Loading...
(a) City of Geneva strives to maintain a workplace environment that functions well and is free from unnecessary distractions and annoyances. As part of that effort, the company requires employees to maintain a neat and clean appearance that is appropriate for the workplace setting and for the work being performed. To that end, City department heads may determine and enforce guidelines for workplace-appropriate attire and grooming for their areas; guidelines may limit natural or artificial scents that could be distracting or annoying to others.
(b) All City employees are expected to present a professional, businesslike image to clients, visitors, customers and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with City.
(c) Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department's guidelines for attire should be discussed with the immediate supervisor.
(d) Any staff member who does not meet the attire or grooming standards set by his or her department will be subject to corrective action and may be asked to leave the premises to change clothing. Hourly paid staff members will not be compensated for any work time missed because of failure to comply with designated workplace attire and grooming standards.
(e) All staff members must carry or wear the City of Geneva identification badge at all times while at work.
(f) Specific Requirements.
(1) Certain staff members may be required to meet special dress, grooming and hygiene standards, such as wearing uniforms or protective clothing, depending on the nature of their job. Uniforms and protective clothing may be required for certain positions and will be provided to employees by City of Geneva.
(2) At the discretion of the department head, in special circumstances, such as during unusually hot or cold weather or during special occasions, staff members may be permitted to dress in a more casual fashion than is normally required. On these occasions, staff members are still expected to present a neat appearance and are not permitted to wear ripped, frayed or disheveled clothing or athletic wear. Likewise, tight, revealing or otherwise workplace-inappropriate dress is not permitted.
(g) Reasonable Accommodation of Religious Beliefs. The City will reasonably accommodate a staff member's religious beliefs in terms of workplace attire unless the accommodation creates an undue hardship. Accommodation of religious beliefs in terms of attire may be difficult in light of safety issues for staff members. Those requesting a workplace attire accommodation based on religious beliefs should be referred to the human resources department.
(h) Addressing Workplace Attire and Hygiene Problems.
(1) Violations of the policy can range from inappropriate clothing items to offensive perfumes and body odor. If a staff member comes to work in inappropriate dress, he or she will be required to go home, change into conforming attire or properly groom, and return to work.
(2) If a staff member's poor hygiene or use of too much perfume/cologne is an issue, the supervisor should discuss the problem with the staff member in private and should point out the specific areas to be corrected. If the problem persists, supervisors should follow the normal corrective action process.
(i) Express Requests. The HR has gathered resources on current topics in HR management.
(Ord. 3263. Passed 11-25-19.)
(a) The employer or its designee shall administer a classification plan based on the analysis of the duties and responsibilities of positions within the organization. Class specifications shall include a class title, the nature of the work, examples of duties and minimum qualifications.
(b) Upon employment, each employee shall be provided with a copy of the class specification for his or her position and any amendments thereto.
(c) The duties and responsibilities of each position shall be reviewed on an annual basis by the employer or designee for accuracy, and any necessary adjustments shall be made to the classification plan as may be determined by this review.
(Ord. 2453. Passed 4-10-95; Ord. 3263. Passed 11-25-19.)
As a result of the Federal Family and Medical Leave Act of 1993, signed into law on February 5, 1993, unpaid family and medical leave is available under certain circumstances. Therefore, the following will be the policy of the City of Geneva: Eligible full-time employees will be provided up to twelve weeks of unpaid leave during any twelve-month period for one or more of the following reasons:
• Birth of a son or daughter;
• Placement of a child with the employee for adoption or foster care;
• A serious health condition that makes the employee unable to perform the functions of the employee's job; and/or
• A serious health condition of a member of the employee's immediate family which requires the attendance and/or care of the employee.
(a) Eligible full-time employees are those employees who have been employed by the employer for at least twelve months and who have worked 1,250 hours during the previous twelve-month period.
(b) Immediate family, for the purposes of this policy, shall be defined as a:
(1) Spouse;
(2) Child, including stepchild; and
(3) Parent
(c) The twelve-month period, for the purposes of this family and medical leave policy, shall be determined as twelve months from the first date that the employee takes leave under this policy.
(d) A father and a mother, both working for the employer, are entitled to an aggregate total of twelve weeks of unpaid leave under this policy.
(e) An employee who exercises his or her options under this policy will be continued to be covered by the health insurance plan provided by the City.
Such coverage shall be under the same conditions as health insurance would have been provided if no leave were taken.
(f) If, at the conclusion of the maximum leave time allowed under this policy, the employee is unable to return to work, the employee may continue to participate in the health insurance plan by the employee paying the premiums, per COBRA regulations.
(g) Employees who take leave under this policy are entitled to return to the same or equivalent positions, with equivalent benefits, pay and other terms and conditions of employment. The employer may deny a position to an employee who is among the highest ten percent where the denial is necessary to prevent substantial and grievous economic injury to the operations of the employer and where the employer notified the employee of its intent to deny restoration and the basis for the denial.
(h) Employees who are on unpaid leave under this policy shall not accrue any employment benefits during any period of leave, but shall maintain their seniority with the employer, provided that such employees immediately return to work at the conclusion of the leave.
(i) Employees, whenever possible, are to provide at least thirty days advance written notice to the employer before beginning to take leave under this policy.
(j) Leave resulting from the birth of a child or the placement of a child for adoption cannot be taken intermittently or on a reduced leave schedule, unless requested by the employee and approved by the employer. Employees who are requesting leave for childcare purposes must take the leave within twelve months of the qualifying event.
(k) Leave resulting from a serious illness of the employee, or an employee's spouse, child or parent, can be taken intermittently or on a reduced leave schedule when medically necessary.
(l) When leave is requested as a result of a serious health condition, the employer may require the employee to provide a written certification issued by a health care provider verifying said serious health condition.
(m) The employer may require a second or third opinion by a health care provider if there is doubt of the validity of the certification provided by the employee. The cost of said additional opinions shall be paid by the employer.
(n) Family Medical Leave Act will run concurrently with paid time off per the Family Medical Leave policy.
(o) At the time an employee exhausts Family Medical Leave Act leave and does not report to work or request an unpaid disability leave, the employee shall be considered terminated from employment with the City.
(p) Reinstatement following a duly authorized disability leave shall be in the form of a written statement by a reputable physician certifying that the employee's physical condition will enable him to perform the duties of his former position with the City.
(q) The City will follow the regulations set forth by the USERRA regarding military service.
(Ord. 2453. Passed 4-10-95; Ord. 3263. Passed 11-25-19.)
(a) A full-time employee who wishes to take time off due to the death of a family member should notify his or her supervisor as soon as practicable.
(b) Bereavement pay will be calculated based on the base pay rate at the time of absence, and it will not include any special forms of compensation, such as incentives, commissions, bonuses, overtime or shift differentials.
(c) Paid bereavement leave will be granted according to the following schedule:
(1) Employees are allowed up to five days off from regularly scheduled duty with regular pay in the event of the death of the employee's spouse, domestic partner, child/stepchild/guardianship child, father, father-in-law, mother, mother-in-law, son-in-law, daughter-in-law, brother, sister, grandparent, or grandchild. To be eligible for paid bereavement leave, the employee generally must attend a memorial service that is held within six months of the date of death of the relative.
(2) Employees are allowed up to two days off from regular scheduled duty with regular pay in the event of death of the employee's brother-in-law, sister-in-law, aunt, uncle, niece, nephew, first cousin, spouse's grandparent, step-parent, step-sibling, or nonresidential stepchild. To be eligible for paid bereavement leave, the employee generally must attend a memorial service that is held within six months of the date of death of the relative.
(d) An employee may use an additional two days of sick leave for additional time off, as necessary.
(e) The City Manager may modify this policy based on individual circumstances, but not in such a manner that will decrease the benefits provided.
(f) Bereavement leave shall not be considered an accruing benefit, and shall not be eligible for payment as part of the employee's exit pay.
(Ord. 3263. Passed 11-25-19.)
(a) The City complies with all state and Federal laws governing military leave. Seniority, benefits, and reinstatement rights will be observed to the extent required by such laws. Some of those rights are mentioned in this policy. Employees should contact the Human Resource Manager for more information.
(b) The City provides up to 120 hours paid leave per calendar year for members of the Armed Forces who must be absent to participate in active or inactive duty service. Leave beyond 120 hours will be granted without pay. The employee may elect to use accrued paid time to offset any unpaid leave.
(Ord. 3263. Passed 11-25-19.)
Loading...