HomeMy WebLinkAboutORD 2009-15 - Personnel PoliciesAN ORDINANCE OF OF !' !
REVISING THE EXISTING CHAPTER 3.01 PERTAINING TO
PERSONNELPOLICIES BY DELETING SECTIONS1 ! t
"EMPLOYEE TRANS! •'! DUE TO JOB
ELIMINATION"1 SEC. 3.01.360 '!!
AMENDINGiNS 3.01.311 66VACATIONS."1
"FAMILYi MEDICAL3.01.340
1 1 ! 3.0 1.520 46BULLETIN
BOARDS," AND SEC. 3.01.770"DRIVING ! 1 ADDING
SECTION t1.731 "MODIFIED 1AUTHORIZING 1
AMENDEDDIRECTING THE ADMINISTRATIVE ADOPTION OF AN
PERSONNEL MANUAL THAT IS CONSISTENT
THE TERMS OF THIS ORDINANCE; PROVIDING A CONFLICT
CLAUSE AND 1 SETTING AN
EFFECTIVE DATE.
WHEREAS, Section 2.16 of the Georgetown City Charter provides that the City Council shall, by
ordinance, establish personnel policies; and
WHEREAS, the "policy statement" portion of each personnel policy is codified in the Code of
Ordinances, and the implementing procedures for each personnel policy are codified in a separate
Personnel Manual; and
WHEREAS, the new provisions of Chapter 3.01 will become effective on March 1, 2009; and
WHEREAS, the caption of this ordinance was printed in the Williamson County Sun in
compliance with the City Charter of the City of Georgetown.
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF
GEORGETOWN,
SECTION 1: The foregoing recitals are true and correct and are incorporated herein by reference for all
purposes.
SECTION 2: Georgetown Code of Ordinances Sec. 3.01.070 "Employee Transition Process Due to Job
Elimination," and Sec. 3.01.360 "Sick Leave Pool" are hereby deleted in their entirety.
SECTION 3: Georgetown Code of Ordinances Sec. 3.01.311 "Vacations," is hereby amended to
provide as follows:
A. Purpose: To ensure that employees have periods of rest and relaxation which
contribute to their quality of life by maintaining an equitable balance between work and
family/personal time.
B. Policy: Vacation will be earned by all employees according to the following schedule:
Ordinance . rli
Amending Chapter 3.01
Page 6
Personnel Policies
Years of Full-time City
Service Employee
Hire year 6.67 hours per month
1-4 years 10 days per year
5-9 years 15 days per year
10-14 years 17 days per year
15 or more 20 days per year
15 hrs per month*
15 days per year*
15 days per year
17 days per year
20 days per year
Al"MMILI 91 .177
Employee
i hrs per month
15 days per year*
15 days per year
17 days per year
20 days per year
The City Manager may, for recruitment purposes, adjust the beginning rate and balance at which
new hires earn vacation.
*Sworn Police Department employees and firefighters accrue at higher rate than other full-time
employees as required by Local Government Code 142.0013 and Chapter 143.046. Part-time
regular employees earn vacation leave on a pro -rated basis.
SECTION 4: Georgetown Code of Ordinances Sec. 3.01.322 "Family and Medical Leave," is hereby
amended to provide as follows"
Sec. 3.01.322 Family and Medical Leave
A. Purpose: To enable employees to receive time away from
work without pay for limited periods to attend to specified family needs or their own
serious health condition with job protection and no loss of accumulated service.
B. Policy: Eligible employees may take up to twelve weeks of unpaid
leave per a 12 -month period for a qualifying event or up to 26 weeks of unpaid leave
in a single 12 -month period to care for a covered service member with a serious
injury or illness. Qualifying events are the birth of the employee's child, placement
of a child with the employee for adoption or foster care, when the employee is
needed to care for a child, spouse or parent who has a serious health condition, for an
employees own serious health condition, because of a qualifying exigency arising out
of the fact that your spouse, son or daughter, or parent is on active duty or call to
active duty status in support of a contingency operation as a member of the National
Guard or Reserves or because you are next of kin of a covered service member with a
serious injury or illness.
Up to twelve (12) consecutive weeks of leave may be taken for the birth or
placement of a child. Up to twelve (12) weeks of leave may be taken consecutively
or intermittently if the employee, spouse, child or parent has a serious health
condition.
Employees must use their benefit time, vacation, sick, and compensatory
time, during the FMLA leave. No loss of seniority will occur while the employee is
on this leave of absence. Employees must continue to pay any premiums that are
paid for his/her group health insurance coverage and that of his/her dependents.
If
the employee fails to return to
work at the end of the
approved leave, the
City may recover from the employee the
cost of any payments made to maintain the
employee's
coverage, unless the failure to
return was beyond the
employee's control.
SECTION 5: Georgetown Code of Ordinances Sec. 3.01.340 "Retirement," is hereby amended to provide
as follows:
A. Purpose: To help eligible employees supplement their
retirement income.
B. Policy:
I. Texas Municipal Retirement System.
The City is a member of the Texas Municipal Retirement System (TMRS).
Membership in the retirement system is mandatory at date of employment for all
employees who regularly work more than 1,000 hours per calendar year. The
employee's contribution to the system is a percent of his/her gross salary as
established by Council in the budget process.
The City matches the employees contribution on a percentage determined by
the City Council. Employees who leave City employment prior to retirement will,
upon request, be refunded their portion of the retirement account plus interest earned
on their portion. Vesting occurs at five years of service.
2. Deferred Compensation
Regular City employees are eligible to participate in the deferred
compensation retirement plan(s) that will be offered by the City. This 457b plan is a
deferred compensation plan that allows employees to save and invest for retirement.
3. Health Coverage
City employees who satisfy the definition of retiree are eligible to continue
health care coverage for themselves and any eligible dependents that are covered on
the City's health plan at the time of retirement. Retiree is defined as having 20 years
of vested service in the Texas Municipal Retirement System or a minimum of 5 years
of vested service and is age 60 or greater at the time of retirement. The retired
employee will be required to make payment of the full premium amount.
Please see the Human Resources Department for more information.
SECTION 6: Georgetown Code of Ordinance Sec. 3.01.350 "Longevity," is hereby amended to provide
as follows:
See. 3.071.350 Longevity
A. Purpose: To recognize employee's years of continuous
service.
Page 3 of 6
B. Policy: All full time employees with one or more years of service
are eligible for longevity pay as funded by budget. Longevity will be computed by
multiplying the number of months of service completed on December 31st of each
year, times the monthly longevity rate accrued. The monthly longevity rate is
determined by the schedule below, and is based upon the whole years of service an
employee will complete any time during the calendar year. A "whole year of
service" is any full calendar year following the last work day of the prior calendar
year which the employee was employed by the City.
Years of
Service
Monthly Longevity
Rate
Oto4
$7.00
5 to 9
$9.00
10 to 14
$11.00
15 to 28
$13.00
The maximum years of service used to compute longevity is twenty-eight.
Upon termination, an employee will receive a pro -rated longevity payment
based on the number of months employed in that calendar year.
Part-time employees earn longevity pay on a pro -rated basis.
SECTION 7: Georgetown Code of Ordinances Sec. 3.01.520 `Bulletin Boards," is hereby amended to
provide as follows:
Sec. 3.01.520 Bulletin Boards
A. Purpose: To provide a permanent and official channel of
communication to employees.
B. Policy: Important City information will be displayed as required on
bulletin boards located at strategic points throughout the City's facilities.
Information will be of the following types:
forms.
1. Legally required posters and notices.
2. Safety rules and related information.
3. Management memos and announcements, including job posting
4. City sponsored social and recreational events.
5. City authorized functions.
Employees will be responsible for locating and regularly checking/reading
the bulletin board as well as following posted rules, regulations, and instructions.
Employees are not to post materials on these designated areas without prior
authorization. These bulletin boards are for informational purposes only and should
not serve as a forum for the expression of personal or political beliefs.
• . _ -
.. - M . - •. TIM
age 4 of 6
SECTION 8: Georgetown Code of Ordinances Sec. 3.01.770 "Driving Policy" is hereby amended to
provide as follows:
Sec. 3.01.770 Dniving Polio
A. Purpose: To encourage safe use of vehicles and equipment. To
monitor vehicle operators to ensure they are in compliance with State and local laws as
well as with this policy.
B. Policy: In addition to having a valid driver's license, employees must
comply with the City's Drug and Alcohol Free Environment #710 and maintain a safe
driving record according to these requirements:
1. No more than two moving violations in a twelve (12) month period, or
2. No more than three moving violations in a twenty four (24) month
period, or
3. No DWUDUI (Driving While Intoxicated / Driving Under the Influence)
within the past thirty-six (36) months.
Not meeting these requirements and/or failure to demonstrate the ability to drive safely
will constitute an unsafe driving record. A driver's license record check will be done at
time of employment and at least annually thereafter.
SECTION
10:
The City
9:
New
Section
3.01.731 "Modified Duty," is herby added to the Georgetown Code of
Ordinances
and
shall
provide
as follows:
Sec. 3.01.731 Modified Duty
A. Purpose: To establish expectations of employees when they cannot
perform their regular work duties due to an injury.
B. Policy: If an employee suffers an injury or illness, and is able to report to work
but is unable to perform normal duties, the employee may be assigned modified duties
suited to his/her physical condition. Based on a medical assessment, the employee may
be assigned duties in other departments and/or Divisions on a different work schedule if
necessary. Accommodation and/or length of accommodation will be on a case by case
basis.
SECTION
10:
The City
staff is authorized
and directed to
draft and
implement a new Personnel Manual
that has policies
identical
to and procedures
consistent with
the above
itemized changes.
SECTION 11. This ordinance shall be and is hereby declared to be cumulative of all other ordinances of
the City of Georgetown, and, except as expressly set forth herein, 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 12. Should any section, paragraph, sentence, clause, phrase or word of this ordinance be
declared unconstitutional or invalid for any purpose by a court of competent jurisdiction, the remainder of
this ordinance shall not be affected thereby and to this end the provisions of this Ordinance are declared to
be severable.
M7 7rALM
Amending Chapter 3.01 Personnel Policies
Page
SECTION 13. This Ordinance shall be and become effective in accordance with the terms and
provisions of the City Charter.
PASSED AND APPROVED on First Reading on the -L day of k, .Iur ®t , 2004 at a
regular meeting of the City Council of the City of Georgetown, Texas.
PASSED AND APPROVED on Second Reading on theq
, day of , , i I , 2009 at
a regular meeting of the City Council of the City of Georgetown, Texas.
ATTEST:
Iton,
APPROVED AS TO FORM:
s"
Patricia E. Carts
City Attorney
1qT3*WWW3 • is
Page 6 of 6
THE CIT 7 OF GEOR ETOWN
d
Ivk By:
City Secretary George Garver, Mayor
Personnel Policies