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(a) Employees of the city who are required to attend a school or formal training session during their normal working hours shall receive their full pay, and the city shall pay for all required tuition, fees and related expenses. If an employee attends such program at times other than normal working hours, at the direction of his or her department head, the employee shall be compensated for such time at the rate of one and one-half times his or her hourly rate, or be provided with equivalent time off at the discretion of the employer. In this instance, the city shall cover the cost of tuition, fees and related expenses.
(b) In the event that an employee attends a school or formal training at times other than his or her normal working hours, and when not required by his or her department head, the city may, at its discretion, reimburse the employee for any required tuition, fees and related expenses, provided that the employee has obtained advanced written approval for said training from his or her department head and the Mayor.
(c) Employees who receive tuition reimbursement and voluntarily leave employment prior to three years from the date of their last reimbursement will be required to pay back all tuition reimbursement received within three years from the date of their resignation. Voluntary leave does not include disability retirement. The city may deduct amounts for this purpose from the departing employee’s final paycheck(s). The Director of Law may institute legal proceedings to collect any remaining unpaid tuition reimbursement.
(d) The administration is authorized to approve up to $31,500 annually in reimbursements for undergraduate courses and $10,500 annually for graduate courses at accredited colleges and universities located in the state.
(e) Employees requesting reimbursements for graduate courses/degrees must obtain the approval of the Finance Committee, Director of Finance and Director of Human Resources, in addition to the approvals required in division (b) above.
(f) City employees registering to participate in the Ohio Certified Public Management Degree is limited to two per semester.
(Ord. 1998-25, passed 5-18-1998; Ord. 2003-203, passed 9-15-2003; Ord. 2011-52, passed 5-16-2011)
The city shall make contributions of covered employees to the Police and Firemen’s Disability and Pension Fund of Ohio and to the Public Employees Retirement System of Ohio, whichever the case may be, consistent with the salary reduction plan requirements of § 414(h)(2) of the Internal Revenue Code. The pick-up is mandatory and no covered employee shall have the option of choosing to receive the contributed amounts directly instead of having them paid by the city to the Police and Firemen’s Disability and Pension Fund of Ohio or to the Public Employees Retirement System of Ohio, whichever the case may be.
(a) The city specifically acknowledges that the contributions, although designated as employee contributions for purposes of the Police and Firemen’s Disability and Pension Fund of Ohio and for purposes of the Public Employees Retirement System of Ohio, are to be paid by the city in lieu of contributions by its covered employees.
(b) The city shall pay to the Police and Firemen’s Disability and Pension Fund of Ohio and to the Public Employees Retirement System of Ohio the contributions designated as employee contributions, and it shall pay the same from the same source of funds used in paying salaries and/or wages to the covered employee.
(c) The Director of Finance is hereby directed to implement all procedures necessary in the administration of the pay of all persons to effect the salary reduction of all statutorily required contributions to the Police and Firemen’s Disability and Pension Fund of Ohio and to the Public Employees Retirement System of Ohio so as to enable the aforementioned covered employees to obtain the resulting federal and state tax deferments and other attendant benefits.
(d) The pick-up plan, as set forth in this section, may be amended from time to time to satisfy any additional requirements which may arise as a result of any future amendment to § 414(h)(2) of the Internal Revenue Code.
(e) The amount of the covered employees’ mandatory contributions to be picked-up by the city may be changed from time to time by legislation adopted by Council.
(Ord. 1998-25, passed 5-18-1998)
(a) All officers and employees of the city not specifically required to furnish an individual bond shall be covered by a uniform and/or blanket bond, which shall indemnify against losses through one of the following conditions:
(1) Failure of officers and employees covered thereunder to faithfully perform their duties or to account properly for all monies or property received by virtue of their positions or employment; and/or
(2) Fraudulent or dishonest acts committed by officers and employees covered thereunder.
(b) Any such blanket bond shall be approved as to its form and sufficiency of the surety by the Director of Law. The premium of any such blanket bond shall be paid by the city. When an elected or appointed official, while in the good faith discharge of his or her duties imposed by law or ordinance, is sued as a result of those duties, the Director of Law shall defend the official or require the Mayor to contract for outside legal counsel to defend said elected or appointed official.
(Ord. 1998-25, passed 5-18-1998)
The Director of Finance shall allow payment to be made under a bonus system for employees who cannot progress on the pay schedule, but who have earned a performance-based increase as recommended by their department head, with final determination by the Mayor. This bonus system may not exceed 3% of the employee’s annual base pay. The bonus shall be paid in part every payday in an amount divided by 24 or 26, depending on how many paydays the particular employee has per year and shall be paid for work performed in the pay period to each such payday.
(Res. 2000-320, passed 11-20-2000)
(a) City officials and employees shall be entitled to use city-owned computers to perform their duties as approved by the Mayor and/or department heads. All computers and applications, including software, e-mail, internet and the like shall be used for city business only. Using computers for sexually oriented material, gambling or anything that is disruptive to city business is strictly prohibited and may result in disciplinary action, including termination.
(b) The Director of Information Technology shall assign passwords to each employee after approval by the Mayor and/or department heads. In addition, he or she shall also approve the installation of any software on computers for the purpose of compatibility. Use of e-mail or the internet is not personal, confidential or subject to any privacy consideration, and all computers shall be monitored by the Director of Information Technology.
(c) Each department head may adopt and implement additional or supplemental rules and regulations on the use of computers in their department. This may include what websites are accessible to employees to perform their duties, what programs (software) each employee may use, disaster recovery plans and the like.
(Ord. 2004-243, passed 11-1-2004)
City officials and employees may use city-issued cellular telephones in the performance of their duties for the city in accordance with the following.
(a) The Mayor shall approve to whom a cellular telephone is issued.
(b) The Mayor and Director of Finance shall be responsible for selecting a cellular telephone program that will minimize the cost to the city.
(c) All charges for cellular telephones shall be made to the respective department’s expenditures budget account for telephones.
(d) City-issued cellular telephones shall be used for city business only. If a city-issued cellular telephone is used for personal use, and such use causes additional charges to the city because of the billing plan in effect, the employee causing additional charges shall immediately reimburse the city for those charges.
(e) The Director of Finance and department heads shall establish a system to ensure that city-owned cellular telephones are being used only for city business.
(f) Officials and employees using city-issued cellular telephones contrary to the above provisions may have their use of such telephone revoked and possibly be subject to further disciplinary action.
(g) Employees choosing to use their personal cell phone for city business in lieu of receiving a city-issued cell phone shall be eligible to receive a stipend of $25 per month for a regular plan, $35 per month for an extended plan or $60 per month for a smart phone plan, however, such stipend shall be limited to the discretion of the department head and the Mayor.
(Ord. 2005-76, passed 5-2-2005; Ord. 2011-208, passed 11-7-2011)
The Council of the city hereby approves the purchase of the following items for officials, employees and the general public, and designates their purchase and use as public purpose:
(a) Beverages, meals and/or refreshments for:
(1) Staff and/or department head meetings conducted by the Mayor at a cost not to exceed $10 per expected attendee;
(2) Holiday gatherings, Recreation, Seniors and Arts Center events where program fees assist with the cost;
(3) Council meetings and Council work sessions at a cost not to exceed $10 per expected attendee; and
(4) Special events recognizing an official or employee at a cost not to exceed $5 per expected attendee.
(b) Breakfast, lunch or dinner meetings conducted by the Mayor, or member(s) of Council or department head(s) with business and/or community representatives;
(c) Awards and other items of appreciation presented by the Mayor or Council to city officials, employees and the general public not to exceed $100;
(d) Flowers and other items related to condolences or get-well wishes sent by the Mayor or Council to officials, employees or the public not to exceed $100; and
(e) Alcoholic beverages are prohibited. The purchase of alcoholic beverage with public funds received by the city is strictly prohibited. This prohibition does not apply to city operations where a liquor license is required and has been obtained.
(Ord. 2006-90, passed 6-19-2006; Ord. 2010-43, passed 2-16-2010)
Drug and alcohol testing programs applicable to employees who are not covered by a collective bargaining agreement will be administered in accordance with the most recent policy approved in legislation, a copy of which shall be maintained in the Office if the Clerk of Council in addition to the Human Resources Department.
(Ord. 2010-3, passed 1-19-2010)
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