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HomeMy WebLinkAboutCity of Tamarac Resolution R-88-057Temp. Reso. #4942 1' 2i 3 4 5 0 1 10 11 12 13 14 15 16 17 20 21 22 23 24 25 26 27 28 29 3 I 17 33 34 35 1 CITY OF TAMARAC, FLORIDA RESOLUTION NO. A RESOLUTION ADOPTING A REVISED PERSONNEL MANUAL FOR THE EMPLOYEES OF THE CITY; REPEALING RESOLUTION R-81-147, AS AMENDED BY RESOLUTION R-81-198; AND PROVIDING AN B=CTIVE DATE. WHEREAS, the City Manager has presented a revised Personnel Manual for the Municipal. Employees to the City Council; and WHEREAS, the City Council has reviewed the revised Personnel Manual and now wishes to adopt said Manual. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF TAMARAC, FLORIDA: SECTION[ 1: That the Personnel Manual for the Employees of Tamarac presented by the City Manager to the City Council in February, 1988, is hereby adopted. An official copy of this Manual shall be kept on file in the City Clerk's Office. SECTION 2, That Resolution R--81-147, as amended by Resolution R-81-198, approving a Personnel Manual, is hereby repealed. SECTION 3: That this Resolution shall become effective immediately upon its adoption. �A- PASSED, ADOPTED AND APPROVED this day ofy , 1988. J ATTEST: 7- BERNARD HAR"T MAYOR y- CAROL E. BARBUTO CITY CLERK I HEREBY CERTIFY that I have approved this RESOLUTION as to fc.�m. RICHARD DOOIYY CITY ATTORNEIJ Pv!AYOR: HART CL(, DIST 1: CIM ROHR CL [:TEST. 2: C/M STEL-ZER �' �_. w_....... 5ST. 3: C/M HOF FMAN � - F?";; T. 4: V/M STEIN CITY OF TAMARAC ri MANUAL 2-24-88 PERSONNEL MANUAL 2-24-88 ` TABLE OF CONTENTS SECTION * TITLE PAGE * 1 GENERAL PROVISIONS OF THE PERSONNEL MANUAL 1 1.01- Approval of the Manual 1.02- Purpose 1.03- Amendments and Revisions 1.04- Maintenance of the Manual 1.05- Positions Covered by the Manual 2 DEFINITIONS 2-3 3 ORGANIZATION FOR PERSONNEL ADMINISTRATION 4-5 4 EQUAL EMPLOYMENT OPPORTUNITY/AFFIRM. ACTION 6-7 4.01- General Affirmative Objectives 4.02- Reasonable Accommodations 4.03- Sexual Harassment 4.04- Affirmative Action 5 HANDICAPPED AFFIRMATIVE ACTION 8 5.01- Handicapped Discrimination Grievance Procedure 6 POLICY STATEMENT CONCERNING PROHIBITED 9 HARASSMENT, INCLUDING SEXUAL HARASSMENT 7 SMOKING POLICY 10 7.01- Designation of Smoking and Non -Smoking Areas 7.02- Employee Rights • 7.03- Modifications 7.04- Pasting of Signs and Policy 8 SUBSTANCE ABUSE 11 9 ASSISTING EMPLOYEES WITH LIFE THREATENING 12-13 ILLNESSES 9.01- Guidelines 10 RECRUITMENT 14 10.01- Job Vacancies 10.02- Sources of Recruitment I SECTION TITLE PAGE S 11 HIRING 15-16 11.01- Application for Employment 11.02- Employment of Minors 11.03- Interviewing 11.04 - Testing 11.05- References 11.06- Pre -Employment Physicals 11.07- Selection 11.08- Job Offers 11.09- New Employee Orientation 12 PROBATIONARY PERIOD 17 12.01- Termination 12.02- Probationary Period Reviews 12.03- Term of Probationary Period 13 NEPOTISM 18 14 HIRING FORMER EMPLOYEES 19 15 HIRING TEMPORARY EMPLOYEES 20 16 OUTSIDE EMPLOYMENT 21 17 PERSONNEL FILES 22 17.01- Personnel File Review 17.02- Disclosure of Information 18 MEDICAL EXAMINATIONS 23 18.01- Pre -employment Physical Exams 18.02- In -Service Physicals 18.03- Accident or Illness 19 ATTENDANCE 24 19.01- Punctuality 19.02- Time Clocks 19.03- Recording Attendance 20 UNAUTHORIZED ABSENCE 25 21 SALARY 26 22 LONGEVITY 27 23 PROMOTION 28 23.01- Recruitment 23.02- Probationary Period 24 HOURS OF WORK 29 0 r Is II SECTION # TITLE PAGE # 25 OVERTIME COMPENSATION 30 25.01- Authorization 25.02- Practice 25.03- Exceptions 26 HOLIDAYS 31 26.01- Ellgiblllty 26.02- Compensation for Work 27 INSURANCE 32 27.01- Group Health Insurance 27.02- Group Life Insurance and/or Accidental Death Benefits 28 DISIBILITY 33 29 EMPLOYEE INJURY 34 30 SAFETY 35 31 PENSION PLAN 36 32 FORFEITURE OF RETIREMENT BENEFITS 37 33 SICK LEAVE 38-39 33.01- Approved Uses 33.02- Eligibility 33.03- Advance Approval 33.04- Release to Resume Duties 33.05- Abuse of Sick Leave 33.06- Buy-back Policy . 34 TIME POOL BANK 40-41 35 CONTINUING EDUCATION 42 36 VACATION LEAVE 43-44 36.01- Scheduling 36.02- Salary Pay In Advance for Vacation 36.03- Vacation Credit 36.04- Termination 37 PERSONAL LEAVE 45 37.01- Approved Uses 38 ADMINISTRATIVE LEAVE 46 39 EMERGENCY FUNERAL LEAVE 47 III SECTION # TITLE PAGE # 40 MILITARY LEAVE 48 41 COMPENSATORY LEAVE 49 42 JURY DUTY 50 43 LEAVE OF ABSENCE WITHOUT PAY 51 43.01- Approved Uses 43.02- Benefits 43.03- Advance Approval 44 TRANSFER 52 45 LAY-OFFS 53 46 RE-CLASSIFICATION OF POSITION 54 47 WORK IN OTHER CLASSIFICATIONS 55 48 DEMOTION 56 49 PERFORMANCE APPRAISAL FORMS 57 50 DISCIPLINE OF EMPLOYEES 58-59 51 EMPLOYEE DISMISSAL OR INVOLUNTARY 60 TERMINATION 52 GRIEVANCE 61-62 52.01- Filing Grelevances 52.02- Apepeal of Grievance 53 RESIGNATION 63 54 DRIVERS' LICENSE 64 55 SUGGESTION PROGRAM 65 56 SOCIAL SECURITY 66 57 BLOOD DONATIONS 67 0 IV GENERAL PROVISIONS OF THE PERSONNEL MANUAL 1.01 APPROVAL OF THE MANUAL : SECTION 1 PAGE 1 OF 1 This manual has been reviewed and approved by the City Council on February 24, 1988. 1.02 PURPOSE : The manual Is designed to be a working guide for supervisory personnel in the day-to-day administration of City's personnel program. The manual sets forth the principles and procedures to be followed by the City In Its personnel program to assure employees are dealt with on an equitable basis. 1.03 AMENDMENTS AND REVISIONS : The contents of the manual shall be revised or amended as found necessary to be of greatest value to the employee, the super- visor and the City. Amendments and revisions to the rules may be recommended by the City Manager or the City Council. Such revisions and amend- ments shall become effective after review and approval by the City Council. Supplemental regulations pertaining to individual departments may be promulgated by the department head, however, the general provisions of the personnel manual supersede departmental rules and regulations If there Is a duplication of Intent. 1.04 MAINTENANCE OF THE MANUAL The Personnel Director shall maintain the personnel manual Insofar as updating and distribution. 1.05 POSITIONS COVERED BY THE MANUAL : All employees of the City shall be covered by the manual. In the event of a conflict between any provision of this manual and any provision of a collective bargaining agreement, or con- tractual agreement, the terms shall supersede the Personnel Manual. 1 DEFINITIONS SECTION 2 PAGE 1 OF 2 The following words shall have the meaning herein given them: CLASSIFICATION : A position or group of positions having similar duties and responsibilities, requiring similar qualifi- cations, which can be properly designated by one title Indica- tive of the nature of the work and which carry the same salary range. CONTINUOUS SERVICE : Employment which is uninterrupted except for approved leave of absence, suspension or separation due to lay-off. Time lost due to unpaid leave of absence, suspension or lay-off shall not be included In the determination of length of continuous service. Approved paid leave of absence shall be Included as a part of continuous service. DEMOTION : The assignment of an employee to a position in a lower classification, having a lower maximum salary, than the classification from which an assignment is made. DEPARTMENT HEAD : Responsible for the day-to-day operation of a division of the City workforce, whose responsibilities Include developing efficient work schedules, proper assignment of per- sonnel for efficient operation, budgeting expenses, developing the potential of employees In the department, keeping the City Manager or designee informed as to the progress of the depart- ment. He (she) shall generally authorize disciplinary action deemed necessary for the orderly and efficient operation of the department subject to the approval of the City Manager or desig- nee. FULL-TIME EMPLOYEE : An employee scheduled to work a minimum of thirty-five (35) or forty (40) hours per week. PART-TIME EMPLOYEE : An employee holding a permanent budgeted position scheduled to work a minimum of twenty (20) hours per week with the maximum hours to be less than 40. PAY STATUS : An employee who Is physically at work or Is on an approved leave of absence with pay. PERMANENT POSITION : Any position vacant or filled which Is designated as such by the City budget. PERMANENT nated by bationary STATUS : An employee classified In a the City budget and who satisfactorily period. K position desig- completed a pro- DEFINITIONS SECTION 2 PAGE 2 OF 2 PROBATIONARY EMPLOYEE (NEW HIRE): An employee who Is serving his (her) probationary period prior to being regularly appointed to a permanent position. PROBATIONARY EMPLOYEE (PROMOTION): An employee who Is serv- Ing his (her) probationary period prior to attaining permanent status in a higher classification. PROBATIONARY PERIOD (NEW HIRE): a period of time whereby the employee's performance Is carefully evaluated in order to attain permanent status. If at any time during the probationary period the department head is dissatisfied with the employee, the department head should make a recommendation to the City Manager or designee for good cause, bad cause, or no cause at all, to terminate the employee. Any termination prior to expira- tion of the probationary period shall be final with no right of appeal of any type. PROBATIONARY PERIOD (PROMOTION): an employee shall be placed on a six (E) month probation at the time of promotion, whereby the employee's performance Is carefully evaluated In order to attain permanent status in a higher classification. PROMOTION : the assignment of an employee to a position In a higher classification, having a higher maximum salary, than the position from which assignment is made. TEMPORARY EMPLOYEE : an employee holding a position that is not permanent, which Is of a temporary, seasonal, casual, or emergency nature. A temporary employee Is not entitled to City benefits. TEMPORARY POSITION all positions that are not designated as permanent. TRANSFER : switching an employee to a Job on an equal level in the same or another department. VACANCY : an existing or newly created position which Is not filled and for which funds are available. ORGANIZATION FOR PERSONNEL ADMINISTRATION SECTION 3 PAGE I OF 2 The following shall outline the responsibilities of the City Council and the City Manager or designee In the organization for personnel administration: 3.01 THE CITY COUNCIL SHALL : -approve and adopt the personnel manual; -approve and adopt the pay plan and all amendments thereto; -make and confirm appointments to and remove from positions specified by the City Charter 3.02 THE CITY MANAGER SHALL : -be responsible to the City Council for the administration of the personnel system subject to the personnel manual; -appoint or remove all subordinate employees subject to the provisions of the manual or applicable Collective Bargaining Agreement except those appointed and removed by the City Council; -perform such other duties and have and exercise such other powers in personnel administration as may be prescribed by law and the manual; -administer the provisions of the manual; -develop and administer such recruitment and examination programs as may be necessary to obtain qualified applicants to meet the needs of the City; -prepare and recommend to the City Council 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; -administer the pay plan Including the periodic review of salary and wage levels In the area to the extent that such levels affect City employment and the periodic Investiga- tion of factors affecting the economic level of salaries and to make recommendations for amendments to the pay plan 4 ORGANIZATION FOR PERSONNEL ADMINISTRATION SECTION 3 PAGE 2 OF 2 -provide a system of checking payroll, so as to determine that all persons In the City service have been properly appointed and are paid In accordance with the manual -provide such forms and procedures as may be considered necessary, appropriate, or desirable to carry out the personnel program -develop and establish training programs for employees In the City service as conditions warrant -prepare and recommend such revisions or amendments to the manual as may be necessary or advisable to carry out the Intent and purpose of the City personnel program EQUAL EMPLOYMENT OPPORTUNITY/ AFFIRMATIVE ACTION STATEMENT SECTION 4 PAGE 1 OF 2 The City of Tamarac is an equal opportunity employer and Is pledged to provide equal consideration to any applicant for employment regardless of race, age, color, religion, national origin, handicap or sex. This pledge applies to all employees and to applicants for employment with regard to recruiting, hiring, placement, promotion, transfer, demotion, advertising or solicitation for employment, rates of pay, or other forms of compensation, treatment while employed, training, lay-off or termination. It Is the policy of the City of Tamarac to hire well qualified people to perform the many tasks necessary In providing the services we are called upon to render and to recruit and administer hiring, working conditions, benefits and privileges of employment, compensation, training, appointments for advancement Including Upgrading and promotions, transfers and terminations of employment Including layoffs and recalls for all employees without discrimination because of race, color, religion, national origin, sex, age or physical or mental handicaps who are qualified for the Jobs they are seeking. Whenever possible, Tamarac makes every effort to fill job vacancies from within the ranks of Its own employees. if no City employee either qualifies for, or desires to be transferred or promoted to the new vacancy, then recruiting efforts will seek applicants from other sources. In consideration of minorities and women and In compliance to EEOC rulings, the City must be careful not to exclude minorities and women through systematic discriminatory recruiting practices; every effort must be made to recruit through those media which are read, seen, listened to and attended by minorities and women. This is an effort to utilize human resources which may be otherwise underutilized or totally neglected. 4.01 GENERAL AFFIRMATIVE ACTION OBJECTIVE -to assure that each department receives a copy of the City of Tamarac's Affirmative Action Plan and that department heads shall Implement and support the plan; -to assure conditions of employment, recruitment, and hiring practices are In accord with the Intent of the Affirmative Action Program; -to assure equality in dealing with grievances, discipline, and hiring practices are in accord with the Intent of the Affirmative Action Program; -to assure periodic review of Job specifications, actual tasks performed and qualifications required of workers; 0 EQUAL EMPLOYMENT OPPORTUNITY/ AFFIRMATIVE ACTION STATEMENT SECTION 4 PAGE 2 OF 2 -to assure all contracts approved by the City shall contain a statement of affirmative action specifying that the contractor or union will not practice employment discrimination based upon race, color, religion, sex, national origin, handicap or age; -to assure monitoring and periodic evaluation of the Affirmative Action Program effectiveness 4.02 REASONABLE ACCOMMODATIONS : As part of our Affirmative Action program, we are committed to making reasonable modifications which allow a handicapped employee to perform acceptably the essential duties of his or her Job. This policy regarding accommodations Includes currently employed handicapped persons, qualified or qualifiable handicapped candidates for employment and employees who become handicapped. Accommodations may include physical and worksite modifications, Job restructuring or environmental accommodations, as well as promoting understanding and acceptance on the part of super- visors and fellow employees. To determine necessary accommodations, we will seek the advice of the applicant or employee, the supervisor, the Affirmative Action Officer and community agencies that have treated such Individuals In the past. The final decision regarding reason- able versus undue hardship shall rest with the City Manager or designee. 4.03 SEXUAL HARASSMENT : All employees have the right to a work environment free from Intimidation and harassment because of sex. The City prohibits any physical, verbal, or visual to harassment. An employee should immediately report any complaints directly to the Personnel Director or Affirmative Action Officer. 4.04 AFFIRMATIVE ACTION The City shall at all times have an employee appointed as the Affirmative Action Officer. An Affirmative Action Committee shall be comprised of the Affirmative Action Officer, one employee member from each recognized bargaining unit as well as one representative of the managerial/confidential employees. This committee shall meet when there Is business to discuss regarding affirmative action goals and timetables. 7 HANDICAPPED AFFIRMATIVE ACTION SECTION 5 PAGE 1 OF 1 The City of Tamarac wishes to comply with government regulations on affirmative action obligations and nondiscrimination practices. We, therefore, desire to take affirmative steps to hire, train, and promote qualified handicapped persons. Please tell us if you have a physical or mental handicap, and wish to be considered under the affirmative action program. You do not have to give us this Information If you do not wish to do so. If you do, It will be kept confidential except that: 1. Supervisors and managers may be told about restrictions on the work or duties of handicapped persons and the need for necessary accommodations. 2. First aid and safety personnel may be told if, and to what extent the condition requires emergency treatment. 3. Government officials investigating compliance with affirmative action requirements shall be told. Telling us you are physically or mentally handicapped enables us to Include you under our affirmative action program If you are otherwise qualified to be employed. 5.01 HANDICAPPED DISCRIMINATION GRIEVANCE PROCEDURE The Handicapped Compliance Officer is In the Personnel Department. The complainant shall submit the grievance in writing to the Compliance Officer, City of Tamarac Personnel Department. The City desires to provide for prompt and equitable resolution of complaints alleging handicapped discrimination. In order to provide Impartial consideration of a complaint, the potential complainant may file an official grievance In accordance with the following procedure if the complaint cannot be settled by Informal discussion between the parties Involved. A hearing will be conducted within a reasonable time, not to exceed ten (10) working days from receipt of the written grievance. A written decision will be rendered within ten (10) working days after the hearing. If the grievance has not been satisfactorily resolved, the complainant may file a written notice with the Compliance Officer requesting a public hearing before the City Council within ten (10) working days of the Handicapped Compliance Officer's decision. The complainant may be represented by Council and shall be entitled to preent such evidence as is material and relevant to the hearing. The City Council may hear from any other Interested party, and may hear any other testimony and evidence as may be material or relevant to the Issues Involved. The City Council may uphold the action taken or provide for any other disposition of the Issues as it may deem proper. The decision of the City Council shall be made public within three (3) working days of the conclusion of the public hearing. 1.1 POLICY STATEMENT CONCERNING PROHIBITED HARASSMENT. INCLUDING SEXUAL HARASSMENT SECTION 6 PAGE 1 OF 1 All employees must have the right to work in an environment free of discrimination and any form of harassment, based on race, color, religion, age, sex, national origin, handicap or marital status. To help ensure that no employee feels himself or herself to be subject to harassment, the City also prohibits any offensive physical, written or spoken conduct regarding any of these Items, Including conduct of a sexual nature. Such conduct may constitute harassment when engaged in by someone In the City In a position to Influence employment decisions when (1) submission to such conduct Is made either expressly or Implicitly a condition of the recipient's continued employment; or (2) submission to or rejection of such conduct by the recipient is used as the basis for employment decisions affecting the recipient. The City also prohibits repeated and unwelcome physical, written or spoken conduct by either a supervisor nor any fellow employee that substantially Interferes with an Individual's work performance or creates what a reasonable person could consider to be an Intimidating, hostile, abusive or offensive working environment. If an employee believes that he or she Is being subjected to any of these forms of harassment or believes he or she Is being discriminated against because other employees are receiving favored treatment In exchange, for example, for sexual favors, he or she must bring this to the attention of the City. The very nature of harassment makes It virtually impossible to detect unless the person being harassed registers his or her discontent with the appropriate City representative. Consequently, In order for the City to deal with the problem, employees must report such offensive conduct or situations to their Supervisor, Personnel Director, or City Manager. A record of the complaint and the findings will become a part of the complaint investigation record and the file will be maintained separately from the employee's personnel file. aIt is understood that any person electing to utilize this complaint resolution procedure will be treated courteously, the problem handled swiftly and confidentially, and the registering of a complaint will In no way be used or held against the employee, nor will it have an adverse Impact on the complaining Individual's employment status. 9 SMOKING POLICY SECTION 7 PAGE 1 OF 1 7.01 DESIGNATION OF SMOKING AND NON-SMOKING AREAS : A. Designation of Non -Smoking Areas : Smoking Is specifically prohibited in all enclosed areas of this business, except designated smoking areas. B. Designation of Smoking Areas : Smoking areas shall be designated at the discretion of the employer. If an area Is designated as a smoking area, the employer shall post a sign to that effect. 7.02 EMPLOYEE RIGHTS Nothing in this policy shall be construed to give any employee a right to be assigned to either a smoking or non-smoking work area. However, if an employee wishes to request a work assignment In either a smoking or non-smoking area, he/she may submit to the employer a written request to that effect which details the reason(s) for the request. The employer shall have the ultimate and exclusive authority to determine whether such a request is practical and feasible. If the employer determines that It is feasible and practical to grant the request, the employee's work assignment area shall be changed to the appropriate designation. 7.03 MODIFICATIONS By electing to provide designated smoking and non-smoking areas, the employer shall not be required to make fixed structural or other physical modifications In providing these areas. Nor shall the employer be required to Install any new heating, ventilating, or air conditions systems (HVAC system) in any manner which decreases Its energy efficiency or Increases Its electrical demand or both. 7.04 POSTING OF SIGNS AND POLICY In designated smoking areas, the employer shall conspicuously post a sign indicating that smoking is permitted. The employer shall also post this smoking policy in a conspicuous location. 0 10 SUBSTANCE ABUSE SECTION 8 PAGE 1 OF 1 The Intent of this Section Is to help and assist an employee who Is under the Influence of substance abuse. The Intent is to cure as long as the employee Is willing. If there is "reasonable suspicion" to believe a current employee is under the influence of substance abuse while on duty, a drug test can be recommended by the department head for the employee In question. Is If an employee Is found to have a substance abuse problem, employee shall not be terminated or suspended, but will Immediately be put Into an Employee Assistance Program. As long as the employee complies with the Employee Assistance Program, no disciplinary action will be taken. It shall be advertised to employee(s) the substance abuse testing policy will be Implemented, and standards shall be published to supervisors on how to detect employee(s) who may be under the Influence of drugs or alcohol, and these standards shall be provided to employee(s) for their review. A reputable and reliable medical doctor/laboratory shall be used to administer the substance abuse test and to establish a chain of custody and verify results of any test given. Employee(s) using medication or drugs lawfully prescribed shall notify the City in advance of the use of same, and it shall not constitute grounds of reasonable suspicion of any substance abuse test. Public Intoxication, or drinking intoxicating liquor during working hours, Indulgence in narcotics or drugs, or using controlled substances, without prescriptions, during working hours is strictly prohibited. Anyone discovered to be drinking or utilizing drugs or using controlled substances without prescriptions will be • automatically terminated. 11 ASSISTING EMPLOYEES WITH LIFE THREATENING ILLNESSES SECTION 9 PAGE 1 OF 2 The City of Tamarac recognizes employees with life -threatening Illnesses Including, but not limited to, cancer, heart disease, and AIDS, may wish to continue to engage In as many of their normal pursuits as their condition allows, Including work. As long as these employees are able to meet acceptable performance standards, and medical evidence indicates their conditions are not a threat to themselves or others, managers should be sensitive to their conditions and ensure they are treated consistently with other employees. At the same time, the City of Tamarac seeks to provide a safe work environment for all employees and the public. Therefore, precautions should be taken to ensure that an employee's condition does not present a health and/or safety threat to other employees or the public. Consistent with this concern for employees with life -threatening Illnesses, the City of Tamarac offers the following range of resources available through the Personnel/Risk Management Department. -Management and employee education and Information on terminal Illness and specific life -threatening illnesses. -Referral to agencies and organizations which offer supportive services for life -threatening Illnesses. -Benefit consultation to assist employees in effectively managing health, leave, and other benefits. 9.01 GUIDELINES When dealing with situations Involving employees with life - threatening illnesses, managers should: 1. Remember that an employee's health condition Is personal and confidential, and reasonable precautions should be taken to protect Information regarding an employee's health condition. 2. Contact the Personnel/Risk Management Department if you believe that you or other employees need Information about terminal Illness, or a specific life -threatening Illness, or If you need further guidance in managing a situation that Involves an employee with a life -threatening Illness. 3. Contact the Personnel/Risk Management Department If you have any concern about the possible contagious nature of an employee's illness. 4. Contact the Personnel/Risk Management Department to determine If a statement should be obtained from the employee's attending physician that continued presence at work will pose no threat to the employee, co-workers or customers. The City of Tamarac reserves the rights to require an examination by a medical doctor appointed by the City. 12 ASSISTING EMPLOYEES WITH SECTION 9 LIFE THREATENING ILLNESSES PAGE 2 OF 2 5. if warranted, make reasonable accommodation for employees with life -threatening Illnesses consistent with the business needs of the division/unit. E. Make a reasonable attempt to transfer employees with life threatening Illnesses who request a transfer and are experiencing undue emotional stress. 7. Be sensitive and responsive to co-workers' concerns, and emphasize employee education available through the . Personnel/Risk Management Department. 8. Not give special consideration beyond normal transfer requests for employees who feel threatened by a co -worker's life threatening Illness. 9. Be sensitive to the fact that continued employment for an employee with a life -threatening illness may sometimes be therapeutically Important in the remission or recovery process, or may help to prolong that employee's life. 10. Encourage employees to seek assistance from established community support groups for medical treatment and counseling services. Information on these can be requested through the Personnel/Risk Management Department. 13 RECRUITMENT SECTION 10 PAGE I OF I The goal of the City of Tamarac is to select the best qualified Individual regardless of race, age, color, religion, national origin, handicap or sex. 10.01 JOB VACANCIES : All vacancies in the City shall be filled by original appointment, promotional appointment, re-employment, reinstatement, transfer or demotion. The department head shall recommend his/her selection of the best qualified candidates to the Personnel Director. All Job offers will be made by the Personnel Department. 10.02 SOURCES OF RECRUITMENT : The City encourages promotion from within through Job posting. All Job vacancies, below the level of department head shall be posted In-house for three (3) days prior to Initiating outside recruitment procedures. A department head has the right to promote qualified employees from within his/her department for a vacant position. If an employee is promoted in this manner, the Job vacancy will be the position vacated by the promoted employee. Where there is no in-house appointment for the position: -the Florida State Employment services shall be notified of vacancy for recruitment purposes as well as for Veteran's preference; -organizations reaching minorities and handicapped indi- viduals shall be notified; -advertisements shall be placed in local newspapers or professional Journals or both; -active applications on file shall be reviewed and con- sidered 14 E C� HIRING SECTION 11 PAGE 1 OF 2 11.01 APPLICATION FOR EMPLOYMENT All applicants shall be directed to the Personnel Department to complete the appropriate application forms for employment (Police, Fire or General) as well as submit a resume and copies of certification, original social security number, licenses, etc., where required. Any employee on City of Tamarac's payroll shall fill out an 1-9 form as required by the Immigration Reform and Control Act of 1986 within three (3) days of employment. Falsification or deletion of pertinent Information shall result In immediate termination of the Interviewing process or of employment. 11.02 EMPLOYMENT OF MINORS : All persons employed by the City should be a minimum of seventeen (17) years of age. Where It is not possible to recruit a qualified applicant who has reached his/her seventeenth birthday, employment of a minor may be considered if approved by the Personnel Director. All minors who have not reached age eighteen (18) at time of hire shall be required to submit an Age Certificate. 11.03 INTERVIEWING All applications shall be carefully screened by the Personnel Department. The department head or supervisor Involved In the Interviewing process shall notify the Personnel Department of those applicants they desire to personally Interview. The Personnel Department shall set up and control the interviewing schedule. Department heads and supervisors shall make every attempt to adhere to the Interviewing schedule. 11.04 TESTING : The Personnel Department shall test specific applicant skills that are required to fulfill the duties of the vacancy. All testing shall be consistent with State and Federal regulations concerning employee selection. 11.05 REFERENCES The Personnel Department shall make the necessary contacts for the purpose of checking references. References shall preferably be obtained by telephone, but where necessary, written reference checks will be made. Where written reference checks are required, applicants will be offered employment with the understanding that their employee status will be pending the results of reference checks. 15 HIRING SECTION 11 PAGE 2 OF 2 11.06 PRE -EMPLOYMENT PHYSICALS : Refer to Medical Examinations- Section 18 11.07 SELECTION : The department head shall select the applicant whose qualifications most Ideally meet the requirements of the vacant position and request approval for hiring from the Personnel Director. 1101 Department heads are selected by the City Manager and their appointments are confirmed by the City Council. 11.08 JOB OFFERS Actual Job offers shall be made through the Personnel Department. The Personnel Department shall contact the applicant to arrange a suitable starting date. 11.09 NEW EMPLOYEE ORIENTATION The City recognizes the Importance of a sound Indoctrination program so the employee shall have a clear understanding of his/her duties, how to perform them, and the relationship to the department and overall operation of the City. Orientation shall be scheduled by the Personnel Department and Includes: -completion of all hiring forms; -detailed explanation of benefits and conditions of employment; -directing the employee to his/her area of employment whereby the department head shall assure that: is 1. the employee is Introduced to co-workers and various facilities throughout the City; 2. the employee has proper supplies, uniforms and a suitable working area; 3. the employee becomes familiar with his/her duties and responsibilities The most Important function of the department head during this period is to make every attempt to Insure a new employee Is comfortable and familiar with his/her new surroundings. 16 PROBATIONARY PERIOD SECTION 12 PAGE 1 OF 1 The probationary period Is regarded as an Integral part of the placement process. It Is utilized for closely observing the employee's performance to secure the most effective adjustment of the new employee to the position, and for rejecting an employee whose performance does not meet the required work standards. 12.01 TERMINATION . At any time during the Initial employment probationary period, the department head may recommend that the Personnel Director, may for good cause, bad cause, or no cause at all, terminate the employee. Any termination prior to expiration of the probationary period shall be final with no right of appeal of any type. 12.02 PROBATIONARY PERIOD REVIEWS A new employee shall be reviewed periodically during the probationary period. These reviews shall in no way affect the employee's salary, but rather be a means of notifying the employee, supervisory and City Manager or designee of the employee's progress. The reviews shall be forwarded to the department by the Personnel Department. They shall be signed by the department head, employee and City Manager or designee and retained In the personnel file. 12.03 TERM OF PROBATION PERIOD The probation period is six (6) months from date of hire, except for: -Police Officers and Firefighters- one (1) year. -Police Trainees- one (1) year from date of graduation from the Police Academy. -Employees who are promoted prior to completion of their Initial probationary period. Employees serving greater than a six (6) month probationary period shall be reviewed after six (6) months to determine entitlement to City benefits. A new employee shall be given a probation review in order to be considered for permanent status. An Employee Performance and Appraisal form shall be forwarded to the department head by the Personnel Department, at which time the department head shall make his/her recommendations and return It to the City Manager or designee, via the Personnel Department, for approval. If approved favorably by the City Manager or designee, the employee will attain permanent status and be entitled to all City benefits, afforded the job classification, accrued since the employee's date of hire. All employees will be reviewed at least once a year. 17 NEPOTISM SECTION 13 PAGE 1 OF 1 Nepotism shall mean the practice of any official or employee who has the power and duty to appoint, hire, promote, or Increase compensation, exercising favoritism In respect to employment of a relative In a position over which he/she exercises Jurisdiction or control. On January 22, 1976, the City Council adopted Ordinance *76-5 relating to nepotism. Any official or employee who shall appoint or promote any relative related by blood or marriage to any office or employment In the City service or Increase the compensation of such relative, shall be In violation of the Ordinance. Such appointment, promotion or Increase In compensation shall be null and void. Any such willful violation shall constitute cause for dismissal or removal of the official or employee ordering such appointment, promotion or Increase In compensation. Should any existing employee become related to another one is In a position of such authority over the other, resignation of one of the employees shall be required. employee while a transfer or 11 HIRING FORMER EMPLOYEES SECTION 14 PAGE 1 OF 1 A former employee may be rehired providing the following condi- tions are met: -his (her) qualifications meet the requirements of the vacant position, and -he (she) had been an employee in good standing at the time of separation. The Personnel Director shall review the personnel folder of a former employee prior to actual Job offer to recommend whether to rehire or not based on previous employment record. A former employee who Is rehired shall be processed In the same manner as a new hire. Salary, benefits and possible waiver of probationary period shall be upon agreement between the department head and the Personnel Director at the time of rehire. 19 WIRING TEMPORARY EMPLOYEES SECTION 15 PAGE 1 OF 1 A temporary employee may be recruited to assist in the handling of peak workloads, seasonal employment, casual employment, or employment of an emergency nature. A temporary employee shall not be used to fill a continuing full-time position. The maximum amount of time an employee can be considered as temporary is six (6) months. A temporary employee shall not be entitled to any City benefits. If a temporary employee changes status to a permanent, budgeted po- sition, the employee shall be considered as a new hire at the time that the employee's status is changed unless otherwise designated by the Personnel Director. 0 20 OUTSIDE EMPLOYMENT SECTION 16 PAGE 1 OF 1 9 A City employee shall not accept outside employment, either Incidental, occasional or otherwise, where City time, equipment or material is to be used or where such employment or any part thereof is to be performed on City time. A City employee may be authorized to accept Incidental or occasional outside employment as long as such employment Is not contrary, detrimental or adverse to the Interest of the City or any of Its departments. Approval by the department head Is required for all outside employment. Such approval or denial should be sent to the Personnel Department for filing in the personnel file. 21 PERSONNEL FILES SECTION 17 PAGE 1 OF It Is the City's practice to (1) collect only Information on employees pertinent to their employment at the City, (2) make every effort to maintain the accuracy of personnel data and give employees reasonable opportunities to explain any disputed Information and have It corrected as may be appropriate, (3) disclose to employees the general uses for the information and (4) notify the employee when Information Is released to parties outside the City except when we must comply with legal requirements. 17.01 PERSONNEL FILE REVIEW Employees may ask to see material In their personnel file. The review will be held at a mutually convenient time, usually during normal business hours at the Personnel Department. A representative of the Personnel Department will assist the employee In the review. However, employees will not be shown confidential reference Information, records related to investigations of possible Illegal activities or records developed for use In civil or criminal proeceedings. Every effort Is made to maintain accurate information. If the Information seems wrong, the employee should so advise his/her supervisor. If the supervisor agrees, the correction will be made. If the supervisor disagrees and and the employee still feels the Information Is Incorrect, the employee may write a memorandum indicating what is wrong. This will be placed in the personnel file along with the supervisor's comments. Employees may not remove material from their files. However, they may have copies of any Items other than the confidential Items mentioned earlier. 17.02 DISCLOSURE OF INFORMATION : 0 Requests from outside sources for Information about current, retired or terminated employees should be directed to the Personnel Department. M MEDICAL EXAMINATIONS SECTION 18 PAGE 1 OF 1 18.01 PRE -EMPLOYMENT PHYSICAL EXAMINATIONS All prospective employees are required to undergo a pre- employment medical examination, Including drug testing, paid for by the City, through a City designated physician to determine if he/she meets accepted standards of health for the position. In addition, to ensure that the applicant's physical condition will not endanger the health, safety or well-being of existing employees. This examination shall be in addition to the medical history statement filled out by the applicant as part of the employment application, and attached to the physician's Medical Exam. An applicant determined to be physically or mentally unfit for service shall not be eligible for employment. Only designated Personnel Department employees may call for lab results, and only the Personnel Director or designee Is authorized to notify a prospective employee that he/she is not eligible for employment. All pre -employment examinations are filed separately for confidentiality. If an employee is layed-off for more than six (6) months, and rehired, he/she shall be given a pre -employment examination before being re -hired. 18.02 IN-SERVICE PHYSICALS An employee, during his/her period of employment, may be required to undergo periodic medical examinations to determine his/her physical and mental fitness to perform his/her Job. Such periodic medical examinations shall be at the expense of the City. An employee determined to be physically or mentally unfit to continue In his/her designated position may be demoted, transferred or separated from City services. 18.03 ACCIDENT OR ILLNESS : An employee who Is absent from work due to an accident or Illness, for more than three (3) days, shall obtain a physician's statement of physical condition before returning to work. The same shall be required if an employee is absent for an Illness in excess of five (5) continuous working days when deemed necessary. The department head may require proof of any Illness, and the employee shall be responsible for payment of all doctor's fees. 23 ATTENDANCE SECTION 19 PAGE 1 OF 1 19.01 PUNCTUALITY : Repeated lateness Is significant to operational effectiveness and Is grounds for the department head to take disciplinary action against the employee. Problems occasionally occur causing an employee to be late. Whenever possible, the employee shall be expected to advise the Immediate supervisor prior to starting time. Lateness, which is unexcused absence from work in excess of six (6) minutes, shall cause an employee to be penalized in quarter hour (15) minute units for each infraction of such period absent. 19.02 TIME CLOCKS All employees required to punch a time clock will strictly adhere to the following rules: 1. Each Individual will punch his/her own card ONLY. 2. Anyone caught punching another persons time clock will AUTOMATICALLY be terminated. 3. There will be absolutely NO deviation from these rules. 19.03 RECORDING ATTENDANCE : The City shall maintain time records to ensure that all employees are correctly paid for time worked. Accuracy in reporting time worked Is extremely Important. Each payroll period an employee shall submit a signed accurate record of his/her time for that period to his/her department head. The department head shall verify and sign the time sheet for each employee. 0 The City shall maintain records on the employees' annual and holiday leaves and available time. Each department shall review and record all lost time. Any apparent abuse of time shall be brought to the Immediate attention of the Personnel Director by the department head. 24 UNAUTHORIZED ABSENCE L� SECTION 20 PAGE 1 OF 1 An unauthorized absence automatically results when an employee fails to report within one (1) hour of scheduled work time, unless exten- uating circumstances have prevented such communication. 20.01 RESIGNATION DUE TO UNAUTHORIZED ABSENCE : If an employee is absent without authorization for a period of three (3) consecutive days, the department head shall Immediately Investigate the absence and notify the Personnel Director of the circumstances of the absence. Unauthorized absences for a period of three (3) consecutive days may be considered as a resignation by the City. Acceptance of the employee's resignation shall be by letter from the Personnel Director. 25 SALARY SECTION 21 PAGE 1 OF 1 Each position is In a pay range with a minimum and maximum wage scale. An Increase is given when the City Manager recommends an Increase to the City Council and It meets with their approval. A Department Mead may recommend a Special Merit Increase to the City Manager for approval If he/she feels an employee is doing above average work performance. 26 0 bra-AYaia SECTION 22 PAGE 1 OF 1 A full-time employee who has completed seven (7) years of service, shall receive a lump sum longevity payment annually. Actual payment will be made In accordance with the applicable union contract. Employees outside the bargaining units will receive longevity benefits In accordance with Resolution R-86-111: 1. Confidential/Supervisory employees - 2% of annual base salary after seven (7) years of service, payable In the first pay period In December. 2. Executive/Managerial employees- Longevity after sixty (60) months of employment payable In the first pay period In December based on the following percentages: 60-199 months = 2.5%/yr. 120-179 months - 5.0%/yr. 180-239 months 7.5%/yr. 240-299 months = 10.0%/yr. 300 or more = 12.5%/yr. `% PRnMOT I ON SECTION 23 PAGE 1 OF 1 A promotion Is the assignment of an employee to a position in a higher classification having a higher maximum salary than the position from which assignment is made. Such employee being promoted shall be placed in the minimum of the new pay grade or at a step in the new pay grade affording a higher annual salary. 23.01 RECRUITMENT All promotions shall be based on merit. Merit shall be defined as education, experience and past performance. The best qualified employees are first identified, and if other qualifications are equal, the most senior in length of service is promoted. Appointments to City positions shall be made from within the ranks whenever possible. All vacant positions below the level of department head shall be posted in-house for three (3) days. An employee Interested In applying should do so in writing to the Personnel Department and his/her department head. The Personnel Department shall schedule Interviews between the employee and the appropriate supervisor. The supervisor shall make a recommendation for promotion to become effective upon final approval by the department head and the Personnel Director. 23.02 PROBATIONARY PERIOD An employee shall be placed on a six (6) month probationary period at the time of promotion. The supervisor shall prepare an Employee Performance Appraisal and Development Plan form after two (2), four (4), and six (6) months, and make his recommendations to the City Manager or designee for permanent status. The expiration of the six (6) months shall become the employee's annual review date. An employee who Is promoted prior to completing his/her initial probationary period, shall be entitled to all City benefits after completion of six (6) months of service at the discretion of the department head, and with final approval from the Personnel Director. If a promoted employee does not prove to be satisfactory, he shall be returned to his original classification at no loss of seniority and benefits. In the event his original classification Is occupied, the employee filling that classification shall be returned to his previous position. In case the original classification of the returned employee Is occupied by a new probationary employee, that new probationary employee shall be offered any other vacant position for which he/she qualifies or be terminated. HOURS OF WORK SECTION 24 PAGE 1 OF 1 The standard work week will vary according to classification and department. The City Manager or designee shall establish the standard work week and hours of work best suited for occupational groups and departments In order to meet the needs of service to the community and the public. The standard work week may vary with different departments. The standard work week begins Monday through Friday with two consecutive days off. When management deems necessary, work schedules may be established other than the standard Monday through Friday schedule. The lunch period, for non -union personnel, generally shall last for one (1) hour, scheduled at the discretion of the department head, and with approval of the City Manager of designee. In providing one (1) hour for lunch, it is understood that no formal breaks are to be taken. An employee who Is not at work during the approved hours shall be considered unexcused unless such absence Is approved by the department head. Prior approval must be secured from the City Manager or designee before any change shall be made In the scheduled work week or work hours of any department. 29 OVERTIME COMPENSATION SECTION 25 PAGE 1 OF 1 Overtime work is work required and assigned to a non-exempt employee by a supervisor with the prior approval of a department head in excess of an employee's standard work week. 25.01 AUTHORIZATION Prior to assigning overtime work, it shall be the supervisor's responsibility to notify his/her department head of the circumstances requiring the overtime work. The only exception shall be In emergency situations where the Immediate repair of facilities shall be essential to prevent loss of merchandise, further damage to the facility, or an Interruption of essential public services. In case of emergency, It shall be the supervisor's responsibility to notify the department head as soon as possible regarding the details surrounding the overtime work. 25.02 PRACTICE : All work performed in excess of forty (40) hours in any work week shall be paid at time and one-half. An employee may be granted compensatory time Instead of wages with the approval of their supervisor. 25.03 EXCEPTIONS Executive, administrative, and professional positions are not entitled to overtime. Employees on a 36 hour work week will work the 35th to 40th hour at straight time. Any hours over 40 shall be paid at time & one half. C� 30 uni i nevc SECTION 26 PAGE 1 OF 1 The City of Tamarac will celebrate the following holidays: -New Years' Day -Presidents' Day -Memorial Day -Independence Day -Labor Day -Veterans' Day -Thanksgiving Day -Thanksgiving Day Friday -Christmas Day All full-time employees shall be entitled to seven (7), or eight (8) hours of pay for each holiday celebrated by the City. All part-time employees shall be entitled to three and a half (3-1/2), or four (4) hours of pay each holiday. Should a holiday fall on a Saturday or Sunday, the City will designate either the preceding Friday or following Monday for observance. if Christmas Day and New Years' Day fall on a Tuesday, Wednesday, Thursday or Friday, one-half (1/2) day holiday shall be observed the day before the actual holiday, or at the discretion of the City, one (1) full day holiday may be granted in lieu of the two (2) one --half (1/2) day holidays. 26.01 ELIGIBILITY : To be eligible for paid holiday, an employee must be in pay status the scheduled working day preceding and following the holiday. Pay status shall be defined as physically being at work or on an approved leave with pay. If a holiday occurs during an employee's vacation, there shall be no charge from vacation leave for paid holiday. An employee who Is absent from work the day before or after a holiday without prior approval due to illness, must submit a Physician's statement or a statement or authorization from the department head to be compensated for said holiday. 26.02 COMPENSATION FOR WORK : If a normal workday falls on a holiday, and an employee is required to work, the employee shall have the option of: -pay at straight time for the day, and seven (7) or eight (8) hours holiday pay, or -pay at straight time for the day, and accrual of seven (7) or eight (8) hours holiday leave for future use. Up to forty (40) hours of holiday leave may be accumulated. 31 I\Ld01-7-1.%re7= SECTION 27 PAGE 1 OF 1 The City provides group health Insurance coverage after three (3) months of employment for a full-time employee, excluding those classified as temporary, at no cost to the employee. If an employee elects HMO coverage, the City will pay up to the single rate for the traditional Insurance. Should an employee desire dependent coverage, said coverage will be subsidized by the City at the City's contribution rate in effect at the time of the employee's eligibility. When an employee becomes eligible for Insurance, the employee shall receive a certificate of Insurance and an Insurance booklet outlining the benefits of the policy. 27.01 GROUP HEALTH INSURANCE : For up-to-date Information on hospitalization and major medical benefits, an employee should refer to the Insurance schedule booklet. 27.02 GROUP LIFE INSURANCE AND/OR ACCIDENTAL DEATH BENEFITS : The amount of term life and accidental death and dismemberment Insurance, is the amount stipulated by the Insurance schedule in relation to the employee's annual salary and classification. 1 _J 32 DISABILITY SECTION 28 PAGE 1 OF 1 0 If a full-time employee suffers an Injury, Illness, or disease which Incapacitates the employee from his/her regular and continuous duty for the City, he/she Is eligible to apply for: 1. Long-term disability Insurance benefits. The Personnel Department will assist the employee In determining eligibility and filing for benefits. 2. Disability benefits through the City's Retirement Plan. If an employee becomes permanently incapacitated, he/she may file a claim for disability. The Pension Board will determine eligibility for benefits. 3. Waiver of premium for Life Insurance. The Personnel Department will assist the employee in determining eligibility and filing for bene-fits. 4. Continuation of health Insurance. The Personnel Department will assist the employee In determining eligibility and filing for benefits. When it Is medically determined that an employee Is permanently unable to perform his regular and continuous duty, he/she must submit a letter of resignation due to disability. This resignation will in no way affect his/her eligibility for disability benefits he/she may otherwise be entitled to. 33 EMPLOYEE INJURY SECTION 29 PAGE 1 OF 1 If an employee Is Injured, regardless of how minor the Injury, a Supervisor's Report of Accident form must be completed and submitted to the Personnel Department no later than one (1) working day following the accident. Notice of serious Injuries requiring Immediate medical attention, should be phoned Into the Personnel Department and later confirmed by the report. -It is the supervisor's responsibility to prepare and submit the Supervisor's Report of Accident. Under no conditions should th report be prepared by an Injured employee. -The Personnel Department shall be responsible for medical treatment and shall set up the initial appointment with the doctor. -The Personnel Department shall be responsible for filing the Notice of Injury and for all future correspondence relating to the claim. -The Personnel Department must be notified of any lost time due to the Injury. After the Injury has been thoroughly investigated by the Personnel Department, the Injured employee may be eligible for Workers' Compensation. An employee shall be directed to his/her supervisor for guidance when Injured on the job. Supervisors should acquaint themselves with the basic fundamentals of Workers' Compensation. If additional Information Is needed to answer questions regarding the case of an Individual employee Injury, the supervisor shall contact the Personnel Department. Refer to the Safety Manual for more detailed information. 34 0 r7 L .-A SAFETY SECTION 30 PAGE 1 OF 1 A Safety Advisory Committee, comprised of a Safety Officer and a representative of each department meet monthly to establish, promote and monitor safety measures throughout the City. Employees and supervisors shall report any dangerous, unsafe or unsatisfactory conditions to the Safety Advisory Committee. An Accident Review Board may be called to objectively review City vehicle collisions and/or accidents resulting in bodily Injury or potential thereof and prepare a written report to the City Manager on Its findings. Supervisors shall see that safety rules are thoroughly explained to personnel under their supervision, and that rules are understood, accepted, and acted upon by all. Compliance with safety rules and the exercise of good common sense in safety matters are the responsibility of all employees who shall, as a condition of employment: -use all safety devices and equipment which shall be provided or required by the City for his/her protection. -see that his/her work area and equipment are kept clean and orderly to reduce the hazard of fire, accidents and bodily Injury. -adhere to all City and departmental safety rules and regulations. Refer to the Safety Manual for more detailed Information. 35 PENSION PLAN SECTION 31 PAGE 1 OF The City of Tamarac provides a pension plan for employees so they will receive a monthly Income, upon retirement, to supplement benefits under Social Security. All permanent full-time employees automatically become members of the pension plan on the first day of employment. The City makes an monthly contribution to the Pension Fund, in accordance with the annual actuarial valuation, based on the pension plan members' payroll. Members of the pension plan shall make regular contributions through payroll deductions starting with the employees' first paycheck. If an employee terminates employment, his/her accumulated contributions (plus accrued Interest) shall be returned to him/her. If an employee terminates employment and Is vested in the plan (after 5 years), he or she will have the option of freezing his/her benefits in the pension plan or receiving his/her contributions to the plan, plus Interest. It shall be the responsibility of the Personnel Department to enroll employees Into the pension plan upon eligibility. In accordance with Florida Statute 113.4176, employees who are convicted of, or whose employment is terminated due to breach of public trust, will forfeit retirement benefits. 11 36 FORFEITURE OF RETIREMENT BENEFITS SECTION 32 PAGE 1 OF 1 Sections 112.3173 and 121.091 of the Florida Statutes, require the forfeiture of retirement benefits by public officers and employees who are convicted of, or whose employment is terminated because of, committing certain offenses involving a breach of the public trust. The specified offenses are: A. The committing, aiding, or abetting of an embezzlement of public funds; B. The committing, aiding, or abetting of any theft by a public officer or employer from his employer; C. Bribery in connection with the employment of a public officer or employee; D. Any felony specified in Chapter 838, Florida Statutes; E. The committing of an Impeachable offense (elected officials only); F. The committing of any felony by a public officer or employee who, willfully and with Intent to defraud the public, or the public agency for which he acts or in which he is employed, of the right to receive the faithful performance of his duty as a public officer or employee, realizes or obtains, or attempts to realize or obtain, a profit, gain, or advantage for himself or some other person through the use or attempted use of the power, rights, privileges, duties, or position of his public office or employment position. The Commission on Ethics Is required to be notified by the clerk of the court, the secretary of the senate, or the terminating employer, as appropriate, of any officer or employee found guilty, Impeached, or . terminated because of the commission of a specified offense prior to retirement. The commission will notify the retirement system of the affected employee. The official or board responsible for that retirement system is required to provide a hearing In accordance with Florida Statutes to determine whether rights and privileges under the retirement system are required to be forfeited. Appeals may be made to the District Court of Appeal. 37 SICK LEAVE SECTION 33 PAGE 1 OF 2 Sick Leave with pay shall be granted to full-time Managerial and Confidential employees, excluding those classified as temporary, at the rate of one (1) working day for each completed month of service and shall be accrued from year to year. Executive employees shall be granted sick leave as stipulated in Resolution *R--86-111. 33.01 APPROVED USES Sick leave shall not be considered a right which an employee may use at his/her own discretion, but rather a privilege which shall be allowed for the following reasons: -absence due to personal Illness or Injury -personal medical and dental appointments -absence due to contagious Illness In the employee's Immediate family (father, mother, sister, brother, children and spouse) -absence due to attendance upon members of the family within the household of the employee whose illness requires the care of such employees 33.02 ELIGIBILITY : A probationary employee earns sick leave Immediately and is able to use his/her leave during the probationary period. 33.03 ADVANCE APPROVAL Whenever possible, an employee shall give his/her supervisor advance notice of sick leave. If this Is not possible, an employee shall be expected to contact his/her supervisor within one (1) hour after starting time, unless extenuating circumstances prevent such communication. 33.04 RELEASE TO RESUME DUTIES : An employee who is absent from work due to an Illness In excess of three (3) consecutive working days shall be required to submit a physician's statement of physical condition. When deemed nec- essary, the department head may require proof of an illness. 33.05 ABUSE OF SICK LEAVE Excessive abuse of sick leave may be grounds for disciplinary action, and shall be closely monitored by the Personnel Director. 411.3 SICK LEAVE SECTION 33 PAGE 2 OF 2 33.06 BUY-BACK POLICY : There shall be a buy-back for all employees with sick leave over 280 hours. A. Reimbursement will be made to those employees with sick leave over 280 hours at fifty -percent (50%) of their present hourly rate during the first pay period in December of each year. B. An Incentive will be given to any employee who accumulated over their cap of 280 hours. i.e. If an employee presently has 280 hours and doesn't utilize any sick time In fiscal year 1987/1988, said employee will receive six (6) days pay which is one-half (1/2) of twelve (12) sick days accumulated per year during his/her first pay check in December. if an employee uses six (6) days over his 280 hours and still has six (6) days coming, the City would owe the employee three (3) days or any portion accrued over 280 hours at their hourly rate. C. No reimbursement for sick leave time at termination or retirement. 39 TIME POOL BANK SECTION 34 PAGE 1 OF 2 Time Pool Bank (TPB) was Incepted on April 1, 1987 for all permanent full-time Executive/Managerial, Supervisory and Confidential employees, hereinafter called employees, who have completed one year of continuous full-time permanent status. The TPB permits all full-time employees, who have permanent status, the opportunity to voluntarily participate in the TPB by donating accrued sick leave time to TPB, so that whenever extraordinary circumstances require an eligible employee to be absent from work due to personal Incapacity for a lengthy period of time, the employee may draw time from the TPB. The TPB consists of sick leave time donated by participating employees. Only participating employees will be allowed to utilize the TPB. Enrollment will open at the beginning (October 1st) of each fiscal year. Extraordinary circumstances shall be defined as, but not limited to, lengthy hospitalization, critical mental or physical Illness, Injury, pregnancy or miscarriage. A three (3) member TPB Committee elected by eligible full-time employees serves three year terms beginning April 1, 1987. Committee members shall consist of one elected representative from the Executive/Managerial, Supervisory and Confidential employees classifications. Committee members terms shall be staggered as follows: a. Executive/Managerial- term expires September 1, 1988; b. Supervisory- term expires September 1, 1989; C. Confidential- term expires September 1, 1990 TPB Committee elections for vacancies shall occur one month prior to the expiration of a Member's term. The Committee will review written requests for the donation of sick leave time from the TPB. All written requests will include the employee's name, reason for the TPB request, and approximate duration of absence if known. A medical diagnosis and prognosis by a licensed physician will be required for application to the TPB. Donated time from the TPB, once approved by the Committee, will be credited to the absent employee In the order In which the written request form are received. Leave time to be deducted on the first pay period. Donated time stays in the TPB, and Is not refundable and becomes a permanent contributlon to the TPB. Each participating employee shall donate a maximum of two (2) days to maintain the TPB between 420 and 560 hours. Once the TPB goes below the 600 hours, each participating employee shall be required to donate their proportionate share to maintain TPB at the above limits. Employees joining the TPB will be required to donate two (2) days to the TPB upon application to the TPB Committee. • 5H • TIME POOL BANK SECTION 34 PAGE 2 OF 2 The TPB will be monitored by the Finance and Personnel Directors. Participating employees shall receive vesting In the TPB, and shall be eligible for benefits beginning on the forty-first (41st) day of absence from work in accordance with the following formula: Vesting equals total accrued sick leave working days (40 working days or 280 hours) divided by maximum sick leave accruable, multiplied by the maximum TPB contribution of twenty days. EXAMPLE: A participating employee who has twenty (20) days accumulated sick leave would be eligible for ten (10) days from the TPB as follows: 20/40 X 20/0 = 10 working days from TPB It shall be the Intent of the TPB Committee to fund an eligible employee with maximum accrued sick leave of 40 days or 280 hours to receive a regular paycheck from the 41st working day of approved absence to the end of 90 calendar days of disability. TPB benefits will only begin after forty-one (41) days total approved working days absence, and terminate after an additional twenty (20) working days TPB benefits. Thereafter, long-term disability benefits may be applied for by the employee. All bargaining unit personnel please refer to your Union contract for policy regarding Time Pool Bank. 41 CONTINUING EDUCATION SECTION 35 PAGE 1 OF 1 The City shall, upon approval of the department head and the City Manager or designee, pay the tuition of an employee for any eligible training or educational program. An eligible training or educational program Is one that, in the judgment of the City Manager or designee and department head, is directly related to an employee's current position or to a related higher position, and which shall Improve performance in a current position which constitutes preparation for promotion to a related higher level position and responsibility. The City shall pay no more than $600.00 In any fiscal year (10/1 to 9/30). The City will pay only the fees established by a State University or College, and not the fee established by any private college. This payment may apply towards the cost of courses, registration fee and charge for semester hours. The City shall not pay for textbooks, late registration charges, miscellaneous supplies, travel expenses, or cost of transcripts. In order for an employee to receive a maximum of $800.00 per fiscal year (10/1-9/30), employee must maintain an "A" average. Employees receiving a "B" average will be reimbursed 75% of cost (maximum $450.00), and employees rcelving a "C" average will be reimbursed 50% of cost (maximum $300.00). If an employee does not pass a course, withdraws from a course, or does not receive state certification of any course requiring state testing, he/she must promptly reimburse the City for all expenses related to that course. If the school refunds part of a charge at the time of withdrawal, the employee must make up the difference. If an employee terminates prior to two (2) years after completion of a course(s), the City shall be reimbursed for all expenses. The employee must sign a formal contract stating that he/she agrees to all the terms set forth. 0 42 VACATION LEAVE SECTION 36 PAGE 1 OF 2 All full-time employees, excluding those classified as temporary, shall be entitled to vacation leave after satisfactorily completing a probationary period at the discretion of the department head and final approval of the City Manager or designee. Vacation leave earned during the probationary period shall be credited to the employee's account. 0 36.01 SCHEDULING : Request for vacation leave shall be made in advance of actual use. Without prior approval, the leave may be charged as unauthorized absence at the discretion of the supervisor and may be the subject of disciplinary action against the employee. An employee eligible for twelve (12) days annual vacation shall take a minimum of five (5) consecutive days per year. An employee eligible for fifteen (15) days annual vacation shall take a minimum of ten (10) consecutive days per year. An employee eligible for eighteen (18) days annual vacation shall take a minimum of ten (10) consecutive days per year. Vacation leave may be accumulated, but it may not exceed thirty (30) working days at any time during an employee's tenure of employment unless changed by a Resolution approved by Council. Vacations shall be scheduled with as much consideration as possible for the desire of the employee. However, maintenance of superior service, adherence to schedules and approved leave for co-workers may restrict the scheduling of vacations. 36.02 SALARY PAY IN ADVANCE FOR VACATION : • An employee going on vacation may request pay In advance of the normal pay day during the period of his/her vacation. The advanced paycheck shall Include all usual deductions as appropriate. In order to receive an advanced check prior to the start of the vacation, an employee shall: -Fill out a Request for Leave of Absence form a minimum of two (2) weeks prior to said leave. -Fill in the appropriate block on the date the check Is requested and on the applicable time sheet. -Receive approval by the department head. 36.03 VACATION CREDIT : An employee shall earn vacation leave based upon the number of years the employee has worked for the City. All service must be continuous to be credited toward accumulated vacation leave. 43 VACATION LEAVE SECTION 36 PAGE 2 OF 2 Vacation leave shall be earned at the following rate, unless changed by a Resolution approved by Council: SERVICE VACATION 0 through 5 years 12 days per year 6 through 10 years 15 days per year Over 10 years 18 days per year Vacation time shall be based on the employee's work week (35 or 40), and shall be calculated In the following manner: SERVICE 0 through 5 years 6 through 10 years Over 10 years VACATION CREDIT 1 day per month 1-1/4 days per month 1-1/2 days per month For example, an employee with seven (7) years of continuous service shall earn vacation leave at the rate of twelve (12) days per year for the first five (5) years, and at fifteen (15) days per year for six (6) and seven (7). 36.04 TERMINATION : Upon termination of employment, an employee shall be paid for accumulated vacation leave In a lump sum, if he/she has satisfactorily completed his/her Initial probationary period. 44 PERSONAL LEAVE SECTION 37 PAGE 1 OF 1 Personal Leave shall be granted, at the start of each fiscal year on October 1st, at the discretion of the department head and final approval of the City Manager or designee, to full-time employees, excluding those classified as temporary, at the rate of three (3) working days per fiscal year. Every year on October 1st, the employee shall forfeit any of the three (3) days not used, and be granted three (3) new days for the coming year. 40 Personal leave is not accumulated from year to year, and any unused time is forfeited at termination. 0 37.01 APPROVED USES Personal leave shall not be considered a right which an employee may use at his/her discretion, but rather a privilege which shall be allowed for the following reasons: -absence due to serious illness of a member of an employee's family, -absence due to death of a person other than a member of an employee's Immediate family, -absence to transact personal business which cannot be conducted on an employee's own time, -absence due to any religious holidays (up to three (3) days (24 hours)) for this purpose must be granted if requested. 45 ADMINISTRATIVE LEAVE SECTION 38 PAGE 1 OF 1 Administrative Leave may be granted to an employee at the discretion of the department head and approval by the City Manager or designee for the following reasons: -Courses, exams and Job related educational activities, -Time off with pay for non --required employees during extreme weather or other emergency situations, where such excused time Is authorized by the City Manager or designee, -Reasonable time off with pay for the good of the City service, I.e. to vote; to attend the funeral of a fellow employee. 0 !'V EMERGENCY FUNERAL LEAVE SECTION 39 PAGE 1 OF C� To express the Clty's concern for an employee during time of bereavement, three (3) working days of bereavement leave with pay shall be granted, in the event of a death In the Immediate family, within the State of Florida. Five (5) working days will be granted In the event of a death outside the State of Florida, and the employee travels outside the State of Florida In response to that death. Any requests for additional leave will be granted whenever possible to be taken from Personal or Vacation Leave. Immediate family shall be defined as spouse, children, mother, father, sister, brother, grandmother, grandfather, grandchildren, step- parents, step -child, In-laws, or upon proof, any person In the general family whose ties would be normally considered Immediate family, and living within the same household. All probationary and permanent employees shall be eligible for emergency funeral leave benefits. It is the responsibility of the employee to notify his/her Department Head during the first day of bereavement to notify the City he/she will not be at work. In authorizing emergency funeral leave, the supervisor shall obtain the following Information from the employee and have It entered on the Request for Leave of Absence form for payroll purposes: -relationship of the deceased -dates of absence requested, -such other Information as may to the employee, reasonably be requested 47 MILITARY LEAVE SECTION 40 PAGE 1 OF 1 Any employee who is a member of the National Guard or the Military Reserve Forces of the United States, and who is ordered by the appropriate authorities to attend a training program or perform other duties, shall be granted a leave of absence with pay as provided by Section 115.07, Florida Statutes. Any employee who is drafted, or who enters active duty in the Armed Forces Reserve or National Guards shall be granted military leave for the period of military commitment without pay. 0 C_� COMPENSATORY LEAVE SECTION 41 PAGE 1 OF 1 i Compensatory Leave may be used for the same purpose as vacation leave or personal leave. Prior to granting compensatory time off from work, an employee shall receive approval from the Department head. At time of termination, any compensatory time an employee has accrued, shall be paid in one lump sum. Management shall be responsible for keeping compensatory time at a minimum. 49 I inv ni iTv SECTION 42 PAGE 1 OF 1 In an attempt to help an employee perform Certain civic respons- Ibllitles when called upon, the City shall provide leave for Jury duty or appearance as a witness in cases related to the City of Tamarac. An employee will be paid on City payroll while serving on a Jury. Any compensation received by the employee for such duty will be endorsed over to the City. An employee who is excused from Jury duty prior to 11:00 A.M. shall be required to report to work no later than 1:00 P.M. A request for Leave of Absence form should be completed, giving as much prior notice as feasible, for the time the employee serves on a Jury or appears as a witness. An employee who is bringing suit upon another party, or who is sued, or who Is required to appear as a witness as a result of litigation not involving the City, shall not be eligible for this leave. 0 50 LEAVE OF ABSENCE WITHOUT PAY SECTION 43 PAGE 1 OF 1 The City recognizes that a matter of unusual or emergency nature may cause an employee to leave a job for a specific period of time. 43.01 APPROVED USES : The City Manager or designee may grant leave of absence to an employee with permanent status after all available leave time has been exhausted. Leaves of absence may be granted for sickness or disability, schooling or other good and sufficient reasons In the best Interest of the City service. Leaves of absence shall not be granted to permit an employee to accept employment elsewhere, or to establish a business. Employees affected by pregnancy, childbirth, and related medical conditions, must be treated the same as employees affected by other medical conditions. An employee should report pregnancy as soon as It is known so that steps can be taken to protect her health or Improve working conditions. The date on which sick leave for disability Is to begin shall be at the request of the employee based on the determination and advice of a doctor. In no event shall such date be prescribed unilaterally by a superior except on the basis of professional medical opinion that the employee Is physically Incapable of performing normal duties or that continuing to perform normal duties would be hazardous to the employee's health. 43.02 BENEFITS All job -related benefits cease when an employee's leave of absence Is In excess of thirty (30) days. An employee may elect to continue hospital or personal plans, or both, at the expense of the employee. When an employee returns from a leave of absence, the Personnel Department shall be notified immediately, so that reinstatement may be effected. 43.03 ADVANCE APPROVAL Approval for leaves of absence without pay will only be considered after any and all available time has been exhausted. When an employee wants to apply for a leave of absence, he/she shall forward a request, in writing, to the department head and, for final approval, to the City Manager or designee. The City Manager or designee shall notify the employee and department head as to whether the request was approved or denied. If, on the expiration date of a leave of absence, an employee is physically Incapable of returning to work, a written request of extension of the leave may be made. A doctor's statement of physical condition and probable duration must accompany the written request for an extension. In granting such an extension, each case will be judged individually by the City Manager or designee. If the extension is not granted, employee will be layed off on the expiration date of the leave of absence. 51 SECTION 44 PAGE 1 OF 1 A transfer Is the switching of an employee to a Job on an equal level In the same or another department. An employee may submit a written request for consideration for a transfer to another department or to another division or section within the department, If a position is:vacant. A transfer must be approved by the affected department heads, the Personnel Director, and Insofar as practicable, the employee concerned. Employee requests for transfer to another department shall be made, in writing, to the Personnel Department, with a copy to the department head. The City Manager or designee, may transfer an employee temporarily, or permanently, when he/she deems said transfer to be in the best Interests of the City. At his/her discretion, the City Manager or designee, may grant status to an employee appointed through transfer without a probationary period. All accrued benefits shall be transferred with the employee. 0 6% 0 SECTION 45 PAGE 1 OF 1 In the event it is necessary to reduce the work force and an employee Is laid off, he/she shall retain recall rights for twelve (12) months. Laid -off employees shall be recalled prior to the City's hiring any new employee providing the employee is physically and mentally capable of performing the work at the time of recall. An employee being recalled shall be notified by certified mall (return receipt) and shall have seven (7) working days from the date of receipt of notice to respond affirmatively. The City reserves the right to temporarily assign employees to the vacancy until the recalled employee reports to work. If the City fails to receive an affirmative response, the employee shall be removed from the recall list and the City shall have no further obligation to the employee. While an employee is in lay-off status, he/she is entitled to freeze his/her pension benefits and maintain all City Insurance benefits by remitting the premium to the City on a monthly basis. 53 RECLASSIFICATION OF POSITION SECTION 46 PAGE 1 OF 1 If a supervisor or an employee believes that a particular position Is Improperly classified because the duties performed are not covered in the Job description of that classification, a request for reclass- Ification should be prepared. This request, along with a written Justification, should be submitted to the department head who shall review the request and make the necessary recommendations and forward copies to the Personnel office for action. A study shall then be made and the appropriate classification shall be determined. The approval of the City Manager or designee shall be required for any reclassification of position. An employee or supervisor who believes that a position is Improperly classified shall have an opportunity to discuss the basis of his/her beliefs and the reasons In private with the Personnel Director after discussing the position with his/her supervisor. Classification appeals may be further pursued through the City's grievance procedure. 0 54 WORK IN OTHER CLASSIFICATIONS SECTION 47 PAGE 1 OF 1 0 An employee temporarily assigned to a higher paying Job classification for a period in excess of forty (40) hours, shall be placed in the minimum of the new pay grade or at a step in the new pay grade affording a higher annual salary. If the temporary acting position is for a substitution of an employee absent on authorized leave, it shall be understood said assignment may be In effect only until such time the absent employee returns, or until a Job declared vacant is filled on a permanent basis. If an employee Is temporarily assigned to work In a lower paying Job classification, he/she will not receive a decrease in pay. 55 DEMOTION SECTION 48 PAGE 1 OF 1 A demotion is the assignment of an employee to a position In a lower classification, having a lower maximum salary, than the classification from which assignment Is made. Supervisors shall not have the authority to demote an employee. If it becomes necessary to recommend demotion of an employee, the supervisor should make the recommendation to his/her department head, in writing, citing the reasons. The causes for demotion shall normally be due to the removal of higher level duties and responsibilities, or inability of the employee to assume or perform duties. Demotions may be Initiated directly by the department head or the City Manager or designee. An employee not on probation In the position from which he/she has been demoted has the right to appeal demotions through either the grievance procedure as outlined in the personnel manual or through the grievance procedure set forth In the appropriate collective bargaining agreement. 56 PERFORMANCE APPRAISAL FORMS SECTION 49 PAGE 1 OF 1 11 At least once a year supervisors shall rate and discuss the overall Job performance with each employee. The Employee Performance Appraisal and Development Plan attempts to evaluate quantity of work, quality of work, work habits and relationships with fellow employees and the public. If the rated employee is a supervisor, his/her supervisory ability Is also evaluated. Because of busy work schedules, It often seems difficult for a supervisor and the employee to actually take time from work to sit down and discuss their everyday work relationship. The time allotted to discuss the Employee Performance Appraisal and Development Plan provides an excellent opportunity to do this. The supervisor should take advantage of this time and get to know better his/her employees. The supervisor and employee should keep In mind that there Is always room for Improvement In communication and performance. The Personnel Department shall forward a Performance Appraisal form to the appropriate supervisor when an employee becomes eligible for permanent status, benefits, or an annual rating. If an Increase is Indicated, the supervisor shall make the appropriate recommendations and return the report to the Personnel Department who shall submit it to the City Manager or designee for approval. If approved, a Change of Status form shall be prepared entitling him/her to an Increase. The employee may submit a rebuttal statement as part of the evaluation and such statement shall remain In the employee's personnel file as long as the evaluation is retained on file. All questions on the Performance Appraisal form shall be forwarded to the Personnel Director. 57 DISCIPLINE OF EMPLOYEES SECTION 50 PAGE 1 OF 2 This section does not apply to probationary employees and department heads, as employees in these categories serve at the will and pleasure of the City Manager or designee. The City Manager or designee may, at any time, suspend, demote, transfer, dismiss or take other job action against a permanent employee for any cause which in his/her opinion Is detrimental to the good order, discipline and efficiency of the City service. Disciplinary actions may include the following: REPRIMAND : In performing the normal day to day supervisory duties, a supervisor may find it necessary to use constructive criticism or to verbally reprimand an employee. A supervisor at his/her discretion may verbally reprimand an employee, but he/she should keep in mind that a cool, clear head and good common sense can go a long way In stopping a minor problem from developing Into a major Issue. If a supervisor can remedy the situation through Instruction and counseling, he/she has helped himself/herself, the employee and the department in working and communicating more effectively. If an employee continues to repeat an offense, or if the offense Is serious enough, the supervisor shall make the incident a matter of written record. Again, this action usually should be taken only after verbal attempts failed to remedy the situation. In making an incident a matter of record, the supervisor shall submit a short memo of the date and nature of the Incident to the personnel file. A copy of the memo shall be furnished to the employee. -SUSPENSION AND REMOVAL : The City Manager or designee may suspend or remove a permanent employee for cause. In no Instance shall the employee's political or religious opinions or� affiliations constitute cause for suspension or removal. Prior to suspension or dismissal, the City Manager or designee shall furnish the employee with a written statement specifying the reasons for termination or suspension and the effective date and time of such action. The employee shall have the right to respond. (Please see Grievance Procedure) If extraordinary circumstances exist where retention of the employee would result in damage to municipal property, be detrimental to the Interest of the City government, or result in Injury to the employee, to a fellow employee, or to the general public, the employee shall be furnished with a written notice the specific reasons for suspension or termination with twenty four (24) hours of the effective date of suspension or termination. The employee, however, shall have the right to a hearing. DISCIPLINE OF EMPLOYEES SECTION 50 PAGE 2 OF 2 0 An employee, under notice of suspension or dismissal, shall be considered In pay status until such time as his/her suspension or dismissal become effective. When an employee, because of his/her conduct, or because of his/her disregard for the health, safety and welfare of the public has been suspended without pay and charges against him/her are being Investigated with a view to possible removal of said employee, he/she shall not be considered in pay status during this period of suspension. -PRE-TERMINATION HEARING An employee who is suspended or dismissed under this section may request a hearing before the City Manager or designee within five (5) working days of the effective date of such notice. The hearing shall be conducted no later than ten (10) working days after receipt of the petition. The City Manager or designee shall render a written decision within ten (10) working days after the hearing. If the employee Is not satisfied with the City Manager or designee's decision, he/she is entitled to an appeal. 401 EMPLOYEE DISMISSAL OR INVOLUNTARY TERMINATION SECTION 51 PAGE 1 OF 1 An employee may be dismissed upon recommendation of the department head and with final approval by the City Manager or designee, or upon the Initiative of the City Manager or designee. Although a dismissal may be based on other Causes, any one or more of the following shall be sufficient: -Incompetency or Inefficiency in the performance of duties; -Conviction of a felony or of a misdemeanor Involving moral turpitude; -Willful violation of any of the provisions of the charter or the rules of this manual; -Willful violation of any lawful and reasonable regulation or direction made or given by a superior official where such violation has amounted to insubordination or serious breach of proper discipline, or has resulted in loss or Injury to the public; -Public Intoxication, or drinking intoxicating liquor during working hours, indulgence in narcotics or drugs, or using controlled substances without a prescription during working hours; -Offensive conduct or language toward the public or fellow employees, or abusive public criticism of superiors or public officials; -Carelessness or negligence In the use of the property of the City; -Attempt to Induce any employee of the City to commit an act In violation of any lawful and reasonable regulation; -Hindering the regular operation of the department or division because of excessive absenteeism or tardiness; -Being absent without leave, or failing to report after leave of absence has expired A permanent employee (other than a department head and members of a collective bargaining unit) who is dismissed or terminated Is Involuntarily, shall be entitled to all the procedural rights outlined In the Grievance Procedures section. When an employee Is Involuntarily terminated, one of the following shall take place: 1. PERMANENT STATUS EMPLOYEES - Two (2) weeks severance pay may be granted at the discretion of the City Manager or designee. 2. DEPARTMENT HEADS - Four (4) weeks severance pay may be granted at the discretion of the City Manager or designee. An employee dismissed on grounds of gross misconduct or illegal activity shall not be entitled to severance pay. Employees discharged for cause are eligible only for wages due them at the time of termination and are not eligible for severance benefits or Consideration for re-employment. 01 ra_a1=L•11h%r4W:A SECTION 52 PAGE 1 OF 2 A City employee, other than a department head, who Is not a member of a collective bargaining unit, and who has successfully completed his/her probationary period, may follow the City's established grievance procedure to resolve a complaint as outlined below. 52.01 FILING GRIEVANCES : The City desires to adjust grievances promptly and fairly, and in order to provide Impartial consideration of a complaint, the potential complainant may file an official grievance in accordance with the following procedure If the complaint cannot be settled by Informal discussion between the parties involved. A. An employee who has a supervisor other than a department head : 1. The aggrieved employee shall discuss the grievance with his/her Immediate supervisor within five (5) working days of the occurrence which gave rise to the grievance. The supervisor shall attempt to adjust the matter and/or respond to the employee within a reasonable time, depending on the circumstances Involved, not to exceed five (5) working days. 2. If the grievance has not been satisfactorily resolved, the aggrieved employee shall submit the grievance in writing to the department head within five (5) working days of receipt of the response from the supervisor. The department head shall investigate the grievance and shall respond In writing within a reasonable time, not to exceed five (5) working days. 3. If the grievance has not been satisfactorily resolved, the employee shall submit the grievance In writing to the City Manager or designee within five (5) working days of receipt of the decision of the department head. The City Manager or designee shall conduct a hearing within a reasonable time, not to exceed ten (10) working days from receipt of the appeal. The City Manager or designee shall render a written decision within ten (10) working days after the hearing. B. An employee whose supervisor Is the department head shall be processed In accordance with the procedures in Steps 2 and 3 above. 61 GRIEVANCE SECTION 52 PAGE 2 OF 2 52.02 APPEAL OF GRIEVANCE A permanent employee (other than a department head or a member of a collective bargaining unit) who has been demoted, suspended or fired, and who has exhausted the foregoing grievance procedure, may file a written notice with the City Manager or designee requesting a public hearing before the City Council within five (5) working days of the City Manager or designee's decision. The employee may be represented by counsel and shall be entitled to Is present such evidence as is material and relevant to the hearing. The City Council may hear from any other testimony and evidence as may be material or relevant to the Issues Involved. The City Council may reinstate the employee, may uphold the action taken, or provide for any other disposition of the Issues as It may deem proper, Including findings as to reinstatement or back pay. The decisions of the City Council shall be made public within five (5) working days of the conclusion of the public hearing. In the event an aggrieved employee files suit against the City In the Circuit Court In order to resolve a complaint, and if the City is the prevailing party, It will seek reimbursement for attorney's fees Incurred defending the action under Florida Statute 57.105. 0 ►' RESIGNATION SECTION 53 PAGE 1 OF 1 0 An employee wishing to leave the City in good standing, shall submit a written resignation stating the date and the reason for leaving to his/her department head. This resignation should be submitted at least two (2) weeks, (four (4) weeks for department heads) in advance. Failure to comply with this procedure may be cause for denying an employee future employment with the City. Department heads shall forward all notices of resignation to the Personnel Department Immediately upon receipt and shall discuss said resignation with the Personnel Director prior to acceptance. A terminating employee shall turn In all uniforms, badges, keys, tools, equipment, etc., to his/her Immediate supervisor. The employee will turn over to the Personnel Department his/her City I.D. card, Insurance card (if not taking COBRA), and an Exit Interview form, prior to receiving his/her final check. The City shall not release the employee's final check until all City property has been accounted for. At time of separation, an employee is given the option of converting his/her Insurance coverage. 63 DRIVERS' LICENSES SECTION 54 PAGE 1 OF 1 When a Job description calls for driving an automobile, the employee must possess a current, valid Florida driver's license. It is also Incumbent upon the employee to report any action on the part of police authorities which affects the validity of the license. 1. When, as a condition of employment, a valid Florida driver's license or Florida chauffeur's license is required according to the Job description, it shall be the policy of the City that an employee must possess a valid State driver's license or chauffeur's license at the time of appointment, and maintain such license during his or her employment. 2. When a license is not required as a condition of employment, according to the Job description, an employee must have a valid driver's license if and when it Is necessary that the employee utilize City vehicles. 3. An employee who is required, as a condition of employment, to possess and maintain a valid driver's license must Immediately Inform his or her Immediate supervisor should the license become denied, expired, restricted, suspended or revoked at any time during employment with the City. Failure to do so may result in disciplinary action up to and Including termination. 4. For initial employment and selection purposes, a VALID license is defined as an Issued license which has not expired nor has, within the past three years, been denied, restricted, revoked or suspended. 5. The Personnel Department, on a semi-annual basis, will review, through the Motor Vehicle Department -State of Florida, the driving records of all employees who are is required to drive City vehicles during the course of their employment. If it is found any employee has six (6) points or more on his or her drivers license, they will be required to attend Defensive Driving School at their own cost. The employee will receive a letter from the Personnel Department stating they should attend Defensive Driving School with a carbon -copy to the department head, so he or she will be made aware the employee must attend. The point formula In the State of Florida is: 1. 12 points within a 12-mo. period. 1 mo. suspension of license, 2. 18 points within an 18-mo. period= 3 mos. suspension, 3. 24 points within a 36-mo. period. 1 year suspension. 64 SUGGESTION PROGRAM The objective of a suggestion program is to enable with greater economy and efficiency by encouraging thinking, stimulate usable and practical Ideas and opportunity for employees to earn added recognition awards for adopted suggestions. SECTION 55 PAGE 1 OF 1 the City to operate constructive provide the and monetary 1. A suggestion is any constructive Idea relating to City of Tamarac that proposes a method to do a job better, faster or cheaper. A suggestion must present a specific area of Improvement and a workable solution. 2. Suggestions eligible for awards are those that Improve methods of operation to the public and use of materials, supplies and equipment; save time, effort, materials or money; eliminate waste, spoilage and breakage; reduce or eliminate fire and accident hazards; Improve relations with associates and the public. 3. Suggestions not eligible for awards are those that are within the normal scope of the duties and responslblitles of the suggester; concern Items beyond the scope of the suggestion program such as changes in wages and salaries and personal complaints; seek to correct operating faults which are caused by the failure of an employee to perform an expected duty; were adopted prior to the date of formal submission of the suggestion; concern Ideas or projects which have already been placed on the agenda for Investigation. 4. To be eligible for an award, the suggestion must be adopted within one year of Its official date of submission. All suggestions adopted within the one-year limit will earn the suggester a $50 to $1,000 cash award and recognition In the City's publication. The monetary value of the award will be determined by the Suggestion Committee based upon the suggestion's perceived value to the company. To receive a monetary award and recognition, the suggester must be an active employee at the time of Implementation of the proposed suggestion. 61 SOCIAL SECURITY SECTION 56 PAGE 1 OF 1 All City employees shall be covered by the Social Security Program. The cost of Social Security taxes paid to the Federal Government on behalf of any employee shall be shared equally by the employee and the City. 4 C� M.M. 0 L� BLOOD DONATIONS SECTION 57 PAGE 1 OF 1 An employee wishing to donate blood, may do so on City time, if he/she has the approval of his/her supervisor in advance. Leave time shall not be charged an employee if proof Is submitted from the hospital or clinic that the employee did donate his/her blood at no charge, or that his/her blood was found unacceptable. If It Is determined that the employee was compensated for blood donation, disciplinary action shall be In order. The Personnel Department shall periodically schedule a blood mobile at City Hall for the employees convenience when donating blood. 67