036-06 - Resolution - Replealing Resolution 003-06 and Establishing Employee BenefitsRESOLUTION NO. 036-06
A RESOLUTION OF THE CITY OF PORT ORCHARD, WASHINGTON
REPEALING RESOLUTION NO. 003-06 AND ESTABLISHING CERTAIN
EMPLOYEE BENEFITS FOR NON-UNION REPRESENTED EMPLOYEES
CLASSIFIED AS FLSA NOT EXEMPT
WHEREAS, it is the desire of the City of Port Orchard hereinafter referred to as "City" to
provide certain employment benefits to non-union employees, hereinafter referred to as "Employees".
WHEREAS, the City of Port Orchard has established certain employment benefits for
non-union employees, and
WHEREAS, the City Council deems it in the best interest of the City and city employees
to periodically review and update such employment benefits, now therefore,
THE COUNCIL OF THE CITY OF PORT ORCHARD DOES HEREBY RESOLVE:
SECTION l Resolution No. 003-06 of the City of Port Orchard is hereby repealed.
SECTION 2 For purposes of this Resolution, employees shall be defined to include
those employees who are not covered by a labor union contract, or personnel contract as follows:
• All FLSA not exempt employees
• All employees employed on a full time ( 40 hr per week) basis; or
• Part-time employees employed for 20+ hr per week.
This Resolution is NOT APPLICABLE to the following classifications of non-represented employees:
• Executive (FLSA Exempt) Employees;
• Professional Non-Represented (FLSA Exempt) Employees;
• Administrative (FLSA Exempt) Employees;
• Police Sergeant Employees;
• Contract Employees;
• Temporary Employees; and
• Part-time employees whose position is classified and budgeted for less than 20 hours per week.
SECTION 3 HOURS OF WORK AND WORKING CONDITIONS
1. A maximum regular workweek shall be forty hours of work consisting of five eight-hour days during
a seven-day period Sunday through Saturday. An employee and Department Head may establish
alternative work schedules to encourage and comply with Commute Trip Reduction"
2. Services performed in excess of forty hours per week will be compensated for at one and one half
times the regular hourly rate. If the employee prefers, overtime may be credited to compensatory
leave time, at the rate of one and one half-hours for each hour of overtime. Scheduling of time to
use vacation leave or compensatory time shall be subject to approval of the employees' supervisor.
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When the employee takes leave time, the payroll office will use compensatory time to the employees
credit before vacation time credit unless otherwise requested by the employee. If compensatory
time is not used within the period described within the "Statement of Understanding/' signed by the
employee and the employer, it shall be converted to cash and paid in accordance with the above
rate.
3. Should an employee be called to return to duty, due to an emergency after completing an eight-hour
shift, such employee shall receive one and one half time his/her hourly wage for work performed
with a minimum of two hours callback.
4. Adjustments in the regular working hours of the employee for the convenience of the employer shall
not be construed to be in conflict with this Statement of Understanding.
SECTION 4. WAGES AND LONGEVITY PAY
1. All employees covered by this Resolution shall be classified and compensated in accordance with the
City's annual budget.
1.1. Effective October 1, 2006 the rates of pay set forth within the City's Base Salary Schedule
shall be increased by 4.2% as set forth in the All Urban Consumers Index (CPI-U) (1982-
1984=100) for the Seattle-Tacoma-Bremerton area for that period from June, 2005 to June,
2006, as is specified by the Bureau of Labor Statistics, United States Department of Labor;
provided, however, the COLA increase shall not be less than two percent (2%) nor more than
five percent (5%).
1.2. Effective October 1, 2007 the rates of pay set forth within the City's Base Salary Schedule
shall be increased by one hundred percent (100%) of that percentage increase set forth in
the All Urban Consumers Index (CPI-U) (1982-1984=100) for the Seattle-Tacoma-Bremerton
area for that period from June, 2006 to June, 2007, as is specified by the Bureau of Labor
Statistics, United States Department of Labor; provided, however, the COLA increase shall not
be less than two percent (2%) nor more than five percent (5%).
1.3 Effective October 1, 2008 the rates of pay as set forth within the City's Base Salary Schedule
shall be increased by 100% of that percentage increase set forth in the All Urban Consumers
Index (CPI-U) (1982-1984=100) for the Seattle-Tacoma-Bremerton area for that period from
June, 2007 to June, 2008, as is specified by the Bureau of Labor Statistics, United States
Department of Labor; provided, however, the COLA increase shall not be less than two
percent (2%) nor more than five percent (5%).
2. Employees hired before November 1, 2001, shall be eligible to receive longevity pay as follows:
2.1. After completion of two (2) years full-time employment, an employee shall be eligible for
longevity pay. Such longevity pay shall be the employee's base pay plus one-quarter of one
percent (.25%) for each additional year of employment. Each longevity pay increase shall
commence on his/her anniversary date of employment and each longevity increase shall be
calculated on the base pay for the position held by the employee.
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2.2. Longevity pay will be granted to eligible employees and adjusted thereafter on the
anniversary date of their employment.
3. Employees hired after November 1, 2001 shall not be eligible to receive longevity pay.
SECTION 5. HEALTH AND WELFARE
1. Medical Coverage -for full-time employees, the Employer will provide health insurance coverage
through the Association of Washington Cities Plan B, administered by Regence BlueShield or Group
Health Co-Pay Plan 1.
1.1. For part-time employees-(hired prior to December 9, 1996) the employer will pay 100% of the
medical insurance premium, less applicable employee co-payment as set forth in Section 5(5) of
this Resolution) as specified above for the employee only. The employee may elect to purchase
medical insurance coverage for their spouse and/or dependents at their own expense by payroll
deduction.
1.2. For part-time employees -(hired after December 9, 1996) the employer will pay 50% of the
medical insurance premium as specified above for the employee only if the employee elects to
pay 50% of the premium by payroll deduction. The employee may elect to purchase medical
insurance coverage for their spouse and/or dependents at their own expense by payroll
deduction.
2. Dental Coverage -For full-time employees only, the Employer shall provide Dental insurance
coverage through the Association of Washington Cities, Plan A, administered by Washington Dental
Service, or equivalent plans, for the employee, spouse, and dependents.
2.1. For part-time employees-Effective, October 1997 dental insurance coverage will not be offered
to part-time employees or their dependents.
3. Vision Coverage-For full-time employees only, the Employer shall provide Vision insurance coverage
through the Association of Washington Cities, Vision Service Plan or equivalent plans, for the
employee, spouse and dependents.
3.1. For part-time employees -Effective October 1997 vision insurance coverage will not be offered
to part-time employees or their dependents.
4. The Employer shall also have the right to purchase or provide access to equal coverage through
another insurer or self-insure these benefits.
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5. Employees shall pay each month a portion of the above premiums as follows:
AWC Regence Plan· Group Healtb Plan·
Employee Only ....................... $6.00 Employee Only .................. $ 3.00
One Dependent ................... $14.00 One Dependent ................ $ 11.00
Two Dependents ................. $ 22.00 Two Dependents ............... $19.00
Three or More Dependents .. $ 30.00 Three or More Dependents$ 27.00
5.1 Effective October 1, 2006 in addition to the above amount, the employees shall pay twenty
percent (20%) of any increase to the above premium over the prior year's increase, not to
exceed $25 per month for any particular increase. For payroll deduction purposes, the
monthly premium determined above shall be rounded to the nearest dollar.
6. The employer shall self insure or purchase a $50,000 life insurance policy for the employee
(subscriber) only.
7. If an eligible employee elects to waive city medical coverage as provided in section 5(1) and the
related insurance companies involved allow for such practice, the employee shall be compensated
two hundred fifty dollars ($250) per month through the payroll process as a cost savings incentive.
This cost savings incentive is only payable for those full months where the employee elects to
waive coverage. An eligible employee includes any full time employees as well as part time
employees hired prior to December 9, 1996. Employees who participate may not be eligible to
return to medical coverage until open enrollment periods as outlined by the insurance carrier.
8. In order to be eligible to receive health and welfare benefits, the employee must meet the
minimum hours of work per month, if any, required by the plan provider.
SECTION 6. VACATIONS
1. After one (1) full year of employment, a full-time employee shall be entitled to ten (10) days (80
hours) vacation leave. During the second year, the employee's vacation account shall be credited on
a monthly basis at the rate of eleven (11) days (88 hours) per year. During the third year, the
employee's vacation account shall be credited on a monthly basis at the rate with twelve (12) days
(96 hours) per year. In addition, each year on the employee's anniversary date, after three (3) full
years of employment, one (1) bonus day (8 hours) of vacation for each year will be credited to
his/her vacation account. The total vacation/bonus day accrual shall not exceed thirty (30) days,
240 hours.
2. Accumulation of Vacation Leave -Part-time employees shall have their vacation leave prorated on
the basis of an amount equal to one-half (112) of the accrual rate for a full time employee. Vacation
leave shall be accrued and recorded on a monthly and or calendar year basis in the same manner as
provided in the vacation accrual section.
3. Vacation leave to an employee's credit may be granted at any time during the year at the discretion
of the Department Head.
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4. Each employee must use at least one week (five (5) consecutive days) leave each year for vacation
purpose. The balance of vacation leave to their credit may be granted one at a time.
5. An employee, as defined herein, shall receive leave pay for any portion of vacation earned, but not
taken, upon leaving the employ of the Employer; provided, that in case of voluntary termination, the
employee shall have given at least ten (10) calendar days' notice of such termination before being
entitled to receive such pay. Upon date of termination the employee shall receive compensation for
all bonus vacation leave pro-rated from the last anniversary date. However, upon termination,
vacation and bonus leave pay shall not exceed two hundred and forty (240) hours. If an employee
has accrued vacation and bonus leave in excess of two hundred and forty (240) hours, the employee
may be continued on the payroll for the time equivalent to the amount of time in excess of two
hundred and forty (240) hours of accrued vacation leave.
6. Holidays observed during an employee's vacation period shall not be counted as vacation leave
taken.
7. The leave pay of all employees who are employed on a daily wage scale shall be paid on the same
schedule for the vacation period as the employee would have been paid for a regular week of work
without overtime.
8. An employee may carry over a maximum of thirty (30) days of vacation effective January 1 of each
year. All other accrued vacation not used by the end of each year will be forfeited, except when
accrued vacation is not used due to the convenience of the Employer; the employee will be paid in
cash at the end of the year.
SECTION 1. HOLIDAYS
1. All employees shall be entitled to observe the following holidays with pay: the first day of January,
commonly called New Year's Day; the third Monday in January to honor Martin Luther King; the third
Monday of February, being celebrated as President's Day; the last Monday of May, commonly known
as Memorial Day; the fourth day of July, being the anniversary of the Declaration of Independence;
the first Monday in September, to be known as Labor Day, the eleventh day of November, to be
known as Veteran's Day; the fourth Thursday of November, to be known as Thanksgiving Day; the
day after Thanksgiving; the twenty-fifth day of December, commonly called Christmas Day. All
employees shall receive two (2) personal holidays each year to be selected by the employee;
provided: the employee has been or is scheduled to be continuously employed by the Employer for
more than four (4) months, and the employee has given not less than fourteen (14) calendar days
written notice to the supervisor; provided, however, the employee and the supervisor may agree
upon an earlier date, and the number of employees selecting a particular day off does not prevent
an agency from providing continued public service.
2. The personal holidays must be taken during the calendar year or entitlement to that day will lapse,
except when the employee has requested a personal holiday and the request has been denied.
3. Anything in this article notwithstanding, any employee whose regular workweek includes a holiday
on Saturday or Sunday will receive some other day off in lieu thereof at the discretion of the
Department Head.
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4. Whenever any legal holiday falls upon a Sunday, the following Monday shall be a legal holiday.
5. Whenever a legal holiday falls on a Saturday, another day will be designated by executive order by
the Mayor, or he may designate two (2) days with a portion of the employees observing one (1) day
and the remainder the other day, to permit continued operation of vital functions.
SECTION 8. SICK LEAVE
1. All full-time and eligible part-time employees shall be entitled to sick leave pay when they are
incapacitated from performance of their duties by reason of sickness or injury or when, through
exposure to contagious diseases, the presence of the employee would jeopardize the health of
others. Such sick leave for full time employee's shall accrue at the rate of one (1) day (8 hours) for
each calendar month of employment and if not used shall accumulate to a maximum of nine
hundred sixty (960) hours. Part-time employees shall have their sick leave prorated on the basis of
an amount equal to one half (112) of the accrual rate for a full time employee. Sick leave shall be
accumulated and recorded on a monthly basis as provided in this section.
2. Sickness shall be reported by the employees at the beginning of any period of illness to their
supervisor or departmental designee and within three (3) days after returning to work, the employee
shall give a written statement explaining the nature of the sickness and submit a formal request for
approval of leave so taken, which request, when approved by the Department Head, shall be
forwarded to the City Clerk for filing in the employee's medical file.
3. A doctor's certificate shall be required when the sick leave extends over a period of three (3)
consecutive days or if leave records indicate the employee may have a reoccurring health problem, a
doctor's slip may be required for Family Medical Leave documentation.
4. Advance sick leave may be granted to employees who have two (2) or more years of continuous
service with the Employer after they have exhausted all of their accrued vacation, compensatory,
and sick leave.
5. Advance sick leave may be granted in cases of serious disabilities or ailments of the employee. Sick
leave credit advanced shall be limited to not more than twelve (12) and not less than five (5)
consecutive workdays. It shall be further limited to cases in which it is believed that the employee
will return to full duty for a period sufficient to liquidate the advance.
6. Requests for advance sick leave shall be submitted by the employee to the Department Head. The
Department Head shall make a recommendation on the proposed request and forward it to the City
Council for approval or disapproval. It will be signed by the Mayor and forwarded to the City Clerk
for filing in the employee's file and the employee will be notified of the Council's decision by the
Department Head.
7. Sick leave earned after return to duty must first be applied to liquidate the sick leave advanced
before being used as regular sick leave.
8. Any employee found to have abused the sick leave privilege by falsification or misrepresentation may
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thereupon be subject to dismissal upon recommendation of the Department Head and at the
discretion of the City Council.
9. In cases of injury or illness, which is covered by industrial insurance, the amount of insurance
payments will be deducted from the next pay of the employee after Department of Labor & Industry
award letter.
10. At the option of the employee, sickness in excess of the maximum number of days accrued may be
charged to unused vacation.
SECTION 9. BEREAVEMENT
1. Employees shall be allowed up to twenty four (24) hours bereavement leave for death in the
immediate family upon approval and authorization of the Department Head. For travel out of State,
an employee shall receive, subject to the approval of the Department Head, an additional sixteen
(16) hours. Part-time employees will receive 50% of the above hours.
2. Immediate family shall include, spouse, children, stepchildren, sister, brother, grandmother,
grandfather, mother and father of the employee or spouse, and any other familial inhabitant of the
employees household. All additional time shall be deducted from the employee's vacation leave
account.
SECTTQ~ l 0. LEAVES OF ABSENCE
1. Civil Leave-Any necessary leave may be allowed by the Department Head to permit any employee
to serve as a member of a jury or to exercise his other civil duties. Each employee who is granted
such leave and who, for the performance of the civil duties involved, received any compensation
shall be paid by the Employer for the time they are absent only in the amount of excess of their
regular salary over the compensation received, exclusive of travel or any other reimbursable
allowances.
2. Military Leave -Leave not to exceed fifteen (15) calendar days in any period of twelve (12)
consecutive months over and above annual vacation shall be allowed any employee who is a
member of any duly established National Guard or Reserve Corps unit. During the period of military
leave, the employee shall receive their normal pay.
3. Leave Without Pay -Leave without pay may be granted at the discretion of the Department Head,
subject to the approval of the appointing authority. Such leave will be granted only after all sick
leave, vacation and compensatory time has been exhausted and under no circumstances in excess of
ninety (90) calendar days. Leave without pay shall not be granted for the purpose of the employee
accepting other temporary employment or to gain personal advantage or profit. During an authorized
leave without pay, the employee shall not receive any benefits nor shall they continue to accrue
seniority. Nothing herein is intended to supersede the employee's rights under applicable State or
Federal Leave Law.
4. Unauthorized Absence -Unauthorized absence from duty for three (3) consecutive working days
shall constitute grounds for dismissal upon recommendation of the Department Head at the
discretion of the appointing authority.
Section 11 TRAINING AND EQIICATIQN
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1. Employees who are required to obtain either an bachelor degree, as a qualification for their job duty
shall be eligible to receive the educational incentive pay as follows:
1.1 1 ott,) of base pay per hour:
If the employee receives a master's degree from an accredited university in an eligible course
of study either before or during employment with the City, the employee shall be eligible to
receive 1% increase in his or her base pay per hour. The employee must provide an official
transcript and diploma.
1.2 2°/Q of base pay per hour:
If the employee receives a PhD degree from an accredited university in an eligible course of
study either before or during employment with the City, the employee shall be eligible to
receive a 2% increase in his or her base pay per hour. The employee must provide an
official transcript and diploma.
2 Employees who are not required to obtain either an associate degree or bachelor degree as a
qualification for their job duty, shall be eligible to receive the educational incentive pay as follows:
2.1 ::1 ott,) of base pay per hour·
If the employee receives an associate degree from an accredited college or university in an
eligible course of study either before or during employment with the City, the employee shall
be eligible to receive a 1% increase in his or her base pay per hour. The employee must
provide an official transcript and diploma.
2.2 2°h of base pay per hour:
If the employee receives a bachelor degree from an accredited college or university in an
eligible course of study either before or during employment with the City, the employee shall
be eligible to receive a 2% increase in his or her base pay per hour. The employee must
provide an official transcript and diploma.
3. The Mayor shall determine what qualifies as an accredited college or university, and what
qualifies as eligible courses of study.
SECTION 12 This Resolution shall not change or limit other benefits not listed that
covered employees currently have through their employment with the City.
SECTION 13 If any section, subsection, paragraph, sentence, clause, or phrase of this
resolution is declared unconstitutional or invalid for any reason, such decision shall not affect the validity
of the remaining portion of this resolution.
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PASSED by the City Council of the City of Port Orchard, APPROVED by the Mayor and
attested by the Clerk in authentication of such passage this 9th day of October 2006
KIM E. ABEL, MAYOR
ATTEST:
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Michelle Merlino Interim, City Clerk