Section
Policy Administration
36.001 Introduction and purpose
36.002 Definitions
36.003 Organization and responsibility
36.004 Policy manual administration
36.005 Equal employment opportunity
36.006 Discrimination; sexual harassment; verbal harassment; physical harassment
36.007 Harassment/discrimination grievance procedures
36.008 Americans with Disabilities Act (ADA)
36.009 Employment-at-will
36.010 Nepotism
36.011 Employer-employee relations
36.012 Alcohol and drug free workplace
36.013 Safety-sensitive positions
36.014 Management rights
Employment
36.030 Definitions
36.031 Classification plan
36.032 Minimum position qualifications
36.033 Vacancies and appointments
36.034 Employment orientation
36.035 Probationary period
36.036 Performance evaluations
36.037 Employee file
36.038 Transfer and promotion
36.039 Demotion
36.040 Resignation; separation
36.041 Training
Employee Behavior/Conduct
36.055 Definitions
36.056 Ethics; conflict of interest
36.057 Conflict of interest - permitting
36.058 Gifts
36.059 Confidential information
36.060 Use of public property
36.061 Notice of alleged ethics non-compliance
36.062 Ethical standards
36.063 Ethical standards - honesty/integrity
36.064 Ethical standards - respect/civility
36.065 Ethical standards- accountability/responsibility
36.066 Ethical standards - fairness/justice
36.067 Grooming
36.068 Clothing/attire
36.069 Employee fitness for duty
36.070 Behavior
36.071 Late arrival
36.072 Outside employment
36.073 Progressive discipline
36.074 Employee appeal
36.075 Grievance procedure
General Policies
36.090 Definitions
36.091 Travel and expense reimbursement
36.092 Health/safety
36.093 Lactation policy
36.094 Safety data sheets
36.095 Blood-borne pathogens
36.096 HIPAA privacy rule
36.097 Smoking policy
36.098 Tools, equipment, and vehicles
36.099 Take home vehicles
36.100 Solicitation and distribution
36.101 Social media
36.102 Hours of work
36.103 Weather/civil emergencies
36.104 Computers, internet and email, cellular phones
36.105 Handling citizens’ questions and complaints
36.106 Political activity
Wages and Hours
36.120 Payroll
36.121 Direct deposit
36.122 Overtime
36.123 Compensatory time
36.124 Emergency Call Out
36.125 Flextime
36.126 Pension plan
36.127 Garnishments
Holidays, Vacations, Leaves
36.140 Holidays
36.141 Vacation leave
36.142 Bereavement leave
36.143 Court leave
36.144 Personal time off (PTO)
36.145 Military or reserve service
36.146 Leave of absence
36.147 Family Medical Leave Act (FMLA)
Insurance Coverage
36.160 Group health insurance
36.161 Life insurance
36.162 Deferred compensation plan
36.163 Workers’s compensation
Cross-reference:
Internal control standards and materiality threshold, see Chapter 37
POLICY ADMINISTRATION
(A) The purpose of this policy manual is to provide a consistent, systematic, and organized approach to the establishment, implementation, and administration of the city’s personnel policies. It is written, adopted, and interpreted exclusively by the executive officer, and his or her designees, and is not subject to modification, change, or contrary interpretation by any employee or employee representative organization, except as may otherwise be specifically authorized and recognized by the laws and/or constitutions of the state and United States.
(B) This policy manual is to be used to assist and guide personnel in the day-to-day direction and performance of the general workforce, the result being that a number of important and responsible goals may be achieved.
(1) First, by implementing uniform personnel policies that are applied in as consistent and impartial a manner as is practicable, the goal is to promote the best possible working relationships and highest morale among all employees. This policy manual was created for employees not covered by any other bargaining agreement. Furthermore, it is not intended to supersede or overrule any state or federal rules and regulations governing the operation of a department (the Police Department and Fire Department). It is, however, the intent of this personnel policy manual to provide support, direction, and procedures that will enable the city to practice fair and consistent daily personnel administration.
(2) Second, by providing employees with fair and equal opportunities in their recruitment and advancement, by evaluating their services on the basis of merit and fitness, and by giving consideration to their needs and desires, the goal is to provide an employment atmosphere that increases the cooperation and productivity of the employees, together with the prospects for career opportunities within the city and each office or department of city government.
(3) Third, by providing dependable and courteous services to the residents of the city, the goal is to enhance the reputation and stature of the city’s departments and offices within the community.
(Ord. 2013-7, passed 8-28-2013)
For the purpose of this subchapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning. Capitalized terms that are not defined in this subchapter, shall have the meaning assigned to them in Title I of this code.
ADA. The Americans with Disabilities Act, as may be amended, repealed, or replaced from time to time.
AT-WILL EMPLOYMENT. The form of employment for any city employee, as described in applicable state and federal case law, statutes, and regulations. Notwithstanding anything to the contrary contained in such state and federal case law, statutes, and regulations, for the purposes of this code, AT-WILL EMPLOYMENT means that any employee may voluntarily leave employment or may be terminated from their employment by the city at any time with or without cause.
DEPARTMENT HEAD. As the context provides, the appointed official selected to administer any department of the city.
DIRECT THREAT. A significant risk to the health or safety of others that cannot be eliminated by reasonable accommodation. Benefits provided to disabled individuals who are qualified to perform the work must be consistent with the benefits provided to other employees. Any individual who believes he or she has received treatment inconsistent with the policies set forth above, or any other requirement of ADA, may file a complaint with the executive officer or his or her designee.
DISCRIMINATION. Includes, but is not limited to, any or all of the following actions:
(1) Hiring based upon race, color, religion, national origin, sex, age, marital status, sexual orientation, or non-job-related handicaps;
(2) Promotions based upon race, color, religion, national origin, sex, age, marital status, sexual orientation, or non-job-related handicaps;
(3) Pay increases based upon race, color, religion, national origin, sex, age, marital status, sexual orientation, or non-job-related handicaps;
(4) Conduct that denigrates or shows hostility or aversion towards an individual because of his or her race, color, religion, national origin, sexual orientation, gender, age, or disability;
(5) Making derogatory ethnic or racial statements, or belittling one’s religion or religious practices;
(6) Perpetuating stereotypes about one’s age, gender, and the like;
(7) Refusing to assist an employee or victim/patient because of their race, gender, and the like; and
(8) Ridiculing the sexual orientation of an employee or their associates.
IMMEDIATE FAMILY. Parents, spouses, or stepparents; children, including stepchildren; siblings (including half-siblings), including stepsiblings; nieces; nephews; aunts; uncles; grandparents; grandchildren; grand-stepchildren; mothers-in-law; fathers-in-law; daughters-in-law; sons-in-law; other corresponding in-laws; or other members of the employee’s household whether blood-relative or not.
PHYSICAL HARASSMENT. To knowingly and intentionally cause or inflict physical pain to a fellow employee.
POLICY MANUAL. Collectively, the policies and procedures set forth under this chapter which shall be entitled the “City of Greenfield Policy and Procedure Manual”.
SAFETY SENSITIVE POSITION. Any position required to operate a motor vehicle having a gross vehicle weight rating in excess of 26,000 pounds, or any position requiring the operation of a motor vehicle used to transport hazardous materials in a quantity that requires the vehicle to be placarded regardless of its size.
SEXUAL HARASSMENT. Includes, but is not limited to, unwanted, uninvited, or offensive touching; displaying sexually suggestive or explicit material, pictures, or cartoons; telling sexually suggestive or explicit stories or jokes; making sexually suggestive or explicit gestures, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where:
(1) Submission to such conduct is either an expressed or implied term or condition of employment;
(2) Submission to or rejection of such conduct is used as a basis for an employment decision affecting the harassed person; and/or
(3) The purpose or the effect of such conduct is to interfere with the affected individual’s job performance, or to create an intimidating, hostile, or offensive work environment.
VERBAL ABUSE. To disturb or persistently irritate through repeated attacks on fellow employees and/or supervisors so as to disrupt their work or reputations.
Loading...