Elected Officials
15.2 (a) Regular employees hired prior to January 1, 2013, and elected officials elected
prior to that date, and those considered to be “Classic CalPERS Members” and will be covered
20
under the 2.0% at age 55 retirement benefit formula with the 12 highest paid consecutive months
final compensation provision. Employees and elected officials will be covered by the Indexed
level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Survivor
Continuance allowance; credit for unused sick leave; and military service credit buy back option.
The employee contribution of seven percent (7%) of pensionable earnings will be paid by the
employee through a bi-weekly payroll deduction on a pre-tax basis or monthly for elected officials.
Regular employees vested in Tier 1 who leave City employment and subsequently are rehired will
be re-employed with Tier 1 status for CalPERS benefits.
All CalPERS eligible Tier 1 employees agree to cost sharing of the CalPERS contribution rate in
accordance with Government Code Section 20516, effective December 27, 2020. The additional
contribution of pensionable earnings will be paid by the employee through a bi-weekly payroll
deduction on a pre-tax basis.
Employees have agreed to cost sharing of the contribution rate in accordance with Government
Code Section 20516 as follows:
One percent (1.0%), effective December 27, 2020 \[total employee contribution of 8%\];
Formatted: List Paragraph, Left
An additional 1.125 percent (1.125%) for a total of nine point one two five percent
(9.125%), effective as soon as administratively feasible after City Council approval of the
successor Employment & BenefitsPolicies for Unrepresented Employees \[total employee
Formatted: Font: Times New Roman, 12 pt
contribution of 9.125%\]
Effective December 27, 2020:
Increase contribution rate 1%
The City will also provide non-safety employees hired prior to August 7, 2011, and elected
officials elected prior to that date with the Public Agency Retirement System (PARS) 0.7% at age
55 retirement benefit formula for each year of regular City Service, any prior CalPERS service and
CalPERS service credit purchased and credited to the employee’s City of Redding CalPERS
account while an employee or elected official of the City as a supplement to the CalPERS benefit,
so long as the employee or elected official is vested with five (5) years of City service.
Effective October 7, 2017, all regular employees receiving the Public Agency Retirement System
(PARS) benefit will make begin making an employee contribution of 2% of pensionable earnings
that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.
Effective December 26, 2021, all regular employees receiving the Public Agency Retirement
System (PARS) benefit will make an additional employee contribution of .7% of pensionable
earnings (to equate to a total contribution of 50% of normal cost) that will be paid by the employee
through a bi-weekly payroll deduction on a pre-tax basis. This amount is subject to change based
upon the bi-ennial actuarial valuation for the PARS retirement benefit to equal 50% of normal cost.
Tier 2 – Non-Safety Employees and Elected Officials
15.2 (b) Pursuant to the California Public Employees’ Pension Reform Act of 2013
(PEPRA), employees hired on or after January 1, 2013, and elected officials elected on or after that
date will be covered by the 2.0% at age 62 retirement formula with the 36 highest consecutive
months final compensation provision as a “New CalPERS Member” if the employee or elected
official 1) has not been a member of a California Public Retirement System, or 2) had prior
21
CalPERS/reciprocity service with a break in service of six months or longer. Employees and
elected officials will be covered by the Indexed level of 1959 Survivors’ Benefit Program
(Government Code Section 21382.4) Survivor Continuance allowance; credit for unused sick
leave; and military service credit buy back option. Also pursuant to PEPRA, New CalPERS
Members will be responsible for paying one-half of the total normal cost rate for the retirement
benefit on a bi-weekly pre-tax basis for employees or monthly for elected officials.
Employees hired on or after August 7, 2011, and elected officials elected on or after that
date will not be eligible for the Public Agency Retirement System (PARS) 0.7% at age 55
supplemental retirement benefit formula.
Tier 1 –“Classic” Public Safety Management Employees
15.2 (c) Public Safety Management employees hired prior to September 8, 2012, will be covered
under the 3.0% at age 50retirement benefit formula with the 12 highest paid consecutive months
final compensation provision. Employees will be covered by the Fourth Level of 1959 Survivors’
Benefit Program (Government Code Section 21382.4), Survivor Continuance allowance; credit for
unused sick leave; fifty percent (50%) ordinary disability benefit and military service credit buy
back option. The employee contribution of nine percent (9%) of pensionable earnings will be paid
by the employee through a bi-weekly payroll deduction on a pre-tax basis. .
Employees have agreed to cost sharing of the contribution rate in accordance with Government
Code Section 20516 as follows:
Three percent (3.0%), effective December 29, 2019 \[total employee contribution of 12%\];
An additional 1.5 percent (1.5%) for a total of four and a half percent (4.5%), effective June
13, 2021 \[total employee contribution of 13.5%\];
An additional 2 percent (2%) for a total of six and a half percent (6.5%), effective
September 5, 2021 \[total employee contribution of 15.5%\];
An additional 2 percent (2%) for a total of eight and a half percent (8.5%), effective
September 4, 2022 \[total employee contribution of 17.5%\].
Regular employees vested in Tier 1 who leave City employment and maintain CalPERS
membership, and subsequently are rehired, will be re-employed with Tier 1 status for CalPERS
benefits.
Tier 2 – “Classic” Public Safety Management Employees
15.2 (d) Public Safety Management employees hired between September 8, 2012, and
December 31, 2012, and those hired on or after January 1, 2013 who are considered to be “Classic
CalPERS Members” will be covered under three percent (3%) at age 55 retirement benefit formula
using an average of the highest paid consecutive 36 months of employment when determining final
compensation. Employees will be covered by the Fourth Level of 1959 Survivors’ Benefit Program
(Government Code Section 21382.4), Survivor Continuance allowance; credit for unused sick
leave; fifty percent (50%) ordinary disability benefit and military service credit buy back option.
The employee contribution of nine percent (9%) of pensionable earnings will be paid by the
employee through a bi-weekly payroll deduction on a pre-tax basis.
22
Employees have agreed to cost sharing of the contribution rate in accordance with Government
Code Section 20516 as follows:
Three percent (3.0%), effective December 29, 2019 \[total employee contribution of 12%\];
An additional 1.5 percent (1.5%) for a total of four and a half percent (4.5%), effective June
13, 2021 \[total employee contribution of 13.5%\];
An additional 2 percent (2%) for a total of six and a half percent (6.5%), effective
September 5, 2021 \[total employee contribution of 15.5%\];
An additional 2 percent (2%) for a total of eight and a half percent (8.5%), effective
September 4, 2022 \[total employee contribution of 17.5%\].
Regular employees vested in Tier 1 who leave City employment and maintain CalPERS
membership, and subsequently are rehired, will be re-employed with Tier 1 status for CalPERS
benefits.
Tier 3 – “PEPRA” Public Safety Management Employees
15.2 (e) Pursuant to the California Public Employees’ Pension Reform Act of 2013
(PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.7% at age 57
retirement formula with the 36 highest consecutive months final compensation provision as a
“New CalPERS Member” if the employee 1) has not been a member of a California Public
Retirement System, or 2) had prior CalPERS/reciprocity service with a break in service of six
months or longer. Employees will be covered by the Fourth Level of 1959 Survivors’ Benefit
Program (Government Code Section 21382.4) Survivor Continuance allowance; credit for unused
sick leave; and military service credit buy back option. Also pursuant to PEPRA, New CalPERS
Members will be responsible for paying one-half of the total normal cost rate for the retirement
benefit on a bi-weekly pre-tax basis.
ARTICLE 16: CONTINUING EDUCATION
16.1 Regular, non-probationary, employees who complete City approved courses taken
for credit with a passing grade may, upon application, be reimbursed for the tuition, cost of
required textbooks and required materials, including but not limited to computer software,
calculators, videos, but not to include incidentals such as paper, pens and pencils.
16.2 Employees must obtain prior approval from their Department Director.
Reimbursement under this program shall be limited to four hundred dollars ($400.00) per course
(semester/quarter).
ARTICLE 17: GRIEVANCE PROCEDURE - DISCIPLINE
17.1 Any grievance which may arise between a Regular or Part-Time employee and the
City with respect to discharge, demotion, suspension, or loss of pay of an individual employee,
shall be determined by the provisions of the following Discipline Grievance procedure.
Probationary employees shall not be entitled to invoke the Grievance Procedure with regard to
matters of discharge or demotion. This shall not, however, prevent Probationary employee from
exercising any other rights under this procedure. Every employee designated by the City to hear
grievances shall have the authority to settle them.
23
17.2 Step 1:The initial step in the resolution of a grievance shall be the presentation of
the grievance, in writing, to the Personnel Director, who shall conduct an investigation and attempt
to resolve the grievance. If no resolution of the grievance is achieved, the Personnel Director shall
provide the employee with the City’s answer to the grievance in writing. This step will be taken
during the working hours of the employee.
17.3 Step 2: If a grievance is not resolved in the initial step, the second step shall be the
presentation of the grievance, in writing, to the City Manager or designee, who will answer, in
writing, within ten (10) calendar days. This step shall be taken within ten (10) calendar days of the
date of the answer to Step One.
17.4 Step 3: If a grievance is not resolved in the second step, the third step shall be the
referral of the matter to mediation by either party within twenty (20) calendar days of the answer to
Step Two. Whenever a grievance is referred to mediation, either the employee or the City may
requestthat the California State Mediation and Conciliation Service refer a state mediator. The
mediator shall assist the parties in the resolution of the grievance in the same manner as that which
is normally used in the mediation of interest disputes. Referral to Step Four shall not occur until
the mediator has released the parties from the mediation process.
17.5 Step 4: 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 to arbitration. The fourth step shall be
taken within twenty (20) calendar days of the date of the answer to Step Three.
a) An Arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The arbitrator shall be chosen by mutual agreement of the City and
employee. In the event that City and the employee or their representative are unable
to agree on the selection of an Arbitrator, they shall request the State of California
Mediation and Conciliation Service to nominate five (5) persons to be the
Arbitrator. The City and the employee or their representative each will alternately
challenge two (2) of such nominees, the party having the first challenge to be
determined by lot. The remaining nominee shall be accepted as the Arbitrator and
their compensation and expenses shall be borne equally by the City and the
employee. 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 witnesses. At the employee’s or their representative’s request,
the City shall release employees from duty to participate in arbitration proceedings.
(b) The Arbitrator shall hold such hearings and shall consider such evidence as to the
Arbitrator appears necessary and proper. The decision of the Arbitrator shall be
final and binding on City and the employee, provided that such decision does not in
any way add to, disregard or modify any of the provisions of City policies,
resolutions or ordinances.
17.6 Failure by the employee to meet any of the aforementioned time limits as set forth
in Steps 1, 2, 3, 4, 5, 6, and 7 will result in forfeiture. If the City fails to answer a grievance on a
timely basis, the grievance may be advanced to the next step. 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, practices, resolutions or ordinances,
24
nor shall such settlements be cited by either party as evidence in the settlement of subsequent
grievances.
ARTICLE 18: DEFINITIONS
“ACTUAL SERVICE” means paid service on the City payroll in a position in City service.
“ALLOCATION” describes an individual position for which funds have been budgeted to cover
salary and related costs.
“ALTERNATIVE WORK SCHEDULES” describes schedules which permit work days of longer than
eight hours without the obligation to pay overtime. Employees typically work fewer days each
week, with longer hours each day. Common alternative workweek schedules are the “4/10” (four
10-hour days each week), “3/12” (three 12-hour days) and the “9/80” (nine hours each day, five
days one week, four days the next week.).
“CALENDAR YEAR” means a year starting on January 1 and terminating at the close of the
following December 31.
“CITY” means the City of Redding in the State of California.
“CLASS” or “CLASSIFICATION” defines a grouping of positions on the basis of the nature of the
tasks, duties and responsibilities performed so as positions are sufficiently similar that the same
descriptive title, the same requirements as to education, experience, knowledge and ability may be
demanded of incumbents, and so that the same schedule of compensation may be made to apply
with equity.
“COMPENSATION” means the salary, wage, allowances and all other forms of valuable
consideration earned by, or paid to, any employee by reason of service in any position, but does not
include any allowances authorized and incurred as incidents to employment.
“CONTINUOUS SERVICE” means service uninterrupted from date of appointment except for
authorized absence.
“DAY” means calendar day unless specified as a working day.
“DEPARTMENT” includes office, and “office” includes department.
“DEPARTMENT DIRECTOR” means the head of an established office or department having
supervision of such department and office.
“EMPLOYEE” means a person legally occupying a position in City service.
“EXEMPT EMPLOYEE” means an employee in a position not covered by the provisions of the Fair
Labor Standards Act (FLSA), includes most professional, supervisory, managerial and executive
positions.
“FISCAL YEAR” means a City budget year starting on July 1 and terminating at the close of the
following June 30.
25
“FIXED HOLIDAY” means a non-floating holiday.
“FLEXIBLE SCHEDULE” means a workweek schedule of eight hours per day where some
employees begin a shift early in the day and others begin their work later in the day.
“FLOATING HOLIDAY” means a holiday in which the employee may elect, with City approval, to
take the paid holiday off on that date or defer it to another date.
“MONTH” means a period from a particular calendar date in a month to and including the
immediately preceding date of the following month.
“NON-EXEMPT EMPLOYEE” means an employee in a position covered under the provisions of the
Fair Labor Standards Act.
“POSITION” means a collection of duties and responsibilities which require the full-time or part-
time services and employment of one person or more persons in a job share situation.
“REGULAR BASE RATE OF PAY” means the rate established by Schedules of Classifications and
Wage Rates/Salary Ranges or the Executive Management Pay-for-Performance Salary Plan that are
approved by City Council Resolution.
“SENIORITY” means total length of continuous service with the City. Continuity of service will
not be broken and seniority will accrue when an employee is: called to active duty in the Armed
Forces of the United States; on active duty with the National Guard; absent due to industrial injury;
on leave of absence; or on excused leave.
“TITLE” means the designation given to, or name applied to, a classification to the legally
appointed incumbent of each position allocated to the class.
“YEAR” means a period from a particular calendar month and date of a year to and including the
immediately preceding date of the same month in the following year.
26