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§ 33.064 TIME OFF TO VOTE.
   Employees who may be required to work on an Election Day should find time to vote either before or after their working hours. If nonexempt employees are unable to vote in an election during their nonworking hours, the Town of Monon may grant a maximum of one hour of unpaid time off to vote.
(Ord. 2022-13, passed 12-21-2022)
§ 33.065 COURT AND JURY DUTY.
   (A)   The Town of Monon encourages employees to fulfill their civic responsibilities by serving jury duty when required. Non-exempt employees are required to return to his/her scheduled shift once released from jury duty.
   (B)   Employees must show the jury duty summons to their department head as soon as possible so that the supervisor may arrange to accommodate their absence.
   (C)   The per diem amount paid to an employee for jury duty shall be turned over to the Town of Monon Clerk-Treasurer. The employee shall keep mileage compensation.
   (D)   Either the Town of Monon or the employee may request an excuse from jury duty, if in the town's judgment, the employee's absence would create serious operational difficulties.
   (E)   Jury duty pay will be calculated on the employee's rate of pay times the number of hours the employee would otherwise have worked on the day of absence.
   (F)   The Town of Monon encourages employees to appear in court for witness duty when subpoenaed to do so. If employees have been subpoenaed or otherwise requested to testify as witnesses by the town, they will receive full pay for the entire period of witness duty. Other court appearances will require use of vacation days or compensatory time. Employees are expected to report for work whenever the court schedule permits.
(Ord. 2022-13, passed 12-21-2022)
§ 33.066 FAMILY MEDICAL LEAVE ACT (FMLA).
   (A)   The town shall comply with all regulations as described in the Family and Medical Leave Act (FMLA) of 1993 including all subsequent revisions. This policy serves as a general description of employee's FMLA rights; therefore, in the event a conflict arises between this policy and applicable law, employees shall be granted all such rights allowed by law. Town of Monon shall adhere to the "General Notice Requirements" prescribed by the Department of Labor through the following actions:
      (1)   Posting required FMLA information explaining provisions of the Act and procedures for filing complaints of violations of the Act with the Wage and Hour Division of the Department of Labor. This information shall be posted prominently where it can be readily viewed by employees and applicants for employment; and
      (2)   Providing this general notice to each town employee by including the notice in the Personnel Policies Handbook or other written guidance to employees concerning employee benefits and leave rights. The general notice may be distributed electronically as deemed appropriate by the Town of Monon.
   (B)   Any full-time employee who has been employed by the Town of Monon for at least 12 months and who has provided at least 1,250 hours of service, shall be given up to 12 unpaid work weeks of leave during any 12-month period. This time would be used to recover from a serious health condition, care for a newly born or adopted child, or care for a spouse, parent or child who is suffering from a serious health condition.
   (C)   A serious health condition is an illness, injury, impairment or physical or mental condition, involving either inpatient care or continuing treatment by a health care provider.
   (D)   An employee may take leave for the birth or placement of a child only within 12 weeks of that birth or placement, and an employee must provide 30 days advance written notice before the date on which the leave would begin. If the employee is unable to provide 30 days written notice, he or she must provide "such notice as is practical".
   (E)   The employee must use their paid vacation and/or sick leave, during the 12 week period, to be paid bi-weekly according to the employee's normal work scheduled hours until exhausted.
   (F)   The employee desiring to take leave due to his/her own or a family member's serious health condition must provide certification of the condition from a health care provider including the following:
      (1)   The date on which the serious health condition in question began.
      (2)   The probable duration of the condition.
      (3)   Appropriate medical facts regarding the condition.
      (4)   A statement that the employee is needed to care for the family member along with an estimate of how long the care will be required, or a statement that the employee is unable to perform his/her duties because of the serious health condition.
   (G)   Failure to return from FMLA without written authorization from the town will be considered a voluntary resignation.
(Ord. 2022-13, passed 12-21-2022)
§ 33.067 AMERICANS WITH DISABILITIES ACT (ADA).
   (A)   It is the policy of the Town of Monon that qualified individuals with disabilities are not excluded from participating in or benefitting from the services, programs, or activities of the town.
   (B)   It is the policy of the town not to discriminate against a qualified individual with a disability in job application procedures; the hiring, advancement, or discharge of employees; employee compensation; job training; and other terms, conditions, and privileges of employment. It is the intent of this town to comply with all applicable requirements of the Americans with Disabilities Act (ADA).
   (C)   If a person is not able to perform the essential functions of a job, even with reasonable accommodation, then the person is not qualified for the position.
   (D)   The town will reasonably accommodate persons within the requirements of the law. Such reasonable accommodation may include making facilities readily accessible to individuals with a disability, restructuring jobs, modifying work schedules, modifying equipment, or other similar accommodations.
   (E)   Accommodation may not create undue hardship for the town or other employees. An individual who cannot be reasonably accommodated for a job, without undue hardship, will not be selected for that position.
   (F)   All employees are required to comply with safety standards. Applicants who pose a direct threat to the health or safety of other individuals in the workplace, which threat cannot be eliminated by reasonable accommodation, will not be hired.
   (G)   Current employees who pose a direct threat to the health or safety of the other individuals in the workplace will be placed on appropriate leave.
   (H)   Disabled individuals cannot pose a direct threat to the safety of themselves or others. Generally, a "direct threat" means a significant risk to the health or safety of others that cannot be eliminated by reasonable accommodation.
   (I)   Benefits provided to disabled individuals who are qualified to perform the work are not different from the benefits provided to other employees.
   (J)   Members of the public, including individuals with disabilities and groups representing individuals with disabilities, are encouraged to submit suggestions to the Town of Monon ADA Coordinator on how the town might better meet the needs of individuals with disabilities pursuant to this policy.
(Ord. 2022-13, passed 12-21-2022)
§ 33.068 WORKER'S COMPENSATION.
   All on-the-job injuries must be reported to the department head or Clerk-Treasurer immediately. If a full- time employee is injured while performing his/her job for the Town of Monon, an Incident Report must be filed with the Clerk-Treasurer within 24 hours of the injury. There is a seven calendar day waiting period required by Worker's Compensation before benefits are paid. If an employee is off 21 calendar days or longer, Worker's Compensation will then pay the employee for the seven day waiting period. If the employee is off less than the 21 days, the town will then pay the employee for the days regularly scheduled to work in that seven day waiting period after the employee returns to work.
(Ord. 2022-13, passed 12-21-2022)
§ 33.069 WORKPLACE SAFETY.
   (A)   All employees are responsible for maintaining a safe workplace. Employees must consider safety as an essential aspect of their job. Specific rules vary from job to job. The following rules apply to all jobs and have been established for employee protection:
      (1)   Use safety equipment and follow the safety procedures for each job.
      (2)   If an injury or illness occurs while on the job, employee must notify the department head or Clerk-Treasurer. All injuries, no matter how slight, must be reported at once. In any case, employee should never treat their own, or another employee's injury, nor remove foreign particles from the eye.
      (3)   If an employee desire to leave work before the end of a scheduled workday because of illness or injury, the employee is to notify the department head immediately.
      (4)   Report immediately any unsafe acts, hazards, equipment, or condition, which is a safety hazard. Before starting any job, employee should be sure they understand the job and the hazards involved.
      (5)   If treatment is required for an injury, notify the Clerk-Treasurer so that proper OSHA (Occupational Safety and Health Administration) records can be maintained.
      (6)   Aisles, passageways, and floors shall be kept clean, dry, in a sanitary condition and free from stumbling and tripping hazards always.
      (7)   Guards and other safety devices are installed for employee protection. Do not remove them except for maintenance purposes and replace all guards before starting equipment. Never tie down or block guards on machinery. Federal law requires guards. These guards are there for employee protection and safety.
      (8)   Before doing any type of work on moving machinery, it must be stopped and disconnected from electrical source to prevent accidental start-up.
      (9)   Before using any ladder, employee must see that it has good safety feet and is free from cracks, broken rungs, and other defects. When necessary to prevent slipping, employee should have another worker hold the bottom of the ladder.
      (10)   Do not attempt to lift or push objects that may be heavy. ASK FOR HELP when needed.
      (11)   Shut down machines before cleaning, adjusting or repairing.
      (12)   Never use defective tools such as chisels, sledgehammers, punches, wrenches, etc.
      (13)   Replace or ensure that defective tools are repaired.
      (14)   Know the location of the nearest fire extinguisher in employee vehicle or work area.
      (15)   Do not wear gloves, ragged, or loose clothing around moving equipment.
      (16)   If working where there are heavy fumes or dust, make sure there is proper ventilation.
      (17)   If someone is working carelessly and is liable to be hurt, warn him/her about it and advise him/her to work carefully.
      (18)   Do not make electrical repairs unless employee is qualified to make those repairs. Make sure all power is off. Never touch any loose or broken electrical wires.
      (19)   Pay attention to warning signs, they indicate danger.
(Ord. 2022-13, passed 12-21-2022)
§ 33.070 GROUP MEDICAL AND LIFE INSURANCE.
   (A)   The town reserves the right to change, alter, modify, or cancel the insurance plan coverage with or without notification. Group medical and life insurance for all full-time employees will take effect after the 90-day probationary period. The Clerk-Treasurer will be eligible for insurance benefits upon taking office.
      (1)   Employee paid premiums:
         (a)   Employee only: $82.24/month.
         (b)   Employee and child(ren): $155/month.
         (c)   Employee and spouse: $180.32/month.
         (d)   Family: $249.10/month.
      (2)   Town paid premiums:
         (a)   Employee only: $885.26/month.
         (b)   Employee and child(ren): $1,668.50/month.
         (c)   Employee and spouse: $1,941.18/month.
         (d)   Family: $2,681.40/month.
      (3)   Employees will only be allowed to carry coverage on a spouse if the spouse is not employed, or the spouse is employed but spouse's employer does not offer health insurance. The town will cover dependents up to 26 years of age with health insurance. employees shall provide proof of full-time schooling to the Clerk-Treasurer's office every semester.
   (B)   For any dependent(s) over 26 not in school, premium will be paid 100% by the employee.
(Ord. 2022-13, passed 12-21-2022)
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