The URL can be used to link to this page

Home My WebLink About1991-04-19 CITY OF EULESS CIVIL, SERVICE POLICY ma w comma April 19, 1991 9:00 a.m. MINUTES I. Call to Order The Civil Service Commission Policy Review Committee met in a regular meeting on Friday, April 19, 1991 at 9:00 a.m. in the downstairs Administration Building Conference Room. Ooamissicn Members Present Henry Boatright, Commission Chairman Willie Mae McCormick, Commission Member Tommy Barnes, Commission Member Staff Members Present Tom Hart, City Manager Debra Forte', Dir. Fiscal & Human Resources Ruth Alley, Personnel Manager Alice Cahill, Personnel Technician Committee Members Present Mark Lipman, Fire Dept. Meredith MNMannis, Library Jeff Murphy, Streets/Utilities Scott Parsley, Fire Dept. Jerry Payton, Community Development Donald Scott, Police Dept. Scott Stamps, Fire Dept. Ron Williamson, Police Dept. Paul Wrzesinski, Streets & Utilities C—ittee Members Abeam Fssie Dougherty, Library Margarita Franco, Police Dept. Linda Free, Administrative Services Diana Kopecky, Fiscal/Human Resources Nick Mitchell, Community Services II. Mr. Boatright opened the meeting with the invocation. III. The March 8, 1991 minutes were approved as read. IV. Mr. Hart discussed the growth of the City as being the contributing factor in adopting the City's nepotism policy to read as follows: Civil Service Policy Review Committee Minutes 04-19-91 Page 2 Section 6.07 Nepotism No person shall be eligible for full-time, part-time, temporary, seasonal, or contract employment by the City where such person is related, or for continued employment by the City of Euless from and after the time such employee becomes related, to another employee of the City of Euless within the proscribed degrees of relationship. Such prohibited relationship shall not apply to employees who, upon the effective date of implementation of this Nepotism Policy are then related, within the proscribed degree of relationship,k to another then employee of the City. Continued employment by the City of Euless of a person related to, or who becomes related to an elected official of the City of Euless is governed by State law which will control such person's eligibility for continued employment by the City of Euless The following relationships are those proscribed: AN EMPLOYEE'S: Father, mother, brother, sister, son, daughter, grandfather, grandmother, grandson, granddaughter, uncle, aunt, nephew, niece, first cousin, spouse, father-in-law, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law; and AN EMPLOYEE'S SPOUSE'S: Grandfather, grandmother, grandson, granddaughter, uncle, aunt, nephew, niece, first cousin. Section 6.12 Reinstatements Employees of the City of Euless may be re-hired after they have resigned f.wiu service, providing their prior service with the City was terminated in good standing. The former employee must have demonstrated acceptable prior service with the City of Euless; and the employee must meet the current minimum qualifications of the position for which he/she is applying. [All former employees must go through the same hiring process as any other new applicant.] Re-hires will be provided benefits exactly like those offered new employees until such time as the re-hired employee is eligible for the bridging of his/her former service. J ,Y010¢¢0//opo 1440000 // /$00000 / /OM /$4 /00 /00 000 /10r /Y0/00/ Part-time and Seasonal employees are not covered under this policy. Discussion of the City's Drug Policy followed. Mr. Hart and Debra Forte' advised the committee the drug policy was still being reviewed. The committee recommended the policy on Resignation be approved to read: Civil Service Policy Review Committee Minutes 04-19-91 Page 3 Section 7.G Resiti. An employee may resign from City employment for any reason. Employees should submit a written notice of resignation to his/her supervisor two weeks prior to the date of resignation. If two weeks notice is not given, an employee may not be eligible for re-hire. Before receiving a final paycheck, terminating employees must turn in all City property, including Civil Service Handbooks, insurance/benefit manuals, and identification cards. The Committee discussed the following sections in Chapter 8 to be approved to read: Section 8.01 tk . nai __ftE ct and IMs There shall be an evaluation of each employee's work six (6) months after starting regular employment, at the completion of 12 months' employment and annually thereafter. In the event an employee receives an overall rating of either unacceptable or improvement needed on his evaluation, such employee must be reevaluated no later than two months following the scheduled merit increase eligibility date. If the employee shows no improvement the appointing authority will comment on any action to be taken. Such evaluation shall be on forms and under procedures prescribed by the City Manager.[A copy of the evaluation must be placed in the employee's personnel file.] Section 8.02 Evaluation Methods and Reports The evaluation methods shall be so devised as to gain significant facts concerning the details of the quality and quantity of work performed, the conduct and work habits of the employee, and other factors having a bearing on his value to the service. Information may be reported by supervisory employees in accordance with an acceptable method of appraisal. Section 8.03 t e oaf M2b, ion Results The results of this evaluation shall be taken into account in the following ways: A. In determining the advisability of granting employee status. B. In making salary adjustments between steps of a salary range, a merit pay increment may be deferred until the employee's performance meets the required level of performance as established by his Director. Civil Service Policy Review Committee Minutes 04-19-91 Page 4 C. A leave of absence may be granted only to an employee having a satisfactory record. D. Eligibility to participate in any promotional examination shall be subject to an overall satisfactory rating on the employee's most recent performance evaluation. E. In determining the order of layoff when forces are reduced because of lack of funds or work, and the order in which names are to be placed on reemployment lists. F. The general record of service as well as specific and imediate charges will be taken into account when disciplinary action against an employee is proposed and the penalty, if any, is assessed. Section 8.04 xamistilsgamaria Within f#O [ten (10) business] days after he is given a copy of his Report of Performance, an employee who wishes consideration X$/O O$/O/ / X [to appeal the evaluation] by the rater, should prepare a written request as follows to the [manager or director] of his department (the appointing authority). A. Identify the report by stating the date of the report, the name of the rater and the date the report was received. B. Specify the ratings or comments which he believes are incorrect. C. State the ratings or comments he believes should be made on the report. D. Give facts substantiating each change requested. E. Keep a copy of his written request and send the original to the 0000 [manager or director] of the department. Upon receiving the request, the appointing authority will have ten [business] days to meet with the employee and either sustain or change the Report of Performance and notify the employee of his decision in writing. In case of a change of the report, a copy shall be included with the decision [and a copy returned to the rater. ] In the event that the employee is not satisfied with the determination of the appointing authority, he may then proceed through the normal grievance procedure. Civil Service Policy Review Committee Minutes 04-19-91 Page 5 The Committee approved Section 9.02 to read as follows: Section 9.02 ( , tl for s to i The tenure of each employee shall be subject to his good behavior and the rendering by him of efficient service. He may be disciplined for any of the following causes or for other reasonable cause: A. Fraud in securing appointment B. Inoampetency C. Inefficiency D. Unauthorized absence [E. Abuse of sick leave] F. Inexcusable neglect of duty G. Insubordination H. Dishonesty I. Intoxication, unauthorized use of drugs or alcohol, or being under the influence of drugs or alcohol while on duty. J. Conviction (including conviction after a plea of nolo contendre) of a felony or of a misdemeanor involving moral turpitude K. Disorderly, immoral or illegal conduct L. Negligence or willful damage to public property or waste of time, supplies or equipment M. Discourteous treatment of the public or of other employees N. Conduct while not on duty which reflects adversely on the City 0. Failure to return at the expiration of a leave of absence or being absent without leave shall be considered as an automatic resignation. Such a resignation may be rescinded by the 00000000K/000A [director] if the employee presents satisfactory reasons for his absence within three days of the date his automatic resignation became effective. Disciplinary action need not be taken following an automatic resignation. Civil Service Policy Review Committee Minutes 04-19-91 Page 6 P. Violation of City or departmental rules and regulations Q. Unauthorized actions prejudicial to City interests R. Conflict of interest The Committee will begin discussion on Section 9.03 at the next scheduled meeting to be held on Friday, May 10, 1991 at 9:00 a.m. Mr. Boatright adjourned the meeting at 11:00 a.m. •• - Chairman j