HomeMy WebLinkAbout1996-22 Adopting Amended Personnel Rules
RESOLUTION NO. 96-22
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF PARKLAND, FLORIDA ADOPTING THE
AMENDED CITY OF PARKLAND PERSONNEL RULES
AND REGULATIONS
WHEREAS, the City Commission of the City of Parkland, Florida finds and
determines that it is in the best interest of the citizens of the City to adopt the attached
amended City of Parkland Personnel Rules and Regulations, '
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
OF THE CITY OF PARKLAND, FLORIDA AS FOLLOWS:
Section 1.
The City Commission approves the attached amended City of
Parkland Personnel Rules and Regulations.
Section 2.
The attached amended City of Parkland Personnel Rules and
Regulations shall supersede any other personnel rules and regulations which are hereby
repealed.
Section 3.
That this Resolution shall be in full force and effect immediately
upon its passage and adoption.
, PASSED AND ADOPTED THIS 24
DAYOF JUNE
, 1996.
~~
S,_~_ (2~
SUSAN ARMSTRONG, C. .
CITY CLERK
,
. .
RESOLUTION NO. 96-22
CITY OF PARKLAND
PERSONNEL DEPARTMENT
PERSONNEL RULES AND REGULATIONS
June 24, 1996
RULE I
RULE I I
RULE III
RULE IV
RULE V
TABLE OF CONTENTS
Page
GENERAL PROVISIONS
Section 1. Purpose of these rules................ 1
Section 2. Positions covered by these rules...... 1
Section 3. Approval of rules..................... 1
DEFINITIONS
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
,Section 10.
Section 11.
Section 12.
Section 13.
Section 14.
Section 15.
Section 16.
Section 17.
Section 18.
Section 19.
Section 20.
Section 21.
Section 22.
ORGANIZATION
Section 1.
Section 2.
Section 3.
Allocate. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Anniversary Date.....................
Appointment. . . . . . . . . . . . . . . . . . . . . . . . . .
Class. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Continuous Service...................
Demot ion. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Hear ing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Part-Time Position... . . . . . . . . . . . . . . . .
Permanent Position...................
Pos i t ion. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Probationary Employee................
Promotion Date. . . . . . . . . . . . . . . . . . . . . . .
provisional Employee.................
Regular Employee.....................
Resignation. . . . . . . . . . . . . . . . . . . . . . . . . .
Status. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .
Temporary Employee......... ..........
Temporary Position...................
Termination. . . . . . . . . . . . . . . . . . . . . . . . . .
Trans fer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Vacancy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
FOR PERSONNEL ADMINISTRATION
City Commission........ ..............
Ci ty Manager. . . . . . . . . . . . . . . . . . . . . . . . .
Personnel Director..... ..............
EMPLOYEE STATUS
Status of Employees in the City Service. .........
2
2
2
2
2
2
2
2
2
2
2
3
3
3
3
3
3
3
3
3
3
3
4
4
4
6
THE CLASSIFICATION PLAN
Section 1. The Purpose............ ........... ... 7
Section 2. Composition of the Classification Plan 7
Section 3. Class Title......... ......... ..... ... 7
Section 4. Class Specifications... ... ........... 8
Section 5. Maintenance of the Classification Plan. 8
I
",
RULE VI
THE PAY PLAN
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
RULE VII APPLICATIONS
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
RULE VIII EXAMINATIONS
Section 1.
Section 2.
Section 3.
RULE IX APPOINTMENTS
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
Section 10.
Section 11.
TABLE OF CONTENTS
Page
Purpose. . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 10
Composi tion. . . . . . . . . . . . . . . . . . . . . . . . . . 10
Application. . . . . . . . . . . . . . . . . . . . . . . . . . 10
Meri t Increases... . . . . . . . . . . . . . . . . . . . 10
Revision of Pay Plan.................. 10
Announcement of Recruitment.......... 11
Filing of Application................ 11
Residence. . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Minimum Qualifications............... 11
Rejection of Application............. 11
Notice of Rejection of Application... 12
Postponement of Cancellation of a
Recrui tment. . . . . . . . . . . . . . . . . . . . . 12
Veteran's Preference................. 12
Retention of Applications............ 12
Recruitment by Examination........... 13
Promotional Examinations............. 13
Notification of Recruitment Results.. 13
Procedure for Filling Vacancies. . . . . . 14
Employment of Relatives.............. 14
Provisional Appointment. . . . . . . . ..' . . . . 14
TemporaryAppointment................ 15
Part-Time Appointment................ 15
Job Reallocation. . . . . . . .. . . . . . . . . . . . . . 15
Emergency Appointment................ 16
Trans f er . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Demotion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Initial Probationary Period........... 16
Medical Examinations................. 17
II
RULE X
RULE XI
RULE XII
TABLE OF CONTENTS
Page
GENERAL PERSONNEL POLICIES & PROVISIONS
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
Section 10.
Section 11.
Section 12.
Section 13.
Section 14.
Hours of Work. . . . . . . . . . . . . . . . . . . . . . . . 18
Legal Holidays. . . . . . . . . . . . . . . . . . . . . . . 18
Personal Day. . . . . . . . . . . . . . . . . . . . . . . . . 18
Vacation Leave. . . . . . . . . . . . . . . . . . . . . . . 19
Sick Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Disability. . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Drug Testing. . . . . . . . . . . . . . . . . . . . . . . . . 21
Worker's Compensation................ 22
Civic Duty. . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Bereavement. . . . . . . . . . . . . . . . . . . . . . . . . . 22
Leave without Pay.................... 22
Prohibitions......................... 23
Employee Performance Rating.... ...... 24
Educational Reimbursement............ 25
CONFLICT/RESOLUTION PROCEDURES
S'ection 1.
Section 2.
Section 3.
Section 4.
SEPARATION AND
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Def ini tion. . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Purpose. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Informal Procedure................... 27
Formal Procedure. . . . . . . . . . . . . . . . . . . . . 27
DISCIPLINARY ACTION
Resignation. . . . . . . . . . . . . . . . . . . . . . . . . .
Layof f . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Types of Disciplinary Action.........
Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .
Demotion for Inability to Perform
Essential Functions of position.....
Dismissal. . . . . . . . . . . . . . . . . . . . . . . . . . . .
30
30
30
33
34
35
RULE XIII EQUAL OPPORTUNITY AND NONDISCRIMINATION
Section 1. Equal Opportunity Policy............. 37
Section 2. Sexual Harassment.................... 37
Section 3. Whistle Blower Policy................ 37
RULE XIV AMENDMENT OF PERSONNEL RULES
38
RULE XV
SAVING CLAUSE
39
III
RULE I - GENERAL PROVISIONS
Section 1. Purpose of these rules:
These rules set forth the principles and procedures that are to be
followed by the City in its personnel program to the end that the
City and its employees may have assurances that personnel will be
dealt with on an equitable basis, and that the citizens of Parkland
may derive the benefits and advantages which can be expected to
result from a competent staff of City employees.
Section 2. Positions covered by these rules:
These Rules shall apply to all positions and offices in the City
service excepting those of elected officials, civic volunteers,
persons appointed to fill vacancies in elected offices, designated
contractual employees, and appointed officials, and designated
management positions as specified by the City Commission and/or the
City Manager.
Section 3. Approval of rules:
These Rules shall be in force and effect when approved by the City
Commission and shall have the force and effect of law insofar as
they apply to positions covered by said Rules.
-1-
Section 1.
Section 2.
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
Section 10.
Section 11.
RULE II - DEFINITIONS
Allocate - The assignment of a position to its
proper class.
Anniversary date - The date an employee is hired
which will be used to determine an employee I s
eligibility for a pay increase and accrual of
leave.
Appointment - The act of appointing a person to a
position.
Class - A group of positions having similar
and qualifications which carry the same
range.
duties
salary
Continuous Service Employment which is
uninterrupted except for authorized paid leave.
Demotion An action which results in the
assignment of an employee to a lower class and pay
rate.
Hearing A public hearing held after public
notice, at which any concerned person may have an
opportunity to be heard.
Part-Time Position - Any position filled on a
temporary or permanent basis working less than the
customary or standard time.
Permanent position - Any position vacant or filled
which is designated as such by the adopted budget.
Position - A group of duties assigned to one person
or job.
Probationary employee - An employee who is serving
a trial period prior to being regularly appointed
to a permanent position and class in the City
service.
-2-
Section 12.
Section 13.
Section 14.
Section 15.
Section 16.
Section 17.
Section 18.
Section 19.
Section 20.
Section 21.
Section 22.
Promotion Date - The date an employee is appointed
to a higher level position which date then becomes
the new date for performance evaluations.
Provisional
posi tion in
pending the
position.
employee An employee filling a
the City service without competition
recruitment of eligibles to fill the
Regular employee An employee who has been
appointed to a permanent position in the City
service in accordance with the provisions of these
rules after completing a probationary period.
Resignation
employment.
Voluntary separation from City
Status - A condition acquired by an employee g1v1ng
rights, in the manner the rules set forth, to a
class.
Suspension - A penalty of leave with or without pay
for disciplinary and administrative purposes.
Temporary employee - An employee holding a position
other than permanent, except as provided in the
rules, but not limited to a seasonal, casual or an
emergency nature.
Temporary position - All positions that are not
designated permanent.
Termination - Separation from City employment as a
resul t of dismissal, resignation, retirement or
other sufficient reason.
Transfer - The change of an employee from one
position to another in the same or similar class
from one department to another.
Vacancy - A position existing or newly created,
which is not occupied, and for which funds are
available.
-3-
Section 1.
Section 2.
Section 3.
RULE III - ORGANIZATION FOR PERSONNEL ADMINISTRATION
The City Commission - The City Commission shall:
A. Approve the Personnel Rules and Regulations
and any amendments or revisions;
B. Approve the pay plan and all amendments;
C. Make and confirm appointments to and remove
from positions specified by the City Charter.
The City Manager - The City Manager shall:
A. Be responsible to the City Commission for
administration of the personnel system subject
to these Rules;
B. Be responsible for the preparation of proposed
amendments to the City's Personnel Rules and
Regulations in cooperation with the Personnel
Director;
C. Be responsible for the preparation of proposed
amendments to the classification plan and the
pay plan, in cooperation with the Personnel
Director;
D. Appoint or remove all subordinate officers and
employees subject to the provisions of these
rules excepting those which are appointed and
removed by the City Commission;
E. Perform such other duties and have and
exercise such other powers in personnel
administration as may be prescribed by the
City Charter, the Law and these Rules.
The Personnel Director - The Personnel Director
shall be responsible to the City Manager and shall:
A. Administer the provisions of these Rules;
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B.
Develop and
examination
obtain an
applicants
service;
administer such recruitment and
programs as may be necessary to
adequate supply of competent
to meet the needs of the City
C. Prepare and recommend a classification plan
and amendments to the classification plan so
that it will reflect on a current basis the
duties being performed by each employee in the
City service and class to which each position
is allocated;
D. Administer the pay plan including the
periodical review of salary and wage levels in
the area to the extent that such levels affect
City employment.
E. Provide for the establishment and maintenance
of a roster of all employees in the City
service;
F. Provide such forms and procedures as
necessary, appropriate, or desirable to carry
out the personnel program;
G. Establish and maintain the official employee
records files;
H. Perform such other activities with reference
to personnel administration not inconsistent
with the City Charter or these Rules, as may
be deemed necessary or desirable to enforce
the provisions of these rules, as the City
Manager may direct, or as may be required by
ordinance;
I. Prepare and recommend such rules or amendments
to the Rules as may be necessary or advisable
to carry out the intent and purposes of the
City personnel program.
-5-
RULE IV - EMPLOYEE STATUS
Status of employees in the City service:
All persons, excepting part time or hourly rate employees, holding
positions in the City service, and whose positions normally involve
continuous year round full time service shall be considered to be
regular employees and, as such, entitled to the rights, benefits
and privileges extended to such employees by the City
Charter and these Rules.
All persons holding positions in the City service which do not
involve continuous year round full-time service or who are
compensated on an hourly basis shall be considered as temporary
employees.
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RULE V - THE CLASSIFICATION PLAN
Section 1.
The purpose:
The classification plan provides a complete inventory of all
positions in the City service and accurate descriptions and
specifications for each class of employment. The plan standardizes
titles, each of which is indicative of a definite range of duties
and responsibilities and has the same meaning throughout the City
service.
Section 2.
Composition of the classification plan:
The classification plan consists of:
A. Classes of positions which are established by
grouping positions which are basically similar in
the kind of work and level of difficulty and
responsibility, which require similar experience
and training at time of recruitment, and which may
be compensated fairly from within the same range of
pay under similar working conditions.
B. Class titles which are descriptive of the work
performed and which identify each class.
C. Written class specifications for each class of
positions which contain a description of the nature
of the work and of the relative responsibility of
the positions in the class, essential job functions
of the position, and the required experience and
training for recruitment into the class.
Section 3. Class title:
Class titles shall be used in all personnel, accounting, budget,
appropriation and financial records. No person shall be appointed
to, or employed in, a position in the City service under a title
not included in the classification plan. Titles used in the course
of departmental routine to indicate authority, status in the
organization, or administrative rank may continue to be used for
such purposes.
-7-
Section 4. Class specifications:
Specifications are to be interpreted in their entirety and in
relation to others in the classification plan. Particular phrases
or examples are not to be isolated and treated as a whole
definition of the class. Specifications are deemed to be
descriptive and explanatory of the kind of work performed and not
necessarily inclusive of all duties performed.
Section 5. Maintenance of the classification plan:
The Personnel Director is charged with the responsibility for the
proper and continuous maintenance of the classification plan so
that it will reflect on a current basis, the duties being performed
by each employee in the City service and the class to which each
position is allocated.
The Personnel Director when requested by a department head shall
review the classification of a position(s) and upon the basis of
his/her investigation shall recommend to the City Manager
appropriate and necessary amendments to the classification plan in
the form of new classes, revisions of existing classes and the
abolition of classes no longer required in the plan. Such
review(s) shall be made on a timely basis for inclusion in the
budgetary process for implementation in the next fiscal year which
begins on October 1.
Allocation and reallocations within the approved classification
plan shall be made as follows:
A. The Personnel Director shall study the duties and
responsibilities of each new position as it is
created and on the basis of this study, place the
position in the appropriate class within the
classification plan for the duties to be performed.
B. Changes in the duties and responsibilities of a
position involving either the addition of new
assignments or the taking away or modification of
existing assignments shall be reported to the
Personnel Director by department heads. If these
are determined to be permanent, are more than minor
changes, and justify a reallocation to a different
-8-
classification, the Personnel Director shall, after
affording to the employees affected the opportunity
to be heard and with the consent of the City
Manager place such position in its appropriate
class.
The establishment of any new position(s) or the reallocation of any
position(s) will coincide with the preparation of the City budget
and held until the budget process begins unless the City Manager,
in his sole discretion, determines that circumstances warrant
action at some other time.
-9-
RULE VI - THE PAY PLAN
Section 1.
Purpose:
The pay plan is designed to provide a fair and equitable method of
payment of employees in the City service.
Section 2.
Composition:
The pay plan shall consist
consisting of the minimum and
the City Commission.
of a schedule of salary ranges
maximum rates of pay as adopted by
Section 3.
Application:
All individuals in City service positions shall be employed and
paid in accordance with the rates and policies established by the
pay plan for their job class.
Section 4.
Merit Increases:
Pay ranges are established to provide employees with an incentive
and to recognize individual differences in employee performance.
Increases within the pay range are not automatic but must be based
upon an employee performance evaluation.
An employee whose performance is less than satisfactory shall not
receive a pay increase.
Section 5.
Revision of Pay Plan:
The Personnel Director, when he/she deems it necessary or when
requested by the City Manager, shall cause the pay plan to be
examined for the purpose of revision. The City Manager will
present the final recommended pay plan revisions to the City
Commission for approval.
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RULE VII - APPLICATIONS
Section 1.
Announcement of recruitment:
Public notice of recruitment shall be published in the daily
newspaper and in such other places and by such other means the
Personnel Director may deem advisable.
Section 2.
Filing of application:
An applicant for a position in the City service must file a written
application on the form prescribed by the Personnel Director or
request such application within the time limit fixed in the
recruitment announcement. No individual shall be denied the right
to file an application for employment in the City service.
Section 3.
Residence:
There shall be no requirement of residence for filing an
application for, or for being appointed to any position in the City
(Florida Statute 112.021).
Section 4.
Minimum qualifications:
The Personnel Director and department heads shall prescribe
specific requirements, physical or otherwise, as in their judgment
are required by the nature of the work to be performed. Such
requirements shall be shown in the recruitment announcement.
Section 5.
Rejection of application:
The Personnel Director shall reject any application or applicant if
it is determined that:
A.
The application was
period specified
announcement or was
prescribed form.
not filed within the
in the recrui tment
not filed on the
B. The applicant lacks any of the required
qualifications of the position.
C. The applicant has made a false statement of a
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material fact, or practiced any fraud or
deception in the application, test or attempt
to secure appointment.
D. The applicant has a work record of previous
employment inconsistent with the standards
expected of a city employee.
Section 6.
Notice of rejection of application:
Whenever an application or applicant is rejected notice of such
rejection and the reasons for the action shall be given to the
applicant by the Personnel Director.
Section 7.
Postponement or Cancellation of a Recruitment:
Any recruitment may be postponed or canceled at the direction of
the Personnel Director. Each applicant shall be notified of the
postponement or cancellation of a recruitment and the reason(s) for
the action.
Section 8.
Veterans' preference:
The rights of veterans, as specified in Florida Statutes-Chapter
295, including any future amendments to such Laws, shall apply to
the City. The term "veteran" as used in this section is defined in
Florida Statute-Chapter 1.01(15) and is adopted by this reference.
Each person seeking to qualify for a veteran's preference shall
present such documentary proof to the Personnel Department as may
be necessary to establish the preference to which he/she may be
entitled. Such proof must be presented at the time of making
formal application of such position.
Section 9.
Retention of Applications:
Completed employment applications, whether accepted or rejected for
consideration for employment, shall remain on file pursuant to
State public record retention schedules and shall not be returned
to the applicant.
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RULE VIII - EXAMINATIONS
Section 1.
Recruitment by examination:
All appointments in the City service shall be made according to
merit and fitness. Merit and fitness shall be ascertained by
examinations which shall be prepared by or under the direction of
the Personnel Director. All examinations shall be impartial and
shall relate to those matters which will test fairly the capacity
and fitness of the applicants to efficiently discharge the
essential functions of the position to be filled.
Examinations may be written or oral, as well as physical tests,
performance tests, rating of training or experience, assessment
exercises, or any combination of the foregoing. They may take into
consideration such factors as education, experience, aptitude,
knowledge, character, physical fitness or any other qualifications
or attributes which, in the judgement of the Personnel Director,
enter into a determination of the relative fitness of applicants.
Section 2.
Promotional examinations:
Vacant positions in the City service shall be filled by the
promotion of regular or probationary employees in the service
whenever, in the judgment of the City Manager and the Personnel
Director, it is in the best interest of the City to do so.
Promotional examinations shall be open to all eligible City
employees who meet the established minimum qualifications for the
job classification.
Section 3.
Notification of recruitment results:
Each person who files an employment application with the City shall
be notified in writing as to whether or not they were selected for
the vacant position.
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RULE IX - APPOINTMENTS
Section 1.
Procedure for filling vacancies:
All vacancies in the City service shall be filled by original
appointment, promotional appointment, provisional appointment,
temporary appointment, part-time appointment, emergency
appointment, transfer or demotion. Whenever the City Manager
approves the filling of a vacant position, the department head
shall make requisition upon the Personnel Director for eligibles
for appointment to the class of position for which the vacancy
exists. Such requisition shall be upon the form provided by the
Personnel Director. The department head will request approval from
the City Manager to hire the applicant he/she has selected.
Section 2.
Employment of Relatives:
City public officials, as defined by State Law, may not appoint,
employ, promote or advance, or advocate for appointment,
employment, promotion or advancement, in or to a position in the
City in which he/she is serving or over which he/she exercises
jurisdiction or control any individual who is a relative of the
official.
For the purposes of these rules, the relatives of a public official
shall be defined as father, mother, son, daughter, brother, sister,
uncle, aunt, first cousin, nephew, niece, husband, wife,
grandparent, grandchild, father-in-law, mother-in-law, brother-in-
law, sister-in-law, stepfather, stepmother, stepchild, stepbrother,
step sister, half brother, half sister or other members of the
public official's household.
Section 3.
Provisional appointment:
Whenever there are urgent reasons for filling a regular position in
a class for which the required number of eligibles are not
available, the City Manager may authorize the Personnel Director
fill the vacancy by a provisional appointment.
In such case, preference for provisional appointment shall be given
to persons in the City service whom the Personnel Director finds to
be qualified and then to persons who have applied for appointment
as regular employees and whom the Personnel Director believes to be
qualified.
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Section 4.
Temporary appointment:
Temporary appointments may be made of persons whose employment is
expected to be of a seasonal nature or whose services are required
for a special job or project and when it is expected that the
services of such employee will be no longer necessary at the close
of season or upon completion of such special job or project for
which they have been appointed. Temporary appointments may also
be made to fill vacancies resulting from regular employees on
authorized leave of absence.
Section 5.
Part-Time appointment:
Appointments may be made to part-time positions where the work load
does not warrant a full-time employee.
Section 6.
Job reallocation:
Job reallocations will only be done prior to the start of the
budget process and will be implemented at the start of the next
fiscal year.
If, as a result of the study of a permanent position, during the
budget process, it is determined the position shall be reallocated
to a class with a higher salary range, and the incumbent employee
fully meets the requirements of the class including any required
licenses, certifications, or performance skills and abilities, the
incumbent employee may be permanently appointed to the reallocated
position at the beginning of the new fiscal year and shall be
subject to successful completion of a probationary period. (See
Rule 5, Section 5)
When a position occupied by a regular employee is reallocated to a
class in the same salary range and with substantially the same
qualification requirements, the Personnel Director may grant the
incumbent employee status in the new class.
When a position is reallocated to a class in a lower pay range, the
employee shall be permitted to continue at his/her present rate of
pay in the new pay range but shall not be entitled to a pay
increase until his/her new pay range is increased above the
employee's present salary'due to pay plan salary adjustments.
-15-
Section 7.
Emergency appointment:
Emergency appointments may be made by the City Manager in case of
a natural disaster, riot, or other emergency which threatens life,
property or the general welfare of the City. Such appointments
shall continue only during the period of such emergency.
Section 8.
Transfer:
A position may be filled by transferring an employee from another
position of the same class or similar class with essentially the
same basic qualification.
Section 9.
Demotion:
A position may be filled by the demotion of a regular employee in
accordance with the procedure for demotion as outlined in Section
5 of Rule XI.
Section 10.
Initial Probationary period:
The initial probationary period shall be regarded as an integral
part of the examination and training process and shall be utilized
for closely observing the employee's work, for securing the most
effective adjustment of the new employee to his/her position, and
for rej ecting an employee whose performance does not meet the
required work standards. Probationary employees have no property
right in their position and serve at the pleasure of the City
Manager.
All appointments, including promotional, shall be probationary and
subject to an initial probationary period of six months from date
of appointment, except Public Safety Officers who will serve a
twelve month initial probationary period. The department head
shall make such periodic reports during an employee's initial
probationary period as required. The Personnel Director shall
notify the department head at least twenty (20) working days prior
to completion of the initial probationary period that he/she must
make a determination as to whether the services of the employee
have been satisfactory and whether he/she will continue the
employee in the position. Such notice shall be on the prescribed
form and a copy shall be given to the employee.
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The City Manager may remove a probationary employee without cause
at any time during the initial probationary period, provided that
he/she shall notify the employee and the Personnel Director. This
shall be at the sole discretion of the City Manager and shall not
be subject to any appeal procedure provided herein.
Upon the written request of the department director, and the
approval of the Personnel Director, the duration of the
probationary period may be extended. Such an extension request
must be discussed with the affected employee and submitted prior to
the expiration of the probationary period.
Section 11.
Medical examinations:
Applicants for positions in the City service may be required to
undergo examinations to determine physical and mental fitness to
perform the essential functions of the position to which an
appointment is to be made. Applicants and eligibles determined to
be physically or mentally fit for service shall be considered for
appointment.
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RULE X - GENERAL PERSONNEL POLICIES & PROVISIONS
Section 1.
Hours of work:
The City Manager shall establish hours of work which shall be
determined in accordance with the needs of the service, and which
shall take into account the reasonable needs of the public who may
be required to do business with various City departments. Public
necessity of an occasional nature may require reasonable overtime
on the part of City employees. Employees who work over stipulated
hours whenever necessity demands additional service of an
occasional nature shall be compensated at the overtime rate or
given compensatory time off in accordance with and subject to the
provisions of the Fair Labor Standards Act (FLSA).
Section 2.
Legal holidays:
Legal holidays to be observed by City employees, unless such
employees are otherwise required to be on regular duty, are
identified as follows:
New Year.s Day (January 1)
Presidents. Day (Third Monday in February)
Memorial Day (Last Monday in May)
Independence Day (July 4)
Labor Day (First Monday in September)
columbus Day (Second Monday in October)
Veterans' Day (November 11)
Thanksgiving Day (Fourth Thursday in November)
Day following Thanksgiving
Christmas Day (December 25)
Personal Day
If a fixed-date holiday falls on a Saturday, the preceding Friday
shall be observed as the holiday recognized by the City. If a
fixed-date holiday falls on a Sunday, the following Monday shall be
observed as the recognized holiday.
Section 3.
Personal Day:
City employees have been granted a floating holiday which shall be
accrued after thirty (30) days of employment. The personal day
must be taken in the year accrued and not carried forward into the
next year. City Manager approval is required prior to use of this
day.
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Section 4.
Vacation leave:
Vacation leave shall be granted to regularly employed full-time
employees and shall accrue at the following rate after each month
of continuous service:
o - 1 Year
1+- 4 Years
4+- Years
6 hours per month
8 hours per month
10 hours per month
Each employee shall, on the anniversary date of his/her employment,
be credited with one additional day of vacation leave for each full
year of continuous service over five (5) years, provided that such
additional vacation leave for any employee shall not exceed five
(5) days.
Vacation leave may not be taken prior to being earned. Approval to
take vacation leave will be granted by the department head who
shall schedule vacations so as to meet the operating requirements
of the department; provided, that vacation leave shall not be
granted to employees with less than six (6) months of continuous
service. Vacation leave may be accrued to a maximum of leave
earned in two anniversary years.
Members of the Public Safety Department and such other employees
required to be on regular duty on legal holidays and who receive no
additional compensation for holiday work shall be credited with
additional vacation leave equal to the number of legal holidays
listed in the rules and such other days as may be designated by the
City Commission. These additional vacation days will be credited
in the month the holiday occurs.
Regular employees and part-time employees who have completed one or
more years of service shall upon leaving the City's service in good
standing, be compensated for vacation leave accrued to the date of
separation at their current hourly rate of pay. Probationary
employees who are terminated prior to becoming regular employees
are entitled to be paid for accrued vacation leave.
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Section 5.
Sick leave:
Sick leave with pay shall be granted to regularly employed full-
time employees to provide continued income during employee illness
and will accrue upon completion of each month of continuous
service. Sick leave shall not be considered as a right which an
employee may use at his/her discretion, but rather as a privilege
which shall be allowed only in case of personal illness or
disability, legal quarantine or because of exposure to a contagious
disease.
Sick leave shall accrue to a regular employee at the rate of one (1)
day per month of completed service. Sick leave shall not be
granted in advance of actually being earned. Sick leave pay will
normally be paid at the same rate as a regular workday pay, except
in those instances where other City benefits, excluding social
security, may supplement.
In order to be granted sick leave with pay, an employee must meet
the following conditions:
A. Notify his/her immediate supervisor not later than
two (2) hours after the beginning of the scheduled
workday of the reason for such absence, or within a
lesser time frame if required by the department
head.
B. Permit such medical examination, nursing visit or
inquiry which the City deems appropriate.
C. File a written request for such sick leave on the
form and in the manner prescribed, and submit,
where reasonable and if requested by the department
head, a medical certificate signed by a physician
stating the kind and nature of the sickness or
injury, that the employee has been incapacitated
for work for the period of absence and that he/she
is again physically able to perform his/her duties.
Claiming sick leave when physically fit may be cause for
disciplinary action.
An employee may accumulate a maximum of 520 hours of sick leave.
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Section 6.
Disability:
The Personnel Director may have an employee examined by a physician
designated by the City to determine fitness for duty. When a
physical or mental condition exists which impairs the effectiveness
of an employee to perform his/her job and/or poses a direct threat
to the safety of the employee or others, the following actions
shall be taken.
B.
C.
Section 7.
A.
If the condition is of a temporary nature or
otherwise not covered by the Americans with
Disabilities Act (ADA), the City Manager may
authorize a specified period of time off or a
modified schedule in order to enable the employee
to overcome the condition. Approval of such time
off will be based, in part, on operational needs of
the department. Such time off is to be charged to
sick leave, or if no sick leave has been accrued,
to annual leave or to leave without pay.
If the condition is sufficient to meet the criteria
for a disability defined by the ADA, and the
employee remains otherwise qualified, the City will
endeavor, with the employee's cooperation to
reasonably accommodate the employee consistent with
the requirements of the ADA.
If after reasonable accommodation, the employee
cannot perform essential functions of the job, or
will not cooperate by taking available steps to
correct or modify the job-related impact of the
disability, the department director shall take
steps to separate the employee from the City
service.
Drug Testing
Physical examinations will consist of a series of drug tests in
order to ensure a workplace free of illegal drugs. An employee may
be sent for a drug test at any time if the use of illegal drugs,
alcohol or other substance on the job is suspected or to insure an
employee formerly engaged in the unlawful use of drugs has not
returned to this activity.
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Section 8.
Workers' Compensation
All City employees who suffer a job related injury or illness are
covered by the Workers' Compensation Act. Employees determined to
be compensable under the provisions of the Act shall be entitled to
full pay less any benefit received under the Act. The employee
must follow the City's procedures regarding injury/illness
reporting. If an employee is found to be at fault or failed to
follow safety procedures, benefits may be reduced accordingly.
An employee absent from work will be checked by the City's medical
representative periodically and the case will be reviewed by the
department head, Personnel Director and City Manag~r. Once
released from a physicians care, the employee is expected to report
back to work. If at the end of one year, the employee is unable to
return to work he/she will be placed on pension, if eligible, or
terminated.
Section 9.
Civic Duty:
Leave with pay may be authorized in order that regular employees
may serve required jury duty, provided that such leave is reported
in advance to the department head and the Personnel Director. Such
employee shall be entitled to pay in a total amount equal to the
employee's regular, full pay, less that amount received by the
employee for his/her jury service.
Pay will be authorized for any employee who is required to appear
as a witness, as a result of his/her employment with the City, in
any administrative hearing, court hearing, trial, or deposition in
connection therewith. Such employee shall be entitled to pay in a
total amount equal to the employee's regular, full pay, less that
amount received by the employee as his/her witness fee.
Section 10.
Bereavement
Leave with pay not to exceed five working days may also be
authorized in case of death within the immediate family.
Section 11.
Leave without pay:
An employee may be granted leave of absence without pay for a good
and sufficient reason which is considered in the best interest of
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the City and employee. During a leave without pay, an employee
will not accrue seniority, sick leave, personal leave, or vacation
leave. All employees on leave of absence are subject to applicable
provisions of these rules.
Section 12.
Prohibitions:
A. No individual shall be appointed or promoted
to, or demoted or dismissed from any position
in the City service, or in any way
discriminated against with respect to
employment in the City service based solely
upon ones political or religious
opinions/beliefs, affiliations, national
origin, race, disability, sex, marital status,
or age.
B. No individual shall seek or attempt to use any
political endorsement with any appointment to
a position in the City service.
C. No indi vidual shall use or promise to use,
directly or indirectly any official authority
or influence, whether possessed or
anticipated, to secure or attempt to secure
for any person an appointment to a position in
the City service, or an increase in or other
advantage in employment in any such position,
for the purpose of influencing the vote or
political action of any person, or for any
consideration.
D. No employee of the City of Parkland shall take
an active part in any political campaign or
other political activity during his/her
regular work hours nor shall they use or
permi t the use of City equipment for such
activity.
E. No individual elected to public office in the
City of Parkland shall, during the period of
time he/she holds such office, continue as a
City employee.
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F. No individual shall make any false statement,
certificate, mark, rating or report with
regard to any test, certification or
appointment made under any provision of the
Charter and these Rules, or in any manner
commit or attempt to commit any fraud
preventing the impartial execution of the
provision of the Charter and these Rules.
G. No individual shall, directly or indirectly,
give, render, pay, offer, solicit or accept
money, service or other valuable consideration
for or on account of any appointment, proposed
appointment, promotion or proposed promotion
to, or any advantage in, a position in the
City service.
H. No individual, examiner, or other individual
shall defeat, deceive, or obstruct any
individual in his/her right to examination,
eligibility, certification or appointment
under the Charter and these Rules, or furnish
to any individual any confidential information
for the purpose of affecting the rights or
prospects of any individual with respect to
employment in the City service.
I. Any individual or employee who violates any of
the provisions of this section shall be
subject to appropriate disciplinary action.
Section 13.
Employee performance rating:
Employee performance rating reports relative to the conduct,
capacity and performance of all regular employees shall be made by
department heads at least once each year on the form and in the
manner prescribed by the Personnel Director. Such ratings may be
considered in determining within-range salary increases or
decreases, as a factor in promotions, and as a factor in any other
personnel transactions where it is not contrary to the City Charter
or these Rules.
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Section 14.
Educational Reimbursement
A. The City of Parkland will, upon approval of
the appropriate department head, the City
Personnel Director, and the City Manager pay
the tuition of regular employees for eligible
educational, vocational, technical or adult
training programs. An eligible program is one
that is judged to be directly related to the
employee's current position or to a related
higher position, and which will improve
present job performance or prepare an
employee for promotio~. Prior written approval
must be obtained before any class work is
undertaken.
B. Any regular employee who is approved for
attendance in any eligible educational,
vocational, technical or adult training
program must pay tuition costs directly to,
and be accepted for enrollment. No course
work shall be performed during working hours
unless the employee's department head approves
use of authorized leave with pay for this
purpose.
C. Upon completion of the educational program, an
official grade report, or certificate of
completion and a receipt for the books
purchased for the program are to be submitted
to the Finance Department in order to receive
reimbursement.
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D. If an employee resigns or is terminated from
employment within one year following the
completion of any eligible educational,
vocational, technical or adult training
program for which the employee received a
refund, then the amount of tuition refund
shall be immediately repaid by the employee to
the City.
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RULE XI - CONFLICT/RESOLUTION PROCEDURES
Section 1.
Definition
A conflict is a disagreement or disharmony between points of view
or opinions pertaining to employment conditions, to relationships
between an employee and his/her supervisor or to relationships with
other employees. This does not include termination of employment.
Section 2.
Purpose
The primary purpose of the conflict/resolution procedure is to
determine what is right rather than who is right. Free discussion
between employees and supervisors will lead to a better
understanding by both of practices, policies and procedures which
affect employees. This will serve to identify and help eliminate
conditions which cause misunderstandings and conflicts. This
procedure has been put in place in order to assure employees that
their problems and conflicts will be considered fairly, timely and
without reprisal.
Section 3.
Informal Procedure
Employees should first discuss any problem or conflict with their
immediate supervisor. It is not necessary or advisable that the
grievance be in writing to the supervisor.
Presentation of Employee Conflicts:
Whether or not the employee takes his/her problem first to the
Personnel Director, the following procedures will be adopted for
the presentation of all conflicts not resolved by the Personnel
Director.
Section 4.
Formal Procedure
A. The employee shall first take his/her
complaint in writing to his/her immediate
supervisor who shall try to resolve the
problem or complaint and advise the employee
of a proposed solution within five (5) working
days after the meeting.
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Supervisors are encouraged to consult wi th
their department head, the Personnel Director,
or any other individual who may be qualified
to offer assistance or information which will
aid the supervisor in reaching a mutually
equitable solution.
B. If the conflict is not resolved by the
immediate supervisor to the satisfaction of
the employee, or if a decision is not made by
him/her wi thin five (5) working days, the
nature of the complaint and the desired
solution may be submitted in writing by the
employee to the next level of supervision (a
copy to the Personnel Director) or the
Personnel Director if the employee's immediate
supervisor is his/her department head. This
request must be filed by the employee not
later than five (5) working days after receipt
of the supervisor's' s decision or ten (10)
working days after the original conflict was
first taken to the supervisor, whichever
occurs first.
The Personnel Director shall review the
complaint and wi thin five (5) working days,
notify the employee and his/her department
head whether the complaint is subject to
established Administrative Regulations or
these Rules.
The department head shall than have the
responsibility to attempt to settle the
complaint and shall inform the employee, in
writing, of his/her decision within five (5)
working days. If the department head is the
immediate supervisor, the employee would then
proceed to step C.
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C. Appeal to the City Manager: If the resolution
of the conflict by the department head is not
satisfactory to the employee or if a decision
is not made within five (5) working days, the
employee may, in writing, request his/her
department head to refer his/her complaint to
the City Manager. All such requests will be
forwarded to the City Manager by the
department head without delay.
The City Manager, upon being notified by the
department head of an appeal may affirm, deny,
or modify the decision of the department head.
In the event the department head has not
reached a decision within the allotted time
frame, the City Manager will make the
decision.
The decision of the City Manager shall be
final and the employee shall have no further
right of administrative appeal.
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RULE XII - SEPARATION AND DISCIPLINARY ACTION
Section 1.
Resignation:
Any employee wishing to leave the City service in good standing
shall file with his/her department head, at least two weeks before
leaving, a written resignation stating the date the resignation
shall become effective and the reason for leaving. The resignation
of a department head shall be submitted to the City Manager. The
Ci ty Manager and department head shall forward all notices of
resignation to the Personnel Director immediately upon receipt.
Section 2.
Layoff:
An employee may be laid off when management deems such action is
made necessary as a result of financial constraints or the
elimination of the position being held by the employee to be laid
off, however, no regular employee shall be laid off while there are
temporary, provisional or probationary employees serving in a
position in the same class who are fulfilling the same function and
have the same responsibilities for which the regular employee is
eligible and available. When a position is being eliminated and
there are other identical positions remaining, the employee with
the least seniority shall be laid off.
Whenever the layoff of one or more employees shall become
necessary, the City Manager shall notify the Personnel Director in
advance of the intended actions and reasons therefor. The
Personnel Director shall furnish to the City Manager the names of
the employees to be laid off in the order in which such layoff
shall be effected.
Section 3.
Types of Disciplinary Action
A. Verbal Warning - An interview is conducted in
private between the employee and his/her
supervisor in which the employee's failure to
perform or behave in compliance with work
rules or regulations is discussed and
suggestions for improvements are made.
-30-
B. Written Warning - An internal memorandum is
sent to an employee which calls the employee's
attention to performance or behavior which has
not been corrected through previous verbal
warning(s) or which reemphasizes a discussion
wi th the employee and the expected results.
The memorandum should also include a warning
of the consequences should the employee fail
to improve or correct the behavior or
performance problem.
C. Official Reprimand - A formal written notice
to an employee describing his/her breach of
standards, conduct, or other regulations. The
official reprimand is more severe than a
verbal or written reprimand when a past
behavior has not been corrected. The employee
shall be put on notice that more severe
discipline may follow unless improvement is
demonstrated. A copy of the warning shall be
filed in the employee's official personnel
file.
D. Suspension - Relief from duty without pay for
a specified period of time. A written
statement setting forth the reasons for and
the duration of a suspension shall be
furnished the affected employee and a copy
filed in his/her official personnel file.
E. Dismissal - The discharge of an employee from
City service. Dismissal of an employee shall
be governed by these Rules and Regulations.
F. Administrative Leave/Suspension The City
Manager may order an employee be placed on
leave or suspended with or without proof of
wrongdoing, with or without pay, pending
completion of an inquiry, review or
investigation of alleged causes for
disciplinary action as may be necessary to
determine whether an action is necessary.
-31-
A reprimand, whether written or oral, as well as any Equal
Employment Opportunity complaint, is not an appealable matter
unless accompanied by suspension, dismissal, demotion or any other
retaliatory action. Equal Employment Opportunity complaints shall
be appealed pursuant to the procedures provided in the applicable
Federal or State Law.
Section 4.
Suspension:
A department head may, with the approval of the City Manager, for
discip~inary purposes, suspend an employee with or without pay for
such length of time as the City Manager considers appropriate.
Although suspension may be based on other causes, those "causes"
set forth in Section 6 of this Rule pertaining to dismissal shall
be sufficient for suspension. Prior to taking such action, the
department head must inform the employee of his/her recommendation
and the reasons for such action in writing. The employee shall
sign a receipt acknowledging receipt of such notification. The
, written statement shall include:
A. rule violation(s} forming the basis for this action;
B. facts related to the rule violation(s};
C. notice to the employee that he/she has five(S} working
days within which to submit a written response to the
charges and/or meet with the City Manager;
D. notice to the employee that he/she shall be given an
opportunity for a Name Clearing Hearing before the City
Manager. At such hearing the employee may present any
evidence or facts relative to the circumstances of
his/her suspension. The employee shall not have the
opportunity to appeal the action taken in the Name
Clearing Hearing.
If the employee does not request a hearing within five (S) working
days, the employee's rights to protest the disciplinary action
shall be considered waived.
An employee may, upon the recommendation of the department head
with the approval of the Personnel Director and the City Manager,
be suspended without pay for an indeterminate period pending the
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investigation or trial of any criminal charge against him/her, when
said criminal charge alleges a violation of law which would
constitute a felony or first degree misdemeanor and directly
relates to the position of employment held except for any Public
Safety Officer who may be suspended, as provided herein, whenever
he/she may be charged with the violation of any felony or
misdemeanor. Such employee determined to be innocent of the
charges placed against him/her may be returned to duty with full
pay and reinstatement of leave for the period of suspension.
An employee suspended without pay shall not accrue leave time and
the time accumulated up to the effective date of the suspension
shall be frozen.
Section 5.
Demotion for inability to perform essential
functions of the position:
The City Manager may, when he/she has determined an employee is
unable to successfully perform the duties of his/her position,
demote the ,regular employee to a position, the duties of which
he/she is able to perform, in a class carrying a lower
compensation. Status will be given the employee in the new class.
Prior to such action, the department head shall inform the employee
of his/her recommendation and the reason for such action in
writing. The employee shall sign a receipt acknowledging receipt
of such notification. The written statement shall include:
A. the basis for this action;
B. facts related to the action;
C. notice to the employee that he/she has five (5) working
days within which to submit his/her written response to
the action and/or meet with the City Manager.
D. notice to the employee that he/she shall be given an
opportunity for a Pre-determination Hearing before the
City Manager. At such hearing the employee may present
any evidence or facts relative to the circumstances of
his demotion. The employee shall not have the
opportunity to appeal the final action taken.
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If the employee does not request such hearing with five (S) working
days, the employee's rights to protest the action shall be
considered waived.
The action of the City Manager shall be deemed final.
Section 6.
Dismissal:
The City Manager may dismiss any employee for cause. Prior to any
final action being taken, the department head shall inform the
employee of his/her recommendation and the reason (s) for such
action in writing. The employee shall sign acknowledgment of
receipt of such notification and will be relieved of duty
immediately. The written statement shall include:
A. rule violation forming the basis for dismissal;
B. facts related to the rule violation;
C. notice to the employee that he/she has five working days
within which to submit his/her written response to the
charges and/or meet with the City Manager;
D. notify the employee that he/she shall be given an
opportunity for a Pre-Determination Hearing before the
City Manager. At such hearing the employee may present
any evidence or facts relative to the circumstances of
his/her termination. The employee shall not' have the
opportunity to appeal the final action taken.
If the employee does not request such hearing within five (S)
working days, the employee's right to protest the disciplinary
action shall be considered waived.
The action of the City Manager shall be deemed final.
Although dismissal may be based on other causes, anyone or more of
the following shall be sufficient:
A. Incompetency or general inefficiency in the
performance of duties.
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B. Conviction of a crime if the crime was a felony or
first degree misdemeanor and directly related to
the position of employment held, or, in the case of
any employees of the Public Safety Department of
the City, conviction of any felony or misdemeanor.
C. Violation of any of the provisions of the Charter
or these Rules.
D. Violation of any lawful or reasonable regulation,
order or direction made or given by a supervisor
where such violation has amounted to
insubordination or serious breach of proper
discipline or has resulted in loss of injury to the
public.
E. Intoxication while on duty, from whatever source,
which affects or impairs the ability of the
employee to carry out his/her duties; the
possession, consumption or both of intoxicating
beverages while on duty or while operating or using
a City-owned vehicle, personal vehicle or City
equipment; or the possession, sale, use of illegal
narcotics or dangerous drugs while on duty or while
operating or using a City-owned or personal
vehicle.
F. Personally offensive or abusive conduct or language
toward a public official, fellow employee, or any
member of the general public when acting in an
official capacity as a City employee or
representative while in uniform.
G. Expression of a personal, work-related conflict, or
bypassing official documented conflict/resolution
procedures, when such conflicts is not a matter of
public concern.
H. Carelessness or negligence in the use of any
property of the City.
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I. Attempting to induce any officer or employee of the
City to commit an act of violation of any Rule,
Regulation or Policy.
J. Conduct, either while on or off duty, which
reflects discredit upon the City.
K. Tardiness or absenteeism.
L. Incapacity for the proper performance of duties
because of a permanent or chronic physical or
mental illness or condition.
M. Being absent without leave or failing to report for
work after leave of absence has expired.
N. Failure to notify the department head and Personnel
Director, within one working day of suspension or
revocation of a valid operator license (applies
only to employees whose position requires a valid
license) .
o. Making a false statement of a material fact or
practicing or attempting to practice any fraud or
deception.
The above is not a complete list of all actions which could result
in disciplinary action but is intended as a guide for all City
employees and supervisors.
A probationary employee may be dismissed by the City Manager
without cause.
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RULE XIII - EQUAL OPPORTUNITY AND NONDISCRIMINATION
Section 1.
Equal Opportunity Policy
No personnel actions or decisions shall be made or taken on account
of race, national origin, color, religion, creed, age, disability,
gender, sexual orientation, political affiliation or marital status
with respect to the recruitment and examination of applicants,
including training, promotion, and disciplinary action.
All personnel actions shall be based solely on merit and fitness of
the individual.
Section .2.
Sexual Harassment
All employees should be able to enjoy a work environment free from
all forms of discrimination, including sexual harassment. No
employee, male or female, should be subjected to unsolicited and
unwelcome sexual overtures or conduct, whether verbal or physical.
Sexual harassment is behavior that is personally offensive, which
lowers morale, and which interferes with the effectiveness of the
work place. Such conduct whether committed by supervisors or non-
supervisory personnel, is prohibited.
Section 3.
Whistle Blower Policy
No retaliatory action will be taken against an employee who reports
to an appropriate agency violations of law on the part of a public
employee or independent contractor that creates a substantial and
specific change to the public's health, safety or welfare. In
addition to the aforesaid: the reporting of improper use of
government office; gross waste of funds; or any other abuse or
gross neglect of duty on the part of the City, public officer or
employee shall not result in any retaliatory action.
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RULE XIV - AMENDMENT OF PERSONNEL RULES
Section 1.
Amendments:
Amendments or revisions to the rules may be recommended for
adoption by the personnel director, the city manager, or by the
city commission of its own motion. Such amendments or revisions of
the rules shall become effective after approval by resolution of
the city commission.
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RULE XV - SAVING CLAUSE
If any section or part of a section of these rules is held by any
court to be invalid or unconstitutional, the same shall not
invalidate or impair the validity, force and effect of any other
section or part of a section of these r~les unless it clearly
appears that such other section or part of a section is wholly or
necessarily dependent for its operation upon a section or part of
a section so held invalid or unconstitutional.
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