HomeMy WebLinkAboutORD 2001-57 - Transition of City Employees. • #' is � �' .�
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WHEREAS, due to the recent outsourcing of job functions and the elimination of
positions, it is necessary to establish a systematic process, which assists employees
through the transition process in a fair and equitable manner; and
WHEREAS, the City Council of the City of Georgetown finds it to be in the best
interest of the citizens of Georgetown to adopt said policy as herein set forth; and
WHEREAS, the caption of this ordinance was printed in the Williamson County
Sun on September 5, 2001, in compliance with the City Charter of the City of
Georgetown; and
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY
OF GEORGETOWN, TEXAS, THAT:
SECTION 1. The facts and recitations contained in the preamble of this
ordinance are hereby found and declared to be true and correct, and are incorporated
by reference herein and expressly made a part hereof, as if copied verbatim. The City
Council hereby finds that this ordinance implements the following elements of the
Century Plan Policy Plan and that the enactment of this ordinance is not inconsistent or
in conflict with any other Century Plan Policies, as required by Section 2.03 of the
Administrative Chapter the Policy Plan:
® Finance Policy End 14.00 — `All municipal operations are conducted in
an efficient businesslike manner and sufficient financial resources for
both current and future needs are provided."
SECTION 2. Chapter 3.01, Article IX. entitled "Separation" of the Code of
Ordinances of the City of Georgetown is hereby amended to add Section 3.01 M815
entitled "Employee Transition Due to Job Elimination" as set forth on Exhibit "A"
attached hereto and incorporated herein.
SECTION 3. This ordinance shall be and is hereby declared to be cumulative of
all other ordinances of the City of Georgetown, and this ordinance shall not operate to
repeal or affect any of such other ordinances, except insofar as the provisions thereof
might be inconsistent or in conflict with the provisions of this ordinance, in which event
such conflicting provisions, if any in such other ordinance or ordinances are hereby
superseded.
SECTION 4. If any provision of this ordinance or application thereof to any
person or circumstance, shall be held invalid, such invalidity shall not affect the other
provisions, or application thereof, of this ordinance which can be given effect without the
invalid provision or application, and to this end the provisions of this ordinance are
hereby declared to be severable.
SECTION 5. The Mayor is hereby authorized to sign this ordinance and the City
Secretary to attest. This Ordinance shall become effective and be in full force and
effect upon adoption in accordance with the provisions of the Charter of the City of
Georgetown.
PASSED AND APPROVED on First Reading on the 11th day of September,
2001.
PASSED, APPROVED and ADOPTED on Second Reading on the 25th day of
September, 2001.
ATTEST: THE CITY OF GEORGETOWN
Sandra D. Lee, City Secretary MaryEllen Kersch, Mayor
APPROVED AS TO FORM:
PATq f c, r • C , City Attorney
g P I C ttp L. L C. ?
Personnel Policies and Procedures';
MEMERUMM
To establish guidelines to assist employees with transition due to job elimination
or reduction in force.
II. SCOPE
This policy applies to all City employees.
III. POLICY
It is never the desire of the organization to implement changes which will
negatively impact the employment status of employees; however, at times, a
reduction in force or job elimination may occur due to a reduced workload,
budget cuts, discontinued functions, or outsourcing of an operational function. In
this event, the following guidelines will be utilized to attempt to facilitate the
employee transition process.
IV. PROCEDURE
A. Each employee will be notified, as early as possible of a job elimination or
reduction in force affecting employment.
B. Each employee will be given the opportunity to meet with the Human
Resources Director to discuss the transition process upon notification of
job elimination.
C. The employee will be provided with a list of current job openings and
assisted with applying to any desired job openings for which they meet the
minimum job skill requirements and qualifications. In order to be
considered for a position, the displaced employee will be required to
request a transfer and interview for any desired job openings.
Employee Transition Due to Job Elimination
Policy No. 070
Date: 8/13/01
Page 1 of 4
Personnel Policies and Procedures
D. The employee will be given a deadline in which the transition process
must be completed (typically 30 days from the date notified of job
elimination).
E. No work will be created to accommodate a displaced employee.
F. No additional employees will be involuntarily moved to accommodate a
displaced employee.
G. Should an employee transfer into a new position in which the maximum of
the pay grade is below his or her current pay in the previous position, the
employee's pay will be changed to the maximum pay for the new
position's pay grade.
H. In the event that an employee's pay is reduced due to placement in a
lower pay grade, the employee's pay will be transitioned according to the
following guidelines. The employee will receive the greater of the two
following options:
OPTION 1
Each employee will receive a lump sum payment equal to 12 weeks of the
difference in their current pay (including car allowance if applicable) and
their adjusted pay minus appropriate taxes.
For example, if an employee is currently being paid $30,000 per year and
is placed in a job where the maximum pay is $28,000 per year, the
transition pay would be calculated as follows:
Calculation for pay differential
$30,000/year = $576.92/weekly
$28,000/year = $538.46/weekly
Difference in weekly pay
$576.92 - $538.46 = $38.46
Amount of lump sum payment
$38.46 x 12 weeks = $461.52
Employee Transition Due to Job Elimination
Policy No. 070
Date: 8/13/01
Page 2of4
Personnel Policies and Procedures''
OPTION 2
Each employee will receive a lump sum payment equal to the difference in
their current weekly pay and their adjusted weekly pay in the sum of two
(2) weeks per complete year of service (not to exceed 26 weeks of total
payment), minus appropriate taxes.
For example, if an employee is currently being paid $30,000 per year and
is placed in a job where the maximum pay is $28,000 per year and the
employee had 10 years of service, the transition pay would be calculated
as follows.
_Calculation for pay differential
$30,000/year = $576.92/weekly
$28,000/year = $538.46/weekly
Difference in weekly pay
$576.92 - $538.46 = $38.46
Amount of lump sum payment
$38.46 x 20 (2 weeks per year of service) = $769.20
i. If an employee does not secure a position by the notified deadline, the
employee will have the following options:
OPTION 1
The employee may elect to take a leave of absence (LOA). During the
LOA, the employee may utilize any available benefit time (with the
exception of sick leave). Once the employee has exhausted all benefit
time, they may continue their leave of absence, without pay, for a period of
up to but not to exceed 26 weeks (including the benefit time utilized). In
order to maintain benefits coverage during the LOA, the employee will
need to pay the employee portion of benefit premiums. The employee will
not be able to make contributions to TMRS or ICMA deferred
compensation programs nor will the City continue to make contributions to
TMRS for the employee. Benefits (vacation, sick pay, holiday pay, etc.)
will not accrue during the LOA.
Employee Transition Due to Job Elimination
Policy No. 070
Date: 8/13/01
Page 3 of 4
Personnel Policies and Procedures
At any time during the LOA period, the employee is encouraged to and
may apply for any internally posted job openings for which the employee
meets the minimum job skill requirements and qualifications. At the end of
the 26 -week period, if the employee has not secured an alternate position
with the City they will be administratively terminated.
OPTION 2
The employee may elect to resign their employment with the City in which
case they would receive a lump sum payment of one (1) week of pay per
complete year of service minus the appropriate taxes. In addition, the
employee would be entitled to all standard benefits upon termination of
employment (i.e., full payment of unused benefit time, a pro -rated
payment of longevity pay, and fifty -percent payment of unused sick pay up
to a maximum of 60 days of pay for 120 days of accrued sick leave. See
SICK LEAVE POLICY, # 313).
Employee Transition Due to Job Elimination
Policy No, 070
Date: 8/13/01
Page 4of4