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Home My WebLink AboutItem VI (B) 2. First Reading of Ordinances. Second Readings and Public Hearings are scheduled for October 5, 1993; Ordinance No. 93-18, adopting Personel Rules and Regulations 09.16/93 11:53 12407 648 1743 FOLEY & LARDNER AGENDA 9-21-93 Item VI B 2 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 REGULATIONS;PROVIDING FOR SEVERABILITY; REPEALING ALL ORDINANCES 1N 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". 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821, 856, 934, 89-44, 90-16 and 90-23 and all other ordinances adopting personnel rules and regulations are hereby repealed in their entirety.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 Regulations. The City Commission of the City of Ocoee, Florida, hereby adopts and approves the CITY OF OCOEE 09/16/93 11:54 V407 648 1743 FOLEY & LARDNER Q1004/011 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 day of , 1993. APPROVED: ATTEST: CITY OF OCOEE, FLORIDA Jean Grafton, City Cleric S. Scott Vandergrift, Mayor (SEAL) ADVERTISED , 1993 READ FIRST TIME , 1993 READ SECOND TIME AND ADOPTED , 1993, UNDER AGENDA ITEM NO. FOR ,USE AND RELIANCE ONLY BY THE CITY OF OCOEE, FLORIDA APPROVED AS TO FORM AND LEGALITY this day of 1993. FOLEY & LARDNER By: City Attorney 2 AGENDA 9-21-93 Item VI B 2 MEMORANDUM TO: THE HONORABLE MAYOR AND MEMBERS OF THE CITY COMMISSION FROM: BETTY HAGER, APPOINTED PERSONNEL BOARD MEMBER / "(` DATE: SEPTEMBER 21, 1993 SUBJECT: REVISION OF CITY PERSONNEL RULES & REGULATIONS I would like to say that it has been a very good experience serving the Mayor and Commission as a member of the Personnel Board. The document I am submitting to you on behalf of the Personnel Board are revisions to the City of Ocoee Personnel Rules & Regulations. The Personnel Board met with the City Manager upon receiving the recommendations from the Personnel Committee. As a Board separate from the Committee, we made our recommendations to the City Manager which were accepted by him and added to the final document. The entire process began in early January of this year with input from employees and finally this Board. It has been an enormous undertaking with the final document keeping within the guidelines of all applicable laws. Additionally, the revised rules are both fair to the employees and allows the City to manage its operations by respecting both the rights of the employees and the right for management to manage. The Personnel Committee was chaired by former Mayor Lester Dabbs and the Director of Personnel & Employee Relations, Ms. Psaledakis. Eleven employees representing each of the departments in the City were a part of this Committee. They met weekly and offered recommendations which were most often accepted if the recommendations were not in conflict with Federal, State & Local laws. Ms. Psaledakis provided all of the technical and legal advise. Had the City decided to have the revisions completed by the City Labor Attorney, it would have been quite costly. Further, the employees would not have felt as an integral part of this system as they now feel. The City should be very proud of the process and the teamwork that went into the project by the City Manager, Supervisors and Employees. Once again, it has been a pleasure serving the City in this capacity. t . NOTE LANGUAGE THAT HAS BEEN DELETED HAS BEEN LINED THROUGH LANGUAGE THAT HAS BEEN ADDED HAS BEEN SHADED IN S EU?> IN' .................................. ................................. Project completed by the Personnel Committee on 5/21/93 Review completed by City Manager on 7/2/93 Review completed by City Manager with Personnel Committee 7/20/93 Submitted to Personnel Board by City Manager on 8/13/93 Review Completed by Personnel Board on 9/14/93 Submitted to City Commission by Personnel Board on 9/21/93 Legal Ad placed by City Clerk to be published on 9/23/93 , also placed on all City bulletin boards on 9/17/93 09..16;9./3/ 11:53 $407 648 1743 FOLEY & LARDNER AGENDA 9-21-93 Item VI B 2 ORDINANCE NO. 93-18 AN ORDINANCE OF TEE 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 T.RE CITY OF OCOEE PERSONNEL RULES AND REGULATIONS;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". 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. Adontion of City of Ocoee Personnel Rules and Regulations. The City Commission of the City of Ocoee, Florida, hereby adopts and approves the CITY OF OCOEE 09.'16/93 11:54 V407 i 648 1743 FOLEY & LARDNER Q004/011 r 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 day of , 1993. APPROVED: ATTEST: CITY OF OCOEE, FLORIDA Jean Grafton, City Clerk S. Scott Vandergrift, Mayor (SEAL) ADVERTISED , 1993 READ FIRST TIME , 1993 READ SECOND TIME AND ADOPTED , 1993, UNDER AGENDA ITEM NO. FOR USE AND RELIANCE ONLY BY TEE CITY OF OCOEE, FLORIDA APPROVED AS TO FORM AND LEGALITY this day of , 1993. FOLEY & LARDNER By: City Attorney 2 CITY OF OCOEE, FLORIDA PERSONNEL RULES AND REGULATIONS CITY OF OCOEE, FLORIDA PERSONNEL RULES AND REGULATIONS TABLE OF CONTENTS SECTION 1 GENERAL PROVISIONS 1 1.01 Purpose 1 1.02 Positions Covered 1 1.03 Administration 1 1.04 Amendments 1 1.05 Department Policies 2 SECTION 2 DEFINITION OF TERMS 3 SECTION 3 POLICY STATEMENT 40 3.01 Policy of the City 40 3.02 Equal Opportunity & Non-Discrimination 44 SECTION 4 STANDARD OF CONDUCT 9 4.01 Conflict of Interest 9 4.02 Political Activity 10 4.03 Employment of Relatives 10 4.04 Outside-Employment 11 4.05 Solicitation and Distribution 11 4.06 Use of City Property 12 SECTION 5 RECRUITMENT AND APPLICATIONS 13 5.01 Recruitment 13 5.02 Request for Personnel 13 5.03 Notice of Vacancies 13 5.04 Applications 13 5.05 Basis for Employment 14 5.06 References 14 5.07 Rejection of Unqualified Applications 14 5.08 Processing Applicants 15 5.09 Employment of Physicallyd 15 5.10 Veterans' Preference in Appeintment gol**4* s41 tii%: 1MatitalanditeinEgito SECTION 6 NEW EMPLOYEES TWIWOWAPPOMNTMENT AND CHANGES IN EMPLOYMENT STATUS 17 6.01 New Employees 17 6.02 Transfers 14118 6.03 Promotions 1419 6.04 Demotion 140 6.05 Reemployment 1320 I t SECTION 7 AilxPENDANGFri-OVERT-IME WORK4111... c7 r MAO 4100 7.01 Basic Work Week 0410024 4142 7.02 Attendance 4120 7.03 Overtime or Compcn3atory Time II left WitiEfANNANOirat ES 15F1O ::::.:::::: • ng OW :... mwoo calinoutbro W4 SECTION 8 HOLIDAYS 4400 8.01 Days Observed 4420 8.02 Eligibility for Holiday Pay aaas tin ggporegawsmairmilopshitts 47 SECTION 9 PERSONAL LEAVE 450 9.01 Type45 9.041 Eligibility 4520 .... 9.044 Use of Leave 4500 .4.4: 9.044 4#04##Pra Personal Leave - Vacation 4520 9.054 Accrual a Leave 46os nor: 044$W040ame 0 04 garmentspi i :awMtuoetUta::K;:i:: .. 4Eave 1.60 trildhedured-t4i6Ohil -teave .....„,.:::: •••..,::::.„•,..:::„::„.....,......: „„:::::::,...... %me • Ropott•-*.invPorsonalaTaavw -Suik • 30 SECTION 10 LEAVE OF ABSENCE 4702 10.01 Funcral40MANWit Leave 10.02 Court Leave - ..24H211 44.44 10.03 Conference LeaveptOMEROMAim 10.05# Military Leave - 3036 *9"91- Matcrnity/t\itcrnity/Adoption/and Child Carc Lcavc 44 Nin 0# ftgigaaaNf§g*gtitXaiidgiirOVMNtgiI4W§ $7 10.044sittehatiosttaigiWbiggiaiit -Leid- 410# 10.060 Personal Leave Without Pay 4149 SECTION 11 POSITION CLASSIFICATION PLAN 4422 11.01 Purpose 444M 11.02 Use 44ti 11.03 Content 440 ..,:.:.:.• 11.04 Administration 3441 ,. 11.05 Allocation of Positions :4 ::3! 11.06 Position Studies 11.07 Reclassification 4443 wr: 11.08 Position Control 4540 f SECTION 12 PAY PLAN vgragmasgurs 12.01 Purpose 12.02 Content ::11 12.03 Administration 44. t4 12.04 Starting Rates 4844 12.05 Performance Salary Increases :al 12.06 Promotion 12.07 Demotion 4440 12.08 Temporary Assignment 4-94iN 12.09 Longevity Pay itl SECTION 13 MISCELLANEOUS RULES omens AND BENEFITS 4I4V WM OtaingWaPtift 4# 4.". ..::.::......„.... *3012. Sesualpftwaseentokoluty 446 -----.., ..,0„,„...2„m..,&....„,„,.. ..„,, ai...% 13 .014 Employee Training-&-DeVelopment 41100 13 .024 Performance Evaluation 13 .045 Group Insurance 448x 13 .044 Deductions 4141 13 .0.54 Pension Plan 440i 13 .045 Unemployment Compensation 13.044 Workers' Compensation 44041 13 .480 Death 4450 :0 13.49XM Educational Incentives & Benefits 4453 13 Dress and Appearance 4454 :...;:.: 13 .1-14$ Uniforms 4554 13•IAA LockersIsPOWINNIMINTAMMIWOMONEM2 : 11 13.1-10 Exit Interviews 13 416 Return of City Property 4655 N3 W.... rit: iggifOgititnaigat*WORtgethatiMOWW0tkeitaktri 54: :.•: •:::::„.........:...... .% ;:::.,:••.::::,:::::...:::::.•:**,:.:::..oiug::::::::::::::m„m*,:,a,:,:im,,, IT:45ag. DUI, aWr -& Moving Traffic VicilatiOhS .A. SECTION 14 SEPARATION 4450 14.01 Types of Separation 44A5 ::,.....: 14.02 Resignation 4469 14.03 Retirement 4450 14.04 Disability 4465 14.05 Death 4465 14.06 Reduction in Force (Layoff) 4850 SECTION 15 DISCIPLINARY ACTION/TERMINATION 604 15.01 Intent §I44 15.02 Notice of Disciplinary Action §460 15.03 Types of Offenses .5403 .540# SECTION 16 GRIEVANCE PROCEDURE 16.01 Purpose 4A4 16.02 Grievance Procedure 540 16.03 General Provisions 16.04 Dischargc Siiiiiingittail 6410 SECTION 17 RECORDS AND REPORTS 41-71 17.01 Responsibility 644r 17.02 Records 4 17.03 Records Retention and Disposition 61n SECTION 18 SAFETY 64,14 18.01 Accident Prevention 441 18.02 Accident Reporting 18.03 Safety Equipment NOTE: For c3icr reading, ma3culinc pronouns arc used in this documcnt to refer to all employees without regard to gcndcr. SECTION 1 GENERAL PROVISIONS 1.01 Purpose The purpose of these Rules and Regulations is to establish procedures which will serve as a guidc to pawns admini3trativc itailiintienfig 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 Heeds 040#40/Supervisors are responsible for the administr'ation of these rules and regulations within their respective Departments/Divisions. 1.04 Amendments A. Amendments to the Personnel Rules and Regulations shall be promulgated by the City Manager and passed 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, ONOWION000#0, from each division of the City of Obbee fOr the purpose of reviewing .ay amendment to the Personnel Rules and RegulationsiONWOMON§*01:00.04100104**0400410 City Manager prior to submission t8.-theCitY Commission for approval adoption 1 1.05 Department Policies N.B. Departmental policies and s o}}eating procedures will be reduced to writing and}asbmitte 'to and reviewed by the City Manager rokmaloptaftx .A. Departmental policies and procedures will serve as supplements to these Rules a Id egulations. 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 a .:6134eattfitliikabeilefEW shall be posted on the respective bu11etn"" boards and distributed to the affected employees. Nf.vv ,r}} f_}, 2 t - SECTION 2 DEFINITION OF TERMS Anniversary Date - The date an employee begins employment and from which all employee benefits are computed. Appeal - An application 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 Cla33ification: 1. Permanent Full-time Employee is any employee who is non- probationary and who works a minimum of thirty (30),M### is 0010 hours per week, : t:•.>s : :> r :: ni �.:...r:S.e ' : 2. Permanent Part-time Employee is any non-probationary employee who works less than thirty (30) FaitikObl hours per week. 3 . X probationaryprebatlemary Aifikemployee is any employee who has not completed the patationary period axtd sb' 3' i 4. Temporary Employee is an employee appointed for a special project or other work of a temporary or transitory nature. 5. Contractual Employee IndaidUHM is any camcc gaitie hired for a specific task-for a specific period of ime at a specific rate ofp..Y�.. ..;};>:.}}: :i`i�<�.,.}}};�>; 1:::, .:<:::>:.;::z<.}•.:.}:.:}'::::.:::::.}..}:}}•::; .� .�. .}}} . :::::> its:�::�::>:::a :::> : �: :: :>: :�;'i. :::::;�•:..:�} ' ��::>:;:�' :+�. :.::.':! : .•��..,.. ................. ................::.::-:.v:•::x:.:•x:::::.::::::.v v:v::.::::•:.••.v.::.:vv:.::y:::::•:::::::.v}•:i::..•n.:....y:^}}}}}•.:v::.:.•.•:::::::r::.........:..•.+}}:•:}x:.:.r{r.}....}:x:}:.};{{{:.•:..::'•?}:•}}i .x..;:.•.::::. :;;n;'.;on.:. •:::;::#:::;v:r::}:}:^::::•:.:;}}}....;'.;::•:-::•{:. .v.r:.::--.k:.}':'::':;::}:::v. :y:•v..:n.......,.:....:...v..:•:•::f:.'•:.:•:;'. {c:•:v:.>y}: ..:. :�}}:' '•'}• '• <::•: 3 Grievance Procedure - A detailed procedure established by these rules which provides 00000## employees full opportunity to bring to the attention of.--Management, complaints, grievances or situations the employee feels need adjustment or information. Immediate Family - Includes spouse, children, parent, brother, sister, grandparents, father-in-law, mother-in-law, son-in-law, daughter-in-law, legal guardian, er-airy relative living in the same <> <.•)..: household, o oant . (This definition is for the `..\::i�iii4iY:i$j$}v+�$:::i:Xi:.'.Q•\iL}h+iiv purpose of funeral leave.") Insubordination - -.- ' _ - - - - _ - - - _ _ adhere to thc authority vcatcd in thc Department Head and City refusal to obcy a dircct order or in3truction by a managerial ouperior having the authority to i33uc Such ordcr or in3truction, which doc3 not jcopardiszc the employee's 3afct :o:x}}}}}}}}•:•.'f:::bY..vLrf.+.:•tt}}}}fin}}}}v:••}}}}:•}:Lti{.}:.{L.):L L.v•.:.}:t::•:i::...vvvv::•:::•.uvt:t tt ttt•x : ..vv :x:....v-tv.::.r. ...:•:xv::..:t• vvvt ^. ' •} 'v)'~:i•:' ... .... •�h.2 .. ........ .. .. .r-..v.::f-.• v.....n.+:....:.}.}�.}:};.•}.:/{tLA;.+:CL;..:.... ...)..,.wysc:2•:•v•.y,' .t u ..::t2: ...\:;)�)`y)Y2;}}+•?'•::::,,:;:}Y�a'•i • l{C} •.:?i:;:: :4i\ .:{iii} "t'v"} •....:k'v}+} try �! .x:•:•x::•:.. .'•Yx}:v::vx:.x•::;:r•;:.•::::::::•x:x::.• :�•rt+••:•:::::::x:..:.::::... ";,M,. `v:;{":!': .- t?�+•+C}. �,(kt...•ti;•.•.•.••�•••t'.• .•..vb••:::.:...,t t} .......... .. .. ...-:.::•.:}:':.•}:•}:•}}:::•::n�:+::::v';:}X�'L:•}:•}}\.r.}} .+..•:y4."2•,1.:•::. t�Ct r:. .v%•;;:Jr:;::{ Job Description - A written description of a job and its general characteristics. 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 below ifiNSedtibi04264. Overtime - Actual hours worked during a work period or work day 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 out3tanding AliMPOPEatiffigigtabove 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. `.�::..4 tiff•::{.}}. Probationary Period - A o -.: e. period of time (3ix months for other employees) 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. 4 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 - Rehiring of a former employee who resigned in good standing. Relative - Father, mother, son, daughter, brother, sister, grandparents, uncle, aunt, cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, bother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, half sister, grandchildr-en. Resignation - Act of voluntarily withdrawing from City employment. 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 with or without pay. Transfer - That action in which the employee moves from one position to another with no change in pay grade. Work Week - Subject to Section 7.01, the normal work week is five (5) days in a seven (7) consecutive day period for :_':µ;�::::.M..k•:ir:.A_.;. full time employees except those employed in the Fire Department-,- ,n , • ::. .61.:':.0 :'<'a s>€ ::'i:a::E Mork 00k employees will be given 5 SECTION 3 POLICY STATEMENT 3.01 Policy of the City The City retains the right to expect from its employees oati3factory and efficient performance and 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 othcrwi3c unacceptable may #014 be subject to disciplinary action anOot may be tcrminatcd ; 3 # . 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 alter the composition and size of the work force, including the right to relieve employees from duties, 040.497,40. .: eef o u , because of lack of work, 'unds, 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, 4}+ �""'"tr'}"""`"Y`"'''""""" 2"!' k'" tasks, responsibilities, or requirements-t2`wthn `-"j`ob descriptions in the interest of efficiency, economy, technological change, or operating requirements; �+'•:4:t??'+{jti•:;{}ilii'rj2 ••:44•{;%`y•},::,y...;}}}}}:�::•:.r:::i`}y-i:.}}}}vii'v:YY.. .,:4ti4}:^::{:'•Y::\-}}}••,}•,••,;.}}1,}:•j'4 ..:i•:{:.n �•S:yh•{.}�}zxv}}};.}yv.�}v, v.tl:'+•} •:{ -.. .:;::3{��ie' .l�{Y�r'••{ ��I+i?{: �. "fieri}'ik>.i••• `.:t..,.',.�,t...�.it•,�„7.,7,.4:• jlf.:��','�•``,.``,•:,�,., .04`•�`•i'...�•ce:, .:.n4x..pv v.:.vv,..}:+;:�.. ........_.....:. .:}:'+''••:n: w:vtr'•r,:{':•:i'�'„-•.-�.''•:':}':r. .:h•:v}•:.•.vv::•4.}, 4'4:?:..• .t r, tin4Q:{{Y •: {v:}' •:}:%li:::.: ::....4 , n4.,+•4. ;:v.; •,•:;,,•}.•?•+•{:v • . ,� \ },:•ti4{::. :. ,+'.S•.SinX•::n4::}:.:.:.}n4•.4r4. }:.•.•.v:{a.,•.{..:•r,.'!, Pf. vn,.•.•.. ./+-',•i :.�.y��°��'••.:.•.:4•.•�.•+•''.••-,•'-.••t�e°�'C:rK'`,:�•,.,'•'�,'•''::. �t�.� • � 'Lx••• ,.,:.;::? •:....{,..,.§�'.3;: •.,•:�•..� _ :•: :.�r...';:3» x �• -:�,yv:;�•�?.;ry+$'si 4•:::} t,;:::•},:',..}..................::•.2?tiv}Y,.•.•.:�•}v' i''i.-.h T� ...,r`rv.. -i???•:t•::}-h ''}: '. '. :: ,{:Y:'r: Vitt .tr .:.}moi?•. v:'•+ r ti.... f. •�`.�'�'��.'�'�•.�.'.i;7q... J } .�,r,.•,y.,}. ;iv '31 G v:.,•x}.:xh,:Mi<v:\Y:JxCi1ti::S+.MQGE r:.:4:54:•:•Y};•}}}nS222S{8:4h'4}X•k•:trk:{4:4......vv.Nnx{.v...v...vv...v....vvv,v...v.{lv:r.W.v:::}:-:ii..,h4vv4hv:hvv::x.(•\•.4h,}nA'tr}f:•X{{4}:�'?�;�,:::(;:{,v City employees shall have the right `•••4 :...:`'{...,,.. -` • '' 4.4•rr ie 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. ,r}......}'f./.* •}... •.:}.{:S•-::r,4Y:{;ri{?ist?i?{i'}:i4}?•?.'}:i'�':i�i:}:{$:�i:�:�ti:Y'{;}i:�...v , .,.2v.:.v'..:•.., 4.2,vkvi,`:•4:: .v:{ r4rh,4Y$ •}"vx:h•r'{••. i}}:`J............. r:}}:::v:.y?. ....;.;y{.;:. :}x::::.4.....,: . ;... ..;...�..:T..v.. ........A.:::.:.:..,4;;r}F:':":+•:'??::•'':'•:Y`{`:.:•;j:}:;}:;.;r... ..Y,•{:::.} :::: .moi::.':•{ j±::.,• .. }��(r-.. ... �itineti �... r!�!' :•:$•:.+;' r,'t}i':;i,.,''.:,':"!.}:?i:}:::4d4�r +:•} :x'''' •' E ERi g' 'r W v•r^{ ' •.}}:.•.•:' .3�:•::•.:.,.,.•,.TT,.::.:::::::•::::n. .t. nf....::.:::.......::v:}::::nom::r.�::.vv. _ :n•`.�.-.C•':•,.,'.+:.,,,i iY:ti-•.•:::::::r..,•.'•,•,�{..•••4,r. :, 2'},.!{J.•.:4.•:: .. t•::r?•:.!•}.;;:"•-.:'•}}:::::•i`:•}}as:...{ ma�cc•• .45,- ��.,.•.3��:.;:.�.}}:•::2-::::r2••-::.::..:: :::.x.}::.::.:{.}:•:{• •••}••:?{•.;;:::.}::.}}-;.:-.:�:• �.�. •.:.:•:.:�..��. 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G'w::•v:•:{v.,.;......-�.-.-1 •.••:.3'•:-•.:•.7:�.-.�.�.w.�w:v:-w:...::•:•.v:::::::v::.:::.v :?w:v::::::::::::::.v.v::::w:w::::::-•.v:.v:•v��,• •`�,.,r.•.,.,�',.,' v:.v.. .. . .:}4�•��r,,,.,.}:},•,•.y+:t4:.....:r.\x{.,v,.r..v:::x:}:}::.vv:::::..v::::::}:.....vn}}:.?:?:vm::nvr..nvv}}:::::::::vx::::::::::x........................::.iv:}}.v:}}:::}}.v:::S•}}}hvvv}ii�Ji�ii::itii�:t�i::::-�i:>. .. ..:.v.,•.vrr•W}:+!tti?ry.; .; xx:::x:r: mvv;?.}:•} xvvw.w:::.vwxn•.w::::.:: :.. .....v:. •:••.,,:.:r. ,,,:,, ............Y•}}:+::2•}i}........ ............ ......}\:?4Y•.•..'•F4V'Fi.., v.:1},•q}v::.v xn .,or i:•'-•�.' i''o'.+. �yy r r,.. s .yam i{�S�-i.2{. •ry e*t f y �2. may.0 • :.... .. .. .riJti�w�' :•iii.A'4i+{�ir.•... `RF.�:'.�: �Fi:�. .x.+ :•�Y'i.�•�i:•� h �ki.Ric .vvv... h'-:S-.w::y::•:. ::::h•:.vxv.;..:..:.vx•:-::. :.::....n:4}w :v: .w.i.............. ny;:.:}.}•}. nG.vv��/� 'i:; \ :? .�:i4Y!:::::Y{.L'•}i}ii:{¢:'•:}:} �y S•.. +v v ?:.-.��y1•.. ..v44•,::}+: + {;{j;::::F' ki:}'?$.. .v;::�}}or •iiv+::7ii,.i,,.',',':'',,,','':M1:: •i :�`:.'•: '�1J�t��" '•Y''''iiJ Y '!f✓ i•• �l�f�1y+-tv}. Y??TiJwfif '�:?•':•''.•'�•'•'•'••..JS$'f.::........,v }: .::} }::...?f!.•••:•...,.. .. .....:.tri.......,,.. r....:...:... :h... ..:v.•.•••�•.•.•r:•i�•:.•�i-:•'Si•::•:v..•: ��v:,{•,�i:.I`,'•�•,::�•.,,i�{••, f:wn-. ...... ... ...v ............r...r..:.. .::•.:w:;,x.n•.v?:?::?v::::•:::.,.,.-.,.,:�,.,.,:ir1.•.....v..��4•$.�. ..�..v......:....vv...t.,.....�w:}::}.{.;v;,��..,1,,.• ......4..}.... ..}.:.n}Y+ •Y:• v::......:...,4.:..h v,Y y{ ;:W. v.........,........... .... ....:::::...v..v...:. •:•tti;}}}::::n}ii}:{:::v v, r.}hv{f v ,�{��^ •�:•K� ::j i::�..::ti�:is '.iM. S•4. i-iY.:i� .:: �}`.`v% i':iY�M�'�.+� '�('� �•+ry�:,J� v:{:•:•.��•-:'•'.•'•-.•'.•?:-.v.::::::::::::•vv. 'r4Y:.�.�•::�.�.��•.-.�:::.v:: w:n:v:�.:is nv v:w::::::::-:::•.v::::..:...................................................................................................... •:}:nv:;w:: :.v�:x::::::::::::::::::nv:::::::nv:x:...:.........nvvv:.4:::};.•vi.y:• vrtvv • .v.:n::::.v+^1}...;... x:-:y;; ..-..:...v.. ... ...v..:}}k}}:•}}}}ti:\•}Y:{{24:\CL-:•:•Y}:•}:i-:i•:2•:2.}:i??2;4:4:4}:??•}!}\4Y}h`}}:CY:4Y•:4!:•}:4}.....}:•}h.... Nothing in thi3 3cction Shall be con3trucd to either encourage or di3couragc organization of City cmploycc3. 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, :`,sF s `} S'S'Ssta , is h iitt#, religion, age, national origin, marital status,,-h4nelleep ohygigialowmallehoga or legal political affiliation. B. Hafte pedgotans` ``:`:'i.` persons will be given full consideration...for..employment in all departments and agencies. Reasonable Efforts shall be made to employ and retain bran-re'apped }:hys cally f{. ha Wd persons in positions where a handicap ' :.:. will not impair performance. Physicai.. standards will be fair, 7 reasonable and adapted to the rcNalistio requirements of jobs. Such standards will beIiigild'.8n complete, factual information regarding working conditions, ofandhazards, the essential ru.-. .- job.% . Phraieal r-fera-i-E-cmeft sTr4.4.311.41each Physical standards will not be used to arbitrarily eliminate handicapped the physicafly FTL4enged tpersons 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 emplo ees of the City. This policy io in accordance with ' K: : ' e to Chapter 112. 313 of the Florida y4•{:•%'t�Ea>v ,a..a+\\w:`•ti:�:�::�:•>ai:-�'.•'-:-y.;:..:;i:,.ti:{;....:;:::•.;;:%"•;::7G;£�::::�i:;;::{c.: ::::;:• p Statutes entitled`.`.v? b"lie Employees - Code of Ethics". A. Employees shall not accept any gifts, including Christmas gifts, favors or service. that might reasonably tcnd to improperly influence them in the di3chargc of thcir official dutic3. B. Employees shall not use or attempt to use their positions to secure special privileges or exemptions for themselves or others. cxccpt a3 may be provided by policy and/or law. 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 officialpositionsat k na e> :.•.,- vyfaif .4 i mp Q•.•.••i.-'•'...�.'.''se du . • 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, #04t0e0at or religious organizations. C. Employcc3 Shall not have personal invc3tmcnts in any cntcrpri3c which will create a 3ub3tantial conflict ' _ - - --ts and the public interest. 9 4.02 Political Activity 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. 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 political subjects 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 City of Ocoee equipment or vehicles for political purposes is cxprc33ly prohibited. RO 'op`<:`: section 4' ;... :....v;;L:\i::LuLL:ti\iit{;+i is-.ice•.`.>.'.....;i:;\;:;:;ii(:;?: 4.03 Employment of Relatives A. In accordance with Florida Statute 116.111 2 a public official may not appoint, employ, proriote or advance, or advocate for appointment, employment, promotion, or advancement, in or to a position in the City or agency in which he i3 r serving or over which he they exercises jurisdiction' or control any individual`ho 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 y .:.:: .;>:.;:.:; .:: ..>:.:;.::..:: .;;::;«.:. .;.:: .:_ for appointment, employment;-' prompt on ` or""advancement in connection with the employment in the City. (2) "Relative", with 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, 10 son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, or half sister. 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 responsibility 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 gelmitImmis, facilities, vehicles or property of the City -shall riot root`.be used by employees for outside employment. .................... }}}}•x:t}}}}}}:•}}:•+.•}:•}t..•}}}:•}}}'-}:4:•Y•}:4:•}}}}}}}}}:-}}}:•:?<•}:?:?•}:r?•}?:?C??!r+?;:$'•}'t}}::.}}};:}}:•.:::':''i}%?ori:%i4}}:•;•}:;}}:;i::••t}::%?::;C}}:?i?•}:•}}:;:^ }4'4' OVW w:.:x.,..x.:a+:....r... :•-:::::::;:}::::: -{• x+\?rr}.:.:::<si.�....}.....i;.}v.:}..�xn.............::i;;......... v.}:.•}y.. .:� ��.�-::-:ter.�� .:r: :a�::::.:��:s:::::::W� t < itt** ** ... ............................................. 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. A City employees ±sWO prohibited from soliciting any other employee of the City for wv: any ?reason € v . : n ;fi} OYiIgitwy }}: :-": do :} a " > } � t on during 4s their or :the wokinghours of the employeeS Sought to be solicited. C. City employees are prohibited from distributing #0 literature during working hours in any area where City work is performed. ...4011.0. x:;...• .yr. ?v.} }1 wti; :.. y4s} }0001 01}0 i: e.t <bods :oran1041 :} roer . <:;::::<it ::::>:::<<:::no ::::::<::>:: : : voq:;::»:::: :::::r>:: o.... :err 11 • S •:••':::::uMJ':.????.?i???:????-'1.^:.?:^i?:•: :.:�}:?h•::tii?:C:+:/�-!�.�:?,i y...iiiy:h{•?.:.: •:{^:^::•?:i?{?�?y:,????x,N;}}}}�:??K?{x.}�}1?(?:?.?...? di.:. tibia 4.06 Use of City Property 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 will . be allowed to use vehicles to and from work :>v:•:iii?;..:,',+i?:.::?,,.?.?....;;:,`. bypermission ofthe Cit Manager, qua pgrop�.:::` ::< $> :::' ,•" <:> 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 City Managcr :c ;:..;;;; for persons to fill vacancies and shall include""the Lite``."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 thc rc3pcctivc »< ' departments for five (5) working days prior :.>t8; "pBIicizing vacancies in various media. B. All employees within the City who apply for a posted position 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 City Managcr m >a: ��'.............................:...>...�G.�.:.;.w..:..::.:�:.::::::.�`...:::._. 1elos; in coni unction with •Department:.,fieada slaITr'prepare recruiting notices to publicize vacancies and to provide candidates for vacant positions. Various media of publicity shall be used a3 might bc cxpcctcd to bring notice of vacancies to as many qualified persons as possible. Vacant positions shall be posted in rc3pcctivc ainci* departments. 5.04 Applications Applications must be made on a standard form designed and prepared by the Personnel Office. This form must be completed the a licantY< sr:::<> =:>•e r��>::>::<w th t e personallyby �?p............... ,►..........................:.....1 ..........:........... .:::: .::;;>::::.;:;.::.;}.::.,:: ::• .: B. Application3 for City scrvicc po3ition3 Shall bc activc and con3idcrcd by thc Pcr3onncl Officc for a tcrm of one (1) ycar from datc thc application i3 filcd, unlc33 thc application bccomc3 void by virtuc of 3omc othcr rulc. 13 5.05 Basis for Employment Employment with the City shall be based on comparative qualifications, experience, skill, past work record, phy3ica1 and-mewl ability, education, attitude and other performance factors as evidenced by: A. Training and experience as reflected by the application form and other documentation or certification, registration, etc. as requested-$ B. Written examination or performance tests when deemed appropriate by the CitY-4. C. A pre employment phx3ical examination. A e ':�'v•::?;r•{v•:4Y.Y•Y..}i:..:4'::??:•::::;}::,r,:L:4}}•??:4:::.xv:}} .4}:'.v.•x.v::.v..::.v:.•:.:.v::v.::r•v:::::.v::v.:v v::: .v 4:{•}}:::}>.:\{ }...}\?}}:•.{.,.;..:..y'•}v:+?4} :.}•.}y.:. v��.`,r' ,yy��.s'•y}.� {� �y �r� ?:,...;.} \.I�.f.,. yY� .y .#..h.. 4..4 m.}:}.�.:j.�... NK:k':•.}.... :4:;:+i t;: ::.u: .ti.}' ..bbi. F. �•iro i}:i? �K.k;j:• ..:v..:.. 41I,.}::Mr, •:i; ':' 'v: i:: :0 '� ..........:_tim:v: v ::::::nv........v....x:.ti:lnA 44x�•.:•.v.•::}:v?•:A•nn..:.•.......n ea exa:•:>:::}::•:}> tib:«_:..:...::: +1+ The physical examination shall be performed and evaluated by the City's designated physician under standards established by the City- (2) Medical cxamination3 performed within the pa3t Six month3 may be accepted in lieu of a new examination. D. Intcrvicw3of the best qualified applicants where a ro riatc-::...t law in awes a stttiiiasieeidoiwuw .........:.. .i%?}'•: :. w:::.'.;::?•}v;::::;r... ............:........:....x..:....:........:.........x.......n:.....v....:.....4..:...}...:...:....x....m\....:..::...vv..:..... '.•::j:..�.... �i'iC�.7F:: e7F.e .g E. Other evidence bearing on the applicants selectee: ability and willingness to perform in an effic it nanner • the requirements of the job. 5.06 References As part of the pre-employment procedure, former supervisors, employersil and references:g>-:. ' shallbe checked. ::.:.::.:..:..vvv.:•::.v:.:v::::: ::::.:.::::.v..::•..:n::.v.::.:.:v.•.::.:.\:.:••...:..:•:::..::.::avvn4\•:::: 5.07 Rejection of Unqualified Applications A. 1410.41*.......W.......WW50-4111411110. the Department Head Direr may 4"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. tagithanwommisawattowalimiP0 applicants may also be refected`... f....'the . applicant..'. is.. phy3ically or othcrwi3c unfit for the job. • 14 5.08 Processing Applicants A. When it has been determined that an applicant Wil#Wria$ tiVitaidireatiPreatiedgenftilaiet*4 has the - necessary gRaligcations..,_ i#erViev.i..wilrbescheduled with OM DatitOgaigier 0005iiMia*PENWOWITT::::::iaP=.715-P7 'aiirif6-6frgte thc Dcpartmcnt Head wishes te enpley-the applicant, hc will notify thc Personnel Off icc. B. Before final processing, the applicant wows must: (1) Present a Social Security Card. or other cvidcncc ohowing applicant's social security numbcr (may not bc a mctal or plastic rcproduction or havc printcd on its face "not valid for cmploymcnt purposes) . (2) Present a MONX04 state issued driver's license. ee otatc i3311C'e IATentification card containing a photograph or appropriate identifying information. (3 ) Present proof of education. (4) Present verification of date of birth. (5) Be subject to a background investigation. (6) Pass a physical examination, ##M#00144#0400004 riwyavio.iiimseivrarsenrireaviaitivirda • Imeeprotoi§iinativatimpftgle.449p felogiggokmdtaptfiges C. Applicants for,positions...in Public Safety must complctc otglommosioliwpww# an agility examinatioqm t*mextA*aaM****oigAw ..d background investigation. Employees in these public safety positions may shallbe required to take a.Lpolygraphintcrvicw 400000a 04000000111i101000401110#01iiii*MINM110******wo 4440weit010451- *NOTE: Other documents may bc substitutcd to establish Immigration and Naturalization-Seeviee 5.09 Employment of the Physically Handicapped chntaiiiati Physically handicapped Disabled persons shall be considered for employment, provided thcy execute a prescribed form acknowledging the prc existence of their condition and certifying that they have been fully informed regarding the duties and working conditions of thc .position in which thcy are-te-be-em19-leyed KiiiiibenatedleatiMMIANOMMOCOMOied tatzsbaEitxmanatettotblebtatatovvbethergtherwmanyumsama 15 :.::.,,x.x,.x.:t.::...:...' ,....::..,..,xn:t,:, ..n.:.,. ::..vt:..�, +... ....-...;...,....;...h.;,ww .....:;:}... .:.....:.:..... ..4\..:'v'r'•.:'^."0.•::•.,}}4}};•;C{t}:n-..x}}:?.}\}}hv by•{:\•Y.••:•hi�\?h4rk}}}:.h.}}h...TT v ',vY.{L{.t}hyX} :??t}\^1 ::: ....,.:}}:•:;•$.:t.'nr`' ...;..• �... :: •R•. ,..ams..::::: ;,."..�.'.•. !$$ } rali* al. �'' :.:::::::::{hv:}:•}:,::{T:::n...........: h•::::;:-::::-}:.}:.}•.;:.y.,{>};.�.....:.................. .n...,.:. ,.............:.,:..:::.•n:•.t}t:•n••:::::.tt•:::.... ..... •�.•t. • .;.. t .. ..:.... i:..,...:`{`;:J`' ::;::}. •.3:ti: rrh iiia::i: w ...:�.::: . ..:.�:: :::::::..:...} .::. ::. .}:.�c ��r : :•:::.n { :tom t.::.:. ..::,:.;:.:.....::.. ,...,.r.: .::.�::.�::::::;::::.:t.} :...t,..tt,:::.:::::::t{:}:"{;;{}.}.:.: ,,,.::.t:..:tt.::::.... 4 ...:}. .Y:}::::..} ;.•;..:..yyt ........: ':...:.. •^: rr�.y.t� �..{..v.:v.+;•.};.i'.h4.ti.. ;;•::n:-.•::. : }:..} ,.n..v:."::•.::+.}..nrovQ.viL:.;:...4.;: .•";,.i,,:�:}tie.•'.•'�h`+t..`..4}.:•....ti.v..4•+.;:•?:,{ :'•':; n tA•.4�: v,t .}i�h}v"•t'.;,;v,:l•v,..••..:'}?.. :.•,.,.•,�.`.•y•'•,n?.:.:�i•{,:,:•:">• \•.,:Jy•M14_•t: ,.•'.{ ..}n..,?. ta }v:. •n dentip . 4tw : n: v }}?tstit .vnv1nh} e�A � � �{e�}g3.:{+ :_ ' �tit. v:v4 } !o� : v::rvv .". zvi }:{•., :^:::v:t 'l.t�.}. i ^�., v ,.tr t;.,?`�4 ..��::h•\ nt•4\Y}}itvti - }:�tv•As:r•t.r..rt•.g�-.f{ y:N :�iY.;x;��{O ;.': M1 ,{:: 4 .ss•Y^'�•: 4t M�.ti;��yv� y• '} • " : t . ; aa . . ' wy ;',$ R ,:a: ,.3;•d ta?" •IM•:�M1., ; �y� F ' . rr : {:.. ttv:•N: } •{?�+}ti0�ti� .:{�:•4':t \-. .:4. T}.Th_ .4 „,. .. vlvhCFti:^::t {}{ h.;:. ti:iL?vh.\• f ;,�{ '•. „ Qf •,, ��.��. "•-.}}.:vf �vimYf� .? , }v• � 4i1 ' nr � }-w.fti\n � #W �}ti}1:t �• : t{ ;.•�}:jn ,? • 4 ' vvix • : t }o�? :Y�r : � ; , KinMT:v{ : 4vnT{vv v :, 4 {•n ..... n.n..fxt} t , vr .vfi: : ...vnn .t .wv v. { 4 :vv: 4Y. .. : �. '••.• .4l '•i :. • {+ 4 Y4 : •+t �'" W�. Y +� :...•.:....n.:•.. . �tnt .; h•wv :}�•4•: 4.::i:iihv.-ArR: i}i:> :�Y::\:}::. K } n :.r:. n4vti. v�.lr '4 .NiT.?. `.y: .LJkvtttvA$ ' : . lClaaea :ia .os fo v spu rv}:vvv}x.?,:: xwv::w::xw:: ::: w::.{.:::::vw..v {vt :thti:iiti:}:i:i4:::::iC :::;i €. 5.10 Veterans' Preference in moment ##X40#X4A 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 Employment rules as required by Chapter 22VP-1 of the Florida Administrative Code. 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(1) The probationary period 3ha-I1 be theec (3 ) month3 ) for all employees except 3ix (6month3 for certified per3onncl in police and fire department _ - - - • (2) Whcn the full time employee 3ucce33fully oompletcp the probationary period he will bc placed on regular 3tatu3. • . . the pay grade imless otherwise approvai by the City Manage •ti*beigibegialakagigt..; : ••„•i*.• ....... r OiaT4sPO, X;45511Megawklazm&k4auffigeturta4iploymengw - "xdrw:Kti*o. •••74.= srangikr*n".anejWINE:fig!n:ommro:m:ione ( year froiwz=ai.,AOw-tsmtr4.ktst*o brOWSARYRNM7MMP§ M&epIoyment During, IIMMUURRUttaiggftffter*WWWSPRMO serre at the i11 nd peaure oE the City Aster :: 10su.44,2 wow. aolomfaspegigim : pai,ntiaauye*iiiikstm ! .180001r0OnlarrigriViAMME4VENNiiiiititoopotito AWARtglAittxmwm 4.41 Evaluation of Performance - During the probationary period the Department Head 00:1;:§# shall request a report of the supervisor's opse ation of the probationaryemployee's willingness and ability to perform the jout'es cati3factorily. GOV: 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 ,mR19yee may be dismissed by the Department Head ostsp4x. 17 (2) The Department Head MEOW* must coordinate this action with the Personnel" Off ice ; . i; x ?' <Y>> °-=:<. : mr: : : ;,: ::a .> and?.:.,}}}the 'it ..\,'?}i v' •::S)'.. .•:ti.v-:'..;..v:.::.Mv...:r.?}.{:.a{::.v.{{xy Manager. `'"T e l .. employee does not have the right of administrative appeal. 6.02 Transfers the City Hanagcr, an employee may be tran3ferrcd. B. Department Tran3fcr Same Cla33ification: If an cmploycc i3 tran3fcrrcd to .- - - - _ _ - - ' - - - (1) If the employee ha3 bccn employed 1c33 than three (3) month3 [six (6) month3 for certified personnel month3 (or Six (6) month3) trial period in the new department. (2) A permanent employee doc3 not lo3c hi3 permanent otatu3 a3 a rc3ult of tran3fcrring in the aamc cla33if ication. C. 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Scam.iggin.:::::;;..:-;•,;:r: ...};.•.:x: a.giwn:•y.,;•;y:.:.i•?.:.:..::..:..xv..r:..:i.n:.:n•:�..:x.:.:v.:..xn....}.:.„.v.•:.n.,:...,r...�...:.,:.:.:.:.:.:.::.:.:.n.•.:n:..,-.:.:.:.:.:.:.:.x.......,.-.:...:.::.:...:::..,.v..n.,.:.....v..:.:..•.•:..,.....,....vv.v.....rvv,.�.•.H.a}••}vr}Y.^},..•r n,..n,•v.,:,}h•:.:....:..,.••} .. •,•„•.::..n.,•i•.:F:. n..............:�v?•:.v:::A:\•::/.•:.v..v.nv..•............u.... 6.05 Reemployment 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. C. Probation period for rchircd employees Shall be for a minimum trial period not to exceed thrcc (3) month3 [or 20 oix (6) month3 for ccrtificd peroonncl in policc and firc dcpartmcnto] from the new annivcroary datc. eili .. : .:..w ..W....}} ..•.:k* ..* +•{.-:' ...atioT'vVtiff}•' \. {f•. '., }}iti\}}{Y r}�,yr;}{.,$}:::.;:.}:::i:::{}::,Y}.'•} ...,:.•.\}\,•::}%•:: .tv...,•}}:•}x.:•:ti{{•::}}:{.:{•}}.....S ....:.}:{.::::}:}c.;....S:.5.#44x,tiv :,.....Stt,w•}:ow6UR D. Veterans will be shown preference in reemployment as required by Chapter 22VP-l.011 of the Florida Administrative Code. 21 SECTION 7 ATTENBANGE4OVERT-IME WoRkmeAsollas 7.01 Basic Work Week Schedule A. The basic work week 7:7004 should average ikki"f:AtzT forty hours (40) or petmanent ••.% o fift -six (S6) hours for „ v . s. • • • under filar scheduled by the City Manager to meet particular requirements of individual departments. However, the City Manager may establish the basic work week rselii77' 0T4 and hours of work best suited to meet the needs araa departments and somgo to provide ouperior ##000 service to the coMMiiiiitf. Nothing in these rules ihAti be construed as a guarantee or limitation of the number of hours to be worked per week. B. imams The basic work week 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 adelis 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 Hcado Director or designee :wriwes• relevaita• thef.tow seassessaaatiewat. 7.02 Attendance A. Each Department Head Director is responsible for the punctual attendance of opoftotigottomauggpm all persons in the department. B. All employees are-expeeted-teilite report for duty at the scheduled time. C. If an employee is unable to work for any reason, he the OM* must notify h± VIM Department 000#01#0# • 44 boon ao po33ible prior to the scheduled rePortilig—time. D. Habitual or unjustified absenteeism or latcncsa tardiness will result in disciplinary action and/or termination. 7.03 Overtime or Compcnoatory Time 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. Compcn3atory time 3hall be given in lieu of overtime pay amel-under-the-samc considcration3 a3 overtime pay. 22 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 week stayostrogro for all other employees except for 04 24lour shut *c ': a :`: Fire Department employees shall be consideredas overtime and shall be paid for hours worked at the overtime rate of one and one-half times the employee's straight time rate. or 3hall accruc cmploycc'3 Straight timc ratc. C. For the purposes of overtime or compcn3atory timc computation, umsehemieledsso leave, funeral leave, jury duty, annual military leaveand other absences from duty whether paid or not shall not be considered as time worked. cxccpt that Paid holidays and scheduled leave not worked shall be countcd atdem as eight (8) hour days .}w:•}}:•w}:••.y}x.:.:.s•.}}x?.}}?};r}...}?,-:.nc,:.}•y::.},}}?xx:.;;;:..:.}y:}..,:;. ••{:•:.,:;•}:•}}:;t{;}:}}}•d: •:y::.x;.;:.:;•:.}x;?.:..�.?.,:•}:.?:•?}:.eight ::::.v.:. ...........................................................Rv.v.....v........r.:::.wnv:..}}}}?}}}}}}?:v:}}:::::•::•..... ..:... v..h:??:�?:4::::::??•::{.}}•:. F...i• mplcyeee D. Employees shall be required to work overtime or compcn3atory time 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 hi3 immediate 3upervi3or :e '3+ } atie t ' or until it becomes required and necessary to assign and schedule thio the employee to overtime work. ` ` E. At the time overtime (or compcnzatory time) 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. 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Whcn a holiday falin en a Saturday, the preceding Friday on a Sunday, the felling Monday Shall be deoignatcd a •.; .t h v.,v ....\tin M1X:v,x}}::v.}"??iAl,.vv;{.;?...?J}:•?:;:::::••.v..,. ...5.{•\v v.Y.vw. 1.......- .iv w..:•.}••.h";h.'x vti '� 'x}••. \ •.:)lam :;i:.:. ... ...{22[[��,,.: -. -<.}:;;:{��• .. \ -.��•'•h•�,,,?.;•• •• �(�ty�, =•-:k::;h,.,;::.:,-i..:. ..!.T:•, ..ti:;;� "}.•?;.:ho-.:�v i�~}•: :.;'p :�?i,MW..}¢ :iM. ::. ':� iK•:ti:: ii?1I.•.MF : :::Q: i: •' q •'6^ l i'j }t{h^.}.• .}} •.;;y.:}?;,::r..i�;:;»}.•}•x•:::',;;;:•.:...'�:::,:::-`.;}::i,,;.:into'}::,•:y,:;.;•}.}:•:i,;;�}i:}:'?::::;M:.ri:�.�?l.••ie` vv^�+•};}:;:i;:}?'v.}}.•;•a::.•�.••:#:n.:.:?.. ;;,•:;}'��•'.�:••:.y. .S Q. ..75.,}::i!;:}:? •:.�•::.. } .....:....;2.....2.. ...t..:. .. .r.Y... ... ...':;....;: .... .rk•..•:.i(: • d i .4 `e ho. :::' .a::-:>•AIWI bse ". t:ags�: ::::: M 3 'ht t {w< .......................:::•:::....:•:v::w:.•:::::w:•:::::. ....n.... ............... hw;:v:nv w:v:.v::::::w:::::::::::.v::•.v •:•:•:w:•:n:.:.:'h...::::•:w:- ;iwY.4}:vhv}:;?i:•?•:CP::h{v?:?r}\:.v.{.::?::::::x:?.•:::}::::n \J\::?•}h!{A{'}.ivri•:?w"r}}:•}:•}:::::::::::::::{::.w:x:::.w::::::x::xv:::.?vMv}}:}v.•:?.ivy\•n4:x::?fh....}trr:f.:''v.:i.•:rS.•: rv?: B. The observed holidays are: January 1 New Year's Day May - Last Monday Memorial Day July 4 Independence Day September - First Monday Labor Day November - Fourth Thursday Thanksgiving Day November - Day after Thanksgiving December 24 Christmas Eve December 25 Christmas Day (Scheduled by CityManager) Floating Holiday I ?: = ::.vr::: :•.v•vr.:::..:.vvvvv w::.w::v.•:x:i::.};.v:{:::::::.v:.v:vvvv vv.?:?4?}v::::.v.;...,}...,:iv:?:•.}w:........vtih4 Y":8}:ti tir?.v:::v:v}v}••}:v;••ri.}}.v,?{:-vY.?.;.:??:;{.}:??;.v. vvx::.r•ri•:4:v +}::} : :i�•:?:?.•}:;}},?. ...v v.>.•.v};r .} •:..n ..;:......,}...vn.r ..v}•:v•. v �n;.}.n: ..Q. , :vti;�:;:?iii:�•'':'�•G'�'i,.SR•�ti}Si:�••''5:.^^'••.'.% :.� �C�:w: :•-r'v.•?�i•v.•.v j•.•.•lv.•:•::�:v .}}v:..:••� .Y.}}}y vv:.},v. •:v.vvi}.h nv:• ;•.nvnv:}h4v}:n. .... ..... v.... v.v v.v.'v :..}.........v:r:•i}}h'vi:?• v'.'i.':......:.? ...{•:}{ ...r. ....:v.?., }... ...:w:.:}v :-:.v:.\'v"•.}':vr.."•:..:.v.....vw: r.; :.. •.R�.vv.$;...vi.x:.•}:..?.v..:.v........ .:.:...;:.....>. {>'? vv �� 'U.... i}vvYv? 8.02 Eligibility for Holiday Pav 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 his normal schedule of hours, on the regularly schedule • 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 WONIONOWOM does not constitute authorized leave withouta.:ttcoctor'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 26 a holiday and reports sick will be charged with the holiday for that day. E. An employee assigned and scheduled to work on a holiday, and who in fact does work, shall receive hie tdit usual day's pay and an additional eight (8) hours ane and one-half times his the straight time rate of pay unless e t45Airlatel has not worked over forty (40) hours per week.................................... • tgarasigri:emzurrigiartaviraitage.-magg,:zwe::::?,:tierig:::0* wjsthEempi liwg:Eavemaglvt 4:1AEIT ,dr44$00 -01?).#101ree ri-vag 06BNBWRI Holidays shall not be accrued except in public oaf 'oty and shall not bc takcn in hourly increments. dB tan Lnceit stagewmpRmingfAmagymianwwiimmamemairsvaxnutwimiakoweattv amattaanaysofeit\thnwligat 7e, haizdays ti.14111(iltditrinir"Vdtattir'Stfirtit ••• • ••• ••••• .• 4s,••••• • gispgifititt:datizompetairationdamomptiteetilifeWaraitijahitiW•*4:eaq :9: 0: INNthether titti„ minmetpmlifetfEwtammoolgtfmosmaktAgggigomivooroxixsalt**ovaR Ratliakliohgagogitoidwatetbewitifibitittekel, ate forthe 27 SECTION 9 PERSONAL LEAVE 9.01 Tvpc3 the accrual of vacation and 3ick leave. 9.7-04 Mt Eligibility A. All permanent employees will be allowed to accrue annual leave petagpeaboammeave and 3ick leave with pay. B. Part timc permanent oftwoomismorote employees will cam n lcavc at a ratO propbttiOnat6"ta-thcir 3chcdulcd hours. notwoh10#061kagodow C. Temporary and Contractual employees will 0* - 1:44 not earn pettaiaa leave. xastitsiowitotikotataigiaw.ii.„ B,42 Probationary employees shall earn leave but shall not be permitted to take .. ..same until they arc permanent CmPloYcc .!...... ..WWWWWWWWWSIMIT*WWww ZeWasinien7gligasift#4461#0***0000010****** 9.03 9242 Use of Leave oUow1ng gwaagwommwmm.m., mmmme.,mmmommmsmmmmmmm,,immmu, Mr',AMM. M A. Vacation leave. B. Sick lcsavc * kidliffirreeiteRiSiebtitaigerlitaidialeutte itligesgegarn01144MAAMSNAMP;Migi C. Absences for transaction of personal business which cannot be conducted during off duty hours. D. Rcligiou3 Holidays other than those designated by the City Commission as official holidays. E. Employees who become sick. on...vacation leave may.use_sick leave with MilWitiotoolaiMirolompiiii040101 a doctor's certifiC'Alt6.. • • F. Caring for immediate family members who are ill as delsammoissammom• a planned medical nccd, the employee 3hould advi3c thc 28 • temittsegmeavisZ {+:•�.::'-,�..�.:.:• a:.Y•:::i::{:ti:ii::rii:Ry:`. :;$::::i;:ti:i:::;::iir: 4-4-44 WAN RiitilidAtaron 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. B. In the case of two employees requesting leave for the same time period,•:...:,:len: '<< o ` e ocniority shall prevail. . :...,...::..R.„::: ::.:..:.:....,:.x}.:.>�:::,r..f C. Department Heade Dere should prepare a yearly schedule for vacation"•'�ieave ba3cd upon 3cniority from date of hire. e <>=e :l<::e l • .omintkt:a - n .........:..... ..... ........:...... .. .:: ;i. �}1 o a i }� d -iy\t $:;�..: :':>'+ }*y,4 -. 2-•:'•ie•-•. Altlt :• 5:;2::: !if'vi}i:+ ►. .fARakilo:•:•: Ti.4R.M.i7 :.K'`,"A�:. :htir::1171• 0 •..if:• .. '•i'•'f.Ci:�Y•iii=•:.i:•iYi:-:Gi:�:;•ii:S�;?•i::?•ii:???... k .j ..#'•:?•:�:•:?•::ii:i:.... •r{. ..g-.�-,• t F strict adherence t0 thc 3chcdulc Should "bc required. 95 Oa Accrual of Leave ............... .............. A. Permanent full-time employees earn personal leave as follows: One to Gcven One years of service - 22 days Hight ag to fifteen years of service - 27 days Sixteen years + - 32 days 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. Any additional personal leave (vacation) can be accrucd. 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. The accrual of personal leave (sick) 3hall have no limitationo other than thc payment of all hour3 over 360 in thc first pay period in December. ::. .�........::.;:>.;:?.::?::?ii:?.::.::.;:.::?.:;>.;:;.;:.;:.;:.;:<{:.::.:i;.;:ii?iii.;:.:•.:: .. .. ....:::::::::::....:... t::::s/ •e :»:.: r of se ice fo r':::sick::leave :shad ::>>••ec ::5 e• two fiafinigaraiialatatfi ::<::::::>..d.. itional ..eiwnt ::;::Xe.:.:.-. .,:. e: . .,.,; . >;::... ....:.:. . { ?.,..;::•.:r ag a le a c a <«<.:.:::.......................................:..........................................................:.......::.:... ........................................................................................................ ... 29 WOWMAROBOOMMOtti WWWV1777773MFOXI7V7f .4.}4:** 10,W- WX::..111ty6020:040tVAIDIS1WSUBMN4 Wttetiffir"'SeParatiart et VIZ&ittiat*Pcompensation MOW anyeane tratiaTtliatt personal ee. e Y. !ON IN MepWiikoliVfenooditiongaiRlffilitt***:14as-Wlowitestate o the employee4o 4-346 9407 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. B. In thc ca3c of an illnc33, thc cmployec should notify hi3 Dcpartmcnt Head a3 300n a3 po33iblc, but not latcr than onc hour bcforc 3tart of work whcrc p000iblc. 9.O8ThE opoloyAiiiiatowiwitantwawunatinewowalimparg " ioiaibitidAOMIiiiiikfifkm*tSkMMtcmokftttttrow:ipowg itowm„.„„t„,„0:01. 44,a,wokioprialestatofel.: period of absenos ligimc,z..2 .117-40111004,:.:14074745,164 each malw*m1day the employee is unable to wod , unless prior approval is given by thei?!:superve-Eservperformance of regularly assigned duties; however, there .: REPIWORMOVINKWWWWWitaffOillifitaligrattialal* mgtili*otomootesO*tttssOilmo'iomqe#tfokikWitwa. too414.44moggiS440040$0:04000040001PJ.woosOfiro• tvoliWilit#410040%******It****400410.0**0 iNlititimloniETNR*149.**14 iitiiitt#4011!0100ANOW reportk4omastaix*Mitoppotom******4440**wigie haiathi*AdmajitiligNittlitiTiOgionalOilitiOititivegt01144i oiiioniiiiiNiNikoRts**********eii0W0***01 OPESiddataitgetilliii*Otto4tiagoilig0ilditatiiitiWiiire6;$00 ettrageginimatikatfiatiVattaggweinalinwatamiba productively employed Miiiiii*MINAOMMAPastaiimmotiowitotowmomgowonw. Wlergig*egployeenOtigtatitit4p*Seit1001§seaw*Rmaigot Wki*d0*fik.HgaidWCWIWMNi. may be kttawsiPgooNdiglliRgR beeefilititigiiiiainatiii;Abstiiaigkmootitimooviaivitieettiout in all oases of inness, or reported iUness to reguire otiogrowtaittliiiiirghtwdoattittsgtettitti4ttalabuatatir 30 -Y:v':•-•.%:::.,.v...{.}}•:x{.}}v::::n:;4}i}i}}}}:•:{�y::???•v ,vv};.y:v{{.}v,•:•?:::::::::%?;?:..{.......4--.}}}}}i}}}}}}%•:{"4} tat.•:•%?4}\.::r,?•h:.v,4:4:•k?4:;?ti.%'4%444}i}. ...................n..........................�....::::::::n•..:.:�'�"""�::::%•}%•}%4';.}}:.}:•>}}}}:4:4:.i}}:?•:?.}:.}:;•i}iii%•}:;•i::::::i}.::...... .... .......,....,..:.v h-:}}:'•.,... <{«�i:{}:;i:i::;:8:::v:$}:::::.w. : :..+•ii:i'':::i}. : ::h•-: xwA..:vh.... • �1} (��(-� *��! .f; iTitil.a7�±��. �c7:7........}'•J}}::....*�:.�iii,...... : }.:n:••.:v:•:•:•::::?�;F:v...:•:•.�:::.:•:x�} .;;.;....�v.....................n:?•.n nvp ':v: :::�:::::n.::::::::i+-...::::::::}:n:v.}•.y4•.y:.; ..........,.,..n.,..,.n....vvv%•:{•:%•}::.vv::::::.v-.::w....n.vv.v n.n.n.....x n....x.v.n............v.:............n n.v r.n.-.v...v.....x..nvn,.,x..vrr.n....,,v.;vkw.tivvvnnti n:%.}}%•}}}}}yx::y{.;n},v}:4•:.: _ .}}}}x.'• ;•yf'••yi:?•}:?*'•}}:•}:•}}}}:{:n}}}}}xp}}}x}::vv},vn}:•:}}}:p}}}}v,.}}"w.,y}vv} ,},vv}�p}}}v}x, }}hyy„},;.}}}} ••.x .;�•: } f n}}}}r:: ~y`, .µms ': 'ryw} k.. y:..}.+,}} :1�qy ,,. +.4i ::'•Y''-'�'F.J '''l'fsi�.•'T..:..�k::'` ��'ii?�ii�Y4•:•..•Fi.....�'� '�7iRi+Rih.n�Al�'�5:.�w'�i:?�•,;��. : '•7�qM .�:.:{•}:n:?4:•}1\....... v.tl}r�i:::MY:.-�.`•.`�•'•.•�v .v. ::.vS :::::r......v...n........v:• f..... ... .v...•v:......-•:::::::n};:::::nv;}::.}}v:::::::...::..••,:v::nw::::::::::::{.•.}"<... ...x; nvr.:.vv:mvhv:.....::.. ....,.•;: . 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'hr'.'•i% j�j�jy'.I,:R4: •: i:' O sect .'.,�jy}1j�+;:.;.:.::ti:is''may y[.� lk ?;ti{:.E �}■ .'•:: .:v: •{:•n.::}:::..:::::n:n4:::::: �.•.•:v�}'•::::i:: .. :n•.v�•.•'•�•'r�k•'R{•\^:hr, �� iMF .... ....; ;;.n:} :. .... :a:•}'}:{..:::4•:::::v:-v}:??4:-}}:?:{>.• •:\:4%?•}}%ri?{{'4''•{:4}h4•}v'+�vr .7:v:•%v}:• }hrn •.^•.•h` :::., .i.r: .4:•h•�.'}:•:;-}}}:;..}�ti ::.v ivvv`:2::. :.v;v ,••v�vv {i% : •t•}:;,:i.. :c>•tat �::x ' :a: :>:a b w .',: :::•}'S ��'x' ;!1 .4}.: '��'::�:�.'�%• :::. �vv�...�•.,.:::-:•:::•:::•::::::::.::..........::::•:::.v•.:,•:.:v:::.�....:: ... �} �::'$ ..r.�...h�..� :n,.}:}.v:}n,•}.x,•::.:. v... i::ii}:;• >'��:v:'�i�«::••4} �•;. •. }%•:?•}}}�'.,::{iy?>: ;:?}h$?)h4':r•}:4�r•::}:r;.�c .. ;;.v +tom ..h�.n.'a�i::i?:`?r?;'?;ryiv`.}y}.:»..:...:...r.........n,.�ii:::::ii:::ar. %..Fh:.}.....\..ta:,�:+ct:}W.2..:'h�`.:i;:i.'.•}i}:a .. ;;::v;•isi:.:}:iti?+',:•}}h•.vhvti?titi�%::?;�.;;•::n•}.4:%v%•:i•.'•}:•: 31 SECTION 10 LEAVE OF ABSENCE 10.01 Funeral MENkflidfit 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 Funeral f140WillietiN Leave under Section 10.01 (A) for deaths involving other close members of an employee's family or associates. C. Funerale8! Leave shall not be charged to any other kinc�•��o 10.02 Court Leave A. Employees attending court as a witness on behalf of \v.b:::'•. ::{.•:.r::::•w, 'f.{:?rry•b xr,{ ry Y}'b.;4 . e < <o a public jurisdiction :' w •.y. Y�; Ci :. or for jury duty during their norma 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 administrative 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 qv ;...:::::v:r.••:i•v;....... ....w: ;-:iv;';•?:b:?:•i?::: - f:\•}'f.?i4%:.?:•?:•:;•:4' :}:f".• :v�{{{: .........;.;•4y...w w.M1•�:0}:-:;:..•;t ,}....iii: •.n •:lt{':•}:bl ti.. :+M1} :`. v r: n}::v:?{••: r�� .K. ' c->•:.•::ii: :- ;dtte owieo. : "` ' :•r:} ;.i.}`l:'t::>..it?v:;z: (� ...a,.,:,rbb.:..?::C::.:,,'.•::b.,,ati::.......,:.,..:.:::tii::`?:.}::ci::::::�::.t:?>,... :::Qo::;:....:::... :,: .t:1••'+., ...:.. ...... C. Employees who attend court for only a portion of a regular scheduled workday arc expected to MO report to their supervisor when excused or released}}}by'"'the court. ...... .:•:•r•::.,•.v::.:.;...:::::•.::;,,,..•,•.::.. ..:•.,..::.:::•;:4w??•:?r•.}}v.?:-?:••.•:::to••:f:}?}}}:??aY:b•:::::r.•,w;;.w.}::o?}:;.}xiY}}};.Y}•::::• vx:�c•}:;fn:•}};?:t„?:c;+,•• •{;e.':;:y.<s••tbv,.•:o}Y:o:Y?•.c+ct; ....::}:•]jbn,..r... .:..;.:;v.:::if...;..:...:..,�:p?x} ......;, .. ..a.:... �r•. f.+C. �t� ::}:z1;'f},b}'}9.�,{�y,., .a.y�.,�•?,• : ,may!. •.}?:y,•}::t......•..•{r.:8. •... ..,•^„{„„ :•4ti+.:.�,'•,-�••,•,� .:y;..-�-',,„'?r•?:i,•.•.•v•••••.•y..• .{''•"•}:•?:..i�?,; .�.. .S' ;.k.:ir vY:rr•rrr. • ::::::::::n ,:::: ,•.:.:v:}::::::x:v.::: }x}::•:vvx::.}..;m:.;b.x.;...r.,•{.•.•.•.:}.,...'^"..0:n::iiv:4:;%v{:4';•}ii?f �:i,vu{Y.?i:}?ti:}}}}w'fei: k;}f,f rr:h v 4:::{:n}w:m::i>S:\•::. •r•:-'v:..............rr:..{.r::..t. Kli'+�i::ji:{tivi{Tii i:•h^,:•4+hv.�}.�nnv}}:v:�;:::•i:,}v.}: x .b ..•}:•}}: l*nv�:}fyC,•v?;•:b,:�L� ,, �i:{!:�vf,�f fbh:;h''y::}'''•'r{:{:: }��:yy,, /�:.i.\��\/p�')��k'j'��r�.V. fin4'...rit'LJ4^w i,•.;':: �ii{•jj. {e. }:}•tee ' ine4 t':Z:i.• 'i E4 •`. :elr-.1r ........:':'.':'?'��:'•::•',:�+•',•.:.,•`,,.:tii b.....:??•`.•Yrk?r}.;;?..................:.??:a•} }}>}•}Y??ra.}:•?}:e.?�..r r?f.�i�.�?,'.�x'.e:..:...:.r:. :..... ....v:.t%ak,:::Y,'':;}...t•:.r:.:tot,:bv. .:•it�::O.K.4 10.03 Conference Leaven: '.. A. The City Manager may grant confcrcncc leave with pay, together with the necessary travel expenses in order that employees may attend conferences, ochool3a and similar events designed to improve their effic"iency if considered to be in the best interest of the City. ;v AOC..OM :.?:.:Y:�:.::.::;.::.:.}?:.?:.Y:;.}::::.?:-}:�i::�.YY>:.i::;.i}:.?'.}:.}:.;:;.?Y:.;;:b:?:.??:.}:.:.:.....::::.Y.:;.??::e:.}...::.. . ,b.?,<�:.::;:«:<:< tageoltoreli 32 B. The need for City travel for which reimbursement may be claimed by official3 and employees of the City 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 City Manager or hisr designee shall authorize travel for City empoyees. (2) A travel expense report ; ed W4MiW ` . e which shall be "used by all"•'"travelers requestrig 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 hisOWE own convenience, any extra costs shall be borne * 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 peroon authorizing the travclhhs , keeping in mind the best interests 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 •.•w:itco}:; t;::}••:•:;c;;>:;:.:} •.}w�::.: }r•:s»•.. max••}:}+c•:n7:r>}:a:??•;}r}}.v.;:tY,.:. :;};;}}hx:.•«.::.�;,...r{.,•:•.;;:••t,:;.; • a{ .:. -,�_<vehic• :<>k isk t: v��. : will be ..:} :}.,:. ::i;i}i}i:r *:::::::::Y.}::j{*:„,:i::::.:++.•:.:R•i}Y+>:•::0-::::L...::v.••}:::}::•:}•.;z::vn: ..}:} reimburses at--ate"a rate-of•--twenty-f vC `OCnt3 ( . 25) •?.Yf'.'tv+"J:" 90.::.. ..�y}•....�;.y :;,}}};4}:+•{:•••Yi.,};•;{:�:;•v .{,}} ( per mile hila >w: _ <>; y,.. When travel is tea:::.}:::..; >:;: :>::. : by public -....transportation;"} necessary taxi, limousine, or car rental fares and parking fees are ::::............. reimbursable, tiza :e# ' ;: .e :.< . h,.;j ,•:,::r>..,•+v.::::::-:.:n::•..w::�,,::::i:ce::::,.:.::h:.:.:.:. :}•:`. ::{: ::{:�Cp,�•:.}.:.n:; : : : +�:..\:r•.+:..::',.i•..:.:•.:t.r:%vnv.,:.:.... h............:....:...:.n...: : v....v.}.v:..ry}..:.?.r:.::.::- :�•w:4: : :.�P.:x;.;? ::.{f� ..•vv : „nv: ?: v : .A . r ' 1,i.... � i:i* .p:: :'.} " :} \^ : : ~ ` : i+ KW7" �� rSClv .: se� m9. fM :: v " : f �' jri: d^�v :•:S`A . R _ :„„ 'i} A.:. :.,: g� riv} ...ce �� n. � ;n,... •• i' . y:::•r.; <{.::Q• 4� r,;,,:Vet!> Fsy } 4 .: s' .f•�.:ti::s • M•'•• 9v e ::wvY? �i} � a ; or,•??:}} $nt�� i� r#,. wY4 •r� ha7v1/ :L }} a?t :M }wv .w�MnYn n.:nY }zzm : . � v%: xs or"n :y �{, 4} T � :T . xxYiYia}�} ^ }� \ : trier* • f ? s ;> ? >> i � : ; CC' } : `�a• } .{ •v :i: y ...vn..... ' r ;� 1bOkn�: : .Y • • • c •r .. • fLR :f } : {7v v{. }'titiv reason { hevhicle ' :' , aive y • ? wi} eittm %: ?a }: rra ng . : ? (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. 33 (5) If an employee .is out of town for longer than one .> day, he W : e shall be allowed to have one personal' call reimbursed per day providing that the time limit of that call is reasonable. No other personal calls are reimbursable. (6) Gratuities (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. M k<�'— A ^•.;:{•' .X..;;}.;'`iv'+?ryry'�•'{+':•'4:'}_i:::?:u{•:ryYt•:{"i",'{•\ti+t'•4}:??:``•`Cf} '•>;A`:.\`} +::•`��v'::{i^}:{\•}:?i�%�.;}{}:S.:.v..'{\.ytL:?:-,};:;:�; 1`{??ti+}v;{p•.}••}:•:O:fn'ti?•:{:>:•}:{\�}:••tv�•r. •}:••.K��•>;•+...:�•,,,:}:..v ..4•�'`vv$•:�,•.,,,. :••}�.•tiv.•;}':;:ii:v:•i}}}:�}v: ..:;•y,.:.::.:.:.-rit? }v. '.:vY.,:: +••+t6}} ...t.{?.c .t, .......,K.,}}. ., <>}:t::;.••}: {�}:}Y. :!•::::::::.G.+•:}�:c;�,-........r....r:}.,•r:'::�:)rr....`}� .•:.•xx:•.•.:.\?fj e=•.•..•.,.,}..::...:.,•.•.', !.:i,'},;}\•i.}:: 5•: '?: n!�: 7.,•-1p?..M1�`•ry::}k.::.:+.r'}•vv •4i •:AYLvY.\.tiJOb\:'vL:):Ktij?.:r,YL:?:i.Sti:{::?.:L:{r,:�ti .::r,'• ::L::iti.,.v;.,...:,,n+:S.:i.��:•�'`�"�.•'.'+.�•'.•'��v- •r••. \K?L!Ci•5.,,`.:w\\{,K,\{vt•:u.\tL:kt{:Y.:Kir. (8) All travelers may bc allowed fifty dollars (50.00) per diem for mcalo, miocellancou3 expcnocs ouch a3 public tranoportation, tip3, and outside hotel parking. The City Shall pay the actual cost of lodging which mu3t bc accompanied by a rcccipt. While the City acknowledges that attendance and participation in professional associated meetings constitutes 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. :..: :..,,+-��'•.",�,,,:.::,`:•>:{?/int.�:-•:. .y.,}s��} .�•}jiy:,f::?�:ri::,}:.?.;.;<:.,•.. •x••:.�}::K{a;:::?• }�:y�:•}:} �f{::.}•:-. :••;;•}:.{:r{.•>y}yS :.?�<� }. ,?�.?4 .:•4.?Fy tEPI 4Oi!•.'O r.-Al'.ii}.`:.;}#11Ti1:- i<: 'y.>.:WE:,..t�. `i';:::.' 3i!�1'i•"::i•'.Al: ei.' 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M1,.i:��G.:..� y'1�ti �.•vv'ZY.�IST`.•.,:.�.•..•.•.: Rff�+T �sl• v+•}}4+:{h\:; •}:•:?iil`.r.•�h.':?YY%�:y{;{Y�h,"'{'•''�,'•Y•{�.: :,y}Y}{i:}+,:nv. }v v.}}�.»;,i rY:h;..: `:i.+{:,{r .?.•,f,},Y.4,, +rlh}v`>Y.vT}}.v:':}•44} i�M;••r'•.}:..ix'.x q i :,:M'h oont,Yv 1F f �I,I.,fly, }+• {:6Xi;Y1 ...,'.:.:�.-'•�, ..v. ..::�?w n•:h .::::...•.vv�.•�•.•lv..........n. .nv. v :{:•:•:..:, ••v...n.n..:+'i';••:., ...nn..n.......n..nvvn......v n...nx,....nn....vv v,...n.v:.vn n,.n..,.nn.u.m„n.x.: ....x..vn„nxv... +4+024 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 individual basis i r:.: • :::::;'.:`. ...:.y...;..;.:.}•.••,�,,...4.,.•i: .....yc•.•:.%;{.:?:•:::•,. »...n4.,:%.}v,;n. }�' ?•;... 4 ..,� k<vh>:;>:hF. ..«::. , :n :>:r? :F:i<-::'{?::.}:'.{TX:{^::v..:Y:t•;::::.}•hvvA;:.} v:'.%.}i$F..:^J}'.:.:•:v •.y ` '}.>v ::n}•v:•:v:.+w:::::n.• xx::.v n•:::nw:;}:{:..`:>:x:. ..:f,.. v}....,�.n.�. :.$.}r.. :}r..f ��i�±M#-.-y��?,� yy{.y..3�sy .};:'FS}?}. ... .... v,}M1. ,h\tip}fix y� 'M:+k: `iiF'=�iL'i!iA. "tol::Y:3:<:YY<{•:� :�i:<��TM.Y'<! •.'.�''�- 1.._.{. Tw4`. v: Y.;t:.v::?:::::.v.• .•.•�•.•.•.-:}rr.:v ..>>...v:::}•.v:nv:}::{n;::Qv: ::.:v::::::::tJ�};.};.}vv.:�r M1:n}v�+7� ;.•.v:irFl,M1ryvr.•, ;.• `.'?\ice"':Ytiir::+i%::ii<%{?.:,v<:.:T:;1: }fi{:F:ti tF:•}...x• vv:�i., .,{;rp�r •'•roved'rii'Sjkt' $U:$: t??N.P 'v v 4 G: a '{:i'T: 'or •�(�{(.:ix.:•::::h•}>+{J.xy .>::r:•:Y.•.;�::S:�Y,•� ):>,FY}}::�ty}{fYti:,'::Y::}+;.tiaxa.,x•,:a+h'�%?t�:;!.a,:.p:�s5}}},....i:,:;R;:;+hu}.Y.:4\4+x.•.F.c:,.at•..r�.'}>:Y>..a•••:,•:{;•}. PRI (10) Travcicrsmay obtain travel advances when appro.ved b y: the rperaon authorizing_the trsv cl Thevnec aw r % ved0 % i » \4 v4ni: .. ... 2:r'v:ues: : All advances shall be accounted for wtin seven (7) working days after completion of the authorized travel. (11):(;:1 ?:, The City will not reimburse for travellIgiblag or expenses for spouse and family. Reimbursement is limited to the traveler. (12) y 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 City'3 rccorda � a�' '<: :::`••�":""':�":�::V•�:�: 'ire Report (1331gf When the City agrees to reimburse a job applicant for hisANE expenses to come to an interview (air 35 • fare • NM and meais) the`meal` -ailowance'.xappliedf`.will be consistent with a :} > < { r::................' ba ' the existing City travel policy: (l4) When the City's consultant agreement provides for •• :h•::J:\ expense reimburs,ment, meal allowance related to those expenses will be consistent with, and no greater than, existing City travel policy. • riakrta .n.... .v:::::n.:•'vv..........}.:.:;•::::?i•:x.4{.•:::.:�•.. ..F,. .r:}.... 1. : •l�.(+�4\��:v.; •ti:��y.. .. .. .:i::14'i E;:ifivr�py.}�.:�}v;,{};:,}. :yh: �'.}.:•'?;S.•r�'•: I.1.Rh•:•.�i:\.i1:::••;1••}:t:: :i}:: o.T:�Ir. : :i'.•n:?:iyt.fV Wf,L}:}11144 :} �::v'lO eIT:.�i�•: /p1 .o;•::v.e 'v'fiY.ii::i•::::'ii:}•i::"•}}':.:ii !ii}\•{•i.:v v:•::::��^M��x: ..•4.!!• :::::.::;}'::vv:{.}':n�:.::.:w:v..:•..'::::v'•:::.i i. :::::.::i.}}}}}}}}i •:..:.....: x•:iii::::4.v::.v.... ... . :;'r ....:..:...::...:.......:..:. •: . '>e�.�NiffCb ':iss.�i�.-:�i!:ti: ::vei t rs RMf: <r,;1``,,.•V x; y s .X1' ' :n::..::::.v...,}...:::. ••:•x:v:.::••:•w:;;;;;..... ....,}:' 4•:.:::-w: :•,.x:... ........:}:iry{}}}:•'>:tjCi.;:yi:�}:{i;i:$•}v::{:?:j}v'}i{+•:�:iriiiikij lr::'•e ::. .s'Q.•'s.•:: ::;e:•r:r:::o••�'•4•S:?;al . e...:.;.:.. : yam/ �.,�{£}:a 10.05 WIN Military Leave A. Regular employees who are commissioned reserve officers or reserve enlisted personnel in the United States military 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 any one 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. 36 10.04 P1atcrnity/Paternity/Adoption/and Child Carc Leave A. An cmploycc who io required to bc abocnt from work for maternity rcaoona shall be- entitled to lcavc under Lection 10.07 and may upon rcquc3t be granted a leave of probable duratlan et the leave. Fer purpoac3 of adoption thi3 rcquircmcnt may bc waived. to a maximum of thrcc (3) month3 of which Six (6) wccks may bc disability pay due to pregnancy and oix (G) wccks may come from accrued per3onal leave. (3) When on leave of ab3cncc without pay the cmploycc will not accrue per3onal leave of any kind. (4) The medical plan in3urancc both cmploycc and family ohall remain in force while on 1Gr 11ve-ea��bsert �.e-:- (5) The cmploycc Shall be entitled to return to the job held prior to the leave provided the cmploycc is physically and mentally able to perform the functions of the job. t l::. •tai; ::?:farad<2 dopti >: ve �iit:}::;=.'•:::iii.'See`�•:T:�r..,:•}:}}}sl:�:.:}::a}:� ix. :r•+:t•.a��+.•�:`rti�;.�i.;Yii�ii:.•�.{i�'�fv:' A'iTa�t$;;:{•}4�:rs` �:�i:�.'.•.' .'fie} •• :::{: .:•}:4:•}i}:J:.}::'.}}:{�}}:;::??:+}'., :x{,:r} :::.w.......::.:w:::::::ir::::::::.•.•: ..........hv .vvJ:h{•}.;}hJfy....}4•}:;L}:6}}:?.}j::•}:•:�}:{r: ��....'�•'`'-�'�""-��iii3:��i:>.::i?�:.��''�i�:i:{..:'L>_.�.�.�.��.{��x:::�i}-:>..,... �iii:RS'ii .:.v:. --' ,:r'.r�� .i�g.::y�• r ..:::::: J•'...••'..}}:•}}::?ti?�}i}}}}:?.}:i-}}::•}:{i;}:v}:^}}}}}:•}:•}:•}:{..............:........,............,.n...n...... :4:•_i:_:•}:{:.}:4:_:•}:•:{v::........:vv..:n 4:...v..x.. ...x xv............... ......:, �,}}}�,}.:..:..;. }?, -+,vim•• ...: }: .. .: {: �( ��i; ��.Lr�'�y; ,.yC. ,may �• e(:i�(•}{:may' }4:::•}Fj'• .:.:. to.....:..•.Yor ....; r:ti,{}:• he:i h:L . .i.Fo} .�Yl :{?{::to deaMK�:}.,}... �.- ;•h,; .�M,:?Alf�1�; :•}:{{�:XF•�,�,•,�„ }ii' .:. .::._.n. v,•}.•�••i•.••..•.• •.vv:::. •:::::::r.h;;......;;. ..{hi::::v,v-�-.:•: i''v}?'�i:i:i:?i}:yix:.v:?:?vi.}v:i :..:......':?{•}..:.••:�.v::::•:::::v:.:vv.::::::::m::.•}ii}:•:ihY:}:n}}y.}}:.}:::{.}Y�}:W:-}}}}}}:"wn.'-}}}}'{�+}}};•}}...i:•}'+:�[vv4::.}}}}v.,.{i•::,4}.•:'{•.4+....}.........r.... n..... ..... :�s:/i" r:>::>:<::wv441':<:>ser oust:>«: d ; :: ::co.-. i:::.::::?.. .:«._ k. . .•a <:<.<p :.ee . ::::,•: .................r{... h.:....:............................................:.,•:r:::::::•}:::....v.::.�.vy.}:• >:,::::{.:::.+�:{{?{{?r{?L?Lit. 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': 'aa:; yA�-- ''.'}�•v:.i .�.•,}:ti::�.A.,.'/�:`v:i�:r. •.}��{��::I�::iiiii:{..{:...�.}.i : .,�.('.i?.}::..1�.�.1I.�. .,::�•.. .�f�...�..}:•}}}' •}..a ti; :ilMf:i rii:aiiii.• :ii: TM �N: l •::,,m}:i•:•M*igi??M'�IFRr1 �j.i'iia'ti} :ti is{/: • :.R ehi'v w return«:> :::<:h s::«<or mer:::>�<:former<:}:>:•: ition:.<r}::,--i?r::i.” o:}:•i:•>:a :;,.?::.r:T:.::<:•"f?..;:..,,i::i;-:.. :: .,...};:;::..,.:...:..}:..:t...:t,;i:.::..:. :?;:Y:::..:>.:.-.ai;:ii. '::..:..:::.::.:.. ::<?::.:}w::.::• '� ::: :'3'.}':.:;?: .};�>:>::>::::a ti o ::with..:.��..: i :.>::::: ene:'s and::>' ::..:.; .. ....:.:t:?.:.:.....:.:.:.t.:::.................:.: .........-.........::::.,,,. ' :..:••••••••:•-.t•.:••:••• ...........:,v ............... badd tionmiil �: .: ? v o <:><::�rued lea: :>><:s l n<>::not:>::::> :< .:: rfe .i ':: .-. ::.:??:-?".??}.}:.:iiir:-?:i.;????.::}?:.}..}..}:.}}}'.}:.}:.}::.}:.}:.}}.'i. '.}:{.}:.}:{{:.}.::.::..: • ho': v:}}eta:':}the::iw 4'. y .. ' i;L}. :•316.>;li accrue:< :addit ••ona : xac n:i:: 'sic .�> le :e d :.: :e:>>l a <p oa ............................... : :i.:3:.}?:i':::ii::ii:•:Siiii i::i iYriY::.} .C.}:...tv::::?:•}Yr: •}:.}:•?:•+:}}:•}:•u•}. ..}::::. 10.07 pgq# gutehataggsomayadDisability 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 38 granted, upon request, an attended unpaid leave of absence. (2) Except in cases of emergency, the employee will become eligible for a leave of absence when hi3 40107040 doctor certifies that the employee 'is Unable o perform duties due to his eiYher medical condition. The City retains the righeto require the employee to submit 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 per3onal MIN5g9p1M080011 leave while out on a disability leave. While on a leave of absence, however, an employee will not accrue any per3onal Odead041634/WMEOWNReViatik leave or any other 15.614ffiefmw. mmmm*,mmo (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 *WNW to extend the medical leave or has appligeliSP and been granted additional time off as allowed by these rules. (5) The employee shall be entitled to return to the job he left provided he #144110004W is physically and mentally able to petfaiiii-M-Ehe functions of hi3 the ob niteftwolotaMMINaostemieglowsea teletwasstantownaso*Iminetap—m—mm (6) The medical plan insurance shall be continued while 9a-514. .1?).74ty .1- veZitalleitatiptafisitiammagued , pay the employee potiox • (7) The #004#014isail4y leave shall not exceed six (6) months tablveNtI2IMakkik#I0e4k0 • ( ) The extended disability leave is garted to VlitREINIVORKORMRIANOOgaVik•Ottjamtaigiogio use for cars ot famtly members for' medical leave gelatinwwtettaiiIiiiitedigitiatomatiNtaiiiiicrnly #.14.00 10.06 MN 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, his tre Noommo termination date for all purposes will be the last dayofactual cmploymcnt work with the City. 39 C. No per3onal Vacation , : leave will WilVaititit be earned by an employee for the time he tHig"glabirfl on leave of absence OithfibeliNt D. The cmpleyce's inauramcc plan shal ..v. the employee/3 lc� e • • vc of abseee } <,•:i:::: :; • �Ni•• $ v:.•.`v�vvv:.vx:.,+:•••.•xv .:::.xvv.w::::;x;..x.•.vx::.v:.:vxr:.vvv.+::•:::•::::.:.:::::x:::.,v:•:::;:.:n v:.vvvr. :•..v:::::::::-•i;:..;4: 'ii}�i: ii:•::}}:.•}x•..;vK .}.�{.•t.:' }i:4:•}:::•:�::::::::. w::: :::: . ::: :::.vv::::•::::w:}:�:::,::nw:::::::hw::•::::::#vv:::::. Z' .••: ,.�.•.•,.v{.-�.•...• J�yy��yy�•� ..�411Fi��M!�Ntki �'fM1..i:.}:::6.::.:.:.::..• i::M- {• r1I.�... '. •+::•..rMC:•.:•J .•:•}: .v��'.: ..........v::::;.::w.:.w:: xv:......•-w:........:h:::}}:::::::::;•::::max:::::}:^:•:::.:};ti>.>.•}:�r:r}K}}:.}'ii>. w:::::::=}v:. ...................:...i:i}..-.•..:...;....n;•"•}:•}..... ;.. ...:.........+•}.....; :....ti.; :.. .. ..:. .. -.v}: - '.... "•iii..'.:.;.nx'r'•.�..i ..}.;......+'.. ..:....... 40 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 City Managcr ONE#WWWWWWWININOWW0 0141060 is charges With maintenance ofthe C1assifkation Plan>':`> de Ea>egsect afi8i :.::: ::;.. •:?;:<?. :; t ,'yEge f so that it will:.:`.ref j ect -the -duties performed by each employee and the class to which each position is allocated. It is the duty of the City Managcr bitatat :Personnel::>> ..': :: to have the nature of 41 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 n\??•:}v}r??•:S:{.}%.}:?{;.}-:n}}:.. 4:"{{.:?•:{.t{;i:'}:;'t' •}M1'::{i: 4\v\..'•:•\ry:•.4+\v4:{v\v -0t•}:vv of existingpositions var:. >>: <> . •,<z sa € • B. The City Hanagcr . .'' { r r< e ; ':R :F: : :: { will maintain the entire pian an 'cC recommend appropriate changes in allocations or in the • p•.}:... };771 vv v}}�.}}}}}}}..vvv y Classification Plan as needed 4p ? ;r ;r ...... .....................................:::4:•}}}\•.t•:.:.v::.:ii.v..v.{v?v}:.v+}tivvY.Av:fv:.•} er 11.05 Allocation of Positions A. Whenever a new position is established or duties of an existing position changed, the City Manager <` 3 ? r o t < 4 a e> lam shall prepare, in cooperat on`'"'`with.:..""•tie"`•"i'respons ble Department dead ` `, a Class Description describing the duties of the �:ab:.; '�::::•ii}i'iiisisit,.,J�,,. ,.�<: ,i�, �i�h}\ ...>::..;i......:..:.:.v .......:... :.... ...-.. v:. i::.w:::::::::::: :.v::x.v:x::.v•nvv:}: w:::::::::.:::.v::::::::.viiti:.v :::{::.v.. :::::.}::•::::::.::..::n..v:::n:x.wi.vv:}::::::•:}:•:::::::....:............... ..v'fv:•:i•:"•:�v'•v.,„.,:i•}:{•:.,...i:.};v.:.}:i.„:i ................... ...v:..v....•v.vvv... ...... .:... .................. .. ::ry.:},v?:{:n::?{::.:•}'::i:^:•}:4:•}:.}•:.:vv:::.:::•::v}•::::::v'•}' vv:{:}:r,.}• ...:n•:{.v.}w::., .Y.iA?'}:i•}y:}� ...\, v.\:�v 11.06 Position Studies A. The Cit Mana cr : >>«e t `......................... :.v:•::.. :::::xT:.w::::::..............^+v:n•v:w.v: :4}: :.,vv v:v}} v::::::f* v':Y:ti'}v;.v:•:{v i.}:{y.;:{:v:{::{`-{:i}:•::v:}v6: 4j} }}} i.:k N d ::;<.'t:::E •.`:•.: ` ,E'''.•`•>v •}:'` €•.?r te:: o f ::::•}:iiiiiiiiii:•i;:—:i}}—,,,:_j:{... ilii: i :i::iii{} }}}}:{?v.:vvn•:.vs i.:..:::4.:..::.. •..::::. ::::_•::: nv :::44'. nvv:..:.n:.•..Y...:::..nv.....•... .: charged with the responsibility of having audits made of positions. Position audits may be initiated by written iLest to the CityMana cr3 > <t `k::'r ve e :G:e:#: from: (1) The Department Head where the position is located. (2) The incumbent of the position to be audited. The employee must process the request through the Department Header for review and comments. B. Position 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 staf f of the rcroonncl Offi ..............::::,n.::...:., }: },};,}}: •C. The Department Head 3 will review and make recommendations to the City anagcr 1 : ! ar ><>< } `": :; for allproposed new positions, changes,....and..Class...iescriptions. 42 - rMigaifignalrf, j;,:;,,Yan:ZanagerpMgnalpinfaittrat.V.Mge"riL.• established0:41recoendations in ordance with need and budget constraints 11.07 Reclassification A. When the incumbent of ,a position is officially assigned more difficult and significant additional responsibilities and duties, thePcr3onncl Off icc m.....mlwialpgramg„„pAsh ,, em will perform 3tuay the duties and responsibilities of the position. B. If it is determined that the position should be reallocated to a higher level, thc City Manager may require thc incumbent performing thc work in quc3tion to undergo a prescribed tcst of fitne33 depending on th condition3 ef the recla33ificatreaoendation to the City Manager4 The city Manager. ShaINE1:6 itiwtitsp, ermdecioititiMatebitietiarm':****filli Sad .PIMMORiii]pollstraitts:"' 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 upon approval of thc CityCommi33ion in 4pqotdancitiglitatimthtliba...aggedigitittove- constraints. 43 SECTION 12 PAY PLAN teiSURIMMItATES 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 the City Service. B. Prevailing rates of pay for similar types of work in privatc and public employment in the labor market where the City recruits for employees. C. Availability of applicants to fill positions in the City Service. D. Economic conditions of the 46BiligEket area. VteijEditifiblidelftdiAdititiffiaoriguommit ::ti:{:: :;?iisi:%_:r..::i4:y:[::..:::::i::wvf .}ti.\i:-:.;i%jistiiii:J:i?::ij:?i:::::'.:i:�:::.>::i:i:ri:LS::::::'titi::Ciiii.. .-i-i•',•:•:,,'`v::i B,ggi Financial policies of the City. 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 the 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 minimum salary established for a classification is the normal appeintment ataetta4rate for a new employee. 44 • B. Appe-ift-tmen-ts StartOgeo„......„.„ that are above the minimum salary may ettan be authorized by the City Manager if the applic%ant'3 selecteets training, experience, or other qualifications are substantially above the minimum required for the position, or for other legitimate economic or operational reasons. 12.05 Performance Salary Increases A. Performance salary increases are nota. .tomatic.,...ByideRoe of Above oati3factory ocrvicc OppgaNtst*Eiattt,002# must be reflected in the empioyeets. ...iserfOrmance 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 willbee„fc,e9:t„Ave,.upon:.:..the designated date of the evaluation idittilt&marrillitelthe INNOV44- 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 his the pay grade, pay, and classification date ONO adjusted as f011ows: If kris the present salary rete is above the minimum for the new position, the employee shall receive a 5% increase. An increase of more than 5% may be recommended by the Department Head pinata depending upon the circumstances of the promotion— iiiihihNOMO Approval mu3t be reecivedom 0. the City Manager . onstraints SeemaltioAiSecxxoni::**Nme.. • • ••••••• 12.07 Demotion When an employee is demoted, h-i-s—pay—sektedu-l-e the salary rate shall be set within the range of the job into 'which he thei WON is demoted but will not exceed the maximum rate of ti'le13:4grade designated for the lower classification. The anniversary date for evaluation and possible performance pay increases of an employee who is .demoted_sh43! changed to the date of the demotion. See also 12.08 Temporary Assignment When an employee is temporarily gp assied ...to a position.....n... higher pay grade, he may the higher receive *.tladMIN oiakaismacemotssiItioNP-PW"*Z!levelilieOfiWgwa".& 10 Aiigroafiertii8-- apptopfrate- pay.. for that gradc. The . .emp•orary assignment must be for a minimum period 45 of two (2) s weeks 10 workin da s Q order to..qualify'for.'t e..higher .pay, and'the* eznpIoyee.."shayY be paid from the first hour of work in the position. 12.09 Longevity Pay A. The purpose of longevity pay is to reward the employee for tris 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: Percentage 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:;k$ ectt s i i ary co it Full years of service shall be calculated as of- tie--date of award of the longevity pay, as determined by the City. 46 . . 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"i'i:.' ?+':i "t't;:i::::Ci: TiJi..•..: ;}:S?:::C:tZii. •}:•:t•�it+�.:......:..................:..............i�-:;;•}:;�:;{{:•:....::::.,-r.nn��:v:::•}:•}:{•>T:tt?•T:•}:t:ttio:.}rt:•}}r•}:•:• i.•:• n:v?�:.,•.r.,:.t,... :::+i:::i:::.:•:.} T:.} •.::::.y:-}:.:;•.:•.:::?:;:;-.}::n:?.>::.}:??:•}:::..u.T:??:<::::{.}t::{:::x.:.} ..... ... ..w t:;..}..x?:.; eo :L ::>:: r':<:ee p ioye':i::i' :::>:ienq .:'e:>::»: n<:<:::::se ::i:':i :' : :. y...3.:;y:i...--w.v::::::::::::::.:vvv:::::::::::::::::::::::::::nv:vvvvw :nv :iYi:Tiivri :}}T:?__j:: i 3.:::n:.:3' ::}}:.}X. :::::::::::::::::: ;:.fo=momo i.: }� .}}»:.}}:-}:.} 48 UNWIttrifatteln.41;:.U: 100140ealillaX2MMINEWAttMangalWAYOMMIWA.• privilege to tSaigEAbfigikitStiiigtig.kathini**aaral*E atialgeitt*U414tagggitititaVaigitetia ...%:WF:SijilatriPiNitiafteariNefidiatilagWirx:x.r.'......*lay 44.5x, tatiors. sitAviev ?that •• • •, giiilageatigMiiiiittlikei*ISROMAX*404#074*"'Ma tiaitatptivatettwiditigthasitA*;aw.,. t-Magititiakiffiratagafgaiblangiblitaligainfaratalniagt ei...07: t. nel*Inietter.±-ajW.tliatgattimiteg,gf: MgRP .44.Xii!444St VNMIOEiteffrZtitfi*Vte:',:aiiiipitjg:SrtdiltOEWNa;n'liiaafiP:fql tOgiggit**1000******1041,240. itiax*mtigalswAttisiceititaitowsft • Serfreidigitagiggtitrnhiliaddildtittit gigniggatii0NOMONOWittaitiaMilif:P010#..0140.074.60M.MONI*1:' ..natgunckwiwactirmingourzmarimigulmimpiggaviganwpRgeWeisgpm thegfireind*Pongthattr4OriStitObaitaatit:OnaKitagthatk 0##$P3„#..~iialiittl) L itrilagiataziagifil0414aati .4:aft 600."i44- aii4iiiiAiai4iiiiiatilliOk*O0g0000i:4444541t01.19*m49 PPASM: EsJoitusuiioimorosiguiRgostiftifogolpookvalf: ... . .. . comp1eionr this City will take' appopr±at actIon iLd diâtpLte Qt that tanitiiiinsuitawriotaisassirbagifikeiostotw: i0VtillIpt4tientZg . . .4=p- , :::::::::. • . • , rv"-itilee WalarigrineMOMPIOngP*SiPagaMWAIMPRPRInigiliftAWERR offiia1 ehoI4 take the to be ftgotopog Niggsifigagggcskiosiogiiiigaiaifieteaailiiiinitimhggnilnakdttieabt 49 teowitimutim4tomagamadisoviatigiptitemwowisatia ...... appropriate Oafi14utamgigittaeiotwak*Rtettxoigei*gatd;,itio4 flo0fa ixwestiqation procedure is propeiy bandied an4 ba1X 1eep the city Manager adcrised of the situat1on. 13 .01 sum Employee Trainina & Development It is the responsibility_ofthe City Manager in conjunction with Department Heade 0#0000 and the Pcr3onncl Department irecthr , to foster and pioibte in-setVice training of employees. The purpose of this training is to improve the level of service rendered to the public, the quality of personnel, and to assist employees in preparing themselves for advancement in the City Service. Department Heade Dia404Milig in cooperation with the Personnel Off icc ?esonrie1 will establisir-gf--agam- TiiimNtm that programs , assure training is carried out as approved, and prepare certificates or other forms of recognition to persons who satisfactorily complete_ pproved courses and programs. The Per3onncl Office nfitteeMlogegMgaihailaWnattayainitteVeaa will provide assistance to DepartMent- 1166d6bitedtbegi in developing and conducting training to meet specific needs of their departments and to assure that MOWN supervisory and management training are available t6-ill66partments. 13.02 43!p4 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 permit the evaluation of evaliate 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 menu taimeormailssigittomeramisitaewatatuartmmaxmootas.x:Wiiii aityw The evaluator, upon receipt of the employees evaluation form from the Personnel Dcpartmcnt 7Tftee shall complete the evaluation and give a copy to the employee at least ten (10) working days prior to hie p#040#pL , anniversary date. The employee shall be entitled-:E6...i'ddpond to the evaluation within 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 anniversary date. The overall performance rating shall be used Q3 a guidc for detcrminirq thc nccd for trainingWagatantegagWafig ad other factors,::::4: maats- the desirability of a . . performance increase iiian*WOMbttdgatgittrittikiettrulitta, and as a - factor in arriving at. promotions and other j6,16d6tions deeaed MINERREWm• 50 13.03 MAIS Group Insurance A. The City provides group insurance protection for its employees. Benefits provided are explained at the time of employment. Beek-lets describing coverages are available for all employees in the Personnel Office. B. Employees must notify the Personnel Office if they change their marital or dependent status so that the steps necessary to change health insurance coverage may be completed. Notification of any change of status is the employee's responsibility. 13 .04 ISNW Deductions Federal Withholding:,; and Social Security gagoo are deducted from pay checks in accordance with`J''law :;• O Voluntary deductions are made only by request"'of the employee and the approval of the }•:: vCity ManJaGcrwigwam " =} {Personnel : :cevan ' : oRt { YCity AMer 13 .05 13.107 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 ...g ac' m ns cn<: ...::.::. :::lhip: :.J}J::::{.J:.>:.tat ve and available to all .....;.•. -. .........:J\{.}}:}}}J.Y•:{.;{{{?{{v•{•:{9• ••:':!•'fi:{4J;{:y,.}}•:::{:4:h:J••;x{:r b:.:: :n::..:::::....:...:...::..::..:•.:. :i. :: .:'.{1:}..•?::: ; :i :.•.-• i �'�:::ii ... ... /.4 .: .:rf :... - .. •. covered em to ees. �..-' ::<::;.q est :o 3 ::: :: nqv< •,en onswa e::: be::J,::? re to to the.:::>res: :...:.:-:;.:: Otifi on:: rds. 13 .06 nag 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 receive unemployment compensation benefits. Copic3 of bullctin3 containing An explanation womuggo of employee's rights and responsibilities arc avail akiic...- through the Personnel Office. Any correspondence received by employees regarding unemployment compensation must be forwarded to the Personnel Office immediately upon receipt. 13.07 31320 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. 51 B. If injured on the job an employee will only receive the compensation as set by the Florida State Workers' Compensation Law. C. The City may pay a 3upplcmcnt to thc compcnoation Cupplcmcntary compcn3ation Shall bc determined on a caoc by caoc ba3i3. paid if the inj-ury to themle __ was the rc3ult of cmploycc ncgligcnee-, vieIation of &afcty Rulca or violation of applieabae state or local law. (2) Con3idcration for payment of Supplementary compcn3ation will bc con3idcrcd by a committcc compo3cd of thc City Managcr, Dcpartmcnt Head and Director of Pcroonncl & Employcc Rclation3. #•i•�•••w::::r.:vvr•w::::v:.:.:::::: f{+{y}v.:vw:.vw:•::•,•:::::u:::•:r�i�w:::.ttttx:•w:::•x:,•::•x:{i:?:'{:i•:Y.v:•:.}Y{{.};{:n};.4 x••.%:•}:?{?nxx•::nvvvr :;.y}:.}}, :•.}x• vt vw,,.,v,:rp;rw,v, ......,..?•}:.-::::.,.:.,-.,•:.,:•.:x„va:•t,} %?a•:.};::•::::.}•.•:w}••:.•.wr'.;::{:{}v t:?p.}.v $%r..}x;k,:}:.}R"•w::.:a}:Yi1:..,.` a:;..±{+.vvv{:},}• •.'�fi•'{;:t;.x'it}• ............................ ....v. ......r}:.{t:m.,v.;{..irrn} ...:....}...:..;. v:}�:,{.,;. .,.}:?{{•:G:.:ii•3.{t.:G mom••be<> _.: :s: : a Yens :d a At 4 ......v..n.-.vv.v.v?intih?i�:iii:iii$k�:i<i:Lvv::$:ivvi$::$:i:i}i:$$}±�:v\G$:i:$,r•:iJ$$%•}:v:' ..t::.\•:v:vn•.v:..w::.v.w.,:.wvvv'.':Oriiiii�:-±'�$%•:q�]:,{vxx,tikx.•w1,Y. ::.t•::.fig::::: ,••:.}:•}}:•%{:,•::.;:{.};.}:.;;{.;;..•:::•::.}:.:::::..:.::..}•::::::::-•:::::.,v::::•.,•:::::::,,::t•,�:,.••x•::••:::.,,•:•:::.:r:::.:.a:.};.}:{{r•?•;T%•:{{.!:•}r:.%:t•:•!;{.r•.;:{{{i?a:•:. m.,w,t%{{a : :: :'h:i.>r s {::<,.:}' :+ 5'.v t ......................................................,...,....:{L?'{::Y{::{:i:?::??{::{:??..i}:}:iiY}:}:::ii:$%:J:::::iv.v:::::.::?::i`?:::Fi:::i{.v,{{:C:?:v±}{L.•rn.4+}�.vtO:hv'n?r{:v}:::\{{:{v:L{::..:. .;•:::-::w....v :•..' .. w::•.,xw:::::::::x:v:i-}:{:.....:,..... 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Xfi••..:.$;; :;.:..maw •$�!.+.•:��':fir:•»;: iii,::,.,�',.. �y }� .}{.... } t:. ..} :.v::.v:rvvvt6+•Y•%r'•}:;!:•}:•}:{.}:::?$:•: ,}}}:•}:':::.}. ....... v.:::: :±vry;,:..;..:{?:4..?::.}v'•4•:.}...,}:':}.v:{w: :ay: lNAMWa ><a Q : the employee::f bwimidowptatemiamitifiwiiktiougiip.100:tigaiiiii ......:....:................v.......n.....,...........vv{w:.:vvwnw.:::v::.:w.vh•::v:.tw:::.vv;{r•$:`vi\Ct`:$::$:tvvi:•$$:::'L$:�$$:S:::i ....-:e..::...at o'n on Workcrs' Compcn3ation. 52 ....:...,•....,..:...•:: •x::..:::.•.,v v:•.•::..,.....v.,, ..,.. .•.}•.::.:,..y;.v:,.x•.ry;:.}}},•;.:•cTr.}:. .TTT::::v:,t•. ��jjyj.�I.�.,... :.;•..,:.x.T?}::vr:-::•rjj•��-}:•T»:trt.}r:.}:.rr:.}:�}:-:-YTS:t..j:..}+-�►w:•x••�}1T�::}}}vy,.�.r�..j�.�:...,. ..,.�,}:..�:tt.:.. •.:.+:•::t.::aT:-•;Th�:;..7:�»�:;.;,;r:.T}„, K•JfR..: 't7i:i:;jj-"' 17fiiix:i:QiLi:...rrii••W.31 ''�''Ci3'i:<4i:.•: iCi1�T::i:`v: O... �'/•:`•: ' ..h.•.:•••i•" :ii�ij\•rii•'i.•;v'{-.•.'•`.•v� ..4vii�:i4??:ter?':.r::.•......�.........n. .hv: \vv..p..v.x ;::.ti;0:•.v'•v .$C-..vv.;h,..:::..••:::;.;......5':.`3�}:'}:ii:�i:�i:?i+i:T�:t�r:�irt::v::ry;v..:::T?.,h::.v•v::•-v:Tr::::::::v::::::::::::::::::•v.•}}:•}:v:•r:�•:•... v•:•.v' ;\.. .,,ty..}1� vT:v}:........�` �c y►�•�'' iAi�'y1y;� 1i •yy: �.y�y ''• h •aTko -T.. .•.{.b:-vSSi#W0:.M"y ►'J.•�Tw=v': oe. .�^o '•:'i�•.•s:i fi i e 4: '`nN �i:i•U ...:... ..... .r ..............-.:............•.•:-::ww:::;;;;... ........................v.x.v:t•:::�:Gittai?v�'�iii�ii'�''>iiii{r}:^'•r'•}.. :::::::r?:n- v}}}::T}:r:h}•h}v::.•::h±.: :::::::::n... ............. ...}.•.}}}}:•}}}?T:i-T:•}:.. .vv�}.r..::xT:h.tiv}hr:•%•fv•r\4�T•:}.'•"'v+v.{:Y}:it .n .::::::. �f..1�.••.-.•.••:'••:::::Tivy t.:r •:r:r•.n;:n}:........y::n.T'. .::r:•}{:}}T.-i:•.:::.::::::.::::.....x::::::::::r.....n...w:::. •TT'•} ;.;}.fry hl}..::nvw:•:J�•��'.•.-.•-�x....� :..'::•.:is•:v:•:-:v..v.:\v:r:%w:nv...:...... .... ...... :::f.;.};Y. tint;!iR,.Reii��.'4�e',�:'••:'�,�,t:'�..,..-FSA R?...-.`:�:'}v�itir!!!•� :y•.�i�.•.•.•°.-.•.•.•:::::::::::::::::::..::::: ..::::::::::::::::::::::::::::::.:::::.::.::::•:x: ••:•'h' ...vvvn.v....tir\•:ti�T:tiitB:tiff»i?.:tiri~:vi:ittvvvv.......::........n..:.vAv::.vvx::.vvvtyv:.v:::.v.:.........v.....vvvv..vvv......tt::v::{::�:�:iivi:::•};ti�:ti•:Cjti�=::S:titiiXuvi Ego 13 .08 • }}: } Death •::�it•:4T:GT T:v�t}:i All compensations `fiNWIN d e and benefits due to the employee as of the effectve. date of separation shall be paid to the surviving opou3c, beneficiary, or to the estate of the employee as determined by law or by executed forms in the employee's personnel folder. 13.00 Oat 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. 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 Committccee . : e ' e with a final grade, .::: :::::...:... certificationor degree: The employee shall reimburse the total cost of tuition and books if hee fails to successfully complete the course. or ccminar. For courses for which an employee receives a grade, reimbursement to the City will be as follows: 53 Grade Reimbursement A 0% B 25% C 50% (6) The employee who receives any benefit whatsoever under this program shall be required to sign an - - ;; _ - • _,- - - - - - *WINNE the City for at least two years from date money is received, or shall reimburse the City for every dollar given upon termination._,, taitatistagtzko*Siow*temoSewitAMOC**WrIS.a4024* itnikiReinallattialitate• bitNgffaWsepagazzomii •••••• -Himm The City will attempt to rearrange work schedules for classes if it does not interrupt the normal work flow. 13.10 MOM Dress and Appearance No attempt is made to set specific standards for dress and impression created. The important factor is the overall 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 thecl standard for their functions. Personalappearanceah s may be established by departmental rules 0#10LAtakutimmtga„.L. oddatikig• • 13 .11 53314 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...C441,13' governed by departmental policic3 opgattinemmaidow in s accordance with the Uniform Reddipt and Request f signed by the employee. 13 12 L .14 Lockers, tesks & Pile Cahinets or Other ( itv Rquiment A. Uniformed Employees may request a locker if available. B. Employees must provide locks for lockers. cmay• an.96-6eivin,7,50040. 12 ,1410:comi,rmtiiii. altititrA11GLAKSKTfAMitia attieheatiaitgs4mttoo..• •.:•tvaep...i,xl.gm- mit-At§:gzr in3Pcct an ..cint) "CC 3 locker.. OtaiWirostaitoit in kt-is thepresence of the at any time for any 1Ltimieason. 54 :.v:.:w.vv::rx.••••x:.,v. ..x:r:••x:::::::x:.v:::::••:• :,w:::::.w:.v.L,v ::x:::.}'!:?:{.vv.•}:??•}:?;?4}:•}:•RO 4:?r..?.,..}N.:;??�:??{L{:.•;:?::1:?'}:^x; •wr.,v:n•.v::x.. • ,;n}}}}}:•}:•}::}:?�:}::?:•}}}}}}}}....... .v,,.,.�;' ;l.?,v+.. M1.::+j,.},:;ri;>::''{.i::v}}::}.v::.,4{ry.4.{n.:f•: ?G}:v:4}:ti?•}+:?i}: iitig ?{:.:�:??•}::v:::?:>.:t}}}::tirequest}}:•}}i}:,n.......::::v:.l.: •::?J}}Y:�}}v:}::::::: : x...+ ............ EVIVi ag. ::<::s at .: I � t igiot:* : w� - '`' •::ci.: .,v.:n�vv....,.......vv .....v.a........;:}:.........4}:i?v}}:�}}}}}}}:+'::-i}}:{^'•:?;?:�}}}}:?.}w:::.}::+x•{.{;.:i}}}}}'•}'{.%•i}}'.':•:��v, ?::•h:•'.•+.�.�•�.N L:...}}:;•i?::::<::}}„ ;:;�:,•r. ,-..,• ,..,..}•:L::.Y...::4}.},4i}.x.:.4,....}{}},,,..::;: ?•<•.y V:?•::;; :;,� ..• :. ,4}:? fit ,mss. 4�.. may, y�. j y ;i�.�i.�w?:s::.4�n}•}•: c. •� �c-`��C-;.��'.�.�:'•�'. '� . � '�c;>` C�iii•.•v'.'' •'�'': +�: 7::�w �•. :`=•r.'>:•`.�:�;r hti��t�<:i:'�•,.�•.�•,�.,�,�,.��•,•.�,�.��':;:v}}x::v:?;.}:•:,}:?ii:�x•:�R•:r':.;?�:;•}}::h?,v�;..%?h+::�6:.n:.r:•}::;.}}xv?':2;0}:d?r•+.??{?2}}.cY.•iiR?�}tNT?fi?Y`.n:uu/7}• 'iiou#�Gvi} :.. .:'71 :::•%?•}44ti•}:+?ih'%n":.....,vv...+'...r'• ........ m:...: '\nti•4'+{}:':?:?fi:;}:;4:? '\;\\:t{}:O:?Q}'{{-:i:;:•:,,, .:v .:{\;t'� K•M:•}. 'ry{' +r v:::}:•x. .?:vvx M}.{?::..ti:':::::::•:f`{;::•::•.:....:v:;:2•\}' ""ice••:::.:,5,:. }:6}" : was..- :•:::>}.... .:C�.•; i .,. a.•e ' s S •'. '":v ::.:::-.'. a. • 4,` ';: :..:.:. .. viii '•w. ? ..C::• v$.}.ti'}4�^?:n:Nr'. vw::•:::...{w::::;.....•,w:;::::.:,•.w.::v'.i}}:•}:•:•}:•4}}}:•}}i}}}}}:.......:.,......vrtr:G}}+}. ......... .. 4.......•'•Y•?� , iatOtiny}}::: i t :}:. .. :•}\•}: ��yj�{l 40.X ...:nk:.a.},.}...a..........:{.y}:•}:{:..x.n..n,..,.,.........,.,.......,n:.;,•42a.:.h,•...:,:,4:•ha,:.{•:}...�nLay...aa?{b.�,w'"....�?:\ 13.13 21 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 Office person and the City Manager permitted to see the Exit Interview. 13 .14 ISM 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 Head . Any monies due the City because of any shortages •sia • ?•L• be collected through appropriate action. SZVI;i::>:: .:.:.rl.:.:.:..:...:..:ot:: ......: Q esk:€: : e c om:>:; f::Mor :.:: ours ::.:LL.:-}:{?.r•.:L.}±.{{.:;;:.}:,..,::a::..{{.::..:�:::::::,:.:::::a..,,.::::..,..a:..,:,,,:,:,,..::aaa..a:,:.::,.:..,,,..aaaa:..,::..::..,::::„:,:,..:,:,,:...a..,a:..a,:..:�:,,...,.... ,,........L{.:?.:{{{�:;;;.}::??:.:{{• .. ........... ......................................�.I�.. :x::::w::.v::::w:::::::::::nv:::•.w::.:v:r.v::::w:::::: ;?+F}:':? ?bi::}}}:?;??};^iv:•}}:•}:4:;i?iii•:{r^}:•:•}:?Y}Y••+•'•}:??v: :..:.:.}.. �}..:::.eA�� •}:•}��::>i�:l1J.� ., .. ....r::eXYii'L'L'f:7j+:�:L'i :�'i}�.”?�5'};71�::. :• •• •:i ' ai •:. .:. ::................{::{.}:{;.}}:•}:•}}:;'•:i6}:i.}";:: .,�•.;�(:.... . .... ... ..4'• ,, v:::.} '•: ?}}J':::.{•:ry}}:•:.;:.}}}:ii;:;sv. , ,•.n,:}•:ti v xa/. 1 .:;:..},', �i`��''(��,,^^�� iia( �i,Yri••:rhiiiis •" ::?'.-::AMM: %ii th .•y}:i,'.T v x•.f{i.v... ma�yy• "� •" ' .. � ••� : iN':1F:� a`•:�: ifsS�.� .�,I,�•!^}}v::..^-..`.',,.,'�',.,,-•' .....v............ :•: ..nn..v... ..........:.. r.'moi..:} <......1. ..... ...........r.n............ ......... ..:::.... ...,, ..... ..:..::::n.J\...........}•::?r::.v:...: :::::::::i�•r:}}Yiti::i•}.;:ilv'•'ti}'r.;(?:::;:ti{{•}i•}C�.L::!�i}}:•}}•::::}..�iii?•rr:"r'� ...v:.v J.•:••::::::x.:;?ti••?•}} ry}:v•:i}}?,:??w::::?�}^:::::^::::.x v.}'r f•}:{:... :.:::::.?:;.: }:•{vr:}•}:•.}v::w.....:::... .v. .:;C... r.;.�??v"?}i. .... :w:::::::.vti?:? .. U•.•:v:f.;:rvin •�:.�.;;...::::..:.;;::::.:•':•}'•:.• vr. .;. .. •:�•Y"'".'2:::.\:JCiiiv.::::%•:.}}:4:..:aa\.. pT. }::r^:•}{ :S`iiitii � :?':i ....a 4 vr'v.Cv.}:;:,}ti}6. ,. }}v'':.}a},;...:}"::+Yti}. PPO 13.15 inias DUI, DWI & Moving 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 55 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 just cau3c 33 it rclatc3 to 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 his/her 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. (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. A ':✓.•'•i'•:::{?::: :.{}:•'.•:'•i::`v:.Y.{-:{.A{.}i•.;\;:.};• •• �::.W.}q?Ar,?M:tv:ij• �xv{:•.:•.•;}}y:{. �i (i�j �i�i{�� t (�-+.dry.\.;{.-i<>r r'': v..•44::•'•:ti {.nti•::L:•ii}:{�::•::•i:G:{{{:.....iryi.i:.i:•::{.iii:•i:•i:•:i:.;.}+. . {.;•\.......... ..\k{ •..•..-�i:: •iY•^:ji:}i:•ii}:pi:{:i?i:;.;.4n}hii:r:•G::f+ ::•::::•:::::ny:•i' is+•iY: .: v:: .:} : : }}i:•: •::i:•: :...:..{. ...........:.v. .v.......:... .n:n: cha r::::<:a ::iiiii .:.' •.e : �10 ees who f:�t <F> MagibikwatigiesitutitigtogstomouttotparArzeida n.......r..j..�.�...... .gi ::{...:::: v:•{:::?{v:.. .:::::::::{.}•:. ti •:•>a�ite::--::Sta tit •:+H?. ...:...:.:.r... ♦ i.:•:::.:.:; viv: ;9410 .................... k::yi::ji<;:iiiih:•...........v..................n...... (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 application € , the employee will be considered forn'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 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 ocniority gmoggioN00 56 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 DUI and t.N., DWI, an employee in a driving position shall be'`terminated from employment with the City of Ocoee. (6) Upon conviction of a second DUI or DWI, 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 DUI 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 DUI or DWI conviction under paragraph (3 ) above. Employees and applicants who have two or more DUI or DWI convictions shall not be considered for driving positions. C. Moving 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 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 job within thirty (30) days, the 57 employee's ocniority OttlitatitSititatitd will remain unbroken. (3) An employee placed in a non-driving -eb #0400 or an ex-employee terminated pursuant to paragr4hr(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 City 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 result 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 with 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 the time of their application, their official Florida State driving record will be considered along with other job related factors. . g:;:::atom �o ai •a :r V;igol:::-{.:::}:.:t•}::+. ..... Y::.: .}..:.,.-,:--,}....}}.':::.. i}-+' .:? :-•:::}}. •{$::;'{;,:}}:^}?i}?v.•:'::Y--S:}:.i}v:...::},v\}riY•.}};;,.•.;.+v;{.:v,•:::;..:.'.r,.,:"•ti:•+:•:vRe pira will: r suit •:. < :.:•: :sc :::.:?... :•..•.-r:.. ....... ...:...tion .:::><»: . y <> {.. .;.:. r.••�;.•.v.,.,.•v�,?:v:::v:\{:v:;v.{v .ii\.+ :.1i•Y r::$$�+•'{'i}>.\a}ti•: }r:r::.rv:f:r:::::n.....• •:..} r-..-.-::?^}:????•}'f.•i}:•}:•}}Y::•::t•... n...:....x:::}}}:•}::vvry••rt... 1,.,..:.n...::,, \)�+. ............. ..w,.:n::::v-.f,$-•.}}}w:::ri?,v;.:'.?:•}.:•:. \::::::::::: ..4:?.�ber$r\;:.:.'•:;::.{.... {h�]f...v-�,�. 'Y:;}.}.H.:,.?}{.;-}v vv}.,Y..:h;.^�,r}.:;.r\�- Y.:v;`:A+i}' .,S{}. ie 4 �,{,,, -:..}}•.ISv;:::.}a�vit�+_:".::'ty�y/':y+$$�$:;s;}$${}1:►}?y:•M???i}:+.+��v?":�::..�::::::.1::::u�:•:�w]:�::. ?{::.�a:}:+'.a�.�.v-v:.v`-�-1:�}:�n;{};:`:yw�::::y�Y/{.}{�}y:{�w�:::-•.• +v'.{�r,.::.n -1f0/'-ii---t�'iS.oY:1i%~::�A.fi}$% We ill.tigu:Y.' f;:i:-:Sl.o:;`::•:'.K•.acanc ;.;i a-•'-'•i:--{�I,'•'•:sts D. Period of Inquiry The three year (36 month) driving history will be established from the date of inquiry. All cmploycc3 who arc cmploycd by thc City of Ococc prior to thc adoption of thi3 policy by thc City Commio3ion will be in will bcgin thcir driving history from thc datc of adoption of thi3 policy. 58 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. Di3missal NEWNIOW 14.02 Resignation A. Resignation is the separation of an employee from the City•.rservice through the submittal of a notice that he :' `ee wishes to resign. B. Employees wishing to leave the 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. Unauthoriscd Absences from work for a period of three (3) , v : : x � ::: : : . :: •:::t:•;••;.;:,.;.:,.;.P . i... ? :•:;::a •:" .;a:n;....;.;kh..:+• rto . eec : as e employee's voluntary resignation `by thc''`be artmcnt Hid :#pit + :::::=::::#�`40:�::::«: :><:'0'. :� ��<'> ; ;>:MP Mme. r. 14.03 Retirement Retirement is a separation from the City. Each covered employee will be provided a copy of the retirement plan. Additional copies may be obtained from the City Pcr3onncl Off icc . .r?'3:'::.melt. 14.04 Disability If, in thc opinion of thc Dcpartmcnt Head an cmploycc i3 not able to perform cffcctivcly in thc cmploycc's work duc to physical reasons, thc Dcpartmcnt Head may rcquc3t that thc - „ _ _ - - _ - - _ „ • - - _ _ - _ �ieiax des:i a ed;::by::::thc;:;:City. is discovered •'::: > ��` :::�•-#" ite 'fir:> eot en If a disability ":;:.::.:: :::::::.;:::.:.;.. :.:::::::;:;::.;;::.;:::.>:.;::;:::::::. vy•::4?ii:;}:•i:S':^:L•::O::ti}}h::::: w; .......xi:•:fiy4:^:^i{iii:;:..:.::h•.• :x.;}:.: •..:v;:•:.+.-:.....::: ::::4}:4:;i:6:yii::::.x.. -...p.::• 'iii-..w••. D ec o :<>:`:of Perso el:: -<:> lo::;ee:: a tions which im airs the 59 effectiveness of the employee or makes continuance on the job a danger to himoclf #tkieVegire0 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 disability within the specified time, the employee shall be subject to retirement, di3miooal : , or a disability AMO. The employee a " have the''rightin each case of a second opinion, either using a doctor Winair4 selected by the City or a doctor selected by the City's doctor and the employees doter 6#140.1*. Benefits, i any, are as provided in the as e }City Retirement no ander Disability Plane. 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 <<«r ' k r attempt to reasonably accommodate him fi yee. If reasonable accommodation cannot be effected; the City shall take steps to separate the employee from the City service either through, retirement, di3mi33a1 _.`LeA } in , or ; nvv ;Y :+l } M ; : ye disability : hes employee shall""'have'"a' right in' each case ofa second opinion, either using a der poisom selected by the City or a doctor .a; selectedby the City's doctor and"•the.'employee's doctor ggitage. Benefits, if any, are as r-- olu. 4 in the'•"`*city Rctircmcnt or Dioability Plano 14.05 Death Separation shall be effective as of the date of death. 14.06 Reduction in Force (Layoff) A. The City Manager may lay off employees when it is deemed necessary by reason of shortage of funds or work, the abolition of the 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 60 (2) Probationary employees (3 ) Permanent employees D. In determining which employees to lay off, 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. 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 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 ise within a job classification in which rcgular aremployees are on lay off, the City will consider all " employees on lay off rerwiffmin 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 thi3 t class shall begiven "' preference. The City's obligation to so consider laid off employees shall terminate after the employee has been on lay off continuously for six (6) months. F. An employee with more 3cniority # Y" `. w •: :}•}ni;:;:::::i::::::il:n\..i{• .:iiia:': %.:•'•iv:........}, in a department may displace another employee`- in the department if there is a reduction of force situation and the ocnior em to ee a e o can perform the work employee will receive a rate of day commensurate with the new grade. he i3 in. The h6W displaced employee may replace any-..other employee in the department based upon ccniorit ' `: ii and equal ability andw� �>:> --.f".�... �.............:...........:., �:: �:::::> ;i �jr � ....:,w:..�::.n-... :. :::::::,::::•.;w:•.,::,.,,,::-:::�.,..:,::::::.:;::::•.;::...::::.:::::nom:x. The icast 3cnior marc .``"`:>> '>' t3;' ::v w to the It":: in the department." .is:..faced may*thendsplace"an``eap `oyee on a city-wide basis with a less 3cniorityer ammg0 .. if he/she is equal in ability. :.................. .. ....... preference in retention Shall be given to vcteran3 a3 rcquircd by Chapter 22VP-1.015 of the Florida Administrative Codc. 61 SECTION 15 DISCIPLINARY ACTION/TERMINATION 15.01 Intent A. It is the intent of the City that effective supervision and employee relations will avoid most matters which necessitate disciplinary action t r :: ee.. ''r.>: Qn for violation of rules and other conduct` "w Mich is unacceptable. B. The City recognizes the fact that each situation differs in many respects from somewhat similar ones. Thus, the City 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 ' t : on a case-by-case basis. „„ K The City recognizes the following types of disciplinary action: (1) Verbal warning (2) Documented verbal warning (3) Written warning (4� Cu3pcn3ion with pay +.5001 Suspension without pay +Hot Demotion +7-46 Combination of the above +Hat Di3chargc 1§#04#4$4# .v..v.,.;..::•:.v.... .. •.•;.}:{{:vv.S•: .,•::::v.}}}:.}}:.:{••}}},yr•.}:•}'i.•}}}}}}:?{iY-v.•.v:::•.}:•:i'x,•+•.'•}}}:::.::-•yi.{4}:•}}'f.•}}}:•}}:J:•}:•}:•}:^:??}•}:Y•}}},vv,v:x.}}ti,,'.:}y}}:•}:•}}}}Y.}\{}:{r. ,vv.. � vvv......••'•r. r...... ...... ...nxvv:r-.:::v .. ,.,}ti'i:is i...�. w:x• :.... w::xv:}.v::..:-:nvw::}:}•.i}::•}:Yn..:.....:.n:::.:::....{v:•v::...... ...... ......r,}n::Y:: '{ry}Y`y.. 'v+ .... v.:: '. •:n:::,:w::,v.•• .::::::..:::..:.:.:... •;:ryxr;?h}:?:j-}_}}:jii':$:}:;:y4:3:}?:ti}?v:}•$}:':::: ifi �r^}.v\•.,::.,r::nwnv:v x:::::::::.:.... r::.:vv.4vv;..;..n.::A:x::::;.hv::.::. .:......:::%"•}';y}%y}}::�} v.A}...:..{. ;.h., '::;::} 61 :' is{.�.�;,t.=:�-. i. :>?ti::h:.? �,:r,;s•:{r,:.::. ,, L:}'':: i$fY}' "' :w::: .. -..- : ::}•: •;,'•:�;: :i i;mv.... :' , ... m.:•r:v•.•kv,.,. t :.-,m::n !.T•L*,•,.•.-..+.-,•.-•.•,-.•-•.,:.t-:...::v verbal1 }}:•}. :•:::-:.. .:::,:+•:;;•}:--r: :.. :...:{�� ij��.. ��yy :gip i} .v i..... vA:::: �(::i{S:i: IfY:��iT:�'{�ii IR��Mi►:►.•-!4-`:iii:�:t��h•' ;•:}::}.}':::•:n}O':n}•.::i}Q:}::ix::::.v:::;•}}¢'}::}}}::}:�:}'A':•}'::?:i:}:•:::::•: n}.:nv.:•.?;::;:::{:.m:\r:::?;:...:...:::,.nr.:::n.•.}M}}::}}:. ..::......:...::}:: ..:.......:.:::.... y�.. ::r.�:::�;. :::}�S.y.::,.:j�+"�`:::�': :}:'�.�'::<?}'.'.�..+,::?::`Y:�".•:.:•.��yiY.:�:-.:�:y:•.�•y..;h::s':}:::s.�..y�a:.�w.:�:y::�•.}:.:�.y -.}:?�+:-?-'.•.�.w::.:•'.....::;•::`:. •,••:::::.: a•'.`+:•`,•+.yy:,::::i::.•:�.•. ijioi.�ii:::tiv i�iF*. ':ti: ': :i •siipOta�:AF..}.r.4�i, il:ifi ;:5�e.�'A"?:*. f�'i,?e �! o .�r . +•:g}O3 ioJ�bc}••;; ,.,.,,,�' ...�.,"...:...:,•:::.•.,.r.•::•.,..1. >isot ;. G INNO' :: .::4- •}: :tit ::.v:w::: w::::::::::.v::: ........:::w:::v:•v::w:::v::�•,•,•.•.-,�,••,-,-,�•v::::::....::::::::]i,:;:';,:v::::::::.....v:::::::...........nr. .i:�\v{....n:.:..,.,.+,.�......;•{•.{:K{.}<:} }?-}...;.}.::':•:.Oy+••::•:::.}:;•}:.::v....},:x::.:. •.:y\v\4v,•}.v:::::n:\-,}}•::.?•::{}.:y::.R}}}:r:::::::: •::•.vh\• i},r.}4:�{\\}�:C•.....Y ,:,r,.t:.:•.,,;};k} :::.. .. ,:.•{f.:: .. •e� --'-'jja SSte�•.. }}}Y., �yii��iy��;/`^ {�',!yj�y� - �:•:i?\4i':. '?•:�..: ?moi?-::i:�:^ rti::; ��...:... � .•�^:•.!^:•:•:i:•v,,l�,,,,v •;; :.:....::.:... 'Cv,v :::....;. .,...v.-..-•.:::•}:+{'•:3}\.:......}Y::::.j x:{+;v:•}r.+f:v-::••ti.C�ti,,}. ,,::::'+'.i:.r .v.:..:•:x.....}ir:}}:•}:::•:::;:'vi}Y:}}:.;r ':.::::;v'•..+f. ,.,., .. iii}:;{{•}:+'•}:;.%+l.?.}}}}::... v:.•`r::..{.,.;i}:::x •x.}1.., ::{::� ,, n... }:rti,} vv.::... AI 15.03 a3 a Croup I or Croup II offcn3e, or for any othcr ju3t Cau3c. D• : ' -: :: ..:::::i:: . e: :; .'.0<:i' :.;::i:: ::::: .eltrii:::: -:::> ?Ea-. : 3 :t :•+: eiN�'�iiiii:�:;.iC•i►::tsi:�i++.;Q:Y7.�iii:Gitiii'tr•�:•v.'r' iri:�:;:-`j:� .v...:::' ... '. •}:+..}::•::.}}:•rX??4i}}}}}}:?�:}}:?:???.}:+.} }:;:;?•:i? •}:ii';}:};?:::.:..:; {:..: '. ::?: }':.::}::.v.}':;:::}v.}:.:}}}} ....: .::.f..:...•,:..: »:<: ...•i ::... .. .e:,:::r: >foot::';NWIIM :>::>: s': `::>oa se Section 15.0j, Group l' Offenses, provides recommended-but not mandatory penalties to apply to specific offenses; however, the penalty utilized shall be discretionary with management 62 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 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 di3chargcs'33t. 15.02 Notice of Disciplinary 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, ouspcn3ion with pay, 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. All disciplinary action3 Shall be retained in per3onncl C. The Department Read Di _;i and/or ins designee shall coordinate all disciplinary actions, cxccpt VO deditiehted verbal warnings, with `the Personnel `Off ice`, 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 - Documented verbal warning Second Offense - Written warning 63 Third Offense - Up to ten (10) working days Suspension without pay Fourth Offense - Up to di3chargc eicr # (1) Operating, using, or possessing tools, equipment or machines to which the employee has not been assigned. (2) Performing other than assigned work. (3) Quitting work, wasting time, loitering, or leaving assigned work area during working hours without permission. (4) Taking more than specified time for meals or rest periods. (5) Productivity or weri9 °': a = : ` ? ��c�:� less than cntircly 3ati3factory ctpi ))s . :......................... ........................... ..... (6) Loafing or Sleeping on the job unless authorized. (7) Provoking or instigating a fight or fighting while on duty= H(-8+ :7 Reporting to work or working while unfit for duty, either medically, mentally, or physically. -(-9-},a) < Posting or removal of anymaterial .on. bulletin boards or Cityproperty r ..:; :€:egouon:;w<4:: :#3: ::;>,J) unless authorized fir he a ... (10)4§t Violation of Sections 4.05 (B) ; a (C) Q ) ) relating to solicitation and distribution (11440$ Excessive tardiness. .... 12 >n$ Excessive absenteeism, regardless of the reason. (13)021 Violating a safety rule or safety practice. (14)` Failure to report an accident or personal injury in which `" `''R the employee was involved while on the job or in a City vehicle. (15)ONN Engaging in horseplay, scuffling, wrestling, throwing things, malicious mischief, distracting the attention of others, catcalls, demonstrations on the job, or oimilar typc3 of disorderly conduct. (16)0.5% Creating or contributing to unsafe and unsanitary conditions or poor housekeeping. ............... (17) } ) Failure to report the loss of a City identification card to the Department Read Director. 64 (18):(47% Failure to keep the departmendi-er Personnel Office notified of proper address e #44 telephone number. +.1-# any) . (19)001 Failure to work overtime, special hours or special shifts after being scheduled according_to_9y'r,time and standby duty policies OMOIRROMPA qattY4M- (20+44101 Leaving hi3 po3t *04 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 on a 24-hour basis. (21)1120$ Gambling, lottery, or engaging in any other game of chance at City work stations at any time. (22)f2M$ 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. (23)172S Knowingly harboring a serious communicable disease which may endanger other employees without advising the City. for which disciIinary action may be the peraIty GROUP II OFFENSES First Offense - P43eharge Wiffig#004 (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, or negligence in the performance of duty. (4) Conviction of a non-felony criminal offense rclatcd to thc performancc of thc cmploycc'3 job 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 di3chargc taiabititin is the penalty. 65 (9) Deliberately or negligently misusing, destroying, or damaging any City property or property of an employee. (10) Falsification of personal #000001 or City record, including employment applicatraiieadent 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. (12) Insubordination or the refusal to perform work assigned, or to comply with written or verbal instructions of a supervisor. (13) Unauthorized use or 00#00404404 display of firearms, explosives, or weapons On of in City property. (14) Removal of City property or any employee's property from City locations without proper authorization; theft of City property or any employee's property. (15) Failure to return from an authorized leave of absence. - - assigned-dutiesv (17)0g1 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. (18) (17) Absent without permission or leave (A.W.O.L. ) . (19)(28) 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. (20)00* 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. (21)(20) Refusal to fully and truthfully cooperate in an investigation conducted by or at the direction of the City. (22) (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 66 government or any department, division, or area of City government. (23)V33f Discourteous, insulting, abusive, or inflammatory language or conduct toward the public or fe-14eW-eMpl-eyeee 6040006t4. (24) 1g1 Improper racial or sexual comments, harassment or acts :: :iliteotiodctolanyeciwodhprageomorelmamoddatA1400blEs (25)041 Threatening, intimidating, coercing, or interfering with fellow employees or supervision at any time, including abusive language. f2SrateitilleitipiiiialitigtatjaftWiNSitillitqatifittittigerelatria, -dlftw 67 SECTION 16 GRIEVANCE PROCEDURE 16.01 ThIegrievanceprocedure is established to ,;.:,,;:,., provide full opportunity to employees to bring to the attention of managements, . ,complaint3r, gricvancca,r}}.r:.or situations that •r_ti...: K}r..;"WAR#W}:+s�}•iy yvnn} xk w.: in armat'i:oi. 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 resolve problems as they arise. However, it is recognized that there will be grievances which will be resolved only after an appeal and review. The submission of a grievance by an employee shall in no way adversely affect the employee or hisAer 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 ` , to resolve a problem concerning his employment, or to question and seek to overturn any disciplinary measures taken against him/ . B. Only permanent and part timc permancnt 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 Hcad3 iand higher levels of management shall not have..*the' right to file grievances under this section but shall in case of demotion and di3chargc tem a ::l be entitled to pre and post action hearings under -Section 16.04. 16.02 Grievance Procedure In order to assure every employee a method in which he oa can get hie 4 particular grievance considered rapidly, fairly, and without reprisal, the following steps are provided: 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 68 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 hisM#M# satisfaction by the Supervisor, he000 may _submit the matter in writing to the Department -Read it within three (3 ) working days from receipt of the answer in Step 1. The Department Head `3 : will 3chcdulc a mccting iNWIMMigget with the employe ' within three (3) working days after receipt of the grievance. The Department Head Intibtat shall give a written answer to the employee within`..` three (3 ) working days after the scheduled meeting. STEP 3 If the grievance is not resolved by the decision of the o Department Mead , the employee may file a written appeal directly`. to th=e City Manager within three (3) working days after receipt of the written decision of the Department Mead Oftetat. 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 a_ h_/h r. designee shall be final, and the employee shall have no further right of administrative appeal. 16.03 General Provisions A. The time limits of this grievance procedure may be extended up to five (5) additional working days by management or employee due to illness, emergency, vacations, business trips, or other business reasons. If an extension is required, the employee (or management) shall be notified. 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 ratiainsimmaemew grievances filed shall be information copied to the Personnel Office on the day of 69 receipt in all steps. 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 max, be waived at the discretion of the 10001000MMIL, City Manager to allow more severe maaekg pi84Pdd more rapidly. H. The Per3onncl Off icc 004006.tigoz-,:vokirthisaiwitwoto moo* will be available at any s .fep in tfii procedure 6Sissigt in any way in resolving the grievance. 16.04 Discharge woopuoi Permanent and-permanent-part-time employees shall be afforded procedural due process as required by law. 70 SECTION 17 RECORDS AND REPORTS 17.01 Responsibility 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 coveredunder the Personnel Management System and :?{{j{S:jh)w:.:n+}�}`}:Y.v;{�.!}�,��,+:y{i:;}:Y.•:•}:{.}}y:•;.}:{{4}:{:':'ry}:{:v}:5 : :::{{{4:.}Y'•rv: Yi�"•:�:{•}}} }m::::::::..:::::::r:::::::::::::::::::::nr ... ... OW •:-.::Vfa....•"1:•J!•":F�...-.-.•+�Tv-.."x•."1.•v..'}�.;::• iv. -• r .l1Yv.::'':?.e :.}?" .,,'L�.++��,,``:vyF•�vy }:��yy.��•v::{\'.};::.v;:::.: .... '':":•}i-"v��"w..��:y}.�r;.ik�...hS .;••.4m:.:x:. •,"v �-•.{x:4:{{.:iv:}•:{{{i�•?:•?:{ry}}vY^;.;�... k'..v,.}.}vv,}:•:nib: •• v'�-.',.,.,:,..��.,F•v?.v:::.v.. .. .�f;. :�.i•:•i$::{,-,�i,••-:,:t ::??:. ".�. .••} may, :� '-v.":•}:ti; },v::::n,:;::nN:b:•%�?::?i:}:::":.... iv{v\.;;.... 4...... xt:v::v::.:.vvv:::•.v:.::v::.vv:..,.v...�v:.•�-.-. v.:.v�M�,.•r.M•;': "+v�•••.- .I,,:'•-:•v..:, ..:"•.".+•.• Y:.:...'?: !F.".v .i'?.' • t{:.:.:?n:iv{n�.':' •:}:..it%K-i ..v{P??......;..a f,M •:.:.ri.Y?Y}• +++`. .. �Ly : +lIF,. :T-IC•SF.•: .??�•�.i reoor .v:•{: {.v ::::}i:;{\;:v .iJ:y "'•k,:. ......:;{.y,•}}:::{•};::•. ... ..........:..: •.......; ;Y;.;.::{•;x-::�:£: :.:..x.4,•.,•.ri.....}•::u.•}::.•.•..:.:..•:.••.?••- ...\w?.v.::'•;}:.RaSr:�:<:.{:ti�:`.:"Sk�t65i}}:}):.{ '�i:'o:::.:�3`r.'c?� ?ec' : »Boarder I`l' other records and matet•Mg'"`rerating`rItrthe{•{`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 be awa-rc of the importance of keeping 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 will Win be forwarded Oahe O to become apermanent addition to`??}"4 ''t d '{{`{tfe{`{employee's personnel file. :{{•}?}�+••{Y::.,y��ij �f1• Jy '4: ?}}:;i ...{?:.•Y:XM:titi•+:{ti?•:r•}y'i\i{S+.:...�r.r{i A!:}F:::......x�t }:• !il.3i y I. >:•F7 FT40000 ..(�"' ��FF.. �+• }}ff�. is{}..v: i vw:::.vvvv•v•{•::{::::::._v:::::.v:rx,}..:::.v:::::::::.v:..'.;.:.. vw.vvwn v:: :::::.v:::•.v:::::w::::::::.w::.v.:v•.•.•�-.-�.- ....v....v::...{. .:.....n. :w:An..x:.....:n..:•:n�:::::;......r.'}\v::.v•:v.::{{.)v•c{::r.:}r:::::::::.:-:..::::}:?:{4:•v.:$::}<ijjisi{•.:::••v:r ......... }: .........n..... ..v..v..{..v .:r:.\v..:.v^:•vv. o 'z:�.' . "`:::::::e: :, •: . ,:}dlloss iwit:< lig;:::{:::{{•:.>: ;::::}.}•::..}r.:>: .. din :;►:'{::v s. ::> `:.: :;>.:. . '::.>},..: i:[}'}::ii . :};:} +:}g ..:}-:v.v. ....n ...}v:i:^.:i?Y4::.:..v:r\v v:r w:nv.•..:...ri:{t:i4iri: :i i?'Y:v'::_}•.v.}.. v - + :pv: ..• : vxr.:SGi.......n.rn.....\.x.rA/.v....Y.�W.mr.. 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. 71 SECTION 18 SAFETY 18.01 Accident Prevention All Department Heads- 1 # 1 #§#0, supervisors, and employees must recognize their ieStiailtility 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 Reporting 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 injury can mom ### cause complication of the injury and delay recOvery. #4M:;:sitql011104490P0314•51000sitgatak0Wart141440-4,:tRiA .... iigtOritti***441000:3,0000:06tIONA02414/Piiirtkai0 Rage gs$1shaU 400001046*foRigitlifikkailiaiiiir4, piysicianbe 4fpxig AJ accidents must be reported within twenty-four (24) hotir after the date of the accident or the rcport of thc injury. If the accident occurs over a holiday or weekend, the shall...accident report ohouldshallthen be submitted gaingerliMiiiiiiiin3fit4 within twenty-four (24) hours froM-tlie' tikete. iidanDeriod 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. EAU In the case of all vehicular accidents, the appropriate law enforcement agency and the employee's supervisor ohould Wit be notified immediately. swalorommga fMiipIlOt4ifMUEWnve;oiilWiutwiaotttiiiiiid:C*ei** my-ggitwjoa.beipttwotm,a:gttoapitggoggiluigwtiotr D.SM Employees not following safety rules, including not reporting accidents OVENORPOOKIMM*0.01§..,_ of accidents and 011AIM within time linittSite0024.t.*6*r will shall TFie subject to disciplinary _ actiOnl4WWW4 *0:01~§§702#010iii*Aiilli0001003forketStiletiktintatkiii snow* ••-•-••••• ==. 72 18.03 Safety Eauipment 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 "`' `k- 'o' . 44E ♦.:::::::v•:::Y..•yy.;��:.:y'�.,1l:��-. >�'.•.•.. ao7' :......:.....:v.n..vv..iii{i..n.....:.. 73