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Home My WebLink About _ 4.15(a)--Unrep EE Policy Update � � �' � � � � � � ' � �' � � ' � ` CITY OF REDDING REPORT TO THE CITY COUNCIL MEETING DATE: December 19, 2023 FROM: Kari Kibler, Personnel ITEIVI NO. 4.15(a) Director ***APPROVED BY*** � �, � � � �� , i�]�r,Persc�nnel I�irectc�r l:?`1 Ii'2t?'�� rS' �P�ir�,C�i �� ° 1��'��,{'2{}?� kkibler@cityofredding.org btippin@cityofredding.org SUBJECT: 4.15(a)--Resolution Modifying the Employment and Benefit Policies for U�nre resented Em lo ees, effective December 20, 2023 Recommendation Adopt Resolution modifying �he Employment and Benefit Policies for City of Redding Unrepresented Employees, effective December 20, 2023. Fiscal Impact The proposed modifications cause increased costs which cannot be estimated at this time either because they are not going to occur immediately or it is uncertain if or when they will be used. However, there are savings as a result to the modifications to the employees share of Normal Cost of the California Public Employees Retirement System (Ca1PERS), which includes an additional .876% for Classic Miscellaneous employees, an additional 1.73% for Tier 1 Police Safety em�ployees, and an additional 1.62% for Tier 2 Police Safety employees. The total amount of the savings as a result of these modifications is approximately $740,000 per year, of which approximately$25,000 is applicable to the General Fund. Alternative Action City Council (Council) could decline �a approve the resolution and/or provide al�ernative direction to staff. �3ackground/flnalysis The City of Redding's (City) Employment and Benefit Policies for Unrepresented Employees include information regarding benefits and other conditions of employment for unrepresented classifications. If adopted, the resolutian would modify the Employment and Benefit Policies for Unrepresented Employees as follows: Report to Redding City Council December 14,2023 Re: 4.15(a)--Unrep EE Policy Update Page 2 • CaIPERS Retirement Contributions wili increase effective January 2025 — Unrepresented employees wi11 increase their contribution to the employer share of the Ca1PERS retirement contribution, pending the completion of the contract amendment process with Ca1PERS. Employees in the Miscellaneous Classic Tier 1 will begin paying an additional .876% of wages towards the employer share of retirement costs (for a total con�ribution of 10.01%). Safety Classic Tier 1 will pay an additional 1.73% of wages towards the employer share of retirement costs (total employee contribution of 19.23%) and Safety Classic Tier 2 will pay an additional 1.62% of wages towards the employer share of retirement costs (total employee contribution of 19.12%). These additional Ca1PERS contributions ensure employees are paying 50% of their retirement costs. • One Time Salary Increases—Allow City Manager to provide additional salary increases to employees that continually excel or perform work above and beyond expectations up to 10 percent above the top of a classification range for a period not to exceed one year providing the increases do not occur in contiguous years. The policy requires the City Manager to notify Council of any one-time salary increases authorized within 30 days of approval. • For employees that continue to perform outstanding work, the City Manager may request the Council increase the employee's salary by a maximum of five percent on a permanent basis. • Administrative Leave — A11ow City Manager to grant up to 120 hours per year to an exempt employee based on demonstrable and extraordinary workload changes due to the unique nature of the employee's assignments. Currently the City Manager is able to approve a maximum of 80 hours of administrative leave. • Long Term Disability Insurance — Increase monthly benefit maximum from $5,000 to $8,500. • Retiree Health Benefits — Changes the formula used to calculate the City's contribution to retiree health benefits for employees who retire after December 19, 2023. The City shall pay five percent per every year of active service with the City up to a maximum of fifty percent of retiree health benefit costs if the employee retires from City service. The City would pay fifty percent of retiree health benefit costs for elected officials who are elected to two terms of office. Additionally, the leave provisions would be amended to comply with bereavement and reproductive loss leave in compliance with Government Code sections 12945.6 and 12945.7. Environmental Review This is not a project defined under the California Environmental Quality Act, and no further action is required. Council P�^iority/City Manage� Goals • Budget and Financial Management — "Achieve balanced and stable 10-year Financial Report to Redding City Council December 14,2023 Re: 4.15(a)--Unrep EE Policy Update Page 3 Plans for all funds." At�achments ^Resolution ^Fina1 Employment and Benefit Policies for Unrepresented EEs Redline_Employment and Benefit Policies for Unrepresented EEs RESOLUTION NO. 2023- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING ADOPTING AMENDMENTS TO THE EMPLOYMENT AND BENEFIT POLICIES FOR UNREPRESENTED EMPLOYEES EFFECTIVE DECEMBER 20,2023 WHEREAS, staff has recommended that the Employment and Benefit Po]icies for Unrepresented Employees be amended, effective December 20, 2023; and WHEREAS, the City Council deems it to be in the best interest of the City to adopt such recommendation; NOW,THEREFORE,IT IS HEREBY RESOLVED by the City Council of the City of Redding that the Employment and Benefit Policies for Unrepresented Employees be amended, effective December 20, 2023. T HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Redding on the 19t�' day of December, 2023, by the following vote: AYES: COUNCIL MEMBERS: NOES: COUNCIL MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAIN: COUNCIL MEMBERS: TENESSA AUDETTE,1VIayor ATTEST: FORM APPROVED: SHARLENE TIPTON, City Clerk NATALIA K. EBERSOLE, Interim City Attorney NOTE: Amendments to this document are effective December 20, 2023. The following employment and benefit policies are applieable to those emp]oyees not represented by a Recognized Employee Union or Association. CITY OF REDDING EMP�OYMENT AND BENEFIT POLICIES FOR UNREPRESENTED EMPLOYEES � � � � / �� w �� c �� w��w��w��w�� s�s�s�s�s�s� 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-QppOinted 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 sha11 be eligible for all benefits of a Regular employee with the exception of access to the grievance process. The benefits outlined in an employment con�ract 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 l, 1997, may become an Administrative employee only upon muttaal agreement in writing. An Administrative employee shall be eligible for all the benefits of a Regular employee, except these einployees 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 Regulal'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 sha11 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 Pa1't-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 inelude employees involved in job share arrangements. Job share em�ployees sha11 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 sha11 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 bene�ts for industrial ir�jury, 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 fu11-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 Ca1PERS 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 sha11 not be eligible for 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 codes 4 and 9) is defined as an employee hired for temporary, occasional or seasonal work for a period not to exceed 960 or 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 status 9 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. Effective July l, 2024, a status 4 employee is a Ca1PERS retired annuitant who, without applying for reinstatement from retirement, returns to work in a designated retired annuitant position for a period not to exceed nine hundred and sixty (960) hours per fiscal year and is not eligible for any other compensation or benefits in addition to the hourly pay rate. 1.8 A City CounCil member is de�ned 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 (Ca1PERS) 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: Regu]ar and Part-Time em�ployees 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 2 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. 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 inay be re-employed within two years of the effective date of resignation, to a vacant position in the same classification. Such re-employment sha11, for all purposes, be considered as though it were an original appointment. The reinstated employee shall serve a new probationary period. TI L �� T'I L I I I 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 sha11 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 fa11s on a fixed holiday, payments shall be made on the preceding workday. A11 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. 3 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 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 fi11 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 sha11 be added to the regular base rate of pay for regular hours worked as follows: � � A 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 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 salary automatically reverts back to the employee's regular salary rate at the end of the established time period. For employees that continually excel or perform work above and beyond expectations, the City Manager may provide additional salary increases as defined above but at no time will those occur in contiguous years. The City 1Vlanager shall notify the City Council of salary increases authorized pursuant to this section within 30 days of approval. Should an exempt employee continue to perform outstanding work the City Manager may request the City Council increase the employee's salary by a maximum of 5% on a permanent basis. 29 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. I L � TI 3.1 A11 Regular employees will receive full-time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the workweek. 4 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: � � � � � Time worked in excess of forty(40}hours in a workweek. Time worked in excess of eight(8), nine(9), ten(10), or twelve(12)hours as applicable on a scheduled workday. Time worked on a non-workday or on a holiday. � Time worked outside of regular hours on a workday. �� Time worked in excess of forty(40}hours in a workweek. � � � � @ � ° � • � � � • r � � Time worked in excess of two hundred forty (240) hours in an established 28-day work 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 (1'/z) 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 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 l, 2005, compensato�ry 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 compensato�ry time off, wi11 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 im�nediately following the end of the employee's regular shift, the employee sha11 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 warked, but in no event for less than two (2) hours compensation each time an employee is required to report back to work, 5 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: � � � � • Forty(40)to�fty-six(56)hours 1.4 Fifty-six(56)to forty(40)hours 0.715 I c I� 1� 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 wi11 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 employees shall eligible to use the sick leave accrual on the 90th day 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: a The inability of an employee to be present or perform duties because of personal illness, off-duty injury, or confinement for medical treatment. The ability to attend personal medical or dental appointments, which are � 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 incident. � For family sick leave up to forty-eight (48) hours per calendar year for members 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 reguire an employee requesting to return to work after sick leave or leave 6 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 wi11 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 a11 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 employinent 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 wi11 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 sha11 be increased to sixty percent (60%). 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 wi11 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 Ca1PERS, pursuant to the contract between the City of Redding and CaIPERS. T 1� � T S.l 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: � � � � � � �, � ��, � , ;; • �� .039 Date of Employment 104th 2 weeks 1-4 .058 105`" 23�th 3 weeks After� 7 .068 235�' 364�'' 3 '/z weeks After 9 � .077 365th 494th 4 weeks After 14 .087 495`" 624rh 4 '/z weeks After 19 .096 625th -- 5 weeks After 24 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 sha11 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 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. 59 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 s vacation during any fiscal year as follows: 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. T 1� � L 6.1 Regular employees, except as otherwise provided herein, shall be entitled to have the following holiday time off with pay: � e � � � � - � � . � '�:.�� January 1 st X The third Monday in January,known as Martin Luther King, Jr. Day X `�' Lincoln Day X �.��. The third Monday in February,known as President's Day X �:�� The last Monday in May,known as Memorial Day X �,;,, July 4t�' X �'�� First Monday in September,known as Labor Day X �'� Employee's Birthday X ��; June 19`h,known as Juneteenth X ��, November llth,known as Veteran's Day X ��:��; Thanksgiving X Friday after Thanksgiving X ��',�:�� The last half of the normal work shift before Christmas X ��:: December 25t'' X 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 sha11 observe such holidays on Sunday. If any of the foregoing holidays falls on a Saturday, the preceding Friday sha�1 be observed as the holiday, except by those em�ployees 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 fa11s 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 9 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 wi11 be charged to make up the short fa11 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, Veterans Day nor the employee's birthday. 6.5 Employees assigned to work ten (10) hour shifts for the EleCtriC Dep�rtmertt 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 iinmediately adjacent to the holiday in order to receive pay for the holiday. L ?� I I T T L 7.1 Exempt employees may be eligible for paid time off per calendar year as indicated below: � � �;,'� � • � � Exempt employees: � 1 � 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 sha11 unused administrative leave be converted to compensation. 1 See Article 7.6 for circumstances which would allow the City Mana�er to approve administrative leave in excess of 80 hours per calendar year. 10 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. 7.b The City Manager may grant up to one hundred twenty (120) hours per year to an exempt employee based on demonstrable and extraordinary workload changes due to the unique nature of the einployee's assignments. TI L c L 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 or registered domestic partner; children (including miscarriages and stillbirths), 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. Employees are allowed to take up to five (5) total work days d�ue to the death of the employee's "immediate family" in accordance with Government Code section 12945.7. Employees who have exhausted their allowance of paid leave as provided in this section may request to utilize sick leave, vacation or compensatory time off or unpaid leave if the employee wants to take additional time off up to the five (5) total work days of leave provided. Such funeral leave for immediate family as provided in this section need not be taken in consecutive days, but must be used up within three(3) months of the date of the death of the immediate family member. 83 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 bereavement leave in order to receive pay for such leave. �� / �� 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. 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. 11 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. T L� 1 � � 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) A11 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 sha11 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 em�ployee wi11 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 tenninated. (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 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 12 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 sha11 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, Tit1e 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 Reproductive Loss Leave of Absences: Employees who are absent from work due to a reproductive loss event are eligible for up to five (5) days of protected leave per event, subject to a maximum of twenty(20) days in a 12-month period. "Reproductive loss event"is defined as "the day or, for multiple day events, the final day, of a failed adoption, failed surrogacy or unsuccessful assisted reproduction." The reproductive loss leave is unpaid; however, employees may use available accrued paid leave such as vacation, sick time, deferred time off, compensatory time off, etc. The reproductive loss leave must be taken within three (3) months of the reproductive loss event, but the leave days do not need to be consecutive. 10.5 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 �his 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 Persorltlel Departmerlt and attach to it a letter from a licensed physician certifying that the em�ployee has a long-ter�n illness or disabling injury of at least a four-week duration; 3. Not be eligible for long-term disability insurance benefits; 4. IIave exhausted all accrued leaves, including advanced sick leave benefits, resulting in the employee being in an unpaid status if on approved leave; 5. I�ave requested and exhausted a sick leave advance. 6. I�ave 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. 13 (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. TI L 11� I 1� I 1� I I�I 11.1 A Regular em�ployee, 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, sha11 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 Ca1PERS, eligibility under this provision ceases. Employees tivho 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 a11 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 14 which an employee is receiving temporary disability compensation sha11 not be recognized for compensation purposes. TI C 1 c 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 em�ployee to use their personal vehicle. 12.3 Lodging and Meal Related Expenses: (a) Employees who have a tempora�ry work assignment at such distance that it is im�practical 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. 15 (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. 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. TI L i � � �L 13.1 An annual uniform 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: � � � � � � a , � 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. Newly hired employees will receive the fu11 amount indicated above in Section 13.1. 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. L � L E� � 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: (a) Life Insurance: Twice annual compensation up to $250,000. More specific benefit information is provided in the carrier's booklet. 16 (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%) co-share of premium will be recalculated every January l�t 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 wi11 offer two health plans, a"Base P1an"and an optional "Buy Up Plan". A11 eligible employees will be enrolled in the `Base Plan" and wi11 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. Employees who do not complete an annual open enrollment group health medical plan selection wi11 remain in the medical plan the employee participated in during the previous plan year. All employees participating in the Group Health and Welfare Insurance P1an 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" sha11 be 80%. Employees electing to enroll in the `Buy Up P1an" will be responsible for premiums beyond the City's contribution of 80% of the `Base Plan"composite rate. 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 wi11 contribute a flat rate monthly amount, limited to the amount of the City's contribution toward the `Base P1an", 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 wi11 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 bene�ts 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: � . . _ � �� f � � � � � ��: � ; ��.� � � �� ; ��, , Generic $10.00 � $10.00 Brand $40.00 $50.00 No Generic Available $20.00 $20.00 � � � a � � 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. 17 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$$,500 per month integrated with all other income benefits payable to age 65. More specific benefit information is provided in the carrier's booklet. (� 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 Suminary Plan Document. Effective September l, 2011, health benefits not provided by Blue Shield wi11 no longer be offered. 14.2 (a) Tier I — Group Health Benefits at Retirement for Emplovees and Elected Officials Hired or Elected Prior to Au�ust 7, 2011 A11 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 Ca1PERS 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 partieipate 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 CaIPERS. 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 wi11 be discontinued upon termination of group medical insurance coverage by the City retiree or loss of quali�ed 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 Of�cials Hired or Elected On or After Au�ust 7, 2011 All active employees and elected officials hired or elected on or after August 7, 2011, who retire on or before December 19, 2023 and who have five (5) or more years of City service (and are eligible for Ca1PERS 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 elnployee 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. All active employees hired on or after August 7, 2011, who retire after December 19, 2023 and who have five or more years of City service (and are eligible for Ca1PERS benefits upon 1s 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: five percent (5%) for every year of active service with the City of Redding up to a maximum of fifty percent (50%) should the active employee 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. A11 active elected officials elected on or after August 7, 2011, who end City service after December 19, 2023, and who have been elected to two or more terms of office shall be eligible for the City to pay fifty percent (50%) of the share of cost of the insurance premiums should the active elected official 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 Ca1PERS. To maintain a qualified status, and to continue to receive the benefit, the retiree must continue the group medical insurance during retirelnent without a break in coverage and the retiree and their covered spouses who reach Medicare AIB 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 payinents 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 sha11 be vested with the greatest retiree premium co-share formula in effect and for which that employee quali�ed 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 wi11 be enrolled in the `Base Plan" and wi11 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 P1an" 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. TI i c �I T 15.1 A11 Regular, Part-Time Regular, qualified Part-Time employees, and elected officials are covered by the California Public Employees' Retirement System (CaIPERS)program. Elected officials may choose to opt out of participating in Ca1PERS at the time of assuming office. 19 Tier 1 —Non-Safety Employees and Elected Of�cials 15.2 (a) Regular employees hired prior to January l, 2013, and elected officials elected prior to that date, and those considered to be "Classic CaIPERS Members" and wi11 be covered under the 2.0% at age 55 retirement benefit formula with the 12 highest paid consecutive months final compensation provision. Employees and elected officials wi11 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 wi11 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 Ca1PERS benefits. A11 CaIPERS eligible Tier 1 employees agree to cost sharing of the Ca1PERS 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%]; • An additional 1.125 percent(1.125%) for a total of nine point one two five percent (9,125%), effective August 21, 2022 [total employee contribution of 9.125%] • An additional .876 percent (.876%) for a total of ten point one percent(10.01%), effective • the pay period beginning January 5, 2025. 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 Ca1PERS service and Ca1PERS service credit purchased and credited to the employee's City of Redding CaIPERS account while an employee or elected official of the City as a supplement to the Ca1PERS benefit, so long as the employee or elected official is vested with�ve(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 deduetion on a pre-tax basis. This amount is subject to change based upon the biennial actuarial valuation for the PARS retirement benefit to equa150% of normal cost. Tier 2—Non-Safety Employees and Elected Officials 15.2 (b) Pursuant to the California Public Emplayees' Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, and elected officials elected on or after that 20 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 Ca1PERS Member" if the employee or elected official 1) has not been a member of a California Public Retirement System, or 2) had prior Ca1PERS/reciprocity service with a break in service of six months or longer. Employees and elected officials will be covered by the Indexed 1eve1 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 Ca1PERS 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 suppleinental retirement benefit formula. Tier 1 —"Classic" Public Safetv Police Mana�ement Emplovees 15.2 (c) Public Safety Police Management employees hired prior to September 8, 2012, will be covered under the 3.0% at age 50 retirement benefit formula with the 12 highest paid consecutive months final compensation provision. Employees will be covered by the Fourth L,evel 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 (LS%) for a total of four and a half percent(4.5%), effective June 13, 2021 [total employee contribution of 13.5%]; • An additional2 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%]; • An additional 1.73 percent (1.73%) for a total of ten-point twenty three percent (10.23%), effective the pay period beginning January 5, 2025 [total employee contribution of 19.23%]. Regular employees vested in Tier 1 who leave City employment and maintain Ca1PERS membership, and subsequently are rehired, wi11 be re-employed with Tier 1 status for Ca1PERS benefits. Tier 2—"Classic" Public Safety Police Mana�ement Emplovees 15.2 (d) Public Safety Police 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 CaIPERS 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 Leve1 of 1959 21 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 additional2 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%]; • An additional 1.62 percent (1.62%) for a total of ten point twelve percent (10.12%) effective the pay period beginning January 5, 2025 [total employee contribution of 19.12%] Regular employees vested in Tier 1 who leave City employment and maintain Ca1PERS membership, and subsequently are rehired, will be re-employed with Tier 1 status for Ca1PERS benefits. Tier 3 —"PEPRA" Public Safetv Police 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 Ca1PERS/reciprocity service with a break in service of six months or longer. Employees wi11 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 CaIPERS 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. Tier 1 —"Classic" Public Safety Fire Mana�ement Emplovees 15.2 (c) Public Safety Fire Management employees hired prior to September 8, 2012, will be covered under the 3.0% at age 50 retirement 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: 22 • 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 additional2 percent(2%) for a total of six and a half percent(6.5%), effective September 5, 2021 [total employee con�ribution 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 Ca1PERS membership, and subsequently are rehired, wi11 be re-employed with Tier 1 status for Ca1PERS benefits. Tier 2—"Classic" Public Safetv Fire Mana�ement Emplovees 15.2 (d) Public Safety Fire Management employees hired between September 8, 2012, and December 31, 2012, and those hired on or after January l, 2013 who are considered to be "Classic Ca1PERS 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 �nal 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 wi11 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 (LS%) for a total of four and a half percent(4.5%), effective June 13, 2021 [total employee contribution of 13.5%]; • An additional2 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 Ca1PERS membership, and subsequently are rehired, wi]1 be re-employed with Tier 1 status for Ca1PERS benefits. Tier 3 —"PEPRA"Public Safety Fire Mana�ement 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 Ca1PERS Member"if the employee 1)has not been a member of a California Public Retirement System, or 2)had prior CaIPERS/reciprocity service with a break in service of six months ar longer. Employees wi11 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 Ca1PERS 23 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. I � 1 c °TI I T 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 sha11 be limited to four hundred dollars ($400.00) per course (semester/quarter). T L 1 � I - I LI 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. 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 sha11 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 request that 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 sha11 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 ar the employee to arbitration. The fourth step shall be taken within twenty(20) calendar days of the date of the answer to Step Three. 24 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 sha11 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 l, 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, nor shall such settlements be cited by either party as evidenee in the settlement of subsequent grievances. °TI L� � I I `�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. 25 ��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. ��FIXED HOLIDAY"means a non-floating holiday. "FLEXIB�E 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 EMP�OYEE"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 fu11-tilne 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. 26 ��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. 27 NOTE: Amendments to this document are effective � , �� 20g 202� �� . 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 EMP�OYEES � c / 0��e��0��m��e��a��e��ae�� TIL 1 � L �� "TI L i�c T I � I I�IT �a�� 1 TI � 1 � �� I L 1 � I LL �� i TI L 1 � � I�T � I T 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 a11 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, subseguent to July l, 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 l, 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 fu11-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 sha11 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 fu11-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 sha11 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 Pat't-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 CaIPERS 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 eligible for holiday pay, and other benefits as outlined herein, nor sha11 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 codes 4 ��d 9) is defined as an employee hired for temporary, occasional or seasonal work for a period not to exceed 9G� c��r 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 ��-�tat�as 3 employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay per California state 1aw, 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. �f��ti�� J�� 1, 2024�� t�t�� 4 �� i� a C;�.1��I�� r�tit°�d a��3�ita�t �vh� wz�h��t ��1��; f�ar re�r�st�t�rn�� fr�ar�� r�t�r�tn��t r�t��1s tc� wcs�k �� a ��si��t�d r�ti��d �ns�t�it�r�t �c��rt�c�� fa�r a ��°2�d r�c�t ts� ��;�� r�iz�� h��dr�d ar�ci s��t�{�60�h��rs �s�r �sc;�l y�ar ��3� ts r�c�t �li��l� f<>r�n�ratll�r c;c�r��r�s��ic��car b��f�ts �r� �c�da�ica��t�th� 1�c��zr��r�te, 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 (Ca1PERS) 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 M�unicipal 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 sha11 be extended by the duration of any unpaid absence of ten (10) or more consecutive days. The probationary period wi11 start over for any employee who transfers to another position during the probationary period. The probationary period may be 2 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. 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 sha11 serve a probationary period of one (1) year upon appointrnent 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 a11 purposes, be considered as though it were an original appointYnent. The reinstated employee shall serve a new probationary period. I L � TI I I TI 2.1 Employees shall be paid the salary or wage rate established for their classification. Upon initial appointment to a classification, an employee sha11 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 em�ployee 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) fu11 pay periods of employment in each step of the established pay range. A fu11 pay period as used 1�erein is defined as one in which the em�ployee 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 far compensation increases. 2.2 Exempt em�ployees 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 shaIl 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. 3 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 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: Between 4:00 p.m. and 12 inidnight 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. ar later. 2.$ 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 s�l�r ��lt�zx�a.t��a�l ��---revert� bac2� to the employee's regular salary rate at the end of the �s��b�is��el tirr�e �-��period. F��r �� lc� ��s ��1�� €;ra�ati�u�1l ��c;�l €�r �r�c�rra� �c�rk abc�v� a�d b� c��c� �� ct�tic�r�s th� �it ��na �r rn� rc�vid� �dd�tic��1 s��r ir��r�� as ��"��cl �bcav� baat �t�sa �i � �11 t1�c��; c��r ir� �c�r►tz �ac�� sa �h� �it l�!1�z�a er ��1��1 �e��i� tl�� it �c��z��il s�f s�1�r ��re�s�� uthc��iz�c� �r�az�nt tc� th�� s�eti�� w�thi� 3f� d� s c�f� �csv�1, Shc��zlc1 ar� ex�rz� t � 1c� ��; �c�r�tinu� tc� �r�fc�r�� c��z�st��dir� �rl� t�� it �rl�r�a er � r� ��t �t�� i C'��zl ia�a�� tl�� Ic� ��ss s�1� b � ��n��zr� c�f 5"f� �� ;rz� b�si�. 2.9 The City Manager, at hislher 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. TI 1� � °TI 3.1 All Regular employees will receive full-time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the workweek. 4 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: � � � w � Time worked in excess of forty(40)hours in a workweek. Time worked in excess of eight (8), nine(9), ten(10), or twelve (12)hours as applicable on a scheduled workday. Time worked on a non-workday or on a holiday. � Time worked outside of regular hours on a workday. , �`. Time worked in excess of forty(40)hours in a workweek. � � � � • • � � • � � � � � a Time worked in excess of two hundred forty (240) hours in an established 28-day work period. 3.4 Overtime sha11 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 sha11 be paid to non-exempt employees at a rate equivalent to one and one-half(1%z) 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 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 siYty (160) hours. The working of overtime reguires 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.)red�uced for absences of less than four(4)hours. Departrnent Director approval is reguired. 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 reguired to report back to work, 5 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: � � � � � Forty(40)to �fty-six(56)hours 1.4 Fifty-six(56)to forty(40)hours 0.715 TI � � L 4.1 Sick leave with pay sha11 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 employees shall eligible to use the sick leave accrual on the 90th day 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: � The inability of an employee to be present or perform duties because of personal illness, off-d�uty injury, or confinement for medical treatment. The ability to attend personal medical or dental appointments, which are � impractical to sched�ule 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 incident. � For family sick leave up to forty-eight (48) hours per calendar year for members of the immediate family. "Immediate famil�' 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 sha11 apply whether by blood or marriage. Sick leave to include mental ar 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 6 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%). 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 Ca1PERS, pursuant to the con�ract between the City of Redding and Ca1PERS. TI L � °TT 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: - � � � � � �� ,4 .039 Date of Employment 104`�h 2 weeks 1-4 .058 105�'' 234t'' 3 weeks After 4 7 .068 235�'' 364t'' 3 '/z weeks After 9 � .077 365`�' 494�' 4 weeks After 14 .087 495`h 624tb 4 '/z weeks After 19 .096 625r1i -- 5 weeks After 24 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 em�ployee'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 accrua�, 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 elnployee returns to wark 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 wi11 be scheduled throughout the calendar year. Employees with greater seniority will be given preference over those with less seniority in the selection of a vacation period, provided, however, that if the senior employee splits his/her vacation by requesting less than a full year's allowance to be scl�eduled on consecutive workdays, the employee's preferential. rights shall only apply on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period. 5.$ The City shall not require an employee to take vacation in lieu of sick leave or leave of absence on account of illness. 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 wi11 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 8 vacation during any fiscal year as follows: 120 40 240 80 360 120 512 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. 7�I L � LI 6.1 Regular employees, except as otherwise provided herein, shall be entitled to have the following holiday time off with pay: � � � � � < A � � , � �� January 15Y X ��;�� The third 1Vlonday in January,known as 1Vlartin Luther King, Jr. Day X ��:< Lincoln Day X �� The third Monday in February,known as President's Day X �� The last Monday in May,known as Memorial Day X `'��, July 4th X First Monday in Septelnber,known as Labor Day X �;,�y Employee's�B�irthday X ;�;�� June 19`h,known as Juneteenth X November l lth,known as Veteran's Day X Thanksgiving X ��`� Friday after Thanksgiving X �°�� The last half of the normal work shift before Christmas X `�� December 25`�h X 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 sha11 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 9 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; I Lincoln Day, � �r��;Veterans Day nor the employee's birthday. 6.5 Employees assigned to work ten (10) hour shifts for the EleGtriC Depal'tment 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 wi11, 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. TI 1� ?� I °F TI L 7.1 Exempt employees may be eligible for paid time off per calendar year as indicated below: r ,� � � �� `��` � � � Exempt employees: � 9 w 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. � ��e�r�7c1�'7.6 f�sr circ�rns�ances whicl�wo�zld a1low t�.he�;i4� 1Vlana er ta a � rt�ve admi�nistrative l�av�i�n�x�ess�f �E)ho�or�per cal�nclar v�ar. 10 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 L,eave 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. 7.£i `T�� it�Nl��a ��z�� -�r�nt L��a tc� �rx� ht�r�dr�d tw�nty 120 �c�tar��r y��r Yc� �r� ��x� t � 1�y_�� b�s�� c�r� d� ��,�z�trabl� and ��tr�c�rdir�� c�rk1�� ha�1�� du� �c� th� ��i�� r��t�r��f�h� � �1c� ��'s �ssi�l� �;�ts. � � 8.1 Regular employees who are absent from work due to the death of a member of the employee's immediate family shall receive com�pensation 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 famil�' as used herein includes only employee's spouse ��rc� i��t�r�d �is�rn�s�i� ��t��r; children i��di�� ai��-z� �� d �ti11�i��s , 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. �txa l�a ��,� �� 1�c�� tc� t�k� zz tcs f�v� 5 tc�t�1 �vcark da � d�z� tcs th� d��th c��he, ��z Io ��'s `�i��c�i�t� fa��il "g i� ��c��d�� it� {�s��r��rne��t �`c�� s��c�� 12945a'�. �,r� lc� �� nc�� hav� ��h��ast�d ��is a11��a�� sf �id ��v� �s z°c�videel i� th�s se�tic�r� r�1a r� u�s� tc� �ztiliz� �i�k ��v� v��t�o� oa c;c��1 �i�satc� tiz�� c�ff c�� z �id I��v� �f th� � lc� �� s t� t�I�� addit�c�� ti�� c�ff°�� te� t12� �`�v� 5 tc�tal csrk c�a s c�f leav� ��c�vid�d. ��aeh #�i��r�l ��v� f�r iz� �diat� f��z�ii �s r�vid�d i� t�is ��c;tic�� n�ed r�c�t b� ��k�� ir� ��-�s��;;�ztive d� s b�zt rr��zst b�azs�d�z itl�ir� thr�� 3 �anths c�f th� d�t� c�f�h� �� c��'th� i rr��di�t�; fa il � b�ro 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]eave in a calendar year. 8.4 An employee must be in a paid status on both scheduled workdays immediately adjacent to ��-t7��°��v��a��t leave in order to receive pay for such leave. T 1� � / I 9.1 A Regular employee who is summoned for jury duty and thus absent f�om the work place will be paid for the time lost at the employee's regular rate of pay. 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. 11 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. TI L 1 � 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 wi11 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 sha11 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 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 12 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 Sec�ion 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 sha11 be administered in accordance with the provisions of California Code of Regulations, Title 2, Division 4, Section 7291.2 et seq. 1(�,4 F��t�rc�dta�tiv� L�s� I.,�av� c�f Alas�r��s; E7�Z�l��s �hc� �� bs�nt frc�rr��vc�r�d€��t� � re�s��d��tiv� lc>ss �v�rzt a�� i�,�i�l� ��r��a tsa �iv� (S� �� s ��S�r�t��d 1��v��r �v��w ��;t�b��ct tc� ��n�xi�ttr� c�f tvv�r�t�...(2��1s i� � l��i�c��t1��z�c�t�e "F��°�t�tzc;��lc��s �v�r�t"' i5 d�f�ed �� `t�� d�� c�rA �c��rnt�lti��s1� day�v�s�t�, th� �in�� d�y, c�f a f�a1�;d ad��sti�a�, f�i��d st��r��c�z�st��,�ssf��l �ssi��d ��t-�sd��ti��e" �`�Z� r��r�dt��ti�� 1��ss 1�,a�� i� ��a�dw hc� �v��°, ��a1sa�%�� a us� �v�ilabl� ��z��eti��id 1��v� s�a�h �s v�c;�tic�� si�k t�rt�� e�'�rr�€� tir�� a�f ��arz��i�s�tc�rv ti�� c�ff ��e �'h� �°�� rc�du��i�r� lc�ss 1�� ust b� t��z witl�ir� thr�� f3� �r��1t�s c�f tl�� r��si�daa�ti�� lc��s �v�r��A biz��h� l�d��ve �� dc>i��s�� tc�b��ns�cutiv�. 10.54- 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 i]lness 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; �L. 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. 13 (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. TI L i� I 7m I � I L 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 em�ployee'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 Ca1PERS, 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 parry is found to be responsible for the employee's industrial injury and the employee recovers a judgment in damages from said third party, then a11 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 sha11 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 maximuln 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 1 l.l, 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 14 which an employee is receiving temporary disability compensation shall not be recognized for compensation purposes. TI L 12c 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 wi11 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 E�rpenses: (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. 15 (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. 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. TI 1� 1 c LL 13.1 An annual uniform 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: a � �� ° � � ��` ► m � � �'t�t� � � � 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. .. . . . . .. � . .. 9 . . �.. . . . . . F .. . _ . ... . ... ...� . . > . ... . g . . . . .. � �" � „�' � ��a,:,,, [ _ . .�3,3, New1y hired employees will receive the full amount indicated above in Section 13.�1. In July following the new einployee's hire date, regardless of time with the respective department, the employee wi11 begin receiving bi-weekly installments with the regular payroll. I L 1 � � Y L�T° t� I IT 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 16 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: (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%) co-share of premium will be recalculated every January lst to coincide with the renewal of the City's Group Health Insurance P1an. 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. Er��p1c��s v�h�a dc� i�s�t �s��p1�� n �r�z�� r� ��c�11n��1��r��s 1��1th ��dical �ala� s��tza� i�� r� �i� �n �� c;�l �l�n t�z� ��n�1c� �� art��;��s�tcd i� �tz�ir�� th� �Sr��i��s �n �ea�. ". . > " , " ° 0 66 99 9 (} 66 99 t . . . . . y . y . . . . .. . .. . . . . �� 9 , � y. cs 9� r� . . , . . . 9 . � . . . _ . .. > (} 44 99 .. d. . � .. . �. _ . . . . L& e _ _ g� e ��_� '��'�� `'�'', ��1�ll 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 P1an" shall be 80%. Employees electing to enroll in the "Buy Up P1an" will be responsible for premiums beyond the City's contribution of 80%of the`Base P1an" composite rate. ��=a��'��;�°�—, ��,��ll active employees wi11 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 p1an. For specifics regarding the City's Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description. 17 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: � � � � � , � � . �. � ,, _ Generic $10.00 $10.00 Brand $40.00 $50.00 No Generic Available $20.00 $20.00 ° � � , � � Generic $20.00 $20.00 Brand $�0.00 $100.00 No Generic Available $40.00 $40.00 Note: Maintenance medications (i.e. a medication taken longer than 60 days) that are filled at the retail co-pay amount more than twice will be filled at the mail order co-pay amount. The premium cost of the Prescription benefit program is outlined under"Health Benefits" above. (d) Dental Benefits: The premium cost of the Dental benefit program is outlined under "Health Benefits" above. For specifics regarding the City's Dental Plan, refer to the Benefit Summary Plan Document. (e) Long Term Disability: After three (3) months, sixty percent (60%) of employee's � compensation to a maximum of$:�{��S�JO per month integrated with all other income benefits payable to age 65. More specific benefit information is provided in the carrier's booklet. (� 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 l, 2011, health benefits not provided by Blue Shield will no longer be offered. 14.2 (a) Tier I — Group Health Benefits at Retirement for Emplovees and Elected Officials Hired or Elected Prior to Au�ust 7, 2011 All active employees and elected officials hired or elected prior to August 7, 201 l, 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 �ransitioning 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 gualify for the benefit, the employee or elected official must go directly from active status to retiree status with CaIPERS. To maintain a qualified stat�us, 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 gualified status by 18 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 Emplovees and Elected Officials Hired or Elected On or After Au�ust 7, 2011 All active employees and elected officials hired or elected on or after August 7, 2011, who � retire . ��s� ��b�fc�� 3��i�1b�� 9w 2C23 and who have five (5) or more years of City service (and are eligible for CaIPERS 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. A11 a��iv� ei��l�� 1�i��d �r� �r �ft�r At��►�t 7q 2011, �h�a r�tir� �f��r L�ec�ar�b�r 19 ��23 �� r�c� h�v� �v� c�� rr�s�� °s c��° �;it s� ic�� ar�� a�� i�i1a1� �`�� C"aI�E�S b�r�� z «n ��ratic�r� ��"�ervi�� ha11 b� �li�ibl� f�r t11� �ity taa ��r�p�rtic��t� sh�re �af tl�� as� caf th� ir��r�r�� r� i��n� zn a�,c��°da�� ith tl�z� fc�ll�win� �c�r�n�1�: �iv� ��-��r��5°l�� f�r ��r�y��r c�f ��tiv� s� i�� ith th� C"-it c�f I��d��r�� ta tt� a ��il�ta ��fift��r��nt 50�'fo shs��ld t�� ti�� 1�� t�-�.r��r�ic��i�� t« r�t�r��r�t ��c;t tc� ��rtic;ip�t� i� t11� rc�u�s 1��lth �I�r� c�r th� �c�u� �eal�hw d�x�ta1�� visi�i��l�z�als� �ci� av�ilabl�t« a��iv� � �1c� ��s, All ��ti�� le�t�d c�ffi�i�� le�t�d �n �r �ft�r Atz d►�t 7q 20I1k wl�s� �nd �ity �� i�� ft�r �� a�r 19 2023 �r�d h� h�v� b�e.n c.1��t�cl tsa �€� c��c�r� t�z s c�f c��"i�� 1�a�1�� e1i�ib�� fc�r t1�� it�tc� ��ifty�S�;rc,�nt�50�1�� c�f th� �h�r� c�i�c��t c�f t1�� i�s��r�r�c;��r�rr�i��s sh�t�ld th� ��tgv� �l��t�d c�f�ci�l �I��t tc� � ��i�i �t� in tl�� -�� 1z��1t1� �al�r� ��r tl�� '�� 1��«�1th9 d�r�tal �� isic�c�r� �r��al�ra rraa�� a��i1�b1�t�a a��i�� p1c�y��s, To initially qualify for the benefit, the employee or elected official must go directly from active status to retiree status with CaIPERS. To maintain a qualified status, and to continue to reeeive 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 reaeh Medicare AB 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 gualified 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 eonditions 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 19 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 sha11 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 P1an to Regular employees. TT � 1 � TI T 15.1 A11 Regular, Part-Time Regular, qualified Part-Time employees, and elected officials are covered by the California Public Employees' Retirement System (Ca1PERS) program. Elected officials may choose to opt out of participating in Ca1PERS at the time of assuming office. Tier 1 —Non-Safety Employees and Elected Officials 15.2 (a) Regular employees hired prior to January l, 2013, and elected officials elected prior to that date, and those considered to be "Classic Ca1PERS Members" and will be covered under the 2.0% at age 55 retirement benefit for�nula 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 Ca1PERS benefits. All CaIPERS eligible Tier 1 employees agree to cost sharing of the Ca1PERS 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 em�ployee contribution of 8%]; �An additional 1.125 percent(1.125%) for a total of nine point one two five percent (9.125%), effective Aa� �zst�1 2022 � , �,-„8,.,� �°�� n � a�a�,� ��,�t,�z�a��, sa��ra�rvcax c�rzrz��c�c,-s. �s��r..--�a�acapz�.�� [total employee contribution of 9.125%] � �1r� �dd��ic�r�� a�76 �r��r�t .4"76"�`o fc�r� tc�t�� af t�r� csir�t c�rl� �rc��t �Oo�l°lo ��`f��t�v� • �1�� ricad b� i��r�i��Ta��a 5 20250 20 The City wi11 also provide non-safety employees hired prior to August 7, 20ll, 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 CaIPERS service and Ca1PERS service credit purchased and credited to the employee's City of Redding Ca1PERS account while an employee or elected official of the City as a supplement to the CaIPERS 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 wi11 make begin making an employee contribution of 2% of pensionable earnings that wi11 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 I upon the bi�ennial actuarial valuation for the PARS retirement benefit to equal 50% of normal cost. Tier 2—Non-Safetv Employees and Elected Of�cials 15.2 (b) Pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA), employees hired on or after January l, 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 CaIPERS Member" if the employee or elected official 1) has not been a member of a California Public Retirement System, or 2) had prior Ca1PERS/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. I Tier 1 —"Classic" Public Safetv 1�r�I�c;�Management Emplovees � 15.2 (c} Public Safety 1�c�1i��Management employees hired prior to September 8, 2012, will be covered under the 3.0% at age 50 retirement 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 I 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: 21 • 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 additional2 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%]� • :�� dd�tic�r��1 1,'73 per��l��1,7�°l0} f�a� � tc�tal ��°��n��o�t t��ty� t�r��°��t 10,23°l0�, �ff��ti�� tl�� a��rzc�t� �� i�n�i�� Jar��ry 5, 2025 [t��t�l �;��lc�� ,c�r�trib�tic�r� c�f 19,23°fo „ Regular employees vested in Tier 1 who leave City employment and maintain Ca1PERS membership, and subsequently are rehired, will be re-employed with Tier 1 status for CaIPERS benefits. Tier 2—"Classic" Public Safetv Fc�Ii��Management Emplovees � 15.2 (d) Public Safety Pcs�1i�� Management employees hired between September 8, 2012, and December 31, 2012, and those hired on or after January l, 2013 who are considered to be "Classic Ca1PERS 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.�), 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 additional2 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%]� • 1�r� �dditic�r��1 1,62 ��r��r�� (1.62�10� fc�r a tc�t�1 c�f ��r� �c�ir�t ��v�lv� ��r��t (�0.12°l0� �fif�t;tiv� th� �� ric�� b��i�r�ir�� J��:t�� 5� 2��25 tc�t�1 �z��pl�v�� i�bcztits� o�' 19.12�10�; Regular employees vested in Tier 1 who leave City employment and maintain Ca1PERS membership, and subsequently are rehired, will be re-employed with Tier 1 status for Ca1PERS benefits. � Tier 3—"PEPRA"Public Safety P�lz��Management Emplovees 15.2 (e)Pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA), employees hired on or after January l, 2013, will be covered by the 2.7% at age 57 22 retirement formula with the 36 highest consecutive months final compensation provision as a "New CaIPERS Member" if the employee 1) has not been a member of a California Public Retirement System, or 2)had prior CaIPERS/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 Ca1PERS 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. '�`i�� 1 —"�I�ssi�"F�z�ali� S��t��'i�°� �n�rrt�r�t� 1c��s 15.2��) 1��b3i� S�f�t�ir� �I�r��rr��t err�� 1�irec��ric�� €� S��t��b�r $9 20I2, �i�l b� c�c��r�c� ��d�r the 3,0°l� �t � �c 50 r�tir� �r�t b��t fo aala �ith th� 12 hi h�st �id �;�a��e�utive r��nth� fir�al �c�rn��ns��c�r� ��rravisac��. �r��s1c��s �ill b� �;�v�r�� th� F'c�taith I,�v�� f �959 Stzr�i�c�r�" �3en��t �'t°c�graz� {(��v� �r�t �c�c�� S��tic�n 213�2.4�, S�rvivc�r ��r�ti��r��c, �11��ar��;�; c;r�cli� for t��ias�d siek l��v�a fift �r�;�r�t f50°lo, aarciir��zy dis�bili��bei�efit �ncl n�ilitarv_ s�rvic,� �,r�dit b�y �b�.c;l� o�t��, 'T1�� 1�, �� c,��t�°i3��tis�� c��'�i��e ��;r��r�t (�°l, �f �r�sic�r��bl� e�rnza��s�vi11 b� paic� b�tl�� ei��e thr��h� �ai-�v��k�v��rc�11 ci�d:tz�tiral�c�a�a t�r�-t��b�sis, �r�� h�v� ��r��d tc� �ost �h�ri�� c�f th� ��ntrib�ticsr� r�4� in a��c�rd��1�� C�c�v��r� ��t �c�� S�ctic�r�20.�16 �s f��lc��; � � �'hr��rc��t�3,0°1��, ��'f��t�v�I�� ber 29, ZOI9 �ot�� 3c� �� r�tribt��c��f 12"l�lg � A�addit�c��a1 1,5 �a�r��r�t{I,5°fo�fsar� t�at�1 c�ffc��r��d � ��lf �rt;�� 4.5�1� , �ff��tiv�Jta�l� 3 2�21 [tc��l �rn�slc�a ��c�c�r�tz�ibuticar��13,�°1�1; � 1�r� �d�iti��r��12 ��r��r�t (2°10� �c�r� t��t�� c�f si� �r�d� 1��If' �r��nt�,6.5°l0�� 'f��titi�� S��t�n�b�r S, 2021 [t�t�l � ��lc��e��an��b�tic�z�c��15.5°�� An a�ditit�r��1 2 ��;r��,nt 2°l�� fc�r a t�t�l �t ei�ht �nd � h�l�` ��r��r�t ��.5°lo g e�f��t�� S��t� t��r 4, 2022 [t�tial � �lc�� c;s��°ib�ti�a�c��17e5°lff� FZ��I�r �rr��a1�� d i� 'I'��r 1 �h� l��v� C�`��rn��c�ynz��t ��d ��a�i�t�i� �;`��'�� r��r��b�r�hi�,�l�d st�bs��ta��lt��re r��ar�s�, �u��1 b� r�-�a�plta�d wiih �i�� 1 st�t�zs fs�r ��1�'�1ZS b��fits. 'I`ic��°2 —�`�l��si�" P��li�. S�f��y�'i�°� ��E��Ic��r��s 1S,�d� P�b1i� ��ty �'i�� I��r�a�� 1c� �e� hir�d b� ��tz S� t� b��° $, 2012� �r�d I7�c� E��r 31 2012 �nci th�a��; l�ir�� t�r� c�r ��`t�r Jar��v 1, 2013 whra ar� �c�n�id��d tc� b� "�1��s�� a�F'�R� �I� l��r�" �ri�l b� �s�v�r�ci �n��°thr�� r��r�t�3°l�) �� 55 r��ig��n��t k��i� fc�r��a1� �asi� an �v�r�� <sf�� hi�h�st p�is� ��ans�e;tztiv� 3� c�r�th� �f�r�p��v ��t�h��ci�t�r�ni��ii�� fin�l �,�� ns�ti��, � �1�s��s �ril� b� �;c�v��°�d b�th�Fo�rth I.��1 c�f 13�9 ��°�ivc��°s' �3�r��t I�rc� r� (C�c�v�r��t �;ta�� ;ctic�� 213�2,4�, S�;trvivr�r �c�r�ti�t�at�� 11��aai1��; �r�ciit f�r t,�n�ts�:� sit�k l��v�, fift �r��t�{5f��fo �»�ir��r� c�i��b�lit� b�;r��fit ��d l�ili�ary s� i�;� �;��dit i�� b��k � tic��z. `I"h� ��1�� c�ntr�bi�tic�n of tli�� rt;��t 9°fo�f p��ionabl� ��ri�i��s �aill b� �a�ii� b�r t�� e 1��thr��h a bi-�r��1�ty��y�rc��1 cl�d�c�tis�r� �r� � ��-t��a�i�. ��n�t�y��s ha�e a�,-r��t� tc� �c��t shari�� c�f the cc�l�t�ib�tis�a� �� in ��cc��-d��e� �it1� l.�ov� �nt ��d�; S�c;tic�n 2fl5�6 �s fc��l��s; 23 � Thr�.�pc;r��r�t �3,�)°l�)g �ff��i��L)�c;e ��r 29� 201�Lt��l ��n��c�� c��trib�tic�r�c�f 12°l�� 1�r� additi�ar��1 1,5 ��°c;�r�t�1,5°l��fc�i�tc�t�1 c�f�«�z at�ci �half �z��t g4,5�10�, ��'f��tiv�Ju�� 13q 202� [t�ata��l��a�c�� c��ributi«z�c��°13,��'l�� ddi�itsr��12��rc��t(2°lo�fc�r� tc�i�� a�'six ��cl�h�1�`��rc��t 6.5°loy 9 �ff��tiv� S��t�r�b�r 5� 2021�t�tia1 s��n�l�� s�s��t�i��tic�r�c��`ISeS°lo � � 1�r� �cic�itic�r��l 2 ��c;�t�t (2°l�� fc�z � �c�tal c�f �i�ht a�d a 11�1f ��r�� {�.5°l�)9 �ff��ti�� S� t�rz�b�r 4�, 2022 Gt�t�l � plc�v��i��tic�z�caf�7.�°,/01, I��t1�r ��n�1o�e�s ��t�� ir� Ti�r 1 �v�sa l��e C;i� � �lc�� r�� nd n��ar��air� C`�1�'�1�5 ��.b�r�l�i�aq al�d ��bs�qu��ztly as� r�1lir�d� �vi11 b� r�-� �lc� �<� �ith Tie� 1 �tat�s fs�� 11�ER� b��it�, '�`i�� —"l��P "Pu�rli��f�� 'i�°� �r�� Ern 1� ��s 15.2 �:e� �'azr��a�nt tcs th� �'alif�rr�ai� l�t�blzc �rr��alc��sg P�r�sita�l��f�ar��1�t t�f 2013 (PEI�RA), �r��a1c� ��1�zir�d a�� c��ft�,�°J�n��y 1,2013, �i��b��c�v�r�d by th�2,7°lo a�� 57 r�t�r�rr��t formG�l� �it��1��3£� hi�h��i�z��.ca��i��mrarzt�is �inal ��ln ��i�t��a�isis�� s � �`I�I��C;al��.� �I��ab��°" if�h��oy_�� 1� �a�� r�c��b�,�rs � ��r�b��°c�f a�al�fc�r��i� �'�zbli� I��tir�r��i�� st�m„ aar 2��d �ric�r��ll��f�S/re�i�s�c�c,ity s��i��;�v_i�h a br�al�a� sE;rvi�e �f si� _ c��z�hs �r�c��z �r, ��n 1�Y��s�i11 b� c�v�t°�d b�th��'c�urth L,�v�3 a�f 1959 Stz��vc�rs9 I3�r��t F��c��ra (CJc��r�1��nt ��t��; S��ti��121:3�2,4 ��z ivc�r�oi�ti�t��allc� ��c�; �r�;ciit for�an�s�d sic;k l�a��, �nd z�ili�� i��,r��i��zz b��„1� c��ati��, AIs�� p�s�a��t t�I�� a1PEI�S 1��i�ers wi11 b�r�spc�r�si�� o��a��i��c��-h�1f�af tl��tc�t�1 r�ort��a1 �c�st r�t� f�r t�� r�tir�t�� b��fit c�r� �b�-��1�1 ��-ta��S�sis. TI L 1 � °T I 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). T`I t� 7� I � I I LI 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 Crrievance Proeedure with regard to matters of discharge or demotion. This shall not, however, prevent Probationary employee from exereising any other rights under this proeedure. Every employee designated by the City to hear grievances sha11 have the authority to settle them. 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 24 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 S�ep 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 request that 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 whieh 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 sha11 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 Arbi�rator shall hold such hearings and shall consider such evidence as to the Arbitrator appears necessary and proper. The decision of the Arbitrator sha11 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 l, 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, nor sha11 such settlements be cited by either party as evidence in the settlement of subsequent grievances. 25 `�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 ��C�ASSIFICATION" 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. ��FIXED HOLIDAY"means a non-floating holiday. 26 ��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. ��POSTTIOM'means a collection of duties and responsibilities which require the fu11-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 RateslSalary 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 �o 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. 27