HomeMy WebLinkAboutCouncil Resolution 595RESOLUTION N0. 595
A RESOLUTION REVISING PERSONNEL POLICIES AND PROCEDURES
WHEREAS, Chapter 2.48 of the Central Point Municipal Code autho-
rizes and directs the City Council to adopt rules relating to personnel
matters, and the City Council having heretofore by Resolution Numbers 280,
300, 321, 346, 359, 396, 415, 434, 442, 454, 484, 502, 528 and 556 adopted
and revised such rules, and
WHEREAS, the City Council deems it to be in the best interest of the
City to make certain revisions thereto; now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CENTRAL POINT,
OREGON, that the revised Personnel Policies and Procedures attached hereto
marked Exhibit "A" and by this reference incorporated hereto, be, and the
same are hereby ratified and adopted.
Passed by the Council and signed by me in authentication of its
passage this __~,~~ day of 1991.
~~K COUNCIL PR ANT
ATTEST:
;^:
City Repre ative
Approved by me this ---~ day of
1991. -'
v
7~X COUNCIL P ~ DENT
RESOLUTION NO. 595
1
PERSPOL91/ADMIN
Exhibit A
P E R S O N N E L P 0 L I CIE S
A N D
P R O C E D U R E S
(Rev. 6/91)
PERSPOL91/ADMIN
TABLE OF CONTENTS
Section Page No.
Resoluti on 1
PURPOSE, VARIANCES AND DEFINITIONS
1.1 Purpose and Applicability 7
1.2 Variances. 7
1.3 Definitions. 7
PERSONNEL POLICIES & PROCEDURES
2.1 Appointment. 12
2.2 Trial Service Period 13
2.3 Hours of Work. 14
2.4 Attendance. 14
2.5 Personnel Records, 14
2.6 Promotions, Demotions, Transfers,
Discipline, and Discharge 15
2.7 Transfers. 15
2.8 Promotions. 15
2.9 Layoff (Termination). 16
2.1.0 Leave of Absence Without Pay. . 16
2.11 Outside Employment and Off-Duty Activities. 16
2.12 Residence Requirement. 16
2.13 Departmental Rules and Regulations. 16
2.14 Travel Expense. . 17
2.15 Business Expense 17
2.16 In-Service Training. 17
2.17 Selling and Peddling Among Employees. 18
2.18 Political Activity. 18
2.19 Relatives in the City Service. 18
PERSPOL91/ADMIN
TABLE OF CONTENTS (Continued)
Section Page No.
2.20 Examinations and Testing 18
2.21 On-Call Status 18
2.22 Biography of Administrative Personnel. 19
2.23 Conflict of Interest 19
2.24 Drug Free Workplace. 19
GENERAL CONDUCT, DISCIPLINE, TERMINATION, AND APPEAL
3.1 Personal Appearance and Conduct. 21
3.2 Causes for Warning, Suspension or Dismissal. 21
3.3 Form of Disciplinary Action. 22
3.4 Grievance Procedure. . 23
3.5 Resignation. 24
3.6 Re-Employment. 24
3.7 Cost Consciousness 24
3.8 Safety .. 25
3.9 Legal Liability. 25
3.10 Equipment. . . 25
3.11 Exit Interview 25
CLASSIFI CATION PLAN
4.1 Position Classification Plan 26
4.2 Titles and Specifications. 26
4.3 Reclassification . 27
4.4 New Positions. . 27
PAY PLAN AND COMPENSATION
5.1 Pay Plan 27
5.2 Analysis of Pay Plan 29
5.3 Appointee Compensation 29
PERSPOL91/ADMIN
TABLE OF CONTENTS (Continued)
Section Page No.
5.4 Payday . 30
5.5 Overtime 30
5.6 Payment Upon Classification Change 30
5.7 Part-Time Employment 31
5.8 Government-Funded Programs 31
FRINGE. BENEFITS
6.1 Holidays and Leave in Lieu of Holidays 32
6,2 Vacation Time. 33
6.3 Sick Leave . 34
6.4 Parental Leave 35
6.5 Leave of Absence with Pay. 36
6.6 Educational Opportunities. 37
6.7 Retirement 37
6.8 Retirement Age . 38
6.9 Social Security. 38
6.10 Industrial Accidents . 38
6.11 Medical and Hospital Insurance 38
6.12 Life Insurance 38
6.13 Dental Insurance 38
6.14 Disability Insurance 39
6.15 Reserve Police Officers.. 39
6.16 Fire Department Uniform Issue and Replacement. . 39
6.17 Pay Check Deductions 39
6.18 Deferred Compensation 39
AFFIRMA TIVE ACTION POLICY AND PROGRAM
7.1 Statement of Policy. . 39
PERSPOL91/ADMIN
TABLE OF CONTENTS (Continued)
Section Page No.
7.2 Goals. 40
7.3 Recruitment and Selection. 40
7.4 Employment Forms and Classification Systems. 40
7.5 Promotions 40
7.6 Rate of Pay - Compensation 40
7.7 Responsibility for Program 41
7 . S Employment Goals 41
POSITION CLASSII'ICATION PAY PLAN - July, 1991 - TABLE I 42
TABLE OF BASIC SALARY RANGES - TABLE II 43
ORGANIZATION CHART. . . 46
PERSPOL91/ADMIN
RESOLUTION N0. 595
A RESOLUTION REVISING PERSONNEL POLICIES AND PROCEDURES
WHEREAS, Chapter 2.48 of the Central Point Municipal Code autho-
rizes and directs the City Council to adopt rules relating to personnel
matters, and the City Council having heretofore by Resolution Numbers 280,
300, 321, 346, 359, 396, 415, 434, 442, 454, 484, 502,. 528 and 556 adopted.
and revised such rules, and
WHEREAS, the City Council deems it to be in the best interest of the
City to make certain revisions thereto; now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF CENTRAL POINT,
OREGON, that the revised Personnel Policies and Procedures attached hereto
marked-Exhibit "A" and by this reference incorporated hereto, be, and the
same are hereby ratified and adopted.
Passed by the Council and signed by me in authentication of its
passage this ~ day of 1991.
~31~x COUNCIL PR ANT
ATTEST:
City Repre ative
Approved by me this ~ day of _~
1991.
~,
~C COUNCIL P ~ DENT
RESOLUTION NO. 595 1
PERSPOL91/ADMIN
PURPOSE, VARIANCES AND DEFINITIONS
Section 1.1 PURPOSE AND APPLICABILITY. The purpose of these policies
and procedures is to create a comprehensive and uniform policy manual
incorporating the current personnel policies and procedures for the City
of Central Point. The City shall have the continuing right to change, add
to, or delete from any policy or procedure herein contained at any time
without notice. Any such changes shall be approved by the City Council.
The City and any employee may terminate the employment relationship at the
will of either party. These personnel policies and procedures are
applicable to all employees of the City, as defined herein, provided,
however, that they shall not be applicable to volunteer fire fighters,
reserve police officers, the municipal judge, or the city attorney unless.
specifically so designated.
Section 1.2 VARIANCES. The City Administrator shall have the power to
vary or modify the strict application of the provisions of this resolution
in any case in which the strict application of said provisions would
result in practical difficulties or unnecessary hardships.
Section 1.3 DEFINITIONS. As used in this resolution, the following terms
shall have the meanings indicated. Throughout this document the masculine
is intended to include the feminine and vice-versa.
(a) Administrative Staff. A person directly responsible to
the City Administrator.
(b) Advancement. A salary increase within the limits of a pay
range established for a class.
(c) Allocation. The assignment of a single position. to its
proper class in accordance with the duties performed and the
authority and responsibility exercised.
(d) Anniversary Date. Anniversary date means the first date of
the month following date of employment of officers and employees.
unless the employment begins on the first day of the
month in which case the day of employment applies.
(e) Appeal. A request to a supervisor, department head or City
Administrator for consideration of and a decision or ruling
on a problem or situation.
(f) Appointing Power. The City Administrator or department
head to whom authority is delegated to make the appointment
to fill a vacant position.
(g) Calendar Year. Twelve (12) month period beginning January
1 and ending December 31.
(h) Central Personnel File. A file maintained in the office of
the appointing power which contains complete personnel records
of all City employees.
(i) City Administrator. The chief executive officer and the head
of the administrative branch of the City government who is
directly responsible for the proper administration of all
affairs of the City.
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(j) Class. A group of positions sufficiently alike in
responsibilities and authorities to require similar
qualifications.
(k) Class Specification. A written description of each class
of position including a class title, a statement of duties,
the supervision relationships, and the relationships other
than supervision..
(1) Compensation. This means the salary, wages, allowance, and
all other forms. of valuable consideration earned by or paid
to any employee by reason of service in any position, but
does not include any allowances authorized 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
pursuant to Section 6.5.6 nor paid leaves of absence on account
of illness, shall be construed as a break in employment or
service. Other absences aggregating in excess of six (6) months
in any period of twelve (12) months including layoffs on account
of lack of work, lack of funds or abolishment of positions shall
be construed as brealting continuous service..
(o) Controlled Substance. a controlled substance in schedules
I through V of Section 202. of the Controlled Substances Act
(21 U.S.C. 812) and as further defined by regulation in 21
C.F.R.1300.11 through 1300.15.
(p) Conviction. a finding of guilt (including a plea of nolo
contendere) or imposition of sentence, or both, by any
judicial body charged with the responsibility to determine
violations of the Federal or State criminal drug statutes.
(q) Criminal Drug Statute. a Federal or non-Federal criminal
statue involving the manufacture, distribution, dispensation,
possession, or use of any controlled substance.
(r) Demotion. A transfer of an employee from a position in one
class to a position in another class which has a lower salary
range.
(s) Department. A major functional unit of the City government.
(t) Department Head. A person directly responsible to the City
Administrator for the administration of a department.
(u) Discharge. Termination of employment with the City for
reasons attributable to the employee.
(v) Disciplinary Action. Imposition of certain personnel actions,
e.g., reprimand,. warning, suspension, dismissal, demotion, as
a result of conduct detrimental to the City.
S
(w) Dismissal. Termination of employment with the City for
reasons attributable to the employee.
(x) Duty Day. Any day or shift on which an employee is
scheduled to be available for work.
(y) Employee. Anyone who receives compensation from the City
for actively performing the duties and responsibilities of a
position.
(z) Examination. A test for the purpose of evaluating an applicant
for an employment vacancy.
(aa) Exempt Service. All positions of elective and appointive
officials specifically designated by the City Council to be
exempt from the classification plan.
(ab) Full-Time Position. Any position which requires a full
work day as herein defined, except for part-time positions,
temporary part-time positions, temporary positions, and
government funded positions.
(ac) Government-Funded Position. Positions may be either a part
time or full-time, but due to the nature of the funding, it is
to be considered a part-time, temporary, or temporary part-time
position. Selected benefits may accrue for this position, but
no benefits shall be transferable to a full-time position except
as provided herein.
(ad) Grievance. Any question or controversy by an affected employee
between that employee and the City involving the application or
interpretation of the provisions of these Personnel Policies and
Procedures.
(ae) Hourly Rate. Rate of compensation for each hour of work
performed. It is determined by dividing the annual regular
salary by the regular number of hours worked each year.
(af) Immediate Family. The husband, wife, son, daughter, father,
mother, brother, sister, father-in-law, mother-in-law, or a
relative living in the employee's household.
(ag) Last Date of Hire. The date of the beginning of the
employee's current term of continuous service.
(ah) Layoff. A separation from employment because of organizational
changes, lack of work, lack of funds, or other reasons not
reflecting discredit upon an employee.
(ai) Leave of Absence. Time off from work for reasons within the
scope and purpose of these rules. and regulations. upon prior
approval of the employee's department head or City
Administrator.
9
(aj) Mayor• The elected chief executive officer and head of the
administrative branch of the City government who is directly
responsible for the proper administration of all affairs of the
City.
(ak) Military Leave. Leave of absence for an employee entering
reserve military training duty.
(al) Month. One calendar month.
(am) Non-Permanent Position. A position which is established
and is not a position of indeterminate duration, e.g., a
government-funded. program.
(an) Non-Occupational Disability. Disability from an accident
or sickness suffered or contracted by the employee which
cannot be attributed to the performance of assigned duties.
(ao) overtime. Overtime shall be considered as time worked in
excess of eight (8) hours in a workday or forty (40) hours in
a workweek, except for the classification of Police Officer, in
which event overtime shall be considered as time worked in
excess of 171 hours in a twenty-eight (28) day work period, and
except for Fire Department employees, for whom overtime shall
be considered as time worked in excess of 204 hours in a
twenty-seven (27) day work period.
(ap) Part-Time Position. Apart-time position is one which requires
less than 100% of a workweek and of indefinite tenure. Fringe
benefits. for such. part-time positions shall be as outlined
herein.
(aq) Personnel Action. Any action taken with reference to
appointment, compensation, promotion, transfer, layoff,
dismissal, or other action affecting the status of employment.
(ar) Position. Means a group of current duties and responsibilities
assigned or delegated by competent authority, requiring the full
or part-time services of one person.
(as) Promotion.. The change of position for an employee from a
position in one class designation to a position in a class
assigned to a higher salary range.
(at) Reclassification. A change in classification of a position
by raising it to a higher class, reducing it to a lower
class, or changing it to another class at the same level.
(au) Reserve Police Officer. A member of the Police Department
who serves on an on-call basis. Reserve Policemen may be
required to respond to alarms. Reserve Policemen are
appointed by and serve at the discretion of the City
Administrator upon considering recommendations from the
department head.
(av) Seniority. Priority of an employee based on the amount of
time since the employee's last date of hire.
10
(aw) Sexual Harassment. Deliberate or repeated behavior of a
sexual nature which is unwelcome. It can include verbal
behaviors such as unwanted sexual coimnents, suggestions, jokes,
or pressure for sexual favors;. non-verbal behavior such as pats
or squeezes, or repeatedly brushing against someone's body.
(ax) Shift Employee. An employee whose daily hours of work
rotate from one shift to another periodically and whose
duties are continuous from the start to the end of the shift.
(ay} Supervisor. Any person who is responsible to a higher
divisional or departmental level of authority and who directs
the: work of others.
(az) Suspension. Temporary separation of an employee from City
service without pay for disciplinary purposes.
(ba) Temporary Position. A temporary position which is normally
staffed less than twelve (12) months a year. Temporary
positions will not provide sick leave or vacation with pay or
other fringe benefits.
(bb) Temporary Part-Time Position. A temporary part-time
position is one requiring less than 100% of a workweek of a
defined temporary tenure. Such temporary part-time positions.
do not earn nor accrue any fringe benefits.
(bc) Terminated. The conclusion of the employment relationship
between the employee and the City including any rights and
responsibilities relating thereto.
(bd) Transfer. A change of an employee from one position to
another in the same class or to a position in a comparable
class within the City service.
(be) Trial Service Period. A working test period during which
an employee is required to demonstrate his fitness for the
duties to which he is appointed by actual performance of the
duties of the position.
(bf) Volunteer Fire Fighter. A member of the Fire Department.
who serves on an on-call basis. Volunteer fire fighters are
required to respond to alarms and participate in regularly
scheduled training. Volunteer fire fighters are appointed by
and serve at the discretion of the City Administrator upon
considering recommendations from the Department Head.
(bg) Workday. The regularly scheduled workday shall be eight (8)
hours. For fire personnel, the workday shall be twenty-four
(24) hours.
(bh) Work Period. The work period for the classification of
Police Officer shall be a twenty-eight (28) day recurring period
which begins at 0001 hours on June 30, 1986. For Fire
Department employees working 24 hour shifts, the work period
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.
11
(bk) Workweek. The regularly scheduled workweek shall be a seven
(7) day recurring period which begins at 5:01 p.m. each Friday
for all employees except as herein otherwise provided. The
regularly scheduled workweek for Communications Department
employees shall begin at 0001 hours on Monday of each week.
Police and Fire Department employees shall be employed on a
work period rather than a workweek basis.
ARTICLE 2 - PERSONNEL POLICIES AND PROCEDURES
Section 2.1 APPOINTMENT
2.1.1 All original appointments to vacancies shall be made by the City
Administrator solely upon considering recommendations from the department
head and on the basis of merit, efficiency and fitness. The appointments
shall be relayed to the Council at their next regularly scheduled Council
meeting, These qualities shall be determined through careful and
impartial evaluation of at least the following:
(a) The applicant's level of training relative to the requirements of
the position for which he has applied.
(b) The applicant's level. of education relative to the requirements of
the position for which he has applied.
(c) The applicant's physical fitness relative to the requirements of the
position for which he has. applied.
(d) The results of an oral interview; and
(e) Whenever practical, the results of a competitive written examination
or demonstration test, which shall be a fair and valid test of the
abilities and aptitudes of applicants for the duties to be performed.
(f) Fire Department prospective employees shall first pass a physical
test, the standards of which shall be established by the department head
of the employee or prospective employee. Such standards shall be adopted
in writing and filed with the City Administrator and available for
inspection by the employee, prospective employee and general public.. They
shall from time to time be revised as the department head deems
appropriate, but a current copy thereof shall be on file with the City
Administrator at all times.
(g) Reserve police officers of the Central Point Police Department shall
be appointed only after compliance with certain selection procedures as
published in department rules and orders. Such appointments shall not be
for a specified term and shall be at will.
2.1.2 No question in any test or in any application form or by any
appointing power shall be so framed as to attempt to illicit information
concerning race, color, ancestry, national origin, or political or
religious affiliation for the purpose of discriminating.
2.1.3 All statements submitted. on the employment application or
attached resume are subject to investigation and verification prior to
appointment.
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2.1.4 If required by the department, applicants shall be fingerprinted
prior to appointment.
2.1.5 Any job applicant or employee may be required to take a physical
examination. In cases where a physical examination is deemed advisable,
the City shall pay the cost of the examination..
2.1.6 All decisions regarding hiring, discipline or discharge shall
be made without regard to the sex, handicap, race, color, ancestry,
national origin or political or religious affiliation of the prospective
employee. No person shall be employed in a department in which the
prospective employee would be subject to supervision by a member of their
immediate family as that term is defined hereinabove. No relative of any
member of a current City Council shall be hired unless special permission
is given by the Council.
Section 2.2 TRIAL SERVICE PERIOD
2.2.1 All original and promotional appointments shall be tentative
and subject to a trial service period of not less than six (6) consecutive
months service and twelve (12) months for all personnel assigned to the
Police Department and Public Safety Department, Fire Division. All trial
service periods shall begin on the employee's anniversary date.
2.2.2 In cases where the responsibilities of a position are such that
a longer period is necessary to demonstrate an employees' qualifications,
the trial service period 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.
2.2.7 Part-time employees must complete, a a minimum, a trial service
period equivalent to the hours required for a full-time position trial
service period within the same department/division to which the part-time
employee is assigned.
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Section 2.3 HOURS OF WORY.
2.3.1 The hours which City departments. shall be open for business
shall be determined by the City Administrator.
Section 2.4 ATTENDANCE
2.4.1 Employees shall be in attendance at their work in accordance
with the rules regarding hours of work, holidays and leaves of absence.
2.4.2 An employee shall not absent himself from work for any reason
other than. those specified in this resolution without making prior
arrangements with his supervisor. Unless such prior arrangements are
made, an employee who for any reason fails to report to work shall make
a sincere effort to immediately notify his supervisor of his reason for
being absent. If the absence continues beyond the first day, the employee
shall notify the supervisor on a daily basis unless other arrangements
have been made with the supervisor.
2.4.3 Employees, except for those for which overtime compensation is
not granted, shall maintain accurate records. of time attendance to the
closest 1/4 hour. Department Heads shall certify to accuracy.
2.4..4 Any unauthorized absence of an employee from duty shall be
deemed to be an absence without pay and may be cause for disciplinary
action.
Section 2.5 PERSONNEL RECORDS
2.5.1 The City Administrator shall cause a service or personnel record
to be maintained for each employee in the service of the City.
2.5.2 The personnel record shall show the employee's name, title of
the position held, the department to which assigned, salary, change in
employment status, training received, and such other information as may
be considered pertinent.
2.5.3 Employee personnel records shall be considered confidential and
shall be accessible only to the following:
(a) The employee concerned.
(b) Selected City officials authorized by the City
Administrator with just reason and for legitimate
City purposes.
2.5.4 No information reflecting critically upon an employee shall be
placed in the employee's personnel records that does not bear either the
signature or initials of the employee indicating that he has been shown
the material, or a statement by a supervisor that the employee has been
shown the material and refused to affix his signature or initials, or a
statement by a supervisor that the employee has been notified by mail that
the information. was placed in his personnel record. A copy of any such
material shall be furnished to the employee upon. request.
14
2.5.5 An employee desiring that material which he feels is incorrect
or derogatory towards him should be removed from the personnel records
shall have the right to pursue his complaint through the grievance
procedure.
2.5.6 Any employee shall have the right of reasonable inspection of
his file during business hours.
2.5..7 Letters of consultation or reprimand shall be considered
temporary contents of the record and shall be removed upon request of the
employee after five (5) years from placement in the employee's record.
2.5.8 Material placed in the record without conformity to the
provisions of the foregoing sections will not be used by the City in any
subsequent evaluation. or disciplinary proceeding involving the employee.
Section 2.6 PROMOTIONS, DEMOTIONS, TRANSFERS, DISCIPLINE, AND DISCHARGE
2.6.1 The City Administrator shall have the right, upon considering
recommendations from the department head, to promote, demote, transfer,
discipline or discharge any employee. Promotions and transfers shall be
made in such cases as the City Administrator deems necessary and
appropriate to the efficient operation of City business and if the
promotion or transfer does not involve a decrease in compensation, the
same shall not be subject to the grievance procedure set forth in these
rules. The City Administrator may for good cause demote, discipline or
discharge any employee; and any employee, except employees who have not
completed a trial service period, who is demoted, disciplined or
discharged may seek review of such action under the grievance procedure
set forth below.
Section 2.7 TRANSFERS
2.7.1 Requests from employees for transfers from one department to
another shall be made in writing and shall be directed to the employee's
present department head and referred to the appropriate department head
and the appointing power. Such requests shall be given consideration when
a suitable vacancy occurs; however, no employee shall be transferred to
a position for which he does not possess the minimum qualifications.
Section 2.8 PROMOTIONS
2.8.1 All jab vacancies shall, whenever possible, be filled by
promoting qualified employees within the City service.
2.8.2 Nevertheless, the appointing power may recruit applicants from
outside the City service whenever he has reason to believe. that better
qualified applicants are available outside the City service.
2.8.3 The appointment to fill the vacancy shall be made on a
competitive basis utilizing the criteria for appointments established in
Section 2.1 of this.. resolution. Where qualifications and ability are
relatively equal, seniority within the City service shall. be the
determining factor.
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Section 2.9 LAYOFF (TERMINATION)
2.9.1 If there are changes of duties in the organization, lack of work
or lack of funds, the appointing power shall have the right to terminate
any employee; however, a reasonable effort shall be made to integrate such
employee or employees into another department by transfer. When
terminations are required, the appointing power shall base the decision
on relative merits, and shall give due consideration to seniority in the
City service only where the employee's qualifications and ability are
relatively equal.
Section 2.10 LEAVE OF ABSENCE WITHOUT PAY
2.10.1 An employee who has successfully completed a trial service
period may be granted leave of absence without pay for a period not to
exceed one (1) month,. provided such leave can be scheduled without
adversely affecting the operations of the City. Requests for leave of
absence without pay shall be in writing, shall be_.directed to the City
Administrator, and shall contain reasonable justification for approval.
No employee shall receive more than thirty (30} days leave of absence in
any three (3) year period.
2.10.2 An employee on leave of absence without pay will maintain
accumulated sick leave and vacation but neither will accrue for the time
spent on leave. Payment for unused vacation will not be made for a leave
of absence.
2.10.3 Other benefits for the employee will not be paid for during a
leave of absence.
Section 2.11 OUTSIDE EMPLOYMENT AND OFF-DUTY ACTIVITIES
2.11.1 In addition to the standards of conduct set forth in this
resolution, no employee shall carry on concurrently with his public
service any private business or undertaking or employment which affects
the time, quality or efficiency of employee's. City work or which casts
discredit upon or creates embarrassment for the City or conflicts with
the interest of the City of Central Point. The City Administrator or his
designee shall in his discretion enforce the terms of this provision, and
such enforcement shall be subject to the grievance procedure set forth
herein.
Section 2.12 RESIDENCE REQUIREMENT
2.12.1 Residency shall not be a condition of initial appointment or
continued employment. Employees are encouraged, however, to live within
five (5) miles by road of City Hall and to participate in civic affairs.
All residency outside City limits shall be first approved by the City
Administrator who shall take into consideration the time necessary for
personnel to be able to respond if called to work during emergencies.
Section Z.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.
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Section 2.14 TRAVEL EXPENSE
2.14.1 When employees are required to travel outside the City on City
business, reimbursement for expenses incurred shall be determined as
follows:
(a) Prior to traveling outside the City, the employee shall obtain
approval for the trip and the mode of travel from the department head.
(b) Travel on official business should be via public carrier or City-
owned vehicle. If the employee is directed by a Department Head to use
a private vehicle, mileage for direct travel expenses related to City
business shall be paid at the current IRS rate per mile. This rate
includes all travel, insurance and storage expense of the vehicle. If an
employee requests, and such request is approved by a Department Head to
use a private vehicle, City related travel expenses. for vehicle fuel, oil
and storage costs will be reimbursed to the employee..
(c) Reimbursement for subsistence on official trips shall only be the
amount of actual and reasonable expense incurred during the performance
of official duty as a City employee for the City's benefit. The following
rates will be considered guidelines to be reimbursed for travel expenses:
Lodging $50.00
Breakfast $ 6.00
Lunch 7.00
Dinner 14.00
2.14.2 A Travel Authorization/Reconciliation form shall be completed
by each employee when traveling outside the City on City business, in
which the employee certifies to accuracy of expenditures and compliance
with City policy.
After authorization for travel, expenses may be paid by one of the
following methods: 1) Direct billing to City; 2) Use of City charge card;
3) Reimbursement to employee for expenses paid; 4) Advance by petty cash
or check with subsequent reconciliation. The first two methods. are
preferred.
Section 2.15 BUSINESS EXPENSE
2.15.1 When meals are part of meetings attended by employees, the
actual and reasonable expense of the meal may be reimbursed to the
employee
2.15.2 Supervisors may provide meals at City expense for employees
required to work through normal meal times.
Section 2.16 IN-SERVICE TRAINING
2.16.1 The City Administrator shall encourage training opportunities
for employees and supervisors in order that services rendered to the City
will be more effective. He shall assist department heads in meeting
training needs in their department and in developing training programs
designed to meet immediately City-wide personnel needs and to prepare
employees for promotion to positions of greater responsibility.
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2.16.2 Training sessions may be conducted during regular working hours
at the discretion of department heads.
Section 2.17 SELLING AND PEDDLING AMONG EMPLOYEES
2.17.1 No peddling, soliciting, or sale for charitable or other
purposes shall be allowed among or by employees during working hours
without the approval of the City Administrator.
Section 2.18 POLITICAL ACTIVITY
2.18.1 No employee shall engage in political activity of any nature
during his or her hours of employment, and no employee shall engage in
any political activity purporting to act in his official capacity or on
behalf of the City of Central Point.
2.18.2 Nothing contained within this section shall affect the right of
the employee to hold membership in and support apolitical party, to vote
as he chooses, to privately express his opinions on all political subjects
and candidates, to maintain political neutrality, and to attend political
meetings.
Section 2.19 RELATIVES IN THE CITY BERVICE
2.19.1 Two (2) members of an immediate family shall not be employed
under the same supervisor. Neither shall two (2) members of an immediate
family be employed at the same time, regardless of the administrative
department, if such employment will result in an employee supervising a
member of his immediate family.
2.19.2 The provisions of this section shall apply to promotion,
demotions, transfers, reinstatements., and new appointments.
Section 2.20 EXAMINATIONS AND TESTING
2.20.1 If requested by the City, employees shall submit to and
successfully pass the following:
(a) An annual medical examination at City expense to be conducted on or
before the employee's employment anniversary date with the standards for
passage thereof to be determined by the physician selected by the City for
the administration of such examination having due regard for the work to
be performed by the employee.
Section 2.21 ON-CALL STATUS
2.21.1 Public Works - Due to the potential for emergency situations
affecting the health and safety of the citizens of the City of Central
Point, all Public Works employees shall be on "public works on-call
status" at such times as are scheduled for that employee by the City
Administrator or department head. It shall be the responsibility of any
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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.
2.21.2 Fire Department
(a) City employees. may serve on Fire Department on-call status at the
discretion of the City Administrator. They shall be relieved of their City
duties during fire emergencies whereupon they shall report immediately to
their assigned fire duty.
(b) Other Volunteers. Non-employee volunteers shall be required to
attend training and fire calls throughout the year.
Section 2.22 BIOGRAPHY OF ADMINISTRATIVE PERSONNEL
2.22.1 The biography of any individual considered for any
administrative staff position shall be submitted to the City of Central
Point and shall contain. the following information:
(a) Name, title and address.
(b) Professional Experience: Briefly describing the principal positions
held with title, name of employer, and salaries received.
(c) Educational Experience: Listing all post-secondary educational
institutions attended and all degrees and honors received.
(d) Affiliations: Listing all organizations of which the administrative
personnel has been a member during the previous ten (10) years, including
a statement of any offices held in such organizations.
(e) A statement whether or not the administrative personnel has been
charged by any law enforcement authority with the commission of a crime
related to the position, and if so, the disposition of the charge.
(f) Personal references.
Section 2.23 CONFLICT OI' INTEREST
2.23.1 No employee shall be directly or indirectly interested in any
contract with the City, or any department thereof, and no employee shall
participate as either an elected or appointed officer or board member of
any outside governmental body or private organization in any capacity in
which he or she would potentially be likely to make any decision that
would be adverse to or conflict with the City's financial interests.
SECTION 2.24 DRUG FREE WORKPLACE
2.24.1 An employee shall not, in the workplace, manufacture,
distribute, dispense, possess, or use a controlled substance.
An employee shall, as a condition of employment, abide by the provisions
of this Section.
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2.24.2 (a) An appointing power, upon determining that an employee has
engaged in the manufacture, distribution, dispensation, or possession of
a controlled substance or upon having reasonable suspicion, under Section
2.24.3 of this policy, of employee use of a controlled substance in the
workplace, shall, pending any criminal drug statute conviction for a
violation occurring in the workplace, take action with regard to the
employee determined to be appropriate which may include transfer, granting
of a leave of absence without pay, suspension, or termination.
(b) Within 30 days of an employee's criminal drug statute
conviction for a violation occurring in the workplace, an
appointing power shall:
(A) Take action with regard to the employee determined to be
appropriate which may include discipline up to and
including termination and/or
(B) require satisfactory participation by the employee at
employee expense in a drug abuse assistance or
rehabilitation program approved for such purpose by a
Federal, State, or local health, law enforcement,. or
other appropriate agency.
2..24.3 Reasonable suspicion of employee use of a controlled substance
shall be based. upon any of the following:
(a) observed abnormal behavior or impairment in mental or physical
performance (for example, slurred speech or difficulty walking);
(b) direct observation of use in the workplace;
(c) the opinion of a medical professional;
(d) reliable information concerning use in the workplace;
(e) awork-related accident in conjunction with a basis for reasonable
suspicion as listed above.
2.24.4 An appointing power may, upon employee request, grant a leave
of absence without pay to permit the employee to participate in a drug
abuse assistance or rehabilitation program.
2.24.5 The appointing power will make available to employees
information on:
(a) dangers of drug abuse in the workplace
(b) existence of and content of this policy for maintaining a drug-free
workplace;
(c) availability of drug. counselling, rehabilitation, and employee
assistance programs; and
(d) penalties that may be imposed for drug abuse violations occurring in
the workplace.
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2.24.6 An employee shall, as a condition of employment, notify the
appointing power of any criminal drug statute conviction for a violation
occurring in the workplace no later than five days after such conviction.
2.24.7 As required. under the Federal Drug Free Workplace Act of 1988,
the appointing power shall notify the appropriate Federal granting or
contracting agency of an employee's criminal drug statute conviction for
a violation occurring in the workplace not later than ten days after
receiving notice of such conviction.
ARTICLE 3 - GENERAL CONDUCT DISCIPLINE TERMINATION AND APPEAL
Section 3.1 PERSONAL APPEARANCE AND CONDUCT
3.1.1 Public relations shall be an integral part of each employee's
job.
3.1.2 All employees shall be neat and clean in appearance and shall
conduct themselves in a manner which is appropriate for an employee in
the public service..
3.1.3 Employees shall be courteous, efficient and helpful to everyone
in their work and. shall do the best job possible on every assignment.
Section 3.2 CAUSES FOR WARNING, SUSPENSION OR DISMISSAL
3.2.1 When an employee`s conduct falls below desirable standards, he
may be subject to disciplinary action.
3..2.2 General reasons for which an employee may be disciplined
include:
(a) Drinking intoxicating beverages or use of illegal drugs on the job
or arriving on the job under the influence of intoxicating beverages or
drugs;
(b) Violation of a lawful duty;
(c) Insubordination;.
(d) Breach of discipline;
(e) Being absent from work without first notifying and securing
permission from. an employee's supervisor;
(f) Being habitually absent or tardy for any reason;
(g) Misconduct;
(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;
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(1) Incompetency, inefficiency or inattention to or dereliction of duty;
(m) Dishonesty, intemperance, drug addiction, irtunoral conduct,
insubordination or discourteous treatment of the public or a fellow
employee;
(n) Willful giving of false information or withholding of information
with the intent to deceive when applying for employment or in connection
with performance of employment;
(o) Any willful failure of good conduct tending to be harmful to the City
of Central Point or its citizens.
(p) Sexual harassment
(q) Receipt of five (5) written reprimands within a five (5) year period.
(r) Violation of any Personnel Policies and Procedures contained herein
or departmental rules and regulations adopted pursuant to Section 2.13.
Section 3.3 FORM OF DISCIPLINARY ACTION
3.3.1 Disciplinary action ranges from oral or written reprimands to
suspension, demotion and dismissal from the City service, and depends on
the severity of the offense, as well as the number and the frequency of
previous acts of misconduct.
3.3.2 It shall be the duty of all City employees to comply with and
assist in carrying into effect the provisions of the City's personnel
rules and regulations. No employee who has completed a trial service
period shall be disciplined except for violation of established rules and
regulations; and such discipline shall be in accordance with procedures
established by the personnel rules and regulations.
3.3.3 Every supervisor shall discuss improper or inadequate
performance with the employee in order to correct the deficiencies and to
avoid the need to exercise disciplinary action. Discipline shall be of
increasingly progressive severity whenever possible.
3.3.4 A written notice shall be given each employee for each.
disciplinary action stating the reasons for the disciplinary action and
the date it shall take effect. The notice shall. be given to the employee
at the time such action is taken. A copy of the notice signed by the
employee shall. be placed in the employee's. personnel file and shall serve
as prima facie evidence of delivery.
3..3.5 All employees who have completed a trial service period shall
have the right to appeal disciplinary action taken against them within
ten (10) calendar days after the effective date of disciplinary action.
Appeals shall be made as grievances in accordance with the provisions of
Section 3.4 of this resolution.
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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 PROCEDURE
3..4.1 A grievance is defined to be any question or controversy by an
affected employee between that employee and. the City involving the
application or interpretation of the provisions of these Personnel Polices
and Procedures.
3.4.2 When such a question or controversy arises, an attempt will be
made by the employee and his immediate supervisor to_informally settle the
issue. A question or controversy which cannot be resolved informally may
be processed as a grievance.
3.4..3 Each grievance will be processed in the following manner:
Step 1 Within ten (10) calendar days after the occurrence of the cause
of complaint, the employee involved will reduce his grievance to writing
stating his reasons therefor and the relief requested and will present it
to his department head, provided, however, that if the aggrieved did not
become aware of the occurrence until a later date, then he must initiate
action within ten (10) calendar days following actual knowledge of such
occurrence. Within two (2) workdays after the grievance is received by
the department head, the department head will discuss the grievance with
the employee involved and their immediate supervisor and attempt to
resolve it. If he wishes, the employee involved may be accompanied at
such meeting by a representative. Within two (2) workdays after this
meeting, the department head will state a decision in writing and provide
a copy to the employee.
Step 2 If the employee is not satisfied with the decision concerning his.
grievance made by the department head, he may, within two (2) workdays of
his receipt of such decision, forward his grievance to the City
Administrator. The City Administrator will schedule a hearing on the
grievance within five (5) workdays of its receipt by him and will notify
the employee and the department head of the time and place of hearing.
Within three (3) workdays following such hearing, the City Administrator
shall state a decision in writing and provide a copy to the employee.
Step 3 If the employee is not satisfied with the disposition of his
grievance by the City Administrator, he may request, within five (5)
workdays upon receipt of said decision, that the question be brought
before the City Council at executive session.. The City Administrator,
upon receipt of such request, shall cause said matter to be placed upon
the agenda of the next executive session of the City Council of the City
of Central Point; and notice of the time and place of said session shall
be provided to the employee. The employee, the department head and any
other interested persons shall be given the opportunity to be heard at the
time of the said executive session, provided, however, that witnesses may
be required to remain outside of the executive session, except for the
time that they are actually testifying in regard to the grievance. The
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City Council shall then render a decision within ten (10) days of the date
of said executive session; and unless said decision is rendered at the
time of the executive session and in the presence of the employee, said
decision shall be in writing and a copy thereof shall be provided to the
employee. The decision of the City Council shall be final.
3.4..4 If the grievance procedures are not initiated within the time
limits established by this section, the grievance shall be considered not
to have existed.
3.4.5 Any grievance not taken to the next step of the grievance
procedure shall be considered settled on the basis of the last reply made
and received in accordance with the provisions of this section.
3.4..6 If the City fails to meet or answer any grievance within the
time limits prescribed for such action by this section, such grievance
shall automatically advance to the next step. If the City fails to meet
or answer any grievance on the last. step of the grievance procedure within
the time limits prescribed for such action by this section, it shall be
deemed that the City has considered the grievance to be in favor of the
grievant and shall resolve the matter accordingly.
3.4.7 The time limits prescribed in this section for the initiation
and completion. of the steps of the grievance procedure may be extended by
mutual consent of the parties so involved. Likewise, any step in the
grievance procedure may be eliminated by mutual consent. Mutual consent
shall be indicated in writing and shall be signed by all parties involved.
3.4.8 No employee shall be disciplined or discriminated against in
any way because of the employee's proper use of the grievance procedure.
Section 3.5 RESIGNATION
3..5.1 To resign in good standing, an employee shall give the
appointing power not less than fourteen (14) calendar days prior notice
of such resignation, unless. the appointing power agreed to permit a
shorter period of notice because of extenuating circumstances. The notice
of resignation shall be in writing and shall contain the reasons for
leaving the City service.
3.5.2 Failure to comply with this section shall be entered in the
employee's service record and may be cause of denying future employment
by the City..
Section 3.6 RE-EMPLOYMENT
3.6.1 Employees with a satisfactory record of service who resign their
positions (in accordance with the provisions of this resolution for
resignation from. the City service) may, on their written request, withdraw
such resignation within thirty (30) days from the effective date thereof
and be considered for re-employment in the same or comparable
classification to the one resigned.
Section. 3.7 COST CONSCIOUSNESS
3.7.1 Employees shall practice every economy possible in the discharge
of their duties.
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3.7.2 Employees are encouraged to recommend to their supervisors work
procedures which will result in a cost saving or improved service to the
public.
Section 3.8 SAFETY
3.8.1 The City Administrator shall be responsible for the development
and maintenance of a safety program. Such program shall include safety
regulations and discipline controls.
3.8.2 Department heads, supervisors and employees shall guard the
safety of themselves, fellow employees and the public.
3.8.3 When accidents occur on City property, the employee shall
contact his supervisor i~mnediately; and the supervisor shall complete a
City accident report form. In case of a motor vehicle accident, the
Police Department shall also be notified immediately.
3.8.4 The City Administrator shall be notified of all accidents
involving City employees and City equipment as soon as possible and not
later than the next workday.
Section 3.9 LEGAL LIABILITY
3.9.1 Employees shall abide by all laws and regulations which govern
the performance of their duties, and shall perform their duties as
reasonable, prudent persons. Employees who are reasonably cautious and
prudent in the performance of their duties are not negligent and,
therefore, neither legally nor morally liable for accidents or injuries.
which may occur.
3.9.2 If an employee is negligent in the performance of duties and
responsibilities, and if an accident results from such negligent
performance of duties and responsibilities, the employee may be held
personally and legally liable.
Section 3.10 EQUIPMENT
3.10.1 Equipment and vehicles owned by the City of Central Point shall
be used only for the City's business except as provided elsewhere herein.
3.10.2 The City Administrator, Fire Chief, Public Works Director,
Police Chief or any individual duly authorized by the City Administrator
or department head may use a City vehicle for City business. and limited
personal use including taking a City vehicle home. In no event shall an
employee or officer of the City allow unauthorized persons to use, borrow
or rent a City vehicle. Each City employee shall comply with all laws and.
ordinances regarding the operation of City vehicles and shall be
personally responsible for any penalties or damages incurred while driving
a City vehicle if the employee is found to be negligent in his action.
Section 3.11 EXIT INTERVIEW
3..11.1 Employees shall return all City property in their possession or
control at the time of leaving employment of the City and shall complete
Health Plan Continuation (COBRA) form. This includes keys, tools,
equipment, handbooks, or manuals they have received.
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3.1.1.2 The department head may schedule an exit interview with the City
Administrator or his/her designee and each employee who leaves the City,
regardless of the reason. This interview allows employees to communicate
their views on their work with the City and the job requirements,
operations., and training needs.
ARTICLE 4 - CLASSIFICATION PLAN
Section 4.1 POSITION CLASSIFICATION PLAN
4.1.1 Preparation of Plan. The City Administrator shall record. the
duties and responsibilities of each employee position in the City, and,
after consulting with the department heads, shall recommend a
classification plan for each position. When approved by the City Council,
the plan shall be known as the "Classification Plan". It shall establish
titles for each class and specify training, experience and other
qualifications necessary and desirable for successful performance of the
duties. of employee positions in each class, and specify the relationship
between positions and classes. The Classification Plan shall be developed
and maintained so that each position substantially similar with respect
to duties, responsibilities, authority and character of work is included
within the same class. The City Administrator may include operational
procedures for each department as a part of the Classification Plan. The
Classification Plan shall be readily available for inspection by
employees, prospective job applicants and the general public. The plan
may be amended and revised from time to time as the Council deems
appropriate with an updated version of the same to be maintained at all
times by the City Administrator.
4.1.2 Positions. No new positions shall be created nor shall any
person be employed to fill a new position until the Classification Plan
provides for a specific position and the City Council authorizes
employment of an individual to fill the position.
4.1.3 Compensation. Compensation of employees so classified shall be
in accordance with the City budget for the City of Central Point.
4.1..4 The classification of positions for the purpose of this document
shall be as contained in the official Book of Class Specification. The
official Book of Class Specification shall be maintained by the City
Administrator.
(a) The classification. of positions may hereinafter be amended. by the
addition, division, consolidation or abolishment of classes on the
recommendation of the City Administrator and the adoption by the City
Council.
4.1.5 Each position shall be allocated to its appropriate class on
the basis of duties and responsibilities. The present allocation of
positions may hereafter be changed by the City Administrator provided the
proposed change conforms with this resolution.
Section 4.2 TITLES AND SPECIFICATIONS
4.2.1 The position classification plan shall include 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
26
4.2.2 Each position shall be allocated to an appropriate class on the
basis of the duties and responsibilities of the position.
4.2.3 Each. class shall have a specification that includes a concise,
descriptive title, and a description of the duties and responsibilities
of each position in the class. Position specifications take into
consideration the requirements of the job and are merely descriptive and
explanatory of the work to be performed. They may not include all of the
duties and are not intended to replace detailed work assignments.
4..2.4 The title of the class to which any position is allocated shall
be used in all official personnel records and in all official personnel
transactions of the City of Central Point.
Section 4.3 RECLASSIFICATION
4.3.1 Positions may be reclassified whenever .the duties of the
position change materially, provided the reclassification can be
accomplished within the limitations of the current budget of the City.
4.3.2 Reclassification of a position shall not be used to circumvent
the effects of disciplinary action or to avoid restrictions concerning
compensations.
Section 4.4 NEW POSITIONS
4.4.1 The City Administrator shall be responsible for keeping the
classification plan current through periodic studies of the positions
within the City service.
4.4.2 No position or class shall carry an official title which has
not been approved by the Common Council as being appropriate to the duties
performed.
4.4.3 The Common Council may create new positions and allocate the
positions to an appropriate class.
4.4.4 In the event a vacancy occurs in any position or class created
by this resolution, the City Administrator shall fill the. vacancy from
qualified persons in the City employ, but if no persons in the City employ
are qualified, then he may fill. such position. by persons outside the City
employ.
ARTICLE 5 - PAY PLAN AND COMPENSATION
Section. 5.1 PAY PLAN
5.1.1 The City Administrator shall prepare a compensation plan which
shall prescribe a minimum, a maximum and any intermediate rates of pay
appropriate for each class.
5.1.2 The rate or range for each class shall equitably reflect the
difference in duties and responsibilities and shall be treated to
compensation for comparable positions in other places of public and
private employment within the same job market.
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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 not less than six (6) consecutive months;. provided,
however, that all personnel assigned to the Police Department and the
Public Safety Department, Fire Division, are required to complete a twelve
(12) month trial service period. Such advancement shall also require the
written recommendation of the department head and approval of the City
Administrator. Thereafter, advancement to_the higher salary .range steps
shall be made following the completion of a year of service in the lower
step of the range on the basis of a written recormnendation by the
department head and upon. the City Administrator's approval. All placement
and adjustments of steps will be done on an anniversary date or the first
date of the month.
5.1.6 Where a salary range for a given class or for several classes
is revised upward or downward, the incumbents of the positions in the
classes affected shall have their existing salary adjusted to the same
relative step in the new salary range.
5.1.7 The five-step schematic schedule of salary ranges and steps
listed as Table I and Table II constitutes the compensation plan
applicable to all classes of positions included in this resolution.
5.1.8 All salaries prescribed are monthly rates. For purposes of
overtime payments and. in those positions where it is more appropriate to
pay upon. hourly or daily rates, the monthly rates shown in Table I and
Table II will be converted to hourly rates by the division of the monthly
rate for a 40-hour workweek by a factor of 173.33 and for a 56-hour
workweek by a factor of 243.33.
5.1.9 No person shall be hereafter employed in or appointed to any
position requiring full-time or part-time service, and which position is
included in the classification plan and for which a class specification
exists establishing desirable qualifications, unless said person possesses
in full the desirable qualifications prescribed for that class; provided,
however, if qualified persons cannot be recruited, the City Administrator
shall authorize the appointment of persons having less than the desirable
qualifications.
5.1.10 In the event an employee entering upon City employment is found
to possess extraordinary qualifications for a position through former
training and/or experience, the City Administrator may authorize
the employment at any step of the appropriate salary range above Step "A".
In such event, the employee shall serve a trial service period but he
shall not succeed to the next higher step in the pay range until he has
completed one (1) continuous year of service in the step at which he
entered, and upon written recot[¢ttendation of the department head for the
City Administrator's approval, as provided in Section 5.1.5 hereof,
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provided, that department heads may at any time be advanced to a step
other than. the next succeeding step upon recommendation of the City
Administrator and concurrence by the City Council; and provided further
that in the event the City Administrator fails or refuses to make such
recommendation, the Council may, by fifths (4/5) vote, advance such
department head to a step other than such next succeeding step.
5.1.11 Fire Department Volunteers and Police Reserve .Officers, upon
becoming a full time position will enter the job classification at the
rate of starting scale and not necessarily with the classification they
enjoyed as a Reserve Officer or as a Fire Department Volunteer. However,
consideration may be given. by the City Administrator for time credited to
the Volunteer or Reserve for past service.
5.1.12 Part-time personnel shall be eligible for advancement to the
next step (B, C, D or E) in the pay range upon the completion of the
number of hours of service equivalent to a full-time position.
Section 5.2 ANALYSIS OF PAY PLAN
5.2.1. At least once each fiscal year, the City Administrator shall
compare the current City salary rates, compensation policies and. personnel
developments. with those of other public and private employers within the
same job market. Changes in the cost of living and employee discussions
regarding salary and benefits shall also be considered.
5.2.2 The City Administrator shall then examine the salary range for
each class of position to ascertain whether current minimum and maximum
salaries should be maintained, increased or decreased during the
succeeding fiscal year, and, upon the basis of this analysis, shall submit
recommendations for amending the pay plan to the Common Council.
5.2.3 Upon receipt of the City Administrator's report and, if in the
judgment of the Council it is deemed. feasible and advisable, the Council
shall by resolution adjust the salaries and rates. of compensation and.
benefits for all City officers and employees.
5.2.4 In addition to the adjustment procedure to be conducted annually
as set forth herein, the Council, upon the City Administrator's.
recommendation, may from time to time effect such other adjustments to the
salaries or compensation paid to City officers and employees in the City
service as the Council may by resolution determine.
Section 5.3 APPOINTEE COMPENSATION
5.3.1 Upon initial appointment to a position, the employee shall
receive the minimum salary for the class to which the position is
allocated.
5.3.2 However, in the cases when unusual difficulty in filling the
vacancy is experienced, or when the appointee is exceptionally qualified,
the City Administrator may cause the appointment to be made at a salary
level above the minimum, but not more than the maximum, for the class.
5.3.3 An employee who due to the lack of qualification or experience
may temporarily underfill a position at a salary less than that for the
class.
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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 (300) of the employee's gross
monthly earnings. An employee shall be limited to one partial payment in
each thirty (30) day period.
Section 5.5 OVERTIME
5.5.1 Department heads and supervisors shall assign to each employee
regular work duties and responsibilities which can normally be
accomplished within the established workday and workweek. Employees shall
not work overtime without prior written approval from a supervisor.
5.5.2 When employees are required to work overtime, department heads
may authorize compensatory time off or overtime pay which shall be one and
one-half (l~) times the employee's regular hourly rate of pay. Whenever
possible, department heads shall schedule time off within a workday,
workweek or work period to maintain scheduled work hours. In situations
in which compensatory time is allowable under this section, the
determination as to whether to make cash payment or grant compensatory
time off shall resat with the department head who shall give due
consideration to the desires of the employee, to budgetary controls and
to the provisions of Section 5.5.3 of these policies.
5.5.3 Compensatory time accumulation shall not exceed one workday.
Once this maximum accumulation has been reached, all overtime compensation
earned by the employee shall be scheduled off at the earliest passible
time by the department head who shall give due consideration to the
desires of the employee.
5.5.4 For some positions, overtime is considered part of the job
responsibility and, therefore, does not justify overtime compensation.
Compensation for overtime shall not be granted to the following positions:
(a) City Administrator
(b) Administrative staff
(c) Police Lieutenant
(d) Executive, administrative and professional personnel as defined by
the Federal Fair Labor Standards Act.
5.5.5 The City Administrator may grant time off with pay for positions
described in Section 5.5.4 due to unusual circumstances such as extra
hours worked on specially requested projects and meetings attended outside
the normal position description.
Section 5.6 PAYMENT UPON CLASSIFICATION CHANGE
5.6.1 When an employee's salary is changed due to demotion or
promotion, all accrued salary and overtime pay shall be converted to cash
at the rate earned. In the case of accumulated compensatory time, the
employee may request to have a cash payment or have the hours compensatory
time at the rate earned.. The determination to grant cash compensation or
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compensatory time off shall rest with the department head, who shall give
due consideration to the desires of the employee, to budgetary controls
and to the provisions of Section 5.5.3 of this resolution.
5.6.2 In case of the promotion of any employee in the City service,
either from within the same department or from another department, to a
position in a class with a higher salary range, such employee shall be
entitled to receive the rate of compensation in the entrance step of the
class to which he has been promoted, provided that. in the event such
employee possesses extraordinary qualifications through long tenure and
previous experience in his department, the City Administrator may
authorize the promotion of such employee to be at any step other than such
entrance step. In cases where the salary ranges overlap, and the
promotion is for an employee within the same department, promotion may be
effected at an increase adjusted to the nearest step, but not to exceed
five percent (5%).
5.6.3 In the case of the demotion of any employee in the City service
to a class with a lower salary range, such employee shall be entitled to
retain the salary step in the lower range corresponding to that which he
was receiving in the higher class before such demotion; in such cases, the
employee shall retain his last hire anniversary date.
5.6.4 In the case of the transfer of any employee from one position
to another in the same class, or to another class to which the same salary
range is applicable, the employee shall remain in the same salary step and
shall retain his last hire anniversary date.
5.6.5 Whenever an employed accepts work under a different class of
position or in exempt series in the City service, the character and nature
of which work is similar and the responsibilities are equal or superior
to the work such employee has been performing, and later returns to his
former position, his term of employment under such different class of
position shall apply on and be added to his term of service in the former
class upon his return to same, provided his employment in the City service
has been continuous from the date on which the employee accepts work in
such different class.
Section 5.7 PART-TIME EMPLOYMENT
5.7.1 Except as otherwise provided herein, a daily work schedule less
than the number of hours of full-time employment shall be considered part-
time service and the actual compensation therefor shall be determined by
the relation that the actual number of hours of service bears to the
number of hours required in full-time employment in each class of
position.
Section 5.8 GOVERNMENT-FUNDED PROGRAMS
5.8.1 Employees funded through government programs shall be assigned
a class specification and appropriate salary ranges. Benefits for
vacation, holidays, SAIF, unemployment insurance, social security and
health insurance may be provided. Benefits such as PERS and life
insurance will not be provided.
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ARTICLE 6 - FRINGE BENEFITS
Section 6.1 HOLIDAYS AND LEAVE IN LIED OF HOLIDAYS
6.1.1 In lieu of holiday time off work tvith pay, Fire Department
employees working 24-hour shifts shall accrue one (1) shift of paid
holiday leave for every two (2) calendar months worked, and clerk
dispatchers and sergeants shall accrue one (1) day of paid holiday leave
for every one (1) month worked. Such accrual shall continue during paid
leave. Holiday leave shall be taken within one year following the month
in which it accrues.. If such holiday leave is not taken within such time,
it shall be forfeited and no reimbursement shall be allowed unless prior
approval by the City Administrator is received to carry forward the
holiday leave.
6.1.2 Full-time employees of the City except those covered in Section
6.1.1 shall be entitled to the holidays listed below with pay. Temporary
and temporary part-time positions shall not receive compensation; part-
time positions shall be compensated in proportion number of hours they are
normally scheduled. to work.
(a) New Year's Day, January 1
(b) President's Day, third Monday in February
(c) Memorial Day, last Monday in May
(d) Independence Day, July 4
(e) Labor Day, first Monday in September
(f) Veterans' Day, November 11
(g) Thanksgiving Day, fourth Thursday in November
(h} Day after Thanksgiving Day
(i) Christmas Day, December 25
(j) Day before Christmas or the day before New Year's
Day, December 24 or December 31
(k) Two floating holidays
6.1.3 If any holiday in Section 6.1.2 falls on a Sunday, the following
Monday shall be given as a holiday unless Monday is already a holiday,
then the preceding Friday shall be given as a holiday. If any such
holiday falls on a Saturday, the preceding Friday shall be given as a
holiday unless Friday is already a holiday, then the following Monday
shall be given as a holiday.
6.1.4 Floating holidays in Section 6.1.2 shall be accrued on January
1 and July 1 (one day each) of each year for all employees currently
employed as of those dates.. The holiday shall not be taken less than one
day at a time and must be used in the calendar year accrued.. Floating
holidays shall not be paid upon termination of employment but may be
allowed to be taken between the notice of termination and last day of work
at the option of the City. Days are to be scheduled by department heads
with consideration given to employee requests.
6.1.5 An employee who works on a recognized holiday as part of his
regular work week shall be allowed equal compensating time off.
6.1.6 Holidays in section 6.1.2 which occur during vacation or sick
leave shall not be charged against such. leave.
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Section 6.2 VACATION TIME
6.2.1 Employees working shifts with less than five (5) years of
continuous service shall accrue five (5) shifts per year vacation leave
with pay. Employees with more than five (5) years, but less than ten (10)
years continuous service shall accrue seven (7) shifts per year vacation
leave with pay. Employees with ten (10) or more years, but less than
fifteen (15) years of continuous service shall. accrue nine (9) shifts of
vacation leave. Employees with fifteen (15) years or more of continuous
service shall accrue annual vacation leave with pay at the rate of twelve
(12) shifts per year.
6.2.2 Employees with less than five (5) years of continuous service
shall accrue annual vacation leave with pay at the rate of ten (10) days.
per year. Employees with five (5) or more years, but less than ten (10)
years. of continuous service shall accrue annual vacation leave with pay
at the rate of fifteen (15) days per year. Employees with ten (10) or
more years, but less than fifteen (15) years of continuous service shall
accrue annual vacation leave with pay at the rate of (20) days per year.
Employees with fifteen (15) years or more of continuous service shall
accrue annual vacation leave with pay at the rate of twenty-five (25) days.
per each year.
6.2.2.5 Department heads with less than two and one-half (2i) years of
continuous service shall accrue annual vacation leave with pay at the rate
of ten (10) days per year. Department heads with two and one-half (2?)
or more years, but less than. seven and one-half (7?) years of continuous
service shall accrue annual vacation leave with pay at the rate of fifteen
(15) days per year.. Department heads with seven and one-half (7i) or more
years, but less than twelve and one-half(12?) years of continuous service
shall accrue annual vacation leave with pay at the rate of twenty (20)
days per year. Department 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 shall be determined by the
length of time from the employee's anniversary date to the following
Sanuary 1.
6.2.6 Vacation leave shall be taken in the year immediately following
the calendar year in which it is earned. If vacation time is not taken
in the subsequent calendar year after it is earned, it shall be considered
lost and no reimbursement will be allowed unless prior approval by the
City Administrator is received to carry over the vacation.
6.2.7 Vacation. accrual shall continue when an employee is absent due
to sickness or job-related accident and has status of an employee.
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6.2.8 Vacation time-off shall be requested when possible two (2) weeks
in advance of the time requested with City work schedules determining
whether or not the time off can be allowed.
6.2.9 Part-time positions shall earn an accumulation of vacation. days
in any one (1) year by direct proportion to the number of hours worked
compared with the number of hours worked by a full-time position in a
similar position.
6.2.10 Vacation preference. When more than one (1) employee desires
the same vacation period and only one can be allowed to take it,
preference will be given to the employee with a higher classification.
If the classification is the same then preference will be given to the
employee with the longer period of continuous service.
6.2.11 Unused earned vacation. Upon termination of employment, an
employee shall be paid for all unused earned. vacation.
6.2.12 Department heads shall schedule vacations for their respective
employees with due consideration for the desires of the employees and the
work requirements facing the department. Vacation schedules may be
amended to allow the department to meet emergency situations.
6.2.13 Vacation leave shall not be used in blocks of less than five
(5) days without department head approval..
6.2.14 During a calendar year in which an employee is eligible for
accrual of vacation at a different rate, a prorated vacation will. be
computed for that year; from January 1 to the anniversary date at the old
rate and from the anniversary date to the next January 1 at the new rate.
6..2.15 If a person in a government-funded position is hired by the City
in a full-time position in the same classification and maintains.
continuous service from the government-funded position, the employee may
use their anniversary date of the government-funded position for computing
vacation accrual rates.
Section 6.3 SICK LEAVE
6.3.1 Sick leave shall be earned by each full-time position at the
rate of one (1) workday for each full calendar month of continuous service
with the exception of Fire Department employees working a twenty seven
(27) day work period who shall earn sick leave at a rate of twelve (12)
hours for each full calendar month of continuous service. Sick leave may
be accumulated to a total of not more than nine hundred sixty (960) hours
for all eligible employees with the exception of Fire Department employees
working a twenty seven (27) day work period who may accumulate sick leave
to a total of one thousand four hundred, forty four (1440) hours.
6.3.2 Employees may utilize their allowance of sick leave when unable
to perform their work duties by reasons of illness or injury, necessary
for medical or dental care, exposure to contagious disease under
circumstances by which the health of the employees with whom associated
or member of the public. necessarily dealt with would be endangered by
attendance of the employee.
34
6.3.3 Sick leave shall be charged in one quarter (-,) hour increments.
6.3.4 Abuse of the sick leave privilege shall be cause for dismissal.
An employee who is unable to report to work because of any of the reasons
set forth in Sections 6.3.2 or 6.3.8 shall report the reason for his
absence to his supervisor within four (4) hours from the time he is
expected to report to work. Sick leave with pay shall not be allowed
unless such report has been made. Sick leave with pay in excess of three
(3) working days shall be allowed only after presenting a written
statement from a physician certifying that the employee's condition. or the
condition of the employee's immediate family member prevented him from
appearing for work, or the department head. has personal knowledge of the
circumstances.
6.3.5 Unused sick leave shall not be compensated for in any way at
the time of resignation or dismissal of an employee.
6.3.6 Sick leave shall not accrue during any period of leave of
absence without pay; however,. an employee who is re-employed after lay-
off or an expiration of leave without pay within. a period of thirty (30)
days shall have stick leave credits during the previous. employment
restored.
6.3.7 Accrued sick leave shall not be applied to a parental leave of
absence request. Sick leave may be requested by pregnant employees for
prenatal care or when the employee is unable to perform her work duties
as defined in this section.
6.3..8 Employees may use sick leave where there is an unexpected or
serious illness in their immediate family in order to make arrangements
for or provide initial assistance to the ill immediate family member.
Use of such sick leave shall be limited to sixteen (16) hours in any one
fiscal year; however, if the family illness or injury involves
hospitalization or if a physician certifies. that the employee's absence
from work is necessary, the sixteen (16)-hour limit shall not apply.
6.3..9 Employees may utilize any unused sick leave accrual upon
retirement in accordance with benefits provided for in PERS.
Section 6.4 PARENTAL LEAVE
6.4.1 Parental leave of absence may be requested as follows:
(a) upon the birth of the employee's infant or upon taking physical
custody of a newly adopted child under 12 years of age.
(b) a parental leave of absence period shall be a maximum of 12 weeks
subject to the restrictions contained in 6.3.7 (c). The employee shall
have the option to apply any accrued vacation leave, holidays, and
compensatory time to the parental leave period..
(c) for purposes of application of ORS 659.3.60, an employee shall provide
at least 30 days written notice of a parental leave of absence request.
The city shall be provided the opportunity to review any parental leave
request approved by the spouse's employer. This information shall provide
the basis for determining the employee's parental leave period.
35
(d) Upon depletion of accrued vacation leave, holidays, and compensatory
time, the employee may be granted a leave of absence without pay. A leave
of absence without pay shall be subject. to the procedures and conditions.
as set in Section 2.10..
Section 6.5 LEAVE OF ABSENCE WITH PAY
6.5.1 Employees may request leave of absence with pay for the purposes
specified in this section. Each request shall be judged by the appointing
power on its merits and on the basis of the guidelines provided in this
section.
6.5.2 Compassionate leave. In the event of a death in the employee's
iimnediate family, an employee may be granted leave of absence with pay not
to exceed three ( 3 ) calendar days and to be deducted from sick leave
accrued. An extension of this time may be granted by the City
Administrator.
6.5.3 Funeral participation. When an employee serves as a pallbearer,
or in some other way participates in a funeral ceremony, the employee may
be granted a reasonable time off with pay to perform such duty not to
exceed four (4) hours. An extension of this time may be granted by the
City Administrator.
6.5.4 Witness or jury duty. When an employee is called for jury duty,
compelled to testify as a witness on official City business, or upon
approval of the City Administrator:
(a) He shall not suffer any loss of his regular compensation for the
performance of such duty; however, he shall be required to transfer to the
City any compensation received, except mileage and meal expense, for the
performance of such duty to the City. Time not worked because of such
duty shall not affect vacation or sick leave accrued.
(b) Part-time positions called for services. above shall be paid for such
time, but only to the extent that their earnings for such month, plus the
amount. received for such service shall be less than their earnings for the
previous full month.
(c) Reimburse monies received for duty.
6.5.5 Voting. When an employee's. work schedule is such that he would
not be able to vote prior to or after his normally scheduled working
hours, he shall be granted a reasonable time off duty to vote without loss
of pay, accrued vacation or sick leave.
6.5.6 Military leave. An employee who has successfully completed 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. Such pay shall be
36
granted only when an employee receives bona fide orders to temporary
active or training duty, and shall not be paid if the employee does not
return to his position immediately following the expiration of the period
for which he was ordered to duty.
6.5.7 Conferences and conventions.. Decisions concerning attendance
at conferences, conventions or other meetings at City expense shall be
made by the department head with the approval of the City Administrator.
Permission shall be granted on the basis of an employee's participation
in or the direct relation of his work to the subject matter of the
meeting. Nembers 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 6.6 EDUCATIONAL OPPORTUNITIES
6.6.1 The City will reimburse an employee for fifty percent (50%) of
the amount of tuition for courses directly related to the employee's work
offered at an acceptable educational institution and conducted outside the
employee's regular working hours, provided that
(a) Funds for such expenditures are available in the current budget;
(b) The employee has made application for approval of the course and
tuition reimbursement to his department head at least ten (10) days prior
to the registration for such course;
(c) The employee submits evidence of satisfactory completion of the
course with a C or better passing grade;
(d) The employee is not receiving reimbursement for tuition from any
other source;
(e) Department head must approve and determine a benefit derived to the
City.
6.6.2 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.
6.6.3 The City shall allow time off with pay and shall reimburse an
employee for the expenses of attending classes, lectures, conferences or
conventions when attendance is on an assignment basis. with prior approval
of the employee's department head.
6.6.4 Normally, the cost of textbooks and technical publications
required for such courses shall be the responsibility of the employee.
If the City purchases any of the textbooks. and publications, they shall
become the property of the City.
Section 6.7 RETIREPSENT
6.7.1 After six (6) months of employment, employees working more than
six hundred (600) hours per year are required to participate in the Public
Employees Retirement System. The employees contribution is paid by the
City for all compensation earned after June 30, 1981.
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Section 6.8 RETIREMENT AGE
6.8.1 The retirement age for employees is seventy (70) years unless
an earlier age is required by designated department standards.
6.8.2 At the end of the month in which an employee reaches. retirement
age, the employee shall automatically terminate his service with the City.
However, the appointing power may grant an extension of the retirement on
a year-to-year basis when it is in the interest of the City to do so.
Section 6.9 SOCIAL SECURITY
6.9.1 The City shall match the employee's contribution in the Social
Security Plan.
Section 6.10 INDUSTRIAL ACCIDENTS
6.10.1 A11 employees shall be covered under a Workers Compensation
Insurance Plan as required by state statute and regulation for industrial
accidents and disease.
6.10.2 An employee who is unable to perform any duties due to a
compensable job injury who is being compensated by the City's workers
compensation. carrier, may continue receiving fringe benefits defined in
these policies. which otherwise would be available to the employee for a
period of thirty (30) days or a period not to exceed the total sick leave
time accumulated by the employee whichever is greater, unless an extension
is granted by the City Administrator.
6.10.3 Sick leave will not be used in a lost-time accident to make up
the difference in pay between Workers Compensation and the gross paycheck.
Accumulated sick leave may be used for the first three (3) days of a lost-
time accident when the employee does not receive compensation from a
worker's compensation plan.
6.10.4 Trial service period, temporary, temporary part-time and
seasonal positions are not eligible for benefits provided in 6.10.2 or
6.10.3.
Section 6.11 MEDICAL AND HOSPITAL INSURANCE
6.11.1 The City shall pay the premium for coverage under the League of
Oregon Cities EBS Insurance Trust Plan III covering the employee and 2 or
more dependents for all full time positions effective the first day of the
month thirty (30) days after the date of employment.
Section 6.12 LIFE INSURANCE
6.12.1 Premium paid by the City on $10,000 term policy.
Section 6.13 DENTAL INSURANCE.
6.13.1 The City shall pay the premium for coverage under the League of
Oregon Cities EBS Insurance Trust Plan III covering the employee and 2 or
more dependents for all full time positions effective the first day of the
month thirty (30) days after the date of employment.
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6.14 DISABILITYINSURANCE
6.14.1 Non-Union employees eligible for union members group insurance
plans, may participate in such plans at the employees expense.
Section 6.15 RESERVE POLICE OFFICERS
6..15.1 Reserve police officers of the Central Point Police Department
shall not receive certain of the benefits enjoyed by regularly appointed
officers and employees. of the department. Reserve police officers are and
shall be provided the rights, benefits and privileges appertaining to the
Oregon State Accident Insurance E'und (BASF), and the false arrest
insurance coverage benefits. provided regularly appointed officers and in
accordance with the laws, rules, and policies governing said insurance.
Section 6.16 FIRE DEPARTMENT UNIFORM ISSUE AND REPLACEMENT
6.16.1 When Fire Department personnel are initially appointed they will
be given an issue of uniform clothing as determined by the Fire Chief.
It will be the employee's responsibility to maintain his uniforms in an
appropriate manner, thereby displaying an acceptable appearance as a
representative of the City of Central Point.
6.16.2 Replacement of worn or damaged Fire Department employee uniforms
for both paid and volunteer will be made. at the discretion of the Fire
Chief.
Section 6.17 PAY CHECK DEDUCTIONS
6.17.1 Additional classes of employee pay check deductions not
specifically authorized by this policy, may be authorized by the City
Administrator.
Section 6.18 DEFERRED COMPENSATION
6.18.1 The City Administrator is hereby authorized to implement a
deferred compensation plan for contributions by City employees who choose
to participate in such a plan.
ARTICLE 7 - AFFIRMATIVE ACTION POLICY AND PROGRAM
Section 7.1 STATEMENT OF POLICY
7.1.1 It is the policy of the City of Central Point to provide equal
employment opportunities for all persons from all segments of the
population without discrimination as to race, color, religion, national
origin, sex, or handicaps. Central Point's policy is a positive one and
consistent with State Executive Order EO-72-7, State Civil Rights Law of
1964, the Civil Rights Act of 1972, the Federal Age Discrimination Act and
Federal Executive Orders 11246 and 11375 relating to discrimination..
7.1.2 Central Point is cognizant that mere passive prohibition of
discriminatory practices is not enough to effectuate the principal of
equal employment opportunity. Affirmative and direct action is required
to create an atmosphere of non-discrimination. Thus, Central Point
accepts its legal and moral responsibilities for aggressive recruitment,
training and upward mobility of all its staff.
39
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 vacancies occur.
Section 7.3
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 Ha11.
7.3.3 Present employees, particularly minorities and women, will be
encouraged to refer qualified persons for vacant positions when they
occur.
7.3.4 All recruitment announcements and advertisements will include
a brief statement about the City of Central 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 -
7.6.1 Discriminatory practices as they apply to race, color, sex,
religion, national origin, or handicaps are not factors in determining
compensation.
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Section 7.7 RESPONSIBILITY FOR PROGRAM
7.7.1 The City Administrator of the City of Central Point is the chief
Affirmative Action Officer. The City Administrator may designate a
responsible and interested person to serve in the role.
Section 7.8 EMPLOYMENT GOALS
7.8.1 City of Central Paint employment in total numbers is expected
to remain the same or decrease in the near future. Because of this and
because of the agency`s low attrition rate, no numbers for distribution
of hiring of minority group persons. can be made. This agency can only
provide non-discriminatory hiring practices should any vacancy occux.
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CITY OF CENTRAL POINT, OREGON TABLE I
POSITION CLASSIFICATION PAY PLAN
EFFECTIVE JULY 1, 1991
AUTH. RANGE STEP STEP STEP STEP STEP
POS. N0. A B C D E
FINANCE DIRECTOR 1 166 2,675 2,809 2,949 3,096 3,251
ACCOUNTING CLERK 3 119 1,992 1,567 1,695 1,727 1,813
ADMINISTRATIVE SECRETARY 1 119 1,492 1,567 1,695 1,727 1,813
ADMINISTRATIVE ASSISTANT 1 151 2,220 2,331 2,498 2,570 2,699
MUNICIPAL COURT CLERK 1 119 1,992 1,567 1,645 1,727 1,813
FIRE CHIEF 1 165 2,692 2,774 2,913 3,059 3,212
FIRE CAPTAIN 3 152. 2,248 2,360 2,478 2.,602 2,732
FIRE FIGHTER II 1 137 1,866 1,959 2,057 2,160 2,268
FIRE FIGHTER III 2 141 1,961 2,059 2,162 2,270 2.,384
BUILDING INSPECTOR - (A) 1 148 2,139 2,246 2,358 2,476 2,600
AIR QUALITY TECHNICIAN4;~ 1 95 1.,108 1,163 1,221 1,282 1,346
RELIEF FIRE FIGHTER'.~~( 1 120 1,511 1,587 1,666 1,749 1,836
POLICE CHIEF 1 171 2,846 2,988 3,137 3,294 3,959
POLICE LIEUTENANT 1 159 2,452 2,575 2,704 2,839 2,981
POLICE SERGEANT 1 153 2,276 2,390 2,510 2,636 2,768
POLICE OFFICER 9 -- 1,826 1,921 2,020 2,116 2,221
DISPATCNER/CLERK 6 -- 1,381 1,999 1,522 1,599 1,678
PUBLIC WORKS DIRECTOR
` 1 172 2,882 3,026 3,177 3,336 3,503
UTILITY LABORER ~ 2 91 1,054 - 1,107 1,162 1.,220 1.,281
STREET MAINTENANCE WORKER ~ 1 107 1,286 1,350 1,418 1,989 1,563
PARK MAINTENANCE WORKER ~ 1 76 875 919 965 1,013 1,069
UTILITY I 3 12.1 1,530 1,607 1,687 1,771 1,860
UTILITY II 1 123 1,568 1,646 1,728 1,814 1,905
UTILITY LEAD 1 132 1,754 1,892 1,934 2,031 2,133
PUBLIC WORKS FOREMAN 1 193 2,011 2,112 2,218 2,329 2,495
PUBLIC WORKS TECHNICIAN 1 136 1,843 1,935 2,032 2,134 2,291
PUBLIC WORKS/BUILDING
SECRETARY 1 119 1,992 1,567 1,645 1,727 1,813
Fire .Captain and Firefighter position classifications may be increased one (1) range
for each~6f the following certifications receivei bythe'employee filling the position;
Structural Inspector C-Level with 2•tvbile Home Certification
Structural Plans Examiner C Level with Mobile Home Certification
Mechanical Inspector C Level with Mobile Aome Certification
Structural Inspector B-Level with Pfobile Home Certification
CABO~Structural
CAB~O Mechanical
*' Temporary Positions
~* Temporary Part-time positions.
TADLE II
CITY OF CENTf•.'AL POINT
TADLE OF DASIC: SALAF~Y F.ANCiES
P,AN6E STEP STEP STEF' STEP STEP
A D C D E
71 822 863 '306 951 599
72 832 874 518 564 1,412
73 842 884 520 574 1,023
74 853 896 541 588 14437
75 864 907 952 1,n00 i,c?54
76 875 515 565 1,013 i,d64
77 886 53d 977 1,026 1,077
78 897 942 '385 1,038 1,09D
79 5dB 953 1,001 1,051 l,ld4
8d 919 965 i,di3 i,U64 1,117
81 93d 977 1,426 1,477 1,131
B2 941: 585 1,438 1,454 1,145
83 '~54 1,OC12 1,d5~ 1,1V5 1,164
84 566 1,414 1,465 1,118 19174
85 578 1,~?27 1,478 1,132 1,185
B6 590 1,040 1,492 14147 1,204
87 1,Ud2 1,452 1,145 1,160 1,.218
8B i,d15 1,066 1,119 1,175 1,234
B9 1,d28 1,079 1,133 1,1.34 1,254
9d 19041 191)93 1,146 1,245 1,265
y1 1,454 1,107 19162 1,22r? 1,281
52 1,467 191',?U 1,176 1,235 1,:'97
93 1,480 1,134 1,191 1,251 1,314
54 1,454 1,149 1,206 1,'266 1'325
95 1,106 1,163 1,221 1,'282 1,346
96 1,1._'2 1,17E 1,237 1,G99 1,364
97 1,136 1,153 1,253 1,316 1,382
9B 1,150 1,tOS 1,268 1,031 14358
99 1,164 1,222 1,283 19347 1,414
14d 1,179 19238 1,3dd 1,365 1,433
101 1,194 1,254 1,317 1,383 1,452
142 1,205 1,265 1,332 14399 1,465
103 1,214 1,285 1,345 1,416 1,487
104 1,239 1,341 1,3E6 1,434 1,506
105 1,254 1,317 1,383 1,452 1,5'25
SUE 1,274 1,J34 1,401 1,471 1,545
107 1,286 1,35n 1,418 1,48'3 1,563
148 1,342 1,367 19435 1,507 1'582
1d5 1,318 19384 1,453 1,526 1,602
110 1,334 1,441 1,471 1,545 1,622
111 1,351 1,415 1,491) 1,565 1,643
112 1,368 1,43E 1,508 1,583 1,662
113 1,385 1,454 1,527 14603 1,683
114 1, 4C )2 1, 474 1, 546 14 623 1, 7()4
115 1,424 1,4'31 1,566 1,644 1,726
116 1,438 1,510 1,58E 1,665 1,748
43
TABLE II
CITY OF CENTRAL F'OINT
TABLE OF BASIC SALARY RANGES
RANGE STEF STEP STEP STEF STEF
A H C D E
117 1,45E 1,529 1,605 1,685 1,769
118 1,474 1,548 i,E25 1,706 1,791
119 1,492 1,567 1,645 1,717 1,813
120 1,511 1,587 1,666 1,749 1,83E
121 1,530 1,607 1,687 1,771 1,860
122 1,549 1,626 1,707 1,79E 1,882
123 1,568 1,646 1,728 1,814 1,905
124 1,588 1,667 1,75? 1,838 1,920
125. 1,608 19688 1,772 18861 1,954
12G 1,618 1,709 1,794 1,884 19978
127 1,648 18730 1,.817 1,908 1,003
128 i,E69 19752 1,840 1,93'2 c,029
129 1,690 1,775 1,864 1,957 2,055
130 1,711 1,797 1,887 1,981 2,080
131 1,722 19819 1,910 .'9006 2,106
iJL 1,754 l,B4G 1,934 2,031 2,133
133 1,776 1,865 1,958 L,056 1,159
134 1,798 1,888 1,982 2,1781 2,185
135 1,821) 1,911 L9007 2,107 2,L12
136 1,843 1,935 2,022 '',134 2,241
137 1,866 1,959 2,057 2,160 2,268
138 1,889 1,'383 2,1)BL 2,186 2,295
1:,9 19913 L,009 2,109 2,214 2,325
14+) 1, 9J7 2, {),:.4 t, 126 L, 243 L, 3J5
141 1,961 L,U59 2,162 2,270 2,384
142 1, 986 2, IJBS 2, 18'J 1, 2'?8 L, 413
i-}J L9U11 L911i L,L1B L,J2J 2,445
144 1,036 1,138 x,245 2,357 2,475
145 2,061 29164 2,27E 2,386 2,505
146 '2,087 2,191 2,301 '2,416 2,537
147 2,ilo L,ii~ 2,:,30 L,447 2,569
148 2,139 L,G46 2,358 L, 476 1,61)0
149 2,166 2,274 2,388 2,507 2,632
150 2,193 2,303 29418 2,539 2,666
151 2922[1 L,331 29448 1,570 2,699
G:.
iJt q 7
L,L48 n
2,061) .}
L,478
2,602 n-
L,7oL
153 29276 2,390 2,51[1 2,636 2,768
154 2,304 2,419 2,540 c', 667 2,800
155 2,333 L,450 1,573 2,702 29827
156 2,362 29480 2,604 2,734 1,871
157 2,391 2,512 2,638 2,770 2,9[19
158 2,4L1 2,543 1,670 L,804 2,944
159 2,452 ^L9575 x,704 19839 L99B1
160 '2,483 2,61)7 2,737 2,874 3,018
161 2,514' 29640 29772 28911 3,1)57
161 1,545 2,672 1,806 2994E 39093
44
TABLE II
CITY OF CENTf~AL FOINT
TABLE OF BASIC 5ALAF.'Y RAN8E5
F:ANr,E STEP STEP STEP STEF STEP
A B C D E
163 2,577 2,.70E 2,841 2,983 3,132
164 2,609 2,739 2,876 3,i~2Ca 3,171
165 2'E42 2,774 2,913 3,p?59 3,212
166 2,675 2,809 2,949 3,09E 3,251
167 '2,708 '2,843 2,985 3,134 3,291
168 2, 742 2q 879 3, U.:3 .:ip 174 3, 300
169 2,776 2,915 3,061 3,214 3,375
17Cj 2,811 ~',y52 3,10u 3,255 3,418
171 2,846 2,988 3,137 3,294 31459
172 21882 3,026 3p 177 3,336 3p503
173 '2,'318 3,064 3,217 3+378 3,547
174 2p954 3,102 3,:x'_57 3p420 3,591
175 2,991 31141 3,298 3p 463 3,636
176 31~Y B 3,179 3,338 3,505 3,660
177 3,066 3,219 3,380 3,549 3,726
178 +,104 opL,i9 3g4:'2 3,590 op77a
179 31143 3,300 31465 3,638 3,820
180 3giB2 3p341 31508 3,683 3,867
181 3,LLL 0,080 3,552 0,73p? 31917
18~ 3,262 38425 3,596 3,776 3,965
183 3,303 0,468 0,641 3,8L3 4gU1~1
184 3,344 3,511 3,687 3p871 4,065
185 31386 3,555 3,733 3,'j20 4,11E
186 3p 428 3,599 3,779 3,968 4,16E
187 3,471 31645 31827 4,018 41219
188 3p514 3q 690 3,875 4,069 4,272
189 3,558 3,736 3,523 41119 4,325
190 3,602 31782 3,971 4,170 41379
45
CITY Or CENTPJiI PO1HT
olc>;,,clzana~ a~r;Rr
CITIZENS
Of
C£HTRAL POINT
HAYUR
AHO
CITY COUNCIL
IRRiICIPAL I I ~~ i I ATTORNEY
Np ,~ AptfIHISiRATOR
PLNQIIHfi P~LCE
DEPARIDENI OFPARil(ENT
ppN[NISiRATIOH PDLICE
DFFARTDENi DIYISiOH
fIHAHCE COHfIUF(ICATIOHS
OIYIS[OH DIVISION
pUDLIC SAFETY P101(.IC NORKS
DQ'ARTNQIT ~'
FIRE IITIUTIES
DIVISION DIVISION
BUICDIN6 STREETS
D[VISIOH DIVISION
EliS I ~ PARIS
DIVISION D[VIS[OH
46