81-R-68RESOLUTION NO.00(^K - ` 8
A RESOLUTION ADOPTING AMENDMENTS TO THE "CITY EMPLOYEE
GUIDE OF THE CITY OF EDGEWATER, FLORIDA; REPEALING
ALL RESOLUTIONS IN CONFLICT HEREWITH, AND PROVIDING
AN EFFECTIVE DATE.
WHEREAS, THE MERIT BOARD of the City of Edgewater, Florida,
pursuant to Ordinance 81-0-16 has recommended amendments to the
rules and regulations for the city employees as reflected within
the City Employee Manual,
NOW THEREFORE, BE IT:.RESOLVED BY THE CITY COUNCIL OF THE CITY OF
EGDEWATER, FLORIDA:
SECTION 1.. Tnat the amendments to tha "City Employee Manual"
of the City of Edgewater, Florida, as attached hereto and incorporated
by reference herein, is hereby adopted as amendments to the rules
and regulations of the employees of the City of Edgewater, Florida.
SECTION 2. That all resolutions or parts of resolutions in
conflict herewith be and same are hereby repealed.
SECTION 3. That this resolution shall take effect immediately
upon its adoption by the City Council and approval as provided by law.
The Resolution was introduced by Mr. Tlw 1)c %eve
The Resolution was read in full and passed by a majority vote
of the City Council of the City of Edgewater, Florida, at a special
meeting thereof held on the 1��day of September, 1981, and
authenticated as provided by law.
ATTEST
Mayor
City Clerk U
App for 1 alitand form v d
City Fo ey
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PROBATIONARY PERIOD
The probationary period is considered an integral part of the examin-
ation process, and will be utilized for closely observing the employee's
work, for securing the most effective adjustment of the new employee
whoe performance does not meet required work standards. All original
and promotional appointments are subject to a probationary period of
not less than three nor more than nine months. The Personnel Officer
in cooperation with department heads, shall establish, within this
limitation, such specific periods of probation for each class of work
as are appropriate to its nature and the needs of the City service.
A department head may recommend to the City Manager the removal or
demotion of remove-ea-demete- an employee whose performance does not
meet the required work standards at any time during the probationary
period. A department head shall, at any time after three months,
and not later than nine months, certify that the employee has been
found suitable or unsuitable for permanent employment.
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PROBATIONARY PERIOD
The probationary period is considered an 'integral part of the
examination process, and will be utilized for closely observing
the employee's work, for securing the most effective adjustment
of the new employee whose performance does not meet required work
standards. All original and promotional appointments are subject
to a probationary period of not less than three nor more than
nine months. The Personnel Officer in cooperation with department
heads, shall establish, within this limitation, such specific
periods of probation for each class of work as are appropriate
to its nature and the needs of the City service. A department
head may recommend to the City Manager the removal or demotion
of an employee whose performance does not meet the required
work standards at any time during the probationary period. A
department head shall, at any time after three months, and not
later than nine months, certify that the employee has been found
suitable or unsuitable for permanent employment.
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PAID HOLIDAYS
The City recognizes the following holidays as Paid Holidays:
New Years Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, Friday after Thanksgiving Day, Christmas
Day, the employees birthday and a floating holiday to be
selected by the employee with the approval of the department
head.
In addition to his holiday pay, if an employee is required to work on a
holiday he shall receive straight time pay of the hours worked on the
holiday.
If the holiday falls on an employee's off -duty day, the employee shall
receive an additional day's compensation paid at his regular rate of
pay. If a holiday falls while an employee is on vacation, the employee
shall receive an additional day's vacation in lieu thereof.
In order to be eligible for holiday pay an employee must work both his
last scheduled work day before and his first scheduled. work day after
the holiday,, unless absence is due to vacation or illness. Any
employee who is scheduled to work on a holiday and fails to report for
work without justifiable reason shall not be eligible for holiday pay.
Employees' birthdays have to be taken during the month of the employee's
birthday.
Floating holidays have to be taken before the anniversary date and
cannot be carried forward to the next year.
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PAID HOLIDAYS
The City recognizes the following holidays as Paid Holidays:
New Years Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, Friday after Thanksgiving Day, Christmas
Day, the employees birthday and a floating holiday to be
selected by the employee with the approval of the depart-
ment head.
In addition to his holiday pay, if an employee is required to work
on a holiday he shall receive straight time pay of the hours worked
on the holiday.
If the holiday falls on an employee's off -duty day, the employee shall
receive an additional day's compensation paid at his regular rate of
pay. If a holiday falls while an employee is on vacation, the employee
shall receive an additional days vacation in lieu thereof.
In order to be eligible for holiday pay an employee must work both
his last scheduled work day before and his first scheduled work day
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after the holiday, unless absence is due to vacation or illness.
Any employee who is scheduled to work on a holiday and fails to
report for work without justifiable reason, shall not be eligible
for holiday pay.
Employees' birthdays have to be taken during the month of the
employee's birthday. -
Floating holidays have to be taken before the anniversary date
and cannot be carried forward to the next year.
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Employees who are injured or disabled on the job shall not suffer any
loss of straight time earnings for the first fifteen (15) consecutive
working days from the time of injury unless such injury was incurred
through willful or gross negligence or misconduct on the part of the
employee. Further, this period may extend at the discretion of the
City Manager Ceusell.
The Personnel Officer, at his discretion, may utilize the services of
a physician to determine whether any employee claiming disability is
physically and/or mentally able to continue working or to return to work.
The expense of said physician shall be borne by the City.
If the City Manager 8euasil decides not to continue the employee in
full pay status beyond the fifteen (15) working day period provided for
above, the employee may utilize his accrued sick leave or unused
vacation as provided and shall revert to normal worker's compensation
benefits.
As a condition precedent to obtaining paid disability leave, the employee
must assign to the City his worker's compensation benefits for the period
of the disability leave or any extension thereof.
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INJURY LEAVE
Employees who are injured or disabled on the job shall not suffer
any loss of straight time earnings for the first fifteen (15) con-
secutive working days from the time of injury unless such injury was
incurred through willful or gross negligence or misconduct on the part
of the employee. Further, this period may extend at the discretion of
the City Manage The Personnel Officer, at his discretion, may
utilize the services of a physician to determine whether any employee
claiming disability is physically and/or mentally able to continue
working or to return to work. The expense of said physician shall
be borne by the City.
If the City eune; . decides not to continue the employee in full pay
status beyond the fifteen (15) working day period provided for above,
the employee may utilize his accrued sick leave or unused vacation
as provided and shall revert to normal worker's compensation benefits.
As a condition precedent to obtaining paid disability leave, the
employee must assign to the City his worker's compensation benefits
for the period of the disability leave or any extention thereof.
LEAVE OF ABSENCE
Leave With Pay: The Personnel Officer may authorize leave with pay,
which will not be charged to vacation or sick leave under the following
terms:
(1) For .appearance in court, either as a member of the jury,
or when required to appear as a witness, provided however,
that jury fees and witness fees, except for per diem and
for police officers, shall be reimbursed to the City.
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(2) For attendance of official meeting for valid municipal
purpose.
(3) All leave with pay except those related to sickness or
similar injury must be applied for in advance, favorably
recommended by the department head concerned and approved
by the Personnel Officer.
CONFLICTING EMPLOYMENT
No regular employee of the City shall engage in any occupation or
outside activity which conflicts with their employment by the City.
Any regular employee engaged in an occupation or outside activity
for compensation shall inform their department head in writing as
to the time required and the ❑ature of such activity. The department
head shall make the initial determination as to whether a conflict
exists. If the employee is not satisfied with the department head's
decision, they may take this to the City Manager McFit-BeaFd as a
grievance. There is to be no display or sale of any products
solicited by any employee during work hours.
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CONFLICTING EMPLOYMENT
No regular employee of the City shall engage in any occupation or
outside activity which conflicts with their employment bytheCity.
Any regular employee engaged in an occupation or outside activity
for compensation shall inform their department head in writing
as to the time required and .the nature of such activity. The
department head shall make the initial determination as to whether
a conflict exists. If the employee is not satisfied with the
department head's decision, they may take this to the City Manager
as a grievance. There is to be no display or sale of any products
solicited by any employee during work hours.
SUPERVISION
It is your supervisor's responsibility to see that all City
policies, procedures, rules and job requirements affecting you and
other employees under his or her supervision are applied fairly
to all. Your supervisor is a very important part of the management
team and is responsible for results-- as such, he will be a very
important part of your life at work.
Your supervisor should be a person with wlwm you can discuss
problems, ideas and suggestions. while your supervisor will
always try to help you., you should know that he is responsible
for the work of a lot of people, and all must be treated fairly
and without partiality. If a misunderstanding should arise,
and this does happen sometime in a group, your supervisor
should be fully informed, so that a fair and proper solution
can be found.
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QEVANCES AND REPRESENTATION
it is the policy of the City to adjust employee grievances promptly and
fairly. Any employee who believes that he has received inequitable treatment
because of some condition of his employment, may personally, or through his
representatives, appeal for relief from that condition. Other rules specify
procedures for change in position, classification, and rate of pay. Grievances
should first be taken up with the immediate supervisor, and if the matter is
not resolved, the employee may present his case to the department head. If
settlement cannot be achieved, or the matter is beyond the control of the super-
visor or department head, such grievances shall be carried, in writing, to
the City Manager Merit -Beard. In this latter instance, the employee and
department head shall appear jointly before the City Manager Merit -Beard in
order that both sides of each case may be heard with minimum delay. At any
time within a€ter ten days following written notification of the City Manager's
Merit-Bear4!e decision an employee may submit a request, for further review,
to the Merit Board, which will investigate the request, hear the employee
and concerned parties. and submit to the City Council a report in which it
shall summarize its findings and state its disposition of the case. The
employee may appeal the decision of the Board to the City Council which may
reverse only upon a 4/5 vote.§e-deeisiea-a€-t1�e-Merit-Beard-ehaii-be-tiaei
ie-alb-eases-exeegt-ter®iaetiea.
The Personnel Officer, subject to the limitations of the Constitution and
Laws of the State of Florida, may recognize any individual, group of individual!
or organizations, action on behalf of any group of employees that he or it is
authorized to represent for the purpose of orderly presentation of their
grievances and proposal in general, concerning the terms and conditions of
their employment. The following general procedures shall govern such actions.
(1) Conference participation shall be limited to not more than
two employees from any one department, such private citizens
as employees may designate for the purpose of representing an
individual or departmental group. This is intended to facilitate
orderly discussion of the issues.
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GRIEVANCES AND REPRESENTATION
It is the policy of the City to adjust employee grievances promptly
and fairly. Any employee who believes that he has received in-
equitable treatment because of some condition of his employment,
may personally, or through his representatives, appeal for relief
from that condition. Other rules specify procedures for change
in position, classification, and rate of pay. Grievances should
first be taken up with the immediate supervisor, and if the matter
is not resolved, the employee may present his case to the department
held. If settlement cannot be achieved,N'such grievances shall be
'E'arried, in writing, to the City Manager. In this latter instance,
the employee and department head shall meet jointly with the City
Manager. At any time after ten days following written notification
of the City Manager's decision an employee, may submit a request, ✓
for further review, to the Merit Board, which will investigate the
request, hear the employee, and concerned parties and submit to the
City Council a report in which it shall summarize its findings
and state its disposition of the case. The employee may appeal
the decision of the Board to the Council which may reverse only
upon a 4/5 vote.
The Personnel Officer, subject to the limitations of the Constitution
and Laws of the State of Florida, may recognize any individual,
group of individuals or organizations, action on behalf of any
group of employees that he or it is authorized to represent for
the purpose of orderly presentation of their grievances and
proposal in general, concerning the terms and conditions of their
employment. The following general procedures shall govern such
actions.
(1) Conference participation shall be limited to not more
than two employees from any one department, such private
citizens as employees may designate for the purpose of
representing an individual or departmental group. This is
intended to facilitate orderly discussion of the issues.
I
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PAID HOLIDAYS
The City recognizes the following holidays as Paid Holidays:
New Years Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, Friday after Thanksgiving Day, Christmas
Day, the employees birthday and a floating holiday to be
selected by the employee with the approval of the depart-
ment head.
In addition to his holiday pay, if an employee is required to work
on a holiday he shall receive straight time pay of the hours worked
on the holiday.
If the holiday falls on an employeets off -duty day, the employee shall
receive an additional days compensation paid at his regular rate of
pay. If a holiday falls while an employee is on vacation, the employee
shall receive an additional day's vacation in lieu thereof.
In order to be eligible for holiday pay an employee must work both
his last scheduled work day before and his first scheduled work day
after the holiday, unless absence is due to vacation or illness.
Any employee who is scheduled to work on a holiday and fails to
report for work without justifiable reason, shall not be eligible
for holiday pay.
Employees' birthdays have to be taken during the month of the
employee's birthday.
Floating holidays have to be taken before the anniversary date
and cannot be carried forward to the next year,
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In all cases, the department head shall furnish the employee
and the City Manager MeFit-BeaPd with a written statement of the
reasons for recommending such action. Any employee may be disci-
plined by the appointing authority for cause. An employee so
affected will have the right to appeal such an action to the Merit
Board within twenty (20) days following its effective date. The
Merit Board shall recommend appropriate action to the City Council.
All decisions by the Merit Board other than those resulting in
separation shall be final. Decisions resulting in separation shall
be final unless appealed to the City Council which may reverse
such decision by a unamimous vote.
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