R-01-1182~ i
City of Clermont
RESOLUTION NO. 1182
A RESOLUTION OF THE CITY OF CLERMONT, LAKE COUNTY, FLORIDA,
AMENDING THE PERSONNEL POLICY OF THE CITY OF CLERMONT
AND PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the City Council of the City of Clermont adopted the current Personnel
Policy of the City of Clermont Resolution No. 705 dated February 26, 1991, and amended it by
Resolution No. 739 dated October 8, 1991, Resolution No. 746 dated July 28, 1992,
Resolution No. 771 dated September 24, 1992, Resolution No. 923 dated September 24, 1996,
Resolution No. 1041, dated November 24, 1998, Resolution No. 1118, dated February 22, 2000
and
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Clermont
that the City of Clermont Personnel Policy will be amended as follows:
SECTION 1
Chapter 1, Section 2.113, E-Mail/Internet Usage shall be added as follows:
2.113 E-Mail/Internet Usage
E-Mail and Internet services are provided to certain employees for the purpose
of conducting their job duties in the most efficient manner possible and not
intended for personal use. All electronic communications generated by
employees with City equipment, or stored on City equipment, are the property
of the City and therefore not considered private.
Employees are prohibited from using the City's E-Mail and Internet system
to transmit or receive any improper communication, including but not limited to
inappropriate comments or jokes, cartoons, or any other communication
which is political, derogatory, vulgar,obscene, offensive or sexually explicit.
The City reserves the right to access and monitor all communications and files
on the City's E-Mail/Internet system as deemed appropriate.
Employees who use the City's E-Mail/Internet system inappropriately or illegally
are subject to discipline up to and including termination and civil or criminal
prosecution, if deemed appropriate.
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City of Clermont
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RESOLUTION NO. 1182
SECTION 2
Chapter 4, Section 2, Merit Pay Increases shall be amended as follows:
Merit raises for full-time and part-time employees will be considered on the annual
anniversary date of their date of employment.
SECTION 3
Chapter 5, Section 13, Leave Donation shall be added as follows:
13. Leave Donation
Employees may donate unused leave hours to other employees in the event
that an employee has exhausted all available leave due to personal/family
illness, accident or injury, in accordance with the following criteria:
1. Employees may donate vacation, sick or compensatory leave.
S 2. Employees donating/receiving leave must have been employed with the
City for at least 12 months.
3. Employees receiving the leave may only use the leave pertaining to a
personal illness or injury or an illness or injury to a member
of the employee's immediate family. Immediate family is defined as
spouse, children, step children, parents, siblings or grandparents.
4. The receiving employee must furnish a physician's certification of the
existence of the personal/family illness, accident or injury.
5. Employees receiving the leave must have exhausted all of his/her
available sick leave, vacation leave, compensatory leave and personal
day.
6. Employees receiving the leave must have been absent at least thirty (30)
consecutive calendar days due to the specific situation in either paid or
unpaid leave status.
7. Employees may donate leave in one (1) hour increments up to a maximum
of forty (40) hours per receiving employee per year. Employees may not
donate hours that would result in the donating employee having less than
eighty (80) hours of available sick leave after the donation.
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City of Clermont
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RESOLUTION NO. 1182
8. Donated leave will not be treated as used leave in respect to the City's
perfect attendance awards.
9. Donated sick leave will be treated as used leave in determining the
uncredited sick leave bonus distribution.
10. In the event, the receiving employee returns to work with unused donation
hours, the unused donation hours will be returned to the donating
employees in proportion to their donations.
11. The maximum amount of hours an employee may receive from other
employees shall be 480 hours per illness, accident or injury.
12. Payment of donated leave to the receiving employee may be made
retroactively to the date the employee exhausted their available leave
balances.
SECTION 4
Chapter 6, Section 6, Promotions shall be amended with the following:
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The employee's annual performance evaluation date shall be changed to the
effective date of the promotion.
A promoted employee will serve a probationary period similar to the
time period noted in the Personnel Policy pertaining to new employees.
In addition, the employee shall be eligible for a six (6) month merit increase.
If the promoted employee does not successfully complete the probationary
period in that position, the employee may be returned to the position from which
he/she was promoted.
If the position from which the employee was promoted is filled or the Department
Head does not approve the return, reasonable efforts will be made to place the
employee in a comparable position, if one is available within the City.
The employee's rate of pay will be adjusted to that rate of pay prior to the
promotion. If such a vacancy does not exist, the employee will be laid off.
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City of Clermont
RESOLUTION NO. 1182
SECTION 5
Chapter 6, Section 8, Transfers shall be amended with the following:
When employees are transferred from one position to another in the same pay
grade, the employee's rate of pay and annual evaluation period will not change.
A transferred employee will serve a probationary period similar to the
time period noted in the Personnel Policy pertaining to new employees.
The transferred employee will not be eligible for the six (6) month probationary
increase. If the transferred employee does not successfully complete the
probationary period in that position, the employee may be returned to the
position from which he/she was transferred.
If the position from which the employee was transferred is filled or the
Department Head does not approve the return, reasonable efforts will be made to
place the employee in a comparable position, if one is available within the City.
If such a vacancy does not exist ,the employee will be laid off.
SECTION 6
• Chapter 6, Section 9, Position Reclassifications shall be added as follows:
A reclassification is a change in an employee's position classification due to an
increase or decrease in assigned duties and responsibilities of the position or to
correct inequities created by the reclassification of other positions. If the
reclassification is to a higher pay grade, the employee's rate of pay shall be
adjusted to the minimum of the new pay grade or five (5%) percent higher,
whichever is greater. If the reclassification is to a lower pay grade, the
employee's rate of pay shall be adjusted to the average rate of pay of other
employee's in the same or similar positions with similar years of experience.
The employee's annual performance evaluation shall be changed to the effective
date of the reclassification.
A reclassified employee will serve a probationary period similar to the
time period noted in the Personnel Policy pertaining to new employees.
In addition, the employee shall be eligible for a six (6) month merit increase.
If the reclassified employee does not successfully complete the probationary
period in that position, reasonable efforts will be made to place the employee
in a position comparable to that of the position prior to reclassification, if one
is available within the City. The employee's rate of pay will be adjusted to that
rate of pay prior to the reclassification. If such a vacancy does not exist, the
employee will be laid off.
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City of Clermont
RESOLUTION NO. 1182
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SECTION 7
Chapter 6, Section 15.020, Grounds for Action and Types of Disciplinary Action shall be amended
with the following:
Failure to Comply with the City's Substance Abuse Policy D (Discharge)
SECTION 8
This resolution shall become effective immediately upon adoption.
DONE AND RESOLVED BY THE CITY COUNCIL OF THE CITY OF CLERMONT,
• LAKE COUNTY, FLORIDA, THIS 27TH DAY OF FEBRUARY, 2001.
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OLD URVILLE, JR., MAYOR
ATTEST:
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JOS H .VAN E, CITY CLERK
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