HomeMy WebLinkAboutCouncil Resolution 664
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RESOLUTION NO.~~
A RESOLUTION REVISING PERSONNEL POLICIES AND PROCEDURES
WHEREAS, Chapter 2.48 of the Central Point Municipal Code
authorizes and directs the City Council to adopt rules relating to personnel
matters, and the City Council having heretofore by Resolution Numbers 280,
300, 321, 346, 359, 396, 415, 434, 442, 454, 484, 502, 528, 556, 595 and 635
adopted and revised such rules, and
WHEREAS, the City Council deems it to be in the best interest of the City
to make certain revisions thereto; now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE-CITY OF CENTRAL
POINT, OREGON, that the revised Personnel Policies and Procedures attached
hereto marked Exhibit "A" and by this reference incorporated hereto, be, and
the same are hereby ratified and adopted.
Passed by the Council and signed by me in authentication of its
passage this ~n ~ day of 1993.
Mayor
ATTEST
City epre ative
1993.
Approved by me this Z r d day of ~T'U L r.~
Mayor
RESOLUTION NO. ~y ~~
PERSPOL91/ADMIN
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PERSONNEL POLICIES
AND
PROCEDURES
(Rev. 6/93)
PERSPOL93 . ADNSIN
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TABLE ®F CONTENT
Section Page No. :
Resolution ............................................... 1
PURPOSE, VARIANCES AND DEFINITIONS
1.1 Purpose and Applicability .............................. . 8
1.2 ~ Variances ....................... ................ .8
1.3 Definitions ....................................... .8
PERSONNEL POLICIES & PROCEDURES
2.1 Appointment ...................................... 13
2.2 Trial Service Period .................................. 14
2.3 Hours of Work ..................................... 15
2.4 Attendance ....................................... 15
2.5 Personnel Record ................................... 16
2.6 Promotions, Demotions, Transfers,
Discipline, and Discharge .............................. 16
2.7 Transfers ........................................ 17
2.8 Promotions ....................................... 17
2.9 Layoff (Termination) ................................. 17
2.10 Leave of Absence Without Pay ........................... 17
2.11 Outside Employment and Off-Duty Activities .................. 18
2.12 Residence Requirement ................................ 18
2.13 Departmental Rules and Regulations ........................ 18
• PERSPOL93 . ADMIN
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TABLE OF CONTENTS (Continued) r*'"-~..
`t
Section Pam
2.14 Travel Expense ................................... ~ 18
2.15 Business Expense ................................... 19
2.16 In-Service Training .................................. 19
2.17 Selling and Peddling Among Employees ..................... 19
2.18 Political Activity ..................................... 20
2.19 Relatives in the City Service ............................ 20
2.20 Examinations and Testing ..................... ...... 20
2.21 On-Call Status ........................... ........ 20
2.22 Biography of Administrative Personnel ...................... 21
2.23 Conflict of Interest .................................. 21 _ :~
2.24 Drug Free Workplace ................................. 21
GENERAL CONDUCT, DISCIPLINE, TERMINATION, AND APPEAL
3.1 Personal Appearance and Conduct ..... .................. 23
3.2 Causes for Warning, Suspension or Dismissal .................. 23
3.3 Form of Disciplinary Action ................ ............ 24
3.4 Grievance Procedure .......................... ..... 25
3.5 Resignation ....................................... 26
3.6 Re-Employment .................................... 26
3.7 Cost Consciousness .................................. 27
PERSPOL93. ADMIN
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TABLE OF CONTENTS (Continued)
Section Pa a No.
3.8 Safety .......................................... 27
3.9 Legal Liability ..................................... 27
3.10 Equipment ........................................ 27
3.11 Exit Interview ..................................... 28
CLASSIFICATION PLAN
4.1 Position Classification Plan ............................. 28
4:2 Titles and Specifications ............................... 29
4.3 Reclassification ..................................... 29
4.4 New Position ...................................... 29
PAY PLAN AND COMPENSATION
5.1 Pay Plan ......................................... 30
5.2 Analysis of Pay Plan ................................. 31
5.3 Appointee Compensation ............................... 32
5.4 Payday .......................................... 32
5.5 Overtime ........................................ 32
5.6 Payment Upon Classification ............................ 33
5.7 Part-Time Employment ................................ 34
5.8 Government-Funded Programs ........................... 34
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PERSPOL93. ADMIN
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TABLE OF CONTENTS (Continued)
Section Page No.
FRINGE BENEFITS
6.1 Holidays and Leave in Lieu of Holidays ..................... 34
6.2 Vacation Time .......... ........................... 35
6.3 Sick Leave ............ ........................... 37
6.4 Parental Leave .......... ........................... 38
6.5 Leave of Absence with Pay .. ........................... 39
6.6 Educational Opportunities ... ........................... 40
6.7 Retirement ............ ........................... 40
6.8 Retirement Age ......... ........................... 41
6.9 Social Security .......... ........................... 41
6.10 Industrial Accidents ....... ........................... 41
6.11 Medical and Hospital Insurance ........................... 41
6.12 Life Insurance .......... ........................... 41
6.13 Dental Insurance ..... ... ........................... 41
6.14 Disability Insurance ....... ........................... 42
6.15 Reserve Police Officers ..... ........................... 42
6.16 Fire Department Uniform Issue and Replacement ................ 42
6.17 Pay Check Deductions ..... ........................... 42
6.18 Deferred Compensation ..... ........................... 42
PERSFOL' 93 . ADMIN
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TABLE OF CONTENTS (Continued) .
Section Page N°•
AFFIRMA TIVE ACTION POLICY AND PROGRAM
7.1 Statement of Policy ................. ................. 42
7.2 Goals ......................... ..................43
7.3 Recruitment and Selection ............. ................. 43
7.4 Employment Forms and Classification Systems ................. 43
7.5 Promotions ..................... .................. 44
7.6 Rate of Pay -Compensation ............................. 44
7.7 Responsibility for Program ............ ................. 44
7.8 Employment Goals ................ .................. 44
POSITION CLASSIFICATION PAY PLAN -July, 1993 - TABLE I ............ 45
TABLE OF BASIC SALARY RANGES - TABLE II ...................... 46
PERSPOL93. ADMIN
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RESOLUTION NO.~~_
A RESOLUTION REVISING PERSONNEL POLICIES AND PROCEDURES
WHEREAS, Chapter 2.48 of the Central Point Municipal Code
authorizes and directs the City Council to adopt rules relating to personnel
matters, and the City Council having heretofore by Resolution Numbers 280,
300, 321, 346, 359, 396, 415, 434, 442, 454, 484, 502, 528, 556, 595 and 635
adopted and revised such rules, and
WHEREAS, the City Council deems it to be in the best interest of the City
to make certain revisions thereto; now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CENTRAL
POINT, OREGON, that the revised Personnel Policies and Procedures attached
hereto marked Exhibit "A" and by this reference incorporated hereto, be, and
the same are hereby ratified and adopted.
Passed by the Council and signed by me in authentication of its
passage this ~n ~ day of 1993.
Mayor
ATTEST:
City epre ative
1993.
Approved by me this Z n d day of ~'U L r.~
Mayor
RESOLUTION NO._~~
PERSPOI,91/ADMIN
PURPOSE, VARIANCES AND DEFINITIONS
Section 1.1 PURPOSE AND APPLICABILITY-. The purpose of these policies and
procedures is to create a comprehensive and uniform policy manual incorporating the
current personnel policies and procedures for the City of Central Point. The City shall
have the continuing right to change, add to, or delete from any policy or procedure
herein contained at any time without notice. Any such changes shall be approved by the
City Council. The City and any employee may terminate the employment relationship
at the will of either party. These personnel policies and procedures are applicable to all
employees of the City, as defined herein, provided, however, that they shall not be
applicable to volunteer fire fighters, reserve police officers, the municipal judge, or the
city attorney unless specifically so designated.
Section 1.2 VARIANCES. The City Administrator shall have the power to vary or
modify the strict application of the provisions of this resolution in any. case in which the
strict application of said provisions would result in practical difficulties or unnecessary
hardships.
Section 1.3 DEFINITIONS. As used in this resolution, the following terms shall have
the meanings indicated. Throughout this document the masculine is intended to .include
the feminine `and vice-versa.
(a) Administrative Staff... A person directly responsible to
the City Administrator:
(b) Advancement. A salary increase within the limits of a pay
range established for a class.
(c) Allocation. The assignment of a single position to its proper class in
accordance with the duties performed and the authority and responsibility
exercised.
(d) Anniversary Date. Anniversary date means the first date of the month
following date of employment of officers and employees unless the
employment begins on the first day of the month in which case the day of
employment applies.
(e) A nQ eal• A request to a supervisor, department head or City Administrator
for consideration of and a decision or ruling on a problem or situation.
(fj Annointing Power. -The City Administrator or department head to whom
authority is delegated to make the appointment to fill a vacant position.
(g) Calendar Year. Twelve (12) month period beginning January 1 and ending
December 31.
(h) Central Personnel File. A file maintained in the office of the appointing
power which contains complete personnel records of all City employees.
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(i) CitX Administrator. The chief executive officer and the head of the
administrative branch of the City government who is directly responsible for
the proper administration of all affairs of the City.
(j) Class. A group of positions sufficiently alike in responsibilities and
authorities to require similar qualifications.
(k) Class Specification. A written description of each class of position including
a class title, a statement of duties, the supervision relationships, and the
relationships other than supervision.
(1) Compensation. This means the salary, wages, allowance, and all other
forms of valuable consideration earned by or paid to any employee by reason
of service in any position, but does not include any allowances authorized
and incurred as incidents to employment.
(m) Compensatory Time Off. Time off from work to compensate
the employee for overtime or holiday worked.
(n) Continuous Service. Employment with the City without a break or
r interruption; in computing continuous service for the purpose of this
resolution, neither military leaves pursuant to Section 6.5.6 nor paid leaves
of absence on account of illness, shall be construed as a break in
employment or service. Other absences aggregating in excess of six (6)
months in any period of twelve (12) months including layoffs on account of
lack of work, lack of funds or abolishment of positions shall be construed
as breaking continuous service.
(o) Controlled Substance. a controlled substance in schedules I through V of
Section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further
defined by regulation in 21 C.F.R.1300.11 through 1300.15.
(p) Conviction. a finding of guilt (including a plea of nolo contendere) or
imposition of sentence, or both, by any judicial body charged with the
responsibility to determine violations of the Federal or State criminal drug
statutes.
(q) Criminal Drug Statute. a Federal or non-Federal criminal statue involving
the manufacture, distribution, dispensation, possession, or use of any
controlled substance.
(r) Demotion. A transfer of an employee from a position in one class to a
position in another class which has a lower salary range.
(s) Department. A major functional unit of the City government.
(t) Department Head. A person directly responsible to the City Administrator
for the administration of a department.
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(u) Discharge. Termination of employment .with the City. for reasons
attributable to the employee. `" "
(v) Disc~linary Action. Imposition of certain personnel actions, e.g.,
reprimand, warning, suspension, dismissal, demotion, as a result of conduct
detrimental to the City.
(w) Dismissal. Termination of employment with the City for reasons attributable
to the employee.
(x) Duty Day. Any day or shift on which an employee ~is scheduled to be
available for work.
(y) Employee. Anyone who receives compensation from the City for actively
performing the duties and responsibilities of a position.
(z) Examination. A test for the purpose of evaluating an applicant for an
employment vacancy.
(aa) Exempt Service. All positions of elective and appointive officials
specifically designated by the City Council to be exempt from the
classification plan.
(ab) Full-Time Position. Any position which requires a full work day as herein
defined, excepting part-time positions, temporary part-time positions,
temporary positions, on-call positions, and government funded positions.
(ac) Government-Funded Position. Positions may be either a part time or full-
time, but due to the nature of the funding, it is : to be considered apart-time,
temporary, or temporary part-time position. Selected benefits may accrue
for this position, but no benefits shall be transferable to a full-time position
except as provided herein.
(ad) Grievance. Any question or controversy by an affected employee between
that employee and the City involving the application or interpretation of the
provisions of these Personnel Policies and Procedures.
(ae) HourlwRate. Rate of compensation for each hour of work performed. It
is determined by dividing the annual regular salary by the regular number
of .hours worked each year.
(af) Immediate Family. The husband, wife, son, daughter, father, mother,
brother, sister, father-in-law, mother-in-law, or a relative living in the
employee's household.
(ag) Last Date of Hire. The date of the beginning of the employee's current term
of continuous service.
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(ah) Layoff• A separation from employment because of organizational changes,
lack of work, lack of funds, or other reasons not reflecting discredit upon
an employee.
(ai) Leave of Absence. Time off from work for reasons within the scope and
purpose of these rules and regulations upon prior approval of the employee's
department head or City Administrator.
(aj) Mayor• The elected chief executive officer and head of the administrative
branch of the City government who is directly responsible for the proper
administration of all affairs of the City.
(ak) Military Leave. Leave of absence for an employee entering reserve military
training duty.
(al) Month. One calendar month.
(am) Non-Permanent Position. A position which is established and is not a
position of indeterminate duration, e.g., agovernment-funded program.
(an) Non-Occupational Disability. Disability from an accident or sickness
suffered or contracted by the employee .which cannot be attributed to the
performance of assigned duties.
(ao) On-Call Position. An on-call position is one which requires the employee
to work, as a substitute for another position, for a determinate length of time
at the intermittent request of the City. On-call positions do not eam nor
accrue any fringe benefits, and are appointed by and serve at the discretion
of the City Administrator upon considering recommendations from the
department head.
(ap) Overtime. Overtime shall be considered as time worked in excess of eight
(8) hours in a workday or forty (40) hours in a workweek, except for the
classification of Police Officer, in which event overtime shall be considered
as time worked in excess of 171 hours in a twenty-eight (28) day work
period, and except for Fire Department employees, .for whom overtime shall
be considered as time worked in excess of 204 hours in a twenty-seven (27)
day work period.
(aq) Part-Time Position. Apart-time position is one which requires less than
100 % of a workweek and of indefinite tenure. Fringe benefits for such part-
time positions shall be as outlined herein.
(ar) Personnel Action. Any action taken with reference to appointment,
compensation, promotion, transfer, layoff, ,dismissal, or other action
affecting the status of employment.
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(as) Position. Means a group of current duties and responsibilities assigned or
delegated by competent authority, requiring the full or part-time services of
one person.
(at) Promotion. The change of position for an employee .from a position in one
class designation to a position in a class assigned to a higher salary range.
(au) Reclassification. A change in classification of a position by raising it to a
higher class, reducing it to a lower class, or changing it to another class at
the same level.
(av) Reserve Police Officer. A member of the Police Department who serves on
an on-call basis. Reserve Officers are appointed by and serve at the
discretion of the City Administrator upon considering recommendations from
the department head.
(aw) Seniority. Priority of an employee based on the amount of time since the
employee's last date of hire.
(ax) Sexual Harassment. Deliberate or repeated behavior of a sexual nature
which is unwelcome. It can include verbal ,behaviors such as unwanted
sexual comments, suggestions, jokes,. or pressure for. sexual favors; non-
verbal behavior. such as pats or squeezes, or repeatedly brushing against
someone's body.
(ay) Shift EmnloYee. An employee whose daily hours of work rotate from one
shift to another periodically and whose duties are continuous from the start
to the end of the shift.
(az) Supervisor. Any person who is responsible to a higher divisional or
departmental level of authority and who directs the work of others.
(ba) Suspension. Temporary separation' of an employee from City service
without pay for disciplinary purposes.
(bb) Temporary Position. A temporary position which is normally staffed less
than twelve (12) months a year. Temporary positions will not provide sick
leave or vacation with pay or other fringe benefits.
(bc) TemQorary Part-Time Position. A temporary part-time, position is one
requiring less than 100% of a .workweek of a defined temporary tenure.
Such temporary part-time positions do not earn nor accrue any fringe
benefits.
(bd) Terminated. The conclusion of the employment relationship between the
employee and the City including any rights and responsibilities relating
thereto.
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(be) Transfer. A change of an employee from one position to another in the
same class or to a position in a comparable class within the City service.
(bf) Trial Service Period. A working test period during which an employee is
required to demonstrate his fitness for the duties to which he is appointed by
actual performance of the duties of the position.
(bg) Volunteer Fire Fighter. A member of the Fire Department who serves on
an on-call basis. Volunteer fire fighters are required to respond to alarms
and participate in regularly scheduled training. Volunteer fire fighters are
appointed by and serve at the discretion of the City Administrator upon
considering recommendations from the Department Head.
(bh) Workdav. The regularly scheduled workday shall be eight (8) hours. For
fire personnel, the workday shall be twenty-four (24) hours.
(bi) Work Period. The work period for the classification of Police Officer shall
be a twenty-eight (28) day recurring period which begins at 0001 hours on
June 30, 1986: For Fire Department employees working 24 hour shifts, the
work period shall be a twenty-seven (27) day recurring period which begins
at 8:00 a.m. on July 1, 1986. The work period for all other employees shall
be the workweek as hereinafter defined.
(bj) Workweek. The regularly scheduled workweek shall be a seven (7) day
recurring period which begins at 5:01 p.m. each Friday for all employees
except as herein otherwise provided. The regularly
scheduled workweek for Communications Department employees shall begin
at 0001 hours on Monday of each week. Police and Fire Department
employees shall be employed on a work period rather than a workweek
basis.
ARTICLE 2 -PERSONNEL POLICIES AND PROCEDURES
Section 2.1 APPOINTMENT
2.1.1 All original appointments to vacancies shall be made by the City Administrator
solely upon considering recommendations from the department head and. on the basis of
merit, efficiency and fitness. The appointments shall be relayed to the Council at their
next regularly scheduled Council meeting. These qualities shall be determined through
careful and impartial evaluation of at least the following:
(a) The applicant's level of training relative to the requirements of the position for which
he has applied.
(b) The applicant's level of education relative to the requirements of the position for
which he has applied.
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(c) The applicant's physical fitness relative to the requirements of the position for which
he has applied. ,
(d) The results of an oral interview; and
(e) Whenever practical, the results of a competitive written examination or
demonstration test, which shall be a fair and valid test of the abilities and aptitudes'of
applicants for the duties to be performed.
(f) Fire Department prospective employees shall first pass a physical test, the standards
of which shall be established by the department head of the employee or prospective
employee. Such standards shall be adopted in writing and filed with the City
Administrator and available for inspection by the employee, prospective employee and
general public. They shall from time to time be revised as the department head deems
appropriate'; but a current copy thereof shall be on file with the`City Administrator at all
times.
(g) Reserve police officers of the Central Point Police Department shall be appointed
only after compliance with certain selection procedures. as published is department rules
and orders. Such appointments shall not be for a specified term and shall be at will.
2.1.2 No question in any test or in any application form or by any appointing
power shall be so framed as to attempt to illicit information concerning race, color,
ancestry, national origin, or political or religious affiliation for the purpose of
discriminating.
2.1.3 All statements submitted on the employment application or attached resume
are .subject to investigation and verification prior to appointment.
2.1.4 If required by the department, applicants shall be fingerprinted prior to
appointment.
2.1.5 Any job applicant ,or employee .may be required to take a physical
examination. In cases where a physical examination is deemed advisable, the City shall
pay the cost of the examination.
2.1.6 All decisions regarding hiring, discipline or discharge shall be made without
regard to the sex, handicap, race, color, ancestry, national origin or political or religious
affiliation of the prospective employee. No .person shall be employed in a deparment
in which the prospective employee would be subject, to "supervision by a member of their
immediate family as that, term is defined hereinabove. No relative of any member of a
current City Council shall be hired unless special permission is given by the Council.
Section 2.2 TRIAL SERVICE PERIOD
2.2.1 All original and promotional appointments shall be tentative and subject to
atrial service period of not less than six (6) consecutive months service and twelve (12)
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months for all personnel assigned to the Police Department and Public Safety
Department, Fire Division. All trial service periods shall begin on the employee's
anniversary date.
2.2.2 In cases where the responsibilities of a position are such that a longer period
is necessary to demonstrate an employees' qualifications, the trial service period may be
extended an additional maximum of six (6) months. The employee shall be notified in
writing of any extension and the reasons therefore.
2.2.3 During the trial service period, the employee shall not be eligible for
vacation benefits, but he shall earn vacation credit to be taken at a later date.
2.2.4 Upon completion of the trial service period, the employee shall be considered
as having satisfactorily demonstrated qualifications for the position and shall be so
informed through his supervisor.
2.2.5 During the trial service period, an employee may be terminated at any time
at the City's discretion (at will) without the right of grievance.
2.2.6 In the case of promotional appointments, the promoted employee may be
demoted at any time during the trial service period without appeal, provided that the
employee be reinstated in the class designation from which he was promoted, even
though this necessitates the lay-off of the employee occupying the position.
2.2.7 Part-time employees must complete, a minimum, a trial service
period equivalent to the hours required for afull-time position trial service period within
the same department/division to which the part-time employee is assigned.0
Section 2.3 HOURS OF WORK
2.3.1 The hours which City departments shall be open for business shall be
determined by the City Administrator.
Section 2.4 ATTENDANCE
2.4.1 , Employees shall be in attendance at their work in accordance with the rules
regarding hours of work, holidays and leaves of absence.
2.4.2 An employee shall not absent himself from work for any reason other than
those specified in this resolution without making prior arrangements with his supervisor.
Unless such prior arrangements are made, an employee who for any reason ,fails to report
to work shall make a sincere effort to immediately notify his supervisor of his reason for
being absent. If the absence continues beyond the first day, the employee shall notify
the supervisor on a daily basis unless other arrangements have been made with the
supervisor.
2.4.3 Employees, except for those for which overtime compensation is not granted,
shall maintain accurate records of time attendance to the closest 1 /4 hour. Department
Heads shall certify to accuracy.
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2.4.4 Any unauthorized absence of an employee from duty shall be deemed to be
an absence without pay and may be cause for disciplinary action.
Section 2.5 PERSONNEL RECORDS
2.5.1 The City Administrator shall cause a service or personnel record to be
maintained for each employee in the service of the City.
2.5.2 The personnel record shall show the employee's name, title of the position
held, the department to which assigned, salary, change in employment status, training
received, and such other information as may be considered pertinent.
2.5.3 Employee personnel records shall be considered confidential and shall be
accessible only to the following: ,
(a) The employee concerned.
(b) Selected City officials authorized by the City Administrator with
just reason and for legitimate City purposes.
2.5.4 No information reflecting critically upon an employee shall be placed in the
employee's personnel records that does not bear either the signature or initials of the
employee indicating that he has been shown the material, or a statement by a supervisor
that the employee has been shown the material and refused to affix his signature or
initials, or a statement by a supervisor that the employee has been notified by mail that
the information was placed in his personnel record. A copy of any such material shall
be furnished to the employee upon request.
2.5.5 An employee desiring that material which he feels is incorrect or derogatory
towards him should be removed from the personnel records shall have the right to pursue
his complaint through the grievance procedure.
2.5.6 Any employee shall have the right of reasonable inspection of his file during
business hours.
2.5.7 Letters of consultation or reprimand shall be considered temporary contents
of the record and shall be removed upon request of the employee after five (5) years
from placement in the employee's record.
2.5.8 Material -placed in the record without conformity to the .provisions of the
foregoing sections will not be used by the City in any subsequent evaluation or
disciplinary proceeding involving the employee.
Section 2.6 PROMOTIONS, DEMOTIONS, TRANSFERS, DISCIPLINE, AND
DISCHARGE
2.6.1 The City Administrator shall:: ,have the right, upon considering
recommendations from the department head, to promote, demote, transfer, discipline or
discharge any employee. Promotions and transfers shall be made in such cases as the
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City Administrator deems necessary and appropriate to the efficient operation of City
business and if the promotion or transfer does not involve a decrease in compensation,
the same shall not be subject to the grievance procedure set forth in these rules. The
City Administrator may for good cause demote, discipline or discharge any employee;
and any employee, except employees who have not completed a trial.service period, who
is demoted, disciplined or discharged may seek review of such action under the grievance
procedure set forth below.
Section 2.7 TRANSFERS
2.7.1 Requests from employees for transfers from one department to another shall
be made in writing and::shall be directed to the employee's present department head and
referred to the appropriate department head and the appointing power. Such requests
shall be given consideration when a suitable vacancy occurs; however, no employee shall
be transferred to a position for which he does not possess the minimum qualifications.
Section 2.8 PROMOTIONS
2.8.1 All job vacancies shall, whenever possible, be filled by promoting qualified
employees within the City service.
2.8.2 Nevertheless, the appointing power may .recruit. applicants from outside the
City service whenever he has reason to believe that better qualified applicants are
available outside the City service.
2.8.3 The appointment to fill the vacancy shall be made on a competitive basis
utilizing the criteria for appointments established in Section 2.1 of this resolution. Where
qualifications and ability are relatively equal, seniority within the City service shall be
the determining factor.
Section 2.9 LAYOFF (TERMINATION)
2.9.1 If there are changes of duties in the organization, lack of work or lack of
funds, the appointing power shall have the -right to terminate any employee; however, a
reasonable effort shall be made to integrate such employee or employees into another
department by transfer. When terminations are required, the appointing power shall base
the decision on relative merits, and shall give due consideration to seniority in the City
service only where the employee's qualifications and ability are relatively equal.
Section 2.10 LEAVE OF ABSENCE WITHOUT PAY
2.10.1 An employee who has successfully completed a trial service period may be
granted leave of absence without pay for a period not to exceed one (1) month, provided
such leave can be scheduled without adversely affecting the operations of the City.
Requests for leave of absence `without pay shall be in writing, shall be directed to the
City Administrator, and shall contain reasonable justification for approval. No employee
shall receive more than thirty (30) days leave of absence in any three (3) year period.
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2.10.2 An employee on leave of absence without pay will maintain accumulated sick
leave and vacation but neither will accrue for the time spent on leave. Payment for `'
unused vacation will not be made for a leave of absence.
2.10.3 Other benefits for the employee will not be paid for during a leave of
absence. '
Section 2.11 OUTSIDE EMPLOYMENT AND OFF-DUTY ACTIVITIES
2.11.1 In addition to the standards of conduct set forth in this resolution, no
employee shall carry on concurrently with his public service any private business or
undertaking or employment which affects the time, quality or. efficiency, of employee's
City ~ work or which casts discredit upon or creates embarrassment -for the City or
conflicts with the interest of the City of Central Point. The City Administrator or his
designee shall in his discretion enforce the terms of this provision, and 'such enforcement
shall be subject to the grievance procedure set forth herein.
Section 2.12 RESIDENCE REQUIREMENT
2.12.1 Residency shall not be a condition- of initial appointment or continued
employment. Employees are encouraged, however, to live within five (5) miles by road
of City Hall and to participate in civic affairs. All residency outside City limits shall be
first approved by the City Administrator who shall take into consideration the time
necessary for personnel to be able to respond if called to work during emergencies.
Section 2.13 DEPARTMENTAL RULES AND REGULATIONS
2.13.1 Each department of the City is encouraged to establish departmental rules,
regulations and procedures. Such rules, regulations and procedures. shall be in harmony
with the provisions of this resolution and approved by the City Administrator and shall
be binding upon the employee.
Section 2.14 TRAVEL EXPENSE
2.14.1 When employees are required to travel outside the City on City business,
reimbursement for expenses incurred shall be determined as follows:
(a) Prior to traveling outside the City, the employee shall obtain approval for the trip
and the mode of travel from the department head. .
(b) Travel on .official business should be via,public carrier or City-owned vehicle. If
the employee is directed by a Department Head to use a private vehicle, mileage for
direct travel expenses related to City business. shall. be paid. at the current IRS rate =per
mile. This rate includes all travel, insurance: and storage expense of the vehicle. If an
employee requests, and such request. is approved by a Department Head to use a private
vehicle, City related travel expenses 'for vehicle fuel, .oil .and storage -costs will be
reimbursed to the employee.
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(c) Reimbursement for subsistence on official trips shall only be the amount of actual
and reasonable expense incurred during the performance of official duty as a City
employee for the City's benefit. The following rates will be considered guidelines to be
reimbursed for travel expenses:
Lodging $50.00
Breakfast $ 6.00
Lunch 7.00
Dinner 14.00
2.14.2 A Travel Authorization/Reconciliation form shall be completed by each
employee when traveling outside the City on City, business, in which the employee
certifies to accuracy of expenditures and compliance with City policy.
.After authorization for travel, expenses may be paid by one of the following methods:
1) Direct billing to City; 2) Use of City charge card; 3) Reimbursement to employee for
expenses paid; 4) Advance by petty cash or check with subsequent reconciliation. The
first two methods are preferred.
Section 2.15 BUSINESS EXPENSE
2.15.1 When meals are part of meetings attended by employees, the actual and
reasonable expense of the meal may be reimbursed to the employee
2.15.2 Supervisors may provide-meals at City expense for employees
required to work through normal meal times.
Section 2.16 IN-SERVICE TRAINING
2.16.1 The City Administrator shall encourage training opportunities for employees
and supervisors in order that services rendered to the City will be more effective. He
shall assist department heads in meeting training needs in their department and in
developing training programs designed to meet immediately. City-wide personnel needs
and to prepare employees for promotion to positions of greater responsibility.
2.16.2 Training sessions may be conducted during regular working hours at the
discretion of department Heads.
Section 2.17 SELLING AND PEDDLING AMONG EMPLOYEES
2.17.1 No peddling, soliciting, or sale for charitable or other purposes shall be
allowed among or by employees during working hours without the approval of the City
Administrator.
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Section 2.18 POLITICAL ACTIVITY
2.18.1 No employee shall engage in political activity of any nature during his or her
hours of employment, and no employee shall engage in any political activity purporting
to act in his official capacity or on behalf of the City of Central Point.
2.18.2 Nothing contained within this section shall affect the right of the employee
to hold membership in and support a political party, to vote as he chooses, to privately
express his opinions on all political subjects and candidates, to maintain political
neutrality, and to attend political meetings.
Section 2.19 RELATIVES IN THE CITY SERVICE
2.19.1 Two (2) members of an immediate family shall not be employed under the
same supervisor. Neither .shall two (2) members of an immediate family be employed
at the same time, regardless of the administrative department, if such employment .will
result in an employee supervising a member of his immediate family.
2.19.2 The provisions of this section shall apply to promotion, demotions, transfers,
reinstatements, and new appointments.
Section 2.20 EXAMINATIONS AND TESTING
2.20.1 If requested by the City, employees .shall submit to and successfully pass the
following:
(a) An annual medical examination at City. expense to be conducted on or before -the
employee's employment anniversary date :with the standards for passage thereof to be
determined by the physician selected by the City for ~ the administration of such
examination having due regard for the work to be performed by` the;employee.
Section 2.21 ON-CALL STATUS
2.21.1 Public Works -Due to the potential. for emergency situations.,, affecting the
health and safety of the citizens of the City of Central Point, all Public Works employees
shall be on "public works on-call status" at such times as are scheduled for that employee
by the City Administrator or department head. It shall be the responsibility of any
employee on call to at all times keep the Police Department dispatcher advised of his or
her location, and to be immediately available to perform emergency maintenance or
repair work. Public Works employees shall receive one (1)-day compensating time off
for each two (2) weekend days of on-call status and one (1) day off for each holiday on
call. Additional compensation will be granted for hours worked if the employee is called
upon ~to perform work while on call.
2.21.2 Fire Department
(a) City employees may serve on Fire Department on-call status at the discretion of the
City Administrator. They shall be relieved of their City duties during fire emergencies
whereupon they shall report immediately to their assigned fire duty.
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(b) Other Volunteers. Non-employee volunteers shall be required to attend training and
fire calls throughout the year.
Section 2.22 BIOGRAPHY OF ADMINISTRATIVE PERSONNEL
2.22.1. The biography of any individual considered for any administrative staff
position shall be submitted to the City of Central Point and shall contain the following
information:
(a) Name, title and address.
(b) Professional Experience: Briefly describing the principal positions held with title,
name of employer, and salaries received.
(c) Educational Experience: Listing all post-secondary educational institutions attended
and all degrees and honors received.
(d) Affiliations: Listing all organizations of which the administrative personnel has been
a member during the previous ten (ZO) years, including a statement of any offices held
in such organizations.
(e) A statement whether or not the administrative personnel has been charged by any law
enforcement authority with the commission of a crime related to the position, and if so,
the disposition of the charge.
(f) Personal references.
Section 2.23 CONFLICT OF INTEREST
2.23.1 No employee shall be directly or indirectly interested in any contract with
the City, or any department thereof, and no employee shall participate as either an
elected or appointed officer or board member of any outside governmental body or
private organization in any capacity in which he or she would potentially be likely to
make any decision that would be adverse to or conflict with the City's financial interests.
SECTION 2.24 DRUG FREE WORKPLACE
2.24.1 An employee shall not, in the workplace, manufacture, distribute, dispense,
possess, or use a controlled substance.
An employee shall, as a condition of employment, abide by the provisions of this
Section.
2.24.2 (a) An appointing power, upon determining that an employee has engaged
in the manufacture, distribution, dispensation, or possession of a controlled substance or
upon having reasonable suspicion, under Section 2.24.3 of this policy, of employee use
of a controlled substance in the workplace, shall, pending any criminal drug statute
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conviction for a violation occurring in the workplace, take action with regard to the
employee determined to be appropriate which may include; transfer, granting of a leave
of absence without pay, suspension, or termination.
(b) Within 30 days of an employee's criminal drug statute
conviction for a violation occurring in the workplace, an
appointing power shall:
(A) Take action with regard to the employee. determined to be
appropriate which may include discipline up to .and
including termination and/or
(B) require satisfactory participation by the employee at
employee expense in a drug abuse assistance or
rehabilitation program approved. for such purpose by a.
Federal, State, or local health, law enforcement, or
other appropriate agency.
2.24.3 Reasonable suspicion of employee use of a controlled substance shall be
based upon any of the following:
(a) observed abnormal behavior or impairment in mental or physical performance (for
example, slurred speech or difficulty walking);
(b) direct observation of use in the workplace;
(c) the opinion of a medical professional;
(d) reliable information concerning use in the workplace;
(e) awork-related accident in conjunction with a basis for reasonable suspicion as listed
above.
2.24.4 An appointing power may, upon employee request, grant_a leave of absence
without pay to permit the employee to participate in a drug abuse assistance or
rehabilitation program.
2.24.5 .The appointing power will make available to employees information on:
(a) dangers of drug abuse in the workplace
(b) existence of and content of this policy for maintaining a drug-free workplace;
(c) availability of drug counselling, rehabilitation, and employee assistance programs;
and
(d) penalties that may be imposed for drug abuse violations occurring in the workplace.
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2.24.6 An employee shall, as a condition of employment, notify the appointing
power of any criminal drug statute conviction for a violation occurring in the workplace
no .later than five days after such conviction.
2.24.7 As required under the Federal Drug Free Workplace Act of 1988, the
appointing power shall notify the appropriate Federal granting or contracting agency of
an employee's criminal drug statute conviction for a violation occurring in the workplace
not later than ten days after receiving notice of such conviction.
ARTICLE 3 -GENERAL CONDUCT, DISCIPLINE, TERMINATION AND APPEAL
Section 3.1 PERSONAL APPEARANCE AND CONDUCT
3.1.1 Public relations shall be an integral part of each employee's job.
3.1.2 All employees shall be neat and clean in appearance and shall conduct
themselves in a manner which is appropriate for an employee in the public service.
3.1.3 Employees shall be courteous, efficient and helpful to everyone in their work
and shall do the best job possible on every assignment.
Section 3.2 CAUSES FOR WARNING, SUSPENSION OR DISMISSAL
3.2.1 When an employee's conduct falls below desirable standards, he may be
subject to disciplinary action.
3.2.2 General reasons for which an employee may be disciplined include:
(a) Drinking intoxicating beverages or use of illegal drugs on the job or amving on the
job under the influence of intoxicating beverages or drugs;
(b) Violation of a lawful duty;
(c) Insubordination;
(d) Breach of discipline;
(e)° Being absent from work without first notifying and securing permission from an
employee's supervisor;
(f) Being habitually absent or tardy for any reason;
(g) Misconduct;
(h) Conviction of a felony or of a misdemeanor involving moral turpitude;
(i) Using religious, political or fraternal influence;
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(j) Accepting fees, gifts, or other.valuable things in the performance of the employee's
official duties for the City;
(k) Inability to perform the assigned job;
(1) Incompetency, inefficiency or inattention to or dereliction of duty; including not
fulfilling duties of position/job description
(m) Dishonesty, intemperance, drug addiction, immoral conduct, insubordination or
discourteous treatment of the public or a fellow.. employee;
(n) Willful giving of false information or withholding of information with the intent to
deceive when applying for employment or in connection with performance of
employment;
(o) Any willful failure of good conduct tending to be harmful to the City of Central
Point or its citizens.
(p) Sexual harassment
(q) Receipt of five (5) written reprimands within a five (5) year period.
(r) Violation of any Personnel Policies and Procedures contained herein or departmental
rules and regulations adopted pursuant to Section 2.13.
Section 3.3 FORM OF DISCIPLINARY ACTION
3_.3.1 Disciplinary action ranges from oral or written reprimands to suspension,
demotion and dismissal from the City service, and depends on the severity of the offense,
as well as the number and .the frequency of previous acts of misconduct.
3.3.2 It shall be the duty of all Ciry employees to comply with and assist in
carrying into effect the provisions of the City's personnel rules and regulations. No
employee who has completed a trial service period shall be
disciplined except for violation of established rules and regulations; and .such discipline
shall be in accordance with procedures established by the personnel rules and regulations.
3.3.3 Every supervisor shall discuss improper or inadequate performance with the
employee in order to correct the deficiencies and to "avoid the need to exercise
disciplinary action. Discipline shall be of increasingly progressive severity whenever
possible.
3.3.4 A written notice shall be given each,employee .for each disciplinary action
stating the reasons for the disciplinary action and-the date it shall take effect. The notice
shall be given to the employee at the time such action is taken. ~A copy aof the notice
signed by the employee shall be placed in the employee's personnel file and shall serve
as. prima facie evidence of delivery.
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3:3.5 All employees who have completed a trial service period shall have the right
to appeal disciplinary action taken against them within ten (10) calendar days after the
effective date of disciplinary action. Appeals shall be made as grievances in accordance
with the provisions of Section 3.4 of this resolution.
3.3.6 In the event of an employee discharge action, the employee's supervisor or
department head shall prepare and deliver a written notice of charges against the
employee. Within five (5) workdays of the delivery of said notice, the employee may
request a predismissal hearing. Within
three (3) workdays"following such hearing, the employee's supervisor or department head
shall stated his decision in writing and provide a copy to the employee.
Section 3.4 GRIEVANCE PROCEDURE
3.4.1 A grievance is defined to be any question or controversy by an affected
employee between that employee and the City involving the application or interpretation
of the provisions of these Personnel Polices and Procedures.
3.4.2 When such a question or controversy arises, an attempt will be made by the
employee and his immediate supervisor to informally settle the issue. A question or
controversy which cannot be resolved informally may be processed as a grievance.
3.4.3 Each grievance will be processed in the following manner:
Step 1 Within ten (10) calendar days after the occurrence of the cause of complaint, the
employee involved will reduce his grievance to writing stating his reasons therefor and
-the relief requested and will present it to his department head, provided, however, that
if the aggrieved did not become aware of the occurrence until a later date, then he must
initiate action within ten (10) calendar days following actual knowledge of such
occurrence. Within two (2) workdays after the grievance is received by the department
head, the department head will discuss the grievance with the employee involved and
their immediate supervisor and attempt to resolve it. If he wishes, the employee involved
may be accompanied at such meeting by a representative. Within two (2) workdays after
this meeting, the department head will state a decision in writing and provide a copy to
the employee.
Step 2 If the employee is not satisfied with the decision concerning his grievance made
by the department head, he may, within two (2) workdays of his receipt of such decision,
forward his grievance to the City Administrator. The City Administrator will schedule
a hearing on the grievance within five (5) workdays of its receipt by him and will notify
the employee and the department head of the time and place of .hearing. Within three
(3) workdays following such hearing, the City Administrator shall state a decision in
writing and provide a copy to the employee.
Step 3 If the employee is not satisfied with the disposition of his grievance by the City
Administrator, he may request, within five (5) workdays upon receipt of said decision,
that the question be brought before the City Council at executive session. The City
Administrator, upon receipt of such request, shall cause said matter to be placed upon
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the agenda of the next executive session of the City Council of the City of Central Point;
and notice of the time and place of said session shall be provided to the employee. The
employee, the department head. and any other .interested persons shall. be given the
opportunity to be heard at the time of the said executive session, provided, however, that
witnesses may be required to remain outside of the executive session, except for the time
that they are actually testifying in regard to the grievance. The City Council shall then
render a decision within ten (10) days of the. date of said executive session; and unless
said decision is rendered at the time of the executive session and in the presence of the
employee, said decision shall be in writing and a copy thereof shall be provided to` the
employee.'- The decision of the City Council shall be final.
3.4.4 If the grievance procedures are not initiated within the time limits established
by this section, the grievance shall be considered not to have existed.
3.4.5 Any grievance not taken to the next step,.of the grievance procedure shall be
considered settled on the basis of the last reply-made and received in accordance with the
provisions of this section.
3.4.6 If the City fails to meet or answer any grievance within the time limits
prescribed -for such action by this section, such grievance shall automatically -advance to
the next step. If the City fails to meet or answer any grievance on the last step of the
grievance. procedure within the time limits prescribed for such action by this section, it
shall be deemed that-the City has considered the grievance to be in favor of the grievant
and shall resolve the matter accordingly.
3.4.7 The time limits prescribed in this section for the initiation. and completion of
he-steps of the grievance procedure may be extended by mutual- consent of the ,parties
so involved. Likewise, any step in the grievance procedure may be eliminated by mutual
consent. Mutual consent shall be indicated in writing and shall be signed by all parties
involved.
3.4.8 No employee shall be disciplined or discriminated.against inany way because
of the employee's proper use of the grievance procedure.
Section 3.5 RESIGNATION
3.5.1 To resign in good standing, an employee shall give the appointing power not
less than fourteen (14) calendar days prior notice of such .resignation, unless the
appointing. power agreed to permit a shorter period of notice because of extenuating
circumstances. The notice of resignation shall be in writing and shall contain the reasons
for leaving the City service. '
3.5.2 Failure to comply with this section shall be entered in the employee's service
record and may be cause of denying future employment by the City.
Section 3.6 RE-EMPLOYMENT
3.6.1 Employees with a satisfactory record of service who resign their positions
(in accordance with the ,provisions of this resolution for resignation from the City
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service) may, on their written request, withdraw such resignation within thirty (30) days
from the effective date thereof and be considered for re-employment in the same or
comparable classification to the one resigned.
Section 3.7 COST CONSCIOUSNESS
3.7.1 Employees shall practice every economy possible in the discharge of their
duties.
3.7.2 Employees are encouraged to recommend to their supervisors work
procedures which will result in a cost saving or improved service to the public.
Section 3.8 SAFETY
3.8.1 The City Administrator shall be responsible for the development and
maintenance of a safety program. Such program shalt include safety regulations and
discipline controls.
3.8.2 Department heads, supervisors and employees shall guard the safety of
themselves, fellow employees and the public.
3.8.3 When accidents occur on City property, the employee shall contact his
supervisor immediately; and the supervisor shall complete a City accident report form.
In case of a motor vehicle accident, the Police Department shall also be notified
immediately.
3.8.4 The City Administrator shall be notified of all accidents involving City
employees and City equipment as soon as possible and not later than the next workday.
Section 3.9 LEGAL LIABILITY
3.9.1 Employees shall abide by all laws and regulations which govern the
performance of their duties, and shall perform their duties as reasonable, prudent
persons. Employees who are reasonably cautious and prudent in the performance of their
duties are not negligent and, therefore, neither legally nor morally liable for accidents
or injuries which may occur.
3.9.2 If an employee is negligent in the performance of duties and responsibilities,
and if an accident results from such negligent performance of duties and responsibilities,
the employee may be held personally and legally liable.
Section 3.10 EQUIPMENT
3.10.1 Equipment and vehicles owned by the City of Central Point shall be used
only for the City's business except as provided elsewhere herein.
3.10.2 The City Administrator, Fire Chief, Public Works Director, Police Chief or
any individual duly authorized by the City Administrator or department head may use a
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City vehicle for City business and limited personal use including taking a City vehicle
home. In no event shall an employee or officer of the City allow unauthorized persons
to use, borrow or rent a City vehicle. Each City employee shall comply with all laws
and ordinances regarding the operation of City vehicles and shall be personally
responsible for .any penalties or damages incurred while driving a City vehicle if the
employee is found to be negligent in his action.
Section 3.11 EXIT INTERVIEW
3.11.1 Employees shall return all City property in their possession or control at the
time of leaving employment of the City and shall complete Health Plan Continuation
(COBRA) form. This includes keys, tools, equipment, handbooks, or manuals they have
received.
3.11.2 The department head may schedule an exit interview with the City
Administrator or his/her designee and each employee who leaves the City, regardless of
the reason. This interview allows employees to communicate -their views on their work
with the City and the job requirements, operations, and training needs.
ARTICLE 4 -CLASSIFICATION PLAN
Section 4.1 POSITION CLASSIFICATION PLAN
4.1.1 Preparation of Plan. The City Administrator shall record the duties and
responsibilities of each employee position in the City, and, after consulting with the
department heads, shall recommend a classification plan for each position. When
approved by the Ciry Council, the plan shall be known as the "Classification Plan". It
shall establish titles for each class and specify training, experience and other
qualifications necessary and desirable for successful performance of the duties of
employee positions in each class, and specify the relationship between positions and
classes. The Classification- Plan shall be developed and maintained so that each position
substantially similar with respect to duties, responsibilities, authority and character of
work is included within the same class. The City Administrator may include operational
procedures for each department as a part of the Classification Plan. The Classification
Plan shall be readily available for inspection by employees, prospective job applicants
and the general public. The plan may be amended and revised from time to time as the
Council deems appropriate with an updated version of the same to be maintained at all
times by the City Administrator.
4.1.2 Positions. No new positions shall be created nor shall any person be
employed to fill a new position until the Classification Plan provides for a specific
position and the City Council authorizes employment of an individual to fill the position.
4.,1.3 Compensation. Compensation of employees so classified shall be in
accordance with the City budget for the City of Central Point.
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4.1.4 The classification of positions for the purpose of. this .document shall be as
contained in the official Book of Class Specification. The official Book of Class
Specification shall be maintained by the City Administrator. -
(a) The classification of positions may hereinafter be amended by the addition, division,
consolidation or abolishment of classes on the recommendation of the City Administrator
and the adoption by the City Council.
4.1.5 Each position shall be allocated to its appropriate .class on the basis of duties
and responsibilities. The present allocation of positions may hereafter be changed by the
City Administrator provided the proposed change conforms with this. resolution.
Section 4.2 TITLES AND SPECIFICATIONS
4.2.1 The position classification plan shall include for each position (or class of
positions, as the case may be) a descriptive title, a general statement of duties and
responsibilities, typical examples of work, and a general.. description of any training,
experience or special qualities necessary for the job. These specifications are merely
descriptive and- explanatory of the work to be performed. They- may not .include all of
the duties related to the job and are not intended to replace detailed work assignments.
4.2.2 The descriptive title mentioned in Section 4.2.1 above shall be used in all
official personnel records and in all official personnel transactions, of the City. of Central
Point.
Section 4.3 RECLASSIFICATION
4.3.1 Positions may be reclassified whenever the duties of the position change
materially, provided the reclassification can be accomplished within the limitations of the
current budget of the City.
4.3.2 - - ~ Reclassification of a position shall not be used to circumvent the effects of
disciplinary action or to avoid restrictions concerning compensations.
Section 4.4 NEW POSITIONS
4.4.1 The City Administrator shall be. responsible for keeping the classification
plan current through periodic studies of the positions within the City service.
4.4.2 No position or class shall carry an official title which has not been approved
by the Common Council as being appropriate to the duties performed.
4.4.3 The. Common Council may create new positions and allocate the positions
to an appropriate class.
4.4.4 In the event a vacancy occurs in any position or -,class created by this
resolution, the City Administrator may fill the vacancy from qualified persons in the Ciry
employ, but if no persons in the City employ are qualified, then he may fill such position
by persons outside the City employ.
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-;:~ : ;,'
ARTICLE 5 -PAY PLAN AND COMPENSATION
Section 5.1 PAY PLAN
5.1.1 The City Administrator shall prepare . a compensation plan which shall
prescribe a minimum, a maximum and any intermediate rates of pay appropriate for each
class.
5.1.2 The rate or range for each class shall equitably reflect the difference in duties
and responsibilities and shall be treated to compensation for. comparable positions in other
places of public and private employment within the same job market.
5.1.3 The salaries or rates of compensation prescribed are fixed on the basis of
full-time service in full-time positions unless otherwise designated.
5.1.4 The rates of pay prescribed shall be deemed to include pay in every form,
except for necessary expenses authorized and incurred incident to employment, or except
as herein provided.
5.1.5 The letters A, B, C, D, and E, respectively, denote the various steps in the
pay range. The entrance step shall be A, except as provided in Section 5.1.10.
Advancement to the B step shall be made upon successful completion of a trial service
period of not less than six (6) consecutive months; provided, however, that all personnel
assigned to the Police Department and the Public Safety Department, Fire Division, aze
required to complete a twelve (12) month trial service period. Such advancement shall
also require the written recommendation of the department head and approval of the City
Administrator. Thereafter, advancement to the higher salary range steps shall be made
following the completion of a yeaz of service in the lower step of the range on the basis
of a written recommendation by the department head and upon the City Administrator's
approval. All placement and adjustments of steps will be done on an anniversary date
or the first date of the month.
5.1.6 Where a salary range for a given class .or for several classes is revised
upward or downward, the incumbents of the positions in the classes affected shall have
their existing salary adjusted to the same relative step in the new salary range.
5.1.7 The five-step schematic schedule of salary ranges and steps listed as Table
I and Table II constitutes the compensation plan applicable to all classes of positions
included in this resolution.
5.1.8 All salaries prescribed are monthly rates. For purposes of overtime
payments and in those positions where it is more appropriate to pay upon hourly or daily
rates, the monthly rates shown in Table I and Table II will be converted to hourly rates
by the division of the monthly rate fora 40-hour workweek by a factor of 173.33 and
!` - fora 56-hour workweek by a factor of 243.33.
. 4.
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5.1.9 No person shall be hereafter employed in or appointed to any position
requiring full-time or part-time service, and .which position is included in the
classification plan and for which a class specification exists, unless said,person possesses,
in full, the desirable qualifications for employment, special qualifications, and experience
and training prescribed for that class; provided, however, if qualified, acceptible persons
cannot be recruited, the City Administrator shall authorize the appointment of persons
having less than the desirable qualifications.
5.1.10 In the event an employee entering upon City employment is found to possess
extraordinary qualifications for a position through former training and/or experience, the
City Administrator may authorize the employment at any step of the appropriate salary
range above Step "A" . In such event, the employee shall serve a trial service period but
he shall not succeed to the next higher step in the pay range until he has completed one
(1) continuous year of service in the step at which he entered, and upon written
recommendation of the. department head for the ,City Administrator's approval, as
provided in Section 5.1.5 hereof, provided, that department heads may at any time be
advanced to a step other than the next succeeding step upon recommendation
of the City Administrator and concurrence by the City Council; and provided further that
in the event the City Administrator fails or refuses to make such recommendation, the
Council may, by fifths (4/S) vote, advance such department head to a step other than
such next succeeding step.
5.1. l l Fire Department Volunteers and Police Reserve Officers, upon becoming a
full time position will enter the job classification at the rate of starting scale and not
necessarily with the classification they enjoyed as a Reserve Officer or as a Fire
Department Volunteer. However, consideration may be given by the City Administrator
for time credited to the Volunteer or Reserve for past service.
5.1.12 Part-time personnel shall be eligible for advancement to the
next step (B, C, D or E) in the pay range upon the completion of: the number of hours
of service equivalent to a full-time position.
Section 5.2 ANALYSIS OF PAY PLAN
5.2.1. At least once each fiscal year, the City Administrator shall compare the
current City salary rates, compensation policies and personnel developments with
those of other public and private employers within the same job market. Changes in the
cost of living and employee discussions regarding salary and benefits shall,_also be
considered.
5.2.2 The City Administrator shall then examine the'salary range for each class of
position to ascertain whether current minimum and .maximum salaries should be
maintained, increased or decreased during the succeeding ;fiscal
year, and, upon the basis of this analysis, shall-submit recommendations for amending
the pay plan to the Common Council.
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5.2.3 Upon receipt of the City Administrator's report and, if in the judgment of
the Council it is deemed feasible and advisable, the Council shall by resolution adjust the
salaries and rates of compensation and benefits for all City officers and employees.
5.2.4 In addition to the adjustment procedure to be conducted annually as set forth
herein,. the Council, -upon the City Administrator's recommendation, may from time to
time effect such other adjustments to the salaries or compensation paid to City officers
and employees in the City service as the Council may by resolution determine.
Section 5.3 APPOINTEE COMPENSATION
5.3.1 Upon initial appointment to a position,:.;the employee shall receive the
minimum salary for the class to which the position is allocated.
5.3.2 However, in the cases when unusual difficulty in filling the vacancy is
experienced, or when the appointee is exceptionally qualified, the City Administrator
may cause the appointment to be made at a salary level above the minimum, but not
more than the maximum, for the class.
5.3.3 An employee who due to the lack of qualification or experience may
temporarily unde~ll a position at a salary less than that for the class.
Section 5.4 PAY DAY
5.4.1 Normally, employees shall be paid on the fifth calendar day of each month.
If the fifth calendar day of the month falls on a Saturday, Sunday or a holiday,
employees shall be paid on the last working day preceding the fifth calendar day of the
month.
5.4.2 An employee may elect to receive a partial payment. for the first fifteen (15)
days of the month. The maximum partial payment an employee may receive shall not
exceed thirty percent (30%) of the employee's gross monthly earnings. An employee,
including temporary positions, shall be limited to one partial payment in each thirty (30)
day period.
Section 5.5 OVERTIME
5.5.1 Department heads and supervisors shall assign to each employee regular work
duties and responsibilities which can normally be accomplished within the established
workday and workweek. Employees shall not work overtime .without prior written
approval from a supervisor.
5.5.2 When employees are required to work overtime, department heads may
authorize compensatory time off or overtime pay which sliall be one and one-half (1'h)
tunes the employee's regular hourly rate of pay. Whenever possible, department heads
shall schedule time off within a workday, workweek or work period to maintain
scheduled work hours. In situations in which compensatory time is allowable under this
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section, the determination as to whether to make cash payment or grant compensatory
time off shall rest with the department head who shall give due consideration to the
desires of the employee, to budgetary controls and'to the provisions of Section.5.5.3 of
these policies.
5.5.3 Compensatory time accumulation shall not exceed one workday. Once this
maximum accumulation has been reached, all overtime compensation earned by the
employee shall be scheduled off at the earliest possible time by the department head who
shall give due consideration to the desires of the employee.
5.5.4 For some positions, overtime is considered part of the. job responsibility and,
therefore, does not justify overtime compensation. Compensation for overtime shall not
be granted to the following positions:
(a) City Administrator
(b) Administrative staff
(c) Police Lieutenant
(d) Executive, administrative and professional personnel as defined by the Federal Fair
Labor Standards Act.
5.5.5 The City Administrator may grant time off with pay for positions described
in Section 5.5.4 due to unusual circumstances such. as extra hours worked on specially
requested projects and meetings attended outside .the normal position description.
Section 5.6 PAYMENT UPON CLASSIFICATION CHANGE
5.6.1 When an employee's salary is changed due to demotion or promotion, all
accrued salary and overtime pay shall be converted to cash at the rate earned: In the
case of accumulated compensatory time, the employee may- request. to have a cash
payment or have the hours compensatory time at the rate earned. The determination to
grant cash compensation or compensatory time off shall rest with the department head,
who shall give due considerationto the desires of the employee, to budgetary controls
and to the provisions of Section 5.5.3 of this resolution.
5.6.2 In case of the promotion of any employee in the City service, either from
within the same department or from another department, to a position in a .class with a
higher salary range; such employee shall be entitled to receive the rate of compensation
in the entrance step of the class to which he has been promoted, provided that in the
event such employee possesses extraordinary qualifications. through long tenure and
previous experience in his department, the City Administrator may authorize the
promotion of such employee to be at any step other than such entrance step. In cases
where the salary ranges overlap, and the promotion is for an employee within the same.
.department, promotion may be effected at an .increase adjusted to the nearest step, but
not to exceed five percent (5 %).
5.6.3 In the case of the demotion of any: employee in the City service to a class
with a lower salary range, such employee shall be,entitled,to retain the salary step in the
lower range corresponding to that which he was receiving in the higher class before such
demotion; in such cases, the employee shall retain his last hire anniversary date.
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5:6.4 In the case of the transfer of any employee from one position to another in
the same class, or to another class to which the same salary range is applicable, the
employee shall remain in the same salary step and shall retain his last hire anniversary
date.
5.6.5 Whenever an employee accepts work under a different class of position or
in exempt series in the City service, the character and nature of which work is similar
and the responsibilities are equal or superior to the "°work such employee has been
performing, and later returns to his former position, his term of employment under such
different class of position shall apply on and be added to his term of service in the
former class upon his return to same, provided his remployment in the City service has
been continuous from the date on which the employee accepts work in such different
class.
Section 5.7 PART-TIME EMPLOYMENT
5.7.1 Except as otherwise provided herein, a daily work schedule less than the
number of hours of full-time employment shall be considered part-time service and the
actual compensation therefor shall be determined by the relation that the actual number
of hours of service bears to the number of hours required in full-time employment in
each class of position.
Section 5.8 GOVERNMENT-FUNDED PROGRAMS
5:8.1 Employees funded through government programs shall be assigned a class
specification and appropriate salary ranges. Benefits for vacation, holidays, SAIF,
unemployment insurance, social security and health insurance may be provided.
Benefits such as PERS and life insurance will not be provided.
ARTICLE 6 -FRINGE BENEFITS
Section 6.1 HOLIDAYS AND LEAVE IN LIEU OF HOLIDAYS
6.1.1 In lieu of holiday time off work with„pay, Fire Department employees,
except on-call employees, `working 24-hour shifts shall accrue one (1) shift of paid
holiday leave for every two (2) calendar months worked, and clerk dispatchers and
sergeants shall accrue one (1) day of paid holiday leave for every one (1) month worked.
Such accrual shall continue during paid leave. Requests for holiday leave shall be
approved by Department Head with consideration given to the desires of the employee
and Department work requirements. Holiday leave shall be taken within one year
following the month in which it accrues. If such holiday leave is not taken within such
time, it shall be forfeited and no reimbursement shall be allowed unless prior approval
by the City Administrator is received to carry forward the holiday leave.
6.1.2 -Full-time employees of the City, except those covered in Section 6.1.1, shall
be entitled to time off for the holidays listed below with pay. Temporary, temporary
part-time and on-call positions shall not receive such pay. Part-time positions shall be
entitled to time off for the holidays listed below with pay shall be compensated in
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proportion to the number of .hours' per month they are normally scheduled to work,
compared to the standard hours per .month as defined in. Section 5.1.8, regardless of
whether or not the part-time position is scheduled to work on the holiday.
(a) New Year's Day, January 1
(b) President's Day, third Monday in February
(c) Memorial Day, last Monday in May
(d) Independence.Day, July 4
(e) Labor Day, first Monday in September
(f) Veterans' Day, November 11
(g) Thanksgiving Day, fourth Thursday in November
(h) Day after Thanksgiving Day
(i) Christmas Day, December 25
(j) Day before Christmas or the day before New Year's
Day, December 24 or December 31
(k) Two floating holidays
6.1.3 If any holiday in Section 6.1.2 falls on a Sunday, the following Monday shall
be given as a holiday unless Monday is already a holiday, then the preceding Friday shall
be given as a holiday. If any such holiday falls on a Saturday, the preceding Friday shall
be given as a holiday unless Friday is already a holiday, then the following Monday shall
be given as a holiday.
6.1.4 Floating holidays in Section 6.1.2 shall be accrued on January 1 and July 1
{one day each) of each year for all employees currently employed as of those dates. The
holiday shall not. be taken less than one day at a time and must be used in the calendar
year accrued. Floating holidays shall not be paid upon termination of employment but
may be allowed to be taken between the notice of termination and last day of work at the
option of the Ciry. Days are to be scheduled by department heads with consideration
given to employee requests.
6.1.5 An employee who works on a recognized holiday as part of his regular work
week shall be allowed equal compensating time off.
6.1.6 Holidays in section 6..1.2 which occur during vacation or sick leave,shall not
be charged against such leave.
Section 6.2 VACATION TIME
6.2.1 Employees working shifts with less than five (5) years of continuous service
shall accrue five. (5) shifts per year vacation leave: with.pay. Employees with more than
five (5) years, but less than ten (10) years continuous service shall accrue seven (7) shifts
per year vacation leave with pay. Employees with ten (10) or more years, but less than
fifteen (15) years. of continuous service shall accrue nine; (9) shifts of vacation leave.
Employees with fifteen (15) years or more of continuous service- shall accrue annual
vacation leave with pay at the rate of twelve (12) shifts per year:.
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6.2.2 Employees with less than five (5) years of continuous service shall accrue
annual vacation leave with pay at the rate of ten (10) days per year. Employees with five
(5) or more years, but less than ten (10) years of continuous service shall accrue annual
vacation leave with pay at the rate of fifteen (15) days per year. Employees with ten
(10) or more years, but less than fifteen (15) years of continuous service shall accrue
annual vacation leave with pay at the rate of (20) days per year. Employees with fifteen
(15) years or more of continuous service shall accrue annual vacation leave with pay~~at
he rate of -twenty-five (25) days per each year.
6.2.2.5 Department heads with less than two and one-half (21/z) years of continuous
service shall accrue annual vacation leave with pay at the rate of ten (10) days per year.
Department heads with two and one-half (2'h) or more years, but less than seven and
one-half (7'fi) years of continuous service shall accrue annual vacation leave with pay at
the rate of fifteen (15) days per year. Department heads with seven and one-half (7'fi)
or more years, but less than twelve and one-half(121/z) years of continuous service shall
accrue annual vacation leave with pay at the rate of twenty (20) days per year.
Department heads with twelve and one-half (12'/x) years or more of continuous service
shall accrue annual vacation leave with pay at the rate of twenty-five (25) days per year.
6.2.3 Vacation leave taken shall be earned in the preceding calendar year or
portion thereof in the case of new employees.
6.2.4 Employees shall not be eligible for vacation leave during their trial service
period although vacation leave shall be accrued.
6.2.5 Annual vacation leave shall accrue on a calendar date basis. To initiate such
procedure, prorated vacation shall be determined by the length of time from the
employee's anniversary: date to the following January 1.
6.2.6 Vacation leave shall be taken in the. year immediately following the calendar
year in which it is earned. If vacation time is not taken in the subsequent calendar year
after it is earned, it shall be considered lost and no reimbursement will be allowed unless
prior approval by the City Administrator is received to carry over the vacation.
6.2.7 Vacation accrual shall continue when an employee is absent due to sickness
or job-related accident and has status of an employee.
6.2.8 Vacation time-off shall be requested when possible two (2) weeks in advance
of the time requested with City work schedules determining whether or not the time off
can be allowed.
6.2.9 Part-time positions shall earn an accumulation of vacation days in any one
(1) year by direct proportion to the number of hours worked compared with the number
C/ ~ of hours worked by a full-time position irn a similar position.
6.2.10 Vacation preference. When more than one (1) employee desires the same
vacation period and only one"can be allowed to take it, preference will be given to the
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employee with a higher classification. If the classification is the, same then preference,
will be given to the employee with the longer period of continuous service.
6.2.11 Unused earned vacation. Upon termination of employment, an employee
shall be paid for all unused earned .vacation. Accrued vacation shall be paid at the
current salary rate, calculated to the day of termination.
6.2.12 Department heads shall schedule vacations for their -respective employees
with due consideration for the desires of the employees and'the work requirements facing
the department. Vacation schedules may be amended to allow the department to meet
emergency situations.
6.2.13 Vacation leave shall not. be used in blocks of less than five (5) days without
department head approval. ; .
6.2.14 During a calendar year in which an employee is eligible for .accrual of
vacation at a different rate, a prorated vacation .will be computed for that year; from
January 1 to the anniversary date at the old rate and from the anniversary date to the next
January 1 at the new rate.
6.2.15 If a person in agovernment-funded position is hired by the City in a full-time
position in the same classification and maintains continuous:service from the government-
funded position, the employee may use their anniversary date of the government-funded
position for computing vacation~accrual rates.
Section 6.3 SICK LEAVE
6.3:1 Sick leave shall be earned by each ..full-time position of the rate of one (1)
workday for each full calendar month of continuous service with the exception of Fire
Department employees working a twenty seven (27) day work period who shall earn sick
leave at a rate of twelve (12) hours for each full calendar month of continuous service.
Sick leave may be accumulated to a total of not more than nine hundred sixty (960) hours
for all eligible employees with the exception of Fire Department employees working a
twenty seven (27) day work period who may accumulate sick leave to a total of one
thousand four hundred, ~ forty four (1440) hours.
6.3.2 Employees may utilize their allowance of sick leave when unable to perform
their work duties by reasons of illness or injury, necessary for medical or dental care,
exposure to contagious disease under circumstances by which the health of the employees
with whom associated or member of the public necessarily dealt with would be
endangered by attendance of the employee.
6.3.3 Sick leave shall be charged in one quarter ('/a) hour increments.
6.3.4 Abuse of the sick leave privilege shall be cause for dismissal. An employee
who is unable to report to work because of any of the reasons set forth in Sections 6:3.2
or 6.3.8 shall report the reason for his absence to his supervisor within four (4) hours
from the time he is expected to report to work. Sick weavewith pay shall not be allowed
unless such report has been made: Sick leave with pay in excess of three (3) working
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days shall be allowed only after presenting a written statement from a physician
certifying that the employee's condition or the condition of the employee's immediate
family member prevented him from appearing for work, or the department head has
personal knowledge of the circumstances.
6.3.5 Unused sick leave shall not be compensated for in any way at the time of
resignation or dismissal of an employee.
6.3.6 Sick leave shall not accrue during any period of leave of absence without
pay; however, an employee who is re-employed after lay-off or an expiration of leave
without pay within a period of thirty (30) days shall have sick leave credits during the
previous employment restored.
6.3.7 Accrued sick leave shall not be applied to a parental leave of absence
request. Sick leave may be requested by pregnant employees for prenatal care or when
the employee is unable to perform her work duties as defined in this section.
6:3.8 Employees may use sick leave where there is an unexpected or serious illness
in their immediate family in order to make arrangements for or provide initial assistance
to the ill immediate family member. Use of such sick leave. shall be limited to sixteen
(16) hours in any one fiscal year; however, if the family illness or injury involves
hospitalization or if a physician certifies that the employee's absence from work is
necessary, the sixteen (16)-hour limit shall not apply.
6.3.9 Employees may utilize any unused sick leave accrual upon retirement in
accordance with benefits provided for in PERS.
Section 6.4 PARENTAL LEAVE
6.4.1 Parental leave of absence may be requested as follows:
(a) upon the birth of the employee's infant or upon taking physical custody of a newly
adopted child under 12 years of age.
(b) a parental leave of absence period shall be a maximum of 12 weeks subject to the
restrictions contained in 6.3.7 (c). The employee shall have the option to apply any
accrued vacation leave, holidays, and compensatory time to the parental leave period.
(c) for purposes of application of ORS 659.360, an employee shall provide at least 30
days written notice of a parental leave of absence request. The city shall be provided the
opportunity to review any parental leave request approved by the spouse's employer.
This information shall provide the basis for determining the employee's parental leave
period.
(d) Upon depletion of accrued vacation leave, holidays, and compensatory time, the
'! employee may be granted a leave of absence without pay. A leave of absence without
pay shall be subject to the procedures and conditions as set in Section 2.10.
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Section 6.5 LEAVE OF ABSENCE WITH PAY
6.5.1 Employees.may request leave of absence with pay for the purposes specified
in this section. Each request shall be judged by the appointing power on its merits and
on the basis of the guidelines provided in this section.
6.5.2 Compassionate leave. In the event of a death in the employee's immediate
family, an employee may be granted leave of absence with pay not to exceed three (3)
calendar days and to be deducted from sick leave accrued. An extension of this time
may be granted by the City Administrator.
6.5.3 Funeral participation. When an employee serves as a pallbearer, or in some
other way participates in a funeral ceremony, the employee may be granted a reasonable
time off -with pay to perform such duty not to exceed four (4) hours. An extension of
this time may be granted by the City Administrator.
6.5.4 Witness or jury duty. When an employee is called for jury duty, compelled
to testify as a witness on official City business, or upon approval of the City
Administrator:
(a) He shall not suffer any loss of his regular compensation for the performance of such
duty; however, he shall be required to transfer to the City any compensation received,
except mileage and meal expense, for the performance of such duty to the City. Time
not worked because of such duty shall not affect vacation or sick leave accrued.
(b) Part-time positions called for services above shall be paid for such time, but only to
the extent that their earnings for such month, plus the amount received for such service
shall be less than their earnings for the previous full month.
(c) Reimburse monies received for duty.
6.5.5 Voting. When an employee's work schedule is such that he would not be
able to vote prior to or after his normally scheduled working hours, he shall be granted
a reasonable time off duty to vote without loss of pay, accrued vacation or sick leave.
6.5.6 Military leave. An employee who has successfully completed 6 full months
of employment, and who is a member of the National Guard or a reserve component of
the Armed Forces shall be entitled, upon application, to a leave of absence from City
service for a period not exceeding fifteen (15) calendar days in anyone (1) calendar year.
Such leave shall be granted without loss of time, -pay qr other leave, .and without
impairment of merit ratings or other rights or benefits to which he is entitled; however,
the employee shall be required to transfer any compensation he receives for the
performance of such duty to the City. Such pay shall be granted only when an employee
receives bona fide orders to temporary active or training duty, and shall not be. paid if
the employee does not return to his position immediately following the expiration of the
period for which he was ordered to duty.
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6.5.7 Conferences and conventions. Decisions concerning attendance at
conferences, conventions or other meetings at City expense shall be made by the
department head with the approval of the City Administrator. Permission shall be
granted on the basis of an employee's participation in or the direct
relation of his work to the subject matter of the meeting. Members of professional
societies may be permitted to attend meetings of their society when such attendance is
considered to be in the best interest of the City.
Section 6.6 EDUCATIONAL OPPORTUNITIES
6.6.1" The City will reimburse an employee for fifty percent (50%) of the amount
of tuition for courses directly related to the employee's work offered at an acceptable
educational institution and conducted outside the employee's regular working hours,
provided that
(a) Funds for such expenditures are available in the current budget;
(b) The employee has made application for approval of the course and tuition
reimbursement to his department head at least ten (10) days prior to the registration for
such course;
(c) The employee submits evidence of satisfactory completion of the course with a C or
better passing grade;
(d) `The employee is not receiving reimbursement for tuition from any other source;
(e) Department head must approve and determine a benefit derived to the City.
6.6.2 Courses which are only offered during regular working hours may be
approved by the department head provided time off can be arranged conveniently and
reasonable arrangements can be made to make up time off and approved by the
department head.
6.6.3 The City shall allow time off with pay and shall reimburse an employee for
the expenses of attending classes, lectures, conferences or conventions when attendance
is on an assignment basis with prior approval of the employee's department head.
6.6.4 Normally, the cost of textbooks and technical publications required for such
courses shall be the responsibility of the employee. If the City purchases any of the
textbooks and publications, they shall become the property° of the City.
Section 6.7 RETIREMENT
6.7.1 After six (6) months of employment, employees working more than six
hundred (600) hours per year are required to participate in the Public Employees
Retirement System.'The employees contribution-is paid by the City for all compensation
earned after June 30, 1981.
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Section 6.8 RETIREMENT AGE
6.8.1 The retirement age for employees is seventy (70) years unless an earlier age
is required by designated department standards.
6.8.2 At the end of the month in which an employee reaches retirement age, the
employee shall automatically terminate his. service with the City. However, the
appointing power may grant, an extension of the retirement on a year-to-year basis when
it is in the interest of the City to do so.
Section 6.9 SOCIAL SECURITY
6.9.1 The City shall match-the employee's contribution in the Social Security Plan.
Section 6.10 INDUSTRIAL ACCIDENTS
6.10.1 All employees shall be covered under a Workers Compensation Insurance
Plan as required by state statute and regulation for industrial accidents and disease.
6.10.2 An employee who. is unable to perform any duties due to a compensable job
injury who is being compensated by the City's workers compensation carrier, may
continue receiving fringe benefits defined in these policies which otherwise 'would be
available to the employee for a period of thirty (30) days or a period' not to exceed the
total sick leave time accumulated by the, employee whichever is greater, unless an
extension is granted by the City Administrator. ..
6.10.3 Sick leave will not be used in a lost-time accident to make up the difference
in pay between Workers Compensation and the gross paycheck. Accumulated sick leave
may be used for the first three (3) days of a lost-time accident when the employee does
not receive compensation from a worker's compensation plan.
6.10.4 Trial service period, temporary, temporary part-time and seasonal positions
are not eligible for benefits provided in 6.10.2 or 6.10.3...
Section 6.11 MEDICAL AND HOSPITAL INSURANCE
6.11.1- The City shall pay the premium for..coverage ;under.. the League of Oregon
Cities EBS Insurance Trust Plan III covering the employee and 2 or more dependents for
all full time positions effective the first day of the month thirty (30) days after the date
of employment.
Section b.12 LIFE INSURANCE
6.12:1 Premium paid by the City on $10,000 term policy.
Section 6.13 DENTAL INSURANCE .
6.13.1 The City shall pay the premium for coverage .under the :League of Oregon
Cities EBS Insurance Trust Plan III covering the employee and 2 or more .dependents for
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all full time positions effective the first day of the month thirty (30) days after the date
of employment..
6.14 DISABILITY INSURANCE
6.14.1 Non-Union employees eligible for union members group insurance plans,
may participate in such plans at the employees expense.
Section 6.15 RESERVE POLICE OFFICERS
6.15.1 Reserve police officers of the Central Point Police Department shall not
receive certain of the benefits enjoyed by regularly appointed officers and employees of
the department. Reserve police officers are and shall be provided the rights, benefits and
privileges appertaining to the Oregon State Accident Insurance Fund (SAIF), and the
false arrest insurance coverage benefits provided regularly appointed officers and in
accordance with the laws, rules, and policies governing said insurance.
Section 6.16 FIRE DEPARTMENT UNIFORM ISSUE AND REPLACEMENT
=''' 6.16.1 When Fire Department personnel are initially appointed,they will be given
-an issue of uniform clothing as determined by the Fire Chief. It will be the employee's
responsibility to maintain his uniforms in an appropriate manner, thereby displaying an
acceptable appearance as a representative of the City of Central Point.
6.16.2 Replacement of worn or damaged Fire Department employee uniforms for
both paid and volunteer will be made at the discretion of the Fire Chief.
Section 6.17 PAY CHECK DEDUCTIONS
6.17.1 Additional classes of employee pay check deductions not specifically
authorized by this policy, may be authorized by the City Administrator.
Section 6.18 DEFERRED COMPENSATION
6.18.1 The City Administrator is hereby authorized to implement a deferred
compensation plan for contributions by City employees who choose to participate in such
a plan. All employees, with the exception of Union represented employees, shall be
eligible to participate in an I . R. S . approved Deferred Compensation Plan administrated
by the City. The plan is with Variable Annuity Life Insurance Company (VALIC) and
is voluntary. All contributions to the plan are by employees; the City does not contribute
to the plan. The City Administrator is hereby authorized to enter into any agreements
required to make such a plan available to City employees, and to administer the plan.
ARTICLE 7 -AFFIRMATIVE ACTION POLICY AND PROGRAM
Section 7.1 STATEMENT OF POLICY
7.1.1 It is the policy of the City of Central Point to provide equal employment
opportunities for all persons from all segments of the population without discrimination
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as to race, color, religion, national origin, sex, or handicaps. Central Point's policy is
a positive one and consistent with State Executive Order EO-72-7, State Civil Rights Law
of 1964, the Civil Rights Act of 1972, the Federal Age Discrimination Act and Federal
Executive Orders 11246 and 11375 relating to discrimination.
7.1.2 Central Point is cognizant that mere- passive prohibition of discriminatory
practices is not- enough to effectuate the principal of equal employment opportunity.
Affirmative and direct action is required to create an atmosphere of non-discrimination.
Thus, Central Point accepts its legal and .moral responsibilities for aggressive
recruitment, training and upward mobility of all its staff.
7.1.3 The City of Central Point, in order to carry out~its positive affirmative action
policy, adopts and sets forth the following affirmative action: program.
Section 7.2 GOALS
7.2.1 To improve employment opportunities for minority group persons, women
and the handicapped.
7.2.2 To provide positive information about equal opportunity affirmative action
to the present staff and- encourage and promote employee practice consistent with Central
Point's affirmative action policy'.
7.2.3 To ensure that all public announcements of employment opportunities at the
City of Central Point include a communication of equal employment opportunity.
7.2.4 To achieve and maintain, at the very least, proportional employment for
minority group persons, women and the handicapped in the Central Point organization
as vacancies occur.
Section 7.3 RECRUITMENT AND SELECTION
7.3.1 The- City of Central: Point encourages qualified minority group persons,
women and the handicapped to apply for employment.
7.3.2 All position-listings will comply with State and Federal regulations and
guidelines. Position listings will be posted on the bulletin boards in City Hall.
7.3:3 Present employees, particularly minorities and women, will be encouraged
to refer qualified persons for vacant positions when they occur.
7.3.4 All recruitment announcements and advertisements will include a brief
statement about the City of Central Point equal employment opportunity policy.
Section 7.4 EMPLOYMENT FORMS AND CLASSIFICATION SYSTEMS
7.4.1 Central Point's employment forms will be revised to ensure that only needed
information is secured: An attempt is made to provide a career •ladder of promotional
opportunities where possible.
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Section 7,5 PROMOTIONS
7..5.1 Promotions should come from within; however, the option of hiring from the
outside will be pursued in conformity with affirmative action needs and the availability
of qualified persons.
Section 7.6 RATE OF PAY -COMPENSATION
7.6.1 Discriminatory practices as they apply to race, color, sex, religion, national
origin, or handicaps are not factors in determining compensation.
Section 7.7 RESPONSIBILITY FOR PROGRAM
7.7.1 The City Administrator of the City of Central Point is the chief Affirmative
Action Officer. The City Administrator may designate a responsible and interested
person to serve in the role.
Section 7.8 EMPLOYMENT GOALS
7.8.1 City of Central Point employment in total numbers is expected to remain the
same or decrease in the near future. Because of this and because of the agency's low
attrition rate, no` numbers for distribution of hiring of minority group persons can be
made. This agency can only provide non-discriminatory hiring practices should any
vacancy occur.
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CITY OF CENTRAL POINT, OREGON
POSITION CLASSIFICATION PAY PLAN
EFFECTIVE JULY 1, 1993
CLASSIFICATION
FINANCE DIRECTOR
ACCOUNTING CLERK
MUNICIPAL COURT CLERK 4
AIR QUALITY TECHNICIAN `
PLANNING ADMINISTRATOR
TABLE I
AUTH RANGE STEP STEP STEP STEP
POS. NO. A B C D E
1 165 2,840 2,982 3,131 3,288
3 118 1,584 ` 1,663 1,746 1,833
1 117 1,564 ~ 1,642 1,724. 1,810
1 95 1,191 1,251 1,314 1,380
1 153 2,446 ; 2,568 2,696 2,831
m i
~i-~,
A'
STEP
3,452
1,925
1,901
1,449
2,973
SECRETARY 3 118 1,584 1,663 1,746 1,833 1,925
FIRE CHIEF 1 163 2,770 2,909 3,054 3,207 3,367
FIRE CAPTAIN 3 150 2,357 2,475 2,599 2,729 2,865
FIRE FIGHTER II 1 137 2,006 2,106 2,211 2,322 2,438
FIRE FIGHTER III 2 140 2,082 2,186 2,295 2,410 2,531
BUILDING INSPECTOR 1 149 2,328 .2,444 2,566 2,694 2,829
RELIEF FIRE FIGHTER' 8 120 1,624 1,705 1,790 1,880 1,974
POLICE CHIEF 1 170 3,022 3,173 3,332 3,499 3,674
POLICE LIEUTENANT 1 158 2,603 ~ 2,733 2,870 3,014 3,165
POLICE SERGEANT 1 152 2,416 2,537 2,664 2,797 2.,937
POLICE OFFICER 10 -- 1,967 2,070 2,177 2,280 .2,393
DISPATCHER/CLERK 6 -- 1,488 1,561 1,640 1,723 1,808
PUBLIC WORKS DIRECTOR 1 171 3,060 3,213 3,374 3,543 3,720
PUBLIC WORKS SUPERVISOR 1 144 2,188 2,297 .2,412 2,533 2,660
PUBLIC WORKS TECHNICIAN 1 136 1,981 2,080 2,184 2,293 2,408
,UTILITY LEAD 1 131 1,862 1,955 2,053 2,156 2,264
UTILITY II 1 125 1,728 1,814 1,905 2,000 2,100
UTILITY I 3 121 1,644 1,72b 1,812 1,903 1,998
STREET MAINT. WORKER z 2 107 1,382 1,451 1,524 1,600 1,680
UTILITY LABORER 2 2 91 1,133 1,190 1,250 1,313 1,379
PARK MAINT. WORKER Z 1 76 940 987 1,036 1,088 1,142
Fire Captain and Firefighter position classifications may be increased one (1) range for each~of the following
certifications received by the employee filling the position:
cd\QPRO\DATA*
WP TABLEI.DOC
;` ~,„ ,~,
' ~ ~ ~ Structural Inspector A-level
Structural Dwelling Construction Inspector
Mechanical Dwelling Construction Inspector
Dwelling ~ Construction Plans Examiners
I) Temporary Part-time positions
2) Temporary Positions
3) On-Call Positions, number of authorized positions determined by Department Head
4) Part-time position
cd\QPRO\DATA*
WP TABLEI.DOC
DP.AFTJJ
~~L-JJ
3.0% INCREASE
RANGE STEF
A
TABLE II
CITY OF CENTRAL FOINT
TABLE OF BASIC SALARY RANGES
STEF STEF
B ~=
STEF STEP
D E
71 884 928 974 1,023 1,074
72 895 94U 587 1,036 1,088
73 9U6 551 999 1,049 1,1U1
74 -917 963 1,011 1,062 1,115
75 928 974 1,U23 1,U74 1,128
76 940 587 1,036 1,088 1,142
77 952 1,UU0 1,USU 1,103 1,158
78 964 1,012 1,063 1,116 1,'172
79 976 1,025 1,076 1,130 1,187
80 988 1,037 1,089 1,143 1,200
81 1,000 1,050 1,103 1,158 1,21E
82 1,013 1,064 1,117 1,17 1,232
83 1,026 1,077 1,131 1,188 1,247
84 1,039 1,091 1,146 1,203 1,263
85 I, 052 1,105 1,160 1,218 1,279
86 1,065 1,118 1,174 1,233 1,295
87 1,078 1,132 1,189 1,248 1,310
88 1,091 1,146 1,203 1,263 1,326
89 1,105 1,160 1,218 1,279 1,343
90 1,119 1,175 1,234 1,296 1,361
91 1,13^a 1,190 1,250 1,313 1,379
92 1,147 1,204 1,264 1,327 1,393
93 1,161 1,219 1,28G 1,344 1,411
94 1,176 1,235 1,297 1,362 1,430
95 1,191 1,251 1,314 1,3801 1,449
96 1,206 1,266 1,329 1,395 1,465
97 1,221 1,282 1,346 1,413 1,484
98 1,236 1,298 1,363 1,431 1,503
99 1,251 1,314 1,380 1,449 1,521
100 1,267 1,330 1,357 1,467 1,540
101 1,283 1,347 1,414 1,485 1,559
1U2 1,299 1,364 1,432 1,544 1,579
103 1,315 1,381 1,450 1,523 1,599
104 1,331 1,398 1,468 1,541 1,618
105 1,348 1,415 1,48E 1,560 1,638
106 1,365 1,433 1,505 1,580 1,659
107 1,382 1,451 1,524 1,600 1,680
108 1,399 1,469 1,542 1,619 1,700
lU9 1,416 1,487 1,561 1,639 1,721
110 1,434 1,506 1,581 1,660 1,743
111 1,452 1,525 1,601 1,681 1,765
112 1,470 1,544 1,621 1,702 1,787
113 1,488 1,562 1,644 1,722 1,808
114 1,507 1,582 1,661 1,74 1,83.1
115 1,526 1,602 1,682 1,766 1,854
116 1,545 1,622 1,703 1,788 1,877
,,,`',;.
~:
' ~` `o`
.-` •~
DRAFT
2-~-'j,~
3.0% INCF'EASE
;. .,
RANGE STEF
A
TABLE II
CITY OF CENTRAL POINT
TABLE OF HASIC SALARY RANGES
STEF STEP STEP, STET
H C D E
117 1,564 1,642 1,724 1.,810 1,901
.118 1,584 1,663 1,746 1,833 1,925
119 1,604 1,684 1,768 1,856 1,949
120 1,624 1,705 1,790 1,881 1,974
121 1,644 1,726 1,812 1,903 1,998
122 1,665 1,748 1,835 1,927 2,023.
123 1,686 1,770 1,859 1,952 2,050
124 1,707 1,792 1,882 1,976 2,075
125 1,728 1,814 1,945 2,000 2,100
126 1,750 1,838 1,930 2,027 2,128
127 1,772 1,861 1,954 2,052 2,155
128 1,794 1,884 1,978 _2,077 2,181
129 1,816 1,907 2,002 2,102 2,207
130 1,839 1,931 2,028 2,129 2,235
131 1,862 1,955 2,053 2,156 2,264
132 1,885 1,979 2,078 2,182 2,291
133 1,909 2,.004 2,104 2,209 2,319
134 1,933 2,030 2,13E 2,239 2,351
135 1,957 2,055 2,158 2,,266 2,379
136 1,981 2,080 2,184 2,293 2,408
137 1,006 2,106 2,211 2,322 x,438
138 2,031 2,133 2,240 2,352 2,470
139 2,05E 2,159 2,267 2,380 2,499
140 2,082 2,.186 2,295 2,410. 2,531
141 2,108 2,213 2,324 2,440 2,562
142 2,134 2,241 2,353 2,471 2,595
143 2,161 2,269 2,382 2,501 2,626
144 2,188 2,297 2,412 2,53:, 2,660
145 2,215 2,326 2,442 2,564 2,692
146 2,243 ^c,355 2,473 2,597 2,727
147 2,271 2,385 2,504 2,629 2,760
148 2,2'39 2,414 2,535 2,662 2,795
149 2,328 2,444 2,566 2,694 2,829
150 2,357 2,475 ^c,599 2,729 2,865
151 2,386 2,505 2,63U 2,762 2,900
152 416
2 2,537 2,664 2,797 2,937
153 ,
2,446 2,568 2,696 2,831 2,973
154 2,477 2,601 2,731 2,868 3,411
155 2,508 2,633 2,765 2,903 3,048
156 2,539 2,E66 2,799 2,939 3,086
157 2,571 2,700 2,835 2,977 3,126
158 2,60:, 2,73J 2,870 3,014 3,165
159 2,636 2,768 2,906 3,051 3,204
160 2,669 2,802 2,542 3,089 3,243
161 2,702 2,837 2,979 3,128 3,284
161 2,736 2,873 3,017 3,168 3,326
..
.,
.~
DRAFT TAPLE II
2-2-9J
3.0% INCREASE CITY OF CENTRAL FOINT
TAELE OF EASIC SALARY RANGES
RANGE STEF STEP STEF STEF' STEP
A g C D E
163 2,770 2,909 3,054 3,207 3,367
164 2,805 2,945 3,09 3,247 3,409
165 2,840 2,582 3,131 3,288 3,452
166 2,876 3,020 3,171 3,33? 3,497
167 2,912 3,058 aJ,211 J, 372 3,541
168 2,948 3,095 3,250 3,413 J,S84
169 -2,985 3,134 3,291 3,45E 3,629
170 3,022 3,173 3,332 3,495 3,674
171 3,060 3,213 3,374 3,543 3,720
172 3,098 3,253 3,416 3,587 3,766
173 3,137 3,294 3,459 3,632 3,814
174 3,176 3,335 3,502 3,677 3,861
175 3,216 . 3,377 3,546 3,723 3,909
176 3,256 3,419 3,590 3,770 3,959
177 3,297 3,462 3,635 3,817 ,4,008
178 3,338 3,505 3,680- 3,864 4,057
-179 3,380 3,549 3,726 3,912 4,108
180 3,422 3,593 3,773 3,562 4,160
181 3,465 3,638 3,820 4,011 4,212
182 3,508 3,683 3,857 4,060 4,263
183 . 3,552 3,730 3,917 4,113, 4,319
184 .3,596 3,776 3,965 4,163 4,371
185 3,641 3,823 4,014 4,215 4,426
186 3,687 3,871 4,065 4,258 4,..481
187 733
3, 3,92G 4,116 4,32 4,538
188 .
3,780 3,969 4,167 4,375 4,594
189 3,827 4,018 4,219 4,430 4,.652
190 3,875 4,069 4,272 4,486, 4,710
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