11/06/2001 Resolutions 2001-314
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RESOLUTION 2001-314
WHEREAS, on October 28, 1996, by Resolution 96-294, the City Council ofthe City
of Grand Island adopted the current City Personnel Rules and Regulations; and
WHEREAS, as a result of numerous meetings with department directors and a study
session with elected officials, significant changes to such rules and regulations have been
recommended; and
WHEREAS, a copy of the proposed Employee Handbook is attached hereto as Exhibit
"A",
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF
THE CITY OF GRAND ISLAND, NEBRASKA, that the Employee Handbook attached hereto as
Exhibit "A" is hereby approved and adopted effective December 1,2001.
Adopted by the City Council of the City of Grand Island, Nebraska on November 6,2001.
RaNae Edwards, City Clerk
Resolution #2001-314 was tabled to a future study session at the
City Council Meeting of November 6, 2001.
Approved as to Form T ~
November 1, 2001 ... City Attorney
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WELCOME
Welcome to the City of Grand Island! We want to thank you for joining our team.
We believe that each employee contributes directly to the growth and success of
our organization. We hope that the employment relationship that we share is a
long and mutually rewarding one. The purpose of this employee handbook is to
acquaint you with policies set forth by the City of Grand Island. These Personnel
Rules and Regulations state the intent of the Mayor and City Council in providing
for the employment conditions and benefits for employees of the City of Grand
Island. You should familiarize yourself with the contents of the Personnel Rules
Handbook, as you are responsible for abiding by the rules that are outlined
within.
For convenience, in this handbook, we will refer to your employer as The City of
Grand Island, The City, we, our, or us. If you have questions regarding the
material presented here, please feel free to ask your supervisor or call the
Human Resources Department.
Again, best wishes for success in your new position with the City of Grand Island!
LEGAL EFFECT
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The policies in this manual are subject to change as the City grows and changes.
Any changes in this manual shall apply to existing as well as future employees.
If and when provisions are formally changed, you will be notified and appropriate
replacement documentation will be provided. No statement or promise made by
a supervisor, manager, or department head may be interpreted as a change in
policy, nor will it constitute an agreement with an employee.
The City Personnel Rules are not a contract, express or implied. This handbook
replaces (supersedes) all other previous Personnel Rules for the City of Grand
Island as of 11-01-01.
EQUAL EMPLOYMENT OPPORTUNITY
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The City of Grand Island affirms its commitment to providing a work environment
that does not discriminate in employment opportunities or practices on the basis
of race, color, religion, sex, mental or physical disability, marital status, or
national origin. The City will operate in full compliance with applicable federal,
state and local laws prohibiting discrimination in employment. This policy
governs all aspects of employment, including selection, job assignment,
compensation, discipline, termination, and access to benefits and training.
Anyone found to be engaging in any type of unlawful discrimination will be
subject to disciplinary action, up to and including termination of employment.
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SCOPE
The City of Grand Island is made up of several different departments. The
departments that are governed by these rules are as follows:
City Attorney's Office
Finance Department
Parks & Recreation Department
Fire Department
Utilities Department
Human Resources Department
Building Department
Mayor's Office
Community Projects Department
Police Department
Public Works Department
Public Library
City Administrator's Office
Regional Planning Department
Grand Island/Hall County Health Department
Grand Island/Hall County Emergency Management Department
The following are exempted from these rules:
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The Mayor and City Council
Members of appointive boards, commissions, and committees.
Independent contractors
Correctional System inmates
Although persons employed as temporary employees, interns and citizen
volunteers are not eligible for benefits under the City's policy, they are still
expected to follow the policies set forth as they represent the City.
The City Administrator's Office is governed by the Personnel Rules, however, the
City Administrator serves at the pleasure of the Mayor and Council.
The City Personnel System shall be divided into two classifications of service,
classified and unclassified. Classified service includes all employees governed
by the Civil Service Act of the State of Nebraska. Departments that would have
employees that fall under this category, would be the Police and Fire
departments. All other employees of the City would be considered unclassified.
All appointments and removals of employees who are in the classified service
shall be subject to Civil Service Rules and Regulations.
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These rules and regulations apply to all employees of the City except where
labor contracts, Civil Service Rules, State statutes, or other City ordinances
supersede these rules.
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MAYOR AND CITY COUNCIL
The Mayor and the City Council shall be the ultimate policy-making authority for
the City of Grand Island. The Mayor as chief executive officer of the City,
pursuant to Section 16-312 of the statutes of the State of Nebraska, shall be
responsible for the proper administration of the affairs of the City. The Mayor is
the appointing authority under the Civil Service Act of the State of Nebraska.
Pursuant to Section 16-308 of said statutes, the Mayor shall upon approval of the
City Council, appoint or remove a city administrator, city clerk, city treasurer. city
engineer, city attorney, and such other officers as required by law.
The Mayor may designate his or her administrative responsibilities under these
rules to the City Administrator, as the Chief Administrative Officer; provided the
Mayor may not designate any duties or responsibilities in violation of the State
statute. The Mayor has the right to approve or disprove any personnel actions
taken pursuant to these personnel rules.
GENERAL POLICIES
APPLICATION PROCESS
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The City's Human Resources Department is responsible for the posting of all
employment opportunities. Vacancies will be advertised publicly as well as
internally. Unbiased consideration will be given to all applicants.
The City may refuse to consider an applicant or place his or her name on an
eligibility list for any of the following reasons:
· The applicant lacks the minimum qualification stated in the official job
description.
· The applicant has been found guilty of a crime of such a nature as to
render the applicant unsuitable for the job for which application is being
made.
· The applicant has been dismissed or resigned for disciplinary reasons
from any employment within the past five years for a cause that would
constitute a cause for termination under these rules.
· The applicant has made a false statement on his or her application.
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· The applicant is deemed unfit to perform the duties of the job for which
application is made as indicated by unfavorable reports received from
references or by character or medical investigations.
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· The applicant does not hold a valid driver's license when required by the
nature of the job.
· The applicant for a position is a member of the same household and/or an
immediate family member within the same supervisory chain of command.
An immediate family member would be any of the following; spouse, child
(including stepchildren), sibling, parent, grandparent and in-laws of the
same relation. Family members are otherwise eligible for employment
with the city provided they are not in the same supervisory chain of
command.
SEXUAL AND OTHER UNLAWFUL HARASSMENT
The City of Grand Island is committed to providing a work environment that is
free from all forms of discrimination and conduct that can be considered
harassing, coercive, or disruptive. Actions, words, jokes or comments based on
an individual's sex, race" color, national origin, age, religion, disability, sexual
orientation, or any other legally protected characteristic will not be tolerated. All
men and women are to be treated equally with dignity and respect.
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Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or
physical conduct of a sexual nature. This form of employee misconduct
undermines the integrity of the workplace and will not be tolerated. The following
is a partial list of examples of sexual harassment:
· Unwelcome sexual advances - physical or verbal.
· Offering employment benefits in exchange for sexual favors.
· Making threats after a negative response to sexual advances.
· The use of derogatory comments, epithets, slurs or jokes.
If you experience or witness sexual or other unlawful harassment in the
workplace, report it immediately to your supervisor and the Director of Personnel.
All allegations of sexual harassment will be quickly and discreetly investigated.
Any supervisor or Director who becomes aware of possible sexual or other
unlawful harassment is to report it immediately to the Personnel Director. If the
Human Resources Director is not available, report to the City Attorney.
An employee shall not suffer retaliation for coming forward with a complaint of
harassment. Anyone engaging in sexual or other unlawful harassment will be
subject to disciplinary action, up to and including termination.
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DRUG-FREE WORKPLACE
The City of Grand Island is committed to providing a safe work environment. The
City absolutely prohibits the distribution, manufacture, possession, sale, use,
transfer, transport or purchase of illegal drugs, or being under the influence of
alcohol or drugs at the workplace, on City premises, or in City vehicles. Any
violation of this policy is subject to discipline up to and including termination, for
the first offense.
The substances that are prohibited include but are not limited to the following:
Alcohol
Cannabinoids (marijuana, hashish)
Depressants (tranquilizers)
Hallucinogens (PCP, lSD, designer drugs" etc.)
Narcotics (heroin, morphine, etc.)
Stimulants (cocaine, methamphetamines, diet pills, etc.)
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Any employee convicted of violating a criminal drug statute in this workplace
must inform the City of such a conviction (including pleas of guilty and no
contest) within five days of the conviction occurring. Failure to inform the City will
subject the employee to disciplinary action, up to and including termination for
the first offense. By law, the City will notify the federal grant agency or
contracting officer within 10 days of receiving such notice from an employee or
otherwise receiving notice of such conviction.
The City reserves the right to offer employees convicted of violating a criminal
drug statute in the workplace, the opportunity to participate in a rehabilitation or
drug abuse assistance program, at the employee's expense, as an alternative to
discipline. If such an opportunity is offered and accepted, the employee must
successfully complete the program before returning to their position as a
condition of employment.
The City shall test all applicants who have been offered a position with the City
prior to starting their new job. Job placement is contingent on the results of the
drug testing. The City will test for the following substances for all new hires;
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· Amphetamine/Methamphetamine
. Cannabinoids
· Cocaine metabolites
. Opiates
. PCP
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The City reserves theright to test any employee that it has reasonable cause to
believe is under the influence of alcohol or drugs while in the workplace.
The City shall also maintain a testing program as is required by the U.S.
Department of Transportation (DOT). This program will apply to employees in
job classifications that require a Commercial Driver's License (CDL). Employees
in this classification will receive additional information in the orientation process
from the Human Resources Department.
CORRECTIVE AND DISCIPLINARY ACTIONS
Employees are expected to act in a mature and professional manner while
performing services for the City Of Grand Island. Below is a partial list of
behaviors that an employee may be disciplined for. Depending on the severity of
the infraction, an employee may be subject to discipline up to and including
termination. The following is a list, not all-inclusive, providing examples of
unacceptable conduct:
· Failure to observe safety rules and regulations.
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· Failure to report to work at the appointed time or place, or for departing prior
to the designated time, including abuse of rest periods.
· Solicitation, or distribution or display of, unauthorized literature while on City
time.
· Operating a personal business while on City time.
. Intimidation or coercion.
· Abuse or waste of City equipment, tools, or material.
· Using abusive language or making false or malicious statements concerning
any employee, the City, or its services.
· Horseplay, loafing, or sleeping on the job.
· Unauthorized posting, removing, or altering of bulletin board notices.
· Violation of City, Department, or Division written or verbal policies or
procedures.
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· Unauthorized use or release of confidential, sensitive or privileged
information.
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· Intentional unavailability for or refusal to work over-time or respond to
emergency call-out.
. Abuse of sick leave or other paid leaves.
· Conduct unbecoming a City employee.
An employee may be discharged, even for a first offense, for the following
violations. This list is representative of dischargable behaviors but is not aI/-
inclusive.
. Insubordination.
. Theft of public or private property.
· Misappropriation of public property.
. Unlawful harassment.
· Consumption or possession of alcohol or nonprescribed drugs on City time or
property.
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· Being under the influence of alcohol or nonprescribed drugs while in the
workplace.
. Gambling or fighting on City time or property.
. Conviction of a felony.
· Abusive, offensive, or obscene language or conduct towards the public, City
officials, or employees.
· Demeaning, disruptive or uncooperative conduct in the workplace.
· Intentional or negligent damage or destruction of private or public property.
· Fraud, falsification or deceit in the conduct of City business.
· Incompetence or unsatisfactory performance.
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· Unauthorized possession or use of firearms or hazardous materials on City
time or property.
· Work disruption or stoppage, strike, or other forms of job action or withholding
of services.
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· Acts or threats of physical violence directed towards City officials or
employees.
· Soliciting favors, gifts, services, or bribes in the conduct of City business.
· Conduct unbecoming a City employee or tending to discredit or impair the
duties and the responsibilities of the employee's position.
· Violation of the "Employment of Relatives" Policy.
Any employee arrested or convicted of any offense other than a minor traffic
violation must report the incident to his or her supervisor. Failure to report such
matters can result in discipline, up to and including termination.
DISCIPLINE AND APPEAL PROCEDURE
A. General Statement
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It is the policy of the City of Grand Island to provide a system of progressive
discipline, which affords an opportunity for the resolution of unsatisfactory
employee performance or conduct. Except in the case of a written reprimand I
and reprimand II, such system shall include an appeal procedure to assure the
equitable and consistent application of discipline.
Discipline may begin with the least severe, appropriate disciplinary action and
progress, if necessary, to more severe actions. The severity of the incident may
warrant any level of initial disciplinary action, so as to be appropriate for the
offense.
B. ProQressive Discipline
Progressive discipline is the successive application of increasingly severe
disciplinary actions. These actions, in order of severity, are written reprimand "
written reprimand II, suspension, suspension and demotion, and discharge.
C. Written Reprimand I
A written reprimand' must be imposed by the employee's immediate supervisor
for minor violations or incidents. The reprimand must inform the employee of the
violation or incident, the required correction action, and the consequences of a
reoccurrence of the violation or incident.
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A copy of the written reprimand , must be delivered to the employee and the
Human Resources Department by the immediate supervisor. The immediate
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supervisor must retain a copy of the written reprimand I in departmental records.
A written reprimand I shall be placed in the employee's personnel file.
D. Written Reprimand II
A written reprimand II may be imposed by a Department Director, the City
Administrator or the Mayor for repeated minor violations or incidents, or for a
violation or incident of a more serious nature. The written reprimand II must
inform the employee of the violation or incident, the required corrective action,
and the consequences of a reoccurrence of the violation or incident. Copies of
the written reprimand II must be delivered to the employee and the Personnel
Department for placement in the employee's personnel file.
E. Suspension and Demotion
A suspension is a period of time where the employee is removed from the
workplace without pay. Suspension is normally imposed for a disciplinary or
dischargable offense or for an employee's failure to take corrective action in
response to a written reprimand I or II. A suspension may be imposed as initial
discipline for a violation or incident of a serious nature.
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A demotion is a change in status to a position subordinate to that held by an
employee prior to imposition of discipline and may be imposed by the
Department Director, the City Administrator or Mayor in conjunction with a
suspension for a violation or incident of a serious nature.
For non-exempt employees under the Fair Labor Standards Act (FLSA), a
suspension, not to exceed five working days, may be imposed by the Department
Director, the City Administrator or the Mayor. For exempt employees under the
FLSA, any suspension must be for a period of at least one workweek.
Prior to imposition of suspension and/or demotion as a disciplinary action, a
written notice of suspension and/or demotion shall be prepared, and signed by
the Department Director, the City Administrator, or the Mayor. The notice of
suspension and/or demotion must inform the employee of the following:
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(a) A statement of the violation(s) or incident(s)
(b) A brief explanation of the evidence underlying the violation(s) or
incident( s)
(c) The discipline to be imposed
(d) Any required corrective action by the employee
(e) The consequences of a reoccurrence of the violations( s) or
incident(s)
(f) The employee's right to request an appeal hearing before the
Mayor
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A copy of the notice of suspension and/or demotion shall be delivered to
the employee, either personally or by delivery to the employee's last
known place of residence, at least seventy-two (72) hours, excluding
Saturday, Sunday and Holidays, prior to imposition of the disciplinary
action. At the discretion of the person issuing the notice of suspension
and/or demotion, the employee may be suspended with pay immediately
upon delivery of the notice pending implementation of the disciplinary
action. A. copy of the notice of suspension and/or demotion must be
delivered to the Personnel Department for placement in the employee's
personnel file.
A proposed suspension (and demotion) may be appealed pursuant to the
procedure set out hereafter.
F. Discharqe
A discharge may be imposed by the Mayor for an employee's failure to correct
their workplace conduct in response to a suspension. A discharge may also be
imposed as initial discipline for a violation or incident of a serious nature.
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Prior to imposition of discharge as a disciplinary action, a written notice of
discharge shall be prepared, and signed by the Department Director, the
City Administrator, or the Mayor. The notice of discharge must inform the
employee of the following:
(a) A statement of the violation(s) or incident(s)
(b) A brief explanation of the evidence underlying the violation(s) or
incident(s)
(c) A statement that discharge is to be imposed
(d) The employee's right to request an appeal hearing before the
Mayor
A copy of the notice of discharge shall be delivered to the employee, either
personally or by delivery to the employee's last known place of residence, at
least seventy-two (72) hours, excluding Saturday, Sunday and Holidays, prior to
imposition of the disciplinary action. The employee shall be suspended with pay
immediately upon delivery of the notice of discharge pending implementation of
the disciplinary action or a final determination by the Mayor on the proposed
disciplinary action following an appeal hearing. A copy of the notice of discharge
must be delivered to the Human Resources Department for placement in the
employee's personal file.
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A proposed discharge may be appealed pursuant to the procedures set out
hereafter.
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G. Appeal Procedure
A regular status, non-introductory employee may appeal a suspension, a
suspension and demotion, or a discharge in accordance with the following
procedure:
a. Following delivery of a notice of suspension (and demotion), or
notice of discharge, the employee shall have seventy-two (72)
hours, excluding Saturday, Sunday and Holidays, to request an
appeal hearing before the Mayor. Such request shall be in writing
and delivered to the office of the Mayor at City Hall.
b. Upon receipt of a request for an appeal hearing, the Mayor shall
within five (5) working days cause to be set a time and place for the
appeal hearing and written notification thereof shall be provided to
the employee, the Human Resources Director and City Attorney.
The appeal hearing shall be held within fifteen (15) working days
after receipt of the request for hearing. The appeal hearing shall be
conducted informally and recorded electronically.
c.
At the hearing, the City Attorney, Department Director and/or City
Administrator shall present oral or written statements, reports and
documents supporting the disciplinary action.
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The accused employee, the employee's representative and
attorney, or other person on the employee's behalf, may present
oral or written statements, reports and documents in response to
the proposed disciplinary action.
e. Each side shall be limited to a total time for making their respective
presentations of one (1) hour or less. The Mayor upon good cause
shown may extend the time for presentation.
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f. Upon conclusion of the appeal hearing, the Mayor shall make a
determination in writing to dismiss, modify, or impose the proposed
disciplinary action. The proceedings before the Mayor at the appeal
hearing shall constitute the sole basis on which the Mayor's
determination shall be based. Modification may include any lesser
disciplinary action than that which was proposed, including written
reprimand II, reduction in pay, demotion, or change in the terms of
suspension and/or demotion and may provide for a period of
probation, counseling, treatment, or other corrective actions on the
part of the employee.
A copy of the Mayor's written determination shall be delivered to the employee,
either personally or by delivery to the employee's last known place of residence.
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A copy of the Mayor's written determination shall be delivered to the City
Administrator, City Attorney, and the Human Resources Director. The Human
Resources Department shall place a copy of the Mayor's written determination in
the employee's personnel file.
Should the employee be dissatisfied with the Mayor's determination, the
employee may appeal to the District Court of Hall County, Nebraska, in
accordance with the procedures provided by the statutes of the State of
Nebraska. The filing of a petition in error by the employee or the service of
summons upon the City shall not stay enforcement of a disciplinary action. The
City may do so voluntarily, or the City may comply with such stay as is ordered
by the District Court of Hall County.
EMPLOYEE GRIEVANCES
The following will be the grievance procedure for employees of the City Of Grand
Island, except those that are members of a recognized bargaining unit. Members
of bargaining units shall use the grievance procedures provided in their
respective labor agreements.
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Each person may present a grievance to their immediate supervisor who will
respond in writing within 5 working days. Written notification of this grievance will
be forwarded to the Human Resources Director, Department Director and City
Administrator.
If the person is not satisfied with the decision of their immediate supervisor, they
may present the grievance to the Department Director who will notify the Human
Resources Director and City Administrator. The Department Director will
respond in writing within 5 working days.
In the event that the person is not satisfied with the decision of the Department
Director, they may notify the Human Resources Director in writing within 5
working days. The Personnel Director will investigate the grievance and forward
the results to the grievant, the City Administrator, and the Mayor. The Mayor
may conduct a review of the record and notify the grievant of the Mayor's
decision.
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The following are the prerogative of management and are not subject to the
grievance process. Except where limited by provisions elsewhere in these rules,
nothing in the rules shall be construed to restrict, limit, or impair the rights,
powers, and the authority of the City as granted to it under the laws of the State
of Nebraska, and City ordinances. These rights powers and authority include,
but are not limited to the following:
· Discipline or discharge for just cause arising under the City Personnel Rules.
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. Direct the work force.
. Hire, assign, or transfer employees.
. Determine the mission of the City.
. Determine the methods, means, number of personnel needed to carry out the
City's mission.
. Introduce new or improved methods or facilities.
. Change existing methods or facilities.
. Relieve employees because of lack of work.
. Contract out for goods or services.
. The right to classify jobs and allocate individual employees to appropriate
classifications based upon duty assignments.
RESIGNATIONS, RETIREMENT AND LAYOFFS
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RESIGNATIONS: To resign in good standing, an employee must give the
Department Director written notice at least 14 calendar days prior to termination,
unless the Department Director agrees to permit a shorter period.
RETIREMENT: An employee may, but is not required to, retire on the first day of
the month following his or her 65th birthday. Uniformed members of the Police
and Fire Divisions shall be retired in accordance with the provisions of State
statutes covering retirement of these classifications.
Retired employees, except police officers and firefighters, shall, when eligible,
receive a pension as provided for in City Ordinance No. 4244 as amended.
Police officers and firefighters, when eligible, shall receive a pension as provided
for by State statutes.
The Mayor may, at his or her discretion, grant an early retirement option under
the general employee pension plan upon the request of an employee. The
employee must be at least 55 years of age and must have at least ten years of
participation in the employee pension plan.
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REDUCTION IN FORCE: Whenever it is determined to be in the best interest of
the City to reduce its workforce, the Director of the affected department will
submit a recommendation to the Mayor and City Administrator for the
implementation of the reduction.
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Factors that will be taken into consideration shall include, but are not limited to:
· The employment policies and staffing needs of the department, together with
contracts, ordinances, and statutes related thereto;
· Required federal, state, or local certifications or licenses;
. Seniority;
· The performance appraisal of the employees affected, including any recent or
pending disciplinary actions;
. The knowledge, skills and abilities of the employee;
· The multiple job skills recently or currently being performed by the employee;
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Upon the receipt of the Director's recommendations, a determination will be
made as to the classifications to be affected by a reduction in force and the
number of employees to be laid off. A determination as to whether any
employees within a job classification should be exempted from consideration due
to the existence of a required federal, state, or local certification or license will
also be made at this time.
In considering which of the employees within a job classification are to be laid off,
the Mayor and City Administrator will determine the length of continuous
employment within the department of each employee in the job classification. If
an employee has 10 or more years of seniority over the next considered
employee, then seniority will be the primary factor for determining layoff. If there
is less than 10 years difference in seniority, then the primary factors to be
considered will be; performance appraisals, pending or recent disciplinary
actions, knowledge, skills and abilities, and multiple job skills that are currently
being performed by the employee.
RECALL: Employees laid off under this reduction in force policy shall be eligible
for recall for a period of 2 years after layoff. If, within 2 years after layoff, a new
position is opened within the reduced job classification for the department, the
employee shall be recalled in the reverse order of layoff. After 2 years, the
employee will have no preference for rehire.
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SEVERENCE PAY: Employees with 5 or more years of continuous employment
with the City whose employment is terminated by a reduction in force will be
entitled to severance pay equal to one month's pay. Employees who retire or are
terminated through disciplinary action will not receive severance pay. The Mayor
may grant severance pay in resignation cases when deemed appropriate.
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The Mayor may grant severance pay greater than one month's pay upon a
determination that such action is in the best interest of the City.
USE OF CITY PROPERTY AND EQUIPMENT
Property and equipment that is provided by the City to carry out the duties of day
to day business is to be used in the way that it is intended. Personal use of City
property and equipment including computers and Internet service is prohibited.
While it is sometimes necessary to use the phone for personal calls, this use
should be limited.
POLITICAL ACTIVITY
City employees may not interfere or use the influence of their office for political
reasons. They shall not participate in any political activity during normal working
hours or when otherwise engaged in the performance of official duties. No
employee shall engage in any political activity while wearing a uniform required
by the City. An employee may not represent themselves as an employee of the
City while being involved in an outside political activity.
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Employees in certain departments will be additionally restricted due to funding of
that department through state and federal funds. Employees are urged to
contact their Department Director to determine the degree of political involvement
allowed. Employees may not be dismissed or disciplined because they refuse to
make a contribution to a political organization.
EMPLOYEE ORGANIZATIONS
City employees have the right to choose whether they wish to belong to
employee organizations. No employee may be reprimanded, threatened, or
discriminated against because the employee elects to join or refrain from
belonging to an employee organization.
SAFETY AND RISK MANAGEMENT
It is the goal of the City of Grand Island to provide a safe and healthful workplace
for all employees. The city's policy is aimed at minimizing exposure of our
employees and visitors to our facilities to health or safety risks.
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In order to accomplish this, each employee is expected to obey safety rules and
to exercise caution in all work activities. Employees must immediately report any
unsafe condition to their supervisor. Employees that violate safety standards,
who cause hazardous or dangerous situations, or who fail to report or, where
appropriate, remedy such situations, may be subject to disciplinary action, up to
and including termination of employment.
In the case of accidents that result in injury, regardless of how insignificant the
injury may appear, employees should immediately notify their supervisor. Such
reports are necessary to comply with laws and initiate worker's compensation
benefits.
The City has safety committees comprised of employees and management to
help ensure a safe and healthful workplace. In addition to departmental safety
committees, the City shall maintain a Risk Management Committee that is
comprised of members that represent and act as liaisons between the different
departments of the City. This committee is responsible for the coordination of all
citywide safety activities, analysis of citywide accident trends, and recommending
procedures that may improve safety in the departments.
WORKER'S COMPENSATION
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The City Of Grand Island will comply fully with the Worker's Compensation
Program that has been established under State statute.
When accidents occur at work, they must be reported immediately to the
supervisor and the appropriate paperwork filled out at that time and sent in to the
office. A supervisor must have prior knowledge and approve a doctor's visit. A
doctor's report may be required to substantiate the injury.
RESIDENCY
All Emergency Management employees are required to reside within the two mile
zoning jurisdiction of the City of Grand Island. All Department Directors are
required to reside within ten miles of the zoning jurisdiction and all Utilities
Department employees are required to reside within the residency boundaries of
the department.
Employees that drive City vehicles home and senior management personnel
need to check their department's S.D.P.'s in reference to residency
requirements.
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Employees will establish residency within six months after the calendar day of
the start of employment and will maintain residency during the term of
employment. For purposes of these Personnel Rules, residency will mean the
employee's domicile.
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EMPLOYMENT OF RELATIVES
Regular status employees who are members of the same family are eligible for
City employment provided that they are not in the same supervisory chain of
command. They may, however, be employed in different divisions of the same
department or in different departments. For purposes of defining this policy,
family members shall include; spouse, children, stepchildren, parents, siblings,
and in-laws of the same relation. Employees must notify the City if they are in
violation of this policy. If the City cannot accommodate a transfer request and
one of the employees affected does not voluntarily resign to correct the violation,
the employee with the least amount of seniority with the City will be asked to
resign or be terminated.
OUTSIDE EMPLOYMENT
Employees may hold other employment outside of City employment with prior
approval from their Director as long as it does not interfere with the duties of the
City job and does not conflict with the interests of the City.
DRESS CODE
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Employees of the City are required to dress in a manner that would be
considered professional attire. Employees that work in departments with
uniforms are required to dress in the approved uniform. For those that work in
the offices, professional attire is appropriate. As long as the City continues to
recognize Fridays as "Casual for Cause" days, the dress code for that day shall
be casual. Whether it is a casual day or a regular workday, employees are
expected to be clean and well groomed. If a supervisor feels that someone is not
dressed appropriately for work, they may be asked to go home and return
properly attired. If asked to do this it will be on the employee's own time which
will not be counted as hours worked.
POSITION CLASSIFICATION
The Personnel Department will be responsible for the maintenance of a
classification plan based on an analysis of duties of each position in the City.
Written specifications, also known as job descriptions, will be approved by the
City Administrator. Each description will define the class, summarize the duties
to be performed and, establish the minimum standards of experience and
qualifications required for appointment. Duties described in the job description
may not be all-inclusive and do not restrict the assignment of other duties.
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Each Department Director is responsible for the assignment of duties, location of
work, tools and equipment furnished, work schedule, and working conditions.
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Directors may request a classification review of any position in his or her
department at any time.
An employee may request a classification review of his or her own position at any
time, provided the position has not been reviewed within the last 6 months. Such
requests will be submitted to the Human Resources Director in writing through
the Department Director.
EMPLOYMENT CATAGORIES
Each employee is employed in a classification that is considered either "exempt"
or "non-exempt". Non-exempt employees are entitled to overtime pay under the
Fair Labor Standards Act for hours worked over 40 in the same workweek.
Exempt employees are not entitled to such overtime pay. In addition to these
distinctions, each employee will also fall into one of the following employment
categories:
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TEMPORARY/SEASONAL employees are those who are hired as interim
replacements or seasonal help to temporarily supplement the work force, or to
assist in the completion of a specific project. Employment assignments in this
category are of a limited duration. Employment beyond any initially stated period
does not in any way imply a change in employment status. While temporary
employees receive all legally mandated benefits, such as worker's compensation
and social security, they are not eligible for any other benefit programs offered by
the City of Grand Island.
REGULAR PART-TIME employees are those that work less than 40 hours per
week and are not seasonal/temporary or in their introductory period. Employees
that work 30 hours per week or more are eligible for single coverage health
insurance benefits. Employees that work less than 30 hours per week will not
be eligible to take part in the City's health plan. Benefits for regular part-time
employees, who work at least 30 hours per week, are prorated based on their
average hours of work during the year.
REGULAR FULL-TIME employees are those who are not in a temporary,
introductory, or part-time status and who are regularly scheduled to work a full-
time schedule with the City. These employees are eligible for the City's benefits
program.
INTRODUCTORY PERIOD
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All employees, other than temporary/seasonal, shall normally serve an
introductory period as determined by the department that shall not be less than
six months. The introductory period is an essential part of the employment
selection process. It gives the City and the employee the opportunity to make
sure the job is a good fit. An employee's performance that does not meet
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required standards may be terminated without recourse within the introductory
period. When it is determined that the services of the employee have not been
acceptable, the Department Director shall notify the employee in writing of the
date that the termination will be in effect. A performance report, together with a
copy of the termination, shall be forwarded to the Human Resources Department
and City Administrator for approval.
A newly hired employee will accrue vacation during the introductory period, but it
will not be considered "earned" until the introductory period is successfully
completed. An employee that leaves the City's employ during the introductory
period will not be compensated for the accrued vacation.
A performance evaluation and change of status form that requests that they be
removed from the introductory status will signify successful completion of the
introductory period. The Department Director may extend the introductory period
upon written notification to the employee and the Human Resources Director.
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While serving the introductory period, an employee may be appointed or
promoted to a position in a different class. When this occurs, the employee will
begin a new introductory period for the position to which he or she has been
appointed or promoted to. The same is true for employees that request
reassignment into a different position.
An employee may also serve additional introductory periods in the case of a
promotion. When promoted, an employee will serve an introductory period that
resembles that required for the original appointment.
REGULAR STATUS
Once an employee successfully completes their introductory period, the
employee is then appointed to regular status.
An employee that is hired in Step A or B shall be eligible for a step increase upon
successful completion of the introductory period. Any employee hired in a step
higher than B shall not be eligible for a step increase until the completion of one
year of employment with the City.
Upon appointment to regular status, an employee will receive the following
vacation time:
1. Upon completion of the six month introductory period - 5 days
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2. Upon completion of a one year period - an additional 5 days
Regular status employees will then begin accruing vacation leave and be eligible
to use accrued vacation at the rate established by these rules.
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COMPENSATION AND BENEFITS
HOURS OF WORK
The 40-hour workweek shall be the standard workweek unless otherwise
provided. All employees may be required to work over 40 hours per week.
Employees in non-exempt classifications shall be compensated at a rate of time
and one half of their regular rate of pay for all hours worked over 40 in the work
week. Exempt employees are not eligible for overtime for hours worked in
excess of 40 during the workweek. For purposes of calculating overtime, hours
worked shall include actual hours worked, vacation and holidays.
Department Directors may establish work periods and hours of work, which differ
from the standard to meet special department needs or workloads, with the
approval of the City Administrator.
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COMPENSATORY TIME: Compensatory time may be taken in lieu oftime and
half pay for overtime worked if approved by the Department Director. Each hour
of overtime worked will be credited at one and one-half hours of time that can be
taken off at a later date. The use of Compensatory time must be permitted by
the Department rules and meet the Departments needs. These hours need to be
recorded in the payroll system at the time of accrual and use.
When allowed by the Department Director, an employee may accrue no more
than 60 hours of compensatory time. Any exceptions to this provision must have
the written authorization of the Human Resources Director.
LUNCH PERIODS: Lunch periods may be established in one-hour or one half-
hour increments. In the event that the employee is required to work through the
lunch period or have lunch at their desk, the time will be added to the hours
worked for the day.
REST PERIODS: Rest periods, more commonly referred to as "breaks" may be
taken in 15 minute increments during each one-half workday when possible. No
more than one break per half workday is permitted. Employees are encouraged
to take breaks when the work load allows, but may not save up break time to use
in larger increments than 15 minutes or to leave work early. Break time is to be
used in the spirit in which is intended for and abuse of rest periods may be cause
for disciplinary action.
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PAY SCHEDULES: The City Human Resources Department in conjunction with
the Finance Department will maintain pay schedules for approved classifications
as prescribed by City Ordinance. The City may revise the pay schedule when
changes in classes, availability of labor supply, prevailing rates of
pay/comparability or economic conditions so dictate. The new pay schedules will
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become effective upon the effective date of the ordinance that has been
approved by the Mayor and City Council.
All new employees will normally be hired at Step A of the pay grade of their
position. However, due to extenuating circumstances, an employee may be
hired at a higher step with the written approval of the City Administrator. Any
employee, who starts in Steps A or 8 and successfully completes their
introductory period, may move to the next Step after 6 months of service. Once
an employee reaches Step C and above, they will remain in each Step for at
least 1 year with their performance to be evaluated on the anniversary of the
change of status. Following is an example:
Step A
Step B
Entry level
Upon successful completion of the introductory period, not
less than 6 months.
Step C
Upon 6 months of service in Step B or successful completion
of the introductory period.
Steps D-H
Upon the annual anniversary of the change of status with a
satisfactory evaluation.
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Prior to advancing in a step or grade, employees will be evaluated on their
performance at least annually. An employee must receive satisfactory
performance ratings in order to receive an increase in pay, other than a cost-of-
living increase.
An employee receiving the highest possible rating in all categories may be
considered for more than a one-step increase when recommended by the
Department Director and approved by the City Human Resources Director and
City Administrator.
PROMOTIONS: An employee who is promoted will be placed in the lowest step
of his or her new pay grade that will permit an increase of at least 3%. After
successfully completing the six-month introductory period in their new position,
they may be reviewed by their Department Director for a step increase at this
time.
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DEMOTIONS: The pay of any employee who is demoted will be on the same
step of the pay grade for the job classification to which the employee is being
demoted. The City Administrator may at his or her discretion place the demoted
employee on a step of the new pay grade that will ensure that the pay of the
demoted employee has been reduced.
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PAY PERIODS: All employees will be paid biweekly. The pay period may be
larger or smaller than two weeks. The Finance Director may, at his or her own
discretion, because of a holiday or other unforeseen incidents, change the day
on which paychecks will be issued. Direct deposit is strongly encouraged for all
City employees.
LEAVE
The following types of leave are established and shall apply to all employees
covered by these rules and regulations:
1. Paid Holidays
2. Vacation Leave
3. Sick Leave
4. Accident Leave
5. Military Leave
6. Court Leave
13. Convenience Day
7. Administrative Leave
8. Leave of Absence
9. Funeral Leave
10. Family Medical Leave
11. Personal Leave
12. Compensatory Time
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All departments shall maintain a record of each employee accounting for time
worked. All types of leave used must be documented on an Absence Report
form as provided by the Human Resources Department. Each department is
responsible for keeping track of vacation and sick leave for the employees within
the department. The records should reflect hours earned, used, and unused.
PAID HOLIDAYS
The City recognizes the following holidays as paid holidays and the dates that
they will be observed on:
New Year's Day
Arbor Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
January 1
Last Friday in April
Last Monday in May
July 4
First Monday in September
November 11
Fourth Thursday in November
December 25
When a holiday falls on a Saturday, it will be observed on the preceding Friday.
When a holiday falls on a Sunday, it will be observed on the following Monday.
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Non-exempt regular full-time and part-time employees who are required to work
on a holiday will be granted overtime pay for the time period worked. Regular
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part-time employees, who work an average of at least 30 hours per week, will be
eligible for paid holidays on a prorated basis.
Temporary/Seasonal employees are not eligible for paid holidays, and if required
to work on a holiday will be paid for the time worked at their normal rate of pay.
If a holiday occurs while an employee is on Worker's Compensation or other
disability compensation, no credit for the holiday will be allowed. In order to
receive pay for an observed holiday, an employee must not have been absent
without pay on the workday immediately preceding or immediately following the
holiday unless excused by his or her supervisor.
Employees in classifications that do not provide for overtime pay (exempt) shall
receive annually a paid holiday to be known as a Convenience Day. The
employee's supervisor must approve the date selected.
VACATION LEAVE
All regular status full-time employees are eligible to take vacation leave as it is
earned and will accrue vacation leave in bi-weekly increments in the following
manner:
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Years 1 through 4
Years 5 through 6
Years 7 through 8
Years 9 through 10
Years 11 through 12
Year 13
Years 14 through 19
Years 20 through 24
Year 25 and beyond
10 working days
15 working days
16 working days
17 working days
18 working days
19 working days
20 working days
21 working days
22 working days
Regular part-time status employees will accrue vacation at a prorated amount
based on the average hours worked.
Temporary/seasonal employees are not eligible for paid vacations.
Directors will make every effort to grant requested vacation time, however, it
must be approved in advance, and will be granted on the basis of work
requirements of the department. Seniority will be considered when scheduling
vacations within the department.
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Each employee will take a period of vacation that allows him or her to be away
from the workplace for a minimum of five consecutive days which may include
weekends, holidays and vacation. Holidays, which occur during an employee's
vacation, do not count as vacation time.
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Vacation leave must be used in not less than one-hour increments.
CARRY-OVER
Employees will be allowed to carry-over the maximum amount of vacation that
they earn in one year, plus 80 hours. Current vacation time and carry-over time
may be used during a single calendar year when authorized.
An employee who fails to use his or her vacation time through the employee's
own decision loses all but the maximum carry-over amounts as mentioned
above. The Human Resources Director and City Administrator may waive the
provisions of this section in extreme circumstances for the good of the City.
TRANSFERS
When an employee transfers from one department to another in the City
Personnel System, his or her vacation accrual will be transferred to the new
department. Transfers made for the convenience of the employee will result in
loss of preference in the scheduling of vacation time.
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PAYMENT FOR VACATION TIME NOT TAKEN
Upon termination, regular status employees will be paid in cash for all unused
accrued vacation. In the event of the death of a regular status employee,
payment will be made to the employee's beneficiary or estate for all unused
accrued vacation time.
ADVANCE VACATION
The City Administrator may advance vacation leave to a regular status employee
in an amount not to exceed that which the employee would earn during the
calendar year. Employees who have been advanced vacation leave will
reimburse the City for all used unearned vacation leave upon termination.
SICK LEAVE
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Sick leave is defined as a period in which an employee is incapacitated for
performance of his or her duties by sickness or injury. It may be a period when
an employee is away from work because of medical, surgical, dental or optical
appointments or treatment. An employee would qualify for sick leave in the event
that his or her exposure to a contagious disease would jeopardize the health of
others by being present at the workplace.
Another situation where an employee would qualify for sick leave is to care for an
immediate family member that is ill or injured. For purposes of sick leave,
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"immediate family member" shall mean a child, spouse, parent and parents-in-
law. "Child" shall include a biological, adopted or foster child, a stepchild, a legal
ward, or a child of a person standing "in loco parentis".
Sick leave may also be used to cover disabilities related to pregnancy.
ACCRUAL OF SICK LEAVE
Sick leave will be accrued at a rate of one working day per month for full-time
regular status employees. Part-time regular status employees, who work at least
30 hours per week, will accrue sick leave based on their average hours of work.
RESTRICTIONS ON SICK LEAVE USE
Department Directors may grant sick leave with pay in accordance with the
following provisions:
. Sick leave may not be granted in advance of accrual.
. Sick leave will be charged in one-hour increments.
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. Sick leave may not be used as vacation leave.
. Introductory period employees will be entitled to sick leave at the same rate
as regular status employees.
. Leave without pay may be granted for sickness and disability extending
beyond earned balances in accordance with FMLA leave, if applicable.
. After six continuous months of service, vacation leave balances may be used
for sick leave when sick leave balances have been exhausted.
. The amount of sick leave granted for necessary care of a sick member of an
employee's immediate family may not exceed five consecutive workdays
unless the Department Director grants more time because of unusual
circumstances.
. In the event of the death of a member of an employee's immediate family,
household, or a close friend, the employee may use sick leave balances to
cover up to five working days. The Department may grant more time because
of unusual circumstances.
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. The amount of sick leave charged against an employee's accrual will be
computed on the basis of the exact number of days or hours an employee is
scheduled to work, not to exceed 8 hours, when leave is utilized.
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. Holidays or other regular days off will not be counted in charging sick leave.
. Extended or planned sick leave needs to be requested in advance whenever
possible, e.g., surgery, maternity leave, etc.
. Employees are encouraged to use personal leave for non-emergency dental,
optical, and medical appointments and examinations. Sick leave may be
denied for the same by the Department Director if persona/leave balances
are available for the employee's use.
. When an employee transfers within the City Personnel System, the
employee's sick leave accrual will be transferred to the new assignment with
the employee.
. Employees who are laid off and reinstated will have restored that portion of
their unused sick leave accrual.
. The applicability of the Family and Medical Leave Act Policy must be
determined at the time sick leave is requested.
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. When an employee is unable to perform his or her duties due to an injury or
sickness arising from the course of employment, any available leave may be
used for the period of time that no compensation is allowed pursuant to
Section 48-119 of the Nebraska Revised Statutes, commonly known as
Nebraska Worker's Compensation Law. If no leave is available, accident
leave may be used for the period of time that no compensation is allowed
under said law.
. All sick leave accrual will expire on the date of separation and no employee
will be reimbursed for outstanding sick leave at the time of termination except
as provided in these rules and regulations.
COMPENSATION FOR UNUSED SICK LEAVE
The City will include in the second paycheck in January of each year; payment
for an employee's unused sick leave in excess of 960 hours accrued in the
preceding calendar year. Employees will be compensated at the rate of one-half
of their hourly rate of pay for each hour in excess of 960, based on the
employee's current rate of pay at the time of compensation.
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All employees, except those that are covered in the Police Department and Fire
Department bargaining agreements, will be paid for one-half of their accumulated
sick leave at the time of their retirement. The rate of compensation will be based
on the employee's salary at the time of retirement.
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Department Director's will be paid for one-half of their accumulated sick leave,
not to exceed 30 days of pay, upon their resignation. The rate of compensation
will be based on their salary at the time of termination. Compensation for unused
sick leave will be the same as provided for all other employees above.
The death of an employee will be treated the same as retirement, and payment
will be made to the employee's beneficiary or estate.
REPORTING OF ABSENCE ON SICK LEAVE
In the event that an employee is absent from work, for reasons that entitle the
employee to use sick leave, the employee is responsible for notifying their
supervisor at least 30 minutes prior to duty time. If the employee fails to notify
their supervisor or the person designated to receive such calls, no sick leave will
be approved, except in unusual circumstances to be determined by the
Department Director.
Immediately upon return to work, the employee needs to submit an Absence
Report form as provided in these rules.
INVESTIGATION OF USE OF SICK LEAVE
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Department Directors may investigate the alleged illness of an employee absent
on sick leave. False or fraudulent use of sick leave may be cause for disciplinary
action and may result in termination.
MEDICAL STATEMENT
An employee who is absent on sick leave for more than three consecutive days
because of an illness of their own or that of an immediate family member, will be
required to furnish a statement signed by the attending physician or other proof
of illness satisfactory to the Department Director before returning to work.
FUNERAL LEAVE
As mentioned earlier, upon the death of a member of the employee's immediate
family or a close friend, an employee may be allowed leave for funeral purposes
upon approval of the Department Director. This leave will be deducted from the
employee's sick leave account.
COURT LEAVE
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An employee who is required to serve as a witness or juror in a federal, state,
county, police, or municipal court or as a litigant in a case resulting directly from
the employee's work with the City, will be granted court leave with full pay to
serve in that capacity.
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An employee who is called to testify in other litigation that does not involve the
employee's employment with the City, will not be granted court leave but may
use vacation leave, compensatory time, or leave without pay.
An employee who is called as a witness or for jury duty will provide his or her
supervisor with the original summons or subpoena from the court and at the
conclusion of duty, a signed statement from the clerk of the court, or other
evidence, showing actual time in attendance in court.
Fees received for jury service in a federal, state or county court will be deposited
with the Finance Director upon the employee's receipt. This does not apply to
funds received by employees who would not have been on duty with the City.
ADMINISTRATIVE LEAVE
Department Directors may grant administrative leave with pay for the following
purposes:
· To participate in examinations, funerals and activities directly related to his or
her work.
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· To compete for positions in the City Personnel System.
· To present grievances or appeals to a government official.
Department Directors may not grant administrative leave in excess of fifteen
days. The Mayor must approve requests for leave in excess of fifteen days.
MILITARY LEAVE
The City will follow provisions relating to military leave as provided by Nebraska
Statutes. Additional Active Duty Leave will be granted for members of the
military when they have been called to active duty and the period as defined
under State statute has expired. The eligible employee will receive pay for 2
additional pay periods, minus any hours that they are available to work during
that period. Their health insurance benefits may remain in place at the same
premium level for 3 additional calendar months at their request.
An employee will only be eligible to receive the additional Active Duty Leave one
time during the course of a military action.
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ACCIDENT LEAVE
Accident leave is provided by the City to allow a period of recovery from on-the-
job accidents. Full pay and benefits will be provided for 150 calendar days,
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subject to the waiting provisions in Section 48-119 of the Nebraska Workers
Compensation Law. Pursuant to that provision, no compensation will be allowed
for the first seven calendar days after a disability begins unless that disability
continues for six weeks or longer. When the disability lasts less than six weeks,
employees may use any additional leave for the initial seven days and will be
granted accident leave if no other leave is available.
Employees governed by the Civil Service Act of the State of Nebraska will be
provided accident leave according to state statute.
Workers Compensation Benefits, that replace lost salary, are to be retained by
the employee, and the City will supplement these benefits up to the full gross
salary during the period of time that the employee continues to receive salary
benefits under these rules.
Should the employee receiving accident leave pay collect from any other party
for wages, he or she must reimburse the City for wages paid as accident leave to
the extent wages are collected from any other party.
LEAVE OF ABSENCE
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Department Directors may grant an employee a leave of absence without pay for
a period not to exceed 30 days. The Mayor must approve a request for a leave
of absence without pay in excess of 30 days.
PERSONAL LEAVE DAYS
The City provides two non-cumulative personal leave days each calendar year to
all full-time regular status employees. Personal leave days are provided to
employees to use in lieu of sick days for routine medical visits and to allow
employees to take care of other personal business.
One personal leave day must be taken within the first 180 calendar days of the
year and one personal leave day must be taken within the second 185 calendar
days of the year. Prior approval of the Department Director is required for the
days that are requested off. Regular status part-time employees, who work on
an average of at least 30 hours per week, are eligible for personal leave days on
a prorated basis. Personal leave must be used in not less than one-hour
increments.
CONVENIENCE DAY
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One convenience day will be granted each calendar year to all exempt
employees. This leave must be used in a full-day increment and the date of
leave approved by the employee's supervisor.
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HEALTH INSURANCE
Health/dental insurance benefits are provided to regular status full-time
employees. This insurance covers the employee and the employee's spouse
and children, when eligible. Regular status part-time employees that maintain an
average of at least 30 hours of work per week are eligible for single coverage
benefits only. The City maintains the right to require employees to pay a portion
of the insurance premium cost.
Employees are eligible to participate in the program on the first of the month
following completion of 60 days of employment. A copy of the current health
benefit plan will be given to all eligible new employees in the orientation process
and is available to all personnel who request it through the Human Resources
Department.
Retired employees with at least 10 or more years of service and who have
attained the age of 55 may retain health insurance coverage at their expense
until they reach the age when they are eligible for Medicare.
LIFE/ACCIDENTAL DEATH INSURANCE
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All regular status employees who work on average at least 30 hours per week
will receive City-paid life/accidental death insurance coverage. Employees may
obtain additional life and accidental death insurance at their own expense
through the City.
A copy of the current life insurance benefit plan will be given to all eligible new
hires during orientation and is available to all personnel who request it through
the City Human Resources Department.
CAFETRIA PLAN
The City provides employees with the opportunity to set money aside from their
paychecks into a cafeteria plan. This plan allows an employee to set money
aside for expected medical and daycare expenses on a pre-tax basis. For more
details, contact the Human Resources Department.
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PENSION PLAN
The City provides a pension plan that employees are eligible for immediately.
Participation is mandatory upon first day of employment. Employees defer 6%
(pre-tax) of their pay into the pension plan. The City matches the 6% contributed
by the employee. Employees direct 100% of Employee and Employer
contributions. The vesting schedule is as follows:
- 1 year::: 60%
- 2 years::: 70%
- 3 years::: 80%
- 4 years = 90%
- 5 years =100%
LONG TERM DISABILITY
The City provides Hs employees with long term disability coverage. Employees
are eligible for coverage the first of the month following 60 days of continuous
employment.
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TUITION REIMBURSEMENT
Tuition reimbursement will be available, subject to the following restrictions, for
the purpose of enhancing the knowledge and skills of employees to better
perform their current duties.
Qualification Process - the Department Director based on the following
considerations will make the determination of whether a request qualifies for the
Tuition Reimbursement Program:
. Is there budget authority?
. Is the course job related?
. Is there supervisor approval?
· Is the employee requesting reimbursement eligible for other assistance
programs?
Approval Process - To receive tuition reimbursement, the employee must
submit a "Tuition Request Form", which contains the qualification information
listed above, as well as the employee's financial request prior to beginning the
course.
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Reimbursement is limited to BASE TUITION ONLY. No reimbursement will be
allowed for books or other fees. Tuition reimbursement is available only to
regular full-time status employees. If the employee is eligible for other
assistance programs, the City will provide secondary benefits only.
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Tuition will be limited to the following in-state rates:
Two-year degree - Central Community College rates
Four-year degree - University of Nebraska at Kearney rates
Specialized or master's Study - University of Nebraska at Kearney rates
Reimbursement Process - Any employee requesting tuition
reimbursement will submit a grade report indicating the grade received for the
class that was taken. Reimbursement will be as follows:
A or B-1 00%
C - 80%
The Department Director will include the request for reimbursement in the next
payroll period. Annual tuition reimbursement will be limited as follows:
Less than two years of service:
Two to five years of service:
Five to ten years of service:
Over ten years of service:
$300.00
$600.00
$2,000.00
No limitations
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BILINGUAL PAY
Employees who are proficient in an approved second language will be paid $500
per calendar year, payable in the second check in November. In order for an
employee to collect bilingual pay, the employee must be actively employed in
November. The Department Director will determine whether bilingual skills are
needed based upon the interaction of the department with the public. If bilingual
skills are needed, the Department Director will determine which languages are
"approved" based upon the needs of the department as they relate to the
demographics of Grand Island.
A test will be given by the Human Resources Department to test the proficiency
of the employees in each approved language before an employee is eligible for
bilingual pay. The bilingual test will measure, among other things, an employee's
conversational ability.
CREDIT UNION
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The City of Grand Island provides employees with the opportunity to join a credit
union. The degree to which an employee participates by investing and borrowing
is optional.
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CLOTHING ALLOWANCE
Some departments require certain items of clothing as standard equipment. In
those instances where a requirement has been imposed, the cost of said
requirement will be either partially or fully paid by the City.
REIMBURSABLE BUSINESS TRAVEL EXPENSES
The City will follow the provisions of Ordinance 7978, as updated, commonly
known as the "Miscellaneous Expenditures Act" in determining reimbursable
expenses. When there is any conflict between this provision and Ordinance
7978, as amended, Ordinance 7978 shall supersede these provisions.
Authorized expenses may include:
· Registration costs, tuition costs, fees or charges.
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· Mi leage at the then current rate allowed by Section 81-1176 of the statutes of
the State of Nebraska, or actual travel expenses if travel is by commercial or
charter means.
· Meals and lodging at a rate not exceeding the applicable federal rate as set
forth in the Joint Travel Regulations (JTR), unless a fully itemized claim is
submitted substantiating the costs actually incurred in excess of such rate
and such additional expenses are expressly approved by the Mayor and City
Council. A copy of the JTR is available through the Finance Department.
Authorized expenses shall not include expenditures for any incurred by a spouse
unless the spouse is also an employee of the City and if the expenses incurred
relate to the spouse's job.
FAMILY and MEDICAL LEAVE ACT POLICY
This policy establishes the rights and obligations of the City Of Grand Island and
its employees with respect to leave necessary for medical care of employees and
their families pursuant to the 1993 Family and Medical leave Act more
commonly referred to as FMlA.
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An employee must be employed by the City for at least 12 months (the 12
months need not be consecutive) to be eligible to receive leave under this policy.
Additionally, the employee must have worked at least 1,250 hours in the year
preceding the date the employee seeks to start the leave.
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Eligible employees are entitled to take up to 12 weeks of unpaid leave during a
12 month period for the following purposes: childbirth, adoption or placement of a
foster child; or to care for a child, spouse, or parent with a serious health
condition; or one's own serious health condition. A serious health condition
means an illness, injury, impairment, or physical or mental condition that involves
inpatient care in a hospital, hospice, or residential medical care facility; or
continuing treatment by a health care provider. The City will observe a rolling 12-
month period for purposes of tracking leave.
Employees requesting leave due to the birth, adoption, or placement of a foster
child are required to provide written notice at least 30 days prior to the date that
leave is anticipated to begin or as is possible if the event would occur earlier than
anticipated.
Employees requesting family leave related to the serious health condition of
themselves or a child, spouse, or parent may be required to submit a health care
provider's statement verifying the need for such leave, the beginning and ending
dates, and the estimated time required. Failure to provide required certifications
may result in the denial of the leave or request for leave on an intermittent basis.
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When both spouses are employed by the City, they are jointly entitled to a
combined total of 12 weeks of leave if the leave is for the birth, adoption, or
placement of a foster child or to care for a parent with a serious health condition.
Each spouse is entitled to 12 weeks of leave if the leave is due to his or her own
serious health condition or to care for a son, daughter, or spouse with a serious
health condition.
An eligible employee that is taking FMLA leave is required to use all accrued sick
leave before going on unpaid status. The employee may choose, but is not
required, to use accrued vacation and personal leave prior to taking leave on
unpaid status.
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Benefits While on Leave - During any period of leave under this policy, an
employee's group health insurance coverage will be maintained at the same level
and under the same conditions as before the leave began. Employees who
normally made a contribution toward their health insurance coverage must
continue to do so. If the employee has leave banks accrued and is using them,
the employee's contribution will be collected in the same manner as if the
employee were reporting to work. However, if the employee's leave banks have
been exhausted, the employee must arrange with the Finance Department prior
to the start of their leave, for the payment of the employee's share of the
premiums and other voluntary deductions. Once an employee has exhausted all
leave banks, they will not accrue any other benefits. This includes vacation time,
sick leave time, holidays and personal days.
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Return to Duty - An employee who has taken leave for their own serious health
condition, will be required to present certification of fitness for duty from a health
care provider prior to returning to work. Failure to provide certification may cause
denial of reinstatement.
Upon return to duty, an employee is entitled to restoration of the former position
or an equivalent position with equivalent pay and benefits.
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