HomeMy WebLinkAboutOrdinance 93-18
ORDINANCE NO. 93-18
AN ORDINANCE OF THE CITY OF OCOEE, FLORIDA,
RELATING TO PERSONNEL RULES AND REGULATIONS;
REPEALING ORDINANCE NUMBERS 821, 856, 934, 89-44, 90-16
AND 90-23; ADOPTING AND APPROVING THE CITY OF
OCOEE PERSONNEL RULES AND REGULA TIONS; PROVIDING
FOR SEVERABILITY; REPEALING ALL ORDINANCES IN
CONFLICT HEREWITH; PROVIDING AN EFFECTIVE DATE.
WHEREAS, the City Commission of the City of Ocoee desires to provide for the most
current personnel policies and regulations for the administration of personnel matters within the City
of Ocoee; and
WHEREAS, the City Commission of the City of Ocoee believes that it is important to
provide for the proper and equitable treatment of City Employees.
NOW, THEREFORE, BE IT ENACTED BY THE CITY COMMISSION OF THE
CITY OF OCOEE, FLORIDA, AS FOLLOWS:
SECTION 1. Short Title and Authority.
A. This Ordinance shall be known and may be cited as the "CITY OF OCOEE
PERSONNEL RULES AND REGULATIONS II .
B. The City Commission of the City of Ocoee has the authority to adopt this
Ordinance pursuant to Article VIII of the Constitution of the State of Florida and Chapter 166, Florida
Statutes.
SECTION 2. Repeal of Ordinance Numbers 821. 856. 934. 89-44. 90-16 and 90-23.
City of Ocoee Ordinance Numbers 821, 856, 934, 89-44, 90-16 and 90-23 and all other ordinances
adopting personnel rules and regulations are hereby repealed in their entirety.
SECTION 3. Adoption of City of Ocoee Personnel Rules and Re~lations. The
City Commission of the City of Ocoee, Florida, hereby adopts and approves the CITY OF OCOEE
PERSONNEL RULES AND REGULATIONS as set forth in Exhibit" A" attached hereto and by this
reference made a part hereof.
SECTION 4. Severability. If any section, subsection, sentence, clause, phrase or
portion of this Ordinance is for any reason held invalid or unconstitutional by any court of competent
jurisdiction, such portion shall be deemed a separate, distinct and independent provision and such
holding shall not affect the validity of the remaining portion hereto.
SECTION 5. Conflicts. All ordinances and resolutions, or parts of ordinances and
resolutions, in conflict herewith are hereby repealed and rescinded.
SECTION 6. Effective Date. This Ordinance shall become effective immediately
upon passage and adoption.
PASSED AND ADOPTED this i:r.H.. day of OC-\OBE.R. , 1993.
APPROVED:
CITY OF OCOEE, FLORIDA
'\
~~.> -
. ~..o\! ,
S. Scott Vandergrift, Mayo
j
(SEAL)
ADVERTISED September 23 , 1993
READ FIRST TIME Sept. 21, 1993
READ SECOND TIME AND
ADOPTED 0 c:r II BE R. 5 , 1993,
UNDER AGENDA ITEM NO.~.
FOR USE AND RELIANCE ONLY BY
THE CITY OF OCOEE, FLORIDA
APPROVED AS TO FORM AND LEGALITY
this 5.f\ day of ~, 1993.
FOLEY & LARDNER
rJt0 S- (~
By:
City Attorney
C:\WP51\OOCS\OCOE\ORDlNANC 1911fJ193118W0151 DPB:dp
2
Exhibit A
CITY OF OCOEE, FLORIDA
PERSONNEL RULES AND REGULATIONS
SECTION
1.01
1.02
1.03
1.04
1.05
SECTION
SECTION
3.01
3.02
SECTION
4.01
4.02
4.03
4.04
4.05
4.06
SECTION
5.01
5.02
5.03
5.04
5.05
5.06
5.07
5.08
5.09
5.10
5.11
CITY OF OCOEE, FLORIDA
PERSONNEL RULES AND REGULATIONS
TABLE OF CONTENTS
1
GENERAL PROVISIONS
1
Purpose
positions Covered
Administration
Amendments
Department policies
1
1
1
1
2
2
DEFINITION OF TERMS
3
3
POLICY STATEMENT
6
Policy of the City
Equal opportunity & Non-Discrimination
6
7
4
STANDARD OF CONDUCT
9
Conflict of Interest
Political Activity
Employment of Relatives
Outside-Employment
Solicitation and Distribution
Use of City Property
9
9
10
11
11
12
5
RECRUITMENT AND APPLICATIONS
13
Recruitment
Request for Personnel
Notice of Vacancies
Applications
Basis for Employment
References
Rejection of Unqualified Applications
Processing Applicants
Employment of Physically Challenged
Veterans' Preference in Selection
Employment of Family Members
13
13
13
13
13
14
14
14
15
15
15
SECTION
6.01
6.02
6.03
6.04
6.05
SECTION
7.01
7.02
7.03
7.04
7.05
7.D6
SECTION
8.01
8.02
8.03
SECTION
9.01
9.02
9.03
9.04
9.05
9.06
9.07
9.08
SECTION
10.01
10.02
10.03
10.04
10.05
10.06
10.07
6
TYPES OF APPOINTMENT AND CHANGES IN
EMPLOYMENT STATUS
17
New Employees
Transfers
Promotions
Demotion
ReemploYment
17
17
18
19
19
7
WORK SCHEDULES
21
Basic Work Schedule
Attendance
Overtime
Permit Assignment
Flex Scheduling
CallOut Pay
21
21
21
22
23
23
8
HOLIDAYS
25
Days Observed
Eligibility for Holiday Pay
Holiday Pay - Rotating Shifts
25
25
26
9
PERSONAL LEAVE
27
Eligibility
Use of Leave
Request for Personal Leave - Vacation
Accrual of Leave
Charging Leave
PaYment - Unused Leave
Unscheduled Personal Leave
Reporting Personal Leave - sick
27
27
27
28
28
28
28
29
10
LEAVE OF ABSENCE
30
Bereavement Leave
Court Leave
Conference Leave/Travel Policy
Military Leave
FamilyjMaternity/and Adoptive Leave
Extended Employee Disability Leave
Personal Leave without Pay
30
30
30
34
34
36
37
SECTION
11.01
11.02
11.03
11.04
11.05
11.06
11.07
11.08
SECTION
12.01
12.02
12.03
12.04
12..05
12.06
12.07
12.08
12.09
SECTION
13.01
13.02
13.03
13.04
13.05
13.06
13.07
13.08
13.09
13.10
13.11
13.12
13.13
13.14
13.15
13.16
13.17
13.18
SECTION
14.01
14.02
14.03
14.04
14.05
14.06
11
POSITION CLASSIFICATION PLAN
38
Purpose
Use
Content
Administration
Allocation of Positions
position Studies
Reclassification
position control
38
38
38
38
39
39
40
40
12
PAY PLAN & STARTING RATES
41
Purpose
Content
Administration
Starting Rates
Performance Salary Increases
Promotion
Demotion
Temporary Assignment
Longevity Pay
41
41
41
41
42
42
42
42
43
13
MISCELLANEOUS POLICIES AND BENEFITS
44
Smoking Policy 44
Sexual Harassment Policy 44
Employee Training & Development 47
Performance Evaluation 47
Group Insurance 47
Deductions 48
Pension Plan 48
UnemploYment Compensation 48
Workers' Compensation 48
Death 49
Educational Incentives & Benefits 49
Dress and Appearance 50
Uniforms 51
Lockers, Desks & File Cabinets or Other City Equipment 51
Exit Interviews 51
Return of City Property 52
Furlough of Employees (Reduction of Work Hours) 52
DUI, DWI & Moving Traffic violations 52
14
SEPARATION
56
Types of Separation
Resignation
Retirement
Disability
Death
Reduction in Force (Layoff)
56
56
56
56
57
57
SECTION
15.01
15.02
15.03
SECTION
16.01
16.02
16.03
16.04
SECTION
17.01
17.02
17.03
SECTION
18.01
18.02
18.03
15
DISCIPLINARY ACTION/TERMINATION
59
Intent
Notice of Disciplinary Action
Types of Offenses
59
60
60
16
GRIEVANCE PROCEDURE
64
Purpose
Grievance Procedure
General provisions
Termination
64
64
65
66
17
RECORDS AND REPORTS
67
Responsibility
Records
Records Retention and Disposition
67
67
67
18
SAFETY
68
Accident Prevention
Accident Reporting
Safety Equipment
68
68
69
SECTION 1
GENERAL PROVISIONS
1.01 Purpose
The purpose of these Rules and Regulations is to establish
procedures which will serve as policy in administering actions
concerning personnel activities.
1.02 Positions Covered
A. These Rules and Regulations cover all employees in the
municipal government except those who are exempt.
Exempt positions are:
Mayor and City commissioners
City Manager
city Attorney
Members of Boards and Commissions
Personnel employed under the provisions of a contract or
governmental grant shall be considered as exempt
positions. Methods of appointment, rights and benefits
will be determined by the City Manager, unless
otherwise specified by the governmental agreement.
1.03 Administration
A. The City Manager is responsible for the administration
and technical direction of City Personnel Rules and
Regulations.
B. Department Directors/Supervisors are responsible for the
administration of these rules and regulations wi thin
their respective Departments/Divisions.
1.04 Amendments
A. Amendments to the Personnel Rules and Regulations shall
be promulgated by the City Manager and adopted by the
City commission. Copies will be posted on City bulletin
boards and distributed to all City employees.
B. There is established a committee, by the City Manager,
from each division of the City of Ocoee for the purpose
of reviewing any amendment to the Personnel Rules and
Regulations. Suggested amendments are forwarded to the
City Manager for approval prior to submission to the City
Commission for adoption.
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1.05 Department policies
A. Departmental policies and standard operating procedures
will be reduced to writing and submitted to and reviewed
by the City Manager for approval.
B. Departmental policies and standard operating procedures
will serve as supplements to these Rules and Regulations.
In the event of conflict in any section, the Personnel
Rules and Regulations shall prevail unless the
departmental rule has been approved as an exception by
the City Manager.
C. Approved changes in departmental policies and standard
operating procedures shall be posted on the respective
bulletin boards and distributed to the affected
employees. Employees will be required to initial a
master copy indicating receipt of same.
2
SECTION 2
DEFINITION OF TERMS
Anniversary Date The date an employee begins emploYment and
from which all employee benefits are computed.
Appeal A request for review of an alleged grievance submitted
or instituted by an employee to higher authority.
Classification The act of grouping positions in classes with
regard to: duties and responsibilities, requirements as to
education, knowledge, experience and ability; tests of fitness,
ranges of pay and other job and business related factors.
Classification Plan The official or approved system of grouping
positions into appropriate classification.
Compensation Plan The official schedule of pay assigning rates
of pay to each classification.
Demotion Assignment of an employee from one classification to
another which has a lower maximum rate of pay.
Dismissal/Discharge
Separation from City emploYment.
Employee:
1. Permanent Full~time Employee is any employee who is non-
probationary and who works a minimum of forty (40) hours
per week, fifty-six for Fire Service Personnel.
2. Permanent Part-time Employee is any non-probationary
employee who works less than forty (40) hours per week.
3. A new employee is any employee who has not completed the
probationary period and shall not utilize the grievance
procedure.
4. Temporary Employee is an employee appointed for a special
project or other work of a temporary or transitory
nature.
5. Contractual Individual is any person hired for a specific
task for a specific period of time at a specific rate of
pay, mayor may not receive benefits and shall not
utilize the grievance procedure.
Furlough is a reduction of work hours and/or work week.
Grievance Procedure A detailed procedure established by these
rules which provides permanent employees full opportunity to bring
to the attention of management, complaints, grievances or
situations the employee feels need adjustment or information.
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Immediate Family Includes spouse, children, parent, brother,
sister, grandparents, father-in-law, mother-in-law, son-in-law,
daughter-in-law, legal guardian, relative living in the same
household, or significant other. (This definition is for the
purpose of funeral leave.)
Insubordination The refusal to perform work assigned or to
comply with written or verbal instructions of a Supervisor.
Job Description
characteristics.
A written description of a job and its general
Layoff A reduction of the number of employees due to lack of
work or funds.
Leave An approved type of absence from work as provided by
these rules.
May. The word "may" shall be interpreted as permissive.
Nepotism - Employees may not work under the immediate supervision
of a relative as defined in section 4.03.
Overtime Actual hours worked during a work period for which
employees receive additional compensation at the rate of time and
one-half their regular hourly rate of pay.
Pay Increase An increase in compensation established in the
compensation plan which may be granted to an employee based on
Above Operational performance and effort.
Pay Range The salary range which is assigned to a particular
classification title expressed as a pay range number.
Performance Evaluation A written report of an employee's job
performance prepared by immediate supervisor.
Probationary Period - A one year period of time provided to allow
the city an opportunity to evaluate an employee's performance,
ability, and potential and to decide whether or not the employee is
to be retained.
Promotion Assignment of an employee from one class to another
which has a higher maximum rate of pay.
Promotion Date Is the date of a promotion and will constitute
the new date upon which employees are to be evaluated on an annual
basis.
Reclassification - A change in classification, title, description
and/or pay grade of a job or job classification.
Reinstatement
good standing.
Rehiring of a former employee who resigned in
4
Relative Father, mother, son, daughter, brother, sister,
grandparent, uncle, aunt, cousin, nephew, niece, husband, wife,
father-in-law, mother-in-law, son-in-law, daughter-in-law,
bother-in-Iaw, sister-in-law, stepfather, stepmother, stepson,
stepdaughter, stepbrother, stepsister, half brother, half sister,
grandchild.
Resignation
employment.
Act of voluntarily withdrawing from City
Retirement Leaving the service of the City upon meeting the
requirements set forth in the Retirement Plan.
Shall
The word "shall" will be interpreted as mandatory.
Standby Assignment An assignment made by a supervisor which
requires an employee to be available for emergency work on off-duty
time which may include nights, weekends, or holidays.
Suspension
Temporary dismissal from work without pay.
Transfer That action in which the employee moves from one
position to another with no change in pay grade.
Work Week Subj ect to section 7. 01, the normal work week is five
(5) days in a seven (7) consecutive day period for permanent full
time employees except those employed in the Fire Department who
will average 56 hours in a work week.
5
SECTION 3
POLICY STATEMENT
3.01 Policy of the city
The City retains the right to expect from its employees
compliance with all Personnel Rules and Regulations, state
Statutes, and Federal Regulations in the performance of
duties, as well as compliance with all safety rules and
standards. An employee who violates any of the Rules and
Regulations or approved departmental rules or whose
performance is unacceptable shall be subject to disciplinary
action and/or termination.
In accordance with applicable laws, regulations, and
provisions of the Personnel Management System, but not limited
to the following, the City has the right to:
determine the organization of City Government;
determine the purpose of each of its units;
exercise control and discretion over the organization and
efficiency of operations of the City;
set standards for services to be offered to the public;
manage and direct the employees of the City;
hire, examine, classify, promote, train, transfer,
assign, schedule and retain employees in positions with
the City;
suspend, demote, discharge, or take other disciplinary
action against employees subject to these rules;
increase, reduce, change, modify, or al ter the
composition and size of the work force, including the
right to relieve employees from duties, or furlough
employees from duties, because of lack of work, funds, or
other legitimate reasons;
determine the location, methods, means and personnel by
which operations are to be conducted, including the right
to contract and subcontract existing and future work;
determine the number of employees to be employed by the
City;
establish, change, or modify the number, types, and
grades of positions or employees assigned to an
organization, unit, department or project;
6
establish, change, or modify duties, hours of work,
tasks, responsibilities, or requirements within job
descriptions in the interest of efficiency, economy,
technological change, or operating requirements;
take or refuse to take any action allowed by or not
prohibited by law for the purpose of attempting to
promote the efficient operation of the City government;
City employees shall have the right during non-working hours
to form, join, and participate in, or to refrain from forming,
joining, or participating in any employee organization of
their own choosing.
city employees shall have the right to be represented by an
employee organization of their own choosing, to negotiate
collectively through a certified bargaining agent with their
public employer in the determination of the terms and
conditions of their employment, and to be represented in the
determination of grievances arising thereunder. Public
employees shall have the right to refrain from exercising the
right to be represented.
City employees shall not have the right to conduct
organizational efforts during working hours nor post
organizational material on City property or distribute same
material during working hours. City employees shall not use
any type of City equipment or City material for organizational
effort.
The City will not condone any strike, slow-down, picketing or
work stoppage which interferes or is likely to interfere with
the efficient operation of City affairs engaged in or
supported by employees; to do so shall result in immediate
termination.
3.02 EQual Opportunity & Non-Discrimination
A. There shall be no discrimination against any person in
recruitment, examination, appointment, training,
promotion, retention, or any other personnel action
because of race, color, creed, sex, sexual status,
ethnicity, religion, age, national origin, marital
status, physically challenged or legal political
affiliation.
B. Physically challenged persons will be given full
consideration for employment in all departments and
agencies. Efforts shall be made to employ and retain
physically challenged persons in positions where a
physical challenge will not impair performance. Physical
standards will be fair, reasonable and adapted to the
reasonable requirements of jobs. Such standards will be
based on complete, factual information regarding working
7
conditions, hazards, and the essential functions of each
job. Physical standards will not be used to arbitrarily
eliminate the physically challenged persons from
consideration.
8
SECTION 4
STANDARD OF CONDUCT
4.01 Conflict of Interest
To avoid misunderstandings and conflicts of interest which
could arise, the following policy will be adhered to by
employees of the City. This policy includes but is not
limited to Chapter 112 of the Florida Statutes entitled
"Public Employees - Code of Ethics".
A. Employees shall not accept any gifts, including Christmas
gifts, favors or service.
B. Employees shall not use or attempt to use their positions
to secure special privileges or exemptions for themselves
or others.
C. Employees shall not accept employment or engage in any
business or professional activity which they might
reasonably expect would require or induce them to
disclose confidential information acquired by them by
reason of their official positions or that by nature of
the employment give rise to a public perception of a
compromise of duties.
D. Employees shall not disclose confidential information
gained by reason of their official positions, nor shall
they otherwise use such information for their personal
gain or benefit.
E. If any employees of the City are officers, directors,
agents, or members of, or own controlling interests in
any corporation, firm, partnership, or other business
entity which is subject to the regulation of, or which
has substantial business commitments with the city, they
shall file a statement to this effect according to State
Statutes.
F. Employees shall not transact any business in their
official capacity with any business entity of which they
are an officer, director, agent, or member, or in which
they own a controlling interest, excluding civic,
charitable, non-profit or religious organizations.
4.02 Political Activitv
A. No employees, officials, or other persons shall solicit,
orally or by letter, or be in any other manner involved
in obtaining any assessments, contributions or services
for any political party from any employee during their
hours of duty with the City.
9
B. Nothing herein contained shall be construed to restrict
the right of the employees to hold membership in and
support a political party, to vote as they choose, to
express opinions on all poli tical subj ects and
candidates, to maintain political neutrality, to attend
political meetings after working hours, or to campaign
actively during off-duty hours in all areas of political
activity.
C. Employees who wish to accept or seek election or
appointment to political office shall request a leave of
absence without pay upon indicating such intention by
formal declaration or other evidence of candidacy.
D. The use of ci ty of Ocoee equipment or vehicles for
political purposes is prohibited. Refer also to section
4.05.
4.03 Emplovment of Relatives
A. In accordance with Florida Statute 112.3135 a public
official may not appoint, employ, promote, or advance, or
advocate for appointment, emploYment, promotion, or
advancement, in or to a position in the City or agency in
which they are serving or over which they exercise
jurisdiction or control any individual who is a relative
of the public official. An individual may not be
appointed, employed, promoted, or advanced in or to a
position in the City if such appointment, emploYment,
promotion, or advancement has been advocated by a public
official, serving in or exercising jurisdiction
(supervision) or control over the City, who is a relative
of the individual.
(1) "Public official" means an officer, or employee of
the City in whom is vested the authority by law,
rules, or regulations, or to whom the authority has
been delegated, to appoint, employ, promote or
advance individuals or to recommend individuals for
appointment, emploYment, promotion, or advancement
in connection with the emploYment in the City.
( 2 ) "Relative" , wi th respect to a public official,
means an individual who is related to the public
official as father, mother, son, daughter, brother,
sister, uncle, aunt, first cousin, nephew, niece,
husband, wife, father-in-law, mother-in-law,
son-in-law, daughter-in-law, brother-in-law,
sister-in-law, stepfather, stepmother, stepson,
stepdaughter, stepbrother, stepsister, half
brother, or half sister.
10
All employees working under the past policies will be
grandfathered into this system. However, under no
circumstances will a member of a family be transferred or
promoted to a position where that person has the
responsibili ty for recommending another relative for promotion
or advancement.
4.04 outside-Employment
A. Employees are not restricted from engaging in other
emploYment during their off duty hours. However, City
emploYment shall be considered the primary emploYment and
no employee may engage in outside emploYment which would
interfere with the interest of the City service.
B. Employees sustaining injuries while engaged in outside
emplOYment are ineligible to receive benefits under City
Workers' Compensation on account of disability resulting
from outside emplOYment.
C. Equipment of any nature, facilities, vehicles or property
of the City shall not be used by employees for outside
emplOYment.
D. Equipment or property of the City may be used by outside
non-profit or civic organizations with written approval
of the City Manager.
4.05 Solicitation and Distribution
A. Employee contributions to recognized charitable
organizations are purely voluntary. No coercion of an
employee to make contributions shall be permitted.
B. City employees are prohibited from soliciting any other
employee of the City for any reason including in support
of or in opposition to any labor organization during
their working hours or the working hours of the employees
sought to be solicited.
C. ci ty employees are prohibited from distributing any
literature during working hours in any area where City
work is performed.
D. ci ty employees are prohibited from posting any literature
on City bulletin boards or any City property.
E. City employees are prohibited from using any city
equipment such as but not limited to computers,
typewriters, recorders or photo copy machines and paper
for purposes of distribution or solicitation.
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4.06 Use of citv Propertv
Employees shall not use City property, equipment, or vehicles
except in the performance of official duty, nor permit their
use by an unauthorized person, either on or off duty.
Employees may be allowed to use vehicles to and from work by
permission of the City Manager, on a case by case basis.
Refer also to section 4.05.
12
SECTION 5.
RECRUITMENT AND APPLICATIONS
5.01 Recruitment
Individuals shall be recruited from a geographic area as wide
as is necessary to assure obtaining well-qualified persons.
In cases where City residents and non-residents are equally
qualified for particular vacant positions, City residents
shall receive first consideration in filling vacancies.
5.02 Request for Personnel
Departments will submit requests to the Personnel Office for
persons to fill vacancies and shall include the title of the
position to be filled and other information as may be needed.
Requests for personnel should be made reasonably far in
advance of actual need when circumstances permit.
5.03 Notice of Vacancies
A. All vacant positions within the City of Ocoee shall be
posted in all City departments for five (5) working days
prior to publicizing vacancies in various media.
B. All employees wi thin the City who apply for a posted
posi tion shall have the right to an interview before
selection of the final candidate, if they meet the
minimum requirements of the job description.
C. The Director of Personnel & Employee Relations in
conjunction with Department Directors shall prepare
recruiting notices to publicize vacancies and to provide
candidates for vacant positions. Various media of
publicity shall be used to bring notice of vacancies to
as many qualified persons as possible. Vacant positions
shall be posted in all City departments.
5.04 Applications
Applications must be made on a standard form designed and
prepared by the Personnel Office. This form must be completed
personally by the applicant, or if necessary with the
assistance of an employee in the Personnel Office.
5.05 Basis for Employment
EmplOYment with the City shall be based on comparative
qualifications, experience, skill, past work record, ability,
education, attitude and other performance factors as evidenced
by:
13
A. Training and experience as reflected by the application
form and other documentation or certification,
registration, etc. as requested;
B. Wri tten examination or performance tests when deemed
appropriate by the city;
C. At the discretion of the City, persons may be employed
subject to passing a physical examination:
The physical examination shall be performed and evaluated
by the city's designated physician under standards
established by the city;
D. Selectees of the best qualified applicants from all
applications reviewed shall be interviewed;
E. other evidence bearing on the selectee's abili ty and
willingness to perform in an efficient manner the
requirements of the job.
5.06 References
As part of the pre-employment procedure, former supervisors,
employers, references, driving record and criminal history
shall be checked.
5.07 Reiection of Unaualified Applications
A. To the extent allowed by law the Department Director may
reject out of hand any application which indicates that
the applicant does not possess one or more of the
requirements as specified in the job announcement.
B. To the extent allowed by law applicants may also be
rejected if the applicant is unfit for the job.
5.08 processinq Applicants
A. When it has been determined that a selectee from all
applications reviewed has the necessary qualifications,
an interview will be scheduled with the Director of
Personnel & Employee Relations and the appropriate
Department Director or designee.
B. Before final processing, the selectee must:
(1) Present a Social Security Card.
( 2) Present a Florida state issued driver's license.
( 3 ) Present proof of education.
(4) Present verification of date of birth.
14
(5) Be subject to a background investigation.
(6) Pass a physical examination, at the discretion of
the city. See also section 5.09.
(7) Complete Immigration Form I-9.
(8) Pass a drug test.
C. Applicants for positions in Public Safety may be required
to complete an agility examination, to the extent allowed
by law. Employees in these public safety positions shall
be required to take a polygraph examination,
psychological evaluation and drug test, to the extent
allowed by law.
5.09 Employment of the PhysicallY Challenqed
A selectee from all applications reviewed will be examined to
determine whether there is any physical reason why the
selectee cannot perform the essential functions of the
position for which he/she has been selected as specified by
the City of Ocoee. Physical disabilities identified by the
examination which would prevent the selectee from performing
the essential functions of the position will be reported to
the City of Ocoee, upon appropriate waiver of medical
confidentiality, so that the City of Ocoee may determine
whether the selectee may be reasonably accommodated. Physical
standards will not be used to arbitrarily eliminate physically
challenged persons from consideration.
5.10 Veterans' Preference in Selection
Eligible veterans and spouses of veterans will be given
preference in appointment as set forth by the guidelines of
the Veterans' Preference in Appointment and Retention in
Em~lovment rules as required by Chapter 22VP-1 of the Florida
Administrative Code. A copy of Chapter 22VP-1 is available in
the Personnel Office.
5.11 Employment of Family Members
The City of Ocoee does not automatically prohibit members of
the same family from working for the City. Each situation
involving employment of a member of the immediate family must
be reviewed on its own merits. As a general guideline,
however, employees should know that Ocoee will not allow the
employment of a relative in any situation where a conflict of
interest exists or where there is a substantial likelihood
that a conflict of interest exists or will arise, included but
not limited to such things as a relative working under the
direct supervision of another, one relative being responsible
15
for the job performance evaluation of another, one relative
being directly involved in job actions with regard to another.
It is the obligation of all affected employees to immediately
advise the city Manager if a change in his or her situation
occurs or is anticipated which will result in his or her
becoming related to another employee so that the effect, if
any, of the relationship to and on City operations may be
fully explored and appropriate action taken.
16
SECTION 6
TYPES OF APPOINTMENT AND
CHANGES IN EMPLOYMENT STATUS
6.01 New Emplovees
A. A new employee may be hired as permanent, permanent part-
time, temporary or emergency as recommended by the
Department Director and approved by the City Manager.
B. New employee compensation will start at the beginning of
the pay grade unless otherwise approved by the City
Manager.
C. Temporary employees serve at the will and pleasure of the
City throughout the period of their emploYment.
D. Permanent and permanent part-time employees will be on
probation for one (1) year from the date of their initial
emploYment. During the probationary period, they shall
serve at the will and pleasure of the city. After
successful completion of the probationary period, such
employee's continued emploYment shall be subject to the
terms and conditions of the applicable Personnel Rules
and Regulations.
E. Evaluation of Performance During the probationary
period the Department Director shall request a report of
the supervisor's observation of the probationary
employee's willingness and ability to perform the job
duties.
F. Dismissal During Probation
(1) If a probationary employee has been found to be
unqualified to perform, will not properly perform
the duties of the position, or is otherwise
unacceptable for any reason, the employee may be
dismissed by the Department Director.
(2) The Department Director must coordinate this action
with the Director of Personnel & Employee Relations
and the City Manager. The probationary employee
does not have the right of administrative appeal.
6.02 Transfers
A. An employee may be transferred as recommended by the
Department Director and approved by the City Manager.
B. A transfer will not change the employee's anniversary
date.
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C. A transferred employee will serve a minimum six (6) month
probationary period or a maximum one (1) year as
designated by the Department Director. If the transferred
employee does not successfully complete the probationary
period, the employee may be returned to the position from
which he/she was transferred with the approval of the
Department Director only if .a vacancy exists. If the
former position is filled, reasonable effort will be made
to place the employee in a comparable position. However,
if a vacancy does not exist and if it is impractical to
create a new position, the employee will be released.
D. Upon approval of the City Manager, the transfer probation
period may be waived for permanent employees if the
employee exhibited an overall above operational
performance record, a good attendance record and no
disciplinary actions in the prior department.
6.03 Promotions
A. A promotion will be recommended by the Department
Director and approved by the City Manager. When in the
best interest of the City, positions above the lowest
rank in any category will be filled by the promotion of
a qualified employee. Unless in a particular instance
the City Manager determines otherwise, promotions will be
recommended by the Department Director and Director of
Personnel & Employee Relations and approved by the City
Manager. Qualified employees of the City who have bid on
an open job within five (5) days of the job having been
posted will be considered for the vacant position and
will be given preference when in the opinion of the
Department Director and Director of Personnel & Employee
Relations their skills and qualifications are equal to or
exceed those of outside qualified applicants.
B. In determining whom to promote among qualified
applicants, the city shall consider ability to do the
work, skill, training, experience, job classification,
entire past performance and safety records, time with the
City, and other related factors relatively equal among
City employees.
C. A promoted employee shall receive a minimum increase of
five (5) percent or entry level into the pay range of
that position subj ect to budgetary constraints. See
Section 12.06.
D. A promoted employee will serve a minimum six (6) month
probationary period or a maximum one (1) year as
designated by the Department Director. If the promoted
employee does not successfully complete the probationary
period, the employee may be returned to the position from
which he/she was promoted from with the approval of the
18
Department Director only if a vacancy exists. If the
former position is filled, reasonable effort will be made
to place the employee in a comparable position. However,
if a vacancy does not exist and if it is impractical to
create a new position, the employee will be released.
E. Upon approval of the City Manager, the promotion
probation period may be waived for permanent employees if
the employee exhibited an overall above operational
performance record, good attendance record and no
disciplinary actions in the prior department.
6.04 Demotion
An employee may be demoted to a classification of lower grade
for which the employee is qualified for any of the following
reasons:
A. When an employee would otherwise be laid off because the
position is being abolished.
B. When an employee does not possess the necessary
qualifications to render satisfactory service in the
position.
C. If an employee voluntarily requests such demotion the
employee will be given consideration if a vacancy exists.
D. A demoted employee I s pay schedule shall be set wi thin the
range of the job into which he/she is demoted, but will
not exceed the maximum rate of the pay grade designated
for the lower classification. See Section 12.07.
E. A demoted employee will serve a minimum six (6) month
probationary period or a maximum of one ( 1 ) year as
designated by the Department Director.
F. Upon approval of the City Manager, the demotion probation
period may be waived for permanent employees if the
employee exhibited an overall above operational
performance record, good attendance record and no
disciplinary actions in the prior department.
G. If a vacancy does not exist, the employee will be
terminated.
6.05 Reemplovment
A. An employee who has resigned with a good record may at
the option of the City be rehired, if a vacancy exists.
B. Rehired employees are considered new employees.
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C. Rehired employees shall be on probation for one (1) year.
During the probationary period, they shall serve at the
will and pleasure of the city.
D. Veterans will be shown preference in reemploYment as
required by Chapter 22VP-l of the Florida Administrative
Code.
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SECTION 7
WORK SCHEDULES
7.01 Basic Work Schedule
A. The basic work schedule shall be forty hours (40) for
permanent employees and an average of fifty-six (56)
hours for Fire Department employees under normal
situations unless otherwise specified or scheduled by the
City Manager to meet particular requirements of
individual departments. However, the city Manager may
establish the basic work schedule and hours of work best
suited to meet the needs of the departments and the City
to provide proper service to the community. Nothing in
these rules shall be construed as a guarantee or
limitation of the number of hours to be worked per week.
B. The basic work schedule shall be from Monday through
Friday of each week unless specified or scheduled by the
City Manager to meet the particular requirements of the
City or individual departments. When the City Manager
deems it necessary, work schedules may be established
other than the basic Monday through Friday schedule.
C. Lunch periods are scheduled at the discretion of the
Department Director or designee in compliance with the
Fair Labor Standards Act.
7.02 Attendance
A. Each Department Director is responsible for the punctual
reporting to duty by all persons in the department.
B. All employees must report for duty at the scheduled time.
C. If an employee is unable to work for any reason, the
employee must notify the Department supervisor prior to
the scheduled reporting time.
D. Habitual or unjustified absenteeism or tardiness will
result in disciplinary action and/or termination.
7.03 Overtime
A. Overtime will be authorized or directed only when it is
in the interest of the City and is the most practicable
and economical way of meeting workloads or deadlines.
B. All authorized and approved work performed by full time
employees in excess of their scheduled work week and all
hours in excess of forty (40) in a work schedule and for
all other employees except for the 24 hour shift schedule
for Fire Department employees shall be considered as
overtime and shall be paid for hours worked at the
21
overtime rate of one and one-half times the employee's
straight time rate.
c. For the purposes of overtime computation, sick leave,
funeral leave, jury duty, annual military leave and other
absences from duty whether paid or not shall not be
considered as time worked. Paid holidays and scheduled
leave not worked shall be considered as eight (8) hour
days worked; 24 hour shifts worked for Fire Department
employees.
D. Employees shall be required to work overtime when
assigned unless excused by supervision. An employee
desiring to be excused from overtime work assignments for
good and sufficient reasons shall submit a request to the
immediate supervisor. The request, if approved, shall
remain in force until rescinded by the employee to the
Department Director or until it becomes required and
necessary to assign and schedule the employee to overtime
work.
E. At the time overtime work is required and necessary, the
work shall be performed by employees who have not
requested to be excused from such assignment. In the
event overtime work is required and the department cannot
otherwise schedule the required number of employees, then
those employees who have approved requests on file
excusing them from overtime work shall be assigned and
required to work such overtime.
F. If contacted to work in the event of civil or national
emergencies mandatory overtime shall be in effect.
7.04 Permit Assianment
A. Permit assignment duty shall be defined as: Regular
Police Officer and Regular Fire Department employee
performing police or fire type functions, by assignment
through the department, during hisfher normal off-duty
hours.
B. All permit assignment opportunities shall be posted on
each department bulletin board, and any assignment to
permit assignment duty work, will be made pursuant to
departmental S.O.P.
c. While on permit assignment duty, the employee will be
under the direct control and supervision of his/her
respective departments and shall only perform functions
that are considered normal Police or Fire Department
business.
D. The employee shall be in regular Police or Fire
Department uniform and shall make an official record of
all incidents occurring that require his/her action.
22
E. Compensation for assigned extra duty will be reflected as
a salary adj ustment in earnings from the City with
reimbursement payable to the City by the contracting
employer. All authorized and approved permit assignment
work performed shall be considered as additional
compensation separate from the basic work schedule and
shall be paid at the rate set by the Finance Department
on an assignment by assignment basis.
7.05 Flex Schedulinq
Flex scheduling or job sharing is a method by which employees
share the same job within a specific job classification and
each must perform the same functions within the job
classification.
A. Flex scheduling may be approved by the City Manager
within a department on a case by case basis.
B. In the event flex scheduling is approved by the city
Manager, the employees must meet all attendance
requirements as outlined in the Administrative Rules and
Regulations.
C. Abuses of flex scheduling shall be cause for the City
Manager to immediately remove employees from flex
scheduling.
7.06 CallOut Pay
CallOut Pay is provided to compensate non-salaried employees
in a classification eligible for overtime.
A. Employees ordered or required to return to work on an
unexpected or emergency basis after completing a
regularly assigned shift of work or during a scheduled
day off shall receive CallOut compensation. Callout
work is work to be performed which is of an emergency or
unexpected nature and is not to be associated or confused
wi th the monthly departmental shift/work schedule or
anticipated additional work requirements.
B. Any employee, who after departing from the work premises
and after completing the regularly schedule shift, who is
officially ordered to return to work shall be eligible
for CallOut Pay upon return to the assigned work site.
C. Any employee who is on the work premises and is
instructed and assigned to continue to work shall be
ineligible for CallOut Pay but eligible for compensation
at the overtime rate of pay pursuant to Section 7.03.
23
D. Any employee required to continue working after his/her
regularly scheduled shift shall be ineligible for Call
Out Pay but eligible for compensation at the overtime
rate of pay pursuant to section 7.03.
E. Any employee eligible for CallOut Pay who is required to
work for a period less than one and one half hours shall
receive two hours pay at the straight time rate. If the
time worked is greater than one and one half hours the
employee will be paid for the number of hours worked at
the overtime rate.
F. Department Directors and all salaried employees are not
eligible for CallOut Pay. When in the opinion of the
City Manager the work load for these non-eligible
employees has become excessive because of the number of
hours worked, the City Manager may at his/her discretion
make arrangements whereby these employees may take time
off during the "normal" work period provided said
employee's services are not otherwise required.
24
SECTION 8
HOLIDAYS
8.01 Days Observed
A. When a holiday falls on Saturday or Sunday, the Friday
preceding or Monday following shall be designated a
substitute holiday and observed as the official holiday.
B. The observed holidays are:
January 1
May - Last Monday
July 4
September - First Monday
November - Fourth Thursday
November - Day after
Thanksgiving
December 24
December 25
Two (2) Personal Days
New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Eve
Christmas Day
C. The City Manager will determine which departments or
operations will be closed in observance of the holiday.
8.02 Eliqibility for Holiday Pay
A. All holidays earned must be taken as time off or paid on
the same day that it is earned except for public safety.
B. Employees on scheduled leave, annual military leave, jury
duty, unscheduled leave, funeral leave or other absences
from duty but on active pay status on the day the holiday
is observed must use the holiday on the same day that it
is earned except for public safety.
C. An employee must be on authorized leave or work the
normal schedule of hours, on the regularly scheduled
working day immediately prior to a holiday and the
regularly scheduled working day immediately following a
holiday, in order to qualify for the holiday time or pay.
To call in sick the day before or the day after does not
constitute authorized leave without a doctor's excuse.
D. Employees who are scheduled and required by their
supervisor to work on the day observed as a holiday must
work that day to be eligible to receive holiday pay. An
employee who is scheduled to work on the day observed as
a holiday and reports sick will be charged with the
holiday for that day.
25
E. An employee assigned and scheduled to work on a holiday,
and who in fact does work, shall receive the usual day's
pay and an additional eight (8) hours at one and one-half
times the straight time rate of pay unless the employee
has not worked over forty (40) hours per week.
certified Fire Department employees assigned or scheduled
to work on a holiday, and who in fact do, shall receive
the usual day's pay and an additional twelve (12) hours
at one and one-half times the straight time rate of pay
unless the employee has not worked over the average
fifty-six (56) hours per week.
F. The intent of Personal Holidays is to allow the employee
a non designated holiday for personal use.
G. Personal Holidays shall not be accrued or taken in hourly
increments.
H. Personal Holidays must be used within the fiscal year.
Employees failing to use their Personal Holidays will
forfeit the holidays.
8.03 Holidav Pay - Rotatinq Shifts
A. Employees working on a rotating shift basis receive
credit for all holidays authorized for City employees.
B. Holiday compensation is computed on a straight time rate.
C. Employees will receive credit for the holiday whether
they worked the holiday or the holiday fell on their day
off.
D. If a holiday falls on the day off for the employee, the
employee shall be paid at the straight time rate for the
holiday.
26
SECTION 9
PERSONAL LEAVE
9.01 Eliqibilitv
A. All permanent employees will be allowed to accrue paid
personal leave.
B. Permanent part-time employees will not earn personal
leave.
C. Temporary employees shall not earn personal leave.
D. Contractual employees may earn personal leave at the
discretion of the City Manager.
E. Probationary employees shall earn leave but shall not be
permitted to take same during the initial six (6) months
of emploYment or re-emploYment unless authorized by the
City Manager.
9.02 Use of Leave
Personal leave may be granted for the following scheduled
purposes:
A. Vacation leave.
B. Medical, dental or optical treatment which is necessary
during working hours.
C. Absences for transaction of personal business which
cannot be conducted during off duty hours.
D. Holidays other than those designated by the City
Commission as official holidays.
E. Employees who become sick on vacation leave may use sick
leave for such period of illness but must present a
doctor's certificate.
F. caring for immediate family members who are ill as
defined in section 10.05.
G. Maternity/Paternity Leave.
9.03 Request for Personal Leave - Vacation
A. For that portion of scheduled leave that is vacation, a
minimum of two weeks advance notice is required.
Emergency requests for vacation leave may be granted
unless scheduling or work commitments preclude permitting
the leave.
27
B. In the case of two employees of equal duties requesting
leave for the same time period, length of service shall
prevail.
C. Department Directors should prepare a yearly schedule for
vacation leave to enable all employees within a
department the opportunity to plan scheduled time away
from the city.
9.04 Accrual of Leave
A. Permanent full-time employees earn personal leave as
follows:
One to five years of service
Six to fifteen years of service
22 days
27 days
32 days
sixteen years +
B. A permanent full-time employee can accrue up to 360
hours of personal leave. In all cases, employees must
take a minimum of 80 hours personal leave (vacation) each
year or will lose said time for purposes of accrual.
C. All personal leave over 360 hours shall be reimbursed to
the employee in the first pay period in December of each
calendar year on a dollar for dollar basis.
D. An employee who does not use personal leave wi thin
his/her year of service for sick leave, shall receive two
(2) additional personal leave days to be added to his/her
personal leave accrual.
9.05 Charqinq Leave
Personal leave time shall be scheduled and charged to the
employee for the actual time the employee is away from work.
9.06 Payment - Unused Leave
A. Upon separation from City emploYment, employees shall be
entitled to compensation for any earned but unused
personal leave.
B. All accrued personal leave of employees who die while in
the service of the City shall be paid to the spouse or
estate of the employee.
9.07 Unscheduled Personal Leave
The paYment of unscheduled leave shall be determined on a case
by case basis. If such leave could have been scheduled and
therefore was unwarranted, the employee shall not be paid for
the day's absence.
28
9.08 Reporting Personal Leave - sick
A. An employee incapacitated and unable to work shall notify
the immediate supervisor before the scheduled reporting
time, stating the nature of the illness and expected
period of absence. This procedure shall be followed for
each day the employee is unable to work, unless prior
approval is given by the supervisor.
B. Many slight inj uries and sickness may prohibit the
performance of regularly assigned duties; however, there
may be other duties that such employees may be able to
perform without aggravating such injuries or sickness.
Providing the physician states that "light duty" work is
acceptable, the employee may, at the City's option,
report for assignment. Duties may be assigned as the
heal th and condition of the employee permits only in
cases where bona-fide jobs or duties are available. In
addition, such assignments will be allowed only when the
City determines that the employee can, in fact, be
productively employed at "light duty".
C. If, and whenever, sick leave may appear to be abused, or
where an employee consistently uses sick leave as it is
earned, the employee claiming/requesting such sick leave
may be required to furnish competent proof of the
necessity for such absence. The City reserves the right
in all cases of illness, or reported illness, to require
the employee to furnish a doctor's certificate. Abuse of
sick leave privileges shall constitute grounds for
disciplinary action up to and including termination.
D. The City requires a doctor's release to return to work
following surgery or use of three consecutive sick days
for all employees except two consecutive shifts for Fire
Department personnel.
E. In case of unscheduled leave for care of an immediate
family member pursuant to Section 10.05, the employee
shall notify the immediate Supervisor as stated in
Section 9.08 A above.
29
SECTION 10
LEAVE OF ABSENCE
10.01 Bereavement Leave
A. Permanent employees shall be granted time off with pay
not to exceed three (3) consecutive working days in the
event of a death in their immediate family. (See
section 2 for definition of immediate family.)
B Upon request, the City Manager for good reason may allow
paid Bereavement Leave under Section 10.01 (A) for deaths
involving other close members of an employee's family or
associates.
C. Bereavement Leave shall not be charged to any other
leave.
10.02 Court Leave
A. Employees attending court as a witness on behalf of the
City of Ocoee or a public jurisdiction recognized by the
City of Ocoee or for jury duty during their normal
working hours shall receive full pay equal to their
normal work schedule for the hours they attend court.
This time shall be charged as leave with pay.
B. Full time employees subpoenaed as witnesses to testify in
a court or administrati ve proceeding during scheduled
work hours are eligible for leave with pay. Employees
who are plaintiffs or defendants are not eligible for
leave with pay, unless they are a defendant based on
their activities in behalf of emploYment with the City or
for any public jurisdiction recognized by the City of
Ocoee.
C. Employees who attend court for only a portion of a
regular scheduled workday shall report to their
supervisor when excused or released by the court.
D. Any paYment that an employee recei ves while on court
leave with pay will be given to the City. Per diem
mileage received shall be retained by the employee.
10.03 Conference Leave/Travel Policy
A. The City Manager may grant leave with pay, together with
the necessary travel expenses in order that employees may
attend conferences, workshops and similar events designed
to improve their efficiency, if considered to be in the
best interest of the city. Leave and expenses will be
recommended by the Department Director subject to
approval by the City Manager.
30
B. The need for City travel for which reimbursement may be
claimed by employees of the ci ty of Ocoee is
acknowledged. All such persons are eligible to travel
for the conduct of City business or to attend meetings
and conferences for the benefit of the City, at City
expense, pursuant to proper authorization prescribed in
these Regulations.
(1) The ci ty Manager or his/her designee shall
authorize travel for City employees.
( 2 ) A travel expense report issued by the Finance
Department which shall be used by all travelers
requesting reimbursement for travel expenses shall
be completed. The report will be filed within
seven (7) working days after completing the
authorized travel.
(3) All travel must be by a usually traveled route. If
a person travels by an indirect route for hisjher
own convenience, any extra costs shall be borne by
the traveler, and reimbursement for expenses shall
be based only on such charges as would have been
incurred by a usually traveled route. The method
of travel will be designated by the City Manager,
keeping in mind the best interest of the City, the
nature of the business, the number of persons
making the trip, the amount of equipment or
material to be transported, the length of the trip,
and other pertinent factors. Air travel shall be
by tourist class, when practicable. Travel by
private car when a City vehicle is not available
will be reimbursed at a rate per mile established
by the ci ty . When travel is by public
transportation, necessary taxi, limousine, or car
rental fares and parking fees are reimbursable,
when substantiated by receipts.
Employees who are assigned a City vehicle on a
permanent basis and or who receive a car allowance
shall be reimbursed for gas only and not mileage,
however, a gas receipt must be submitted to receive
reimbursement. Employees in this category shall
only use a City vehicle if their personal vehicle
or assigned vehicle is inoperative at the time of
travel. An explanation must be submitted as to the
reason why the vehicle is inoperative and when the
vehicle will become operative.
(4) Reimbursement for lodging will be on the basis of
actual cost of a single occupancy, or occupancy
shared with another City employee. Double
occupancy rate will be reimbursed if no single room
is available.
31
(5) If an employee is out of town for longer than one
day, the employee shall be allowed one personal
call reimbursed per day providing that the time
limit of that call is reasonable. No other
personal calls are reimbursable.
(6) Gratui ties (tips) are recognized as a legitimate
part of the cost of travel and a proper charge
against the City, when such expenses are necessary.
All paYments of this type should be kept at the
minimum.
(7) Registration fees, including meals and other
programmed affairs, are reimbursable upon
presentation of receipts. Meals will not be
included if the employee has requested per diem.
See Section (9) relating to per diem.
(8) While the City acknowledges that attendance and
participation in professional associated meetings
consti tutes a public purpose in relation to the
training and education of its professionals, the
city will reimburse the cost of meals and
attendance to such meetings only if it is
established that the meeting is for a professional
and not social purpose and the fee for the meal is
at a standard rate per attendee.
All travelers may be allowed for subsistence the
cost of meals determined by the Runzheimer Meal
Lodging Index. The Finance Department will provide
a quarterly update on the amounts to be reimbursed
per the Runzheimer Meal Lodging Cost Index. If the
City the traveler is visiting is not listed on the
Runzheimer schedule, the nearest City on the
schedule will determine the meal reimbursement. No
receipts are required; however, meal expenses for
employees exceeding the Runzheimer rate must be
accompanied by a receipt for reimbursement with an
explanation. In the event exceeding the rate is
not approved, the employee will be responsible for
the expense. In the event meals are provided at a
conference or workshop and the employee does not
participate, the employee shall be allowed
subsistence determined by the index, accompanied by
an explanation.
(9) Per Diem is an alternative to reimbursement for
lodging and meals. A traveler may receive $50.00
per day which will include lodging and meals (tips
included) . Per Diem is allowed only for trips
overnight or longer away from the immediate area.
Mileage, tolls and other appropriate expenses
approved by the City Manager shall be reimbursable
and must be accompanied by receipts. No receipts
32
are required for meals or lodging.
(10) All travelers who accompany a City employee or City
official who has an authorized City credit card and
the credit card holder pays for meals and other
expenses with the credit card the employee or
off icial shall not be eligible for reimbursement
for those expenses paid by the credit card. The
credit card holder must list all expenses incurred
on the Travel Expense Report and the names of the
employees and officials for whom the expense was
incurred. All expenses incurred on the authorized
City credit card are governed by section 10.03 in
its entirety.
(11) Any other necessary expense not otherwise provided,
incurred for the benefit of the City, together with
receipts and explanations thereof, should be
claimed on an indi vidual basis by completing the
necessary travel form which must be approved by the
ci ty Manager. In the event the expense is not
approved, the employee will be responsible for
paYment of the expense.
(12) Employees may obtain travel advances when approved
by the City Manager. The necessary travel form
must accompany the request. All advances shall be
accounted for within seven (7) working days after
completion of the authorized travel.
(13) The City will not reimburse for travel, meals or
expenses for spouse and family. Reimbursement is
limited to the traveler.
(14) While entertainment on behalf of the City, under
certain circumstances and conditions, clearly meets
a public purpose, these instances require prior
approval by the City Manager, of the nature,
purpose, and anticipated cost of entertainment,
before it is undertaken with public funds. In
instances where prior approval is granted, it is
specifically required that the nature of the
entertainment, those present, and brief summary of
the business discussed must be provided for
inclusion in the Travel Expense Report.
(15) When the City agrees to reimburse a job applicant
for his/her expenses to come to an interview (air
fare, vehicle mileage, tolls, taxi fare, hotel and
meals) the meal allowance applied will be
consistent with and no greater than, the existing
City travel policy.
(16) When the City's consultant agreement provides for
expense reimbursement, meal allowance related to
33
those expenses will be consistent with, and no
greater than, existing City travel policy.
( 17) All Travel Expense Reports must be completed as
stated in 12 above. In the event the employee
fails to complete the necessary report, the
employee shall not be reimbursed by the City and
shall be responsible for all expenses incurred.
10.04 Militarv Leave
A. Regular employees who are commissioned reserve officers
or reserve enlisted personnel in the united states
mili tary or naval services or members of the Florida
state National Guard, shall be entitled to leave of
absence from their respective duties without loss of pay,
time, or efficiency rating, for such time as they shall
be ordered to military service or field training in an
active duty or active duty for training status, for a
period not to exceed seventeen ( 17) days in anyone
annual period.
B. The employee shall be required to submit an order or
statement from the appropriate military commander as
evidence of any such duty. Such order or statement must
accompany the formal request for military leave at least
two (2) weeks in advance.
C. Regular employees who are members of the Armed Forces
Reserve or Florida National Guard shall be excused from
work without pay to attend inactive duty training drills
as required. Evidence of membership in the applicable
organization shall be provided to the department by the
employee. Requests for such absences from work can be
made by the employee either orally or in writing. The
submission of the applicable Reserve or National Guard
training schedule will satisfy this requirement. Except
upon declaration of civil emergency conditions, if there
is a conflict between departmental scheduling and
required military training, the department will make
every effort to excuse the employee from work.
D. In the event an employee is drafted into military
service, the employee shall be reinstated to City
emplOYment upon completion of military obligation.
10.05 FamilvlMaternitv/and Adoptive Leave
A. Employees shall be entitled to twelve (12) working weeks
of unpaid leave in order to care for a spouse,
significant other, child or parent with a "serious
medical condition" or for the employee to deal with
his/her own serious medical condition that prevents
performance of the employee's current position.
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(1) To be eligible for the FamilyjMaternity/and
Adoptive Leave benefit, an employee must put in at
least one year in his/her emploYment with the City
and must have worked at least 1,250 hours within
the first twelve months of emploYment with the
City.
(2) A serious medical condition is defined as an
illness, injury or impairment, physical or mental
condition that involves inpatient care in a
hospital, hospice or residential medical care
facility or requires continuing medical treatment.
For continuing medical conditions the employee
shall receive twelve (12) working weeks of unpaid
leave in each year of emploYment with the City.
B. Employees are required to submit a thirty (30) day notice
of intention when the precipitating event is foreseeable
such as a birth, adoption or planned medical treatment.
( 1 ) The City shall require the employee to submit a
physician's certification of the existence of a
serious medical condition of the employee, spouse,
significant other, parent or child prior to
approval of the leave. If the City is not
satisfied with the certification, the City may, at
its own expense, require a second opinion. The
City may pay for a third opinion if the first two
conflict. The third opinion shall be binding on
both the employee and the City.
(2) Leave taken to care for a newborn child or a child
who has been placed for adoption or foster care may
not be taken intermittently. For birth or
adoption, the leave option expires one year after
the event.
(3) Leave taken to care for a spouse, significant
other, parent or child may be taken intermittently
including the employee's illness, however, the
leave may not exceed twelve (12) working weeks in
each year of emploYment.
C. Employees may offset the twelve (12) working weeks of
unpaid leave with their accrued leave although this is
not a requirement.
(1) Benefits provided by the City shall continue and
the employee is required to pay the employee
portion.
(2) Upon completion of the leave, the employee shall
return to his or her former position or to a
position with equivalent pay, benefits and working
conditions.
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(3) Previously accrued leave shall not be forfeited;
however, the employee shall not accrue additional
vacation or sick leave during the leave period.
10.06 Extended Employee Disability Leave
A. Disabilities caused or contributed to by pregnancy,
childbirth or related medical conditions will be treated
the same as disabilities caused or contributed to by
other medical conditions. In order to effectuate this
policy, these procedures should be followed for all
medical disability leaves:
( 1 ) An employee who is unable to work due to medical
reasons, including pregnancy or childbirth, will be
granted, upon request, an extended unpaid leave of
absence.
( 2 ) Except in cases of emergency, the employee will
become eligible for a leave of absence when the
employee's doctor certifies that the employee is
unable to perform duties due to his /her medical
condition. The City retains the right to require
the employee to submi t to another medical
examination at the City's expense to verify the
employee's inability to work.
(3) The employee may utilize any accrued and unused
vacation or sick leave while out on a disability
leave. While on a leave of absence, however, an
employee will not accrue any additional vacation or
sick leave or any other benefit.
(4) The employee shall be required to return to work
not later than the last day of the leave granted,
unless prior to that time, the employee has
obtained permission from the City Manager to extend
the medical leave or has applied for and been
granted additional time off as allowed by these
rules.
(5) The employee shall be entitled to return to the job
left provided the employee is physically and
mentally able to perform all the functions of the
job. The employee must submit a medical release
form from his/her doctor.
(6) The medical plan insurance shall be continued while
on disability leave, the employee shall be required
to pay the employee portion.
(7) The extended disability leave shall not exceed
twelve (12) working weeks.
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(8) The extended disability leave is granted to
permanent employees only and is not intended for
use for care of family members. For medical leave
relating to family members section 10.05 shall only
apply.
10.07 Personal Leave Without Pay
A. Leave of absence without pay for a permanent employee may
be granted for a period not to exceed six (6) working
weeks upon approval by the city Manager.
B. If the employee does not return to work, the employee's
termination date for all purposes will be the last day of
actual work with the city.
C. Vacation or sick leave shall not be earned by an employee
for the time the employee is on leave of absence without
pay.
D. All benefit plans provided the employee must be continued
while on personal leave of absence by paYment of the
employee's portion and the City's portion by the
employee.
E. Personal leave without pay provides leave for other than
medical necessity.
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SECTION 11
POSITION CLASSIFICATION PLAN
11.01 Purpose
The Position Classification Plan provides a systematic
arrangement and inventory of City Service positions. The plan
groups the various positions into classes based on the range
of duties, responsibilities, and level of work performed.
11.02 Use
The Classification Plan will be used to:
A. Determine qualifications and to prepare job announcements
and content.
B. Standardize salaries to be paid for the various classes
of work.
C. Establish lines of promotion and career ladders.
D. Assist in developing employee training programs.
E. Provide uniform job terminology.
11.03 Content
The Classification Plan consists of:
A. A grouping of positions into classes on the basis of
approximately equal skill, job knowledge, difficulty and
responsibility, which require the same general
qualifications.
B. A Class Title , indicative of the work of the class, which
is used on all personnel, accounting, budget, and
official records.
C. Class Descriptions for each classification showing the
nature of work, relative responsibilities, illustrative
duties, requirements of the class, setting forth the
knowledge, abilities and skills, and the training and/or
experience needed.
11.04 Administration
A. The Director of Personnel & Employee Relations is charged
with maintenance of the Classification Plan, under the
direction of the City Manager, so that it will reflect
the duties performed by each employee and the class to
which each position is allocated. It is the duty of the
Director of Personnel & Employee Relations to have the
38
nature of the positions examined as they are created, to
have them allocated to an existing class, create new
classes and to make changes in the Classification Plan as
are made necessary by changes in the duties and
responsibilities of existing positions for approval by
the City Manager.
B. The Director of Personnel & Employee Relations will
maintain the entire plan and recommend appropriate
changes in allocations or in the Classification Plan as
needed for approval by the City Manager.
11.05 Allocation of positions
A. Whenever a new position is established or duties of an
existing position changed, the Director of Personnel &
Employee Relations shall prepare, in cooperation with the
responsible Department Director, a Class Description
describing the duties of the job.
B. The Director of Personnel & Employee Relations will audit
the actual or suggested duties and submit a
recommendation to the City Manager for review and/or
approval.
11.06 position studies
A. The Director of Personnel & Employee Relations under the
direction of the City Manager is charged with the
responsibility of having audits made of positions.
Position audits may be initiated by written request to
the Director of Personnel & Employee Relations from:
(1) The Department Director where the position is
located.
( 2)
The incumbent of the position to be audited.
employee must process the request through
Department Director for review and comments.
The
the
B. Posi tion information will be gained through completion of
a Position Classification Questionnaire by the incumbent
or by the supervisor of the position (if the position is
vacant) and through study of the position by the staff of
the Director of Personnel & Employee Relations.
C. The Department Director will review and make
recommendations to the Director of Personnel & Employee
Relations for all proposed new positions, changes, and
Class Descriptions.
D. The ci ty Manager shall review all audi ts and
recommendations in accordance with need and established
budget constraints.
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11.07 Reclassification
A. When the incumbent of a position is officially assigned
more difficult and significant additional
responsibilities and duties, the Director of Personnel &
Employee Relations will perform an audit of the duties
and responsibilities of the position.
B. If it is determined that the position should be
reallocated to a higher level, the Director of Personnel
& Employee Relations shall make a recommendation to the
ci ty Manager. The City Manager shall base his/her
decision on need and established budget constraints.
11.08 position Control
All positions in the City are established and maintained
through a personnel budget each fiscal year in accordance with
budget and accounting procedures. The establishment of new or
additional positions will be accomplished at the discretion of
the City Manager in accordance with established budget
constraints.
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SECTION 12
PAY PLAN & STARTING RATES
12.01 Purpose
The Pay Plan, which is directly related to the Classification
Plan, is the basis of compensation for employees and is
constructed to reflect:
A. Relative difficulty and responsibility between the
classes of work within City Service.
B. Prevailing rates of pay for similar types of work in
public employment in the labor market where the City
recruits for employees.
C. Availability of applicants to fill positions in City
Service.
D. Economic conditions of the job market area.
E. Economic conditions of the City.
F. Financial policies of the City.
G. Other business and operational considerations.
12.02 Content
A. The Pay Plan includes a Salary Schedule as adopted by the
City Commission.
B. The Salary Schedule includes pay ranges and the
compensation attached to the ranges.
12.03 Administration
A. The City Manager with such assistance as required, shall
prepare the Pay Plan for the classes of work in City
Service. The Plan will be presented to the City
Commission for approval and adoption.
B. Amendments to the Pay Plan may be considered by the City
Manager when changes of responsibilities of work,
availability of labor supply, prevailing rates of pay,
the City's financial condition and policies, or other
pertinent economic, business or operational
considerations warrant such action.
12.04 Starting Rates
A. The mlnlmum salary established for a classification is
the normal starting rate for a new employee.
41
B. Starting rates that are above the minimum salary shall be
authorized by the City Manager if the selectee's
training, experience, or other qualifications are
substantially above the minimum required for the
posi tion, or for other legitimate economic or operational
reasons.
12.05 Performance Salary Increases
A. Performance salary increases are not automatic. Evidence
of Above Operational Performance must be reflected in the
employee's Performance Evaluation prior to approval of a
performance increase.
B. Supervisors are responsible for accurate and prompt
submission of Employee Performance Evaluation reports.
C. Approved performance increases will be effective upon the
designated anniversary date of the employee.
12.06 Promotion
An employee may be promoted to a job classification with a
higher maximum rate of pay upon meeting the requirements for
that position. Upon promotion, the employee shall have the
pay grade, pay, and classification rate adjusted as follows:
If the present salary rate is above the minimum for the new
posi tion, the employee shall receive a 5% increase. An
increase of more than 5% may be recommended by the Department
Director depending upon the circumstances of the promotion
upon approval of the City Manager. All increases are subject
to budgetary constraints. See also section 6.03.
12.07 Demotion
When an employee is demoted, the salary rate shall be set
wi thin the range of the job into which the employee is demoted
but will not exceed the maximum rate of the pay grade
designated for the lower classification.
The anniversary date for evaluation and possible performance
pay increases of an employee who is demoted shall be changed
to the date of the demotion. See also section 6.04.
12.08 Temporary Assiqnment
When an employee is temporarily assigned to a position in a
higher pay grade, the employee shall receive a minimum
increase of five (5) percent or entry level into the pay range
of the temporary assignment. The temporary assignment must be
42
for a minimum period of two (2) consecutive weeks (10
consecutive working days) or five (5) consecutive shifts for
Fire Department employees in order to qualify for the higher
pay, and the employee shall be paid from the first hour of
work in the position.
12.09 Lonqevitv Pay
A. The purpose of longevity pay is to reward the employee
for career contribution to the organization.
B. Every full-time permanent employee of the City shall
annually be entitled to receive longevity pay based upon
a percentage of the employee's annual base salary, as
follows:
Percentaqe of
Full Years of Service Annual Base Salary
5 - 9 years 2%
10 - 14 years 4%
15 - 19 years 6%
20 and over 8%
C. The longevity pay shall be payable at such times and in
such manner as may be determined by the City, subject to
budgetary constraints. Full years of service shall be
calculated as of the date of award of the longevity pay,
as determined by the City.
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SECTION 13
MISCELLANEOUS POLICIES AND BENEFITS
13.01 Smoking policv
policv
The purpose of this policy is to protect the public health,
comfort, and environmen~ for citizens and employees by
creating areas in public places and at public meetings that
are reasonably free from tobacco smoke, and to comply with
Florida Statute, the Florida Clean Air Act.
Procedure
A. No person may smoke in any City of Ocoee building,
facility or vehicle. This includes, but is not limited
to, private offices, hallways, rest rooms, conference
rooms and break rooms, even with only one occupant.
B. Smoking is permitted outdoors except for the following
conditions:
1. Whenever a safety hazard exists;
2.
In any area
prohibited by
Ordinance;
where smoking
Federal, State,
is specif ically
County or City
3. In any area posted "No Smoking".
C. The City Manager shall be responsible for ensuring city-
wide implementation of this policy. Department Directors
and Supervisors shall be responsible for uniform
implementation of this policy in their respective work
areas, facilities and buildings.
D. Employees are expected to comply with this policy.
violation of this policy shall subject the employee to
disciplinary action up to and including termination.
E.
ci tizens, clients, contractors and visitors
facilities shall be expected to comply with this
violators shall be requested to extinguish their
material or to leave the building/facility area
refuse to do so.
to City
policy.
smoking
if they
13.02 Sexual Harassment Policy
Purpose
The purpose of this policy is to make all employees of the
City of Ocoee aware that it is the policy of the City of Ocoee
that sexual harassment will not be tolerated.
44
statement of Policy
Sexual harassment is included among the prohibitions of Title
VII of the civil Rights Act of 1964, which prohibits sex
discrimination in employment.
Sexual harassment consists of unwelcome sexual advances,
requests for sexual favors, or other verbal or physical acts
of sex based nature, where submission to such conduct is made
a term or condition of employment, or an employment decision
is based on an individual's acceptance or rejection of such
conduct, or such conduct interferes with an individual's work
performance or creates an intimidating, hostile, or offensive
working environment.
It is also unlawful to retaliate against any employee who
raises a concern about sexual harassment or discrimination.
Employees at all times shall treat other workers respectfully
and with dignity, in a manner so as not to offend the
sensibilities of a co-worker.
statement of Prohibited Conduct
The City of Ocoee considers the following conduct to be
representative of acts which violate the Sexual Harassment
Policy:
A. Physical assaults of a sexual nature
1. Rape, sexual battery, molestation, or attempts to
commit such acts.
2.
Intentional physical contact
nature such as touching,
grabbing, rubbing, hugging,
employee's body.
which is
pinching,
or poking
sexual in
patting,
another
B. Unwanted sexual advances, propositions, and other sexual
comments
1. Sexually oriented gestures, noises, remarks, jokes,
or comments about a person's sexuality or sexual
experience directed at or made in the presence of
an employee who has indicated in any way that such
conduct in his or her presence is unwelcome.
2. Preferential treatment for submitting to sexual
activity, including soliciting or attempting to
solicit an employee to engage in sexual activity
for compensation or regard.
3. Threatening to, or actually making an employee's
job more difficult, or taking away any benefit or
privilege to entice an employee to submit sexually.
45
C. Display of sexual material
1. Pictures, posters, calendars, graffiti, objects,
promotional material, reading or other material of
a sexually suggestive or sexually demeaning nature
is not permitted in the work place.
2. Reading or otherwise publicizing in the work
environment materials that are sexually revealing,
pornographic, or sexually demeaning.
D. Retaliation for sexual harassment complaints
1. Disciplining, changing work assignments of,
providing inaccurate work information, or refusing
to speak with or cooperate with an employee because
that employee has resisted or complained about
sexual harassment.
2. Intentionally pressuring an employee, or otherwise
attempting to cover up conduct described above.
seriousness of the Conduct
1. The above may not be a comprehensive list of prohibited
conduct.
2. Sexual harassment is unlawful, hurts other employees, and
has no place in our work environment. Therefore, the
employee who engages in such conduct will be made to bear
the full responsibility for such unlawful conduct.
Complaints of Sexual Harassment
1. Anyone who has suffered sexual harassment or retaliation
or who has observed such conduct should report it to
their immediate supervisor or the Department Director or
the Director of Personnel & Employee Relations or the
ci ty Manager. A complaint need not be limited to someone
who was the target of harassment. To the extent possible
the identity of the person making the complaint will be
kept in confidence.
2. All complaints will be investigated expeditiously. Upon
completion, the City will take appropriate action,
including discipline and or termination of emploYment.
3. All employees with complaints of sexual harassment in
which the complaint is against an appointed or elected
official should take the complaint to the Director of
Personnel & Employee Relations. The Director of
Personnel & Employee Relations is charged with the
responsibility of assuring that the appropriate
46
individual(s) is made aware of the complaint and that the
investigation procedure is properly handled and shall
keep the City Manager advised of the situation.
13.03 Emplovee Traininq & Development
It is the responsibility of the City Manager in conjunction
wi th Department Directors and the Director of Personnel &
Employee Relations, to foster and promote in-service training
of employees. The purpose of this training is to improve the
level of service rendered to the public, the quali ty of
personnel, and to assist employees in preparing themselves for
advancement in City Service. Department Directors in
cooperation with the Director of Personnel & Employee
Relations will establish standards for training programs,
assure that training is carried out as approved, and prepare
certificates or other forms of recognition to persons who
satisfactorily complete approved courses and programs. The
Director of Personnel & Employee Relations will provide
assistance to Department Directors in developing and
conducting training to meet specific needs of their
departments and to assure that employee, supervisory and
management training are available to all Departments.
13.04 Performance Evaluation
The City Manager will establish and administer a program for
rating the work performance of employees. The Performance
Evaluation system is designed to evaluate the employee's
performance and attitude as accurately and as fairly as is
reasonably possible. The ratings shall be set forth on the
authorized Personnel Evaluation forms and as prescribed by the
Performance Evaluation Manual adopted by the City.
The evaluator, upon receipt of the employees evaluation form
from the Personnel Office, shall complete the evaluation and
give a copy to the employee at least ten (10) working days
prior to the employee's anniversary date. The employee shall
be entitled to respond to the evaluation wi thin five ( 5 )
working days of receipt of a copy from the evaluator. The
evaluator shall transmit the evaluation and the employee's
comments, if any, to the Personnel Office no later than five
( 5 ) days prior to the employee's anni versary date. The
overall performance rating shall be used to improve
productivity and other rating factors, to determine the
desirabili ty of a performance increase based on budgetary
constraints, and as a factor in arriving at promotions and
other job actions deemed appropriate.
13.05 Group Insurance
A. The City provides group insurance protection for its
employees. Benefits provided are explained at the time
of employment. Copies describing coverages are available
for all employees in the Personnel Office.
47
B. Employees must notify the Personnel Office if they change
their marital or dependent status so that the steps
necessary to change insurance coverage may be completed.
Notification of any change of status is the employee's
responsibility.
13.06 Deductions
Federal Withholding, Social Security and Pensions are deducted
from pay checks in accordance with law and City Ordinance.
Voluntary deductions are made only by request of the employee
and reviewed by the Personnel Off ice and approved by the
Finance Department.
13.07 Pension Plan
The City provides a Pension Plan for all qualifying employees
to guarantee a monthly life income after their retirement.
Details of the plan are maintained in the Personnel Office and
with each Pension Board Representative and available to all
covered employees. All questions concerning pensions are to
be directed to the respective Pension Boards.
13.08 Unemployment Compensation
The City is registered with the state of Florida Bureau of
Unemployment Compensation. Terminated employees who file a
claim and are determined qualified under the Florida
Unemployment Compensation Law may be eligible to recei ve
unemployment compensation benefits. An explanation is
available of employee's rights and responsibilities through
the Personnel Office.
Any correspondence received by employees regarding
unemployment compensation must be forwarded to the Personnel
Office immediately upon receipt.
13.09 Workers' Compensation
The City provides Workers' Compensation for all employees
injured on the job.
A. Payment of Workers' Compensation to all employees, who
are disabled because of an injury arising out of and in
the course of performing their duties with the City, will
be governed by the Florida state Workers' Compensation
Law.
B. If injured on the job an employee will only receive the
compensation as set by the Florida state Workers'
Compensation Law.
C. (1) In unusual circumstances, an employee who is in a
high risk job and is injured in the line of duty
may be recommended for special consideration.
48
(2) The Department Director will determine whether the
injury is a direct result of high risk involvement.
(3) The Department Director may request, in writing,
that a committee be formed composed of the Director
of Personnel & Employee Relations, another
Department Director as chosen by the City Manager,
and the City Manager to study the feasibility of
special consideration.
D. ( 1 ) Employees out on Workers' Compensation will not
earn Annual or sick Leave or Holiday Leave through
duration of absence unless approved by the ci ty
Manager.
(2) Annual Leave, Sick Leave, or Holiday Leave may not
be used while out on Workers' Compensation except
as allowed, if at all, under section 13.09, C (1).
(3) Group Life & Hospitalization coverage or any other
payroll deduction authorized by the employee must
be paid by the employee while out on Workers'
Compensation.
E. In the event an employee has neglected to advise the
attending physicians of other inj uries reported under
Workers' Compensation, whether injuries were sustained
while employed by the City of Ocoee or sustained prior to
emplOYment by the City of Ocoee or any pre-existing
conditions, shall be grounds for immediate termination.
13.10 Death
All compensation, accrued leave and benefits due to the
employee as of the effective date of separation shall be paid
to the surviving beneficiary, or to the estate of the employee
as determined by law or by executed forms in the employee's
personnel folder.
13.11 Educational Incentives & Benefits
The City may authorize paYment for tuition and books for
courses or seminars subject to the following:
A. The course or curriculum shall be related to the
employee's job or contributory to the long range value of
the employee to the City.
B. There will be no duplicate paYments for the same course,
if the course is reimbursable through some other source,
then provisions of the City'S education tuition paYment
plan do not apply.
49
C. Requirements to obtain these benefits are:
( 1 ) Full time employment with the City at least one
year before employee can apply.
(2) The educational training can be at the high school,
post high school, and adult educational levels.
(3) No more than two courses per quarter or semester
(or equivalent period of time) may be taken unless
permission is obtained from the City Manager.
(4) Application for tuition must be filed prior to
enrollment in the course and must have the approval
of the Educational Committee in advance. The
Educational Committee shall be made up of the City
Manager, a City Commissioner, and an employee who
shall be selected by City employees from the
general work force.
( 5) The employee shall be responsible to supply the
Personnel Office with a final grade, certification,
or degree. The employee shall reimburse the total
cost of tuition and books if he/she fails to
successfully complete the course. For courses for
which an employee receives a grade, reimbursement
to the City will be as follows:
Grade
Reimbursement
A
B
C
0%
25%
50%
(6) The employee who receives any benefit whatsoever
under this program shall be required to work for
the City for at least two years from date money is
received, or shall reimburse the City for every
dollar given upon termination. The City reserves
the right to withhold the money owed from any final
payments at separation.
D. The City will attempt to rearrange work schedules for
classes if it does not interrupt the normal work flow.
13.12 Dress and Appearance
No attempt is made to set specific standards for dress and
appearance. The important factor is the overall impression
created. That which is appropriate for employees in one
department may not be appropriate for another. Work clothes
and uniforms provided for many departments generally set the
standard for their functions. Personal appearance standards
may be established by departmental rules or standard operating
procedures.
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13.13 Uniforms
A. The employees in specified classifications shall be
issued standard uniforms and safety items.
B. Procedure for issuance of uniforms and safety items
provided for the employee by the City shall be governed
by departmental operating procedures in accordance with
the Uniform Receipt and Request forms signed by the
employee.
13.14 Lockers, Desks & File Cabinets or other City Eauipment
A. Employees may request a locker if available.
B. Employees must provide locks for lockers.
C. Lockers, desks & file cabinets or any other equipment
used by the employee is the property of the City and a
Department Director or Supervisor shall have the right to
access this equipment in the presence of the employee at
any time for any legitimate reason.
D. In the event the employee is unavailable and it is deemed
necessary to access the equipment the Department Director
must request authority to access the equipment from the
City Manager, stating the reason for access. The City
Manager shall make the determination if the request is
for a legitimate reason and shall be the final authority.
E. In the event the employee is unavailable at any time for
any reason the City Manager shall have the authority to
have locks removed from lockers, desks or file cabinets
or any other equipment used by the employee for the
purpose of access.
13.15 Exit Interviews
A. The purpose and intent of the Exit Interview is to
provide management with information as to why and in what
areas employees may be dissatisfied with their jobs.
This information may, in turn, improve our system and
reduce our turnover rate.
B. Where possible, each employee who resigns from the City
will be interviewed by the Personnel Office and must
complete an Exit Interview form. The completed Exit
Interview form and interview information is to remain
with the Personnel Office and be utilized to improve the
Personnel Management System. Under no circumstances is
anyone but the Personnel Off ice person and the City
Manager permitted to see the Exit Interview.
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13.16 Return of City Property
At the time of separation and prior to receiving final monies
due, all records, books, assets, uniforms, keys, tools, and
other items of city property in the employee's custody, shall
be transferred to the Department and certification to this
effect shall be by the Department Director. Any monies due
the City because of any shortages shall be collected through
appropriate action.
13.17 Furlough of Emplovees (Reduction of Work Hours)
In the event of budgetary constraints within any specified
fiscal year, the City Manager shall have the authority to
furlough employees. The City Manager shall determine which
positions shall be subject to the furlough period.
13.18 DUI. DWI & Movinq Traffic violations
The safety and health of all City employees and residents and
the public in general is of utmost importance to the City of
Ocoee. Such concerns include attempting to ensure that
employees who drive vehicles on the public roads, streets, and
highways as part of their job maintain safe driving records
and habits consistent with the City's mission of conducting
safe and efficient City business, and to ensure the ability of
the City to maintain acceptable insurance protection at
reasonable costs.
A. Application
The following policy shall apply to all City employees
covered by the City Personnel Rules & Regulations in any
driving capacity, which is defined as a job in the
performance of which the employee drives a vehicle on the
public street, roads or highways.
In order to ensure that all employees are advised as to
what is expected of them in these areas, this policy
defines DUI, DWI and moving traffic violations as same
relate to demotion and discharge under section 15 of the
city Personnel Rules & Regulations.
B. DUI/DWI
(1) An employee charged with DUI or DWI offense shall
be suspended from hisfher driving job pending
resolution of the charge or charges. The
suspension will be without pay, except the City
Manager, at his/her option, may elect to transfer
the employee to a vacant non-driving position which
the employee is qualified to perform at the non-
driving position rate of pay.
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(2) Upon acquittal, the employee shall be reinstated'to
his/her driving position or a similar driving
position with back pay less any interim earnings
received from any source, including from the city
of Ocoee, and unemployment compensation. Acqui ttal
is defined as a judicial finding of not guilty or
charges are dropped. Employees who refuse breath,
blood, or urine testing in violation of Florida
state statutes regarding implied consent shall be
considered as convicted.
(3) Upon first offense conviction, the employee shall
be removed from his/her driving position for not
less than thirty-six (36) months. Upon written
request, the employee will be considered for
placement in other non-dri ving vacancies in the
city for which he/she is qualified; however, he/she
shall be gi ven no preferential treatment because
he/she is a City employee. If the employee is not
offered a non-driving job within thirty (30) days
of his/her removal from the driving position,
he/she shall be terminated. If the employee is
offered and accepts a non-driving position within
the thirty (30) day period, the employee's service
record will remain unbroken.
(4) An employee placed in a non-driving position or ex-
employee terminated pursuant to paragraph 3 above
may not reapply for a driving job for thirty-six
(36) months from the date of his/her removal from
the driving job. Thereafter, those employees and
ex-employees who reapply for a driving job will be
given no preference but if otherwise qualified will
be considered along with all other qualified
applicants, and their past conviction will be
considered along with other job related factors.
(5) Upon conviction of a second OUI or OWl, an employee
in a driving position shall be terminated from
employment with the City of Ocoee.
(6) Upon conviction of a second OUI or OWl, an employee
in a non-driving position as a result of the
application of paragraph (3), shall be permanently
barred from a driving position within the City of
Ocoee.
(7) Employees and applicants for employment who have
never held a driving position with the City but who
have been convicted of DWI or OUI not more than one
time, may be considered for driving positions under
the same conditions as employees who have been
removed from a driving position because of a our or
OWl conviction under paragraph ( 3 ) above.
Employees and applicants who have two or more OUI
53
or DWI convictions shall not be considered for
driving positions.
C. Movinq Violations
(1) The official Florida state driving record of all
employees under FS Chapter 322 shall be reviewed by
the City from time to time. If, upon such review,
an employee's record reveals seven or more points
under FS Section 322.27 within the past three years
as a result of moving traffic violations, the
employee shall be removed from his/her driving
position.
( 2 ) Upon written application, the employee will be
considered for placement in other non-driving
vacancies in the City for which he/she is
qualified; however, he/she shall be given no
preferential treatment because he/she is a ci ty
employee. If the employee is not offered a non-
driving job within thirty (30) days of his/her
removal from the driving position, he/she shall be
terminated. If the employee is offered and accepts
a non-driving job within thirty (30) days, the
employee's service record will remain unbroken.
(3) An employee placed in a non-driving position or an
ex-employee terminated pursuant to paragraph ( 2 )
above may not reapply for a driving jOb, unless and
until upon periodic review of the driving records
of all employees by the City, the employee's
official Florida state driving record establishes
that the employee does not have seven (7) or more
points as a result of moving traffic violations in
the three (3) year period immediately prior to the
ci ty review of employee's record. Thereafter,
those employees and ex-employees removed from
driving jobs pursuant to paragraph (2) who reapply
for a driving job will be given no preference but
if otherwise qualified will be considered along
with all qualified applicants, and their past
conviction of moving traffic violations will be
considered along with job related factors.
(4) An employee who is removed from a driving position
on two different occasions as a resul t of the
application of this Section, shall be permanently
barred from a driving position with the city.
( 5 ) Employees who have never held a driving position
wi th the City and applicants for emploYment who
have seven (7) or more points for moving violations
at the time they apply for driving positions shall
not be considered. If such employees and
applicants do not have seven (7) or more points at
54
the time of their application, their official
Florida state driving record will be considered
along with other job related factors.
( 6 ) Employees are obligated to inform the City of
Drivers License suspension or revocation for any
reason. Employees are obligated to maintain a
valid Florida Drivers License, failure to do so
will result in disciplinary action. Employees in
driving positions who have suspensions or
revocation are considered unqualified for that
position and may be reassigned to a non-driving
position or terminated if no vacancy exists.
D. Period of Inquirv
The three year (36 month) driving history will be
established from the date of inquiry.
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SECTION 14
SEPARATION
14.01 Types of Separation
Separations from positions in City service are designated as
one of the following types:
A. Resignations
B. Retirement
C. Disability
D. Death
E. Reduction in Force (layoff)
F. Termination
14.02 Resiqnation
A. Resignation is the separation of an employee from City
service through the submi ttal of a notice that the
employee wishes to resign.
B. Employees wishing to leave City service in good standing
shall notify their immediate Supervisor at least ten (10)
working days before leaving. Failure to do so may be
cause for denying such employee reemployment by the city.
c. Absences from work for a period of three (3) consecutive
working days without notifying the immediate Supervisor
will be considered by the Department Director as the
employee's voluntary resignation which must be reported
immediately to the City Manager.
14.03 Retirement
Retirement is a separation from the Ci ty . Each covered
employee will be provided a copy of the retirement plan.
Additional copies may be obtained from the Pension Board.
14.04 Disabilitv
If a disability is discovered by the Department Director and
Director of Personnel & Employee Relations which impairs the
effectiveness of the employee or makes continuance on the job
a danger to the employee or others, the following action may
be taken.
A. If the disability is correctable, the employee will be
allowed a time, specified by the physician, for
correction. If the employee fails to correct the
56
disability within the specified time, the employee shall
be subj ect to retirement, termination, or applicable
disability benefits. The employee shall have the right
in each case of a second opinion, either using a
physician selected by the City or a physician selected by
the City's physician and the employee's physician.
Benefits, if any, are as provided in the applicable City
Retirement Plan and/or applicable Disability Plan.
B. If, in the opinion of the examining physician, the
disability cannot be corrected, the City will attempt to
place the employee in another position which he or she
can perform or otherwise the City will attempt to
reasonably accommodate the employee. If reasonable
accommodation cannot be effected, the city shall take
steps to separate the employee from city service either
through retirement, termination, or through the
applicable disability plan. The employee shall have a
right in each case of a second opinion, either using a
physician selected by the City or a physician selected by
the City'S physician and the employee's physician.
Benefits, if any, are as outlined in the City Rules.
14.05 Death
Separation shall be effective as of the date of death.
14.06 Reduction in Force (Lavoff)
A. The City Manager may layoff employees when it is deemed
necessary by reason of shortage of funds or work, the
abolition of positions, changes in duties or
organization, or any other legitimate operational reason.
B. The duties performed by any employee laid off may be
reassigned to other employees already working who hold
positions in appropriate job classifications or the work
may be otherwise performed in a manner deemed in the best
interests of operational efficiency.
C. When it becomes necessary to reduce the number of
employees within a given class, employees shall be laid
off as follows:
(1) Temporary and part-time
(2) Probationary employees
(3) Permanent employees
D. In determining which employees to layoff, the City
shall consider length of service in the classification
and ability to perform the job. In the event two or more
employees in the same classification are of relatively
equal ability, the employee with the least amount of
continuous service in the class shall be laid off.
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E. Permanent employees laid off shall be given consideration
for openings in their classification or in other
classifications which, in the opinion of the City
Manager, or his/her designee, the employee is qualified
to perform for up to six (6) months; recall will be
offered to laid off employees provided they are
physically and otherwise qualified to perform the duties
of the job.
When openings arise within a job classification in which
permanent employees are on layoff, the City will
consider all employees on layoff from that
classification along with other qualified applicants.
The City shall fill the vacancy with the person best
qualified to perform the work; however, as between
employees of relatively equal ability, the person with
longest service as a City employee in the class shall be
given preference. The City's obligation to so consider
laid off employees shall terminate after the employee has
been on layoff continuously for six (6) months.
F. An employee with the longer service record in a
department may displace another employee in the
department if there is a reduction of force situation and
if the employee wi th the longest service record can
perform the work on an equal basis. This employee will
receive a rate of pay commensurate with the new grade.
The now displaced employee may replace any other employee
in the department based upon the length of service record
and equal ability and will receive a rate of pay
commensurate with the new grade. The employee with the
least amount of service to the City in the department
displaced may then displace an employee on a city-wide
basis with a less service record if he/she is equal in
ability.
58
SECTION 15
DISCIPLINARY ACTION/TERMINATION
15.01 Intent
A. It is the intent of the City that effective superv1s1on
and employee relations will avoid most matters which
necessitate disciplinary action or termination for
violation of rules and other conduct which is
unacceptable.
B. The City recognizes the fact that each situation differs
in many respects from somewhat similar ones. Thus, the
ci ty retains the right to treat each incident on an
individual basis without creating a precedent for other
cases which may arise in the future and to determine the
appropriate discipline or termination on a case-by-case
basis.
The City recognizes the following types of disciplinary
action:
(1) Verbal warning
(2) Documented verbal warning
(3) Written warning
(4) Suspension without pay
(5) Demotion
(6) Combination of the above
(7) Termination
C. Unlike demotion and termination of permanent employees
which may only be for just cause as provided in paragraph
D below, employees may be disciplined by reprimand,
verbal warning, documented verbal warning, written
warning, suspension without pay, or combinations thereof
for violation of offenses listed in Section 15.03 or for
any action or failure to act which in the opinion of the
City Manager or his/her designee adversely affects the
ability of the employee and/or fellow employees to
efficiently perform their job responsibilities and/or
adversely affects the efficient operation of the City
government or any department, division, or area of the
city.
D. Permanent employees may be demoted or terminated for any
reason set forth in section 15.03 as a Group I or Group
II offense, or for any other just cause. section 15.03,
Group I Offenses, provides recommended but not mandatory
penalties to apply to specific offenses; however, the
penalty utilized shall be discretionary with management
and nothing herein shall require that a particular form
of discipline be utilized in any case prior to the
utilization of another form of discipline. In
59
determining the discipline to be utilized in a particular
case, management shall consider the severity of the
offense, the cost involved, the time interval between
violations of similar or other rules of conduct, the
employee's work record, the employee's length of service
with the City, the employee's overall value to the City,
the ability of the employee concerned and other factors
as may bear on the efficient and harmonious operations of
the government. While a more severe penalty than
suggested in Section 15.03 may be utilized, the
managerial employee who does not utilize the recommended
penalty of a Group I offense shall note in writing the
reason for such action.
E. In addition to the offenses listed in Section 15.03
below, infraction of departmental rules and regulations
may subject the employee to disciplinary action up to and
including termination.
15.02 Notice of Disciplinarv Action
A. Employees who are disciplined by verbal warning will have
the reasons for said warning explained by their
supervisor.
B. In all cases of verbal warning with documentation,
written warning, suspension without pay, demotion, or any
combination of same, the employee shall be notified in
writing of the action taken and a copy of such notice
shall be retained by the Personnel Office for placement
in the employee's personnel file.
C. The Department Director and/or designee shall coordinate
all disciplinary actions, including non documented verbal
warnings, with the Personnel Office, and shall notify the
Personnel Office of any verbal warnings given.
15.03 Types of Offenses
The two (2) groups of offenses and the guide for recommended
penalties are set forth below; however, the principles
concerning application as set forth in Section 15.01 shall
apply:
GROUP I OFFENSES
First Offense
Second Offense
Third Offense
Documented verbal warning
Written warning
Up to ten ( 10 ) working days
Suspension without pay
Termination
Fourth Offense
( 1 ) Operating, using, or possessing tools, equipment or
machines to which the employee has not been assigned.
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(2) Performing other than assigned work.
( 3 )
Quitting work,
assigned work
permission.
wasting time,
area during
loitering, or
working hours
leaving
without
( 4 ) Taking more than spec if ied time for meals or rest
periods.
( 5 ) Producti vi ty or competency is less than operational
standard.
(6) Sleeping on the job unless authorized.
(7) Reporting to work or working while unfit for duty, either
medically, mentally, or physically.
(8) Posting or removal of any material on bulletin boards or
City property relating to Section 4.05 D unless
authorized by the City Manager.
(9) violation of Sections 4.05 (B), (C) or (E) relating to
solicitation and distribution.
(10) Excessive tardiness.
(11) Excessive absenteeism, regardless of the reason.
(12) violating a safety rule or safety practice.
(13) Failure to report an accident or personal injury in which
the employee was involved while on the job or in a City
vehicle.
(14) Engaging in horseplay, scuffling, wrestling, throwing
things, malicious mischief, distracting the attention of
others, catcalls, demonstrations on the job, or
disorderly conduct.
(15) Creating or contributing to unsafe and unsanitary
conditions or poor housekeeping.
(16) Failure to report the loss of a city identification card
to the Department Director.
(17) Failure to keep the department and Personnel Office
.notified of proper address and telephone number.
(18) Failure to work overtime, special hours or special shifts
after being scheduled according to overtime and standby
duty policies without a legitimate reason.
(19) Leaving work at the end of the scheduled shift without
being relieved by the supervisor or the relieving
employee on the incoming shift, for those units operating
61
on a 24-hour basis.
(20) Gambling, lottery, or engaging in any other game of
chance at City work stations at any time.
(21) Failure to report a request for information or receipt of
a subpoena from a law firm or an attorney for a matter
relating to City business.
(22) Knowingly harboring a serious communicable disease which
may endanger other employees without advising the City.
(23) violation of Rules & Regulations or Departmental S.O.P.'s
for which disciplinary action may be the penalty.
GROUP II OFFENSES
First Offense - Termination
(1) Failure to meet prescribed standards of work.
( 2 ) violation of Florida Statute prohibiting public employees
from participating in a strike against a public employer.
(3) Incompetency, inefficiency,
performance of duty.
or negligence in the
(4) Conviction of a non-felony criminal offense or any
felony.
(5) Being under the influence of intoxicating liquor, drugs,
or barbiturates (not prescribed by a doctor) while on
duty or while on or in City property.
(6) Unauthorized absences or abuse of leave privileges.
(7) Use of official position for personal advantage.
(8) Commission of any offense described in these rules and
regulations or departmental rules and regulations
relating to disciplinary measures for which termination
is the penalty.
( 9 ) Deliberately or negligently misusing, destroying, or
damaging any City property or property of an employee.
(10) Falsification of personnel or City record, including
emploYment applications, accident records, work records,
purchase orders, time sheets, or any other report,
record, or document.
(11) Making false claims or misrepresentation in an attempt to
obtain sickness or accident benefits, or workers'
compensation.
62
(12) Insubordination or the refusal to perform work assigned,
or to comply with written or verbal instructions of a
supervisor.
(13) Unauthorized use or possession and display of firearms,
explosives, or weapons on or in City property.
(14) Removal of City property or any employee's property from
ci ty locations without proper authorization; theft of
City property or any employee's property.
(15) Failure to return from an authorized leave of absence.
(16) Concerted curtailment, restriction of production or
interference with work in or about the City's work
stations including, but not limited to, instigating,
leading, or participating in any walkout, strike, sit-
down, stand-in, slowdown, or refusal to return to work at
the scheduled time for the scheduled shift.
(17) Absent without permission or leave (A.W.O.L.).
(18) Acceptance of a gift, service, or anything of value in
the performance of duty or under circumstances where the
employee knew or should have known it was given with an
expectancy of obtaining a service or favored treatment by
a City employee, department, or agency.
(19) Possession, use, sale, attempt to sell, or procure
illegal controlled substances or alcoholic beverages
while on duty, on City property, or while operating or
riding in or on City equipment.
(20) Refusal to fully and truthfully cooperate in an
investigation conducted by or at the direction of the
City.
(21) On or off the job conduct which adversely affects the
ability of the employee to perform his/her duties and/or
adversely affects the efficient operation of the City
government or any department, division, or area of City
government.
(22) Discourteous, insulting, abusive, or inflammatory
language or conduct toward the public or co-workers.
(23) Improper racial or sexual comments, harassment or acts
directed to any City employee or the general public.
(24) Threatening, intimidating, coercing, or interfering with
fellow employees or supervision at any time, including
abusive language.
(25) Provoking or instigating a fight or fighting while on
duty.
63
SECTION 16
GRIEVANCE PROCEDURE
16.01 Purpose
The grievance procedure is established to provide full
opportunity to employees to bring to the attention of
management, situations that directly affect the employee's
pay, benefits, or working conditions. It is the intent and
desire of the City to adjust complaints or grievances
informally, and both supervisors and employees are expected to
make reasonable efforts to resol ve problems as they arise.
However, it is recognized that there will be grievances which
will be resol ved only after an appeal and review. The
submission of a grievance by an employee shall in no way
adversely affect the employee or his/her emploYment with the
City.
A. An employee may file a grievance over the interpretation,
application, or violation of City Personnel Rules and
Regulations or any Departmental Rules or Regulations
applicable to him/her, to resolve a problem concerning
his/her emploYment, or to question and seek to overturn
any disciplinary measures taken against him/her.
B. Only permanent employees are eligible to file appeals or
grievances under this procedure. Probationary employees
are not considered permanent employees until completion
of the probation period. Department Directors and higher
levels of management shall not have the right to file
grievances under this section but shall in case of
demotion and termination be entitled to pre and post
action hearings under Section 16.04.
16.02 Grievance Procedure
In order to
employee can
fairly, and
provided:
assure every employee a method in which the
get a particular grievance considered rapidly,
without reprisal, the following steps are
STEP 1
The aggrieved employee shall, within three (3) working
days of the incident, explain and discuss the complaint
or grievance orally with the supervisor involved. Higher
level supervision may be called into the discussion in an
effort to achieve a prompt satisfactory adjustment.
The Supervisor will make a decision and notify the
employee in writing within three (3) working days after
the discussion with the employee. To assure appropriate
64
application of City policy, the supervisor should
coordinate with the Personnel Office before reaching a
decision on a grievance.
STEP 2
If the aggrieved employee feels that the matter has not
been settled or adjusted to his/her satisfaction by the
Supervisor, he/she may submit the matter in writing to
the Department Director wi thin three (3) working days
from receipt of the answer in Step 1.
The Department Director shall meet with the employee
wi thin three ( 3 ) working days after receipt of the
grievance. The Department Director shall give a written
answer to the employee wi thin three ( 3) working days
after the scheduled meeting.
STEP 3
If the grievance is not resolved by the decision of the
Department Director, the employee may file a written
appeal directly to the City Manager wi thin three ( 3 )
working days after receipt of the written decision of the
Department Director. within three (3) working days the
City Manager shall have a hearing for the employee and
shall render a decision within three (3) working days
thereafter. The decision of the City Manager shall be
final, and the employee shall have no further right of
administrative appeal.
16.03 General provisions
A.
The time limits of this
extended up to five ( 5 )
management or employee
vacations, business trips,
an extension is required,
shall be notified.
grievance procedure may be
addi tional working days by
due to illness, emergency,
or other business reasons. If
the employee (or management)
B. If the response time limit falls on an employee's day
off, the reply by management shall be given to the
employee on the scheduled workday immediately following.
C. Under this grievance procedure the employee and/or
management have the opportunity to call witnesses at the
Step 2 and Step 3 levels.
D. Any grievance shall be considered settled on the basis of
management's response at the completion of any step,
unless it is appealed within the time limits set forth.
E. All information of a grievance filed shall be copied to
the Personnel Office on the day of receipt in all steps.
65
F. All grievances at their conclusion shall be forwarded to
the Personnel Office for coordination, analysis, and
filing.
G. In some cases, steps in the grievance procedure may be
waived at the discretion of the Department Director or
City Manager to allow more severe matters to progress
more rapidly.
H. The Director of Personnel & Employee Relations will be
available at any step in the procedure to assist in any
way in resolving the grievance.
16.04 Termination
Permanent employees shall be afforded procedural due process
as required by law.
66
SECTION 17
RECORDS AND REPORTS
17.01 Responsibilitv
The Personnel Office is responsible for establishing and
maintaining comprehensive central personnel records of all
City employees.
17.02 Records
A. All personnel records of employees of the City government
covered under the Personnel Management System are
maintained in the Personnel Office and are considered the
off icial employee records. All employee payroll records
shall be maintained by the City Finance Department. All
employee pension records shall be maintained by the
respective Pension Boards. All other records and
materials relating to the administration of the City
Personnel Management System shall be considered
confidential to the extent allowed by law and the
property of the City.
B. Employees should keep their personnel records current.
This means immediately notifying the Personnel Office of
any changes; such as, change of address (even if
temporary), change of telephone number, change of
beneficiary, number of dependents, divorce, marriage or
any status change not previously reported, from that
which was originally given at time of emplOYment. This
is the responsibility of the employee and failure to
comply may result in loss of employee benefits.
C. The Personnel Office should be informed of any special
training courses completed by an employee. Copies of
diplomas or certificates shall be forwarded to the
Personnel Off ice to become a permanent part of the
employee's personnel file.
D. No document shall be added to the official Personnel file
of an employee unless said employee has initialed the
document. Refusal of an employee to initial a document
shall be noted by a witness.
17.03 Records Retention and Disposition
Consistent with applicable law, the Personnel Office shall
determine the time limit that any personnel records shall be
kept on file and the final disposition of such records.
67
SECTION 18
SAFETY
18.01 Accident Prevention
All Department Directors, supervisors, and employees must
recognize their responsibility for a successful safety
program, and will participate in the development,
implementation and improvement of this program. Supervisors
must have a continuing concern with all reasonable operational
economics.
18.02 Accident Reoortinq
A. All employees shall be advised of their responsibility to
immediately report to their supervisor all injuries that
occur on the job. Delay in reporting injuries may cause
complication of the injury and delay recovery.
B. All supervisors shall immediately report injuries of
their employees to the Personnel Office. The Personnel
Office shall determine where the employee will be sent
for treatment and shall determine which physician will be
used.
C. All accidents must be reported within twenty-four (24)
hours after the date of the accident or injury. If the
accident occurs over a holiday or weekend, the accident
report shall then be submitted to the Personnel Office
wi thin twenty-four (24) hours from the time the work
period starts after the weekend or holiday. This also
applies to industrial accidents and first aid injuries,
as well as to anyone injured in a vehicular accident
involving City vehicles. In the latter case, a vehicular
accident report will be submitted and, if an employee is
injured, a report of injury to the Personnel Office will
also be required.
D. In the case of all vehicular accidents, the appropriate
law enforcement agency and the employee's supervisor must
be notified immediately. In the event a Police vehicle
is involved in an accident it must be investigated by the
Florida Highway Patrol immediately.
E. Employees not following safety rules, including not
reporting accidents or improper reporting of accidents
and injuries within time limits specified above, shall be
subject to disciplinary action up to and including
termination and loss of Workers' Compensation Benefits.
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18.03 Safety Ecruipment
A. The city will provide safety equipment and devices for
employees engaged in work where such special equipment
and devices are necessary. Such equipment and devices,
where provided, must be used. Failure by employees to
utilize provided equipment or devices will subject the
employee to disciplinary action up to and including
termination.
69