HomeMy Public PortalAboutRES-CC-2005-01Resolution 01-2005
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 hiring, promotion, pay, benefits, and discipline; and
WHEREAS, the Manual should be reviewed and revised on a periodic 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 City 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 Governing Body of the City of Moab in open session
this 11t1i day of January, 2005.
CITY OF MOAB
By:
David L. Sakrison
Mayor
Rachel Ellison
City Recorder
Resolution #01-2005
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3.8 Overtime and Compensatory Time Off
Sections (A) and (B) shall remain the same.
(C) Compensatory time: The granting of compensatory time -off in lieu of paying overtime
pay for overtime hours worked will be permitted. Non -overtime compensatory time will only be accrued
when the hours worked were in excess of the employee's 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 times 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 prior to using vacation leave or si vc 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) with the exception of Recreation Department employees who
shall be cashed out annually on April 30. Compensatory time will be cashed out to the employee at the
pay rate at which it was earned. An employee may request 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.
4.3 Sick Leave
Classified employees, statutory appointees, and contractual employees shall accrue sick leave at the rate of
one day for each month of service. Holidays falling on regular working days within such period shall be
credited as a day of service. Sick leave shall accrue to an available maximum of nincty (90) calendar
days-480 hours (12 weeks) except as provided herein.
.. No additional
hours over the maximum shall be accrued or compensated for. Employees who have accumulated in
excess of the maximum prior to the effective date of this provision (01/11/05) shall be paid out at the
beginning of each fiscal year (July 1) for said excess accruals at a rate of 40 hours per calendar year
until the total accrual is reduced to the maximum.
(A) Probationary employees: Sick leave shall accrue, but shall not be available until after six
(6) months of service for probationary employees.
(B) Authorized uses: Sick leave shall be granted to an employee who is absent from duty
because of illness, injury, quarantine for exposure to contagious disease, medical or dental appointments, or
death of an immediate family member. Immediate family includes the employee's parents, step-parents,
children, step -children, siblings, grandparents, and in-laws.
4.4 Administration of Sick Leave
(A) Report requirement: In order to be paid for sick leave, an employee must notify the
department head, or the person designated by the department head to receive such notice, within a
reasonable time prior to the start of the work shift.
(B) Illness or accident: When it is established to the City's satisfaction that an employee is
incapacitated because of sickness or injury to a degree that he or she would not be able to perform his/her
duties safely, sick leave, if accumulated, will be granted, or if the employee does not have any sick leave,
the time will be deducted from other leave balances.
(C) Death in family: When death occurs in the employee's immediate family, sick leave will
be granted. Department heads may approve an employees' use of sick leave to attend funerals.
(D) Emergency sick leave: When an emergency or unusual situation exists which directly
affects the health, safety and welfare of a member of the employee's immediate family, the employee may
Resolution #01-2005 Page 2 of 3
be granted emergency sick leave with the approval of the department head.
(E) Medical certification: Medical certification may be required to substantiate sick leave. In
the event there is a reason to believe that an employee is abusing sick leave, the employee may be required
to furnish, at the City's expense, medical certificates and a written statement of the reasons for any period
of sick leave.
(F) Return to work: If an employee has been absent from duty because of sickness or injuries
for a period of three (3) or more working days, the employee may be required to satisfy the City, with
medical certification, that he/she can perform normal job functions prior to being permitted to return to
work.
(G) A job -related injury is entitled to use all available sick leave prior to receiving worker's
compensation benefits for any period in which the employee is eligible for such benefits. In no instance
shall the employee be entitled to sick leave pay and worker's compensation for the same period of
disability or injury. Where applicable, the City may require that the injured employee assign any worker's
compensation wage replacement benefits (exclusive of payments for medical expenses and the like) to the
City in partial reimbursement for this benefit and to the extent necessary to prevent a double payment.
(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 time 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.
4.5 Abuses of Sick Leave
The City shall have the right to investigate, at its own expense, the causes or circumstances of any absence
or use of sick leave.
4.6 Compensation for Unused Sick Leave
(A) Employees with more than thirty (30) days accumulated sick leave may be paid for
unused sick leave. Paid sick leave will be paid in January for the preceding year, at the current rate of pay.
(B) In no event will an employee be compensated for unused sick leave to an extent which
reduces accumulated sick leave below thirty (30) days.
(C) Sick leave that has been paid will be subtracted from the employee's accumulated sick
leave.
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