(EDITOR'S NOTE: Former Sections 159.10 to 159.14 were repealed by Ordinance C79-79, passed December 17, 1979, and re-enacted as new sections in Chapter 161.)
159.01 Bonds.
159.02 Contract Interest.
159.03 Discrimination and Harassment Prohibited.
159.04 Political Activity.
159.05 Oath of Office.
159.06 Inventory of City Property.
159.07 Classification Plan.
159.08 Adjustment and Review of Compensation Plan.
159.09 Compensation.
159.10 Military Leave. (Repealed)
159.11 Holidays, Vacations and Leaves of Absence. (Repealed)
159.12 Fringe Benefits and Miscellaneous Provisions. (Repealed)
159.13 Determination of Number of Employees per Department. (Repealed)
159.14 Classification Plan; Employees and Officers. (Repealed)
CROSS REFERENCES
Oath of office required - see Ohio Const., Art. XV, Sec. 7; CHTR. § 9.01
Salary not to be changed during term - see Ohio Const., Art. II, Sec. 20; Ohio R.C. 731.07
Welfare - see Ohio Const., Art. II, Sec. 34
Worker's compensation - see Ohio Const., Art. II, Sec. 35; Ohio R.C. Ch. 4123
Official bond - see CHTR. § 9.02; Ohio R.C. 3.06
Removal from office - see Ohio R.C. 3.07 et seq.
Deductions for dues and savings - see Ohio R.C. 9.41, 9.43
Deductions for municipal income tax - see Ohio R.C. 9.42
Vacation credit - see Ohio R.C. 9.44
Sick leave - see Ohio R.C. 124.38
Public Employees Retirement System - see Ohio R.C. Ch. 145
Expenses for attendance of conference or convention - see Ohio R.C. 733.79
Strikes by public employees - see Ohio R.C. Ch. 4117
Upon entering the duties of their respective offices, the following officers and employees of the City shall execute a bond, the premium of which shall be paid for by the City, with good and sufficient surety to be approved by Council in favor of the City for the faithful performance of their respective duties in the amounts hereinafter indicated:
(a) Director of Finance: $50,000.
(b) Mayor: $25,000.
(c) City Administrator: $25,000.
All bonds shall be recorded by and kept in custody of the Clerk of Council.
(Ord. C79-79. Passed 12-17-79; Ord. C47-01. Passed 8-6-01.)
(a) No member of Council nor any other officer or employee of the Municipality shall be directly or indirectly interested in any contract, job, work or service with or for the Municipality; nor in the profits or emoluments thereof; nor in the expenditure of any money on the part of the Municipality. Any contract with the Municipality in which any officer or employee is or becomes interested may be declared void by Council. Nor shall the Mayor or members of Council or directors of departments, during their terms of office, or any other employee of the Municipality, during his employment by the Municipality, practice law or give legal advice or be associated with another in the practice of law in any matter or controversy in which the Municipality is or may become a party, except on behalf of the Municipality as an officer or employee.
(b) Any willful violation of this section constitutes malfeasance in office and any officer or employee found guilty thereof under the terms of these Codified Ordinances, the Charter or under the provisions of the general law shall forfeit his office and the office shall be filled in accordance with the provisions of the Charter as to vacancies.
(Ord. C79-79. Passed 12-17-79; Ord. C47-01. Passed 8-6-01.)
(a) Policy. The City strongly disapproves and expressly prohibits any form of unlawful harassment based on race, color, religion, sex, national origin, age, disability, status as a veteran or special disabled veteran, or any other characteristic protected by applicable federal, state, or local laws.
The City also prohibits sexual harassment of employees in any form. It is City policy to provide an employment and business environment free of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communication of a sexual nature constituting sexual harassment as defined and otherwise prohibited by federal and state law.
Specifically, no supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee’s refusal to submit to sexual advances will adversely affect the employee’s employment, evaluation, wages, advancement, assigned duties, shifts, or any other condition of employment or career development.
Other sexually harassing conduct in the workplace, whether committed by supervisors or non-supervisory personnel, is impermissible and prohibited because it creates an intimidating, hostile, or offensive working environment and/or unreasonably interferes with an individual’s work performance. This includes, but is not limited to, any conduct of a sexual nature, including verbal conduct, touching, solicitation or the display in the workplace of sexual objects or pictures, where there has been an indication that such conduct is unwelcome.
Any conduct, as described above, whether by supervisors or non-supervisory personnel, may result in disciplinary action, up to and including discharge.
(b) Guidelines. It is policy to investigate thoroughly and remedy any known incidents of harassment. In order to accomplish this, however, harassment must be brought to the attention of management. Accordingly, employees who feel aggrieved because of harassment have an obligation to communicate their problem immediately. Employees who feel comfortable doing so should directly inform the person engaging in harassing conduct that such conduct is offensive and must stop; however, employees are not required to first directly address the person who is harassing them. The following steps should be taken by an employee who has a complaint of harassment:
(1) Any individual that believes that he or she has been subjected to unlawful harassment, or witnessed unlawful harassment, should promptly file a written report of that fact to the department director or the individual’s immediate supervisor/manager. If the individual alleges harassment against the department director and the individual’s immediate supervisor/manager, the individual need not report the incident to the alleged harassers and instead, may report the incident to the City Administrator. The written report should identify the alleged incidents of harassment, the alleged perpetrators of the harassment (if known), and any witnesses to the harassment. The report will be kept confidential to the extent possible consistent with a thorough investigation and any remedial action required.
(2) Upon receipt of a report of harassment, the City will investigate the allegations. If the City determines that an individual has violated this policy, the City will take appropriate disciplinary action, up to and including termination.
The City encourages individuals who believe that they have been victims or witnesses of harassment to come forward and report such harassment. The City will not take any adverse action against an individual who in good faith comes forward to report harassment, or provides assistance in an investigation, regardless of whether the allegation is substantiated.
(Ord. C79-79. Passed 12-17-79; Ord. C47-01. Passed 8-6-01.)
No person, other than Council, the Mayor or any appointee of Council or the Mayor, in the employ of the City shall directly or indirectly solicit or receive, or be in any manner concerned in soliciting or receiving any assessment, subscription or contribution for or against any political party, any candidacy for office or the nomination therefor, any other issue at any election or for any other political purpose whatever. No person shall orally or in writing, solicit or receive, or be in any manner concerned in soliciting any assessment, subscription or contribution for any such purpose from any person holding a position with the City.
(Ord. C79-79. Passed 12-17-79; Ord. C47-01. Passed 8-6-01.)
The oath of office as required by the Charter, Article IX, Section 9.01 shall be administered to every new employee of the City and filed and kept in the office of the Clerk. The oath shall be signed by the person taking the oath with at least two witnesses to the signature.
(Ord. C79-79. Passed 12-17-79; Ord. C47-01. Passed 8-6-01.)
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