HomeMy Public PortalAboutResolution 02-95 Amend Personnel PolicyResolution 2-95
A RESOLUTION OF 1'HE CITY COUNCIL OF MCCALL, IDAHO RELATING TO
ADMINISTRATION, AMENDING THE PERSONNEL POLICY MANUAL
WHEREAS:
The Mayor and Council of McCall, Idaho have adopted that certain document called the
Personnel Policy Manual and enacted said manual through the adoption of Resolution 7-94 dated
May 27, 1994.
That events have occurred which necessitate the amendment of the Personnel Policy Manual, to
wit:
The city has entered into a new agreement with its health insurance carrier which
changes the eligibility and benefits provided.
A planned policy regarding Performance Appraisals was not included in the original
manual.
NOW, THEREFORE, BE IT RESOLVED, by the Mayor and City Council of McCall, Idaho that the
Personnel Policy Manual be amended in accordance with Section 5, Resolution 7-94 as follows:
Section 1: Remove Policy 001, dated May 27, 1994, entitled "Table of Contents" and
substitute the attached Policy 001, dated February 9, 1995, similarly titled.
Section 2: Add new Policy 315, dated February 9, 1995, entitled "Performance
Appraisals."
Section 3: Remove Policy 501, dated May 27, 1994, entitled "Eligibility for Benefits" and
substitute the attached policy 504, dated February 9, 1995, similarly titled.
BE IT FURTHER RESOLVED THAT, all supervisors, department heads and other managers
possessing copies of the Personnel Policy Manual be, and the same are hereby directed to add and
substitute the policies described above and to file a copy of this resolution in front of the manual for
reference purposes.
Passed and approved this 23d day of February 1995.
Al LEST:
Mayor
City Clerk
1
Policy 001
February 9, 1995
City of McCall
Personnel Policy Manual
Table of Contents
Chanter 1- General Policy Statements
Policy Title
Effective Date
Policy Number
Personnel Policy Statement of the
Mayor and City Council
May 27, 1994
101
Functions and Purposes of this
Manual
May 27, 1994
102
Staff Responsibilities
May 27, 1994
103
Code of Employer -Employee
Relations
May 27, 1994
104
Employment at Will
May 27, 1994
105
Productive Work Environment
May 27, 1994
106
Drug -Free Workplace Policy
May 27, 1994
107
Chapter 2 - Employee Selection and ,Orientation
Policy Title
Effective Date
Policy Number
Minimum Qualifications
May 27, 1994
201
Equal Employment Opportunity
May 27, 1994
202
Recruitment Policy
May 27, 1994
203
Employee Selection Procedures
May 27, 1994
204
Employee Selection Checklist
May 27, 1994
204A
Veterans Reemployment Policy
May 27, 1994
205
Validation of Selection Procedures
May, 27, 1994
206
Employee Orientation
t May 27, 1994
207
Chapter 3 - Employee Records, Behavior and Grievances
Policy Title
Effective Date
Policy Number
Employer -Employee Relations
May 27, 1994
301
Employee Privacy
Maa27, 1994
302
Personnel Records
May 27, 1994
303
Adverse or Derogatory Information
May 27, 1994
304
Access of Official Personnel Files
May 27, 1994
305
Safety
May 27, 1994
306
Political Activity
May 27, 1994
307
Outside Employment
May 27, 1994
308
Employee Attendance
May 27, 1994
309
Employee Grievances
May 27, 1994
310
Temporary and Part -Time
Employees
May 27, 1994
311
Probationary Period
May 27, 1994
312
Termination of Employment
May 27, 1994
313
Layoff and Recall
May 27, 1994
314
Performance Appraisals
February 9, 1995
315
2
Chapter 4 - Employee Compensation
Policy Title
Effective Date
Policy Number
Salary Administration
May 27, 1994
401
Hours of Work
May 27, 1994
402
Time Records
May 27, 1994
403
Compensation Plan
May 27, 1994
404
Pay Changes
May 27, 1994
405
Exempt Employees
May 27, 1994
406
Pay Practices
May 27, 1994
407
Job Descriptions
May 27, 1994
408
Sample Job Description Form
May 27, 1994
409
Compensation of On -Call Personnel
(Not Yet Enacted)
410
Chapter 5 - Employee Benefits
Policy Title
Effective Date
Policy Number
Eligibility for Benefits
February 9, 1995
501
Public Employee Retirement System
May 27, 1995
502
Social Security and Medicare
May 27, 1995
503
Health and Dental Insurance
February 9, 1995
504
Vacation and Sick Leave
May 1, 1989
505
Holidays
May 27, 1995
506
Family and Medical Leave
May 27, 1995
507
Educational Leave
May 27, 1995
508
Uncompensated Absences
May 27, 1995
509
Worker's Compensation
May 27, 1995
510
Deferred Compensation
May 27, 1995
511
The City of McCall Premium
Payment Plan
May 27, 1995
512
Employee Assistance Program
May 27, 1995
513
Continuation of Health Benefits
May 27, 1994
514
Other Benefits
May 27, 1994
515
Sick Leave Bank
February 9, 1995
516
Chapter 6 - Employee Development
Policy Title
Effective Date
Policy Number
Employee Development
May 27, 1994
601
Training
May 27, 1994
602
Promotions
May 27, 1994
603 ,
Chapter 7 - Employee Discipline
Policy Title
Effective Date
Policy Number
Employee Discipline
May 27, 1994 .
701
Reprimands
May 27, 1994
702
Disciplinary Probation
May 27, 1994
703
Suspensions
May 27, 1994
704
Discharge
May 27, 1994
705
3
Chanter 8 - Reimbursement of Employee Expenses
Policy Title
Effective Date
Policy Number
Reimbursement of Employee
Expenses
May 27, 1994
801
Reimbursement of Travel Expenses
May 27, 1994
802
Reimbursement of Lodging
Expenses
May 27, 1994
803
Reimbursement for Meals
May 27, 1994
804
Policy 315
February 9, 1995
PERFORMANCE APPRAISALS
Policy. It is the policy of the City of McCall to periodically appraise the performance of all employees and to
provide a written statement of the appraisal to the employee.
(1) Performance will be informally appraised by supervisors continuously. Supervisors are
encouraged to keep notes of significant performance matters for use in preparing the formal appraisal.
(2) Formal performance appraisals will be recorded on forms provided by the personnel officer.
(3) As a minimum, formal performance appraisals will be conducted as follows:
(a) Upon completion of initial probationary period.
(b) Annually during the anniversary month of the employee's date of employment.
(c) As a part of any promotion or merit salary increase.
(d) Whenever an employee is placed on disciplinary probation.
(4) Performance appraisals will be completed by the employee's first line supervisor and reviewed by
the next level of supervision. All appraisals will be discussed with the employee and the employee provided a
copy. This discussion will be evidenced by the employee's signature on the appraisal (or if the employee refuses to
sign the supervisor's statement to that effect).
(5) The performance appraisal will include performance objectives and a discussion on whether or
not previously defined objectives have been met.
(6) Supervisors should use notes and other reminders to ensure that the appraisal is for the complete
period since the last appraisal and that disproportionate weight is not given to more recent events.
(7) Major objectives of this policy are to help employees grow in their job, to correct unsatisfactory
behavior and encourage exemplary performance.
Policy 50I
February 9, 1995
Eligibility for Benefits
I
Policy. It is the policy of the City to offer, as a part of full-time, permanent employee compensation certain non -
cash benefits and to clearly prescribe the eligibility requirements for those benefits.
(1) A "benefit" is something that the city purchases, contributes to or makes available to employees
for their own well being. They are generally thought of as non -cash compensation although many convert to cash
as some future time. Benefits may be categorized as obligatory and voluntary.
(a) Obligatory benefits are benefits that the city is required by law to provide or to
contribute to. Examples include social security and Worker's Compensation.
(b) Voluntary benefits are benefits that the city provides to provide a better working
environment and enhance employee well-being. Examples include vacation, sick leave, health and dental
insurance and holiday pay. Voluntary benefits may be amended or terminated at any time.
(2) Eligibility for voluntary benefits:
(a) The individual must be an employee of the city, receiving wages or salary that are
subject to withholding for income tax and social security purposes, and;
(b) The employee must regularly work twenty or more hours per week,. Employees hired
after November 1, 1994 must regularly work at least thirty hours per week to be eligible for health insurance
benefits. Employees working at least twenty but less than thirty hours per week are eligible for all other benefits
described in this chapter if otherwise eligible. and;
(c) The employee must be hired for a duration of at least five months.
(3) Special circumstances:
(a) If an employee works a variable schedule, i.e. more than twenty hours one week and less
than twenty hours another, the employee shall be deemed eligible for all benefits except health insurance if he or
she works twenty or more hours in more than half of the weeks involved. Similarly, if an employee works less
than thirty hours in some weeks and more than thirty in others, the employee shall be deemed eligible for health
insurance if he or she works at least thirty hours per week in more than half of the weeks involved.
(b) If an employee working twenty or more hours per week is hired with the expectation of
working less than five months but whose status changes to work more than five months shall be deemed eligible
for a benefits other than health insurance, when it becomes apparent that the employee will work more than five
months. Such an employee shall also be eligible for health insurance benefits if he or she initially works at least
thirty hours per week.
(c) If an employee working twenty or more hours per week has his or her hours reduced to
less than twenty hours per week, that employee shall cease to be eligible for benefits on the first day of the month
following the reduction in hours. Similarly, if an employee who works more than thirty hours per week has his or
her hours reduced to less than thirty hours per week shall cease to be eligible for health insurance benefits on the
first day of the month following the reduction in hours. Such an employee will remain eligible for other benefits so
long as he or she works at least twenty hours per week. EXCEPTION: An employee hired prior to November 1,
1994 who works more than twenty hours per week and who receives health insurance benefits because he or she
was eligible for health insurance benefits under a prior policy shall continue to receive health insurance benefits
unless his or her hours are reduced to less than twenty hours per week.
2
Policy 501
February 9, 1995
(4) Nothing in this policy shall be construed to alter the contractual arrangement with health
insurance carriers or other parties providing benefits. The Public Employee Retirement System is governed by
Idaho Law and in the event of a contradiction with this policy, the statute shall prevail.