HomeMy WebLinkAboutORDINANCE 1675-1996•
Suggested by: City Manager
CITY OF KENAI
ORDINANC$ NO. 1675-96
AN ORDINANCE OF THE COUNCIL OF THE CITY OF KENAI, ALASKA,
AMENDING KENAI MUNICIPAL CODE, PERSONNEL REGULATIONS, SECTIONS
23.25.070, 23.30.030, 23.30.110, 23.40.060, AND 23.40.150.
WHEREAS, the City Manager and staff have reviewed Title 23,
Personnel Regulations; and
WHEREAS, the City Manager recommends changes be made in Title 23.
NOW, THEREFORE, BE IT ORDAINED BY THE COUNCIL OF THE CITY OF
KENAI, ALASKA, that Kenai Municipal Code, Personnel Regulations,
Sections 23.25.070, 23.30.030, 23.30.110, 23.40.060, and
23.40.150, be amended as follows:
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KMC 23.25.070 Acting Positions: Compensation during
temporary assigruaent - an employee who is temporarily
assigned ~,nd~erfQrms duties of [to] a position with a
higher pay range for a period of [TEN (10)] ~ ve f5)
consecutive days or more shall be paid at the first step of
ttie higher pay range, or, he shall be granted a one step pay
increase, whichever is higher, for the period worked in the
temporary assignment. An employee who is temporarily
assigned to a position with a lower pay range, for any
period, shall not receive a reduction in pay. No such
temporary assignment shall exceed six months. Such actincar
a~puointments shall ~e in writincl and the empl_ ovee_mv„~t
gerfor,~p the duties of the posftipn,~
KMC 23.30.030 probationary Period: (a) All original
appointments including those that result from transfers
shall be tentative and subject to a probationary period of
not less than six {6) months consecutive service, except for
[POLICE AND FIRE] Police ~ Fire. and Communications, which
shall be normally twelve {12) months, subject to meeting
criteria for certification which may be accomplished
following six {6) months of service. Promotional
appointment probationary period shall, for all personnel, be
not less than six (6) months. .
(b) In cases where the responsibilities of a position
are such that a longer period is necessary to demonstrate an
employee's qualifications, the probationary period may be
extended; however, no probationary period shall be extended
beyond twelve (i2) months, or eighteen (i8) months for
[POLICE AND FIRE] police. Fire, aid Co~municatio~ls. The
employee shall be notified in writing of any extension and
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the reasons therefor.
(c) During the first six (6j months of original
probationary period, a new employee [(INCLUDING POLICE AND
FIRE) ] ~; nc~ ud; na Pot ice. Fire .,_„and Communications Shall ..
not be eligible for annual leave benefits, but he shall. -ea,rri .
annual leave credit from the first day of e:aployment a-rid mcay
take leave for sickness during that period to the maximum of
the amount of leave accrued.
(d) Upon completion of the probationary period, tike .~
employee shall be considered as having satisfactorily
demonstrated qualifications far the position, shall gain
regular status, one step in pay raise, and shall be so
informed through his supervisor. The employees anniversary
date shall be the first of the month in which the employe+e~s
original probation ends. Employees who have gained regltlar~
status at the effective date of this ordinance shall have
their anniversary dates changed to the first of the month in
which the employees present anniversary date falls.
(ej During the probationary period, a new hire may be
terminated at any time without appeal.
(f) In the case of promotional appointments, the
promoted employee may be demoted at any time during the
probationary period without appeal, provided that the
probationary employee be reinstated in the class designation
from which he was promoted, even though this necessitates
the layoff of the employee occupying the position.
KMC 23.30.110 Travel Ex~oe~se: When employees are required
to travel outside the City of City business, reimbursement,
subject to advances received, for expenditures incurred
shall be determined as follows:
(a) Prior to traveling outside the City, the employee
shall obtain permission for the trip and the mode of travel
from the department head.
(b) Travel on official business outside the City by
one individual shall be via public carrier or City-owned
vehicle whenever practical. If, for extenuating
circumstances, the employee is authorized to use a private
vehicle, total mileage shall be paid at the rate of $.[25~,~Q
per mile. This rate includes all travel, insurance, and
[STORAGE EXPENSES OF THE VEHICLE] ~ug~,.
(cj Those employees who habitually use their privately
owned vehicle for Cfty business shall be reimbursed $30.00
per month, subject to authorization by the City Manager.
(d) The authorized per diem rates are $[30.00] ~„QQ
per full twenty-four hour day plus lodging expenses. Part
days will be reimbursed for actual costs incurred, up to
$[3Q.00] 35 ~ per day. Claims far lodging expenses will be
supported by receipts.
KMC 23.40.060 Leave of Aibsence with Pay: ~. Employees
may request leave of absence with pay for:
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(1) Witness or Jury Duty: When a City employee
is called for jury duty or is subpoenaed as a witness, he.
shall not suffer any loss of his regular City compensation
during such absence; however, he shall be required to
transfer any compensation he receives for the performance .of;
such duty to the City. Time not worked because of such duly
shall not affect annual leave accrual.
(2j Military Leave: An employee who has
successfully completed the probationary period and who ig a
member of the National Guard or a reserve component of the+
Armed Forces of the United States or of the United States
Public Health Service shall be entitled, upon applicatioi~,~.
to a leave of absence from City service for a period not
exceeding fifteen (15) calendar days in any one calendar
year. Such leave shall be granted without loss of time, pay
(difference between regular and military pay including COLA,..
but not including other regular allowances), or other leave,
and without impairment of merit ratings or other rights or
benefits to which he is entitled. Military leave with pay
shall be granted only when an employee receives bona fide
orders to temporary active or training duty, and shall not
be paid if the employee does not return to his position
immediately following the expiration of the period for which
he was ordered to duty.
(3) Conferences [AND],, conventions and, other
related City business: Decisions concerning attendance at
conferences, conventions, or other [MEETINGS] functions
p~Ltainin o C y bus ess at City expense shall be made by
the department heads with the approval of the City Manager.
Permission shall be granted on the basis of an employees
participation in or the direct relationship of [HIS WORK TO
THE SUBJECT MATTER OF THE MEETINGS the function to the City.
Members of professional societies may be permitted to attend
meetings of their society, when such attendance is
considered to be in the best interest of the City.
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KMC 23.40.150 Definitions: In KMC 23.40.130-140. (aj
"Child" means an individual who is
(1) Under 18 years of age; or
(2) 18 years of age or older and incapable of
self-care because of mental or physical disability;
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care of o~$ide o regular bus,~,~,ess hours. ~Tpon the, City__
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(b) "Health care provider" means (a) a physician
licensed under AS 08.64, or a dentist licensed under AS
08.36, or a psychologist licensed under AS 08.86; or (b) and
other person determined by the Secretary of Labor to b~
capable of providing health care services.
(c) "Licensed health care provider" means a physician
licensed under AS 08.64 or a psychologist licensed under AS
08.86;
(d) "Parent" means a biological or adoptive parent, a
parent-in-law, or a step-parent;
(ej "Serious health condition" means an illness.,
injury, impairment, or physical or mental condition that
involves (Aj inpatient care in hospital, hospice, or
residential health care facility; or (B) continuing
treatment or continuing supervision by a health care
provider;
(f) "Spouse" means someone with whom the employee h2ts
an existing valid marriage with as set forth under AS 25.05
and specifically does not include an unmarried domestic
partner of the employee.
jg~, "Immediate Family" includes mother. father.
spc~usp. children, brother, sister, mother/father- n- aw•
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involved in the significant raisina.
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PASSED BY THE COUNCIL OF THE CITY OF KENAI
of March, 1996. ,
this 6th day
ATTEST:
Carol L. F eas, C ty Clerk
First Reading:
Second Reading:
Effective Date:
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(3/7/96)kh
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February 21, 1996
March 6, 1996
April 6, 1996
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DATE: February 16,1996
CITY OF K~NAI
fl ~~ ~ >~~~~~ ll
~ X10 FIDALG4 AVE., 8UITE Z00 KENAI, AI.A8KA 98611-7794
TELEPHONE 907-283.7635
FAX 907•Z83-3014
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MEMORANDUM
THRU: Tom Manninen, City Manager~~0~/
TO: Mayor and Counci! Members, Kenai City Council
.FROM: Jay Sweeney, Finance Directq~r ~.
SUBJECT: Personnel Issues Still Being Researched /Worked On
1. Ordinance 1675-96 is being presented for first reading at the Kenai City Council meeting on
February 21. It proposes a number of changes to the Kenai Municipal Code (KMC) to
incorporate recommendations regarding City personnel policies.
2. A number of other additional recommendations regarding City personnel policies are still being
studied and/or worked on by staff in some fashion. These recommendations are as follows:
a. Revision of wag~,~~jg~p~icies. We are preparing to rewrite these policies so that
they better conform to Fair Labor Standards Act (ELBA) guidelines, especially in terms of the
treatment of Department Heads as exempt employees.
b. Revision of tray .l im i s. We are also reviewing FLSA guidelines concerning
travel time on weekends to ensure that our personnel policies properly conform with the
guidelines.
c. Certification oav. We are reviewing the issue of certification pay, looking in particular
as to whether certification pay might be, instead, built into various steps or ranges for a given job
series instead of being paid outright.
d. Compensation beyond the CC range /merit a ~. In response to employee concerns
that, except for COLA raises, their salary increases stop after the CC range, we have been
studying compensation philosophy. We wilt approach Council during this year's budget process
to implement a small merit pay program to partially answer this compensation question.
workin on this issue vjrith .IC1KA. . I atn
8 . We will have to ~change~.ou~ plan docurpent ~o allow '
this, and rt
may involve seeking IR5 approval, but the requested +~hahges are good ones and should be
implemented if pC~ssible: .
. f fix.: We wilt address this issue in our next update of.the Supervisor's:and : ':
Employee's 1V~anuals. ~: -
.~.. wok&~:dnmen _„••,~; ~:::I~have bean working on a~-rwision to the KiViC to
better define our formal polices for establishing and polishing positions, establishing and .
. changing pay grades for positiona,,1'. ' g the deternunation o~pay grades fer~abs to an ,
evaluation against standard gradin criteri ~ .
~. a, and for hiring temporary employees. I have
connpleted a' dry revision which is cunet~tly tieing reviewed by.the staff .
3. We have no set time table for bunging these additional issues forward to Council. The
ordinance being considered addresses the most critical personnel issues; these remaining issues are
not as pressing and will be addressed and implemented as time and work loads permit.
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