HomeMy WebLinkAboutCC Resolution 8293 (Miscellaneous Personnel MOU)RESOLUTION NO. 8293
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SAN RAFAEL AMENDING RESOLUTION NO. 7839 PERTAINING
TO THE COMPENSATION AND WORKING CONDITIONS FOR
MISCELLANEOUS PERSONNEL
WHEREAS, the City of San Rafael and Marin Association of
Public Employees/S.E.I.U., Local 949 have met and conferred with
regard to wages, hours and working conditions in accordance with
the provisions of the Meyers-Milias-Brown Act; and
WHEREAS, a Memorandum of Understanding dated November 19,
1990, and consisting of 12 pages and Exhibits A, B, C, D and E has
been executed by duly authorized representatives for both parties.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the
City of San Rafael as follows:
Section 1. From and after the date of adoption of this
Resolution, the City of San Rafael and the Marin Association of
Public Employees shall utilize the Memorandum of Understanding
dated November 19, 1990, as the official document of reference
respecting compensation and working conditions for Miscellaneous
personnel.
,Section 2. The schedules describing classes of positions
and salary ranges attached in Exhibits A, B, C, D and E to said
Memorandum of Understanding, together with the Memorandum of
Understanding itself, are hereby adopted and both shall be attached
hereto and incorporated in full.
I, JEANNE M. LEONCINI, Clerk of the City of San Rafael,
hereby certify that the foregoing resolution was duly and regularly
introduced and adopted at a regular meeting of the Council of said
City on Monday, November 19, 1990, by the following vote, to wit:
AYES: COUNCILMEMBERS: Boro, Breiner, Shippey, Thayer & Mayor Mulryan
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
JEA M. LEONCSTI, City Clerk
ORIGIF�A[ ,sa98
MEMORANDUM OF UNDERSTANDING
Miscellaneous Employee Unit
WHEREAS, authorized representatives of the City of SAN
RAFAEL, a chartered city (hereinafter referred to as "City"), and
authorized representatives of the MARIN ASSOCIATION OF PUBLIC
EMPLOYEES/S.E.I.U., Local 949, the recognized employee organization
for classified Miscellaneous employees belonging to the
Miscellaneous Unit (hereinafter referred to as "Union"), have met
and conferred concerning wages, hours, and working conditions;
NOW, THEREFORE, IT IS AGREED that, pursuant to the
provisions of the Meyer s-Mi1ias-Brown Act, the matters set forth in
this Memorandum of Understanding between the City and the Union
shall apply to all employees represented by the Union.
IT IS FURTHER AGREED that this Memorandum of
Understanding is subject to the approval of the San Rafael City
Council.
DATED: November 19, 1990 .
MARIN ASSOCIATION OF PUBLIC EMPLOYEES
S.E.I.U. Local 949
By GC//�'l,/'/6�,
BETH WINTERS
Senior Field Representative
MAPE/S.E.I.U., Local 949
CITY OF SAN RAFAEL
BY
SUZANN OLT
Assistant City Manager
MEMORANDUM OF UNDERSTANDING (M.O.U.) BETWEEN
THE CITY OF SAN RAFAEL AND THE MISCELLANEOUS EMPLOYEES
I. TERM OF AGREEMENT
This Agreement shall be in effect from July 1, 1990 through
June 30, 1992.
II. SALARY
A. Effective 7/1/90, a three percent (3%) salary increase
for all classifications covered by this M.O.U.
B. Effective 7/1/90, salary equity increases as follows:
Classification Salary Increase
Assistant Civil Engineer
2%
Assistant Planner
2%
Associate Planner
2%
Plan Check Engineer
2%
Engineering Technician
2%
Junior Civil Engineer
2%
Planning Technician
2%
Supervising Groundsworker
2.1%
Supervising Maintenance Worker
2.1%
(See Exhibit "A" for salary ranges effective 7/1/90)
C. Effective 1/1/91, a three percent (3%) salary increase
for all classifications covered by this M.O.U.
D. Effective 1/1/91, salary equity increases as follows:
Classification
Account Clerk I/II
Assistant Civil Engineer
Assistant Planner
Associate Planner
Building Inspector I/II
Building Technician
Plan Check Engineer
Deputy City Clerk
Engineering Technician
Equipment Service Attendant
Facility Repair Worker I/II
Junior Civil Engineer
Legal Secretary
Planning Technician
Secretary
Senior Typist Clerk
Sewer Maintenance Worker I/II/III
Salary Increase
2%
3%
3%
3%
2%
2%
3%
2%
3%
2%
20
3%
2%
3%
2s
2%
2%
Classification Salary Increase
Supervising Sewer Maintenance Worker 2%
Typist Clerk I/II 2%
Vehicle Mechanic I/II 2%
Vehicle Mechanic III 2%
(See Exhibit "B" for salary ranges effective 7/1/90)
E. Effective 7/1/91, a five percent (5%) salary increase for
all classifications covered by this M.O.U.
F. Effective 7/1/91, salary equity increases as follows:
Classification
Account Clerk I/II
Assistant Civil Engineer
Assistant Planner
Associate Planner
Plan Check Engineer
Deputy City Clerk
Engineering Technician
Equipment Service Attendant
Facility Repair Worker I/II
Junior Civil Engineer
Legal Secretary
Planning Technician
Secretary
Senior Typist Clerk
Typist Clerk I/II
Vehicle/Equipment Mechanic I/II
Vehicle/Equipment Mechanic III
Salary Increase
(See Exhibit "C" for salary ranges effective 7/1/90)
III. ADDITIONAL SALARY PROVISIONS
A. Sewer Differential.
Effective 7/1/90, the sewer differential pay (8%) ceases
to be a differential. Instead, it is rolled into the
base salary. With this change a new job class
specification describing the nature of the work and job
requirements will be established, Sewer Maintenance
Worker I/IT/III.
B. Standby or Call -Back Duty.
1. Miscellaneous employees assigned standby duty on
Saturday, Sunday or a day designated as an
authorized holiday by the City Council shall be
compensated at the rate of six (6) hours of their
base salary for each day of standby duty.
2. Employees on standby duty who are called out and
required to work shall be paid a minimum of two (2)
hours at the rate of time and one half, for each
time they are called out.
3. When an employee not assigned to standby duty is
called back to duty, the employee shall receive
compensation for a minimum of four (4) hours.
4. Standby Residency and Pagers. The residency
requirement for standby personnel shall include
those individuals who live within a thirty (30)
minute travel distance from the Corporation Yard.
Pagers shall be provided to those persons on
standby.
C. Out -of -Class Compensation.
Employees assigned by their supervisor to perform work of
a higher classification for three (3) consecutive work
days or longer shall be compensated at a rate 5% greater
than the employee's current base salary or the lowest
step of classification within which the duties fall,
whichever is greater. The out -of -class increase shall be
retroactive to the first day of the assignment.
IV. ANNIVERSARY DATE
Effective 1/1/89, the anniversary date for employees promoted
on or after this date shall remain unchanged.
V. INSURANCES
A. For the period 7/1/90 - 9/14/90, a maximum amount of
$275/month will be paid by the City towards the cost of
each eligible employee's Health, Accident, Life and
Disability group insurances. Selection of coverage must
include the employee's basic health plan and the $5,000
basic group life insurance program. The difference
between the allotted amount ($275) and the cost of the
Health, Accident, Life and Disability insurances will be
paid back to the employee up to a maximum payback of
$50/month.
B. Effective 9/15/90, a base level of $240/month will be
established as the City's contribution towards City
offered health insurance premiums for both active and
retired employees (employees retiring on or after
9/15/90).
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C. Effective 9/15/90, active employees will have a Flexible
Spending Account equal to $100/month, that may be used to
pay for excessive (over the $240 base level mentioned in
V.B.) health premium costs and/or the eligible employee's
cost(s) to enroll in City offered group Accident, Life
and Disability insurance plans. Selection of coverage
must include the $5,000 basic group life insurance
program and the employee's basic health plan (unless
employee can provide proof of other health insurance
coverage).
D. Effective 7/1/91, the Flexible Spending Account for
active employees will be $135/month.
E. For active employees, the difference between the allotted
amount (base level and Flexible Spending Account) and the
cost of the City -offered Health, Accident, Life and
Disability insurance plans will be paid back to the
employee up to a maximum payback of $50/month.
F. Any employee who retires after July 1, 1985 and before
9/15/90, is entitled to a medical benefit and the City's
contribution to such coverage that will not exceed the
cost of the two party rate of the mean of the two middle
cost medical plans.
G. The City will continue to work with the City's computer
firm (CMSI) on the development of a 125 Plan for excess
health premiums with a goal of development by February
1991. Extensions to this date will be evaluated in 30
day increments.
H. Dental Insurance.
The City will provide a dental insurance program which
offers 100% coverage for diagnostic and preventative
care; $25.00 deductible on corrective care (80/20); and
an 80% payment of eligible costs associated with crown
and cast restoration per patient per calendar year and
orthodontic coverage for eligible dependents (50/50).
I. Both parties agree to continue to utilize the Joint
Benefits Committee for ongoing review of benefit
programs, cost containment and cost savings options. The
Committee shall be made up of representatives of the
Miscellaneous, Supervisory, Police, Fire and Management
employees.
J. State Disability Insurance (S.D.I.)
If approved by a unit -wide membership vote, the City will
facilitate the implementation of an integrated S.D.I.
Plan. It is understood there would not be any
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contribution on the City's part, and appropriate premium
payments would be deducted from employees' paychecks.
Any State Disability Insurance payments would be
integrated with paid sick leave.
VI. RETIREMENT
A. The City will pay up to a maximum a five percent (5%) of
an employee's salary or fifty percent (50%) of the
employee's retirement contribution rate, whichever is
less, to the Marin County Retirement System.
B. The City of San Rafael acknowledges that under its
current practice, the employee's share of their
retirement contribution is deducted with pretax dollars.
This practice will continue until changed through the
Meet and Confer process or until IRS regulations change.
C. The City is willing to have an actuarial study completed
to determine the cost of enhancing the Retirement
Program. The City is willing to meet and consult on the
findings of the study to enable both sides (City and
MAPE) to be aware of the cost implications were such a
change to be negotiated. The City is agreeable to
providing the actuarial findings to MAPE within 30 days
of receipt of same.
VII. INCENTIVE PROGRAMS
A. Sick Leave Incentive.
1. Sick Leave Incentive Program:
Absence Rate Incentive Pay
(7/1 to 6/30)
None 8 hours of pay
1-16 hours 6 hours of pay
17-24 hours 4 hours of pay
B. Safety Holiday Incentive.
A Safety Holiday Incentive Program is established for
maintenance employees. Employees will be placed in one
of three units. The units are: (1) Parks; (2) Streets;
and (3) Sewers, Garage, Building Maintenance, and
Recreation Custodians. For part-time employees in these
units, who are eligible for benefits, the holiday will be
pro -rated.
- 5 -
If all employees of a designated unit complete six (6)
months without a work-related injury or illness resulting
in one full day of lost time, a Safety Holiday will be
granted to all employees of that unit with prior
Supervisory approval.
VIII.REIMBURSEMENT PROGRAMS
A. Educational Reimbursement Proqram.
1. The Educational Reimbursement is $200/fiscal year,
maximum, with the City's payment not to exceed 75%
of the cost. Educational reimbursement is
available to employees who satisfactorily (grade of
C or better, Pass or Complete) complete a course or
courses that are pre -determined to be job related
and/or that will assist the employee to prepare for
career advancement in his/her field. To be
eligible, employees must have completed probation
at the time of the reimbursement which is made at
the end of the semester.
2. The Educational Reimbursement Program will include
reimbursement of up to $50/fiscal year for
professional membership dues for work-related
organizations for employees in the "Administrative"
or "Professional" sections of the Miscellaneous
Bargaining Unit. Prior supervisory approval is
necessary to be eligible for reimbursement. The
total reimbursable amount remains at $200/fiscal
year.
B. Mechanic Tool Reimbursement.
1. Effective 7/1/90, the City will provide up to
$100/fiscal year tool reimbursement to
Vehicle/ Equipment Mechanics for tools purchased for
use in the course of City work. Employees must
submit proof of payment for purchase prior to
reimbursement.
2. Effective 7/1/90, the City will make the Equipment
Service Attendant eligible for this Mechanic Tool
Reimbursement.
IX. UNIFORM ALLOWANCES.
A. Sewer and Garaqe Employees Uniform Maintenance
Proqram.
Uniform shirts, pants and coveralls will be
provided and laundered for the maintenance
employees of the Sewer and Garage work units.
X.
B. Uniform Jacket Cleaninq Allowance.
Maintenance employees of the Sewer work unit will
receive a work jacket cleaning allowance of $60.00
at the completion of each six (6) months of service
ending June 30th and December 31st. A proration of
$10.00/month may be given with the recommendation
of the department head and approval of the City
Manager.
C. Uniform Allowance.
1. Maintenance employees in Parks, Streets,
Building Maintenance, and Recreation who must
wear uniforms shall receive a uniform
allowance in the amount of $157.50 at the
completion of each six (6) months of service
ending June 30th and December 31st. A
proration at the rate of $26.25/month may be
given with the recommendation of the
department head and the approval of the City
Manager. The uniform allowance includes foul
weather gear. Uniforms and gear must be in
accordance with the departmental dress code
and safety requirements.
2. A safety shoe allowance of $85.00/year will be
provided to City Hall employees who have field
assignments in or about construction sites or
have related activities and to all Corporation
Yard maintenance employees and Custodians.
3. The allowance for boots and raingear for
Sewers and Garage maintenance employees shall
be $130.00/year. Payment shall be made on
December 31st.
COMPENSATORY TIME POLICY.
With the department head's approval, compensatory time, in
lieu of overtime pay, may be taken subject to the following
rules:
A. Upon accrual of five (5) days or forty (40) hours of
compensatory time, employees shall be paid overtime at a
rate of time and one-half of their base salary rate for
hours worked and may not accrue additional compensatory
time.
B. Employees who work overtime may be paid for it at the
rate of time and one-half or may accrue compensatory time
at a rate of time and one-half subject to the limitations
in Section XA. Employees who elect compensatory time
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must take the time off, preferably within the quarter
during which it was earned, and shall not be paid for it.
C. All compensatory time earned during the fiscal year must
be used by June 30th of that year with one exception.
Upon the recommendation of the supervisor and approval of
the department head, employees may carry over up to forty
(40) hours of compensatory time provided it is taken
within the following quarter (7/1 to 9/30).
XI. LEAVES OF ABSENCE
A. Sick Leave.
1. Employee may use accrued sick leave during their
probationary period.
2. Effective 7/1/90, the cap on sick leave accrual,
150 days, is eliminated for accrual purposes only.
The cap remains in effect for sick leave separation
payoff purposes for those hired before 10/1/79.
B. Vacation Leave.
Employees will be permitted to use accrued vacation leave
after six (6) months of employment subject to the
approval of the department head.
C. Bereavement Leave.
In the event of an employee's spouse, child, parent,
brother, sister, in-laws, relative who lives or has lived
in the home of the employee to such an extent that the
relative was considered a member of the immediate family
and/or another individual who has a legal familial
relationship to the employee and resided in the
employee's household, up to three (3) days within the
State and up to five (5) days out-of-state will be
granted for bereavement leave.
In those cases where the death involves an individual who
had such a relationship with the employee, as defined
above, the employee shall sign a simple affidavit
describing the relationship and submit this to the
department head as part of the request for bereavement
leave.
XII. GRIEVANCE PROCEDURE
A. The Grievance Procedure as applied to Miscellaneous
employees (Personnel Rules, Chapter 16) is as presented
in Exhibit "D".
=:_
B. The City's grievance procedure and appeal process is
revised to provide on a trial basis for term of this
Agreement a three person Board, one member to be selected
by the City, one member to be selected by the Union and
a third member to be selected by the other two members.
This Board will hear grievances and appeals as the last
step in procedure and make recommendations to the City
Council, whose decision is final.
XIII. POSITION RECLASSIFICATION PROCEDURE
Effective with the approval of this M.O.U., an Administrative
Procedure that relates to the process by which an individual
position may be audited to review the appropriateness of its
classification (See Exhibit "E") is established by the City.
XIV. COMPREHENSIVE M.O.U.
The City and MAPF shall work together on the development of a
comprehensive M.O.U. which includes all prevailing working
conditions. Both parties agree to set a completion date of
sixty (60) days after the signing of this current M.O.U., but
acknowledge that failure to meet this goal would not be a
contract violation. Extensions to the initial sixty days will
be evaluated in thirty (30) day increments.
XV. SAFE WORK ENVIRONMENT
Both parties agree that all employees are entitled to a safe
and healthy work environment.
XVI. HAZARDOUS MATERIALS
Maintenance employees in the MAPE unit will be provided with
the necessary training associated with what is termed first
responder awareness level. First responders at this level
(awareness only) are those who are likely to witness or
discover a hazardous substance release and who have been
trained to initiate an emergency response operations level.
"Awareness" individuals take no action beyond notifying the
designated authorities of the release. The Deputy Fire
Marshal is the Hazardous Material Coordinator in San Rafael.
It is understood and agreed by both parties that maintenance
employees in this MAPE unit do not have any responsibility to
clean up, mitigate or otherwise dispose of hazardous
materials. The Fire Department personnel and/or contract
personnel have the direct responsibility of dealing with
hazardous materials.
Maintenance employees of this MAPE unit do have direct
responsibility to handle (clean up, mitigate, transport,
dispose of, etc.) petroleum products such as diesel fuel,
gasoline, drain oil, and the like.
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XVII.WORK WEEK
It is agreed that during the development of the comprehensive
M.O.U., MAPE and the City will develop language that will
define the work week.
XVIII.MAINTENANCE OF MEMBERSHIP
Employees in the bargaining unit who are members of the Union
on the date this Memorandum of Understanding is executed shall
remain members during the period covered by this Agreement,
except that such employees may withdraw during a period not
less than sixty (60) days nor more than ninety (90) days prior
to the expiration of this Agreement, pursuant to Section B -
Revocation.
A. Security Clause.
An employee in any of the classes represented by the
Union, hired on or after December 5, 1983, shall become
a member, in good standing in the Union, except that said
employee may, within the first thirty (30) days of
employment, apply in writing to the City, with a copy to
the Union, for exemption, and such employee shall be so
exempted.
B. Revocation.
An employee currently a member or who becomes a member
who desires to revoke his/her authorization for Union
membership shall notify the Personnel Officer by mail of
such revocation during a period not less than sixty (60)
nor more than ninety (90) days prior to the expiration of
this Agreement.
It is understood that if an employees does not revoke
his/her authorization for Union membership during the
period specified above, dues shall continue to be
deducted from the employee's earnings for the remaining
term of this Agreement, without further right to
revocation.
XIX. INSPECTION OF MEMORANDUM OF UNDERSTANDING
Both the City and the Union agree to keep duplicate originals
of this Memorandum on file in a readily accessible location
available for inspection by any employee or member of the
public upon request.
XX. EXISTING LAWS, REGULATIONS AND POLICIES
This Memorandum is subject to all applicable laws.
=917=
XXI. STRIKES AND LOCKOUTS
During the term of this Memorandum, the City agrees that it
will not lock out employees, and the Union agrees that it will
not agree to, encourage or approve any strike or slowdown
growing out of any dispute relating to the terms of this
Agreement. The Union will take whatever lawful steps are
necessary to prevent any interruption of work in violation of
this Agreement, recognizing with the City that all matters of
controversy within the scope of this Agreement shall be
settled by established procedures set forth in the City's
charter, ordinances, and regulations, as may be amended from
time to time.
XXII.FULL UNDERSTANDING, MODIFICATION, WAIVER
A. The parties jointly represent to the City Council that
this Memorandum of Understanding sets forth the full and
entire understanding of the parties regarding the matters
set forth herein.
B. Except as specifically otherwise provided herein, it is
agreed and understood that each party hereto voluntarily
and unqualifiedly waives its right, and agrees that the
other shall not be required to meet and confer with
respect to any subject or matter covered herein, nor as
to wages or fringe benefits during the period of the term
of this Memorandum. The foregoing shall not preclude the
parties hereto from meeting and conferring at any time
during the term of this Agreement with respect to any
subject matter within the scope of meeting and conferring
by mutual agreement.
XXIII.SEVERABILITY
If any article, paragraph or section of this Memorandum shall
be held to be invalid by operation of law, or by any tribunal
of competent jurisdiction, or if compliance with or any
enforcement of any provision hereof be restrained by such
tribunal, the remainder of this Memorandum shall not be
affected thereby, and the parties shall, if possible, enter
into meet -and -confer sessions for the sole purpose of arriving
at a mutually satisfactorily replacement for such article,
paragraph or section.
XXIV.PREVAILING RIGHTS
All matters within the scope of meeting and conferring which
have previously been adopted through rules, regulations,
ordinance or resolution, which are not specifically superseded
by this Memorandum of Understanding shall remain in full force
and effect throughout the term of this Agreement.
Dated: November 19, 1990 .
MARIN ASSOCIATION OF PUBLIC EMPLOYEES
S.E.I.U. Local 949
By &�K,
BETH WINTERS
MAPE/S.E.I.U, Local 949
Senior Field Representative
By Employee Representatives:
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PAT HASKEE
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WILLIAM TUIKKA
- 12 -
CITY OF SAN RAFAEL
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Assistant City Manager
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EXHIBIT "D"
EECI QN ],. Purpose. Definition and Application of Grievance
Procedure.
The Grievance procedure is intended to provide a uniform
method available to all City employees to seek adjustment
of grievances arising out of their employment relations.
A grievance is a claimed violation, misinterpretation,
inequitable applicator, or non-compliance with provisions
of a memorandum of understanding, or of City ordinances,
resolutions, rules, regulations, or existing practices
affecting the status or working conditions of City employees,
except that individual disciplinary actions within the
purview of the City of San Rafael Code are not grievances
within the meaning of this policy and will be processed
under the appeal procedure as outlined in Chapter 12,
Disciplinary Action.
A grievance may be filed by an employee in his/her own
behalf, or jointly by any group of employees, or by an
employee organization.
It is intended that all opportunities for resolving such
problems at the departmental level are utilized before
the matter is brought before the City Manager.
SECTION 2. Definition of Terms.
(A) Grievance - Refer to Section 1 above.
(B) Employee - Any full time employee in the Classified
Service, with the exception of Management, Confidential,
and Unclassified positions listed in the salary resolution.
(C) Immediate Supervisor - The employee's closest superior
who assigns, reviews, or directs the work of an employee.
(D) Superior - The person to whom an immediate supervisor
reports.
(E) Representative - A person who appears on behalf of
employee.
(F) Waiver - Any time limit specified in the grievance
procedure may be waived or extened only by mutual agreement
in writing.
SECTION 3. SteD One - Informal Procedure
(A) If an employee feels he/she has a grievance, that employee
should contact his/her immediate supervisor within
ten (10) working days to informally discuss the matter.
'VU Oh 3. (Cont 1
(B) The supervisor shall discuss the grievance with the
employee, endeavoring to reach a mutual understanding
of the matter. The employee's immediate supervisor
should make the employee aware of the City's grievance
procedure, providing employee with a copy of the procedure
If the employee determines to initiate a formal grievance.
(C) If an employee's grievance concerns employee's immediate
supervisor and cannot be resolved through informal
discussion, the employee may request an informal meeting
with the next level of supervision.
SECTION 4. StPD Two - Formal Procedure
(A) If an employee's grievance cannot be satisfactorily
answered through informal discussion, the employee
shall submit, within ten (10) working days after completing
the informal procedure to the division head or department
head, a written statement which shall set forth in
detail:
(1) The exact condition or conditions as to which the
grievance is made; and
(2) The action requested by the employee.
(B) The divison bead and/or department bead shall, within
five (5) working days, meet with the aggrieved party.
(C) The division head and/or department head shall inform
the employee in writing within five (5) working days
after the meeting. The division head and/or department
head shall incjude findings relating to the conditions
as to which the inquiry is made and the action taken
or Which shall be taken in regard to such conditions
or the reasons for refusal to act.
SFi'SION 5. Step Three - AoDeal to Department Head
(A) If the grievance cannot be satisfactorily concluded
at the second step, then upon written request of the
employee, the department bead will meet with the employee
within five (5) working days of the request unless
the meeting is postponed to a mutually acceptable date.
In those cases where Step Two is directly to the department
head, this step is not applicable.
(B) The department head shall
of his/her decision within
the meeting.
-2-
inform the employee in writing
ten (10) working days after
§ ECTICK 6. Step Your - Appeal to City -Manager
(A) If the grievance cannot be successfully resolved at
the third step, it may be forwarded in writing to the
City Manager within ten (10).working days. In this
Instance, both the department head and the employee
or employee's representative may make any written pre-
sentation to supplement his/her case.
(B) The City Manager shall inform the employee within ten
(10) working days as to the final disposition of this
grievance.
-3-
EXHIBIT "E"
ADMINISTRATIVE PROCEDURE No. Rev.
Date:
City Manager
SUBJECT: POSITION CLASSIFICATION
I. PURPOSE: This administrative procedure shall establish
consistent guidelines for the creation and/or review of a
position's job classification.
II. POLICY: The City of San Rafael seeks to maintain a classifi-
cation system and process whereby all positions are
accurately classified on the basis of current and ongoing job
responsibilities officially assigned to said position(s).
III. PROCEDURE:
A. Creation. The Appointing Authority or their designee may
during the budget process request the creation of a new
job classification by:
1. Completion of prescribed personnel form(s) and a
position description questionnaire form.
2. Completed forms shall be submitted to the City of
San Rafael's Personnel Office.
3. Personnel Office staff shall within 30 calendar days
of receipt of the forms complete a formal audit of
the proposed job class and prepare a written report.
4. The written report shall be submitted to the City
Manager and the City Council for final approval.
5. Creation of a new job classification shall be
effective with the start of the new fiscal year.
B. Reclassification. The Appointing Authority or their
designee or an incumbent of a position may request,
in writing, a classification review.. This classifi-
cation review may be requested if the position has not
been reviewed within the previous twelve (12) months
and either permanent and substantial changes have been
made in the duties and responsibilities assigned to the
position or there is evidence that the majority (50% or
more) of the work being performed is not appropriate for
the position's current classification.
1. All requests for reclassification must be submitted
to the Personnel Office on prescribed personnel
form(s) by the Appointing Authority. Reclassifica-
tion requests must be accompanied by a current job
description approved by the position's immediate
supervisor and Appointing Authority.
2. Employee initiated reclassification requests must
first be directed to the employee's Appointing
Authority. The Appointing Authority shall forward
the employee's request to the Personnel Officer
within ten (10) days of receipt.
3. The Personnel Officer shall ensure the review (audit)
of the employee's position is completed within sixty
(60) days of receipt of the request in the Personnel
Office.
4. Based upon the analysis and evaluation of a position,
the Personnel Office reviewer may recommend that the
position be sustained in its current class or be
reclassified (up or down) to the proper classifica-
tion based upon the assigned work. The City Manager
or their designee shall review all reclassification
recommendations made by the Personnel Office.
5. Within ten (10) days of receipt of the written audit
decision the affected employee(s) may, in writing,
submit a request for review of this decision to the
City Manager. This request for review must show
sustantial error and/or omission on the part of the
auditor. The City Manager may render a decision on
the appeal on the basis on the written material or
may interview the involved parties to discuss the
specific error or omission prior to rendering a
decision.
6. The City Manager shall have final decision making
authority on all reclassifications.
7. Reclassifications shall be effective the first of the
month following final approval of the action. Any
changes of pay as a result of the reallocation shall
be in accordance with the City's Personnel Rules and
Regulations in effect at the time.
reclass dgc
11/14/90