HomeMy WebLinkAboutCouncil Resolution 635RESOLUTION NO. l°- S
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, 528, fi56 and 595 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
for 1992 attached hereto marked Exhibit "A" and by this reference
incorporated hereto, be, and the same are hereby ratified and
adopted.
Passed by the Council an
its passage this ~(,~ day of
d signed by me in authentication of
Mayorv~toger Westensee
ATTEST:
gib' I.I i+l:a~ ~/\ ~'/+2_.rin o Y
City Rep entative
Approved by me this ~~~'day of 1992.
Mayor 1{oger Westensee
RESOLUTION N0. l°~,~ (061192)
Exhibit A
PERSONNEL POLICIES
AND
PROCEDURES.
(Rev. 6/92).
PERSPOL92/ADMIN
TABLE OF CONTENTS
Section Page No.
Resolution . . 1
PURPOSE, VARIANCES AND DEFINITIONS
1.1 Purpose and Applicability . .
1.2 Variances. , .
1.3 Definitions. .
PERSONNEL POLICIES & PROCEDURES
2.1 Appointment. .
2.2 Trial Service Period . .
2.3 Hours of Work. . .
2.4
2.5
2.6
2.7
2.8
2.9
2.10
z.ll
2.12
2.13
2.14
Attendance . .
7
7
7
12
13
13
13
Personnel Records. 14
Promotions, Demotions, Transfers,
Discipline, and Discharge 14
Transfers . . 15
Promotions . 15
Layoff (Termination). 15
Leave of Absence Without Pay. . 15
Outside Employment and Off-Duty Activities. 16
Residence Requirement. . 16
Departmental Rules and Regulations. 16
Travel Expense. 16
2.15 Business Expense 17
2.1fi In-Service Training. . . 17
2.17 Selling and Peddling Among Employees. 17
2.18 Political Activity. 17
2.19 Relatives in the City Service. , 17
PERSPOL91/ADMIN
TABLE OF CONTENTS (Continued)
Section Pale No.
2.20 Examinations and Testing . 18
2.21 On-Call Status 18
2.22 Biography of Administrative Personnel. 18
2.23 Conflict of Interest . , , 19
2.24 Drug Free Workplace. 19
GENERAL CONDUCT, DISCIPLINE, TERMINATION, AND APPEAL
3.1 Personal Appearance and Conduct. 20
3.2 Causes for Warning,. Suspension or Dismissal. 20
3.3 Form of Disciplinary Action, , 21
3.4 Grievance Procedure. , 22
3.5 Resignation. 23
3.6 Re-Employment. 23
3.7 Cost Consciousness 24
3.8 Safety . 24
3.9 Legal Liability. 24
3.10 Equipment. 24
3.11 Exit Interview . 25
CLASSIFICATION PLAN
4.1 Position Classification Plan , 25
4.2 Titles and Specifications. , 26
4.3 Reclassification Z6
4.4 New Positions. 26
PAY PLAN AND COMPENSATION
5.1 Pay Plan . 26
5.2 Analysis of Pay Plan . 28
5.3 Appointee Compensation . 28
PERSPOL91 /ADMIN
TABLE OF CONTENTS (Continued)
Section
Pale No.
5.4 Payday . 29
5.5 Overtime . 29
5.6 Payment Upon Classification Change . 29
5.7 Part-Time Employment . 30
5.8 Government-Funded Programs 30
FRINGE BENEFITS
6.1 Holidays and Leave in Lieu of Holidays , 31
6.2 Vacation Time. 32
6.3 Sick Leave . 33
6.4 Parental Leave , 34
6.5 Leave of Absence with Pay. 35
6.6 Educational Opportunities. . 36
6.7 Retirement . 36
6.8 Retirement Age 36
fi.9 Social Security. 37
6.10 Industrial Accidents . 37
6.11 Medical and Hospital Insurance . 37
6..12 Life Insurance . , 37
6.13 Dental Insurance 37
6.14 Disability Insurance . 37
6.15 Reserve Police Officers. . 37
6.16 Fire Department Uniform Issue and Replacement. 38
6.17 Pay Gheek Deductions . 38
6.18 Deferred Compensation , 38
AFFIRMATIVE ACTION POLICY AND PROGRAM
7.1 Statement of Policy. 38
PERSPOL91 / ADMIN
T_9BLE OF CONTENTS (Continued}
Section
Pale No.
7.2 Goals. . 39
7.3 Recruitment and Selection. 39
7.4 Employment Forms and Classification Systems. . 39
7.5 Promotions 39
7.6 Rate of Pay -Compensation 39
7.7 Responsibility for Program . 39
7.8 Employment Goals 40
POSITION CLASSIFICATION PAY PLAN -July, 1992 - TABLE I .
TABLE OF BASIC SALARY RANGES -TABLE II . .
ORGANIZATION CHART. .
41
42
45
PERSPOL91 /ADMIN
RESOLUTION NO. (y~~
A RESOLUTION REVISSNG 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, 528, 556 and 595 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
for 1992 attached hereto marked Exhibit "A" and by this reference
incorporated hereto, be, and the same are hereby ratified and
adopted.
Passed by the Co~ncil and signed by me in authentication of
its passage this 1~~day of /~f 1992.
Mayor~oger Westensee
ATTEST:.
City Rep enta ive
Approved by me this ~~~'day ofofJ~.u,,~p 1992.
Mayor roger Westensee
RESOLUTION NO. (off 5 (061192)
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
casein 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 Gity 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 fallowing 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) Appeal. A request to a supervisor, department head or Gity
Administrator for consideration of and a decision or ruling on a
problem. or situation.
(f) Appointing 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.
(i) City 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 andincurred 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
interruption; in computing continuous service for the purpose of
this resolution, neither military leaves pursuant to Section 6.5.8
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 (8) 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 polo 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 Drub Statute. a Federal or non-Federal criminal statue
involvingthe 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.
(u) Discharge. Termination of employment with the City for reasons
attributable to the employee.
(v) Disciplinary 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
specifically designated by the
classification plan..
of elective and appointive officials
City Council to be exempt from the
(ab) Full-Time Position. Any position which requires a full work day as
herein defined, exceptingpart-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 a part-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) Hourly Rate. 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.
(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 sco
pe 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.
9
(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 earn 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-tune 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.
(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 Employee. 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.
10
(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) Temporary 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 betty
een the employee and the City including any rights and
responsibilities relating thereto.
(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) Workday. 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 shallbe 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.
11
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.
(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
in 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 department in which the prospective employee
12
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 a trial service period of not less than six (6) consecutive months
service and twelve (12) 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 maybe 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 departmentldivision 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.
13
2.4.3 Employees, except far those for which overtime compensation is not
granted, shall maintain accurate records of time attendance to the closest l l4
hour. Department Heads shall certify to accuracy.
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 City Administrator deems necessary and appropriate to
the efficient operation of City business and if the promotion or transfer does
14
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 ar 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 far 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.
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.
15
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 tal~grinto 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 casts will be
reimbursed to the employee.
(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 he
considered guidelines to be reimbursed for travel expenses:
Lodging $50.00
Breakfast $ 6.00
Lunch 7.00
Dinner 14.00
16
2..14.2 A Travel AuthorizationlReconciliation 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 maybe 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.
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.
17
Section 2.20 EXAMINATIONS AND TESTING
2.20.1 If requested by the City, employees shall submit to and
successfully pass the fallowing:
(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 far 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.
(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.
(e) 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_durng the previous ten (10} 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.
18
(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 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.
19
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 adrug-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.
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 maybe disciplined include:
(a) Drinking intoxicating beverages or use of illegal drugs on the job or
arriving on the job under the influence of intoxicating beverages or drugs;
(b) Violation of a lawful duty;
(c) Insubordination;
(d} Breach of discipline;.
20
(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;
(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) ~Tiolation 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 City 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.
21
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 of the notice signed by the employee shall be placed in the
employee's personnel file and shall serve as prima facie evidence of delivery.
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 predsmissal 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.
22
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 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 the steps of the grievance procedure maybe 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 in any 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 maybe 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
23
from the City 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 shall 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 tvhe 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 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
24
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 hislher 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 City 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.
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.
25
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 City employ, but if no persons in the City employ are qualified,
then he may fill such position by persons outside the Gity employ.
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.
26
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 ar 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, are 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 year 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 far 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.
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
establishing desirable qualifications, unless said person possesses in full the
desirable qualifications prescribed for that class; provided, however, if
qualified 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
andlor 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 nat 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
27
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 (415) vote, advance such
department head to a step other than such next succeeding step.
5.1.11 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-tune 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.
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 eases 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 underfill a position at a salary less than that for the class.
28
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 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 shall be one and
one-half (1z) times 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. 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
29
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 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 maybe 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.
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 employment 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, socialsecurityandhealthinsurance
may be provided. Benefits such as PERS and Life insurance will not be
provided.
30
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. 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 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 City. 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.
31
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.
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 the rate of twenty-five (25) days per each year.
6.2..2.5 Department heads with less than two and one-half (22) 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 (22) or more
years, but less than seven and one-half (72) 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 (72) or more years, but less
than twelve and one-half(122) 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 (122) 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.
32
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 of hours worked by afull-time position in 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 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.
fi.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 theiranniversary
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 at 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 (4) 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
33
work.. Sick leave with pay shall not be allowed unless such report has been
made. Sick leave with pay in excess: of three (3) working 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 (lfi) 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 fi59.360, 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.
34
Section 6.5 LEAVE OF ABSENCE WITH PAY
fi.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 maybe 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 maybe
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 any one (1) calendar year. Such leave shall. be granted without loss
of time, pay or 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.
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
35
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 fi.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 Gourses 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 (800) 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.
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.
36
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 receivingfringebcnefits 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 maybe 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 6.12 LIFE INSURANCE
6.12.1 Premium paid by the City on $10,000 term policy.
Section 6.13 DENTAL INSURANCE
fi.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 all full tune 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
37
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 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.
38
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.
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 torace, 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.
39
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.
40
CITY OF CENTRAL: POINT, OREGON
POSITION CLASSIFICATION PAY PLAN
EFFECTIVE JULY 1, 1992
TABLE I
AUTH RANGE STEP STEP STEP STEP STEP
POS. N0. A B C D E
FINANCE DIRECTOR 1 166 2,791 2,931 3,078 3,232 3,399
ACCOUNTING CLERK 3 119 1,557 1,635 1,717 1,803 1,893
SECRETARY 1 119 1,557 1,635 1,717 1,803 1,893
ADMINISTRATIVE ASSISTANT 1 152 2,346 2,463 2,586 2,715 2,851
MUNICIPAL COURT CLERK (3) 1 118 1,538 1,615 1,696 1,781 1,870
AIR QUALITY TECHNICIAN (1) 1 95 1,155 1,213 1,279 1,338 1,405
FIRE CHIEF 1 164 2,723 2,859 3,002 3,152 3,310
FIRE CAPTAIN 3 151 2,317 2,933 2,555 2,683 2,817
FIRE FIGHTER II 1 136 1,922 2,018 2,119 2,225 2,336
FIRE FIGHTER III 2 140 2,020 2,121 2,227 2,338 2,955
BUILDING INSPECTOR, A Level 1 198 2,232 2,394 2,461 2,589 2,713
SECRETARY (3) 1 119 1,557 1,635 1,717 1,803 1,893
RELIEF FIRE FIGHTER (9) 12tl 1,576 1,655 1,738 1,825 1,916
POLICE CHIEF 1 170 2,933 3,080 3,239 3,396 3,566
POLICE LIEUTENANT 1 158 2,527 2,653 2,786 2,925 3,071
POLICE SERGEANT 1 152 2,346 2,963 2,586 2,715 2,851
POLICE OFFICER (5) 10 -- * * * * *
DISPATCHER/CLERK ( 5) 6 -- * * * *
PUBLIC WORKS DIRECTOR 1 172 3,007 3,157 3,315 3,981 3,655
PUBLIC WORKS FOREMAN 1 149 2,123 2,229 2,390 2,457 2,560
PUBLIC WORKS TECHNICIAN 1 135 1,898 1,993 2,093 2,198 2,308
UTILITY LEAD 1 132 1,829 1,920 2,016 2,117 2,223
UTILITY II 1 124 1,656 1,739 1,826 1,917 2,013
UTILITY I 3 121 1,596 1,676 1,760 1,898 1,940
SECRETARY 1 119 1,557 1,635 1,717 1,803 1,893
STREET MAINT. WORKER (2) 2 107 1,391 1,408 1,478 1,552 1,630
UTILITY LABORER (2) 2 91 1,099 1,154 1,212 1,273 1,337
PARK MAINT. WORKER (2) 1 76 912 958 1,006 1,056 1,109
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:
Structural Inspector B-level (valid until 7uly 1993)
Structural Dwelling Construction Inspector
Mechanical Dwelling Construction Inspector
Dwelling Construction Plans Examiners
(1) Temporary Part-time positions
(2 ) Temporary Positions
(3 ) Part-time Positions
(4) On-Call Posftions~ number of authorized positions determined by Department Head.
(5) Teamsters Union Contract Currently under Negotiations
.41
TABLE LI
CITY OE CENTRAL POINT
TABLE OP BASLC SALARY RANGES
RANGE STEP STEP STEP STEP STEP
A B C D E
71 857 900 945 992 1,092
72 668 911 957 1,005 1,055
73 879 923 969 1,017 1,068
74 890 935 982 1,031 1,083
75 901 996 993 1,093 1,095
76 912 958 1,00fi 1.,056 1,109
77 923 969 1,017 1,068 1,121
78 935 982 1,031 1,083 1,137
79 947 994 1,049 1,096 1,151
80 959 1,007 1,057 1,110 1,166
81 971 1,020 1,071 1,125 1,181
82 983 1,032 1,089 1,138 1,195
83 995 1,045 1,097 1,152 1,210
84 1.,007 1,057 1,110 1,166 1,229
85 1,020 1,071 1,125 1,181 1,240
06 1,033 1,085 1,139 1,196 1,256
87 1,046 1,098 1,153 1,2.11 1,272
88 1,059 1,112 1,168 1,226 1,287
89 1,072 1,126 1,182 1,291 1,303
90 1,085 1,139 1,196 1,256 1,319
91 1,099 1,154 1,212 1,273 1,337
92 1,113 1,169 1,227 1,288 1,352
93 1,127 1,183 1,242 1,304 1,369
94 1,141 1,198 1,258 1,321 1,387
95 1,155 1,213 1,274 1,338 1,405
96 1,169 1,227 1,288 1,352 1,920
97 1,184 1,293 1,305 1,370 1,439
98 1,199 1,259 1,322 1,388 1,957
99 1,214 1,275 1,339 1,406 1,476
100 1,229 1,290 1,355 1,9.23 1,494
101 1,244 1,306 1,371 1,440 1,512
102 1,260 1,323 1,389 1,458 1,531
103 1,276 1,390 1,407 1,477 1,551
104 1.,292 1,357 1,425 1,496 1,571
105 1,308 1,373 1,942 1,514 1,590
106 1,324 1,390 1,960 1,533 1,610
107 1,341 1,408 1,478 1,552 1,630
108 1,358 1,426 1,497 1,572 1.,651
109 1,375 1,499 1,516 1,592 1,672
110 1,392 1,962 1,535 1,612 1,693
111 1,409 1,479 1,553 1,631 1,713
112 1,927 1,998 1,573 1,652 1,735
113 1,945 1,517 1,593 1,673 1,757
119 1.,463 1,536 1,613 1,694 1,779
115 1,481 1,555 1,633 1,715 1,801
116 1,500 1,575 1,659 1,737 1,824
42
TABLE II
CITY OF CENTRAL POINT
TABLE OF BASIC SALARY RANGES
RANGE STEP STEP STEP STEP STEP
A B C D E
117 1,519 1,595 1,675 1,759 1,847
118 1,538 1,615 1,696 1,781 1,870
119 1,557 1,635 1,717 1,803 1,893
120 1,576 1,655 1,738 1,625 1,916
121 1,596 1,676 1,760 1,840 1,990
122 1,616 1,697 1,.782 1,871 1,965
123 1,636 1,710 1,804 1,899 1.,989
129 1,656 1,739 1,826 1,917 2,013
125 1,677 1,761 1,849 1,941 2,038
126 1,698 1,783 1,872 1,966 2,064
127 1,719 1,805 1,895 1,990 2,090
128 1,740 1,827 1,918 2,014 2,115
129 1,762 1,850 1,993 2,040 2,192
130 1,784 1,873 1,967 2,065 2,168
131 1,806 1,896 1,991 2,091 2,196
132 1,829 1,920 2,016 2,117 2,223
133 1,852 1,995 2,042 2,144 2,251
134 1,875 1,969 2,067 2,170 2,279
135 1,898 1,993 2,093 2,198 2,308
136 1,922 2,018 2,119 2,225 2,336
137 1,996 2,093 2,145 2,252 2,365
138 1,970 2,069 2,172 2,281 2,395
1.39 1,995 2,095 2,200 2,310 2,426
140 2,020 2,121 2,227 2,338 2,455
141 2,045 2,197 2,254 2,367 2,985
142 2,071 2,175 2,289 2,398 2,518
143 2,097 2,202 2.,312 2,928 2,549
144 2,123 2,229 2,340 2,457 2,580
145 2,150 2,258 2,371 2,990 2,615
146 2,177 2,286 2,900 2,520 2,646
197 2,204 2,319 2,9.30 2,552 2,680
198 2,232 2,349 2,961 2,584 2,713
149 2,260 2,373 2,492 2,617 2,748
i.5t) L,2NN L, 902 2,522 '1,G98 2,780
151. 2,317 2,433 2,555 2,683 2,817
152 2,346 2,463 2,586 2,715 2,851
153 2,375 2,494 ?.,619 2,750 2,888
159 2,905 2,525 2,651 2,789 2,923
155 2,435 2,557 2,605 2,819 2,960
156 2,465 2,586 2,717 2,853 2,996
157 2,496 2,621 2,752 2,090 3,035
158 2,527 2,653 2,786 2,925 3,071
159 2,559 2,687 2,821 2,962 3,110
160 2,591 2,721 2,857 3,000 3,150
161 2,623 2,754 2,892 3,037 3,189
162 2,656 2,789 2,926 3,079. 3,228
43
TABLE II
CITY OF CENTRAL POINT
TABLE OF BASIC SALARY RANGES
RANGE STEP STEP STEP STEP STEP
A B C D E
163 2,689 2,823 2,969 3,112 3,268
169 2,723 2,859 3,002 3,152 3,310
165 2,757 2,895 3,040 3,192 3,352
166 2,791. 2,931 3,078 3,232 3,394
167 2,826 2,967 3,115 3,271 3,435
168 2,861 3,004 3,154 3,312 3,478
169 2,897 3,092 3,194 3,354 3,522
170 2,933 3,080 3,234 3,396 3,.566
171 2,970 3,119 3,275 3,439 3,611
172 3,007 3,157 3,315 3,481 3,655
173 3,095 3,197 3,357 3,525 3,701
174 3,083 3,237 3,399 3,569 3,747
175 3,122 3,278 3,49.2 3,614 3,795
176 3,161 3,319 3,485 3,659 3,842
177 3,201 3,361 3,529 3,705 3,890
178 3,241 3,403 3,573 3,752 3,990
179 3,282 3,946 3,618 3,799 3,989
180 3,323 3,989 3,663 3,846 9,038
181 3,365 3,533 3,710 3,896 9,091
182 3,907 3,577 3,756 3,999 4,141
183 3,450 3,623 3,809 3,999 9,194
184 3,993 3,668 3,851 4,044 4,296
185 3,537 3,714 3,900 4,095 4,300
186 3,581 3,160 3,998 4,145 4,352
187 3,626 3,807 3,997 9,197 4,907
188 3,671 3,855 4,098 4,250 4,963
189 3,717 3,903 9,098 4,303 4,518
190 3,763 3,951 4,149 9,356 4,579
$4
arr a` cEerF~t rautr
. ,.. .: Of'.G:H(ZATIQi CIiRRI '
CITIZENS
' OE
CENTRfiI POINT -
IShYOR
AHO
CRY COOHCZL
&1RII~I,~PAI I ABNINISIRATOR I I ATTORNEY
POC[CE pppLIC SAE7:TY PUBLIC 1~Rt5
~' ~p~~ pEPARTIffHT pEPARidIHT
DEPARiI(EHL
- , . ~~ FIRE pTiLIIIES
ApNINISIRATIOH pIYISIOH pIVIS[ON pIVISION
pL7ARif(fHT
i fIHANCE CpNHUN[CAT[ONS ~ iglllplH6
BIVIS[OH SIRIEiS
pIYISIOH
OIVIS[OH p[YISIOH
I ~ PARKS
11,5 OIYISIOH
DIVISION
45