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Home My WebLink AboutORDINANCE 1347-1989• Suggested By: Administration CITY OF KENAI ORDINANCE 1,347--89 AN ORDINANCE OF THE COUNCIL OF ' THE - CITY OF XRNAX,, 'ALA$KA, AMENbING TITLE 23 OF THE KENAI MUNICIPAL COVE ENTITLED, "PERSONNEL► REGULATIONS . " WHEREAS, in the . process., of writing a new employee handbook, the. City Admihi.stration conducted a review of the City's personnel regulations; and, WHEREAS, this work has resulted in suggestions for clarifications:' and changes in the personnel regulations, primarily to make the regulations clearer and more informative. NOW THEREFORE, BE IT ORDAINED BY THE COUNCIL OF THE CITY OF KENAI, ALASK_A, that the Kenai Municipal Code, Title 23 is hereby amended as shown the attached document marked as "'Exhibit A." PASS8D BY THE COUNCIL OF THE CITY OF KENAI of December, 1989. _....,-.� A OHN J- iLLIAMS, ATTEST: Asal.t A. Loper, Deputy City Clerk KA, this 20th day YOR First Reading: December 6, 1989 Second Reading: December 20, 1989 Effective Date: January 20, 1990 Approved by Finance: (11./28/89 - clf) NMRRMyN To: Kenai City Council_ From: Charles A. Brown, Finance Director • Date: November-28, 1989 Subject: Modification to Personnel Ordinance The administration is suggesting modification to the personnel ordinance as shown on the attached ordinance. Below, I have identified the changes, giving a brief explanation for each change. Items marked by * indicated substantive, rather than clerical, definitional, or mandatory changes. K, MC Reason 23.05.070 New set of definitions; old definitions were inconsistent and incomplete. 23.10.020(a) & (b) Moved councilmembers to section relating to certain benefits (PERS, Medicare, Workers Compensation Insurance). *23.10.020(c). Added reference to KMC.2.1.40.070.. This allows City Manager, City Clerk, and City Attorney certain educational opportunities (such as classes, conferences, and conventions). It is unclear whether this benefit has been available to them in the past. 23.10.030 Deleted the word "permanent". That word has taken on a meaning in the courts that the administration believes was not intended by the City. All references to permanent employees are being deleted. 23.25.050 Clarified pay period and pay day, particularly relating to temporary and part-time employees. 23.25.060(b) Eliminated the daily overtime language, which is ineffectual due to the weekly overtime rules that follow. Overtime has always been calculated based on hours worked in a week, not in any particular day (in accordance with Fair Labor Standards Act). 23.25.060(a) Eliminated an incorrect reference. s 0 • Kenai City Council Page 2 23.36.050(a) *23.30..I00 23.30.110(b) & (d) *23.30.140(a) *23.35.020(b) 23.35.030(d) 23.35.030(e)_ 23.35.034(h) 23.40.010-040 23.40.080 23.40.095 23.40.100 23.40.120 23.55.040(a) 23.55.040(c) Clarified that public works departments are multiple departments. Added other. offices as exceptions to normal business hours. Made approval of department head mandatory for outside employment. Clarifying language regarding travel. Added in-laws to rules regarding relatives in City service. Changed rules regarding controlled substances and prescribed medicines in City services. Other clarifying language. Clarified that a written notice is required only for written (not verbal) disciplinary actions. Replaced "permanent" with .."regular!'.. Apparent typographical error. Definitional and clerical corrections. Corrected PERS coverage to apply to other than full-time employees. Deleted "permanent". Added medicare coverage, as required. Added language to make it clear that health insurance premiums are paid by the City ("no cost" could infer no deductible or co-insurance). Eliminated uniform allowance for jail personnel. Clarified that public works departments are multiple departments. r • TITLE 23 PERSONNEL REGULATIONS • TITLE 23 PERSONNEL REGULATIONS 00.2tersI.. 23.0 General. Provisiong. .14 Categories of Service. Administration 23 0 Classification. 23 Comoensation 2 .30 Personnel Pol.iciel and Procedur ,s:. 3'. 35. General. Conduct i s i li a TgrainjItiqLa. and Aooeal. 23-.40 Benefits. 23 Performance Evaluation 23.50 Classification Plan. 23.55 Pay Plan,. Chapter 2.3.05 GENERAL PROVISIONS Sections: 23.05.010 Employment -Qualifications and. Fitness. 2.3.05..020 incentives and Conditions. 234105 -030 Uniformity of Classification 'and Compensation. 23.05.040 Appointment. 23.05'050 Morale. .23.0.5:060 Tenure. 23.05.070 Definitions. 23.05.010 Employment -Qualifications end P`�t��ss: Emgl.oymer�t in City . Government shall be based on qualification and fitness,, free of personal and political considerations,, with equal .opportunity for all with no restrictions as to race, color, creed, religious affiliations, or sex. It is a policy of the City to not discriminate against the handicapped in employment. (Ords. 336, 537,-963) 23.05.02Q Incentives and Conditions3: Just and equitable incentives and. conditions of employment shall be established and. maintained to promote efficiency and economy in the operations of the: City government. (Ords. 336, 537) PAGE 1 OF EXHIBIT "All 0 23.05.030 Uniformity�of Classification and Com ensa#,' on: . Positions having similar duties and responsibilities shall be classified and compensated on a uniform basis. (Ords. 336, 537) 23.05.040 A_ oJntment: Appointments, promotions, and other actions requiring the application of the merit principal shall be based on systematic evaluation, designed for the position t0. be filled. (Ords. 336, 537) 23.05.050 Morale: 'nigh morale shall be maintained by the fair administration of this ordinance, by every consideration of rights and interests of employees, consistent with the best interest of the public and the City. (Ords. 336, 537) 23.05.060 Tenure: Tenure of employees. covered, by this ordinance shall be subject to good behavior, 'satisfactory performance of work, necessity for the performance of work, and the availability of funds. (Ords. 336, 537) 23.05.070 Definitions: As used in Title 23, the following terms shall have the meanings indicated: [(A) DEPARTMENT: A MAJOR FUNCTIONAL UNIT OF THE CITY GOVERNMENT ESTABLISHED BY THE CITY COUNCIL. (B) DEPARTMENT HEAD: A PERSON DIRECTLY RESPONSIBLE TO THE CITY MANAGER FOR THE ADMINISTRATION OF A DEPARTMENT. WHEREVER UNDER THE PROVISIONS OF THIS CHAPTER, APPROVAL OF A DEPARTMENT HEAD IS REQUIRED, IF THE PERSON REQUESTING APPROVAL IS A DEPARTMENT HEAD, THE APPROVAL SHALL HE OBTAINED FROM THE CITY MANAGER. (C ) FULL-TIME EMPLOYEE: AN EMPLOYEE .WHO WORKS . THE. -NO RRMAL AMOUNT OF WORKING HOURS FOR THE CLASS ASSIGNED. (D) GENERAL GOVERNMENT EMPLOYEE: A CITY EMPLOYEE OTHER THAN A PUBLIC SAFETY EMPLOYEE. (E) GRIEVANCE: AN EMPLOYEE'S ORAL OR WRITTEN EXPRLSS.YON OF DISSATISFACTION WITH SOME ASPECT OF HIS EMPLOYMENT, A MANAGEMENT DECISION AFFECTING HIM, OR AN ALLEGED VIOLATION OF HIS RIGHTS.FOR THE PURPOSE OF ATTEMPTING TO GAIN AN ADJUSTMENT -OF SAID CAUSE OF DISSATISFACTION. (F) PERMANENT PART-TIME EMPLOYEE: AN EMPLOYEE WHO IS EMPLOYED REGULARLY FOR LESS THAN THE NORMAL NUMBER OF WORKING HOURS, BUT WHO NORMALLY FOLLOWS A PRE -DETERMINED, FIXED PATTERN OF WORKING HOURS. (G) PERMANENT EMPLOYEE: AN EMPLOYEE WHO HAS BEEN RETAINED IN HIS APPOINTED POSITION AFTER THE COMPLETION OF HIS PROBATIONARY PERIOD. (H) PROBATIONARY EMPLOYEE: AN EMPLOYEE WHO HAS NOT YET COMPLETED HIS PROBATIONARY PERIOD. PAGE 2 OF EXHIBIT "A" • (I) PROBATIONARY PERIOD: A WORKING TEST PERIOD DURING WHICH AN EMPLOYEE IS REQUIRED TO DEMONSTRATE HIS FITNESS FOR THE DUTIES TO WHICH HE IS APPOINTED BY ACTUAL PERFORMANCE OF THE DUTIES OF THE POSITION. (J) PUBLIC SAFETY EMPLOYEE: A PERSON EMPLOYED IN THE POLICE, FIRE, OR COMMUNICATIONS DEPARTMENT. (K) SUPERVISOR: ANY PERSON WHO IS RESPONSIBLE TO A HIGHER DIVISIONAL OR DEPARTMENTAL LEVEL OF AUTHORITY AND WHO DIRECT$ THE WORK OF OTHERS. . (L) TEMPORARY -EMPLOYEE:. AN EMPLOYEE WHO HAS BEEN APPOINTED FOR A LIMITED PERIOD NOT TO EXCEED SIX MONTHS.] serves. ce . hours per meek. schedule. holiday 2ay. (h) Danartment: Thy smulleet functional budaetary unit -of more departments. . Ul Prowl& Lll2.grtment . .(k) T: • JIII Public Safaty Em2lar a erson emoloyed in thg ?ol ce, Fire, or Coss mMnicati gns Ue artmen n j2eryjsor:r Aj�y- .2erpeh +who ires o i le to divisio 1 or, de a tBent 1e el, of ,aut ©r.i -end who d,, r,at tm work of otheyrs. City na a • so di ectl re aM b e to a C2. C unczil who i U ho ized an+d directed -to eXqrc1j6,. thg 'PoRpra,A d fulfill the duties as, `etoecif iad in . fihe . Charter. and. Mtini'c±ivi al. (!AAA of the C t of Ke ai Grievance: An_ e, 1p. ora or written ex r ago of decision -affecting hi or an alleged v'olet'o f h's ra hts for SeStions: 23.10.010 23.10.020 23.10.030 Cha ter 23.10 GA►TEGbRIES OF_ SERyxC General. Exempt Service. Classified Service. 23.10.010 penerel: All offices -and positions of the City - are divided into classified service and exempt. service. . All the . provisions of this chapter .shall apply to positions in the classified service. The provisions of this chapter shall apply to positions in the exempt service as indicated in KMC. 23.10.020. (Orris. 335, 537) 23.10.020 Exerapt,. ServiSe : The exempt service shall include the following: (a) Mayor and Councilmembera -- Only the fc►ll.garing provisions shall. apply [TO THE MAYOR.] : KMC 23. 30..110 (b) and (d). and 23.40.080. , Ias LinRlicablel , .100 and 110. PAGE 4 OF EXHIBIT "A" � $;. `` 1 'Z'` ! t- [�• � :�h t. y:j:�q;,r. .t, Yr 14 r . �;-��: (b) [OTHER ELECTED OFFICIALS AND] Members of Boards or Commissions - Only the following provisions shall officials: KMC 23.30.110 (b) and (d). apply to such (c) The following Council -appointed administrative offices;. U) City Manager. The City Manager shall perfort, all those duties mandated for his position by the provisions of ' this chapter and shall be bound or receive the benefits'.Qf.: the following sections insofar as they are applicable: KMC 23.25.050 and .060(d); KMC 23.30.110(b), (c) and (d); and KMC 23.40.020, .0301 .040, .060, .070,. .0800, .095, .100, .il' .. .120, and .130. (Ord. 1059) (2) City Clerk. Only those provisions specifically. enumerated under (1) above shall apply to the City Clerk, (3) City Attorney. Only those provisions specific a�l�ly enumerated under (1) above shall apply to the City Attorney. (d) Volunteer Personnel and Personnel Appointed to Serve Without Pay -- None of the provisions of this chapter shall apply to such personnel. • (e) Consultants and Counsel Rendering Temporary Professional Services - Such services shall be by contract and none of -the provisions of this chapter shall apply. (f) Positions Involving Seasonal or Temporary Work - All of the provisions of this chapter shall apply to such positions but only insofar as they are applicable. (Ords. 336, 537) 23.10.030 9Jassified SeryAcf!,: The classified service shall include all other positions in the City service. (a) All [PERMANENT] positions established by the annUal� budget or salary guide adopted by resolution of the City Council,. Any new position created at the start or during the budget year and either ratified or affirmed by the City Council. (b) When this ordinance becomes effective, all persons then holding positions included in the classified service: (1) Shall have [PERMANENT] rggular status if they have held their present positions for at least six (6) months immediately preceding the effective date of this ordinance except for police, which shall be twelve (12) months, or; (2) Shall serve a probationary period of six (6) months from the time of their appointment, which may be extended. before acquiring [PERMANENT] reau ar status, if they have held, their position for less than six (6) months, with the exception of police, for which twelve (12) months is substituted in the above for the stated six (6) months period. (Ords. 336, 537) } Qaftter, 23.15 &DMINIST A% AT ON 23.15.010 Administration by City Manager. 23.3.5.010 &dmi aistrgatjo& b. Ci a per: The personnel. program established' by this -ordinance shall be.;administered by the City Manager. He. shall administer all provisions of this ordinance,. and of the personnel rules. He:shall prepare and recommend revisions and amendments to, this -ordinance as .deemed necessary. The City.Manager-shall draft. such' rules as. may be necessary; to carry out the provisions, of this ordinance. Such rules shall be uniform application except as specifically stated. Additionally, each department of the City is encouraged to establish departmental rules, regulations, and procedures subject to the approval of the City Manager. Such rules, regulations, and procedures shall be in harmony with tho general rules of.the City Manager and provisions of this ordinance; and shall be binding on the employees. (Ords. 336, 537) Chao'ter 23..20 CCLA SxFI�AT agect-ion= 23.20.010 Initial Classification. 23.20.020 Revisions to Classification Plan. 23.20.030 Adjustments to Organization. 23.20. 010 Initial,�Clagni;Cicati.on: The, City Manager shall make analysis of the duties and responsibilities of all positions in the classified service and shall recommend to the Council, a jab classification Klan. Each position in the classified service shall be assigned to a job class on the basis , of the kind . and level of its duties and responsibilities,, to the- end that. -all positions in the same class shall be sufficiently alike to. made use of a single descriptive title, the same qualification requirements, the same test of competence, and the same pay.sral,e:.. A job class may contain oneposition or more. than one position. The Council shall adopt a classification plan by ordinance. (Ords. 336, 537) PAGE 6 OF EXHIBIT "A" a • • 23.20.020 Revisions to ClAssification Plan: Theinitial classification plan shall be revised from time 'to .ti.me as changing positions require it, with the recommendation .of.'the -City manager and the approval of the City Council. Such► evialions ,may Goin'sis.t . of addition, abolishment, consolidation:,' dtvision,,: or amendment of. the existing classes. (Ords. 336, 537) 23.20.030- AAdJustments to Oraanizatiax:z .'. Whene'ver.a change .in . the organization of the, City admi.nietrat'ior:, i d, .barou', got about -by changes in'the classification system outlined , abovre the City .: Manager. shall submit to the Council a :chart eot' table. of organization, of the . administration, indicating the ..new. -,structure, and reporting relationship. (Ords. 336, 537i Sections: 23.25.010 23.25.020 23.25.030 23.25.040 23.25.050 23.25.060 23.25.065 23.25:`070 23.25:080 Chapter 23,25 COMPENSATION Pay Plan - Development Pay Plan and Adoption. Pay Plan Amendment. Appointee Compensation. Pay Day. Overtime. Shift Differential Pay. Acting Positions. Promotion. 23.25.010 Pay Plan Development: The City Manager, in consultation with the Finance Director, shall - prepare,a pay plan.. and rules for its administration. The- rate:- and gangs. where eacah- class shall be such as to reflect fairly: the differences 'in duties and responsibilities and shall be related to compensation for comparable positions in other places of. public .employment. The objective of the pay plan shall be to provide an appropriate salary structure to -recruit and retain an adequate supply. of competent employees. (Ords. 336, 537) 23.25.020 PaY Plan, and Adoption:- The . City. Manager shall submit the pay plan and rules for its administration to.:the. City Council fora. adoption. Before the pay Xalan..and.. the rul.oa:: -tor its - administration are adopted by the Council.,.the City.Manager shell assign each job class to one of the pay ranges.provided in the pay plan. The Council shall adopt a plan and: rules. by ordinance.. (Ords. 336, 537) PAGE 7 OF EXHIBIT "A" L 1': :1� • f f _ 23.25.030 Pay Plan Amendment: The pay plan may be amended by the City Council from time to time as circumstances require,. either by adjustment of rates or by reassignment of job classes to different pay ranges. All modifications shall apply uniformly to all positions in the same class. (Ords. 336, 537) 23.25.040 Aosaointgg Com„-ensation: (a) Upon initial appointment to a position, the employee shall receive the minimum salary for the class to which the position is allocated. (b) However, in the cases when unusual difficulty in filling.,. the vacancy is experienced, or when the appointee is exceptionally qualified, the City Manager may cause the appointment to be made at a salary level above the minimum, but not more than Level D for, the same class. (Ords. 336, 537) 23.25.050 Pay Day: HA) NORMALLY, EMPLOYEES SHALL BE PAID ON THE 15TH AND LAST DAY OF EACH MONTH. IF THE PAY DATE FALLS ON A SATURDAY, SUNDAY, OR HOLIDAY, EMPLOYEES SHALL BE PAID ON THE LAST WORKING DAY PRECEDING THE PAY DATE. (B) THE MID -MONTH PAY SHALL BE A PRO RATA DRAW OR A SHARE OF NET ENTITLEMENT FOR THE MONTHLY PERIOD, OR PERIOD EMPLOYED IF A NEW EMPLOYEE.] The Day period is monthly, but on the fif ee each month a pay advance is issued-accordingissued-according to a pro rata dral or share of gt entitlement for the ant 1 eriod. If the -fifteenth or the Japt day of the month falls on a Sat r aSunday,-or holiday,lo. ees shall be paid on the lastjgorkiLag day rec din t e date Temporary employees and t ose orkin le s t an fifteen ay �r. week are raid on the last working day of the month and receive ho rrrAw� irr r..rr ter. rr Wai advance on the fifteenth. (Ords. 336, 537) 23.25.060 Overtime: (a) Department heads and supervisors shall assign to each employee regular work duties and responsibilities which can normally be accomplished within the established work day and work week. (b) When employees are required to work overtime, department heads shall authorize compensatory time off or overtime pay,. Determination to grant overtime pay or compensatory time off shall rest with the department head, City Manager, or acting department heads, who shall give due consideration to desires of the employee, to budgetary controls and to the provisions of Subsection (c) of this section. Rates for overtime (in addition to regular compensation based upon salary schedules) shall be: (1.) General Government (excluding Sewer Treat Plant): PAGE 8 OF EXHIBIT "A" M R@gIlar Pay- ` Regular Work Day [(FOR HOURS IN EXCESS OF 8)] 1-1/2 Saturday 1-1/2 Sunday 2 Holiday 2-1/2 (2) General Government Employees must be in a ISaid status for forty (40) hours in the work week before overtime may be paid. (3) Public Safety and Sewer Treatment Plant: Regular Pay Tim s Regular Work Day [(FOR HOURS IN EXCESS OF REGULAR SHIFT)] 1--1/2 Saturday [see KMC 23.30.050(b) and (c)] 1-1/2 Sunday [see KMC 23.30.050 (b) (c)] 92 Holiday [see KMC 23.40.020(c) for treatment] (4) Before overtime may be paid, Public Safety and Sewer Treatment Plant employees must be in a paid status for their normal work week, as follows: Police 40 hours Fire 56 hours Communications 40 hours Sewer Treatment Plant 40 hours However, overtime may be paid as required by the Fair Labor Standards Act, recognizing that an employee's salary is compensation for the normal shifts specified in this Title. (Ords. 1044, 1114-89) (c) Compensatory time accumulation shall not exceed eight hours. Once this maximum accumulation has been reached, all overtime compensation earned by the employee shall automatically be paid in cash. (d) For some positions, overtime is considered part of the job responsibility and, therefore, does not justify overtime pay. Cash compensation for overtime shall not be granted to the following positions - Department Heads or exempt personnel to which this provision applies. In lieu of payment, time off is authorized with a maximum accumulation of eight hours. (e) The Finance Department shall ask employees to submit monthly time sheets on a date near enough to the end of the month to allow for processing of pay checks by the last pay day of the. PAGE 9 OF EXHIBIT A 5,9--, `r� - r�- .1.• ��..i. •. d -) �f; v r r r ttr5' �r • month [AS EXPLAINED IN SUBSECTION (A) OF THIS SECTION]. Overtime appearing on such time sheets shall be paid on .the last pay day of the month. Overtime worked between the submission of time she.etaI and the end of the month shah: be entered on the following month' $ time sheet and paid on the last pay day of that month. (Ords..:336 537, 639) (f} Seasonal parks and Recreation Employees that work fore.: .seven (7) months or less in the -calendar year, and are -',exempt from -.the overtime requirements of the Fair Labor Standards Acts, -are exempted from the above overtime and Maximum compensatory -time accumulation requirements. (Ord. 1114) 23.25.065 Shift Dif.fergntial --Pay: {a) Employees who ..are scheduled to work certain shifts explained below may be. entitled to additional compensation. To be eligible, the scheduled shift must be for a period of less than 24 hours. In addition, the employee must be scheduled to work at least 75% of the hours in a monthly pay period in one or any combination of the ,shifts identified below. (b) Eligible shifts and rates are: (1) Shift begins after 2:00 p.m. and before 6:00 p.m. -- 2%. (2) Shift beings on or after 6:00 p.m. and before 3:00 a.m. --- 4%. (c) The above rates will be computed against Step A of the pay range of the employee.. If determined to be eligible. the: employee will receive the computed dollar amount for the whole, month. If ineligible, no shift differential pay will be allowed for that month. If the employee is eligible based upon a schedule,. of a combination of shifts, he will be paid at the rate corresponding to the majority of time worked. Shift pay is not to be considered in computing annual leave or holiday pay. (d) If all employees of the same class in a given Department rotate at the same time to a substantially different shaft basis,. the provisions of this section shall not apply. (e) Shift pay will be allowed only upon approval of the City Manager when such work schedule is necessary for the benefit of the City. (Ord. 1038) 23.25.070 Acti.na Positi,2na: Compensation during temporary assignment - an employee who is temporarily assigned to a position with a higher pay range for a. period of ten (10) days or more shall be paid at the first step of the 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. (Ords. 336, 537) aw 23.25.080 Promotion: When an employee is class to another having a higher pay range, . he promoted from one shall receive an increase of not less than one pay step from his 'fo sition, rmer po (Ords. 336, 537) Chanter .23.3.g. PERSMNEL POLICILS Sections: 23.30.010 General. 23.30.020 Appointment. 23.300030 Probationary Period. 23-30.040 Merit/Growth/Evaluation. 23.30.050 Business Hours and Hours of Work. 23.30.060 Attendance. 23.30.070 Personnel Records. 23.30.080 Transfers. 23.30.090 Layoff. 23.30.100 Outside Employment, 23.30.110 Travel Expense. 23.30.120 Moving Expense for New Employees. 23..30,.130 in -Service Training. 23.30.140 Relatives in City Sorvi.ce� 23.30.010 General: (a) Recruitment and appointing Authority shall be vested in the City Manager. (b) Applicants must be United States- citizens or.. eligible for employment under existing State.. axed Federal laws and regulatiorts,.in order to be employed by,:the City. (c) pp A'' licants for positions- in the' City service need not , reside within, the City Limits. Departmental- rules - shall establish response times required by that department.. (d) Minimum age for City employment shall bein accordance with State of Alaska laws. (e) Employment of qualified, handicapped persons shall be encouraged.. 'f) Employment rights for veterans shall -be in - accordance with applicable State and Federal laws... (g) Applicants must possess an appropriate valid Alaska State e' 0. Driver's License, should employment require - of . a motor' vehicle. (h) 'Applicants must complete a -City: application form or submit a resume of sufficient detail to equate to a.City form. .(Ords. 336,, 537, 1212, 1340-89) PAGE 11 OF EXHIBIT "All 23 , 30.020 Arjpoiptment : (a ? All appointments to vacancies shall. be made solely on the basis of mer�tt, efficiency,, Iand fitness. These qualities shall be determined through careful and impartial evaluation of the _.ollciwing-: (1) The applicant's 'level of; trss`xning relative,. to the' requirements of the position for 'which applied. . �caftnesrelativ- - to: thef2) The applicant's, physgse requirements of the position forich.pplid. W.—NO question . in . any test or in, any application, f orm or', by'' an appointing authority shall be :.so -:framed:; '9_-;,to .=atte�ttpt.'to elicit. information concerning race color, ancestry,: ssex, national. origin - or political or religious 'affiliation. for, the purposes of discriminating. (c) . All statements submitted on the employment appli.c.ation or attached resume shall be: subject.` to ~investigation'..'and verification. (d) If required by the department, applicants shall be fingerprinted prior to appointment. (e) Any job applicant or employee may be required to take a physical examination. In cases where a physical examination is deemed advisable, the City shall pay the cost of the examination. (Ords. 336, 537, 1340) 23.30.030 Probataonary , Pesriod: (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,, which shall be normally twelve (12) in4riths,`' -subject ta: meetinq criteria. for certification. which may be. accomplished fallowing six 4 6) months of service. Promotional appointmentprobationary: period shall , for all personnel , be not lessthan six , (6) months. W In cases where the retodhb .bilit oss '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 (12) months, or eighteen' (18) months for police and fire " ` The employee shall, be notified in writing of any extension... and, the reasons . therefor .,.. (c) During the first six (6) months of: original probationary period, a new employee (including police..and fire) shall not.be eligible for annual leave benefits, but he shall earn annual leave credit from the first day of employment and. may take Leave for sickness -during that period to the maximum .of 'the amount of .leave accrued. (d) Upon completion of the probationary period, the employee shall .be , considered 'as having satisfactorilydemonstrated qualifa.cations for the position, shall gams- regular status, one step in, pay raise, and shall be so informed through hiss. ssuperviasor. The employee's anniversary date shall be the first of the month in-, which the employee's original probation ends'*: Employees who have gained regular status at the effective date of this ordinance shah. have their anniversary dates changed to the first of the month in which the employee's present anniversary date falls. PAGE 12 .OF .EXHIBIT "A" J- .4 1 .. a ri'Y 5: "i , (e) During the probationary period, a new hire may be terminated at any time without appeal. M In the case of promotional appointmen4s, the promoted employee may be demoted at any time during the probationary period. without appeal, provided that the probationary employee-.,.,b reinstated in the class designation, from which he was promoted', even though this necessitates the layoff of, the employee occupyin►q the position. (Ords. 336, 537, 1204) 23.30.040 Eva_lu.a.�tion: (a) Evaluations shall. be requaired annually of all classified employees. Supervisors shall indicate' thereon his recommendation as to whether or not the employee si odld be awarded a pay raise in accordance with the City Pay Plan, me 23.55. (b) Approval of increment pay raises are vested in the City. Manager. (Ords. 336, 537, 1071) 23.30.050 Business Hours and Hours of Work: (a) The hours during which City offices and departments shall normally be open for business shall be 8:00 a.m. to 5:00 p.m., [DEPARTMENT OF] Public Works &Rartments - 8:00 a.m. to 4:30 p.m., except Saturdays and Sundays, holidays, and further excepting Police and Fire which shall be open for business 24 hours a day. The [LI ibrary,� Recrla.tionCenter, Senior Censer, and Animal Control operations shall be open for business as authorized by the City Manager. (b) Public Safety employees, not including administrators:, • normal work week is: ` (1) Police and Communications -- four (4) shifts of. te' i (10) hours per week, 2080 .hours annually. When working,. -this shift, first and third days off shall be treated as Saturdays and the middle day off (the second day) shall be treated. -as a Sunday for purposes of paying overtime; (2) Fire •- 24 hours on, 24 hours off, for six (6) day cycle, then three (3) days off - equivalent of 56 hours per week, 2,912 hours annually. When working this shift, first and third days of the three -day -off period shall be treated as Saturdays, and the middle day off shall b treated as Sunday for purposes of paying overtime. (Ord. 1044) (c) Sewer Treatment Plant employees work a forty -hour week on a shift basis that allows at least one employee to be at the plant on a given day. When scheduled days off are two consecutive calendar days, the first day off shall be treated as a Saturday and the second day off shall be treated as a Sunday for purposes of paying overtime. (a) All other employees' normal work week is forty .: hours/eight hours a day, 2,080 hours annually. Standard work day is midnight to midnight succeeding. Standard work week is midnight.: Sunday to midnight Sunday succeeding. Operating hours may be adjusted to meet special situations on timely notice. (Ords. 336, 537, 639) 0 PAGE 13 OF EXHIBIT A . 23.30.060 Attendance: (a) Employees shall be in attendance at their work in accordance with the rules regarding hours of work, holidays, and leaves of absence. (b) An employee shall not absent himself from work for' any reason without prior approval from his supervisor. When:priQr. approval is not obtained, an employee, who for any reason fails to report to work, shall make a sincere effort to notify,. ..his. supervisor of his reason for being absent. If the absence. continues beyond the first day, - the employee shall notify- the supervisor on a daily basis unless other arrangements have been ' made with the supervisor. (c) Departments shall maintain records of employee,s- attendance, (d) Any unauthorized absence of any employee from duty shall be deemed to be an absence without pay and may be cause for.: disciplinary action. (Ords. 336, 537) • 23.30.070 Personnel Records: (a) The City Manager shall cause a service or personnel record to be maintained for each employee in the service of the City of Kenai. (b) The personnel record shall show the employee's name, title of position held, the department to which assigned, salary, change in employment status, training received, and such other information as may be considered pertinent. (c) A personnel action form shall be used as the single document to initiate and update personnel records. (d) Employee personnel records shall be considered confidential and shall be accessible only to the following: (1) The employee concerned; (2) Selected City officials authorized. by the City:. Manager. (e) Department personnel files should not be developed or maintained, except as working records; i.e., accumulating data for evaluation reports. Departmental personnel records are therefore unofficial and have no standing. (Ords. 336, 537) 23.30.080 Transfers: Requests from employees for transfers from one department to another shall be made in writing and shall be directed to the employee's present department head and referred to the appropriate department head and the appointing power. Such requests shall be given consideration when a suitable vacancy occurs; however, no employee shall be transferred to a position for which he does not possess the minimum qualifications. (Ords. 336, 537) 23-30.090 LaXoff: If there are changes of duties in the organization, lack of work, or lack of funds, the appointing authority may lay off employees; however, the appointing authority shall first make every reasonable effort to integrate those employees into another department by transfer. When PAGE 14 OF EXHIBIT "A" layoffs are required, the a decision on relative merit, and lsh�all authority give due service seniority in the Cityonly where qualifications and ability are relatively equal. Shall base "the. consideration. to .. the employee's.. (Ords. 336, 537' 23.30.100 0 tside E lov,M m accept outside employment, whether No full-time employee sha�,1 permanent that could reasonably interferear e n1iCt temporary, ,or. reflect on the Cit nildyely responsibilityy' it is the individual to insure compliance eittpl�ayeB * B . (CONSULTATION WITH with this seciQz� • is ] .oval of the individual;' $..department head [STRONGLY RECOMMENDED] required before acceptance employment. (Ords. 336, 537) of outsi,, 23.30.110 Travel � travel outside thee C y QC When employees are required to 11 to advances received, For expenditures a.ncurrc�dy business, m� ursement, subject as follows: hall be determined (a) Prior to traveling outside the City, the employee obtain permission for the trip and the mode of travel shall department head. from the (b) Travel on official business outside the SINGLE] 2t,% individual shall be via City by IA vehicle whenever public carrier or City -owned practical. If, for extenuating circumstances,, the employee is authorized to use a shall be paid at the rate of private vehicle, total mileage • travel, insurance, and storage per mile. This rate includes all, (c) Those employees who habitually usethe their 1cl@. vehicle for City business shall be reimbursed'$3 00 Pe .r month..._ owned. subject to authorization by the City Manager. ; (d) The authorized per diem rates are $30, 00 four hour day plus lodging expenses. per ful L. went _ for actual casts incurred, u to Part days will be reimbursed lodging expenses will be supported A $30.00 per day. Claims for 649) pported by receipts. (Ords. 336,.53.7, 23.30.120 ovina Expense for New Fm., a professional or technically trained 1'°v (a) Whenever residence more than fifty Person changes his place of employment with the City,(such a 50) miles, for the'purpose of accepting actual and necessary expenses under the following y be reimbursed for (1) The employee must be a g conditions: class for which the Cit appointed to a position or a expenditure is necessary to recruit certifies . that such funded by the Council. y Qualified employees and PAGE 15 OF EXHIBIT "A" ._:. ....�ti:_ ..'c`�', .. < . �� 4: �4,�.s. � ....... sue.. �•� �?.. rt. .. .. ? �.44..0 r`-. .. r,, r� r (2) The maximurn reimbursable shall be subject to. negotiation at the time of an offer of acceptance of' . appointment. (3) To be exigible for the total allowance for an employee who is the head of a household, his dependents�musst accompany him or join him within one (1).year of the date of his appointment. (4) New employees who are assisted with their movie expenses shall be required to sign a Transportation Ageee'ient Prior to employment. The Transportation Agreement gtipulate.s:. that the employee will reimburse the City for all or part of such expenditures in the event of voluntarily leaving City service within a period of two (2) years according to the following schedule: 100% -- Less than six (6) months. 75% --- Six (6) months, but less than twelve (12) months. 50% -- Twelve (12) months, but less than eighteen (18 ) months. 25% -- Eighteen (18) months, but less than twenty-four (24) months. 0% -- Two years and over. (b) New employees may not be given an advance against moving ' expenses without prior written approval of the City Manager. (Orris. 336, 537) 23-30.130 In -Service -Training: (a) The City manager shall encourage training opportunities for employees and supervisors in order that services rendered to the City will be more effective... He shall assist department heads in meeting training programs designed to meet immediate City-wide personnel needs and to prepare. employees for promotion to poHitions of greater responsibility: (b) Training sessions may be conducted during regular working hours at the discretion of department heads. (Ords. 336, 537) 23.30.140 gel atives in City Sgr_ vice: (a) Two members of an immediate family (spouse, children, brother, sister, i =l1Jws..or. parents) shall not be employed under the same supervisor. Neither shall two (2) members of an immediate family be employed at the same time regardless of the administrative department, if such employment will result in an employee supervising a member of his immediate family. This section shall not be construed to prohibit employment by the City of relatives of City Council members. (b) The provisions of this section shall apply to promotions, demotions, transfers, reinstatements, and new appointments. PAGE 16 OF EXHIBIT "A" 4 Sections: 23.35.010 Personal Appearance.and,Conduct. 2.3.35.020 Causes. for .Warning, Suspensfiion, 'or Di,smissfil., 23.35.030 Forms of Disciplinary Action.. 23.35.032 Arbitration Panel. 23.35.034 Procedures on Appeal. • 23.35.040 Grievance Procedure. 23.35.050 Resignation. 23.35.060 Re -Employment, Repealed. 23.35.070 Cost Consciousness. 23.35.080 Safety. 23.35.090 Legal Liability. 23.35.010 Persoa;E;pea►c'+ and Conduct: (a} lauaxic :. relations shall be an integzai 'part ,cif . +each •:amp :bY.es" s' dab, (b) Ali 'employees shsl , be feat ind: dean .in ap eareknce' amid shall conduct themselves in. i -manner .which is appj�_o .$te' employee in: public service Departmentali rsgulotjoAp may impose reasonable specific standards of.. dress ..a.nd appearance ' (c) Employees shall bo courteous, efficient, and helpful to.... everyone in.their work and shall do the best job possible on every assignment. (Ords. 336, 537) 23.35.020 Causes for Wgiraing. (a) When an employee's conduct falls bel,o* desirable standards, he may be subject to disciplinary action.. (b) General reasons for which an employee may be disciplined include: (1) Drinking intox cating.bevebages foR;uSE 00_'iON- PRESCRIPTION DEPRESSANT, ST114ULANT RALLUMMUNIC,. OR NARCOTIC DRUGS) on the job or arriving on the job 'under :the. -Influence, of intoxicating beverages : [OR SUCH .0P1WS Ills g `. si ,"22 an tr ], d s buc o AIR -2h PAGE 17 OF EXHIBIT A } i k v -�� y i F. tt 4 }-� � { .-'�':��f�L,�r:f�_,,.' ,+�.XsSt o, #`._�• ,. c .,�xs"t�, , �r ,. ,. ,. ., .. 9 J 1h1__rSc9AmeLasJed__d2sage. ([214) Violation of a lawful duty. MIA) Insubordination. (E436) Breach.o'f discipline.' Q511) Being absent from work without first,note Eying, and securing permission from the employee's .supervisors ([619-) Being habitually absent or tardy for any-r�azon.,.-.' ((719) Misconduct. 8 1 LOD Conviction of a felony or a misdemeanor involving moral turpitude. (0121) Using religious, political, or fraternal influence. U10112) Accepting fees, gifts, or other valuable things in the return for performance of the employee's, official duties for the City. ([11]13) Inability to perform the assigned job. ([12114) Political activity as restricted by the Charter. (Ords. 336, 537) 23.35.030 Formp of.piscilplinary Action: (a) Disciplinary',.; action ranges from oral or written reprimands to . su6pension'', demotion, and finally dismissal from the City service, and. depeAd-s, on the severity of the offense as well as the number. and the... frequency of previous acts of misconduct. (b) It shall be the duty of all City employees to comply vi'th. and to assist in carrying into effect the provisions of the CitrIs personnel rules and regulations. No employee shall be disciplined except for violation of established rules and regulations, and such discipline shall be in accordance with procedures established' b the personnel rules and regulations. .. ..... (c) Every department head shall discuss improper or inadequate performance with the employee in order to correct.,t'he. deficiencies and to avoid the need to exercise disciplinary action. Discipline shall be of increasingly progressive severity -whenever possible. (d) A written notice shall be given each employee for each written disciplinary action stating the reasons for -the disciplinary action and the date it shall take effect. The notice shall be given to the employee at the time such action is PAGE 18 OF EXHIBIT "A" ff ' R � taken. A copy of the notice signed by the employee shall be placed in the employee's personnel file and shall serve as prima facie evidence of delivery. (e) All [PERMANENT] regular employees shall have the right to appeal disciplinary action taken against them within five..(5) working days after receipt of notice by employee of.'.'. the:.. disciplinary action. Appeals shall be made as grievances in.. accordance with the provisions of RMC 23.35.040 except that Appeals. from suspension, demotion, or dismissal shall be made directly to a Personnel Board selected from the Arbitration Panel provided in RMC 23.35.032 by filing such appeal in writing with the City Clerk, setting forth the background, the disciplinary action, and the reasons why the disciplinary action is felt to be unjust. (Orris.. 336, 537) 23.35.032 Arbitrati„4n Panel: (a) There is hereby established an Arbitration Panel consisting of twelve (12) members who shall be chosen by the City Council from nominees made by City employees and by members of the City Council. (b) A member of the Arbitration Panel must be a resident of the city of Kenai, must not hold any other office or position in the government of the City of Kenai, must not be a relative or close friend of any City employee, and shall not be a party with close business connections with the City, either personally or through a corporation in which the member has a substantial interest. (c) Members of the panel shall serve for indefinite terms until termination by the Council, resignation by the member, death_, move from the City of Kenai, election. or appointment as an off icer or employee of the City of Kenai, or incapacity of the member. (d) By adoption of this ordinance, the city hereby waives any claim or cause of action it might have against any member o the Arbitration Panel based on his or her service thereon or on a Personnel Board. Any employee, by filing an appeal under the provisions of this chapter, likewise waives any claim or cause of action such employee might have against any member of the Arbitration Panel based on his or her service thereon or on a Personnel Board, and if requested such employee will execute and file a formal waiver at time of filing appeal. (Ords. 537, 619) 23.35.034 Procedures on Ameal: (a) Within five (5) working days after the filing of a written appeal with the City Clerk, the City Manager or the designee of the City Manager Shall file with the City Clerk an answer in writing to the appeal setting forth any facts which might be in dispute in the appeal, and setting forth the reasons why the actions are believed to be justified and the City Manager or his designee shall serve a copy of the answer on the employee in person or by ordinary mail to employee's home address. 0 PACE 19 OF EXHIBIT "A" (b) Promptly after the appeal is filed, the City Clerk shall deliver a copy of the appeal to the City Manager. (c) The members of the Arbitration Panel shall be listed in alphabetical order, and will be called in rotation. Any member passed over because of illness, or absence, or disqualified, by an appealing employee or the administration, shall be treated as though he or she has servcd on the Personnel.,aoard and will not be called again until his or her name - comes up in, the normal rotasti.on. As soon as an appeal is filed with the City Clerk, the City Ci+erk will make contact and determine the next five ( 5 ) members of the, panel due and available for service during the following three,.(3} weeks, and shall notify the appealing employee of the five` (5)- members due for service. The appealinq employee will advise .the. City Clerk within two (2) working days which member the employee - wishes deleted from the list, and the City Clerk will then notify. the City Manager or his designee of the four remaining members due for service. The City Manager or his designee will advise the Clerk within one (1) working day of the name of the member the administration wishes to delete from the list. Thereafter, the Clerk will notify the two (2) members of their disqualification and the other three members as to being chosen for service and will determine a date, time, and place when all three members may assemble for hearing, and will then notify the appealing employee and the City Manager or his designee of such date, time, and place of hearing. (d) At the time of hearing, the employee shall present any written evidence, oral testimony, or witnesses that he or she desires, and thereafter the City Manager or his designee shall present evidence, oral testimony, or witnesses as he or she deems fit, following which the parties may continue to present rebuttal testimony alternately until neither side has anything further to present. (e) After completion of presentation of testimony, the appealing employee may make any statement he or she desires byway of argument, which may be answered by the City Manager or his designee, and the appealing employee shall then have a final closing argument if he or she so desires. (f) If any member of the Personnel Board feels it necessary or desirable, he or she may call additional witnesses or call for presentation of additional testimony, adjourning the hearing to a future time for such presentation if necessary. (g) After presentation of all evidence and arguments, the Personnel Board shall go into executive session to make a determination of the appeal, and the Personnel Board shall make written findings of fact and conclusions as to the justness of the disciplinary action. (h) There shall be no formal restrictions on the kind EOF) or form of evidence presented so long as it is pertinent to the appeal and is not unduly repetitive, but the Personnel Board by PACE 20 OF EXHIBIT "A" majority vote may limit repetitive evidence and may restrict evidence to matters pertinent to the hearing and to evidence which they would find credible. (i) The Personnel Board has power to uphold the disciplizar action, to set aside the disciplinary action completely restoring. the appealing employee to'his.former position and to any and. 011 pay which may have, been lost because of.the disciplinary actiori or if the Personnel, Board feels it necessary in the interest of justice that some disciplinary action be. taken but that -tie, particular disciplinary action was too extreme, it shall determine what the proper disciplinary action should be. (j) The decision of the- Personnel board may be made by a majority of the Board and shall be final and binding on the employee and on the City. (k) Copies of the appeal, the answer to the appeal, and.the written decision of the Personnel Board shall become a part of the personnel file of the appealing employee, (Ord. 537) 23.35.040 Grievance Procedure: (a) The City shall promptly consider and equitably adjust employee grievances relating .to employment Conditions and relationships. Furthermore, the City desires to adjust the causes of grievances informally - both supervisors and employees are expected to resolve problems as they arise. (b) The following steps shall be followed in submitting and processing a grievance. (1) Step 1 --- The aggrieved employee or group of employees shall orally present .the grievance to the immediate supervisor within five (5) working days of the occurrence not: including the date of presentation. (2) Step 2 ---If the grievance is not settled in Step, 1, it shall be prepared in detail, shall be reduced to writing, shall be dated, shall be signed by the aggrieved employee or group of employees, and shall be presented to the department head within five (5) working days after the supervisor's oral reply is given, not including the day that the answer is given. (3) Step 3 -- If the grievance is not settled in Step 2, the written grievance shall be presented along with all pertinent correspondence, records, and information accumulated to date to the City Manager within seven (7) working days. of ter the department head's response is given, not including. the day that the response is given. The City Manager shill meet with the aggrieved employee or group of employees, the immediate supervisor and the department head. The City. Manager shall reply to the grievance in writing within seven (7) working days of the date of presentation of PAGE 21 OF EXHIBIT "A" _._, .. -_ .. ,e ��.W..��,: •�� .. ________.,�:�_._._��_ � � � � � W�e. - �..�.ai.w- _.� _. c_•.r;.zt.'.:.0 __.__�_��. ems_ - i _.. ., ter.: _.._ .: i..... ..... _.-.. ....... .. ... ... .�. _... �c . . .._.a �... _, -. ...... A..?v. the written grievance. The decision of the City Manager shall be final and binding on the employee.or group of employees. (c) If the grievance procedures are not initiated within the time limits established by this section, the grievance shall be considered not to have existed. (d) Any grievance not taken to the next step of the grievance procedure shall be considered settled on the basis of the 1.as.t. reply made and received in accordance with the provisions of this section. (e) If the City fails to meet or answer any grievance within the time limits prescribed for such action by this section, such grievance shall automatically advance to the next step. if the. City fails to meet or answer any grievance on the last step of the grievance procedure within the time limits prescribed for such action by this section, it shall be deemed that the City has considered the grievance to be in favor of the grievant and shall resolve the matter accordingly. (f) The time limits prescribed in this section for the initiation and completion of the steps of the grievance procedure may be extended by mutual consent of the parties so involved. Likewise, any step in the grievance procedure may be eliminated by mutual consent. Mutual consent shall be indicated in writing and shall be signed by all parties involved. No employee shall be disciplined or discriminated against in any way because of the employee's proper use of the grievance procedure. (Ords. 336, 537) 23-35.050 Resanation: (a) To resign in good standing, an employee shall give the appointing authority not less than ten (10). working days prior notice of such resignation unless the appointing. authority agreed to permit a shorter period of notice because of extenuating circumstances. The -notice of resignation shall be in writing and shall contain the reasons for leaving the City service. (b) Failure to comply with this section shall be entered in the employee's service record and may be cause for denying future employment with the City. (Ords. 336, 537) 23.35.060 &e=Amgjo_v_ment: (Ords. 336, 537, Repealed Ord. 1254) 23.35.070 Cost Consgiousngss: (a) City employees shall practice every economy possible in the discharge of their duties. (b) Employees are encouraged to recommend to their. supervisors work procedures which will result in a cost saving or improved service to the public. (Ords. 336, 537) 0 "' PAGE. 22 OF EXHIBIT A f • • 23.35.080 Safe (a) The City Manager shall be responsible for the development and maintenance of a safety program, equal to,. but not limited to, OSHA requirements. Such program shall include safety regulations and discipline controls. (b) Department heads, supervisors, and employees shall guarxd,.. the safety of themselves, fellow employees, and the public. (c) When accidents occur on City property, the employee shall.. contact his supervisor immediately and the supervisor 0a''I " complete an accident form. In case of a motor vehicle accident, the Police Department shall also be notified immediately. (d) The City Manager shall be notified of all accidents' involving City employees and City equipment as soon as possible: and not later than the next work day. (Orris. 336, 537) 23.35.090 Legal Liabil t,_V (a) Employees ,shall: abide by all laws and regulations which govern the performance of their duties.. and shall perform their duties as reasonable, prudent persons. Defense of legal claims against an employee relating to an official status with the City, shall be the responsibility of the City. (b) If an employee is grossly negligent in the performance of duties and responsibilities and if an accident results from such negligent performance of duties and responsibilities or if a court of law finds that the employee willfully exceeded his scope of duty and responsibility, the employee may be held personally and legally liable. (Ord. 336, 537) Sections: 23.40.010 23.40.020 23.40.030 23.40.040 23.40.050 23.40.060 23.40.070 23.40.080 23.40.090 23.40.095 23.40.100 23.40.110 23.40.120 23.40.130 Chaoter 23.40 BENEFITS General. Holidays. Annual Leave. Terminal Leave. Leave of Absence Without Pay. Leave of Absence With Pay. Educational Opportunities. Retirement. Retirement Age. Supplemental Retirement. Social Security. Industrial Accidents. Medical and Hospital Insurance. Maternity Leave. PAGE 23 OF EXHIBIT "A" 23. 40.010 General: All [REGULAR] non-teMRorary full-time[ , REGULAR] and non-teL3 orary part-time (15 hours and over per week) classified employees are entitled. to the following benefits, except. for Medical and Hospital insurance which shall be available to o " tgnoLrary employees working no less. .than 25 hours per week, as specified in this article. (Ords. 336, 537) 23. 40.020 HQIi : (a) [ALL REGULAR] [E] Employees : [.0F.,THE CITY] shall be entitled to the holidays listed below with pay... Fuld. -time employees shall receive regular compensation;.part-time employees shall be compensated in proportion to the number of hours. .they are normally scheduled to work. (1) New Year's Day (2) Washington's Birthday (the third Monday in February) (3) Memorial Day (the last Monday in May) (4) Independence Day (5) Labor Day (6) Alaska Day (7) Veteran's Day (8) Thanksgiving Day (9) Day after Thanksgiving (10) Christmas Day (11) A floating holiday subject to individual choice of each employee with five (5) working days notice to, and approval of, his immediate supervisor. (b) If any such holiday falls on a Sunday, the -following Monday shall be given as a holiday. If such holiday falls on a Saturday, the preceding Friday shall be given as a holiday. Y• (c) Public Safety and Sewer Treatment Plant employees who smallork holidays`Y shall receive -in December payment for I�ii,�+•�rWr authorized holidays at 1-1/2 times their normal hourly pay, (for. that portion of the calendar year during which they were employed) as follows.* Fire[FIGHTERS] (56 hours week) - 11.2 hours pay per holiday. Fire, Police and Dispatch[ERS] (40-hour week) - eight (8) hours pay per holiday. Sewer Treatment Plant Employees (40-hour week) - eight (8). hours pay per holiday. Holidays which occur during vacation shall be charged against such leave. (Ords. 336, 482, 537, 614, 639, 1044) 23.40..030 Annual Leave: (a) Accrual rate: (1) [REGULAR] [F]Full-time classified [AND EXEMPT] employees except[ING FIREFIGHTERS] certain Fire Deflartmen.t employees: 16 hours per month - first two (2) years of service. 18 hours per month - three through five years of service. 20 hours per month - six through ten years of service. 22 hours per month - more than ten years of service. PAGE 24 OF EXHIBIT A (2) Eire[FIGHTERS -- FIRE ENGINEERS] (Based on a 56-hour week) : 22.4 hours per month - first two years of service. 25.2 hours per month -� three through five years of service 28.0 hours per month - S x-thtough ten years of service. 30.8 hours per month - more than rs of service..- (Ord. 2044) ten'yea (b) .Annual leave is charged: on an .hour, -for -hour basis • . e normal work day of eight (r) hours would be charged at ei ht.ho r annual leave; 12 hour work clay 12 hours annual Leave; t en hors work day, ten hours - annual leave; 24 hour wc�r)S .'day, 24 hour leave. y. hours. (c) Leave continues to accrue during' the period of time employee is on paid leave except during an leave time a ter ich th periods of terminal leave ork o ee doe ' o int d t return to K21kj Leave does not accrue during (d) Accrued and unused leave may be scarried over of 'eave thrum pay year to the next for the r from one account or reserve. Purpose of accumulating an annual leave The maximum leave hours that may be accrued is 640 hours for [REGULAR] classified and exempt, and 896 nem hoursfor Fire[FIGHTERS) to e (Ord. 1044) s working t e 56-hour ..leek. (e) Annual leave may be used for an y desired by employee. Incidental absences for sickness purposeasunplanned are the controllable. However, planned absences must be coordinated winot th and approved by the appropriate department head. with ( f ) It is required that each employee use a minimum of hours of leave per calendaryear for employees workin 90 80 per week, and 112 hours foremployees working the equivalent of 56 hours per week, and affect appropriate department head. If actual hoorusedare c�gsithanon with the e minimum requirement, then the difference shall be deducted from havailable leave hours without any compensation to the employee. (Ord, b4) (g) Excess leave above the amount authorized for accrual [Paragraph 3(d) above] existing1 automatically be paid at the then existing rate forthe1ind'vidaal employee. individual (h) Department heads respective employees with due shall schedule vacations for their consideration [FROM] f or the desires of the employees and the work requirements facing the de art e Vacation schedules may be amended to allow the department tom nt. emergency situations. meet (i) In the event of significant illness or injury not cover by Workman's Compensation, an [INDIVIDUAL PERMANENT] employed exhausting annual leave may, with the a ee on borrow up to a six-month entitlement (i.e., approval 6 x 16 hours) toe City navoi a no -pay status, avoid WAGE 25 OF EXHIBIT "A" 0 , ( j ) [REGULAR P3 Part-time employees working f if teen (15 ) hours a week or more shall accrue at the same rate as a full-time employee except on a proportional basis as to hours, (Orris. 336,. 537, 6321 896) 23.40.040 Termina"esye: ' Upon separation during ini.tia- 1 probation (first six months for Police and Fire), accrued annual' Leave shall not be granted nor paid ,to the employee. In other separations, accrued leave'shall be paid in a lump sum. The salary or hourly rate. to be used in computing the cash payment shall be the rate whichis being received by the employee on the date [OF APPLICATION FOR CASH PAYMENT,.OR WHEN] the resignation/ separation is signed by the -employee. (Ords. 336, 537) 23.40.050 Lejawe of Absence Without. RiIX:_ pay may be granted to an employee upon recommendation of the department head and approval of the City manager for up to 180 days. Each request for such leave shall be considered in the light of the reasons for the request and of the needs of the organization. Leave of absence without pay is not authorized or permitted for other employment. Leave without pay shall not be requested nor granted until such time as all accrued annual leave has been exhausted, except when an employee is absent and drawing Workman's Compensation pay. (b) If an employee uses more than thirty (30) days total leave without pay during his leave year, his merit anniversary and length of service dates shall be advanced on the calendar as follows: The number of days the leave.without pay exceeds thirty (30) days are added to the anniversary date to arrive at an extended anniversary date. A new anniversary date is then established on the first day of the month closest to the extended' anniversary date. (c) During a period of leave without pay, the employee's benefits shall be in abeyance, Cost of maintenance of health and related benefits will be at the personal expense of the employee and must be prepaid via the City to insure continued coverage. (Ords. 336, 537, 1204) 23. 40.060 Leave -of &bsen_ ce _KJ_th_Pav: Employees may request leave of absence with pay for: (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 riot worked because of such duty shall not affect annual leave accrual. (2) Military Leave: An employee who has successfully completed the probationary period and who is a member of the., National Guard or a reserve component of the Armed Forces of • PAGE 26 OF EXHIBIT "A" • the United States or of the United States Public Health Service shall be entitled, upon application, to a leave. of absence from City service for a period not exceeding fifteen (15 ) calendar days in any, one calendar year. Such leave .shah be grated without logics of time, pay (difference betwe on regular and.military pay including COLA, but not including' other regular allowances;), or -other 1pave, and without impairment of merit ratings or other rights or bene it$' 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, i 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: Decisions concerning attendance at conferences, conventions, or other meetings 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 employee's participation in or the direct relationship of his work to the subject matter of the mee':ing. 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. (Ords. 336, 537) 23.40.070 Hducational Opportunities: (a) The City shall reimburse an employee for the full amount of -tuition for courses - directly related to the employee's work and conducted outside' the employee's regular working hours, provided that: (1) Funds for such expenditures are available in the. current budget; (2) The employee has made application for approval of the course to his department` head and the department head subsequently gives such approval; and, (3) The employee submits evidence of satisfactory completion of the course; and, (4) The employee is not receiving reimbursement for tuition from any other source. (b) Courses which are only offered during regular working hours may be approved by the department head with full tuition reimbursement therefor provided time off can be arranged, conveniently and reasonable arrangements can be made to make up time off. (c) The City shall allow time off with pay and shall reimburse an employee for the expenses of attending classes, lectures, conferences, or conventions when attendance is on an assignment basis with prior approval of the employee's department .head. 0 PAGE 27 OF EXHIBIT "A" r (d) Normally, the cost of textbooks and technical publications required for such courses shall be the responsibility. of the employee. If the City purchases any of the textbooks and..., publications for such courses, and textbooks and publications shall. become the property of the City. (Ords. 336,.537) 23.40.080 %etireement: (ALL .FULL-TIME EMPLOYMENT B)Employees are required to participate in the State Public Employoials Retirement System. See PERS Handbook for. details. (Ords. 336, 537 ) 23.40.090 Reti"meat hcte: As authorized and required by Public Employees Retirement System. (Ords. 336, 537) 23.40.095 Su mental Retirement: A11 [PERMANENT) employees 21 years of age or older with six months of service regularly scheduled to work fifteen (15) hours or more per week shall be eligible to participate in a supplemental retirement program to be selected by the City Manager. The City's contribution on behalf of each eligible employee shall be four percent (4%) of the first $37,500 of base wages earned in a calendar year. The contribution. shall not apply to additional compensation to employees, such as overtime pay, holiday pay, and qualification pay. (Ord. 931, 1317- 89) 23- 40.100 Spci�al Security: Em�ovee,g hired WLK Uriil L. 986 must 1plirticlolitg in the-Nedigare 20P.110A of oca,al Sec y. to es re u' red b the Fe rat ov�ern ent (Ords . 3.36, � 537 Repealed 743) ' 23.40.110 Industrial Accidents: All employees shall be covered under the State of Alaska Workmen's Compensation program for industrial accidents and disease. Benefits include medical treatment and Care as well as disability compensation duting the periods of time lost from the job. (Ords. 336, 537) 23-40.120 Medical and, Ho vital Insurance: Medical and hospital insurance shall be provided by a group policy for all employees [AND DEPARTMENTS AT NO COST TO THE EMPLOYEE] Nith all 2-rainiu,ms p-aid„ bathe Citv. Life, major medical, hospitalization, dental, and vision insurance are included as part of Group. Insurance. (Ords. 336, 537) 23.40.130 Ma&ernity Leave: (a) Immediately preceding and following childbirth, an employee is entitled to take a total of nine weeks leave. This leave will be charged first to annual leave and if this is insufficient to leave without pay for the balance of the period of nine weeks. 0 PAGE 28 OF EXHIBIT "A" b (b) Upon application and under extenuating circumstance si additional leave may granted by the appointing physician,s authority,, A certificate shall be required to su leave,requestleave Of absence' is ta .- Where a maternity lea Pport.-the additional. -ken'in adcordan during.. ce with. this Section, the employee Shall accumulate service O.redit such.Paid leave of absence. (Ords. 336,, .537) Chaptgr_ 23.4§ PEREgR1riANCE EALUATI I LOW Usti as: . 23.45.010 23.45.020 23.45.030 23-45.040 23-45.050 23.45.060 Purpose. Periods of Evaluation. Performance Evaluators. Review of Performance Reports., Unsatisfactory evaluation. Performance Valuation Appeal. 23.45.010 Purpose: The primary purpose of the am *' performance evaluation ployee: program is to inform employees. how well they are performing'And to offer constructive criticisa impri fin. n bow they can improve their work performance. Performance-eval , I'M uat- 0 sha1-1, al beconsidere4 in*. decisions affecting Salary Promotionst.de' advanc4intint MotiOns't disMissals, order of layoff. orde . C. r-- of, re- employmen.t.f. Placement,, and training needs. (Ords, 336,. 5313 23.45-020. Periods of E 1 Each - employee,. in.. the eva classified "service shall have his performance luated a following Periods: the End Of pr6bationary period: Each employee sha:'L,l be thirty (30) -days prior to the ---completion of 'hi S probationary Period. The employee must have an overall evaluation ion. of at least "satisfactory" in order to become permanent. (b). Annual: Each employee shall receive an annual Mal performance evaluation thirty ( 30 ) days Prior to his date, anniversor (C') Time of separation: Each employee shall be evaluated at the time of separation and such record shall become Part of his; permanent personnel file.. ,.(Ords. 336,, 537) PAGE 29 OF EXHIBIT"A" a 23.45.030 Performance Evaluators: (a) Rating Officer: The rating officer shall normally be the employee's immediate. supervisor. The rating officer shall be responsible for completing a performance evaluation report at the time- prescribed for each-, employee under his supervision. (b) Reviewing Officer: The reviewing officer shall normally, be the rating officer's immediate supervisor or department head,' The reviewing officer shall review the performance evaluation report completed by each rating officer under his jurisdiction: before the report is discussed with the employee. The reviewi, officer shall consider the performance evaluations completed by the rating officer in evaluating the rating officer's performance, (Orris. 336, 537) 23.45.040 Review- of Performance.. Reports: The rating of f icer shall discuss the performance evaluation report with the employed before the report is made part of the employee's permanent record. If the rating off-cer plans to recommend the denial of an in -grade salary increment or recommend an extraordinary increment, the report must be discussed with the reviewing officer and the City Manager prior to review with the employee. (Ords. 336, 537) 23.45.050 Unsatisfactory Evaluation: Employees who receive an overall rating of "unsatisfactory" on their annual evaluation shall not be eligible to receive an in --grade salary increment.. Employees who receive two consecutive overall ratings of "unsatisfactory" shall be subject to dismissal. (Ards. 336, 537) 23.45.060 Rerformance EXgluation Appeal, ro e u g Employees' performance evaluation reports shall not be subject to the standard grievance procedure. Employees shall have the right to appeal their evaluation in accordance with the following procedure: (a) Step 1. If, after a review of his performance valuation report with the rating officer, the employee feels that the report is unfair, he may request a meeting with the reviewing officer by' checking the appropriate section on the report. The rating offic.elr.,, will then immediately forward the report to the reviewing officer who will arrange to meet with the employee within five (5) working days after receiving the report. The reviewing officer will then forward a decision in writing to the employee within five (.5) working days after the date of their meeting. (b) Step 2. In the event that the employee is dissatis.fi d, .' with the decision of the reviewing officer, he may, within five (5),:,. working days of receipt of the decision, appeal his performance: evaluation report, in writing, to the City Manager. The City;. Manager shall, within five (5) working days, meet and 0 PAGE 30 OF EXHIBIT "A" discuss the report writing, make a decision with the employee. The Ci:ty Manager ten. will, in within (10) working days' from the` data of their meeting. The decision of the City Manager will be finax.. (Ords. 336, 537) Chatiter '23•. 50. CL��CATxUN PLAN , ectio.: 23.50.010 Employee ClassificAtion. 23. 50.010 Employee CIls-g f icatim: City employees shall be classified by Class, Title, and Pay -Range as.follows: CLASS CODE CLASS TITbE RANGE (a) SUP AVISARY ..�t,N . PE(3g„ESSTONAL 101 City Manager. NG 102 City Attorney NO 103 City Clerk NG 104 Finance Director* 24 105 Public Works Director* 24, 106 Police Chief*.. 22 107 Fire Chief*, 2.2 108 Senior Accountant. ;19 109 City Eng:*Lneer 1.9. 110 Code Enforcement Officer 17 111 Airport Manager* 17 112 Land Manager 17 113 Deputy City Attorney 16 114 Dock Manager 13 115 Personnel Officer 16 t b i ADMINISTRAT.jVE�, $PORT 201 Department Assistant I .3 202 Department Assistant 11 .7. 203 Administrative Assistant I 8 204 Accounting Technician I 10 205 Accounting Technician II,; 206 Accountant 16 207 Legal Secretary I g 208 Legal Secretary II 11; 209 Legal Assistant 15 0 PAGE 31 OF EXHIBIT "A" {� F:. .• 1 - � b • I ( f IN 211 Administrative Assistant stant r2 212 Administrative Assistant. III 9 Department Aide 12 1 (c) PUH%IC SAFETY • 301 Assistant Fine 302 Fire Fighter . Chief 18 304 Police Lieutenant 13 305 Police Sergeant 18' 306 Polite Officer 16 307 Dispatcher 14. 308 Fire Engineer 8 309 Correctional Officer I 15 310 Correctional Officer zI 11 311 Correctional Officer 111 12 312 Fire Captain 14 313 Fire Marshall 16 314 Communications Supervisor 17. Police Txainee 11 13 (d)'IIC WORKS.. 401 euildin 402 Shop Foreman 403 13. 404 Street and Airport-ft. reman 1b 405 Sewer Treatment Plant Operator I' 406 Water & Sewer Operator 1 13 407 Mechanic Helper 12 408 Equipment Operator 1** 12 409 Mechanic 11 .-.410 street and Airport Lead+nan 14 411 Water & Sewer Foremen, 12 412 Chief Animal Control Officer 13 413 Maintenance•Worker 10 Sewer Treatment plant Operator 3:1 10. **Duties include any activities directed for 14 properties in addition to equipment operaticnmaintenance of City . (e) SCfC_lAL 5E3ty�rt� , 501 502 Librarian* 503 Senior Citizen Program Director* Parks & Recreation Director* 17, 17 PAGE 32 OF EXHIBIT "All • • *Department Directors (Ords. 336(a), 414, 440, 458,.503, 537, 574, 641, 6470. 815, 929, 1046, 1172, 1173, 11.98-, 1210, 1258-88, 1260-88, 1324-89) Cho ter PAY, ,PLA.N Sections: 23.55.010 Exempt Salaries. 23.55.020 Salary Structure By.Grade. 23.55.030 Qualification Pay. 23.55.040 Uniform Allowance. 23.55.050 Hourly Rates - Part --Time Employees. 858, 23.55.010 gKept Sala_„,�ries: Salaries of City Manager, City Attorney, and City Clerk shall be negotiated by the Council and. may be set by motion of Council. (Ords. 336(a), 385, 4140 503, 537, 1069, 1260) 23.55.020 SalarV_Structutrp by _Grads: (a) Salary structure by grade is hereby established in accordance with the table that is appended to this Title and which may be amended, modified, or; replaced by ordinance, in' Which case a copy of the amended, modified, or replacement table shall be substituted for the prior table and placed in the Code at the end of this Title. (b) On completion of the probationary period, each employee shall be advanced one step, At succeeding anniversary dates, subject to evaluation, employee may be advanced a step increment. The time period normally between steps B to C to D to E to F is one year. The time normally between Steps F to AA to BB to CC is. two years. (Ords. 336(a), 414, 503, 513, 537, 568, 675, 770, 8590-, 933) 23.55.030 Q.U—a I if,icatsga pay: (a) In recognition of professional development, personal time, and effort of the individual to achieve same, the following annual recognition entitlement is authorized, payable on a pro rata monthly basis. (b) This recognition entitlement is not considered when calculating hourly rates for annual leave or holiday pay. (Ord... 1114) (1) Police Department: Certification in accordance with State of Alaska Certification Standards. PAGE 33 OF EXHIBIT "A" Police Officer' Intermediate Certification. $ 900/year Advanced Certification $1,800/year Police Sergeant. Interiediate Certification $ 900/year Advanced. Cert.ificat:3;on $1, 800/year Police Lieutenant,: Advanced -Certification $1,800/year (2). Fire Department: [i1 ..,Recognition entitlement for an associate degree in -fire science is $48.0 per year. Eligible grades are firefighter, engineer,. and captain. [ii] Recognition entitlement for EMT certification for eligible grades of firef ighter, , engineer, and captain are as follows: EMT I Instructor $ 250/year EMT II $ 500/year EMT IIh $1,000/year (in- cludes EMT II pay) EMT -Paramedic $1,500/pear (in - eludes EMT II and III pay) (Ord. 1040) (3) Water and` Sewer Utility: Certification �.n accordance with the,$tate of:Alaska Certification Standards': W & S 11 $ 300/year W & S Iit $ 480/year (Ords. 414, 503, 537,. 681) 23.55.040. Vniform .A1l+ace:- (a) The following annual a .lowances are established to .defer the cost of uniform cleaning, maintenance, and replacement for second and succeeding years of service: [JAIL - $3001 Animal Control - $300 Police - -$500 Dispatch - $300 Fire - $4-00 'Payment shall be made based on pro rata service and paid in July And January ..installments. (Ord. -104,7 ) (b) On hiring the respective department head shall issue from stock or purchase from 'appropriate funds a basic uniform and equipment issue. (c) [DEPARTMENT OF] Public Works de artment and Animal Control personnel shall be authorize # Water & Sewer, from appropriated funds, safetyd [HY] to purchase required items. Laundry serviegwill�ahardlso bhats, and other.OSHA clothing items furnished. (Orris. 336-77 Provided for those 771) (a) , 414, 503, 537, 683, 23.55.050 Hourl Rates -- Part -Time E l e . for part-time employees (with var�.c,us experience,Hourly rates responsibilities) are hereby established n accordance skills, and table that is appended to this Title and whit dance with the. modified, or replaced by ordinance h may be amended, amended, modified, or replacement table shall bech e a COPY of the substituted the prior table and placed in the Code at the sTi for end (Ords. 336-77 (a) , 414, 503, 537, 568, 675, 770 of this t�.e. 859, 933) 23.55.064 Stand-B Pav: (a) Where employees placed on a stand-by status on a day when the are regularly off duty, they shall be entitled to two Y are scheduled to be stand-by status. ( 2 ) hours pay for such (b) To be eligible for formally be placed on stand-b stand-by pay, an employee must City Manager, and the proper documentation indicating s status, with the approval of the Placed in the employee'sindicating such approval by status must be available for calf. outs and monnel records. ust employee in stand - whereby the responsible City personnel can communicate a an a location her. (Ords. 503, 537) �cate with hi.m or 23.55.070 gall -Out Pav: When work outside of normal working hours, employees are called out to Of two (2) hours g Y shall be paid a minimum immeimmediately prior to, or f ter overtime normal rates. Overtime hours worked eyed as a call -out, working hours will not be (Orris. 503, 537) PAGE 35 OF EXHIBIT "'All • CITY OF KENAI SALARY STRUCTURE BY GRADE RANGE A 8 C D 1 2 MISS 14,363 12,462 14,722 12,766 15,081 13070 3 4 20,116 20,619 219122.', 15,440 21,625 5 21,122 22,179 21,650 22,733 22,178 23,287 22,706 6 7 239289 23,871 24,453 23,841 25,035 a 24,459 25,070 259681 26,292 -. 9 25,690 26,964 26,332 27,638 269974 27,616 10 28007 29,015 28,312 29023 28,986 309431 11 2 29,719 31,218 30,462 311998 31,205 319948 3 32058 33,377 329778 34096 33,558 35,215 lei 15 34,417 36,139 35,277 36,137 36,997 16 37,928 37,042 38,876 37,945 399824 38,848 409772 17 18 39,831 41,822 40,827 42,868 41,823 43,914 42,819 19 20 43,903 45,001 46,099 44,960 479197 21 46,129 48,427 47,272 49,638 48,425 50,849 49,578 52,060 22 23 509818 52088 53058 54,628 24 53,367 54,701 569035 57,369 569108 57$11 581914 60017 PAGE 36 OF EXHIBIT "A" A 7-1-68 E F AA sa CC 13,374 1S,799 139678 ••l6,158 13,982 169517 149286' 14,590 22,128 22,631 23,134 26,876 23,637 - 179235 24,140 23,234 24,395 23,762 24,949 24,290 25403 249818 25,346 25,617 269199 26081 26,057 279363 26 611 279945 26,9Q3 289258 27,514 28,900 28,125 29,542 28,736 29047 29,660 30434 319008 309184 31,682 30,826 32056 31,139 32,691 319847 33,434 32,555 34,177 33,263 33,971.. 34,338 359118 35 898 34,920 36,678 37,663 37,458 36,034 3.7,857 36,853 38017 37' ,672 39,577 38,491 39,310 39,751 •41#720 40,654 429668 41,557 40,437 42,460• 41,297 43,Ul - 43,81S 449811 439616 0,807 44,564 46,803 459512 47,799 46,006 48929S 47,052' 49493 48,098 50,491 49,144 50,190 50,731 53,271 51,884 54,482 53,037 S11589 54,190 52,687 55,343 55,898 57,168 •55,693 58,438 56,904 59,708 581115 58,703 619720 60,037 63,123 61071 6200S 60,978 64iQ39 64,526 659929 679332 .,PART-TIMV HOURLY RATES PT-1 5.13' , PT-2 5.49 PT-3 .5.84 PT-4 6.21 PT-5 6.54 PT-6 6.91 PT-7 7.26 PT-8 4.48 PT-9 9.61 PAGE 37 OF EXHIBIT "A" M � 1 e • (1) PROBATIONARY PERIOD: A WORKING TEST PERIOD DURING WHICH AN EMPLOYEE IS REQUIRED TO DEMONSTRATE HIS FITNESS FOR THE DUTIES. TO WHICH HE IS APPOINTED. BY ACTUAL PERFORMANCE OF THE DUTIES OF THE POSITION. (J) PUBLIC SAFETY BMPLOYEE: A PERSON EMPLOYED IN THE POLICE"; FIRE, OR COMMUNICATIONS DEPARTMENT. (K) SUPERVISOR:_ .ANY PERSON WHO IS RESPONSIBLE TO A HIGHER DIVISIONAL OR DEPARTMENTAL LEVEL OF AUTHORITY AND WHO DIRECTS THE WORK OF OTHERS. (L) TEMPORARY EMPLOYEE: AN EMPLOYEE WHO . HAS SEEN APPOINTED. FOR A LIMITED PERIOD NOT TO EXCEED SIX MONTHS.] AAl F m t Se ' ce: Exem t e �.ce shall incl de all a to contracto s and consult.antit f1re not em to ees. .(kl Classified erva. e: All ai.d a to ees not in thg-exm2t service. jL0. Full-TiMe:- Em 10 ees sc .eduled to work 40 hours 32er week (except certain Fire 1.)e artment em to ees who work an avegage of 56 hours er wee_kl are considere f 11 -time-. Part -Time: Em to ees schedule t2- Nork less than 40 hours per ,week, , (e)_ Regular: EmRloyees who have com Ie ed t e probationery period. They b may e assigned to work a full-time or part-time schedule. f Te oa to es whoa a fired fora , e-est b yid for not more t an s . x non th . The a b assigned to, Mork .1 f . , tigle or a t-." a sch 'du e. Th are i eli ible for a efit d hod. iday ,.pad► . ?rob do iar a iod : Normally sig mo t s exce t ar Police and P'' e. h'c is normal twely.Months. This Brio c.gD be extended up to but no lop er than twelve M2ntbs or eightgen months, resnec&ively. (h) D artme t i The smallest unction bud star, u it- bf Lu department. Tr„ n„sf r: ,(1) -- Gen rQ. G2ver,.nMeDt m 10 ee a Public Safety Emloyee. PAGE 3 OF EXHIBIT "A" a