HomeMy WebLinkAboutCouncil Resolution 556RESOLUTION N0. 556
A RESOLUTION REVISING PERSONNEL POLICIES AND 2ROCEDURES
PtAEREAS,.Chapter 2.48 of the Central Point tiunicipal Code autho-
rizes and directs the City Council to adopt rules relating to personnel
matters, and the City Council having heretofore by Resolution Numhers
280,. 300, 321, 346, 359, 396, 415, 434, 442, 454, 484, 502 and 528
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..
P3s~ed by the Council and signed. by me in authentication of its.
ypassage this ~ day of June 1990.
Mayor
ATTEST:
City Repr entative
1990.
Approved by me this ~ day of
Sune
Mayor
RESOLUTION N0. 556 1
Exhibit A
PER S O N N E L _..P 0.L I C I E S
_.A N D
- PRO C E D U R E S
1990 - 1991
(Rev. 6/90)
PERSPOL/ADMINI
TABLE OF CONTENTS
Section Paae No.
Resolution . 1
PURPOSE, VARIANCES AND DEFINITIONS
1.1 Purpose and Applicability . . 7
1.2 Variances. 7
1.3 Definitions. 7
PERSONNEL. POLICIES & PROCEDURES
2.1 Appointment. 12
2.2 Trial Service Period 13
2.3 Hours of Work. 14
2.4 Attendance. 14
2.5 Personnel Records. 14
2.6 Promotions, Demotions, Transfers,
Discipline, and Discharge 15
2.7 Transfers. 15
2.8 Promotions. ., . 15
2.9 Layoff (Termination). 16
2.10 Leave of Absence Without Pay. 16
2.1.1 Outside Employment and Off-Duty Activities. 16
2.12 Residence Requirement. 16
2.13 Departmental Rules and Regulations. 16
2.14 Travel Expense. . 17
2.15 In-Service Training. 17
2.16 Selling and Peddling Among Employees. 18
2.17 Political Activity. 18
2.18 Relatives in the City Service. 18
2.19 Examinations and Testing. . 18
PERSPOL/ADMINl
TABLE OF CONTENTS (Continued)
Section Page No.
2.20 On-Call Status. 18
2.21 Biography of Administrative Personnel. ,19
2.22 Conflict of Interest .19
2.23 Drug Free Workplace 19
GENERAL CONDUCT, DISCIPLINE,. TERMINATION, AND APPEAL
3.1 Personal Appearance and Conduct 21
3.2 Causes for Warning, Suspension or Dismissal. .21
3.3 Form of Disciplinary Action. ,22
3.4 Grievance Procedure. .23
3.5 Resignation. . .25
3.6 Re-Employment. .25
3.7 Cost Consciousness. 25
3.8 Safety. . 25
3.9 Legal Liability. .26
3.10 Equipment. . : : .26
3.11 Exit Interview. . -26
CLASSIFI CATION PLAN
4.1 Position Classification Plan. 26
4.2 Titles and Specifications. .27
4.3 Reclassification ,28
4.4 New Positions. .28
PAY PLAN AND COMPENSATION
5.1 Pay Plan. 28
5.2 Analysis of Pay Plan. 30
5.3 Appointee Compensation.. 30
5.4 Payday. . 31
PERSPOL/ADMINl
TABLE. OF CONTENTS ( Continued)
Section Page No.
5.5 Overtime. .. .. ... . . 31
5.6 Payment Upon Classification Change. 32
5.7 Part-Time Employment. . . 33
5.8 . Government-Funded Programs .33
FRINGE BENEFITS
6.1 Holidays and Leave in Lieu of Holidays.:.... 33
6.2 Vacation Time . 34
6.3 Sick Leave. . . 36
6.4 Parental Leave 37
6.5 Leave of Absence with. Pay. .37
6.6 Educational Opportunities... .39
6.7 Retirement. 39
6.8 Retirement Age. . . 39
6.9 Social Security. ,40
6.10 Industrial Accidents. 40
6.11 Medical and Hospital Insurance. . 40
6.12 Life Insurance. 40
6.13 Dental Insurance. . - 40
6.14 Disability Insurance. . 40
6.15 Reserve Police Officers. ... .. . 41
6.16 Fire Department Uniform Issue and Replacement. .. .41
AFFIRMATIVE ACTION POLICY AND PROGRAM
7.1 Statement of Policy. . .41
7.2 Goals.. . . .42
7.3 Recruitment and Selection. .42
7.4 Employment Forms. and Classification Systems. .42
PERSPOL/ADMINI
TABLE OF CONTENTS (Continued)
Section Pa4e No.
7.5 Promotions. .. 42
7.6 Rate of Pay - Compensation. .-42
7.7 Responsibility for Program. : 43
7.S Grievances. 43
7.9 Employment Goals: 43
POSITION CLASSIFICATION PAY PLAN - ruly, 1990 - TABLE I. 44
TABLE OF BASIC SALARY RANGES - TABLEIL .: : .:45'
ORGANIZATION CHART. . .47
PERSPOL/ADMINl
FURPOSE, 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 ihterruption; ih computing continuous service for
the purpose of this resolution, neither military leaves
pursuant to Section 6.5.6 nor paid leaves of absence on
account of illness., shall be construed as a break in
>employment or service., Other absences aggregating in excess
of six (6) months in any period of twelve (12) months
including layoffs on account rof 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 respohsibility o determine
- violations of the Federal or State criminal drug statutes..
(q) Criminal Drug Statute, a Federal or non-Federal criminal
c`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 td'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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(w) Dismissal. Termination of employment with the City for
reasons attributable to the emplovee_
(x) Duty Dav. Any day or shift on which an employee is
scheduled to be available for work..
(y) Employee. Anyone who receives compensation from the City
for actively performing the duties. and responsibilities of a
position.
(z) .Examination. A test for .the purpose of evaluating an appli-
cant for an employment vacancy.
(aa) Exempt Service. A11 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 reguires a full
work day as herein defined, except .for part-time positions,
:temporary part-time positions, temporary positions, and
goverzunent 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 gainan 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
notreflectingdscreditupon 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.
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(aj) Mayor. The elected chief executive officer and 'Head of the
aaministrative branch of the City government who is directly
responsible for the proper. administration of all affairs of
he City..
{ak) Military Leave. Leave of absence for an employee entering
reserve military training duty.
(a1) 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
atwenty-seven (27) day workperiod.
(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 takeh 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 and responsibili-
ties assigned or delegated by competent authority, requiring
the full or part-time seryices_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 anon-call basis. Reserve Policemen may be
required to respond to alarms: Reserye_Policemen'are
appointed by and serve at the discretion of the City
Administrator upon considering recommendations from the
department head.
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(av) Seniority. Priority of an employee based on the amount of
time since .the. employee's last. date of hire..:.
jaw) Sexual Harassment. Deliberate or repeated behavior of a
sexual nature ~~~hich is unwelcome. It can include verbal
behaviors such as unwanted sexual comments, suggestions,
jokes, or pressure for sexual favors; non-verbal behavior
such as pats or squeezes, or repeatedly brushing against
someone's body.
(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) Supervisor. Any person who is responsible to a higher divi-
sional or departmental level of authority and who directs the
work of others..
(az) Suspension. Temporary separation of an employee from City
service without pay for disciplinary purposes.
(ba) 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
otherfringe benefits.
(bb) Temporary Part-Time Position. A temporary part-time
position is one requiring less than 100 of a workweek of a
defined temporary tenure. Such temporary part-time positions
do not earn nor accrue any fringe benefits:
(bc) Terminated. The conclusion of the employment relationship
between the employee and the City including any rights and
responsibilities:.relating thereto.
(bd) 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.
(be) 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.
(bf) 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 recon¢nendaticns from the Department Head.
(bg) Workday. The regularly scheduled workday_sha11 be eight (8)
hours. For firepersonnel,>the workday shall be twenty-four
(24) hours.
(bh) 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
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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) Work~eek_ The regularly scheduled oorkweek sha11'be a seven
(7) day recurring period which begins at S:Ol p.m. each rr^riday
for all employees except as herein otherwise provided. The
regularly scheduled workweek for Communications Department
employees shall begin at 0001 hours on Monday of each week.
Police and Fire Department employees shall be employed on a
work period rather than aworkweekbasis.
ARTICLE 2 - PERSONNEL POLICIES AND PROCEDURES
Section 2.1 APPOINTMENT
...2.1.1 A11 original appointments o 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.
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2.1.2 No question. in any test or in_any application form or by any
appointing power shall be so framed as tc attempt co illicit
information r_oncerning race, color, ancestry, national origin, or
political or religious. affiliation for :the purpose of discriminating.
2.1.3 A11 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 he 'examination.
2.1.6.- A11 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 subject to supervision by a
member of their immediate. family. as thatterm is defined hereinabove.
No relative of any member of a current City Council shall be hired
unless special permission is :given by ahe Council.
Section 2.2 TRIAL SERVICE PERIOD
2.2.1 A11 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) mbnths.-'The employee shall-be notified in .writing
of any extension and the reasons therefore.
x2.2.3 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 Upoa 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 he
right pf ,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.
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Section 2.3 HOURS OF WORK
2.3.1 The hours which City departments shall be open fbr business
shall be determined by the. City Aaministrator.
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 xeport to work shall make
a sincere effort to immediately notify his supervisor of his reason for
being absent. Sf 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.
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:
ja) 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 he material and refused to affix his signature or
initials, or a statement by a supervisor that the employee-has'been
notified by mail that the information was placed in his personnel
record, A copy of any such material shall be furnished to the employee
upon request.
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2.5.5 An employee desiring that material which he feels is
incorrect or derogatory towards him should be removed from the
personnel records shall have the right to pursue his complaint 'through
the grievance procedure.
2.5.6 Any employee shall have the right of reasonable inspection of
his file during business hours.
2.5.7 Letters of consultation or reprimand shall be .considered
temporary contents of the record and shall be removed upon request of
the employee after five (5) years from placement in the employee's
record.
2.5.8 Material placed in the record without conformity to the
provisions of the foregoing sections will not be used by the .City in
any subsequent evaluation or disciplinary proceeding .involving the
employee.
Section 2.6 PROMOTIONS, DEMOTIONS, TRANSFERS, DISCIPLINE, AND
DISCHARGE
2.6.1 The City Administrator shall have the right, upon considering
recommendations from the depaztment head, to promote., demote, transfer,
discipline or discharge .any employee. Promotions-and transfers shall
be made in such cases as the City Administrator deems necessary and
appropriate to the efficient operation of City business and if the
promotion or transfer does 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 atrial service period, who is"demoted, disciplined or-
discharged may seek review of such action under the grievance procedure
set .forth .below. ,
Section 2.7 -TRANSFERS
2.7.1 Requests from employees for transfers from one department to
another shall be made in writing and shall be-directed to the
employee's present department head and referred to the appropriate
department head and the appointing power. Such requests shall be given
consideration when a suitable .vacancy. occurs; however, no employee
shall be transferred to a position for which he does not possess the
minimum qualifications.
Section. 2.8 PROMOTIONS
:2.8.1. A11 job vacancies'shall, whenever possible, be filled by
promoting qualified: employees. within he City service.
2.8.2 Nevertheless, the appointing power may recruit applicants
fromoutside;the City service, whenever he'has reason to believe that
better qualified applicantsaze 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 Z.1 of this resolution. Where qualifications and ability
are relatively equal, seniority within the City service shall be the
determining factor.
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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 oftheCityof CentralPont."TheCity Administrator or
his designee shall in his discretion enforce the terms of this
provision, and such enforcement shall be subject to the grievance
procedure set forth herein.
Section 2.12 RESIDENCE REQUIREMENT
2.12.1 Residency shall not be a condition of initial appointment or
continued employment. Employees are encouraged, however, to live
within five (5) miles by road of City Ha11 and to participate-in civic
affairs.. All residency outside City limits shall be first approved by
the City Administrator who shall take into consideration the time
necessary for personnel to be able to respond if called to work during
emergencies.
Section 2.13 'DEPARTMENTAL RULES AND REGULATIONS
2.13.1 Each department of the City is encouraged`to establish '
departmental rules, regulations and procedures. Such rules,
regulations and procedures shall be in harmony with the provisions of
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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 mode 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.
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.
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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 oh all political
subjects and candidates, to maintain political neutrality, 'and to
attend political 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 immediate 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 be conducted on
or before the employee's employment 'anniversary date with the standards
for passage thereof to be determined by the physician selected by the
City for the administration of such examination having due regard for
the work to be performed by the employee.
Section 2.20 ' ON-CALL STATUS
2.20.1 Public Works - Due to the potential for emergency situations
affecting the health and safety of the citizens of the City of Central
Point, all Public Works employees shall be on "public works on-call
status" at such times as are scheduled 'for that employee by the City
Administrator or department head. It shall be the responsibility of
any employee 'on call to ut all times keep`the Police'Department
dispatcher advised of his or her location, and to be immediately `
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available to perform emergency maintenance or repair work. Public
Works emoloyeessitall 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 tail.
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 sha11_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 amember during the previous ten (10)
years, including a statement of any. off ices 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 sha1T 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.
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An employee shall,. as a condition of employment, abideby the
provisions of this Section.
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 occurring in the workplace, take
action with regard to the employee determined to be appropriate which
may include transfer, granting of a leave of absence without pay,
suspension,. or termination.
{b) Within 30 days of an employee's criminal drug statute
conviction for a violation occurring in the workplace,-an
appointing power shall:
(A) Take action with regard to the employee determined to be
appropriate which may .include discipline. up to and
including termination and/or
(B) require satisfactory participation by the. employee at
employee expense in a drug abuse assistance or
rehabilitation program approved for such purpose by a
Federal, State, or local health, law enforcement, or
other .appropriate agency.
2..23.3 Reasonable suspicion of employee use of a controlled
substance shall be based upon any of the following:
(a) observed abnormal behavior br impairment in mental br physical
performance (for example, slurred speech or diffticulty walking);
(b) direct observatioh 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 bf this policy for maintaining a
drug-free workplace;
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(c} availability of drug counselling,:.rehabilitation,.and employee
assistance programs; and
(d) penalties that may be imposed for drag abuse violations occurring
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.
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,DISCIPLZNE, TERMINATION AND APPEAL
Section 3.1 PERSONAL APPEARANCE AND CONDUCT
3.1.1 Public relations shall be an integralpart 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 publicservice.
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 CAUSESFOR WARNING, SUSPENSION.OR DISMISSAL
3.2.1 When an employee's conduct falls below desirable standards,
he may be subject to disciplinary action.
3.2.2 General reasons for which an employee may be disciplined
include:
(a) Drinking intoxicating beverages or use of illegal drugs on the job
or arriving 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;
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(f) Being habitually absent or tardy for any reason;
(9) tdisconduct;
(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
df 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;
(n) Willful giving of false information oY 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 regulatiohs adopted pursuant tb
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 St shall be the duty of all City employees to bomply with and
assist in carrying into effect the provisions"bf the City's personnel
rules and regulations. No employee who has completed a trial service
period shall be disciplined except for vialation 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.
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3.3.-~ A written notice shall be giveneach 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 atrial 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 prepaze 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 heazing, 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.
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 complaint, the employee involved will reduce his grievance to
writing stating his reasons therefor and the relief requested and will
present it to his department head, provided, however, that if the
aggrieved did not become aware of the occurrence until a later date,
then he must. initiate action within ten (10) calendar days following
actual knowledge of such occurrence. Within two (2) workdays after the
grievance is received by the department head, the-depaztment head will
discuss the grievance with the .employee involved and their immediate
supervisor and attempt to resolve it. If he wishes, the employee
involved may be .accompanied at such meeting by a representative..
Within two (2) workdays after this meeting „the depaztment head ,will
state a decision ,in writing and provide a copy to,the employee...
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Sten 2 If the employee is not satisfied with the decision concerning
his grievance made by the department head, he may, within two (2)
workdays of his receipt of such decision, forward his grievance to the
City Administrator. The City Aaministrator will schedule a hearing on
the grievance within five (5) workdays of its receipt by him and will
notify the employee and. the department head of the time and place of
hearing. Within three (3) workdays following such hearing, the City
Administrator shall state a decision in writing and provide a copy to
the employee.
Step 3 If the employee is not satisfied with the disposition of his
grievance by the City Administrator, he may request, within five (5)
workdays upon receipt of said decision, that the question be brought
before the City Council at executive session. The City Administrator,
upon receipt of such request, shall cause said matter to be placed upon
the agenda of the next executive session of the City Council of the
City of Central Point; and notice of the time and place of said session
shall be provided to the employee. The employee, the department head
and any other interested persons shall be given the opportunity to be
heard at the time of the said executive session, provided, however,
that witnesses may be required to remain outside of the executive
session, except for the time that they are actually testifying in
regard to the grievance. The City Council shall then render a decision
within ten (10) days of the date of said executive session; and unless
said decision is rendered at the time of the executive session and in
the presence of the employee, said decision shall be in writing and a
copy thereof shall be provided to the employee. The decision of the
City Council shall be final.
3.4.4 If the grievance procedures are not initiated within the time
limits established by this section,. the grievance shall be considered
not to have existed.
3.4.5 Any grievance not taken. to the next step of the grievance
procedure shall be considered settled on the basis of the last reply
made and received in accordance with the provisions of this section.
3.4.6 If the City fails to meet or answer any grievance within the
time limits prescribed for such action by this section, such grievance
shall automatically advance to the next step. If the City fails to
meet or answer any grievance on the last step of the grievance
procedure within the time limits prescribed for such action by this
section, it shall be deemed that the City has considered the grievance
to be in favor of the grievant and shall resolve the matter accordingly.
3.4.7 The. time limits prescribed in this section for the initiation
and completion of the steps of the grievance procedure 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.
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3.4.8 No employee shall be disciplined or discr~ninated against in
any way because. of the employee's proper use of the grievance
procedure.
Section 3..5 RESIGNATION
3.5.1 " To resign in good standing, an employee shall give the
appointing power not less than fourteen (14) calendar days prior notice
of such resignation, unless the appointing power agreed to permit a
shorter period of notice because of extenuating circumstances. The
notice of resignation shall be in writing and shall contain the seasons
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 se-employment in the same br
comparable classification to the one resigned.
Section 3.7 COST CONSCIOUSNESS
3.7.1 Employees shall practice every economy possible in the
discharge of their duties.
3.7.2 Employees are encouraged to recommend to their supervisors
work procedures which will result in a cost savi$g 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
inblude safety regulations and discipline controls.'-
3.8.2 Department heads, supervisors and employees shall guard the
safety of themselves,-fellow employees and the public.
3.8.3 When accidents occur on City property, the employee shall
contact his supervisor immediately; and the ;supervisor shall complete a
City accident report form. In case of a motor vehicle. accident, the
Police Department shall also be notified immediately.
3.8.4 - The City Administrator shall be notified of all accidents
involving City employees and City equipmeht 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 1ega11y,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, the City
Administrator, Fire Chief., Public Works Director and, Police Chief may
use a City vehicle to coimmite 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;xesponsible for any penalties pr damages incurred
while driving a City vehicle if the employee., is found to be negligent
in his action.
Section 3.11 EXIT SNTERVIEW
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..
ARTICLE4 - 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
26
class ificatio^ plan for each position. When approved. by the City
Council, the plan shall be known as the "Classification Plan". It
shall establish titles for each class and specify training, experience
and other qualifications necessary and desirable for successful
performance of the duties of employee positions in each class, and
specify the relationship between positions and classes. The
Classification Plan shall be developed and maintained so that each
position substantially similar with respect to duties,
responsibilities, authority and character of work is included within
the same class. The City Administrator may include operational
procedures for each department as a part of the Classification Plan.
The Classification Plan shall be readily available for inspection by
employees, prospective job applicants. and the general public. The plan
may be amended and revised from time to time as the Council deems
appropriate with an updated version of the same to be maintained at all
times by the City Administrator.
4..1.2 Positions. No new positions shall be created nor shall any
person be employed to fill a new position until the Classification Plan
provides for a specific position and the City Council authorizes
employment of an individual to fill the position.'-
4.1.3 Compensation. Compensation of `employees so classified shall
be in accordance with the City budget for the City of Central Point.
4.1.4 The classification bf 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 hereinafterbe amended by the
addition, division, consolidation or abolishment of classes on the
recommendation of the City Administrator and the adoption by the City
Council.
4.1.5 Each position shall be allocated to its appropriate class on
the basis of duties and responsibilitiesr 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 rebords.
4.2.2 Each position. shall be allocated to an appropriate class on
the basis of the duties and responsibilities of the position.
27
4.2.3 Each .class shall have a specification that includes a
concise, descriptive title, ana 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 e:cplanatory 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 he 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 o,avoid restrictions
concerning compensations.
:.Section 4.4 NEW POSITIONS
4.4.1 The City Administrator shall be responsible for keeping the
classification plan current through .periodic studies of the positions
within the City .service.
4.4.2 No position or class shall carry an official title which has
not been approved by the Co~mnon 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 S - 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.
7$
5.1.3 The salaries or :rates of compensation prescribed are fixed on
the basis or full-time service in full-til-ne 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, 0, 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 xequire 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 nompletion 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.
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 A11 salaries prescribed are monthly rates. For purposes of
overtime payments and in those positions where it is more appropriate
to pay upon hourly or daily rates, the monthly rates shown in Table I
..:.'and Table ZI will be converted to hourly rates by the division of the
monthly rate for a 40-hour workweek by a factbr of 173.33-and for a
56-hour workweek by a factorof 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 persbns 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
29
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 reco¢¢nendation 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 salazy 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 yeaz, and, upon the basis of this analysis,:sha11
.:.submit recommendations,for;amending the pay plan to the:Coimnon Council.
5.2.3,;. Upon receipt of the City Administrator's report and, if in
the judgment of the Council it is deemed feasible and advisable,-the
Council shall by resolution adjust the salaries-and rates .of
compensation and benefits for all City officers and employees.
..:5.2.4 In addition to the adjustment procedure to be conducted.
annually as set-forth herein, the Council, upon the City
Administrator's recommendation, may from time to time effect .such other
-adjustments to the salaries or compensation paid to City officers and
employees in therCity 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 salazy for the class ,to whichrthe position is'
allocated.
30
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
ac a salary level above the minimum, but not more than the maximum, for
the class.
5.3.3. An employee who due co 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-s) 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 bff or overtime pay which'shall
be one and ane-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`accumulatidn has been reached, all overtime
compensation earned by the employee shall be scheduled off at the
earliest possible time by the department'head who shall. give due
consideration to the desires of the employee.
5.5.4 For some positions, 'overtime is considered part of the job
responsibility and, therefore, does not justify overtime compensation.
Compensation for overtime shall not be granted to the following
positions:
(a) City Administrator
(b) Administrative staff
(c) Police Lieutenant
(d) Executive, administrative and professional personnel as defined by
the Federal Fair Labor Standards Act.
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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 onspecially requested projects and ,meetings
attended outside the normal position description.
Section 5.6 PAyt3ENT 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 sntrance step. Sn cases where the salary ranges
overlap,. and the promotion is for an employee..within the same
_department, promotion may be;effected at an increase adjusted to_the
nearest; step, but not to exceed five percent (5~).
5.6.3 In the case of the demotion of any employee in the City
service to a class with a lower. salary, range, such,,employee shall,be
....:entitled to retain the salary tep in the ower 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 o 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 glass 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 ahall 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 dfferent_class.
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Section 5.7 PART-TIME EMPLOYMENT
5.7.1 Except as otherwise provided herein, a daily work schedule
less than the number of hours of full-time employment shall be
considered part-time service and the actual compensation therefor shall
be determined by the relation that the actual nurzioer 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 BERS 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 pear
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 Fu11-time employees of the City excepb 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 ih February
(c) Memorial'Day, last Monday in May
(d) Independence Day, July 4
(e) Zabor 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
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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 t4onday is already a
holiday, then the preceding Friday shall be given as a holiday. If any
such holiday falls on a Saturday, the preceding Friday shall be given
as a holiday unless rriday is already a holiday, then the rollowing
Monday shall be given. as a holiday.
6.1.4 Floating holidays in Section 6.1.2 shall be accrued on
January 1 and July 1 (one day each) of each year for all employees
currently employed as of those dates._ The holiday shall not be taken
less than one day at a time and must be used in the calendar year
accrued.. -Floating holidays shall not be paid upon termination of
__employment but .may be allowed to be taken .between the notice of
..,.termination and last day of work at the option of the City. Days are
to be scheduled by department heads with consideration. given. to
employee requests.
6.1.5 An employee who works on a recognized holiday as part of his
regular work week shall be allowed equal compensating time off.
6.1.6 Holidays in section 6.1.2 which occur during vacation or sick
leaveshall 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 sha1L accrue five (5) shifts per year vacation leave
with pay. Employees with more than five (S) 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,seryice 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 (2i) 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 (7i)
years of continuous service shall accrue annual vacation leave with pay
at the rate of fifteen (15) days per year. Department heads with seven
and one-half (7?) or more years, but less than twelve and one-half
34
(12~) years of continuous service shall accrue annual vacation leave
with pay at the rate of twenty (20) days per year. Department heads
with twelve and one-half (12) years or more rof continuous service
shall accrue annual vacation leave ,with pay at the rate of twenty-five
{25) days per year.
6.2.3 Vacation leave taken shall be earned in the preceding
calendar year or portion thereof in the case of new employees.
6.2.4 Employees shall not be eligible for vacation leave during
their trial service. period although vacation leave shall be,accrued.
6.2.5 Annual vacation leave shall accrue on a calendar date basis.
To initiate such procedure, prorated vacation shall be determined. by
the length of time from the employee's anniversary date to the
following January L
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 unlessprior
.approval by the City Administrator is received,to carry over the
vacation.
6.2.7 Vacation accrual shall .continue when an employee is absent
due to sickness. or job-related accident and has status of an employee.
6.2.8 Vacation time-off shall be requested when possible two (2)
weeks in .advance of the time requested .with City work schedules
determining whether or not the time. off can be allowed..-
6.2.9 Part-time positions shall earn an accumulation ,of vacation
days in any one (1) year by direct proportion to the number of hours
worked compared .with the number 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 wilLbe 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 Germination 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.
35
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 neat January 1 at she 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, t_he employee
may use their anniversary date of the government-funded position for
computing vacation accrual rates.
Section 6f3 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 balendar month of continuous
service.'- Sick leave may be accumulated to a total of not more than
eight hundred sixteen'(816) 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
two hundred, twenty four (1224) 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 xeport the
reason for his absence to his 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.
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6.3.6 Sick leave shall not accrue during any period of leave of
absence without pay; however, an emoioyee who is re-employed after
lay-off or an'expiration of leave without pay within a period of-thirty
(30) days shall have sick leave credits during the previous employment
restored.
6.3.7 Accrued sick leave shall not be applied to a parental leave
of absence request. Sick Leave may be requested by pregnant employees
for prenatal care or when the employee is unable to 'perform her work
duties as defined in this section.
6.3.8 Employees may use sick leave where there is an unexpected or
serious illness in their immediate family in order to make arrangements
for or provide initial assistance to the ill immediate family member.
Use of such sick leave shall be limited to sixteen (16) hours in any
one fiscal year; however, if the family illness or injury involves
hospitalization or if a physician certifies that the employee's absence
from work is necessary, the sixteen (16)-hour limit shall not apply.
6.3.9 Employees may utilize any unused sidk leave accrual upon
retirement in accordance with benefits provided for in PERS.
Section 6.4 PARENTAL LEAVE
6.4..1 Parental leave of absence may be requested as follows:
(a) upon the birth of the employee's infant or upon takingphysical
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'ddntained 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 b59.360, an employee shall
provide at least 30 days written notice-of a parental leave of absence
request.' The city shall be prdvided the opportunity to review any
parental leave request approved by the spouse's employer." This
information>sha11 provide the basis for 'determining the employee's
parental leaveperiod.`
(d) Upon depletion of accrued vacation leave,"holidays, and
- compensatory time, the employee map 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 Sectidn 2.10.
Section 6.5 LEAVE OF ABSENCE WITH PAY
6.5.1 Employees may request leave of absence with pay for the
purposes specified. in this<section. Each request shall be judged by
the appointing power-bn`its merits and on the basis of the 'guidelines
provided in this section.
37
6.5.2 Compassionate leave.- In the event of a death in the'.
employee's immediate family, an employee-.may be granted leave of
absence with pay not to exceed, three (3) calendar .days. and to be
:.deducted from sick leave. accrued. An extension of .this time may be
granted by the City Administrator.
b.5.3,- Funeral participation. When an ,employee serves as a
pallbearer, or in some other way-participates in a funeral ceremony,
the,employee,may be, granted a reasonable time off-with pay o perform
such duty not to exceed four (4) hours, -An extension of this time may
be granted by the City Administrator.
6.5.4 Witness or jury duty. ..When an employee is called for jury
:.:duty 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 received for such service shall be less than their
earnings for the .previous full month.
(c) ;Reimburse monies received for. duty.
6.5.5 Voting. When an employee's work schedule is such that he
:,would not, be able to vote. prior, to or; after his.. normally scheduled
- working hours, he shall be granted a reasonable time off duty to vote
without loss of, pay, accrued, vacation or,sick leave.:.
6.5.6 Military leave. An employee who has successfully completed
the rial 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 Cityservice 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 xights;or benefits to
which he is entitled; however, the employee shall be required to
transfer any compensation he receives ,for the performance of ;such duty
to the. City. .Such pay shall be granted only when an employee receives
bona fide orders to,temporary active or training duty, and shall not be
paid if the employee does not return to his position immediately
following the expiration of the period for which he was ordered to duty.
6.5.7 Conferences and conventions. Decisions concerning attendance
at conferences, conventions or other meetings at City expense shall be
- made by the department head with, the approval of he City
Administrator.. Permission sha1L be granted pn 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
38
be permitted to attend meetings of their society when such attendance
is considered. to be in the: best interest of the Citv_
Section 6.6 EDUCATIONAL OPPORTUNITIES
6.6.1 The City will reimburse an employee for fifty percent (50~)
of the amount of tuition for courses directly related to the .employee's
work offered at an acceptable educational institution. and conducted
outside the employee's regular working hours, provided that
(a) Funds for such expenditures are available in the current budget;
(b) The employee has made application for approval of the course and
tuition reimbursement to his depaztment head at .least ten (10) days
prior to the registration for such course;.:
(c) The employee submits evidence of satisfactory completion. of the
course with a C or better passing grade;
_ (d) The employee is not receiving reimbursement. for. tuition from any
other source;
(e) Department head must .approve. and determine a benefit derived to
the City.
6.6.2 Courses which are only offered during regular working hours
may be approved by the depaztment head provided time off can be
:arranged conveniently and reasonable arrangements can be made: to make
up time off andapprovedby the department head.:...
6.6..3 The City shall allow time off with pay and shall reimburse an
employee for the expenses of .attending classes, lectures, conferences
or conventions when attendance is on an assignment basis with prior
approval of the employee's depaztment head.
6.6.4 Normally, the cost of textbooks and technical publications
required for such courses shall be the responsibility of the employee.
If the City purchases any of the textbooks.. and publications, they shall
become the property of the. City.
Section 6.7 RETIREMENT
6.7.1 After six (6) months of employment,. employees working more
than six hundred (600) hours per yeaz aze required to participate in
the Public. Employees Retirement System. The employees contribution is
paid by the City for all compensation earned after June 30, 1981.
Section 6.8 RETIREMENT AGE
6.8.1 The retirement age for employees is seventy (70) years. unless
an earlier .age is required by designated department standards...
39
6.5.2 At the end of the month in which an employee reaches
retirement ace, the employee shall automatically terminate his. service
with the City. However, the appointing Hower may grant an extension of
the retirement on a year-to-year basis when it is in the interest of
the City to do so.
Section 6.9 SOCIAL SECURITY
6.9.1 The Citv shall match the emo_1ov_ee's contribution in the
Social Security Plan.
Section 6.10 INDUSTRIAL ACCIDENTS
6.10.1 All employees shall be covered under a Workers Compensation
Insurance Plan as required by state statute and regulation fora...
industrial accidents and disease.
6.10.2 An employee who is unable to perform any duties due to a
compensabee job injury who is being compensated by the City's workers
compensation carrier, may continue receiving fringe benefits defined in
these policies which otherwise would be available to the. employee for a
period of thirty (30) days or a period not to exceed the total sick
leave time accumulated by the employee whichever°is greater, unless an
extension is granted by the City Administrator.
6.10.3 Sick leave will not be used in a lost-time accident to make
up the difference in pay between .Workers Compensation and the gross
<'paycheck. Accumulated 'sick leave may be used for the first three (3)
days of a lost-time accident when the employee does not receive
compensation from a worker's compensation plan.
6.10.4 Trial service period,'°temporary, temporary part-time and
seasonal positions are not eligible for benefits provided in 6.10..2 or
6.10.3.
Section 6.11 '-MEDICALAND HOSPITAL INSURANCE
6.11.1 The City shall pay the premium for coverage .under the League
of Oregon Cities EBS Insurance Trust Plan III covering ',the employee and
2 or more dependents for all full time positions effective the first
day of the month thirty (30) days after the'date df employment.
Section 6.12 LIFE. INSURANCE
6.12.1. Premium paid by'the City on $10,000 term policy.
Section 6.13 DENTAL INSURANCE
6.13.1 The City shall pay the premium for coverage under the League
of Oregon Cities EBS Insurance Trust Plan III covering the employee and
2 or more dependents for all full time positions effective the first
day of the month thirty (30) days after the date of employment.
40
6.14 DISABILITY INSURANCE
6.14.1 Non-Union employees eligible for union members group
insurance plans, may participate in such plans at the employees expense.
Section 6.15 RESERVE POLICE OFFICERS
6.15.1 Reserve police officers of the Central Point Police
Department shall not receive certain of the benefits enjoyed by
regularly appointed officers and employees of the department. Reserve
police officers are and shall be provided the rights, benefits and
privileges appertaining to the Oregon State Accident Insurance'Fund
(SAIF), and the false arrest insurancecoverage benefits provided
regularly appointed officers and in accordance with the laws, rules,
and policies governing said insurance.
Section 6.16 FIRE DEPARTMENTUNIFORM ISSUE AND REPLACEMENT
6.16.1 When Fire Department personnel are initially appointed,they
will be given an issue of uniform clothing as determined by the Fire
Chief. It will be the employee's responsibility to maintain his
uniforms in an appropriate manner, thereby displaying an acceptable
appearance as a representative of the City of Central Point..
6.16.2 Replacement of worn or damaged Fire Department employee
uniforms for both paid and volunteer will be made at the discretion of
the Fire Chief.
ARTICLE 7 -AFFIRMATIVE ACTION POLICY AND PROGRAM
Section 7.1 STATEMENT OF POLICY
7.1.1 It is the policy of the City of Central Point to provide
equal employment opportunities for all persons from all segments'of the
population without discrimination as to race., color, religion, national
origin, sex, or handicaps. Central Poiht's'policy is a positive one
and consistent with State Executive Order EO-72-7, State Civil Rights
Law of 1964, the'Civi1 Rights Act of 1972, the Federal Age
Discrimination Act and Federal Executive Orders 11246 'and 11375 `
relating to discrimination.
7.1.2 Central Point is cognizant that mere passive prohibition of
discriminatory practices is not enough to effectuate the principal of
equal employment opportunity. Affirmative and direct action is'
required to create an atmosphere of non-discrimination. Thus,`Cehtral
Point accepts its legal and moral responsibilities for aggressive
recruitment, training and upward mobility of all its staff.
7.1.3 The City of Central Point, in order to carry out its. positive
affirmative action policy, adopts and sets forth the following
affirmative action program.
41
Section 7.2 GOALS
7.2.1 To improve employment opportunities for minority group
persons, women and the handicapped.
7.2.2 To provide positive information about equal opportunity
affirmative action to the present staff and encourage and promote
employee practice consistent with Central .Point's affirmative action
policy..
.7..2.3 To ensure that all public announcements of employment
opportunities at the City of Central .Point include a communication of
equal employment opportunity.
7.2.4 To achieve and maintain, at the very least, proportional
employment for minority group persons, women. and the handicapped in the
Central Point.. organization as vacancies occur.
Section 7.3 .RECRUITMENT AND. SELECTION
7.3.1 The City of Central Point ..encourages qualified minority group
..persons, women and the handicapped to .apply for,employment.-
7.3.2 All position listings will comply with State and Federal
regulations and guidelines. Position listings wi11_be posted on the
bulletin boards in City Ha11.
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.Poiht equal employment
..opportunity policy.
Section 7.4 ,:EMPLOYMENT FORMS AND CLASSIFICATION SYSTEMS
7.4.1 .Central Point's employment forms will be<revised to ensure
that only needed information is secured., ,An attempt is made to provide
a career ladder of promotional opportunities where possible.
Section 7.5 PROMOTIONS
7.5.1 Promotions should come from within; :however, the option of
hiring from the outside-.will be pursued in conformity with affirmative
action needs and .the availability of qualified persons.
Section 7.6 RATE OF PAY - COMPENSATION
7.6.1 Discriminatory practices as,they apply to race, .color, sex:,
religion, national origin, dr handicaps are not factors in determining
compensation.
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Section 7.7 RESPON52BILITY 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. Sf 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 pccur. >
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CITY OF CENTRAL POINT, OREGON TABLE I
POSITION CLASSIFICATION PAY PLAN
EFFE CTIVE JULY 1, 1990
AUTH. RANGE STEP STEP STEP 5^t EP STEP
POs'. N0. A B C D E
FINANCE DIRECTOR 1 166 2,539 2,666 2,749 2,939 3,086
ACCOUNTING CLERK 3 - 117 1,382 1,451 1,524 1,600 1,580
ADMINISTRATIVE SECRETARY 1 117 1,302 1,451 -1,524 1,600 1,680
ADMINISTRATIVE ASSISTANT 1 149 '2,-056 2,159 2,267 2,380 2,999
FIRE CHIEF 1 165 2,508 2,633 ' 2,765 '2,903 3,098
FIRE CPPTAIN 3 150 2,.082 2,186 2,295 2,910 2,531
FIRE FIGHTER II 1 135 1,728 1,814 1,905 2,000 2,100
FIRE FIGHTER III 2 139 1,816 1,907 2,002 2,102 2,207
RELIEF FIRE FIGHTER '~"~ 1 120 ' 1,434 " 1,506 1,581 1,660 1,793
POLICE CHIEF 1 171 2,702 ' 2,837 2,979 3,128 3,284
POLICE LIEUTENANT ' 1 154 2,328 2,944 2,566 2,694 2,829
POLICE SERGEP.NT 1 153 2,161 " 2,269 2,382 2.,501 2,626
POLICE OFFICER 9 -- 1,738 1,828 1,922 2,019 2.,119
DISPATCHER./CLERK 6 -- 1,314 1,379 1,448 1,522 1,597
PUBLIC WORKS DIRECTOR 1 172 2,736 2,873 3,017 3,168 3,326
UTILITY LABORER ~ Z 91 1,000 1,050 1,103 1,158 1,216
STREET MAINTENANCE WORKER * 1 107 1,221 1,282 1,396 1,413 1,484
PARK MAINTENANCE WORKER * 1 76 830 872 916 962 1,010
UTILITY I 2 121 1,452 1,525 1,601 1,681 1,765
UTILITY II 1 123 1,488 1,562 1,690 1,722 1,808
UTILITY LEAD 1 130 1,624 1,705 1,790 1,880 1,979
PUBLIC WORKS FOREMAN 1 191. 1,862 1.,955 2,053 2,156 2,264
PUBLIC WORKS TECHNICIAN 1 136 1,750 1,838 1,930 2,027 2,128
PUBLIC WORKS/BUILDING
SEC.:ETAP.Y 1 117 1,382 1,951 1,529 1,600 1,68-0
Fire Captain and Firefighter position classifications may be increased one~.(1) range
fcr 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 Pfobile Home Certification
Structural Inspector B-Level with Mobile Home Certification
CABO Structural
CABO Mechanical
Temporary Positions
R.t Temporary Part-time positions
TABLE II
CITY OF CENTRAL. POINT.
TABLE. OF BASIC SALARY RANGES
RANGE STEP `.STEP STEP STEP STEP
A B C D E
71 780 819 860 903 448
72 790 83A 872 916 962.
73 800 890 !882 926 972
74 810 851 894 939 986
75 820 861 904 ::949 896
76 .830 872 -918 962 1,010
77 840 882 926 972 1,021
78 851 899 939 .986 1.,035
79 862 905 950 998 1,048
80 873 917 963 1,011 1,062
81 884 :928 974 1,02.3 1,074
82 895 990 987 1,036 1,088
83 906 951 999 1,099 1,101
84 817 963 1,011 1,062 1,115
85 928 ,974 1,023 1,079 1,12.8
86 940 987 1,036 1,088 1,192
87 952 1,000 1,050 1,103 1,158
88 964 1,012 1,063 1,116 1,172
89 976 1,025 1,076 1,130 1,187
90 988 1,037 1,089 1,193 1,200
91 1,000, 1,050 1,103 1,158 1,21.6
92 1,013 1,064 1,117 1,17.3 1,232
93 1,026. 1,077 1,131 1,188 1,247
94 1,034 1,091 1,146 1,2A3 1,263
`85 1,052 1,105 1,160 1,218 1,279
96 1,065 1j 118 1,179 1,.233 1,295
97 1,078. 1,132 1,189 1,298 1.,310
98 1,091 1,146 1,203 1,2.63 1,326
99 1,105 1,160 1,218 1,279 1,343
100 1,119. 1,175. 1,239 1,296 1,361
"101 1,133 1,190. 1,250 1,313 1,379
102 1,197 1,204 1,264 1,327 1,393
103 1,161 1,219 1,280 1,3.94. 1,411
109 1,176 1,235 1,297 1,362. 1,930
105 1,191 1,251 1,314. 1,380 1,'449
106 1,206 1,266 1;329. 1.,395 1,965
107 1,221 1,282 1,396 1,413 1,484
108 1,236: 1,298 1,363 1,931 1,503
109 1,251 1,314 1,380 1,949. 1,521
110 1,267 1,330 1,397 1,467 1,540
'111 1,283 1,'347 1,A14 1,985. 1,559
112 1,299 1,364' 1,432. 1,504. 1,'.579
113 1,315 1,381 1,950 1,523. 1,.599
'11.4 1,331. 1,398 1,.468 1,541 1,618
115 1,348 1,415. 1,986. 1,560. 1,6.38
116 1,365 1,433 1,505 1,580 1,659
45
TABLE II
CITY OF CENTRAL POINT.
TAHLE DF BASIC SALARY RANGES
RANGE STEP STEP :STEP STEP .STEP
A 8 C D E
l17 1,382 1,951 1,529 1,600 1,680
l18 1,399 1,989 1,542 1,619 1,700
119 1,9.16 1;487 1,'561 1,639 1,721
' 120 1,934 1,505 1,581 1,660 1,793
121 1,452 1,525 1,601 1,681 1,765
-122 1,970 1,544 1:,621 1,702 1,787
Y23 1,488 1,562 1,690 1,722 1,808
12a 1,507 1,582 1,661 1,794 1,831
125 1;526 1,602 1,682 1,766 1;859
126 1,545 1,622 1,703 1,788 1,877
127 1,564 1.,692 1,724 1,810 1,901
128 1,584 1,663 1,746 1,833 1,925
7 29 1,604 1,684 1,768 1,856 1,999
130 1;624 1,705 1,790 1,880 1,974
131 1,649 1,726 1,812 1,903 1,998
=132 1,665 1,798 1,835 1,927 2,.023
133 1,686 1,770 1,859 1,952 2,050
139 1,707 1,792 1,882 1,976 2,D75
135 1,728 1,814 1,905 2,b00 2,100
'136 1,750 1,838 1,930 2;027 2,128
137 1,772 1,861 1,959 2,052 2,155
138 1,794 1,884 1,978 2,077 2,181
139 1,816 1,907 2.,002 ,
'2, '02 2,207
140 1,839 1,931 2.,028 2,'129 2,235
141 1,'862 1;955 2,053 2,156 2,264
142 1,885 1,979 2,07.8. 2,'182'. 2,291
143 1,'909 2,004 2,104 2,209. 2,319
149 1,933 2,b 30 2.,132 2,239 2,3b1
195 1,957 2,055 2,158 2,266 2,379
146 1,981 2,080 2.,184 2,293 2,908
147 2,006 2,106 2,-211. 2,322. 2,438
148 2,031 2,133 2,240 2,352. 2,9.70
149 2,056 2,1.59 2,267 2,380.. 2,999
150 2,082 2,186 2,295 2,410 2,531
151 2,108 2,213 2,324 2,990. 2,562
152 2,139 2,291'. 2,353 2,911 2,595
'153 2,161 2,'269 2,382. 2.,501. 2,626
154 2,168 2,297 2,412. 2.,533. 2,660
155 2,215 2,326 2,4.42 2,569 2,fi92
156 2,243 2,355 2,473 2,597: 2,727
157 2,271. 2,385. 2,:504 2.,629. 2,760
158 2,299. 2,:41.9 2,535 2,662. 2,795
59 2,328: 2,'444. 2,566 2,699 2,829
160 2,357 2475 2,599 2,729. 2,865
161 2,386 2,'505 2,630 2,762. 2,900
162 2,916 2,537 2,669. 2,797. 2,937
t, F
RANGE
163
164
165
166
16T
168
169
170
171
172
173
179
175
176
177
..176
179
,180
181
182
..183
184
.......185
186
187
188
189
190
STEP
A
TABLE II
CITY OF CENTRAL POINT
TABLE OF BASIC SALARY RANGES
2,446
2,477
2,508
2,539
2,571
2,603
2,636
2,669
2,702
2,736
2,770
2,805
2,840
2,876
2,912
2,948
.2,.985
3,02.2
3,060
3,098
3,137.
3,176
.3,216
3,256
3,297
.3,338
3,380
3,422
STEP STEP STEP STEP
H C D E
2,568 2,696 2,831 2,973
2,601 2,731 2,868 3,011
2,633 2,765 2,903 3,098
2,666 .2,799 2,939 3,086
2,700 2,835 2,977 3,126
2,733 2,870 3,014 3,165
2.,768 2,9-06 3,051 3,204
2;802. 2..942 3,089 3,293
2,837 2,979 3,128 3,289
2,873 .3,017 3,168 3,326
2,909 3,054 3,2.07 3,367
.2,995 3,092 3,247 3,909
2,982 3,131 3,288 3,452
3,020 3,171 3,330 3,997
3,058 3,211 3,372 3,541
.3,0.95 3,250 3,413 3,589
...3,1.34 3,291 3,456 3,629
3,173 3,332 3,999 3,679
3,213 3,374. 3,543 3,720
3,253 3,916 3,587 3,766
3,299 3,459 3,632 3,814
3,335 3,502 3,677 3,861
....3,377 _ __ 3,546 3,723 3,909
3,919 3,590 3,770 3,959
3,9.62 3,635 3,817 ,4,A08
3,505 3,680 3,869 4,057
3,549 3,726 3,912 4,108
3,593 3,773 3,962 4,160
v
i7
CITY DF CENTRAL POINT
OR6ANIZATIDN CHART
CITIZE4S
OF
CENTRAL POINT
MAYOR
AN-
CITY COUNCIL
MUNICIPAL CITY CITY
1UDfiE A-MINISTRATDR ATTORNEY
PLANNING POLICE. PUBLIC SAFETY PUBLIC NORKS
DEPARTMENT DEPARTMENT DEPARTMENT DEPARTMENT
x
+ '' ADMINISTRATION POLICE. FIRE UTILITIES
-EPARTMENT DIVISION DIVISION DIVISION
FINANCE COMMUNICATIDNS BUILDING STREETS
DIVISION DIVIBION DIVISION -IVI6IDN
r
PARKS Zr -'
-IVISIDN
,,
i
f
47
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;