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HomeMy WebLinkAboutCouncil Resolution 696RESOLUTION NO. 696 A RESOLUTION REVISING PERSONNEL POLICIES AND PROCEDURES WHEREAS, Chapter 2.48 of the Central Point Municipal Code authorizes and directs the City Council to adopt rules relating to personnel matters, and the City Council having heretofore by Resolution Numbers 280, 300, 321, 346, 359, 396, 415, 434, 442, 454, 484, 502, 528, 556, 595, 635 and 664 adopted and revised such rules, and WHEREAS, the City Council deems it to be in the best interest of the City to make certain revisions thereto; now, therefore, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CENTRAL POINT, OREGON, that the revised Personnel Policies and Procedures attached hereto marked Exhibit "A" and by this reference incorporated hereto, be, and the same are hereby ratified and adopted. Passed by the Council and signed by me in authentication of its passage this ~ (~ day of (~,,,.,p , , 1994. M or ATTEST: Ciry~ e~ ive Approved by me this ~ O day of 1994. f~/V" Ma r RESOLUTION NO. 696 (Rev. 6/94) PERSPOL94.ADMIN TABLE 0Yi CONTENTS Section Page No• Resolution ................................. .............. 1 PURPOSE, VARIANCES AND DEFINITIONS 1.1 Purpose and Applicability ............... ................ 8 1.2 Variances ......................... ................8 1.3 Definitions ........................ ................8 PERSONNEL POLICIES & PROCEDURES 2.1 Appointment ....................... ............... 13 2.2 Trial Service Period ................... ............... 14 2.3 Hours of Work ...................... ............... 15 2.4 Attendance ........................ ............... 15 2.5 Personnel Record .................... ............... 15 2.6 Promotions, Demotions, Transfers, Discipline, and Discharge ............... ............... 16 2.7 Transfers ......................... ............... 17 2.8 Promotions. ........................ ............... 17 2.9 Layoff (Termination) .................. ............... 17 2.10 Leave of Absence Without Pay ............ ............... 17 2.11 Outside Employment and Off-Dory Activities ... ............... 18 2.I2 Residence Requirement ................. ............... 18 2.13 Departmental Rules and Regulations ......... ............... 18 PERSPOL94.ADMIN TABLE OF CONTENTS (Continued) Section Pale No• 2.14 Travel Expense ............................ ......... 18 2.15 Business Expense .......................... ......... 19 2.16 In-Service Training ......................... ......... 19 2.17 Selling and Peddling Among Employees ............ ......... 19 2.18 Political Activity ........................... ......... 20 2.19 Relatives in the City Service ................... ......... 20 2.20 Examinations and Testing ..................... ......... 20 2.21 On-Call Status ............................ ......... 20 2.22 Biography of Administrative Personnel ............. ......... Zl 2.23 Conflict of Interest ......................... ......... 21 2.24 Drug Free Workplace ........................ ......... 21 GENERAL CONDUCT, DISCIPLINE, TERMINATION, AND APPEAL 3.1 Personal Appearance and Conduct ................ ......... 23 3.2 Causes for Warning, Suspension or Dismissal ......... ......... 23 3.3 Form of Disciplinary Action .................... ......... 24 3.4 Grievance Procedure ........................ ......... 25 3.5 Resignation .............................. ......... 26 3.6 Re-Employment ........................... ......... 27 3.7 Cost Consciousness .................................. 27 PERSPOL94.ADMIN TABLE OF CONTENTS (Continued) Section Paee No. 3.8 Safety ..........................................27 3.9 Legal Liability ..................................... 27 3.10 Equipment ........................................ 27 3.11 Exit Interview ..................................... 28 CLASSIFICATION PLAN 4.1 Position Classification Plan ............................. 28 4.2 Titles. and Specifications ........ ....................... 29 4.3 Reclassification .............. ....................... 29 4.4 New Position ............... ....................... 29 PAY PLAN AND COMPENSATION 5.1 Pay Plan .................. ....................... 30 5.2 Analysis of Pay Plan .......... ....................... 31 5.3 Appointee Compensation ........ ....................... 32 5.4 Payday ................... ....................... 32 5.5 Overtime ................. .......................32 5.6 Payment Upon Classification ..... ....................... 33 5.7 Part-Time Employment ......... ....................... 34 5.8 Government-Funded Programs .... ....................... 34 PERSPOL94.ADMIN TABLE OF CONTENTS (Continued) Section Page No• FRINGE BENEFITS 6.1 Holidays and Leave in Lieu of Holidays ..................... 34 6.2 Vacation Time ..................................... 35 6.3 Sick Leave ....... • ................................ 37 6.4 Parental Leave ..................................... 38 6.5 Leave of Absence with Pay ............................. 38 6.6 Educational Opportunities .............................. 40 6.7 Retirement .......................................40 6.8 Retirement Age .................................... 40 6.9 Social Security ..................................... 41 6.10 Industrial Accidents .................................. 41 6.11 Medical and Hospital Insurance ........................... 41 6.12 Life Insurance ..................................... 41 6.13 Dental Insurance .................................... 41 6.14 Disability Insurance .................................. 42 6.15 Reserve Police Officers ................................ 42 6.16 Fire Departrnent Uniform Issue and Replacement ................ 42 6.17 Pay Check Deductions ................................ 42 6.18 Deferred Compensation ................................ 42 PERSPOL94.ADMIN TABLE OF CONTENTS (Continued) Section Page No. 6.19 Long Term Disability ................................. 43 6.20 Vision Care ....................................... 43 6.21 Supplemental Life Insurance ............................. 43 AFFIRMATIVE ACTION POLICY AND PROGRAM 7.1 Statement of Policy ................. ................. 43 7.2 Goals ......................... ..................43 7.3 Recruitment and Selection ............. ................. 44 7.4 Employment Forms and Classification Systems ................. 44 7.5 Promotions ..................... ..................44 7.6 Rate of Pay -Compensation ............ ................ . 44 7.7 Responsibility for Program ............ ................. 45 7.8 Employment Goals ................ .................. 45 POSITION CLASSIFICATION PAY PLAN -July, 1994 - TABLE I ............ 46 TABLE OF BASIC SALARY RANGES - TABLE II ...................... 47 PERSPOL94.ADMIN RESOLUTION NO. 696 A RESOLUTION REVISING PERSONNEL POLICIES AND PROCEDURES WHEREAS, Chapter 2.48 of the Central Point Municipal Code authorizes and directs the City Council to adopt rules relating to personnel matters, and the City Councii having heretofore by Resolution Numbers 280, 300, 321, 346, 359, 396, 415, 434, 442, 454, 484, 502, 528, 556, 595, 635 and 664 adopted and revised such rules, and WHEREAS, the City Council deems it to be in the best interest of the City to make certain revisions thereto; now, therefore, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CENTRAL POINT, OREGON, that the revised Personnel Policies and Procedures attached hereto marked Exhibit "A" and by this reference incorporated hereto, be, and the same are hereby ratified and adopted. Passed by the Council and signed by me in authentication of its passage this ~~1~ day of ~„-,~ , 1994. ejc.~-- M or ATTEST: City Represe ive ~ " Approved by me this ,~ n day of ( ~ 1994. Ma r RESOLUTION NO. 696 PURPOSE, VARIANCES AND DEFINITIONS Section 1.1 PURPOSE AND APPLICABILITY. The purpose of these policies and procedures is to create a comprehensive and uniform. policy manual incorporating the current personnel policies and procedures for the City of Central Point. The City shall have the continuing right to change, add to, or delete from any policy or procedure herein contained at any time without notice. Any such changes shall be approved by the Ciry Council.. The City and any employee may terminate the employment relationship at the will of either party. These personnel policies and procedures are applicable to all employees of the City, as defined herein, provided, however,. that they shall not be applicable to volunteer fire fighters, reserve police officers, the municipal judge, or the city attorney unless specifically so designated. Section 1.2 VARIANCES. The City Administrator shall have the power to vary or modify the strict application of the provisions of this resolution in any case in which the strict application of said provisions would. result in practical difficulties or unnecessary hardships. Section 1.3 DEFINITIONS. As used in this resolution, the following terms shall have the meanings indicated. Throughout this document the masculine is intended to include the feminine and vice-versa. (a) Administrative Staff. A person directly responsible to the City Administrator. (b) Advancement. A salary increase within the limits of a pay range established for a class. (c) Allocation. The assignment of a single position to its proper class in accordance with the duties performed and the authority and responsibility exercised. (d) Anniversary Date. Anniversary date means the first date of the month following date of employment of officers and employees unless the employment begins on the first day of the month in which case the day of employment applies. (e) Aoneal• A request to a supervisor, department head or City Administrator for consideration of and a decision or ruling on a problem or situation. (f) Auoointing_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. 8 (j) Class. A group of positions sufficiently alike in responsibilities and authorities to require similar qualifications. (k) Class Specification. A written description of each class of position including a class title, a statement of duties, the supervision relationships, and the relationships other than supervision. (I) 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) Compensatorv Time Off. Time off from work to compensate the employee for overtime or holiday worked. (n) Continuous Service. Employment with the City without a break or interruption;. in computing continuous service for the purpose of this resolution, neither military leaves pursuant to Section 65.6 nor paid leaves of absence on account of illness, shall be construed as a break in employment or service. Other absences aggregating in excess of six (6) months in any period of twelve (12) months including layoffs on account of lack of work, lack of funds or abolishment of positions shall be construed as breaking continuous service. (o) Controlled Substance. a controlled substance in schedules I through V of Section 202 of the Controlled Substances: Act (21 U.S.C. 812) and as further defined by regulation in 21 C.F.R.1300.11 through 1300.15. (p) Conviction. a finding of guilt (including a plea of nolo contendere) or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the Federal or State criminal drug statutes. (c~ Criminal Drug Statute. a Federal or non-Federal criminal statue involving the manufacture, distribution, dispensation, possession,. or use of any controlled substance. (r) Demotion. A transfer of an employee from a position in one class to a position in another class which has a lower salary range. (s) Denartrnent. A major functional unit of the City government. (t) Denartment Mead. A person directly responsible to the Ciry Administrator for the administration of a department. (u) Discharee. Termination of employment with the City for reasons attributable to the employee. 9 (v) Disciplinary Action. Imposition of certain personnel actions, e.g., reprimand, warning, suspension, dismissal, demotion, as a result of conduct detrimental to the City. (w) Dismissal. Termination of employment with the City for reasons attributable to the employee. (x) Dury Day. Any day or shift. on which an employee is scheduled to be available for work. (y) Employee. Anyone who receives compensation from the City for actively performing the duties and responsibilities of a position.. (z) Examination. A test for the purpose of evaluating an applicant for an employment vacancy. (aa) Exempt Service. All positions of elective and appointive officials specifically designated by the City Council to be exempt from the classification plan. (ab) Full-Time Position. Any position which requires a full work day as herein defined, excepting part-time positions, temporary part-time positions, temporary positions, on-call positions, and government funded positions. (ac) Government-Funded Position. Positions may be either a part time or full- time, but due to the nature of the funding, it is to be considered apart-time, temporary, or temporary part-time position. Selected benefits may accrue for this position, but no benefits shall be transferable to a full-time position except as provided herein. (ad) Grievance. Any question or controversy by an affected employee between that employee and the City involving the application or interpretation of the provisions of these Personnel Policies and Procedures. (ae) 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) Lavoff• A separation from employment because of organizational changes, lack of work, lack of funds, or other reasons not reflecting discredit upon an employee. 10 (ai) Leave of Absence. Time off from work for reasons within the scope and purpose of these rules and regulations upon prior approval of the employee's department head or City Administrator. (aj) Mayor.. The elected chief executive officer and head of the administrative branch of the City government who is directly responsible for the proper administration of all affairs of the City. (ak) Military Leave. Leave of absence for an employee entering reserve military training duty. (al) Month. One calendar month. (am) Non-Permanent Position. A position which is established and is not a position of indeterminate duration, e.g., agovernment-funded program. (an) Non-Occupational Disability. Disability from an accident or sickness suffered or contracted by the employee which cannot be attributed to the performance of assigned duties. (ao) On-Call Position. An on-call position is one which requires the employee to work, as a substitute for another position, for a determinate length of time at the intermittent request of the City. On-call positions do not earn nor accrue any fringe benefits, and are appointed by and serve at the discretion of the City Admuristrator upon considering recommendations from the department head. (ap) Overtime. Overtime shall be considered as time worked in excess of eight (8) hours in a workday or forty (40) hours in a workweek, except for the classification of Police Officer, in which event overtime shall be considered as time worked in excess of 171 hours in a twenty-eight (28) day work period, and except for Fire Department employees, for whom overtime shall be considered as time worked in excess of 204 hours in a twenty-seven (27) day work period. (aq) Part-Time Position. Apart-time position is one which requires less than 100% of a workweek and of indefinite tenure. Fringe benefits for such part- time positions shall be as outlined herein. (ar) Personnel Action. Any action taken with reference to appointment, compensation, promotion, transfer, layoff, dismissal, or other action affecting the status of employment. (as) Position. Means a group of current duties and responsibilities assigned or delegated by competent authority, requiring the full or part-time services of one person. (at) Promotion. The change of position for an employee from a position in one class designation to a position in a class. assigned to a higher salary range. 11 (au) Reclassification. A change in classification of a position by raising it to a higher class, reducing it to a lower class, or changing it to another class at the same level. (av) Reserve Police Officer. A member of the Police Department who serves on an on-call basis. Reserve Officers aze appointed by and serve at the discretion of the City Administrator upon considering recommendations from the department head. (aw) Senori Priority of an employee based on the amount of time since the employee's last date of hire. (ax) Sexual Harassment. Deliberate or repeated behavior of a sexual nature which is unwelcome. It can include verbal behaviors such as unwanted sexual comments, suggestions, jokes, or pressure for sexual favors; non- verbal behavior such as pats or squeezes, or repeatedly brushing against someone's body. (ay) Shift Employee. An employee whose daily hours of work rotate from one shift to another periodically and whose duties are continuous from the start to the end of the shift. (az) Sunervisor. Any person. who is responsible to a higher divisional or departmental level of authority and who duects the work of others. (ba) Suspension. Temporary separation of an employee from City service without pay for disciplinary purposes. (bb) Temporark Position. A temporary position which is normally staffed less than twelve (12) months a year. Temporary positions will not provide sick leave or vacation with pay or other fringe benefits. (bc) Temporar~Part-Time Position. A temporary part-time position is one requiring less than 100% of a workweek of a defined temporary tenure.. Such temporary part-time positions do not earn nor accrue any fringe benefits. (bd) Terminated. The conclusion of the employment relationship between the employee and the City including any rights and responsibilities relating thereto. (be) Transfer. A change of an employee from one position to another in the same class or to a position in a compazable class. within the City service. (bf) Trial Service Period. A working test period during which an employee is required to demonstrate his fitness for the duties to which he is appointed by actual performance of the duties of the position. 12 (bg) Volunteer Fire Fighter. A member of the Fire Departrnent who serves on anon-call basis. Volunteer fire fighters are required to respond to alarms and participate in regularly scheduled training. Volunteer fire fighters are appointed by and serve at the discretion of the City Administrator upon considering recommendations from the Department Head. (bh) Workday. The regularly scheduled workday shall be eight (8} hours. For fire personnel, the workday shall be twenty-four (24) hours. (bi) Work Period. The work period for the classification of Police Officer shall be a twenty-eight (28) day recurring period which begins at 0001 hours on June 30, 1986. For Fire Department employees working 24 hour shifts, the work period shall be a twenty-seven (27) day recurring. period which begins at 8:00 a.m. on July I, 1986. The work period for all other employees shall be the workweek as hereinafter defined. (bj) Workweek. The regularly scheduled workweek shall be a seven (7) day recurring period which begins at 5:01 p.m. each Friday for all employees except as herein otherwise provided. The regularly scheduled workweek for Communications Department. employees shall begin at 0001 hours on Monday of each week. Police and Fire Department employees shall be employed on a work period rather than a workweek basis. ARTICLE 2 -PERSONNEL POLICIES AND PROCEDURES Section 2.1 APPOINTMENT 2.1.1 All original appointments to vacancies shall be made by the Ciry 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. 13 (f) Fire Department prospective employees shall first pass a physical test, the standards of which shall be established by the department head of the employee or prospective employee. Such standards shall be adopted in writing and filed with the City Administrator and available for inspection by the employee, prospective employee and general public. They shall from time to time be revised as the department head deems appropriate,. but a current copy thereof shall be on file with the City Administrator at all times. (g} Reserve police officers of the Central Point Police Department shall be appointed only after compliance with certain selection procedures as published in department rules and orders. Such appointments shall not be for a specified term and shall be at will. 2.1.2 No question in any test or in any application form or by any appointing power shall be so framed as to attempt to illicit information concerning race, color, ancestry, national origin, or political or religious affiliation for the purpose of discriminating. 2.1.3 All statements submitted on the employment application or attached resume are subject to investigation and verification prior to appointment. 2.1.4 If required by the department, applicants shall be finger printed prior to appointment. 2.1.5 Any job applicant. or employee may be required to take a physical examination. In cases where a physical examination is deemed advisable, the City shall pay the cost of the examination. 2.1.6 All decisions regarding hiring, discipline or discharge shall be made without regard to the sex, handicap, race, color, ancestry, national origin or political or religious affiliation of the prospective employee. No person shall be employed in a department in which the prospective. employee would be subject to supervision by a member of their immediate family as that term is defned hereinabove. No relative of any member of a current City Council shall be hired unless special permission is given by the Council. Section 2.2 TRIAL SERVICE PERIOD 2.2.1 All original and promotional appointments shall be tentative and subject to a trial service period of not less than six (6) consecutive months service and twelve (12) months for all personnel assigned to the Police Department and Public Safety Department, Fire Division. All trial service periods. shall begin on the employee's. anniversary date.. 2.2.2 In cases where the responsibilities of a position are such that a longer period is necessary to demonstrate an employees' qualifications, the trial service period may be extended an additional maximum of six (6) months. The employee shall be notified in writing of any extension and the reasons therefore. 2.2.3 During the trial service period, the employee shall not be eligible for vacation benefits, but he shall earn vacation credit to be taken at a later date. 14 2.2.4 Upon completion of the trial service period, the employee shall be considered as having satisfactorily demonstrated qualifications for the position and shall be so informed through his supervisor. 2.2.5 During the trial service period, an employee may be terminated at any time at the City's discretion (at will) without the right of grievance. 2.2.6 In the case of promotional appointments, the promoted employee may be demoted at any time during the trial service period without appeal, provided that the employee be reinstated in the class designation from which he was promoted, even though this necessitates the lay-off of the employee occupying the position. 2.2.7 Part-time employees must complete, a minimum, a trial service period equivalent to the hours required for afull-time position trial service period within the same department/division to which the part-time employee is assigned.0 Section 2.3 HOURS OF WORK 2.3.1 The hours which City departments shall be open for business shall be determined by the City Administrator. Section 2.4 ATTENDANCE 2.4.1 Employees shall be in attendance at their work in accordance with the rules regarding hours of work, holidays and leaves of absence. 2.4.2 An employee shall not absent himself from work for any reason other than those specified in this resolution without making prior arrangements with his supervisor. Unless such prior arrangements are made, an employee who for any reason fails to report to work shall. make a sincere effort to immediately notify his supervisor of his reason for being absent. If the absence continues beyond the first day, the employee shall notify the supervisor on a daily basis unless other arrangements have been made with the supervisor. 2.4.3 Employees, except for those for which overtime compensation is not granted, shall maintain accurate records of time attendance to the closest. 1/4 hour. Departrnent 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 Ciry. 15 2.5.2 The personnel record shall show the employee's name, title of the position held, the department to which assigned, salary, change in employment status, training received, and such other information as may be considered pertinent. 2.5..3 Employee personnel records shall be considered confidential and shall be accessible only to the following: (a) The employee concerned. (b) Selected Ciry officials authorized by the City Administrator with just reason and for legitimate Ciry purposes. 2.5.4 No information reflecting critically upon an employee shall be placed in the employee's personnel records that does not bear either the signature or initials of the employee indicating that he has been shown the material, or a statement by a supervisor that the employee has been shown the material and refused to affix his signature or initials, or a statement by a supervisor that the employee has been notified by mail that the information was placed in his personnel record. A copy of any such material shall be furnished to the employee upon request. 2.5.5 An employee desiring that material which he feels is incorrect or derogatory towards him should be removed from the personnel records shall have the right to pursue his complaint through the grievance procedure. 2.5.6 Any employee shall have the right of reasonable inspection of his file during business hours. 2.5.7 Letters of consultation or reprimand shall be considered temporary contents of the record and shall be removed upon request of the employee after five (5) years from placement in the employee's record. 2.5.8 Material placed in the record without conformity to the provisions of the foregoing sections will not be used by the City in any subsequent evaluation or disciplinary proceeding involving the employee.. Section 2.6 PROMOTIONS, DEMOTIONS, TRANSFERS, DISCIPLINE, AND DISCHARGE 2.6.1 The City Administrator shall have the right, upon considering recommendations from the department head, to promote, demote, transfer, discipline or discharge any employee. Promotions and transfers shall be made in such cases as the City Administrator deems necessary and appropriate to the efficient operation of City business and if the promotion or transfer does 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 dschazge any employee; and any employee, except employees who have not completed a trial service period, who is demoted, disciplined or discharged. may seek review of such action under the grievance procedure set forth below. 16 Section 2.7 TRANSFERS 2.7.1 Requests from employees for transfers from one department to another shall be made in writing and shall be directed to the employee's present department head and referred to the appropriate department head and the appointing power. Such requests shall be given consideration when a suitable vacancy occurs however, no employee shall be transferred to a position for which he does not possess the minimum qualifications. Section 2.8 PROMOTIONS 2.8.1 All job vacancies shall, whenever possible, be filled by promoting qualified employees within the City service. 2.8.2 Nevertheless, the appointing power may recruit applicants from outside the City service whenever he has reason to believe that better qualified applicants are available outside the City service. 2.8,3 The appointment to fill the vacancy shall be made on a competitive basis utilizing the criteria for appointments established in Section 2.1 of this resolution. Where qualifications and ability are relatively equal, seniority within the Ciry service shall be the determining factor. Section 2.9 LAYOFF (TERMINATION) 2.9.1 If there are changes of duties in the organization, lack of work or lack of funds, the appointing power shall have the right to terminate any employee; however, a reasonable effort shall be made to integrate such employee or employees into another department by transfer. When terminations are required, the appointing power shall base the decision on relative merits, and shall give due consideration to seniority in the City service only where the employee's qualifications and ability are relatively equal. Section 2.10 LEAVE OF ABSENCE WITHOUT PAY 2.10.1 An employee who has successfully completed a trial service period maybe 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. 17 Section 2.11 OUTSIDE EMPLOYMENT AND OFF-DUTY ACTIVITIES 2.11.1 In addition to the standazds 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 Ciry or conflicts with the interest of the City of Central Point. The City Administrator or his designee shall in his discretion enforce the terms of this provision,. and such enforcement shall be subject to the grievance procedure set forth herein. Section 2.12 RESIDENCE REQUIREMENT 2.12.1 Residency shall not be a condition of initial appointment or continued employment. Employees are encouraged, however, fo live within five (5) miles by road of City Hall and to participate in civic affairs. All residency outside City limits shall be first approved by the City Administrator who shall. take into consideration the time necessary for personnel to be able to respond if called to work during emergencies. Section 2.13 DEPARTMENTAL RULES AND REGULATIONS 2.13.1 Each department of the City is encouraged to establish departmental rules, regulations and procedures. Such rules, regulations and procedures shall be in harmony with the provisions of this resolution and approved by the City Administrator and shall. be binding upon the employee. Section 2.14 TRAVEL EXPENSE 2.14.1 When employees are required to travel outside the City on City business, reimbursement for expenses incurred shall be determined as follows: (a) Prior to traveling outside the City, the employee shall obtain approval for the trig and the mode of travel from the department head. (b) Travel on official business should be via public carrier or Ciry-owned vehicle. If the employee is directed by a Department Head to use a private vehicle, mileage for direct travel expenses related to City business shall be paid at the current IRS rate per mile. This rate includes all travel, insurance and storage expense of the vehicle. If an employee requests, and such request is approved by a Department Head to use a private vehicle, City related travel expenses for vehicle fuel, oil and storage costs will be reimbursed to the employee. 18 (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 Ciry's benefit. The following rates will be considered guidelines to be reimbursed for travel expenses: Lodging $50.00 Breakfast $ 6.00 Lunch 7.00 Dinner 14.00 2.14.2 A Travel Authorization/Reconciliation form shall be completed by each employee when traveling outside the Ciry on City business, in which the employee certifies to accuracy of expenditures and compliance with City policy. After authorization for travel, expenses may be paid by one of the following methods: 1) Direct billing to City; 2) Use of City charge card;. 3) Reimbursement to employee for expenses paid; 4) Advance by petty cash or check with subsequent reconciliation. The first two methods are preferred. Section 2.15 BUSINESS EXPENSE 2.15.1 When meals are part of meetings attended by employees, the actual and reasonable expense of the meal may be reimbursed to the employee 2.15.2 Supervisors may provide meals at City expense for employees required to work through normal meal times. Section 2.16 IN-SERVICE TRAINING 2.16.1 The City Administrator shall encourage training opportunities for employees and supervisors in order that services rendered to the City will be more effective. He shall assist department heads in meeting training needs in their department and in developing training programs designed to meet immediately City-wide personnel needs and to prepare employees for promotion to positions of greater responsibility. 2.16.2 Training sessions may be conducted during regular working hours at the discretion of department heads.. Section 2.17 SELLING AND PEDDLING AMONG EMPLOYEES 2.17.1 No peddling, soliciting, or sale for charitable or other purposes shall be allowed among or by employees during working hours without the approval of the City Administrator. 19 Section 2.18 POLITICAL ACTIVITY 2.18.1 No employee shall engage in political activity of any nature during his or her hours of employment, and no employee shall engage in any political activity purporting to act in his official capacity or on behalf of the City of Central Point.. 2.18.2 Nothing contained within this section shall affect the right of the employee to hold membership in and support a political party, to vote as he chooses, to privately express his opinions on all political subjects and candidates, to maintain political neutrality, and to attend political meetings. Section 2.19 RELATIVES IN THE CITY SERVICE 2.19.1 Two (2) members of an immediate family shall not be employed under the same supervisor. Neither shall two (2) members of an immediate family be employed at the same time, regardless of the administrative department, if such employment will result in an employee supervising a member of his immediate family. 2.19.2 The provisions of this section shall apply to promotion, demotions, transfers, reinstatements,. and new appointments. Section 2.20 EXAMINATIONS AND TESTING 2.20.1 If requested by the City, employees shall submit to and successfully pass the following: (a) An annual medical examination at City expense to be conducted on or before the employee's employment anniversary date with the standards for passage thereof to be determined by the physician selected by the City for the administration of such examination having due regard for the work to be performed by the employee. Section 2.21 ON-CALL STATUS 2.21.1 Public Works -Due to the potential for emergency situations affecting the health and safety of the citizens of the City of Central Point, all Public Works employees shall be on "public works on-call status" at such times as are scheduled for that employee by the Ciry Administrator or department head. It shall be the responsibility of any employee on call to at all times keep the Police Department dispatcher advised of his or her location, and to be immediately available to perform emergency maintenance or repair work. Public Works employees shall receive one (1) day compensating time off for each two (2) weekend days of on- call status and one (1) day off for each holiday on call. Additional compensation will be granted for hours. worked if the employee is called upon to perform work while on call. 20 2.21.2 Fire Department (a) City employees may serve on Fire Department on-call status at the discretion of the City Administrator. They shall be relieved of their City duties during fire emergencies whereupon they shall report immediately to their assigned fire duty. (b) Other Volunteers. Non-employee volunteers shall be required to attend training and fire calls throughout the year. Section 2.22 BIOGRAPHY OF ADMINISTRATIVE PERSONNEL 2.22.1 The biography of any individual considered for any administrative staff position shall be submitted to the City of Central Point and shall contain the following information: (a) Name, title and address. (b) Professional Experience: Briefly describing. the principal positions held with title, name of employer, and salaries received. (c) Educational Experience: Listing all post-secondary educational institutions attended and all degrees and honors received. (d) Affiliations: Listing all organizations of which the administrative personnel has been a member during the previous ten (10) years, including a statement of any offices held in such organizations. (e) A statement whether or not the administrative personnel has been charged by any law enforcement authority with the commission of a crime related to the position, and if so, the disposition of the charge. (f) Personal references. Section 2.23 CONFLICT OF INTEREST 2.23.1 No employee shall be directly or indirectly interested in any contract with the City, or any department thereof, and no employee shall participate as either an elected or appointed officer or board member of any outside governmental body or private organization in any capacity in which he or she would potentially be likely to make any decision that would be adverse to or conflict with the City's financial interests. Section 2.24 DRUG FREE WORKPLACE 2.24.1 An employee shall not, in the workplace, manufacture, distribute, dispense,. possess, or use a controlled substance. An employee shall, as a condition of employment, abide by the provisions of this Section. 21 2.24.2 (a) An appointing power, upon determining that an employee has engaged in the manufacture, distribution, dispensation,. or possession of a controlled substance or upon having reasonable suspicion, under Section 2.24.3 of this policy, of employee use of a controlled substance in the workplace, shall, pending any criminal drug statute conviction for a violation occurring in the workplace, take action with regard to the employee determined to be appropriate which may include transfer, granting of a leave of absence without pay, suspension, or termination. (b) Within 30 days of an employee's criminal drug statute conviction for a violation occurring in the workplace, an appointing power shall: (1) Take action with regard to the employee determined to be appropriate which may include discipline up to and including termination and/or (2) require satisfactory participation by the employee at employee expense in a drug abuse assistance or rehabilitation program approved for such purpose by a Federal, State, or local health, law enforcement, or other appropriate agency. 2.24.3 Reasonable suspicion of employee use of a controlled substance shall be based upon any of the following: (a) observed abnormal behavior or impairment in mental or physical performance (for example, slurred speech or difficulty walking); (b) direct observation of use in the workplace; (c) the opinion of a medical professional; (d) reliable information concerning use in the workplace; (e) awork-related accident in conjunction with a basis for reasonable suspicion as listed above. 2.24.4 An appointing power may, upon employee request, grant a leave of absence without pay to permit the employee to participate in a drug abuse assistance or rehabilitation program.. 2.24.5 The appointing power will make available to employees information on: (a) dangers of drug abuse in the workplace (b) existence of and content of this policy for maintaining. a drug-free workplace; (c) availability of drug counselling, rehabilitation, and employee assistance programs; and 22 (d) penalties that may be imposed for drug. abuse violations occurring in the workplace. 2.24.6 An employee shall, as a condition of employment, notify the appointing power of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. 2.24.7 As required under the Federal Drug Free Workplace Act of 1988, the appointing power shall notify the appropriate Federal granting or contracting agency of an employee's criminal drug statute conviction for a violation occurring in the workplace not later than ten. days after receiving notice of such conviction. ARTICLE 3 -GENERAL CONDUCT DISCIPLINE. TERMINATION AND APPEAL Section. 3.1 PERSONAL APPEARANCE AND CONDUCT 3.1.1 Public relations shall be an integral part of each employee`s job. 3.1.2 All employees shall be neat and clean in appearance and shall conduct themselves in a manner which is appropriate for an employee in the public service. 3.1.3 Employees shall be courteous, efficient and helpful to everyone in their work and shall do the best job possible on every assignment. Section 3.2 CAUSES FOR WARNING, SUSPENSION OR DISMISSAL 3.2.1 When an employee's conduct falls below desirable standards, he may be subject to disciplinary action. 3.2.2 General reasons for which an employee 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, (f) Being habitually absent or tardy for any reason; (g) Misconduct; 23 (h) Conviction of a felony or of a misdemeanor involving moral turpitude; (i) Using religious, political or fraternal influence; (j) Accepting fees, gifts, or other valuable things in the performance of the employee's official duties for the City; (k) Inability to perform the assigned job; (1) Incompetency,. inefficiency or inattention to or dereliction of duty; including not fulfilling duties of postion/job description (m) Dishonesty, intemperance, drug addiction, immoral conduct, insubordination or discourteous treatment of the public or a fellow employee; (n) Willful giving of false information or withholding of information with the intent to deceive when applying for employment or in connection with performance of employment; (o) Any willful failure of good conduct tending to be harmful to the City of Central Point or its citizens. (p) Sexual harassment (q) Receipt of five (5) written reprimands within a five (5) year period. (r) Violation of any Personnel Policies and Procedures contained herein or departrnental rules and regulations adopted pursuant to Section 2.13. Section 3.3 FORM OF DISCiPL]NAR'Y ACTION 3..3.1 Disciplinary action ranges from oral or written reprimands to suspension, demotion and dismissal from the City service, and depends on the severity of the offense, as well as the number and the frequency of previous acts of misconduct. 3.3.2 It shall be the duty of all Ciry employees to comply with and assist in carrying into effect the provisions of the City's. personnel rules. and regulations. No employee who has completed a trial service period shall be disciplined except for violation of established rules and regulations; and such discipline shall be in accordance with procedures established by the personnel rules and regulations. 3.3.3 Every supervisor shall discuss improper or inadequate performance with the employee in order to correct the deficiencies and to avoid the need to exercise disciplinary action. Discipline shall be of increasingly progressive severity whenever possible. 24 3.3.4 A written notice shall be given each employee for each disciplinary action stating the reasons for the disciplinary action and the date it shall take effect. The notice shall be given to the employee at the time such action is taken. A copy of the notice signed by the employee shall be placed. in the employee's personnel file and shall serve as prima facie evidence of delivery. 3.3.5 All employees who have completed a trial service period shall have the right to appeal disciplinary action taken against them within ten (10) calendar days after the effective date of disciplinary action. Appeals shall be made as grievances in accordance with the provisions of Section 3.4 of this resolution. 3.3.6 In the event of an employee discharge action, the employee's supervisor or department head shall prepare and deliver a written notice of charges. against the employee. Within five (5) workdays of the delivery of said notice, the employee may request a predismissal hearing. Within three (3) workdays following such hearing, the employee`s supervisor or department head shall stated his decision in writing and provide a copy to the employee. Section 3.4 GRIEVANCE PROCEDURE 3.4.1 A grievance is defined to be any question or controversy by an affected employee between that employee and the City involving the application or interpretation of the provisions of these Personnel Polices and Procedures. 3.4.2 When such a question or controversy arises, an attempt will be made by the employee and his immediate supervisor to informally settle the issue. A question or controversy which cannot be resolved informally may be processed as a grievance. 3.4.3 Each grievance will be processed in the following manner: Sten 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 Iaer date, then he must initiate action within ten (10) calendar days following actual knowledge of such. occurrence. Within two (2) workdays after the grievance is received by the department head, the department head will discuss the grievance with the employee involved and their immediate supervisor and attempt to resolve it. If he wishes, the employee involved may be accompanied at such meeting by a representative. Within two (2) workdays after this meeting, the department head wIll state a decision in writing and provide a copy to the employee. Step 2 If the employee is not satisfied with the decision concerning his grievance made by the department head, he may, within two (2) workdays of his receipt of such decision, forward his grievance to the City Administrator. The City Administrator will schedule a hearing on the grievance within five (5) workdays of its receipt by him and will notify the employee and the department head of the time and place of hearing. Within three (3) workdays following such hearing, the City Administrator shall state a decision in writing and provide a copy to the employee. 25 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 Ciry 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 heazd at the time of the said execufive 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 Ciry 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 Ciry 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,. 3.4.8 No employee shall be disciplined or discriminated against in any way because of the employee's proper use of the grievance procedure. Section 3.5 RESIGNATION 3.5.1 To resign in good standing, an employee shall give the appointing power not less than fourteen (14) calendar days prior notice of such resignation, unless the appointing power agreed to permit a shorter period of notice because of extenuating circumstances. The notice of resignation shall be in writing and shall contain the reasons for leaving the City service. 3.5.2 Failure to comply with this section shall be entered in the employee's service record and. may be cause of denying future employment by the City. 26 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 Ciry service) may, on their written request, withdraw such resignation within thirty (30) days from the effective date thereof and be considered for re-employment in the same or comparable classification to the one resigned. Section 3.7 COST CONSCIOUSNESS 3.7.1 Employees shall practice every economy possible in the discharge of their duties. 3.7.2 Employees are encouraged to recommend to their supervisors work procedures which will result in a cost saving or improved service to the public. Section 3.8 SAFETY 3.8.1 The City Administrator shall be responsible for the development and maintenance of a safety program. Such program shall include safety regulations and discipline controls. 3.8.2 Department heads, supervisors and employees shall guard the safety of themselves, fellow employees and. the public.. 3.8.3 When accidents occur on City property, the employee shall contact his supervisor immediately; and the supervisor shall complete a City accident report form. In case. of a motor vehicle accident,. the Police Department shall also be notified immediately. 3.8.4 The City Administrator shall be notified of all accidents involving City employees and City equipment as soon as possible and not later than the next. workday. Section 3.9 LEGAL LIABILITY 3.9.1 Employees shall abide by all laws and regulations which govern the performance of their duties, and shall perform their duties as reasonable, prudent persons. Employees who are reasonably cautious and prudent in the performance of their duties are not negligent and, therefore, neither legally nor morally liable for accidents or injuries which may occur. 3.9.2 If an employee is negligent in the performance of duties and responsibilities, and if an accident results from such negligent. performance of duties and responsibilities, the employee may be held personally and legally liable. Section 3.10 EQUIPMENT 3.10.1 Equipment and vehicles owned by the Ciry of Central Point shall be used only for the City's business except as provided elsewhere herein. 27 3.10.2 The City Administrator, Fire Chief, Public Works Director, Police Chief or any individual duly authorized by the City Administrator or department head may use a City vehicle for City business and limited personal use including taking. a City vehicle home. In no event shall an employee or officer of the Ciry allow unauthorized persons to use, borrow or rent a City vehicle. Each City employee shall comply with all laws and ordinances regarding the operation of City vehicles and shall be personally responsible for any penalties or damages incurred while driving a City vehicle if the employee is found to be negligent in his action. Section 3.11 EXIT INTERVIEW 3.11.1 Employees shall return all City property in their possession or control at the time of leaving employment of the Ciry and shall complete Health Plan Continuation (COBRA) form. This includes keys, tools, equipment, handbooks, or manuals they have received. 3.11.2 The department head may schedule an exit interview with the City Administrator or his/her designee and each employee who leaves the City, regardless of the reason. This interview allows. employees to communicate their views on their work with the City and the job requirements, operations, and training needs. ARTICLE 4 -CLASSIFICATION PLAN Section 4.1 POSTTION CLASSIFICATION PLAN 4.1.1 Preparation of Plan. The Ciry Administrator shall record the duties and responsibilities of each employee position in the City, and, after consulting with the department heads, shall recommend a classification plan for each position. When approved by the City Council, the plan shall be known as the "Classification Plan". It shall establish titles for each class and specify training; experience and other qualifications necessary and desirable for successful performance of the duties of employee positions in each class, and specify the relationship between positions and classes. The Classification. Plan shall be developed and maintained so that each position substantially similar with respect to duties, responsibilities,. authority and character of work is included within the same class. The Ciry 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 Ciry of Central Point. 28 4..1.4 The classification of positions for the purpose of this document shall be as contained in the official Book of Class Specification The official Book of Class Specification shall be maintained by the City Administrator. (a) The classification of positions may hereinafter be amended by the addition, division, consolidation or abolishment of classes on the. recommendation of the City Administrator and the adoption by the City Council. 4..1.5 Each position shall be allocated to its appropriate class on the basis of duties and responsibilities. The present allocation of positions may hereafter be changed by the City Administrator provided the proposed change conforms with. this resolution. Section 4.2 TITLES AND SPECIFICATIONS 4.2.1 The position classification plan shall include for each position (or class of positions, as the case may be) a descriptive title, a general statement of duties and responsibilities, typical examples of work, and a general description of any training, experience or special qualities necessary for the job. These specifications are merely descriptive and explanatory of the work to be performed. They may not include all of the duties related to the job and are not. intended to replace detailed work assignments. 4.2.2 The descriptive title mentioned in Section 4.2.1 above shall be used in all official personnel records and in all official personnel transactions of the City of Central Point. Section 4.3 RECLASSIFICATION 4.3.1 Positions may be reclassified whenever the duties of the position change materially, provided the reclassification can be accomplished within the limitations of the current budget of the City. 4.3.2 Reclassification of a position shall not be used to circumvent the effects of disciplinary action or to avoid restrictions concerning compensations. Section 4.4 NEW POSITIONS 4.4.1 The Ciry Administrator shall be responsible for keeping the classification plan current through periodic studies of the positions within the City service. 4.4.2 No position or class shall carry an official title which has not been approved by the Common Council as being appropriate to the duties performed. 4.4.3 The Common Council may create new positions and allocate the positions to an appropriate class. 29 4.4.4 In the event a vacancy occurs in any position or class created. by this resolution,. the City Administrator may fill the vacancy from qualified persons in the Ciry employ, but if no persons in the Ciry employ are qualified, then he may fill such position by persons outside the City employ. ARTICLE 5 -PAY PLAN_AND COMPENSATION Section 5.1 PAY PLAN 5.1.1 The Ciry Administrator shall prepare a compensation plan which shall prescribe a minimum, a maximum and any intermediate rates of pay appropriate for each class. 5.1.2 The rate or range for each class shall equitably reflect the difference in duties and responsibilities and shall be treated to compensation for comparable positions in other places of public and private employment within the same job market. 5.1.3 The salaries or rates of compensation prescribed are fixed on the basis of full-time service in full-time positions unless otherwise designated. 5.1.4 The rates of pay prescribed shall be deemed to include pay in every form, except for necessary expenses authorized and incurred incident to employment, or except as herein provided. 5.1.5 The letters A, B, C, D, and E, respectively, denote the various steps in the pay range. The entrance step shall be A, except as provided in Section 5.1.10. Advancement to the B step shall be made upon successful completion of a trial service period of not less than six (6) consecutive months; provided, however, that all personnel assigned to the Police Department and the Public Safety Department,. Fire. Division, are required to complete a twelve (12) month trial service period. Such advancement shall also require the written recommendation of the department head and approval of the Ciry Administrator. Thereafter, advancement to the higher salary range steps shall be made following. the completion of a year of service in the lower step of the range on the basis of a written recommendation by the department head and upon the City Administrator's approval. All placement and adjustments of steps will be done on an anniversary date or the first date of the month. 5.1.6 Where a salary range for a given class or for several classes is revised upward or downward, the incumbents of the positions in the classes affected shall have their existing. salary adjusted to the same relative step in the new salary range. 5.1.7 The five-step schematic schedule of salary ranges and steps listed as Table I and Table II constitutes the compensation plan applicable to all classes of positions included in this resolution. 5.1.8 All salaries prescribed are monthly rates. For purposes of overtime payments and in those positions where it is more appropriate to pay upon hourly or daily rates, the monthly rates shown in Table I and Table II will be converted to hourly rates by the division of the monthly rate fora 40-hour workweek by a factor of 173.33 and fora 56-hour workweek by a factor of 243..33. 30 5.1.9 No person shall be hereafter employed in or appointed to any position requiring full-time or part-time service, and which position is included in the classification plan and for which a class specification exists, unless said person possesses, in full, the desirable qualifications for employment, special qualifications, and experience and training prescribed for that class; provided., however, if qualified, acceptable persons cannot be recruited, the City Administrator shall authorize the appointment of persons having less than the desirable qualifications. 5.1.10 In the event an employee entering upon Ciry employment is found to possess extraordinary qualifications for a position through former training and/or experience, the City Administrator may authorize the employment at any step of the appropriate salary range above Step "A". In such event, the employee shall serve a trial service period but he shall not succeed to the next higher step in the pay range until he has completed one (1) continuous year of service in the step at which he entered, and upon written recommendation of the department head for the City Administrator's approval, as provided in Section 5.1.5 hereof, provided, that department heads may at any time be advanced to a step other than the next succeeding step upon recommendation of the City Administrator and concurrence by the City Council; and provided further that in the event the City Administrator fails or refuses to make such recommendation, the Council. may, by fifths (4/5) vote, advance such department head. to a step other than such next succeeding step. 5.1.11 Fire Department Volunteers and Police Reserve Officers, upon becoming a full time position will enter the job classification at the rate of starting scale and not necessarily with the classification they enjoyed as a Reserve Officer or as a Fire Department Volunteer. However, consideration may be given by the City Administrator for time credited to the Volunteer or Reserve for past service. 5.1.12 Part-time personnel shall be eligible for advancement to the next step (B, C, D or E) in the pay range upon the completion of the number of hours of service equivalent to a full-time position. Section 5.2 ANALYSIS OF PAY PLAN 5.2.1. At least once each fiscal year, the City Administrator shall compare the current City salary rates, compensation policies and personnel developments with those of other public and private employers within the same job market. Changes in the cost of living and employee discussions regarding salary and benefits shall also be considered. 5.2.2 The City Administrator shall then examine the salary range for each class of position to ascertain whether current minimum and maximum salaries should be maintained, increased or decreased during the succeeding fiscal year, and, upon the basis of this analysis, shall submit recommendations for amending the pay plan to the Common Council. 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. 31 5.2.4 In addition to the adjustment procedure to be conducted annually as set forth herein, the Council, upon the City Administrator's recommendation, may from time to time effect such other adjustments to the salaries or compensation paid to City officers and employees in the City service as the Council may by resolution determine. Section 5.3 APPOINTEE COMPENSATION 5.3.1 Upon initial appointment to a position, the employee shall receive the minimum salary for the class to which the position is allocated. 5.3.2 However, in the cases when unusual difficulty in filling the vacancy is experienced, or when the appointee is exceptionally qualified, the City Administrator may cause the appointment to be made at a salary level above the minimum, but not more than the maximum, for the class. 5.3.3 An employee who due to the lack of qualification or experience may temporarily underfill a position at a salary less than that for the class. Section 5.4 PAY DAY 5.4.1 Normally, employees shall be paid on the fifth calendar day of each month. If the fifth calendar day of the month falls on a Saturday, Sunday or a holiday, employees shall be paid on the last working day preceding the fifth calendar day of the month. 5.4.2 An employee may elect to receive a partial payment for the fast fifteen (15) days of the month. The maximum partial payment an employee may receive shall not exceed thirty percent (30%} of the employee's gross monthly earnings. An employee, including temporary positions, shall be limited to one partial payment in each thirty (30) day period. Section 5.5 OVERTIME 5.5.1 Department heads and supervisors shall assign to each employee regular work duties and responsibilities which can normally be accomplished within the established workday and workweek. Employees shall not work overtime without prior written approval from a supervisor. 5.5.2 When employees are required to work overtime, deparhnent heads may authorize compensatory time off or overtime pay which shall be one and one-half (1'/z) 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 determinafion 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. 32 5.5.3 Compensatory time accumulation shall not exceed one. workday. Once this maximum accumulation has been reached, all overtime compensation earned by the employee shall be scheduled off at the earliest possible time by the department head who shall give due consideration to the desires of the employee. 5.5.4 For some positions, overtime is considered part of the job responsibility and, therefore, does not justify overtime compensation. Compensation for overtime shall not. be granted to the following positions: (a) Ciry Administrator (b) Administrative staff (c) Police LieutenanC (d) Executive, administrative and professional personnel as defined by the Federal Fair Labor Standards Act. 5.5.5 The City Administrator may grant time off with pay for positions described in Section 5.5.4 due to unusual circumstances such as extra hours worked on specially requested projects and meetings attended outside the normal position description. Section 5.6 PAYMENT UPON CLASSIFICATION CHANGE 5.6.1 When an employee's salary is changed due to demotion or promotion, all accrued salary and overtime pay shall be converted to cash at the rate earned. In the case of accumulated compensatory time, the employee may request to have a cash payment or have the hours compensatory time at the rate earned. The determination to grant cash compensation or compensatory time off shall rest with the department head, who shall give due 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 departrnent, to a position in a class with a higher salary range, such employee shall be entitled to receive the rate of compensation in the entrance step of the class to which he has been promoted,. provided that in the event such employee possesses extraordinary qualifications through long tenure and previous experience in his department, the City Administrator may authorize the promotion of such employee to be at any step other than such entrance step. In cases where the salary ranges overlap, and the promotion is for an employee within the same department, promotion may be effected at an increase adjusted to the nearest step, but not to exceed five percent (5%). 5.6.3 In the case of the demotion of any employee in the City service to a class with a lower salary range,. such employee shall be entitled. to retain the salary step in the lower range corresponding to that which he was receiving in the higher class before such demotion; in such cases, the employee shall retain his last hire anniversary date. 5.6.4 In the case of the transfer of any employee from one position to another in the same class, or to another class to which the same salary range is applicable, the employee shall remain in the same salary step and shall retain his last hire anniversary date. 33 5.6,5 Whenever an employee accepts work under a different class of position or in exempt series in the City service, the character and nature of which work is similar and the responsibilities are equal or superior to the work such employee has been performing, and later returns to his former position, his term of employment under such different class of position shall apply on and be added to his term of service in the former class upon his return to same, provided his employment in the City service has been continuous from the date on which the employee accepts work in such different class. Section 5.7 PART-TIME EMPLOYMENT 5.7.1 Except as otherwise provided herein, a daily work schedule less than the number of hours of full-time employment shall be considered part-time service and the actual compensation therefor shall be determined by the relation that the actual number of hours of service bears to the number of hours required in full-time employment in each class of position. Section 5.8 GOVERNMENT-FUNDED PROGRAMS 5.8.1 Employees funded through government programs shall be assigned a class specification and appropriate salary ranges. Benefits for vacation, holidays, SAIF, unemployment insurance, social security and health insurance may be provided. Benefits such as PERS and life insurance will not be provided. ARTICLE 6 -FRINGE. BENEFITS Section 6.1 HOLIDAYS AND LEAVE IN LIEU OF HOLIDAYS 6.1.1 In lieu of holiday time off work with pay, Fire Department employees, except on- call employees, working 24-hour shifts shall accrue one (1) shift of paid holiday leave for every two (2) calendar months worked, and clerk dispatchers and sergeants shall accrue one (1) day of paid holiday leave for every one (1) month worked. Such. accrual shall continue during paid leave. Requests for holiday leave shall be approved by Department Head with consideration given to the desires of the employee and Department. work requirements. Holiday leave shall be taken within one year following the month in which it accrues. If such holiday leave is not taken within such time, it shall be forfeited and no reimbursement shall be allowed unless prior approval by the City Administrator is received to carry forward the holiday leave. 6.1.2 Full-time employees of the City, except those covered in Section 6.1.1, shall be entitled to time off for the holidays listed below with pay. Temporary, temporary part-time and on-call positions shall not receive such pay. Part-time positions shall be entitled to time off for the holidays listed below with pay and shall be compensated in proportion to the number of 34 hours per month they are normally scheduled to work, compared to the standard hours per month as defined in Section 5.1.8, regardless of whether or not the part-time position. is scheduled to work on the holiday. (a) New Year's Day, January 1 (b) President's Day, third Monday in February (c) Memorial Day, last Monday in May (d) Independence Day, July 4 (e) Labor Day, first Monday in September (f) Veterans' Day, November 11 (g) Thanksgiving Day, fourth Thursday in November (h) Day after Thanksgiving Day (i) Christmas Day, December 25 (j) Day before Christmas or the day before New Year's Day, December 24 or December 31 (k) Two floating holidays 6.1.3 If any holiday in Section 6..1.2 falls on a Sunday, the following Monday shall be given as a holiday unless Monday is already a holiday, then the preceding Friday shall be given as a holiday. If any such holiday falls on a Saturday, the preceding Friday shall be given as a holiday unless Friday is already a holiday, then the following Monday shall be given as a holiday. 6.1.4 Floating holidays in Section 6.1.2 shall be accrued on January 1 and July 1 (one day each) of each year for all employees currently employed as of those dates. The holiday shall not be taken less than one day at a time and must be used in the calendar year accrued. Floating holidays shall not be paid upon termination of employment but may be allowed to be taken between the notice of termination and last day of work at the option of the City. Days are to be scheduled by department heads with consideration given to employee requests. 6.1.5 An employee who works. on a recognized holiday as part of his regular work week shall be allowed equal compensating time off. 6.1..6 I-Iolidays in section 6.1.2 which. occur during vacation or sick leave shall not be charged against such leave. Section 6.2 VACATION TIME 6..2.1 'Employees working shifts with less than five (5) years of continuous service shall. accrue five (5) shifts per year vacation leave with pay. Employees with more than five (5) years, but less than ten (10) yeazs continuous service shall accrue seven (7) shifts per yeaz vacation leave with pay. Employees with ten (10) or more years, but less than fifteen (15) years of continuous service shall accrue nine (9) shifts of vacation leave. Employees with fifteen (15) years or more of continuous service shall accrue annual vacation leave with pay at the rate of twelve (12) shifts per year. 35 6.2.2 Employees with less than five (5) years of continuous service shall accrue annual vacation leave with pay at the rate of ten (10) days per year. Employees with five (5) or more years, but less than ten (10) years of continuous service shall accrue annual vacation leave with pay at the rate of fifteen (15) days per year. Employees with ten (10) or more years, but less than fifteen (15) years of continuous service shall accrue annual vacation. leave with pay at the rate of (20) days per year. Employees with fifteen (15) years or more of continuous service shall accrue annual vacation leave with pay at the rate of twenty-five (25) days per each year. 6.2.2.5 Department heads with less than two and one-half (2'h) years of continuous service shall accrue annual. vacation leave with pay at the rate of ten (10) days per year. Department heads with two and one-half (2'h) or more years, but less than seven and one-half (7'h) yeazs 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'h) or more years, but less than twelve and one-half(12'h) 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'/z) years or more of continuous service shall accrue annual vacation. leave with pay at the rate of twenty-five (25) days per year. 6.2.3 Vacation leave taken shall be earned in the preceding calendar year or portion thereof in the case of new employees. 6.2.4 Employees shall not be eligible for vacation leave during. their trial service period although vacation leave shall be accrued. ' 6.2.5 Annual vacation leave shall accrue on a calendar date basis. To initiate such procedure, prorated vacation shall be determined by the length of time from the employee's anniversary date to the following January 1. 6.2.6 Vacation leave shall be taken in the year immediately following the calendar year in which it is earned.. If vacation time is not taken in the subsequent calendaz year after it is earned,. it shall be considered lost and no reimbursement will be allowed unless prior approval by the City Administrator is received to carry over the vacation. 6.2.7 Vacation accrual shall continue when an employee is absent due to sickness or job- related accident and has status of an employee. 6.2.8 Vacation time-off shall be requested when possible two (2) weeks in advance of the time requested with Ciry 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 compazed with the number of hours worked by a full-time position in a similar position. 6.2.10 Vacation preference. When more than one (1) employee desires the same vacation period and only one can be allowed to take it, preference will be given to the employee with a higher classification. If the classification is the same then preference will be given to the employee with the longer period of continuous service. 36 6.2.11 Unused earned vacation. Upon termination of employment, an employee shall be paid for all unused earned vacation. Accrued vacation. shall be paid at the current salary rate, calculated to the day of termination. 6.2.12 Department heads shall schedule vacations for their respective employees with due consideration for the desires of the employees and the work requirements facing the department. Vacation schedules may be amended to allow the department to meet emergency situations. 6.2.13 Vacation leave shall not be used in blocks of less than five (5) days without department head approval. 6.2.14 During a calendar year in which an employee is eligible for accrual of vacation at a different rate, a prorated vacation will be computed for that year; from January 1 to the anniversary date at the old rate and from the anniversary date to the next January 1 at the new rate. 6.2.15 If a person in agovernment-funded position is hired by the City in a full-time position in the same classification and maintains continuous service from the government-funded position, the employee may use their anniversary date of the government-funded position for computing vacation accrual rates. Section 6.3 SICK LEAVE 6.3.1 Sick leave shall be earned by each full-time position at the rate of one (1) workday for each full calendar month of continuous service with the exception of Fire Departrnent employees working a twenty seven (27) day work period who shall earn sick leave at a rate of twelve (12) hours for each full calendar month of continuous service. Sick Ieave may be accumulated to a total of not more than nine hundred sixty (960) hours for all eligible employees with the exception of Fire Department employees working a twenty seven (27) day work period who may accumulate sick leave to a total of one thousand four hundred, forty four (1440) hours. 6.3.2 Employees may utilize their allowance of sick leave when unable to perform their work duties. by reasons of illness or injury, necessary for medical or dental care, exposure to contagious disease under circumstances by which the health of the employees with whom associated or member of the public necessarily dealt with would be endangered by attendance of the employee. 6..3.3 Sick leave shall be charged in one quarter (''/a) hour increments. 6.3.4 Abuse of the sick leave privilege shall be cause for dismissal. An employee who is unable to report to work because of any of the reasons set forth in Sections 6.3.2 or 6.3.8 shall report the reason for his absence to his supervisor within four (4) hours from the time he is expected to report to work. Sick 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. 37 6.3.5 Unused sick leave shall not be compensated for in any way at the time of resignation or dismissal of an employee. 6.3.6 Sick leave shall not accrue during. any period of leave of absence without pay; however, an employee who is re-employed after lay-off or an expiration of leave without pay within a period of thirty (30) days shall have. sick leave credits during the previous employment restored. 6.3.7 Accrued sick leave shall not be applied to a parental leave of absence request. Sick leave may be requested by pregnant employees for prenatal care or when the employee is unable to perform her work duties as defined in this section. 6.3.8 Employees may use sick leave where there is an unexpected or serious illness in their immediate family in order to make arrangements for or provide initial assistance to the ill immediate family member. Use of such sick leave shall be limited to sixteen (16) hours in any one fiscal year; however, if the family illness or injury involves hospitalization or if a physician certifies that the employee's absence from work is necessary, the sixteen (16)-hour limit shall not apply. 6.3.9 Employees may utilize any unused sick leave accrual upon retirement in accordance with benefits provided for in PERS. Section 6.4 PARENTAL LEAVE 6.4.1 Parental leave of absence may be requested as follows: (a) upon the birth of the employee's infant or upon taking physical custody of a newly adopted child under 12 years of age. (b) a parental leave of absence period shall be a maximum. of 12 weeks subject to the restrictions contained in 6.3.7 (c). The employee shall have the option to apply any accrued vacation leave, holidays, and compensatory time to the parental leave period. (c) for purposes of application of ORS 659.360, an employee shall provide at least 30 days written notice of a pazental leave of absence request. The city shall be provided the opportunity to review any parental leave request approved by the spouse's employer. This information shall provide the basis for determining the employee's parental leave period. (d) Upon depletion of accrued vacation leave, holidays, and compensatory time, the employee may be granted a leave. of absence without pay. A leave of absence without pay shall be subject to the procedures and conditions as set in Section 2.10. Section 6.5 LEAVE OF ABSENCE WITH PAY 6.5.1 Employees may request leave of absence with pay for the purposes specified in this section. Each request shall be judged by the appointing. power on its merits and on the basis of the guidelines provided in this section. 38 6.5.2 Compassionate leave. In the event of a death in the employee's immediate family, an employee may be granted leave of absence with pay not to exceed three (3) calendar days and to be deducted from sick leave accrued. An extension of this time may be granted by the City Administrator. 6.5.3 Funeral participation.. When an employee serves as a pallbearer, or in some other way participates in a funeral ceremony, the employee may be granted a reasonable time off with pay to perform such duty not to exceed four (4) hours.. An extension of this time may be granted by the City Administrator. 6.5.4 Witness or jury duty. When an employee is called for jury duty, compelled to testify as a witness on official City business,. or upon approval of the City Administrator: (a) He shall not suffer any loss of his regular compensation for the performance of such duty; however, he shall be required to transfer to the Ciry any compensation received, except mileage and meal expense, for the performance of such duty to the City. Time not worked because of such duty shall not affect vacation or sick leave accrued.. (b) Part-time positions. called for services above shall be paid for such time, but only to the extent that their earnings for such month, plus the amount received for such service shall be less than their earnings for the previous full month. (c) Reimburse monies received for duty. 6.5.5 Voting. When an employee's work schedule is such that he would not be able to vote prior to or after his normally scheduled working hours, he shall be granted a reasonable time off duty to vote without loss of pay, accrued vacation or sick leave. 6.5.6 Military leave. An employee who has successfully completed 6 full months of employment, and who is a member of the National Guard, National Guard Reserve, or a reserve component of the Armed Forces, or of the United States Public Health Service shall be entitled, upon application, to a leave of absence from City service for a period not exceeding fifteen (15) calendar days in any one training year for annual active duty. Such leave shall be granted without loss of time, pay or other leave, and without impairment of merit ratings or other rights or benefits to which he is entitled;. however, the employee shall be required to transfer any compensation he receives for the performance of such duty to the City. Such pay shall be granted only when an employee receives bona fide orders to temporary active or training duty, and shall not be paid if the employee does not return to his position immediately following the expiration of the period for which he was ordered to duty. 6.5.7 Conferences and conventions. Decisions concerning attendance at conferences,. conventions or other meetings at City expense shall be made by the department head with the approval of the Ciry Administrator. Permission shall be granted on the basis of an employee's participation in or the direct relation of his work to the subject matter of the meeting. Members of professional societies may be permitted to attend meetings of their society when such attendance is considered to be in the best interest of the Ciry. 39 Section 6.6 EDUCATIONAL OPPORTUNITIES 6.6.1 The Ciry 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 regulaz working hours, provided that (a) Funds for such expenditures are available in the current budget; (b) The employee has made application for approval of the course and tuition reimbursement to his department head at least ten (10) days prior to the registration for such course; (c) The employee submits evidence of satisfactory completion of the course with a C or better passing grade; (d) The employee is not receiving reimbursement for tuition from any other source; (e) Department head must approve and determine a benefit derived to the City. 6.6.2 Courses which aze only offered during regular working hours may be approved by the department head provided time off can be arranged conveniently and reasonable arrangements can be made to make up time off and approved by the department head. 6.6.3 The City shall allow time off with. pay and shall reimburse an employee for the expenses of attending classes, lectures, conferences or conventions when attendance is on an assignment basis with prior approval of the employee's department head.. 6..6.4 Normally, the cost of textbooks and technical publications required for such courses shall be the responsibility of the employee. If the Ciry purchases any of the textbooks and publications, they shall become the property of the City. Section 6.7 RETIREMENT 6.7.1 After six (6) months of employment, employees working more than six hundred (600) hours per year are required to participate in the Public Employees. Retirement System. The employees contribution is paid by the Ciry for all compensation earned after June 30, 1981. Section 6.8 RETIREMENT AGE 6.8.1 The retirement age for employees is seventy (70) years unless an earlier age is required by designated department standards. 6.8.2 At the end of the month in which an employee reaches retirement age, the employee shall automatically terminate his service with the City. However, the appointing power may grant an extension of the retirement on a yeaz-to-year basis when it is in the interest of the City to do so. 40 Section 6.9 SOCIAL SECURITY 6.9.1 The City shall match the employee's contribution in the Social Security Plan. Section 6.10 INDUSTRIAL ACCIDENTS 6.10.1 All employees shall be covered under a Workers Compensation Insurance Plan as required by state statute and regulation for industrial accidents and disease. 6.10.2 An employee who is unable to perform any duties due to a compensable job injury who is being. compensated by the City's workers compensation carrier, may continue receiving fringe benefits defined in these policies which otherwise would be available to the employee for a period of thirty (30) days or a period not to exceed the total sick leave time accumulated by the employee whichever is greater, unless an extension is granted by the Ciry Administrator. 6.10.3 Sick leave will not be used in a lost-time accident to make up the difference in pay between Workers Compensation and. the gross paycheck. Accumulated sick leave may be used for the first three (3) days of a lost-time accident when the employee does not receive compensation from a worker's compensation plan. 6.10.4 Trial service period, temporary, temporary part-time and seasonal positions are not eligible for benefits provided in 6.10.2 or 6.10..3. Section 6.11 MEDICAL AND HOSPITAL INSURANCE 6.11.1 The City shall pay the premium for coverage under the League of Oregon Cities EBS Insurance Trust Plan V covering the employee and 2 or more dependents for all full time positions effective the first day of the month thirty (30) days after the date of employment. 6.11.2 In accordance with ORS 243.303, the city has elected to offer the League of Oregon Cities EBS Insurance Trust Plan V to cover retirees, which will continue to be the same as that provided to the active employee group in which the retiree was last enrolled. Election has also been made to continue insurance past Medicare eligibility. The retuned employee will pick up the cost of such coverage, if elected. 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 Ciry. shall pay the premium for coverage under the League of Oregon Cities EBS Insurance Trust Plan V 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. 41 Section 6.14 DISABILITY INSURANCE 6.14.1 Non-Union employees eligible for union members group insurance plans, may participate in such plans at the employees expense. Section 6.15 RESERVE POLICE OFFICERS 6.15.1 Reserve police officers of the Central Point Police Department shall not receive certain of the benefits enjoyed by regularly appointed officers and employees of the department. Reserve police officers are and shall be provided the rights, benefits and privileges appertaining to the Oregon State Accident Insurance Fund (SAIF), and the false arrest insurance coverage benefits provided regularly appointed officers and in accordance with the laws, rules, and policies governing said insurance. Section 6.16 FIRE DEPARTMENT UNIFORM. ISSUE AND REPLACEMENT 6.16.1 When Fire Department personnel are initially appointed,they will be given an issue of uniform clothing as determined by the Fire Chief. It will be the employee's responsibility to maintain his uniforms in an appropriate manner, thereby displaying an acceptable appearance as a representative of the City of Central Point. 6.16.2 Replacement of worn or damaged. Fire Department employee uniforms for both paid and volunteer will be made at the discretion of the Fire Chief. Section 6.17 PAY CHECK DEDUCTIONS 6.17.1 Additional. classes of employee pay check deductions not specifically authorized by this policy, may be authorized by the City Administrator. Section 6.18 DEFERRED COMPENSATION 6.18.1 The City Administrator is hereby authorized to implement a deferred compensation plan for contributions by City employees who choose to participate in such a plan. All employees, with the exception of Union represented employees, shall be eligible to participate in an LR.S. approved. Deferred Compensation Plan administrated by the City. The plan is with Variable Annuity Life Insurance Company (VALIC) and is voluntary. All contributions to the plan are by employees; the City does not contribute to the plan. The City Administrator is hereby authorized to enter into any agreements required to make such a plan available to City employees, and to administer the plan. 42 Section 6.19 LONG TERM DISABILITY 6.19.1 The City shall pay a premium for Long Term Disability coverage under the League of Oregon Cities Employee Benefits Services Trust (EBS). Coverage shall not exceed 50% of the employee's salary, $1,500 maximum benefit. Section 6.20 VISION CARE 6.20.1 The City shall pay a premium for "UCR" Vision Care coverage under the League of Oregon Cities Employee Benefits Services Trust (EBS), covering the employee and 2 or more dependents for all full time positions effective the first day of the month thirty (30) days after the date of employment. Section 6.21 SUPPLEMENTAL LIFE INSURANCE 6.21.1 City employees shall have the option of purchasing additional life insurance at employee's expense. ARTICLE 7 -AFFIRMATIVE ACTION POLICY AND PROGRAM Section. 7.1 STATEMENT OF POLICY 7.1.1 It is the policy of the City of Central Point to provide equal employment opportunities for all persons from all segments of the population without discrimination as to race, color, religion, national origin, sex, or handicaps. Central Point's policy is a positive one and consistent with State Executive Order EO-72-7, State Civil Rights Law of 1964, the Civil Rights Act of 1972, the Federal Age Discrimination Act and Federal Executive Orders 11246 and 11375 relating to discrimination. 7..1.2 Central Point is cognizant that mere passive prohibition of discriminatory practices is not enough to effectuate the principal of equal employment opportunity. Affirmative and direct action is required to create an atmosphere of non-discrimination. Thus, Central Point accepts its legal and moral responsibilities for aggressive recruitment, training and upward mobility of all its staff.. 7.1.3 The City of Central Point, in order to carry out its positive affirmative action policy, adopts and sets forth the following affirmative action program. Section 7.2 GOALS 7.2.1 To improve employment opportunities for minority group persons, women and the handicapped. 43 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 opporinnity. 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 Ciry of Central Point encourages qualified minority group persons, women and the handicapped to apply for employment. 7.3.2 All position listings will comply with State and Federal regulations. and guidelines.. Position listings will be posted on the. bulletin boards in Ciry Hall. 7.3,3 Present employees, particularly minorities and women, will be encouraged to refer qualified persons for vacant positions when they occur. 7.3,4 All recruitment announcements and advertisements will include a brief statement about the City of Central. Point equal employment opportunity policy. Section 7.4 EMPLOYMENT FORMS AND CLASSIFICATION SYSTEMS 7.4.1 Central Point's employment forms will be revised to ensure that only needed information is secured. An attempt is made to provide a career ladder of promotional opportunities where possible. Section 7.5 PROMOTIONS 7.5.1 Promotions should come from within; however, the option of hiring from the outside will be pursued in conformity with affirmative action needs and the availability of qualified persons. Section 7.6 RATE OF PAY -COMPENSATION 7.6.1 Discriminatory practices as they apply to race, color, sex, religion, national origin, or handicaps are not factors in determining compensation. 44 Section 7.7 RESPONSIBILITY FOR PROGRAM 7.7.1 The City Administrator of the City of Central Point is the chief Affirmative Action Officer. The Ciry Administrator may designate a responsible and interested person to serve in the role. Section 7.8 EMPLOYMENT GOALS 7.8.1 City of Central Point employment in total numbers is expected to remain the same or decrease in the near future. Because of this and because of the agency's low attrition rate, no numbers for distribution of hiring of minority group persons can be made. This agency can only provide non-discriminatory hiring practices should any vacancy occur. 45 ` CITY OF CENTRAL POINT, OREGON TABLE I POSITION CLASSIFICATION PAY PLAN EFFECTIVE JiILY 1, 1994 CLASSIFICATION AUTH RANGE STEP STEP STEP STEP STEP POS. NO. A B C D E FINANCE DIRECTOR 1 166 2,962 3,111 3,266 3,430 3,602 ACCOUNTING CLERK 3 118 1,632 1,713 1,798 1,888 1,983 MUNICIPAL COURT CLERIC ^ 1 116 1,591 1,671 1,754 1,842 1,933 AIR QUALITY TECHNICIAN' 1 95 1,227 1,289 1,353 1,421 1,492 PLANNING ADMINISTRATOR 1 152 2,488 2,613 2,744 2,881 3,025 PLANNING TECHNICIAN 1 137 2,.066 2,169 2,277 2,392 2,511 STUDENT INTERN ~ 2 71 911 956 1,003 1,054 1,106 SECRETARY 3 ~ 117 1,611 1,691 1,776 1,864 1,958 FIRE CHIEF 1 164 2,889 3,033 3,185 3,344 3,511 FIRE CAPTAIN 3 149 2,398 2,517 2,643 2,775 2,914 FIRE FIGHTER II 1 136 2,040 2,142 2,250 2,362 2,480 FIRE FIGHTER III 2 139 2,118 2,224 2,335 2,451 2,574 BUILDING INSPECTOR 1 150 2,428 2,549 2,677 2,811 2,951 RELIEF FIRE FIGHTER' 8 120 1,673 1,756 1,844 1,936 2,033 POLICE CHIEF 1 171 3,152 3,309 3,475 3,649 3,832 POLICE LIEUTENANT 1 158 2,681 2,815 2,956 3,104 3,260 POLICE SERGEANT 1 152 2,488 .2,613 2,744 2,881 3,025 POLICE OFFICER 12 -- 2,033 2,139 2,250 2,356 2,473 DISPATCHER/CLERK 6 -- 1,538 1,613 1,695 1,781 1,869 PUBLIC WORKS DIRECTOR 1 171 3,152 3,309 3,475 3,649 3,832 PUBLIC WORKS SUPERVISOR 1 145 2,281 2,396 2,515 2,641 2,773 PUBLIC WORKS TECHNICIAN 2 137 2,066 2,169 2,277 2,392 2,511 UTII,ITY LEAD 1 131 1,918 2,014 2,115 2,221 2,332 UTILITY II 1 126 1,803 1,893 1,988 2,088 2,192 UTILTTY I 3 120 1,673 1,756 1,844 1,936 2,033 STREET MAINT. WORKER z 2 107 1,423 1,495 1,570 1,648 1,730 UTILITY LABORER z 2 91 1,167 1,226 1,288 1,352 1,420 PARK MAINT. WORKER 1 112 1,514 1,590 1,670 1,753 1,841 Fire Captain and Firefighter position classifications may be increased one (I) range for each of the following certifications received by the employee filling the position: ® Structural Inspector A-level ® Mechanical Dwelling Coast. Inspector ® Structural Dwelling Coast. Inspector ® Dwelling Coast. Plans Examiners 1) Temporary Part-time positions 2) Temporary Positions 3) On-Call Positions, number of authorized positions determined by Department Head. 4) Part-time position cd\QPRO\DATA* WP 94TABLE2. DOC TABLE II City of Central Point Table of Basic Salary Ranges 1994 Step Step Step Step Step Ran e A B C D E 71 911 956 1,003 1,054 1,106 72 922 968 1,017 1,067 1,121 .....: _ 73 933 980 1,029 1,080 1,134 74 945 992 1,041 1,D94 1,148 75 956 1,003 1,054 1,106 1,162 76 968 1,017 1,067 '! 1,121 1,176 77 981 1,030 1,082 1,136 1,193 78 993 1,042 1,095' 1,149 - 1,207 79 1,005 1;056 1,108 1,164 1,223 $0 1,018 1,Ob8 1,122. 1,177:: 1,235 81 1,030 1,082 1,136 1,193 1,252 82 1,043 1,096 1,151+ 1,208 ' 1,269 83 1,057 1,109 1,165 1,224 1,284 $4 1,070 1,124 1,180 1,239 1,301 85 1,084 1,138 1,195 1,255 1,317 $6 1,097 1,152 1,209. 1,270.: 1,334 87 1,110 1,166 1,225 1,285 1,349 88 1,124 1,180 1,239. 1,301 ~ 1,366 89 1,138 1,195 1,255 1,317 1,383 9D 1,I53 1,210 1,271' 1,335 ' 1,402 91 1,167 1,226 1,288 1,352 1,420 92 1,1881 1,240 1,302 ; 1,367: :1,435 93 1,196 1,256 1,318 1,384 1,453 94 1,211 1,272 1,336 1,403 1,473 9 5 1,227 1,2 8 9 1, 3 5 3 1, 42 I 1,492 96 1,242 1,3Q4 1,369 , 1,437 1,SD9 97 1,25 8 1,320 1,386 1,455 1,529 98 1,273 1,337 1,404 ' 1,474 ' 1,548 ', 99 1,289 1,3 53 1,421 1,492 1,567 100 1,305 1,370 1,439 1,S1I 1,586 101 1,321 1,3 87 1,456 1,530 1,606 102 1,338 1,405 1,475 !' 1,549: 1,626 103 1,354 1,422 1,494 1,569 1,647 104 1,371 1,440 1,512 ` 1,587 ' 1,667 105 1,3 88 1,457 1,531 1,607 1,687 106 1,406 1,476 1,SStl 1,627 !- ~ 1,709 107 1,423 1,495 1,570 1,648 1,730 108 1,441 1,513 1,58$ 1,668 ' 1,751 109 1,458 1,532 1,608 1,688 1,773 110 1,477 1,551 1,628 1,710 ', i>795 ', 111 1,496 1,571 1,649 1,731 1,818 112 1 514 1 590 1 670 1753 ' 1 841 TABLE II City of Central Point Table of Basic Salary Ranges 1994 Step Step Step Step Step Ran e A B C D E 113 1,533 1,609 1,689 1,774 1,862 314 1,552 1,629 1,711: 1,796 ; 1,886 115 1,572 1,650 1,732 1,819 1,910 116 1,591 1,623 1,754` 1,842 1,933 117 1,611 1,691 1,776 1,864 1,958 118 1,632 1,713 1,798; 1,888 : ', 1,983 119 1,652 1,735 1,821. 1,912 2,007 120 1,673 1,756 1,844': ' 1,936 ~, 2,033 121 1,693 1;778 1,866 1,960 2,058 122 1,7.15 1,800 1,890:: 1,985 `. 2,084 123 1,737 1,823 1,915 2,011 2,112 1:24 1,758 1,846 1,938': 2,035 _ 2,137 125 1,780 1,868 1,962 2,060 2,163 126 1,803 1,893 1,988' 2,088 2,192 127 1,825 1,917 2,013 2,114 2,220 128 1,848 1,941 2,037: 2,139 ' , 2,246 129 1,870 1,964 2,062 2,165 2,273 130 1,894 1,989 2,089; 2,193 '; (2,302 131 1,918 2,014 2,115 2,221 2,332 132 1,942 2,038 2,140: 2,247: 2,360 133 1,966 2,064 2,167 2,275 2,389 134 1,991 2,091 2,196 2,306 2,422 135 2,016 2,117 2,223 2,334 2,450 136 2,040 2,142 2,250 2,362 2,480 137 2,066 2,169 2,277 2,392 2,511 138 2,Q92 2,197 2,307: 2,423 2,544 139 2,118 2,224 2,335 2,451 2,574 140 2,144 2,252 2,364' 2,482; 2,607 141 2,171 2,279 2,394 2,513 2,639 42 2,198 2,308 2,424 2,545 1 j 2,673 143 2,226 2,337 2,453 2,576 2,705 144 2,254 2,366 2,484 2,609 2,740 145 2,281 2,396 2,515 2,641 2,773 X46 2,3:10 2,426 2,547 2,675 ~ 2,809 147 2,339 2,457 2,579 2,708 2,843 :148 2,368 2,486 2,611 2,7421 2,879 149 2,398 2,517 2,643 2,775 2,914 150 2,428 2,549 2,677 2,811 2,951 151 2,458 2,580 2,709 2,845 2,987 :152 2,488 2,613 2,744 2,881 3,025 153 2,519 2,645 2,777 2,916 3,062 154 2,551 2 679 2,813. ! 2 954 3 101 TABLE II City of Central Point Table of Basic Salary Ranges 1994 Step Step Step Step Step 157 2,648 2,781 2,920 3,066 3,220 158 2,681 2,81:5 2,956 3,104 3,260 159 2,715 2,851 2,993 3,143 3,300 160 2,749 2,886 3,030 3,1$2:: 3,340. 161 2,783 2,922 3,068 3,222 3,383 1.62 2,818 2,959 3,10& 3,263 3,426 163 2,853 2;996 3,146 3,303 3,468 164 2,889 3,033 3,185 3,344: 3,511` 165 2,925 3,071 3,225 3,387 3,556 166 2,962 3,111 3,266 3,430 3,602 167 2,999 3,150 3,307 3,473 3,647 168 3,036 3,188 3,348 3,515' 3,692. 169 3,075 3,228 3,390 3,560 3,738 170 3,113 3,268 3,432 ± 3,604 3,784 171 3,152 3,309 3,475 3,649 3,832 172 3,1';91 3,351 3,SI8 3,695' 3,879 173 3,231. 3,393 3,563 3,741 3,928 174 3,271 3,435 3,607. 3,787 3,977. 175 3,312 3,478 3,652 3,835 4,026 76 3,354 3,522 3,698' 3,883 4,078 '~ 177 3,396 3,566 3,744 3,932 4,128 1'18 3,438 3,610 3,790 3,980 ' ! 4,179 179 3,481 3,655 3,838 4,029 4,231 180 3,525 3,701 3,886 4,081 r 4,285 181 3,569 3,747 3,935 4,131 4,338 182 3,613 3,793 3,983: 4,182' 4,391; 183 3,659 3,842 4,035 4,236 4,449 184, 3,704 3,8$9 4,084 4,288 ; 4,502 185 3,750 3,938 4,134 4,341 4,559 186 3,798 3,98? 4,187 4,396 4,615: 187 3,845 4,038 4,239 4,452 4,674 139 4,346 4,563 4,792 191 4,400 4,621 :4,851 FI LE: CENTRAL\TAB LE293