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(a) Accrual. Each eligible employee, as defined in Section 161.01(e), shall be entitled to sick leave of four and six-tenths (4 6/10) hours with pay for each completed eighty (80) hours of service. Employees may use sick leave, upon approval of the department head, for absence due to personal illness, pregnancy, injury, exposure to contagious disease which could be communicated to other employees, and illness, injury or death in the employeeās immediate family. Immediate family as used herein is defined as spouse, child, brother, sister, parents, grandparents, grandchild, father in-law, mother in-law, son in-law, daughter in-law, brother in-law, sister in-law, stepfather, stepmother, stepsister, stepbrother, stepson, stepdaughter, half-brother, and half-sister. The City reserves the right to require employees to utilize sick leave if the employee is or becomes visibly or obviously sick at work. Unused sick leave shall be cumulative without limit. When sick leave is used, it shall be deducted from the employeeās credit on the basis of a minimum of one hour (1) for every one (1) hour of absence or part thereof from work, in one (1) hour increments. The department head may require an employee to furnish a satisfactory written and signed statement to justify the use of sick leave. If medical attention is required, a certificate stating the nature of the illness from a licensed physician may be required to justify the use of sick leave and a statement of such leave shall be filed with the City Administrator at the end of each pay period.
(b) Sick leave from another public agency. All eligible employees, as defined in Section 161.01(e), entering the employment of the City may bring up to one hundred and twenty (120) hours from their sick leave balance from another public agency as defined in Ohio R.C. 124.38. The balance must be certified by the public agency. Sick leave balances from another public agency may not be used until all sick leave accrued through the City is exhausted. (Ord. C25-13. Passed 5-6-13.)
(c) Certification. All eligible employees, as defined in Section 161.01
(e), leaving the employment of the City either upon termination or retirement shall receive certification from the City of their unused sick leave.
(d) Payment of Unused Sick leave Upon Retirement or Resignation. Any eligible employee, as defined in Section 161.01
(e), leaving employment of the City either upon retirement or resignation shall be compensated for the employeeās unused sick leave as set forth herein. The amount of payment for unused sick leave shall be calculated by subtracting three hundred sixty hours (360) hours from the certified sick leave balance and dividing that result by two (2). The resulting hours shall be paid at the employeeās final base rate of pay. A retiring employee is guaranteed a payout equal to one-fourth (1/4) of the total number of sick leave hours accumulated.
(e) Payment of Unused Sick leave Upon Termination. Any eligible employee as defined in Section 161.01
(e), leaving employment of the City upon termination shall not be eligible to receive payment for any unused sick leave.
(f) Payment of Unused Sick leave Upon Death. In the event an employee dies as a direct result of an injury sustained in the course of employment, the employeeās estate shall be paid on a day for day basis for his or her certified sick leave of the employeeās final base rate of pay.
(g) Conversion. At any time, an eligible employee, as defined in Section 161.01
(e), who has accumulated and maintains three hundred sixty (360) or more hours of unused sick leave shall be given the option of converting unused sick leave earned with the City for paid compensation of fifty percent of the total hours at the employeeās regular base rate of pay; (for example, one hundred (100) hours will yield a total of fifty (50) hours of pay multiplied by the employeeās regular base rate). No employee conversion per this section may result in such employee maintaining less than a minimum of three hundred sixty (360) hours. (Ord. C25-13. Passed 5-6-13.)
(h) Donated Sick Leave.
(1) Eligibility. Any eligible employee, as defined in Section 161.01
(e), may apply to the Human Resources Coordinator or the City Administratorās designee, to receive donated sick leave, if the employee requesting such donated sick leave: (C25-13. Passed 5-6-13.)
A. Has a non-work related serious illness or serious injury, as documented in writing by a medical doctor, which renders the employee unable to perform the essential functions of the employeeās position for a minimum of four (4) consecutive weeks;
B. Has exhausted all leave balances and does not have a sufficient amount of accrued and unused paid leave to cover the estimated period of absence.
C. Has not been offered non-work related Transitional Duty; and
D. Has no record of ever being disciplined for sick leave abuse.
(2) Procedure.
A. An employee qualifying for sick leave donation hereunder shall make a written request for such leave by completing the necessary form and submitting same to the Human Resources Coordinator or the City Administratorās designee. Written documentation from a medical doctor of the employeeās serious illness or injury must be attached to the request. The City Administrator shall have the discretion to approve or deny such request. Copies of the written request and written documentation from a medical doctor shall be provided to Human Resources. (Ord. C25-13. Passed 5-6-13.)
B. Upon approval of a request for sick leave donation, the City Administrator or City Administratorās designee shall complete the necessary form and forward copies of same to the employee requesting sick leave donation.
C. An employee wishing to donate sick leave to a fellow employee eligible for donation shall complete the necessary form and forward same to the City Administrator or City Administratorās designee, who shall provide a copy to Human Resources.
(3) Approval. Upon approval of an employeeās request for donated sick leave, the City Administrator or City Administratorās designee shall:
A. Notify all eligible employees of the employeeās need for donated sick leave, while respecting the employeeās right of privacy;
B. Approve payment of any such donated sick leave to the requesting employee on a pay period by pay period basis up to the amount of donated leave, or the hours necessary to provide the member with their regular, straight-time pay for such pay period, whichever is greater.
(4) Donating Sick Leave. Employees may donate accrued and unused sick leave to their credit to any other employee who has been approved to receive donated sick leave if the donating employee:
A. Retains a sick leave balance of at least two hundred forty hours after deduction of the hours offered for donation; and
B. Voluntarily elects to donate sick leave to the employee approved for donation, understanding that any such leave donated and not used shall be returned.
(5) Terms and Conditions. The following additional terms and conditions shall apply to the Sick Leave Donation Program:
A. All donation of sick leave shall be in eight-hour increments, with eight hours being the minimum donation;
B. An employee receiving donated sick leave shall be paid at the employeeās regular, straight-time rate of pay, regardless of the rate of pay of the employee donating such leave;
C. Sick leave shall be deducted from donating employee proportionately from all donated hours and credited to the receiving memberās account on pay day up to the amount necessary for the employee to be paid their regular two (2) weekās pay. No sick leave shall accumulate in the account of a receiving employee or be converted to cash or compensatory time. Any sick leave donated by an employee that is not used shall remain in the account of the donating employee.
D. An employee using donated sick leave shall be in active pay status and shall accrue sick and vacation leave, and be entitled to any benefits they would normally receive. All paid leave provided to or accrued by an employee while using donated sick leave shall be used in the following pay period before donated sick leave is used.
E. Employees receiving donated sick leave shall be eligible to receive such leave only until the employeeās estimated date of return to duty, or until the first pay period during which the receiving employee fails to receive enough donated leave to receive their full two (2) weeks pay. Employees who have continued to receive full donations and whose physicians extend their estimated date of return will be eligible for notification for the need for further donation.
F. No employee receiving donated sick leave will be permitted to be off work on such leave more than twelve (12) consecutive calendar months. An employee may not apply for donated leave more than once in any twelve (12) month period.
G. No employee may donate more than eighty (80) sick leave hours to another employee in a calendar year. (Ord. C15-18. Passed 3-20-18.)
H. The City Administrator or City Administratorās designee shall ensure that no employee is forced or coerced into donating sick leave for a fellow employee. Donation shall be strictly voluntary. Only the Human Resource Coordinator shall directly solicit donations of sick leave from another employee.
(Ord. C10-87. Passed 3-16-87; Ord. C47-01. Passed 8-6-01; Ord. C10-09. Passed 2-17-09; Ord. C10-09. Passed 2-17-09; Ord. C23-10. Passed 5-3-10; Ord. C33-16. Passed 5-2-16; Ord. C40-22. Passed 6-20-22.)
(a) Special Leave. For eligible employees, as defined in Section 161.01(e), the City Administrator may authorize special leave of absence without pay for any period or periods not to exceed three (3) calendar months in any one calendar year in the City Administratorās sole discretion. In addition, the City Administrator may require special leave be dual counted along with leave under the Family and Medical Leave Act. While an employee is on special leave, they shall be responsible for the full cost of the employeeās benefit program and any other requirements set by the City, unless regulated by state or federal law or as required by the Family Medical Leave Act.
(b) Absence Without Leave. An employee who intends to be absent from duty shall report the reasons therefore to the employee's supervisor prior to the date of absence when practical and in no case later than noon of the first day of absence, if at all possible. All unauthorized and unreported absences shall be considered as absence without leave. For non-exempt employees, a reduction in pay shall automatically be made for the period of absence. For all employees, such unauthorized absence may be made the grounds for disciplinary action up to and including discharge.
(c) Military Leave. Employees who are members of the Ohio National Guard, the Ohio Defense Corps., the State and Federal Militia, or members of other reserve components of the Armed Forces of the United States are entitled to leaves of absence from their respective duties without loss of pay, and without any offset for receipt of military pay, for the time they are performing service in the uniformed services, as defined in Section 5903.01 of the Ohio Revised Code., for periods of up to one hundred seventy-six (176) hours within one (1) calendar year. Employees are required to submit to the City an Order or statement from the appropriate military commander as evidence of such duty. There is not a requirement that the service be in one (1) continuous period of time. The maximum number of hours for which payment will be made in anyone (1) calendar year under this provision is one hundred seventy-six (176) hours. Members of those components listed in this division (c) will be granted emergency leave for mob, riot, civil defense, or similar duties when so ordered by the Governor to assist Civil Authorities. Such emergency leave will be without pay if it exceeds authorized military leave for the year as indicated above. The leave will cover the official period of the emergency. Employees who are called or ordered to service by the President of the United States or an act of Congress for periods beyond one hundred seventy-six (176) hours within the calendar year are entitled to leaves of absence and to be paid in total the lesser of:
(1) The difference between the employee's gross monthly wage and the sum of the employee's gross uniformed pay and allowances for the month; or
(2) Five hundred (500) dollars.
No pay for such periods will be received if the employee's military pay exceeds the pay as a City employee. The leave will cover the official period of the emergency.
(Ord. C10-87. Passed 3-16-87; Ord. C47-01. Passed 8-6-01; Ord. C10-09. Passed 2-17-09; Ord. C40-22. Passed 6-20-22.)
(a) Annual Uniform Allowance.
(1) The Police Chief shall receive an annual clothing and equipment allowance of one thousand two hundred (1,200) dollars per year payable in semi-annual payments of six hundred (600) dollars in January and July of each calendar year. (Ord. C23-15. Passed 4-20-15.)
(2) (EDITOR'S NOTE: Division (a)(2) of Section 161.09 was repealed by Ordinance C76-10, passed December 20, 2010.)
(b) Personal Expenses.
(1) Any eligible employee, as defined in Section 161.01(e), authorized by the City Administrator to engage in or upon official business within Franklin County for or on behalf of the City may be reimbursed for all or part of any expense incurred. Such employee shall submit a statement of expenses with such supporting data as the Director of Finance or City Administrator requires.
(2) Any employee, upon specific prior approval of the City Administrator, may be reimbursed for expenses for official business outside Franklin County. Such employee shall submit a statement of the expenses with such supporting data as the Director of Finance requires.
(3) Whenever a City employee uses their private automobile in the conduct of official City business the employee shall be compensated for such use at the rate provided for in the current federal tax regulations pertaining to such allowances. Such use must be authorized in advance by the department head and approved by the City Administrator.
(4) Any employee may request prepayment of any expenses. Such request must be authorized by the City Administrator and submitted to the Director of Finance for approval with such supporting data as required. Such prepayment shall be confirmed after such activity concludes to the Director of Finance within thirty days following the expenditure. The City reserves the right to recoup overpayments as permitted by law.
(5) Reimbursements other than those included in this subsection shall be specifically authorized by Council.
(Ord. C10-87. Passed 3-16-87; Ord. 24-91. Passed 4-15-91.)
(c) Hospitalization, Surgical, Major Medical.
(1) The City shall provide for the comprehensive hospitalization, surgical, major medical, physician's services coverage and prescription drug coverage as set forth under the master agreement entered into by the City for each eligible employee as defined in Section 161.01
(e). (Ord. C39-02. Passed 6-1-92; Ord. C47-01. Passed 8-6-01.)
(d) Vision Care Plan. The City shall provide vision care coverage for each eligible employee as defined in Section 161.01(e).
(e) Dental Care Plan. The City shall provide dental care coverage for each eligible employee as defined in Section 161.01(e).
(Ord. C39-92. Passed 6-1-92.)
(f) Life Insurance. The City shall provide seventy-five thousand ($75,000) dollars of life insurance for all eligible full-time employees as defined in Section 161.01(e). (Ord. C25-13. Passed 5-6-13.)
(Ord. C10-87. Passed 3-16-87; Ord. C47-01. Passed 8-6-01.)
(g) Payment for Coverage.
(1) The City shall pay eighty-five percent of the monthly premiums for medical coverage, vision coverage and dental coverage. All participants shall pay fifteen percent of the monthly premiums for such coverage. The amounts paid by an eligible employee, as defined in Section 161.01(e), for medical coverage, vision coverage and dental coverage will be deducted from the employee's gross salary for tax purposes as permitted by law.
(2) The total cost to the City shall be certified annually by the Director of Finance and funded within the Annual Appropriation Ordinance.
(h) Employees not taking City Health Insurance, Major Medical and Hospitalization. Employees electing not to take such City insurance coverage and who are not covered under any other City insurance policy for the entire calendar year shall receive the following payment in December for that year: (Ord. C76-10. Passed 12-20-10.)
(1) Employees eligible for family coverage but taking no coverage $2,300;
(2) Employees eligible for family coverage but taking single coverage $1,300;
(3) Employees eligible for single coverage but taking no coverage $1,300.
(i) Other Benefits. Other benefits may be authorized from time to time by the City Administrator if there is no cost to the City. Notwithstanding the foregoing, the City Administrator is authorized to adjust benefits to ensure that all employees in a department or division are treated in a similar fashion. (Ord. C25-13. Passed 5-6-13.)
(Ord. C98-92. Passed 11-2-92; Ord. C86-00. Passed 10-16-00; Ord. C47-01. Passed 8-6-01; Ord. C108-02. Passed 12-2-02; Ord. C10-09. Passed 2-17-09; Ord. C23-15. Passed 4-20-15; Ord. C-33- 16. Passed 5-2-16; Ord. C-34-16. Passed 5-2-16; Ord. C40-22. Passed 6-20-22; Ord. C06-24. Passed 2-20-24.)
Appointed and elected City personnel are hereby set forth below by job title along with their exemption status under the Fair Labor Standards Act (exempt āEā or non-exempt āNā), the maximum number of employees to fill each position and the pay grade for each position:
Job# | Organizati on Identification | Job Title | FLSA Exemption | Classification Plan | FTE Max. Number | Pay Grade | Minimum/ Maximum |
Job# | Organizati on Identification | Job Title | FLSA Exemption | Classification Plan | FTE Max. Number | Pay Grade | Minimum/ Maximum |
511 | City Council | Clerk of Council | E | U | 1 | Set by Ordinance | |
512 | City Council | Deputy Clerk of Council | N | U | 1 | 5 | $23.76 - 41.45 |
1111 | Administration | Administrativ e Assistant/City Administrator | E | U | 1 | $141,000 - 201,000 | |
1112 | Administration | Deputy City Administrator | E | U | 2 | 11 | $141,000 - 201,000 |
1211 | Administration | Community Relations Division Chief | E | C | 1 | 11 | $48.00 - 77.00 |
1311 | Administration | Business and Community Relations Specialist | N | C | 3 | 6 | $26.13 - 45.59 |
1312 | Administration | Court Account Specialist | N | C | 1 | CBA | 18.93 - 34.18 (thru 4/20/25) |
1313 | Administration | Human Resource Coordinator | E | C | 2 | 7 | $28.75 - 50.15 |
1512 | Administration | Executive and Commissions Assistant | N | C | 1 | 7 | $28.75 - 50.15 |
1513 | Administration | Court Account Clerk | N | C | 2 | CBA | $17.46 - 29.96 (thru 4/20/24) |
1551 | All | Part Time | N | U | N/A | 1/2/3 | $15.00 - 34.25 |
1611 | Administration | Human Resource Division Chief | E | C | 1 | 11 | $48.00 - 77.00 |
2111 | Finance | Finance Director | E | U | 1 | 12 | $51.00 - 80.00 |
2211 | Finance | Finance Deputy Director | N | C | 1 | 9 | $34.78 - 60.68 |
2512 | Finance | Payroll Specialist | N | C | 1 | 7 | $28.75 - 50.15 |
2513 | Finance | Accounting Assistant and Tax Administrator | N | C | 1 | 7 | $28.75 - 50.15 |
2514 | Finance | Finance Budget and Accounts Payable | N | C | 1 | 7 | $28.75 - 50.15 |
3111 | Information Systems | Information Systems Director | E | U | 1 | 12 | $51.00 - 80.00 |
3211 | Information Systems | Information Systems Deputy Director | E | C | 2 | 9 | $34.78 - 60.68 |
3311 | Information Systems | Information Systems Coordinator | N | C | 4 | 8 | $31.62 - 55.16 |
3452 | Information Systems | GIS Administrator | N | C | 1 | 8 | $31.62 - 55.16 |
3453 | Information Systems | GIS Analyst | N | C | 1 | 7 | $28.75 - 50.15 |
4111 | Law | Law Director | E | U | 1 | Set by Ordinance | |
5111 | Parks and Recreation | Parks and Recreation Director | E | U | 1 | 12 | $51.00 - 80.00 |
5211 | Parks and Recreation | Parks and Recreation Deputy Director | E | C | 1 | 9 | $34.78 - 60.68 |
5311 | Parks and Recreation | Parks and Recreation Supervisor | N | C | 8 | 6 | $26.13 - 45.59 |
5312 | Parks and Recreation | Parks and Recreation Coordinator | N | C | 6 | 5 | $23.76 - 41.45 |
5511 | Parks and Recreation | Administrative Secretary I | N | C | 3 | 4 | $21.60 - 37.68 |
6111 | Service | Public Service Director | E | U | 1 | 12 | $51.00 - 80.00 |
6211 | Service | Public Service Deputy Director | E | C | 1 | 9 | $34.78 - 60.68 |
6212 | Service | Public Service Superintendent | E | C | 1 | 8 | $31.62 - 55.16 |
6411 | Service | Urban Forestry Supervisor | N | C | 1 | 7 | $28.75 - 50.15 |
6412 | Service | Urban Forestry Arborist | N | C | 1 | 6 | $26.13 - 45.59 |
6511 | Service | Service Executive Assistant | N | C | 1 | 6 | $26.13 - 45.59 |
6512 | Service | Administrative Secretary I | N | C | 1 | 4 | $21.60 - 37.68 |
6611 | Service | Service Manager | N | C | 1 | 8 | $31.62 - 55.16 |
6612 | Service | Park Maintenance Supervisor | N | C | 1 | 7 | $28.75 - 50.15 |
6613 | Service | Fleet Maintenance Supervisor | N | C | 1 | 7 | $26.41 - 45.67 |
6614 | Service | Facility Maintenance Supervisor | N | C | 1 | 7 | $28.75 - 50.15 |
6615 | Service | Service Technician | N | C | 23 | CBA | $20.93 - 34.49 (thru 4/20/25) |
6616 | Service | Crew Leader | N | C | 4 | 6 | $26.13 - 45.59 |
6617 | Service | Facility Maintenance Technician | N | C | 3 | 5 | $23.76 - 41.45 |
6618 | Service | Facility Services Housekeeping Coordinator | N | C | 1 | 6 | $26.13 - 45.59 |
6619 | Service | Facility Housekeeping Technician | N | C | 1 | 5 | $23.76 - 41.45 |
7111 | Development | Development Director | E | U | 1 | 12 | $51.00 - 80.00 |
7312 | Development | Community Development Manager | N | C | 1 | 8 | $31.62 - 55.16 |
7313 | Development | Planner | N | C | 2 | 6 | $26.13 - 45.59 |
7314 | Development | Economic Development Specialist | N | C | 1 | 5 | $23.76 - 41.45 |
7315 | Development | Economic Development Manager | N | C | 1 | 8 | $31.62 - 55.16 |
7355 | Development | Senior Planner | N | C | 1 | 7 | $28.75 - 50.15 |
7512 | Development | Administrati ve Secretary 1 | N | C | 2 | 4 | $21.60 - 37.68 |
8111 | Safety | Safety Director | E | U | 1 | 12 | $51.00 - 80.00 |
8112 | Safety - Buildings | Building Chief Official | E | C | 1 | 11 | $48.00 - 77.00 |
8211 | Safety - Buildings | Planning and Zoning Manager | N | C | 1 | 6 | $26.13 - 45.59 |
8213 | Safety - Buildings | Inspection Manager | N | C | 1 | 7 | $28.75 - 50.15 |
8311 | Safety- Buildings | Master Plans Examiner | N | C | 1 | 8 | $31.62 - 55.16 |
8351 | Safety - Buildings | Master Plans Examiner | N | U | 1 | 8 | $31.50 - 54.47 |
8411 | Safety - Buildings | Inspector | N | C | 5 | 6 | $26.13 - 45.59 |
8511 | Safety - Buildings | Building Account Clerk | N | C | 1 | CBA | $17.46 - 29.96 (thru 4/20/24) |
8512 | Safety - Buildings | Accounts and Systems Coordinator | N | C | 1 | 4 | $21.60 - 37.68 |
8513 | Safety - Buildings | Building Permit Coordinator | N | C | 1 | 4 | $21.60 - 37.68 |
8514 | Safety - Buildings | Property Maintenance Inspector | N | C | 3 | 6 | $26.13 - 45.59 |
9111 | Safety - Police | Police Chief | E | C | 1 | 11 | $48.00 - 77.00 |
9212 | Safety - Police | Police Lieutenant | N | C | 3 | CBA | $64.77 - 68.71 (thru 12/31/24) |
9411 | Safety - Police | 9-1-1 Public Safety Communicat ions Manager | E | C | 1 | 7 | $28.75 - 50.15 |
9412 | Safety - Police | 9-1-1 Public Safety Communicat ions Supervisor | N | C | 2 | CBA | $29.12 - 40.07 (thru 12/31/202 6) |
9413 | Safety - Police | 9-1-1 Public Safety Communicat ions Dispatcher | N | C | 14 | CBA | Step 5 $26.47 - 39.16 thru 12/31/202 6) |
9511 | Safety - Police | Police Executive Assistant | N | C | 1 | 6 | $23.33 - 40.35 $26.13 - 45.59 |
9512 | Safety - Police | Police Account Clerk | N | C | 2 | CBA | $17.46 - 29.96 (thru 4/20/24) |
9514 | Safety - Police | Records Specialist | N | C | 1 | 5 | $23.76 - 41.45 |
9515 | Safety - Police | Professional Standards Support | N | C | 1 | 5 | $23.76 - 41.45 |
9516 | Safety - Police | Community Relations Supervisor | N | C | 1 | 6 | $26.13 - 45.59 |
9517 | Safety - Police | Division Analyst | N | C | 3 | 5 | $23.76 - 41.45 |
9911 | Safety - Police | Police Sergeant | N | C | 8 | CBA | $57.46 - 60.96 (thru 12/31/24) |
9912 | Safety - Police | Police Officer | N | C | 57 | CBA | $28.53 - 52.90 (thru 12/31/24) |
(Ord. C88-91. Passed 12-6-91; Ord. C18-93. Passed 3-15-93. Ord. C3-95. Passed 1-17-95; Ord. C2-96. Passed 1-2-96; Ord. C28-96. Passed 4-15-96; Ord. C72-96. Passed 9-3-96; Ord. C6-97. Passed 2-3-97; Ord. C28-98. Passed 4-20-98; Ord. C72-98. Passed 10-5-98; Ord. C14-00. Passed 3-6-00; Ord. C29-01. Passed 5-7-01; Ord. C47-01. Passed 8-6-01; Ord. C26-02. Passed 3-18-02; Ord. C100-02. Passed 11-4-02; Ord. C15-04. Passed 3-1-04; Ord. C80-04. Passed 9-20-04; Ord. C07-05. Passed 2-22-05; Ord. C127-05. Passed 12-19-05; Ord. C83-06. Passed 12-4-06. Ord. C45-07. Passed 6-4-07. Ord. C98-07. Passed 12-3-07; Ord. C10-09. Passed 2-17-09; Ord. C23-10. Passed 5-3-10; Ord. C76-10. Passed 12-20-10; Ord. C25-11. Passed 6-20-11; Ord. C05-12. Passed 2-6-12; Ord. C59-12. Passed 11-19-12; Ord. C25-13. Passed 5-6-13; Ord. C23-15. Passed 4-20-15; Ord. C33-16. Passed 5-2-16; Ord. C11-17. Passed 3-20-17; Ord. C15-18. Passed 3-20-18; Ord. C10-19. Passed 3-18-19; Ord. C10-21. Passed 3-1-21; Ord. C40-22. Passed 6-20-22; Ord. C08-23. Passed 3-20-23; Ord. C35-23. Passed 9-5-23; Ord. C06-24. Passed 2-20-24; Ord. C02-25. Passed 1-21-25.)
(a) Approval of Coursework. All full-time and part-time employees shall be eligible to participate in the Cityās Tuition Reimbursement Program. Under this program, each employee shall be eligible for a maximum of five thousand dollars ($5,000) in reimbursement per calendar year for tuition, and books, in courses of instruction voluntarily undertaken. Courses of instruction eligible for reimbursement under this program shall include courses necessary for job-related degree programs or courses of study not necessarily within a job-related degree program but which are still job-related. In addition, only coursework provided by a recognized institution (e.g. college, university, community college, post-secondary technical school, etc.) shall be eligible for reimbursement under this program. No reimbursement shall be approved for correspondence courses. Reimbursement shall include cost for all registration fees and textbooks.
(Ord. C25-13. Passed 5-6-13; Ord. C15-18. Passed 3-20-18; Ord. C61-22. Passed 9-19-22.)
(b) Reimbursement Process. All coursework subject to potential reimbursement shall be transmitted, in advance of enrollment in the course and through the employee's department/division head, to the City Administrator for approval. The department/division head shall provide a written recommendation concerning approval/disapproval of the request at time of transmittal. An employee shall make application for approval of the course work at least fifteen (15) days prior to commencement of the course of study. The City Administrator shall evaluate the employee's coursework/degree program for job-relatedness and shall notify the employee, in writing, regarding the approval/disapproval of said coursework/degree program on that basis.
Courses are to be taken on other than scheduled working hours, unless approval is obtained from the appropriate department/division head and the City Administrator to take such courses on work time.
An employee must timely complete all coursework in the regularly scheduled course schedule and receive a grade of āCā or better to be reimbursed per this program.
(Ord. C47-01. Passed 8-6-01; Ord. C10-09. Passed 2-17-09; Ord. C23-15. Passed 4-20-15.)
(a) Policies and Procedures. The City's policies, procedures and guidelines for all employees are set forth in the Employee Handbook and are expected to be followed. The City may discipline an employee if necessary, be it progressive or general discipline, up to and including discharge as determined by the City in its discretion. The City maintains the discretion to classify offenses and violations of its policies, procedures and guidelines and to determine the level of discipline on a case-by-case basis.
(b) Work Rule Examples. In addition to violations of Laws and Ordinances, personnel rules and regulations, and departmental rules and regulations, examples of activities that may result in discipline include, but are not limited to, the following:
(1) Failure to follow the lawful orders of a supervisor or department head;
(2) Absence from work without permission;
(3) Continued absence or tardiness;
(4) Failure to perform assigned work in an acceptable manner;
(5) Waste of material, property or working time, including, but not limited to, abuse of City equipment or unauthorized use of City equipment;
(6) Inability to get along with fellow employees so that work is hindered or does not meet required standards;
(7) Drinking, possession, or using a drug of abuse (including, without limitation cannabis and its derivatives) on the job or appearing for work under the influence of alcohol or a drug of abuse; (Ord. C15-18. Passed 3-20-18.)
(8) Rudeness or disrespect in dealing with the public;
(9) Any conduct which adversely reflects on the professional reputation of the employee or the City, or which evidences a lack of fitness or ability of the employee to perform the duties of an employee of the City; or
(10) Any criminal offense.
(c) Progressive Discipline. When in the best interest of the City, as determined by the City Administrator, the principles of progressive disciplinary action will be followed with respect to minor offenses.
When in the best interest of the City, as determined by the City Administrator, disciplinary action shall first be reviewed by the employee's immediate supervisor. The failure of the immediate supervisor to take action shall not preclude any higher supervisory authority from initiating disciplinary action. At the City's sole discretion, such action may consist of, and in any order or step:
(1) Reprimand which shall become part of the employee's personnel file;
(2) Suspension from duty without pay;
(3) Dismissal.
Any disciplinary action which affects the pay or status of an employee shall be reviewed and approved by the City Administrator prior to becoming effective. Nothing in this Section shall be deemed to preclude an employee from being relieved of duty, with pay, if in the judgment of any higher supervisory authority such action is necessary. In all cases of discipline, the procedure set forth in these chapters shall control, unless otherwise provided for by a collective bargaining agreement entered into by the City.
Any classified employee whose actions make the employee subject to dismissal, demotion or change in pay status shall be provided with oral or written notice of the charges against the employee, an explanation of the City's reasons for the proposed termination, and an opportunity to present the employee's version of the facts relating to the charges.
(d) Supervisors. The duty of maintaining discipline among employees shall rest initially with the immediate supervisor and finally with the City Administrator.
(e) Record of Actions. Whenever a disciplinary action is taken which results in a disciplinary action of record, the employee shall be given a copy of such record. The action may also be used in any performance assessment.
(Ord. C47-01. Passed 8-6-01; Ord. C10-09. Passed 2-17-09.)
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