HomeMy WebLinkAboutORD 1982-014 _�
ORDINANCE N0. 82-14
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AN ORDINANCE AMENDING CHAPTER 18 ,
OF THE CODE OF ORDINANCES AND
ESTABLISHING PERSONNEL RULES AND
POLICIES PERTAINING TO RECRUIT-
MENT, HIRING, PERFORMANCE EVALUA-
TION, CLASSIFICATION, COMPENSATION,
LEAVE, CONDUCT, DISCIPLINARY ACTION,
GRIEVANCES PROCEDURES, SEPARATION
AND REINSTATEMENT, AND FILES AND
REPORTS; REPEALING CONFLICTING
ORDINANCES; PROVIDING A SEVER-
ABILITY CLAUSE AND DECLARING AN
EMERGENCY
BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF
GRAPEVINE, TEXAS:
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Section 1 . That Chapter 18 , Section 18-1 through and
including Section 18-24 of the City Code of the City of
Grapevine , Texas pertaining to personnel policies is hereby
repealed and the following is approved in lieu thereof:
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' PERSONNEL RULES
C��AP'PER I
INTRODUC^1ION
Section 1 - Objectives
These rules are designed to bring to the Grapevine City service a high
degree of understanding, cooperation, efficiency, and unity through
systematic, uniform application of m�dern personnel practices. Objec-
tives of the City personnel management system, which includes these
rules, are:
a. to prom�te and increase productivity, efficiency, respon-
siveness to the public, and economy in the City service; �
b. to provide fair and equal opportunity for qualified persons
to enter and progress in the City service ir. a manner based on
m�rit and fitness as ascertained through fair �nd practical
personnel management methods;
c. to maintain recruitment, advancement, and tenure practices
enhancing the attractiveness of a City career and encouraging
each employee to give his/her best effort to the job and the
public;
d. to provide and maintain a consistent, up-to-date position
classification and cor�pensation plan based on factor eval-
uation and ranking of the positions in the City service;
e. to develop high m�rale among City err�loyees by fostering
good working relationships and by providing unifozm personnel
policies, opportunity for advancei�nt, and consideration of
er�loyee needs and desires.
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f. ' to retain er�ployees on the basis of the adequacy of their
performa�zce, correct inadequate perforniance, and separate
e�loyees whose inadequate perforniance cannot be corrected;
and
g. to assure that employees are protected against coercion
for partisan political purposes and are prohibited from
using their positions with the City for the purpose of
interfering with or affecting the results of an election
or nomination for office.
Section 2 - F�ual F�nplo�zt Op rtunity Policy
Discrimination against any person in recruitrnent, examination, �p-
pointr:�ent, training, prom�tian, discipline, or any other aspect of
personnel achninistration because of political or religious opinions or
affiliations, membership or non�ership in employee organizations, or
because of race, color, national origin, marital status, or other non-
merit factors is prohibited. Discrimination on the basis of age, sex,
or physical disability is prohibited except where specific age, sex, or
physical requirements constitute a nEces�ary occupational qualification
for proper and efficient adrninistration. Any �nployee who feels he/she
has been discriminated against may process a grievance in accordance
with procedures an Chapter XI.
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Section 3 �- Applicability
These rules apply to all City employees except where inconsistent
�vith Federal or State law, City charter, or ordinance. Elected officials
and persons employed under contract to supply professional and technical
services and parties appointed to serve without pay shall not be
considered City employees for purposes. of these rules.
Section 4 - Dissemination
All City employees shall be inforrted of the e.Yistence of these nzles,
and each departrne.nt shall keep at least one copy available for reference
by its employees.
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Section 5 - Division of Responsibility
With the exception of matters reserved to the City Council, the gen-
eral and final authority for personnel management and all decisions under
these rules rest with the City Manager.
The Personnel Director is delegated the responsibility for developing,
ac3ministering, and interpreting personnel policies and procedures
as they apply to all departrnents and e�loyees, subject to review
and approval by the City Manager. The Personnel Director shall advise
management in all areas of personnel administration, including but not
limited to employee management relations, training and career develop-
ment, and employee health, safety, and r,x�rale.
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Depart7nent heads and supervisory personnel are responsible for enforcing
the provisions of these rules and for cooperating with the Personnel
Director on all related matters pertinent to their organizational units.
The City shall make ever.y effort to thoroughly acquaint employees with
the materials in these personnel rules.and any subsequent revisions.
E7nployees are also encouraged to submit suggestions for changes and
iur�rovements in personnel policies and procedures.
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' PERSCNNII, RULFS
CHAPZ�:R II
MEI'fiOD OF FILLING VACANCIES
Section 1 - V�cancy Identification
Departm�xit heads shall notify the Personnel Director when vacancies
occur or are i�nninent by using personnel requisition forms as speci-
fied by the Personnel Director. The filling of vacancies must be
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appraved in advance by the City Manager or his/her designee.
Section 2 - Announcement of Vacancies
The Personnel Director shall announce by appropriate means
all vacancies to be filled in the City service by other than demotion,
transfer, te��porary prom�tion, or reinstatement and shall post vacancy
announcements on bulletin boards in City offices.
Each job announcement, insofar as practicable, shall specify the
title, salary, and nature of the job; the required miniirnml qualifi-
cations; whether co�etition is open to the general public or re-
stricted to City employees; type of selection procedure to be utilized;
and the deadline for and rnethod of application. Each annour.cement
shall contain a statement confin:l.ing the City co�nit�nt to a policy
of equal enployment opportunity.
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Section 3 •- Promotion Policy
A promotion is the assignment of an �loyee from a positicn in one
class to a position in another class having a higher maxiirnnn salary.
It is City policy to promote from within the service whenever
possible. Applications for any particular job may be limited to
qualified City e�loyees. Opportunities for promotion across organi-
zational lines shall be maximized.
Section 4 - Terrg�orary Prom�tions
The City r7anager may authorize a teznporary promotion to ensure the
proper perform�nce of City functions if a position is vacant or its
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regular inctmlbent is absent. Tenq�orary promotions may be m�de for
up to 30 calendar da.ys. If circumstances warrant, a ten�orary pro-
motion may be extended an additional 30 calendar days to d maxin�nun of
60 days. F�nployees given ten�orary prom�tions shall be compensated
in accordance with Chapter VII, Section 2(b) of these rules.
Te�orary pramotions shall not be used to circ�ivent norm�l selection
procedures. The e�loyees involved shall not acquire any status or
rights in the classes to which teng�orarily promoted except as provided
above. Nothing in these rules shall be construed to prevent the
tes�oraYy or intezmittent assi5runent of some higher level duties to an
e�loyee without additional cairq.�nsation. Additional cor.lpensation shall
be paid only in cases of formal t��porary promotion effected in accord-
ance with these rules.
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Section 5 '- Transfers
A transfer is an assigi�unent of an employee fran one position to another,
not involving pro�tion or dem�tion. A transfer may occur for disci-
plinary reasons, �or adrtinistrative convenience, or upon the request
of the e�loyee. Transfers may be made administratively or in conjunc-
tion with an announced selection process.
Intradepartnle.ntal transfers within the same class may be approved
by the department head. Interdep�xtrnental transfers and transfers
between classes must be approved by the affected departrnent heads
and the Personnel Director. Approval of transfer shall signify cert-
ification that the e�loyee is qualified to perform the duties of
the position to which the transfer is contemplated. .
Transfers of probationary en�loyees �roast be approved by the City
Nlanager.
Section 6 - Nondisciplinary Demotions
A deir�tion is the assignment of an employee from a position in one
class to a position in another class having a lower maxisrnun salary.
With the approval of the City Manager and if the e�loyee is qualified
- to perfozm the duties of the lawer level position, an employee may
be administratively d�moted at his/her request or as an alternative
to being laid off. Dexrx�tions of this nature shall not be considered
disciplinazy actions or disqualify the e�loyee involved from consider-
ation for later advancement. D�motions effected as alternatives to
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layoffs may be fully or partially rescinded at any tiure.
Section 7 - Applications
Applications for e�loymexit, proimtion, transfer, reinstatement, and
other personnel actions shall be submitted as prescribed Ly the Per-
sonnel Director. Only applications officially received in the pre-
scribed maruier shall be considered. Information submitted in connection
with applications for City em�loym�nt is subject to verification.
Section 8 - �aluation
The Personnel Director shall determine the m�st appropriate r.ieans
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of evaluating applications against job requirements to identify
the best qualified applicants. Interviews, medical examinations,
background checks, performance tests, written tests, and/or other
screening procedures may be used as appropriate. Applicants shall
be required to provide any job-related inforniation and undergo any
job-related examinations necessary to demonstrate co�liance with
prescribed minisrnun qualification requireme_nts for the positions in-
volved.
Section 9 - Mandatory Requirements for Public Safetv licants
State law requires that applicants for law enforcement positions
meet the follaaing minirnAn standards:
(a) Applicant must have a high school diploma or G.E.D.
(b) Applicarit must co�rplete 320 hours
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• of police rraining within one year of date of hire.
(c) Applicant �st pass a physical �tion prior to being
accepted.
The City of Grapevine requires that law enforcement personnel be at
least 19 years of age.
State law requires that applicants for fireiighter positions meet
the following minirnun standards:
(a) Applicant riust complete 335 hours of instruction at a
certified training school within one year of date of hire.
(b) Applicant must pass. a physical examination prior to being
accepted.
The City of Grapevine requires gnergency P��dical Technician (II�II')
certification of all firefighters within one year of e�loyment.
Additional requirements may be established by the Police and Fire
depar�nts or City P•lanager as needed.
Section 10 - Disc�talification
_ An applicant shall be disqualified from consideration if he/she:
a. does not possess the qualifications necessary for perforcn�-uice
of the duties of the position involved;
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b. �has made a false statement of material fact on the appli-
cation form or supplements;
c. has co�nitted or atter.tpted to oor�nit a fraudulent act at
any stage or the selection process;
d. is an alien not legally permitted to work;
e. is belaw the riin�nsn e�loyable age prescribed by State
law; or
f. has established an un�atisfactozy employment record of
such nature as to demonstrate unsuitability for the posi-
tion applied for.
An applicant may be disqualified from consideration upon other reason-
able grounds relating to job requiren�nts. An applicant upon his/her
request shall be notified of the reason for any disqualification.
Section 11 - Referral and Selection
The Personnel Director shall develop standard operating procedures
far the referral of applicants to departments for final selection.
The procedures shall provide for selecting officials to report the
disposition of ali referred applications. �e reasons for the
particular disposition of an application may be requested by the
Personnel Director,
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' PERSONNEL RUI�'S
Q-�APTER III
APPOIIVTN�]T
Section 1 - Basis
Appointrr�ents shall be made based on the qualifications of applicants
as ascertained through fair, practical, and job-related selection
methods.
Section 2 - Z�
Appointtments shall be designated peri:�nent or temporary. Pezr�anent
apgointr�nts shall ordinarily be of indefinite duration and may be
made to full-time or part-ti.me positions. A11 permanent appointments
are subject to nzles covering probation.
T�;�orary appointments shall ordinarily be limited to 90 days and
may be made to full-time or part-time posii:ions requiring continuous,
seasonal, or intermittent performance.
Section 3 - IIn�rgency Ten�porazy Appointments
Whenever an emergency exists which requires the services of personnel
who are not otherwise available, such personnel may be im:lediately
appointed for a period not to exceed 30 working days without regard
to noririal recruitrr�nt and selection requirements. Em�rgency tempo-
rary appointrr�ents shall not be renewable.
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Section 4 •- Nepotism
All personnel actions of the City shall comply with section 11.03
of the City Charter. In addition, no e�loyee may directly or in-
directly supervise or be supezvised by a membe.r of his/her i�mediate
f�i.ly. For purposes of this rule, the iinrediate family includes
�- spouse, garent, stepparent, parent-in-law, child, stepchild, brother,
sister, stepbrother, stepsister, brother-in-law, sister-in-law, grand-
parent, grandchild, first cousin, and any relative or other person
living in the same Y�ousehold as the employee.
The City Manager may apply the nepotism prohibition in the case of
other organizational and/or personal relationships when failure to
do so would be detrimental to the City. The City Manager may waive
the provisions of this section for tec�orary or emergency appointees �
when it is in the best interests of the City to do so.
Section 5 - Residence ,
There shall be no absolute residence requirement for City Fmployme.nt
except as may be provided by lacv. F�loyees li.kely to be called to
work in cases of er,�er_qency r�ay be required to reside within reason-
able co�luting ranges of their places of wr�rk.
Section 6 - Medical Exaininations
A person selected for initial appointment or reinstatement to certain
classifications as designated by the City rlanager shall undergo a
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thorough rnedical exar,iination at City Exp�nse in a manner prescribed by
the Personnel Director. �loyment shall be contingent upon successful
co�letion of the medical e�cami.nation in relation to the standards of
fitness required for the position involved. The City Manager shall be
the final authority in determining medical suitability for employment
based on inforniation provided by medical personr.el. The City Manager
riay waive or modify the medical exami.nation requirement for any or all
part-time positions or for reinstatements follc�wir:g short breaks in
service.
With the approval of the City r7anager, a departrnent head may require
that a current en�loyee successfully undergo a medical exanunation to
determine fitness for continued esnployment or for promotion or other
personnel action. Periodic medical examinations shall be mandatory for
public safety personnel.
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' PERSONNII� RULES
C�;P.PZ�R IV
PROBATION
Section 1 - Probationary Period
Et�ezy person initially appointed to or_ prc�r�oted in the City service
under a permanent appoin-t�nt shall be required to successfully con�lete
a probationary period of six r.lonths.
Section 2 - Ptzrpose
Departrnent heads and supervisors shall use the probationary period to
closely obsezve and evaluate the work and fitness of em�loyees and to
encourage adjustrnent to their jobs and the City service. Only those
e�loyees who meet acceptable standards during their probationazy period
shall be retained.
Section 3 - Failure of Probation
An �loyee shall fail probation when, in the judgr,�nt of the appropriate
superviscr, the employee's fitness and/or c�uality ot work are not such
as to merit continuation on the job. Failure of probation may occur at
any time within the probationary period and shall not be considered part
of the disciplinary process.
A prom�ted e�loyee who fails probation may be returned to his/her
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former type of job or other job ior which he/she is gualified and may
be considered for later advancement.
Departrn�.nt or division heads shall ensure doc�unentation of all cases of
failure of probation as well as counseling and other efforts to help
e�loyees during the probationary period. An �nployee who fails the
probationary period may appeal the decision using the established
appeals procedures. _ �
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' PERSONNEL RULES
CHAPi�',R V
PE�Ol�,'1AN� EUALUATION
Section 1 - Performance E�raluation Report
The work perforn�ance of each regular e�loyee shall be evaluated in
accordance with procedures developed by the Personnel Director. �al-
uations ior employees on probaticn shall be conducted at the midpoint
and upon co�letion of the probationary period and shall be cor.ducted
annually for other employees. Additional evaluations may be conducted
if requested by the depart�nent head and the Personnel Director. The
Personnel Director shall maintai.n a schedule for performance evaluations
and shall send an evaluation form to each supervisor or departrnent head
well in advance of the d�te an evaluation is due.
Section 2 - Purpose
The perforniance evaluation is designed to help supervisors and employees
measure haw well work is being perforr�d and to provide a tool for
manageirnnt decisions regarding training, assignment, gromr�tion, and
retention of er.q�loyees.
Section 3 - Counseling
gnployees shall be provided copies of their perforraance evaluation
reports. E�aluators shall individually discuss the reports caith the
e�loyees and shall counsel them regarding their careers and any im-
proven�nts in perforniance which appear desirable or necessary.
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Section 4 - Reconsideration
II�Ioyees dissatisfied with their perforn�ance evaluations may seek
reconsideration by using established appeal proced.ures.
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' PERS02`'A]EL RULF',S
CHAPTEFt �TI
CL1�.�SIFICATION
Section 1 -- Plans, Preparation and Aiaintenance
The Personnel Director shall prepare and achninister a classification
plan for the City based on an analysis of various factors integral to
the pcsitions. Positions shall be allocated to appropriate classes
based on objective factors. The Personnel Director shall revi�a the
duties and responsibilities of City positions v�hen they become vacant
and make any necessary adjustr�nts to the classification plan.
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Section 2 - Effect of Reallocation
An employee in a position which is reallocated from one class to another
shall be entitleci to continue to serve in the position with ununpaired
status if the e�nployee substantially meets the min�r.nun qualifications
prescribed for the new class.
Section 3 - Official Titles
Official titles shall be used in all personnel matters. ti•,�rking or
functional titles may be othenJise used as appropriate.
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' PERSONNEL RI�,FS
CHAPTER VII
COI�IPr'�VSATION
Seciion 1 - Basis
The Personnel Director shall prepare and administer a com,prehensive
compensation plan for City err�loyees subject to required City P�Ianager
and City Council approval. EYnployees shall be paid in accordance with
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the c�isation plan, which may include one or m�re salary schedules.
_ In positioning classes on salary schedules, consideration shall be given
to point factor ranking; prevailing rates of pay among public and private
e�loyers; the availability of qualified applicants; the duties, respon-
sibilities, and qualifications required of ez�loyees in the classes; and
other relevant factors. '
Section 2 - Ac7ministration of Range/Step Salary Schedules
Range/step salary schedules shall be admuzistered in accardance �Jith the
follawing nzles:
a. A new employee shall norm�lly be compensated at the mul'u;nun
step of the approved salaxy range. In exceptional circtm►-
stances, the Personr.el Director riay authorize hiring above the
minir,nan step. Such authorization may be based on general
recnzitnlent difficulties, on unique qualifications of a new
eir�ployee, or on other e.�cceptional circur�stances.
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• b. A newly pro�ted eurployee shall ordinarily be compensated
at the lawest step o� '-�tie approved range which would
provide an increase in pay of at least five percent over
that received in the previous class. Greater increases
may be approved by the Persannel Director. An e�ployee
being transferred shall ordinarily continue to receive
the sar,�e salary and shall retain the same eligibility
date for pay increases.
c. Individual increases ��ithin a range may be granted as
specified in the corrq�ensation plan upon reconmendation
by the depart�nt ar division head and fulr"illment of
other requirements as outlined in the perfornance evalua-
tion plan. Increases of this nature are called merit in-
creases and are based on careful consideration and evalua-
tion of the ability and perfom�ce of the employee.
gnployees are eligible for merit increases upon successful
canpletion of the probationary period. Subsequently,
n�erit increases are normally given consideration at the
time of perforn�ar.ce evaluation, but they riay be given
special consideration at other times.
d. No employee shall be paid more than the rna��rnun rate
established for his/her class, except that an employee
whose job was downgraded by reclassification or changes in
the labor market through no fault of his/her avm may
continue to receive his/her former rate of pay until a
rate on the new salary range equals or sur�asses the old
rate or until the employee's job changes. The employee
would remain eligible for City-wide pay increases.
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- e. An employee voluntarily or involuntarily demoted for any
reason shall be campensated on a step of the new range as
administratively determined.
f. A former e�loyee reinstated in accordance with these
rules shall be con�ensated on a step of the approved
range as ac�riinistratively deternlir�ed.
Section 3 - Overtime
The City Manager may authorize overtiure pay and/or compensatory time to
meet the operational needs of the City. Overtime, when ordered for the
maintenance of essential City functions, shall be allocated as evenly as
possible among all e�loyees qualified to do the job.
Overtime is paid time worked in excess of an employee's regularly
scheduled work week. Hourly employees shall be paid for overtiire at a
rate of one-and-one-half times their regular rate of pay. Department
heads and supervisors may authorize overtime based on prior approval of
the City Manager.
Section 4 - Compensatory Time
Authorized ti� worked by salaried employees in addition to the nornially
,.,.��
scheduled work week is considered compe.�zsatory time, unless authorized as
overtu�. Overtime may be authorized in lieu of compensatory time by the
departrl�nt head with the approval of the City Dlanager. Use of acc��nzlated
c�npensatory tir.ie shall be in accordance with departmental policy.
21
II�loyees 'in supezvisory positions generally shall be eligible for
co�ensatory time and shall not norr,�ally be paid overtime.
Section 5 - Longevity Pay
All full-time perm-�zent e�loyees shall receive longevity pay at the rate
of $4 per nnnth for each year of full-time er�loym�xit (as of December lst
of each year) up to a maxir,nun of $80 per rronth.
_. '
Section 6 - Standby/Callback Pay
G�7hen e�loyees are on standby status or are called back to work in cases of
e�rgency, they may be compe�zsated on a basis detern�ined by the City
rlanager.
Section 7 - Insurance and Re arement
Eligible employees shall receive insurance and retixement benefits as
prescribed in the applicable programs.
Section 8 - Uniforms
Designated etrtployees shall receive uniforms at City expense when it is in
the best interests of tl�e City. Other designated �loyees shall receive
a clothing or uniform allawance as appropriate.
Section 9 - Car Allawance
Desic,Ynated employees shall be compensated for the use of personal vehicles
fcr official City business. Cor,ipensation may be at a specified m�nthly
rate or on a r,uleage basis as deterr,iined by the City Manager.
LZ
... . .- . . � . . i >' _ . 5 - F -s '�'ti v.r.=;:�i�'`�.�i� . . � . . . . . ._ ,
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Section lU - Tuition Re�mbursement
D�loyees attending schools and colleges may receive full or partial
reimbursement for tuition and books if co�letion of the courses involved
would benefit the City. Payraent for such courses r,lust be approved by the
department head and the City Manager.
.
23
�
. _ . , . . ., . - .. -
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. . � .. . . . . � ' .... �� . .- - .. _ ....i�a-�,'x.r.Fnr.s,.a!!2,9�'`..-,..,.,..
' PERSON�IEL RULES
CHAPTEP. VIII
T,r.�VE
Section 1 - Holidays
New Year's Day, Aiemorial Day, Independence Day, I�abor Day, Thanksgiving
Day, Christsnas �e (1/2 day) , Chris-t�nas Day, the e�loyee's birthday, a
floating holiday to be designated by the City t9anager, and such other days
as designatecl by the City Council shall be observed as official holidays
for City employees in accordance with the follawing nzles:
a. As r.iany employees as possible shall be given each holiday off
consistent with the mainter:ance of essential City functions.
b. �ill-time perr�anent. employees shall be entitled to paid holi-
days.
c. Part-tir.�e permanent �loyees and temporary esnployees who
w�uld normally have worked on a day of the week obseYved as a
holiday shall be entitled to a paid holiday for the numl�r of
hours they would have worked on that c�ay if the holiday had
not occurred.
d. Department heads shall ensure that eligible employees working
unusual schedules or on shifts receive benefits zor the full
n�r of holidays.
__ e. If a holiday falls on Saturday, the precedir_g Friday shall be
observed, and if a holiday falls on Sunday, the followir.g
rlonday shall be observed.
24
f. � An e�loyee in a non-pay status on the holiday or on the
scheduled work da.y i�diately preceding or follawing shall
not receive pay for the holiday.
g. �loyees desiring to observe religious holidays not coincid-
ing with official holidays may be given time off without pay
or may be authorized to use accrued vacation leave or
con�nsatozy time,
h. F�ill-time pezm-inent-employees required to work on a holiday,
excluding police and fire personnel, shall be given compensa-
tory time off at the authorized rate in lieu of overtime pay.
Public safety e�loyees who may not reasonably be given
G
co�nsatory time off for work on a holiday shall receive pay
at the authorized rate for the time worked on the holiday with
the approval of the departm�nt head.
Section 2 - Vacation
F�11-ti� permanent employees shall accrue paid vacation leave at the
following rates:
Departrnent heads with:
- less than 6 years of service accrue 1 1/2 c1�:ys per month
- at least 6 but less than 16 years of service accrue 1 3/4
- days per m�nth
- 16 or more years of service accrue 2 days per month
Firefighters with:
- less than 4 years of service acerue 6 shifts or 2 calendar
weeks per year
25
:( '�J .y. . . . Y l i ir.y _ �L.. S. ._ . _, � � .. . . . ' . . .
�. .. ..... .Ah.f..-.... '. . . . .. -Y � _. . . �. � .
' - at least 4 but less than 11 years of service accrue 8
shifts or 3 calendar weeks per year
- at least 11 but less than 21 years of service accrue 10
shifts or 4 calendar weeks per year
- 21 or riore years of service accnze 12 shifts or 5 calendar
weeks per year
All other employees with:
_ - less than 4 years-�of service accrue 1 day per month
- at least 4 but less than 11 years of service accrue 1 1/2
days per rionth
- at least 11 but less than 21 years of service accrue 1 3/4
days per �nth
- 21 or mQre years of service acczue 2 days per month
Part-ti.me permanent e�loyees shall accrue vacation leave in proportion to
time worked.
Forn�r ten�orary e�r�loyees converted to permanent status without break in
sezvice shall be credited with the amount of vacation leave that would
have accrued had the earlier appointrnent been permanent, subject to the
applicable m�imtun �zmitted acc�rnilation.
Vacation leave shall be administered according to the follawing rules:
a. An eir�loyee shall not be allcxaed to use any vacation leave
until co�letion of at least one year of service.
26
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b. � Vacation leave shall not be earned for any month during which
an er�loyee is in pay status for less than half the standard
numt�r of paid days for his/her type of job.
c. �loyees shall be encouraged to use a substantial portion of
their vacation leave each year. Departme�it heads may accrue
no more than 90 days of vacation leave. Other e�loyees may
accrue no more th�,n 60 days of vacation leave. Fire-fighters
may accrue no more -�han 30 shifts of vacation leave. Payment
shall be made for unused vacation leave up to the applicable
maxim�un upon separation, retirement, or death of the e�loyee.
d. Department heads shall schedule or approve vacations giving
due consideration to the needs of the service and the
interests of the employee. rlot r�ore than 15 working days of
vacation leave shall be taken consecutively.
e. Vacation leave shall be charged only for time during which the
e�loyee wouid ordinarily have worked.
f. F�loyees being transferred, pro�ted, or demoted shall retain
accrued vacation leave.
g. Official holidays occurring during a vacation shall not be
charged to vacation leave.
h. Vacation leave nay be taken in a miniumnn of one-half day
incresrients.
i. Vacation leave shall not be advanced to elrq�loyees under any
circLunstances.
j. Vacation leave credits shall not be transferable between
employees.
27
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Section 3 �- Sick Iea�e
�zll-tir� pernia.nent employees shall accrue paid sick leave at the follaw-
ing rates:
Departrr�ent heads: 1 1/2 days per month
Firefighters: 2/3 of one shift per m�nth
All other errg�loyees: 1 1/4 days per month
Part-time pernianent employees_shall accrue sick leave in proportion to
time worked.
Fornier temporary e�loyees converted to perm�zent status without break i.n
service shall be credited �vith the amount of sick leave that would have
accrued had the earlier appointrnent been pernianent, subject to the
applicable maxinnmi permitted ucc�iulation.
Sick leave shall be administered according to the foilowing nzles:
a. An employee shall not be allowed to use any sick leave until
ccm7pletion of at least six months of service.
b. Sick leave shall not be earned �or any rronth during which an
e�loyee is in pay status for less than half the standard
rnunber of paid days for his/her type of job.
c. Depastmenz heads may accrue no more t.��n 60 days of sick
leave. Firefighters may accrue no more than 15 shifts of sick
leave. All other e,r�ployees r�ay accrue no rx�re than 45 days of
sick leave.
28
. .,. . _. -. - - . - . ti.�^ . . . . . , d ':s�,'a �r?' r.f`+.:`d .a r�-- t "_e�: .c �,s:" .
. . . . .._..-. _...__.� � _ .
..: � . .._. .. . -�- �. .._ .��E-�� ... -. .
d. � E�ployees except depart�nent heads, who have a halance of at
least 20 days of sick leave as of December 1 and who have
taken no more than five days of sick leave since the previous
December 1 m�ay surrender five days of sick leave in exchange
for pay�nt.
e. Sick leave may be taken in increments of one-half day because
of persor.al illness, injuzy, legal quarantine, or routine
health care appointments which cannot reasonably be scheduled
outside of working hours.
f. Sick leave may be granted upon serious illness or injtuy of a
member of the in�nediate family (spouse, parent, child, sib-
ling, or the same relationship of spouse} if approved by the
City Manager. Use of sick leave for such purposes may not
exceed two days per occurrence or four days per calendar year.
g. The City may request and obtain verification of the circ�n-
stances surrounding any use of sick leave.
h. Earned vacation leave may be used to supplement sick leave.
i. Sick leave credits shall not be transferable bet�;een
e�loyees.
j. �loyees shall not be paid for sick leave upon separation.
k. F�nployees shall not be entitled to sick leave when absent from
wr�rk for the following reasons: sickness or disability pur-
posely infiicted or caused by willful misconduct; siclmess or
disability sustained during periods of leave without pay or ab-
sence without leave; or sickness or disability acquired as a
result of anotl�,er job.
29
1. � Upon separation, except by reason of layoff, all sick leave
shall be cancelled. If an employee returns to work with the
City withi.n three m�nths of separation, sick leave that had
been acctimlulated shall be restored.
m. After an ill or injured eriployee uses all available sick
leave, vacation leave, anci co�zsatory time, the employee
shall be placecl on leave without pay.
Section 4 - Pregnancy and Maternity
A pregnant employee is expected to make her own decision, in consultation
with her physician, as to when she will cease working. Except in
emergencies, at least 10 working days' written notice of cessation of work
shall be required. 4�'hen giving notice of cessation of w�rk, the employee
shall include a statem�nt of her intentions concerning res�tion of work.
If an employee desires to return to work after pregnancy, the e�loyee's
contribution to the retirerr�nt fund must rer.iain in the fund duri.ng the
period of leave.
When the employee seeks to return to w�rk, she shall be required to
furnish a statement from her physician ta the effect that her physical
condition perm.its the resutrq�tion of employment without endangering her
health. �
E�loyees with illnesses or disabilities �sising from pregnancy or
maternity shall be entitled to benefits on the same basis as err�loyees
with other types of illnesses or disabilities. Available sickness or
30
. . -. � .. �. .. . • . • ' .... . ... ' � - �r �'�F� .
....�.._ . ...�.. . . ::.:.�S.�i,.��,:.uCF frlJj,�J�l ♦ l:n: . .
. . ._.. . � . ' .. -- . . �.nY:...«c. ,. , .. -y�.: ,
disability benefits may be used for the tir_me during which the employee is
medically unable to work. The City may require periodic medical reports
concerning the e�loyee's status and availability to return to duty.
Section 5 - Injury on the Job
An employee injured in the line of duty shall receive workers' co�ensa-
tion and injury leave benefits ur,der tezms and conditions prescribed in
the applicable programs.
Section 6 - Plilitary Leave
Ati.litaxy leave shall be granted in accordance with applicable State and
Federal laws. E�loyees preparing to take authorized military leave shall
furnish theix departrnent heads with copies of military orders or other
appropriate certification.
II�ioyees shall be allowed up to two weeks of military leave to attend
required training or duty in conjunction with service in the National
G�,tard or military reserves. The City shall pay the e�loyee the dif-
ference between his/her regular pay and any lesser militaiy pay for the
period provided the employee furnishes proof of military duty
perforried.The departinent head may grant paid leave for optional duty or
duty in excess of two weeks if it is in the best interests of the City to
do so.
31
�
, .. t i�, ,_� � - -> -
II;�loyees�who left the City service on extended military leave shall be
eligible for reinstate�nt to their former positions provided they have
furnished the City �eith adequate notice of their release from duty and
they are capable of perfornting the duties of fheir positions. If a
position formerly occupied by such an e�loyee no longer e�;ists, he/she
shall be eligible for reem�loyment in another position withir. the same
class if such ree�loyment wr�uld not require the laying off of an employee
with greater seniority.
Section 7 - EYnergency Leave
After ascertaining the exact circumstances, a department head may grant
paid emergency leave to a pern�zent e�loyee not serving his/her in.i.tial
probationary period in the event of a death within the employee's
i�anediate family or household. F�nergency leave shall not exceed two
worki.ng days per occurrence or four working days per calendar year and
shall not be charged against vacation or sick leave.
Temporary employees and employees serving their initial probationary
periods may be grante�l unpaid eirergency leave in the above circ�.stances.
Section 8 - Admi.nistrative Absence With Pay
_ An employee ordered not to report for work because of inclesnent weather or
disaster r�ay be granted administrative absence with pay by the City
Manager.
32
. .... . . . -. _ .-- �- ..-. . . - =� :-�'�n . .y'; -'•r;"� ._."`.`- .. . ��s.. .. :;�.__ . .;� .. . .
� . .� � .. , ...._.. ... .. ...- . __ .
� _......: _ � . ..._.:�.�a.�� ,.. . .. . . ..
Ih�loyees �shall be granted sufficient adnunistrative absence with pay,
when necessary, in order to vote in an official election. Eanployees
called for jury service shall be granted administrative absence with pay
during such service and shall retain fees paid by the courts. F�nployees
excused or released frcan jury service at least four hours prior to the end
of their regular work shifts shall report to theix work stations unless
otherwise instructed.
,
ti�ith the approval of the City Manager, a depart�nt head may grant an
employee administrative absence with pay for puzposes of attending a
professional conference, convention, training activity, or civic func-
tion or meeti.ng or for purposes of coordinating with goverrunental and/or
private agencies and entities in the interests of the City. .
Al1 e�loyees in the City sezvice shall be entitled to necessary time off
with pay for the puzpose of taking qualifying or pranotional examinations
for other City positions. . This shall also include hixing inteiviews for
other City positions. The amount of time allaaed for this activity shall
be lir.iited as prescribed by the City N�anager.
Section 9 - Authorized Leave Without Pay
In circun�tances not falling within other provisions of these rules, the
City Manager may authorize an employee to take leave without pay under
such tenns and conditions as r�ay be mutually agreeable.
33
Leave benefits shall not accrue while an employee is on leave without pay
when time off exceed.s time worked for any rronth. An employee returning to
work after leave without pay which ex.tends for more than three months shall
be given an adjusted service or seniority date and an adjusted anniversazy
date for merit increase purposes. An employee on leave without pay who
desixes to continue insurance and retirement coverage r.iust make arrange-
ments to make any payments required tor such coverage.
�
At the expiration or termination of leave without pay, an employee may be
returned to the position held prior to going on lea��e if the position is
available. If the position is unavailable, the e�loyee may be offered a
position of like status and pay. If such a position is unavailable, leave
may be extended for a total of up to cne year or until a position becomes
available, whichever occurs first.
Leave without pay may not exceed one year of continuous absence.
Section 10 - 1�bsence Without Leave
An employee failing to report for duty or remain at work as scheduled
without proper notification, authorization, or ex_cuse shall be considered
absent without leave and shall not be in pay status for the time involved.
- Absence without leave for two working days or more shall constitute
abandonirent of duties, which shall ordinarily result in dismissal.
34
. .. _�� . ;
:�.. ;�>:` . - . . �'`� - -_ -
� , .,�..,.r� .. -x _ .
' PERSONNII, RUI.ES
C�-1APTER IX
COPdDUCT
Section 1 - Attendance
E7nployees shall be at their places of work in accordance with City and
departrnental policies and regulations. Departm�nt heads shall establish
work schedules and maintain daily emplayee attendance records.
Section 2 - Work Standards
It is the duty of each employee to maintain high standards of productivi-
ty, cooperation, efficiency, and economy in his/her w�rk for the City.
Departir�ent heads shall organize and direct the work of their departments
to achieve these objectives.
If wr�rk habits, attitude, production, and/or personal conduct of an
employee fall below appropriate standards, supervisors should point out
the deficiencies at the time they are observed. Counseli.ng and warning
the e�loyee in sufficient time for is�rovement shall ordinarily precede
fozmal disciplinazy action, but nothing can and shall prevent iirur�ediate
formal action as provided elsewhere in these rules ���l�enever the interests
of the City require.
Section 3 - Political Activity
�cept as may be otherwise provided by law, the follaaing restrictions on
pc�litical activity shall apply to City employees:
35
_ �►
- .,•.. . . . : .
, - . - .. �, -
_ _. . :.--. .,: ..:: �;..�,, .�
_ . ,.�.:. ._ .�.���
-�-+� , ,.�., ., .
a. ' �loyees shall refrain frcgn using their positions or in-
fluence for or against any candidate for public office in any
jurisdiction.
b. E�loyees shall not circulate petitions or car�aign litera-
ture on behal� of candidates for City elective office or be in
any way concerned with soliciting or receiving any subscrip-
tion, contribution, or political service on behalf of such
canaidates.
c. �loyees shall not use working hours or City property to be
in any way concernEd cvith soliciting or receiving any sub-
scription, contribution, or political service or to circulate
petitions or can�aign literature on behalf of candidates for
public ofiice in any jurisdiction. ,
d. Il�loyees shall not in any maruzer contribute m�ney, labor,
time, or other valuable thing to any person for City election
purposes.
e. No er.�ployee may seek or hold an appointive or elective City
office of public trust, partisan office in any jurisdiction,
or any other office where service would constitute a direct
conflict of interest e�ith City er�ployment, with or without
remuneration. If an employee decides to seek or asstune such
- office, he/she shall resign from the City service or shall be
dismissed for failure to do so.
36
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- , . .: - . . -- . _ . . - � . . . .
:: - . ,�z t�._. � ,.
_ _ . : � .
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. ..;.... . . . -�. ..�.>�. � : 2 ........' -.. A== r.�i:.-' • ..•..-. ._- .
Section 4 •- Solicitation
Solicitation of funds or anything of value for any purpose whatsoever
shall be permi.tted by City ec�loyees on the job except with express
approval of the City Manager and the departrnent head. No employee may be
required to make any contribution or m�y be penalized in any way in
connection with his/her e�loyment based on the response to a solicita-
tion.
Section 5 - Outside �loyn�nt
An en�loyee shall not engage in outside employment, including self e�loy-
r�nt, where such employment would constitute a conflict of interest or
would adversely afiect the et�loyee's p�rforniance in the City service.
Outside em�loyment must be approved in advance by the departrnent head and
City Manager.
Section 6 - Personal Appearance
Ali employees, regardless .of work location and degree of public contact,
are expected to dress appropriately and are expected to maintain a good
general appearance at all times.
Section 7 - Financial Obligations
- Failure �o pay just debts, including taxes, riay constitute grounds for
disciplinary action if job performance is ing�eded or if such action would
otherwise be in the best interests of the City.
37
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_ . . _ - � ' - _ ?.: r :s,. � -
__ __. _. __. _- .
,... .�. ..:.
Section 8 -- Acceptance of Gifts
All employees, regardless of position, are prohibited from accepting gifts
or gratuities fran individuals or firns with wh:�ch the City does business.
In many instances, businesses have a policy of giving gifts during holiday
seasons, and the refusal or return of such gifts could create unnecessary
ill will for the City. Under these circumstances, non-cash gifts of a
value of $25 or less may be accepted.
38
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� PERSONNEL RUI,FS
CHAP�ER X
DISCIPLINARY ACri'ION
Section 1 - Grounds
Discipli.nary action may be taken against an �loyee for just cause. Just
cause shall be related to the job invQlved and shall include but not be
l�mited to illegal, unethical, abusive, or unsafe acts; violation of City
or depart7ner�tal rules, regulations, policies, or procedures; insubordina-
tion; inefficiency; neglect or abandonment of duties; abuse of illness,
injury, disability, or other benefits; tardiness or absence without leave;
falsification of official doctm�ents or records; using or being under the
influence of drugs or intoxicating beverages on the job; waste, damage, or
unauthorized use of City property or supplies; unauthorized use or dis-
closure of official infornation; and unauthorized or i�rcper use of
official authority.
Section 2 - Z�s .
Disciplinazy action shall be consistent with the nature of the deficiency
or infraction i.nvolved and with other relevant factors. Forn1a1 discipli-
nazy action shall include written repr'u�-�nd; withdrawal, denial, or delay
of rierit pay increase; suspension without pay for up to 15 calendar days;
-- transfer; demotion; and dismissal.
39
,: , . . : . .
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. . .._. . _ . , > _ . :
- _ _. -- , ' - -;�
� ... .. . . . . . ..._ ...._.... . , ..-• �.. ��.�� 1:.yir:5a.�:: _r... x�.,..r .. - .. . .. -Y . � . . .
Any of these types of formal disciplinary action may be invoked for a
particular deficiency or infraction, depending upon the exact circlnn-
stances. An en�loyee may be formally warned. at any time that he/she may
be dismi.ssed or otherwise disciplined for further unsatisfactory per-
form�zce and/or conduct.
40
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. . .. - . . . .. . . . . .. ..�J.�'..
� P�sor� Rur�s
Q3�PTER XI
GRIEVANCES AND APPF.AT�
Section 1 - Grounds
E�ployees dissatisfied with specific working conditions or who believe
they have been subjected to unfair treats*ient, unfair disciplinary action,
or proh�bited discrimination may submit grievances. Additional grounds
r.�ay be established by adr,linistrative directive. An e�loyee dissatisfied
with his/her position classification, perforn�zce evaluation, or failure
of probation may file an appeal.
Sectien 2 - Grievance Procedures
Fh�loyees are encouraged to inforn�ally take any job-related compla��ts or
problems to their �diate supervisors. Following informal discussions,
an en�loyee remaining dissatisfied with a matter subject to grievance
procedures may submit a written grievance to his/her i�nediate supezvisor
within 5 calendar days after the occurrence of the event or after the
e�loyee becames aware of the event giving rise to the grievance. An
exception to the 5-day limitation shall be made in the instance of an
employee dismissal, which shall be entertainc� as a grievance only within
five working days of the employee's actual or constructive receipt of
written notification of his/her dismissal.
It shall be the responsibility of the irrar�ediate supervisor to study the
grievar.ce and attempt to resolve it within three working days. Ftzz-ther
41
- ,a,- - � . �_ . �
� . . �. . ' - ' . ' .'.. . •. <�+ . .:_"`' .. . .. . 'zr.- . -._ -: -+, r;,... :'`.r,.;� , ...- �-w� . . ��•:::.-. .
� . ._.:. .� .� . ... .. ._ . . _. . ...... .�.�. � ...
discussioris with the grievant shall be encauraged. If the grievance
cannot satisfactorily be resolved within the time linut or if it is not
within the authority of the supeivisor to resolve the grievance, the
i.�diaLe supervisor shall refer it with any co�zts and/or recor.menda-
tions to the next higher level of supervision, and �o on up to the City
Manager if necessazy. Supezvisors and employees should make evexy effort
to resolve grievances at the lavest possible level. ��loyees shall be
kept infonr�ed of the status of their grievances. If a person in the
supervisory chain fails to resolve or refer a grievance within three
workir.g days, the e�loyee may resent the grievance directly to the nelct
higher level of supervision. Prescribed time limits may be waived by
written agreerlent of the grievant and management representative. Each
person in the supervisory chain shall ensure that the employee.pr•esent-
ing a grievance shall not be subject to reprisal and that the processiny
of the grievance shall be conducted in the most objective manner and
atr�sphere possible, with maximum confidentiality.
Section 3 - Appeal Procedures
An e�loyee who is dissatisfied with his/her perfornti-ince evaluation and/or
failure of probation may appeal to the department head. Discussions with
the departrnent head shall be on an infornial basis. If the matter has not
-- been resolved within three �aorking days, the e�loyee may file a formal
written appeal with the Personriel Director, who may elect to refer the
matter to the City Manager. The Personnel Director and/or the City
I�Ianager shall make a final detezmination within five working days.
42
:. , .. :__ _ . <_.... _ ....,. _ _ - - - -
.. __.,_. . . _ .. ._ : -.:_ .
. . _ - -t -.
' PERSON:�7EL RUI�F'JS
C�1f'�P'I'ER XII
NONDISCIPLINAR�' S�ARATION
Section 1 - Resignation
An en�ployee desiring to leave the Ci�y service should submit his/her
resignation in the prescribed manner at least 10 worki.ng days in advance.
The City Manager may waive any portion of the notice period.
Section 2 - Layoff
An employee may be laid off because of changes in cluties or the organiza-
tion or for lack of work or funds. Whenever possible, an employee la.i.d
off from one City departr,�ent shall be transferred to a suitable position
elsewhere. Whenever possible, at least two weeks' notice shall�be g�_ven
an e�loyee prior to layoff.
Layoffs shall be carried out departrn�n-t-wide on the basis of der?�onstrated
job perfonnance with the most proficient employees being retained the
lorgest period. Seniority within the City service may be used to
deten�tine the order of layoff a�ng employees with substantially equiva-
lent records of job perforrnance, with the m�st senior �nployees being
retained the lcr,gest. T�rary employees shall l�e laid off before
perma��ent employees performing similar duties, and part-time e�loyees
shall be laid off before full-time e�loyees performing similar duties.
ProbationaYy er��loyees shall be laid off before employees performing
similar duties who have ccmpleted their probationary periods. Layoffs
shall not be considered disciplinaYy actions.
43
. . .. ,. , . .. ..., . . . .' ..n. ' qriSi�Al�.'. .. +:k.s �.. ..._ �. • ... :Y�. .. _. . . . :.. . . -
Section 3 '- Incapacity
An employee may be separated for incapacity for r�edical reasons when the
employee no longer meets the standards of fitness required for the
position. A finding of incapacity shall be made through indiviclual
medical determi.nation by a ccr•.�etent authority as prescribed by the City
Manager. .
Separation for incapacity shall not be considered disciplinary action and
shall not operate to deny an employee the use of any accrued illr.ess,
injury, disability, or other benefits.
Section 4 - I�tirement
Eligible e�loyees riay be separated by retiremexlt in accordance with the
applicable programs.
L�cept as may otherwise be lawfully provided for certain public safety
employees, all employees of the City shall be autor�atically retired from
service upon reaching the age of 70. A single one-year extension may be
granted if the er,iployee can de�nstrate fitness to perform the duties of
his/her position and the request for extension is approved by the
departrnent head, Personnel Director, and City P�ianager.
44
� �. _ . .- . ... . . _ . . . _ " . :.�. ' . '. ' ' .. ° ... � _ ..�� t 1r`.: -. . ..
_ , ..____ _.. _ . �. _ _ __ ,e�. _
PEFtSONNEL kULES
Q3APTER XIII
REINSTATE6�NT
Section 1 - After Resignation
A person who resigned in good standing may be reinstated to his/her former
type of position within three r.ionths follaaing resignation, provided the
person remains qualified to perform the duties of the position and such
reinstatement weuld be in the^interests of the City.
Section 2 - After Layoff
A person who was laid off, including a ten�orary employee separated upon
co�letion of duties, may be routinely recalled to work at any t�me
provided the person remains qualified to perform the duties of the
position.
Section 3 - After Separation for Incapacity
A person who was separated for incapacity may be reinstzted to his/her
former type of position within six months follawing separation, provided
the reason for the incapacity has been removed to the satisfaction of the
City, the person remains athenvise qualified to perform tne duties of the
position, and reinstatement wculd be in the interests of the City.
Section 4 - Veterans
Employees who left the City service to enter on duty with the Armed Forces
of the United States shall be eligible for reinstatement in accordance
with applicable State and Federal laws.
45
Section 5 �- Restoration of Credits
Unless otherwise provided by administrative directive, persons previously
earning seniority, sezvice, or leave credits for which they did not
receive paymexit at the time of separation shall have their credits
restored, up to any m�iimun pemitted acc�snulation, follawing reinstate-
ment under the above provisions of this chapter.
Section 6 - Re-employment __ '
Former employees not eligible for reinstatement under specific provisions
of this chapter may be considered for en�loyment as memb�rs of the general
public. Provisions governing restoration of credits shall not apply.
46
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_ _ � - � _�»:..��� ,,:�.;,.r�;;,t,�•,,�,•. ..
' PER.SONNII, RULES
Qi�'ER X1V
PEP,SONNEL FZLES AND REPORTS
Section 1 - Personnel Files
The Personnel Director shall maintain the official personnel files for all
City employees. Unless otherwise provided by law, personnel files and
information shall be confidential and may not be used or divulged for
` ses not connected with the/Cit
P�Po y personnel manager;.ent systeri except
with the permission of the employee involved. Nothing herein shall
prevent the corr�ilation and use of in�ersonal statistical information. An
err�loyee shall have the right of reasonable inspection of his/her official
personnel file under procedures prescribed by the Personnel Director.
Section 2 - Status Changes
Depar�tment heads shall report changes in the official and personal status
of their er�loyees in accordance with procedures developed by the
Personnel Director.
Section 3 - Personnel Reports
The Personnel Director shall prepare such rosters, narrative reports,
statistical sLm�naries, and other reports as are necessazy or desirable to �
provide useful inforn�ation to management.
47
`...�:_. :�� � ��._' ..'.`�� --:-1 ? �.__ ti �
. . .. . . . � .. .. .� _ ��1••" _ .. . .. � . . .. ., f.•I�. .: ... . .. . . .
. . . . ..�. . . . .
Section 4 '- Application Form
All persons see}�irig employr,ient in the City service shall complete e�loy-
ment application forms approved by the City NSanager. The application form
shall require background inform�tion concerning training, experience, and
other pertinent job-related matters. All applications it�ust be signed.
The Personnel Director may require proof of statemEnts or claims on the
application as he/she deems appropriate. E�loym�nt application forms
shall only require information x�ecessary to process the applications,
directly related to job requirements, required for pre-�loyment
investigation purposes, or necessary to evaluate the effectiveness of the
City equal e�loyment opportunity program. Certain race/ethnic/sex in-
forn�tion may be obtained for statistical and program evaluation purposes
but shall not be used in the selection process. If restune's of
applicants contain all necessa._�y information, they may be submitted in
place of the stancl�sd application form.
Section 5 - F�it Intervie��s
An exit interview shall be conducted with employees being separated fram
City e�loyment regardless of length of service, position, or the
circtur�stances of separation.
_ The Personnel Director or his/her designee shall be responsi.ble for
conducting all exit interviews. The Personnel Director shall ensure that
when possible each e�loyee is interviewed prior to his/tler separation
frorn City employment. Results of �it interviews shall be recorded on
forms prescri.bed by the Personnel Director.
48
- . . , ... - �. r �/ _ - _
. . . ... . -:.a ... ..- ;..ri.�:-r�:�Nl41�''t . -.:s�:t. . ' . ., -t.' . .
At the time of the exit intervic-�v or just prior to the employee leaving
his/her departrr�nt, all keys, identification cards, uniforms, and other
City property shall be collected fr�n the departing e�loyee.
,
49
Section 2 . Repeal of Conflicting Ordinances and Rules -
Al1 previous conflicting Personnel Rules and Regulations
applicable to City employees are hereby repealed. The poli-
cies contained herein are hereby declared to be the official
Personnel Rules and Regulations of the City of Grapevine,
Texas , provided that the rules shall not supercede any rule
or regulation of any employee set forth in the City Charter
nor in any statute of the State of Texas.
Section 3. Severability - That the terms and provisions
of this ordinance shall be deemed to be severable, and that
if the validity of the personnel policy affecting any portion
of the rules and regulations described herein shall be de-
clared to be invalid, the same shall not affect the validity
of the personnel policy or the balance of the rules or regu-
lations described therein.
Section 4 . Declaring an Emergency - The fact that the
present personnel ordinance of the City is inadequate to
properly safeguard the health, safety, morals , peace and
general welfare of the employees of the City creates an
emergency for the immediate preservation of the health,
safety and general welfare of the employees, which requires
that this ordinance shall become effective from and after
the date o� its final passage, as provided by the Charter
of the City, and it is accordingly so ordained.
PASSED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF
GRAPEVINE, TEXAS on this the 6th day of April , 1982 .
_. '
APPROVED:
- ��
Mayor
ATTEST:
!/iI�
City Secre ry
APPROVED AS TO FORM AND LEGALITY:
City Attorney