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(A) The purpose of this policy is to prevent the loss of regular straight-time pay in case of absence due to death in an employee's family. Accordingly, an employee will receive, upon request, a maximum of three consecutive working days off, as is necessary, not extending beyond the day following the funeral, nor beginning before the date of death, without loss of regular straight-time pay.
(B) Immediate family shall be: an employee's father, mother, sister, brother, wife, husband, son, daughter, father-in-law, mother-in-law, or any relative who is a member of the employee's household.
(C) In case of the death of an employee's son-in-law, daughter-in-law, grandparent, or the death of a member of his household who is not a relative, the employee will be permitted, upon request, to be off on the day of the funeral, without loss of regular straight-time pay.
(D) This provision will not apply within the time limits of other absences including vacations, leaves of absence, or absence because of illness or injury.
(Ord. 1982-6, passed - - )
(A) The purpose of this policy is to prevent an employee from losing straight-time pay when required to serve on jury duty. Upon receipt of notice to serve on jury duty the employee should immediately take such notice to the supervisor.
(B) Should the employee be relieved from jury duty he will be expected to return to work during their scheduled working hours, and may be assigned to any available work upon reporting.
(C) Pay for jury duty shall be the difference between the amount received for jury duty and the employee's regular straight-time pay for those scheduled days required to serve on a jury. Such time spent on jury duty shall not be counted as time worked for the purpose of computation of overtime.
(Ord. 1982-6, passed - - )
(A) Leaves of absence without pay may be granted to employees with seniority for the reasons and under the conditions listed below:
(1) Personal illness or injury. Leaves will be granted regular employees for a period not to exceed 90 days upon the employee furnishing the city with proper and acceptable medical evidence. Personal illness or injury leaves may be extended by the city in increments of 30-day periods. In the event extensions are granted, additional acceptable medical proof of continued disability shall be required.
(2) Military leaves. The city shall observe all acts of Congress relating to military obligations and to the rights of servicemen.
(3) Maternity leave. Pregnancy leaves will be granted at such a time the employee presents certification she is unable to continue to perform her regular job duties because of her pregnancy. Employees on maternity leave of absence who return to work by the expiration of such leave shall be reinstated with accrued seniority.
(4) Personal leave. The city may, at its discretion, grant an employee a personal leave for a period not to exceed 30 calendar days. Requests for such leave must be made in advance, in writing, to the department head. The city discourages personal leaves and such leaves may be granted only for compelling reasons or unusual circumstances.
(B) Any leave of absence for illness or injury, unless work-related, shall have a maximum duration of two years from last day worked.
(Ord. 1982-6, passed - - )
The city provides benefits in case of absence due to illness or accident to the following extent:
(A) Qualifications.
(1) Sick pay applies to regular employees only. Satisfactory evidence of an employee's illness or accident must be presented to the city to qualify for sick pay benefits.
(2) The employee must adopt such remedial measures as may be commensurate with their disability and permit reasonable examinations and inquiries by a city medical representative or other representative as, in the city's judgement, may be necessary to determine the employee's condition.
(3) The employee must report the reason for absence before the end of the first scheduled work day, or, if prevented from doing so, by circumstances beyond the employee's control, must give reason for absence at the first opportunity thereafter.
(B) Benefits.
(1) In order that a regular employee will suffer no loss of pay due to sporadic illness, each employee may be paid his regular rate of pay up to a maximum of 240 hours, if eligible. Computation of sick pay credit is based on granting regular employees, who were on active payroll as of January 1, 1979, 40 hours sick pay credit plus the opportunity to earn four hours sick pay credit for each month worked after January 1, 1979, but in no case shall accumulated sick pay credit extend beyond the 240 hours maximum.
(2) Sick pay shall be reduced by the amount of any weekly benefit paid under the city group insurance plan, or any benefits paid under any federal, state, county, or city law.
(3) Illness resulting in absence of more than seven consecutive work days, is compensable under the city's health and accident insurance policy. Absence because of accident, that is not work-related, is compensable starting the first day of disability. This comprehensive plan is explained in the group insurance policy. Any questions concerning benefits should be directed to the supervisor.
(C) Workmen's Compensation. In the event an employee is injured on the job and sustains a work- related injury or illness, he is fully covered by Workmen's Compensation and will be paid the maximum benefits provided by state law. An employee who is absent due to a work-related injury or illness shall maintain his seniority rights until he is recovered or a permanent settlement under the Workmen's Compensation statute has been made.
(Ord. 1982-6, passed - - )
(A) The city extends an opportunity for all regular employees and their dependents, to participate in a group insurance program. Participation is optional. A token contribution of $l per year is required by law for the employee to participate in the plan. Dependency coverage is available and contributory.
Basic Benefits | |
Employee | Dependents |
Basic Benefits | |
Employee | Dependents |
Life Insurance | none |
Accident, Death, and Dismemberment | none |
Weekly accident and sickness benefit | none |
Hospital Expense Insurance | same as employee |
Surgical Expense | same as employee |
Hospital Medical Expense | same as employee |
X-Ray - Lab | same as employee |
Supplemental Accident Expense | same as employee |
Major Medical | same as employee |
(B) Maximum payment for any of the above is set forth in the group insurance plan. Any questions concerning coverage or eligibility of claims should be directed to the supervisor.
(Ord. 1982-6, passed - - )
A public employees' deferred compensation plan is hereby established pursuant to IC 5-10-1.1-1 et seq. The Mayor and the Clerk-Treasurer are hereby authorized to enter into any and all necessary agreements and contracts to carry out the terms and conditions of said public employees' deferred compensation plan.
(Ord. 1976-7, passed 3-16-76)
CONDUCT; DISCIPLINE; COMPLAINTS
In order to protect the health and safety of all employees, to protect the city's goodwill and property, to maintain an orderly and efficient operation, and maintain proper standards of conduct, the city has established basic rules of conduct that employees are required to follow. These basic rules of conduct shall be posted and any employee who violates the rules or fails to maintain proper standards of conduct shall be subject to disciplinary action up to and including discharge.
(Ord. 1982-6, passed - - )
(A) The city recognizes the principle of progressive discipline for offenses that do not merit summary discharge. Depending upon the seriousness of the offense one of the following disciplinary measures shall apply:
(1) Written reprimand.
(2) Three-day suspension from work without pay.
(3) Discharge.
(B) It is felt that in most instances offenses are of minor nature and in such instances the supervisor shall discuss the matter with the employee. This oral procedure is not considered disciplinary action.
(C) Disciplinary measures that become part of the employee's personal record shall not be maintained as part of that record beyond 12 months from the date of the disciplinary action, providing there is no progressive discipline given the employee during this 12-month time period.
(D) The disciplinary procedure outlined above may not necessarily apply to probationary, part-time, or temporary employees.
(Ord. 1982-6, passed - - )
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