HomeMy WebLinkAboutReso 2005-006 - Employee Benefit Policy
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RESOLUTION NO. 2005-06
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING
AMENDING THE EMPLOYMENT BENEFIT POLICIES FOR CITY O]?
REDDING UNREPRESENTED EMPLOYEES' EFFECTIVE JANUARY 2,
2005.
WHEREAS, the Personnel Director has recommended that the Benefit Policies for City ofRedding
Unrepresented Employees' be amended as described herein, effective January 2, 2005, and
WHEREAS, the City Council deems it to be in the best interests of the City to adopt such
recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council that the Employment
Benefit Policies for the City of Redding Unrepresented Employees' be amended as described herein,
effective January 2,2005.
I HEREBY CERTIFY that the foregoing Resolution was introduced, read, and adopted at a regular
meeting of the City Council of the City of Redding on the 4th day ofJanuary, 2005, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
COUNCIL MEMBERS:
COUNCIL MEMBERS:
COUNCIL MEMBERS:
COUNCIL MEMBERS:
Dickerson, Kight, Murray, and Mathena
None
None
None _____-.-.--
ATTEST:
FORM APPROVED:
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C01'l~"STROHMAYE
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RICHARD A. DUVERNA Y/"ty Attorney
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CITY OF REDDING
EMPLO'YMENT AND BENEFIT
POLICIES
FOR
UNREPRESENTED EMPLOYEES
NOTE: Amendments to this document are effective January 2, 2005, and are shown by
underlining the new language and striking out the deleted language.
INTRODUCTION
The following employment and benefit policies are applicable to effiy those
employees not represented by covered by under ~m existing ~1emor;Jndum of
Underst;Jnding negoti;Jted with a Recognized Employee Union or Association.
b;Jrg;Jining unit.
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CITY OF REDDING
EMPLOYMENT AND BENEFIT POLICIES FOR UNREPRESENTED EMPLOYEES
TABLE OF CONTENTS
ARTICLE
Paae
I NTRODUCTION II II II II II II II II II II II II II II II". II II II II II II II II II II II II II II II II II II II II II II II II II II II.. II II II II.. II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II.. II II II II 11.1
EMPLOYEE STATUS II II II II II II II II ..11 II II II.. II II II II II II II II II II II II II II II II II II II II II II II II II II II.. II II II II II II II II II II II II II II II II II II II II II II II II II II II.. II a II II II II II II II II.. II II II a.. 3
COM PENSA TION AN D CLASSIFICATIONS ........... ............... ........ ...... ...... ...... ..... 5
HOURS AN D OVERTIM E ..1111...... ............. ........ ...... ...... ....................... ................... 7
SICK LEAVE II II II II II II II II II II II II II II II II II II II II II a..a II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II 11..10
VACATIONS II II II II II II II II II II II II II II II II II II II II II a.a II II II II II II II.. II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II II.. II II II II II II II II II II II II II II II II II II II II II II II II II II a.. 12
HOLIDAYS II II II II II II II II II.. II II II II II II....... .,....... a...................................................................... .15
ADMINISTRATIVE LEAVE..... ....a. ...... ........ ............. ........ ......... ...... .............. ......17
FUN ERAL (BEREA VEM ENT) LEAVE. ........ ......................................... ... ...... ... .....17
JURY /WITN ESS DUTY .. .... ..... ......... ...... ...... ......... ...... ......... .............. ........ ...... ..18
LEAVES............................................................................................................ .19
IN DUSTRIAL DISABILITY. ... ..................... .............. ...... ......... ...... ........ ........ .... 21
EXPE NSES ........................................................................................................ 22
UNIFORM ALLOWANCE.... ..... ...... .............. ...... ...... ... ...... ........ .... ........ ...... ... ..... 24
G ROU P I NSU RANCE......................................................................................... 24
RETIREM ENT PROGRAM ....... .... ... ............ ........ ...... ......... ...... ...... ........ ...... .......26
CONTIN UING EDUCATION .... ........ ...... ...... ......... ...... ........ ............... ...... ...... .... 27
GRIEVANCE PROCEDURE ...... ... ...... ...... ........ ..................... ................ ......... .....27
DE FI N ITIONS................................................................................................... 30
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EMPLOYEE STATUS
1. Employees will be designated as Council-Appointed, Administrative, Regular,
Part-Time Regular, Part-Time, or Temporary, or City Counoil Members,
depending upon the purpose for which they are hiredleleeted and their length of
continuous service with the City. City Council members are elected officers.
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 employees shall be eligible for all benefits of a Regular employee with the
exception of access to the grievance process. The benefits outlined in an employment
contract will supersede when there is conflict with benefits outlined for Regular
employees.
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, Assistant City Attorney, Deputy City Attorney, or Director of any
Department. A Regular employee serving in one of these positions prior to July 1, 1997,
may become an Administrative employee only upon mutual agreement in writing. An
Administrative employee shall be eligible for all the benefits of a Regular employee,
except these employees do not have access to the grievance procedure, nor shall they
serve a probationary period as they serve strictly at the will of the City Manager ,md the
employment relationship may be ended at any time without cause.
4. A Regular employee is defined as an employee hired for a full-time position that has
been regularly established as an authorized position and is of indeterminate duration. A
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, grQ!!Q
health and welfare insurance coverage and other benefits as outlined herein as the
employee becomes eligible.
5. A Part-Time Regula.. employee is defined as an employee who has one (1) year, or
more, of full-time service with the City as a Regular employee, and who subsequently
moves, without a break in service, to work less than full-time. This status would also
include employees involved in job share arrangements. Job share employees shall be
required to sign a City approved contract stipulating the specific conditions and
restrictions of the job share arrangement. A job share employee who has not served an
official probationary period shall be subject to a one-year probationary period. A Part-
Time Regular employee shall receive not less than the minimum rate for the job, and shall
be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation tas
governed by the Publio Employees' Retirement System), 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
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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 shall be credited with all continuous service in determining eligibility for such
benefits as may accrue to the employee in the employee's new status.
6. A Part-Time employee 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 Part-Time employee will be
limited to less than 1,000 hours per fiscal year unless approved by the Personnel Director.
Manager. A Part-Time employee shall receive not less than the minimum rate for the job,
but shall not be eligible for sick leave pay, holiday pay, 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.
7. A Temporary employee is defined as an employee hired for temporary, occasional or
seasonal work for a period not to exceed 1,000 hours in a fiscal year. A Temporary
employee shall receive not less than the minimum rate for the job, but shall not be
eligible for sick leave pay, holiday pay, vacation pay, or other items as outlined in this
document. of a similar nature, 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.
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
(CaIPERS) pursuant to Government Code Section 20361 and are eligible for grOUp health
and welfare insurance coverage on the same basis as Regular employees.
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 for employment or demoted without recourse, pursuant to
the grievance procedure. An employee's probationary period shall be extended by the
duration of any unpaid absence of ten (10) or more consecutive days. The probationary
period will start over for any employee who transfers to another position during the
probationary period. The probationary period may be extended in circumstances where
further evaluation of the employee is necessary. Employees serving their initial
probationary period shall not be eligible for leave of absence, supplemental benefits for
industrial injury, nor be given preferential consideration for promotion or transfer.
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Temporary employees do not serve a probationary period, as the appointment IS
temporary by definition and can be terminated at any time.
10. Re-employment: With the recommendation of a Department Director and approval
of the Personnel Director, Manager, a past employee who both passed the probationary
period and resigned in good standing may be re-employed within two years of the
effective date of resignation, to a vacant position in the same classification. Such re-
employment shall, for all purposes, be considered as though it were an original
appointment. The reinstated employee shall serve a new probationary period.
COMPENSATION AND CLASSIFICATIONS
1. Consistent 'lIith principhls of publie aeoountability, ,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 salary or wage rate for that
classification. An employee may, however, be paid a salary or wage rate above the
lowest salary or wage rate if circumstances justify it. When an employee is appointed to a
higher paid classification which has a compensation salary or wage range overlapping the
salary or wage range ofthe employee's previous classification, the employee shall be paid
at the salary or v:age rate of the classification to which the employee is being appointed,
which is at least five percent (5%) more than the employee's present salary or wage rate,
but not more than the top salary or wage 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 satisfaotory perf{)rmance
evaluation, Department Director and Personnel Director Manager approval and may be
granted as follows: after twenty-six (26) full pay periods of employment in at each step
of the established pay range. Step 1, and with an overall satisfactory or above
perf{)rmanee rating, an employee shall be advanoed to Step 2. After twenty six (26) full
pay periods of emplo)ment at each subsequent salary step, v/ith an overall satisfactory or
above \york perf{)rmanoo m!ing, an employee will be advanoed to the next higher step. 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
mcreases.
2. The effective date of a Exempt employees are eligible for Pay-For-Performance
adjustments shall be made 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. f{)llowing qualifioation for the ne'"", rate.
Upon promotion, employees designated for Pay for Perf-ormanoe evaluations shall be
reviewed after every twenty six (26) full pay periods of employment in the employee's
new classifieation pUi"suant to the City's Pay f-or Performanee Policy. ,\ full pay period
as used herein is defined as one in whieh the employee works or is paid for at least half of
the regularly scheduled work flours.
3. Compensation wages shall be paid at bi-weekly intervals on Thursdays at the end of the
employee's v:ork period after 12:00 noon for a pay period ending no earlier than the
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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.
4. When an employee is temporarily assigned to work in a lower-paid classification than the
employee's normal classification, the employee's compensation rate of pay will not be
reduced.
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 fate increased by at least five percent (5%), but not to
exceed the range of the higher classification. Department Director approval is required.
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 salary or wage 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 Manager approvals are required.
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:
I I PAY I
EXCEPT WHEN: I
PERCENTAGE I
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Between 4:00 p.m. and 12 Midnight 3.5% The shift ends on or before 6:00 p.m.
Between 12 midnight to 8:00 a.m. 5% The shift starts at 6:00 a.m. or later.
Except f-or those Regular employees v/hose shift ends on or before 6:00 p.m., employees
shall receiye shift diff-erential pay of three and one halfpereent (3~~ %) of the employee's
regular pay rate for each hour \vorked between the hours of 1:00 p.m. and 12:00 midnight,
in addition to the employee's regular compensation. Except f-or employees whose shift
starts at 6:00 a.m. or later, for time worked between 12:00 midnight and 8:00 a.m., shift
diff-erential pay shall be increased to five percent (5%).
8. Educational incentives and Police Officer Standards and Training (POST) certification
pay shall be added to base pay for Public Safety Management personnel as follows:
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POLICE: Associate of Arts or Science degree, or sixty (60) semester units, or a
POST Intermediate Certificate. FIRE: Associate of Arts or Science degree, or sixty
(60) semester units in Fire Sciences or Fire Technology.
POLICE: Bachelor of Arts or Science degree, or one hundred twenty (120) semester
units or a POST Adv,mce Certificate. FIRE: Bachelor of Arts or Science degree, or
one hundred twenty (120) semester units in Fire Technology, Fire Administration,
Fire Prevention or Business Administration.
Master's Degree in fields indicated above.
9. Eff-eotive May 17, 1998, Fire Battalion Chiefs assigned to a forty (40) hour workweek
will receive a five percent (5%) pay differential. The differential will be paid on the base
~ wage rate.
10. The City Manager may, based upon outstanding job performance, grant an exempt
employee a one-time salary increase up to ten percent (10%) above the top of ~
classification the salary range for a period not to exceed one (1) year. This one time
increase is not cumulative and the employee would revert to the employee's regular salary
rate at the end of the one year period.
11. The City Manager, at his/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.
HOURS AND OVERTIME
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 layoff or release employees on
account of lack of work or other valid reason at the end of the workweek.
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 ef at any hour of the day during the workweek.
Shift employees may be assigned any hour and/or days of work in a \vorkweek. The basic
workweek or work shift indicated above may be modified by mutual agreement of the
City and the affected employee(s) in those situations where such a modification serves the
interest~ of both the City and its
3. Except as otherwise provided in this section heFeffi, overtime~ is defined as:
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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.
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Time worked in excess of two hundred forty (240) hours in an established 28-day work
eriod.
~. Overtime shall be computed to the nearest one-quarter (1/4) hours.
~ 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.
a) time 'worked in excess of forty (10) hours in a work.veek, (b) time worked in exeess of
eight (8), ten (10), or twelve (12) hours as applicable on a sooeduled workday, (c) time
'.vorked on a non ,,;orkday, (d) time worked outside of regular hours on a ';Iorkday, and
(e) time worked on a holiday. Overtime shall be eomputed to the nearest one quarter
(111) hour. For those OHlf'loyees at the Redding Power Plant whose work schedule
includes forty eight (18) regularly sooeduled hours in a week, paid time off 'Nill count
tO'Nard the caleulation of overtime.
For Part Time and Temporary employees, other than fire suppression or hventy four (21)
hour shift employees, overtime is defined as time worked in exoess of f-ort)' (10) hours in
a workweek. For Temporary and Part Time fire suppression or twenty four (21) hour
shift employees overtime is defined as time worked in excess of two lR.mdred f-ort)' (210)
hours in an established 28 day "Iork period.
Q. For those employees working at the Redding Power Plant whose work schedule
includes forty-eight (48) regularly scheduled hours in a week, paid time off will count
toward the calculation of overtime.
74. Overtime wages shall be paid to non-exempt employees at a rate equivalent to one and
one-half (1 Y2) 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 subiect to a maximum accumulation of one hundred sixty (160) hours. +he
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maximum aeeumulated oompensatory time an employee may keep on the books at any
~ time shall be ill limited to a maximl:lHl of two ffimdred forty (210) hours. The
working of overtime reguires City management approval.
li~. Exempt employees shall not receive any compensation for overtime work, except for
exempt Fire Department management employees who are eligible for pay in excess of
their regular salary when:
Assigned to state service on a non-work day.
1 ~ Times
Assigned to work for another Battalion Chief who is working in
state service on a regularly scheduled workday.
1 ~ Times
1 ~ Times
1 ~ Times
1) assigned to state servioe on a non 'lIork day, the exempt employee shall reoeive one
and one half (1 ~~) times their regular rate of pay; 2) assigned to Vlork for another
Battalion Chief who is '.vorking in state service on a regularly scheduled v:orkday, the
exempt employee shall reoei':e one and one half (1 ~~) times the regular rate of pay; and 3)
working to cover for a Battalion Chief absent from a regularly scaeckiled shift, the exempt
employee shall be paid at one and one half the regular rate of pay.
2.e. Exempt employees, who as a result of their exempt status are not eligible for overtime
payor compensatory time off, will not have their leave balances (vacation, sick leave,
etc.) reduced for absences of less than four (4) hours. Department Director approval is
required.
10+. Employees who are entitled to overtime pay and who are required to report for work on
their non-workdays, or on holidays they are entitled to have off, or outside of their regular
hours on workdays, shall be paid overtime compensation for the actual time worked, but
in no event for less than two (2) hours compensation each time an employee is required to
report back to work. except however. that employees shall not be paid more than time and
one-half the regular rate of pay for any given time period. If an employee who is called
em reports back to work for such work outside of the employee's regular hours on a
workday continues to work into the employee's regular hours, the employee shall be paid
overtime compensation only for the actual time worked. If an employee performs
overtime work immediately following the end of the employee's regular shift, the
employee shall be paid overtime compensation only for the actual time worked.
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11. Whenever Fire Department personnel are required to change work schedules from forty
(40) to fifty-six (56) hours or visa versa. the employee's vacation and sick leave balances
will be adjusted accordingly by applying the following formula:
1 1 I
WORK SfHE~ULE FACTOR I
Forty (40) to fifty-six (56) hours
Fifty-six (56) to forty (40) hours
1.4
0.715
,^~t such time as a twenty fotH" (21) hotH" shift Fire Managemel'lt employee moves between
forty (10) and fifty six (56) hotH" work schedules, '.'acation and sick lea'/e balances will be
adjusted. Specifieally, '.'/hen an employee moves from a forty (10) to a fifty six (56) hotH"
schedule, all leave balances ':Iill be multiplied by a factor of 1.1. When an employee
moves from a fifty six (S6) to a forty (10) hotH" schedule, vacation and sick leave balances
will be ml:lltiplied by a factor of 0.715.
SICK LEAVE
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.)
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-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.
"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. Sick leave to include
mental or physical illness.
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(a) the inability of an employee to be present or perform the employee's duties because of
personal illness, off. duty injury, or confinement for medi0al treatment; (b) personal
medical or dental appointments, \vhi0h are impractical to schedule outside of regular
working hours; (0) the need to be present during childbirth, SUi'gery, critical illness or
injury invoh'ing members of the immediate family for up to forty (40) hoUi's per
incident. Immediate family as used herein includes only the employee's spouse,
children, grandehildren, brothers, sisters, parents or grandparents of spouse or
employee, or other persons who are liyiflg in the employee's immediate household.
Sick leave to inolude mental or physioal illness. (d) family siok leave up to forty eight
(48) hoUi's per oalendar year for members of the immediate family. Notwithstanding
the foregoing fDrty eight (48) hour limitation, tweflty fDUi' hoUi' shift employees shall
be allO\ved seventy two (72) hoUi's of family siok leave and ninety six (96) hours per
incident fDr childbirth, surgery, critical illness or injury involving member:; of the
immediate family.
3. Management may require satisfactory evidence of sickness or disability. including
written verification from a licensed medical practioner. before paYment for sick leave will
be made. The City may also require an employee requesting to return to work after sick
leave or leave of absence for medical reasons to submit to a medical examination at City
expense by a physician or physicians approved by City for the purpose of determining
that such employee is fit and able to perform the duties of the employee's former position
without hazard to the employee, fellow employees, or the employee's own permanent
health.
4. 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.
5. In the event an employee exhausts all paid leave as a result of an illness or injury, and
subject to the approval ofthe employee's Department Director and the Personnel Director
Manager, such employee may be advanced sick leave from his or her future accruals up to
~ (80) hours. Twenty-four (24) hour shift employees may be advanced up to one
hundred twelve (112) 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 Wffi:lI.El 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%).
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 %) 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
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(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, an employee enrolled in Pl:lblie Employees' Retirement System
(CaIPERS} may, elect to receive credit for all or part of any unused/uncompensated sick
leave toward the employee's retirement benefit through CaIPERS, pursuant to the
contract between the City of Redding and CaIPERS. When an employee makes an
election to accept payment at the rates specified above. all remaining unused sick leave
will be used for service credit with CaIPERS. Emplovees have the option to take less
sick leave payout and report more hours to CaIPERS. If no such election is made. all sick
leave will be used for service credit with CaIPERS.
VACATIONS
1. Regular and Part-Time Regular employees shall accrue vacations. based on the length of
their continuous servict~ measured from their date of employment. with pay up to ~
maximum of 500 hours, 700 hours for Fire Department twenty-four (24) hour shift
personnel. f~r Fire Department twenty four shift employees (Fire Management twenty
f-our (21) hour shift employees shall aocrue vacation pay up to 700 hours) for each regular
hour worked. or on paid leave. as follows:
-,
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: ACCRUAL -, .\ : I THROUGH :
I RATE_ PER .-. f .1 nRO......M-~. :.. P..A.... Y I
I HOUR i~i P~RIOD _
l ... . '-.__m_
Aq_
----YEARS
APPROXIMATE \
OF
ACCRUAL RATE SERVICE.
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B
C
D
E
F
2 weeks
104th
Date of Employment
.058 105th 3 weeks After 4
.068 235th 364th 3 Y2 weeks After 9
.077 365th 494th 4 weeks After 14
.087 495th 624th 4 Y2 weeks After 19
.096 625th 5 weeks After 24
----
^~
~ ...
1'..1 the rate of thirty nine thousandths (.039) of an hour for eaoh regular hour
worked, or on paid leaye, from the date of employmeFlt through the one hoodred
f-ourth (101th) full pay period of employm.ent. (f..ccrual rate approximately two
(2) weeks per year up to four (1) years of service.)
B)
,^..t the rate of fifty eight thousandths (.058) of an hour for eaeh regular hour
worked, or on pa.id leave, from the one hundred fourth (101th) full pay period
through the two hundred thirty f-ourth (231th) full pay period of employment.
(Accrual rate approximately three (3) weeks per year after f-our (1) years of
service.)
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C) }~t the rate of sixty eight tll.ol:lsandths (.068) of an hour for each regular hour
worked, or on paid lea':e, from the two hundred tll.irty fourth (231th) full pay
period through the three huRdred sixty f-our+.h (361th) full pay period of
employment. (.A..ccrual rate approximately three and one half (3~'1) 'lIeeks per year
after nine (9) years of service.)
D) }..t the rate of seventy se'/en thousandths (.0,77) of an hour f-or each regular hour
worked, or on paid leave, from the three hundred sixty f-ourth (361th) full pay
period of employment through the fo'l:lr hUfldred ninety fourth (191th) full pay
period of emplo:mwnt. (Accmal rate approximately four (1) weeks per year after
fol:H1een (11) years of service.)
E) At the rate of eighty seven thousandths (.087) of an hour for each regular hour
,,"orked, or on paid leave, from the four hundred ninety fourth (191th) full pay
period through the six hundred twenty fourth (621th) full pay period of
employment. (.A~ccrual rate approximately four and one half ( 1 ~'1) "'leeks per year
after nineteen (19) years of service.)
F) f..t the rate of ninety six thousandths (.096) of an hour f-or each regular hour
worked, or OR paid leave, from. and after the six hundred t'"venty fourth (621th)
full pay period of employment. (Accrual rate approximately five (5) weeks per
year after twenty f-our (21) years of service.)
2G. 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.
3M. 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.
41. 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 Manager may approve the accumulation of
vacation hours in excess of the established vacation maximum. The City Manager may
also approve the accumulation of vacation hours in excess of the stated maximum for
other extenuating circumstances. Whenever such excess accruals occur, the employee
shall have one year from the date the vacation was canceled or from the date the
employee returns to work from illness or injury to utilize the excess accrual.
~~ It is City policy that employees take their normal vacation each year at such time or times
as may be approved by their Department.
Q~. Vacation cannot be accrued while an employee is in a non-pay status.
14. 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
13
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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.
1i~. The City shall not require an employee to take vacation in lieu of sick leave or leave of
absence on account of illness.
26. If an employee is off duJy on vacation on a fixed holiday, the paid holiday GfeEiH will be
used. If an employee is off on vacation on a floating holiday, vacation balances will be
used and the paid holiday GfeEiH will be deferred.
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.
11&. The City will. at the employee's option. compensate employees for accumulated vacation
during any fiscal year as follows:
For employees working bthef than 24
hour shift: .1.l ,
MINIMUM MAXIMUM
I 'I I'
ACCRUAL I ,I;IQURSi ~AitiAaLE
, For-elllployeesworking[24 hoo1rs
shift: , I .
MINIMUM MAXIMU'!'1
ACCRUAL HOURS PAY 4BLE
120
40
168
56
240
80
336
112
360
120
504
168
'Whenever an employee has accrued ORe hundred twenty (120) hours or more vacation
allowance, the City will, at theemflloyee's option, compensate the employee for up to
forty (10) hours of accumulated vacation during any fiscal year. 'Nhene';er an employee
has accrued tv/o hundred f{)fty (210) holli's or more of vacatioR allowance, the City will,
at the employee's option, compensate the employee for up to eighty (80) hours of
accumulated vaoation during any fiscal year; and whenever any employee has accrued
three hundred sixty (360) holli's or more vacation allowance, the City will at the
employee's option compensate the employee for up to one hURdred twenty (120) hours of
accumulated ';acation during any fiscal year. For twenty f{)ur (21) hour shift employees,
an employee with one hundred sixty eight (168) hours of accrued vacation may choose to
be oompensated f{)r fifty six (56) hours of that lea';e per fisoal year. Twenty four (21)
hour shift employees with three hundred thirty six (336) hours of leave may choose to be
oompensated f-or one hundred t'.velve (112) holli's accrued vacation leave. TweRty f{)lli'
(21) holli' shift employees 'llith five hundred f{)lli' (501) flours of leave may choose to be
compensated for one hundred sixty eight (168) holli'S accrued vacation leave.
14
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.129. Employees may contribute their earned vacation hours to an employee approved for the
vacation donation program. Vacation is credits are donated and granted on the basis of
the dollar value of the donor's base pay rate. vaeation eredit. See Leaves: Section 4.
HOLIDAYS
1. Regular employees, except as otherwise provided herein, shall be entitled to have the
following holidays time off with pay:
I _ __~
rJ--
'. - _______l
,--~
L .
l=-~=J
1M;
I J
, I
I ,
DJ:SC~IPTION OF HOLIDAY
Fi~ed or
FI~ating
Fixed
A
B
C
o
E
January 1 st
The third Monday in January, known as Martin Luther King, Jr. Day
Lincoln Day
The third Monday in February, known as President's Day
The last Monday in May, known as Memorial Day
July 4t
First Monday in September, known as Labor Day
Employee's Birthday
The second Monday in October, known as Columbus Day
November 11th, known as Veteran's Day
Thanksgiving
Friday after Thanksgiving
The last half of the nonnal work shift [OUI' ( 1) work hours before
Christmas
December 2St
Fixed
Floating
Fixed
Fixed
. - -- ~;;
F
G
H
I
Fixed
Fixed
Floating
Floating
Floating
Fixed
Fixed
Fixed
Fixed
N
(.^..) January 1st
(B) The third Monday in January, kno'.vn as Martin Luther King, Jr. Day
(C) Lincoln Day*
(D) The third Monday in February, known as President's Day
(E) The last Monday in May, known as Memorial Day
(F) July 1th
(0) First Monday in September, knm.vn as Labor Day
(H) Employee's Birthc1ay*
(I) The second Monday in October, knOVlIl as Columbus Day*
(J) November 11th, known as Veteran's Day*
(K) Thanksgiving
(L) Friday after Thanksgi':ing
(M) The last roW" (1) ',york hoUI's before Christmas
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(N) Deoember 25th
* Observed as floating holidays
2. If any of the foregoing holidays falls on a Sunday, the Monday following shall be
observed as the holiday, except by those employees who are regularly scheduled to work
on Sunday other than on an overtime basis. Employees who are regularly scheduled to
work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays
falls on a Saturday, the preceding Friday shall be observed as the holiday, except by those
employees who are regularly scheduled to work on Saturday other than on an overtime
basis. Employees who are regularly scheduled to work on Saturdays shall observe such
holidays on Saturday. If any of the foregoing holidays falls on any day from Monday
through Friday, inclusive, and that day is a regularly scheduled non-workday for an
employee, such employee shall be entitled to receive another workday off with pay, to be
scheduled in the same manner as vacation days are normally scheduled. Emplovees who
work alternative work schedules commonly known as 9/80's will be entitled to paid
holiday for nine (9) hours, as applicable.
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 supervisors in the same manner as vacations
are normally scheduled. When an employee is required to work on a floating holiday the
employee shall receive pay at the straight time rate.
4. Notwithstanding the foregoing, employees regularly assigned to work twelve (12) hour
shifts at the Redding Power Plant shall not be entitled to observe the following holidays;
Lincoln Day, Columbus Day, Veterans Day nor the employee's birthday.
~ Employees assigned to work ten (10) hour shifts for the Electric Department shall revert
back to a normal eight-hour workday during the weeks in which holidays occur.
Q4. Employees may be scheduled to work on fixed holidays, in which event an employee
will, in addition to holiday pay, be compensated at the overtime rate of pay for all time
worked on such days. An employee may, however, elect to observe that holiday at
another time, to be scheduled in the same manner as vacation days are normally
scheduled. In which event, the employee will only be compensated for time worked on
that day at the overtime rate of pay and shall not receive holiday pay.
~. An employee must be in a paid status on both workdays immediately adjacent to the
holiday in order to receive pay for the holiday.
~ Regular Fire Department Safety Management personnel assigned to twenty-four (24)
hour shifts shall receive compensation for holidays without regard for when holidays
occur nor whether or not an employee actually works on any holidays and regardless of
the number of holidays other City employees observe. Such holiday compensation shall
be at the rate of one hundred fifty-one and one-half (15112) hours per year at the
employee's regular hourly pay rate with one hundred three and one-half (103.5) hours
16
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paid the week following the second payday in Jtifte July and forty-eight (48) hours ftHhe
employee's regular pay--fftte-in December. paid the week following the first pay day in
December of each year. For those employees who are assigned to fifty-six (56) hour
workweeks the full six (6) months prior to the paYment due date, such holiday
compensation shall be prorated.
ADMINISTRATIVE LEAVE
1. In reeognition of the inapplicability of additional oompensation, speoifioally o'lertime
and compensatory time off, Exempt employees may be eligible for paid time off per
calendar year as indicated below:
I I
ADMINISTRATIVE LEAVE MA:Y
BE GRANTED TO: I '
rr I'
WITH
DEPARTMENT ,
DIR~~-':-Q~ A~eI!Q't~~~ "
Fire Department exempt employees
who normall work a 24-hour shift:
56 Hours
WITH
CITY MANAGER
I
APPROVAL
, I '
i
80 Hou."s
1
112 Hours
, " , I
40 Hours
with the eKeeption of 21 hour shift Fire management employees, may be eligible for up to forty
(10) hours ill paid administrative leave per calendar year with Depar.ment Director approval and
up to eighty (80) hours paid administrati';e lea';e per calendar year with City Manager approval.
Fire Department management employees Eh.Q working 21 hour shifts may be eligible for up to
fifty six (56) hours paid administrative leave per oalendar year with Department Director
approyal and up to one hundred hvel';e (112) hours paid administrative leave per ealendar year
with City Manager approval.
2. Administrative leave is granted on the payroll period closest to January 1 and must be
used by the end of the calendar last pay period in Deeember of each year or i! time 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.
.1. Employees are to schedule administrative leave in the same manner as vacation with the
approval of their Supervisor. Department Direetor.
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.
FUNERAL (BEREAVEMENT) LEAVE
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; fifty-six hours for Fire Department Safety Management employees who work
17
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Notwithstanding the foregoing, hereavement leave with pay shall be granted to twenty-
four (24) hour shift~. efI1ployees for the time necessary to be absel'lt for up to a maKiIffilIll
of fifty six (56) hours.
2. "Immediate family" as used herein includes only employee's spouse; children,
grandchildren, brothers, sisters, parents, or grandparents of either employee or spouse; or
other persons who are living in the employee's immediate household. The relationships
included herein shall apply whether by blood or marriage. Notwithstanding the
f-oregoing, bereavement leave '.vith pay shall be granted to twenty four (21) hour shift
employees for the time necessary to be absent for l:lp to a maximmn of fifty six (56)
~
3. Regular employees who are absent from work to attend the funeral of a person other than
an immediate family mt:mber 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; seventy-two (72) hours for Fire Department Safety
Management employees who work twenty-four hour shifts. Tv/enty f-our (21) hour shift
employees shall receive compensation at the regular rate of pay for the time necessary to
be absent from vlOrk, b\:lt not to eKceed one (1) regularly scheduled work day. l...
maximmn of seventy two (72) hours may be utilized for this type of leave in a ealendar
year.-
4. An employee must be in a paid status on both scheduled workdays immediately adiacent
to funeral leave in order to receive pay for such leave. If an employee is in a non paid
status on either workday immediately adjacent to the funeral (bereavement) leave, the
employee shall not receive pay for funeral (berea'lement) leave.
JURY/WITNESS DUTY
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. If an employee is in a
non paid status on either vlOrkday immediately adjacent to the jury duty leave, the
employee shall not receive jury duty pay.
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.
3. An employee must be in a paid status on both scheduled workdays immediately adiacent
to the iury duty in order to receive pay for such leave.
18
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LEAVES
1. A leave of absence may be granted to employees by the City Manager for urgent and
substantial reasons, up to a maximum of one year, providing satisfactory arrangements
can be made to perform the employee's duties without undue interference with the normal
routine of work. Employees in an initial probationary period, Part-Time or Temporary
status are not eligible for leave of absence unless eligible pursuant to the Family Medical
Leave Act or the California Family Medical Leave Act.
A. A leave will commence on and include the first workday on which the employee
is absent and terminates with and includes the workday preceding the day the
employee returns to work.
B. All applications for leave of absence shall be made in writing except when the
employee is unable to do so. The conditions under which an employee will be
restored to employment on the termination of leave of absence shall be clearly
stated by the City in conjunction with the granting of a leave of absence. An
employee is required to submit medical certifications as to the conditions
necessitating the leave if the leave is a result of exhaustion of sick leave. If the
leave should exc,eed the initial request, the employee is responsible for requesting
additional time off and providing current medical certifications and return to work
dates. Upon an employee's return to work after a leave of absence, the employee
will be reinstated to the employee's former position and working conditions,
providing that the employee is capable of performing the duties of the employee's
former position, except that if there has been a reduction of forces or the
employee's position has been eliminated during said leave, the employee will be
returned to the position the employee would be in, had the employee not been on a
leave of absence.
C. An employee's status as a Regular employee will not be impaired by a leave of
absence and the employee's seniority will accrue.
D. If an employee fails to return immediately on the expiration of the employee's
leave of absence or if the employee accepts other employment without prior City
approval while on leave, the employee will thereby forfeit the leave of absence
and employment with the City may be terminated.
E. An employee on a leave of absence as provided herein shall not accrue vacation or
sick leave benefits nor maintain group health and welfare insurance coverage. An
employee may, if eligible, maintain group insurance coverage at the employee's
expense providing the full monthly premium is received by the City Treasurer on
or 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 n:sult 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
19
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..
formula, providing the employee pays his/her the employee's share of the
premium on a timely basis.
2. Family and medical leave for employees shall be administered in accordance with the
provisions of the Federal Family and Medical Leave Act (FMLA), 29 USC Section 2601
et seq., and the provisions of the California Family Rights Act (CFRA), Code of
Regulations, Title 2, Division 4, Section 7297.0 et seq., as may be amended from time to
time.
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.
4. Vacation Donation Program
A. This program has been established to allow employees to donate accrued vacation
hours to aft eligible employee~ in need. The purpose of this program is to provide
a means by which the eligible employee may obtain authorized paid time off.
Employees eligible for the program must:
1. Be a Regular or Part-Time Regular employee already having completed an
initial probationary period;
2. Have a verifiable long-term illness or injury (non-work related). For this
program, long term is defined as no less than four (4) weeks in duration. It
is the employee's responsibility to complete and return a Request for
Donation form to the Personnel Department Division 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:
~. Have exhausted all accrued leaves, resulting in the employee being in an
unpaid status if on approved leave; and
~4. Have requested and exhausted fLsick leave advance.
6. Have the concurrence of the Department Director and Personnel Director.
Manager.
B. Once an employee is determined eligible, a posting will be distributed and use of
the donated hours will start as soon as possible. Under no circumstances ';lill total
eligibility extend beyond thirteen (13) pay periods.
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. Employees using donated vacation time v..ill not
20
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accrue holiday, vacation or sick leaye benefits. 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.
INDUSTRIAL DISABILITY
1. A Regular employee, who has completed their initial probationary period, and who
becomes disabled as a result of a work-related injury or illness and is deemed eligible for
benefits under the Workers' Compensation and Insurance Chapters of the State Labor
Code, shall receive compensation at the rate of eighty-five percent (85%) of the
employee's regular pay. This payment shall be made in lieu of temporary disability
payments, which would be paid under the State Labor Code, for the period of disability
not to exceed six (6) months. At the conclusion of six (6) months of supplemental
benefits at the eighty-five percent (85%) rate, benefits are reduced to seventy percent
(70%) of the employee's regular pay for an additional six (6) month period. At ~my time
the employee's injury/illness is determined to be permanent and stationary or the
employee is retired on a disability pension through CalPERS, eligibility under this
provision ceases. Employees who are covered under the provisions of California Labor
Code, Section 4850 and those employees in their initial probationary period are excluded
from this benefit.
In exchange for this henefit, 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.
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.
3. If a third party is found to be responsible for the employee's industrial injury and the
employee recovers a judgment in damages from said third party, then all supplemental
benefits received as provided for in Number Section 1 not already repaid from the other
sources mentioned in Number Section 1 shall be repaid to the City by the employee.
4. Vacation and sick leave shall accrue while an employee is absent from work and
receiving the supplemental benefits as set forth in Number Section 1 or the benefits of
Section 4850 of the Labor Code of the State of California. Regular and Part-Time
Regular employees who are wffile 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 five (5)
years, which includes the period in which the employee is receiving supplemental
21
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L ,.
disability benefits as set forth under Number 1, provided the employee pays his or her
normal share of the group health mediew insurance program premium, if any. Holidays
which occur during the period for which an employee is receiving temporary disability
compensation shall not be recognized for compensation purposes.
EXPENSES
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.
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 of thirty-....:fear-seven and one-half
cents ($.J4 .375) per mile.
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
Finance Officer in cases where it is beneficial to the City for the employee to use
their personal vehicle.
3. Lodging and Meal Related Expenses:
A. Employees who have a temporary work assignment at such distance that it is
impractical for them to return to their regular residence will be allowed actual
personal expenses for board and lodging for the duration of such assignment
provided they board and lodge at places to be approved by the City. The time
spent by such employees in traveling to such temporary assignment at its
beginning, to and from home on holidays and weekends, and from such temporary
22
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assignment at its conclusion and any reasonable expense incurred thereby will be
paid by the City.
B. Lodging expenses shall be reimbursed at actual and reasonable costs as approved
by the Department Director, or designee. Receipts are required to support
expenses.
C. Meals shall be reimbursed up to the following maximum rates. An employee may
choose to be paid a meal allowance as follows:
Dinn!er
, . I
. I
: Lunoh
j
Breakfast
I
I
:~~7 .50 :
:$9.50-1
;- -- 'Ui
! $ 7.00
l_____
Meal allowances are included in an individual's gross wages as determined by the
Internal Revenue Service (IRS).
D. Whenever a meal is provided as an official part of a program in which an
employee participates, regardless of whether the City pays a registration fee, a
meal allowance or reimbursement will not be made. It is intended that employees
be reimbursed for out-of-pocket expenses only.
E. Any request for reimbursement in excess of the normal meal allowance must be
accompanied by a written explanation as to the reason for the excess. a COpy of an
itemized receipt indicating actual charges for each item purchased. and must wHl
be subject to City approvedal- by the Finance Officer. Alcoholic beverages are not
a reimbursable expense. Receipts for meals must be provided in order to obtain
reimbursement.
F. Reimbursement of meal expenses for other than employees incurred while
conducting business on behalf of the City shall be allowed provided itemized
receipts are submitted detailing the guest's name, position, and organization.
Such expenses shall be subject to City approval.
4. Reimbursement for reasonable costs other than meals and lodging incurred for the
f-ollowing incidental expenses such as registration, tips and other gratuities, taxi, bus,
parking and other transportation expenses, business telephone calls and faxes, and other
justifiable incidental expenses shall be permitted providing such expenses are justified
and itemized.
5. Employees will be reimbursed for actual expenses only. Any savings realized by
employees by ride sharing, lower accommodation costs, etc., shall accrue to the City.
6. The City shall pay the reasonable cost of repair or a prorated replacement of uniforms,
glasses, watches or other personal property up to three twe-hundred dollars ($300 ~)
23
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. (\
damaged in the course of employment. This provision does not apply to items lost or
damaged as a result of negligence of the employee.
7. 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.
UNIFORM ALLOWANCE
1. A uniform allowance shall be provided to Public Safety Management personnel granted
to those miscelhmeous sworn and non sworn employees required to wear a uniform as
part of their normal job duties.....as opposed to occasional ceremonial functions, as follows:
The unif-orm allowanoe f-or Fire Management employees viill increase to $575 effeotive
July 1, 1998, and $625 eff-ective July 1, 1999.
2. The uniform allowance is normally paid in the week following the second payday in July
of each year and is for the purpose of maintenance and replacement of uniforms for the
ensuing fiscal year. Tht~ allowance is not a reimbursement for the prior year.
3. The first clothing allowance shall be a prorated amount for that period of time from the
employee's date of employment to the following July 1. Upon separation, a pro-rated
amount will be deducted from the employee's pay-etits to offset allowance forwarded ht
the beginning of the fisc,al year.
EMPLOYEE GROUP HEALTH AND WELFARE INSURANCE BENEFITS
1. Regular and Part-Time Regular employees and City Council members are eligible to
participate in the City's a-group health and welfare insurance benefit program effective
the first day of employment. City COlHlcil members may partieipate in the City's group
health insuranoe program in the same mar.ner as Regelat' employees. The City shall pay
the full cost of the program for both employees and dependents for Regular employees
and City Council members. If a Part-Time Regular employee elects insurance coverage,
the-premiums shall be shared by the City and the employee on a pro-rated basis at the
same ratio to full-time (~mployee benefits as the employee's work hours bear to full-time
employees' work hours. Benefit CO'ierage highlights include:
24
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Al-) Life Insurance: Twice annual compensation. salary. for employee, $3,000 for
employee's depeOOeat'S-;- More specific benefit information is provided in the
carrier's booklet.
B~) Health Benefits: $100 deductible per person per year; 80% payable f-or first
$5,000 of eligible eharges, eKeept for hospital charges which are 100% payable;
Effeetive January 1, 2004, $200 deductible per person; $600 deductible per family
per year; 80% payable for services performed by a Preferred Provider or when no
Preferred Provider is available and 70% for services performed by a non-Preferred
Provider for the first $5,000 of eligible charges; the out-of-pocket waiver on the
next following calendar year shall be eliminated; hospital charges 100% payable
two million dollars lifetime limit; professional fees based upon VCR; typical
exclusions and limitations. More specific information regarding the health,
prescription and dental benefits are provided in the City of Redding Employee
Group Health and Dental Plan booklet. Coverage in eludes oancer screening with
no separate dollar limit, ar.nual physieal &xaminations, "well baby" oare, a 30
visit ar.flUallimit on chiropraetie eare, aooidents paid at normal co payment rate,
tobaoco oessation when emolled in a tobaeeo use eessation program or behavior
modification program with a onoe per life time limitation, birth eontrol.
The City will pay the eost of the first twelve (12) out patient ':isits per oalendar
year for treatmmlt related to alcohol or substanoe abuse and mental health
disorders at 100%, with no deductible, and an additional twenty foUi' (24) visits
per oalendar year payable at eighty percent (80%) subjeot to the a:nIR:laJ deduetible.
CJ.) Prescription Benefits Drug Card: No deductible; Employee co-payments as
shown in the following table:
, I ! ] Effective-: Effective I' ~
Retail i 1 5/1/2001 i l.l..l.1lJJM l.l..lilJNl
(34 days' supply) LJ~Q-:-payment I ~ ' "~ I
Generic
Brand
No Generic Available
$5.00
$15.00
$8.50
$7.50
$20.00
$10.00
$7.50
$30.00
$15.00
Mail \ I
(90 days' supply)
$7.50
$22.50
$12.75
$10.00
$35.00
$15.00
$11.25
$45.00
$22.50
Generic
Brand
No Generic Available
; a $5.00 employee 00 payment for generio prescriptions; an $8.50 employee eo payment
for brand name presoription. Effectiye January 1, 2001, the efFlployee eo pa)ment will
increase to $15.00 for brand name prescriptions if there is a generic equi':alent available.
There is also a provision f-or mail preseriptions.
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D4) Dental Benefits: No deductible and 100% of VCR (90th percentile) for
prevention; no deductible and 50% up to $2,000 per lifetime per person for
orthodontia; $25 deductible and 80% of VCR (90th percentile) up to $2,000 per
person per year fur all other eligible charges.
~~) Long Term Disabilit)': After three (3) monthsL60% of employee's compensation
salary to a maximum of $5,000 per month (effective July 1, 1998) integrated with
all other income benefits payable to age 65. The City will pay for sworn Polioe
maflagement employees the SaHle amount toward long term disability benefits as
is paid for miscellaneous employees. More specific benefit information is
provided in the carrier's booklet.
Fe) Vision Care: This plan shall be equi'..alent to Plan .\ available ii-om the
Calif-omia Vision Serviee Plan. This plafl has a $25 deductible, pro'lides for an
examination every twelve (12) months, lenses every twenty-four (24) months, and frames
every twenty- four (24) months.
2. The City will pay fifty percent (50%) of the group medical insurance program premium
for each retiree including dependents, if any, presently enrolled and for each retiree in the future
who goes directly from active status to retirement and continues the group medical insurance
without a break in coverage. Thl~ addition of dependents acquired after retirement shall be subiect
to the "Special Enrollee" provisions of the Health Insurance Portability and Accountability Act as
outlined in the Employee Group Health and Dental Plan. Following the death of a retiree, a
surviving spouse may continue the insurance. Effective July 1, 1998, prospective retiree~ may
continue dental and vision insurance coverage as a package under the fifty percent (50%) cost
sharing basis provided the retire<e also maintains the medical insurance.
3. Regular employees are eligible to participate in the City's Deferred Plan through
voluntary payroll deductions from the employee's pay.
4. The City offers the VantageCare Retiree Health Savings Plan to Regular employees.
RETIREMENT PROGRAM
1. All Regular, Part-Time Regular... afld-qualified Part-Time employees. and elected officials
are covered by the State of California Public Employees' Retirement System (CalPERS)
program. pursuant to an existing contraot. Eleeted offieers may elect membership '.vith
CalPERS pursuant to Government Code Section 20361. The City reports to CalPERS. as
compensation. the amount the City pays on behalf of the employee as Employer Paid
Member Contribution (EPMC) for retirement calculation purposes.
2. For enrolled employees and elected officials, The City pays the employee's full
contribution ~ to the California Public Employees' Retirement System (CalPERS) at
the 2% at 55 formula; one (1) year's compensation in formula; third level 1959 Survivors
Benefits (Indexed Level); Survivor Continuance allowance; credit for unused sick leave;
and military service credit buy back option.
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For Public Safety Police and Fire Management employees: The City pays the full
contribution at the City provides the three t'l/O percent (3o/~ at age 4ifty-t50) benefit
formula; one (1) year's compensation in formula; fourth leyel 1959 Survivors Benefits
(Fourth Level); Survivor Continuance allowance; credit for unused sick leave; fifty
percent (50%) ordinary disability benefit; City pays the employee's contribution of nine
percent (9%); and military service credit buy back option. i\dditionally, Polioe and Fire
Management employees w'e credited with employer paid member oontributions effeotive
June 1, 1997.
For Police and Fire Managemoot employees, the City will begin providing the CalPER8
3% @ 50 retirement plan on Deoember 8, 2002, or as close to that date as is praetieable
and/or legally permissible.
3. Effective January 1, 2005, the City will provide all employees who are eligible for the
CalPERS benefit with the Public Agency Retirement System (PARS) 2.7% @ age 55
benefit formula retirement enhancement plan; all prior CalPERS service; and vested with
five (5) years of City service. All CalPER8 service years will be oo':ered by this f-omrula.
4. Upon retirement and with City approval, employees may choose to have any accrued
benefit payout due, all or in part, paid in up to three equal installments in a period not to
exceed three ill calendar years.
CONTINUING EDUCATION
.L. 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.
2. Employees must obtain prior approval from their Department Director. Reimbursement
under this program shall be limited to two hundred dollars ($200.00) per course
(semester/quarter).
GRIEVANCE PROCEDURE
Any grievance which may arise between a Regular or Part-Time employee and the City with
respect to the interpretation or application of any of the terms and conditions of employment,
including discharge, demotion or discipline of an individual employee, shall be determined by
the provisions of this procedure, except that such matters which are included in the definition of
impasse as set forth in Resolution No. 4217 are not grievable. The establishment of employee
wage and salary pay schedules is are-excluded from this 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.
Step 1:
The initial step in the resolution27of a grievance shall be a discussion between
". " ~
Step 2:
Step 3:
Step 4:
Step 5:
Step 6:
Step 7:
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the employee and the immediate Supervisor directly involved, who will answer
within ten (10) calendar days. This step shall be started within thirty (30) calendar
days of the date of the action complained of or the date the grievant became aware
of
the incident which is the basis for the grievance. This step may be taken during
the working hours of the employee.
If a grievance is not resolved in the initial step, the second step shall be the
presentation of the. grievance, in writing, to the Division Head, 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 immediate supervisor's answer to StepOne.
If a grievance is not resolved in the second step, the third step shall be the
presentation of the grievance, in writing, to the Department Director, 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 Division Head's answer to Step Two.
If a grievance is not resolved in the third step, the fourth step shall be the
presentation of the grievance, in writing, to the Personnel Director. ~
designated labor relations represeFltatiye, who shall conduct an investigation and
attempt to resolve the grievance. If no resolution of the grievance is achieved, the
Personnel Director City's designated labor relations representati';e shall provide
the employee with the City's answer to the grievance in writing. This step shall
be taken within ten (10) calendar days of the date of the Department Director's
answer to Step Three.
If the grievance is not resolved in the fourth step, the fifth step shall be the
presentation of the grievance, in writing, to the City Manager or designee, who
shall answer, in writing, within ten (10) calendar days. The fifth step shall be
taken within ten (10) calendar days of the date of the answer to Step Four.
If a grievance is not resolved in the fifth step, the sixth step shall be the referral of
the matter to mediation by either party within twenty (20) calendar days of the
answer to Step Five. 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 Seven shall not occur until
the mediator has released the parties from the mediation process.
If a grievance is not resolved in the sixth step of this procedure, the seventh step
shall be referral by either the City or the employee to arbitration. The seventh step
shall be taken within twenty (20) calendar days of the date of the answer to Step
Six.
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( a) An Arbitrator shall be appointed on each occasion that a grievance is submitted to
arbitration. The arbitrator shall be chosen by mutual agreement of the City and
employee. In the event that City and the employee or their representative are
unable to agree on the selection of an Arbitrator, they shall request the State of
California Mediation and Conciliation Service to nominate five (5) persons to be
the Arbitrator. The City and the employee or their representative each will
alternately challenge two (2) of such nominees, the party having the first challenge
to be determined by lot. The remaining nominee shall be accepted as the
Arbitrator and their compensation and expenses shall be borne equally by the City
and the employee. Notwithstanding the foregoing, the City and the employee
may, by mutual consent, agree on a single arbitrator to hear grievances, on the
same cost sharing basis. The City and the employee shall pay the compensation
and expenses of their respective witnesses. At the employee's or their
representative's request, the City shall release employees from duty to participate
in arbitration proceedings.
(b) The Arbitrator shall hold such hearings and shall consider such evidence
as to the Arbitrator appears necessary and proper. The decision of the Arbitrator
shall be final and binding on City and the employee, provided that such decision
does not in any way add to, disregard or modify any of the provisions of City
policies, resolutions or ordinances.
Failure by the employee to meet any of the aforementioned time limits as set forth in Steps 1, 2,
3,4, 5, 6, and 7 will result in forfeiture. If the City fails to answer a grievance on a timely basis,
the grievance may be advanced to the next step. Except, however, that the aforementioned time
limits may be extended by mutual agreement. Grievances settled by forfeiture shall not bind
either party to an interpretation of City policies, practices, resolutions or ordinances, nor shall
such settlements be cited by either party as evidence in the settlement of subsequent grievances.
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DEFINITIONS
"ACTUAL SERVICE" means paid service on the City payroll in a position in the 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 to-hour days each week). "3/12" (three l2-hour days) and the "9/80" (nine hours each day.
five days one week. four days the next week.).
"CALENDAR YEAR" means a year starting on January 1 and terminating at the close of the
following December 31.
"CITY" means the City of Redding in the State of California.
"CLASS" or "CLASSIFICATION" defines a grouping of positions on the basis of the nature of
the tasks, duties and responsibilities performed so as positions are sufficiently similar that the
same descriptive title, the same requirements as to education, experience, knowledge and ability
may be demanded of incumbents, ,md 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.
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"FIXED HOLIDAY" means a non-floating holiday.
"FLEXIBLE SCHEDULE" means a workweek schedule of eight hours per day where some
employees begin a shift early in the day and others begin their work later in the day.
"FLOATING HOLIDAY" means a holiday in which the employee may elect. with City approval.
to take the paid holiday off on that date or defer it to another date.
"MONTH" means a period from a particular calendar date in a month to and including the
immediately preceding date of the following month.
"NON-EXEMPT EMPLOYEE" means an employee in a position covered under the provisions of
the Fair Labor Standards Act.
"PosmON" means a collection of duties and responsibilities which require the full-time or part-
time services and employment of one person or more persons in a iob share situation.
"REGULAR BASE RATE OF PAY" means the rate established by Schedules of Classifications
and Wa~e Rates/Salary Ranges or the Executive Management Pay-for-Performance Salary Plan
that are approved by City Council Resolution.
"SENIORITY" means total length of continuous service with the City. Continuity of service will
not be broken and seniority will accrue when an employee is: called to active duty in the Armed
Forces of the United States; on active duty with the National Guard; absent due to industrial
injury; on leave of absence; or on excused leave.
"TITLE" means the designation given to, or name applied to, a classification to the legally
appointed incumbent of each position allocated to the class.
"YEAR" means a period from a particular calendar month and date of a year to and including the
immediately preceding date ofthe same month in the following year.
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