02-15-1966 Adjourned Meeting
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ADJOURNED MEETING
An adjourned meeting of the City Council of the City of Clermont was
held in the Council Chambers on Tuesday, February 15, 1966. The meeting
was called to order by Mayor BonJorn at 7:30 P. M. with all Councilmen
present excepting Mr. Turville. Other City officials present were City
Manager McIntosh, City Attorney Langley, Building Inspector Snyder,
Superintendent Sheldon and City Clerk Johnson. Mr. Taber, Mr. George Hovis
and several other visitors were present as well as representatives of the
press and the local radio station.
The invocation was given by Mr. Taber.
The minutes of the meeting held February 1, 1966 and the Public Hearing
held February 8, 1966 were approved as written.
Mr. George Hovis, representing Charlotte Roper, Frank Booker Roper,
his wife L. Lynn Roper, and :e:ierce;Gtoves.,..,~In9. presented the Council with
a petition requesting that the existing plot of, and the streets in that
parcel of land bounded on North by Division Street, on the East by Main
Street, on the South by Hull Street and on the West by the Tavares and
Gulf Railroad right-of-way be abandoned and returned to acreage.
City Manager McIntosh recommended that the petition be granted. City
Attorney Langley stated that he had not been informed that the request
would be made and, therefore, was not in a position to offer a legal
opinion on such short notice.
Motion was made by Mr. Cochran, seconded by Mr. Hoskinson that the
petition be granted subjected to any legal objections by the City Attorney.
The motion carried with Mr. VanderMeer abstaining.
Mayor BonJorn reminded the City Council of the League of Municipalities
meeting being held in Jacksonville in the near future.
The City Manager reported as follows:
1. That he had received a letter from Michaels Engineering Company
advising that further tests would be made on the Bloxam Avenue well in the
near future.
2. That upon his request the Board of Public Instruction of Lake
County had reconunended to the State Road Department that a "school crossing"
be designated on Highway 50 at East Avenue.
3. Requested permission to have a survey made of the City owned
property at the West end of Montrose Street.
Motion was made by Mr. Cochran, seconded by Mr. Hoskinson and carried
that the City Manager be authorized to have a survey made as requested.
At the request of City Manager McIntosh, Superintendent Sheldon reported
that a Fire School has been held recently; that fourteen members of the
Fire Department had attended, and that ~n his opinion, it had been most
beneficial.
Mr. Gerard talked to the Council with regards to construction of pro-
posed streets and sidewalks at his development South of DeSoto Street
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betweern Anderson and Disston Avenue. The Counc~l m~mbers were in agreement
with his proposed plans.
Mr. Beals reported that the Zoning Board. of Adjustment had granted a
Zoning variance to Benjamin Well~ whereby he will be permitted to operate
a used car lo~ at 898 Montrose Street.
Mr. Cochran, Chairman of Public Works and Planning Committee, reported
as follows:
1. That the directors of the Chamber of Commerce would like to
meet with the City Council to discuss matters of mutual interest and that
he recommended and moved that the Board of Directors and Secretary of
the Chamber of Commerce be invited to be the ~uest~ of the City Council
at a dinner meeting to be held in the near future. - _: The motion was
seconded by Mr. VanderMeer and carried.
2. Moved that the City Manager be authorized to have surveys
made of proposed right-of-way of Chestnut S~reet between Eighth Street
and West Avenue; of the boundaries of West Lake; of West Lake Drive
from Minneo1a Avenue to the City barn and of Shore Drive from the City
barn to Lake Street. The motion was seconded by Mr~ Hoskinson and carried.
3. Moved that the ordinance on street construction be amended to
limit the use of asphaltic concrete curbing as rec9mmended by' the City
Manager. The motion was ~econded by Mr. Beals and carried.
Clerk Johnson called to the attention of the Council the fact that
several other changes in the streets construction ordinance were under
consideration and suggested that ~he amendment authorized be held in
obeyance until the other amendments were determined as the consolidation
of the amendment would be considerably less expensive than several indi-
vidual amendments. The council was in agreement that the street construction
ordinance amendments be tabled temporarily.
Mr. Cochran moved that the City Manager advertise for bids for the
resurfacing of Montrose Street from Lake Avenue to Eighth Street. The
motion was seconded by Mr. Hoskinson and car~ied.
Mr. Cochran recommended and moved that the City Attorney prepare a
Resolution to be presented to the Board of Lake County Commissioners wherein
the City Council designate the primary and secondary roads, in the order
of their importance, which, in their opinion, should have consideration
by the State Road Department as follows: .
1. Four laning of Highway 27 through Lake County.
2. Four laning of Highway 50 from Mascotte to the Orange County Line.
3. Four 1aning of Highway 561 from Highways 33Jt6,"ih9.
4. The surfacing of the Lake Louise Road (County Rd. 3-9847)
The motion was seconded by Mr. Hoskinson and carried.
Mr. VanderMeer reported that the Parks, Cemetery and Recreation Com-
mittee expected to have recommendations for a summer program in the near
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future and requested City Manager McIntosh locate sources of supply for
recreational and playground equipment.
Mr. Beals, Chairman of the Finance, Laws and Personnel Committee,
reported that his Committee voted unanimously against the purchase of
municipal law books, requested by the City Attorney; that his Committee
were unanimous in their recommendation that the Personnel Policy and
Pay Plan suggested by the City Manager be adopted and that he so moved.
The motion was seconded by Mr. Hoskinson. Mr. VanderMeer stated that he
would like for the plan to be amended whereby "department heads" would
be'specifically designated as follows: Police Chief, Fire Chief,
Superintendent of Public Works and Director of Building and that otherwise
he was in full agreement. Councilmen B~als and Hoskinson agreed that
the motion be so amended. On roll call vote the amended motion carried.
A copy of the Plan immediately follows and is a part of these minutes.
Mr. Beals further reported that additional time was needed to make
any recommendations pertaining to a proposed ordinance relative to the
Zoning Board of Adjustment. Mr. Beals further reported that the financing
of the proposed sewer system would be discussed with additional Bond
Brokers or fiscal agents before final recommendations were made.
Mr. Hoskinson presented a Resolution pertaining to an amendment of
the Zoning map of the City of Clermont and moved its adoption. The
RGs~lution was read by Mr. Hoskinson and Mr. Beals seconded its adoption.
When the vote was taken on the adoption of the Resolution the result
was
YEAS: Beals, Hoskinson, Cochran and VanderMeer
TOTAL YEAS: Four
NAYS: None
ABSENT: Turville
So the Resolution as read was adopted and No. 65 assignePo~o it and
ordered placed in the Resolution Book pages 103, 104 and 105/, and a copy
ordered posted.
Clerk Johnson advised the Council that Councilman Turville had
advised him by telephone that due to illness he could not attend the Council
meeting but that he was in agreement with the Resolution.
Clerk Johnson read a letter from Mr. Vernon Schneider wherein Mr.
Schneider requested that the minimum water and garbage charge of $4.00
be waived for the month of December 1965 due to the fact that the
apartment to which it was charged was not occupied at that time and
~~ould not be occupied in the future. Motion was made by Mr. Hoskinson,
seconded by Mr. Vander~~eer that the City Clerk be authorized to e1i.mi:nate
the charge in question as a matter of good public relations. The motion
carried.
NEW BUSINESS
Mr. Beals inquired of City Attorney Langley as to the date when he
had filed a "Notice of Commencement" for the construction and alteration
to the George Jenkins Auditorium. Mr. Langley stated that he could not
advise ,the exact date. Mr. Beals then asked Mr. Langley if the fact that
he had not filed the notice when the work first started constituted
neglect on his part. Mr. Langley replied that he had neglected to file
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until after the work started but that the City of Clermont was fully
protected and that his neglect had not constituted any risk to the City.
Motion was made by Mr. Beals, seconded by Mr. Hoskinson, and carried,
that meeting adjourn.
City Clerk
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1. BASIS OF PERSONNEL POLICY
The personnel policy of the City of Clermont is based upon
the following principles:
1. 1 Employees selected on the basis of merit, character,
training, experience and physical fitness.
1.2 No discrimination because of race, color or
creed - religious or political.
1.3 A permanent career in municipal service for
qualified employees.
1.4 Equitable rates of compensation based upon position
classification and merit pay plans.
1.5 Employees' training and education whenever possibl;;
1.6 Recognition for efficient and responsible service.
1.7 Satisfactory work conditions conducive to efficient
service.
1.8 Prompt and fair action in the adjustment of all
personnel complaints and misunderstandings.
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II. CLASSIFICATION PLAN
2.1 Description and Administration
A job classification plan maintained by the City Manager covers
all full-time positions within the City service. This plan
groups into classes of positions those jobs which are similar enougb
in type of work, difficulty and responsibility so as to warrant
being placed in the same pay range. This job classification plan
provides a list of job titles, descriptions of the nature and
~equirements of the work in each class, and the allocation of
specific positions to the appropriate classes. The job titles as
listed in the classification plan will be used in all personnel
records and transactions. It is the duty of the City Manager
to amend the job classification specifications, when he determines
it to be necessary, so that specifications for each class will
accurately reflect the current duti~s and responsibilities of
all positions in the City service. All alterations, additions,
,r eliminations of class titles are the responsibility of the
City Manager. If a department head or an individual employee
should feel that a job position is improperly classified or that
the classification plan is inaccurate in some aspect, the problem
should be directed to the attention of the City Manager accompanied
with a written statement of the reasons for the requested change.
The City Manager, or any persons whom he designates may then
make a further investigation of the matter and take appropriate
action.
III. PAY PLAN
3.1 p8scription and Application
The City pay plan consists of a schedule which establishes yearly
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pay ranges and titles 0= classes of positions within each range.
(See Schedule of Class Titles and Fay Range Classifications on
Appendix # 2
The City Council determines and amends the
pay plan and pay ranges by ordinan~e from time to time upon re-
ceiving a recommendation from the City Manager. The recommenda-
tion of the City Manager will be determined with due regard to
requisite qualifications, prevailing rates of pay for comparable
~;ork in other public and private employment in the area, cost of
living factors, suggestion of department heads, other fringe
benefits received by the City employees, the financial policy
and status of the City and other economic considerations.
3.2 Pay Increases
Pay increases within the ranges of the established job classifi-
cation positions shall be dependent upon specific written
recommendations by the department head to the City Manager.
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pay increases serve only to recognize outstanding performance
and continued good service on a merit basis and will not annually
::.u.tomatically accrue to the individual employee. Increases in
3alary shall not be made more often than once annually nor shall
s~lery advancement be given to an employee until he has completed
:lis probationary working period, except that the City Manager may
grant pay increases more frequently than once annually upon
receiving a detailed written statement from the Department Head
specificying the employee's exceptional performance or the
e~{is~ence of unusual employment conditions that make such action
nece<:sary. Employees who sat:isfactorily complete the probation-
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~~riod will receive a one step increase at the end of the
six months probationary period. Merit raises for employees who
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~Te hired after the effective date of these regulations will be
considered on the anniversary of the completion date of their pro~
bationary period. Pay increases at anyone time shall be limited
to one step in the pay range unless special circumstances, as
determined by the City Manager, based upon the written recommenda~
tion of the Department Head should warrant an additional one step
increase.
3.3 Total Remuneration
Any salary rate established for an employee shall represent the
total remuneration for the employee, not including reimbursement
for official travel. Except as otherwise provided in these rules,
no employee shall receive pay from the City in addition to the
schedule provided in the pay plan. No reward, gift, or other
form of renumeration in addition to regular compensation shal].
received from any source by any employee for the performance of
duties. This includes Christmas or other gifts offered by
_.'.di viduals or. firms doing business wi thin the City. Rewards
:'-~laQe available to an employee shall be credited to a designated
en:ployees I fund.
~.4 Overtime Payment
lIne City desires to keep overtime work at a minimum, however, the
requirements of a specific'department may make it necessary for
an employee sometime to work beyond his regularly scheduled workin
hours. For all hours worked in anyone work week beyond forty
f:i. ve hours ,
the employee will be paid straight time. Work
thL. ;:' ~-uinutes or more beyond the employee I s regularly scheduled
work day of nine hours is considered as overtime and will be
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.~ompensated as such~ Department Heads will not receive overtime
pay as they are expected to work the hours necessary to efficiently
operate their departments. The Police Department is subject to
the following special rules and regulations:
(a) No overtime payment will be made for work past a
normal shift requirement when such overtime is made
necessary by the need to finish an investigation
commenced while on a scheduled shift.
(b) Overtime will be paid at the regular hourly rate for
any work performed past the requirement of a standard
shift, when such overtime work has been officially
scheduled prior to the beginning of the shift which
is extended by such overtime.
IV. METHOD OF FILLING VACANCIES
4.1 Employment
~~:~ Deportment Head has full responsibility and authority, subject
to the approval of the City Manager, for selecting, retaining
a:!ci. separating employees within his department.
o.i.2 Promotions
A promotion is an advancement to a new job classification involvin~
different duties, greater responsibility, and a higher pay range.
The pay rate of the promoted employee will be raised to conform
to the step in the new job classification which is one step above
tha'~. ;',f his pay rate prior to the promotion. An employee can be
expF.;c':.3d to be promoted as he prepares himself to assume added
rGsponsibility and new duties.
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Where possible, all vacancies above beginning grades are filled
by promotion. Whenever the transfer of a qualified employee
into a vacancy training for the employee, the vacancy will be
filled within the City organization. However, when these con-
ditions are not present or when a qualified employee cannot be
found in the City organization, candidates will be recruited and
selected from outside of the organization.
In filling a vacancy the City may disregard department lines in
making a promotion by selecting the best qualifi~d employee
without regard to the department in which he has served or in
which the vacancy occurs.
4.3 Transfers
In certain situations, the needs of the City may make it
necessary to transfer an individual to another department. The
pay rate of the employee in case of transfer, other than demo"
will be unchanged. Most transfers will be for only temporary
periods.
~he duties in the new department will usually be similar to pre- .
vious work. The City will make a transfer upon the request of
the employee only on appropriate and valid reasons and if the
transfer will serve the best interest of the City.
V PROBATIONARY PERIOD
5. 1 Objective and Duration
The probationary period shall be utilized for closely observing
the employee's work, for securing the most effective adjustment
0'; : new employee to his position, and for rejecting any employe:;:
wbG":~ performance does not meet the required work standards. Each
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employee appointed to a regular position shall be required to
compl~te successfully the probationary period of six months.
5.2 Evaluation of Performance
During the probationary period, in such a manner as the City
Manager may require, the Department Head, shall report to the
City Manager his observation of the employee's work and his judg-
ment as to the employee's willingness and ability to perform his
duties satisfactorily and as to his habits and dependability.
5.3 Dismissal
At any time during the probationary period the Department Head,
after advising the City Manager, may remove an employee if in
his opinion the employee is unable to, unwilling to perform
the duties of the position satisfactorily or that his habits
and dependability do not merit his continuance in the employment
of the City. Upon such removal, the Department Head will repo:.:.,
in writing, his action and reasons therefor to an employee.
5.4 Probationary Period Reports.
At least ten days prior to the expiration of an employee's
~robationary period, the employee's Department Head shall notify
tLC City Manager, in writing, whet~er the service of the employee
has been satisfactory and whether he desires to continue the
employee in his position. A copy of such notice shall be given
to the employee. Upon satisfactory completion of the probationary
period, the employee will become a regular full time employee of
the City.
5.5. Pay During the Probationary Period
Th(. 'oImal beginning pay rate for a probationary employee will
~e the initial step within the pay range established for his job
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classification, provided that the City Manager may make exceptions
upon the recommendation of the Department Head.
VI. ATTENDANCE AND LEAVES
6.1 Hours of Work
The employee's working hours will be determined by the Department
Head. An employee is expected to report for work promptly at
starting time and to devote his entire effort to the City busines~
during his scheduled working hours. Chronic tardiness will be
grounds for disciplinary measures including deduction from pay,
suspension, or in severe and continued cases, dismissal.
6.2. Holidays
The City recognizes New Year's, Hemorial Day, Independence Day,
Labor Day, Armistice's Day, Thanksgiving and Christmas as holiday~
The City Hall will be closed on all holidays. Holidays which f"-
on Sunday will be observed on Monday. Holidays which fall on
Saturday will be observed on the previous Friday.
The work schedules within some departments may require an employee
to work on a holiday. If an employee is required to work on a
holiday, or if a holiday 'shOuld fall on an employee's regular
day off, he will have equal time off with pay at some later date,
or with the approval of his department head and City Manager
he may receive in addition to his regular pay, pay for the hours
he would ordinarily worked on a non-holiday.
6.3 Annual Leave
An employee, after having satisfactorily completed the six months
pl.::)r-ationary period and after having been classified as a regular
fuli time employee, will receive an annual leave of one calendar
week in the initial employment calendar year. A calendar year
shall be defined as a consecutive period beginning January 1
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and ending December 31. An employee who has not completed the
probationary period at the end of .the initial employment calendar
year. A calendar year shall be defined as a consecutive period
beginning January 1 and end December 31. An employee who has
not completed the probationary period at the end of the initial
employment calendar year shall not receive leave credit for that
initial calendar year. After the initial empleymentcalendar
year, the employee will receive an annual leave of two calendar
weeks in each calendar year. After ten years of service as a
full-time City employee, such employee will receive an annual
leave of three calendar weeks. After twenty years of full-time
service the employee shall receive an annual leave of four
calendar weeks. (Also see Section 7.6 concerning resignation).
An employee who operates motorized City equiment as a regular part
of his position will receive one additional day of annual leav€
following each year of service without a motor vehicle accident
for whichrme is responsible.
A department head under special circumstances may allow an employee
'-0 accumulate his annual leave into the following calendar year,
ho~ever, it is advisable that an employee take his annual leave
in the calendar year i~ which it is received. No employee may
be absent from his job on annual leave for a period exceeding
thirty calendar days. The Department Head will determine the
annual leave schedule taking into consideration the desires of
the individual employee, the best interest of the City, and the
particular needs within the department. A conflict in individual
emf.~_~ ~.'ee scheduling will be resolved by the department head upon
the basis of seniority. An employee who desires his full annual
leave pay before going on annual leave should notify his departmeL"
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head at least one week in advance of his last working day. If
an employee terminates his service 'with the City, upon at least
two weeks notice of resignation, or takes an extended leave of
absence, he will receive full pay for all annual leave which he
has accumulated but has not taken.
6.4 Sick Leave
Sick leave with full pay will be granted to all regular employees
at the rate of one work day for each full month, of service. Sick
leave may be accumulated up to a maximum of 60 working days.
Sick leave will continue to accrue while it is being taken. Sick
leave shall not be considered as a privilege which an employee
may use at his discretion but shall be allowed only in case of
necessity and actual sickness of the employee, or because of
illness or death in his immediate family, or to take physical
examinations or other sickness prevention measures.
To receive compensation while absent on sick leave, the employee
shall notify his Department Head prior to or within four hours
after the time set for his regularly scheduled working hours. An
employee absent for more than three working days in any month
shall present to his Department Head a medical certificate from
his attending physician upon the request of the Department Head.
The employee will be removed from the payroll if sickness con-
tinues beyond sixty working days. An employee, with the
approval of his Department Head, in case of very serious or pro-
longed illness, may however, use all accumulated annual leave
in addition to his accumulated sick leave before he is removed
fr...:L. the City payroll.
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As a condition to the granting of sick leave benefits, the City
Manager may require an employee to file within the period of
each calendar year a certificate of health examination and
a report from a practicing physician designated by the City
Manager. The City Manager may require the employee to conform to
any medical advice contained in this report as a condition of
continued employment with the City.
If in the judgment of the City Manager, an employee is unfit to
perform his duties because of his physical condition, the City
Manager may require the employee to take sick leave (for all
conditions other than City work-related injuries sustained on the
job, and covered by disability leave) sufficient to make him capab2;
of performing his duties.
An employee on sick leave who is absent from his home at the ti:...~
of a visit from his Department Head, or the City Manager will
have all sick leave.benefi~ for: the particular illness cancelled
~nd the time lost will not be restor~d to the accumulated sick
lE:lave.,:credit of the employee, unless the employee is confined to
a hospital or receiving medical attention. An offense of this
type will be sufficient cause for dismissal.
The Department Head will maintain a record of all credits and
debits to the sick leave account of each employee in his departmen~
These sick leave accounts are available for inspection by the
employee and a monthly report shall be filed with the person
designated by the City Manager.
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6.5 Di-sabi:li ty Leave
An employee incurring a physical injury while on the job for the
city will, if the injury is disabling, receiving full pay for
a maximum of 60 working days of such disability. Sick leave may
not be used for a service connected disability.
TR6 liberal disability leave policy of the City requires that any
weekly benefit checks (other than those derived from privately
paid insurance policies) received by the employee for the initial
sixty working day period of disability be endorsed for the initial
sixty working day period of disability be endorsed over to the
City, or the City may deduct the amount of such payment from the
employee's pay. Any weekly benefit checks received beyond the
initial period can be kept by the employee.
6~6 Other Leaves of Absence with Pay
An employee will be granted a leave of absence for required jury
duty or for any other required appearance before a court or other
public body. The employee will receive that portion of his
~egular salary which will together with his jury duty pay for
fees, equal his total salary for the same period. (Policemen and
firemen are exempt by law from jury duty and upon receiving a
jury notice should notify their fiepartment Head immediatelYlo
Leaves with pay may be authorized, with approval of the Department
Head, so that regular employees may attend official meetings,
official training courses or to participate in other official
acti vi ties. .
6. 7 T.eave of Absence without pa.x
The C.;. ty Manager may grant a regular employee a leave of absence
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without pay for a period not to exceed one year. No leave with-
out pay will be granted except upon the written" request of the
employee. Leave without pay shall be granted only when it will
not result in undue harship to the interests of the city.
Application for leave of absence for travel or study calculated
to equip the employee to render more efficient service to the
City may be deemed to invol vel' such compensating benefits to
be measured against the loss or prejudice to the interests of
the City involved in keeping open the position or filling it
temporarily until the return of the employee. No leave shall
be granted primarily in the . ~tnterests_ cf. the-emp;i"OYlile_;:;exg,ept
in the case of an employee who has shown by his record of service
or by other evidence to be of more'than average value to the
City and whose service it is desirable to retain even at some
sacrifice.
Upon expiration of a regularly approved leave without pay, the
employee shall be reinstated in the position held at the time
leave was granted. Failure on the part of an employee on leave
to report promptly at its expiration shall be cause for dischargG.
6.8 Absent without Leave
An employee absent from his work for a single day or a part of
a day without the specific grant of a leave of absence from his
Department Head shall be deemed to be absent without leave.
This absence shall be without pay and may be subject to discip1i'
ary action. In the absence of such disciplinary action, any
er'~"l',loyee who absents himself without the approval of his Departrr.,.
Head for three consecutive days shall be deemed to have resigned.
~~y action may be reconciled by c subsequent grant of leave if
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the conditions warrant. If an employee knows in advance that
he will be late or absent, he should notify his Department Head.
If advance notice is impossible, an employee late or absent
for reasons beyond his control, should immediately upon reporting
to work explain the circumstances to his Department Head.
VII. PENALTIES AND SEPARATIONS
7.1 Nature of Disciplinary Measures
Department Heads are responsible for high efficiency and proper
Eersonal conduct on the part of their employees. The Depart-
ment Heads are authorized to apply, with the approval of the City
Manager, such disciplinary measures as may be necessary. These
measures include both penalties and separations. Penalties
comprise two groupsI, demotions and suspensions. Separations
embrace three types: layoff, dismissals, and resignations.
7.2 Demotions
When there is a vacancy in a lower job classification for which an
employee is qualified, a Department Head may demote the employee
for sufficient reason. Accordingly, the pay rate of an employee
so demoted shall be no higher than the step in the new job classi-
fication which is immediat.ely/below his rate of pay prior to the
demotion. A written statement of sufficient reason shall be
furnished to the employee and filed with the City Manager at
least five days prior to the eff~ctive date of the action. Some-
times demotions are necessary to place an employee in a position
more compatible with his talents. No demotions will be made as
dis~:'.plinary action unless the employee to be demoted is eligible
for employment in a lower class and will not be made if any J
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regular employee in the lower class will be laid off by reason
of this action.
7.3 Suspensions
A Department Head may, with the approval of the City Manager,
suspend without pay, any employee in his Department for such length
of time as he considers appropriate, not to exceed two weeks for
any single disciplinary action.
7.4 Layoffs
Layoffs are avoided whenever possible, however, A flepartment Head
may layoff an employee when he deems it necessary by reason of
shortage of funds or work, the abolition of the position, or other
material change in the duties or organization, or for other re-
lated reasons which are outside the employee's control and which
do not reflect discredit upon the service of the employee. A
regular employee will not be laid off while another employee
serving on a temporary basis is employed in the same class. No
temporary or permanent separation of an employee from the service
as a penalty or disciplinary action shall be considered as a
layoff.
7.5 Dismissals
Dismissals are discharges or separations made for serious ineffi-
tiency, continual tardiness, int0xication, insubordination,
incompatibility, dishonesty, committing a felony, failure to
pay just debts, or for other similar reasons. A Department
Head may dismiss with the approval of the City Manager any
employee within his Dep&rtment. A regular employee may not be
d{ - .lissed unless prior to the effective date of the dismissal
the Department Head provides' the employee a written statement
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setting forth in substance the reasons for his dismissal and
files a copy of this statement with the City Manager. With
the approval of the Department Head, the employee may have a
hearing before the City Manager, in the presence of the
Department Head or any other person or persons the City Manager
may select. An employee may not appeal to the City Council
any act or decision of the Department Head or of the City Manager.
7.5 Resignation
To resign in good standing an employee must give the Department
Head at least two weeks prior notice unless the Department
Head, because of extenuating circumstances agrees to permit
a shorter period of notice. A written resignation shall be
~upplies by the employee to the Department Head stating his
reasons for resignation. The resignation shall be forwarded ':"'0
the City Manager with a statement by the Department Head as
to the employee's service performance and other pertinent
information concerning the cause for resignation. The
resignation of an employee who fails to give prior notice shall
be reported to the City Manager. Tee City Manager may take
steps to verify reasons for any resignation and will notify
the employee in writing as to the acceptance of his resignation.
If an employee has accumulated annual leave which he has not
taken, he will be paid for his time upon resignation.
When a person leaves the employ of the City for any reason, his
final pay will be adjusted for annual leave due him or taken
by "~im at the rate of 5/6, 5/4, or 5/3 of a day'.s pay credit
or debit per month from the beginning of the calendar year,
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depending on whether the employee is eligible for 2, 3, or
4 week annual leave.
VII GENERAL PROVIStONS'
8.1. Residence Requirement
The City desires to have its employees reside in Clermont.
The City Manager will approve residence outside of the City pro-
viding that such residence is not detrimental to the interests
of the City.
8.2 Outside Employment
The City does not desire its employees to hold jobs in addition
to their City employment. Additional employment must be
approved by the employees's Department Head. Under no circum-
stances shall a regular full time City employee carryon any
other full time employment.
8.3 City TelephonesEiand Mail
Employee's personal calls on City telephones during regularly
scheduled working hours shall be held at an absolute minimum.
Personal toll calls shall be made on the public pay phone except
in extreme emergencies. All employee's personal mail shall be
sent to his home address.
8.4 Automobile transportation and travel
The City will provide autos for those employees whose work
requires their extensive and frequent use. These autos are
maintained and operated at City expense and shall not be used
for personal use. When an employee is subject to emergency cal~
t' .'~ City Manager may grant the employee permission to drive
the assigned auto to him home. These autos are' to be used stric:-,
ly for City business.
,."!'
'[.:: :~. ')~....~l; f:1".~,;~,~ (,)1-!G8 .i... '~'."~ ..:
. .' "p,(' Y' '-" -. , ":' --. .'-',..,. 1 ~ ",,~.:.., ...
~' . J..-'. :r..~::.lll... ~ .' . J.., ,'" l'C:";" _. I,,' ~-::--..;:t .- "IOA~ ...
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If the employee in the performance of his duties must travel,
he will receive expenses for transportation, meals, lodging
and incidental expenses. Any such travel must first be
authorized by the employee's Department Head with the approval
of the City Manager.
~B~5 2Suggestions
The City Manager and the Department Heads are desiring of
providing a more efficient City Service and actively solicit
the aid and suggestions of all City officials and employees.
A suggestion submitted in writing will be acknowledged in writing
and will be given thorough consideration. If an employee's
idea or suggestion is adopted he will receive written recogni-
tion of his contribution and a copy of such recognition will bE
placed in his perament personnel file. If for some reason aL
employee's idea cannot be adopted, he will receive a full
explanation.
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