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Any work beyond regularly-scheduled hours and for which compensation is to be made must be approved or directed by the department head or his authorized representative prior to performance of the work. All compensation for overtime work shall be strictly governed and limited by budgetary appropriations. Employees exempted from overtime compensation by administrative policy or by these rules will be considered as salaried employees, and will not be compensated for overtime work. Regularly-scheduled hours of work per week for each city position shall be as shown in the city's position classification plan, § 34.107(C).
('58 Code, § 11.95.13) (Ord. 69-85, passed 9-9-69; Am. Ord. 74-71, passed 8-13-74; Am. Ord. 76-92, passed 8-17-76)
(A) In order to be available for any emergency, all employees of the Water, Sewer, Police, and Fire Departments shall maintain a residence within the following described area which will permit reasonable response in the event of an emergency. That area bounded on the north by State Road 812 (Lantana Road); on the south by the Dade-Broward county line; on the east by the Atlantic Ocean; on the west between State Road 812 and State Road 84 by a line extending from the South Florida Water Management District Levee (No. 36) perpendicular to the north and south boundary lines, and between State Road 84 and the Dade-Broward county line by U.S. Highway 27.
(B) Newly hired employees of the Water, Sewer, Police, and Fire Departments shall be given a period of five months from their date of employment to establish residence within the above-described area; failure to comply with residence requirements shall be cause for a dismissal.
('58 Code, § 11.95.14) (Ord. 69-85, passed 9-9-69; Am. Ord. 73-51, passed 6-26-73; Am. Ord. 80-2, passed 10-9-79; Am. Ord. 96-7, passed 11-7-95; Am. Ord. 2003-4, passed 10-8-02; Am. Ord. 2003-22, passed 11-26-02)
(A) All city employees who are members of the Police and Fire Pension Plan must retire from employment covered by those pension plans on a date not later than the employee's sixtieth birthday. However, the employees shall not be precluded from applying for or accepting appointment to another position with the city which is not covered by the Police and Fire Pension Plan.
(B) For all city employees who are members of the General Employees Pension Plan, and for all city employees who are not members of a city pension plan the mandatory retirement date shall be the employee's sixty-fifth birthday. However, the employee may continue his employment with the city beyond his sixty-fifth birthday provided he requests the employment extension, in writing, to his department head at least 60 days prior to his sixty-fifth birthday. These extensions of employment will be subject to annual review and will require approval by the employee's department head and the City Manager, and will in no case be continued beyond the employee's seventieth birthday. Employees granted employment extensions in accordance with the provisions of this section shall be governed by the retirement provisions of the General Employees Pension System as stated in § 34.018 (B).
('58 Code, § 11.95.15) (Ord. 69-85, passed 9-9-69; Am. Ord. 75-70, passed 8-19-75)
(A) Service awards will be presented for service as follows.
(1) Five but less than 10 years.
(2) Ten but less than 15 years.
(3) Fifteen but less than 20 years.
(4) Twenty but less than 25 years.
(5) Twenty-five years and over.
('58 Code, § 11.96)
(B) Service will be computed as of each October 1. Those qualifying for above periods of service during the preceding year (October 2 through and including October l following) will be presented awards in the close proximity of each October 1.
('58 Code, § 11.96.1)
(C) It is the policy of the city that only continuous, uninterrupted service will be considered as eligible service. Therefore, the most recent date of hire will govern and continuous service will be computed from the most recent date of hire. However, because of the small number of city employees and the often intermittent nature of city employment in earlier days, accumulated broken service for those with the most recent date of hire October 1, 1956, or earlier, will be counted for service award purposes. By accumulated broken service is meant the total of actual periods of service only.
('58 Code, § 11.96.2)
(D) The total length of continuous service as above described will be computed at the date of retirement for each employee officially retiring under the provisions of the Employees' Pension and Retirement Plan, and the service award will be presented at the time of retirement if eligibility for the new award has occurred since the last presentation. ('58 Code, § 11.96.3)
(Ord. 69-85, passed 9-9-69)
(A) A grievance is a complaint, a view, or an opinion pertaining to employment conditions or employee relationships which causes disagreement between employees and their supervisors. The following grievance procedure is provided to cover presentation and adjustment of disagreements, and to assure employees that their grievances will be considered in a fair and rapid manner, and without reprisal. The purpose of this grievance procedure is to determine what is right, rather than who is right. Employees should first discuss their problem or complaint with their immediate supervisor or with the Personnel Director. In many cases a satisfactory solution or agreement may be reached without the necessity of a formal grievance presentation. The Charter and these rules grant to regular employees the right to have reviewed by the Employees' Board of Appeals action leading to removal, suspension over three days, or demotion of the employee. It is not intended that the grievance procedure herein set out conflict with, supersede, or in any way jeopardize this right. Rather, it is expected that this procedure will apply to prevent problems, complaints, or disputes from becoming so serious as to necessitate a personnel action subject to Employees' Board of Appeals review.
('58 Code, § 11.97)
(B) The employee shall first present his grievance, in writing, to his immediate supervisor. Supervisors are encouraged to consult with their department head, the Personnel Director, or any other individual who may be qualified to offer assistance or information which will aid the supervisor to reach a mutually satisfactory decision. The supervisor shall furnish the employee with his decision on the matter, in writing, within three working days.
(1) If the grievance is not resolved by the immediate supervisor to the satisfaction of the employee, or if a decision is not made by the supervisor within three working days, the grievance may be submitted in writing by the employee to his department head. A duplicate copy should be sent by the employee to the Personnel Director, who shall review the grievance and within five working days, notify the employee and his department head whether the grievance is subject to established ordinances, administrative regulations, or these rules. Upon receipt of notice from the Personnel Director that the grievance is not subject to established ordinances, regulations, or rules, the department head shall then have the responsibility for settling the grievance and shall inform the employee in writing of his decision within five working days. Grievances which are subject to Charter, ordinance, administrative regulation, or these rules shall be handled as provided therein.
(2) If the disposition of the grievance by the department head is not satisfactory to the employee or if a decision is not made within five working days, the employee may, in writing, request his department head to refer his grievance to the City Manager. All such requests will be forwarded to the City Manager by the department head within five working days. The request must be filed by the employee within five working days after receipt of the department head's decision, and in any case, not later than ten working days after he sent the original request to the department head. A copy of his request for review by the City Manager shall be sent by the employee to the Personnel Director.
(3) The City Manager, upon being notified by the department head of an appeal may affirm, deny, or modify the decision of the department head, or he may refer the appeal to the Personnel Director for submission to a grievance committee. In the event the department head has reached no decision within the allotted five working days, the City Manager may decide the case himself or refer the matter to the Personnel Director for submission to a grievance committee. The City Manager will act upon an appeal within ten working days.
(4) When the Personnel Director is so notified by the City Manager, he shall assemble a grievance committee within ten days following receipt of the notice. A grievance committee shall be composed of three members. One member shall be the employee or his representative, one member shall be the department head or his representative, and the third member, who shall serve as chairman, shall be selected and mutually agreed upon by the first two. If an agreement cannot be reached, the Personnel Director shall appoint the third member. The chairman of the grievance committee shall schedule a hearing to be held within 15 days, at a suitable time and place, and shall notify his committee members, the employee, the department head, and the Personnel Director.
(5) Within ten days following the conclusion of the hearing, the grievance committee shall supply the City Manager with four copies of its report and recommendation which has been approved by a majority of the committee. Upon receipt of the committee's report and recommendations, the City Manager shall, within 15 working days, put in writing the course of action he intends to follow and shall forward one copy of his decision and one copy of the committee's report and recommendations to the department head; one copy of each to the employee; and one copy of each to the Personnel Director. The fourth copy shall be retained by the City Manager. The decision of the City Manager, following consideration of the report and recommendations of the grievance committee, shall be final, and the employee shall have no further right of appeal.
('58 Code, § 11.97.1)
(Ord. 69-85, passed 9-9-69)
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