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HomeMy Public PortalAboutAB02-152 attachment MemoCouncilmembers, Listed below are the corrections to the Personnel Policy Manual as discussed with Council. The underlined wording reflects the revised language. Note the final change has two options, based on the e-mails received regarding Council reimbursement. I will ask for a decision on that paragraph at the Council Meeting. Robert Pages 8 and 9 EMPLOYEE RECRUITMENT The City of McCall applies an open and competitive process in the filling of vacancies in order to obtain the best qualified candidate for each position. The City believes in promoting employees or filling vacancies from within but retains the right to recruit from outside the organization. To ensure that all employees are given equal opportunity, notification of vacant positions will be posted on the general bulletin board at City Hall and distributed to all Department Heads for further interdepartmental posting. Positions identified for broader recruitment will be advertised in additional ways under the direction of the Personnel Officer. The Personnel Officer shall maintain an internal written procedure outlining the specific process to follow when filling vacancies. Page 10 EMPLOYEE COMPENSATION AND BENEFITS The City provides a compensation and benefit package to qualified regular full-time and salaried employees. Under some circumstances, it may be possible for other employees to obtain similar benefits from the City with City Council approval, but employees other than regular full-time employees are generally not eligible for such benefits. The compensation and benefits outlined in this Section only apply to regular full-time or salaried employees unless otherwise required by law, provided by written authorization of the City Manager, or specifically stated otherwise in a separate employment agreement which has been approved by the City Council. Pages 17 and 18 To promote wellness, increased productivity, and employee retention, effective October 1, 2003, employees who separate will receive pay for unused sick leave accrued in excess of 500 hours, up to the maximum accrual. For example, an employee hired before May 1, 1989 who retires with 960 hours of accrued sick leave would be paid for 460 hours. (note: we are going with only paying hours in excess of 500. To participate in the PERSI medical premium we would not be able to limit the number of hours subject to use, we would incur a liability equal to 50% of the employees total sick leave balance. This is a significant liability that would not provide the same incentive to stay healthy) Page 19 Disability Leave. The City shall allow any employee who becomes disabled in such a manner that his/her return to work is anticipated, a maximum of 60 working days unpaid leave for purposes of recovering from said disability. The employee must use vacation and/or sick leave to receive pay if such benefits are available in accordance with the Family and Medical leave Act of 1993. Standard Procedures. Each full time employee will be evaluated on an annual basis to assess the performance of that employee in the job being performed for the City. Each evaluation will be given on the basis of the direct supervisor's observations of the employee's performance, the accuracy of the employee's work in addition to the quantity, and additional efforts expended by the employee on behalf of the City. During the evaluation process, the supervisor may consider information supplied by third parties. Each supervisor is authorized to use necessary evaluation tools. Page 24 Be present in the workplace under the influence of prescription drugs, alcohol, or other substances which impair the ability of the employee to perform essential job functions or threaten the safety or well-being of other workers or the public. If an employee is absent from work on account of such condition, even if such condition did not occur during regular working hours, the absence shall be considered unexcused. Page 28 The hearing may be held in a public or confidential session at the sole discretion of the employee. In the event, however, that the employee action is subject to any other proceeding outside the City within any agency or judicial proceeding, the hearing tape and exhibits are deemed part of the record. REINSTATEMENT PREFERENCE: Except as provided in section a. xv, Reduction in Force, employees who leave the City's employment due to a reduction in force shall retain a first right to return in the event of work force rebuilding for one year from the date of their separation. Employees shall retain a preference only for work for which they are fully qualified. Page 30 The City Council will receive reimbursement at the same rates as employees provided the Councilmember is acting at the express direction of the Council. For other travel, Councilmembers will receive reimbursement provided they notify the other members of Council in advance of the travel. OR The City Council will receive reimbursement at the same rates as employees.