HomeMy WebLinkAboutCouncil Resolution 484RESOLUTION N0. 484
A RESOLUTION REVISING PERSONNEL POLICIES
AND PROCEDURES
WHEREAS, Chapter 2.48 of the Central Point Municipal Code
authorizes and directs the City Council to adopt rules relating. to
personnel matters, and the City Council having heretofore by Resolution
Numbers 280, 300,. 321, 346, 359, 396, 415, 434 and 442, and 454 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 17th day of July ~, 1987.
Mayor (,~
ATTEST:
City Representative
Approved by me this 17th day of July 1987.
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Mayor
Reso. No. 484 1 of 1
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P E R S O N N E L P O L I C I E S
A N D
PROCEDURE S
Exhibit A
TABLE OF CONTENTS
Section Page No.
Resolution. . 1
PURPOSE, VARIANCES AND DEFINITIONS
1.1 Purpose. 2
1.2 Variances. . 2
1.3 Definitions. 2
PERSONNEL POLICIES & PROCEDURES
2.1 Appointment. , 8
2.2 Probationary Period. . 9
2.3 Hours of Work. .10
2.4 Attendance. 10
2.S Personnel Records. .- . .10
2.6 Promotions, Demotions, Transfers,
Discipline, and Discharge , . 11
2.7 Transfers. .12
2.8 Promotions. 12
2.9 Layoff. 12
2.10 Leave of Absence Without Pay, 12
2.11 Outside Employment and Off-Duty Activities. 13
2.12 Residence Requirement. .13
2.13 Departmental Rules and Regulations. 13
2.14 Travel Expense. 14
2,15 In-Service Training. .14
2,16 Selling and Peddling Among Employees. . 15
2.17 Political Activity. 15
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Table of Contents (continued)
Section Page No.
2.18 Relatives in the City Service. .15
2.19 Examinations and Testing. 15
2.20 On-Call Status. . 16
2.21 Biography of Administrative Personnel. .16
2.22 Conflict of Interest ... 17
GENERAL CONDUCT, DISCIPLINE, TERMINATION, AND APPEAL
3.1 Personal Appearance and Conduct 18
3.2 Causes for Warning, Suspension or Dismissal. .18
3.3 Form of Disciplinary Action. .19
3.4 Grievance Procedure. . .20
3.5 Resignation.. .22
3.6 Re-Employment. .` . .22
3.7 Cost Consciousness. . . 22
3.8 Safety. . . 22
3.9 Legal Liability. . .23
3.10 Equipment. . .23
CLASSIFICATION PLAN
4.1 Position Classification Plan. 24
4.2 Titles and Specifications. .25
4.3 Reclassification . .25
4.4 New Positions. . . .25
PAY PLAN AND COMPENSATION
5.1 Pay Plan. .
5.2 Analysis of Pay Plan. .
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27
28
Table of Contents (continued)
1, Section Page No.
5.3 Appointee Compensation. 29
5.4 Payday. 29
5.5 Overtime. , , , 30
5.6 Payment Upon Classification Change. , 31
5.7 Part-Time Employment. .. 32
5.8 Government-Funded Program.. ,32
FRINGE BENEFITS
6.1 Holidays and Leave in Lieu of Holidays. 33
6.2 Vacation Time 34
6.3 Sick Leave. 36
6.4 Leave of Absence with Pay. , .37
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6.5
Educational Opportunities.
.38
6.6 Retirement. 39
6.7 Retirement Age. 39
6.8 Social Security.. .39
6.9 Industrial Accidents. 39
6.10 Medical and Hospital Insurance. 40
6.11 Life Insurance. 40
6.12 Additional Group Coverage. .40
6,13 Disability Insurance. 40
6.14 Dental Insurance. . , 40
6.15 Reserve Police Officers. .40
6,16 Uniform Issue and Replacement. , .41
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Table of Contents (continued)
1 Section Page No.
AFFIRMATIVE ACTION POLICY AND PROGRAM
7.1 Statement of Policy. . .42
7.2 Goals. . . .42
7.3 Recruitment and Selection. .42
7.4 Employment Forms and Classification Systems. .43
7.5 Promotions. . 43
7.6 Rate of Pay - Compensation. . 43
7 J Responsibility for Program. 43
7.8 Grievances. . . . 43
7.9 Employment Goals. 43
POSITION CLASSIFICATION PAY PLAN - July, 1985 - TABLE I. .44
~~g` TABLE OF BASIC SALARY RANGES - TABLE IZ. .45
ORGANIZATION CHART. . 48
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PURPOSE, VARIANCES AND DEFINITIONS
Section 1.1 PURPOSE. The purpose of this resolution is to provide
systematic and equitable procedures and regulations relating to the
hiring, compensation, hours of work, leave, safety, training, working
conditions, promotions, transfer, discipline, removal and other matters
affecting the status. of employees of the City of Central Point.. Said
rules and regulations are provided to maintain. uniformity and equity in
personnel matters which will make the City service attractive as a
career and to encourage each employee to give his best service to the
City.
Section 1.2 VARIANCES. The City Administrator shall have the power to
vary or modify the strict application of the. provisions of this resolu-
tion in any case in which the strict application of said provisions
would result in practical difficulties or unnecessary hardships.
Section 1.3 DEFINITIONS. As used in this resolution, the following
terms shall have the meanings indicated. Throughout this document the
masculine is intended to include the feminine and vice-versa.
(a) Administrative Staff. A gerson•directly responsible. to the
City Administrator.
~,. (b) Advancement.. A salary increase within the limits of a pay
~;:t 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 author-
ity and responsibility exercised.
(d) Anniversary Date. Anniversary date means the first. date of
the month following date of employment of officers and employ-
ees unless the employment begins on the first day of the month
in which case the day of employment applies.
(e) Appeal. A request to a supervisor, department head or City
Administrator for consideration of and a decision or ruling on
a problem or situation.
(f} Appointing Power. The City Administrator or department head
to whom authority is delegated to make. the appointment to fill
a vacant position.
(g) Calendar Year. Twelve (12) month period beginning. Sanuary 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.
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(i) City Administrator. The. chief executive officer and the head
of the administrative branch of the City government who is
directly responsible to the Common Council for the proper
!~ administration of all affairs of the City.
(j) Class. A group of positions sufficiently alike in responsi-
bilities and authorities to require similar qualifications.
(k) Class Specification. A written description of each class of
position including a class title, a statement of duties, the
supervision relationships, and the relationships other than.
supervision.
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(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 inci-
dents to employment.
(m) Compensatory Time Off. Time off from work to compensate .the
employee for overtime or holiday worked..
(n) Continuous Service. Employment with the City without a break
or interruption; in computing continuous service for the
purpose of this resolution, neither military leaves nor leaves
of absence on account of illness, whether with or without pay,
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 con-
strued as ,breaking continuous. service.
(o) Demotion. A transfer of an employee from a position in one
class to a position in another class which has a lower salary
range.
(p) Department. A major functional unit of the City government.
(q) Department Head. A person directly responsible to the City
Administrator for the administration of a department.
(r) Discharge. Termination of employment with the City for
reasons attributable to the employee.
(s) Disciplinary Action. Imposition of certain personnel actions,
e.g., reprimand, warning, suspension, dismissal, demotion, as
a result of conduct detrimental to the City.
(t) Dismissal. Termination of employment with the City for
reasons attributable to the employee.
(u) Duty Day. Any day or shift on which an employee is scheduled
to be available for work.
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(v) Employee. Anyone who receives compensation for
employment with the City of Central Point
(w) Examination. A test for the purpose of evaluating an
!; applicant for an employment vacancy.
(x) Exempt Service. All positions of elective and appointive
officials specifically designated by the City Council to be
exempt from the classification plan..
(y) Full-Time Employee.. Any employee who works a full work day as
herein defined, except for part-time employees, temporary
part-time employees and temporary employees.
(z) Government-Funded Employee. An employee who may hold either a
part-time or full-time position, but due to the nature of the
funding, it is to be considered a non-permanent position.
This employee may receive selected City benefits which shall
accrue to his or her position,. but no benefits shall be trans-
ferable to a permanent position except as provided herein.
(aa) Grievance. An employee's oral or written expression of ds-
satisfaction with some aspect of his employment, a management
decision affecting him,. or an alleged violation of his rights
for the purpose of attempting to gain an adjustment of said
cause for dissatisfaction.
(ab) Hourly Rate. Rate of compensation for each hour of work per-
formed. It is determined by dividing the annual regular
~~~ solar b the re ular number of hours worked each ear.
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(ac} 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.
(ad) Last Date of Hire. The date of the beginning of the emplo-
yee's current term of continuous service.
(ae) Layoff. A separation from employment because of organiza-
tional changes,. lack of work, lack of funds,. or other reasons
not reflecting discredit upon an employee.
(af) Leave of Absence. Time off from work for reasons within the
scope and purpose of these rules and regulations upon prior
approval of the employee's department head or City
Administrator.
(ag) Mayor• The elected chief executive officer and head of the
administrative branch of the City government who is directly
responsible for the proper administration of all affairs of
the City.
(ah) Military Leave. Leave of absence for an employee entering
reserve military training duty.
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(ai) Month. One calendar month.
(aj) Non-Permanent Position. A position which is established and
is not a position of indeterminate duration, e.g., a
government-funded program.
(ak) Non-Occupational Disability. Disability from an accident or
sickness suffered or contracted by the employee which cannot
be attributed to the performance of assigned duties.
(al) Overtime. Overtime shall be considered as time worked in
excess of eight (8} hours in a workday or forty (40) hours in
a workweek, except for the classification of Police Officer,
in which event overtime shall be. considered as time worked in
excess of 171 hours in a twenty-eight (28) day work period,
and except for Fire Department employees, for whom overtime
shall be considered as time worked in excess of 204 hours in a
twenty-seven (27) day work period.
(am) Part-Time Employee. Apart-time employee is one who works
less than 100Y of a workweek and of indefinite tenure. Fringe
benefits for such part-time employees shall. be as outlined
herein.
_ (an) Permanent Employee. An employee who has been retained in his
appointed. position after the completion of this probationary
period.
~.~'1~~ (ao) Personnel Action. Any action taken with reference to appoint-
"' ment, compensation, promotion., transfer, layoff, dismissal, or
other action affecting the status of employment.
(ap) Position. Means a group of current duties and responsibili-
ties assigned or delegated by competent authority, requiring
the full or part-time services. of one person.
(aq) Probationary 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. o£ the duties
of the position.
(ar) 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..
(as) 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.
(at) 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.
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(au) Seniority. Priority of an employee based on the amount of
,,, time since the employee's last date of hire.
(av) 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.
(aw) Sleeper Fire Fighter. A volunteer member of the Fire Depart-
ment who is assigned to work with one of the full-time shifts.
This fire fighter receives. his or her room in return for work-
ing all scheduled workdays, including. weekends and holidays,
except for the time which the sleeper fire fighter requires to
maintain a full-time position with another organization or to
attend a recognized educational institution. A sleeper fire
fighter is appointed by and serves at the discretion of the
City Administrator upon considering recommendations from the
department head.
(ax) Supervisor. Any person. who is responsible to a higher divi-
sional or departmental level of authority and who directs the
work of others.
(ay} Suspension. Temporary separation of an employee from City
service without pay for disciplinary purposes.
(az) Temporary Employee., A temporary employee is one who occupies
-• a position normally staffed less than twelve (12) months a
~za:. year or one who replaces an employee on leave. Temporary
tai: employees will not be eligible for sick leave or vacation with
pay or other fringe benefits.
(ba) Temporary Part-Time Employee. A temporary part-time employee
is one who works less than 1008 of a workweek of a defined
temporary tenure. Such temporary part-time employees do not
earn nor accrue any fringe benefits.
(bb) Transfer. A change of an employee from one position to
another in the same class or to a position. in a comparable
class within the City service..
(bc) 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.
(bd) Workday. The regularly scheduled workday shall be eight (8)
hours. For fire personnel, the workday shall be twenty-four
(24) hours.
(b e) 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
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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 Suly 1, 1986. The work period for all other
employees shall be the workweek as hereinafter defined.
(bf) 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.
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ARTICLE 2 - PERSONNEL POLICIES AND PROCEDURES
Section 2.1 APPOINTMENT
2.1.1 All original appointments to vacancies shall be made by
the City Administrator solely upon considering recommen-
dations from the department head and on the basis of
merit, efficiency and fitness. The appointments shall be
relayed to the Council at their next regularly scheduled
Council meeting. These qualities shall be determined
through. careful and impartial evaluation of at least the
following:
(a) The applicant's level of training relative to the
requirements of the position for which he has
applied.
(b) The applicant's level of education relative to the
requirements of the position for which he has
applied.
(c} The applicant's physical fitness relative to the re-
quirements of the position for which he has applied.
(d) The results of an oral interview; and
(e) Whenever practical, the results of a competitive
:.,~ written examination or demonstration test, which
~~~~ shall be a fair and valid test of the abilities and
- aptitudes of applicants for the duties to be
.performed..
(f) Fire Department prospective employees shall first
pass a physical test, the standards of which shall
be established by the department head of the em-
ployee or prospective employee. Such standards
shall be adopted in writing and filed with the City
Administrator and available for inspection by the
employee, prospective employee and general public.
They shall from time to time be revised as the
department head deems appropriate, but a current
copy thereof shall be on file with the City Adminis-
trator at all times.
(g} Reserve police officers of the Central Point Police
Department shall be appointed only after compliance
with certain selection procedures as published in
department rules and orders. No agreement, neither
explicit nor implicit, shall govern or otherwise
control the length or duration of appointment..
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,
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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 verifi-
cation prior to appointment.
2..1.4 If required by the department, applicants shall be
fingerprinted prior to appointment.
2.1.5 Any job applicant or employee may be required to take a
physical examination. In cases where a physical examina-
tion is deemed advisable, the. City shall pay the cost of
the examination.
2.1.6 All decisions regarding hiring, discipline or discharge
shall be made without regard to the sex, handicap,.
race, color, ancestry, national origin or political or
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 PROBATIONARY PERIOD
~~~' 2.2.1. All original and promotional appointments shall be tenta-
tive and subject to a probationary period of not less
than.six (6) consecutive months' service and twelve (12)
months for police and fire personnel. All probationary
periods shall begin on the employee's anniversary date.
2.Z Z In cases where the responsibilities of a position are
such that a longer period is necessary to demonstrate an
employees' qualifications, the probationary 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 probationary period, the employee shall not be
eligible for vacation benefits, but he shall earn vaca-
tion credit to be taken at a later date.
2.2.4 Upon completion of the probationary period, the employee
shall be considered as having satisfactorily demonstrated
qualifications for the position., shall gain regular
status, and shall be so informed through his supervisor.
2.2.5 During the probationary period, a probationary employee
may be terminated at any time without appeal. The
employee shall not have the right to exercise any of the
-~.- grievance procedures established hereby for demotion,
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discipline or discharge.
2.2.6 Zn the case of promotional appointments, the promoted em-
ployee may be demoted at any time during the probationary
period without appeal, provided that the probationary em-
ployee be reinstated in the class designation from which
he was promoted,. even though this necessitates the lay-
off of the employee occupying the position.
Section 2.3 HOURS OF WORK
2.3.1 The hours which City departments shall be open for busi-
ness shall be determined by the City Administrator.
Section 2.4 ATTENDANCE
2.4.1 Employees shall be in attendance at their work in accor-
dance with the rules regarding hours of work, holidays
and leaves of absence.
2.4.2 An employee shall not absent himself from work for any
reason other than those specified in this resolution
without making prior arrangements with his supervisor.
Unless such prior arrangements are made, an employee who
for any reason fails to report to work shall make a sin-
cere effort to immediately notify his supervisor of his
reason for being absent. If the absence continues beyond
~rY;. the first day, the employee shall notify the supervisor
a,,;~r= on a daily basis unless other arrangements have been made
with the supervisor.
2..4.3 Departments shall maintain records of employees.'
attendance.
2.4.4 Any unauthorized absence of an employee from duty shall
be deemed to be an absence without pay and may be cause
for disciplinary action.
Section 2.5 PERSONNEL RECORDS
2.5.1 The City Administrator shall cause a service or personnel
record to be maintained 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 confiden-
tial and shall. be accessible only to the following:
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(a) The employee concerned.
(b) Selected City officials authori2ed 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 recordg that
does not bear either the signature or initials of the
employee indicating that he has been shown the material,
or a statement by a supervisor that the employee has been
shown the material and refused to affix his signature or
initials, or a statement by a supervisor that the
employee has been notified by mail that the information
was placed in his personnel record. A copy of any such
material shall be furnished to the employee. upon request.
2.5.5 An employee desiring that material which he feels is in-
correct or derogatory towards him should be removed from
the personnel records shall have the right to pursue his
complaint through the grievance procedure.
2.5.6 Any employee shall have the right of reasonable inspec-
tion of his file during business hours.
2.5.7 Letters of consultation or reprimand shall be considered
temporary contents of the record and shall be removed
upon request of the employee after five (5) years from
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~sS~ placement in the employee's record. Receipt by an em-
ployee of five (5) written reprimands within a five (5)
year period shall be grounds for automatic termination.
2.5.8 Material placed in the record without conformity to the
provisions of the foregoing sections will not be used by
the City in any subsequent evaluation or disciplinary
proceeding involving the employee.
Section 2.6 PROMOTIONS, DEMOTIONS, TRANSFERS, DISCIPLINE, AND
DISCHARGE.
2..6.1 The City Administrator shall have the right, upon consi-
dering recommendations from the department head, to pro-
mote, demote, transfer, discipline or discharge any
employee. Promotions and transfers shall be made in such
cases as the City Administrator deems necessary and
appropriate to the efficient operation. of City business
and if the promotion or transfer does not involve a de-
crease 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 permanent employee de-
moted, disciplined or discharged may seek review of such
action under the grievance. procedure set forth below.
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Section 2.7 TRANSFERS
2.7.1 Requests from employees for transfers from one department
to another shall be made in writing and shall be directed
to the employee's present department head and referred to
the appropriate department. head and the appointing power,
Such requests shall be given consideration when a suit-
able vacancy occurs; however, no employee shall be trans-
ferred to a position for which he does not possess the
minimum qualifications.
Section 2.8 PROMOTIONS
2.8.1 All job vacancies shall, whenever possible., be filled by
promoting qualified employees within the City service.
2.8.2 Nevertheless, the appointing power may recruit applicants
from outside the City service whenever he has reason to
believe that better qualified applicants are available
outside the City service.
2.8.3 The appointment to fill the vacancy shall be made on a
competitive basis utilizing the criteria for appointments
established in Section 2.1 of this resolution. Where
qualifications and ability are relatively equal, senior-
ity within the City service shall be the. determining
- factor.
Section 2.9 LAYOFF
2.9.1 If there are changes of duties in the organization,. lack
of work or lack of funds, the appointing power shall
first make every reasonable effort to integrate those
employees into another department by transfer. When
layoffs are required, the appointing. power shall base the
decision on relative merits, and shall give due consider-
ation. to seniority in the City service only where the em-
ployee's qualifications and ability are relatively equal.
Section 2.10 LEAVE OF ABSENCE. WITHOUT PAY
2.10.1 A permanent employee 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. ATO 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
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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 EIdPLOYMENT AND OFF-DUTY ACTIVITIES
2.11.1 In addition to the standards of conduct set forth herein-
after under the conduct code portion of this resolution,
no employee shall carry on concurrently with his public
service any private business or undertaking which affects
the time or quality of his work or which casts discredit
upon or creates embarrassment for the City of Central
Point. The City Administrator shall in his discretion
enforce the terms of this provision, and such enforcement
shall be subject to the grievance procedure set forth
herein.
2.11.2 No full-time employee shall accept outside employment,
whether part-time, temporary or permanent, without prior
written approval from the City Administrator. Each
change in outside employment shall require separate
approval.
2.11.3 To be approved, outside employment shall:
(a) Be compatible. with the employee's City work;
~~'•' (b) In no way detract from the efficiency of the
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employee in his City work; and
(c) In no way conflict with the interest of the City or
be a discredit to the City.
Section 2.12 RESIDENCE REQUIREMENT
2.12..1 Residency shall not be a condition of initial appointment
or continued employment. Employees are encouraged, how-
ever, to live within five (5) miles by road of City Hall
and to participate in civic affairs. All residency out-
side City limits shall be first approved by the City
Administrator who shall take into consideration the time
necessary for personnel to be able to respond if called
to work. during emergencies.
Section 2.13 DEPARTMENTAL. RULES AND REGULATIONS
2.13.1 Each department of the City is encouraged to establish
departmental rules, regulations and procedures. Such
rules, regulations and. procedures shall be in harmony
with the provisions of this resolution and approved by
the City Administrator and shall be binding upon the
employee.
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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 outside the Gity by a
single individual should be via public carrier or
City-owned vehicle. If the employee is authorized
to use a private vehicle, mileage shall be paid at
the. rate of $0.25 per mile. This rate includes all
travel, insurance and storage expense of the
vehicle.
(c) When travel by City-owned vehicle or public carrier
is practical but the employee elects to use hie own
vehicle for personal reasons, the employee shall be
reimbursed an amount equal to the fare of the public
carrier that would have been deemed most practical
to provide the service.
(d) Reimbursement for subsistence on official trips
- shall only be the amount of actual and reasonable
w expense incurred during the performance of official
`''~ duty as a City employee for the City's benefit.
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2.14.2 The following rates will be considered maximum to be re-
imbursed for travel expenses:
(for other than training or convention when staying at
the meeting hotel)
Lodging
Breakfast
Lunch
Dinner
Total per diem
$36.00 per night
$ 5.00
5.00
10.00
$20.00
2.14.3 City vehicles shall not be used for private purposes.
Section 2.15 IN-SERVICE TRAINING
2.15.1 The City Administrator shall encourage training oppor-
tunities for employees and supervisors in order that
services rendered to the City will be more effective. He
shall assist department heads in meeting training needs
in their department and in developing training programs
~~-, designed to meet immediately City-wide personnel needs
~M
14
and to prepare employees for promotion to positions of
greater responsibility.
2.15.2 Training sessions may be conducted during regular work-
ing hours at the discretion of department heads.
Section 2.16 SELLING AND PEDDLING AMONG EMPLOYEES
2.16.1 No peddling, soliciting, or sale for charitable or other
purposes shall be allowed among or by employees during
working hours without the approval of the City
Administrator.
Section 2.17 POLITICAL ACTIVITY
2.17.1 No employee shall engage in political activity of any
nature during his or her hours of employment, and no
employee shall engage in any political activity purport-
ing to act in his. official capacity or on behalf of the
City of Central Point.
w~
~~.r
2.17.2 Nothing contained within this section shall affect. the
right of the employee to hold membership in and support a
political party, to vote as he chooses, to privately
express his opinions on all political subjects and can-
didates, to maintain political neutrality, and to attend
political meetings.
Section 2.18 RELATIVES ZN THE CITY SERVICE
2.18.1 Two (2) members of an immediate family shall not be
employed under the same supervisor. Neither shall two
(2) members of an immediate family be employed at the
same time, regardless of the administrative department,
if such employment will result in an employee supervising
a member of his immediate family.
2..18.2 The. provisions of this section shall apply to promotion,
demotions, transfers, reinstatements, and new
appointments.
Section 2..19 EXAMINATIONS AND TESTING
2.19.1 If requested by the City, employees shall submit to and.
successfully pass the following.:
(a) An annual medical examination. at City expense to be
conducted on or before the employee's employment
anniversary date with the standards for passage
thereof to be determined by the physician selected
by the City for the administration of such examina-
tion having due regard for the work to be performed
by the employee..
15
Section 2.20 ON-CALL STATUS
2,20.1 Public Works - Due to the potential for emergency situa-
tions affecting the health and safety of the citizens of
the City of Central Point, all Public Works. employees
shall be on "public works on-call status" at such times
as are scheduled for that employee by the City
Administrator or department head. It shall be the re-
sponsibility of any employee on call to at all times keep
the Police Department dispatcher advised of his or her
location, and to be immediately available to perform
emergency maintenance or repair work. Public Works
employees shall receive one (1) day compensating time off
for each two (2) weekend days of on-call status and one
(1) day off for each holiday on call. No additional
compensation will be granted if the employee is called
upon to perform work while on call.
2.20.2 Fire Department -
(a) Regular City employees may serve on Fire Department
on-call status at the discretion of the City
Administrator. They shall be relieved of their City
duties during fire emergencies whereupon they shall
report immediately to~their assigned fire duty.
(b) Other Volunteers. Non-employee volunteers shall be
required to attend training and fire calls through-
}~`,r+' out the year.
Section 2.21 BIOGI;APHY OF ADMINISTRATIVE PERSONNEL
2.21.1 The biography of any individual considered for any
administrative staff position shall be submitted to the
City of Central Point and shall contain the following
information:
(a) Name, title and address.
(b) Professional Experience: Briefly describing the
principal positions held with title, name of
employer, and salaries received.
(c) Educational Experience: Listing all post-secondary
educational institutions attended and all degrees
and honors received.
(d) Affiliations: Listing all organizations of which
the administrative personnel has been a member
during the previous ten (10) years, including. a
statement of any offices held in such organizations
(e) A statement whether or not the administrative
personnel has been. charged by any law enforcement
16
authority with the
the position, and
charge.
commission of a crime related to
if so, the disposition of the
(f) Personal references.
Section 2.22 CONFLICT OF INTEREST
2.22.1 No employee shall be directly or indirectly interested in
any contract with the City, or any department thereof,
and no employee shall participate as either an elected or
appointed officer or board member of any outside govern-
mental body or private organization in any capacity in
which he or she would potentially be likely to make any
decision that would be adverse to or conflict with the
City's financial interests.
ARTICLE 3 - GENERAL CONDUCT, DISCIPLINE, TERMINATION AND APPEAL
~~.
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Section 3.1 PERSONAL APPEARANCE AND CONDUCT
3.1.1 Public relations shall be an integral part of each emplo-
yee's job.
3.1.2 A11 employees shall be neat and clean in appearance and
shall conduct themselves in a manner which is appropriate
for an employee in the public service.
3.1.3 Employees shall be courteous, efficient and helpful to
everyone. in their work and shall do the best job possible
on every assignment.
Section 3.2 CAUSES FOR WARNING, SUSPENSION OR DISMISSAL
3.2.1 When an employee's conduct falls below desirable stan-
dards, he may be subject to displinary action.
3.2.2 General reasons for which an employee may be disciplined
include:
(a) Drinking intoxicating beverages or use of illegal
drugs on the job or arriving on the job under the
influence of intoxicating beverages or drugs;
(b) Violation of a lawful duty;
(c) Insubordination;
(d) Breach of discipline;
(e) Being absent from work without first notifying and
securing permission from an employee's supervisor;
(f} Being habitually absent or tardy for any reason;
17
(g) Misconduct;
(h) Conviction of a felony or of a misdemeanor involving
moral turpitude;
(i) Using religious., political or fraternal influence;
(j) Accepting fees, gifts, or other valuable things in
the performance of the employee's official duties
for the City;
(k) Inability to perform the assigned job;
(1) Incompetency, inefficiency or inattention to or
dereliction of duty;
(m) Dishonesty,. intemperance, drug addiction, immoral
conduct, insubordination or discourteous treatment
of the. public or a fellow employee;
(n) Willful giving of false information or withholding
of information with the intent to deceive when
applying for employment or in connection with per-
formance of employment.;
(o) Any other willful failure of good conduct tending to
_, be harmful to the City of Central Point or its
sE., citizens..
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(p) Violation of any Personnel Policies and Procedures
contained herein or departmental rules and regu-
lations adopted pursuant to Section 2.13.
Section 3.3 FORM OF DISCIPLINARY ACTION
3.3.1 Disciplinary action ranges from oral or written repri-
mands to suspension, demotion and finally dismissal from
the City service, and depends on the severity of the
offense, as well as the number and the frequency of pre-
vious acts of misconduct.
3.3.2 It shall be the duty of all City employees to comply with
and assist in carrying into effect the provisions of the
City's personnel rules and regulations.. No permanent
employee 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 disciplin-
ary action. Discipline shall be of increasingly progres-
sive severity whenever possible.
la
3.3.4 A written notice shall be given each employee for each
r disciplinary action stating the reasons for the disci-
plinary action and the date it shall take effect. The
notice shall be given to the employee at the time such
action is taken. A copy of the notice signed by the
employee shall be placed in the employee's personnel file
and shall serve as prima facie evidence of delivery.
3.3.5 All permanent employees shall hav
disciplinary action taken against
calendar days after the effective
action. Appeals shall be made as
accordance with the provisions of
resolution.
Section 3.4 GRIEVANCE PROCEDURE
a the right to appeal
them within ten (10)
date of disciplinary
grievances in
Section 3.4 of this
3.4.1 A grievance is defined to be any question or controversy
between. any employee and the City involving the
application of the provisions of this resolution.
3.4.2 When such problems arise,. an attempt will be made by the
employee and his immediate supervisor to settle them
informally. A problem which cannot be resolved infor-
mally will be processed as a grievance.
3.4.3 Each grievance will be processed. in the following manner:
Step 1 Within ten (10) calendar days after the occur-
rence of the cause of complaint, the employee
involved will reduce his grievance to writing
stating his reasons therefor and the relief
requested and will present it to his department
head, provided, however, that if the aggrieved
did not become aware of the occurrence until a
later date, then he must initiate action within
ten (10) calendar days following actual knowledge
of such occurrence. Within two (2) workdays
after the grievance is submitted to the depart-
ment head, the department head will discuss the
grievance with the employee involved and their
immediate supervisor and attempt to resolve it.
If he wishes, the employee involved may be
accompanied at such meeting by a representative.
Within two (2) workdays after this meeting, the
department head will state his. decision in
writing and provide a copy to the employee.
Step 2 If the employee is not satisfied with the deci-
sion concerning his grievance made by the depart-
ment head, he may, within two (2) workdays of
his receipt of such decision, forward his griev-
(,- ante to the City Administrator. The City
lg
Administrator will schedule a hearing on the
_ grievance within five (5) workdays of its
receipt by him and will notify the employee and
i the department head of the time and place of
hearing. 'Within three (3) workdays following
such hearing, the City Administrator shall state
his decision in writing and provide a copy to the
employee.
Step 3 If the employee is not satisfied with the dis-
position of his grievance by the City Administra-
tor, he may request., within five (5) workdays
upon receipt of said decision, that the question
be brought before the City Council at executive
session. The City Administrator, upon receipt of
such request, shall cause said matter to be
placed upon the agenda of the next executive ses-
sion of the City Council of the City of Central
Point; and notice of the time and place of said
session shall be provided to the employee. The
employee,. the department head and. any other in-
terested persons shall be given the opportunity
to be heard at the time of the said executive
session, provided, however, that witnesses may be
required to remain outside of the executive ses-
sion, except for the time that they are actually
testifying in regard to the grievance. The City
Council shalt then render a decision within ten
r~;;`~
,~~. (10) days of the date of said executive session;.
and unless said decision is rendered at the time
of the executive session and in the presence of
the employee, said decision shall be in writing
and a copy thereof shall be provided to the em-
ployee. The decision of the City Council shall
be final.
3.4.4 If the grievance procedures are not. initiated within the
time limits established by this section, the grievance
shall be considered not to have existed..
3.4.5 Any grievance not taken to the next step of the grievance
procedure shall be considered settled on the basis of the
last reply made and received in accordance with the pro-
visions of this section.
3.4.6 If the City fails to meet or answer any grievance within
the time limits prescribed. for such action by this sec-
tion, such grievance shall automatically advance to the
next step.. If the City fails to meet or answer any
grievance on the last step of the grievance procedure
within the time limits prescribed for such action by this
section, it shall be deemed that the City has considered
the grievance to be in favor of the grievant and shall
resolve the matter accordingly.
20
3.4.7 The time limits prescribed in this section for the ini-
tiation and completion of the steps of the grievance
procedure may be extended by mutual consent of the par-
ties so involved. Likewise, any step in the grievance
procedure may be eliminated by mutual consent. Mutual
consent shall be indicated in writing and shall be signed
by all parties involved.
3.4.8 No employee shall be disciplined or discriminated against
in any way because of the employee's proper use of the
grievance procedure.
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 Permanent (and probationary) employees with a satisfac-
tory record of service who resign their positions (in
acco;dance with the provisions of this resolution for
resignation from the City service.) may, on their written
request, withdraw such resignation within ninety (90)
days from the effective date thereof and be considered.
far re-employment in the same or comparable classifica-
tion to the one resigned..
Section 3.7 COST CONSCIOUSNESS
3..7.1 City employees shall practice every economy possible in
the discharge of their duties.
3.7.2 Employees are encouraged to recommend to their supervi-
sors work procedures which will result in a cost saving
or improved service to the public.
Section 3.8 SAFETY
3..8.1 The City Administrator shall be responsible for the de-
velopment and maintenance of a safety program. Such
program shall include safety regulations and discipline
controls.
3.8.2. Department heads, supervisors and employees shall guard
21
the safety of themselves, fellow employees and the
public.
3.8..3 When accidents occur on City property, the employee shall
contact his supervisor immediately; and the supervisor
shall complete. a City accident report form. Zn 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 Gity 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,. there-
fore, neither legally nor morally liable foz accidents or
injuries which may occur.
3.9.2 If an employee is negligent in the performance of duties
and responsibilities, and if an accident results from
such negligent performance of duties and. responsibili-
~~^`,, ties, the employee may be held personally and legally
F: ~w liable.
Section 3.10 EQUIPMENT
3.10.1 Equipment owned by the City of Central Point shall be
used only on the City's business.
3.10.2 Provided that they reside within the City limits, the
City Administrator, Fire. Chief, Public Works Director and
Police. Chief may use a City vehicle to commute to and
from their residence, but for no other personal use. Any
other individual duly authorized by the City Admini-
strator or department head, may take a City vehicle home
on an as-needed basis to fulfill City responsibilities.
In no event shall an employee or officer of the City
allow unauthorized persons to use, borrow or rent a City
vehicle. Each City employee shall comply with all laws
and ordinances regarding the operation of City vehicles
and shall be personally responsible for any penalties or
damages incurred while driving a City vehicle if the
employee is found. to be negligent in his action.
22
ARTICLE 4 - CLASSIFICATION PLAN
I Section 4.1 POSITION CLASSIFICATION PLAN
4.1,1 Preparation of Plan. The City Administrator shall record
the duties and responsibilities of each employee position
in the City, and, after consulting. with the department
heads, shall recommend a classification plan for each
position. When approved by the City Council, the plan
shall be known as the "Classification Plan". It shall
establish titles for each class and specify training, ex-
perience and other qualifications necessary and desirable
for successful performance of the duties of employee
positions in each class,. and specify the relationship
between positions and classes. The Classification Plan
shall be developed and maintained so that each position
substantially similar with respect to duties, responsi-
bilities, authority and character of work is included
within the same class. The City Administrator may in-
clude operational procedures for each department as a
part. of the Classification Plan. The Classification Plan
shall be readily available for inspection by employees,
prospective fob 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
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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 Specifi-
cation shall be maintained. by the City Administrator.
(a) The classification of positions may hereinafter be
amended by the addition, division, consolidation or
abolishment. of classes on the recommendation of the
City Administrator and. the adoption by the City
Council.
4.1.5 Each position shall be allocated to its appropriate class
on the basis of duties and. responsibilities. The present
allocation of positions may hereafter be changed by the
City Administrator provided the proposed change conforms
23
with this resolution.
Section 4.2 TITLES AND SPECIFICATIONS
4.Z.1 The position classification plan shall include titles and
written specifications for the various classes of posi-
tions as a guide toward equal pay for equal work. Job
titles shall refer to a particular position not to the
individual filling a particular position and shall be
used in all personnel, budget and financial records.
4.2.2 Each position shall
on the basis of the
position..
be allocated to an appropriate class
duties and responsibilities of the
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 cir-
cumvent the effects of disciplinary action or to avoid
restrictions concerning compensations.
Section 4.4 NEW POSITIONS
4.4.1 The City Administrator shall be responsible for keeping
the classification plan current through periodic studies
of the positions within the City service.
4.4.2 No position. or class shall carry an official title which
has not been approved by the Common Council as being
appropriate to the duties performed.
4.4.3 The Common Council may create new positions and allocate
the positions to an appropriate class.
4.4.4 In the event a vacancy occurs in any position or class
24
created by this resolution, the .City Administrator shall
~ fill the vacancy from qualified persons in the City
employ, but if no persons in the City employ are quali-
( Pied, then he may fill such position by persons outside
the City employ..
ARTICLE 5 - PAY PLAN AND COMPENSATION
Section 5.1 PAY PLAN.
5.1..1 The City Administrator shall prepare a compensation plan
which .shall prescribe a minimum,. a maximum and. any
intermediate rates of pay appropriate for each class..
5.1.2 The rate or range for each class shall equitably reflect
the difference. in duties and responsibilities and shall
be treated to compensation for comparable positions in
other places of public and private employment within the
same job market.
5..1.3 The salaries or rates of compensation prescribed are
fined 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. '
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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 proba-
tionary,period of six (6) months and twelve (12) months
for Police and Fire personnel, and on the basis of a
written recommendation by .the department head and upon
the City Administrator's approval. ,Thereafter, advance-
ment. to the higher salary range steps shall be made fol-
in the lower
lowing the completion of a year of service
.
step of the range on the basis of a written recommenda-
tion by the department head and upon the City Administra-
to~'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
a....
steps listed as Table Land Table I L constitutes the com-
25
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 main-
tained,. 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 Gouncil shall by resolution adjust the
salaries and rates of compensation and benefits for all
City officers and employees.
5.2.4 In addition to the adjustment procedure to be conducted
annually as set forth herein, the Council, upon the City
Administrator's recommendation, may from time to time
effect such other adjustments to the salaries or compen-
sation paid to City officers and employees in the City
service as the Council may by resolution determine.
a~ Section 5.3 APPOINTEE COMPENSATION
ct,=
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5.3.1 Upon initial appointment to a position, the employee
shah 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 ex-
perience may temporarily underfill a position at a salary
less than that for the class.
Section 5.4 PAY DAY
5.4.1 Normally, employees shall be paid on the fifth calendar
day of each. month. If the fifth calendar day of the
month falls on a Saturday, Sunday or a holiday, employees
shall be paid on the last working day preceding the fifth
calendar day of the month.
5.4..2 An employee may elect to receive a partial payment far
the first fifteen (15) days. of the month. The maximum
,r,- partial payment an employee may receive shall not exceed
27
thirty percent (302) of the employee's gross monthly
earnings.. An employee shall be limited to one partial
payment in each thirty (30) day period.
Section 5.5 OVERTIME
5.5.1 Department heads and supervisors shall assign to each.
employee regular work duties and responsibilities which
can normally be accomplished within the established work-
day and workweek. Employees shall not work overtime
without prior written approval from a supervisor.
5.5.2 When employees are required to work overtime, department
heads may authorize compensatory time off or overtime pay
which shall be one and one-half (1~) times the employee's
regular hourly rate of pay. Whenever possible, depart-
ment heads shall schedule time off within a workday,
workweek or work period. to maintain scheduled work hours.
In situations in which compensatory time. is allowable
under this section, the determination as to whether to
make cash payment or grant compensatory time off shall
rest with the department head who shall give due con-
sideration to the desires of the employee, to budgetary
controls and to the provisions of Section 5.5.3 of these
policies.
- 5.5.3 Compensatory time accumulation shall. not exceed one work-
day. Once this maximum accumulation has been reached,
`l{``~ all overtime compensation earned by the employee shall be
scheduled off at the earliest possible time by the
depa;tment head who shall give due consideration to the
desires of the. employee.
5.5.4 For some positions, overtime is considered part of the
job responsibility and, therefore, does not justify over-
time compensation. Compensation. for overtime shall not
be granted to the following positions:
(a) City Administrator
(b) Administrative staff
(c) Executive, administrative and professional personnel
as defined by the Federal Fair Labor Standards Act.
5.5.5 The City Administrator may grant time off with pay for
positions described in Section 5.5.4 due to unusual cir-
cumstances such as extra hours worked on specially re-
quested projects and meetings attended outside the normal
position description.
28
RESOLUTION N0. 484
A RESOLUTION REVISING PERSONNEL POLICIES
AND PROCEDURES
WHEREAS, Chapter 2.48 of the Central Point Municipal Code
authorizes and directs. the City Council to adopt rules relating to
personnel matters, and the City Council having heretofore by Resolution
Numbers 280, 300, 321, 346,. 359, 396, 415, 434 and 442, and 454 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 17th day of Suly 1987.
f
~ - - ;.
~-.~--
Mayor
ATTEST:
City Representative
Approved by me this 17th day of
1987.
.,-1
_-
Mayor
Reso. No. 484 1 of 1
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P E R S O N N E L P O L I C I E S
A N D
PROCEDURE S
Exhibit A
TABLE OF CONTENTS
t` Section Page No.
Resolutio n. . . . 1
PURPOSE, VARIANCES AND DEFINITIONS
1.1 Purpose. 2
1.2 Variances. . 2
1.3 Definitions. 2
PERSONNEL POLICIES & PROCEDURES
2.1 Appointment. 8
2.2 Probationary Period. . 9
2.3 Hours of Work. .10
2.4 Attendance. . . 10
,~., 2.5
~~Y A Personnel Records. .10
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2.6 Promotions, Demotions, Transfers,
DisciplinQ, and Discharge . 11
2.7 Transfers. .12
2.8 Promotions. 12
2.9 Layoff. 12
2.10 Leave of Absence Without Pay. 12
2.11 Outside Employment and Off-Duty Activities. 13
2.12 Residence Requirement. .13
2.13 Departmental Rules and Regulations. 13
2.14 Travel Expense. . 14
2.15 In-Service Training. .14
2.16 Selling and Peddling Among Employees. . 15
2.17
f Political Activity. . , 15
i
Table of Contents (continued)
i Section Page No.
2.1.8 Relatives in the Gity Service. .15
2..19 Examinations and Testing. 15
2.20 On-Call Status. 16
2.21 Biography of Administrative Personnel. . .16
2.22 Conflict of Interest ... 17
GENERAL CONDUCT, DISCIPLINE, TERMINATION, AND APPEAL
3.1 Personal Appearance and Conduct 18
3.2 Causes for Warning, Suspension or Dismissal. .18
3.3 Form of Disciplinary Action. .19
3.4 Grievance Procedure. .20
3.5 Resignation. . .22
,_,
3.6 Re-Employment. .22
~
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` 3.7 Cost Consciousness. . 22
3.8 Safety. 22
3.9 Legal Liability. . .23
3.10 Equipment. . .23
CLASSIFICATION PLAN
4.1 Position Classification Plan. . 24
4.2 Titles and Specifications. .25
4.3 Reclassification . .25
4.4 New Positions. . . .25
PAY PLAN AND COMPENSATION
5.1 Pay Plan. . 27
{ 5.2 Analysis of Pay Plan. . . 28
ii
Table of Contents (continued)
(, Section Page No.
5.3 Appointee Compensation. . 29
5.4 Payday. 29
S.S Overtime. . 30
5.6 Payment Upon Classification Change. . 31
5.7 Part-Time Employment. .. 32
5.8 Government-Funded Program. .32
FRINGE BENEFITS
6.1 Holidays and Leave in Lieu of Holidays. . 33
6.2 Vacation Time 34
6.3 Sick Leave. 36
6.4 Leave of Absence with Pay. .37
cE-
"`~ 6.5 Educational Opportunities. .38
6.6 Retirement. . . 39
6.7 Retirement Age. 39
6.8 Social Security. .39
6.9 Industrial Accidents. 39
6.10 Medical and Hospital Insurance. 40
6.11 Life Insurance. . 40
6.12 Additional Group Coverage. . .40
6.13 Disability Insurance. 40
6.14 Dental Insurance. 40
6.15 Reserve Police Officers. .40
6.16 Uniform Issue. and Replacement. .41
{
. iii
Table of Contents (continued)
~. Section Page No.
AFFIRMATIVE ACTION POLICY AND PROGRAM
7.1 Statement of Policy. .42
7.2 Goals. . .42
7.3 Recruitment and Selection. .42
7.4 Employment Forms and Classification Systems. .43
7.5 Promotions. 43
7.6 Rate of Pay - Compensation. 43
7.7 Responsibility for Program. 43
7.8 Grievances. . 43
7.9 Employment Goals. 43
POSITION CLASSIFICATION PAY PLAN - July, 1985 - TABLE I. .44
~
F
TABLE OF
`~ BASIC SALARY RANGES - TABLE IL .45
ORGANIZATION CHART. . 48
iv
PURPOSE, VARIANCES AND DEFINITIONS
Section 1.1 PURPOSE. The purpose of this resolution is to provide
systematic and equitable procedures and regulations relating to the
hiring, compensation, hours of work, leave, safety, training, working
conditions, promotions, transfer, discipline, removal and other matters
affecting the status of employees of the City of Central Point. Said
rules and regulations are provided to maintain uniformity and equity in
personnel matters which will make the City service attractive as a
career and to encourage each employee to give his best service to the
City.
Section 1.2 VARIANCES. The City Administrator shall have the power to
vary or modify the strict application of the provisions of this resolu-
tion in any case in which the strict application of said provisions
would result in practical difficulties or unnecessary hardships.
Section 1.3 DEFINITIONS. As used in this resolution, the following
terms shall have the meanings indicated. Throughout. this document the
masculine is intended to include the feminine and vice-versa..
(a) Administrative Staff. A person directly responsible to the
City Administrator.
~~,. (b) Advancement. A salary increase within the limits of a pay
~-:€ range established for a class..
(c) Allocation. The assignment of a single position to its proper
class in accordance with the duties performed and the author-
ity and responsibility exercised.
(d) Anniversary Date. Anniversary date means the first date of
the month following date of employment of officers and employ-
ees unless the employment begins on the first day of the month
in which case the day of employment applies..
(e) Appeal. A request to a supervisor, department head or City
Administrator for consideration of and a decision or ruling on
a problem or situation.
(f) Appointing Power. The City Administrator or department head
to whom authority is delegated to make the appointment to fill
a vacant position.
(g) Calendar Year. Twelve (12) month period beginning January 1
and ending December 31.
(h) Central Personnel File. A file maintained in the office of
the appointing power which contains complete personnel records
of all City employees.
2
(i) City Administrator. The chief executive officer and the head
of the administrative branch of the City government who is
directly responsible to the Common Council for the proper
!~ administration of all affairs of the City.
(j) Class. A group of positions. sufficiently alike in responsi-
bilities and authorities to require similar qualifications..
(k) Class Specification. A written description of each class of
position including a class title, a statement of duties, the
supervision relationships, and the relationships other than
supervision.
(1) Compensation. This means the salary, wages, allowance, and
all other forms of valuable consideration earned by or paid to
any employee by reason of service in any position, but does
not include any allowances authorized and incurred as inci-
dents to employment.
(m) Gompensatory Time Off. Time off from work to compensate the
employee for overtime or holiday worked.
(n) Continuous Service. Employment with the City without a break
or interruption; in computing continuous service for the
purpose of this resolution, neither military leaves nor leaves
of absence on account of illness, whether with or without pay,
shall be construed as a break in employment or service. Other
Fr,"~.1 absences aggregating in excess of six (6) months in any period
rt~;;l of twelve (12) months. including layoffs on account of lack of
work, lack of funds or abolishment of positions shall be con-
strued as ,breaking continuous service.
(o) Demotion. A transfer of an employee from a position in one
class to a position in another class which has a lower salary
range.
(p) Department. A major functional unit of the City government,
(q) Department Head. A person directly responsible to the City
Administrator for the administration of a department.
(r) Discharge. Termination of employment with the City for
reasons attributable to the employee.
(s) Disciplinary Action. Imposition of certain personnel actions,
e.g., reprimand, warning, suspension, dismissal, demotion, as
a result of conduct detrimental to the City.
(t) Dismissal. Termination of employment with the City for
reasons attributable to the employee..
(u) Duty Day. Any day or shift on which an employee is scheduled
to be available for work.
3
(v) Employee. Anyone who receives compensation for
employment with the City of Central Point
(w) Examination. A test for the purpose of evaluating an
i - applicant for an employment vacancy.
(x) Exempt Service. All positions of elective and appointive
officials specifically designated by the City Council to be
exempt from the classification plan.
(y} Full-Time Employee. Any employee who works a full work day as
herein defined, except for part-time employees, temporary
part-time employees and temporary employees.
(z) Government-Funded Employee. An employee who may hold either a
part-time or full-time position, but due to the nature of the
funding, it is to be considered a non-permanent position.
This employee. may receive selected City benefits which shall
accrue to his or her position,. but no benefits shall be trans-
ferable to a permanent position except as provided herein.
(aa) Grievance. An employee's oral or written expression of dis-
satisfaction with some aspect of his employment, a management
decision affecting him, or an alleged violation of his rights
for the purpose of attempting to gain an adjustment of said
cause for dissatisfaction.
(ab) Hourly Rate. Rate of compensation for each hour of work per-
formed. It is determined "by dividing. the annual regular
~~.,'. salary by the regular number of hours worked each year.
(ac) Immediate ,Family. The husband, wife, son, daughter, father,
mother, brother, sister, father-in-law, mother-in-law, or a
relative living in the employee's household.
(ad) Last Date of Hire. The date of the beginning of the emplo-
yee's current term of continuous service.
(ae) Layoff. A separation from employment because of organiza-
tional changes, lack of work, lack of funds, or other reasons
not reflecting discredit upon an employee.
(af) Leave of Absence. Time off from work for reasons within. the
scope and purpose. of these rules and regulations upon prior
approval of the employee's department head or City
Administrator.
(ag) Mayor. The elected chief executive officer and head of the
administrative branch of the City government who is directly
responsible for the proper administration of all affairs of
the City.
(ah) Military Leave. Leave of absence for an employee entering
reserve military training duty.
(,,
4
(ai) Month. One calendar month..
(„ (aj) Non-Permanent Position. A position which is established. and
is not a position of indeterminate duration, e.g., a
government-funded program.
(ak) Non-Occupational Disability. Disability from an accident or
sickness suffered or contracted by the employee which cannot
be attributed to the performance of assigned duties.
(al) Overtime. Overtime shall be considered as time worked in
excess of eight (8) hours in a workday or forty (40) hours in
a workweek, except for the classification of Police Officer,
in which event overtime shall be, considered as time worked in
excess of 171 hours 3n a twenty-eight (28) day work period,
and except for Fire Department employees, for whom overtime.
shall be considered. as time worked in excess of 204 hours in a
twenty-seven (27) day work period.
(am) Part-Time Employee. Apart-time employee is one who works
less than 100 of a workweek and of indefinite tenure. Fringe
benefits for such part-time employees shall be as outlined
herein.
_ (an) Permanent Employee. An employee who has been retained in his
appointed position after the completion of this probationary
- period.
~ri~' (ao) Personnel Action. Any action taken with reference to appoint-
`" merit, compensation, promotion, transfer, layoff, dismissal, or
other action affecting the status of employment.
(ap) Position. Means a group of current duties and responsibili-
ties assigned or delegated by competent authority, requiring
the full or part-time services of one person.
(aq) Probationary 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.
(ar) 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.
(as) 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.
(at) 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.
5
(auJ Seniority. Priority of an employee based on the amount of
time since the employee's last date of hire,
(av) 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.
(aw) Sleeper Fire Fighter. A volunteer member of the Fire Depart-
ment who is assigned to work with one of the full-time shifts.
This fire fighter receives his or her room in return for work-
ing all scheduled workdays, including weekends and holidays,
except for the time which the sleeper fire fighter requires to
maintain a full-time position with another organization or to
attend a recognized educational institution. A sleeper fire
fighter is appointed by and serves at the discretion of the
City Administrator upon. considering recommendations from the
department head.
(ax) Supervisor. Any person. who is responsible to a higher divi-
sional or departmental. level of authority and who directs the
work of others.
(ay) Suspension. Temporary separation of an employee from City
service without pay for disciplinary purposes.
(az) Temporary Employee. A temporary employee is one who occupies
-~ a position normally staffed less than twelve (12) months a
year or one who replaces an employee on leave. Temporary
haw, employees will not be eligible for sick leave or vacation with
pay or other fringe benefits.
(ba) Temporary Part-Time Employee. A temporary part-time employee
is one who works less than 100% of a workweek of a defined
temporary tenure. Such temporary part-time employees do not
earn nor accrue any fringe benefits.
(bb) Transfer. A change of an employee from one position to
another in the same class or to a position in a comparable
class within the City service..
(bc) 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.
(bd) Workday. The regularly scheduled workday shall be eight (8)
hours. For fire personnel, the workday shall be twenty-four
(24) hours.
(b e) 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
6
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.
(bf) 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.
~.
'tl:,iti
E~;;r,.
7
ARTICLE 2 - PERSONNEL POLICIES AND PROCEDURES
Section 2.1 APPOINTMENT
2.1.1 All original appointments to vacancies shall be made by
the City Administrator solely upon considering recommen-
dations from the department head and on the basis of
merit, efficiency and fitness. The appointments shall be
relayed to the Council at their next regularly scheduled
Council meeting.. These qualities shall be determined
through careful. and impartial evaluation of at least the
following.:
(a) The applicant's level of training relative to the
requirements of the position for which he has
applied.
(b) The applicant's level of education relative to the
requirements of the position for which he has
applied.
(c) The applicant's physical fitness relative to the re-
quirements of the position for which he has applied.
(d) The results of an oral interview; and
(e) Whenever practical,. the results of a competitive
written examination or demonstration test., which
~~=~ shall be a fair and valid test of the abilities and
` aptitudes of applicants for the duties to be
_performed.
(f) Fire Department prospective employees shall first
pass a physical test, the standards of which shall
be established by the department head of the em-
ployee or prospective employee, Such standards
shall be adopted in writing and filed with the City
Administrator and available for inspection by the
employee, prospective employee and general public.
They shall from time to time be revised as the
department head deems appropriate, but a current
copy thereof shall be on file with the City Adminis-
trator at all times.
(g) Reserve police officers of the Central Point Police.
Department shall be appointed only after compliance
with certain selection procedures as published in
department rules and orders. No agreement, neither
explicit nor implicit, shall govern or otherwise
control the length or duration of appointment.
Z. 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,
S
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 verifi-
cation prior to appointment.
2.1.4 If required by the department, applicants shall be
fingerprinted prior to appointment.
2.1.5 Any job applicant or employee may be required to take a
physical examination. In cases where a physical examina-
tion is deemed advisable, the City shall pay the cost of
the examination.
2..1.6 All decisions regarding hiring, discipline or discharge
shall be made without regard to the sex, handicap,
race, color, ancestry, national origin or political or
religious affiliation of the prospective employee.. No
person shall be employed 3n 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 PROBATIONARY PERIOD
~'~'~~,-~' 2..2..1 All on anal and romotional a ointments shall be tenta-
_~. S ~ P PP
tive and subject to a probationary period of not less
than.six (6) consecutive months' service and twelve (12)
months for police and fire personnel. All probationary
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 probationary 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 probationary period, the employee shall not be
eligible for vacation benefits, but he shall earn vaca-
tion credit to be taken at a later date.
2.2.4 Upon completion of the probationary period, the employee
shall be considered as having satisfactorily demonstrated
qualifications for the position, shall gain regular
status, and shall be so informed through his supervisor.
2.2.5 During the probationary period, a probationary employee
may be terminated at any time without appeal. The
employee shall not have the right to exercise any of the
~- grievance procedures established hereby for demotion,
9
discipline or discharge.
2..2.6 In the case of promotional appointments, the promoted em-
ployee may be demoted at any time during the probationary
period without appeal, provided that the. probationary em-
ployee be reinstated in the class designation from which
he was promoted, even though this necessitates the lay-
off of the employee occupying the position.
Section 2.3 HOURS OF WORK
2.3.1 The hours which City departments shall be open for busi-
ness shall be determined by the City Administrator.
Section 2.4 ATTENDANCE
2.4.1 Employees shall be in attendance at their work in accor-
dance with the rules regarding hours of work, holidays
and leaves of absence.
2.4.2 An employee shall not absent. himself from work for any
reason other than those specified in this resolution
without making prior arrangements with his supervisor.
Unless such prior arrangements are made, an employee who
for any reason fails to report to work shall make a sin-
cere effort to immediately notify his supervisor of his
reason for being absent. If the absence continues beyond
F.Y;. the first day, the employee shall notify the supervisor
v,;:F:> on a daily basis. unless. other arrangements have been made
- with the supervisor.
2.4.3 Departments shall maintain records of employees'
attendance.
2.4.4 Any unauthorized absence of an employee from duty shall
be deemed to be an absence without pay and may be cause
for disciplinary action.
Section 2.5 PERSONNEL RECORDS
2.5.1 The City Administrator shall cause a service or personnel
record to be maintained 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 confiden-
tial and shall be accessible only to the following:
.(
10
(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.
2.5.5 An employee desiring that material which he feels is in-
correct or derogatory towards him should be removed from
the. personnel records shall have the right to pursue his
complaint through the grievance procedure.
2.5.6 Any employee shall have the right of reasonable inspec-
tion of his file during business hours.
2.5.7 Letters of consultation or reprimand shall be considered
temporary contents of the record and shall be removed
~r upon request of the employee after five (5) years from
~'i~.t placement in the employee's record. Receipt by an em-
°• ployee of five (5) written reprimands within a five (5)
year period shall be grounds for automatic termination.
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
DISCflAROE
2.6.1 The City Administrator shall have the right, upon consi-
dering recommendations from the department head, to pro-
mote, demote,. transfer, discipline or discharge any
employee. Promotions and transfers shall be made in such
cases as the City Administrator deems necessary and
appropriate to the efficient operation of City business
and if the promotion or transfer does not involve a de-
crease 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 permanent employee de-
moted,. disciplined or discharged may seek review of such
action under the grievance procedure set forth below.
11
Section 2.7 TRANSFERS
2.7.1 Requests from employees for transfers from one department
to another shall be made in writing and shall be directed
to the employee's present department head and referred to
the appropriate department head and the appointing power.
Such. requests shall be given consideration when a suit-
able vacancy occurs; however, no employee shall be trans-
ferred to a position for which he does not possess the
minimum qualifications.
Section 2.8 PROMOTIONS
2.8.1 All job vacancies shall, whenever possible, be filled by
promoting qualified employees within the City service.
2.8.2 Nevertheless, the appointing power may recruit applicants
from outside the City service whenever he has reason to
believe that better qualified applicants are available
outside the City service.
2.8.3 The appointment to fill the vacancy shall. be made on a
competitive basis utilizing. the criteria for appointments
established in Section 2.1 of this resolution. Where
qualifications and ability are relatively equal, senior-
ity within the City service shall be the determining
factor.
,u>. _
ws~v Section 2.9 LAYOFF
2.9.1 If there are changes of duties in the organization, lack
of work or lack of funds, the appointing power shall
first make every reasonable effort to integrate those
employees into another department by transfer. When
layoffs are required, the appointing power shall base the
decision on relative merits, and shall give due consider-
ation to seniority in the City service only where the em-
ployee's qualifications and ability are relatively equal.
Section 2.10 LEAVE OF ABSENCE WITHOUT PAY
2.10.1 A permanent employee 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
12
vacation will not be made for a leave of absence.
2,10.3 Other benefits for the employee will not be paid for
during a leave of absence.
Section 2.11 OUTSIDE EMPLOYMENT AND OFF-DUTY ACTIVITIES
2.11.1 In addition to the standards of conduct set forth herein-
after under the conduct code portion of this resolution,
no employee shall carry on concurrently with his public
service any private business or undertaking which affects
the time or quality of his work or which casts discredit
upon or creates embarrassment. for the City of Central
Point. The City Administrator shall in his discretion
enforce the terms of this provision, and such enforcement
shall be subject to the grievance. procedure set forth
herein.
2.11.2 No full-time employee shall accept. outside employment,
whether part-time, temporary or permanent, without prior
written approval from the City Administrator. Each
change in outside employment shall require separate
approval..
2.11,3 To be approved, outside employment shall:
(a) Be compatible with the employee's City work;
~~''~ (b} In no way detract from the efficiency of the
xi
employee in his City work; and
(c) In no way conflict with. the interest of the City or
be a discredit to the City.
Section 2.12 RESIDENCE REQUIREMENT
2.12.1 Residency shall not be a condition of initial appointment
or continued employment. Employees are encouraged, how-
ever, to live within five (5) miles by road of City Hall
and to participate in civic affairs. All residency out-
side City limits shall be first approved. by the City
Administrator who shall take into consideration the time
necessary for personnel to be able to respond if called
to work during emergencies..
Section 2.13 DEPARTMENTAL RULES AATD 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.
13
Section 2,14 TRAVEL EXPENSE
2.14.1 When employees are required
City business, reimbursement
be determined as follows.:
to travel outside the City on
for expenses incurred shall
(a) Prior to traveling outside the City, the employee
shall obtain approval for the trip and the mode of
travel from the department head.
(b) Travel on official business outside the City by a
single individual should be via public carrier or
City-owned vehicle. If the employee is authorized
to use a private vehicle, mileage shall be paid at
the rate of $0.25 per mile. This rate includes all
travel, insurance and storage expense of the
vehicle.
(c) When travel by City-owned vehicle or public carrier
is practical but the employee elects to use his own
vehicle for personal reasons, the employee shall be
reimbursed an amount equal to the fare of the public
carrier that would have been deemed most practical
to provide the service.
(d) 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.
v+,~
2.14.2 The #ollowing rates will be considered maximum to be re-
imbursed for travel expenses:
(for other than training. or convention when staying at
the meeting hotel)
Lodging
Breakfast
Lunch
Dinner
Total per diem
$36.00 per night
$ 5.00
5.00
10.00
$20.00
2.14.3 City vehicles shall not be used for private purposes.
Section 2.15 IN-SERVICE TRAINING
2.15.1 The. City Administrator shall encourage training oppor-
tunities for employees and supervisors in order that
services rendered to the City will be more effective. He
shall assist department heads in meeting training needs
in their department and in developing training. programs
-~-, designed to meet immediately City-wide personnel needs
14
and. to prepare employees for promotion to positions of
., greater responsibility.
2.15.2 Training sessions may be conducted during regular work-
ing hours at the discretion of department heads.
Section 2.16 SELLING AND PEDDLING AMONG EMPLOYEES
2.16.1 No peddling, soliciting, or sale for charitable or other
purposes shall be allowed among or by employees during
working. hours without the approval of the City
Administrator.
Section 2.17 POLITICAL ACTIVITY
2.17.1 No employee shall engage in political activity of any
nature during his or her hours of employment, and no
employee shall engage in any political activity purport-
ing to act in his official capacity or on behalf of the
City of Central Point.
2.17.2 Nothing contained within this section shall affect the
right of the employee to hold membership in and support a
political party, to vote as he chooses, to privately
express his opinions on all political subjects and can-
didates, to maintain political neutrality, and to attend
political meetings.
rte"
~zg- Section 2.18 RELATIVES IN THE CITY SERVICE
2.18.1 Two (2) members. of an immediate family shall not be
employed under the same supervisor. Neither shall two
(2) members of an immediate family be employed at the
same time,. regardless of the administrative department,
if such employment will result in an employee supervising
a member of his immediate family.
2.18.2 The provisions of this section shall apply to promotion,
demotions, transfers, reinstatements, and new
appointments.
Section 2.19 EXAMINATIONS AND TESTING
2.19.1 If requested by the City, employees shall submit to and
successfully pass the following:
(a) An annual medical examination at City expense to be
conducted on or before the employee's employment
anniversary date with the standards for passage
thereof to be determined by the physician selected
by the City for the administration of such examina-
tion having due regard for the work to be performed
by the employee.
15
Section 2_20 ON-CALL. STATUS
2.20.1 Public Works - Due to the potential for emergency situa-
tions affecting the health and safety of the citizens of
the City of Central Point, all Public Works employees
shall be on "public works on-call status" at such times.
as are scheduled for that employee by the City
Administrator or department head. It shall be the re-
sponsibility of any employee on call to at all times keep
the Police Department dispatcher advised of his or her
location, and to be immediately available to perform
emergency maintenance or repair work. Public Works
employees shall receive one (1) day compensating. time off
for each two (2) weekend days of on-call status and one
(1) day off for each holiday on call. No additional
compensation will be granted if the employee is called
upon to perform work while on call.
2.20.2 Fire Department -
(a) Regular City employees may serve on Fire Department
on-call status at the discretion of the City
Administrator. They shall be relieved of their City
duties during fire emergencies whereupon they shall
report immediately to~their assigned fire duty.
(b) Other Volunteers. Non-employee volunteers shall be
~~:: required to attend. training and fire calls through-
[~S~' out the. year.
Section 2.21 BIOG$APHY OF ADMINISTRATIVE PERSONNEL
2.21..1 The biography of any individual considered for any
administrative staff position shall be submitted. to the
City of Central Point and shall contain the following
information:
(a) Name, title and address.
(b) Professional Experience: Briefly describing the
principal positions held with title,. name of
employer, and salaries received.
(c) Educational Experience: Listing all post-secondary
educational institutions attended and all degrees
and. honors received.
(d) Affiliations: Listing all organizations of which
the administrative personnel has been a member
during the previous ten (10) years, including a
statement of any offices held in such organizations
(e) A statement whether or not the administrative
personnel has been charged by any law enforcement
'.
16
authority with the. commission of a crime related to
,. the position, and if so, the disposition of the
charge.
(f) Personal references.
Section 2.22 CONFLICT OF INTEREST
2.22.1 No employee shall be directly or indirectly interested in
any contract with the City, or any department thereof,
and no employee shall participate as either an elected or
appointed officer or board member of any outside govern-
mental body or private organization in any capacity in
which he or she would potentially be likely to make any
decision that would be adverse to or conflict with the
City's financial interests.
ARTICLE 3 - GENERAL CONDUCT,. DISCIPLINE, TERMINATION AND APPEAL
Section 3.1 PERSONAL APPEARANCE AND CONDUCT
3.1.1 Public relations shall be an integral part of each. emplo-
yee`s job.
3.1.2 All employees shall be neat and clean in appearance and
. shall conduct themselves in a manner which is appropriate
for an employee in the public service.
~y< 3.1.3 Employees shall be courteous, efficient and helpful to
everyone in their work and shall do the best job possible
on every assignment.
Section 3.2 CAUSES FOR WARNING, SUSPENSION OR DISMISSAL
3.2.1 When an employee's conduct falls below desirable stan-
dards, he may be subject to displinary action.
3.2.2 General reasons for which an employee may be disciplined
include:
(a) Drinking intoxicating beverages or use of illegal
drugs on the job or arriving on the job under the
influence. of intoxicating beverages or drugs;
(b) Violation of a lawful duty;
(c) Insubordination;
(d) Breach of discipline;
(e) Being absent. from work without first notifying and
securing permission from an employee's supervisor;
(. (f) Being habitually absent or tardy for any reason.;
17
(g) Misconduct;
(h) Conviction of a felony or of a misdemeanor involving
moral turpitude;
(i) Using religious, political or fraternal influence;
(j) Accepting fees, gifts, or other valuable things in
the performance of the employee's official duties
for the City;
(k) Inability to perform the assigned job;
(1) Incompetency, inefficiency or inattention to or
dereliction of duty;
(m) Dishonesty, intemperance, drug addiction,. immoral
conduct, insubordination or discourteous treatment
of the public or a fellow employee;
(n) Willful giving of false information or withholding
of information with the intent to deceive when
applying. for employment or in connection with per-
formance of employment;
(o) Any other willful failure of good conduct tending to
be harmful to the City of Central Point or its
..,,. citizens. -
~~t
.1~ il3
(p) Violation of any Personnel Policies and Procedures
contained herein or departmental rules and regu-
lations adopted pursuant to Section 2.13.
Section 3.3 FORM OF DISCIPLINARY ACTION
3.3.1 Disciplinary action ranges from oral or written repri-
mands to suspension, demotion and. finally dismissal from
the City service, and depends on the severity of the
offense, as well as the number and the frequency of pre-
vious acts of misconduct.
3.3.2 It shall be the duty of all City employees to comply with
and assist in carrying into effect the provisions of the
City's personnel rules and regulations. No permanent
employee 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 disciplin-
ary action. Discipline shall be of increasingly progres-
sive severity whenever possible.
18
3.3.4 A written notice shall be given each employee for each
disciplinary action stating the reasons for the disci-
plinary action and the date it shall take effect. The
notice shall be given to the employee at the time such
action is taken. A copy of the notice signed by the
employee shall be placed in the employee's personnel file
and shall serve as prima facie evidence of delivery.
3.3.5 All permanent employees shall hav
disciplinary action taken against
calendar days. after the effective
action. Appeals shall be made as
accordance with the provisions of
resolution.
Section 3.4 GRIEVANCE PROCEDURE
the right to appeal
them within ten (10)
date of disciplinary
grievances in
Section 3.4 of this
3.4.1 A grievance is defined to be any question or controversy
between any employee and the City involving the.
application of the provisions of this resolution.
3.4.2. When such problems arise,. an attempt will be made by the
employee and his immediate supervisor to settle them
informally. A problem which cannot be resolved infor-
mally will be processed as a grievance.
3.4.3 Each grievance will lie processed in the following manner:
Step 1 Within ten (10) calendar days after the occur-
rence of the cause of complaint, the employee
involved will reduce his grievance to writing
stating his reasons therefor and the relief
requested and will present it to his department
head, provided, however, that if the aggrieved
did not become aware of the occurrence. until a
later date, then he must initiate action within
ten (10) calendar days following actual knowledge
of such occurrence. Within two (2) workdays
after the grievance is submitted to the depart-
ment head, the department head will discuss the
grievance with the employee involved and their
immediate supervisor and attempt to resolve it.
If he wishes, the employee involved may be
accompanied at such meeting by a representative.
Within two (2) workdays after this meeting., the
department head will state his decision in
writing and provide a copy to the employee.
Step 2 If the employee is not satisfied with the deci-
sion concerning his grievance made by the depart-
ment head, he may, within two (2) workdays of
his receipt of such decision, forward his griev-
.~ once to the. City Administrator. The City
19
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
his decision in writing and provide a copy to the
employee.
Step 3 If the employee is not satisfied with the dis-
position of his grievance by the City Administra-
tor, he may request, within five (5) workdays
upon receipt of said decision,. that the question
be brought before the City Council at executive
session. The City Administrator, upon receipt of
such request, shall cause said matter to be
placed upon the agenda of the next. executive ses-
sion of the. City Council of the City of Central
Point; and notice of the time and place of said
session shall be provided to the employee.. The
employee, the department head and any other in-
terested persons shall be given the opportunity
to be heard at the time of the said executive
session, provided, however, that witnesses may be
_ required to remain outside of the executive ses-
Sion, except for the time that they are actually
testifying in regard to the grievance. The City
Council shalt then render a decision within ten
r~;~,
,.:;, (10) days of the date of said executive session.;
- and unless said decision is rendered at the time
. of the executive session and in the presence of
the employee, said decision shall be in writing
and a copy thereof shall be provided to the em-
ployee. The decision of the City Council shall
be final.
3.4.4 If the grievance procedures are not initiated within the
time limits established by this section, the grievance
shall be considered not to have existed.
3.4.5 Any grievance not taken to the next step of the grievance
procedure shall be considered settled on the basis of the
last reply made and received in accordance with the pro-
visions of this section.
3.4.6 If the City fails to meet or answer any grievance within
the time limits prescribed. for such action by this sec-
tion, such grievance shall automatically advance to the
next step. If the City fails to meet or answer any
grievance on the last step of the grievance procedure
within the time limits prescribed for such action by this
section, it shall be deemed that the City has considered
the grievance to be in favor of the grievant and shall
resolve the matter accordingly.
20
3.4.7 The time limits prescribed in this section for the ini-
tiation and completion of the steps of the grievance
procedure may be extended by mutual consent of the par-
( ties so involved. Likewise, any step in the grievance
procedure may be eliminated by mutual consent. Mutual
consent shall be indicated in writing and shall be signed
by all parties involved.
3.4.8 No employee shall be disciplined or discriminated against
in any way because of the employee's proper use of the
grievance procedure.
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 Permanent (and probationary) employees with a satisfac-
tory record of service who resign their positions (in
acco;dance with the provisions of this resolution for
resignation from the City service) may,. on their written
request, withdraw such resignation within ninety (90)
days from the effective date thereof and be considered
for re-employment in the same or comparable classifica-
tion to the one resigned.
Section 3.7 COST CONSCIOUSNESS
3.7.1 City employees shall practice every economy possible in
the discharge of their duties.
3.7.2 Employees are encouraged to recommend to their supervi-
sors work procedures which will result in a cost saving
or improved service to the public.
Section 3.8 SAFETY
3.8.1 The Gity Administrator shall be responsible for the de-
velopment and maintenance of a safety program. Such
program shall include safety regulations and discipline
controls.
~- 3.8.2 Department heads, supervisors and employees shall guard
21
the safety of themselves, fellow employees and the
public.
3.8.3 When accidents occur on City property, the employee shall
contact his supervisor immediately; and the supervisor
shall complete a City accident report form. In case of a
motor vehicle accident, the Police Department shall also
be notified immediately.
3.8.4 The City Administrator shall be notified of all accidents
involving City employees and City equipment as soon as
possible and not later than the next workday..
Section 3.9 LEGAL LIABILITY
3.9.1 Employees shall abide by all laws and regulations which
govern the performance of their duties, and shall perform
their duties as reasonable, prudent persons. Employees
who are reasonably cautious and prudent in the
performance of their duties are not negligent and, there-
fore, neither legally nor morally liable for accidents or
injuries which may occur.
3.9.2 If an employee. is negligent in the performance of duties
and responsibilities, and if an accident results from
such negligent performance of duties and responsibili-
ties, the employee ma'y be held personally and legally
(~ ~A~.\
~^\(v'nY
F':_N liable.
Section 3.10 EQUIPMENT
3.10.1 Equipment owned by the City of Central Point shall be
used only on the City's business.
3.10.2 Provided that they reside within the City limits, the.
City Administrator, Fire Chief, Public Works Director and
Police Chief may use a City vehicle to commute to and
from their residence, but for no other personal use. Any
other individual duly authorized by the City Admini-
strator or department head, may take a City vehicle home
on an as-needed basis to fulfill City responsibilities.
In no event shall an employee or officer of the City
allow unauthorized persons to use, borrow or rent a City
vehicle. Each City employee shall comply with all laws
and ordinances regarding the operation of City vehicles
and shall be personally responsible for any penalties or
damages incurred while driving a City vehicle if the
employee is found to be negligent in his action.
-{ ,
22
ARTICLE 4 - CLASSIFICATION PLAN
Section 4.1 POSITION CLASSIFICATION PLAN
4.1.1 Preparation of Plan. The City Administrator shall record
the duties and responsibilities of each employee position
in the City, and, after consulting with the department
heads, shall recommend a classification plan for each
position. When approved by the City Council, the plan
shall be known as the "Classification Plan". It shall
establish titles for each class and specify training, ex-
perience and other qualifications necessary and desirable
for successful performance of the duties of employee
positions in each class, and specify the relationship
between positions and classes. The Classification Plan
shall be developed and maintained so that each position
substantially similar with respect to duties, responsi-
bilities, authority and character of work is included
within the same class. The City Administrator may in-
clude operational procedures for each department as a
part of the Classification Plan. The Classification Plan
shall. be readily available for inspection by employees,
prospective job applicants and the general public. The
plan may be amended and revised from time to time as the
Council deems appropriate with an updated version of the
same to be maintained at all. times by the City
Administrator.
4.1.2 Positions. No new positions shall be created nor shall
any person be employed to fill a new position. until the
Classification Plan provides 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 P'cint.
4.1.4 The classification of positions for the purpose of this
document shall be as contained in the official Book of
Class Specification. The official Book of Class Specifi-
cation shall be maintained by the City Administrator.
(a) The classification of positions may hereinafter be
amended. by the addition, division, consolidation or
abolishment of classes on the recommendation of the
City Administrator and the adoption by the City
Council.
4.1.5 Each position shall be allocated to its appropriate class
an the basis of duties and responsibilities. The present
allocation of positions may hereafter be changed by the
City Administrator provided the proposed. change. conforms
\`. 23
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 posi-
tions as a guide toward equal pay for equal work. Job
titles shall refer to a particular position not to the
individual filling a particular position and shall be
used. in all personnel, budget and financial records.
4.2.2 Each position shall be allocated to an appropriate class
on the basis of the duties and responsibilities of the
position.
4.2.3 Each class shall have a specification that includes a
concise, descriptive title., and a description of the
duties and responsibilities of each position in the.
class. Position specifications take into consideration
the requirements of the job and are merely descriptive
and explanatory of the work to be performed. They may
not include all of the duties and are not intended to
replace detailed work assignments.
V _?''
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 cir-
cumvent the effects of disciplinary action or to avoid
restrictions concerning compensations.
Section 4.4 NEW POSITIONS
4.4.1 The City Administrator shall be responsible for keeping
the. classification plan current through periodic studies
of the positions within the City service.
4.4.2 No position or class shall carry an official title which
'has not been approved by the Common Council as being
appropriate to the duties. performed.
4.4.3 The Common Council may create new positions and allocate
the positions to an appropriate class.
C
4.4.4 In the event a vacancy occurs in any position or class
24
created by this resolution, the City Administrator shall
fill the vacancy from qualified persons in the City
employ, but if no persons in the City employ are quali-
fied, then he may fill such position by persons outside.
the City employ.
ARTICLE 5 - PAY PLAN AND COMPENSATION
Section 5.1 PAY PLAN
5.1.1 The City Administrator shall prepare a compensation plan
which shall prescribe a minimum, a maximum and any
intermediate rates of pay appropriate for each class.
5.1.2 The rate or range for each class shall equitably reflect
the difference in duties and responsibilities and shall
be treated to compensation for comparable positions in
other places of public and private employment within the
same job market.
5.1.3 The salaries or rates of compensation prescribed are
fixed on the basis of full-time service in full-time
positions unless otherwise designated.
;,r`e:
~y~~
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, of 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 proba-
tionary period of six (6) months and twelve (12) months
for Police and Fire personnel, and on the basis of a
written recommendation by the department head and upon
the City Administrator's approval. Thereafter, advance-
ment to the higher salary range steps shall be made fol-
. lowing the completion of a year of service in the lower
step of the range on the basis of a written recommenda-
tion by the department head and upon the City Administra-
to~'s approval. A11 placement and adjustments of steps
will be done on an anniversary date or the first date of
the month.
5.1.6 Where a salary range for a given class or for several
classes is revised upward or downward, the incumbents. of
the positions in the classes affected shall have their
existing salary adjusted to the same relative step in the
new salary range.
5.1.7 The five-step schematic schedule o£ salary ranges and
steps listed as Table I and Table II constitutes the com-
25
pensation plan applicable to all classes of positions
.. included in this resolution.
i 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 posi-
tion through former training and/or experience, the City
Administrator may authorize the employment at any step of
the appropriate salary range above Step "A". In such
event, the employee shall serve a probationary period of
six (6) months, but. he shall not. succeed to the next
higher step in the pay range until he has completed one
(1) Sontinuous year of service in the step at which he
entered, and upon written recommendation of the depart-
ment head for the City Administrator's approval, as pro-
vided in Section 5.1.5 hereof, provided, that department
heads may at any time be advanced to a step other than
the next succeeding step upon recommendation of the City
Administrator and concurrence by the City Council; and
provided further that in the event the City Administrator
fails or refuses to make such recommendation, the Council
may, by four-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 employee will enter the job
classification at the rate of starting scale and not
necessarily with the classification they enjoyed as a
Reserve Officer or as a Fire department Volunteer.
However, consideration. may be given by the City
Administrator for time credited to the Volunteer or
Reserve for past service.
Section 5.2 ANALYSIS OF PAY PLAN
-•, 5.2.1. At least once each fiscal year, the City Administrator
26
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 main-
tained, increased or decreased during the succeeding
fiscal year, and, upon the basis of thls analysis, shall
submit recommendations for amending the pay plan to the
Common Council.
5.2.3 Upon receipt of the City Administrator's report and, if
in the judgment of the Council it is deemed feasible and
advisable, the Council shall by resolution adjust the
salaries and rates of compensation and benefits for all
City officers and employees.
5.2.4 In addition to the. adjustment procedure to be conducted
annually as set forth herein, the Council, upon the City
Administrator's recommendation, may from time to time
effect such other adjustments to the salaries or compen-
sation paid to City officers and employees in the City
service as the Council. may by resolution determine.
~~. Section 5.3 APPOINTEE COMPENSATION
c+~U,
~~4 1
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 ex-
perience may temporarily underfill a position at a salary
less than that for the class.
Section 5.4 PAY DAY
5.4.1 Normally, employees. shall be paid on the fifth calendar
day of each month. If the fifth calendar day of the
month falls on a Saturday, Sunday or a holiday, employees
shall be paid on the last working day preceding the fifth
calendar day of the month.
5.4.2 An employee may elect to receive a partial payment for
the first fifteen (15) days of the month. The maximum
,,(~. partial payment an employee may receive shall not exceed.
\.
27
thirty percent (302) of the employee's gross monthly
earnings. An employee shall be limited to one partial
payment in each thirty (30) day period..
Section 5.5 OVERTIME
5.5.1 Department heads and supervisors shall assign to each
employee. regular work duties and. responsibilities which
can normally be accomplished within the established work-
day and workweek. Employees shall not work overtime
without prior written approval from a supervisor.
5.5.2 When employees are required to work overtime, department
heads may authorize compensatory time off or overtime pay
which shall be one and one-half (1'-~) times the employee's
regular hourly rate of pay. Whenever possible, depart-
ment heads shall schedule time off within a workday,.
workweek or work period to maintain scheduled work hours.
In situations in which compensatory time is allowable
under this section, the determination as to whether to
make cash payment or grant compensatory time off shall
rest with the department head who shall give due con-
sideration to the desires of the employee, to budgetary
controls and to the provisions of Section 5.5.3 of these
policies.
5.5.3 Compensatory time accumulation shall not exceed one work-
day. Once this maximum accumulation has been reached,
all overtime compensation earned by the employee shall be
scheduled off at the earliest possible time by the
depa;tment head. who shall give due consideration to the
desires of the employee.
5.5.4 For some positions, overtime is considered part of the
job responsibility and, therefore, does not justify over-
time compensation. Compensation. for overtime shall not
be granted to the following positions:
(a) City Administrator
(b) Administrative staff
(c} Executive, administrative and professional personnel
as defined by the Federal Fair Labor Standards Act.
5.5.5 The City Administrator may grant time off with pay for
positions described in Section 5.5.4 due to unusual cir-
cumstances such as extra hours worked on specially re-
quested projects and meetings attended outside the normal
position. description.
~;
28
Section 5.6 PAYMENT UPON CLASSIFICATION CHANGE
5.6.1 When. an employee's salary is changed due to demotion or
promotion, all. accrued salary and overtime pay shall be
converted to cash at the rate earned. In the case of
accumulated compensatory time, the employee may request
to have a cash payment or have the hours compensatory
time at the rate. earned. The determination to grant cash
compensation or compensatory time off shall rest with the
department head, who shall give due consideration to the
desires of the employee, to budgetary controls and to the
provisions of Section 5.5.3 of this resolution.
5.6.2 In case of the promotion of, any employee in the City ser-
vice,. either from within the same department or from
another department, to a position in a class with a
higher salary range, such employee shall be entitled to
receive the rate of compensation in the entrance step of
the class to which. he has been promoted, provided that in
the event such employee possesses extraordinary qualifi-
cations through long tenure and previous experience in
his department, the City Administrator may authorize. the
promotion of such employee to be at any step other than
such entrance step. In cases where the salary ranges
overlap, and the promotion~is far 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%).
n
~a'f-
5.6.3 In the case of the demotion of any employee in the City
service to a class with a lower salary range, such em-
ployee shall be entitled to retain the salary step in the
lower range corresponding to that which he was receiving
in the higher class before such demotion; in such cases,
the employee shall retain his last hire anniversary date.
5.6.4 In the case of the transfer of any employee from one
position to another in the same class, or to another
class to which the same salary range is applicable, the
employee shall remain in the same salary step and shall
retain his last hire anniversary date.
5.6.5 Whenever an employee accepts work under a different class
of position or in exempt series in the City service, the
character and nature of which work is similar and the
responsibilities are equal or superior to the work such
employee has been performing, and later returns to his
former position,. his term of employment under such dif-
ferent class of position shall apply on and be added to
his term of service in the former class upon his return
to same, provided his employment in the City service has
been continuous from the date on which the employee
accepts work in such different class.
29
Section 5.7 PART-TIME EMPLOYMENT
5.7.1 Except as otherwise provided herein, a daily work
schedule less than the number of hours of full-time em-
ployment shall be considered part-time service and the
actual compensation therefor shall be determined by the
relation. that the actual number of hours of service bears
to the number of hours required in full-time employment
in each class of position.
Section 5.8 GOVERNMENT-FUNDED PROGRAMS
5.8.1 Employees funded through government programs will be
assigned a class specification and appropriate salary
ranges. To the extent possible benefits for vacation,
holidays, SAIF, unemployment insurance, social security
and health insurance will be the same as for permanent.
City employees. Other benefits such as PERS and life
insurance will. not be in effect until permanent employee
status. Upon permanent employee status, vacation will be
computed using the last hire anniversary date for con-
tinuous service counting. government-funded time from that
last hire date.
ARTICLE 6 - FRINGE~BENEFITS
Section 6.1 HOLIDAYS AND LEAVE IN LIEU OF HOLIDAYS
Fs'~`s 6.1.1 Zn lieu of holida time off work with a , Fire De art-
~..;; Y P Y P
ment employees working 24-hour shifts shall accrue one
(1) shift of paid holiday leave for every two (2) calen-
dar months worked, and clerk dispatchers and sergeants
shall accrue one (1) day of paid holiday leave for every
one (1) month. worked. Such accrual shall continue during
paid leave. Holiday leave shall be taken within one year
following the month in which it accrues. If such holiday
leave is not taken. within such time, it shall be
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 All employees of the City except those covered in Section
6.1.1 shall be entitled to the holidays listed below with
pay. Full-time employees shall receive regular compensa-
tion; part-time employees shall be compensated in propor-
tion to the number of hours they are normally scheduled
to work.
(a) New Year's Day, January 1
(b) President's Day, third Monday in February
(c) Memerial Day, last Monday in May
(d) Independence Day, July 4
(e) Labor Day, first Monday in September
y., (f) Veterans' Day, November 11
30
(g}
(h)
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Thanksgiving Uay, fourth Thursday in November
Day after Thanksgiving Day
Christmas Day, December ZS
Day before Christmas or the day before New Year's
Day, December 24 or December 31
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. If any
such holiday falls on a Saturday, the preceding Friday
shall be given as a holiday.
6.1.4 Floating holidays in Section 6.1.2 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.,.
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 ser-
vice shall accrue seven (7) shifts per year vacation
leave with pay, Employees. with ten (10) or more years,
but less than fifteen (15) years of continuous service
shall accrue nine (9) shifts of vacation leave. Employ-
ees with fifteen (15) years or 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 con-
tinuous service shall accrue annual vacation leave with
pay at the rate of fifteen (15) days per year. Employees
with ten. (10) or more years, but less than fifteen (15)
years of continuous service shall accrue annual vacation
leave with pay at the rate of (ZO) days per year. Em-
ployees with fifteen (15) years or more of continuous
service shall accrue annual vacation leave with pay at
the rate of twenty-five (25) days per each year.
6.2.2.5 Department heads with less than two and one-half (2'2)
years of continuous service shall accrue annual vacation
leave with. pay at the rate of ten (10) days. per year.
:{ Employees with two and one-half (2~) or more years, but
31
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. Employees with
seven and one-half (7~) 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. Employees with. twelve and
one-half (12'x) yearn 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 New employees shall not be eligible for vacation leave
during their probationary months of employment although
vacation leave shall be accrued.
6.2.5 Annual vacation leave shall accrue on a calendar date
basis. To initiate. such procedure, prorated vacation
shall be determined by the length of time from the
employee's anniversary date to the following January 1.
6.2.6 Vacation leave shall be taken in the year immediately
following the calendar year in which it is earned. If
vacation time is not taken in the subsequent calendar
f~„~ year after it is earned, it shall be considered lost and
r.%%~';.~ no reimbursement will be allowed unless prior approval by
the City Administrator is received to carry over the
vacation.
6.2...7 Vacation accrual shall continue when an employee is
absent due to sickness or job-related accident and has
status of an employee.
6.2.8 Vacation time-off shall be requested when possible two
(2) weeks in advance o£ the time requested with. City work
schedules determining whether or not the time off can be
allowed.
6.2.9 Permanent part-time employees 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 employee in a similar
position.
6.2.10 Vacation preference, kThen 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
=r- service.
32
6.2.11 Unused earned vacation. Upon termination of employment,
-- an employee shall be paid far all unused earned vacation.
6.2.12 Department heads shall schedule vacations for their
respective employees with due consideration for the de-
sires of the employees and the work requirements facing
the department. Vacation schedules may be amended to
allow the department to meet emergency situations.
6.2.13 Vacation leave shall not be used in blocks of less than
five (5) days without department head approval.
6.2.14 During a calendar year in which an employee is eligible
for accrual of vacation at a different rate, a prorated
vacation will be computed for that year; from January 1
to the anniversary date at the old. rate and from the
anniversary date to the next January 1 at the new rate.
6,2.15 Government-funded employees, if employed in a permanent
position, may use their anniversary date of the govern-
ment-funded position for computing vacation accrual.
Section 6.3 SICK LEAVE
6.3.1 Sick leave shall be earned~by each full-time employee 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 calander month of continuous
service. Sick leave may be accumulated to a total~of not
more than seven hundred twenty (720) hours for all
eligible employees with the exception of Fire Department.
employees working a twenty seven (27) day work period who
may accumulate sick leave to a total of one. thousand
eighty (1080) hours.
6.3.2 Employees may utilize their allowance of sick leave when
unable to perform their work duties. by reasons of illness
or injury, necessary for medical or dental care, exposure
to contagious disease under circumstances by which the
health of the employees with whom associated or member of
the public necessarily dealt with would be endangered by
attendance of the employee, or by serious illness in
their immediate families.
6.3.3 Sick leave shall be charged in one quarter ('Z) hour
increments.
6..3.4 Abuse of the sick leave privilege shall be cause for dis-
missal. An employee who is unable to report to work
because of any of the reasons set forth in Section 6.3.2
above shall report the reason for his absence to his
`~" supervisor within four (4) hours from the time he is
`,
33
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 pre-
vented him from appearing for work.
6.3.5 Unused sick leave shall not be compensated for in any way
at the time of resignation or dismissal of an employee.
6.3.6 Sick leave shall not accrue during any period of leave of
absence without pay; however, an employee who is re-
employed after lay-off or an expiration of leave without
pay within a period of thirty (30) days shall have sick
leave credits during the previous employment restored.
6.3.7 A leave of absence shall be granted for pregnant employ-
ees. Normally, such leave shall begin with the eighth
month of pregnancy and terminate within ninety (90) days
following delivery. When complications arise as a result
of the pregnancy, such leave will be extended based upon
the recommendations of the attending physician. Accrued
sick leave will be paid during the pregnancy leave; and,
at the employee's option, earned and accrued vacation may
also be paid. If the sick leave and vacation benefits
are depleted, the remainder of the above defined leave. of
- absence for pregnancy will be treated as leave without
~,~ pay,
Section 6.4 LEAVE OF ABSENCE WITH PAY
6.4.1 Employees may request leave. of absence with pay far the
purposes specified in this section.. Each request shall
be judged by the appointing power on its merits and on
the basis of the guidelines provided in this section.
6.4.2 Compassionate leave. In the event of a death in the
employee's immediate family, an employee may be granted
leave of absence with pay not to exceed three (3) calen-
dar days and to be deducted from sick leave accrued. An
extension of this time. may be granted by the City Admin-
istrator.
6.4.3 Funeral participation. When an employee serves as a
pallbearer, or in some other way participates in a
funeral ceremony, the employee may be granted a reason-
, able time off with pay to perform such duty not to exceed
four (4) hours. An extension of this time may be granted
by the City Administrator.
6.4.4 Witness or jury duty. When a City employee is called for
jury duty or is subpoenaed. as a witness:
_~ (a) He shall not suffer .any loss of his regular City
34
compensation he receives for the performance of such
.. duty to the City; however, he shall be required to
transfer any compensation received for the perfor-
mance of such duty to the City. Time not worked
because of such duty shall not affect vacation or
sick leave accrued.
(b) Part-time employees called for services above shall
be paid for such time, but only to the extent that
their earnings for such month, plus the amount re-
ceived for such service shall be less than their
earnings for the previous full month.
(c) Reimburse monies received for duty.
6,4.5 Voting. When an employee's work schedule is such that.
he would not be able to vote prior to or after his
normally scheduled working hours., he shall be granted a
reasonable time off duty to vote without Ioss of pay,
accrued vacation or sick leave.
6.4.6 Military leave. An employee who has successfully com-
pleted the probationary 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 ab-
Bence from City service fot a period not exceeding fif-
teen. (15} calendar days in any one (1) calendar year.
' Such leave shall be granted without loss of time, pay or
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other leave, and without impairment of merit ratings or
, other rights or benefits to which he is entitled; how-
.. ever, the employee shall be required to transfer any com-
pensation he receives for the performance of such duty to
the City. Military leave with pay (Armed Forces and/or
the National Guard) shall be granted only when an em-
ployee receives bona fide orders to temporary active or
training duty, and shall not be paid if the employee does
not return to his position immediately following the
expiration of the period for which he was ordered to
duty.
6.4.7 Conferences and conventions.. Decisions concerning
attendance at conferences, conventions or other meetings
at City expense shall be made by the department head with
the approval of the City Administrator. Permission shall
be granted on the basis of an employee's participation in
or the direct relation of his work to the subject matter
of the meeting. Members of professional societies may be
permitted to attend meetings of their society when such
attendance is considered to be in the best interest of
the City.
Section 6.5 EDUCATIONAL OPPORTUNITIES
6.5.1 The City will reimburse an employee for fifty percent
JY..
35
(507) of the amount. of tuition for courses directly
.. related to the employee's work offered at an acceptable
educational institution and conducted outside the em-
i ployee's regular working hours, provided that
(a) Funds for such expenditures are available in the
current budget;
(b) The employee has made. application for approval of
the course and tuition reimbursement to his depart-
ment head at least ten (10) days prior to the
registration for such course;
(c) The employee submits evidence of satisfactory com-
pletion of the course with a C or better passing
grade;
(d) The employee is not receiving reimbursement far
tuition from any other source;
(e) Department head must approve and determine a benefit
derived to the City.
6.5.2 Courses which are only offered during regular working
hours may be approved by the department head provided
time off can be arranged conveniently and reasonable
,, arrangements can be made to make up time off and
approved by the department head.
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6.5.3 The City shall allow time off with pay and shall reim-
burse an employee for the expenses of attending classes,
lectures, conferences or conventions when attendance is
on an assignment basis with prior approval of the em-
ployee's department head.
6.5.4 Normally,. the cost of textbooks and technical publica-
tions required for such courses shall be the responsi-
bility of the employee. If the City purchases any of the
textbooks and publications, they shall become the
property of the City.
Section 6.6 RETIREMENT
6.6.1 After six (6) months of employment, employees working
more than six hundred (600) hours per year are required.
to participate in the Public Employees Retirement System.
The employees contribution is paid by the City for all
compensation earned after June 30, 1981.
Section 6.7 RETIREMENT AGE
6.7..1. The retirement age for City employees is as follows:
J (a) Sixty (60) years for fire and. police employees;
.\
36
(b) Sixty-five (65) years for all oEher employees.
l 6.7.2 At the end of the month in which an employee reaches re-
tirement age,. the employee shall automatically terminate
his service with the City. However, the appointing power
may grant an extension of the retirement on a year-to-
year basis when it is in the interest of the City to do
so.
Section 6.8 SOCIAL SECURITY
6.8.1 The City shall match the employee's contribution in the
Social Security Plan.
Section 6.9 INDUSTRIAL ACCIDENTS
6..9.1 All employees shall be covered under the State Accident
Insurance Fund (SAIF) for industrial accidents and
disease. Benefits include medical treatment and care, as
well as disability compensation during. periods of time
lost from the job.
6.9.2 Reimbursement for lost-time injury is made by SAZF com-
puted for payment on a two_thirds (2/3) gross paycheck
and is non-taxable.
b.9.3 City of Central Point benefits continue and the City
pays medical and dental coverage while employee is on a
period of lost-time injury leave covered by Workmen's
Compensation not. exceeding thirty (30) days, unless an
extension is granted under Section 6.9.4. Public
Employees Retirement System (PERS) benefit is not paid.
6.9.4 A thirty (30) day calendar period. is the time limitation
to the amount of lost-time due to an accident that can be
taken by an employee;: at which time the City would review
the possibility of extension of that employee or refil-
ling the position.
6.9.5 Sick leave will not be used in a lost-time accident to
make the difference in pay between SAIF and the gross
paycheck.
Section 6.10 MEDICAL AND HOSPITAL INSURANCE
6.10.1 The City shall pay the premium for coverage under the
League of Oregon Cities EBS Insurance Trust Plan III
covering the employee and 2 or more dependents for
all full time employees effective the first day of the
month thirty (30) days after the date of employment.
~'
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Section 6.11 LIFE INSURANCE
6.11.1 $10,000 premium paid by the City on $10,000 term policy..
Section-6.12 ADDITIONAL GROUP COVERAGE
6.12.1 Optional Plan - Disability is paid by the employee -
Aetna Life Insurance Company.
Section. 6.13 DISABILITY INSURANCE
6,13.1 Public Employees Retirement System (PEAS)
Section 6..14 DENTAL INSURANCE
6.14.1 The City shall pay the premium for coverage under the
League of Oregon Cities EBS Insurance Trust Plan III
covering the employee and 2 or more dependents for all
full time employees effective the first day of the month
thirty (30) days after the date of employment.
Section 6.15 RESERVE POLICE OFFICERS
6.15.1 Reserve police officers of the Central Point Police
Department shall not receive certain of the benefits
enjoyed by regularly appointed officers and employees of
the department. Reserve police officers are and shall be
4cu. provided the rights, benefits and privileges appertaining
`fir' to the Oregon State. Accident Insurance Fund (SAIF), and
the false arrest insurance coverage benefits provided
regularly appointed officers and in accordance with the
laws, rules, and policies governing said insurance.
Section 6.16 UNIFORM ISSUE AND REPLACEMENT
6.16.1 When Fire Department personnel are initially appointed,
they will be given an issue of uniform clothing as deter-
mined by the Fire Chief. It will be the employee's
responsibility to maintain his uniforms in an appropriate
manner, thereby displaying an acceptable appearance as a
representative of the City of Central Point..
6.16.2 Replacement of worn or damaged Fire Department employee
uniforms for both paid and volunteer will be made at the
discretion of the Fire Chief.
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
38
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 1.1246 and 11375 relating. to discrimination.
7.1..2 Central Point is cognizant that mere passive prohibition
of discriminatory practices is not enough to effectuate
the principal of equal employment opportunity. Affirma-
tive and direct action is required to create an atmos-
phere of non-discrimination. Thus, Central Point accepts
its legal and moral responsibilities for aggressive
recruitment, training and upward mobility of all its
staff.
7.1.3 The City of Central Point, in order to carry out its
positive. affirmative action policy, adopts and sets forth
the following affizmative action program.
Section 7.2 GOALS
7.2.1 To improve employment opportunities for minority group
persons, women and the handicapped.
7.2.Z To provide positive information about equal opportunity
affirmative action to the present staff and encourage and
promote employee practice consistent with Gentral Point's
~\Vf affirmative action policy.
l fix;,
7.2.3 To ensure that all public announcements of employment
opportunities at the City of Central Point include a
communication of equal employment opportunity.
7.2.4 To achieve and maintain, at the very least, proportional
employment for minority group persons, women and the
handicapped in the Central Point organization as vacan-
cies occur.
Section 7.3 RECRUITMENT AND SELECTION
7.3.1 The City of .Central Point encourages qualified minority
group persons, women and the handicapped to apply for
employment.
7.3.2 All position 13stings will comply with. State and Federal
regulations and guidelines. Position listings will be
posted on the bulletin boards in City Hall.
7.3.3 Present employees,. particularly minorities and women,
will be encouraged to refer qualified persons for vacant
positions when they occur.
7.3.4 All recruitment announcements and. advertisements will
include. a brief statement about the City of Central Point
/:.
39
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 passible.
Section 7.5 PROMOTIONS
7.5..1 Promotions should come from within; however, the option
of hiring from the outside will be pursued in conformity
with affirmative action needs and the availability of
qualified persons.
Section 7.6 RATE. OF PAY - COMPENSATION
7.6.1 Discriminatory practices as they apply to race, color,
sex, religion, national origin, or handicaps are not
factors in determining compensation.
Section 7.7 RESPONSIBILITY FOR PROGRAM
7..7.1 The City Administrator of the City of Central Point is
the chief Affirmative Action Officer. The City Adminis-
trator may designate a responsible and interested person
to serve in the. role.
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Section 7.8 GRIEVANCES
7.8.1 All grievances concerning the administration of this plan
.shall be directed to the person responsible for its
implementation. If the reason is not resolved at this
level, it may then be brought to the City Administrator
of the agency.
Section 7.9 EMPLOYMENT GOALS
7.9.1 City of Central Point employment in total numbers is
expected to remain the same or decrease through 1987.
Because of this and because of the agency's low
attrition rate, no numbers for distribution of hiring of
minority group persons can be made. This agency can only
provide non-discriminatory hiring practices should any
vacancy occur.
40
POSITION CLASSIFICATION PAY PLAN
Effective July 1, 1987
TABLE I
CLASS AUTHORIZED RANGE STEP STEP STEP STEP STEP
TITLE POSITIONS NUMBER A B C D E
FINANCE DIRECTOR 1 161 2212 23 Z3 2439 2561 2689
ACCOUNT CLERK 3 107 1131 1188 1247 1309 1374
ADMINISTRATION SECRETARY 1 107 1131 1188 1247 1309 1374
ADMIN. TRAINEE I 1 91 928 974 1022 1076 1130
ADMIN. TRAINEE II 1 107 1131 1188 1247 1309 1374
ADMINISTRATIVE ANALYST 1 123 1374 1448 1520 1596 1676
ADMINISTRATIVE ASST. 1 139 1682 1766 1854 1947 2044
COURT CLERK/SECRETARY 1 107 1131 1188 1247 1309 1374
FIRE CHIEF 1 161 2212 2323 2439 2561 2689
FIRE CAPTAIN 3 143 1768 1856 1950 2047 2149
FIRE FIGHTER II 1 128 1467 1540 1617 1698 1783
FIRE FIGHTER III 2 132 1542 1619 1700 1785 1874
POLICE CHIEF 1 164 2296 2411 2531 2658 2791
SERGEANT 2 147 1858 1951 2049 2151 2259
POLICE OFFICER 9 -- 1508 1586 1668 1749 1835
CLERK DISPATCHER 5 107 1131 1188 1247 1.309 1374
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ts,M1~%
PUBLIC WORKS DIRECTOR 1 166 2354 2472 2595 2725 2861
CITY ENGINEER ~ 164 2296 2411 2531 2658 2791
METER READER 2 97 998 1049 1.103 1156 1213
LABORER 2 69 710 745 784 822 863
STREET MAINTENANCE 1 101 1049 1101 1156 1214 1275
PARK MAINTENANCE 1 69 710 745 784 822 863
UTILITYMAN I 2 117 1280 1344 1411 1482 1556
UTILITYMAN II 1 119 1312 1378 1447 1519 1595
UTILITYMAN III 1 122 1363 1430 1501 1576 1655
UTILITYMAN IV 1 127 1449 1521 1597 1677 1761
UTILITYMAN V 1 133 1561 1639 1721 1807 1897
Fire Captain and Firefighter position classifications may be increased one (1)
range for each of the following certifications received by the employee filling
the position:
Structural Inspector C-level with Mobile Home Certification
Structural Plans Examiner C-level with Mobile Home Certification
Mechanical Inspector C-level with Mobile Home Certification
Structural Inspector B-level with Mobile Home Certification
42
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