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(a) All employees of the City who are members of the Ohio National Guard, or the Ohio Naval Militia, or members of the reserve components of the Armed Forces of the United States, are entitled to a leave of absence from their respective duties for a period not to exceed thirty-one calendar days or twenty-two eight-hour work days or 176 hours within any calendar year.
(b) Such an employee shall be paid the difference between his or her regular pay from the City and the pay the employee receives for said military service. In determining such employee's military pay for the purposes of this section, allowances for travel, food, or housing shall not be considered, but any other pay or allowances of whatever nature, including longevity pay, shall be considered.
(c) An employee while on a military leave in excess of thirty-one calendar days in any calendar year is not entitled to receive nor accumulate any employee benefits, except as required by law.
(Ord. 23-1973. Passed 2-12-73; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
An employee who intends to be absent from duty shall report the reason therefor to his or her supervisor prior to the date of absence when possible and in no case later than one hour prior to the start of his/her shift on the first day of his/her absence. All unauthorized and unreported absences shall be considered as absences without leave and a deduction in pay shall automatically be made for the period of such absences. Such unauthorized absences may be grounds for disciplinary action, including termination.
(Ord. 88-1976. Passed 12-13-76; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
(a) An employee of the City receiving notice of being on jury call or jury duty from any Federal, State or municipal court shall report the same to his or her chief of the division and/or director of the department. The chief or director may seek to have the employee excused from such service if the employee's service to the City is deemed essential. An employee who cannot attend his or her normally scheduled workday due to being on jury call or jury duty, shall receive his or her normal wage. An employee shall reimburse to the City any remuneration, other than the employee's regular City pay, received while performing a jury call or jury duty service.
(b) An employee whose normally scheduled workday is other than the first shift shall be scheduled for the first shift during the period of being on jury call or jury duty.
(c) An employee shall return to work for the remainder of his or her scheduled workday if he or she has been released for the day from the requirement of being present for jury call or jury duty, if such release is before 3:00 p.m.
(Ord. 59-1979. Passed 7-9-79; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
(a) The Mayor or Administrative Officer is hereby authorized and directed to implement a tuition reimbursement plan for the benefit of employees of the City, which plan shall be based on the following:
(1) Any full-time, permanent employee who has completed the probationary period is eligible to make application.
(2) Courses must be job-related, add to the employee's ability to perform his or her present job, relate to his or her future work for his or her department, or increase his or her potential to the department.
(3) Courses must be taken at an accredited college or university.
(4) Courses must be taken outside the employee's normal working hours and all course work must be completed on the employee's own time.
(5) The amount of reimbursement shall depend upon performance standards as follows:
Grade Received Percentage of Reimbursement
“A” or equivalent 100%
“B” or equivalent 80%
“C” or equivalent 60%
“Satisfactory” or equivalent 100%
No refunds shall be made for grades below “C” or its equivalent. If the employee receives an “Incomplete” or “In Progress” grade, no refund shall be made until a final grade is received.
(6) Reimbursement shall include tuition, application fees, activity fees and the cost of textbooks. Lab fees are excluded unless they are specifically included in the course tuition. Also, the course of study must be approved by the Mayor or Administrative Officer.
(7) Any refund obligation of the City shall be canceled upon the termination of employment or the failure to maintain a satisfactory job attendance or performance record prior to the completion of courses.
(8) After being reimbursed under the tuition reimbursement plan, the employee shall repay to the City all monies paid for any courses reimbursed during the previous year if the employee terminates his or her employment with the City within the previous one.
(9) Acceptance into the plan shall be subject to the sole discretion of the Mayor or Administrative Officer, based on the availability of funds, the strength of the application and the needs of the City as determined by the Mayor or Administrative Officer. The tuition reimbursement plan is a grant to, and not a right of, any particular employee of the City.
(b) The Mayor or Administrative Officer is hereby authorized and directed to establish the procedures necessary to implement the tuition reimbursement plan as set forth in subsection (a) hereof.
(Ord. 68-1995. Passed 10-23-95; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
(a) All appointed or hired employees who incur reimbursable expenses on City business or who are required to attend business outside of the City shall first obtain approval from their department heads, or if such employee is a department head, then from the Administrative Officer or Mayor. Council members shall first obtain approval therefor from the President of Council.
(b) All appointed or hired employees and elected officials who are required to drive their vehicles on business for the City shall be reimbursed for mileage at the standard business mileage rate recognized by the Internal Revenue Service, and as the same may be amended from time to time.
(c) All appointed or hired employees and elected officials who are required to drive their vehicles on business for the City and seek reimbursement herein shall be insured on their own under a policy for liability insurance meeting the requirements of the Ohio Revised Code.
(d) All City appointed or hired employees and elected officials who are required to conduct business on behalf of the City shall be paid or reimbursed for:
(1) Up to a maximum of the GSA per diem rate for the location of travel for documented food expenses not included as part of the meeting attended. Gratuities in excess of fifteen percent and alcohol purchases are non-reimbursable.
(2) Lodging, when approved as necessary, shall be paid or reimbursed for an economy single-room rate.
(e) Where meals and lodging are provided as part of the training or travel, separate hotel and meal expenses shall not be approved for City reimbursement.
(Ord. 29-1999. Passed 6-14-99; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
The Affirmative Action Program set forth herein is hereby adopted for the City: The City of Norton, Summit County, Ohio, is an equal opportunity employer, committed to the goals of the E.E.O./Affirmative Action Program. To this end, the City assures that:
(a) No applicant shall be discriminated against on the basis of race, color, creed, sex, disability, age or national origin.
(b) Hiring and placement decisions are based solely upon an individual's qualifications for the position, including experience, education and knowledge.
(c) Additionally, personnel policies, including, but not limited to, compensation benefits, transfers and training, are administered without regard to race, color, sex, religion, national origin, handicap, age or veteran's status.
(d) All employees of the City, and all persons having dealings with the City, will be made aware of the City's Affirmative Action Program, to ensure that all persons concerned have knowledge of the City's commitment and obligation to make reasonable accommodation for an employee or job applicant with a disability or handicap, to employ, advance in employment and otherwise treat qualified individuals without discrimination based upon disability in all employment practices, including, but not limited to, hiring, promotion, transfer, recruitment, layoff, rate of pay, testing and training opportunities.
(e) The City will not discriminate against any qualified employee or applicant for employment because he or she has a handicap or a disability. Appointments, retentions, promotions and terminations shall be based solely on the individual's qualifications and performance.
(f) The City's objective shall be a work environment free of discrimination.
(g) The Mayor and Administrative Officer, or designee, are responsible for ensuring compliance with this program.
(Ord. 41-1997. Passed 6-9-97; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
The Administrative Officer is hereby authorized to enroll the City in up to three deferred compensation plans, including, but not limited to the Ohio Public Employees Deferred Compensation Program and to take such further actions on behalf of the City as shall be necessary to implement the enrollment of the City or any of its employees in such plans. The Administrative Officer and the Director of Finance are each hereby authorized to provide the administrator(s) of such programs with any information they may properly require for the administration of the plans under this section.
(Res. 27-1989. Passed 4-10-89; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18; Ord. 58-2019. Passed 6-10-19.)
(a) The City of Norton will continue to use the pick-up method for mandatory contributions by the Norton Police and Norton Fire Department employees who are members of the Ohio Police and Fire Pension Fund through payroll reductions.
(b) The picked-up contributions will not be included in the gross income of the employees for tax reporting purposes, that is, for Federal or State income tax withholding taxes, until distributed from the Ohio Police and Fire Pension Fund.
(c) The picked-up contributions will be included in the gross income of the employees, for employment tax purposes, as the contributions are made to the Ohio Police and Fire Pension Fund.
(d) Any ordinances of the City of Norton in conflict with the provisions of this section are hereby repealed to the extent, and only to the extent, they are in conflict with the provisions contained herein.
(Ord. 78-1994. Passed 9-12-94; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
(a) The full amount of the statutorily required contribution to the Ohio Public Employees Retirement System shall be withheld from the gross pay of each person within any of the classes established in subsection (b) hereof and shall be picked-up (assumed and paid to the Ohio Public Employees Retirement System) by the City.
(b) The City shall, in reporting and making remittance to the Ohio Public Employees Retirement System, report that the public employee's contribution for each person subject to this designated pick-up has been made as provided by statute.
(c) The designated pick-up by the City, as provided by this section, shall apply to all City employees, elected officials, and others of the City who qualify for and contribute to the Ohio Public Employees Retirement System.
(d) The gross wage or salary of any persons subject to the designated pick-up provided by this section shall not change as a result of this pick-up.
(e) The Director of Finance is hereby directed to implement the provisions of this section to affect the designated pick-up of the statutorily required contributions to the Ohio Public Employees Retirement System for those persons within the classes established in subsection (b) hereof so as to enable them to obtain the resulting Federal and State tax deferments and other benefits.
(Ord. 79-1994. Passed 9-12-94; Ord. 98-2005. Passed 1-23-06; Ord. 10-2018. Passed 3-12-18.)
(a) The City may provide a cell phone to an employee, as required by the Mayor, Administrative Officer, Director of Finance. The employee shall be responsible for any damage to the equipment or costs incurred for usage outside of City related business.
(b) The City may reimburse up to fifty-five dollars ($55.00) for personal cell phone use in lieu of a City issued cell phone. Employees choosing to use personal cell phones for municipal use assume the risk associated with their use and the City will not be responsible for any lost or damaged personal cell phones during the performance of assigned duties.
(Ord. 10-2018. Passed 3-12-18.)
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