2000-R-18RESOLUTION NO. 2000-R-18
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
EDGEWATER, FLORIDA, MODIFYING THE PERSONNEL
POLICY AND PROCEDURE MANUAL BY AMENDING
SUBSECTION 3.00 (PERSONNEL ADVISORY COMMITTEE)
OF SECTION III (COMMITTEES), SUBSECTION 5.02
(PROBATION) OF SECTION V (CONDITIONS OF
EMPLOYMENT), SUBSECTION 11.15 (USE OF CITY
PROPERTY) OF SECTION XI (CODE OF CONDUCT) AND
SUBSECTION 13.00 (GENERAL) OF SECTION XIII
(EMPLOYEE GRIEVANCE POLICY); REPEALING ALL
RESOLUTIONS IN CONFLICT HEREWITH AND
PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the City Council of the City of Edgewater, Florida, has made the following
determinations:
WHEREAS, the City acknowledges that an Amended Personnel Policy and Procedure
Manual was adopted pursuant to Resolution No. 99-R-19 on November 15, 1999; and
WHEREAS, the City Council and Staff have reviewed and determined the need to modify
certain sections in an effort to bring consistency to the policies and procedures relating to our
employees.
NOW THEREFORE, BE IT RESOLVED by the City Council of the City of Edgewater,
Florida:
Section 1. Subsection 3.00(Personnel Advisory Committee) of Section III (Committees);
Subsection 5.03 (Probation) of Section V (Conditions of Employment); Subsection 11.15 (Use of
City Property) of Section XI (Code of Conduct) and Subsection 13.00 (General) of Section XIII
(Employee Grievance Policy) dated November 14, 2000, attached hereto and incorporated by
reference as Exhibit "A" is hereby approved.
Section 2. The City Manager is directed and authorized to make certain that the aforesaid
Amendment is included as part of the City of Edgewater's personnel system and Administrative
2000-R-18
Code. O O
Section 3. All resolutions or parts of resolutions in conflict herewith be and the same are
hereby repealed.
Section 4. This resolution shall take effect upon adoption.
After Motion byC"1-4 -- ,6.-.W n and Second by Z <A -,,-the vote on
this resolution was as follows:
AYE NAY
Mayor Donald A. Schmidt
v
Councilman James P. Brown
Councilman Dennis A. Vincenzi
Councilwoman Harriet E. Rhodes
Councilwoman Judy Lichter
PASSED AND DULY ADOPTED this Wl� day of December, 2000.
ATTEST:
For the use and reliance only by the City of
Edgewater, Florida. Approved as to form and
legality by: Scott A. Cookson, Esquire
City Attorney
Foley & Lardner
2000-R-18
CITY COUNCIL OF THE
CITY OF EDGEWATER, FLORIDA
Donald A. Schmidt
Mayor
Robin L. Matusick
Legal Assistant
Approved by the City Council of the City of
Edgewater at a meeting held on this i(
day of �r«_�— , 2000 under
Agenda Item No. /, - C-
2
W *W 191 Z I I I I WGISM,,17,1Ism zl;'7
3.00 PERSONNEL ADVISORY COMMITTEE
Pursuant to Article IV, Section 4.07 ofthe Charterofthe City of Edgewater, them shall be a Personnel Advisory
Committee which shall meet atthe call of the City Managerand provide assistanceto the City Manager and the
Personnel Director in formulating and maintaining the personnel system ofthe City of Edgewater. Thiscommittee
shall consist of one (1) Department Director, one (1) Supervisory representative, three (3) general employees
act as
Revision November 14, 2000
3. Any employee who is temporarily assigned to a position of higher rank for five (5)working days
or more shall be compensated at a rate equivalent to the greaterof the minimum salary forthat
classification or five (5) percent above his current salary from the first day of assignment.
4. While serving in a temporary assignment, thevalue of any monetary benefit received, such as.
paid sick accrual, the cashing in of vacation time, shall be based on the employee's regular
rate of pay.
5.02 PROBATION
The probationary period is an important part of the employee reviewgocessand shall be utilized for appraisal of
an employee's performance, adaptability to the position, and for rejecting any employee who does not meet the
desired standards of performance. An employee on probation is considered an "at will" emplovee. A
Subsequentto any employee being
screen may be required
A. An employee hired into a regularfull-time position issubjectto the satisfactory completion of a six(6)
month probationary period before being deemed a mgularCity employee. An employee hired into
a police or fire full-time position issubjectto the satisfactory completion of a one (1) yearprobationary
period before being deemed a regular City employee. An individual who does not successfully
complete the probationary period will be required to reimburse the Cityforall education and training
expenses incurred.
B. Employeeswhoare promoted, demoted ortransferredwillsemeasix(6) month probationaryperiod
in the newposition commencingwith the firstday inthe new position. Police and Fire employees shall
serve a one year probationary period.
C. During the probationary period, the employee's supervisorwill carefully observejob performance.
Weaknesses in performance will be brougmtothe employee's attention and may be put_in wriing by
the supervisor, and submittedtothe Personnel Directorforplacementinthe employee's personnel file.
D. Upon completion ofthe probationarytime period, the Personnel Department will prepare a Personnel
Action Form to be executed bythe Department Directorand aelmewiedged-by-a copy given tothe
employee either en releasingthem from probation and into regular
employment. Until such document is executed itshall not be assumedthatthe probation has been
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11
11.14 OUTSIDE EMPLOYMENT
be considered the primary employment and no employee may engage in outside employmenlwhichwould irderfere
with the interest of the City service orviolate the code of Ethics for Public Offoersand Employees, Part III, Chapter
112, Florida Statutes. Priorto engaging in other employment the employee must notify their Supervisor and their
Department Director. Priorto engaging in otheremploymerlt,a Department Directormust obtain authorization
from the City Manager.
11.15USE OF CITY PROPERTY
A. Employees are expected toexercise reasonable care in the safekeeping, use and preservation of City
equipment, loots, vehicles, materials, uniforms, etc. Personal use of Cityequipmem, materials, tools,
supplies,etc., is normally not permitted and may constitute a criminal offense. Employees who use
City prope"lle off -duty shall have priorwritten approval ofthe City Managerordesignee including
dates, location and purpose of use. Employees shall return City property upon expiration of approval
or upon request of their Supervisor.
R All employees shall promptly report in writing to theirSupervisorthe loss, damage or unserviceable
condition of any City property.
C. Negligence in the use and care of City property, including abuse, misuse, willful or negligent loss or
destruction will result in disciplinary action and may result in the employee being responsiblefoMhe
ffstuptotwo hundred(y200.00) dollarsforthe repairs or replacement of the City property. Said
negligence may result in diseipNnery set a i, the requirement for further additional restitution or
prosecution.
11.16 WEAPONS IN THE WORKPLACE
Possession, use, orthreat of use, of a deadlyweapon is not permitted on City property, including in
Cityvehicles, in City awned, leased, or rented facilities, orin privatevehicles parked on City property.
An exemption will existwhen possession of, oruse of such weapon isa necessary requirement ofthe
job and approved by the City Manager.
A'deadlyweapon' may be defined as any object used orthreatened to be used in an offensive or
aggressive manner in relation to the facts of a given situation.
It is the City policy to strongly enforce this high priority ban on weapons at work. Possession of e
deadly weapon, even without its use, is a violation of City policy. Due to the high priority on
enforcementofthis policy, such seriousdisciplinaryardion, includingternination, mayoccureven on
a first offense.
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37
SECTION XIII - EMPLOYEE GRIEVANCE POLICY
13.00GENERAL
A. Ina mutual effort to provide a harmonious working relationship, it is agreed and understood that a
procedure forlhe resolutions of grievancesshoukl be established Every effort will be made bythe
parties to settle any grievance as expeditiously as possible.
B. Should the grieving party fail to observe the time limits set out in this Section, his grievance
shall be considered conclusively abandoned. Any grievance not answered by the City within
the prescribed time limits shall automatically advance to the next higher step, however, any
time period may be extended with the consent of all parties.
NOTE: Refer to Section III -Committees. Prior to these steps the Personnel Advisory Committee may
hear appeals.
13.01 PROCEDURES
A. Step I.
The employee shall first discuss his grievance with his immediate Supervisor within five
(5) working days of the occurrence of the event(s) which gave rise to the grievance or from
the date on which the employee became knowledgeable of the cause of action. If the
employee was on compensated leave, the five (5) working day period shall commence
running immediately upon the employee's return from such compensated leave. This
first step between the employee and his immediate Supervisor shall be on an informal and
oral basis, and shall not involve any other representative of the employee, unless requested
by the employee.
B. Step II
Anygrievancewhich cannot be satisfactorily settled withthe Supervisorshall be reduced to writing
within five (5) days of completion of Step I. bythe employee and filed with his Department Head. The
Department Head shall, within five (5) working days after presentation of the grievance, render his
decision in writing.
C. Step III.
Any grievance which canna be satisfactorily settled with the Department Head shall be submitted in
writing tothe City Manager, within five (5) working days ofthe completion of Step 11. Thegrievance
shall be discussed withthe employee bythe City Managerwithin five (5)working days of receipt ofthe
grievance by the City Manager. The City Manager shall within five (5) working days after this
discussion render his decision in writing with a copy to the employee.
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