HomeMy WebLinkAboutORD 1975-011 ORDI NANCE NO. 75-11
AN ORDINANCE REPEALING THE EXISTING ORDINANCE OF
THE CITY RELATING TO PERSONNEL SAME BEING CHAPTER
8, SECTIONS 1-8-1 THRU 1-8-34 OF THE CITY CODE OF THE
CITY OF GRAPEVINE AND SUBSTITUTING IN LIEU THEREOF
A NEW PERSONNEL ORDINANCE IN THE CITY CODE WHICH
PROVIDES FOR POSITIONS COVERED; DIVISION OF RESPON—
SIBILITY; APPLICATION PROCEDURE; PROBATION; NEPOTISM;
APPOINTMENTS, TRANSFERS, DEMOTIONS, RE—EMPLOYMENT,
AND PROMOTION; DISCIPLINARY SUSPENSION; UNIFORMS;
CAR ALLOWANCE; RESIGNATION; COMPLAINTS, GRIEVANCES,
AND SUGGESTIONS; VACATION LEAVE; SICK LEAVE; INJURY
LEAVE; EMERGENCY LEAVE; LEAVE OF ABSE/�NCE; HOLIDAYS;4 ,.;.,f��„_R ; <<,..;;t,-:�,,aT,�,�,;
G!C(:ic � .. �
OVERTIME; RETIREMENT; LONGEVITY PAY AINCENTIVE TRAIN—
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ING PROGRAM; GENERAL PROVISIONS; MISCELLANEOUS
PROVISIONS; PROVIDING FOR REPEAL OF CONFLICTING RULES;
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PROVIDING A SEVERABILITY CLAUSE; AND DECLARING AN
EMERGENCY.
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- BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF
GRAPEVINE, TEXAS:
Section 1 . That Chapter 8, Section 1-8-1 thru and including Section
1-8-34 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personnel policies is hereby repealed and the following is approved in lieu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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SECTION II. POSITIONS COVERED
All officers and employees in the service of the City
� of Grapevine shall be included within the classified service,
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except the following:
a. elective officers;
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1�.. members of appointive boards, commissions and
committees;
c. persons engaged under contract _ta supply expert, -
professional or technical services for a definite
period of time;
d. volunteer personnel.;
e. the City Manager, City Attorney, City Judge and
City Health_Officer.
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SECTION III. DIVISION OF RESPONSIBILITY
A. City Manaqer - With the exception of matters and
appointments by the City Council by statutory provisions,
the City Charter places the general authority and responsi-
bility for personnel administration in the City Manager, ""'�
including appointments to positions and final responsibility
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of establishment, conduct and administration of satisfactory
efficiency, discipline, welfare and morale of City employees
and the exercise of general control and supervision over all
Departments, Officials and positions created and approved by
the City Council. Final authority, in the form of review
and approval, is reserved by the City Manager with regard to
all matters covered by these rules, except as otherwise
provided herein.
B. Department Heads - Each Department Head shall
function as Departmental Personnel Officer and shall be '��
responsible to the City Manager for his Department' s ���
employees and operation in compliance with these Rules and
Regulations and with special instructions from the City
Manager. The Department Heads shall make recommendations
to the City Manager on personnel selection, promotion,
disciplinary and related matters.
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SECTI�N IV. APPLICATION PROCEDURE
A. Applicants - Any person shall be considered for
appointment to a vacancy in the service of the City of
Grapevine who has filed an application therefor .in accord-
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ance with the requirements of these Rules .and whose appli-
� cation has not been rejected by the City Manager or his
representative for ju.st cause in accordance with these -Rules. _
Any person seeking employment with the City is required to
complete, sign, and file an application with the Personnel
Department. App�ications will be consider.ed for appointment
if they meet the following requirements:
1. Physical Fitness - No person with physical or
mental handicaps, which in the opinion of.: the City
Manager, would impair his work or the safety of
himself or others, shall be considered for Municipal
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Service. A Physical examination may be required
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at the descretion of the Department Head. A
Physical is mandatory for Public Safety Service
Applicants.
2. Charaeter� - Applicants must not haue. a police record
which may indicate questionable character or morals.
The City will not consider for employment any person
who has been convicted for a felony nor will the City
consider the employment of any person previously
convicted of any misdemeanor which, in the opinion
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of the City Manager, would impair that person's
value to the City. Persons with undersirable
credit reputations will not be eligible for
employment, nor will any person with any other
known character deficiencies, which in the opinion
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of the City Manager would reflect against the
reputation and good standing of the City of ��b
Grapevine and its employees:
3. Employment Record - The past employment record of
the applicant should indicate stability. Applicants
must not have been dismissed or forced to resign
from other employment for delinquency or misconduct.
4. Citizenship - Applican�s must be citizens of the �
United States.
5. Intelliqence and Mental Traits - The City Manager
may require intelligence, knowledge, and performance
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tests for appointment to any position in the
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Municipal Service.
6. Re�ection - The City Manager or his representative
shall reject all applicants not meeting the require-
ments of these Rules. The following shall also be
cause for rejection:
False statement in any material fact or an attempt
to practice any deception or fraud in the interview,
application, examinations or appointments.
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Addiction to the excessive use of narcotics or
intoxicating beverages.
Not of goad reputation among neighbors, associates
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Found to lack any of the minimum qualifications
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set forth in these Rules and- minimum qualific.at=ions
`� set by. the City Manager for appointment to any
positian in tiYe Municipal Service.
Sympathy with any party or organization that gromo.tes
the- overthrow of the United States Government by
force or violence:.: .. ..
B.; Applicant Investiqation - The Personnel Department
shall thoroughly investigate each applicant as to habits,
merit, ability, physi:eal and mora�: fi.tness,: training, _
exp.erien�e and work history.
�_,,,,, C. Applicant Rejections - vrhenever an application is
rejected for just cause as provided by these Rules, a notice
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of such rejection shall be given promptly to the applicant
by the Personnel Departme�t if rejected applicant should
request the same. No applicant shall be rejected becaus`e of
race, color, creed, sex; or national origins.
D. Vacancies. - Whenever a vacancy occurs in the
Municipal Service for which.the�e are no standing applications - ,
and to which the City Manager intends to make an appointment,
the Personnel Department may make public a notice of the
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vacancy and invite the filing of applications. The notice
may be in the form of news release to the press, classified
advertisements, registration of the vacancy with employment
� agencies, by posting a notice of the vacancy at the City
Hall, or by word of mouth through present employees, at the
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discretion of the Personnel Department and as approved by
the City Manager. �``�
E. Application Forms - The Fersonnel Director or
his representative is responsible to the City Manager for
the development and preparation of standard application
forms which shall be used by all applicants for positions
in the Municipal Service, and he shall distribute them
upon request of persons wishing to make application. It
shall be the duty of the Personnel Director, after examining
the applications to notify each applicant deemed worthy of
further consideration of the action taken on his application
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and to instruct the applicants, provided they meet the
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minimum requirements, to appear for interview, physical and/
or mental examination as required. Applications will be
accepted for positions in the Municipal Service at any time,
whether a vacancy is known or not. Applicants may be
required to renew their applications at least twice yearly
if there were no vacancies occurring in the positions for
which applied. Applications not returned for correction
shall remain on file in the Personnel Office, and under no
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circumstances be returned to the applicant. ;
F. Certification of Application - Appointments tQ
the service .of the City will be made on the•�:basis of inerit
and efficiency as determined by such factors as intelligence,
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ability, skill, training and experi:ence.,. -•-
Upon determination of the best possible applicant to be .
� appointed to fill an existing or anticipated vacancy, the
Depar�ment Head shall initiate employment by submitting a
properly executed Interview Form (�hite Form) and an
Employee;:. Status Authorization (Green Form) to. the Personnel
Director:, The PersonneL Director will verify certain
information contained on the form and will forward it to the
City Manager with his recommendation for approual. The- City
Manager will then, review the request and take such action as
the circumstances warrant. Should the Personnel Director
„�•=.,b find that the request is-cont-�ary��ca_<:�the budqet or to the_
� Personnel Rules and Regulations, the form will be immediately
returned tQ the Department H�.ad for clarafication.
G. Special Provision for Employment in Public Safety
(Police and Fire) -
1. State law requires that� applicants for the Police
� Department meet the following minimum standards:
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� a. Applicant-'mt�st have a high school diploma ar
G.E.D.
b. Applicant mus�::�e at -:l�ast,•�l8 years of age.
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c. Applicant must complete 140 hours of police
training within one (1) year of his date of
hire and receiving his commission.
d. Applicant must pass a physical examination
prior to being accepted.
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2. State Law requires that applicants for the Fire
Department meet the following minimum standards : ���
a. Applicant must complete 325 hours of instruc-
tion at a certified training school for fire
fighter certification within one (1) year of.
the date of his hire and receiving his
commission.
b. Applicant must pass a physical examination
prior to being accepted.
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SECTION V. PROBATION
A. Ob�ect - The probation period is an important part
of the employment process. It shall be utilized to observe
closely ._the employee' s work, to ,secure the most effective
'"� adjustment-o�f, a new employee in his position and to reject.
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any employee whose performance does not meet required work
standards .
.B. Duration - The probation period shall be six (6)
months. Any employee appointed to probationary status will,
at the end of six�,��6) months ' of- employment, .be..placed in _a
permar�ent status unless the employee' s Department Head
submits a PersonneT Status__Change- Form (.Green ::>�orm) terminating
the employee or recommends other personnel action.
C. Dismissal - During,_ the probationary period the
department head may remove an employee who is� unable or ,
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unwilling to perform t he duties of the position satisfactorily
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or whose habits and dependability do not merit his continuance
in the service. An employee remoVed durir.ig the probation
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period does not have appeal rights of a permanent employee.
D. Special Conditions - A probationary employee will
not normally be considered for a status change during the
first six (6), n�tonths of employment. Changes in classification _
(promotion and transfer) are possible during' stzeh period, but
merit increases or other stat�us changes within a position will
not be encouraged. The primary factor utilized in considering
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a status change during an employee' s first six (6) months of
employment shall be the long term benefits to the City of
Grapevine and not the welfare of the individual probationary
employee concerned. The secondary factor in the evaluation
of early status changes will be the potential longevity of
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the probationary employee. It is the purpose and intent -of
this section to discourage recommendations for status changes � �
for probationary employees who have received less than six (6)
full month' s of performance and attitude evaluation by the
Department Head.
E. Department Head' s Responsibility - It shall be
required of each ind�ivid�al Department to fully explain the
merit system and probationary reasoning to every employee
prior to offering an applicant a position in the municipal
service.
F. Restoration of Dismissed Employee - If an employee „�
is removed from his position during, or at the end of his
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probationary period and the Personnel Director determines that
he is suitable for an appointment to another position, his
application may be restored to the active applicants' file for
further consideration. If an employee, who is doing the best
work he can in good spirit, is found to be unsuitable for the
duties to whicl�. he is assigned, an earnest effort shall be
made to place him at other work for which he is better suited;.
b�cause it is in accordance with sound pub•lic policy of the City
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to add to its staff those who will distinctly raise its
standard of work, and to offer equal opportunities for
raising standards to employees already in the service.
Employment in a position is not a vested right to be
�� retained primarily because of pass�ssion, but only if
quality of service justifzes continuance of employment.
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SECTION VI. NEPOTISM: (EMPLOYMENT OF RELATIVES)
A. The State Law provides that persons related
within the second degree of affinity (marriage) , or within
the third degree of consaguinity (blood) to the Mayor, a
Councilman, or the City Manager, shall not be appointed to �
any office, position, clerk-ship, or service of the City.
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B. In addition to the above stipulation, it is
hereby provided that relatives and members of the immediate
family shall not be appointed to serve in a permanent
position in the same department unless specific approval
has been obtained from the City Manager. No employee in
any Department may be supervised by a member of the employee' s
Immediate Family. Immediate Family is interpreted herein as
husband, wife, child, brother, sister, parent, father-in-law,
mother-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law, grandfather, or grandmother. This section �
shall not apply to relatives employed in the same departmen t �'�
prior to January 1, 1975.
C. Should two employees marry, it will be necessary
that one or the other resign from his or her position in
Municipal Service provided they should work in the same
Department.
D. All other matters being equal, the Department
Head shall appoint persons who are not related to any other
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City employees or City official in cases where other
qualified applicant� are•availabl.e. This regulation in
no way prohibits the employment, in separate Departments,
� or relatives of other employees where such relative I
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- demonstrates extreme qualities, skills, and �attitudes �
felt to be: desirable for the improvement of the public j
"`� service. Such qualities, however, are subject to rigorous
just�.ficat�on. �
E. Temporary empl�ye�.s working on an hourly basis
may be co.nsidered for an exception to the Rule Q� Nepotism
if they are approved by the Cit.y �lanager and provided that
the Department Head is not a member of their immediate
family.. __
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SECTION VII. APPOINTMENTS, TRANSFERS, DEMOTIONS,
RE-EMPLOYMENT, PROMOTION
A. Type of Appointments - The following types of
appointments may be made to the City service in conformity
with the guidelines established: permanent, emergency,
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probationary, part-time, temporary, re-employment and
return from leaves. �`"�
l. Permanent employees - A permanent employee works
full time and on a continuing basis. He is subject
to all personnel requirements and receives all
benefits and rights as provided by the personnel
policies.
2. Emerqency employees - In order to prevent stoppage
of public business or loss or serious inconvenience
to the public, appointment of employees on a
temporary basis may be authorized by the City
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Manager in accordance with this rule.
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3. Probationary employees - These employees are
working toward a permanent status. These employees
will become permanent employees at the end of six
(6) months unless they have been terminated or the
department head submits a status form stating the
reasons for not promoting the probationary employee
to permanent status.
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4. Part-Time employees - Part-time employees•&are ,, .-
employees who workyless than the normal work
week, but on a regular basis.
� 5. Temporary employees - Temporary appointments
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'" ' are made when a special project requires the
� addition of employees for a specific time,
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normally less than six (6) months, or to fill
a pos-.ition� of an empl.ey�e an. a leave of absence.
" 6. Re-employment - An employee who has resigned
with a good record may be rehired if a vacancy
exists. _
7. Return from Leave - An employee who has been
on a leave,.af:._a}asence will be rehired at no •
less than the same step he had received prior
ta his leave of absence.
„�,. ,., B. Method°of Mak�nct an. App�intment - W�henever ,an
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appointing authority wishes to fill a vacancp;�� a "requisition
for an employee shall be submitted to the Personnel Director
on the form prescribed by him. No appointment will be made
and no appointee will r�ceive compensation for work done _
without the City Manaqer' s approval. As far as practical
each vacancy shall be anticipated sufficiently in advance to
permit the Personnel-< IIirector ta determine who may be
eligible for appointment.
C. Transfers - Any employee in the City' s service who
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has successfully completed his probationary period may be
transferred to the same or similar position in a different
department without being subject to a probationary period.
An employee desiring to be transferred should make his
request to the Personnel Director. When a vacancy occurs,
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the Personnel Director may arrange a transfer if there is
an interested employee and all concerned concur. ���
Transfer of an employee from one position .to another
without significant change in level may be effective when
the employee meets the qualification requirements for the
particular position, if it is in the best interest of the
City, if further training and development of an employee
in another position would be beneficial to future staffing
potential of the City and if it meets the personal need of
the employee as consistent with the other requirements of
this guideline.
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D. Demotions - An employee may be demoted to a
position of lower grade for which he is qualified for any
of the following reasons :
1. When an employee would otherwise be terminated
because of his position is being abolished, lack
of work, lack of funds;
2. When an employee does not possess the necessary
qualifications to render satisfactory service in
the position he holds; and/or
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� 3. �hen an employee voluntarily requests such demotion.
- All-d'emo-��ons must rece�ve •the. approval of the City Manager
and Degartment_ Head concerned. If the employee is demoted
� against his...will, he may appeal such action in accordance
'' with the applicable procedures. •°
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E. Promotion Policy - Vacancies in pos�itions above
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the lowest rank in an� category in the classified service
shall �� filled as fa� as practiGal� by the promotion of _ _,.
employees in the service: Promotions in every case must
involve a definite increase in duties and responsibilities
' and sha�1 not be made mereTy for the prirp�ose° of effecting_
an increase in compensation. Promotions shall be made in
accordance with the PQ�.ition Classification and Pay Plan
as will be adopted on , or any subsequent::;
- - revisions which the City Council may make.
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SECTION VIII. DISCIPLINARY SUSPENSION
A. Suspension Policy - All persons holding positions
in the Municipal Service are subject to disciplinary suspen-
sion for just cause without pay for a period not to exceed
fifteen (15) days by order of the Department Head, who shall '�"'
notify the Personnel Director and City Manager with a Change
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of Status Authorization form.
1. Notice - In every such case of suspension, the
Department Head shall file a written statement on
the Change of Status Authorization form with the
Personnel Department giving the reasons for such
suspension.
2. Investiqation - The City Manager shall have the power
to investigate and to determine whether just cause
for suspension exists. Should the City Manager
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determine a lack of " just cause" his recourse will
normally be directly with the Department Head. `�""�`
3 . Employee Notice and Appeal - HThen the Department
Head enters an order for the disciplinary suspension
of an employee under his jurisdiction, he shall
within two (2) days file a written statement with
the City Manager stating the reasons for the
suspension. The employee shall have the right to
answer and appeal as provided by the Rules concerning
appeals for dismissal.
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4. Appointments to Fill Vacancy - No appointment
except a temporary appointment shall be made to
fi11 _the -vacancy-until the period of suspension
' has lapsed. -
B. Dismissal - Any employee may l�e dismissed,. for the
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' good of the organization. Reasons for dismissal may .include
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but shal l not be �l'zmited. to:
l. Use of intoxicants whi�.e,.�on duty, or repeated off
duty intoxications regardless of whether or not
lega:lly convicte.d of same.
2. Flagrant or persistent insubord�na.t,ion. _
3. Conduct subversive to the proper order, discipline
� and mora��e- �c�f _the Municipal Service.
4. Inciting or engaging in strikes or riots..
5. Misappropriation or unauthorized use of City
� a equipment tools, machines, funds, etc.
6. Incompetence or repeated neqleet �af duty: --
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7. Repeated fa�lure or neglect to meet credit
obligations, particularly open accounts.-
8. Unauthorized absence from duty without satisfactory
explanation.
9. Theft or destruction of City property.
10. _ Conviction of criminal offense.
11. FaTsification of records or use o£.._off.icial .
position for personal advantage.
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12. Repetitive indications of inability to deal
effectively and courteously with the public.
13. Abuse of overtime compensation privileges which
indicate an employee fails to accomplish duties
and tasks during normal work hours and thereby
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must work overtime for which he is compensated for.
The employee shall be notified of the proposed action, the �"�'
reasons for the action, and his right to �answer the charges,
orally or in writing. After receiving notice of the dismissal,
the employee has forty-eight (48) hours to appeal the action to
the City Manager as per Sub-section C of this policy.
C. Riqht of Appeal by Employee - In order to appeal a
notice of dismissal, it shall only be necessary for the
employee to file a denial of the charges in writing with the
Personnel Director directed to the City Manager, requesting a
hearing. The appeal must be filed with the Personnel Director
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for the City Manager within two (2) days from the date of
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receipt of the dismissal order. Upon receival of the appeal,
the City Manager must notify the members of the Appeal Board
and set a date to hear the appeal. The employee shall be noti-
fied of the date of the hearing at least twenty-four (24) hours
in advance. Failure of the employee to appear at the hearing
shall result in the dismissal of the appeal.
D. Restoration - If the City Manager or Appeal Board
orders that the suspended employee be restored without preju-
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dice to his position as a result of- such hearing, the -
` employee shall receive fu1l''compensation at the regular rate
of pay far the actual time lost as a result of the dismissal
and it shall be the duty of the Department Head immediately
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to reinstate him as ordere�°.
E. Refusal of Department Head to Rei�state_ - If the
� Department Head willfu�.ly�'refuses to obey the orders of
reinstatement of the City Manager, �it shall be the duty of
the City Manager to discharge such Department Head from
,' ` , employment with tYie City. . _
F. Payment of Bills - Prompt settlement of Iawful
bills is �ach municipal employee' s solemn obligation. As an
employee of the�.''Ci,ty, your obligation to pay bills on time
becomes even more: serious. The reputation and credit rating
of. all City employees can be directly affected by your action.
„�:�`� The City Administration will take the following action when
� advised of an employee` not-meeting _ credit responsibiii-ties:
' 1 1. Without investigation of allegations, the Department
Head will be required to notify the employee of a
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creditor' s concern.
2. The' employee must contact the concerned creditor
within three (3) days of notification by his or her
Department Head and the e�pl.o�ee must� immediatei�
report back to his Departm�nt Head-concerning the
results of such creditor contact.
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3. Should the Administration Staff continue to
experience interruption of their duties because
of an employee ' s credit problems, the employee
� may be dismissed subject to the appeal procedure
outlined in this section.
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- SECTION IX. UNIFORMS
A. Policy - The City shall provide certain employees
with uniforms or a uniform allowance for purchase thereof.
These uniforms are provided to employees to assure a ne.at
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appearance, identify the worker as a municipal employee,
and to protect the employees personal .clothing while per-
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forming their job duties. By providing such clothing, the
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City demands a high degree of personal neatness be maintained
by the individual employee. �.: _
B. . Public Safety Service - The City shall provide a
uniform or uniform allowance to each employee, except the
Chief-of-Police,z clerk's, and dispatchers. Patrolmen shall
receive a unifo.rm allowance of $20 per month and the
Assistant Chief-of-Police shall receive $30 per moflth. This
allowance shall be_ �s.ed to purchase essential items that are
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directly related to the job, such as uniforms, belts.,- badges,
`�""� rain gear, etc. Paid Firemen shall receive: one (1) jacket,
three (3) pants, three (3) shirts, one (1) cap, and one (1)
badge. Each year the City will replace three (3) pants and
three (3) shirts and other clothing as needed by the Firemen.
Uniforms shall be maintained at the employee' s expense.
A neat cl:e.an appearanre is especially important to a police
officer and firemen. City-owned uniforms may 3�e worn for
certain off-duty activities: Among these activities shall
be security, traffic control, or chaperoning type of off-duty
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activities; other specific activities may be included,
however, in all circumstances permission for uniform
utilization for off-duty activities must be given by the
Chief of Police and the Fire Chief, respectively.
C. Field Personnel - The City shall provide
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uniforms to certain field personnel. This shall include �!,
employees in Park, Water and Sewer, Sanitation, and Street �''�
Departments. Usually a uniform will not be provided until
the employee has continuously been employed by the City for
three (3) months. The City will provide laundry service to
clean the uniforms of these field service employees. Under
no circumstances shall field service employees wear City
furnished uniforms on off-duty jobs, either for a secondary
employer or during the personal jobs such as yard work or
other non-City required activities.
D. General - In all instances the employee is
expected to care for his uniform. Uniforms carry the same
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responsibility of care of any other type of city property.
Any abuse of uniform privileges shall be rated by the
Department Head. Habitual abuse will lead to forfeiture
of this privilege.
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SECTION X. CAR ALLOWANCE
A. Policy - Certain employees who utilize their personal
vehicle for City business, are entitled to car allowance.
The car allowance is designed to provide the eligible employee
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reimbursement for expenses incurred while hi�: vehicle is used
� for City business. Car allowance is in no way intended to
totally compensate an employee for fuel, oil, insurance, licenses
and various other normal expenses incurred in the operation of a
- - vehicle; the intent. of car allowance is to reimburse the employee
on a pro-rate basis corresponding to the total vehieles `' City use
for job related purposes regardless of how little it may be used
for personal purposes.
B. Flat Monthly Rate - The City Manager may designate
certain employees to receive a " flat" monthly rate to compensate
the employee for use of his personal vehicle in performing his
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duties. _._
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C. Per Mile - The City Manager may designate certain
specific employees to be eligible for reimbursement of car expense
on a per mile driven basis. Travel to and from work even if the
�mployee performs certain job related functions in route, shall ,
not constitute mileage eligible for reimbursement for persons on
the per mile basis of reimbursement. Abuse or__.falsification of
mileage reports shall be graunds for .dismiSsal.
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SECTION XI. RESIGNATION
A. Resiqnation Policy - Any employee wishing to leave the
Municipal Service in good standing shall, except in unusual
circumstances recognized by the Department Head, file his
resignation with the Department Head at least seven (7) days """"?*
before leaving. The resignation shall show the date that the '
��
resignation is effective and the reason for leaving the service of
the City. No resignation shall be deemed as finally accepted
until accepted by the City Manager. No resignation may be with-
drawn after it has been approved by the City Manager. Any
permanent employee who resigns from the Municipal Service while
not in good standing shall not be eligible to apply for future '
employment with the City under any condition. Failure to comply
with the provisions above will be entered on the service record
of the employee concerned, and will be grounds for denying him
further employment with the City. �
In the absence of reasonable excuse and notice to his Department `�"'
Head, an employee who fails to return to work at the end of his
vacation shall be considered to have resigned, effective the date
his vacation began.
After approval by the Department Head, resignations shall be
forwarded to the Personnel Director for the City Manager with
final evaluation of performance and such other pertinent infor-
mation and recommendation as may be applicable. The Department
28
.«.��
Head shall als"o complete the appropriate sections_ Qf. "Request
for Fina1: Chec3�'' anc} subtnit same to tl�e_ Fersonnel Director.
B. Return of Uniforms - Upon resignation it shall be the
responsibility of the employee to return all City provided
�:�
uniforms, identification cards, and any and all other �unici:pal
`` praperty which they., may have.
�
Uniforms must be .returned in good condition. In all instances
the employees' final check shall be�.released only upon authori-
zation of the Department Head.
�,.TM .
1MWc:�ti .. ,
29
��
�
SECTION XII. COMPLAINTS, GRIEVANCES AND SUGGESTIONS
A. Policy - Insofar as may be possible, it is the general
policy of the City to anticipate and avoid occurance of valid
complaints or grievances, and to deal promptly with any which
may arise. Except where there is an accepted reason for not ""�"
doing so, all matters of this nature will be handled and !
� �
transmitted through superiors in the following order:
1. Immediate Superior (foreman, etc. )
2. Department Head
3. City Manager
4. City Council
Each of the above officers will discuss all relevant circum-
stances with the person immediately concerned, and endeavor
to adjust the matter to the extent of his authority, and on a
basis satisfactory to the Department Head and subject to review
and approval by the City Manager. If unable to effect a satis-
factory adjustment of a particular problem or question, each of ""
the above officers, separate and apart from the agrieved
employee, will in turn submit the problem to the next in
authority indicated, together with a verbal or written report
setting forth such information and recommendations as he may
deem pertinent. If and when such matters are finally referred
to the City Manager, he will make such further investigation as
he may deem warranted, following which he may render a personal
30
�
j.
�
decision relative to the matter. Such action by the City
Manager shall be final and binding upc>n all parties concerned
except when the agrieved party is responsible, by City G`fiarter
provisions, to the City Council. �
��
� B. Personnel Advisory �ommitt�e �°� The City Manager may, i
in connection with any personnel matter of serious import, convene
�
' an advisory committee of four (4) Department Heads`- and�c>r
employees (in order to assure equal� representation) , one (1)
member of the City Council, and the City Manager shall act as
an ex-officio member of this committee. This committee is to
make such� recommendations as in tiieir-opiniaxzM�the facts warrant.
C. Employee' s Suqqestion System - The Assistant Cit�r
Manager or his representative shall be responsible for the
enforcement of a formal sy"stem for the receipt, acknowledgement,
recording and. action on suggestions of employees for improving
�°� municipal services. Employees are .encour.aged to ,make suggestions
�, in order to make City operations more :�efficient. The Assistant
City Manager shall also be responsible for establishing and
enforcing a compensation plan that will reward those employees
that submit good and workable suggestions.
31
���
�
SECTION XIII. VACATION LEAVE
A. Vacation Benefits - Conditioned upon completion
of one year of service, employees in permanent positions
will be eligible for vacation benefits, either as time off
with pay or as terminal pay in case of separation from City '""�
employment in good standing. Temporary of non-permanent I
�m�a
part-time employees shall not be eligible for paid vacation
leave. In computing the length of time during which an
employee may be absent from work for the vacation provided by
this Rule, only those calendar days during which the employee
would be required to work if he were not on vacation shall
be counted as vacation days.
l. Department Heads - Vacations will be accrued as
shown in the following schedule after successfully
completing the six (6) month probation period,
but will be retroactive to the date of employment. �
The employee must complete one full year service �`�`
prior to becoming eligible for such vacation.
1 through 5 years service: 1-1/2 days per month (18)
6 through 15 years service: 1-3/4 days per month (21)
16 years and over service: 2 days per month (24)
The maximum vacation accrued cannot exceed ninety
(90) days. The Department Heads must use a
minimum of twelve (12) working days in each and
every calendar year and further be required to
32
�.�
, I..
take at least a minimum of two (2) five (5)
w�rking day �racations. The two (2) five (5)
working day periods do not have to be _
� consecutive, but must be in not less than five
�.�
(5) days increments.
2 . All Other E�nployees - Vacations will be accrued
"°""""" as shown in the following schedule afte.r_succe.ss-
- fully completing the six � (6) month probation
period, but will be retroactive to the date of
employment. : The employee must comxzl.ete one F1) -
full year service prior to becoming eligible for
such vacation:
1 through 3 years service: 1 day per month (12)
4 through 10 years service: 1-1/2 days. per month (18)
ll through 20 years service: l-3/4 days per mon�h (21)
��
21 years-� ana av�r service: 2 days per month (24)
The rnaximum vacation accrued cannot- exc�ed sixty (60)
�
days at the end of any given calendar year.
3 . Firemen - Vacations for firemen will be accrued as
shown in the following schedule after 'successfully
completing the six (6) month probation period, but
will be retroactive to the date of employment. The
- employee must complete one (1) full year service
prior to hecc�ming eligible for such vacation:
33
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�
1 through 3 years service: 6 shifts or 2 calendar weeks
4 through 10 years service: 8 shifts or 3 calendar weeks
11 through 20 years service: l0 shifts or 4 calendar weeks
21 years and over service: 12 shifts or 5 calendar weeks
B. Vacation Pay - Employees shall have the right to be
�
paid for all accrued vacation not to exceed the maximum �!i
limits set forth in this Section for the respective category �
on termination of employment. •
C. Approval - The City Manager shall establish and
approve all vacation schedules by not later than February
28 of each year and any deviation from this schedule must
be approved by the Department Head and the City Manager.
Special vacation requests shall be submitted through
Department Heads not less than two weeks prior to the
starting day of such vacation. No deviation should be
granted unless estenuating circumstances are justified.
�
��
34
�•��
� j,�.
R
- SECTION XIV. SICK LEAVE
A. Department Heads - Sick leave will be accrued
at the rate of 1-1/2 days per month or eighteen (18) days
annually, not to exceed a maximum of sixty (60) working
�
days . The accrual of sick leave will be accrued after the
�.
employee successfully completes six (6) months probation
period but at that time will be retroactive to the date of
employment.
j
B. All other Employees_ - Sick leave will be earned I
' at the rate of 1-1/4 days per, month or fifteen (15�„-days _ _
annually not to exceed a maximum of forty-five working
days. The accrual o€� sick leave _wil.l be accrued after the
employee successfully completes six (6) months probation , ,�
period but at that time will be retroactive to the date of
employment. An employee that has accumulated sick leave in �
�v��
excess of twenty (20) working days in the base pe�i.od of
�""'"°"` . Decembe'r I to I2e�ember I, and prior to December 1; such
employee may elect to receive cash in lieu of sick leave
not to exceed their salary rate for five (5) working days .
This will not apply ta any employee that has used sick leave
in excess of five (5) working days prior to December 1
based on the previous twelve (12) months. The Incentive
Plan will be paid on the pay period cl.os:est to_ December 15._:
of applicable year, and the number of days paid will be
35
deducted from the accrued sick leave total.
C. Conditions for Sick Leave - Employees may charge .
sick leave for purposes of personal illness or for members
of their immediate family. In addition, sick leave may be
charged due to death in the immediate family (spouse,
�
mother, father, child, sister, brother or same relationship �I
of spouse) . Any violation of sick leave privileges shall �'�
be subject to automatic dismissal by Department Head with
approval of the City Manager. Accrued sick leave will not
be paid on termination of employment.
D. General - Employees who are absent more than
three (3) days due to unconfined illness may be required
by the Department Head to submit a physician' s statement.
Department Heads are authorized to make any investigation
of benefits claimed under this rule which they may deem
necessary and to disapprove any claims not properly sub-
stantiated. Frequent claiming of benefits under this rule
��:
will constitute grounds for the assumption by the Department
Head that the physical condition of the employee is below
the standards necessary for the proper performance of his
duties. Likewise evidence of malingering or the abuse of
this benefit will constitute grounds for prompt dismissal
or disciplinary action by either the Department Head or the
City Council.
36
�."°°�
j,.
SECTION XV. INJURY LEAVE
A. Policy - A11- employees: o� the Municipal Service are
- covered by Workmen' s Compensation Insurance for accidents
occurring on the job. Permanent employees of the City who have
���
suffered disability arising out of an accident in the course of
�
their emplayment, as certified by a competent medical au,thority
acceptable to the City and approved by the City Manager, may be
- absent from duty for such time as may be recommended by the
�hysician and approved by the:_City Manager and such .;absenses
will be coordinated with the employee' s accumulated sick leave,
to gain for the employee, at his request, max�imum benefits
from Workrnen' s Compensation and accrued sick leave.
B. Investiqation and Repor� - In order to be eligible
for Workmen' s Compensation benefits during any disability ..
resulting from injury sustained while in the performance of
„� ,.�
duty, such injur'ies, regardless of how minor or trivial they may
�'� seem `at the time, must be reported immediately -to the, sa.zp.ervisor
or foreman, who in turn will be required to transmit such infor-
mation, preferably in writing, but otherwise orally, to the
Department -Head within not more than four (4) hours after same
is reported by the employee.
Department Heads will see that a complete writtex� report of .each
injury is submitted on the Employer' s First Report of Injury form
to the Personnel Director within not more than twenty-four (24)
��:�
37
hours after the occurrence of same, and sooner, if possible
in serious cases.
Department Heads are also responsible for any investigation
they may deem necessary or advisable relative to the nature
and extent of injuries for which disability is claimed, and
��
will be held responsible for proper reporting and validity of I
any disability leave payments shown on their payrolls. '�'�"
C. False Reportinq - Any employ €ound to have misrepre-
sented the nature, extent, or cause of an injury covered by
Workmen' s Compensation is subject to dismissal.
�:
38
�:�
is
SECTION XVI. EMERGENCY LEAVE
A. EmercTency Leave Policy - In the event of death in an
employee' s immediate family, the employee may be granted
emergency leave with pay and shall be granted this in addition
�� to sick and vacation leave. Emergency leave for death in the
�
immediate family (not more distant than that of uncle or aunt)
shall not exceed two (2) consecutive working days nor a total
of four (4) working days per fiscal year.
In the event of serious injury, serious or contagious illness
in an employee' s immediate family, or childbirth to an employee' s
wife, the employee may be granted emergency leave with pay, but ;
this leave sha11 be charged to the employee' s accumulated sick
i
leave allowance in accordance with the existing policy on
I
charges to sick leave. This leave shall not exceed two E2)
consecutive working days not a total of four (4) working days
,�_�,
per fiscal year.
�`'� No exceptions `aill be made to this rule and any absence for a �
longer period must either be charged to the vacation leave of
the employee, if eligible, or taken at his own expense.
i
�
39 �
�
�r
, � . � Municipal
� _ . . . � absence without
raining courses,
ces and municipal '""T'"
� �ich is to secure �
�:�.�,
_ .g conditions for
__ <<,�c.,_ '��: ��� � - �mployee shall not
; c'�.,t �,� g secured permission
�_ � ,�. ., ��;_...:-:n� of the City Manager.
� � ,� nd with the approval
e Municipal Service
ether with necessary
r, for the purpose
urses as described
�zsidered as being
� ;_
� �_�' - ed for jury service,
+.d, will receive
ime required for
r uch service more
- egular work shift,
. his usual place of
� ure to observe the
.�, r�
#
,}�,:� •
- _ above rules, the Depar•�ent Hea.d. may disapprove pay for the
enti�� period of the .employee' s absence.
C. ' Military Leave - Military duty means training and
:�
service performed by an inductee, enlistee, or reservist, or
,�,�,.� any entrant into a temporary compQnent of the armed for.ces of_
the United`States and time: spent in reporting for and returning
� _
` . from such tfaining in service. It also includes active duty
:
tra:ining as�a :xese.rvis:�, in t�he armed forces of the Unitei�
S�ates�or as a member of the National Guard of the United �
� _ � �
States whe�e the call is for training only.
_,�;;.
l. ?!�Eliqibility - Any permanent employee with� six (6) �
�nonths continuous servi.ce who lea�.es the City service
rt
�for compu�Isor�,�:military duty shall be placed on . .
':_ -�[�-ilitary leave without pay, such leave to extend
through a date of thirty (30) days after his release
�•A. '` ' ' . f-rom the service.
���
. 2. ` Restora�ion - An.-,employee returninc�,. from_military
- leave shall be entitled to restoration to his former
. position, . provided he makes application within thirty
- ' (30) days of his release from duty under conditions
other than dishonorable, and i's physically and mentally
capable of performing the duties of the position
� - involved. In the event that the position he vacated
.,. .
` "�� no longer exists at the time he_gualifies for return
41
;r: � -
,,;n.�',�;
to work, such person shall be entitled to be re-
employed in another existing position of the same
class provided such re-emplo�. ' does not necessi-
tate the laying off of another person with greater
seniority.
"�'T'
. ,�.'r , � �I
3. Disposition of Vacation and Sick Leave - An employee I,
- , ,,�
with permanent status who leaves the municipal service
directly for military leav� pay, will be - id
for any accrued vacation as he may be entitled to
he were actually separating from the City service.
Employees returned to duty under this provision shall
-�..
have unused sick leave cr �it� restored for their use.
4. Military Reserve Training oi ��y National Guard
,
Service - A regular employee who is a member of any
component of the United States armed forces fulfilling
his military obligation will be allowed leave of +�
absence for required training or duty not to exceed two ,�,.�„
_ _ _,
weeks. The City will make '� fferenae between
military pay received and �:.e emplo; -. � ' s normal salary
for this period. In the event that the time for such
training is optional, the time shall be designated at
the discretion of the employee' s Department Head at
the least expense to the City.
To be eligible to receive the benF�; F this Rule, an
employee must furnish his Departm ,�d for the Personnel
42
��
i ,
Director, .a �opy of his orders, or secure a letter from the
Commanding Officer of his military unit setting forth the
period of absence required for training purposes and upon
� return to his municipal work, he must submit adequate records
��
af military _pay received:
D. Preqnancy Leave - Female employees will be required to
o.�.
_ go on leave without pay after the seventh month of pregnancy.
The employee may return t,o her position if it is available with
all prior p'rivileges and without the loss of accumulated
vacation or sicic leave or longevity privileges provided nat -
_
more than 120 days have elapsed since beginning pregnanc�r� �eave.
" E. Record of.-Absences to be `Maintained - All leaves of
� �bsence, with or without pay, shall be fully and carefully
recorded on an appropriate record by the Personnel Director or
his representative whi-ch shall be available to the;.Departutent
„�:,,.µ, Head and the City Manager. A clerk or other responsible employee
� o.f_ each� department shall be charged with maintaining a careful
��
attendance record, on which tardiness shall be° taken into. _
consideration and when persistently indulged in, shall justify
the dismissal_ of an. efnplo�ee-.; . A��I Ieaves with gay must. be _-, ,: .
reported to the Personnel Director on the blank form prescribed
prior to submission of payrolls. Failure to comply with this
provision will require. the Personnel Director to show each
employee involved- as having the status of leave: withou.t pay on
the payroll . for the questionable day or days.
43
�
SECTION XVIII. HOLIDAYS
A. Holiday Leave - All regular or probationary
employees in the Municipal Service shall be entitled to
eight and one half (8z) holidays for which they shall
receive pay at their regular rate. The authorized ��
holidays shall be as follows : � .
New Year' s Day January 1
Memorial Day May 30 �
Independence Day July 4
Labor Day First Monday in September
Thanksgiving Day Last Thursday in November
Christmas. Eve Day December 24 (2 day)
Christmas Day December 25
Floating Day To be designated by City Manager
Employee' s Birthday
Also any other date which may be designated by the
Governing Body of the City.
vrhen a designated holiday shall fall on a Saturday, the
preceding business day will be observed, and when a holiday
shall fall on Sunday, the following business day will be
observed.
� '
B. Limitations - Designation of the above or any
other dates as holidays shall not be construed as conferring
on any employee the right to observe some, or to be absent
from his duties on the dates upon designated except under
the following conditions :
1. Department Heads shall specifically authorize the
observance of any holiday designated hereunder,
and may revoke or restrict the observance of the
same in order to provide necessary functions and
44 ,�-.,�
�. ,�
in order to ��rovide necessary functions and
services by their departments. _- - -
2. No overtime or extra pay will be authorized
' for employees who may be required to work on .
�
a" designated holiday, but such employee may
be allowed correspondin.g..time off: with pay
rrw�
and within not more than thirty (30) days � _ -
after the holiday in ques�tion.
� _ 3. . It should be distinctly understood that holidays
are on a current year basis,.,-and ar.a. int�nded
to be observed as they occur except under cir-
` " cums.tances mentioned above; or .as provided
under subsection 4 of this Section. Holidays
may not be accumulated except as provided under
: subsection 4 hereof., nor., may credit for. unused ,
: � Yiolidays be carr�ied over into the following
��� �
calendar year; an exception to this provision
�'"j
will be made in the case of emp�oy�es ..`aho are
required to work on Christmas Day (December 25)
- =in which case �same be observed during January
of the following year.
4. In case of employees working under a shift
" a�rangement such as in the Fire and Police -
Departments, - and whose duties are such that
45
�
it is not practical for them to take time off
as provided for under subsection 3 above, the
Department Head may permit suc� employees to
� receive pay for the corresponding holiday and
be added to their normal pay.
�
��
w�w
., �r
46
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.� ..�
SECTION XIX. OVERTIME
A. Salaried Overtime - Salaried or employees paid by the
month will receive compensatory time off on an hour-and-a-half
to hour basis for each hour of overtime worked. Such compensation
� time should be granted within the pay period in which the over-
�
time work was performed._ . An employee may choose to be paid at a
rate figured on an hour-and-a-half to hour basis of overtime
worked. This rate will., be based on that particular employees
compu�ed hourly_ r:ate. ,,_ Department Heads shall make a11 decisions
- ta grant compensatory time or time-and-a-haif pay. Attendance
at meetings, schools, seminars, or conferences which relate to
performance of employee' s _job, shall not be considered overtime
and compensatory time shall not be granted for these functions.
B. Hourly Waqe Earners - Such employees will receive
time-and=a-half-pay for all overtime worked.
�,.� �. . . �
C. Abuse of Overtime - Abuse af overtime may indicate
�
-that �.n employee .�lacks the maturity and a dedicated attitude
toward his job. If" this seems to be the case, _the Department
Head is required to keep detailec� daily work records on the
"e'mployee to support that the employee has accomplished eight (8)
hours of productive and effective work for the City before any
' overtime compensation will be made for the extra time worked
during that pay period. �
47
�
�
_ �.�, - _ .-
The Department Head must give prior approval before any
employee works overtime. The procedure for approving overtime
is left to the discretion of the City Manager.
It should be remembered that overtime funds are budgeted items
and budgeted funds must be available before overtime payments
�
can be made.
Overtime is not considered to be consistent with good planning ���
or good management. It often imposes an unwanted and detri-
mental work load upon the employee and impairs his general
efficiency; if often used it is also considered uneconomical
for the City. Except in cases of true emergency, overtime
requirements will be anticipated by the Department Head and
approved by the City Manager.
�
�.�
48
.�
m, �
' SECTION XX. RETIREMENT
A. Texas Municipal Retirement System - Al1
permanent employees in the Municipal Service who are less
than fifty (50) years of age at the time of employment are,:,_
� by State Law, required to become members of the Texas
� Municipal Retirement. System. As members, they contribute
5% of their gross salary each month to their own personal
-.. account. TYris money may be withdrawn by this employee only
at the time of `r�tirement at the age of sixty-five (65) ,
with �:t_least fifteen (15) years service,' cr� a.t the end ,
of twenty-eight (28) years of service, regardless of age,
or when he permanently� ��e:aves the >��.ervice,,. qf.,,the City. The
City of Grapevine contributes to the retirement fund, but
this money_ is paid to the employee only upon approved
retirement. 'i'he amour�� o€ �the monthly retirement, ch�ck for
.�„,,.�
each employee would depend upon the length of service while
�
a member of the System and the amount of money he has set
- aside each montli• during his�, members�ip.�periocl...: A�y changes
to the City-TMRS program, when approved by the City Council
- shall supe�cede this section automatically.
B. Social Security (Federal Old Aqe and Survivors _
F3enefits�. - All employees in the Municipal Service, with the
:- exception of those excluded by law, (part-t-ime, fee,;,.etc.:)
are required to participate in the Federal Old Age and
49
�
�
Survivors Insurance under the Social Security Law. Tax
contributions are withheld from the employees earnings
during his �orking years in order to provide an income
for the employee or his family in case his earnings are
cut off by old age, disability, or death. The amount of
.�w
benefit payments is dependent upon the amount of average
earnings of the employee. Members of the employee' s �'�
immediate family may be entitled to payments while the
employee is receiving old-age benefits and/or after his
death. Payments to them are figured from the amount of
the employee' s own monthly insurance benefits.
C. Retirement Aqe - All employees of the City of
Grapevine will be automatically retired from service upon
obtaining the age of sixty-five (65) , with the exception,
that on request from an employee, two (2) one-�rear extentions
may be granted for one year at a time under the following
�
conditions:
���
1. An individual request from the employee for a
one (1) year extension, submitted thru and approved
by the Department Head, Personnel Office, City
Manager, and City Council. It is mandatory that
each required official must approve in the affirma-
tive or the application will be rejected and the
employee automatically placed on retirement.
50
�
M :�
2: Each application must be accompanied by a.
statement of physical fitness from a medica•1
doctor and the physician used must have prior
' approval by the City Manager. The examination
��
will be at the expense of the emplo�ee making
the request-. The City Manager, at his option,
� may request additional physical examinations at
six (6) month, in�ervals,. but. in< a11. irrstances an
. ernployee must have an annual examination.
3. If after obtaining the age of sixty-seven (67)
- an employee needs additional calendar quarters� �
to improve his social se�urity• retirement, he
may, with the approval of the Department Head,
Pessonnel Office, and City Manager, work to and
thru the ensuinq ,December 31 of the year in.:,
��
which the age of sixty-seven (67) is reached.
�
51
�
SECTION XXI. LONGEVITY PAY
A. Policy - Each and every full-time employee of the City
of Grapevine, Texas, who shall have already completed or shall
in the future, complete one (1) full year of continuous service
as a full-time employee, shall thereafter receive an additional "^"
three dollars ($3 .00) per month as longevity pay. As each
���
additional full year of continuous full-time employment is
completed, or for each additional full year of continuous
full-time employment which is already completed, said employee
shall receive an additional three dollars ($3 .00) per month as
longevity pay, all of which is outlined in the table below:
YEARS OF COMPLETED CONTINUOUS
SERVICE AS A FULL-TIME EMPLOYEE MONTHLY BENEFIT
1 year $ 3.00
2 years $ 6.00
3 years $ 9.00
4 years $ 12.00
5 years $ 15.00
6 years $ 18.00 �
7 years $ 21.00
8 years $ 24.00 �""'"�
9 years $ 27.00
10 years $ 30.00
11 years $ 33.00
12 years $ 36.00
13 years $ 39.00
14 years $ 42 .00
15 years $ 45.00
16 years $ 48.00
17 years $ 51.00
18 years $ 54.00
19 years $ 57.00
20 years and thereafter $ 60.00
52
��
The longevity pay shaZl continue in effect until:. the
employee has completed twenty (20) fu1T years of continuous
service as a full-time employee of the City of Grapevine, Texas.
For all continuous service after said twenty (20) full years,
�., longevity pay will continue at the rate established for the
'twentieth year.
�
All such longevity�pay is to be paid to all qualifyi�g
employees in a lump sum on the first day of December of each
year. In computing years of se"rvice, total continuous full-
time employment with the City is to be taken' into account,
regardless of class of pos��ion ar department. Breaks in
continuous full-time service with the City for required duty
in the Armed Forces of the; United States are to be considered
as continuous full-time employment for purposes of computing
longevity pay. - -
„�....� _
�
53
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SECTION XXII. INCENTIVE TRAINING PROGRAM
A. Policy - All employees have the opportunity
for furthering their education beyond those courses
designated by the City Manager such as police, fire,
water, and sanitation type certification courses. Such '"�"
a program would be beneficial to the City of upgrading their
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educational background and enhance their potential for
advancement within the City.
The City should participate in the cost of the program
because the benefits derived will be beneficial to the
tax payers as well as to the employee. It is felt that
the City can only participate where the employee
exercises his educational privileges on his own time
and the effort put forth in the program be sincere and
diligent. The City participation should be based on the
grade levels obtained by the employee. The following �
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schedule sets forth the City s share of participation.
SCHOLASTIC GRADE PERCENT OF CITY
OBTAINED COST
A 100%
B 90/
C 80/
D 50%
F 00%
The subjects taken by the employee must have prior approval
by the Department Head and the City Manager to insure that
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t�e course of study will pertain to and benefit the City:
If the employee files a degree plan, then other elective
_ and required courses to obtain such a degree will be
� acceptable. Under no circumstances wiTl courses of
� arts and hobby type handicraft be approved for City
participation.
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SECTION XXIII. GENERAL PROVISIONS
A. Outside Employment - Employees may engage in
additional employment outside the official hours of duty if
approved by their Department Heads. If at anytime the
Department Head feels that outside employment is interfering "�'"■
with an employee' s job performance, he may request the _
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employee to give up his other employment. If the request is
not complied with, the Department Head has the right to
dismiss the employee. Further restrictions to outside
employment shall be as follows :
l. No contacts for outside employment may be made
while on duty such as selling, soliciting by
phone or otherwise.
2. Under no circumstances shall any City-owned
equipment be used for private affairs.
B. Usinq Official Authority - No employee of the City �"�
shall use his official authority of influence to coerce the '����i
political action of any person or body. No person shall
dismiss, or cause to be dismissed, or threaten to dismiss,
or make any attempt to procure the dismissal of or in any
manner change the official duties or compensation of any
person because of his political opinions or religious
affiliations, race or because of his giving or refusing
to give any contributions, money, or thing of value to any
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party ar person for any pu�pose. No,:official or emp_loyee ._.
who wears a badge or other official insignia as evidence of
his authority and/or identity shall permit such to be used
or worn by any other persan, or �o otherwise leave his
�,�,� possession without approval by his Department Head. . The
Department Head shall not grant such approva� except as to
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persons regular�y- arid formally appointed to the position
designated by the badge or insignia.
C. Political and Reliqious Restri�tioras - No:,.,. �
� �'political; " frate�na�� or.�,.re.Ii�gio�s. connections or affi:liations
shall be required as a condition of employment by the City,
nor shall such matters be permitted to influence any action
or recommendation relating ' to present employees.
D. Non-Discrimination - No discrimination shall be
exercised, threatene.d., . or p�omised against any applicant or
,�_� employee because of his political opinions, `affiliat,ions,
�, or religious beiiefs, unless such political opinions or
affiliations promote the overthrow of the United States by
violence or force. Active involvement in local elective
campaigns is herewith prohibited in a nan-discriminatory
manner.
E. Waivinq of Riqhts - No person shall be permitted to
require an-- applicant for emgloyment or--emp�ioyee to sign any
document whereby such applicant or employee waives any right
or rights accruing to hi�n under these Rules.
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F. Like Penalties for Like Offenses - In making
suspensions, dismissals, or reductions, or in imposing
penalties for delinquency or misconduct in the Municipal
Service, penalties like in character shall be imposed
for like offenses and action thereon shall be taken
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irrespective of the political opinions or affiliations
of the offenders. � �
G. Strikes - Municipal employees � are prohibited
to engage any strike, work stoppages, or slow down
against the City. Such activities by public employees
are illegal and participants are subject to immediate
dismissal.
H. Officers and Employees to Abide by Provisions
of Rules - It shall be the duty of all officers and
employees to conform to and comply with and to aid in
all proper means in carrying into effect the provisions
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of these rules and any modification thereof.
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'' SECTION XXIV. MISCELLANEOUS
A. Use of City Equipment or Facilities - No employee
should permit the use of City equipment or facilities under
his control for any purpose other then official.
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B. Personal _Lonq Distance Te�ephone Calls = No
� personal long distance telephone calls shall be charged to
the City telephone.
C. Appearance, Fitness and Cleanliness - Each employee
in the Municipal Service shall report for duty in a fit
' physical condition with habitual attentian given to personal
cleanliness and neatness. Frequent reporting to duty in a
fatigued or unfit condition or habitual "sloppy" or unclean. .
appearance is not permitted. Any employee not complying may
be sent home without compensation by the City Manager or
Department FIead �znti.l.. such .time as his appearance becomes
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acceptable.
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D. Safety - An. or.ganized program of safety cannot be
overstressed. Department Heads, supervisors and employees
shall always observe the policy of safety that: "No job is
so urgent that it cannot be done with the .�greatest .degree..of ;
skill which includes safety at all times. "
E. Conduct - Employees, while on duty, shall make
every effort, at all times, to efficiently and conscientiously
carry out their responsibilities to the best of their ability,
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and shall strive to maintain an attitude of cooperation
among themselves, employees of other departments, and those
whom they serve. Employees, while off duty, shall conduct
themselves in such a manner as to reflect no discredit or
embarrassment upon their Department or the City.
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F. Job Interference - No solicitation of funds of
any character or for any purpose whatsoever shall be �"�
permitted among City Employees on the job without the
expressed approval of the Department Head and the City
Manager.
G. Workinq Hours - Normal working hours for most
employees shall be from 8:00 A.M, to 5:00 P.M. Monday
through Friday. Each employee shall have a one �1) hour
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lunch break. This break will usually be taken between 12 ,
� Noon and 1:00 P.M. however, the Department Head may, at his
discretion, schedule staggered lunch breaks so that adequate
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manpower will be on hand to continue necessary services.
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H. Pay Period - The pay period shall commence on the
first day of each month and end on the fifteenth day of
each month, and will commence on the sixteenth day of each
month and end on the last day of each month with paychecks
to be disbursed within three (3) working days after said
pay period.
I. Distribution of Personnel Policy - It shall be
the responsibility of each Department Head to supply every
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employee, current and future, with a copy of this po�3cy.
� It shall also be the responsibility of e�ch IIepartment Head
to familiarize himself with this policy and to answer any
questions which may_ arise to the best of his ability.
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SECTION XXV. SAVING CLAUSE
A. Validity - The provisions of these Rules are
declared severable, and if any rule, section, sentence,
clause, phrase, or word of these Rules shall for any
reason be held invalid, such decision shall not affect '"*"
the validity of the remaining rules, sections, sentences,
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clauses, phrases, and words of these Rules and Regulations,
but they shall remain in effect; it being the intent that
these Rules shall notwithstanding the invalidity of any
part.
B. Repeal of Conflictinq Rules - All previous
Personnel Rules and Regulations applicable to City employees
are hereby repealed. The policies 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.
C. Chanqes - Any changes in these Rules may be
approved and adopted at any regular or special meeting
of the City Council in accordance with the City Charter
provisions.
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Section 2. Repeal of Conflicting Ordinances and Rules - All previous
Personnel Rules and Regulations applicable to City employees are hereby
repealed. The policies contained herein are hereby declared to be the official
Personnel Rules and Regulations of the City of Grapevine, Texas, provided that
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the rules shall not supercede any rule or regulation of any employee set forth
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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 declared
to be invalid, the same shall not affect the validity of the personnel policy of the
balance of the rules or regulations 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
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the immediate preservation of the health, safety and general welfare of the
employees which requires that this ordinance shall become effective from and after
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the date of its final passage, as provided by the Charter of the City, and it is
accordingly so ordained.
PASSED AND APPROVED BY THE CIN COUNCIL OF THE CITY OF
GRAPEVINE, TEXAS, this the 18th day of March A.D. 1975.
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1--- � .,
, -�- ��,,�__ �-�,,,�_.�
Mayor -
D AS TO FO . TTEST:
, �, ;%�---�,
���,�,,-,� � '�� ��r
City Attorney City S�cretary
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