Loading...
All Municipal officials and employees who are required to travel in their personal automobiles on Municipal business and who have been previously authorized to do so by the Mayor or Village Administrator, shall be reimbursed for such travel at the same cents-per-mile rate as reflected in the current IRS Publication 15-B. The expense for such travel shall show in detail the dates of occurrence and specific reason for the expense.
(Ord. 2004-11. Passed 6-21-04.)
In addition to salary and compensation otherwise provided, the Municipality shall pay the cost of hospitalization, medical and accident insurance coverage for the full-time employees who are now enrolled, or elect to enroll under the present group contract, and the Ohio Municipal League Group Accident Plan, or any agreement of the Municipality and a majority of the employees participating.
(Ord. 2016-21. Passed 11-28-16.)
(a) The employee is expected to constantly develop his ability. Improvement may be attained by greater skill in performing assigned tasks, increased work effort, satisfactory completion of work relating to the position and interest in doing a better job. Advancements in wages of first year employees generally shall be considered only upon completion of one year of employment; however, earlier increases may be considered upon the written recommendation of the department head to the Village Administrator in which the reasons for the proposed wage increase are detailed.
(Ord. 2000-10. Passed 10-16-00.)
(b) The written approval of the Village Administrator is required along with the approval of Council before any increase in wages can be granted.
(c) Upon recommendation by a department head, Village Administrator or the Mayor, wage reductions may be enforced. Such action may be taken provided at least two of those named herein concur.
(Ord. 97-13. Passed 12-1-97.)
(a) If an employee is required to attend a seminar or other scheduled training session, the Village will pay for the registration, meals, and overnight accommodations. The employee will be paid his regular pay for eight hours work while attending the training. Should the scheduled training exceed eight hours the employee will be paid at the rate of time and one half for that period in excess of eight hours only. Employees are expected to drive to and from a one day seminar within that day if within 125 miles one way. An employee may stay overnight for a two or more day seminar only on the approval of the Village Administrator or Mayor. The Village will pay up to one hundred twenty-five dollars ($125.00) per room per night for seminars and/or sessions lasting two or more days.
(b) If an employee voluntarily attends a seminar or other training session, the Village will pay for the registration, meals and mileage only. The employee will be paid his regular pay for eight hours work while attending the training. Should the training exceed eight hours the employee will be paid at the straight time rate only. Overnight accommodations will not be paid for by the Village.
(Ord. 97-13. Passed 12-1-97.)
(c) Meals (excluding alcoholic beverages); including tips not to exceed fifteen percent (15%) but not taxes, if not furnished as part of the above seminar and/or session shall be reimbursed at the rate of up fifteen dollars ($15.00) for breakfast, twenty dollars ($20.00) for lunch, and thirty dollars ($30.00) for dinner. Such payment shall be reimbursed upon presentation of proper receipt and voucher submission only. Receipts and vouchers shall be presented to the appropriate department head.
(Ord. 2018-07. Passed 3-19-18.)
(a) Each full-time employee of the Village shall be entitled to bereavement leave. Bereavement leave shall be allowed for a three day period of time. Those days will be the day before the funeral, the day of the funeral and the day after the funeral. Bereavement leave will be used only in the event of death in the employee's immediate family. For the purpose of this section, immediate family shall be construed to mean husband, wife, father, mother, brother, sister, son, daughter, grandparents, grandchildren and in laws of the above listed members.
(b) When using bereavement leave, the employee shall contact his department head. If the department head approves the request, a bereavement form will be completed by the employee and approved by the Village Administrator.
(c) The use of bereavement leave shall in no way affect the employee's accumulated sick leave or work record.
(Ord. 97-13. Passed 12-1-97.)
(a) A full-time or part-time employee of the Municipality who suffers from an incapacitating physical or mental condition preventing the employee's performance of an essential job function, and who has exhausted all accrued sick leave and vacation leave, shall be eligible to apply for disability leave. Disability leave shall be unpaid leave. In the case of employees who are covered by the Municipality's health insurance policy at the time of their application for disability leave, the Municipality shall continue to make the insurance payments to maintain the employee's coverage for a period of up to three months following the month in which the employee last was in active pay status. This insurance continuation is subject to the conditions set forth below.
(b) In order to apply for disability leave, an employee must complete the Municipality's "Disability Leave Application Form" and submit it to the Administrator. To complete the form, the employee must attach a letter or statement signed by the employee's physician indicating the nature of the incapacitating condition, and estimating the time when the employee will be able to return to work and perform all the essential functions of his or her position. The employee must also sign a release authorizing their physician to disclose to the Municipality any information from the physician regarding the employee's medical condition.
(c) Based upon the employee's expected date of return to work, the employee will be eligible to apply for either short-term or long-term disability leave. If the employee is not expected to return within one year from the date when the employee is no longer in active pay status, he or she also may seek disability retirement from the appropriate retirement system.
(d) Employees shall not be eligible for or granted "light duty". In order to return to work following a period of disability, an employee must be capable of performing all of the essential functions of his or her job. Job restructuring may be possible, however, where alternate methods of performing the essential functions of the job exist.
(1) Short-term disability leave. In the event that the employee will be able to return to work and perform the essential job functions of their job position within one year, the employee shall be eligible for "short-term disability leave."
In the case of employees who are covered by the Municipality's health insurance policy at the time of their application for short-term disability leave, the Municipality will loan up to three months of continued health insurance coverage. The employee is obligated to repay the Municipality for fifty percent (50%) of its expenses incurred as a result of this loan after the employee returns to work. Repayment may be made in incremental payments, in accordance with terms established by the Administration.
(2) Long term disability leave. In the event that the employee's physician estimates that the employee will be able to return to work and perform the essential job functions of their job position no sooner than one year, the employee shall be eligible to apply for "long term disability leave."
In the case of employees who are covered by the Municipality's health insurance policy at the time of their application for long-term disability leave, the Municipality will loan up to three months of continued health insurance coverage only if the employee first has applied to PERS or PFDPF, whichever retirement system applies, for disability retirement. If the employee receives a long-term disability retirement from PERS or PFDPF, the employee is obligated to repay the Municipality for its expenses incurred as a result of this loan.
(e) Disability Retirement. In the event that an employee has exhausted all of his or her accrued sick leave and vacation leave and the employee's physician anticipates that the employee will not be able to return to work for a period in excess of one year, the employee shall apply to PERS or PFDPF, whichever retirement system applies, seeking a disability retirement.
(f) Disqualification. An employee who is on disability leave may lose that status and be subject to disciplinary sanctions in the event that the employee has engaged in any falsification or dishonesty involving the employee's incapacitated status, disability leave application, or physician's documents. Employees who are on disability leave may not engage in employment with another employer involving work having essential job functions of a type similar to those the employee purportedly is unable to perform for the Municipality by reason of physical or mental incapacity. The Municipality reserves the examination by a physician selected by the Municipality. In the event that the Municipality requires such an examination, the Municipality shall pay the cost of the examination. In addition, the Municipality reserves the right to require the employee to submit to nursing or other health follow-up visits or examinations in order to verify continued disability.
(g) COBRA Coverage. Regardless of whether an employee seeks or is eligible for disability leave, federal law provides that in certain situations, an employee who is covered by the Municipality's health insurance policy has a right to continue that coverage, at the employee's expense, for a period of time after the employee terminates employment with the Municipality. For more information regarding continuation of insurance coverage, please contact the plan administrator for the health insurance policy.
(Ord. 97-13. Passed 12-1-97.)
Loading...