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(a) Full time employees shall be paid at their regular rate of pay for the following holidays:
New Year's Eve Day
New Year's Day
Good Friday
Memorial Day
July Fourth, Independence Day
Labor Day
Thanksgiving Day
Day following Thanksgiving
Christmas Eve Day
Christmas Day
(Ord. 2003-20. Passed 12-17-03.)
(b) When a holiday falls on Saturday or Sunday, the closest weekday will be observed as the holiday.
(Res. 1997-58. Passed 12-29-97.)
(Res. 1997-58. Passed 12-29-97.)
(a) All full time employees of the City shall be hired on a six month probationary basis. Prior to their employment, the City shall require any individual to obtain a physical. The City may designate the physician to conduct the physical.
(b) Prior to the date the physical is to be conducted, the City shall cause a copy of the job description for the position the individual is seeking to be given to the physician conducting the physical so he may determine whether or not the individual is physically capable of fulfilling the job requirements of the position. A copy of such job description shall also be made available to the applicant.
(c) Within the first six months of employment, any individual hired by the City may be terminated with or without cause.
(d) All full time employees shall be hired in compliance with the rules of the Civil Service Commission of the City of Wauseon.
(Res. 1997-58. Passed 12-29-97.)
(Res. 1997-58. Passed 12-29-97.)
Whenever a full time employee is required or otherwise authorized to obtain a special license granted by the state, federal or local government or administrative agency, and where said requirement necessitates the attendance of classes in order to obtain that license, payment for the costs of attending classes shall be borne as follows:
(a) The City shall bear the costs of all expenses involving schooling and obtaining a license and the cost of any examinations relating thereto for the person seeking the license for a first time;
(b) In the event an individual fails to pass a course or fails the examination, the employee shall bear the costs of said course or examination. In the event the employee passes the course and examination on the second attempt, the City will reimburse the employee for the costs of the course and the costs of the examination;
(c) In the event the employee fails the course and/or examination a second time, the employee shall be solely responsible for the costs of any additional course work and/or examination relating thereto regardless of whether he is successful or unsuccessful in passing the course and/or the examination;
(d) The City shall pay the costs for the renewal of all licenses either authorized by resolution or required as part of the job description of any employee.
(e) Reimbursement for graduate, college or university class work shall be as follows:
(1) All course work must be pre-approved by the Department head.
(2) Payment for prior school year including summer courses will be made with the first pay period in October;
(3) Payment will be made based upon the number of approved hours to a maximum of sixteen semester hours of twenty quarter hours;
(4) An employee will be reimbursed for the hours taken and passed with at least a grade of C or receive a pass in a pass/fail course provided an official transcript and a pass fee slip are delivered to the Finance Director on or before September 30. Failure to provide an official transcript and a paid fee slip will result in no reimbursement to the employee;
(5) The amount of reimbursement may not exceed the actual amount expended by the employee for said course work. Reimbursement shall be for tuition costs and a maximum of fifty dollars ($50.00) per course per employee for fees and/or books. All other fees are the responsibility of the employee;
(6) The City shall set aside the total sum of nine thousand dollars ($9,000) per calendar year for reimbursement. In the event those funds are insufficient to provide full reimbursement to all employees, the monies shall be prorated among the qualifying employees;
(7) Any balance in the college reimbursement fund shall be returned to the general fund at the end of the year.
(Res. 1997-58. Passed 12-29-97.)
The City may provide to its employees from time to time non-salary fringe benefits including but not limited to summer picnics, Christmas parties, retirement parties, plaques and awards for recognition of service. These benefits shall be administered by the Mayor subject to the approval of Council and shall be purely discretionary as the Mayor and Council may deem appropriate.
(Res. 1997-58. Passed 12-29-97.)
(Res. 1997-58. Passed 12-29-97.)
(a) The City may take any of the following disciplinary actions: verbal reprimand, written reprimand, suspension with pay, suspension without pay, or termination of employment. All disciplinary action shall be for just cause including, but not limited to, the following:
(1) Failing to comply with safety procedures or guidelines.
(2) Failing to follow established procedures.
(3) Insubordination.
(4) Failing to follow orders or directives from a supervisor, department head or the Mayor.
(5) Abuse, misuse, or appropriation of City property.
(6) Misfeasance, malfeasance or nonfeasance of employee's job duties.
(7) Inappropriate or discriminatory actions or conversation to fellow employees or the public.
(8) Theft.
(9) Failing a mandated drug or alcohol test.
(b) Every employee shall have the right to present his grievance as set forth hereinafter provided the disciplinary action taken or grievance is not subject to appeal to the Civil Service Commission.
(1) Grievance is defined as a dispute or controversy over disciplinary action taken by a superior.
(2) A day shall be defined as a calendar day, excluding Saturdays, Sundays and holidays.
(c) The following procedures shall apply to grievances:
(1) All grievances shall be in writing and include the following:
A. Name and position of grievant.
B. Nature of disciplinary action taken.
C. Reasons for objection to said action.
(2) A copy of the grievances shall be given to the following persons within three (3) days after the disciplinary action is announced.
A. The party who authorized the disciplinary action;
B. The Mayor.
(3) The Mayor may do any of the following:
A. Grant the grievant's request and suspend the disciplinary action taken;
B. Modify the disciplinary action taken;
C. Uphold the disciplinary action taken;
D. Hold a hearing regarding the matter after which the Mayor may or may not take any of the actions set forth in paragraphs A., B., or C., above.
E. The Mayor's decision shall be in writing and delivered to the grievant.
(4) If the grievant is unsatisfied with the decision of the Mayor, he may request a hearing before the personnel committee of Council. The request must be in writing and filed with the Clerk of the Council within five days after receipt of the Mayor's decision.
(5) The request for hearing shall include all items listed in subsection (c)(1) and include a copy of the Mayor's decision.
(6) The personnel committee shall meet and may take any of the following actions:
A. Grant the grievant's request and suspend the disciplinary action taken;
B. Modify the disciplinary action taken;
C. Uphold the disciplinary action taken;
D. Hold a hearing regarding the matter after which the committee may or may not take any of the actions set forth in paragraphs A., B., or C., above.
E. The Council's decision shall be in writing and delivered to the grievant.
(7) The decision of the personnel committee shall be final and binding except for any employee who has a right to appeal to the Civil Service Commission.
(Res. 1997-58. Passed 12-29-97.)
The City shall provide uniforms for the employees within the Department of Public Service, including replacements, provided replacements are necessitated by reasonable and proper use of said uniforms not to exceed four hundred dollars ($400.00) per year.
(Ord. 2013-14. Passed 12-16-13.)
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