R-2014-13 CITY OF CLERMONT
RESOLUTION NO. 2014-13
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CLERMONT, LAKE COUNTY, FLORIDA, AMENDING PERSONNEL
POLICY CHAPTER 1: GENERAL SECTION 2: EMPLOYEE CONDUCT
AND AMENDING CHAPTER 4: SALARY ADMINISTRATION
SECTION 6: CALL OUT PAY; AND PROVIDING FOR AN EFFECTIVE
DATE.
WHEREAS, the Clermont City Council has determined that it is in the best interest of
the City of Clermont, that changes be made to the Personnel Policy.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Clermont, Flonda, Lake County, Florida as follows:
Section 1
The City Council of the City of Clermont does hereby adopt and implement the
amendment to Personnel Policy Chapter 1: General Section 2: Employee Conduct to
provide for an amendment to include Drug Free Workplace as incorporated herein and
attached to this Resolution; and
Section 2
Amending Chapter 4: Salary Administration Section 6: Call Out Pay to provide for an
amendment to call out time on a holiday as incorporated herein and attached to this
Resolution.
Section 3
This resolution shall take effect immediately upon its adoption.
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CITY OF CLERMONT
RESOLUTION NO. 2014-13
DONE AND RESOLVED by the City Council of the City of Clermont, Lake County,
Florida, this 13th day of May, 2014.
CITY OF CLERMONT
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T i f i
4r'_- '=" : F4arold S. Turville, Jr., May
�(/::J ATTEST:'
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Tracy Ackro d, City Clerk I
Approve. . o o and legality:
Danie T antzaris, City Attorney
CHAPTER 1: GENERAL
SECTION 2: EMPLOYEE CONDUCT
2.010 DRUG FREE WORKPLACE:
The City is committed to maintaining a workplace that is free from the
presence and effects of drugs and/or alcohol, providing the highest level of
service to its citizens, and minimizing the risk of accidents and injuries.
A. The City prohibits employees from using, selling, dispensing,
distributing, possessing, or manufacturing illegal drugs and/or alcoholic
beverages while on City premises, work sites, or in a City vehicle. In
addition, employees are prohibited from off premise use of alcohol and
possession, use, and/or sale of illegal/prescription drugs, when such
activities adversely affect job performance,job safety, or interferes with
the City's ability to carry out its mission.
B. As a term and condition of employment, employees must refrain from
taking drugs/alcohol that impair performance or are illegal on or off the
job.
C. Employees must notify their supervisor if they have been prescribed a
drug for a medical or other condition which could impair their ability to
perform their job. If it is determined that the employee is unable to
perform his/her job due to impairment caused by the medication, the
employee should apply for appropriate leave and discuss the situation
with his/her supervisor.
D. Pursuant to the City's expectation of employee conduct and Drug Free
Workplace regulations, the City conducts drug and/or alcohol tests for
the following reasons: pre-employment, reasonable suspicion, post-
accident, routine fitness for duty, random, and follow-up.
E. Employees and/or supervisors shall report immediately (during that
working shift) to their Department Director and/or Human Resources
Director any action by any employee who demonstrates an unusual
behavior pattern. An employee believed to be under the influence of
drugs and/or alcohol will be required to submit to a drug and/or alcohol
test.
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F. City supervisory and managerial employees have the right to enter or
search City property with or without notice, including desks, lockers,
computers, phones and e-mail. Generally, there shall be no expectation
of privacy while on any City property or of any property brought onto
City premises.
G. An employee will be subject to corrective action, up to and including
termination, for violation of this policy.
H. The City Manager shall establish procedures to implement this policy.
CHAPTER 4: SALARY ADMINISTRATION
SECTION 6: CALL-OUT PAY
Call-out pay applies to a situation where an employee is called to work on off-duty hours
(excluding lunch periods) due to an emergency or an urgent situation. Call-out work
performed during lunch periods shall be compensated based on actual time worked.
The hours to be paid where an employee is actually called into work shall be actual time
with a minimum of two (2) hours. In the event of multiple call-outs, the two (2) hour
requirement shall not apply to those call-outs incurred within two (2) hours of the first call-
out clock-in time. If the call-out consists only of telephone calls, the actual time of the call
will be paid, without regard to a minimum time.
During workweeks in which there is Holiday Leave, the call-out time will be compensated
at one and one-half(1.5) times the employee's regular rate of pay.
Call-out hours paid will be considered time worked for purposes of overtime calculation in
the work period in which the call outs occurred.