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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
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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,
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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
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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.
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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.
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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.
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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.
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