HomeMy WebLinkAboutORDINANCE 0537-1979
- ~. ---
,~
CITY OF' KENAI
ORDItiAtJCL NO. 537-75
~ ,
AN ORDINANCE OF. TIIE COUNCIL OF THE CITY OF KENAI, ALASKA
CODIFYING INTO TIIE 1979 KENAI CODE THE PERSONNEL ORDINANCE
OF THE CITY OF KENAI AS TITLE 23.
t~fiEREAB, the City of Kenai has recently updated its Code in
the 1979 Kenai Code, and
WHEREAS certain chang~ss to the Personnel Rc~yulations have
ueen requested by tiie City Administration, and
WHEREAS, the City of Kenai has a comprehensive personnel
ordinance which up to this time has not been codified, and
WHEREAS, it would be fitting to codify this ordinance so
that employees and the public might have the ordinance and
its numerous amendments and updates at their fingertips, and
WHEREAS various older sections of the prior Kenai Code have
provisions dealing with merit system (1.60.040)s Personnel
Board (1.60.050, 060, 070 and 080) which sections have been
rQplaced inspirit and function by the provision of the new ~.
personnel ordinance and its amendments thus making it un-
necessary to retain these older sections in the Code, G V
~~~ .
NOSR, THEREFORE, BE IT ORDAINED $Y THE COUNCIL OF THE CITY OF -~-~-
XENAI, ALASKA se followss
Section is Sections 1.60.G5G, 050, 060, 070, and u80 ~
of the~nai Cade are hereby repealed in their entirety. ~~
Section 2s There is hereby adopted Title 23, Personnel
Regulat ohs, ~n the form as attached hereto as made a part
hereof.
PASSED BY THE COUNCIL OF THE,.CITY OF KENAI, ALASKA this
20th day of February, 1980. ~~
VINCENT 0 REILLY, MA~fO~
AT 1L"SiT s
Janet W e an, C ty C erk
First Readings November 7, 1979
Second Readings November 21, 1979
Third Readings December 5, 19?9
Fourth Readings December 19, 1979
Fifth Readings January 16, 1980
Sixth Readings February 6, 1980
Seventh Readings February 2U, 1980
Effective Dates March 20, 1980
~ _
„__ _.. ._
23.OS.U10-23.05.030
"'i.tlc 23
PERSONP~EL REGULA~'IONS
Chapter. s
23.05 General Provisfo,~s
23.10 CatEgories of Service
23.15 Administration
23.20 Classification
23.25 Compensation
23.30 Personnel Policies and Procedures
23.35 General Conduct, Discipline., Termination and
Appeal
23.40 Benefits
23.45 Performance Evaluation
23.50 Classificati.an Plan
23.55 Pay Plan
Chapter 23.05
GENERAL PROVISIONS
Sections:
23.05.010 Employment-Qualifieatiar.:. and fitness.
23. Q5.020 Incentives and conditions.
23.05.030 Usiiformity of classification a;~d
compen8ation.
23.05.040 Appointment.
23.Q5.050 Mora]~e.
23.05.060 Tenure.
23.05.070 Definitions.
23.05.010 Employment-Qualifications and Fitness:
Employment in City Government shall a base on qual fication
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.
2?.05.020 Incentives and Conditions: Just and equitable
incentives an3 c~+n t ans o employment shall be established
and maintained to promote efficiency and economy i.n the
operations of the City government.
23.05.030 Uniformir of Classification and Campansations
Positions having sdut os and rospons b 1 t es shall
bo classified and compensated on a uniform basis.
23-i
-~-----_-•------- -~----- -~---- 1!
r
i
23.05.040-23.05.07p
23.05.040 Appointment: Appointments, promotions and
ether actions requiring the application of the merit principal
shall be based on systematic evaluation, designed for the
position to be filled.
23.05.0`0 Morale: High morale shall be maintained by
the fair administr~n of this ordinance, by every consideration
of rights and interests of employees, consistent with the
best interest of t_hP public and the City.
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.
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
i 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 be obtained
from the City Manager.
(c) Full-time Employee: An employee who works the
normal 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 expression
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.
(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 o~ the position.
(j) Public Safety Employee: A person employed in the
;; Police, Fire or Communications departments.
(k) Supervisor: Any person who is responsible to a
_ ~ higher divisional or departmental level of authority and who
directs the work of others.
i (1) Temporary Employee: An employee who has been
---- appointed for a limiL-ed period not to excead 6 months.
L3-2
Chapter 23.10
a
23.10.0].0-23.10.020
CATEGORIES OF SERVICE
Sections:
23.10.010 G~r.eral.
23.10.020 Exempt service.
23.10.030 Classified service.
23.10.010 General: All offices and positions of the
City arc divided n~o cclassified 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 23.10.020 below.
23.10.020 Exempt Service: The exempt service shall
include the follo~~ing:
(a) Mayor - Orly the following provisions shall apply
to the Mayor: 23.30.110 (b) and (d) and 23.40.100 and 110.
(b) Other elected officials and members of boards or
commissions. Only the following provisions shall apply to
such officials: Sec. 23.30.110 (b) and (d).
(C) The following Council appointed administrative
offices:
(1) City Manager. The City Manager shall perform all
those duties mandated fcr his position by the provisions
of thfE chapter and shall be bound or receive the
benefits of the following sections insofar as they are
applicable: Sec. 23.25.050 and .060(d); Sec. 23.30.110
(b)(c) and (d); and Sec. 23.40.020, 030, 040, 080, 100,
110, 120, and 130.
(2) City Clerk. Only those provisions specifically
enumerated under (1) above shall apply to the City
Clerk.
(3) City Attorney. Only those provisions specifically
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 pro-
fessional 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.
23-3
w~.~..~
- G
R~ ~
23.10.030-23.15.010
23.10.030 Classified Service: 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 resol~ition 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 status if they have held
their present positions for at least 6 months inune-
diately preceding the effective date of this ordinance
except for police, which shall be 12 months or;
(2) Shall serve a probationary period of 6 months from
the tixe of their appointment, which may be extended
before acquiring permanent status, if they have held
their position for less than 6 months, with the exception
of police, for whi.cy 12 months is substituted in the
above fcr the stated 6 month period.
Chapter 23.15
ADMINISTFiAT1 uiJ
Section:
23.15.010 Administration by city manager.
23.15.010 Administration by City Manager: The personnel
program established by this ordinance shall be aamiriistered
by the City Manager. Fie 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 the general rules of the City Manager and
provisions of this ordinance, and shall be binding on the
employees.
13-4
+~ ~
i '
r'
23.20.010-23.20.030
Chapter 23.20
CLASSIFICRTZON
Sections:
23.20.010 Initial classification.
23.20.020 Revisions to classification plan.
23.20.030 Adjustments to organization.
23.20.010 Initial Classification: The City Manager
shall make analys s o t e dut es and responsibilities c•f
all positions in the classified service and shall recommend
to the Council a job classification plan. 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 respon-
sibilities, to the end that all positions in the same class
s1~~all be sufficiently alike to make use of a single descriptive
title, the same qualification requirements, the same test of
competence and the same pay scale. A job class may contain
one position or more than one position. The Council shall
adopt a classification plan by ordinance.
22.20.020 Revisions to Classification Plan: The
initial classificat_~n plan shall be rev se from time to
time as changing positions require it, with the recommendation
of the City Manager and the approval of the City Council.
Such revisions riay consist of addition, abolishment, consolida-
tion, division ar amendment of the existing classes.
23.2~J.030 Adjustments to Or anization: Whenever a
change in the organization of the C.ty administration is
brought about by changes in the classification system out-
lined above, the City Manager shall submit to the Council a
chart or table of organization of the administration, in-
dicating the new structure and reporting relationship.
23-5
~r
~. "1lRT'" - - - '- - - ~m~~
23.25.010-23.25.040
Chapter 23.25
COMPENSATION
Sections:
23.25.010
23.25.020
23.25.030
23.25.040
23.25.OS0
23.25.060
23.25.070
23.25.080
Pay plan-development.
Pay plan and adopt~.fon.
Pay plan amendment.
Appointee compensation.
Pay day.
Overtime.
Acting positions.
Promotion.
23.25.010 Pa Plan-Develo ment: The City Manager, in
consultation wit the F nance D rector, shall prepare a pay
plan and rules for its administration. The rate and range
where each 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 a.n adequate supply of competent employees.
23.25.020 Pa Plan and Ado tion: The City Manager
shall submit the pay plan and rules or its administratioM
to the City Council for adoption. Before the pay plan and
the rules for its administration are adopted by the Council,
the City Manager shall assign each job cla€rs to one of the
pay ranges provided i:i the pay plan. The Council shall
adopt a plan and rules by ordinance.
23.25.030 Pa Plan Amendments The pay plan may be
amended by the C ty Counc.l from time to time as circ-
umstances 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.
23.25.040 A~~oi__ntee Com ensation: (a) Upon initial
appointment to a post on, the employee shall receive the
minimum salary for the class to which the position is al-•
located.
(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 name clans.
23-6
T
__
_ ._ - -
.az
23.25.050-23.25.060
23.25.050 Pay Day: (a) Normally, employees shall be
paid on the 15th and last da}~ of each month. If the pay
data falls on a Saturday, Sunday or a 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 entitlements for the monthly period, or period
employed if a new employee.
23.25.060 Overtime: (a) Department heads and super-
visors shall ass g~ach employee regular work duties and
responsibilities which can normally be acoomplishpd within
the established work day and work week.
(b) When employees are required to work overtime,
department heads shall autPiori2e compensatory time off or
overtime pay. Determination to grant cash or compensatory
time off shall rest with the department head, City Manager
or acting department heads, who shall give dae consideration
to desires of the employee, to budgetary controls and to the
provisions of Subsection 3 of this section. Rates for
overtime shall bes
General Government Regular workday x 1 1/2
Saturday x 1 1/2
Holiday (Scheduled Workday) x 2
which includes regular pay
Holiday {Not Scheduled Workday)
x 2 1/2 which does not include
regular pay
Htaliday (Hours beyond 8) x 2
sun3ay (Not Scheduled Workday) x 2
However, General Government employees must be in a paid
status for 40 hours in the work week before overtime may be
paid.
Public Safety Regular Workday x 1 1/2
Saturday x 1 1/2
Holiday (Not Scheduled Workday)
2 1/2 which excludes holiday pay
paid annually (Sec. 2340.020)
Holiday (Hours beyond 8) x 2
Sunday (Not Scheduled) x 2
HoweveL, Public Safety employees must be in a paid
status for their normal work week before overtime may be
paids
-- -~- 2 3-7
~ ._,..,~.._ --~-s...... -
23.25.060-23.25.086
Police 40 hours
Fire 56 hours
Conanur~ications 42 hours
Jail 42 hours
(c) Compensatory time accumulation shall not exceed 8
hours. Once this maximum accumulation has been reached, all
overtime compensation earned by the employee shall auto-
matically be paid in cash.
(d) Por some positions, overtime is considered part of
the job responsibility and, therefore, dogs rot justify
overtime pay. Cash compensation for overtime shall not be
gfarited to the fallowing positions - Depaztr~.ent Heads or
exempt personnel to which this provision applies. In lieu
of payment, time off is authorized with a maximum accumula-
tion of 8 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 ciay ^f the month as explained in paragraph 5(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 sheets and the end of the
month shall be entered on the following month's time sheet
and paid on the last pay day of that month.
23.25.070 Acting. Positions: Compens«tion during
temporary assignment-an employee who is temporarily assigned -
to a position with a higher pay range for a period of 10
days or mare 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
i receive a reduction in pay. No such temporary assignment
shall exceed ~ months.
~3.25.080 Promotion: krnen an employee is promoted
from one class to another having a higher pay range, he
shall receive an increase of not less tilFln one pay step from
~. ; ~~ his former position.
23-8
__ .. _.__
._..._m-.~.._ . - -- - -
----
_~.`°' - `----'-°~=.~ _ -~ ---° ~- --~-- - ,cam
23.30.010-23.30.020
Chapter 23.30
PERSONNEL POLICIES AND PROCRT,tJRES
Sections:
23.30.OI0 General.
23.30.020 Appointment.
23.30.030 Probationary period.
23.30.040 Merit/growth/evaluation.
23.30.050 Hours of work.
23.s'~.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 service.
23.30.010 General: (a) Recruitment and appointing
authority shall a vested .in the City Manager.
(b) Applicants must be United States citizens in order
to be employed by the City.
(c) Applicants 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 be in
accordance with State of Alaska laws.
(e) Employment of qualified, handicapped persons shall
be encouraged.
~~ (f} Employment rights for veterans shall be in ac-
cordance with applicable SL•ate and Federal laws.
(g) Applicants must possess an appropriate valid
Alaska State Driver's License, should Pmploymera± require
operation of a motor vehicle.
(h) Applicants must complete a City application form
or submit a resume of s1~~ficinnt detail to equate to a City
' form.
(i) Preference in appointment shall be given to
qualified City residents.
23.30.020 (a) All appointments to vacancies shall be
made solely on the basis of merit, efficiency and fitness.
These qualitiQS shall be determined through careful and
impartial evaluation of the followings
(1) The applicant's level of training relative to the
requirements of the position for which spplied.
(2) The applicant's physical fitness ~^lative to the
23-9
- --,-
,.e... -- _ .~.~_ _ - - -
`- -- ~
23.30.,,10-23.30.030
requirements of the position for which applied.
(3) The resvlts of an oral interview, and
(4) Whenever practical, the results of a competitive
t~:ritten examination or demonstration test, which shall
be a fair ar~d valid test cf the abilities ar,3 aptitudes
of applicants for the duties to be performed.
(b) No question in any test or fn any application form
or by any appointing authority shall be so framed as to
attempt to elecit ir_formation concerning race, color,
ancestry, sex, national origin, or po?,.itical or religious
affiliation for the purposes of discriminating.
(c) All statements submitted on the employment applica-
tion or attached resume shall be subject to investigation
and verification.
(d) If required by the department, applicants shall be
fingerYrinxed prior to appointment.
(e) Any job applicant or employee may be required to
*~:;2 a physical examination. In cases where a physical
examination is deemed advisable, the City shall pay the cost
of the examination.
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 6 months consecutive service, except for
Police and Fire, which shall be normally 12 months, subject
to meeting criteria for certification ~~hich may be accomplished
following 6 months of service. Promotional appointment
probationary period shall, roe all personnel, be not less
than 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 12 months or 18 months for police and fire. The
employee shall be notified in writing of any extension and
the reasons therefor.
(c) During the first 6 months of oz~iyinal probationary
period, a new employee (including police and fire) shall not
be eligible far 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 satisfactorily dem-
onstrated qualifications fur the position, shall gain
regular status, one step in pay raise, and shall be so
informed through his supez•vi~or. For employees who have not
gained regular status by July 1, 1977, the date that original
probation ands shall be the employee's anniversary date.
For employees who have gained regular status by July 1,
1977, July 1 shall be the employee's anniversary date, until
promotion or transfer.
23-10
23,30.030-23.30.050
(e) P~.s*'fng the probationary period, a new hire may be
terminated at any time without appeal.
f f) in the cane of ~;romoti.onal appoi;:invents, the
promoted employee may be demoted at any time during the
probationary period without appeal, provided that the proba-
tionary employee be reinstated in the class designation from
which he was promoted, even thouyn E:~iiP, necessitates the
layoff u£ the employeo occupying the position.
23.30.040 Merit Growth/Evaluation: (a) Evaluations
shall be required annually o all classified employees.
Supervisors shall indicate thereon his recommendation as to
whQther or not the employee has merited a growth pay raise
in accordance with the City Pay Plan, Chapter 23.55.
(b) Approval of increment merit pay raises are vested
in the City Manager.
23.30.050 Hours of Mork: (a) The hours during which
City offices and~~:nants shall normally be open for
busirF.ss shall be 8:00 a.m. to 5:00 p.m., DPW - 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 library 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-4 shifts of IO hours per week, 2080 hours
annually. When working this shift, lst and 3rd days
off shall be treated as Saturdays and the middle day
off (the 2nd day) shall be treated as a Sunday for
p~~rposes of paying overtimes
(2) Fire-24 hours on, 24 hours off for 6 day cycle,
then 3 days off/equivalent of 56 hours per week, 2912
hours annuallys
(3) Communications and Jail-12 hours an, for 3 days;
off for 3 days/equivalent of 42 hours per week, 2?84
hours annually.
(c) Sewer Treatment Plant employees work a 40 hour
week on a shift basis that allows at least one employee to
be at t:3e plant on a given day. When scheduled days off are
two consecutive calendar days, the first day off shall ae
treated as a Saturday and the second day ;:ff shall be treated
as a Sunday for purposes of paying overtime.
(d) All other employees' normal work week is 40 hours/
8 hours a day, 2080 hours annually. &tandard work day is
midnight to midnight succeeding. Standard work week is
midnight Sunday to midnight Sunday succeeding. Operating
hours may bo adjusted to meat spacial situations on timely
notice.
23-11
` ~ - ~ .'~
•- ~
23.30.060-23.30.09G
23.30.060 Attendances (a) Employees shall be in
attendance at their work ~n accoxdance 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
prior approval is not obtained, an employes, 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 recor.3s of employfsss'
attendance.
(d) Any unauthorized absence of any employee from duty
ahall be deemed to be an absence without pay and aiay be
cause for disciplinary action.
23.30.070 Personnel Records: (a) The City Manager
shall cause a sere ce or personnel record to be maintained
for eacri 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
receivQd, and such other information as may be considered
pertinent.
(c) A personnel action form shall be urged as the
single document to initiate and update personnel records.
(d) Employee personne? records shalt be considered
confidential and shall be accessible only to tree following:
(1) the employee concerned,
(2) selected City officials authorized by the City
Manager.
(e) Departmental person:el 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.
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.
23.30.090 Layoff: 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 trans-
fer. When layoffs are required, the appointing authority
shall base the decision on relative merit, and shall give
23-12
6-'
,23.30.090-°23.30.120
due consideration to seniority in tre City ser:•ice only
where the em~-•le}~ee's qualifications and ability are relati/-
ely equal.
23.30.100 Outside Employment: No full-time employee
shall accept outs de employment, whethez~ part-time, temp-
orary or permanent tha+, could reasonably interfere, conflict
or reflect on the City. it is the individual employee's
responsibility to insure compliance with this section. Con-
sultation with the individuals department head is strongly
recommended before acceptance of outside employment.
23.30.110 Travel Ex ense: When employees are rec;uired
to travel outside the C ty on 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 a
single individual shall be via public carrier or city-owned
vehicle whenever practical. If, for extenuating circum-
stances, the employee is authorized to use a private vehicle,
total mileage shall be paid at the rate of $.20 first 100
miles, $.15 next 100 miles, and $.10 thereafter. This rate
includes all travel, insurance and storage expenses of the
vehicle.
(c) Those employees who habitually ::se their privately
owned vehicle for City business shall be ~eimhursed $20 per
month, subject to authorization by the City Manager.
(d) The authorized per diem rates are $20 per day plus
lodging expenses. Part days will be reimbursed for actual
costs incurred. Claims for lodging expenses will be sup-
ported by receipts.
23.30.120 Movfn Ex ense for New Employees: (a)
Whenever a profess oval or technically trained person
changes his place of residence ;Wore than 50 miles, for the
purpoAA of accepting employment with the City, such a person
may be reimbursed for actual and necessary expenses under
the following conditions:
(1) The employee must be app~tnted to a position or a
class for which the City Manager certifies that such
expenditure is necessary to recruit qualified employees
and funded by the Council.
(2) The maxim+?m reimbursable shall be s~lbject to
negotiation at the time of an offer of acceptance of
appointment.
(3) To be eligible for the total allowance fez an
employee who is the head of a household, his dependents
must accompany him or join him within one year of the
date of his appointment.
23-13
_. ,. _ ~, ~
•23.30.120-23.30.140
(4) New employees who are assisted with their moving
expenses shall be required to siyn a Transportation
Agreement prior to employment. The Transportation
Agreement stipulates that the employee will reimburse
the City for all or part of such expenditures in the
event of voluntarily leaving City service vrithin a
period of 2 y;sars accorc?i*±g to the following schedule:
100 - LesA trian 6 months
75~ - 6 months but leas than 12 months
50~ - l2 months but i~:ss than 18 ;aont::s
25~ ~- 18 months but less than 24 months
0~ - 2 years and over
(b) New employees may not be given an advance against
moving expenses without prior written approval of the City
Manager.
23.30.?30 Zn-Service Trafnin (a) The City Manager
shall encourage tra n ng oppt~rtun ties for employees and
supervisors in order that services rendered to the Cfty 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 positions of greater responsibility.
(b) Training sessions may be conducted during regular
working hours at the discretion of department heads.
23.30.140 Rela;•,ives :.n Cit Service: (a) Tvro members
of an immediate am ly spouse, ch 1 ren, brother, sister. or
parents) shall not be employed under the swine supervisor.
Neither shall two mernbers of an immediate family bo employed
at the same time regardless of the administrative depart°
ment, if such employment will result in an employee super-
wising 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.
(c) Cohabitation by adults of the opposite sex presumes
a family relationship and shall be construed as such.
23-14
._;
i' ~~ ; `°
~,
• ~- .,
23.35.0.0-23.35.020
Chapter 23.35
GENERAL CONDUCT, DISCIPLI::E, TERMINATION AND APPET.L
Sections:
23.35.010 Personal appearance and conduct.
23.35.020 Caurtes for warning, suspension.
23.35.030 Forms of disciplinary action.
23.35.040 Grievance procedure.
23.35.050 Resignation.
23. 35.G60 Re-employment.
23.35.070 Co{t consciousness.
23.35.080 S~iety.
23.35.090 L~.gal liability.
23.35.010 Personal A earance and Con3uct: (a)
Public relations shall be an ntegral part of each employee's
job.
(b) All employees shall be neat and clean in appearance
and shale conduct themselves in a manner which is appropriate
for an employee in public service. Departmental regulations
may impose reasonable specific standards of dress and ap-
pearance.
(c) Employees shall he courteous, efficient and helpful
to everyone in their work and shall do the best job possible
on every assignment.
23.35.020 Causes for Warnin Sus ension or Dismissal:
(a) Where an emp oyee s conduct al s elow es rable
standards, he may be subject to disciplinary action.
(b) General reasons for which an employee may be
disciplined include:
(1) Drinking intoxicating beverages or use of non-
prescription depressant, stimulant hallucinogenic or
narcotic drugs on the job or arriving on the job under
the influence of intoxicating beverages or such drugs.
(2) Violation of a lawful duty;
(3) Insubordination;
(4) Breach of di€icipline;
(5) Being absent from work without first notifying and
securing perntibsion from the employee's supervisors;
!6) Being habitually absent or tardy for any reason;
(i) Misconduct;
(8) Conviction of a felony or a misdemeanor ir..volving
moral turpitude;
(9) Using religious, political or fraternal influence;
(10} Accepting fees, gifts, or other valuable things in
the performance of the employee's official dutier~ for
the City;
23-15
i
J
,23.35.020-23.35.032
(11) Inability to perform the assigned job;
(12) Political activity as restricted by the Charter.
23.35.030 Forms of Disciplinary Action: (a) Dis-
ciplinary action ranges from oral or written reprimands to
suspension, demotion and finally dismissal from the City
service, and depends on the severity of the offense as well
as the number and the frequency of previous acts of misconduct.
(b) Zt shall be the duty of all City employees to
comply with and to assist in carrying into c+ffect the provisions
of the City's personnel rules and regulatiaiis. No employee
shall be disciplinad except for violation of established
rules and regulations, and such discipline shall be in ac-
cordance with procedures established by the personnel rules
and regulations.
(c) Every department head shall discuss improper or
inadequate performance with the employee in order to correct
the deficiencies and to avoid the need to exercise dis-
ciplinary act.4.on. Discipline shall be of increasingly
progressive severity whenever possible.
(d) A written notice shall be given each employee for
each 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 actz.on is taken.
A copy of the notice signed by the employee shall be planed
in the employee's personnel file and shall serve as prima
facia evidence of delivery.
(e) All permanent employees shall have the right to
appeal disciplinary action taken against thc:.. within 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 Section 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 Section 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.
23.35.032 Arbitration Panel: (a) There is hezeby
established an Arb tration Panel consisting of 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 rrbitration 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,
::uat not be a relative or close friend of any Cfty 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
-nember, death, or incapacity of the member.
23-16
--~-~-- -,m - - - -
'-` . 35. r,32-23.35.034
(d) By adoption of this ordinance the City hereby
waives any claim or cause of action it might nave against
any member of the Arbitration Panel based ~n 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 wil? c:cecute and file a formal
waiver at time of filing appeal.
23.35.034 Procedures on A eal: (a~ Within 5 working
days after the f 1 ng of a written appeal with the City
Clerk, the City Manager or the designee of tr.e 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.
(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 alphabetic~.z 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 by treated as though he or she has served on the
Personnel Board end will not be called again until his or
her name comes up in the normal rotation. As soon as an
appeal is filed with the City Clerk, the City Clerk will
make contact and determine the next 5 members of the panel
due and available for service during the following 3 weeks,
and shall notify the appealing employee of the 5 members due
for service. The appealing employee will advise the City
Clerk within 2 working days which member the employee
wishes deleted from the list, and tiie City Clerk will then
' notify the City Manager or his designee of the 4 remaining
members due for service. The City Manager or his designee
will advise the Clerk within one ~eorking day of the name of
the member the administration wishes to delete from the
list. Thereafter the Clerk will notify the two members of
their disqualification and the other 3 members as to being
chosen for service and will determine a date, time, and
place when all 3 members may assemblA 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 thereaftez 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.
23-17
35.034-23.35.040
(e) After corplction of presentation of testimony, the
appealing employee may make any statement he or she desires
by way of argument, which may be answered by the City Manager
or his designee, and the appealing employee shall then :nave
a final closing argument ff he or she so desires.
(f) Zf 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
j+~stness of the disciplinary action.
(h) There shall be no formal restrictions on the kind
or form of evidence presented so long as it is pertinent to
the appeal and is not unduly repetitive, but the Personnel
Board by majority vote may limit repetitive evidence and may
restrict evidence to matters pertinent to the hearing and to
evidedce which they would find credible.
(i) The Personnel Board has power to uphold the
disciplinary action, to set aside the disciplinary action
completely restoring the appealing employee to his forrner
position and to any and all pay which may have been lost,
because of the disciplinary action, or if tr.P Personnel
Board feels it necessary in the interest of justice that
some disciplinary action be taken but that the particular
disciplinary action was too extreme, it shall determine what
the proper 8isciplinary 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.
23.35.040 Grievance Procedure: (a) The City shall
promptly consider and equ tably adjust employee grievances
relating to employment conditions and relationships. Further-
more, the City desires to adjust the causes of grievances
informally-both supervisors and employers are expected to
resolve problems as they arise.
(b) The following steps snail 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 im-
mediate supervisor within 5 working days of the oc-
currence, 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 dEpattment head within 5 working days after. the
supervisor's oral reply is given, not including the day
that the answer is given.
23-18
1
- ~ ,~
~,
23.35.040-23.35.050
(3) Step 3 - If the grievance is not settled in Step
2, the written grievance shall be presented along with
all pertinent correpondence, records and information
accumulated to date to the City Manager within ? working
days after the department head's response is given, not
i including :.h~ d.:Y that the response is given. ThQ City
Manager shall meet with the aggrieved employee or group
of employees, the immediate supervisor and the depart-
ment head. The City Manager shall reply to the grievance
in writing within 7 working days of the date of presentation
of 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 t:l~ next step of the
grievance procedure shall be considered settled on the basis
of the last reply made and received in accordance csith tl:e
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 grie-
vance 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 prescribe3 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.
23.35.050 Real nation: (a) To resign in good standing,
'- an employee shal g ve the appointing authority not less
_ than 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 t;3e employee's service record and may be cause
for denying future employment with the City.
23-19
! 1~
i~
r
23.35.060-23.35.090
23.35:460 Re-employment: (a) Permanent and proba-
tionary employees with a satis~dctory record of service who
resign their positions (in accordance with the provisions of
this ordinance for resignation from the City service) may,
on their written request, withdraw such assignation within
one year from the effective date thereof and be considered
on a preferential basis for re-employment in the same or
comparable classification to one resigned from.
(b) The preferential eligibility of all candidates for
reemployment shall expire 2 years from the date on which
they become entitled to the re-employment rights.
(c) No benefits toward seniority or leave accrual
shall dCCLiic due to prior periods of oervice.
23.35.070 Cost Consciousness: (a) City employees
shall practice every economy posy ble in the discharge of
their duties.
(b) Employees are encouraged to recommend to their
supervisors work procedures which will result in a cogi:
saving or improved servi:;e to the public.
23.35.080 Safet (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 regulation and discipline
controls.
(b) Department heads, supervisors and employees shall
guard the saf~:,y of themselves, fellow emp~.oyees and the
public.
(c) When accidents occur on City property, the employee
shall contact his supervisor immediately and the supervisor
shall 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.
23.35.090 Le al Liabilit (a) Employees shall abide
by all laws and ragu at ons w.ich govPra the performance of
their duties, an3 shall perform the:. 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 per-
formance of duties and responsibilities and if an accident
results from such negligent performance of duties and respon-
sibilities or if a court of law finds that the employee
wilfully exceeded his scope of duty and responsibility, the
employee may be held personally and legally liable.
23- 20
,23.40.01v-23.40.020
Chapter 23.40
BENEFITS
Sections:
23.40.010 General.
23.40.020 Holidays.
23.40.030 Annual leave.
23.40.040 Terminal leave.
23.40.050 Leave of absence without pay.
23.40.060 Leave of absence with pay.
23.40.070 Educational opportunities.
23.40.080 Retirement.
23.40.090 Retirement age.
23.40.100 Social security.
23.40.110 Industrial accidents.
23.40.120 Medical and hosgital insurance.
23.40.130 Maternity leave.
23.40,010 General: All regular full time, regular
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 employees
working no less than 25 hours per week, as Specified in this
article.
23.40.020 Holida s: (a) All regular employees of the
City shall be ent~o the holidays listed below with
pay. Full time employees shall receive regular compensations
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 i.n May)
(4) independence Day
(5} Labor Day
(6) Alaska Day
(7) Veterans Day
(8) Thanksgiving Uay
(9) Day after Thanksgiving
(10) Christmas Day
(11) A floating holiday subject to individual choice of
each employee with 5 working days notice to, and a~;proval
of, his immediate supervisor.
(~,t Tf 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.
` e.
j ,
23-21
i - - ---- ~-~.~-~
ti x.:;.40 0
(c) Public safety employees shall receive pro rata an
annual payment each December far ap[~ropriate holidays as
followss
Firefighters (56 hour week), 11.2 hours pay per holiday
Police (40 hour week), 8 hours pay per holiday
Jail and Dispatchers (42 hour week), 8.4 hours pay
per holiday
Holidays which occur during vacation shall not be
charged against such leave.
23.40.030 Annual Leave: (a) accrual rate:
(1) Regular full-t me classified and exempt Pmployees
excepting firefighters, communications, and fail personnel:
16 hrs. per month-first 2 years of service
18 hrs. per month-3 through 5 years of service
20 hrs, per month-6 through lt~ years of service
22 hrs. per month-more than 10 years of service
(2) Firefighters-Fire Engineers--Based on a 56 hour
week)
22.4 hrs. per month-first 2 years of service
25.2 hrs. per month-3 thru 5 years of service .
28.0 hrs. per month-6 thru 10 years of service
30.8 hrs. per month-more than 10 years cf service
(3) Communications and Jail Personnel: {Rased on 92
hour week)
16.8 hrs. per month-first 2 years of service
18.9 hrs. per month-3 thru 5 years of service ;
21.0 hrs. per month-6 thru 10 years of service
2s.i hrs. per month-more than 10 years of service
-"_, (h) Annual leave is charged on an haur for hour basist
__ [ i.e., normal work day of 8 hours would be charged at 8 hour
`.~ ar..nual leave, 12 hour work day-12 hours annual leave, 20
hours work day-10 hours a;.,~.ual leave, 24 hour work day-24
hours annual leave.
(e) Leave continues to accrue during the period of
- ~, time an empi~Yae is on paid leave except during periods of
'"-'; terminal leave. Leave does not accrue Burin
g periods of
~; leave without pay.
=,_'~j (d) Accrued and unused leave may be carried over from
one year to the next for the purpose of accumulating an
~~ annual leave account ar reserve. However, on December 32 of
23-22
.~
~ --~--__ --_ _. _--. -------- - --- ------~ - V
23.4tt. X20-?3.40.050
any year, an emplcyee may not have more leave to his/her
credit than the Dotal of 80 hours times the number of years
of City service to the nearest :quarter, 112 hours for Fire,
84 hours foe Communications and .Tail. The maximum leave
hours that may be accrued is 640 hours for regular classifie3
and exempt, 896 hours for Fire and 672 hours for Communications
and Jail.
(e) Annual leave may be used for any purpose desired
by the employee. Incidental absences for sickness as un-
planned are not c~rtrollable. However, planned absences
must be coordinated with and approved by the appropriate
department head.
(f) It is expected that each employee shall plan at a
minimum 80 hours of annual leave per year for General
Government employees, 112 for Firs, 84 for. Communications
and Jail, and effect appropriate coordinaticn with the
Department head.
(g) Excess leave above the amount authorized for
accrual (Paragraph 3d above) existing on December 31 shall
automatically be paid at the then existing rate for the
individual employee.
(h) Department heads shall schedule vacations for,
their respective employees with due consideration for the
desires of the employees and the work requirements facing
the department. Vacation schedules may be amended to allow
the department to meet emergency situatforas.
(i) In the event of a significant illness or injury
not covered by Workman's Compensation, an individual per-
manent employee on exhausting annual leave may, with the
approval of the City Manager, borrow up to a 6 month en-
titlement (i.e., 6 x 15 hours) to avoid a no-pay status.
(j) Regular part-time employees working 15 hours a
week or more shall accrue at thQ same rate as a full-time
omployee exc::pt on a proportional basis as to hours.
23.40.040 Terminal Leaves Upon separation during
initial probation rst 6 months for Police and Fire),
accrue3 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 which i4 being
received by the employee on the date of application for cash
payment, or when resignation/separation is signed by the
employee.
23.40.050 Leave of Absence Without aYs (a) Leave
without pay may a granto to an employee upon recommendation
of the department head and approval of trio City Manager for
up to 180 days. Each request far such leave Ehall be
considered in the light of the reasons for the request and
of the needs of the organization. Leave of absence without
pay ie not authorized or permitted for other employment.
Leave without pay shall not be requs3ated nor granted until
such time as all accrued annual leave has been e:cliausted,
except whctn an employee is absent and drawing Workman's
Compensation Pay.
23 23
23.40.050-23.40.070
(b) If an employed uses moor tha;~ 30 days total leave
wi~hout pay during his leave year, his merit anniversary and
length of service dates shall be advanced by the number of
days such leave without pay exceeds 30 days.
(c) During a period of leave without pay, the em-
ployee'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.
23.40.060 Leave of Absence With Pay: Employees may
request leave of absence with pay for:
(a) Witness or Jury Duty: t9hen 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 absences 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 duty shall not
affect annual leave accrual.
(b) 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
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 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 em-
ployee does not return to his position immediately follo~~ing
the expiration of the period for which he was ordered to
duty.
(c) 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 tt:e 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 meeting.
Members of professional societies may be permitted tc attend
meetings of their society when such attendance is considered
to be in the best interest of the pity.
23.40.470 Educational opportunities: (a) The City
shall reimburse an employee for the full amount of tuition
fcr 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
23- 24
`-~.o'
23.40.070-23.40.130
current budget,
(2) The employee has made application for approval of
the course to h.is 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 i3 nut receiving reimbursement for
tuition from any other source.
(b~~ Courses which are only off.'ered during regular
working hours may be approved by thc: department head with
full tuition re-imbursement 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.
(d) Normally, the cost of textbooks and technical pub-
lications required for sLCh courses shall be the responsibil-
ity of the employee. If the City purchases any of the
textbooks and publications for such courses, said textbooks
and publications shall become the property of the City.
23.40.Ofl0 Retirement: A12 full-time employment employees
are required to part c_pate in the State Public Employees
Retirement System. See PERS handbook for details.
23.40.090 Retirement Awe: As authorized and required
by Public Employees Ret ri ement System,
23.40.100 Social Securit The city shall match the
employee's contribution n the Social Security Plan.
23.40.110 Industrial Accidents: All employees shall
be covered under the State o Alaska Workmen`s Compensation
program for industrial accidents and disease. Eoncfita
include medical treatment and care as well as disability
compensation during the periods of time lost from the job.
23.40.120 Medical and Hospital Insurance: Medical and
hospital insurance shall be pro- vi ec', by a group policy for
all employees and departments at no cost to the employee.
Life, major medical, hospitalization, dental and vision
insurance are included as part of Group Insurance.
23.40.130 Maternity Leave: (a) Immediately preceding
and following childbirth, an emplo;~ee is entitled to take a
total of 9 weeks leave. This leave will be charged first to
annual leaves and if this is insufficient to leave without
pay for the balance of the period of 9 weeks.
(b) Upan application and under extenuating circumstances,
additional leave may be granted by the appointing authority.
23-25
2 3.40.1.30-7.3.4 5.030
A physician's cei'tifi.eate shall be required to support the
additional lauve request. Where a maternity 1Qave of absence
iQ taken in accordance with this section, the employee shall
accumulate service credit during such paid leavA of absence.
Chapter 23.45
PERFORt4ANCE EVALUATION
Sectfvn~s s
23.45.010 Purpose.
23.45.010 Periods of evaluation.
23.45.030 Performance evaluators.
23.45.040 Review of performance reports.
23.45.050 Unsatisfactory evaluation.
23.45.060 Performance evaluation appeal.
23.45.010 P~urAo-se-: The primary purpose of the employee
performance evaluation program is to inform employpps how
well they are performing and to offer constructive criticism
on how they can improve their work performance. Performance
evaluation shall also be considered in decisions wffccti.^.^,
salary advancement, prome:tions, demotions, dismissals, order
of layoff, order of re-employment, placement, and training
needs.
23.45.020 Periods of Evaluation: Each employee in the
classified service shall have h s performance evaluated at
the following periods:
(a} End of probationary period: Each employee shall be
evaluated 30 days prior to the completion of his probationary
period. The employee must have an overall evaluation of at
least "satisfactory" in order to become permanent.
(b) Annual: Each employes shall receive an annual
performance evaluation 30 days prior to his anniversary
date.
(cy Time of separation: Each employee shall be eval-
uated at the time of separa*.ion and such record shall become
part of his permanent personnel file.
23.45.030 Performance Evaluators: (a) Rating officer:
The rating officer shall normal y be the employee's immediate
supervisor. The rating officer shall be responsible far
completing a performance: evaluation report at the time
prescribed for each employee under his supervision.
(b) Reviewing officer: The reviewins officer shale
normally be the rating officer's immediate supervisor or
department head. The reviewing officer shall re~~iew the
23 26
23.4 ~..~30-?.3.4~, Of,O
performance evaluation report completed by each rating
officer under his jurisdiction before the report is dis-
cussed with the employee. The reviewing officer shall
consider the performance evaluations completed by the rating
officer in evaluating the rating officer's performance.
23.45.040 Review of Performance Re orta: The rating
officer shall discuss t e per ormancc evaluation report with
the employee before the report is made part of the employee's
permanent record. If the rating officer plans to recommend
the denial of an in-grade salary increment or recommend an
extraordinary increment, the report must be discussaJ with
the reviewing officer and the City Manager prior to review
with the employee.
23.45.050 Unsatisfactor Evaluation: Employees who
receive an overa rat ng o unsat s actory" on their
annual evaluation shall not be eligible to receive an in-
grade salary increment. Employees who receive two con-
secutive overall ratings of "unsatisfactory" shall be
subject to dismissal.
23.45.060 Performance Evaluation A eal Procedures
Employees' performance evaluat on reports shall not be
subject to the standard grievance procedure. Employees
shall have the right to appeal their evaluation in accordance
with the following procedures
(a) Step 1, If, after a review of his performance
evaluation 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 ratisig officer will then immediately
forward the report to the reviewing officer who will arrange
to meet with thc~ employee within 5 working days aft4sr receiving
the report. The reviewing officer will then forward a
decision in writing to the employee within 5 working days
after the date of Choir meeting.
(b) Step 2, In the event that the employee is dissatisfied
with the decision of the reviewing officer, he may within 5
working days of receipt of the decion appeal his performance
evaluation report, in writing, to the City Manager. The
City Manager shall within 5 working clitys meet and discuss
the report with the employee. The City Manager will, in
writing, make r~ decision within 10 working days from the
date of their meeting. T;e decision of the City Manager
will be final.
23- 27
23.54.010
Chap..*,er 23.50
CLASSIE'ICAZ'ION PLAN
Section:
23.50.010 Employee classification.
23.50.010 E•_plo ee Classification: City employees
shall be c.lassifie b~s,~tle, and Pay Range as follows:
CLASS CODE CLASS TITLE RANGE
(a) SUPERVISORY AND PROFESSIONAL
101 City Manager NG
102 City Attorney NG
103 City Clerk NG
104 Finance Director* 24
105 Public Works Director* 22
• 106 Police Chief* 22
107 Fire Chief* 22
108 Senior Accountant 19
I09 Assistant Engineer 17
110 Code Enforcement Officer 17
111 Airport Operations Manager 17
(b) ADMINISTRATIVE SUPPORT
201 Department Assistant I 3
202 Department Assistant iI 7
203 Administrative Assistant 8
~ 204 Accounting Technician I 10
;~ 205 Accounting Technician II 11
206 Accountant 16
I (c) PUBLIC SAFETY
~~~ ~ 30~. Assistant Fire Chief 18
' , 302 Firer Fighter 13
I~ 303 Police Lieutenant 18
~i 30y Police Sergeant 16
j 305 Police Officer 14
" ! 306 Dispatcher 7
' 307 Fire Engineer 15
'' s~ 308 Correctional Officer I 11
~! 309 Correctional Officer II 14
310 Fire Captain 16
~ 311
~ Fire Marshall 16
,.,
a
23-28
>c-~^~ ~-eh--
~ •
~r
1 1
f
23.50.010 '
CLASS CODE CLASS TITLE RANGE
(d) PUBLIC WORKS
401 Building Insppetor 15
402 Shop Foreman 15
403 Maintenance Supervisor 15
404 Treatment Plant Operator 13
405 Water & Sewer Operator I 12
406 :Mechanic I~elper 12
407 Equipment Operator I 11 ~
408 Mechanic 14
409 Equipment Operator iI 12
410 Water & Sewer Operator II 13
411 Chief Animal Control Officer 10
412 Maintenance Worker 10 j
** Duties include any activities directed for maintenance of •
City properties in addition to equipment operation. ~
(e) SOCIAL SERVICES ~
501 Librarian* 14 i
502 Sr. Citizen Coordinator 8
503 Parks & Recreation Director* 16 ~
*Department Directors
Chi*3r :.3.55
PAY PLAN
.~ Sectionss
23.55.010
23.55.020
23.55.030
" I~ 23.55.040
23.55.050
~~I 2 3.5 5.060
Exempt salaries.
Salary structure by grade.
Qualification pay.
Uniform allowance.
Hourly rates-part-time employees.
3 tar, c3-by pay .
23- 29
~ ;
,~
~ ,^ t
23.55.010-23.~~. 030
23.55.010 Exem tSalarier~: Salaries of City Manager,
City Attorney, and- C~.ty Clerk shall be negotiated by the
Council (or by a committee and approved by the Council) and
may be set by motion of Council.
23.55.020 Salar Structure ?~~ Grade: (a) Salary
structure by gradc~ s hereby estal~l~d in accordance with
the table that is appended to thin 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 s}iull Yee advanced ane 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
Stops I' to AA to BB to CC is 2 years.
23.55.030 ualiffcation Pa (a) In recognition of
professional deve opment, 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
~rhen calculating hourly rates for overtime, double-time,
annual leave, or holiday pay.
(1) Police Department: Certifio€~*.ion in accordance
with State of Alaska Certification Standards.
Police ~££icer
Intermediate Certification $720/year
Advanced Certification $1,440/year
!
Police Sergeant
Intermediate Certification $720/year
Advanced Certification 51,440/year
Police Lieutenant
Advanced Certification 51,440/year
I,
.Ii (2) Fire Department:
- (i~ ~?ecognition entitlements for an associate
degree fn fire science is 5480 per year. Eligible
grades are firefighter, engineer, lieutenant and
captain.
(iii Recognition entitlements for L;MT certification
! for eligible grades of firefighter, engineer and
I~ lieutenant are as follows:
EMT I Instructor $ 60/year
• EMT II $120/year
FMT II: $300/year
': ~i 2330
I'
,~
,d-., ,
~ CI,AS~Ii'I £p SALAR'f TAI33,E
..
RAI~C.E A B C_• b B F AA BL CC
~
3 12,841 13,iG8 13,4; 13,810 14,131 14,452 14,773 ' 15,094 15,415
7 ~ 15,620 1G,011 ]x,402 16,793 17,184 17,575 27,966 18,357 18,748
8 iG,406 16,816 17,226 17,636 18,046 18,kS6 18,866 19,276 19,686 •
9 17,221 17,652 18,083 18,514 18,945 19,376 19,807 2G,238 20,669 ,
].G 18,078 18,530• 18,982 19,434 19,886 - • 20,338 20,790 21,242 21,694
11 18,979 19,453 19,927 20,401 20,875 21,349 21,823 22,291 22,7?1
12 19,936 20,434 20,932 21,430 21,928 22,426 22,924 23,422 23,920
20,922 21,445 ' 21,968 22,491 23,014 23,537 24,OG0 24,583 25,106
J.4 21,983 22,534 23,080 23,G30 24,180 24,730 25,280
• 25,830 26,380
a
15 23,080 23,651 2k,':34 2k,811 25,383 2S,9G5 2G, 542 27,119 27,69G '
16 24,223 24=829 25,/135 2G,O~i1 2G,G47 21,253 27,859 28,4G5 29x07].
17 25,fi38 2G,074 2G,710 27,3~,G 27,93: 28,G18 29,25~i? 29,890 30,526
~8 2G,707 27,377 28,Oh5 28,713 29,381 30,049 30,717 31,335 32,053
19 28,1)33 23,739 29,fi4o 30,).41 30,34 :1),5•',3 3°-,2~i4 3?,9',S 33,G4G ..
20 29,454 30,1x10 30,92(, 31,GG? 32,3')8 33,1:1 33,870 34,GOG 35,3,i2
22 32,455 33,2GG 34,011 34,85:3 35,l,S~') 3G, 510 37,321 38,132 ~ 38,9.33
7.4 35,833 3G,77.~) 31,G?5 :5:%,5'1 39,41.7 40,313 41,09 42,1A5 43,001
ft~urly rates Ira detsr~•:inv,l 1,;• Ji~•!,lt,r; nn:,uai a.~lary by nu:::lurr u( lwurs i,ti warl: ycar•
~-~
23- 32
.,
_~_ _.
23.55.030-'13.55.070
(3) Water and sewer utility: Certification in accordance
with the State of Alaska Certification Standards:
W & S II $180/year
W b 5 III $300/year
23.55.040 Uniform Allowance: (a) The following
annual allowances are establ shed to defer the cost of
uniform cleaning, maintenance and replacement for second and
succeeding years of services
Jail 5250; Police $400; Fire 5300; Tnimal Control $250
Payment shall be made based on pro-rata service and
paid in July 1st and January 1st installments.
(b) On hiring, the respective department head shall
issue from stock or purchase from appropriate furd~ a basic
uniform and equipment issue.
(c) Department of Public Works, Water & Sewer and
Animal Control personnel shall be authorized by purchase
from appsopriated funds, safety shoes, hard hats and other
OSHA required items. Laundry service will also be provided
for those clothing items furnished,
23.55.050 Hourl Rates--Part-Time Em loveess Hourly
rates for part-t me emp ogees w t var~oua experience,
skills, and responsibilities) arQ hereby established in
accordance with the table that is apnsnded to this Title and
which may be amended, modified, or replzced by ordinance, in
which cage a copy of the amended, modified, or replacement
table shall be substituted °:,r the prior table and placed in
the Code at the end of this Title.
23.55.060 Stand-b Pa s (a) Where employees are
regularly placed on a scan -by status on a day when they are
scheduled to be off duty they shall be entitled to 2 hours
pay for such static3-by status.
(b) To be eligible for stand-by pay, an employee must
formally be placed on stand-by status, with the approval of
the City Manager, and the proper documentation indicating
such approval placed in the employee's personnel records.
An employee in stand-by status must be available for call-
outs and must be in a location whereby the responsib]e City
personnel can communicate with him or her.
23.55.070 Call-out Pa s When employees are called out
to work outside o norms working hours, they shall be paid
a minimum of 2 hours pay at overtime rater. Ove:Mime hours
warke~3 immediately prior to, or after, normal woz:~king hours
will not be considered as a "call-out."
23 31