HomeMy WebLinkAboutCouncil Resolution 528RESOLUTION NO. 52.8
A RESOLUTION REVISING PERSONNEL POLICIES AND PROCEDURES
WHEREAS, Chapter 2.48 of the Central Point Municipal Code autho-
rites 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, and 502 adopted
and revised such rules, and
WHEREAS, the City Council deems it to be in the best interest
of the City to make certain revisions thereto; now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CENTRAL POINT,
OREGON, that the revised Personnel Policies and Procedures attached
hereto marked Exhibit "A" and by this reference incorporated hereto, be,
and the same are hereby ratified and adopted.
Passed by the Council and signed by me in authentication of its
passage this
ATTEST:
City Repres
1989..
_ _._..
~~ ~~~~~/
Mayor
Approve~'by me this 21st day of July ,
1989.
Mayor ~~
21st day of July
RESOLUTION NO. 528 1
Exhibit A
P E R S O N N E L P O L I C I E S
A N D
P R O C E D U R E S
TABLE OF CONTENTS
Section Page No.
Resolution 1
PURPOSE, VARIANCES AND DEFINITIONS
L1 Purpose. . 2
1.2 Variances . 2
1.3 Definitions. .. , 2
PERSONNEL POLICIES & PROCEDURES
2.1 Appointment . 8
2.2 Trial Service Period 9
2.3 Hours of Work. 9
2.4 Attendance. , 9
2.5 Personnel Records. .10
2.6 Promotions, Demotions, Transfers,
Discipline, and Discharge 10
2.7 Transfers . .11
2.8 Promotions . 11
2.9 Layoff (Termination). 11
2.10 Leave of Absence Without Pay. 11
2.11 Outside Employment and Off-Duty Activities. 11
2.12 Residence Requirement. .12
2.13 Departmental Rules and Regulations. 12
2.14 Travel Expense. 12
2.15 In-Service Training.. .13
2.16 Selling and Peddling Among Employees. 13
2.17 Political Activity. . 13
2.18 Relatives in the City Service. .13
2.19 Examinations and Testing. 13
TABLE OF CONTENTS (Continued)
Section page No.
2.20 On-Call Status. 13
2.21 Biography of Administrative Personnel. .14
2.22 Conflict of Interest . .14
2.23 Drug Free Workplace 14
GENERAL CONDUCT, DISCIPLINE, TERMINATION, AND APPEAL
3.1 Personal Appearance and Conduct . 16
3.2 Causes for Warning, Suspension or Dismissal. .16
3.3 Form of Disciplinary Action. .17
3.4 Grievance Procedure. .17
3.5 Resignation . .19
3.6 Re-Employment. .19
3.7 Cost Consciousness. 19
3.8 Safety . 19
3.9 Legal Liability. .20
3.10 Equipment. .20
3..1.1 Exit Interview. . 20
CLASSIFI CATION PLAN
4.1 Position Classification Plan. 20
4.2 Titles and Specifications. .21
4.3 Reclassification . . . .21
4.4 New Positions. . ,22
PAY PLAN AND COMPENSATION
5.1 Pay Plan. 22
5.2 Analysis of Pay Plan. . 23
5.3 Appointee Compensation. 24
5.4 Payday. 24
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 resolu-
tion in any case in which the strict application of said provisions
would result in practical difficulties or unnecessary hardships.
Section 1.3 DEFINITIONS. As used in this resolution, the following
terms shall have the meanings indicated. Throughout this document the
masculine is intended to include the feminine and vice-versa.
(a) Administrative Staff. A person directly responsible to
the City Administrator.
(b) Advancement. A salary increase within the limits of a pay
range established for a class.
(c) Allocation. The assignment of a single position to its pro-
per class in accordance with the duties performed and the
authority and responsibility exercised.
(d) Anniversary Date. Anniversary date means the first date of
the month following date of employment of officers and employ-
ees 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 City
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.
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(j) Class.. A group of positions sufficiently alike in responsi-
bilities and authorities to require similar qualifications.
(k) Class Specification. A written description of each class
of position including a class title, a statement of duties,
the supervision relationships, and the relationships. other
than supervision.
(1) Compensation. This means the salary, wages, allowance, and
all other forms of valuable consideration earned by or paid
to any employee by reason of service in any position, but
does not include any allowances authorized and incurred as
incidents to employment.
(m) Compensatory Time Off. Time off from work to compensate
the employee for overtime or holiday worked.
(n) Continuous Service. Employment with the City without a
break or interruption; in computing continuous service for
the purpose of this resolution, neither military leaves nor
leaves of absence on account of illness, whether with or with-
out pay, shall be construed as a break in employment or ser-
vice. Other absences aggregating in excess of six. (6) months
in any period of twelve (12) months including layoffs on
account of lack of work, lack of funds or abolishment of
positions shall be construed as breaking continuous service.
(o) Controlled Substance. a controlled substance in schedules
I through V of Section 202 of the Controlled Substances Act
(21 U.S.C. 812) and as further defined by regulation in 21
C.F.R.1300.11 through 1300.15.
(p) Conviction. a finding of guilt (including a plea of nolo
contendere) or imposition of sentence, or both, by any
judicial body charged with the responsibility to determine
violations of the Federal or State criminal drug statutes.
(q) Criminal Druq Statute. a Federal or non-Federal criminal
statue involving the manufacture, distribution, dispensation,
possession, or use of any controlled substance.
(r) Demotion. A transfer of an employee from a position in one
class to a position in another class which has a lower salary
range.
(s) Department. A major functional unit of the City government.
(t) Department Head. A person directly responsible to the City
Administrator for the administration of a department.
(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.
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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 for employment
with the City of Central Point.
(z) Examination. A test for the purpose of evaluating an appli-
cant for an employment vacancy.
(aa) Exempt Service. All positions. of elective and appointive
officials specifically designated by the City Council to be
exempt from the classification plan.
(ab) Fu11-Time Position. Any position which requires a full
work day as herein defined, except for part-time positions,
temporary part-time positions, temporary 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 posi-
tion, but no benefits shall be transferable to a full-time
position except as provided herein.
(ad) Grievance. An employee's oral or written expression of dis-
satisfaction with some aspect of his employment, a management
decision affecting him, or an alleged violation of his rights
for the purpose of attempting to gain an adjustment of said
cause for dissatisfaction.
(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 organiza-
tional changes, lack of work, lack of funds, or other reasons
not reflecting discredit upon an employee.
(ai) Leave of Absence. Time off from work for reasons within
the scope and purpose of these rules and regulations upon
prior approval of the employee's department head or City
Administrator.
(aj) Mayor. The elected chief executive officer and head of the
administrative branch of the City government who is directly
responsible for the proper administration of all affairs. of
the City.
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(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., a
government-funded program.
(an) Non-Occupational Disability. Disability from an accident
or sickness suffered or contracted by the employee which
cannot be attributed to the performance of assigned duties.
(ao) 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.
(ap) Part-Time Position. Apart-time position is one which re-
quires less than 100% of a workweek and of indefinite
tenure. Fringe benefits for such part-time positions shall
be as outlined herein.
(aq} Personnel•Action. Any action taken with reference to
appointment, compensation, promotion, transfer, layoff, dis-
missal, or other action affecting the status. of employment.
(ar) Position. Means a group of current duties andresponsibili-
ties assigned or delegated by competent authority, requiring
the full or part-time services of one person.
(as) 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.
(at) 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.
(au) Reserve Police Officer. A member of the Police Department
who serves on an on-call basis. Reserve Policemen may be
required to respond to alarms. Reserve Policemen are
appointed by and. serve at the discretion of the City
Administrator upon considering recommendations from the
department head.
(av) Seniority. Priority of an employee based on the amount of
time since the employee's last date of hire.
(aw) 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
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such as pats or squeezes, or repeatedly brushing against
someone's body.
(ax) 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.
(ay) Sleeper Fire Fighter. A volunteer member of the Fire
Department who is assigned to work with one of the
full-time shifts. This fire fighter receives his or her room
in return for working all scheduled workdays, including
weekends and holidays, except for the time which the sleeper
fire fighter requires to maintain a full-time position with
another organization or to attend a recognized educational
institution. A sleeper fire fighter is appointed by and
serves at the discretion of the City Administrator upon
considering recommendations from the department head.
(az) Supervisor. Any person who is responsible to a higher divi-
sional 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 posi-
tions 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 1000 of a workweek of a
defined temporary tenure. Such temporary part-time positions
do not earn nor accrue any fringe benefits.
(bd) Terminated. The conclusion of the employment relationship
between the employee and the City including any rights and
responsibilities relating thereto.
(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.
(bh) 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.
(bi) Workday. The regularly scheduled workday shall be eight (8)
hours. For fire personnel, the workday shall be twenty-four
(24) hours.
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(bj) 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.
(bk) Workweek. The regularly scheduled workweek shall be a seven
(7) day recurring period which begins at 5:01 p.m. each Friday
for all employees except as herein otherwise provided. The
regularly scheduled workweek for Couununications 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.
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ARTICLE 2 - PERSONNEL POLICIES AND PROCEDURES
Section 2.1 APPOINTNENT
2.1.1 A11 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 would be
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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 and Fire
Departments. A11 trial service periods shall begin on the employee's anniversary
date.
2.2.2 In cases where the responsibilities of a position are such that a
longer period is necessary to demonstrate an employees' qualifications, the trial
service period may be extended an additional maximum of six (6) months. The
employee shall be notified in writing of any extension and the reasons therefore.
2.2.3 During the trial service period, the employee shall not be eligible
for vacation benefits, but he shall earn vacation credit to be taken at a later
date.
2.2.4 Upon completion of the trial service period, the employee shall be
considered as having satisfactorily demonstrated qualifications for the position
and shall be so informed through his supervisor.
2.2.5 During the trial service period, an employee may be terminated at
any time at the City's discretion (at will) without the right of grievance.
2.2.6 In the case of promotional appointments, the promoted employee may
be demoted at any time during the trial service period without appeal, provided
that the employee be reinstated in the class designation from which he was.
promoted, even though this necessitates the lay-off of the employee occupying the
position.
Section 2.3 HOURS OF WORK
2.3.1 The hours which City departments shall be open for business shall be
determined by the City Administrator.
Section 2.4 ATTENDANCE
2.4.1 Employees shall be in attendance at their work in accordance with
the rules regarding hours of work, holidays and leaves of absence.
2.4.2 An employee shall not absent himself from work for any reason other
than those specified in this resolution without making prior arrangements with
his supervisor. Unless such prior arrangements are made, an employee who for any
reason fails to report to work shall make a sincere effort to immediately notify
his supervisor of his reason for being absent. If the absence continues beyond
the first day, the employee shall notify the supervisor on a daily basis unless
other arrangements have been made with the supervisor.
2.4.3 Employees, except for those for which overtime compensation is not
granted, shall maintain accurate records of time attendance to the closest 1/4
hour. Department Heads shall certify to accuracy.
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.
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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
asupervisor 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, TRANSE'ERS, 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 trans#ers 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 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.
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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 A11 job vacancies shall, whenever possible, be filled by promoting
qualified employees within the City service.
2.8.2 Nevertheless, the appointing power may recruit applicants from
outside the City service whenever he has reason to believe that better qualified
applicants are available outside the City service.
2.8.3 The appointment to fill the vacancy shall be made on a competitive
basis utilizing the criteria for appointments established in Section 2.1 of this
resolution. Where qualifications and ability are relatively equal, seniority
within the City service shall be the determining factor.
Section 2.9 LAYOFF (TERMINATION)
2.9.1 If there are changes of duties in the organization, lack of work or
lack of funds, the appointing power shall have the right to terminate any
employee; however, a reasonable effort shall be made to integrate such employee
or employees into another department by transfer. When terminations are
required, the appointing power shall base the decision on relative merits, and
shall give due consideration to seniority in the City service only where the
employee's qualifications and ability are relatively equal.
Section 2.10 LEAVE OF ABSENCE WITHOUT PAY
2.10.1 An employee who has successfully completed a trial service period
may be granted leave of absence without pay for a period not to exceed one (1)
month, provided such leave can be scheduled without adversely affecting the
operations of the City. Requests for leave of absence without pay shall be in
writing, shall be directed to the City Administrator, and shall contain
reasonable justification for approval. No employee shall receive more than.
thirty (30) days leave of absence in any three (3) year period.
2.10.2 An employee on leave of absence without pay will maintain
accumulated sick leave and vacation but neither will accrue for the time spent on
leave. Payment for unused vacation will not be made for a leave of absence.
2.10.3 Other benefits for the employee will not be paid for during a leave
of absence.
Section 2.11 OUTSIDE EMPLOYMENT AND OFF-DUTY ACTIVITIES
2.11.1 In addition to the standards of conduct set forth in this
resolution, no employee shall carry on concurrently with his public service any
private business or undertaking or employment which affects the time, quality or
efficiency of employee's City work or which casts discredit upon or creates
embarrassment for the City or conflicts with the interest of the City of Central
Point. The City Administrator or his designee shall in his discretion enforce
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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, how- ever, to Live within five
(5) miles by road of City Hall and to participate in civic affairs.. A11
residency outside City limits shall be first approved by the City Administrator
who shall take into consideration the time necessary for personnel to be able to
respond if called to work during emergencies.
Section 2.13 DEPARTMENTAL RULES AND REGULATIONS
2.13.1 Each department of the City is encouraged to establish departmental
rules, regulations and procedures. Such rules, regulations and procedures shall
be in harmony with the provisions of this resolution and approved by the City
Administrator and shall be binding upon the employee.
Section 2.14 TRAVEL EXPENSE
2.14.1 When employees are required to travel outside the City on City
business, reimbursement for expenses incurred shall be determined as follows:
(a) Prior to traveling outside the City, the employee shall obtain approval on
Travel Authorization/Reconciliation Form for the trip and the made of travel from
the department head.
(b) Travel on official business by a single individual should be via public
carrier or City-owned vehicle. If the employee is authorized to use a private
vehicle, mileage for direct travel expenses related to City business shall be
paid at the rate of $0.21 cents per mile. This rate includes all travel,
insurance and storage expense of the vehicle.
(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.
2.14.2 The following rates will be considered maximum to be reimbursed for
travel expenses:
(for other than training or convention when staying at
the meeting hotel)
Lodging $36.00
Breakfast $ 5.00
Lunch. 6..00
Dinner 12.00
2.14.3 Travel Authorization/Reconciliation form shall be completed by each
employee when traveling outside the City on City business, in which 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.
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2..14.4 City vehicles shall not be used for private purposes.
Section 2.15 IN-SERVICE TRAINING
2.15.1 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.
2.15.2 Training sessions may be conducted during regular working hours at
the discretion of department heads.
Section 2..16 SELLING AND PEDDLING AMONG EMPLOYEES
2.16.1'' 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 2.17 POLITICAL. ACTIVITY
2.17.1 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.
2.17.2 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 attendpolitical meetings.
Section 2.18 RELATIVES IN THE CITY SERVICE
2.18.1 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 inunediate
family.
2.18.2 The provisions of this section shall apply to promotion, demotions,
transfers, reinstatements, and new appointments.
Section 2.19 EXAMINATIONS AND TESTING
2.19.1 If requested by the City, employees shall submit to and successfully
pass the following:
(a) An annual medical examination at City expense to beconducted 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 2.20 ON-CALL STATUS
2.20.1 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
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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. No
additional compensation will be granted if the employee is called upon to perform
work while on call.
2.20.2 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 2.21 BIOGRAPHY OF ADMINISTRATIVE PERSONNEL
2.21.1 The biography of any individual considered for any administrative
staff position shall be submitted to the City of Central Point and shall contain
the following information:.
(a) Name, title and address.
(b) Professional Experience: Briefly describing the principal positions held
with title, name of employer, and salaries received.
(c) Educational Experience: Listing all post-secondary educational institutions
attended and all degrees and honors received.
(d) Affiliations: Listing all organizations of which. the administrative
personnel has been a member during the previous ten (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.
(f) Personal references.
Section 2.22 CONFLICT OF INTEREST
2.22.1 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 2.23 DRUG FREE WORKPLACE
2.23.1 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.
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2.23.2 (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 2.23.3 of
this policy, of employee use of a controlled substance in the workplace, shall,
pending any criminal drug statute conviction for a violation occuring 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 occuring 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.
2.23..3 Reasonable suspicion of employee use of a controlled substance shall
be based upon any of the following:
(a) observed abnormal behavior or impairment in mental or physical performance
(for example, slurred speech or difficulty walking);
(b) direct observation of use in the workplace;
(c) the opinion of a medical professional;
(d) reliable information concerning use in the workplace;
(e) awork-related accident in conjunction with a basis for reasonable suspicion
as listed above.
2.23.4 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.
2.23.5 The appointing power will make available to employees information on:
(a) dangers of drug abuse in the workplace
(b) existence of and content of this policy for maintaining a drug-free
workplace;
(c) availability of drug counselling, rehabilitation, and employee assistance
programs; and
(d) penalties that may be imposed for drug abuse violations occuring in the
workplace.
2.23.6 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.
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2.23.7 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 displinary action.
3.2..2 General reasons for which an employee may be disciplined include:
(a) Drinking intoxicating beverages or use of illegal drugs on the job or arriv-
ing on the job under the influence of intoxicating beverages or drugs;
(b) Violation of a lawful duty;
(c) Insubordination;
(d) Breach of discipline;
(e) Being absent from work without first notifying and securing permission from
an employee's supervisor;
(f) Being habitually absent or tardy for any reason;
(g) Misconduct;
(h) Conviction of a felony or of a misdemeanor involving moral turpitude;
(i) Using religious, political or fraternal influence;
(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;
(m) Dishonesty, intemperance, drug addiction, immoral conduct, insubordination
or discourteous treatment of the public or a fellow employee;
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(n) Willful giving of false information or withholding of information with the
intent to deceive when applying for employment or in connection with performance
of employment;
(o) Any willful failure of good conduct tending to be harmful to the City of
Central Point or its citizens.
(p) Sexual harassment
(q) Receipt of five (5) written reprimands. within a five (5) year period.
(r) Violation of any Personnel Policies and Procedures contained herein or
departmental rules and regulations adopted pursuant to Section 2.13.
Section 3.3 FORM OF DISCIPLINARY ACTION
3.3.1 Disciplinary action ranges from oral or written reprimands to
suspension, demotion and finally 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.
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 predismissal hearing. Within three (3)
workdays following such hearing, the employee's supervisor or department head
shall stated his decision in writing and provide a copy to the employee.
Section 3.4 GRIEVANCE PROCEDURE
3.4.1 A grievance is defined to be any question or controversy between any
employee and the City involving the application. of the provisions of this
resolution.
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3.4.2 When such problems arise, an attempt will be made by the employee
and his immediate supervisor to settle them informally. A problem which cannot
be resolved informally will 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 com-
plaint, 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 occur-
rence until a later date, then he must initiate action within ten (10) calendar
days following actual knowledgeof such occurrence. Within two (2) workdays after
the grievance is submitted to the department head, the department head will dis-
cuss 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 his decision in writing and provide a copy to the
employee.
Step 2 If the employee is not satisfied with the decision concerning his griev-
ance 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 statehis decision in writing and provide a copy to the
employee.
Step 3 If the employee is not satisfied with the disposition of his grievance
by the City Administrator, he may request, within five (5) workdays upon receipt
of said decision, that the question be brought before the City Council at execu-
tive 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
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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 may be extended by mutual
consent of the parties. so involved. Likewise, any step in the grievance
procedure may be eliminated by mutual consent. Mutual consent shall be indicated
in writing and shall be signed by all parties involved.
3.4.8 No employee shall be disciplined or discriminated against 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 theappointing
power not less than fourteen (14) calendar days prior notice of such resignation,
unless the appointing power agreed to permit a shorter period of notice because
of extenuating circumstances. The notice of resignation shall be in writing and
shall contain the reasons for leaving the City service.
3.5.2 Failure to comply with this section shall be entered in the
employee's service record and may be cause of denying future employment by the
City.
Section 3.6 RE-EMPLOYMENT
3.6.1 Employees with a satisfactory record of service who resign their
positions (in accordance with the provisions of this resolution for resignation
from the City 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 classifica-tion to the one resigned.
Section 3 J 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 accidentsinvolving
City employees and City equipment as soon as possible and not later than the next
workday.
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Section 3.9 LEGAL LIABILITY
3.9.1 Employees shall abide by all laws and regulations which govern the
performance of their duties., and shall perform their duties as reasonable,
prudent persons. Employees who are reasonably cautious and prudent in the
performance of their duties are not negligent and, therefore, neither legally nor
morally liable for accidents or injuries which may occur.
3.9.2 If an employee is negligent in the performance of duties and
responsibilities, and if an accident results from such negligent performance of
duties and responsibilities, the employee may be held personally and Legally
liable.
Section 3.10 EQUIPMENT
3.10.1 Equipment owned by the City of Central Point shall be used only on
the City's business.
3.10.2 Provided that they reside within the City limits, theCity
Administrator, Fire Chief, Public Works Director and Police Chief may use a City
vehicle to commute to and from their residence, but for no other personal use.
Any other individual duly authorized by the City Administrator or department
head, may take a City vehicle. home on an as-needed basis to fulfill City
responsibilities. In no event shall an employee or officer of the City allow
unauthorized persons to use, borrow or rent a City vehicle. Each City employee
shall comply with all laws and ordinances regarding the operation of City
vehicles and shall be personally responsible for any penalties or damages.
incurred while driving a City vehicle if the employee is found to be negligent in
his action.
Section 3.11 EXIT INTERVIEW
3.11.1 Employees shall return all City property in their possession or
control at the time. of leaving employment of the City and shall complete Health
Plan Continuation (COBRA) form. This includes keys, tools, equipment, handbooks
or manuals they have received.
3.11.2 The department head may schedule an exit interview with the City
Administrator or his/her designee and each employee who leaves the City,
regardless of the reason. This interview allows employees to communicate their
views on their work with the City and the job requirements, operations, and
training needs.
ARTICLE 4 - CLASSIFICATION PLAN
Section 4.1 POSITION CLASSIFICATION PLAN
4.1.1 Preparation of Plan. The City Administrator shall record the duties
and responsibilities of each employee position in the City, and, after consulting
with. the department heads, shall recommend a classification plan for each
position. When approved by the 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
2C?
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.
4.1.5 Each position shall be allocated to its appropriate classon 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 titles and written
specifications for the various classes of positions as a guide toward equal pay
for equal work.. Job titles shall refer to a particular position not to the
individual filling a particular position and shall be used in all personnel,
budget and financial records.
4.2.2 Each position shall be allocated to an appropriate class on the
basis of the duties and. responsibilities of the position.
4.2.3 Each class shall have a specification that includes a concise,
descriptive title, and a description of the duties and responsibilities of each
position in the class. Position specifications take into consideration the
requirements of the job and are merely descriptive and explanatory of the work to
be performed. They may not include all of the duties and are not intended to
replace detailed work assignments.
4.2..4 The title of the class to which any position is allocated 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.
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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 shall 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 City 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.
5.1.2 The rate or range for each class shall equitably reflect the
difference in duties and responsibilities and shall be treated to compensation
for comparable positions in other places of public and private employment within
the same job market.
5.1.3 The salaries or rates of compensation prescribed are fixed on the
basis of full-time service in full-time positions unless otherwise designated.
5.1.4 The rates of pay prescribed shall be deemed to include pay in every
form, except for necessary expenses authorized and incurred incident to
employment, or except as herein provided.
5.1.5 The letters A, B, C, D, and E, respectively, denote the various
steps in the pay range. The entrance step shall be A, except as provided in
Section 5.1.10. Advancement for all non police and fire department personnel to
the second or third higher step above the entrance step shall be made upon
successful completion of a trial service period of not less. than six (6)
consecutive months with all personnel assigned to the police and fire departments
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. A11 placement and adjustments of
steps will be done on an anniversary date or the first date of the month.
5.1.6 Where a salary range for a given class or for several classes is
revised upward or downward, the incumbents of the positions in the classes
affected shall have their existing salary adjusted to the same relative step in
the new salary range.
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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. Far 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 for a 40-hour
workweek by a factor of 173.33 and for a 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
and/or experience, the City Administrator may authorize. the employment at any
step of the appropriate salary range above Step "A". In such event, the employee
shall serve a trial service period but he shall not succeed to the next higher
step in the pay range until he has completed one (1) continuous year of service
in the step at which he entered, and upon written recommendation of the
department head for the City Administrator's approval, as provided in Section
5.1.5 hereof, provided, that department heads may at any time be advanced to a
step other than the next succeeding step upon recommendation of the City
Administrator and concurrence by the City Council; and provided further that in
the event the City Administrator fails or refuses to make such recommendation,
the Council may, by fifths (4/5) 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.
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.
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 recoa¢nendations 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.
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5.2.4 In addition to the adjustment procedure to be conducted annually as
set forth herein, the Council, upon the City Administrator's recommendation, may
from time to time effect such other adjustments to the salaries or compensation
paid to City officers and employees in the City service as the Council may by
resolution determine.
Section 5.3 APPOINTEE COMPENSATION
5.3.1 Upon initial appointment to a position, the employee shall receive
the minimum salary for the class to which the position is allocated.
5.3.2 However, in the cases when unusual difficulty in filling the vacancy
is experienced, or when the appointee is exceptionally qualified, the City
Administrator may cause the appointment to be made at a salary level above the
minimum, but not more than the maximum, for the class.
5.3.3 An employee who due to the lack of qualification or experience may
temporarily underfill a position at a salary less than that for the class.
Section 5.4 PAY DAY
5.4.1 Normally, employees shall be paid on the fifth calendar day of each
month. If the fifth calendar day of the month falls on a Saturday, Sunday or a
holiday, employees shall be paid on the last working day preceding the fifth
calendar day of the month.
5.4.2 An employee may elect to receive a partial payment for the first
fifteen (15) days of the month. The maximum partial payment an employee may
receive shall not exceed thirty percent (30=a) 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
(1~) 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 j,ob
responsibility and, therefore, does not justify overtime compensation.
Compensation for overtime shall not be granted to the following positions:
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(a) City Administrator
(b) Administrative staff
(c) Executive, administrative and professional personnel as defined by the Feder-
al Fair Labor Standards Act.
5.5.5 The City Administrator may grant time off with pay for positions
described in Section 5.5..4 due to unusual circumstances such as extra hours
worked on specially requested projects and meetings attended outside the normal
position description.
Section 5.6 PAYMENT UPON CLASSIFICATION CHANGE
5.6.1 When an employee's salary is changed due to demotion or promotion,
all accrued salary and overtime pay shall be converted to cash at the rate
earned. In the case of accumulated compensatory time, the employee may request
to have a cash payment or have the hours compensatory time at the rate earned.
The determination to grant cash compensation or compensatory time off shall rest
with the department head, who shall give due 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 may be
effected at an increase adjusted to the nearest step, but not to exceed five
percent (Sa).
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
25
actual number of hours of service bears to the number of hours required in
full-time employment in each class of position.
Section 5.8 GOVERNMENT-FUNDED PROGRAMS
5.8.1 Employees funded through government programs shall be assigned a
class specification and appropriate salary ranges. Benefits. for vacation,
holidays, SAIF, unemployment insurance, social security and health insurance may
be provided.. Benefits such. as PERS and life insurance will not be provided.
ARTICLE 6 - FRINGE BENEFITS
Section 6.1 HOLIDAYS AND LEAVE IN LIEU OF HOLIDAYS
6.1.1 In lieu of holiday time off work with pay, Fire Department employees
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 the holidays listed below with pay. Temporary and
temporary part-time positions shall not receive compensation; part-time positions
shall be compensated in proportion number of hours they are normally scheduled to
work.
(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
preceeding Friday shall be given as a holiday. If any such holiday falls on a
Saturday, the preceeding 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.
26
6.1.5 An employee who works on a recognized holiday as part of his regular
work week shall be allowed equal compensating time off.
6.1.6 Holidays in section 6.1.2 which occur during vacation or sick leave
shall not be charged against such. leave.
Section 6.2 VACATION TIME
6.2.1 Employees working shifts with less than five (5) years of continuous
service shall accrue five (5) shifts per year vacation leave with pay. Employees
with more than. five (5) years, but less than ten (10) years continuous service
shall accrue seven (7) shifts per year vacation leave with pay.. Employees with
ten (10) or more years, but less than fifteen (15) years of continuous service
shall accrue. nine (9) shifts of vacation leave. Employees with fifteen (15)
years or more of continuous service shall accrue annual vacation leave with pay
at the rate of twelve (12) shifts per year.
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 (2~) years of
continuous service shall accrue annual vacation leave with pay at the rate of ten
(10) days per year. Department heads with two and one-half (2~) or more years,
but less than seven and one-half (7~} 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 (7i) or more years, but less than twelve
and one-half (12~) years of continuous service shall accrue annual vacation leave
with pay at the rate. of twenty (ZO) days per year. Department heads with twelve
and one-half (12i) 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 Sanuary 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.
27
6.2.8 Vacation time-off shall be requested when possible two (2) weeks in
advance of the time requested with City work schedules determining whether or not
the time off can be allowed.
6.2.9 Part-time. positions shall earn an accumulation. of vacation days in
any one (1) year by direct proportion to the number of hours worked compared with
the number of hours worked by a full-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.
6.2.12 Department heads shall schedule vacations for their respective
employees with due consideration for the desires of the employees and the work
requirements facing the department. Vacation schedules may be amended to allow
the department to meet emergency situations.
6.2.13 Vacation leave shall not be used in blocks of less than five (5)
days without department head approval.
6.2.14 During a calendar year in which an employee is eligible for accrual
of vacation at a different rate, a prorated vacation will be computed for that
year; from January 1 to the anniversary date at the old-rate and from the
anniversary date to the next January 1 at the new rate.
6.2.15 If a person in a government-funded position is hired by the City in
a full-time position in the same classification and maintains continuous service
from the government-funded. position, the employee may use their anniversary date
of the government-funded position for computing vacation accrual rates.
Section 6.3 SICK LEAVE
6.3.1 Sick leave shall be earned by each full-time position 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
colander month of continuous service.. Sick leave may be accumulated to a total
of not more than seven hundred twenty (720) 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 eighty (1080)
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 (;) 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
2s
supervisor within four (4) hours from the time he is expected to report to 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. Parental leave of absence may be requested as follows:
(a) upon the birth of the employee's infant or upon taking physical custody of a
newly adopted child under 12 years of age.
(b) a parental leave of absence period shall be a maximum of 12 weeks subject to
the restrictions contained in 6.3.7 (c). The employee shall have the option to
apply any accrued vacation leave, holidays, and compensatory time to the parental
leave period.
(c) for purposes of application of ORS 659.360, an employee shall provide at
least 30 days written notice of a parental leave of absence request. The city
shall be provided the opportunity to review any parental leave request approved
by the spouse's employer. This information shall provide the basis far
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.
6.3.8 Employees may also 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. IIse of such sick
leave shall be limited to sixteen (16) hours in any one fiscal year; however, if
the family illness or injury involves hospitalization or if a physician certifies
that. the employee's absence from work is necessary, the sixteen (16)-hour limit
shall not apply.
Section 6.4 LEAVE OF ABSENCE WITH PAY
6.4.1 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.
6.4.2 Compassionate leave. In the event of a death in the employee's
immediate family, an employee may be granted leave of absence with pay not to
exceed three (3) calendar days and to be deducted from sick leave accrued. An
extension of this time may be granted by the City Administrator.
29
6.4.3 Funeral participation. When an employee serves as a pallbearer, or
in some other way participates in a.funeral ceremony, the employee may be granted
a reasonable time off with pay to perform such duty not to exceed four (4)
hours. An extension of this time may be granted by the City Administrator.
6.4.4 Witness or jury duty. When an employee is called forjury duty or is
subpoenaed as a witness:
(a) He shall not suffer any loss of his regular compensation he receives for the
performance of such duty to the City; however, he shall be required to transfer
any compensation received 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 re-
ceived for such service shall be less than their earnings for the previous full
month.
(c) Reimburse monies received for duty.
6.4.5 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..
6.4.6 Military leave. An employee who has successfully completed the
trial service period 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 performanceof such duty to the
City. Military leave with pay (Armed Forces and/ or the National Guard) 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.
6.4.7 Conferences and conventions. Decisions concerning attendance at
conferences, conventions or other meetings at City expense shall be made by the
department head with the approval of the City Administrator. Permission shall be
granted on the basis of an employee's participation in or the direct relation of
his work to the subject matter of the meeting. Members. of professional societies
may be permitted to attend meetings of their society when such attendance is
considered to be in the best interest of the City.
Section 6.5 EDUCATIONAL OPPORTUNITIES
6.5.1 The City will reimburse an employee for fifty percent (50%) of the
amount of tuition for courses directly re-lated to the employee's work offered at
an acceptable educational institution and conducted outside the emplo-yee's
regular working hours, provided that
(a) Funds for such expenditures are available in the current budget;
30
(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 registra-
tion for such course;
(c) The employee submits. evidence of satisfactory com pletion 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.
6.5.2 Courses which are only offered during regular working hours may be
approved by the department head provided time aff can be arranged conveniently
and reasonable arrangements can be made. to make up time off and approved by the
department head.
6.5.3 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..
6.5.4 Normally, the cost of textbooks and technical publica tions 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 6.6 RETIREMENT
6.6.1 After six (6) months of employment, employees working more than six
hundred (600) hours per year are required. to participate in the Public Employees
Retirement System. The employees contribution is paid by the City for all
compensation earned. after June 30, 1981.
Section 6.7 RETIREMENT AGE
6.7.1 The retirement age for employees is as follows:
(a) Sixty (60) years for fire and police employees;
(b) Sixty-five (65) years for all other employees.
6.7.2 At the end of the month in which an employee reaches retirement age,
the employee shall automatically terminate his service with the City. However,
the appointing power may grant an extension of the retirement on a year-to-year
basis when it is in the interest of the City to do so.
Section 6_8 SOCIAL SECURITY
6.8.1 The City shall match the employee's contribution in the Social
Security Plan.
Section 6.9 INDUSTRIAL ACCIDENTS
6.9.1 All employees shall be covered under a Workers Compensation
Insurance Plan as required by state statute and regulation for industrial
accidents and disease.
31
6.9.2 City of Central Point benefits continue and the City pays medical
and dental coverage while employee is on a period of lost-time injury leave
covered by Workers Compensation not exceeding thirty (30) days, unless an
extension is granted under Section 6.9..4. Public Employees Retirement System
(PERS) premium is not paid.
6.9.3 A thirty (30) day calendar period is the time limitation to the
amount of lost-time due to an accident that can be taken by an employee; at which
time the City would review the possibility of extension of that employee or
refilling the position.
6.9.4 Sick leave will not be used in a lost-time accident to make the
difference in pay between Workers Compensation and the gross paycheck.
Section 6.10 MEDICAL AND HOSPITAL INSURANCE
6.10.1 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 6.11 LIFE INSURANCE
6.11.1 Premium paid by the City on $10,000 term policy.
Section 6.12 DENTAL INSURANCE
6.12.1 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.
6.13 DISABILITY INSURANCE
6.13.1 Non-Union employees eligible for union members group insurance
plans, may participate in such plans at the employees expense.
Section 6.14 RESERVE POLICE OFFICERS
6.14.1 Reserve police officers of the Central Point Police Department shall
not receive certain of the benefits enjoyed by regularly appointed officers and
employees of the department. Reserve police officers are and shall be provided
the rights, benefits and privileges appertaining to the Oregon State Accident
Insurance Fund (SAIF), and the false arrest insurance coverage benefits provided
regularly appointed officers and in accordance with the laws, rules, and policies
governing said insurance.
Section 6.15 EIRE DEPARTMENT UNIFORM ISSUE AND REPLACEMENT
6.15.1 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.
6.15.2 Replacement of worn or damaged Fire Department employee uniforms for
both paid and volunteer will be made at the discretion of the Fire Chief.
32
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
handi caps. Central Point's policy is a positive one and con sistent 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
atmos phere of non-discrimination. Thus, Central Paint accepts its legal and
moral responsibilities. for aggressive re-cruitment, training and upward mobility
of all its staff.
7.1.3 The City of Central Point, in order to carry out its positive
affirmative action policy, adopts and sets forth the following affirmative action
program.
Section 7.2 GOALS
7.2.1 To improve employment opportunities for minority group persons.,
women and the handicapped.
7.2.2 To provide positive information about equal opportunity affirmative
action to the present. staff and encourage and promote employee practice
consistent with Central Point's. affirmative action policy.
7.2.3 To ensure that all public announcements of employment opportunities
at the City of Central Point include a coa¢minication 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.
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Section 7.4 EMPLOYMENT FORMS AND CLASSIFICATION SYSTEMS
7.4.1 Central Paint'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 to race, color, sex,
religion, national origin, or handicaps are not factors in determining
compensation.
Section 7.7 RESPONSIBILITY FOR PROGRAM
7.7.1 The City Administrator of the City of Central Point is the chief
Affirmative Action Officer. The City Administrator may designate a responsible
and interested person to serve in the role.
Section 7.8 GRIEVANCES
7.8.1 All grievances concerning the administration of this plan shall be
directed to an immediate supervisor, department head, or the designated
Affirmative Action Officer for the City. If the concern is not resolved at this
level, it may then be brought to the City Administrator of the City.
Section 7.9 EMPLOYMENT GOALS
7.9.1 City of Central Point employment in total numbers is expected to
remain the same or decrease through 1988. Be cause 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.
34
TABLE I
POSITION CLASSIFICATION PAY PLAN
Effective July 1. 1989
CLASH AUTHORIZED RANGE STEP STEP STEP STEP STEP
TITLE POSITIONS NUMBER A B C D E
FINANCE DIRECTOR 1 165 2393 2513 2638 2770 2909
ACCOUNT CLERK 3 115 1286 1350 1418 1489 1563
ADMINISTRATION SECRETARY 1 115 1286 1350 1418 1489 1563
ADMINISTRATIVE ASST. 1 147 1914 2009 2110 2215 2326
COURT CLERK/SECRETARY 1 115 1286 1350 1418 1489 1563
FIRE CHIEF 1 .165 2393 2513 2638 2770 2909
FIRE CAPTAIN 3 150 1986 2086 2190 2299 2414
FIRE FIGHTER II 1 135 1649 1731 1818 1909 2004
FIRE FIGHTER III 2 139 1733 1820 1910 2006 2106
RELIEF FIRE FIGHTER** 1 120 1368 1437 1509 1584 1663
POLICE CHIEF 1 171 2578 2707 2842 2985 3134
SERGEANT 2 153 2062 2165 2273 2387 2506
POLICE OFFICER 9 -- 1655 1741 1830 1918 2013
CLERK DISPATCHER 5 -- 1257 1320 1386 1456 1528
PUBLIC WORKS DIRECTOR 1 172 2610 2741 2878 3022 3173
LABORER* 3 74 773 811 852 894 939
STREET MAINTENANCE* 1 105 1136 1192 1252 1315 1380
PARK MAINTENANCE* 1 74 773 811 852 894 939
UTILITYMAN I 3. 121 1385 1455 1527 1604 1684
UTILITYMAN II 1 123 1420 1491 1566 1644 1726
UTILITYMAN III 1 128 1511 1587 1666 1749 1837
UTILITYMAN V 1 139 1733 1819 1910 2006 2106
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 C-level with Mobile Home Certification
Structural Plans Examiner C-level with Mobile Home Certification.
Mechanical Inspector C-level with Mobile Home Certification
Structural Inspector B-level with Mobile Home Certification
*Temporary positions
**Temporary Part-time position authorized to meet the requirements of the
Fair Labor Standards Act. Position to be reviewed and reauthorized on a
yearly basis
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TABLE II
CITY OF CENTRAL POINT, OREGON
TABLE OF BASIC SALARY RANGES
RANGE STEP STEP STEP STEP STEP
A B C D E
59 603 639 669 698 733
55 610 641 673 706 792
56 618 699 681 715 751
57 626 657 690 729 760
58 633 665 698 733 770
59 691 673 707 742 780
60 699 682 716 752 789
61 657 690 725 761 799
62 666 699 73-0 771 809
63 679 708 793 780 819
64 682 717 752. 790 829
65 691 725 762 800 890
66 700 735 771 810 850
67 708 799 781 820 861
68 717 753 791 830 872
69 726 762 BO1 841 883
70 735 772 B11 851 899
71 -- 799 782 821 862 905
72 759 791 831 873 916
73 763 801 891 883 928
79 773 811 852 899 939
75 782 821 863 906 951
76 792 832 873 917 963
77 802 892 889 928 975
78 812 853 895 940 987
79 822 863 906 952 999
80 832. 879 918 964 1,012
81 843 885 929 976 1,025
82 853 896 991 988 1,037
83 864 907 953 1,000 1,050
84 875 919 965 1,013 1,063
85 886 930 977 1,025 1.,077
86 897 992 989 1,038 1,090
8T 908 954 1,001 1,051 1,109
88 919 965 1,014 1,069 1,118
89 931 977 1,026 1,078 1,132
90 943 990 1,039 1,091 1,196
91 959. 1,002 1,052 1,105 1,160
92 966 1,015 1,065 1,119 1,175
93 978 1,027 1,079 1,133 1,189
99 991 1,090 1,092 1,147 1,2:04
95 1,003 1,053 1,106 1,161 1,219
96 1,016 1,066 1,120 1,176 1,239
97 1,028 1,080 1,134 1,190 1,250
98 1,041 1,093 1,148 1,205 1,265
99 1,059 1,107 1,162 1,220 1,281
100 1,067 1,121 1,177 1,235 1,297
101 1,081 1,135 1,191 1,251 1,313
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TABLE II
CITY OF CENTRAL POINT, OREGON
TABLE OF BASIC SALARY RANGES
RANGE STEP STEP STEP STEP STEP
A B C 0 E
102 1,094 1,149 1,206 1,2fi7 1,330
103 1,108 1,163 1,221 1,282 1,397
104 1,122 1,178 1,237 1,298 1,363
105 1,136 1,192 1,252 1,315 1,380
106 1,150 1,207 1,268 1,331 1,398
107 1,164 1,222 1,284 1,398 1,415
108 1,179 1,238 1,300 1,365 1,933
109 1,194 1,253 1,316 1,382 1.,951
110 1,208 1,269 1,332 1,399 1,469
111 1,224 1,285 1,349 1,416 1,48T
112 1,239 1,301 1,366 1,439 1,506
113 1,259 1,317 1,383 1,952 1,525
119 1,270 1,333 1,9-00 1,970 1,594
115 1,286 1,350 1,418 1,489 1,563
116 1,302 1,367 1,935 1,507 1,583
117 1,318 1,389 1,953 1,526 1,602
118 1,335 1,901 1,972 1,545 1,622
119 1,351 1,419 1,490 1,564 1,693
120 1,368 1,937 1,509 1,589 1,663
121 1,385 1,455 1,527 1,604 1,689
122 1,403 1,9.73 1,546 1,624 1,705
123 1,920 1.,991 1,566 1,699 1,726
124 1,938 1,510 1,585 1,665 1,748
125 1,956 1,529 1,605 1,685 1,770
126 1,479 1,598 1,625 1,707 1,792
127 1,493 1,567 1,646 1,728 1,819
128 1,511 1,587 1,666 1,799 1,837
129 1,53.0 1,607 1,687 1,771 1,860
130 1,599 1,627 1,708 1,793 1,883
131 1,569 1,697 1,729 1,816 1,907
132 1,588 1,668 1,751 1,839 1,931
133 1,608 1,688 1,773 1,862 1,955
139 1,628 1,710 1,795 1,885 1,979
135 1,699 1,731 1,818 1,908 2,009
136 1,669 1,753 1,890 1,932 2,029
13T 1,690 1,775 1,863 1,956 2,059
138 1,711 1,797 1,887 1,981 2,080
139 1,733 1,819 1,910 2,006 2,106
140 1,759 1,892 1,939 2,031 2,132
141 1,776 1,865 1,958 2,056 2,159
192 1,798 1,888 1,983 2,082 2,186
143 1,821 1,912 2,007 2,108 2,213
194 1,899 1,936 2,033 2,139 2,241
195 1,867 1,960 2,058 2,161 2,269
196 1,890 1,984 2,089 2,188 2,297
147 1,919 2,009 2,110 2,215 2,326
198 1,937 2,034 2,136 2,293 2,355
149 1,962 2.,060 2,163 2,271 2,389
37
TABLE II
CITY OF CENTRAL POINT, OREGON
TABLE OF'BASIC SALARY RANGES
RANGE STEP STEP STEP STEP STEP
A B C D E
150 1,986 2,086 2,190 2,299 2,419
151 2,011 2,112 2,217 2,328 2,994
152 2,036 2,138 2,24.5 2,357 2,475
153 2,062 2,165 2,273 2,387 2,506
159 2,087 2,192 2,301 2,916 2,537
155 2,113 2,219 2,330 2,9.97 2.,569
156 2,190 2,297 2,359 2,977 2.,601
157 2,167 2,275 2,389 2,508 2,639
158 2.,194 2,303 2,419 2,590 2,667
159 2,221 2,332 2,949 2,571 2,700
160 2,249 2,361 2,979 2,603 2,739
161 2,277 2,391 2.,510 2,636 2,768
162 2,305 2,921 2,592 2,669 2,802
163 2,339 2,951 2,579 2,702 2,837
169 2,363 2,982 2,606 2,736 2,873
165 2,393 2.,513 2,638 2,770 2,909
166 2,423 2,599 2,671 2,805 2,995
167 2,953 2,576 2,705 2,890 2,982
168 2,989 2,608 2.,739 2,875 3,019
169 2,515 2,691 2,773 2.,911 3,057
170 2,546 2,679 2,807 2,998 3,095
171 2,578 2,707 2,892 2,985 3,134
172 2,610 2,791 2,878 3,022 3,173
173 2,643 2,775 2,919 3,060 3,213
179 2,676 2,810 2,950 3,098 3,253
175 2,710 2,895 2,987 3,137 3,293
176 2,793 2,881 3,025 3,176 3,335
177 2.,778 2,917 3,062 3,216 3,376
178 2,812 2,953 3,101 3,256 3,919
179 2,898 2,990 3,139 3,296 3,961
180 2,883 3,027 3,179 3,338 3,505
38
CITY DP CENTRAL POIHT
ORGANIZATION GHARi
CITIZENS
DF
CENTRAL POINT
NAYDR
AND
CITY COUNCIL
MUNICIPAL CITY CITY
1UDfiE ADMINISTRATOR ATTORNEY
DEPARTMENT DEPARTNENT PDEPARTMENTTY PDEPARTMENTS
ADMINISTRATION H DIVISION H DIVISION ~-{ DIVI5 ONS
DEPARTMENT
FINANCE I ' COMDIVI5TON NS I ~--{ -IVISION ~-- -IVISIDH
DIVISION L~
PARKS
DIVISION
39