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HomeMy WebLinkAboutReso 2003-112 - Executive Management PayRESOLUTION NO. 2003-///' 2-- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING AMENDING THE EXECUTIVE MANAGEMENT PAY-FOR- PERFORMANCE SALARY PLAN, THE NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES, AND THE SCHEDULE OF PART-TIME EMPLOYEE CLASSIFICATIONS AND WAGE RATES/RANGES FOR UNREPRESENTED EMPLOYEES, EFFECTIVE JULY 6, 2003. WHEREAS, the City Council has studied the current Executive Management Pay-for- Performance Salary Plan, as previously amended by Resolution No. 2002-82, the Non-Exempt Employee Schedule of Classifications and Hourly Wage Rates, and the Schedule of Pratt-Time Employee Classifications and Wage Rates/Ranges for unrepresented employees; and WHEREAS, the Administrative Services Director has recommended that the Executive Management Pay-for-Performance Salary Plan for unrepresented employees be further mnended as set forth in Exhibit A, effective July 1, 2003, in order to accomplish the annual adjustments of the salary ranges; and WHEREAS, the Administrative Services Director has also recommended that the Non- Exempt Employee Schedule of Classifications and Hourly Wage Rates for unrepresented employees be amended as set fi~rth in Exhibit B, effective July 1, 2003, in order to accomplish the annual adjustments of the wage rates; and WHEREAs, the Administrative Services Director has also recommended that the Schedule of Part-Time Employee Classifications and Wage Rates/Ranges for unrepresented employees be amended as set forth in Exhibit C, effective July 6, 2003, in order to accomplish the annual adjustments of the wage rates; and WHEREAS, the City Council deems it to be in the best interests of the City to adopt such recommendations; NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council that the Executive Management Pay-for-Performance Salary Plan, the Non-Exempt Employee Schedule o'f Classifications and Hourly Wage Rates, the Schedule of Part-Time Employee Classifications and Wage Rates/Ranges, and the Employee Benefit Policies for unrepresented employees be amended, as set forth in Exhibits; A, B, and C, effective July 1, 2003. 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 1 st day of July, 2003, by the following vote: AYES:COUNCIL MEMBERS: NOES: COUNCIL MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAIN: COUNCIL MEMBERS: Kight, None None None Mathe~~~f~MAR~~~leyer,/~tegall \ and Cibula ATTEST: .'. CONNIE STR~~i~/t Clerk 6- t 8-03.SalaryChgUnrepEmp-Reso.doc FORM APPROVED: BRAI) L. FULLER, City Atto--~rney EXHIBIT A ~ OI-' REDDING EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN Effective July 6, 2003 SALARY RANGE Job Code Title 96 City Clerk (Elected Official) NO RANGE $6(;)0 97 City Treasurer (Elected Official) NO RANGE $600 30 Director of Electric Utility $7,638 - $12,3t56 3.5 Chief of Police $6,093 - $9,99_9 12 Assistant City Manager $6,093 - $9,806 3~ C=;~ef~q;Zg~e $6,093 - $9,6~-4 40 Fire Chief $5,760 - $9,63--4 43 Director of Development Services $5,897 - $9,489 20 Director of Municipal Utilities $5,897 - $9,489 81 Electric Group Manager $5,760 - $9,270 16 Administrative Services Director 135 Assistant City Attorney 18 Deputy City Manager 122 Electric Program Manager $5,237 - $8,428 $5,237 - $8,428 $5,237 - $8,428 $5,237 - $8,428 82 Electric Program Supervisor $5,073 - $8,167 4~2 Deputy Fire Chief $4,744 - $8,04.~8 $4,744 - $7,59.2- 106 Senior Electrical Engineer $4,788 - $7,706 52 131 53 6.5 Director of Community Services Economic Development Director Support Services Director Personnel Director $4,735 - $7,619 $4,735 - $7,619 $4,735 - $7,619 $4,735 - $7,619 71 111 155 116 108 138 253 Assistant Director of Development Services/Building Offici Assistant Director of Development Services/City Engineer Electric Utility Project Coordinator Electric Utility Resource Planner Electrical Engineer Planning Manager Senior System Operator $4 724 $4 724 $4 724 $4 724 $4 724 $4 724 $4 724 $7,612 $7,612 $7,612 $7,612 $7,612 $7,612 $7,612 60 Finance Officer $4,511 - $7,260 112 Assistant City Engineer 127 Building Official 103 Housing and Redevelopment Manager $4,392 $4,392 $4,392 $7,068 $7,068 $7,068 110 Electric Utility Engineer $4,342 - $6,988 151 57 123 172 Deputy City Attorney Parks and Facilities Manager Public Works Manager Solid Waste Manaqer $4,296 $4,296 $4,296 $4,296 $6,914 $6,914 $6,914 $6,,,)14 113 Electric Utility Field~eman 257 Power Plant SuperiOr 254 Power Prescheduler 75 Airports Manager 74 Construction Manager 70 Information Technology Manager 182 Geoqraphic Information Systems Manaqer 126 Battalion Chief 133 Battalion Chief Shift 121 Electric Utility Engineering Associate 105 Assistant Finance Officer !26 884~eCk~mCC~ef 133 Batta!icn Chief Shift 120 129 102 85 107 98 99 249 164 136 !82 Safety and Environmental Compliance Coordinator Electric Utility System Inspector Convention Center and Visitors Bureau Manager Director of Utilities/Customer Services Energy Services Account Manager Administrator - Office of C;ity Clerk Administrator - Office of City Treasurer Field Foreman-Electrical Technician Assistant Fire Marshal Electric Utility Engineering Assistant II 209 Assistant Airports Mana.qe_r 104 152 255 169 Electric Utility Demand Side Management Coordinator Financial Management Specialist Power and Fuel Contracts Technician Recreation Superintendent !64 Assistant Fire Marsh:! 212 165 150 166 56 Electric Utility Supervising Arborist Foreman - Parks Electric Utility Engineering Assistant I Purchasing Officer Senior Personnel Analyst 130 Fleet Manager 175 Management Assistant to the City Manager 156 Police Administrative Supervisor 79 Tourism Officer 115 Energy Services Account Representative 109 Reprographics Manager 245 Secretary to the City Manager $4 $4 $4,253 $4,115 $4,115 $4,115 $4,!!5 $4,115 $3,929 $3,929 $3,970 $3,970 $3,871 $3,871 $3,818 $3,818 $3,818 $3,811 $3,811 $3,811 $3,521 $3,656 $3,~56 $3,262 $3,587 $3,587 $3,587 $3,587 $3,52! $3,436 $3,436 $3,436 $3,436 $3,422 $3,377 $3,377 $3,287 $3,262 $2,972 $2,582 $2,582 $6,8;'6 $6,876 $6,876 $6,6;.)3 $6,6;.)3 $6,6;.)3 $6,623 $6,5'7--2 $6,5'7-2 $6,389 $6,389 $6,231 $6,231 $6,1.45 $6,1.45 $6,1.45 $6,746 $6,746 $6,132 $5,888 $5,885 $5,7¢~9 $5,666 $5,773 $5,773 $5,773 $5,773 $5,555 $5,530 $5,530 $5,530 $5,530 $5,506 $5,434 $5,4.34 $5,2.89 $5,147 $5,25O $4,7'82 $4,155 $4,155 EXHIBIT B CITY OF REDDING NON-EXEMPT EMPLOYEE SCHEDULE OF CLASSIFICATIONS AND HOURLY WAGE RATES Fffective: July 6, 2003 Hourly Wage Rate - Salary Step Job Code Classification 1 2 3 4 301 302 316 315 315 Electric Utility Distribution Planner I $25.98 $27.35 $28.79 $30.35 Electric Utility Distributiion Planner II $29.29 $30.83 $32.45 $34.16 Electric Utility Assistant System Operator $29.71 $31.27 $32.91 $34.65 ~[,~,-,,~,- ~,I,~*,, ~,,o,,,,,~ ,~ .... ,,,, ,=,~ n~ ~-~'> 7o $34 ,'!.4~ o~ Electric Utility System ,Operator $32.91 $34.65 $3647 $38.29 $31.90 $35.96 $36.47 $38.!6 $40.21 CITY OF REDDING SCHEDULE OF PART-TIME EMPLOYEE CLASSIFICATIONS AND WAGE RATES/RANGES Effective: July 6, 2003 EXHIBIT C JIC 401 406 411 416 421 426 450 431 441 446 Classification Recreation Leader Car Washer Recreation Specialist Supervising Recreation Leader On-Call/Seasonal Firefighter Police Cadet Police Chaplain Recreation Instructor Recreation Coordinator I Recreation Coordinator II Hourly Wage Rate - Salary Step 1 2 3 4 $7.02 $7.39 $7.78 $8.19 $7.02 $7.39 $7.78 $8.19 $7.73 $8.14 $8.56 $9.02 $8.50 $8.95 $9.42 $9.92 $8.50 $8.95 $9.42 $9.92 $8.50 $8.95 $9.42 $9.92 $8.50 $8.95 $9.42 $9.92 $9.34 $9.83 $10.35 $10.99 $10.28 $10,82 $11.87 $11.99 $12.35 $13.00 $13.68 $14.40 5 $8.62 $8.62 $9.49 $10.44 $10.44 $1 O.44 $10.44 $11.47 $12.62 $15.16 CITY OF REDDING EMPLOYEE BENEFIT POLICIES PER. SONNEL MANUAL PAGE NO. 5.1 CITY OF REDDING EMPLOYEE BENEFIT POLICIES TABLE OF CONTENTS Article Page INTRODUCTION ............................................................. 3 EMPLOYEE STATUS ......................................................... 3 COMPENSATION AND CLASSIFICATIONS ...................................... 6 HOURS AND OVERTIME ...................................................... 9 SICK LEAVE ............................................................... 11 VACATIONS ................................................................ 13 HOLIDAYS ....................... '. ......................................... 16 ADMINISTRATIVE LEAVE ................................................... lg FUNERAL (BEREAVEMENT) LEAVE .......................................... 19 JURY/WITNESS DUTY ....................................................... 20 LEAVES ................................................................... 21 INDUSTRIAL DISABILITY .................................................... 23 EXPENSES ................................................................. 24 UNIFORM ALLOWANCE ..................................................... 26 GROUP INSURANCE ........................................................ 27 RETIREMENT PROGRAM .................................................... 29 CONTINUING EDUCATION .................................................. 30 GRIEVANCE PROCEDURE ................................................... 31 DEFINITIONS ............................................................... 33 PERSONNEL MANUAL PAGE NO. 5.2 INTRODUCTION The following employment policies are applicable only those employees not covered lander an existing Memorandum of Understanding negotiated with a recognized bargaining unit. EMPLOYEE STATUS Employees will be designated as Council-Appointed, Administrative, Regular, Part-Time Regular, Part-Time, Temporary, or City Council Members, depending upon the propose for which they are hired/elected and their length of continuous service with the City. Council-Appointed employees include the City Manager and City Attorney and arty others who may be appointed directly by the City Council and serve at the will of the Co~tcil. 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 supercede when there is conflict with benefits outlined for Regular employees. An Administrative employee is defined as an employee appointed by the City Manager, subsequent to July 1, 199'7, 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 and the employment relationshil? may be ended at any time without cause. A Regular employee is defined as an employee hired for a full-time position that laas 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, insurance coverage and other benefits as outlined herein as the employee becomes eligible. A Part-Time Regular 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 aone 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 (as governed by the Public Employees' Retirement System), and seniority accrual, but shall not be eligible for supplemental benefits for industrial injury, bereavement leaw~ 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 (1052) of an hour for each regular hour worked or on paid leave. Part-Time Regular employees are eligible for insurance coverage (pursuant to group insurance contract EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 3 PERSONNEL MANUAL PAGE NO. 5.3 10. provisions). Ifa Pm-Time Regular employee elects 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. Ifa Pm-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. A Pm-Time employee is defined as an employee hired to work less than a full-time employee, but not more than 1560 hours in a fiscal year. A Pm-Time employee will be limited to less than 1,000 hours per fiscal year unless approved by the Personnel Manager. A Pm-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 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 Pm-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. 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 items 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. Ifa 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. A City Council member is defined'as an elected officer elected by the citizens of the City of Redding. Probationary Periods: Regular and Pm-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. Temporary employees do not serve a probationary period, as the appointment is temporary by definition and can be terminated at any time. Re-employment: With the recommendation of a Department Director and approval of the Personnel Manager, a past employee who both passed the probationary period and resigned EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 4 PERSONNEL MANUAL PAGE NO. 5.4 in good standing may e :re-employed within two years of the e~ective 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 peric,d. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 5 PERSONNEL MANUAL PAGE NO. 5.5' o COMPENSATION AND CLASSIFICATIONS Consistent with principles of public accountability, employees shall be paid the salary or wage established for their classification. Upon initial appointment to a classification, an employee shall normally be paid the lowest 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 salary or wage range overlapping the salary or wage range of the employee's previous classification, the employee shall be paid at the salary or wage 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 a satisfactory performance evaluation, Department Director and Personnel Manager approval and may be granted as follows: After twenty-six (26) full pay periods of employment at Step 1, and with an overall satisfactory or above performance rating, an employee shall be advanced to Step 2. After twenty-six (26) full pay periods of employment at each subsequent salary step, with an overall satisfactory or above work performance, an employee will be advanced 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. The effective date of any salary rate shall be the first day of the pay period closest to the anniversary of an employee's employment date, following qualification for the new rate. Upon promotion, employees designated for Pay-for-Performance evaluations shall be reviewed after every twenty-six (26) full pay periods of employment in the employee's new classification pursuant to the City's Pay-for-Performance Policy. A full pay period as used herein is defined as one in which the employee works or is paid for at least half of the regularly scheduled work hours. Wages shall be paid at bi-weekly intervals on Thursdays at the end of the employee's work period after 12:00 noon for a pay period ending no earlier than the preceding Saturday. Ifa pay day falls on a fixed holiday, payments shall be made on the preceding workday. When an employee is temporarily assigned to work in a lower-paid classification than the employee's normal classification, the employee's rate of pay will not be reduced. 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 thc absent employee's duties for a full work day, such employee shall have their compensation rate increased by five percent (5%), but not to exceed the range of the higher class. Department Director approval is required. 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 BENEFIT POLICIES - RESOLUTION NO. 2003- ! 12, EFFECTIVE JULY 6, 2003 Page 6 PERSONNEL MANUAL PAGE NO. 5.6 o employee's salary or wa.ge shall be increased by at least five percent (5%), but not to exceed the top of the range. Department Director and Personnel Manager approvals are required. Except for those Regular employees whose shift ends on or before 6:00 p.m., employees shall receive shift differential pay of three and one-half percent (3¼ %) of the employee's regular pay rate for each~ hour worked between the hours of 4:00 p.m. and 12:00 midnight, in addition to the employee's regular compensation. Except for employees whose shift starts at 6:00 a.m. or later, for time worked between 12:00 midnight and 8:00 a.m., shift differential pay shall be increased to five percent (5%). POST and educational incentives shall be added to base pay as follows: 2.5% plus $100.00' - AA or AS degree, or sixty (60) semester units, or a POST Intermediate Certificate for Sworn Police Management Employees. 5.0% plus $100.00' - BA or BS degree, or one hundred twenty (120) semester ~mits or a POST Advance Certificate for Sworn Police Management Employees. Effective June 23, 2002, 7.5% plus $100.00' - Master's degree for Sworn Police Management Employees. * The annual payment will be paid in the week following the second pay day in July. Education Incentive for Fire Management shall be added to base pay as follows: 2.5% plus $100.00' - Pu~ or AS degree, or sixty (60) semester units in Fire Sciences or Fire Technology. 5.0% plus $100.00' - BA or BS degree~ or six _ty (60) semester units in Fire Technology, Fire Administration, Fire Pre, vention or Business Administration. 7.5% plus $100.00 - Master's Degree - Master's degree for Fire Management Employees. _* The annual payment will be paid in the week following the second pay day in July. 10. Effective May 17, 1998, iBattalion 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. The City Manager may, based upon outstanding job performance, grant an exempt employee a one time salary increase up to ten percent (10%) above the top of the salary range for a period not to exceed one (1) year. This one time increase is not cumulative and the employee would revert to the employee's regular salary rate at the end of the one year period. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.7 Page 7 11. The City Manager, at his discretion, may provide severance pay not to exceed one year of' salary to Administrative employees when it is deemed to be in the best interest of the City. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.8 Page HOURS AND OVERTIME 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. 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 t:o consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week or at any hour of the day during the workweek. Shit~ employees may be assigned any hour arid/or days of work. The basic workweek indicated abow~ 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 employees. Except as otherwise provided herein, overtime is defined as (a) time worked in excess of' forty (40) hours in a workweek, (b) time worked in excess of eight (8), ten (10), or twelve (12) hours as applicable: on a scheduled workday, (c) time worked on a non-workday, (d) time worked outside of' regular hours on a workday, and (e) time worked on a holiday. Overtime shall be computed to the nearest one-quarter (1/4) hour. For those employees 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. For Part-Time and Temporary employees, other than fire suppression or twenty-four (24) hour shift employees, overtime is defined as time worked in excess of forty (40) hours in a workweek. For Temporary and Part-Time fire suppression or twenty-four (24) hour shift employees overtime is defined as time worked in excess of two hundred forty (24[0) hours in an established 28-day work period. In cases where the basic workweek has been modified by mutual agreement, these ,overtime requirements may be waived pursuant to applicable law. Overtime wages shall be paid to non-exempt employees at a rate equivalent to one and one- half(1 lA) times the regular rate of pay, or at the employee's option, and with City appro.val, the employee may elect ~to receive time offwith 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. The maximum accumulated compensatory time an e~ployee may keep on the books at any time shall be limited to a maximum of two hundred forty (240) hours. Exempt employees shall not receive any compensation for overtime work, except for exempt fire management employees who are eligible for pay in excess of their regular salary when: 1) assigned to state service on a non-work day, the exempt employee shall receive one and one-half (1 lA) times their regular rate of pay; 2) assigned to work for another Battalion Chief who is working in state service on a regularly scheduled workday, the exempt employee shall receive one and one-half (1 ½) times the regular rate of pay; and 3) working to cover for a EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 P~e9 PERSONNEL MANUAL PAGE NO. 5.9 Battalion Chief absent from a regularly scheduled shift, the exempt employee shall be paid at one and one-half the regular rate of pay. Exempt employees, who as a result of their exempt status are not eligible for overtime pay or compensatory time off, will not have their leave balances (vacation, sick leave, etc.) reduced for absences of less than four hours. Department Director approval is required. Employees who are entitled to overtime pay and who are required to report for work on their non-workdays, or on holidays they are entitled to have off, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than two (2) hours compensation. If an employee who is called out for such work outside of the employee's regular hours on a workday continues to work into the employee's regular hours, the employee shall be paid overtime compensation only for the actual time worked. If an employee performs overtime work immediately following the end of the employee's regular shift, the employee shall be paid overtime compensation only for the actual time worked. At such time as a twenty-four (24) hour shift Fire Management employee moves between forty (40) and fifty-six (56) hour work schedules, vacation and sick leave balances will be adjusted. Specifically, when an employee moves from a forty (40) to a fifty-six (56) hour schedule, all leave balances will be multiplied by a factor of 1.4. When an employee moves from a fifty-six (56) to a forty (40) hour schedule, vacation and sick leave balances will be multiplied by a factor of 0.715. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 10 PERSONNEL MANUAL PAGE NO. 5.10 o SICK LEAVE 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.) Sick leave shall be allowed for a non-work related absence due to: (a) the inabil[ity of an employee to be present or perform the employee's duties because of personal illness:, off-duty injury, or confinement f6r medical treatment; (b) personal medical or dental appointments, which are impractical to schedule outside of regular working hours; (c) the need to be present during childbirth, surgery, critical illness or injury involving members of the imrnediate family for up to forty (4(}) hours per incident. 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. (d) family sick leave up to forty-eight (48) hours per calendar year for members of the immediate family. Notwithstanding the foregoing forty-eight (48) hour limitation, twenty-four (24) hour shift employees, shall be allowed seventy-two (72) hours of family sick leave and ninety-six (96) hours per incident for childbirth, surgery, critical illness or injury involving members of the immediate family. Management may require satisfactory evidence of sickness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination at City expense by a physician or physicians approved by City for the purpose ofdet~nmining 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. If an employee is off on sick leave on a fixed holiday, the holiday credit will be used. However, if an employee is offon sick leave on a floating holiday, sick leave balaaces will be used and the holiday credit will be deferred. 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 Personnel Manager, such employee may be advanced sick leave fi.om 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 would be made to final paid leave cash pay-outs or other C. ity 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 reimbursemen't will be waived for employees who are terminally ill or totally disabled (100%). 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 (331/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 EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 11 PERSONNEL MANUAL PAGE NO. 5.11 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, an employee enrolled in Public Employees' Retirement System (PERS) may, elect to receive credit for all or part of any unused/uncompensated sick leave toward the employee's retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 12 PERSONNEL MANUAL PAGE NO. 5.12 VACATIONS Regular and Part-Time Regular employees shall accrue vacations with pay up to 5,00 hours (Fire Management twenty four (24) hour shift employees shall accrue vacation pay up to 700 hours) as follows: A) At the rate of thirty-nine thousandths (.039) of an hour for each regular hour worked, or on paid leave, from the date of employment through the one hundred fourth (104th) full pay period ofernployment. (Accrual rate approximately two (2) weeks per year up to four (4) years of service.) B) At the rate of fitly-eight thousandths (.058) of an hour for each regular hour worked, or on paid leave, from the one hundred fourth (104th) full pay period through the two hundred thirty-fourth (234th) full pay period of employment. (Accrual rate approximately three (3) weeks per year after four (4) years of service.) c) At the rate of sixty-eight thousandths (.068) of an hour for each regular hour worked, or on paid leave, from the two hundred thirty-fourth (234th) full pay period through the three hundred six.ty-fourth (364th) full pay period of employment. (Accrual rate approximately three and one-half (3 ½) weeks per year after nine (9) years of service.) D) At the rate of seventy-seven thousandths (.077) of an hour for each regular hour worked, or on paid leave, :from the three hundred sixty-fourth (364th) full pay period of employment through the four hundred ninety-fourth (494th) full pay p~n'iod of employment. (Accrual rate approximately four (4) weeks per year after fourteen (14) years of service.) E) At the rate of eighty-seven thousandths (.087) of an hour for each regular hour worked, or on paid leave, from the four hundred ninety-fourth (494th) full pay period through the six hundred twenEt-fourth (624th) full pay period of employment. (Accrual rate approximately four and one-half (4~A) weeks per year after nineteen (19) years of service.) F) At the rate of ninety-six thousandths (.096) of an hour for each regular hour worked, or on paid leave, from and after the six hundred twenty-fourth (624th) full pay period of employment. (Accrual rate approximately five (5) weeks per year after twenty-four (24) years of service.) G) A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. H) The City Manager tnay 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. i) In the event ofdepmXrnental cancellation of a previously scheduled vacation or ora 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 EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 13 PERSONNEL MANUAL PAGE NO. 5.13 o o established vacation maximum. In the event of an absence due to an illness or injury that is not job related, the Personnel 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 the Department. Vacation cannot be accrued while an employee is in a non-pay status. 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. The City shall not require an employee to take vacation in lieu of sick leave or leave of absence on account of illness. If an employee is off on vacation on a fixed holiday, the holiday credit will be used. If an employee is off on vacation on a floating holiday, vacation balances will be used and the holiday credit will be deferred. 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. Whenever an employee has accrued one hundred twenty (120) hours or more vacation allowance, the City will, at the employee's option, compensate the employee for up to forty (40) hours of accumulated vacation during any fiscal year. Whenever an employee has accrued two hundred forty (240) hours or more of vacation allowance, the City will, at the employee's option, compensate the employee for up to eighty (80) hours of accumulated vacation during any fiscal year; and whenever any employee has accrued three hundred sixty (360) hours or more vacation allowance, the City will at the employee's option compensate the employee for up to one hundred twenty (120) hours of accumulated vacation during any fiscal year. For twenty-four (24) hour shift employees, an employee with one hundred sixty- eight (168) hours of accrued vacation may choose to be compensated for fifty-six (56) hours of that leave per fiscal year. Twenty-four (24) hour shift employees with three hundred thirty-six (336) hours of leave may choose to be compensated for one hundred twelve (112) hours accrued vacation leave. Twen _t3t-four (24) hour shift employees with five hundred four (504) hours of leave may choose to be compensated for one hundred sixty eight { 168) hours accrued vacation leave. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 14 PERSONNEL MANUAL PAGE NO. 5.14 Employees may contribute their vacation hours to an employee approved for the vacation donation program. Vacation credits are donated and granted on the basis of the dollar value of the vacation credits. See Leaves: Section 4. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 15 PERSONNEL MANUAL PAGE NO. 5.15 HOLIDAYS Regular employees, except as otherwise provided herein, shall be entitled to have the following holidays off with pay: (A) (B) (C) (D) (E) (F) (O) (H) (0 (J) (lC) (D (M) (N) 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 4th First Monday in September, known as Labor Day Employee's Birthday* The second Monday in October, known as Columbus Day* November 11 th, known as Veteran's Day* Thanksgiving Friday after Thanksgiving The last four (4) work hours before Christmas December 25th * Observed as floating holidays 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. 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. Notwithstanding the foregoing, employees regularly assigned to work twelve (12) hour shifts 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 shall revert back to a normal eight hour work day during the weeks holidays occur. 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 EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 16 PERSONNEL MANUAL PAGE NO. 5.16 o 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 receiw~ 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 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 one hundred three and one-half (103.5) hours a't the employee's regular pay rate in June and forty-eight (48) hours at the employee's regular pay rate in December. For those employees who are assigned to fifty-six (56) hour work weeks the full six (6) months prior to the payment due date, such holiday compensation shall be prorated. EMPLOYEE BENEFIT POLICIES - RE$.OLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.17 Page 17 ADMINISTRATIVE LEAVE In recognition of the inapplicability of additional compensation, specifically overtime and compensatory time off, exempt employees, with the exception of 24-hour shift fire management employees, may be eligible for up to forty (40) hours paid administrative leave per calendar year with Department Director approval and up to eighty (80) hours paid administrative leave per calendar year with City Manager approval. Fire management employees working 24-hour shifts may be eligible for up to fifty-six (56) hours paid administrative leave per calendar year with Department Director approval and up to one hundred twelve (112) hours paid administrative leave per calendar year with City Manager approval. Administrative leave is granted on the payroll period closest to January 1 and must be used by the end of the last pay period in December of each year or 'time is forfeited without compensation. Employees are to schedule administrative leave in the same manner as vacation with the approval of the Department Director. 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. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 · PERSONNEL MANUAL PAGE NO. 5.18 Page 18 FUNERAL (BEREAVEMENT) LEAVE Regular employees who are absent from work due to the death of a member of the employee's immediate thrnily shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working hours. Immediate family as used herein includes only employee's spouse; children, grandchildren, brothers, sisters, parents:, or grandparents of either 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 foregoing, bereavement leave with pay shall be granted to twenty-four (24) hour shift employees for the time necessary to be absent for up to a maximum of fifty-six (56) hours. 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 fi'om work, but not to exceed one (1) regularly scheduled work day. A maximum of twenty-four (24) hours may be utilized for this type of leave in a calendar year. Twenty-four (24) hour shift employees 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. A ~naximum of seventy-two (72) hours may be utilized for this type of leave in a calendar year. 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 (bereavement) leave. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.19 Page 19 JURY/WITNESS DUTY A Regular employee who is summoned for jury duty and thus absent fi.om 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 workday immediately adjacent to the jury duty leave, the employee shall not receive jury duty pay. 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 appropriate leave balances. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 20 PERSONNEL MANUAL PAGE NO. 5.20 LEAVES A leave of absence may be granted to employees by the City Manager for ur:gent and substantial reasons, up to a maximum of one year, providing satisfactory an'angernents 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. A leave will cornmence 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. 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 eml?loyee 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 retum 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 durin~g said leave, the employee will be retumed to the pgs:ition the employee would be in, had the employee not been on a leave of absence. An employee's status as a Regular employee will not be impaired by a leave of absence and the employee's seniority will accrue. Do 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. An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group insurance coverage. An employee: may, 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 insurance may be maintained for up to three (3) calendar months on the normal premium-sharing formula, providing the employee pays the employee's share of the premium on a timely basis. 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 EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.21 Page 21 o 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 maybe amended fi.om time to time. 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. Vacation Donation Program This program has been established to allow employees to donate accrued vacation hours to an 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: Be a Regular or Part-Time Regular employee already having completed an initial probationary period; 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 Division and attach to it a letter fi.om a licensed physician certifying that the employee has a long-term illness or disabling injury of at least a four week duration; Have exhausted all accrued leaves, resulting in the employee being in an unpaid status if on approved leave; and 4. -Have requested and exhausted sick leave advance. 5. Have the concurrence of the Department Director and Personnel Manager. Bo 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 will total eligibility extend beyond thirteen (13) pay periods. Co When utilizing the donation program, recipients shall receive their 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 will not accrue holiday, vacation or sick leave benefits. As with paid leave status, recipients shall continue to be eligible to participate in the group health and related benefits provided by the City. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 22 PERSONNEL MANUAL PAGE NO. 5.22 o INDUSTRIAL DISABILITY A Regular employee 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 Chtapters of the State Labor Code, shall receive compensation at the rate of eighty-five percent (85%) of the employee's regular pay. This payment shall be made in lieu of temporary disability payments, which would be paid under the State Labor Code, for the period of disability not to exceed six (6) months. At the conclusion of six (6) months of supplemental benefits at the eighty-five percent ,(85%) rate, benefits are reduced to seventy percent (70%) of the employee's regular pay :for an additional six (6) month period. At any time the employee's injury/illness is determined to be permanent and stationary or the employee is retired on a disability pension through PERS, eligibility under this provision ceases. Employees who are covered under the provisions of California Labor Code, Section 4850 and those eraployees 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, SDI, employee group insurance benefits or unenaployment 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. 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. If a third party is found to be responsible for the employee's industrial injury and the employee recovers a ju.dgrnent in damages from said third party, then all supplemental benefits received as provided for in Section 1 not already repaid from the othea' sources mentioned in Section 1 :shall be repaid to the City by the employee. Vacation and sick leave shall accrue while an employee is absent from work and receiving the supplemental benefits as set forth in Section 1 or the benefits of Section 4850 of the Labor Code of the State of California. Regular and Part-Time Regular employees while receiving Workers' Compensation temporary disability benefits, may, at their option, . maintain their group insurance coverage for up to a maximum of a cumulative total of five (5) years, provided the employee pays his or her normal share of the group medical 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. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 23 PERSONNEL MANUAL PAGE NO. 5.23 EXPENSES 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. Transportation-Related Expenses: Ao When City business requires that an employee commute to or fi:om work in a City owned or leased vehicle, that employer provided vehicle can not be used for any personal purposes. The value of this benefit is to be included in the assigned employee's gross wages at a rate established by the Internal Revenue Service (IRS). Bo Whenever employees use their personal vehicles for City business at the City's convenience, reimbursement will be at the rate of thirty-four cents ($.34) per mile. Co 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.) Do 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. Lodging and Meal Related Expenses: 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 assignment at its conclusion and any reasonable expense incurred thereby will be paid by the City. Lodging expenses shall be reimbursed at actual and reasonable costs as approved by the Department Director, or designee. Receipts are required to support expenses. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 24 PERSONNEL MANUAL PAGE NO. 5.24 Meals shall be reimbursed up to the following maximum rates. An employee may choose to be paid a meal allowance as follows: Dinner $17.50 Lunch $ 9.50 Breakfast $ 7.00 Meal allowances are included in an individual's gross wages as determined by the Internal Revenue Service (IRS). 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 alltowance or reimbursement will not be made. It is intended that employees be reimbursed for out-of-pocket expenses only. 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 and will be subject to City approval by the Finance Officer. Alcoholic beverages are not a reimbursable expense. Receipts for meals must be provided in order to obtain reimbursement. 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. Reimbursement for reasonable costs other than meals and lodging incurred for the following incidental expenses shall be permitted providing such expenses are justified and itemized: Registration Tips and other gratuities Taxi, bus, parking and other transportation expenses Business telephone calls and faxes Other justifiable incidental expenses 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. The City shall pay the reasonable cost of repair or a prorated replacement of uniforms, glasses, watches or other personal property up to two hundred dollars ($200.00) damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee. An employee who is required to change residence to accommodate employment with ltae City may be compensated for moving expenses, under special circumstances, subject to approval by the City Manager. Refer to Personnel Policy Manual. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 25 PERSONNEL MANUAL PAGE NO. 5.25 UNIFORM ALLOWANCE A uniform allowance shall be granted to those miscellaneous sworn and non-sworn employees required to wear a uniform as part of their normal job duties as opposed to occasional ceremonial functions, as follows: Fire Chief $550 Deputy Fire Chief $550 Battalion Chief $550 Assistant Fire Marshal (Safety) $550 Police Chief $800 The uniform allowance for Fire Management employees will increase to $575 effective July 1, 1998, and $625 effective July 1, 1999. The uniform allowance is normally paid in the week following the second pay day in July of each year and is for the purpose of maintenance and replacement of uniforms for the ensuing fiscal year. The allowance is not a reimbursement for the prior year. The first clothing allowance shall be a prorated amount for that period of time from the employee's date of employment to the following July 1. Upon separation, a pro-rated amount will be deducted from the employee's pay-outs to offset allowance forwarded at the beginning of the fiscal year. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-! 12, EFFECTIVE JULY 6, 2003 Page 26 PERSONNEL MANUAL PAGE NO. 5.26 GROUPINSURANCE Regular and Part-Time iRegular employees are eligible to participate in a group insurance benefit program effective the first day of employment. City Council members may participate in the City's group health insurance program in the same manner as Regular employees. The City shall pay the full cost of the program for both employees and dependents for Regular employees. If a Part-Time Regular employee elects 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. Coverage highlights include: 1) Life Insurance: Twice annual salary for employee, $3,000 for employee's dependents. 2) Health Benefits: $100 deductible per person per year; 80% payable for first $5,000 of eligible charges, except for hospital charges which are 100% payable; F. ffective Januaw 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 c,f eligible charges; the out-of-pocket waiver on the next following calendar year shall be eliminated; hospital charges 100% pagable~ I up-to two million dollars lifetime limit; professional fees based upon UCR; typical exclusions and limitations. Coverage includes cancer screening with no separa?. dollar limit, annual physical examinations, "well-baby" care, a 30-visit annual limit on chiropractic care, accidents paid at normal co-payment rate, tobacco cessation when enrolled in a tobacco use cessation program or behavior modification program with a once per life-time limitation, birth control The City will pay the cost of the first twelve (12) out-patient visits per calendar year for treatment related to alcohol or substance abuse and mental health disorders at 100%, with no deductible, and an additional twenty-four (24) visits per calendar year payable at eighty percent (80%) subject to the annual deductible. 3) Prescription Drug Card: No deductible; a $5.00 employee co-payment for generic prescriptions; an $8.50 employee co-payment for brand name prescription. Effective January 1, 2001, 'the employee co-payment will increase to $15.00 for brand name prescriptions if there is a generic equivalent available. There is also a provision for mail prescriptions. 4) Dental Benefits: No deductible and 100% of UCR (90th percentile) for prevention; no deductible and 50% up to $2,000 per lifetime per person for orthodontia; $25 deductible and 80% of UCR (90th percentile) up to $2,000 per person per year for all other eligible charges. 5) Long Term Disability: After three (3) months 60% of employee's salary to a maximum of $5,000 per month (effective July 1, 1998) integrated with all other EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.27 Page 27 income benefits payable to age 65. The City will pay for sworn Police management employees the same amount toward long term disability benefits as is paid for miscellaneous employees. 6) Vision Care: This plan shall be equivalent to Plan A available from the California Vision Service Plan. This plan has a $25 deductible, provides for an examination every twelve (12) months, lenses every twenty-four (24) months, and frames every twenty-four (24) months. 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 furore who goes directly fi.om active stares to retirement and continues the group medical insurance without a break in coverage. 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 retiree also maintains the medical insurance. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 P~e28 PERSONNEL MANUAL PAGE NO. 5.28 5:.4_. RETIREMENT PROGRAM All Regular, Part-Time Regular and qualified Part-Time employees are covered by the State of California Public Employees' Retirement System (CalPERS) program pursuant to an existing contract. Elected officers may elect membership with CalPERS pm'suant to Government Code Section 20361. For em'oiled employees and elected officials, the City pays the employee's contribution (7%) to the Public Employees' Retirement System at the 2% at 55 formula; one (1) year's compensation in formula; third level 1959 Survivors Benefits; Survivor Continuance allowance; credit for unused sick leave; and military service credit buy back option. For Police and Fire Management Employees: the City provides the two percent (2%) at age fifty (50) benefit formulka; one (1) year's compensation in formula; fourth level 1959 Survivors Benefits; 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 milita:Ev service credit buy back option. Additionally, Police and Fire Management employees are credited with employer-paid member contributions effective June 1, 1997. For Police and Fire Management employees, the City will begin providing the CalPERS 3% ~ 50 retirement plan on December 8, 2002, or as close to that date as is practicable and/or legally permissible. Effective Janua~_ 1, 2005, the City will provide employees with the Public Agency Retirement System (PARS) 2.7% ~ age 55 retirement benefit formula. All CalPERS service years will be covered by this formula. 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 calendar years. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 Page 29 PERSONNEL MANUAL PAGE NO. 5.29 CONTINUING EDUCATION Regular, non-probational, 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. Employees must obtain prior approval fi.om their Department Director. Reimbursement under this program shall be limited to two hundred dollars ($200.00) per course (semester/quarter). EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 30 PERSONNEL MANUAL PAGE NO. 5.30 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 suclh matters which are included in the definition of impasse as set forth in Resolution No. 4217 are not grievable. Establishment of employee pay schedules are excluded fi.om this procedure. Probationary employees shall not be entitled to invoke the Grievance Procedure with regard to matters of disch~xge or demotion. This shall not, however, prevent Probationary employee fi.om exercising any other fights 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 resolution of a grievance shall be a discussion between the employee and the/immediate Supervisor directly involved, who will answer within ten (10) days. This step shall be started within thirty (30) days of the date of the action complained of or the date the grievant became aware of the incident which is the basis for the grievance. This step may be taken during the working hours of the employee. Step 2: If a grievance is not resolved in the initial step, the second step shall be the presentation of the grievance, in writing, to the Division Head, who will answer, in writing, within ten (10) days. This step shall be taken within ten (10) days of the date of the immediate supervisor's answer to Step One. Step3: Ifa 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) days. This step shall be taken within ten (10) days of the date of the Division Head's answer to Step Two. Step4: Ifa grievance is not resolved in the third step, the fourth step shall be the presentation of the grievance, in writing, to the City's designated labor relations representative, who shall conduct an investigation and attempt to resolve the grievance. If no resolution of the grievance is achieved, the City's designated labor relations representative shall provide the employee with the City's answer to the grievance in writing. This step shall be taken within ten (10) days of the date of the Department Director's answer 'to Step Three. Step5: 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) days. The fifth step shall be taken within ten (10) days of the date of the answer to Step Four. Step 6: 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 EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 20034 12, EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.31 Page 31 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. Step 7: Ifa 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) days of the date of the answer to Step Six. (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 heatings 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. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 Page 32 PERSONNEL MANUAL PAGE NO. 5.32 DEFINITIONS "ACTUAL SERVICE" means paid service on the City payroll in a position in the City sm'vice. "ALLOCATION" describes an individual position for which funds have been budgeted to cover salary and related costs. "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 abilitT 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 mad office. "EMPLOYEE" means a person legally occupying a position in City service: "EXEMPT EMPLOYEE" means ~m employee in a position not covered by the provisions of the Fair Labor Standards Act, includes most professional, supervisory, managerial and executive positions. "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. EMPLOYEE BENEFIT POLICIES - RESC~LUTION NO. 2003-112 , EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.33 ' ' Page 33 "POSITION" means a collection of duties and responsibilities which require the full- or part-time services and employment of one person. "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. EMPLOYEE BENEFIT POLICIES - RESOLUTION NO. 2003-112, EFFECTIVE JULY 6, 2003 PERSONNEL MANUAL PAGE NO. 5.34 Page 34 EXECUTIVE OOF REDDING MANAGEI~IENT PAY-FOR-PERFORMANCE Effective July 6, 2003 Job Code Title 96 City Clerk (Elected Official) 97 City Treasurer (Elected Official) SALARY~__AN EXHIBIT A SALARY RANGE NO RANGE NO RANGE $6OO $600 30 Director of Electric Utility $7,638 - $12,366 3__~5 Chief of Police $6,093 - $9,999 12 Assistant City Manager $6,093 $9,806 $~,!314 40 Fire Chief $5,760 - $9,634 43 20 Director of Development Services Director of Municipal Utilities $5,897 $5,897 $9,489 $9,,¢89 81 Electric Group Manager $5,760 $9,270 16 Administrative Services Director 135 Assistant City Attorney 18 Deputy City Manager 122 Electric Program Manager $5,237 $5,237 $5,237 $5,237 $8,428 $8,428 $8,428 $8,428 82 Electric Program Supervisor $5,073 - $8,167 4_~2 Deputy Fire Chief $4,744 42 Del~t~F-~G¢~ $4,744 $8,04___~8 $7,.~)2- 106 Senior Electrical Engineer $4,788 - $7,706 52 Director of Community Services $4,735 131 Economic Development [)irector $4,735 53 Support Services Director $4,735 6,5 Personnel Director $4,735 $7,619 $7,619 $7,619 $7,619 71 Assistant Director of Development Services/Building Offici $4,724 111 Assistant Director of Dew~lopment Services/City Engineer $4,724 155 Electric Utility Project Coordinator $4,724 116 Electric Utility Resource Planner $4,724 108 Electrical Engineer $4,724 138 Planning Manager $4,724 253 Senior System Operator $4,724 $7,612 $7,612 $7,612 $7,612 $7,612 $7,612 $7,6112 60 Finance Officer $4,511 - $7,260 112 Assistant City Engineer 127 Building Official 103 Housing and Redeveloprnent Manager $4,392 $4,392 $4,392 $7,068 $7,068 $7,068 110 Electric Utility Engineer $4,342 - $6,988 $6,944 151 Deputy City Attorney 57 Parks and Facilities Manager 123 Public Works Manager 172 Solid Waste Mana,qer $4,296 $4,296 $4,296 $4,296 $6,914 $6,914 $6,914 $6,914 113 257 254 182 126 133 121 105 !26 133 120 129 102 85 107 98 99 249 164 136 !82 2O9 104 152 255 169 !64 212 165 150 166 56 130 175 156 2O9 79 115 109 245 Electric Utility Fiel~'~-reman Power Plant Supe,.._.~r Power Prescheduler 75 Airports Manager 74 Construction Manager 70 Information Technology Manager 172 (:~,-~1;,-I ~AI,,.~r.~.~ 1~4..,~.,.-~,-~- Geoqraphic Information Systems Manaqer Battalion Chief Battalion Chief Shift Electric Utility Engineering Associate Assistant Finance Officer Batt. a!!cn Chief Shift Safety and Environmental Compliance Coordinator Electdc Utility System Inspector Convention Center and Visitors Bureau Manager Director of Utilities/Customer Services Energy Services Account Manager Administrator - Office of City Clerk Administrator - Office of City Treasurer Field Foreman-Electrical Technician Assistant Fire Marshal Electdc Utility Engineering Assistant II Assistant Airports Manaqer Electric Utility Demand Side Management Coordinator Financial Management Specialist Power and Fuel Contracts Technician Recreation Superintendent Assistant Fire .Marsha! Electdc Utility Supervising Arborist Foreman - Parks Electric Utility Engineering Assistant I Purchasing Officer Senior Personnel Analyst Fleet Manager Management Assistant to the City Manager Police Administrative Supervisor '~;-"-'-'~ Operaticns Supe,'-;!sor Tourism Officer Energy Services Account Representative Reprographics Manager Sebretary to the City Manager $4,?"-"'. $4,~.._.,' $4,253 $4,115 $4,115 $4,115 $4,115 $4,115 ~3,929 $3,929 $3,970 $3,97O $3,871 $3,871 $3,818 $3,818 $3,818 $3,811 $3,811 $3,811 $3,521 $3,656 $3,262 $3,587 $3,587 $3,587 $3,587 $3,52! $3,436 $3,436 $3,436 $3,436 $3,422 $3,377 $3,377 $3,287 $3,262 $2,972 $2,582 $2,582 $6,876 $6,876 $6,876 $6,623 $6,623 $6,623 $6,623 $6,572 $6,572 $6,389 $6,389 $6,231 $6,231 $6,145 $6,145 $6,145 $6,746 $6,746 $6,132 $5,888 $5,885 $5,666 $5,773 $5,773 $5,773 $5,773 $5,555 $5,530 $5,530 $5,530 $5,530 $5,506 $5,434 $5,434 $5,289 $5,!47 $5,250 $4,782 $4,155 $4,155 EXHIBIT B CITY OF REDDING NON-EXEMPT EMPLOYEE SCHEDLILE OF CLASSIFICATIONS AND HOURLY WAGE RATES Effective: July 6, 2003 Hourly Wage Rate - Salary Step Job Code Classifiication I 2 3 4 301 Electric Utility Distribution Planner I $25.98 $27.35 $28.79 $30.35 $31.90 302 Electric Utility Distribution Planner II $29.29 $30.83 $32.45 $34.16 $35.96 316 Electric Utility Assistant System Operator $29.71 $31.27 $32.91 $34.65 $36.47 315 Electric Ut!!i~! Syctem Oper3tor $3!.08 $32.72 $34A4 $3~.25 $38.!6 315 Electric Utility System Operator $32.91 $34.65 $36.47 $38.29 $40.21 CITY OF REDDING SCHEDULE OF PART-TIME EMPLOYEE CLASSIFICATIONS AND WAGE RATES/RANGES Effective: July 6, 2003 EXHIBIT C Hourly Wage Rate - Salary Step JIC Classification 1 2 3 4 401 Recreation Leader $7.02 $7.39 $7.78 $8.19 406 Car Washer $7.02 $7.39 $7.78 $8.19 411 Recreation Specialist $7.73 $8.14 $8.56 $9.02 416 Supervising Recreation Leader $8.50 $8.95 $9.42 $9.92 421 On-Call/Seasonal Firefighter $8.50 $8.95 $9.42 $9.92 426 Police Cadet $8.50 $8.95 $9.42 $9.92 450 Police Chaplain $8.50 $8.95 $9.42 $9.92 431 Recreation lnstructor $9.34 $9.83 $10.35 $10.99 441 Recreation Coordinator l $10.28 $10.82 $11.87 $11.99 446 Recreation Coordinatorll $12.35 $13.00 $13.68 $14.40 5 $8.62 $8.62 $9.49 $10.44 $10.44 $10.44 $10.44 $11.47 $12.62 $15.16