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R-00-1118• • City of Clermont RESOLUTION NO. 1118 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 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; 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 I, Section 2.130 shall be added as follows: 2.130 Dress Code: The City expects all employees to dress in a manner which is • appropriate for the type of work performed and have a neat and orderly appearance. Employee dress (uniforms, shoes, hats, identification badges, etc.) must be worn in a manner consistent with the employee's departmental policy. Employees who have been issued uniforms and/or shoes must wear them at all times while on the job. Any employee who appears for work without the issued uniforms/shoes shall be returned home to correct the situation and will be subject to disciplinary action. The period of absence due to inappropriate dress shall be treated as unpaid leave. Section 2 Chapter 4, Section 4.E. shall be amended to read as follows: Employees considered exempt in accordance with the Fair Labor Standards Act, are not entitled to overtime pay for hours worked in excess of their regular work schedule. • • • City of Clermont RESOLUTION • NO. 1118 Page 2 • Section 3 Chapter 4, Section 6. shall be added as follows: 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 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. Call-out hours shall be compensated in accordance with the overtime pay schedule included in this policy. Section 4 Chapter 5, Section 1.010, shall be amended with the following: After Completion Of the following Years of full-time Service 1-4 5-9 10-14 15-19 20 and over Vacation Hours Earned per year for 24 hour shift employees 120 hours 144 hours 180 hours 216 hours 240 hours When atwenty-four (24) hour shift employee is on any authorized absence, exclusive of vacation leave for more than seven (7) cumulative shifts, the employee shall be placed in a non-leave earning classification until such time that the employee returns to work. • • Cify of Clermont RESOLUTION • NO. 1118 Page 3 Absence on account of sickness, injury or disability, in excess of leave balances hereinafter authorized for such purposes, shall be charged against annual leave, if available. Section 5 Chapter 5, Section 1.050. B. shall be amended with the following: Twenty-four (24) hour shift employees who have completed less than twelve (12) months of continuous service shall earn sick leave at a rate of five (5) hours per month. Twenty-four (24) hour shift employees who have completed twelve (12) months or more of continuous service shall earn sick leave at a rate of ten (10) hours per month. Section 6 Chapter 5, Section 1.050. C. shall be deleted and replaced to read as follows: • Maximum Accumulation Employees may accrue sick leave and carry it over from one year to the next. The maximum accumulation for forty (40) hour per week employees shall be 960 hours. The maximum accumulation for twenty-four (24) hour shift employees shall be 1200 hours. Section 7 Chapter 5, Section 1.050. D. 6. shall be deleted and replaced to read as follows: A department head shall have the right to require a doctor's certificate to verify an illness that exceeds three (3) consecutive work days for a forty (40) hour per week employee and two (2) consecutive shifts for atwenty-four (24) hour shift employee. Section 8 Chapter 5, Section 1.050. E. 5-7 shall be deleted. • • • City of Clermont RESOLUTION • NO. 1118 Page 4 Section 9 Chapter 5, Section 1.095 shall be added as follows: 1.095 Injury Leave: An employee who is required to be absent from work due to a Workers Compensation injury, shall be compensated in accordance with the following: 1. A probationary general employee who receives a job related injury within thirty (30) days of employment, shall not be entitled to injury leave. A probationary general employee who receives a job related injury after thirty (30) days of employment shall be paid injury leave at full pay for a period not to exceed forty (40) hours. 2. A permanent general employee, who receives ajob-related injury, shall be paid injury leave at full pay for a period not to exceed three hundred and twenty (320) hours. • 3. A probationary firefighter (full-time) who receives a job related injury within thirty (30) days of employment, shall not be entitled to injury leave. A probationary firefighter (full-time) who receives a job related injury after thirty (30) days of employment shall be paid injury leave at full pay for a period not to exceed fifty (50) hours. 4. A permanent firefighter (full-time) who receives ajob-related injury, shall be paid injury leave at full pay for a period not to exceed four hundred (400) hours. 5. As required by Florida Statutes, Police Officers (probationary or permanent) who are maliciously or intentionally injured on the job, shall be paid injury leave at full pay during the duration of the job disability. The full pay status shall only be granted after submission of a medical report, which gives a current diagnosis of the employees' recovery and ability to return to work. 6. A Police Officer, who receives an accidental or unintentional injury on the job, shall be treated in the same manner as a general employee. 7. Workers compensation payments issued during the period of injury leave payments shall be signed over to the City. 8. Upon the payment of the maximum injury leave available, employees shall be required to use accumulated sick or annual leave to make up the difference between the workers compensation payments and the • employees' regular wages. • • Clty of Clermont RESOLUTION • NO. 1118 Page 5 Spctinn 1(1 Chapter 5, Section 1.050. G. shall be amended with the following: When atwenty-four (24) hour shift employee is on any authorized absence, exclusive of vacation leave for more than seven (7) cumulative shifts, the employee shall be placed in a non-leave earning classification until such time that the employee returns to work. Section 11 Chapter 5, Section 1.050. M. shall be amended with the following: Twenty-four (24) hour shift employees who are totally or permanently disabled at the time of termination shall be entitled to be paid 100% of the accumulated sick leave balance, up to a maximum of 1200 hours. • Section 12 Chapter 5, Section 1.050.0. shall be amended with the following: Twenty-four (24) hour shift employees who were not credited with sick leave during the fiscal year due to having reached the maximum accrual (1200 hours) shall be paid the value of 50% of the uncredited sick leave up to a maximum of sixty (60) hours. Spr_tinn 1 Chapter 5, Section 1.060 B. 3. Shall be deleted and replaced to read as follows: A family member for this purpose is defined as spouse, children, stepchildren, parents, and parents-in-law, siblings or grandparents of the employee. SPr_tinn 1d Chapter 5, Section 1.090 shall be deleted and replaced to read as follows: 1. Compensatory leave is authorized overtime accredited to a FLSA non- exempt employee for which reimbursement is made by allowing the r1 LJ • • City of Clermont RESOLUTION • NO. 1118 Page 6 equivalent of time off with pay. Employees may receive compensatory leave for any work performed in excess of the employees' standard workweek, in accordance with the overtime schedule noted in this policy. 2. Compensatory leave shall be credited the employee as quickly as is expedient and should not be permitted to accumulate in excess of forty (40) hours for a forty (40) hour per week employee and fifty (50) hours for a twenty-four (24) hour shift employee. 3. Compensatory leave shall be allowed to be used in hourly amounts as long as it does not disrupt the operations of the employee's department. 4. Compensatory leave records will be the responsibility of the Department Head and well be kept within the department. 5. Compensatory leave may be taken in conjunction with vacation leave, with the approval of the Department Head, but should not be allowed to accumulate for this purpose. When so taken, it is preferred that the aggregate not exceed the period of normal vacation. 6. Upon termination of employment for any reason, the employee shall be paid the remaining balance of compensatory leave available to the • employee. Section 15 Chapter 5, Section 3 shall be deleted and replaced to read as follows: Annual Physical Examinations All Police Officers/Firefighters are required to have an annual physical examination by December 31 of each year. The exam will include specific tests as approved by the City Council. The physical must be administered by the City's designated physical exam provider. Employees will be permitted leave with pay up to two (2) hours, upon approval of their Department Head to take the annual physical examination. Volunteer Firefighters shall be paid at a rate of a fire drill. The specific results of the annual physical examination will not be made available to City management. However, in the case of Firefighters, the physical examination provider must certify to the City that the Firefighter is medically qualified to perform all functions of a Firefighter, in accordance with the guidelines as set forth by the Florida State Fire Marshal Bureau of Fire Standards and Training and NFPA 1582. In the case of Police Officers, the physical • • City of Clermont • RESOLUTION NO. 1118 Page 7 examination provider must inform the City of medical conditions that could effect the individual in performing as a Police Officer. Refusal to take an annual physical examination shall be grounds for termination in accordance with the Disciplinary Action Section of this policy. Section 16 Chapter 6, Section 3 shall be deleted and replaced to read as follows: The basic work schedule for general employees and police officers shall be forty (40) hours per week. Full-time firefighters are scheduled fortwenty-four (24) hour shifts. However, the Department Head with the City Manager approval may establish a different work schedule which would better meet the needs of the department and/or provide proper services to the community. • Section 17 Chapter 6, Section 7.020. B. shall be deleted and replaced to read as follows: The salary of an employee who is demoted shall be adjusted to the average salary of other employees in the same or similar positions with similar years of experience. In no case shall the employee's salary be lower than the minimum rate of the new salary range. Section 18 Chapter 6, Section 9 shall be amended with the following: Probationary employees, temporary employees, part-time employees and volunteer firefighters may be dismissed without notice by the department head. Section 19 Chapter 6, Section 10.020 shall be deleted and replaced to read as follows: An employee who, without valid reason, fails to report to work for three (3) consecutive work days (forty (40) hour per week employee) and two (2) • consecutive shifts (twenty-four (24) shift employee)_without authorized leave shall ` . • City of Clermont RESOLUTION NO. 1118 Page 8 be separated form the payroll and reported as a compulsory resignation. Such an employee is not eligible for re-employment. ~sartinn 7n Chapter 6, Section 14.020 shall be amended with the following: Absence from work for three (3) consecutive work days (forty (40) hour per week employee) or for two (2) consecutive work shifts (twenty-four (24) hour shift employees) without notice or permission to/from supervisor. D Unauthorized sleeping on duty. R SID D Improper Dress/Appearance R SID D • Refusal to have an Annual Physical Examination D Section 21 This resolution shall become effective immediately upon adoption. DONE AND RESOLVED BY THE CITY COUNCIL OF THE CITY OF CLERMONT, LAKE COUNTY, FLORIDA, THIS 22ND, DAY OF FEBRAURY, 2000. H OLD S. TURVILLE, JR., MAYOR ATTEST: SEPH E. V ILE, CITY CLERK •