HomeMy WebLinkAboutCouncil Resolution 502RESOLUTION N0. 502
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 and 484 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, rati-
fied and adopted.
Passed by the Council and signed by me in authentication of its. passage
this 2~~r day of
1988.
Mayor
ATTEST:
City Representative
Approved by me this 2sth day of July 1988•
Mayor
Resolution No. 502 Page 1
Exhibit A
P E R S O N N E L P O L I C I E S
A N D
PROCEDURE S
TABLE OF CONTENTS
Section Page No.
Resolution . .1
PURPOSE, VARIANCES AND DEFINITIONS
1.1 Purpose. 2
1.2 Variances. 2
1.3 Definitions. 2
PERSONNEL POLICIES & PROCEDURES
2.1 Appointment. . 8
2.2 Trial Service Period 9
2.3 Hours of Work. .10
2.4 Attendance. 10
2.5 Personnel Records. .10
2.6 Promotions, Demotions, Transfers,
Discipline, and Discharge 11
2.7 Transfers. .11
2.8 Promotions. , 11
2.9 Layoff (Termination). 12
2.10 Leave of Absence Without Pay. 12
2.11 Outside Employment and Off-Duty Activities.. 12
2.12 Residence Requirement. .13
2.13 Departmental Rules and Regulations. 13
2.14 Travel Expense. 13
2..15 In-Service Training. .14
2.16 Selling and Peddling Among Employees. 14
2.17 Political Activity. 14
2.18 Relatives in the City Service. .15
2.19 Examinations and Testing. 15
2.20 On-Call Status, 15
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TABLE OF CONTENTS (Continued.)
Section Paqe No..
2.21 Biography of Administrative Personnel. .16
2.22 Conflict of Interest .16
GENERAL CONDIICT, DISCIPLINE, TERMINATION,-AND APPEAL
3.1 Personal Appearance and Conduct 17
3.2 Causes for Warning, Suspension or Dismissal. .17
3.3 Form of Disciplinary Action. .18
3.4 Grievance Procedure. .19
3.5 Resignation. .21
3.6 Re-Employment. .21
3.7 Cost Consciousness. 21
3.8 Safety. . 21
3.9 Legal Liability. .22
3.10 Equipment. , .22
3.11 Exit Interview. 22
CLASSIFICATION PLAN
4.1 Position Classification Plan. , , 23
4.2 Titles and Specifications. , .24
4.3 Reclassification .24
4.4 New Positions. .24
PAY PLAN AND COMPENSATION
5.1 Pay Plan. , 25
5.2 Analysis of Pay Plan. 26
5.3 Appointee Compensation. , 27
5.4 Payday. 27
5.5 Overtime. 27
5.6 Payment Upon Classification Change.. 28
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TABLE OF CONTENTS (Continued)
Section Page No.
5.7 Part-Time Employment. 29
5.8 Government-Funded Programs .29
FRINGE BENEFITS
6.1 Holidays and Leave in Lieu of Holidays. 30
6.2 Vacation Time . 31
6.3 Sick Leave. 33
6.4 Leave of Absence with Pay. .34
6.5 Educational Opportunities. .35
6.6 Retirement. 36
6.7 Retirement Age. 36
6.8 Social Security. .36
6.9 Industrial Accidents.. 36
6.10 Medical and Hospital Insurance. 37
6.11 Life Insurance. 37
6.12 Additional Group Coverage. .37
6.13 Disability Insurance. 37
6..14 Dental Insurance. 37
6.15 Reserve Police Officers. .37
6.16 Uniform Issue and Replacement. .38
AFFIRMATIVE ACTION POLICY AND PROGRAM
7.1 Statement of Policy. .39
7.2 Goals. . .39
7.3 Recruitment and Selection. .39
7.4 Employment. Forms and Classification Systems. ,40
7.5 Promotions. 40
7.6 Rate of Pay - Compensation. 40
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TABLE OF CONTENTS (Continued)
Section Page No.
7.7 Responsibility for Program. 40
7.8 Grievances. 40
7.9 Employment Goals. . 40
POSITION CLASSIFICATION PAY PLAN - July, 1988 - TABLE I. . .41
TABLE OF BASIC SALARY RANGES - TABLE II. .42
ORGANIZATION CHART. .. .. 45
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PURPOSE, VARIANCES AND DEFINITIONS
Section 1.1 PURPOSE. The purpose of this resolution is to create a
policy manual describing the current personnel policies and procedures
of the City of Central Point. The City of Central Point reserves the
right to add to, subtract from, delete, or change any policy or proce-
dure at any time without notice. Any additions, subtractions., dele-
tions, or changes to this policy manual shall be approved by the City
Council. The City of Central Point and any employee may terminate the
employment relationship at the will of either party.
Section 1.2 VARIANCES. The City Administrator shall have the power to
vary or modify the strict application of the provisions of this resolu-
tion in any case in which the strict application of said provisions
would result in practical difficulties or unnecessary hardships..
Section 1.3 DEFINITIONS. As used in this resolution, the following
terms shall have the meanings indicated. Throughout this document the
masculine is intended to include the feminine and vice-versa.
(a) Administrative Staff. A person directly responsibleto the
City Administrator.
(b) Advancement. A salary increase within the limits of a pay
range established for a class.
(c) Allocation. The assignment of a single position to its pro-
per class in accordance with the duties performed and the
authority and responsibility exercised.
(d) Anniversary Date. Anniversary date means the first date of
the month following date of employment of officers and employ-
ees unless the employment begins on the first day of the
month in which case the day of employment applies.
(e) Appeal. A request to a supervisor, department head or City
Administrator for consideration of and a decision or ruling
on a problem or situation.
(f) Appointing Power. The City Administrator or department
head to whom authority is delegated to make the appointment
to fill a vacant position.
(g) Calendar Year. Twelve (12) month period beginning January
1 and ending December 31.
(h) Central Personnel File. A file maintained in the office of
the appointing power which contains complete personnel records
of all City employees..
(i) City Administrator. The chief executive officer and the
head of the administrative branch of the City government who
is directly responsible to the Common Council for the proper
administration of all affairs of the City.
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(j) Class. A group of positions sufficiently alike in responsi-
bilities and authorities to require similar qualifications.
(k} Class Specification. A written description of each class
of position including a class title, a statement of duties,
the supervision relationships, and the relationships other
than supervision.
(1) Compensation. This means the salary, wages, allowance, and
all other forms of valuable consideration earned by or paid
to any employee by reason of service in any position, but
does not include any allowances authorized and incurred as
incidents to employment.
(m) Compensatory Time Off. Time off from work to compensate
the employee for overtime or holiday worked.
(n) Continuous Service. Employment with the City without a
break or interruption; in computing continuous service for
the purpose of this resolution, neither military leaves nor
leaves of absence on account of illness, whether with or with-
out pay, shall be construed as a break in employment or ser-
vice. Other absences aggregating in excess of six (6) months
in any period of twelve (12) months including layoffs on
account of lack of work, lack of funds or abolishment of
positions shall be construed as breaking continuous service.
(o) Demotion. A transfer of an employee from a position in one
class to a position in another class. which has a lower salary
range.
(p) Department. A major functional unit of the City government.
(q) Department Head. A person directly responsible to the City
Administrator for the administration of a department..
(r) Discharge. Termination of employment with the City for
reasons attributable to the employee.
(s) Disciplinary Action. Imposition of certain personnel
actions, e.g., reprimand, warning, suspension, dismissal,
demotion, as a result of conduct detrimental to the City.
(t) Dismissal. Termination of employment with the City for
reasons attributable to the employee.
(u) Duty Day. Any day or shift on which an employee is
scheduled to be available for work.
(v) Employee. Anyone who receives compensation for employment
with the City of Central Point.
(w) Examination. A test for the purpose of evaluating an appli-
cant for an employment vacancy.
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(x) Exempt Service. A11 positions of elective and appointive
officials specifically designated by the City Council to be
exempt from the classification plan.
(y) Full-Time Position. Any position which requires a full work
day as herein defined, except for part-time positions, tempo-
rary part-time positions, temporary positions, and government-
funded positions.
(z} Government-Funded Position. Positions may be either a part-
time or full-time, but due to the nature of the funding, it is
to be considered a part-time, temporary, or temporary part-
time position. Selected benefits may accrue for this posi-
tion, but no benefits shall be transferable to a full-time
position except as provided herein.
(aa) Grievance. An employee's oral or written expression of dis-
satisfaction with some aspect of his employment, a management
decision affecting him, or an alleged violation of his rights
for the purpose of attempting to gain an adjustment of said
cause for dissatisfaction.
(ab) 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.
(ac) Immediate Family. The husband, wife, son, daughter, father,
mother, brother, sister,. father-in-lau, mother-in-law, or a
relative living in the employee's household.
(ad) Last Date of Hire. The date of the beginning of the
employee's current term of continuous service.
(ae) Layoff. A separation from employment because of organiza-
tional changes, Lack of work, lack of funds, or other reasons
not reflecting discredit upon an employee.
(af) 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.
(ag) 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.
(ah) Military Leave.. Leave of absence for an employee entering
reserve military training duty.
(ai) Month. One calendar month.
(aj) Non-Permanent Position. A position which is established
and is not a position of indeterminate duration, e.g., a
government-funded program.
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(ak) 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.
(al) 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.
(am) Part-Time Position. Apart-time position is one which re-
quires less than 1000 of a workweek and of indefinite
tenure. Fringe benefits for such part-time positions shall
be as outlined herein.
(an) Personnel Action. Any action taken with reference to
appointment, compensation, promotion, transfer, layoff, dis-
missal, or other action affecting the status of employment.
(ao) Position. Means a group of current duties and responsibili-
ties assigned or delegated by competent authority, requiring
the full or part-time services of one person..
(ap) 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.
(aq) 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.
(ar) Reserve Police Officer. A member of the Police Department
who serves on an on-call basis. Reserve Policemen may be
required to respond to alarms. Reserve Policemen are
appointed by and serve at the discretion. of the City
Administrator upon considering recommendations from the
department head.
(as) Seniority.. Priority of an employee based on the amount of
time since the employee's last date of hire.
(at) 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.
(au) 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.
(av) Sleeper Fire Fiqhter. A volunteer member of the Fire
Department who is assigned to work with one of the full-time
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shifts. This fire fighter receives his or her room in return
for working all scheduled workdays, including weekends. and
holidays, except for the time which the sleeper fire fighter
requires to maintain a full-time position with another
organization or to attend a recognized educational institu-
tion. A sleeper fire fighter is appointed by and serves at
the discretion of the City Administrator upon considering
recommendations from the department head.
(aw) Supervisor. Any person who is responsible to a higher divi-
sional or departmental level of authority and who directs the
work of others.
(ax) Suspension. Temporary separation of an employee from City
service without pay for disciplinary purposes.
(ay) Temporary Position. A temporary position which is normally
staffed less than twelve (12) months a year. Temporary posi-
tions will not provide sick leave or vacation with pay or
other fringe benefits.
(az) Temporary Part-Time Position. A temporary part-time
position is one requiring less than 100% of a workweek of a
defined temporary tenure. Such temporary part-time positions
do not earn nor accrue any fringe benefits.
(ba) Terminated. The conclusion of the employment relationship
between the employee and the City including any rights and
responsibilities relating thereto.
(bb) Transfer. A change of an employee from one position to
another in the same class or to a position in a comparable
class within the City service.
(bc) 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.
(bd) Volunteer Fire Fighter. A member of the Fire Department
who serves on an on-call basis. Volunteer fire fighters are
required to respond to alarms and participate in regularly
scheduled training. Volunteer fire fighters. are appointed by
and serve at the discretion of the City Administrator upon
considering recommendations from the Department Head.
(be) Workday. The regularly scheduled workday shall be eight (8)
hours. For fire personnel, the workday shall be twenty-four
(24) hours.
(bf) 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. Far Fire
Department employees working 24 hour shifts, the work period
shall be a twenty-seven (27) day recurring period which
begins at 8:00 a.m. on July 1, 1986. The work period for all
other employees shall be the workweek as hereinafter defined..
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(bg) Workweek. The regularly scheduled workweek shall be a seven
(7) day recurring period which begins at S:Ol 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..
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ARTICLE 2 - PERSONNEL POLICIES AND PROCEDURES
Section 2.1 APPOINTMENT
2.1.1 All original appointments to vacancies shall be made by
the City Administrator solely upon considering recommen-
dations 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 re-
quirements of the position for which he has applied.
(d) The results of an oral interview; and
(e) Whenever practical, the results of a competitive
written examination or demonstration test, which
shall be a fair and valid test of the abilities and
aptitudes of applicants for the duties to be
performed.
(f) Fire Department prospective employees shall first
pass a physical test, the standards of which shall
be established by the department head of the em-
ployee 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 Adminis-
trator 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.
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2..1.3 All statements submitted on the employment application
or attached resume are subject to investigation and
verification prior to appointment.
2.1.4 If required by the department, applicants shall be
fingerprinted prior to appointment.
2.1.5 Any job applicant or employee may be required to take a
physical examination. In cases where a physical examina-
tion 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 reli-
gious affiliation of the prospective employee. No
Berson 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 de-
fined 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 tenta-
tive and subject to a trial service period of not less
than six (6) consecutive months' service and twelve (12)
months for police and fire personnel. A11 trial service
periods shall begin on the employee's anniversary date.
2.2.2 In cases cohere the responsibilities of a position are
such that a longer period is necessary to demonstrate an
employees' qualifications, the trial service period may
be extended an additional maximum of six (6) months. The
employee shall be notified in writing of any extension
and the reasons therefore.
2.2.3 During the trial service period, the employee shall not
be eligible for vacation benefits, but he shall earn
vacation credit to be taken at a later date.
2.2.4 Upon completion of the trial service period, the employee
shall be considered as having satisfactorily demonstrated
qualifications for the position and shall be so informed
through his supervisor.
2.2.5 During the trial service period, an employee
may be terminated at any time at the City's discretion
(at will) without the right of grievance.
2.2.6 In the case of promotional appointments, the promoted
employee may be demoted at any time during the trial
service period without appeal, provided that the
employee be reinstated in the class designation from
which he was promoted, even though this necessitates the
lay-off of the employee occupying the position.
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Section 2.3 HOURS OF WORK
2.3,1 The hours which City departments shall be open for busi-
ness shall be determined by the City Administrator.
Section 2.4 ATTENDANCE
2.4.1 Employees shall be in attendance at their work in accor-
dance 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 sin-
cere effort to immediately notify his supervisor of his
reason far 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 Departments shall maintain records. of employees'
attendance.
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 far each employee in the service
of the City.
2.5.2 The personnel record shall show the employee's name,
title of the position held, the department to which
assigned, salary, change in employment status, training
received, and such other information as may be considered
pertinent.
2.5.3 Employee personnel records shall be considered confiden-
tial and shall be accessible only to the following:
(a) The employee concerned.
(b) Selected City officials authorized by the City
Administrator with just reason and for legitimate
City purposes.
2..5.4 No information reflecting critically upon an employee
shall be placed in the employee's. personnel records
that does not bear either the signature. or initials of
the employee indicating that he has been shown the
material, or a statement by a supervisor that the
employee has been shown the material and refused to
affix his signature or initials, or a statement by a
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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 in-
correct 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 inspec-
tion 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 consi-
dering recommendations from the department head, to pro-
mote, 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, disci-
pline or discharge any employee; and any employee, ex-
cept employees who have not completed a trial service
period, who is demoted, disciplined or discharged may
seek review of such action under the grievance procedure
set forth below.
Section 2.7 TRANSFERS
2.7.1 Requests from employees for transfers from one department
to another shall be made in writing and shall be directed
to the employee's present department head and referred to
the appropriate department head and the appointing power..
Such requests shall be given consideration when a suit-
able vacancy occurs; however, no employee shall be trans-
ferred 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.
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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, senior-
ity within the City service shall be the determining
factor.
Section 2.9 LAYOFF (TERMINATION)
2.9.1 If there are changes of duties in the organization, lack
of work or lack of funds, the appointing power shall have
the right to terminate any employee; however, a reason-
able 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 ser-
vice period may be granted leave of absence without pay
for a period not to exceed one (1) month, provided such
leave can be scheduled without adversely affecting the
operations of the City. Requests for leave of absence
without pay shall be in writing, shall be directed to
the City Administrator, and shall contain reasonable
justification for approval. No employee shall receive
more than thirty (30) days leave of absence in any three
(3) year period.
2.10.2 An employee on leave of absence without pay will maintain
accumulated sick leave and vacation but neither will
accrue for the time spent on leave.. Payment for unused
vacation will not be made for a leave of absence.
2.10.3 Other benefits for the employee will not be paid for
during a leave of absence.
Section 2.11 OUTSIDE EMPLOYMENT AND OFF-DUTY ACTIVITIES
2.11.1 In addition. to the standards of conduct set forth. herein-
after under the conduct code portion of this resolution,
no employee shall carry on concurrently with his public
service any private business or undertaking which
affects the time or quality of his work or which casts
discredit upon or creates embarrassment for the City of
Central Point. The City Administrator shall in his
discretion enforce the terms of this provision, and such
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enforcement shall be subject to the grievance procedure
set forth herein.
2.11.2 No employee in a full-time position shall accept outside
employment, whether part-time, temporary or permanent,
without prior written approval from the City Administra-
tor. Each change in outside employment shall require
separate approval.
2.11.3 To be approved, outside employment shall:
(a) Be compatible with the employee's City work;
(b) In no way detract from the efficiency of the
employee in his City work; and
(c) In no way conflict with the interest of the City or
be a discredit to the City.
Section 2.12 RESIDENCE REQUIREMENT
2.12.1 Residency shall not be a condition of initial appointment
or continued employment. Employees are encouraged, how-
ever, to live within five (5) miles by road of City Hall
and to participate in civic affairs. All residency out-
side City limits shall be first approved by the City
Administrator who shall take into consideration the time
necessary for personnel to be able to respond if called
to work during emergencies.
Section 2.13 DEPARTMENTAL RULES AND REGULATIONS
2.13.1 Each department of the City is encouraged to establish
departmental rules, regulations and procedures. Such
rules, regulations and procedures shall be in harmony
with the provisions of this resolution and approved by
the City Administrator and shall be binding upon the
employee.
Section 2.14 TRAVEL EXPENSE
2.14.1 When employees are required to travel outside the City on
City business, reimbursement for expenses incurred shall.
be determined as follows:
(a) Prior to traveling outside the City, the employee
shall obtain approval for the trip and the mode of
travel from the department head.
(b) Travel on official business outside the metropoli-
tan area by a single individual should be via public
carrier or City-owned vehicle. If the employee is
authorized to use a private vehicle, mileage for
direct travel expenses related to City business
shall be paid at the prevailing federal mileage
rate. This rate includes all travel, insurance
and. storage expense of the vehicle..
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(c) Reimbursement for subsistence on official trips
shall only be the amount of actual and reasonable
expense incurred during the performance of official
duty as a City employee for the City's benefit.
2.14.2
The following rates will be considered maximum to be re-
imbursed for travel expenses:
(for other than training or convention when staying at
the meeting hotel)
Lodging
Breakfast
Lunch
Dinner
Total per diem
2.14.3
Section 2.15
$36..00 per night
$ 5.00
5.00
10.00
$20.00
City vehicles shall not be used for private purposes.
IN-SERVICE TRAINING
2.15.1 The City Administrator shall encourage training oppor-
tunities for employees and supervisors in order that
services rendered to the City will be more effective.
He shall assist department heads in meeting training
needs in their department and in developing training
programs designed to meet immediately City-wide
personnel needs and to prepare employees for promotion
to positions. of greater responsibility.
2.15.2 Training sessions may be conducted during regular work-
ing hours at the discretion of department heads.
Section 2.16 SELLING AND PEDDLING AMONG EMPLOYEES
2..16.1 No peddling, soliciting, or sale for charitable or other
purposes shall be allowed among or by employees during
working hours without the approval of the City
Administrator.
Section 2.17 POLITICAL ACTIVITY
2.17.1 No employee shall engage in political activity of any
nature during his or her hours of employment, and no
employee shall engage in any political activity purport-
ing to act in his official capacity or on behalf of the
City of Central Point.
2.17.2 Nothing contained within this section shall affect the
right of the employee to hold membership in and support
a political party, to vote as he chooses, to privately
express his opinions on all political subjects and can-
didates, to maintain political neutrality, and to attend.
political meetings.
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Section 2.18 RELATIVES IN THE CITY SERVICE
2.18.1 Two (2) members of an immediate family shall not be
employed under the same supervisor. Neither shall two
(2) members of an immediate family be employed at the
same time, regardless of the administrative department,
if such employment will result in an employee
supervising a member of his immediate family.
2.18.2 The provisions of this section shall apply to promotion,
demotions, transfers, reinstatements, and new
appointments.
Section 2.19 EXAMINATIONS AND TESTING
2.19.1 If requested by the City, employees. shall submit to and
successfully pass the following:
(a) An annual medical examination at City expense to be
conducted on or before the employee's employment
anniversary date with the standards for passage
thereof to be determined by the physician selected
by the City for the administration of such examina-
tion having due regard for the work to be performed.
by the employee.
Section 2.20 ON-CALL STATUS
2.20.1 Public Works - Due to the potential for emergency situa-
tions affecting the health and safety of the citizens. of
the City of Central Point, all Public Works employees
shall be on "public works on-call status" at such times
as are scheduled for that employee by the City Adminis-
trator or department head. It shall be the responsibil-
ity of any employee on call to at all times keep the
Police Department dispatcher advised of his or her
location, and to be immediately available to perform
emergency maintenance or repair work. Public Works
employees shall receive one (1) day compensating time
off for each two (2) weekend days of on-call status and
one (1) day off for each holiday on call. No additional
compensation will be granted if the employee is called
upon to perform work while on call.
2.20.2 Fire Department -
(a) City employees may serve on Fire Department on-call
status at the discretion of the City Administrator.
They shall be relieved of their City duties during
fire emergencies whereupon they shall report
immediately to their assigned fire duty.
(b) Other Volunteers. Non-employee volunteers shall be
required to attend training and fire calls through-
out the year.
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Section 2.21 BIOGRAPHY OF ADMINISTRATIVE PERSONNEL
2.21.1 The biography of any individual considered for any
administrative staff position shall be submitted to the
City of Central Point and shall contain the following
information:
(a) Name, title and address.
(b) Professional Experience.: Briefly describing the
principal positions held with title, name of
employer, and salaries received.
(c) Educational Experience: Listing all post-secondary
educational institutions attended and all degrees
and honors received.
(d) Affiliations: Listing all organizations of which
the administrative personnel has been a member
during the previous ten (10) years, including a
statement of any offices held in such organizations.
(e) A statement whether or not the administrative per-
sonnel has been charged by any law enforcement
authority with the commission of a crime related to
the position, and if so, the disposition of the
charge.
(f) Personal references.
Section 2.22 CONFLICT OF INTEREST
2.22.1 No employee shall be directly or indirectly interested in
any contract with the City, or any department thereof,
and no employee shall participate as either an elected or
appointed officer or board member of any outside govern-
mental 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.
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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 emplo-
yee'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 stan-
dards, he may be subject to displinary action.
3.2.2 General reasons for which an employee may be disciplined
include:
(a) Drinking intoxicating beverages or use of illegal
drugs on the job or 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;
(h) Conviction of a felony or of a misdemeanor involving
moral turpitude;
(i) Using religious, political or fraternal influence;
(j) Accepting fees, gifts, or other valuable things in
the performance of the employee's official duties
for the City;
(k) Inability to perform the assigned job;
(1) Incompetency, inefficiency or inattention to or
dereliction of duty;
(m) Dishonesty, intemperance, drug addiction, immoral
conduct, insubordination or discourteous treatment
of the. public or a fellow employee;
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(n) Willful giving of false information or withholding
of information with. the intent to deceive when
applying for employment or in connection with per-
formance 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
(g) Receipt of five (5) written reprimands within a
five (5) year period.
(r) Violation of any Personnel Policies and Procedures
contained herein or departmental rules and regu-
lations adopted pursuant to Section 2..13.
Section 3.3 FORM OF DISCIPLINARY ACTION
3.3.1 Disciplinary action ranges from oral or written repri-
mands to suspension, demotion and finally dismissal from
the City service, and depends on the severity of the
offense, as well as the number and the frequency of pre-
vious acts of misconduct..
3.3.2 It shall be the duty of all City employees to comply with
and assist in carrying into effect the provisions of the
City's personnel rules and regulations. No employee who
has completed a trial service period shall be disciplined
except for violation of established rules and regula-
tions; 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 disciplin-
ary action. Discipline shall be of increasingly progres-
sive severity whenever possible.
3.3.4 A written notice shall be given each employee for each
disciplinary action stating the reasons for the disci-
plinary 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.
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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 PROCEDORE
3.4.1 A grievance is defined to be any question or controversy
between any employee and the City involving the applica-
tion of the provisions of this resolution.
3.4.2 When such problems arise, an attempt will be made by the
employee and his immediate supervisor to settle them
informally. A problem which cannot be resolved infor-
mally will be processed as a grievance.
3.4.3 Each grievance will be processed in the following manner:
Step 1 Within ten (10) calendar days after the occur-
rence of the cause of complaint, the employee
involved will reduce his grievance to writing
stating his reasons therefor and the relief
requested and will present it to his department
head, provided, however, that if the aggrieved
did not become aware of the occurrence until a
later date, then he must initiate action within
ten (10) calendar days following actual knowledge
of such occurrence. Within two (2) workdays
after the grievance is submitted to the depart-
ment 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 his decision in
writing and provide a copy to the employee.
Step 2 If the employee is not satisfied with the deci-
sion concerning his grievance made by the depart-
ment head, he may, within two (2) workdays of
his receipt of such decision, forward his griev-
ance to the City Administrator.. The City
Administrator will schedule a hearing on the
grievance within five (5) workdays of its re-
ceipt by him and will notify the employee and the
department head of the time and place of hearing.
Within three (3) workdays folloerinq such hearing,
the City Administrator shall statehis decision
in writing and provide a copy to the employee.
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Step 3 If the employee is not satisfied with. the dis-
position of his grievance by the City Administra-
tor, he may request, within five (5) workdays
upon receipt of said decision, that the question
be brought before the City Council at executive
session. The City Administrator, upon receipt of
such request, shall cause said matter to be
placed upon the agenda of the next executive ses-
sion 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 in-
terested persons shall be given the opportunity
to be heard at the time of the said executive
session, provided, however, that witnesses may be
required to remain outside of the executive ses-
sion, 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 em-
ployee. The decision of the City Council shall
be final.
3.4.4 If the grievance procedures are not initiated within the
time limits established by this section, the grievance
shall be considered not to have existed.
3.4.5 Any grievance not taken to the next step of the grievance
procedure shall be considered settled on the basis of the
last reply made and received in accordance with the pro-
visions 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 sec-
tion, such grievance shall automatically advance to the
next step. If the City fails to meet or answer any
grievance on the last step of the grievance procedure
within the time limits prescribed for such action by this
section, it shall be deemed that the City has considered
the grievance to be in favor of the grievant and shall
resolve the matter accordingly.
3.4.7 The time limits prescribed in this section for the ini-
tiation and completion of the steps of the grievance
procedure may be extended by mutual consent of the par-
ties 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.
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Section 3.5 RESIGNATION
3.5.1 To resign in good standing, an employee shall give the
appointing power not less than fourteen (14) calendar
days prior notice of such resignation, unless the
appointing power agreed to permit a shorter period of
notice because of extenuating circumstances. The notice
of resignation shall be in writing and shall contain the
reasons for leaving the City service.
3.5.2 Failure to comply with this section shall be entered in
the employee's service record and may be cause of denying
future employment by the City.
Section 3.6 RE-EMPLOYMENT
3.6.1 Employees with a satisfactory record of service who re-
sign their positions. (in accordance with the provisions.
of this resolution for resignation from the City service)
may, on their written request, withdraw such resignation
within thirty (30) days from the effective date thereof
and be considered for re-employment in the same or com-
parable classifica-tion to the one resigned.
Section 3.7 COST
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 supervi-
sors 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 de-
velopment 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.
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Section 3.9 LEGAL LIABILITY
3.9.1 Employees shall abide by all laws and regulations which
govern the performance of their duties, and shall perform
their duties as reasonable, prudent persons. Employees.
who are reasonably cautious and prudent in the perfor-
mance 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 responsibili-
ties, the employee may be held personally and legally
liable.
Section. 3.10 EQUIPMENT
3.10.1 Equipment owned by the City of Central Point shall be
used only on the City's business.
3.10.2 Provided that they reside within the City limits, the
City Administrator, Fire Chief, Public Works Director and
Police Chief may use a City vehicle to commute to and
from their residence, but for no other personal use. Any
other individual duly authorized. by the City Administra-
tor or department head, may take a City vehicle home on
an as-needed basis to fulfill City responsibilities. In
no event shall an employee or officer of the City allow
unauthorized persons to use, barrow or rent a City vehi-
cle. 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.
3.11 EXIT INTERVIEW
3.1.1.1 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 require-
ments, operations, and training needs.
3.11.2 At the time of the interview, employees are expected to
return all City property in their possession or control.
This includes the Employee Handbook that is provided and
keys, tools, equipment, or manuals they have received.
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ARTICLE 4 - CLASSIFICATION PLAN
Section 4.1 POSITION CLASSIFICATION PLAN
4.1.1 Preparation of Plan. The City Administrator shall record
the duties and responsibilities of each employee position
in the City, and, after consulting with the department
heads, shall recommend a classification plan for each
position. When approved by the City Council, the plan
shall be known as the "Classification Plan". It shall
establish titles for each class and specify training, ex-
perience 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, responsi-
bilities, authority and character of work is included
within the same class. The City Administrator may in-
clude 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 far a specific position and
the City Council authorizes employment of an individual
to fill the position..
4.1.3 Compensation. Compensation of employees so classified
shall be in accordance with the City budget for the City
of Central Point.
4.1.4 The classification of positions for the purpose of this
document shall be as contained in the official Book of
Class Specification. The official Book of Class Specifi-
cation 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.
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Section 4.2 TITLES AND SPECIFICATIONS
4.2.1 The position classification plan shall include titles
and written specifications for the various classes of
positions as a guide toward equal pay for equal work.
Job titles shall refer to a particular position not to
the individual filling a particular position and shall
be used in all personnel, budget and financial records.
4.2.2 Each position shall be allocated to an appropriate class
on the basis of the duties and responsibilities of the
position..
4.2.3 Each class shall have a specification that includes a
concise, descriptive title, and a description of the
duties and responsibilities of each position in the
class. Position specifications take into consideration
the requirements of the job and are merely descriptive
and explanatory of the work to be performed. They may
not include all of the duties and are not intended to
replace detailed work assignments.
4.2.4 The title of the class to which any position is allocated
shall be used in all official personnel records and in
all official personnel transactions. of the City of
Central Paint.
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 cir-
cumvent the effects of disciplinary action or to avoid
restrictions concerning compensations.
Section 4.4 NEW POSITIONS
4.4.1 The City Administrator shall be responsible for keeping
the classification plan current through periodic studies
of the positions within the City service.
4.4..2 No position or class shall carry an official title which
has not been approved by the Common Council as being
appropriate to the duties performed.
4.4.3 The Common Council may create new positions and allocate
the positions to an appropriate class.
4.4.4 In the event a vacancy occurs in any position or class
created by this resolution, the City Administrator shall
fill the vacancy from qualified persons in the City
employ, but if no persons in the City employ are quali-
fied, then he may fill such position by persons outside
the City employ.
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ARTICLE 5 - PAY PLAN AND COMPENSATION.
Section 5.1 PAY PLAN
5.1..1 The City Administrator shall prepare a compensation plan
which shall prescribe a minimum, a maximum and any
intermediate rates of pay appropriate for each class.
5.1.2 The rate or range for each. class shall equitably reflect
the difference in duties and responsibilities and shall
be treated to compensation for comparable positions in
other places of public and private employment within the
same job market.
5.1.3. The salaries or rates of compensation prescribed are
fixed on the basis of full-time service in full-time
positions unless otherwise designated.
5.1..4 The rates of pay prescribed shall be deemed to include
pay in every form, except for necessary expenses
authorized and incurred incident to employment, or
except as herein provided.
5.1.5 The letters A, B, C, D, and E, respectively, denote the
various steps in the pay range. The entrance step shall
be A, except as provided in Section 5.1.10. Advancement
to the second or third higher step above the entrance
step shall be made upon successful completion of a trial
service period of six (6) months and twelve (12) months
for Police and Fire personnel, and on the basis of a
written recommendation by the department head and upon
the City Administrator's approval. Thereafter, advance-
ment to the higher salary range steps shall be made fol-
lowing the completion of a year of service in the lower
step of the range on the basis of a written recommenda-
tion by the department head and upon the City Administra-
tor's approval. A11 placement and adjustments of steps
will be done on an anniversary date or the first date of
the month.
5.1.6 Where a salary range for a given class or for several
classes is revised upward or downward, the incumbents of
the positions in the classes affected shall have their
existing salary adjusted to the same relative step in
the new salary range.
5.1.7 The five-step schematic schedule of salary ranges and
steps listed as Table I and Table II constitutes the
compensation plan applicable to all classes of positions
included in this resolution.
5.1.8 All salaries prescribed are monthly rates. For purposes.
of overtime payments and in those positions 4.+here 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
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rate for a 40-hour workweek by a factor of 173..33 and for
a 56-hour workweek by a factor of 243.33.
5.1.9 No person shall be hereafter employed in or appointed to
any position requiring full-time or part-time service,
and which position is included in the classification plan
and for which a class specification exists establishing
desirable qualifications, unless said person possesses in
full the desirable qualifications prescribed for that
class; provided, however, if qualified persons cannot be
recruited, the City Administrator shall authorize the
appointment of persons having less than the desirable
qualifications.
5.1.10 In the event an employee entering upon City employment is
found to possess extraordinary qualifications for a posi-
tion 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 succeed-
ing 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 four-
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 Eire Department Volunteers and Police Reserve Officers,
upon becoming a full time position will enter the job
classification at the rate of starting scale and not
necessarily with the classification they enjoyed as a
Reserve Officer or as a Fire Department Volunteer.
However, consideration may be given by the City
Administrator for time credited to the Volunteer or
Reserve for past service.
Section 5.2 ANALYSIS OF PAY PLAN
5.2.1. At least once each fiscal year, the City Administrator
shall compare the current City salary rates, compensation
policies and personnel developments with those of other
public and private employers within the same job market.
market. Changes in the cost of living and employee
discussions regarding salary and benefits shall also be
considered.
5.2.2 The City Administrator shall then examine the salary
range for each class of position to ascertain whether
current minimum and maximum salaries. should be main-
tained, increased or decreased during the succeeding
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fiscal year, and, upon the basis of this analysis, shall
submit recommendations for amending the pay plan to the
Common Council.
5.2.3 Upon receipt of the City Administrator's report and, if
in the judgment of the Council it is deemed feasible and
advisable, the Council shall by resolution. adjust the
salaries and rates of compensation and benefits for all
City officers and employees.
5.2.4 In addition to the adjustment procedure to be conducted
annually as set forth herein, the Council, upon the City
Administrator's recommendation, may from time to time
effect such other adjustments to the salaries or compen-
sation 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 ex-
ceptionally 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 ex-
perience may temporarily underfill a position at a
salary less than that for the class.
Section 5..4 PAY DAY
5.4.1 Normally, employees shall be paid on the fifth calendar
day of each month. If the fifth calendar day of the
month falls on a Saturday, Sunday or a holiday, employees
shall be paid on the last working day preceding the fifth
calendar day of the month.
5.4.2 An employee may elect to receive a partial payment for
the first fifteen (15) days of the month. The maximum
partial payment an employee may receive shall not exceed
thirty percent (30%) of the employee's gross monthly
earnings. An employee shall be limited to one partial
payment in each thirty (30) day period.
Section 5.5 OVERTIME
5.5.1. Department heads and supervisors shall assign to each
employee regular work duties and responsibilities which
can normally be accomplished within the established work-
day and workweek. Employees shall not work overtime
without prior written approval from a supervisor.
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5.5.2 When employees are required to work overtime, department
heads may authorize compensatory time off or overtime pay
which shall be one and one-half (li) times the employee's
regular hourly rate of pay. Whenever possible, depart-
ment heads shall schedule time off within a workday,
workweek or work period to maintain scheduled work hours.
In situations in which compensatory time is allowable
under this section, the determination as to whether to
make cash payment or grant compensatory time off shall
rest with the department head who shall give due con-
sideration to the desires of the employee, to budgetary
controls and to the provisions of Section 5.5.3 of these
policies.
5.5.3 Compensatory time accumulation shall not exceed one work-
day. 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 over-
time compensation. Compensation for overtime shall not
be granted to the following positions:
(a) City Administrator
(b) Administrative staff
(c) 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 cir-
cumstances such as extra hours worked on specially re-
quested 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 considera-
tion to the desires of the employee, to budgetary con-
trols 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 ser-
vice, either from within the same department or from
another department, to a position in a class with a
higher salary range, such employee shall be entitled to
receive the rate of compensation in the entrance step of
the class to which he has been promoted, provided. that in
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the event such employee possesses extraordinary qualifi-
cations 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 em-
ployee shall be entitled to retain the salary step in the
lower range corresponding to that which he was receiving
in the higher class before such demotion; in such cases,
the employee shall retain his last hire anniversary date..
5.6.4 In the case of the transfer of any employee from one
position to another in the same class, or to another
class to which the same salary range is applicable, the
employee shall remain in the same salary step and shall
retain his last hire anniversary date.
5.6.5 Whenever an employee accepts work under a different class
of position or in exempt series in the City service, the
character and nature of which work is similar and the
responsibilities are equal or superior to the work such
employee has been performing, and later returns to his
former position, his term of employment under such dif-
ferent 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 em-
ployment 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, unemploy-
ment insurance, social security and health insurance may
be provided. Benefits such as PERS and life insurance
..will not be provided.
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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 Depart-
ment employees working 24-hour shifts shall accrue one
(1) shift of paid holiday leave for every two (2) calen-
dar months worked, and clerk dispatchers and sergeants
shall accrue one (1) day of paid holiday leave for every
one (1) month worked. Such accrual shall continue during
paid leave. Holiday leave shall be taken within one year
following the month in which it accrues. If such holiday
leave is not taken within such time, it shall be for-
feited and no reimbursement shall be allowed unless
prior approval by the City Administrator is received to
carry forward the holiday leave.
6..1.2 Full-time employees of the City except those covered in
Section 6.1.1 shall be entitled to the holidays listed
below with pay. Temporary and temporary part-time
positions. shall not receive compensation; part-time
positions shall be compensated in proportion to the
number of hours they are normally scheduled to work.
(a) New Year's Day, January 1
(b) President's. Day, third Monday in February
(c) Memorial Day, last Monday in May
(d) Independence Day, July 4
(e) Labor Day, first Monday in September
(f) Veterans' Day, November 11
(g) Thanksgiving Day, fourth Thursday in November
(h) Day after Thanksgiving Day
(i) Christmas Day, December 25
(j) Day before Christmas or the day before New Year's
Day, December 24 or December 31
(k) Two floating holidays
6.1.3 If any holiday in Section 6.1.2 fails on a Sunday, the
following t4onday shall be given as a holiday. If any
such holiday falls on a Saturday, the preceding Friday
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 employ-
ment 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.
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6.1.6 Holidays. in section 6.1.2 which occur during vacation or
sick leave shall not be charged against such leave.
Section 6.2 VACATION TIP4E
6.2.1 Employees working shifts with less than five (5) years of
continuous service shall accrue five (5) shifts per year
vacation leave with pay. Employees with more than five
(5) years, but less than ten (10) years continuous ser-
vice shall accrue seven (7) shifts per year vacation
leave with pay. Employees with ten (10) or more years,
but less than fifteen (15) years of continuous service
shall accrue nine (9) shifts of vacation leave. Employ-
ees with fifteen (15) years or mare of continuous ser-
vice shall accrue annual vacation leave with pay at the
rate of twelve (12) shifts per year.
6.2.2 Employees with less than five (5) years of continuous
service shall accrue annual vacation leave with pay at
the rate of ten (10) days per year. Employees with five
(5) or more years, but less than ten (10) years of con-
tinuous 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. Em-
ployees with fifteen (15) years or more of continuous
service shall accrue annual vacation leave with pay at
the rate of twenty-five (25) days per each year.
6.2.2.5 Department heads with less than two and one-half (2~)
years of continuous service shall accrue annual vacation
leave with pay at the rate of ten (10) days per year.
Department heads with two and one-half (2~) or more
years, but less than seven and one-half (7~) years of
continuous service shall accrue annual vacation leave
with pay at the rate of fifteen (15) days per year. De-
partment heads with seven and one-half (7~) or mare
years, but less than twelve and one-half (12i) years of
continuous service shall accrue annual vacation leave
with pay at the rate of twenty (20) days per year. De-
partment heads with twelve and one-half (12~) 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
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shall be determined by the length of time from. the
employee's anniversary date to the following January 1.
6.2.6 Vacation leave shall be taken in the year immediately
following the calendar year in which it is earned. If
vacation time is not taken in the subsequent calendar
year after it is earned, it shall be considered lost and
no reimbursement will be allowed unless prior approval by
the City Administrator is received to carry over the
vacation.
6.2.7 Vacation accrual shall continue when an employee is
absent due to sickness or job-related accident and has
status of an employee.
6.2.8 Vacation time-off shall be requested when possible two
(2) weeks in advance of the time requested with City work
schedules determining whether or not the time off can be
allowed.
6.2.9 Part-time positions shall earn an accumulation of vaca-
tion days in any one (1) year by direct proportion to the
number of hours worked compared with the number of hours
worked by a full-time position in a similar position.
6.2.10 Vacation preference. When more than one (1) employee
desires the same vacation period and only one can be
allowed to take it, preference will be given to the
employee with a higher classification. If the classifi-
cation is the same then preference will be given to the
employee with the longer period of continuous service.
6.2.11 Unused earned vacation. Upon termination of employment,
an employee shall be paid for all unused earned vacation.
6..2.12 Department heads shall schedule vacations for their
respective employees with due consideration for the de-
sires of the employees and the work requirements facing
the department. Vacation schedules may be amended to
allow the department to meet emergency situations.
6.2.13 Vacation leave shall not be used in blocks of less than
five (5) days without department head approval.
6.2.14 During a calendar year in which an employee is eligible
for accrual of vacation at a different rate, a prorated
vacation will be computed for that year; from January 1
to the anniversary date at the old rate and from the
anniversary date to the next January 1 at the new rate.
6.2.15 If a person in a government-funded position is hired by
the City in a full-time position in the same classifica-
tion 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.
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Section 6.3 SICK LEAVE
6.3.1 Sick leave shall be earned by each full-time position at
the rate of one (1) workday for each full calendar month
of continuous service with the exception of Fire
Department employees working a twenty seven (27) day work
period. who shall earn sick leave at a rate of twelve (12)
hours for each full colander month of continuous service.
Sick leave may be accumulated to a total of not more than
seven hundred twenty (720) hours for all eligible
employees with the exception of Fire Department employees
working a twenty seven (27) day work period who may
accumulate sick leave to a total of one thousand eighty
(1080) hours.
6.3.2 Employees may utilize their allowance of sick leave when
unable to perform their work duties by reasons of illness
or injury, necessary for medical or dental care, exposure
to contagious disease under circumstances by which the
health of the employees with whom associated or member
of the public necessarily dealt with would be endangered
by attendance of the employee.
6.3.3 Sick leave shall be charged in one quarter (-,) hour
increments.
6.3..4 Abuse of the sick leave privilege shall be cause for dis-
missal. 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 ex-
pected 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 pre-
vented him from appearing for work, or the department
head has personal knowledge of the circumstances.
6.3.5 Unused sick leave shall not be compensated for in any way
at the time of resignation or dismissal of an employee.
6.3.6 Sick leave shall not accrue during any period of leave of
absence without pay; however, an employee who is re-
employed after lay-off or an expiration of leave without
pay within a period of thirty (30) days shall have sick
leave credits during the previous employment restored.
6.3.7 A leave of absence shall be granted for pregnant employ-
ees. Normally, such leave shall begin with the eighth
month of pregnancy and terminate within. ninety (90) days
following delivery. When complications arise as a result
of the pregnancy, such leave will be extended based upon
the recommendations of the attending physician. Accrued
sick leave will. be paid during the pregnancy leave; and,
at the employee's option, earned and accrued vacation may
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also be paid.. If the sick leave and vacation benefits.
are depleted, the remainder of the above defined leave of
absence for pregnancy will be treated as leave without
pay.
6.3.8 Employees may also use sick leave where there is an unex-
pected or serious illness in their immnediate family in
order to make arrangements for or provide initial assis-
tance 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 certi-
fies that the employee's absence from work is necessary,
the sixteen (16)-hour limit shall not apply.
Section 6.4 LEAVE OF ABSENCE S4ITH PAY
6.4.1 Employees may request leave of absence with pay for the
purposes specified in this. section. Each request shall
be judged by the appointing power on its merits and on
the basis of the guidelines provided in this section.
6.4.2 Compassionate leave. In the event of a death in the
employee's immediate family, an employee may be granted
leave of absence with pay not to exceed three (3) calen-
dar days and to be deducted from sick leave accrued. An
extension of this time may be granted by the City
Administrator.
6.4.3 Funeral participation. When an employee serves as a
pallbearer, or in some other way participates in a
funeral ceremony, the employee may be granted a reason-
able time off with pay to perform such duty not to ex-
oeed four (4) hours. Ah extension of this time may be
granted by the City Administrator.
6.4.4 Witness or jury duty. When an employee is called for
jury duty or is subpoenaed as a witness:
(a) He shall not suffer any loss of his regular compen-
sation he receives for the performance of such duty
to the City; however, he shall be required to trans-
fer any compensation received for the performance
of such duty to the City. Time not worked because
of such duty shall not affect vacation or sick leave
accrued.
(b) Part-time positions called for services above shall
be paid for such time, but only to the extent that
their earnings for such month, plus the amount re-
ceived for such service shall be less than their
earnings for the previous full month.
(c) Reimburse monies received for duty.
6.4.5 Voting. When an employee's work schedule is such that
he would not be able to vote prior to or after his
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normally scheduled working hours, he shall be granted a
reasonable time off duty to vote without loss of pay,
accrued vacation or sick leave.
6.4.6 Military leave. An employee who has successfully com-
pleted the trial service period and who is a member of
the National Guard or a reserve component of the Armed
Forces shall be entitled, upon application, to a leave
of absence from City service for a period not exceeding
fifteen (15) calendar days in any one (1) calendar
year. Such leave shall be granted without loss of time,
pay or other leave, and without impairment of merit
ratings or other rights or benefits to which he is
entitled; however, the employee shall be required to
transfer any compensation he receives for the performance
of such duty to the City. Military leave with pay (Armed
Forces and/ or the National. Guard) shall be granted only
when an employee receives bona fide orders to temporary
active or training duty, and shall not be paid if the
employee does not return to his position immediately fol-
lowing the expiration of the period for which he was
ordered to duty.
6.4.7 Conferences and conventions. Decisions concerning
attendance at conferences, conventions or other meetings
at City expense shall be made by the department head with
.the approval of the City Administrator. Permission shall
be granted on the basis of an employee's participation in
or the direct relation of his work to the subject matter
of the meeting. Members of professional societies. may be
permitted to attend meetings of their society when such
attendance is considered to be in the best interest of
the City.
Section 6.5 EDUCATIONAL OPPORTUNITIES
6..5.1 The City will reimburse an employee for fifty percent
(500) of the amount of tuition for courses directly re-
lated to the employee's work offered at an acceptable
educational institution and conducted outside the emplo-
yee's regular working hours, provided that
(a) Funds for such expenditures are available in the
current budget;
(b) The employee has made application for approval of
the course and tuition reimbursement to his depart-
ment head at least ten (10) days prior to the
registration for such course;
(c) The employee submits evidence of satisfactory com-
pletion of the course with a C or better passing
grade;
(d) The employee is not receiving reimbursement for
tuition from any other source;
-35-
(e) Department head must approve and determine a benefit
derived to the City.
6.5.2 Courses which are only offered during regular working
hours may be approved by the department head provided
time off can be arranged conveniently and reasonable
arrangements can be made to make up time off and
approved by the department head.
6.5.3 The City shall allow time off with pay and shall reim
burse an employee for the expenses of attending classes,
lectures, conferences or conventions when attendance is
on an assignment basis with prior approval of the emplo-
yee's department head.
6.5.4 Normally, the cost of textbooks and technical publica-
tions required for such courses shall be the responsi-
bility of the employee. If the City purchases any of the
textbooks and publications, they shall become the pro-
perty of the City.
Section 6.6 RETIREMENT
6.6.1 After six (6) months of employment, employees working
more than six hundred (600) hours per year are required
to participate in the Public Employees Retirement System.
The employees contribution is paid by the City for all
compensation earned after June 30, 1981.
Section 6.7 RETIREMENT AGE
6.7..1 The retirement age for employees is as follows:
(a) Sixty (60) years for fire and police employees;
(b) Sixty-five (65) years for all other employees.
6.7..2 At the end of the month in which an employee reaches re-
tirement age, the employee shall automatically terminate
his service with the City. However, the appointing power
may grant an extension of the retirement on a year-to-
year basis when it is in the interest of the City to do
so.
Section 6.8 SOCIAL SECURITY
6.8.1 The City shall match the employee's contribution in the
Social Security Plan.
Section 6.9 INDUSTRIAL ACCIDENTS
6.9.1 All employees shall be covered under the State Accident
Insurance Fund (SAIF) for industrial accidents and
disease. Benefits include medical treatment and care, as
well as disability compensation during periods of time
lost from the job.
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6.9.2 Reimbursement for lost-time injury is made by SAIF com-
puted for payment on a two-thirds (2/3) gross. paycheck
and is non-taxable.
6.9.3 City of Central Point benefits continue and the City
pays medical and dental coverage while employee is on a
period of lost-time injury leave covered by Workmen's
Compensation not exceeding thirty (30) days, unless an
extension is granted under Section 6.9.4. Public
Employees Retirement System (PERS) benefit is not paid..
6.9.4 A thirty (30) day calendar period is the time limitation
to the amount of lost-time due to an accident that can be
taken by an employee; at which time the City would review
the possibility of extension of that employee or refill-
ing the position.
6.9.5 Sick leave will not be used in a lost-time accident to
make the difference in pay between SAIF and the gross
paycheck.
Section 6.10 MEDICAL AND HOSPITAL INSURANCE
6.10..1 The City shall pay the premium for coverage under the
League of Oregon Cities EB3 Insurance Trust Plan III
covering the employee and 2 or more dependents for
all full time positions effective the first day of the
month thirty (30) days after the date of employment.
Section 6.11 LIFE INSURANCE
6.1.1.1 $10,000 premium paid by the City on $10,000 term policy.
Section 6.12 ADDITIONAL GROUP COVERAGE
6.12.1 Optional Plan - Disability is paid by the employee -
Aetna Life Insurance Company.
Section 6.13 DISABILITY INSURANCE
6.13.1 Public Employees Retirement System (PERS)
Section 6.14 DENTALINSURAN.CE
6.14.1 The City shall pay the premium for coverage under the
League of Oregon Cities EBS Insurance Trust Plan III
covering the employee and 2 or more dependents for all
full time positions effective the first day of the month
thirty (30) days after the date of employment.
Section 6.15 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
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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 UNIFORM ISSUE AND REPLACEMENT
6.16.1 When Fire Department personnel are initially appointed,
they will be given an issue of uniform clothing as deter-
mined 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.
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ARTICLE 7 - AFFIRMATIVE ACTION POLICY AND
Section 7.1 STATEMENT OF POLICY
7.1.1 It is the policy of the City of Central Point to provide
equal employment opportunities for all persons from all
segments of the population without discrimination as to
race, color, religion, national origin, sex, or handi-
caps. Central Point's policy is a positive one and con-
sistent with State Executive Order EO-72-7, State Civil
Rights Law of 1964, the Civil Rights Act of 1972, the
Federal Age Discrimination Act and federal Executive
Orders 11246 and 11375 relating to discrimination.
7.1.2 Central Point is cognizant that mere passive prohibition
of discriminatory practices is not enough to effectuate
the principal of equal employment opportunity. Affirma-
tive and direct action is required to create an atmos-
phere of non-discrimination. Thus, Central Point accepts
its legal and moral responsibilities for aggressive re-
cruitment, training and upward mobility of all its staff.
7..1..3 The City of Central Point, in order to carry out its
positive affirmative action policy, adopts and sets forth
the following affirmative action program.
Section 7.2 GOALS
7.2..1 To improve employment opportunities for minority group
persons, women and the handicapped.
7.2.2 To provide positive information about equal opportunity
affirmative action to the present staff and encourage and
promote employee practice consistent with Central Point's
affirmative action policy.
7.2.3 To ensure that all public announcements of employment
opportunities at the City of Central Point include a
communication of equal employment opportunity.
7.2.4 To achieve and maintain, at the very least, proportional
employment for minority group persons, women and the
handicapped in the Central Point organization as vacan-
cies occur.
Section 7.3 RECRUITMENT AND SELECTION
7.3.1 The City of Central Point encourages qualified minority
group persons, women and the handicapped to apply for
employment.
7.3.2 All position listings will comply with State and Federal
regulations and guidelines. Position listings will be
posted on the bulletin boards in City Hall.
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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 A11 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 Discriminatorg practices as they apply to race, color,
sex, religion., national origin, or handicaps are not
factors in determining compensation.
Section 7..7 RESPONSIBILITY FOR PROGRAM
7.7.1 The City Administrator of the City of Central Point is
the chief Affirmative Action Officer. The City Adminis-
trator may designate a responsible and interested. person
to serve in the role.
Section 7.8 GRIEVANCES
7.8.1 All grievances concerning the administration of this plan
shall be directed to an immediate supervisor, department
head, or the designated Affirmative Action Officer for
the City. If the concern is not resolved at this level,
it may then be brought to the City Administrator of the
City..
Section 7.9 EMPLOYMENT GOALS
7.9.1 City o£ Central Point employment in total numbers is ex-
pected to remain the same or decrease through 1988. Be-
cause of this and because of the agency's low attrition
rate, no numbers for distribution of hiring of minority
group persons can be made. This agency can only provide
non-discriminatory hiring practices should any vacancy
occur.
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TABLE I
POSITION CLASSIFICATION PAY PLAN
Effective July 1, 1988
CLASS AUTHORIZED RANGE STEP STEP STEP STEP STEP
TITLE POSITIONS NUMBER A B C D E
FINANCE DIRECTOR 1 164 2296 2411 2531 2658 2791
ACCOUNT CLERK 3 112 1203 1263 1326 1393 1462
ADMINISTRATION SECRETARY 1 112 1203 1263 1326 1393 1462
ADMINISTRATIVE ASST. 1 144 1790 1879 1973 2072 2176
COURT CLERK/SECRETARY 1 112 1203 1263 1326 1393 14b2
FIRE CHIEF 1 164 2296 2411 2531 2658 2791
FIRE CAPTAIN 3 148 1881 1975 2074 2178 2287
FIRE FIGHTER II 1 133 1561 1639 1721 1807 1897
FIRE FIGHTER III 2 137 1641 1723 1809 1899 1994
POLICE CHIEI' 1 169 2443 2565 2693 2828 2970
SERGEANT 2 152 1979 2077 2181 2290 2405
POLICE OFFICER 9 -- 1576 1658 1743 1827 1917
CLERK DISPATCHER 5 112 1203 1263 1326 1393 1462
PUBLIC WORKS DIAECTOR 1 169 2443 2565 2693 2828 2970
METER READER* 2 100 1036 1088 1144 1199 1259
LABORER* 2 72 736 774 811 852 894
STREET MAINTENANCE* 1 104 1089 1143 1200 1260 1323
PARK MAINTENANCE* 1 72 736 774 811 852 894
UTILITYMAN I** 2 120 1329 1395 1465 1538 1615
UTILITYMAN II 1 122 1363 1430 1501 1576 1655
UTILITYMAN III 1 125 1416 1487 1561 1639 1718
UTILITYPIAN V 1 136 1619 1700 1785 1875 1969
Fire Captain and Firefighter position classifications. may be increased one (1)
range for each of the following certifications received by the employee filling
the position:
Structural Inspector C-level with Mobile Home Certification
Structural Plans Examiner C-level with Mobile Home Certification
Mechanical Inspector C-level with Mobile Home Certification
Structural Inspector B-level with P9obile Home Certification
*Temporary positions
**The Utilityman IV class has been dropped with one additional
position authorized for the Utilityman I. No additional fu11-
time positions have been created.
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TABLE II
CITY OF CENTRAL POINT, OREGON
TABLE OF BASIC SALARY RANGES
RANGE [STEP] [STEP] [STEP] [STEP] [STEP]
A B C D E
40 500 524 550 578 606
41 506 530 557 584 613
42 512 537 563 592 620
43 518 543 571 598 628
44 524 550 578 606 636
45 530 557 584 613 645
46 537 563 592 620 652
47 543 571 598 628 660
48 550 578 606 636 668
49 557 584 613 645 677
50 563 592 620 652 685
51 571 598 628 660 692
52 578 606 636 668 702
53 584 613 645 677 710
54 592 620 652 685 719
55 598 628 660 692 727
56 606 63b 668 702 736
57 613 645 677 710 745
58 620 652 685 719 755
59 028 660 692 727 764
60 636 668 702 736 774
61 645 677 710 745 784
62 652 685 719 755 793
63 660 692 727 764 802
64 666 702 736 774 811
65 677 710 745 784 822
66 685 719 755 793 833
67 642 727 764 802 842
68 702 736 774 811 852
09 710 745 784 822 863
70 719 755 793 833 874
71 727 764 802 842 883
72 73.6 774 811 852 894
73 745 784 822 863 906
74 755 793 833 874 918
75 764 802 842 883 928
76 774 811 852 894 939
77 784 822 863 906 951
78 793 833 874 918 962
79 802 842 883 928 974
80 811 852 894 939 986
81 822 863 906 951 998
82 833 874 918 962 1010
83 842 883 928 974 1022
84 852 894 939 986 103b
85 863 906 951 998 1049
86 874 418 962 1010 1062
87 883 928 974 1022 1076
88 894 939 986 1036 1088
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TABLE II (continued)
RANGE [STEP] [STEP] [STEP] [STEP] [STEP]
A B C D E
89 906 951 998 1049 1103
90 918 962 1010 1062 1117
91 928 974 1022 1076 1130
92 939 986 1036 1088 1144
93 951 998 1049 1103 1156
94 962 1010 1062 1117 1170
95 974 1022 1076 1130 1184
96 986 1036 1088 1144 1199
97 998 1049 1103 1156 1213
98 1010 106.2 1117 1170 1228
99 1022 1076 1130 1184 1244
100 1036 1088 1144 1199 1259
101 1049 1101 1156 1214 1275
102 1062 1115 1171 1230 1291
103 1076 1130 1186 1245 1307
104 1.089 1143 1200 1260 1323
105 1102 1157 1215 1276 1340
106 1115 1171 1230 1292 1357
107 1131 1188 1247 1309 1374
108 1.145 1202 1262 1325 1391
109 1158 1216 1277 1341 1408
i1G 1172 1231 1293 1358 1426
111 1189 1248 1310 1375 1444
112 1203 1263 1326 1393 1462
113 1218 1279 1343 1410 -1480
114 1233 1295 1360 1428 1499
115 1249 1311 1377 1446 1518
116 1265 1328 1394 1464 1537
117 1280 1344 1411 1482 1556
118 1296 1361 1429 1500 1575
119 1312 1378 1447 1519 1595
120 1329 1395 1465 1538 1615
121 1345 1412 1483 1557 1635
122 1363 1430 1501 1576 1655
123 1379 1448 1520 1596 1676
124 1396 1466 1539 1616 1697
125 1416 1487 1561 1639 1718
126 1430 1502 1577 1656 1739
127 1449 1521 1597 1677 1761
128 1467 1540 1617 1698 1783
129 1485 1559 1637 1719 1805
130 1504 1579 1658 1741 1828
131 1529 1605 1685 1769 1857
132 1542 1619 1700 1785 1874
133 156.1 1639 1721 1807 1897
134 1581 1660 1743 1830 1921
135 1600 1680 1764 1852 1945
136 1619 1700 1785 1875 1969
137 1641 1723 1809 1899 1994
138 1661 1744 1831 1923 2019
139 1682 1766 1854 1947 2044
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TABLE II (continued)
RANGE [STEP] [STEP] [STEP] [STEP] [STEP]
A B C D E
140 1703 1788 1877 1971 2070
141 1724 1810 1.901 1996 2096
142 1746 1833 1925 2021 2122
143 1768 1856 1950 2047 2149
144 1790 1879 1973 2072 2176
145 18.12 1903 1998 2098 2203
146 1836 1928 2024 2125 223.1
147 1858 1951 2049 2151 2259
148 1881 1975 2074 2178 2287
149 1906 2001 2101 2206 2311
150 1930 2026 2127 2233 2345
151 1954 2.052 2154 2262 2375
152 1979 2077 2181 2290 2405
153 2003 2103 2209 2319 2435
154 2028 2130 2236 2348 2465
155 2054 2156 2264 2377 2496
156 2079 2183 2292 2407 2527
157 2.105 2211 2321 2437 2559
158 2132 2238 2350 2468 2591
159 2158 2266 2380 2499 2623
160 2185 2295 2409 2530 2656
16i 2212 2323 2439 2561 2689
162 2240 2352 2470 2594 2724
163 2268 2381 2500 2625 2757
164 2296 2411 2531 2658 2791
165 2325 2441 2563 2691 2826
166 2354 2472 2595 2725 2861
167 2383 2502 2627 2759 2897
168 2413 2533 2660 2793 2933
169 2443 2565 2693 2828 2970
-44-
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