HomeMy Public PortalAboutRES-CC-2004-05Resolution 05-2004
A RESOLUTION AMENDING THE CITY OF MOAB PERSONNEL POLICIES AND
PROCEDURES MANUAL
WHEREAS, the City of Moab Personnel Policies and Procedures Manual contains rules of
general application concerning hirmg, promotion, pay, benefits, and discipline, and
WHEREAS, the Manual should be reviewed and revised on a penodic basis to ensure
compliance with employment laws and contemporary personnel management practices, and
WHEREAS, the Moab City Council has determined that the Manual should be revised, and
WHEREAS, the amendment to the City of Moab Personnel Policies and Procedures Manual has
been presented to this meeting of the Moab Ctty Council
NOW, THEREFORE, we, the Governing Body of the City of Moab do hereby resolve to
approve the revised Moab Personnel Policies and Procedures Manual in substantially the form
presented to this meeting of the City Council
This resolution shall take effect immediately upon passage
Passed and adopted by action of the Govemmg Body of the City of Moab in open session
this 13h day of Apnl 2004
David L Sakrison
Mayor
Attest
Rachel Ellison
City Recorder
Resolution#05 2004 Pate 1 of 1
3 8 Overtime and Compensatory Time Off
Sections (A) and (B) shall remain the same
(C) Compensatory tune The granting of compensatory time -off in lieu
of paying overtime pay for overtime hours worked will be permitted Non -
overtime compensatory tune will only be accrued when the hours worked were in
excess of the employees regular shift hours (excluding leave time and holidays)
and will be accrued at a straight time rate All compensatory time not taken in the
same work week as overtime hours worked will be accumulated at the rate of one
and one-half tunes the hourly rate of pay All compensatory time must be
approved by the supervisor, division head or department head The department
head may reject requests for compensatory time if work loads preclude
availability When leave is granted. compensatory time must be used pnor to
using vacation leave or sick leave until such time as the employee's compensatory
time is exhausted Compensatory time will be accrued to a maximum of 100
hours after which time overtime will be paid and no additional compensatory time
will be accrued Compensatory time can be accumulated for up to one year and
will be automatically cashed out at the beginning of each fiscal year (July 1)
Compensatory tune will be cashed out to the employee at the pay rate at which it
was earned An employee may rawest to have any compensatory accumulations
cashed out at any time Cashouts will be processed as part of a regular paycheck
Exempt employees are not entitled to compensatory time or overtime pay
Sections (D) through (H) remain the same
3 7 Longevity Pay
Classified employees, statutory appointees, and contractual employees receive
longevity pay after completion of five (5) years of employment Longevity pay,
as applicable, will be paid during the pay penod m which the employee's
anniversary date falls Longevity pay is not prorated upon separation
Longevity pay shall be as follows
(1) 1% of base annual salary upon completion of five (5) full years of
continuous service,
(2) 2% of base annual salary upon completion of ten (10) full years of
continuous service,
(3) 3% of base annual salary upon completion of fifteen (15) full years of
continuous service,
(4) 5% of base annual salary upon completion of twenty (20) full years of
continuous service
4 4 Administration of Sick Leave
Sections (A) through (G) shall remain the same
(H) A sick leave bank shall be available for classified employees who
meet the requirements for sick leave usage and require leave in excess of their
own accruals Sick leave bank usage and amounts must be approved in advance
by the City Manager and shall not exceed 80% of the leave available in the bank
Any classified employee may donate sick leave to the bank Employees may not
donate an amount that would reduce their personal accrual to less than 120 hours
Approval of sick leave bank usage will not be approved for instances in which
1 The employee has other leave time to use,
2 The period of tune away from work is less than three consecutive
work days,
3 The total number of hours reported in the pay period would exceed
80 hours including the requested sick leave bank hours
413 Health Insurance
The City pays 100% of the premium on health insurance for classified employees,
statutory appointees, contractual employees and their dependents Health
Insurance will be effective as of the employee's hire date and will terminate on
the last day of the month followmgthe employee's separation from employment
The plan includes major medical provisions The City administrative offices will
handle any problems relating to health insurance The City will reimburse exempt
status employees an amount equivalent to the deductible charge assessed by the
insurance company The employee shall submit documentation to support that a
deductible was assessed and then paid by the employee
Reimbursements are limited to the deductible limitations of the insurance policy
in effect The City further limits reimbursements to $100 per year, per employee,
or $300 per year, per family No other deductibles arc reimbursable
414 Dental Insurance
The City pays 100% of the premium on dental insurance for classified employees,
statutory appointees, contractual employees, and their dependents Dental
Insurance will be effective as of the employees hire date and will terminate on
the last day of the month following the employee's separation from employment
The City admuustrative offices will handle any problems relating to dental
insurance The City will reimburse exempt status employees an amount
equivalent to the deductible charge assessed by the insurance company The
employee shall submit documentation to support that a deductible was assessed
and then paid by the employee Reimbursements are limited to the deductible
limitations of the insurance policy in effect
417 Education Programs and Assistance
In the interest of enhancing the abilities of the work force, the City may, subject
to the procedures provided in this section, reimburse, when funds are available,
classified employees, statutory appointees, and contractual employees for classes
taken at an accredited college, university, or other educational institution In
addition to benefiting the individual, the intent of the tuition aid reimbursement
program is to benefit the City through the utilization of and employee's newly
acquired skills The program is not Intended to tram employees for
opportunities with other employers
After a department has determined that funds are available for tuition aid
reimbursement, the following conditions must be met
(A) Cntena for Eligibility
(1)
Employee must be Rill-t-iine a permanent classified
employee working at least forty (40) thirty (30) hours per
week, and not a probationary employee
4.18 Use of Private Vehicle — Reimbunemenl
The City will pay a mileage allowance, in an amount determined by the City
Council, for the authonzed use of a private vehicle on City business Motorcycles
are not approved modes of transportation for City business and travel Employees
will not be compensated for hours or mileage for motorcycle travel
Merit Section
3 4 Step -Increment Pay Plan
Employees are classified according to pay ranges, each of which includes a series
of pay steps, beginning with the minimum, or entry level, salary for the position
The pay steps within a pay range may extend indefinitely This classification
system will be called the position classification chart Non-classified/exempt
employees may be listed in the position classification chart for reference purposes
only Progression of an employee along the pay plan shall be determined on the
basis of the meet of the employee Salary increases along the step increment pay
plan may be awarded after the completion of an evaluation of the employee by the
employee's superior, and upon approval of the employee's supervisor, the
department head and the City Manager Eligibility for salary increases may be
limited by budgetary considerations as determined by the City Manager
Evaluations of job performance should be performed at the end of the employee's
probationary penod and annually on the employment date of the employee Other
penodic evaluations of employee performance may be performed Pay ranges
may be adjusted periodically on the basis of annual surveys of salaries paid for
comparable work in other municipalities within the State of Utah, within the
limits of federal wage and pnce guidelmes
7 24 Statutory Appomtees
Statutory Appointees are City employees appointed by the Mayor and confirmed
by action of the Governing Body, including the Recorder, Treasurer, Public
Works Director, and Police Chief Statutory appointees, also described as
department heads, are entitled to all benefits accorded classified service
employees generally with regard to pay, benefits, leave, equal employment
opportunity, and the like, except that statutory appomtees are not entitled to the
gnevance and discharge procedures defined in Articles VII, VIII, and IX, herein
Statutory appointees are also not entitled to the appeal procedures described in
U C A 10-3-1105 et seq
(A) Statutory appointees serve at the pleasure of the Mayor and the
Governing Body and may be removed from office at any time, with or without
cause, upon a majonty vote of the Govemmg Body A11 statutory appointees are
subject to removal followmg any mayoral election, should the newly elected
Mayor, with the advice and consent of the Governing Body, elect to appoint a
different person to that position Appointees may continue to serve in their
position until such time as a successor is appointed and qualified
(B) The work performance of statutory appointees shall be reviewed
periodically by the City Manager, who shall confer with each such appomtee with
regard to City policies, procedures, and management objectives The City
Manager may institute merit pay increases from time to time where warranted by
the appointee's work performance-, and budgetary considerations The City
Manager shall also report to the Mayor and the Governing Body and make
recommendations concerning any disciplinary or personnel actions applicable to
statutory appointees
(C) Disciplinary authority over statutory appointees is vested solely in
the action of the Mayor and the Govemmg Body, which may take any disciplinary
action deemed appropnate, including a wntten or oral reprimand, suspension,
demotion, or termination