Loading...
HomeMy WebLinkAbout7338I RESOLUTION NO. 7338 A RESOLUTION APPROVING PERSONNEL POLICIES FOR THE EMPLOYEES OF THE PUEBLO REGIONAL BUILDING DEPARTMENT WHEREAS, by Addendum No. 1 dated September 1, 1982, to the intergovernmental agreement of August 10, 1981, between the Pueblo City Council and the Pueblo County Board of Commissioners, it was agreed that personnel policies would jointly be approved for the employees of the Pueblo Regional Building Department; and WHEREAS, proposed personnel policies were drafted at the direction of and approved by the Pueblo Regional Building Commission; and WHEREAS, the City Council finds that such personnel policies are acceptable. THEREFORE BE IT RESOLVED that: SECTION 1. Pursuant to Addendum No. 1 of the intergovernmental agreement between the Pueblo City Council and the Pueblo County Board of Commissioners creating the Pueblo Regional Building Department, the personnel policies adopted by the Pueblo Regional Building Commission and on file with the Pueblo City Clerk are approved and the Pueblo Regional Building Commission is authorized and directed to implement such policies on July 1, 1994. SECTION 2. This resolution shall become effective upon final passage and 1 approval. ATTEST: Ci y Clerk Introduced: April 11 , 1994 By: FAY KASTELIC Councilperson APPROVED: resident of Council N l PERSONNEL POLICIES OF THE E PUEBLO REGIONAL BUILIDING IDE PABTME NT JULY 1 1994 PERSONNEL POLICIES OF THE PUEBLO REGIONAL BUILDING DEPARTMENT TABLE OF CONTENTS SECTION PAGE NO. 1 INTRODUCTION, PURPOSE & INTENT 1 2 WORK SCHEDULE 1 3 OVERTIME 2 4 DISCRIMINATION /AFFIRMATIVE ACTION 2 5 CLASSIFICATION SYSTEM 3 6 COMPENSATION 3 7 SELECTION PROCESS 4 8 EMPLOYEE STATUS 4 9 EMPLOYEE PERFORMANCE, EVALUATION AND PAY INCREASE 5 10 DISCIPLINE 6 11 DRUGS AND ALCOHOL 7 12 SEPARATION FROM SERVICE AND LAYOFFS 8 13 VACATION (ANNUAL) LEAVE 8 14 SICK LEAVE 9 15 MILITARY TRAINING LEAVE 10 16 MILITARY LEAVE 10 17 JURY AND COURT LEAVE 10 18 EDUCATIONAL LEAVE 11 19 LEAVE WITHOUT PAY 11 20 HOLIDAY LEAVE 11 21 PERSONAL LEAVE 12 22 APPEALS (GRIEVANCES) 12 23 INJURY LEAVE 12 24 FUNERAL LEAVE 13 25 GARNISHMENTS 13 26 NEPOTISM 13 27 TRAINING 14 28 GIFTS 14 29 RETIREMENT BENEFITS 14 30 HEALTH AND DENTAL INSURANCE 14 31 LIFE INSURANCE 14 PERSONNEL POLICIES OF THE PUEBLO REGIONAL BUILDING DEPARTMENT SECTION 1. INTRODUCTION, PURPOSE & INTENT By legislative action of the City Council of the City of Pueblo (City) and the Board of County Commissioners of Pueblo County (County) , the Pueblo Regional Building Department (Department) was established as a separate legal entity under the Colorado Intergovernmental Relationships Act, Section 29 -1 -201, C.R.S. The Department administers and enforces the building, construction, and contractors licensing and administrative codes of the City and the County. The Pueblo Regional Building Commission (Commission) is appointed by the City and County and is responsible for providing the general supervision and administration of the Department and establishing Department policies. The Commission by the budgetary process regulates the number of positions, salary schedule, functions and duties of the employees. The Building Official of the Department is appointed by and serves at the discretion of the Commission. The Building Official is subject to the general supervision of the Commission and acts as the chief executive and administrative officer of the Department. The Building Official supervises all Department employees. In addition to enforcing the building and licensing codes, the Department is also established to protect the public and assist architects, engineers, contractors and other persons requiring such assistance in issuing building permits and securing compliance with applicable building and life safety codes. The purpose of these policies is to establish and maintain a uniform system to manage personnel matters, to comply with applicable employment laws and to provide employment standards to maximize the efficiency of the employees of the Department. It is also intended by adopting and periodically amending these policies that such serve as a guide for Department employees in their work activities and relationships. These policies are subject to change as provided in City- County Agreement which created the Department. Therefore, these policies are neither intended nor to be construed as a contract between the Department and any of its employees. These policies describe the general philosophy of the Commission on personnel policies and procedures. The following provisions are meant to be flexible guidelines, and not rigid rules to be applied to every employee in each situation that may arise. SECTION 2. WORK SCHEDULE The work week for the Department shall be Monday through Friday, except for the holidays listed in this manual. Normal hours of work for the Department staff shall be for eight hours per day, 1 five days per week, as scheduled by the Building Official between the hours of 7:30 a.m. to 5:00 p.m., with one (1) hour unpaid lunch break. Hours may be changed at the discretion of the Commission or Building Official. Employees will receive a 15 minute break during the morning and afternoon of the workday as scheduled by the employee's supervisor. SECTION 3. OVERTIME All employees will be paid a monthly salary based on a forty hour work week. Exempt employees, that is, executive, administrative and professional personnel, are not eligible for overtime. All non - exempt employees are entitled to earn overtime and will receive it when they work more than forty hours in a week. Overtime will be compensated at one and one half times an employee's hourly rate of pay for time worked in excess of forty hours, or compensatory time instead of cash may be taken. Except in case of emergency, all overtime shall be scheduled by the Building Official or the employee's supervisor. Employees shall inform their supervisor, when the overtime is scheduled, whether it is to be paid in cash or taken as compensatory time. Compensatory time shall be scheduled with the approval of the employee's supervisor and must be taken within three months after it was earned or it will be paid in cash. If an employee is discharged or resigns with unused compensatory time, the employee shall be paid for such time. Payment shall be at the rate of payment when the overtime was worked. SECTION 4. DISCRIMINATION /AFFIRMATIVE ACTION These policies are to promote equal opportunity to all persons on the basis of individual merit. It shall be the policy of the Department to assure equal opportunity in employment, promotion and provision of services. Discrimination will not be tolerated on the basis of race, creed, national origin, ancestry, sex, age or handicap where reasonable accommodation can be made. Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature shall constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment. The Department prohibits all forms of sexual harassment of its 2 employees. Anyone who violates this policy is subject to disciplinary action, up to and including discharge. Any employee who feels he or she is being subjected to sexual harassment should immediately contract his or her supervisor. Upon notification of such harassment, the supervisor shall immediately investigate and report his or her findings to the Building Official. The Building Official shall take action to prevent any further harassment, and shall report his or her findings and course of action to the Commission. If the employee is dissatisfied with the action of the Building Official, the employee may use the appeal process in Section 21 to have the Commission review the action of the Building Official. SECTION 5. CLASSIFICATION SYSTEM With the approval of the Commission, the Building Official shall prepare, maintain and revise as necessary a classification system for all positions in the Department. The classification system shall be based on sound, systematic position evaluation methods which provide for consistent occupational groupings of classes and uniform alignment of classes and salaries. Positions having comparable duties and responsibilities shall be grouped into classes subject.to the same descriptive title. Classes of positions shall be grouped and related to occupational levels of work which can be clearly distinguished and logically related to a compensation system. Each job description will describe the following: the nature of work, examples of work, knowledge, skills and abilities, minimum preparation for work, including education and experience, and necessary special requirements that may be required by law or custom. SECTION 6. COMPENSATION With the approval of the Commission, the Building Official shall determine the salary for each class of positions at an established pay grade which includes the salary rates attached for each pay grade.. The salary rates for salary schedule may include five incremental steps. The increment between steps will be approximately three percent. The Building Official shall annually survey private and other public employment in Pueblo County, or the Building Official may use a survey of a reputable employer association to determine the prevailing salary rate and fringe benefits for positions comparable to those in the Department. When the pay grade assigned to a class is changed upon implementation of a salary survey, the pay of all employees in the 3 class shall be comparably changed to the new grade. Persons initially appointed to a position in the Department shall normally be hired at the entrance salary for that class. When there are recruiting difficulties or other unusual conditions, the Building Official may authorize appointment at a step higher than the entry level for that class. SECTION 7. SELECTION PROCESS The recruiting process for vacant entry level positions will generally use the following procedure. Vacant positions with salary level duties, experience and educational level will be posted on the employee bulletin board and advertised in the local newspaper. When a vacant position is above an entry level, it will first be posted on the bulletin board to allow current employees to apply. If, in the opinion of the Building official, there are no qualified employees, or if only minimally qualified, the Department may advertise in newspapers and in the appropriate trade journals if the need is indicated. All persons who meet the minimum qualifications shall be permitted to apply for the position. Applicants who become employees of the Department and do not live in the county of Pueblo, will have six months to establish residency in the county. Failure to do so will cause the employee to be discharged from employment. Veterans of U.S. military service will have preference only if all other job qualifications are equal. SECTION 8. EMPLOYEE STATUS An introductory period of six months shall be required for all persons initially hired. After satisfactory completion of the introductory period, the person shall be considered a regular full or part time employee. Any unsatisfactory performance during the introductory period shall be grounds for dismissal without right of appeal. Classification of an employee as "regular" is intended to distinguish such employee from temporary and introductory employees. Any employee who is promoted to a higher level position shall serve up to a six month trial service period. Upon successful completion, the individual continues as a regular employee in the new class. If the performance during the probationary period is unsatisfactory, the employee will return to his or her previous position, at the former rate of pay, without any appeal rights. All regular full time and part time employees will be eligible for normal fringe benefits such as vacation, sick leave, holiday pay, insurance programs and retirement. Temporary full time and temporary part time employees will not be eligible for fringe 4 benefits. All temporary employees shall not have any rights of appeal under any Department complaint procedure. SECTION 9. EMPLOYEE PERFORMANCE, EVALUATION AND PAY INCREASE Regular Department employees shall have their performance evaluated at least annually. The performance evaluation shall be used to assist in determining compensation, promotions, demotions, discharges, reductions in force, and all other personnel decisions in which considerations of quality of service are properly a factor. Employees shall perform their duties and conduct themselves in accordance with generally accepted standards and with such standards as may be specified by the Commission. No employee shall engage in any other employment or activity which creates a conflict of interest or the appearance of impropriety with his or her duties as an employee of the Department. Employment with the Department shall be the principal occupation of regular full time employees. If an employee wishes to engage in outside employment, the employee shall first receive written approval from the Building Official. The employee must show the outside employment will not interfere with efficient performance of the employee's duties, nor will there be a conflict of interest or criticism directed to the Department. No Department employee shall use Department time, property, vehicles, equipment or supplies for private use. Any employee who steals Department property or the property of any other employee, or who abuses, misuses,, damages or destroys Department property shall be subject to discipline, up to and including immediate discharge. No Department employee shall disclose any confidential information acquired by virtue of his or her employment with the Department, nor use such information, or permit others to use it, to benefit a private interest. Any employee whose performance evaluation is unsatisfactory will not receive a pay increase. The Building Officials may give the employee an opportunity to bring his or her work up to a satisfactory level. If the employee later achieves a satisfactory rating, a pay increase may go into effect at that time. If the rating is still unsatisfactory, the employee may be subjected to disciplinary action , including suspension or discharge. Employee evaluations shall become a permanent part of the employee's personnel file. Any regular employee full or part time may be discharged, suspended or otherwise disciplined by the Building Official upon written 5 findings or failure to comply with standards of efficient service or competence, or for misconduct, failure or inability to perform his duties, or conviction of a felony or any offense that involves moral turpitude. SECTION 10. DISCIPLINE The Department, through the Building official and the Commission, retains the right to take such disciplinary action as it deems appropriate in any given circumstance. The disciplinary policies and rules of the Department are intended to place employees on notice that specified conduct is likely to have serious consequences in the work place, not to limit the Department's right to take such action as it may deem appropriate in any given instance. A. Disciplinary Rules The following conduct may result in disciplinary action, to and including immediate discharge. This list is not exhaustive. The Department reserves the right to discipline, suspend or discharge employees for any reason, at any time. 1. Inadequate job performance. 2. Insubordination. 3. Fighting or threats of physical violence. 4. Conviction of, a plea of guilty to, or failure to contest a charged felony. 5. Falsification or of material omission from an employment application, payroll records, time reports, or other Department documents. 6. Violation of the Department's drug and alcohol policies. 7. Carelessness, negligence, or misuse of Department property. 8. Theft, vandalism, or destruction of Department property. 9. Improper use of Department vehicles or equipment, including Communications equipment. 10. Violation of safety rules or practices. 11. Unauthorized absence. 12. Frequent or habitual tardiness. 13. Leaving assigned work area without prior authorization. 14. Violation of the Department's conflict of interest policy. 15. Possession of firearms or dangerous weapons on Department property. 16. Misuse of sick leave. 17. Misuse of break periods. 18. Release of confidential information of the Department. 19. Violation of the Department's sexual harassment policy. 20. Failure to report for work without proper notification. 21. Inducing or encouraging any employee of the Department to violate any Department rule, policy or directive. 22. Engaging in any unauthorized interruption of work. 23. Loss of any license, certificate, or other credential required 11 for the performance of a job responsibility. B. Disciplinary Action The Department favors progressive disciplinary action, however, the level of discipline to be imposed for an infraction shall be that which the Building Official deems appropriate under the circumstances. Subject to appeal to the Commission, the Building Official shall determine that any of the following disciplinary actions is appropriate without first using lower levels of discipline first. Disciplinary action may include: 1. An oral warning or reprimand, which may be accompanied by a written notation in the employee's personnel file. 2. A written reprimand, signed by the employee's supervisor or the Building Official and acknowledged by the employee. Written reprimands are intended to be place in the reprimanded employee's personnel file. Employees may provide written explanations or responses to reprimands for placement in their personnel file. 3. Suspension without pay. A suspension without pay shall be accompanied by a written statement, signed by the employee and the Building Official setting forth the fact of the suspension, the reason for the suspension and the duration of the suspension. 4. Demotion. All disciplinary demotions shall be reflected by a written statement placed in the demoted employee's personnel file stating that the demotion was for disciplinary purposes and setting forth the reason for the discipline. 5. Discharge. SECTION 11. DRUGS AND ALCOHOL The Department strictly prohibits the use or possession on Department premises of alcoholic beverages of any kind and drugs other than those prescribed by a physician or obtained from a legal over the counter source. Employees are expected to use prescription or legal over the counter drugs in an appropriate manner and dosage and are expected to know whether the appropriate use of such drugs may impair their ability to perform their jobs safely and competently. No employee is permitted to report for duty while impaired by or under the influence of alcohol or drugs to the slightest degree. Any employee who reports to work impaired by or under the influence of drugs or alcohol shall be relieved of his or her duties 7 immediately and without pay. Any violation of this policy will subject an employee to discipline, up to and including immediate discharge. SECTION 12. SEPARATION FROM SERVICE AND LAYOFFS An employee may resign from the Department by submitting a written resignation to the Building Official at least ten working days before the effective date of the resignation. The employee's personnel file shall indicate if insufficient notice was given. Any employee who is absent without approved leave for more than one working day shall be deemed to have resigned from employment with the Department. Layoffs may be implemented due to lack of work, insufficient funds or Department reorganization. In deciding which employees will be laid off in the event of a layoff, the Building Official will use and determine the following noninclusive factors: length of service, job performance, employee evaluations and special abilities needed to function with a reduced work force. Veterans who meet these criteria will be given a job retention preference. SECTION 13. VACATION (ANNUAL) LEAVE Full time, regular employees accrue annual leave after the first full year of employment based on the following years of service: Years Completed Vacation Days Per Year 1 -10 years 10 days 10 years + 15 days No employee shall have his or her annual leave reduced upon the adoption of these policies. Employees hired before the effective date of these policies shall have one additional vacation day added for each year of service after five years until a maximum of 15 days is reached. For employees hired after the effective date of these policies, the above schedule shall apply. Annual leave earned during periods of leave with pay, such as worker's compensation, shall be credited only when the employee returns to work on a regular full tim-: basis. Vacation shall not be used in advance of accrual. Annual leave may be taken only when authorized by the Building Official. The Building Official may establish periods during which no annual leave may be taken. Leave without pay may be charged for any unauthorized leave. 8 At least annually, the Building official will inform eligible employees of their accumulated annual leave. Accrual of annual leave shall not exceed 120 hours except with the written approval of the Building Official. The Building Official may approve accrual of annual leave for up to two years or 240 hours, whichever is less. Employees may use or shall forfeit excess annual leave. Payment for unused annual leave shall be at the employee's rate of pay on the employee's last working day. SECTION 14. SICK LEAVE All Department employees shall be treated equally with regard to sick leave. Sick leave for regular, full time employees shall accrue at the rate of 8 hours per month. Maximum accrual of sick leave shall not exceed 90 days. Upon separation from employment, employees will not be paid for any accrued sick leave that is less than thirty days up to the accrual limit. Employees will be paid only for accrued sick of more than thirty days and less than ninety days (for a maximum possible total of sixty days). Sick leave shall be granted to an employee for his or her illness, or for the illness or any of his or her immediate family, not to exceed five days, which requires the employee's absence. Immediate family means husband, wife, son or daughter. Upon the effective date of this policy, each employee shall be credited with accrued sick leave from the employee's date of hire, less the number of sick leave hours used by the employee. When this policy is adopted, each employee shall start with at least 6 days of accrued sick leave. An Employee on sick leave for more than 16 working hours may be required to submit, upon return to work, a physician's statement of the employee's illness and the employee's fitness to return to work. Maternity leave will be granted as required. Leave status may include time before and after birth. Maternity leave shall be charged against compensatory time, sick and annual leave. After all accrued leave is used, the employee may be placed upon leave without pay. All allotted time for maternity leave shall not exceed 90 calendar days. During leave without pay, employees shall not accrue vacation or sick leave time. Any absence in excess of 90 calendar days must be substantiated by a medical certificate stating the employee is unable to perform her duties. Reemployment rights must be claimed within 90 days and must be writing. The employee will be entitled to her former position if she returns within 90 days. Maternity leave shall not constitute a break in service. Long term illness or disability by an employee may be compensated by the Department when certified in writing by the employee's E physician and if such illness or disability is temporarily excluded from a disability policy if such a policy is provided by the Department. Following an excludable period, a disability policy, if provided, may compensate an employee for a portion of the employee's basic annual salary. Acquisition, coverage and continuance of any disability insurance policy will be subject to availability of such insurance at reasonable rates as determined by the Commission. SECTION 15. MILITARY TRAINING LEAVE Upon presenting proper military orders, an employee who is a member of the National Guard or miliary reserve shall be granted military training leave without pay for the annual encampment or equivalent reserve training period. Such miliary training leave shall not be charged as any part of annual leave. SECTION 16. MILITARY LEAVE Upon presenting proper military orders, an employee who enters active military service, including active service for training or declared emergency purposes, shall be granted military leave without pay. Military leave without pay shall only be granted for the entire period of initial service plus any period of additional service imposed by law. An employee who is a member of the National Guard must return to work, as provided in Section 24 -50- 302(2), Colorado Revised Statutes, within one week after release from active duty. Any employee on active federal military service shall apply for reinstatement within 90 days of discharge or within one year if hospitalized. All accrued annual leave shall be paid to the employee before the employee is placed on military leave without pay regardless of length of service. A Department employee who is separated from military service under honorable conditions, shall be entitled to the position the employee left or to a like position the employee had when the employee entered military service. The employee's salary shall be computed at the rate the employee would have attained had the employee remained in employment in the Department during the period of military service. An employee shall not earn vacation, holiday or sick leave while on military leave. SECTION 17. JURY DUTY AND COURT LEAVE Upon presenting a jury duty summons to the Building Official, a regular employee shall be granted jury leave with pay for the 10 period he or she is required to serve on jury duty. Compensation received for jury duty shall be turned over to the Department, except for verified parking expenses and mileage allowance. When subpoenaed or at the direction of proper authority, an employee appears as a witness in a court or official governmental hearing, the employee shall be granted court leave with pay. Compensation received for court leave, except for verified parking or mileage allowance, shall be turned over to the Department. SECTION 18. EDUCATIONAL LEAVE When requested by an employee and approved by the Building Official and the Building Commission, an employee may be granted educational leave where the subject matter will help the employee to improve or advance in Department employment, with full, partial or no pay for a specified period. SECTION 19. LEAVE WITHOUT PAY Leave without pay may be granted to an employee by the Building Official for good cause when it is in the best interest of the Department and the employee. An employee may be granted a leave of absence without pay for up to 6 months. Leave without pay shall be for specific periods of time and upon expiration, the employee must report to work or have secured a leave extension. Failure to report for work or secure an extension of leave time shall be considered a resignation by the employee. Leave without pay may be granted only after all compensatory and annual leave has been used. In case of injury or illness, all sick leave must also be used before leave without pay may be granted by the Building Official. SECTION 20. HOLIDAY LEAVE The following holidays will be observed by the Department: New Years Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day Employees must be at work or on paid leave the day before and the day after a scheduled holiday to be paid for the holiday. Employees on paid leave when a holiday occurs shall not have that day charged as paid leave, but will be credited with the holiday. 11 SECTION 21. PERSONAL LEAVE Each regular full time employee of the Department is allowed up to two days personal leave which may be used in case of emergency or upon approval of the Building Official. Such leave must be applied for in writing, in advance when possible, and shall not accumulate from year to year. SECTION 22. APPEALS (GRIEVANCES) Disciplinary action, complaints, disputes or concerns regarding the interpretation or application of Department policies may be appealed to the Building Official. The appeal must be made within three working days after the action was taken. The Building Official will respond to the employee within five working days of receipt of the appeal. If away from the Department, the Building official will respond within five working days after the Building Official returns. If the employee is dissatisfied with the action or decision of the Building Official, the employee may appeal such decision or action to the Commission within 5 working days of receipt of the Building Official's action or decision. The Commission will consider the appeal at its next regular monthly meeting and will give its decision within ten working days to the employee. The decision of the Commission shall be final subject only to judicial review pursuant to Rule 106(a)(4) of the Colorado Rules of Civil Procedure. SECTION 23. INJURY LEAVE Any employee who becomes incapable of performing his or her normal duties as a result of an injury or illness incurred within the scope of the employee's employment shall be deemed to be on injury leave until he or she is able to resume his or her normal duties, or any substitute duties as the case may allow. An employee on injury leave, whether or full or part time injury leave, shall receive the statutory benefits under the Workers' Compensation Act of Colorado. Any employee on injury leave may be compensated for the three day waiting period for workers' compensation benefits if the employee wishes by using compensatory time, sick leave or annual leave as available in that order. At the end of 90 days, beginning the first day after the date of injury, an employee on injury leave may be compensated from the Department for one -third of the employee's current salary if the employee chooses, by using compensatory time, sick leave or annual leave as available in that order. The employee must give a written notice on a form provided by the Department, of intent to use such leave, before the end of 90 days before the 15th day of the month before the first month of compensated time. 12 Injury leave will be authorized only in cases in which: 1. An accident report form has been completed as required by state law. 2. An employee has provided a written statement from a designated physician concerning the employee's treatment and inability to return to work. 3. All Department policies relating to injury leave are complied with fully. An employee may be denied injury leave if it is determined the injury was not job related. SECTION 24. FUNERAL LEAVE The Department will grant regular, full time and part time employees (prorated) up to 24 working hours (3 days) with pay, plus the balance of the day if a death occurs while the employee is on duty, to attend the funeral of an immediate member of employee's or the employee's spouse's immediate family. "Immediate member of the family," shall mean wife, husband, children, parents, grandparents, grandchildren, brothers sisters, brothers -in -law, sisters -in -law, daughters -in -law and sons -in -law, or other relatives residing on a permanent basis in the same household of the employee. Funeral leave shall not be granted to settle estates. SECTION 25. GARNISHMENTS No disciplinary or corrective action will be taken against an employee who receives a garnishment. SECTION 26. NEPOTISM In the interest of maintaining impartial employment practices, no employee shall be hired, promoted, demoted or rehired to a position in the Department where a relative is also employed, if one of the relative members is in a supervisory capacity. Employees who marry may continue employment so long as their spouse is not their immediate supervisor. When feasible, one of the married employees will be transferred to a different section of the Department. If this is not feasible, one of the married employees will be asked to resign on a non - discriminatory basis, such as length of service with the Department. "Immediate family" is defined in Section 23 and includes adopted persons to those family relationships. 13 SECTION 27. TRAINING All employees are expected to maintain and improve their capabilities in their field of expertise. The use of continuing education video tapes is encouraged. Where continuing education is necessary to maintain a license or certificate, the Department will grant leave with pay to attend such educational meetings. Other employees may request training or educational leave with pay. The Department, however, may also pay conference fees, a per diem allowance and travel expenses when education video tapes are unavailable. All requests shall be made to the Building Official whose decision is final. SECTION 28. GIFTS No employee may accept a gift from any Department customer or a contractor that will in any way comprise his or her ability to carry out and implement the laws and rules under which the Department operates. No gift may be accepted that would advertise any customer or contractor, or the product of any customer or contractor. A gift, is anything that has intrinsic value to the giver or the recipient. SECTION 29. RETIREMENT BENEFITS The Department is exempt from and does not contribute to Social Security. The Department offers a retirement plan in which all regularly employed employees must participate. The plan is administered by a professional retirement plan administrator. The Department contributes an amount equal to the current FICA rate. Also, the Department will match on 1:2 basis the additional amount contributed by any employee to the retirement plan up to a maximum additional amount of 5 %. SECTION 30. HEALTH AND DENTAL INSURANCE The Department offers health and dental insurance for eligible employees and their families. The Department will pay 80% and the employee will pay 200 of the cost of the policy. SECTION 31. LIFE INSURANCE The Department will provide group term life insurance for all eligible employees in an amount not less than $10,000. 14