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HomeMy WebLinkAboutORD 88-56 �u:+...,..+w....«,r.-....- ORDINANCE NO. J7- j` Z ENTITLED AN ORDINANCE AMENDING CHAPTER 21, BY REPEALING ARTICLES I AND II AND ENACTING NEW ARTICLES I AND II DEALING WITH GENERAL PERSONNEL ISSUES AND THE POSITION CLASSIFICATION COMPENSATION PLAN; PROVIDING FOR SEVERABILITY AND PROVIDING FOR REPEAL. BE IT ORDAINED BY THE CITY OF BEAUMONT: Section 1 . That Chapter 21 of the Code of Ordinances of the City of Beaumont is hereby amended by repealing Articles I and II and enacting new Articles I and II to read as follows: ARTICLE I. IN GENERAL Section 21-1. Application of Articles I and II. Unless expressly so stated otherwise, Articles I and II of this chapter shall apply to all employees in the service of the city except firemen and policemen. Section 21-2. Overtime pay, compensatory time, and call back Pay. Employees who are eligible shall be entitled to overtime pay, compensatory time and call back pay in accordance with applicable federal and state statutes. The City Manager shall recommend as appropriate other pay regulations for approval by City Council during the budgetary process. Section 2`'1-3. Regular and temporary appointments. Each employment appointment shall be designated as regular full-time, temporary or part-time in accordance with regulations promulgated by the City Manager. Section 21-4. College tuition and expenses for attendance at conference, seminars and short courses. The City may reimburse employees for all expenses incurred for college and short courses, conferences and seminars which are job related in accordance with rules and regulations promulgated by the City Manager. Section 21-5. Holidays. (a) The following holidays shall be declared official holidays for City employees to be observed in accordance with regulations established by the City Manager: (1) New Year' s Day (2) Martin Luther King, Jr. ' s Birthday ( 3rd Monday in January) ; ( 3 ) Good Friday; (4) Memorial Day; (5) Independence Day; (6) Labor Day; (7) Thanksgiving Day; (8 ) Day after Thanksgiving Day; ( 9) Christmas Day; (10) A special day taken at any time. (b) Each Emergency Medical Services employee shall earn one half ( 1/2) shift time for each holiday. Section 21-6. Leave. (a) Each regular full-time employee shall earn leave in accordance with the following schedule: 1 Vacation Leave Earned Hours Pay Years of Service Per Period 1-5 4 6-8 4. 5 9-11 5 12-14 5. 5 15-17 6 18-20 6 . 5 27-29 8 30-32 8 . 5 33-35 9 Over 35 9. 5 Not to exceed 240 hours annually. Each regular full-time Emergency Medical Services (EMS) employee shall earn leave at a rate of 5 . 3 hours per bi-weekly pay period when he/she is paid for eighty ( 80 ) hours in the same pay period. Earned holiday time may be carried forward and added to vacation leave but accrued vacation leave not to exceed two hundred forty ( 240) hours may be carried forward to the next calendar year. -2- 2. Personal Leave Leave will be earned at a rate of 2. 15 hours per bi-weekly pay period only when an employee is paid for eighty ( 80) hours in the same pay period. EMS personnel shall earn leave at a rate of 2. 85 hours each bi-weekly pay period in which the employee is paid for ninety-six ( 96) hours in the same pay period. 3 . Short-term Disability Short-term disability leave will be earned at a rate of 3 . 69 hours per bi-weekly pay period only when an employee is paid for eighty ( 80) hours in the same pay period. (b) An employee may not carry more than two hundred forty ( 240) hours of vacation leave time into the next calendar year. (c) An employee may not use any accrued vacation until he/she has completed one ( 1) year of continuous service with the City. Vacation leave must be approved by the employee' s supervisor before it can be used. (d) Employees who are separated before completing twelve ( 12) months of consecutive service shall not be entitled to payment for unused vacation leave. (e) Each regular full-time employee may accumulate up to seven hundred twenty (720) hours of personal leave, regardless of years of service. (f) An employee with more than one ( 1) year of service who gives at least a two ( 2) weeks written notice shall be paid upon termination for all unused vacation and accumulated personal and short-term disability leave not to exceed a combined total of seven hundred twenty ( 720) hours. (g) Employees who are dismissed involuntarily shall not receive pay for any unused personal leave and short-term disability. -3- Section 21-7. Occupational disabilities and injuries. An employee injured in the course of employment shall receive benefits as provided by the worker' s compensation program adopted by the City and by any other applicable regulations and directives. An employee shall not be eligible to use leave in conjunction with short-term disability and worker ' s compensation benefits to exceed his/her regular base salary. Section 21-8. Emergency leave, military leave and jury duty. (a) Employees working under regular appointments may be granted emergency leave with pay for a period not to exceed three ( 3 ) days in case of death in the immediate family, and this leave shall not be charged against vacation or personal leave. Immediate family shall include the spouse, child, parent or guardian, grandparents, grandchildren and brother or sister of the employee or of the employee' s spouse. Temporary employees may be granted leaves of absences without pay in such cases. (b) Regular employees who are members of military reserve components and who are ordered by military authorities to short tours of military duty, not to exceed fifteen ( 15 ) calendar days annually, shall be paid the full salary_ on all days for such military duty. (c) Regular employees who are required by due process of law to render jury service or serve as a witness in any case shall receive, their regular pay during such period. Section 21-9. Affirmative action adopted. The City Manager shall submit for adoption by the City Council an Affirmative Action Plan. Section 21-10. Political activity by employees. All employees of the City of Beaumont shall be subject to the regulations of political involvement as promulgated by the City Manager. ARTICLE II. POSITION CLASSIFICATION- COMPENSATION PLAN Section 21-11. Definitions. For the purpose of this article certain terms are herein defined as follows: -4- r Class: A group of positions (or one position) that: ( 1 ) Have similar duties and responsibilities, ( 2) Require like qualifications, and ( 3 ) Can be equitably compensated by the same salary range. Class title: The official designation or name of the class as stated in the class specification. It shall be used on all personnel records and actions. Working or office title may be used for purposes of internal administration. Position: A group of currently assigned duties and responsibilities requiring the full or part-time employment of one person. A position may be occupied or vacant. Section 21-12. Plan adopted. The compensation plan and salary grades for all classes or positions in the City as on file in the office of the City Clerk shall be adopted on an annual basis during the budgetary process. Section 21-13. Responsibility for administration. The City Manager shall be responsible for administering the classification and compensation plans for all positions . He shall be responsible for working out arrangements which will insure the administration of the plan for all employees on an equitable basis. He may assign other officials or employees to assist him in this activity. Section 21-14. Interpretation. The City Manager shall be responsible for interpreting the application of the plan to pay problems which are not specifically covered by this article using the principles expressed herein as a policy guide. Section 21-15. Review and amendment of compensation plan. Prior to the annual submission of the budget to the City Council, the City Manager shall have completed a review of the compensation-classification plan and submit his findings together with recommended amendments to the City Council. -5- r Section 21-16. Allocation of new positions. The City Manager may, upon review, allocate a position to an existing classification or designate the position as "acting" . He shall recommend the establishment of a new class during the budgeting process and. after adoption by City Council shall allocate the position to the approved class. The Council shall determine whether the establishment and/or abolition of a class is in order. Section 21-17. New appointees. (a) Generally, a new employee shall be paid the minimum rate of pay for his class. The City Manager shall define a process which determines the maximum salary, within the established compensation plan, which a new employee may be paid. Exceptions to the maximum salary may be granted upon the written prior recommendation of the department, subject to the approval of the City Manager. (b) A new employee shall be evaluated and considered for a salary increase in accordance with rules and regulations promulgated by the City Manager. Section 21-18. Promotions and transfers. (a) When an employee is promoted to a position in a higher class, his salary may be increased to the minimum rate of the higher class. In the case of overlapping ranges, the promoted employee may be increased to the step immediately above his present salary or, in unusual circumstances, to a higher step. Any salary increase after promotion shall be subject to the -rules and regulations as promulgated by the City Manager. (b) There shall be no immediate change in the salary rate of an employee who is transferred. Transfer shall mean the lateral movement into the same or similar classification having the same pay range. Section 21-19. Demotions. When an employee is demoted to a lower class position he shall be paid at the rate which is within the approved ranges for the lower class position. The rate of pay shall not be higher than the maximum set for the classification. Exceptions may be granted in unusual circumstances by the City Manager. -6- Section 21-20. Reallocations downward. When an employee' s position is reallocated to a lower classification and the employee' s salary is above the maximum set for the lower class, the employee shall be permitted to continue at his present rate of pay; until the classification/compensation policy changes such pay. Section 21-21. Administrative salary adjustment. The salary of each employee shall be reviewed annually by his department head for the purpose of determining which employees may be considered for salary increases. All the personnel records, tardiness and performance shall be considered in making recommendations with major emphasis placed on the evaluation of services rendered. The City Manager shall have absolute authority to grant salary increases within the present compensation ranges established herein and shall do so only upon the positive recommendation of the department head of that employee. Section 21-22. Initial adjustment to the compensation plan. After the initial grade for a class of positions has been established, the provisions of section 21-21 shall apply for all subsequent increases. Section 21-23. Longevity pay. Each regular full-time employee with five ( 5) or more years of service will be paid longevity pay at the rate of four dollars ( $4. 00) per month for each year of service up to and including twenty-five ( 25) years. Such pay shall be computed only on the basis of continuous, unbroken service. Section 21-24. Reduction in force. (a) Whenever it is necessary to reduce the workforce in any City department or division, temporary, part-time and probationary employees shall be considered 'for layoff first. The City shall attempt to transfer full-time employees to other departments. The City Manager shall define the process that will be used in determining which employees will be laid off for overall consistency and fairness. (b) The salary for each employee rehired in his previous classification shall be commensurate with his pay rate prior to the layoff. The salary of each employee rehired in a lower grade shall be adjusted to a salary comparable to other employees with the same seniority in the new classification. (c) Other such benefits shall be defined in accordance with the established rules as promulgated by the City Manager. -7- r Section 2 . That if any section, subsection, sentence, clause or phrase of this ordinance, or the application of same to a particular set of persons or circumstances, should for any reason be held to be invalid, such invalidity shall not affect the remaining portions of this ordinance, and to such' end the various portions and provisions of this ordinance are declared to be severable. Section 3 . All ordinances or parts of ordinances in conflict herewith are repealed to the extent of the conflict only. PASSED BY THE CITY COUNCIL of the City of Beaumont this the day of �v 1988. Mayor - r