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HomeMy WebLinkAbout1991-03-08 CITY OF EULESS MU, SERVICE LION POLMCY1REV1EW mom= Mardi 8, 1991 9:00 a.m. MINUTES I. Call to Order The Civil Service Commission Policy Review committee met in a regular meeting on Friday, March 8, 1991 at 9:00 a.m. in the downstairs Administration Building Conference Room. Henry Boatright, Commission Chairman Willie Mae M COrmick, Commissioner Tommy Barnes, Commissioner David Gilfillan, Alternate Commissioner Ruth Alley, Personnel Manager Alice Cahill, Personnel Technician Oa dtt llbe s Pry Elsie Dougherty, Community Services Margarita Franco, Police Department Linda Free, Administrative Services Diana Kopecky, Fiscal & Human Resources Mark Lipman, Fire Department Nick Mitchell, Community Services Scott Parsley, Fire Department Donald Scott, Police Department Scott Stamps, Fire Department Paul Wrzesinski, Streets & Utilities 0—Rtes tild2C Abet Jeff Murphy, Streets & Utilities Jerry Payton, Community Development Ron Williamson, Police Department Civil Service Policy Review Committee MINUTES - 03-08-91 Page 2 II. Mr. Barnes opened the meeting with the invocation. III. The January 11, 1991 Revised Minutes were approved as read. IV. The February 8, 1991 Minutes were approved as read. V. CHAPTER 6 - Corti figati can i_Amointifts and Status "Non-competitive examination" referred to in Section 6.04, Provisional Appointments, was clarified in Section 4.20: The use of non-competitive examinations shall be limited as follows: A. When only one (1) applicant is available. B. When only one (1) eligible is available for promotion. C. When the appointing authority recommends filling a budgeted vacancy by an employee of lower grade for training because a qualified applicant could not be recruited. D. With Director recommendation and City Manager approval, an applicant who has failed to make a passing score on a non-competitive examination may be provisionally appointed for further training. E. With Director recommendation and City Manager approval, an applicant who has failed to make a passing score on a non-competitive examination may remain in the classification for further training and take another non-competitive examination. Section 6.05 , Promotions are in effect appointments to a higher level position and shall have requirements identical to appointments. Individuals accepting a promotion shall serve a probationary period of six (6) months before the appointment becomes permanent. If the employee does not satisfactorily perform the duties of the new position during the probationary period, he will be returned to his former position and rate of pay upon recommendation of the [Director or Manager]. Employees receiving a promotion shall be paid at the entry rate of pay for the new classification or such other rate designated by the appointing authority, but in no event at a rate less than their prior rate of pay. Civil Service Policy Review Committee MINUTES - 03-08-91 Page 3 Section 6.06 hurantwarAUggaire - Approved as read: The appointing authority shall not make his appointment prior to either interviewing all candidates certified or until the candidate response time has elapsed. A. The appointing authority shall be permitted to examine applications and related data of the eligible certified and shall rank the candidates according to their qualifications. B. Upon determination of his selection, the appointing authority shall notify the Personnel Officer. Upon clearing all further checks, the successful candidate is notified in writing. C. After confirming his selection with the successful candidate, the other certified candidates shall be notified that a selection has been made. Nothing in this rule is intended to bar the appointing authority from further investigating any candidate as long as the candidate's present employment is not jeopardized and all candidates are treated equally. Section 6.07 - The Committee made a request to table discussion on the Nepotism policy, and have the City Manager address this item at the April meeting. Section 6.08 - Y, f [CUt cks] The Committee discussed substituting [Cutbacks] or [terminations] for "layoff", and a 4-week notice, instead of 2-week notice be given the employee in the event of a layoff. Directors may YAW, [terminate] employees when necessary due to changes in duties or organization, or lack of work or funds. When possible, employees who are subject to be )OiO/g [cutback] in one department will be integrated into other departments by transfer. Employees subject to MOW [cutbacks] and employees exempt from Civil Service who have been promoted from a lower classification subject to these rules and regulations shall be entitled to take a voluntary demotion to his former position. Employees subject to MYOff [cutbacks] may elect to accept a transfer to a vacancy in another classification if they are qualified for the position. These employees shall be given preference for such vacancies. Civil Service Policy Review Committee MINUTES - 03-08-91 Page 4 When MOM [cutbacks] are required, they shall be based first on demonstrated job performance and efficiency, and second on length of service with the City. J3(OfX [cutback] shall not be considered to be disciplinary action. WV19 05/¢ ' / O 1¢J A 0 f 00K [four-week] written notice of mom [cutback] shall be given by the Director to the employee. Persons employed in part-time or extra help work may be given a statement at the time they are employed of the date that employment is expected to end. This statement will meet the requirements for notification. Section 6.11 v Assign Temporary assignment is to be re-written to comply with Fair Labor Standards Act guidelines. Temporary assignments may be made by 00000000 //)( [Directors] or the City Manager when workload or schedules require such action. Employees temporarily assigned to higher level positions shall begin receiving pay /g / X /0 i Xot/X OX/s / /OXO , J [upon the effective date of the temporary assignment] at the entry rate for the higher position, or such other rate designated by the appointing authority. L/ '4 00/ 0/X00/ 0/VOWAs Xg `/00/0/0WWWW41/00 ` Y/0 00,0/0/0300/00004/101/M00000/X04$41 [In no event shall the increase in pay be less than five percent (5%) of the prior rate of pay.] hi /00/500.0/ However, pgyy a temporary assignment [shall not] exceed a total of ninety (90) days. Section 6.12 - Banigaggiorft The Committee requested discussion on this policy be tabled until the City Manager can address the issue at the April meeting. [Employees of the City of Euless may be re-hired after they have resigned from 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. Re-hires will be provided benefits exactly like those offered a new employee until such time as the re-hired employee is eligible for the bridging of his/her former service. Employees who terminate a second time will not be eligible for re-hire. Part-time and Seasonal employees are not covered under this policy.] Civil Service Policy Review Committee MINUTES - 03-08-91 Page 5 The Committee agreed on the following sections as read: VI. Section 7.01 - Walladan_gfibsgeAMS A. All employees shall hold their positions subject to the rules and regulations established by the City Council. B. No full-time employee of the City shall engage in any occupation or outside activity which is incompatible with his employment by the City. Any officer or employee engaging in any occupation of outside activity for compensation shall inform his 00090000/Y000 [Director or Manager] of the time required and the nature of such activity and the Director shall determine whether or not such activity is compatible with City employment. Information concerning outside employment shall be kept in the employee's personnel file. Section 7.04 - Probation Pe[igd A. All new or Police Officers and Firefighters shall serve a probationary period of twelve (12) months from the date of employment or for twelve (12) months after completion of the Policy Academy for Police Officers, or Fire Academy for Firefighters, whichever comes later. Police Officers or Firefighters that have promoted within their department shall serve a probationary period of twelve (12) months from date of promotion. All other new or re-employed employees in regular full-time positions shall serve a probationary period of six (6) months from the date of employment. All full-time employees who transfer from one department to another shall serve a probationary period of six (6) months from date of promotion. Regular pert-time employees shall serve an extended probation period until he completes the same number of hours required of a regular full-time employee. Any leave of absence without pay shall cause the employee's probation period to be extended by the total number of days of the leave of absence without pay. ///// /// X93Y / /#064100/ / /6MONA / 000/9VMPIY 1600001710 /XX OX /MVO /0 / yI0t rnt x /i O' /WO _ Civil Service Policy Review Committee MINUTES - 03-08-91 Page 6 C. A probationary new employee may be separated from employment at any time during the probation period without right of appeal or hearing except in cases involving discrimination. Notwithstanding other than disciplinary reasons during his probation period from a position to which he had been promoted or transferred, shall he be restored to his former position. Such restoration includes restoration of the employee's former salary, merit increase eligibility date and all other benefits to which he would have been entitled if the promotion or transfer had not occurred. D. The department shall use the probation period to closely observe and evaluate the work of all employees newly appointed and to encourage their effective adjustment to the job and the service of the City. 0000004//00000 [Directors] shall retain only those employees who meet an acceptable standard of work during their probationary period. Section 7.05 - Atie Employees shall be at their place of work in accordance with these rules in general or departmental regulation. All departments shall maintain accurate daily attendance records of employees and furnish, on forms provided, a bi-weekly report which is forwarded to the Finance Department. THE COMMITTEE APPROVED RECOMMENDED ADDITIONS TO CHAPTER 7 AS READ: Section 7.A - $ byes An employee may not be prohibited from joining or required to join an employee organization. Joining or not joining an employee organization is not grounds for retaining or not retaining an employee. This applies to all employees including probationary employees. Section 7.B - laa■ant Ptxysicals New Hires: Before hire, all prospective employees must pass a physical examination and drug screening. Health fitness standards will be established to meet the criteria for the various positions in each department. These standards will be subject to coordination with the hiring department and with the physician. No applicant shall be employed by the City unless and until the examining physician has certified that the applicant meets the minimum standards of health fitness required to fulfill the tasks and duties of the position for which the applicant is applying. The physical will be performed by a physician designated by the City, and will be paid for by the City. Civil Service Policy Review Committee MINUTES - 03-08-91 Page 7 Current HMployees: In the interest of safety, or for any other reasonable cause, the Director may require an employee to report to a doctor of the City's choosing for an evaluation. All such evaluations shall be conducted on City paid time at the City's an expense. Refusal to submit to an examination may be cause for dismissal. Current employees are expected to maintain the same minimum standards of physical fitness required of new applicants for their particular assignments. The City Manager may require any director to report to a doctor of the City's choosing for an evaluation. All such evaluations shall be conducted on City paid time and at the City's own expense. All department requests for evaluations shall be coordinated through the Insurance/Benefits Department. Section 7.C. DrimingAggalde Driving record will be checked on all applicants who may be required to drive city vehicles, or driving any vehicle on City business. All employees are required to maintain a safe driving record at all times. Driving records will be checked periodically throughout employment with the City. Section 7.D - Pixtogra * All new employees will be photographed after the new employee orientation. Photographs will be used for Insurance/Benefits identification; and will be kept in their personnel files. [Photographs will be updated periodically as budgets will allow. ] Section 7.E. - Dress gag All City employees, uniformed and non-uniformed, are required to report to work neat, clean, well groomed, and dressed appropriately and modestly in acceptable attire so as to present a positive, professional public image. Hats, caps, or any articles of clothing which display alcoholic beverages, drugs, pornography, or advertise material of any nature are not acceptable attire for the work place. All clothing and footwear should provide protection from injury, and be appropriate for the job being performed. City issued safety equipment, and/or clothing must be worn when on the job. This includes but is not limited to hard hats, toe guards, goggles, gloves, and safety vests. Jewelry and other accessories should not interfere with the safe operation of tools or equipment used on the job. Uniforms are the property of the City and all employees are responsible for proper care and use. No part of a City issued uniform shall be worn for "off-duty" attire. No alcoholic beverages or intoxicants should be used in public while wearing a uniform. Civil Service Policy Review Committee MINUTES - 03-08-91 Page 8 A terminating employee will return all City issued articles before receiving his/her final paycheck. Any employee who willfully damages or destroys any part of a City issued uniform must reimburse the City for those items damaged or destroyed. Employees are required to keep uniform articles clean and in good repair. This policy is not designed to conflict with established uniform or safety codes of the individual departments. Employees should consult departmental policies for any specifics, of which a copy shall be on file in the Personnel Office. Section 7.F - Persczmel Recoads Personnel records for all City employees are kept on file in the Personnel Department. Information in the personnel files is held in strict confidence and subject to the Texas Open Records Act. If an employee wishes to see his file, he may make an appointment with the Personnel Department, and view his file in the presence of an authorized Personnel Department employee. Records may not be removed from the Personnel Department. Section 7.G - Resit [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 hand books, Insurance/Benefit manuals, and identification cards. ] The Committee requested to have the City Manager address the Nepotism and Re-instatement policies at the beginning of the April meeting. The next scheduled meeting will be April 12, 1991. Recommendations for changes for the next meeting agenda should be turned in to the Personnel Department no later than Thursday, March 28, 1991. Mr. Boatright adjourned the meeting at 11:15 a.m. ice„ Chairman %/