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1997-029 Adopts Personnel Rules & RegulationsRESOLUTION 29-97 A RESOLUTION OF THE VILLAGE COUNCIL OF THE VILLAGE OF NORTH PALM BEACH, FLORIDA, ADOPTING PERSONNEL RULES AND REGULATIONS FOR THE VILLAGE OF NORTH PALM BEACH ATTACHED AS EXHIBIT "A"; AND, PROVIDING FOR AN EFFECTIVE DATE. BE IT RESOLVED BY THE VILLAGE COUNCIL OF NORTH PALM BEACH, FLORIDA: Section 1. The Village Council of the Village of North Palm Beach, Florida does hereby adopt Personnel Rules and Regulations for the Village of North Palm Beach, which rules and regulations are attached to this Resolution as Exhibit "A". • Section 2. This Resolution shall take effect June 1, 1997. PASSED AND ADOPTED THIS 8th DAY OF MAY .1997. MAYOR (Village Seal) ATTEST: J RESOLUTION 29-97 A RESOLUTION OF THE VILLAGE COUNCIL OF THE VILLAGE OF NORTH PALM BEACH, FLORIDA, ADOPTING PERSONNEL RULES AND REGULATIONS FOR THE VILLAGE OF NORTH PALM BEACH ATTACHED AS EXHIBIT "A"; AND, PROVIDING FOR AN EFFECTIVE DATE. BE IT RESOLVED BY THE VILLAGE COUNCIL OF NORTH PALM BEACH, FLORIDA: Section 1. The Village Council of the Village of North Palm Beach, Florida does hereby adopt Personnel Rules and Regulations for the Village of North Palm Beach, which rules and regulations are attached to this Resolution as Exhibit "A". Section 2. This Resolution shall take effect June 1, 1997. PASSED AND ADOPTED THIS 8th DAY OF MAY , 1997. MAYOR (Village Seal) ATTEST: VILLAGE CLERK TABLE OF CONTENTS (,,3APTER TITLE PAGE 1 GENERAL PROVISIONS ........... .... ........ . 1 i 2 DEFINITIONS .................. 2 .............. . 3 ORGANIZATIONS & FUNCTIONS ................... . 5 4 COMPENSATION .............. 6 ................ . 5.01 RECRUITMENT, SELECTION AND EMPLOYMENT ....... 10 5.02 AMERICANS WITH DISABILITIES ................... 14 5.03 ADA GRIEVANCE PROCEDURE .................... 16 6 PROBATIONARY PERIODS ....................... 18 7 HOURS OF WORK ..................... 19 ........ 8 OVERTIME ....................... 20 ........... 9.01 FAMILY AND- MEDICAL LEAVE ................... 21 9.02 OTHER LEAVE POLICIES ............... .. 26 ....... 9.03 SICK LEAVE REIMBURSEMENT .................... 34 10.01 SAFETY AND WORKERS' COMPENSATION ............ 36 10.02 DRUG-FREE WORK PLACE ............... 38 ........ I1 TRAINING .................................. 39 12.00 PAY FOR PERFORMANCE ............... 41 ........ 12.01 POLICY STATEMENT .......... ........ 42 . ......... 12.02 PERFORMANCE EVALUATION POLICY ..........:.... 44 12.03 DISTRIBUTION OF FUNDS POLICY ................. 47 13 DISCIPLINE ................................. 49 14 GRIEVANCE PROCEDURE ............... ......... 52 15 SEPARATIONS, SENIORITY, LAYOFF AND RECALL ...... 54 I6 PARTICIPATION IN IiMPLOYIJT' ORGANIZATIONS ....... 59 I~ EMPLOYMENT OF RELATIVES ...... ..... 60 I8 OUTSIDE EMPLOYMENT OR BUSINESS ACTIVITY ....... 61 19 POLITICAL ACTIVITY RESTRICTIONS ............... 62 20 MISCELLANEOUS PROVISIONS .................... 63 APPENDIX I APPLICATION FOR FAMILY AND MEDICAL LEAVE ...... 64 APPENDIX II SALARY SCHEDULE ........................... 65 1. GENERAL PROVISIONS 1.01 PURPOSE: To establish consistent and equitable policies concerning Village employment and to establish workable guidelines for the implementation of these policies. 1.02 SCOPE: These regulations pertain to all personnel whose name appears on the Village payroll or receive compensation from the Village of North Palm Beach, except elected officials, members of commissions and committees appointed by the Village Council, consultants or others providing services under contract-to the Village and temporary employees hired to meet the immediate requirements of an emergency condition which threatens life or property. Volunteer personnel, by definition, are also excluded from these regulations. Employees subject to collective- bargaining agreements as negotiated in accordance with Florida Statutes, shall be~exempt from provisions of these- regulations which are inconsistent with such agreements. 1.03 AMENDMENT OF REGULATIONS- Amendment of subject Rules and Regulations may from time to time be proposed by the Village Manager and approved by Resolution of the Village Council. 1.04 EOUAL EMPLOYMENT OPPORTUNITY- There shall be no discrimination against any person in recruitment, examination, appointment, training, promotion, retention, or any other personnel action because of political or religious opinions or affiliations, or because of race, age, creed, gender, national origin, disability, or any non-merit factors. 1.05 HARASSMENT - DISCRIlbIINATION• Every employee of the Village of North Palm Beach, regardless of status, capacity. or rank, is prohibited from engaging in discriminatory practices of any type. Whenever an employee is representing the Village of North Palm Beach, . no discriminatory or derogatory reference, suggestion or act will be tolerated regarding another's race, religion, ethnic origin, gender, age, or disability which embarrasses, harasses, offends or intimidates that other person. 1 2. DEFINITIONS 2.01 DEFINITION OF TERMS: For the purpose of these regulations, the following terms are defined: a. Accumulate -The process by which an employee accrues sick and annual leave during their period of employment. b. Allocation -The assignment of an individual position to an appropriate class on the basis of the type, difficulty, and responsibility of the work performed in the position and allied positions, when compared with that position. c. Appointing Authority -The Village Manager or his/her- designee who- has the authority to appoint and remove employees under his/her supervision. d. Class - -A position or group of positions which involve similar duties and responsibilities, .require similar qualifications, is designated by a `title indicative of the kind of work and for which the same. pay range can be applied with equity. e. D_ ays -Means calendar days unless otherwise stated. f. Demotion - A change of employment status from a position of one class to a position of another class having a lower maximum rate of pay than the original class. g. Department Head -Employees of the Village in charge of the operations of an - established Village Department. h. Employ -Persons employed by the Village of North Palm Beach covered by the provisions of these regulations. i. Excluded Employee - An employee whose position is excluded for the purposes of cash compensation for overtime as such is not subject to Village overtime regulations. j. Full-time Employee - An employee who is designated as such and who normally works thirty (30) or more hours per week and 1,560 hours per year and fills one of the designated positions identified with a job code in the Village's annual budget. ?_ k. Hourly Employ - An employee whose job basis consists of a rate of pay for hours actually worked in a specific job class. k.1. Job Code-A control number assigned to each full-time position listed in the annual budget. 1. Included Emnloyee - An employee whose position is included for the purpose of cash compensation for overtime and as such is subject to Village overtime regulations. m. Layoff -The separation of employees from the payroll due to lack of funds or work, or to the abolition of a- position by the Village Council for these reasons or due to organizational change. n. Part-time Employee - An employee who is designated Regular Part-time or Temporary Part-time, who normally is scheduled to work less than thirty (30) hours per week and one thousand five hundred. and sixty (1,560) hours per year. Said employee is not eligible for any fringe benefits such as sick leave, vacation, holiday pay, group health, life and. disability insurance, pension, longevity. o. Pay Status -Time for which an employee is paid by the Village including leaves with pay and workers compensation. p. Personnel Officer -Village Manager or his/her designee. q. Position - A group of duties and responsibilities which require the full-time or part-time employment of one person as authorized by the Village Council. r. Probationary Employee - An employee who has not yet successfully completed the required probationary period as set forth in these regulations. s. Promotion - A change of employment from a position of one class fo a position of another class which has a higher maximum rate of pay. t. ReQUlar Employee - An employee who is hired for continuous employment and has successfully completed the required probationary period as set forth in these regulations. u. Seasonal Employee - An employee who is hired for employment in a position which recurs yearly or more often as required by seasonal operations and is not continuous in nature. v. Temporary Employee - An employee who is hired for a specific period not to exceed six (6) months. w. Transfer - A change of an employee from one position to another position in the same class or another class with the same maximum rate of pay. x. Vacancy - A position duly created, established in the budget, and not currently occupied by an incumbent. y. Veteran -Applicants and employees who are entitled to veterans' preference as outlined in Florida Statutes. n 3. ORGANIZATION AND FUNCTIONS 3.01 AUTHORITY: a. Village Charter, Florida Statutes, Federal Regulations and Fair Labor Standards Act (ELBA). 3.02 THE VILLAGE MANAGER OR DESIGNEE SHALL: a. Interpret, administer and recommend revisions to these regulations as required. b. Certify all payrolls. c. Provide for the publishing or posting of vacant positions, the receiving of applications, the evaluations of applicants (including any examinations or tests), and the final selection of applicants. s 4. COMPENSATION 4.01 PAYROLL PROCEDURE: Except for annual leave pay, , no employee shall be granted an advance on future pay. When a payday falls upon an official holiday, employees shall receive their checks on the nearest preceding workday. Employees who terminate shall be paid for annual .leave accrued through their last work day. 4.02 "NEW-HIRE" RATE: The minimum rate established. for a job class shall be paid upon employment, except that the "New-Hired" rate in amounts above the minimum may be authorized if the department head submits adequate written justification and such action is approved by the Village Manager. .Approval will be based on the exceptional qualifications of the appointee or inability to employ- adequate personnel at the minimum rate. 4.03 PAY RATES IN TRANSFER. PROMOTION OR DEMOTIOI~T• . If an employee is transferred, promoted or demoted, his rate of pay for the new position shall be determined as follows: a. If the rate of pay_ in the former class is less than the minimum rate established for the class of the new position, the rate of pay shall be advanced to the minimum for the class, or increased five (5) percent, whichever is greater. b. If the rate of pay in the former class is more than the maximum rate established for the new class, the pay rate shall be reduced to no more than the maximum rate established for the new class. c. If the -rate of the former class falls within the new grade of pay, the pay rate shall remain the same in the case of transfer; shall be increased up to five (5) percent, not to exceed the established budget, in the case of promotion and shall be adjusted to the rate of the new grade in case of demotion. 4.04 PAY CLASSIFICATION PLAN: a. Development and adoption of the Compensation Plan: The Village Council shall adopt by reference, the salary schedule as part of the Pay Classification Plan and made a part of these Rules and Regulations 6 as AppendixII. The rate or grade for each job class shall be based upon the differences in duties and responsibilities between job classes and shall be related to compensation for comparable positions in other places, public and private employment, in the general geographical area in which competition for available personnel may be affected, as prepared and submitted by the Village Manager. b. Factors in the Pay Classification Plan: A salary schedule shall be established as minimum and maximums and shall be related directly to the pay classification plan and shall be determined -with due regard to the following factors: 1) Educational requirements 2) Pay grades for other job classes 3) The relative difficulty, responsibility and hazards of the job class 4) The availability of employees in .particular occupational categories 5) Prevailing rates of pay for similar employment in private establishments and other public jurisdictions, with the most weight being given to those sources which would be expected to compete with the Village for the available supply of personnel. 6) The consumer price index 7) Results of a generally accepted consultant study on compensation 8) The financial policies of the Village and other economic considerations c. Pay Grades: There shall be established by the Village Council a list of pay grades, the lowest of which shall be that established as the "minimum wage" approved by the Federal government. The highest grade shall be established by the Village Council. The difference in rate of pay from minimum to maximum, within a grade, shall be determined by updates of the Pay Classification Plan. 4.05 TRAVEL AND OTHER OFFICIAL EXPENDITURES: The prescribed rate of pay does not include allowances for official travel or other expenditures incurred in the conduct of Village business, or allowances made to employees for the official use of privately-owned automobiles. Employees will be reimbursed for such expense in amounts established in the Village travel policy and in accordance with Florida Statutes. 4.06 CERTIFICATION AND LICENSE PAY: a. Purpose: To provide incentive and compensation for obtaining and maintaining certain recognized certifications and/or licenses which are 7 required to perform particular tasks normally associated with an employee's job responsibilities. b. Policy: The Village of North Palm Beach recognizes that some employees must obtain and maintain certain certifications and licenses from the State of Florida or similar agencies to perform particular tasks normally associated with an employee's job responsibilities. The Village also recognizes that the possession and maintenance of multiple certifications and licenses allows the Village greater flexibility in personnel assignments. c. Eligibility: Regular full-time and part-time employees employed by the Village a minimum of one hundred eighty (180) days who have obtained certifications or licenses required by the State of Florida or similar agencies and recommended for Certification and License Pay by .their department.. head and approved by the Village Manager as being necessary or beneficial to the. Village. d. Guidelines: The Village will pay to eligible employees a weekly incremental amount equal to an annual lump-sum amount determined by the. Village Council. for each certification approved by the Village Manager. The payment will be made starting on October 1st of each year to eligible employees who possess an approved certification or license issued prior to October 1st. e. -The following certifications and/or.licenses are recognized by the Village as being required by the State of Florida to perform the associated task: 1) Building Code Administrator 2) Building Inspector 3) Mechanical Inspector 4) Electrical Inspector 5) Plumbing Inspector 6) Building Plans Examiner 7) Mechanical Plans Examiner 8) Electrical Plans Examiner 9) Plumbing Plans Examiner 10) Building Refrigerant Repair 11) Automotive Refrigerant Repair I2) Pest. Control (Mosquito) 13) Pesticide Applicator 4.07 LONGEVITY All regular employees employed at the time of adoption of these Personnel Rules and Regulations, and effective October 1, 1997, shall have their current level of longevity pay included in their base pay. Longevity credits will become an integral part of the Pay for Performance criteria outlined in Sections 12.00 through 12.03 of these regulations. 4.08 ATTENDANCE AWARD PROGRAM All regular employees employed at the time of adoption of these Personnel Rules and Regulations, and effective on October 1, 1997, .shall receive no attendance award compensation for minima] use of sick leave. Credit for minimal use of sick leave will become an integral part of the Pay for Performance criteria outlined in Sections 12.00 through 12.03 of these regulations. 4.09 SAFETY INCENT-IVE AWARD All regular employees currently employed at the time of adoption of these Personnel Rules and Regulations, .and effective October 1, 1997, shall no longer receive a safety incentive award. The safety incentive award will become an integral part of the Pay for Performance criteria outlined in Sections 12.00. through 12:03 of these regulations. 5.01 RECRUITMENT, SELECTION AND EMPLOYMENT 5.01.01 POLICV STATEMENTS: It shall be the policy of the Village of North Palm Beach: a. To attract and retain the best qualified employees meeting at least the minimum requirements of each position as outlined in the position classification plan. b. To select employees based on suitability for a given position without regard to race, color,- creed, religion, sex, age, national origin, or disability. 5.01.02 FACTORS DETERMINING EMPLOYMENT: In determining the successful candidate for any appointment, the Village Manager shall take into consideration but shall. not be limited to, -such factors as education, training, experience, aptitude, knowledge, skills, abilities, physical fitness and references. 5.01.03 AUTHORIZATION: When a vacant position occurs or a new position is created, the department head shall- notify the Village Manager who shall determine: If proper budgetary authorization exists; the proper class to which the position belongs, and; the proper method for filling the vacancy. Whenever possible, vacancies shall be filled in the following order: a. By promotion of an employee employed on a regular basis by the Village who meets the qualifications necessary to adequately perform the duties of the position. b. From an appropriate layoff list, if such a list is in existence and the person meets the criteria as set forth in 5.01.02. Furthermore, a layoff list and layoff procedures will be in accordance with Section 15 of these Personnel Rules and Regulations. c. By a person not employed on a regular basis by the Village. 10 5.01.04 EVALUATION: Applications shall be made on forms provided by the Village Manager which are to be returned for review and evaluation. The evaluation process may consist of one or any combination of the following methods: ability tests, achievement tests, performance tests, ratings of experience and training, evaluation of daily work performance, physical agility tests, work samples, physical examinations, or other acceptable selection techniques: Any method(s) chosen shall evaluate only those criteria necessary to perform adequately in the position. Every applicant must be of sound health and have the physical and mental ability to perform the duties of the position to which the applicant seeks employment. Proof produced at any time to the Village of physical disability or incapacity may be deemed sufficient cause to exclude the applicant. 5.01.05 PRE-EMPLOYMENT MEDICAL EXAMINATIONS: All regular full-time applicants for positions must be required to complete a medical examination which certifies physical ability to perform the duties assigned and required. Arrangements for all pre-employment medical examinations will be made by the department head with a physician designated by theVillage.Such examinations shall be conducted at Village expense. Fraudulent conduct of false or omitted statements by an applicant or by others with the applicant's consent, in any application, shall be deemed cause for exclusion of the applicant from consideration for the position or termination from Village employment. 5.01.07 TERM OF APPLICANTS- Applications for positions with the Village shall be active and considered by the Village for a term of two (2) years from the date said application is filed. After the expiration of two (2) years ,the application, if not renewed, shall be void and shall not be considered by the Village and all records and correspondence pertaining to the application may be disposed of in accordance with State law. 5.01.08 PROCEDURE FOR FILLING VACANCIES: All vacancies shall be filled by the appointment of probationary or temporary employees. Insofar as practicable, vacancies in higher job classes shall be filled by promoting individuals from lower job classes and then from an appropriate layoff List as described in Section S.OI.03 b. The Village Manager shall make all 1.1 appointments of al( Village employees (except for those positions subject to Village Council appointment) subject to these regulations and may delegate the selection of employees to the department heads. 5.01.09 PROBATIONARY APPOINTMENTS: The probationary period shall begin immediately upon appointment. An employee shall be retained beyond the end of the probationary period and granted regular status only if the department head affirms that the service of the employee has been satisfactory and recommends to the Village Manager that the employee be given said status. 5.01.10 TEMPORARY POSITIONS AND APPOINTMENTS: A temporary position shall be one which is established and approved by. the Village Manager and designated to be of shorter duration~than six (~ months. No employee may be retained in any temporary position longer than six (6) months. However, the Village Manager may grant extensions due to extenuating circumstances. up to an. additional six (6) months, not to exceed .the established .budget. 5.01.11 REGULAR FULL-TIME POSITIONS: A regular- full-time position shall be one which is established in the budget and designated to be continuous in nature. It may be part-time, but regularly scheduled, in that it is established by the budget, designated as such by the Village Manager, and filled with regular full-time or probationary employees. 5.01.12 TRANSFERS: Transfers between departments shall be coordinated by the department heads involved and approved by the Village Manager. 5.01.13 SELECTION AND NOTIFICATION: The Village Manager or designee shall notify the candidate selected of the decision in writing. The notification shall include the employment date, starting time, pay and a listing of benefits. The Village Manager or designee shall also notify those- not selected. 5.01.14 EMPLOYMENT OATH: All applicants who are selected for employment shall take an oath, prior to employment, that he/she will uphold the Constitution of the United States and the 12 State of Florida and the Village Charter and Codes, as required by the Village Charter and the Florida Statutes. 13 5.02 AMERICANS WITH DISABILITIES 5.02.01. PURPOSE: The purpose of this policy is to conform with the Americans with Disabilities Act (ADA) as legislated by the U. S. Congress under Public Law 101-336 and codified as 42 U.S.C. 12101- 12213. As such, the Village in the adoption of this policy assures that its employment practices, policies and procedures do not discriminate against individuals with disabilities. 5.02.02 APPLICATION: A qualified individual with a disability means an individual with a disability who: a) Satisfies the requisite- skill, experience, education and other job related requirements of the position such individual holds or desires; and, b) With or without reasonable accommodation can perform the essential functions of the position. 5.02.03. ADA COORDINATOR: The designated coordinator for all ADA issues for the Village of -North Palm Beach is the Village Manager or his designee. 5.02.04 ACTION PLAN: In order to adequately comply with all ADA requirements under Titles I. and II. as they apply to employment provisions, the following- issues will be addressed and complied with by the Village of North Palm Beach no lafer than September 30, 1999. a) Review of all job descriptions to determine when they were last revised. Accurately describe the essential functions and separate out the non-essential functions. If the Village-does not have formal written job descriptions for a particular job, then a description will be created to meet the requirements of Title I. b) Review of the Village's job application form to assure that the EEO statement mentions that the Village does not discriminate on the basis of disability. Furthermore, assure that the application does not ask questions regarding disabilities: Alt questions wil[ be job related. ]- ~ c) Revise the Village's EEO statement to assure that the statement does not discriminate on the basis of disability and assure that formats and media of announcements are designed to notice individuals -with different types of disabilities that will have access to job announcements. d) Review all. employment policies to be sure that they do not discriminate against applicants or employees with disabilities, or their associates. e) Determine the relevancy and necessity of medical exams required upon placement of employment by a disabled person. ~ Review and update drug testing requirements to ensure compliance with the EEOC and Department of Justice regulations. g) The Village will examine and update existing leave policies and employee benefit packages to ensure that they do not discriminate against disabled employees, their relatives or their associates. h) The Village will establish sensitivity or attitudinal awareness training sessions for Village employees who may have direct. contact with the general public. and job applicants. This training will include appropriate interviewing questions and techniques for those employees who have hiring authority. i) Develop guidelines for making reasonable accommodations to disabled employees. Determine the appropriate accommodation and take into consideration the provisions related to undue hardship. 15 5.03 ADA GRIEVANCE PROCEDURE 5.03.01 PURPOSE: This grievance procedure is specifically applicable for Americans with Disabilities Act (ADA) complaints. All other grievances will be processed under the Village's Grievance Procedure in Section 14 of the Personnel Rules and Regulations. 5.03.02 STEPS -GRIEVANCE PROCEDURE: STEP 1 An aggrieved employee will submit all complaints regarding access or alleged discrimination in writing to his/her respective department director for resolution. A record of the complaint and action taken will be maintained. A decision by the department director will be rendered within fifteen (15) working days. STEP 2 If the complaint cannot be resolved to the satisfaction of the complainant by the department director, it will be forwarded to the Village Manager within three (3) working-days following resolution in Step 1. The Village Manager will have ten (10) working days to respond to the complaint. If the complaint cannot be resolved to the satisfaction of the complainant by the Village Manager, it will be forwarded to an ADA Compliance Committee composed of a representative appointed by the Village Manager, a representative appointed by the complainant and a third representative appointed, by mutual agreement by the -two representatives appointed by the Village Manager and the complainant. STEP 3 The committee will establish ground rules and procedures for hearing complaints, requests or suggestions from the complainant regarding access to and participation in public facilities, services, activities and functions in the community. The,committee is directed to hear such complaints in public, following due public notice. The committee will meet and issue a written decision within thirty (30) days of the public notice. The public notice will be posted within five (5) working days following the establishment of the committee. All proceedings of the committee will be recorded and records of the committee will be subject to the Florida Public Records Law. 16 STEP 4 If the complaint cannot be resolved to the complainant's satisfaction by the committee, the complaint wilt be heard by the Village Council. An open, public meeting of the Council will precede any action taken by the Council. A determination must be made within thirfy (30) days of the matter being referred to the Village Council. The decision of the Village Council will be final. 5.03.03 RECORDS: A record of action .taken on each request or complaint must be maintained as part of the public records at each level of the grievance process. 5.03.04 OTHER REMEDIES• The individuals right to prompt and equitable resolution of the -complaint must not be impaired by his/her pursuit of other remedies such as filing of a complaint with the U.S. Department of Justice or any other appropriate Federal agency. Furthermore, the filing of a lawsuit in State or Federal District Court can occur at any time. The use of this grievance procedure is not apre-requisite to the pursuit of other remedies. 17 6. PROBATIONARY PERIODS ~) 6.01 OBJECTIVE: The probationary or working test period shall be regarding as an extension of the evaluation process and shall be utilized by supervisors and department heads for closely observing the employee's work, and for rejecting any employee whose performance does not meet the required work standards. 6.02. DLR~TIOIV: Every person appointed, promoted or transferred to a regular vacant position shall be required to successfully complete a probationary period. The probationary period shall begin immediately upon appointment and shall continue as follows: a. All department heads -one hundred eighty (180) calendar days; b. Other employees -ninety (90) calendar days; Due to extenuating circumstances, the probationary period may be extended or ~. shortened based upon the individual's performance as recommended by Department Heads and approved by the Village Manager. c. All Public Safety Personnel -three hundred and sixty-five (36~ calendar days. 6.03 EVALUATION OF PERFORi~1ANCE: The employee's supervisor shall prepare probationary reports as required by the Village Manager. 6.04 TERi~IP~ 1ATION: With the approval of the Village Manager, the department head may terminate the probationary employee anytime during the probationary period if in the department head's opinion the working test indicates that the employee is unable or unwilling to perform the duties of the position satisfactorily or that his/her habits and dependability do not merit continuance in the position. 18 7. HOURS OF WORK 7.01 HOURS OF WORK• The scheduled number of work hours per week by department is normally 40 hours; however, weekly hours for specific job classifications may vary as determined in accordance with each department's needs and operations: 7.02 LUNCH PERIODS• The lunch. period- shall begin and end at the employee's assigned work area. Department heads are responsible for scheduling lunch periods that do not interfere with work requirements. The regular lunch period- shall not be part. of the compensated workday, except for Public Safety personnel. 7.03 CALL BACK .An included employee required to work on off hours due to ari emergency or other urgent situation, shall be paid for the actual time worked or a minimum of two (2) hours, whichever is greater. 19 8. OVERTIME 8.01 GENERAL POLICY: Department heads are responsible for scheduling the work in their departments in order to minimize overtime. Overtime may be authorized by department heads when emergencies arise; however, all other overtime shall be authorized by the Village Manager. Due to their twenty-four hour shifts, the Public Safety Department shall be authorized overtime by the Public Safety Director on a non- emergency basis within budgetary limitations. 8.02 HOURLY EMPLOYEES: Overtime shall be compensated to hourly employees at one .and one-half (11h) times - the. hourly rate for all hours- worked in excess of forty (40) hours per- week. Upon prior approval of the department -head and/or the Village Manager they may receive compensatory time off for any work performed in excess of the- regularly scheduled hours in .a normal work. week at one and one-half (1~/z) hours for every hour for overtime hours worked.. Annual leave and holidays shall count as hours worked for the purpose of computing overtime. Sick leave shall not count as time worked when computing overtime. 8.03 SALARIED EMPLOYEES: Upon prior approval of the Village Manager, salaried employees may receive compensatory time off.However, department heads shall not receive compensatory time off when they are required to attend meetings. of Village Council or Village Boards. 8.04 COMPENSATORY TIME: Compensatory time shall accrue to no more than twenty-four (24) hours, and applies to both hourly and salaried employees. Unused accrued compensatory time shall be paid upon termination of employment, not to exceed twenty-four (24) hours. 20 9.01 FAMILY AND MEDICAL LEAVE 9.01.01. PURPOSE: The purpose of the Family and Medical Leave Policy is to implement the Family and Medical Leave Act (FMLA) that was signed into law on February 5, 1993. The FMLA provides eligible employees up to twelve weeks of unpaid leave during any twelve month period. The leave can be taken for one or more of the following reasons: a, Because of the birth of a son or daughter of the employee and in order to care for that child. b. Because of the placement of a son or daughter with the employee for adoption or foster care. c. In order to care for the spouse, child or parent of the employee, if such. spouse, child or parent has a serious health condition. d. Because of a serious health- condition that makes the employee unable to perform the functions of his/her position. 9.01.02 DEFINITIONS: Eligible employee: In order to be eligible for the FMLA Ieave, employees must meet both of the following criteria: a. An employee must have worked for the employer for at least twelve (12); non-consecutive months before the first day of leave begins; and b. An employee must have worked at least 1,250 hours during the previous twelve (12) month period. c. The criteria set forth in this Paragraph Il~for qualification by an employee for family and medical leave is not intended nor shall it be construed to confer other benefits upon such employee that are set forth in the Personnel Rules and Regulations. 9.01.03 POLICY: a. BEFORE LEAVE BEGINS• Notification of employee's leave ?. l In the case of the birth, adoption or placement of a child, or in the case of a foreseeable medical condition, the employee must notify their respective department head, in writing, as soon as possible, but no less than thirty, (30) days before the date the employee's leave is scheduled to begin. If for some reason the employee must take leave and cannot notify the department head within the appropriate time, they are required to report as soon as possible to the department head to explain the circumstances and situation. Written notification must be received before all- family and medical leaves are taken. 1. Paid and unpaid Leave The Village requires the employee to exhaust all of the employee's accrued vacation, sick leave, comp time and any other personal leave, prior to taking any part of the approved family or medical leave. 2. Certification for employee's leave a) All eligible employee's who request a medical leave as outlined above must present certification from their health care provider or the health care provider of the family member in question. The certification must be presented before leave can be approved. b) The certification must contain the following information: 1) The date on which the serious health condition began; and 2) The probable duration of the condition; and 3) _ All appropriate medical facts- regarding the condition; and 4) If the leave is for the employee's serious health condition, the employee's health care provider must state that the employee is unable to perform his/her respective job duties; or 5) If the leave is for the serious health condition of a family member, the family member's health care provider must state that the employee is needed to care for that family member. ?_ 2. c) The Village can, at its own expense, require a second opinion concerning a serious medical condition. If the two opinions conflict, the Village can, at its own expense, require a third and binding opinion. b. DURING THE EMPLOYEE'S LEAVE: 1. Health and benefits During the employee's approved leave, the employee will maintain all benefits including group health coverage, pension, etc., but the employee must continue. to make any co-payments that he/she now makes. Failure_ to make these co-payments will jeopardize the employee's health coverage. However, the employee will not accrue seniority or other employment benefits, including paid vacation leave, medical leave, etc. 2. Recertification During the employee's approved leave, the Village may. require, for a time not to exceed six (6) months, at its own expense, that a serious medical condition be recertified. 3. Regular contact with the Village During the employee's approved leave, the employee is responsible to keep in.contact with the Village on a regular basis: For leaves of more than thirty (30) days, the employee should contact the Village at least one time every week and let the Village know of the employee's status and when the employee plans to return to work. Regular contact is necessary during the employee's approved leave to help ensure all appropriate insurance coverage is in order, benefits are maintained, etc. c. RETURNING TO WORK• 1. Necessary notification of employee's return Before returning to work from the employee's approved leave, he/she must contact the Village. At least seven calendar days before the employee plans to return to work, the employee must contact the Village or department head and let them know when they intend to return to work. ?_3 Notification is necessary before the employee returns to help ensure that the employee is reactivated on the payroll system as soon as possible. Failure to return to work following an authorized leave will subject the employee to disciplinary action in accordance with the Village's normal policies. 2. Certification of the employee's return. Before returning to work from the employee's approved medical leave, the employee must present certification from their health care provider that he/she is able to return to their respective job duties. This certification must be .presented before. the employee's return to work can be approved. 3. The employee's position upon return When the employee returns to work from their approved leave, the employee will be able.to return to their same position-or an equivalent position. ~ The Village will not guaranty the employee's position or an equivalent position if their leave extends past twelve (12) weeks. 4. If the employee decides not to return a) If the employee does not return from the .approved leave, the Village shall require the employee to reimburse the Village for its portion. of their health coverage premium that was paid for the employee under the group health plan during the employee's leave. b) Exceptions: The Village will not require the employee to reimburse the Village for maintaining coverage if the employee does not return for one of-the following reasons: 1) If the leave is for the employee's serious health condition and the employee was unable to return to work because of the continuation, recurrence or onset of the condition. or 2) If the leave is for the serious health condition of a family member and the employee was unable to return to work because he/she was still needed to care for that family member. 2~ Certification: If the employee does not return from their approved leave because of one of the two reasons just stated above, the employee must present certification from. his/her health care provider or the health care provider of the family member in question. This certification must be presented as soon as possible, but no later than fifteen (15) days after the last day of the employee's scheduled leave. The certification must contain the following information: 3) If the leave is for the employee's serious health condition, the certification must include a statement that the employee is unable to perform the functions of his/her position on the date the employee's approved Ieave expired. 4) If the leave is for the serious health condition of a family member, the certification must include a statement that the employee is needed to care for that family member on the date that the employee's approved leave expired. 9.01:04 FORMS FOR THE FAMILY AND MEDICAL LEAVE POLICY: The forms for Family, and Medical Leave are to be used in application and other various actions for the Family and Medical Leave Policy and are attached as Appendix I: ?S 9.02 OTHER LEAVE POLICIES 9.02.01 VACATIONS: a. General 1. The Village determines and schedules the vacation period of each employee eligible for a vacation. Consideration is given where possible to the preference of the employee as to the time of his or her vacation. 2. No one shall take a vacation of such length as to jeopardize the effectiveness of the duties of that position. The Department Head and/or the Village Manager shall determine, based on the conditions specific to the period sought for the vacation, whether or not the length of the vacation is appropriate. If deemed inappropriate, the Department Head and/or the Village Manager may-limit the length of any given vacation request. b. Eligibility Requirements In order to be eligible for avacation, afull-time employee shall have been continuously and actively .employed by the Village. Set forth below are specific rules to be used in determining eligibility for vacations, which implement this general rule: 1. New employees shall accrue vacation days at the- rate of ten (10) days per year and shall receive the accrued vacation days prorated as of October 1 following the date of hire. 2. After one (1) year,. but less than seven (7) years of continuous service, employees shall receive ten (10) vacation days as of the following October 1. 3. After seven (7) years of continuous service, but less than twelve (12) years of continuous service, employees shall receive fifteen (1:5~ vacation days as of the following October 1. 4. After completion of twelve (12) years of continuous service employees shall receive twenty (20) vacation days as of the following October 1. 26 c. In computing vacation time, holidays or regular days off immediately preceding the commencement of, falling within or following the termination of an employee's vacation shall be excluded. d. If an employee voluntarily resigns or is terminated during the course of his employment, or in the event of death, he or his heirs shall be entitled to an immediate lump sum payment for all vacation time earned and accrued at the employee's last rate of pay. However, this section does not apply to an employee who voluntarily resigns during his probationary period. e. Vacation schedule shall be approved by the department head. f. Earned annual leave must be used during the fiscal year in which it is eligible to be taken, or it may be carried to the following fiscal year and must be used during that fiscal year or it is lost. 9.02.02 PERSONAL LEAVE WITHOUT PAY: The Village Manager may authorize Regular Employees in regular full-time positions to be absent without pay for a period not to exceed one hundred eighty (180) -days. Such requests must first have the approval of the affected department head. Such .leave shall be for candidacy. for elected office, voluntary military service, education or training that .will benefit the Village or other substantial reason. Employment shall be automatically terminated at the end of approved leave if the employee does not return to work. Employees shall request such leaves in advance of the date so desired.. The best interest of the Village shall be the primary consideration in granting a personal leave without pay. In no instances shall an employee .be granted a personal leave without pay if he/she can use accumulated paid leave. Health insurance and/or other fringe benefits may be continued at the employee's own expense during said unpaid leave. 9.02.03 HOLIDAYS: The following calendar days and such other days as the Village Council may designate are deemed holidays with time off with full pay to all employees in regular positions. If the holiday falls on a Saturday, the previous I~iday shall be designated as the official holiday and if the holiday falls on a Sunday, the following Monday shall be designated as the official holiday. All official holidays shall be considered to commence at the beginning of the first-shift on the day on which the holiday is observed and continue for twenty-four (24) hours thereafter. 27 Holidays New Year's Day Memorial Day Independence Day Labor Day Veterans' Day Thanksgiving Day Friday after Thanksgiving Christmas Eve Day Christmas Day One other duly recognized holiday as determined by each Department Regular employees-shall receive pay for official holidays at their normal rate of pay; provided they are in pay. status the last regular shift to which they -would have been assigned prior to the holiday -and the first regular shift to which they would have been assigned following the holiday. 9.02.04 SICK LEAVE a. The basic sick leave policy of the Village shall be to earn one (1) day of sick leave for each month of employment. b. .All regular full-time employees are eligible to :earn one (1} day of sick leave per month of employment . All regular- full-time employees who work less than a full month due to separation during the month or leave of absence without pay, shall not earn sick leave credits for that month. c. Employees taking sick leave shall be compensated at their straight time hourly rate. of pay for -the time off work. Sick leave shall continue to accrue during periods of authorized absence on which the employee is in active pay status. An employee may accrue an unlimited. number of sick days for uses in the event he or she is sick. However, an employee terminated for misconduct or cause shall not be entitled to receive accumulated sick leave pay. Regular employees shall receive,. upon voluntary termination, retirement or death, while in the service of the Village, a sick leave payment of fifty percent .(50%) of the unused, accrued sick leave days, not to exceed thirty (30) days total. 28 d. Uses of sick leave shall not be authorized prior to the time it is earned -and credited to the employee and shall only be used with the approval of the department head for the following reasons: 1. Employee's personal illness. 2. Medical or health treatment which is necessary during working hours. 3. Quarantine due to exposure to contagious disease. 4. In connection with workers' compensation (see 10.01.04). 5. Pregnancy and maternity of employee. 6. When required to personally attend to an immediate family member residing in the employee's home who is seriously ill. e. An employee incapacitated and unable_ to work shall notify the immediate supervisor no later than thirty (30) minutes after the scheduled reporting time, or before the start of-the scheduled shift for Public Safety employees, giving reason for absence and expected period of absence. This procedure shall be followed for each day the employee is unable to work unless prior approval is given . by the department head. The department -head shall determine to his/her. satisfaction that an. employee was actually.- too ill to . work. Also, the department head shall: 1. Investigate suspected abuse of sick leave privileges. 2. After three (3) consecutive workdays of absence, require a medical certification of the employee's illness .before authorization of any additional sick leave by the employee. 3. After ten (10) consecutive workdays of absence, require the employee to submit to the Village a medical certification from- the attending physician before any additional use of sick leave can be authorized for the employee. If the employee continues to be absent,. the department head shall require further medical certification for each thirty (30) consecutive days of absence, unless the department head has personal knowledge that the. employee is hospitalized and unable to return to work. Such medical certification must state that the employee is unable to perform the regularly assigned duties and sick leave is to be authorized by the department head. 4. If a medical certification furnished by the employee is questionable, require the employee to submit to a medical examination which shall be paid for by the Village. Based. on this medical examination, the department head shall: 2.9 ^ not approve further use of sick leave if the employee is evaluated as fit for work. allow the employee to use accrued sick leave until all sick leave has been used or until the employee is able to return to work (whichever occurs first) if the employee is evaluated as unfit for work. f. An employee who, upon the request by the department head, refuses to comply with these rules shall not be eligible to use accrued sick leave. g. Abuse of sick leave privileges ~or a false claim for sick leave shall be considered sufficient cause for dismissal. Abuse of sick leave shall include, but. not be limited to, an employee taking sick leave as it is earned or establishing a pattern of taking certain days off without any medical basis. h. _ Should a holiday occur during an employee's sickness; the-sick day shall be charged as a holiday. i. An -employee who has less than six (~ months of service with the Village and separates from the Village for any reason, shall forfeit. all unused sick Leave credits. j. Sick leave payment for deceased employees- shall be remitted to the estate of the deceased. k. A sick leave pool shall be established. on a volunteer -basis to allow regular full-time employees who have used up all their sick leave, compensatory and vacation leave to draw, or use, up to thirty (30) days sick pay subject to the recommendation of the respective department head and the approval of Village Manager. 1. The availability of "usable days" in the pool is determined by the sick leave time donated by other employees. 9.02.05 BEREAVEMENT LEAVE: Regular full-time employees are entitled to a maximum of three (3) days of leave with pay for a death (or a critical illness in which death appears to be imminent) in the family which is defined as: father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, .niece, husband, wife, father-in-law, mother-in-law, Bon- in-law, daughter-in-law, brother-in-law, sister-in-law, step-father, step-mother, step- son, step-daughter, step-brother, step-sister, half-brother, or half-sister. Any 30 additional time which may be granted shall be at the discretion of the Village Manager. 9.02.06 MEDICAL LEAVE WITHOUT PAY: A medical leave without pay, up to one year, may be granted by the Village Manager to an employee in a regular full-time position who is unable to perform the duties of his/her position because of a physical or mental illness, injury or drug dependency, and if the employee has exhausted his/her accumulated sick and annual leave or is ineligible to use such sick or annual leave. In order to be eligible for such leave, the employee must submit a statement from medical authority approved or designated. by the Village Manager. Such statement. much include a =definition of the illness or disability, a justification as to why the employee is unable. to perform the duties of his/her position, and an expected date of return to work. The Village Manager. may require that the employee provide a medical certificate stating that he/she is able to perform the duties of the position to which he/she will return. 9.02.07 .TURY DUTY OTHER LEGAL DUTIES: a. Employees who are summoned to jury duty by a -court of competent jurisdiction will be granted time off with pay. Any employee who is released from jury duty and has more than half a normally scheduled workday remaining, shall report to work as soon after release as possible. b. Employees shall be granted leave with pay for appearance before a court, legislative committee or other body as a witness in a proceeding involving the federal government, State of Florida, or a political subdivision thereof in response to a subpoena or direction by a proper authority if such attendance is in connection with the employee's .official duties. Such .leave shall be approved by the Village Manager. 9.02.08 MEETINGS CONFERENCES OR CONVENTIONS: Regular full-time employees may attend conferences, conventions, training programs or other meetings if such attendance is in connection with the employee's official duties. In all cases the best interest of the Village shall prevail in granting such leaves. The department heads shall approve such leaves and shall notify the Village Manager of the leave. The Village Manager may authorize travel time and/or expenses necessary to attend such meetings. Probationary employees may be sent for required certified training courses upon approval of the Department Head and the Village Manager. 31 9.02.09 MILITARY LEAVES• a. Annual Military Leave The Village will grant a military leave of absence to any employee presenting proper orders calling him/her to temporary active duty for training purposes with a reserve unit of the United States Army, Navy, Marines, Air Force, Coast Guard or National Guard Unit for a period not exceeding seventeen (1'~ working days in any one (1) calendar year. Regular full-time employees are entitled to annual military leave without loss of pay from the Village. The employee shall be required to submit a copy of orders or statement from the appropriate military commander ~ as evidence of such duty :to the department head. The orders or statement must be sent to the Village Manager at least ten (10) days- in advance of scheduled date of departure for proper approval for military leave of absence. b. Inactive Duty Training An employee .who is a member of an Armed Forces Reserve Unit or the National Guard shall be excused from work without pay to attend evening or weekend military training -which conflicts with-the employee's work schedule as required. Evidence of membership in the applicable organization shall be provided to the department head. c. Recall to Active Military Duty Any -regular full-time employee who is a member of an Armed Forces Reserve Unit or the National Guard,. who is ordered to active duty to fulfill his/her primary or an emergency military obligation, will be granted a military leave of absence without pay for this period of time. d. Induction or Enlistment into Military Service Any regular full-time employee who. enlists or is inducted into the armed services for active duty, shall be granted a military leave of absence without pay for the initial period of enlistment. Ali monies due the employee (i.e. sick, vacation, holiday time, etc.) shall be paid at the time of his/her leaving Village employment to enter active military service. e. Reinstatement from Military Service 1. Upon termination from active military service, an employee who wishes to return to Village employment shall be eligible for reinstatement or 3?_ reemployment within one year after date of separation from the military service pursuant to Chapter '295, Florida Statutes. An employee requesting reinstatement with the Village shall submit to a medical examination to establish the fact that he/she is physically and mentally capable of performing the duties of his/her position. 2. An employee returning to Village employment in his/her position shall start at the salary he/she would have received, including all adjustments, had he/she remained continuously in the service of the Village instead of entering the armed services. 3. If the position vacated by an employee who entered the military service is reclassified or retitled during his/her period of military service, such employee shall be entitled to be reinstated in the new or revised .position, unless the employee is not capable of satisfactorily .performing the duties of the position. If the former. position has been abolished or if he/she is incapable of satisfactorily performing. the duties, the .employee shall be entitled to reinstatement in a position as nearly comparable as possible in salary and duties to the position he/she vacated, providing- vacancies exist. 33 ~~ 9.03 SICK LEAVE REIMBURSEMENT ~~ 9.03.01 PURPOSE: The purpose of the annual sick leave reimbursement policy is to establish guidelines and criteria by which eligible employees may submit to the Village a reimbursement request for certain levels of unused sick leave. 9.03.02 CRITERIA: a) This .policy is applicable only to those employees not covered by a collective bargaining agreement. b) In accordance with Section 9:02.04 Sick Leave, of the Personnel Rules and Regulations, an employee can earn one (1) day of sick leave for each month of employment. This is referred to as sick leave credits. In the defining and implementation of this policy, all remaining aspects of Section 9.02.04 remain in effect and take priority over this reimbursement. policy. c) When an employee accumulates four (4) years worth of sick leave credits (i.e. 48 .days), they will have achieved the minimum threshold base making them eligible for reimbursement. d) Once the employee has reached the base, all hours accumulated above th_e base are eligible for reimbursement by the Village. e) Reimbursement by the Village will be on a 50% basis whereby for every sick day credit above the base held by the employee the Village will reimburse one- half of that credit based on the employee's hourly wage rate. f) The reimbursement will be strictly voluntary at the request of the employee. The employee can only submit a request once per year during the month of May. The Village wil[ be obligated to reimburse the employee for its sick leave credit request no later than November 30 of each year. g) Once the employee has received reimbursement-for the credit above the base, the employee no longer possesses those sick leave credits, but-loses them due to the reimbursement of the credit. The base is not applicable to an employee contributing to a sick leave pool as delineated in Section 9.02.04 If the employee contributes sick leave days to a pool, or uses sick leave days for illness and their overall total days/hours of sick leave drop below the base, they simply have to 3~ earn sickleave credits back until they meet the base to be eligible for reimbursement. h. In the event an employee retires, dies, or voluntarily terminates from the employment of the Village after May 1, the employee shall receive payment for unused sick leave time equal to fifty percent (50%) of the unused accrued sick leave time, up to a maximum cap of thirty (30) days. Payment for deceased employees shall be remitted to the estate of the deceased. 9.03.03. APPLICATION• a) The Finance. Director will b.e responsible for establishing a reimbursement form and accounting for the base and other data necessary to financially administer this program. b) The employee will be required to sign acertificate/affidavit confirming that the reimbursement for the sick leave credits is final and will not be subject to the grievance process. 35 10.01 SAFETY AND WORKERS' COMPENSATION 10.01.01 ACCIDENT PREVENTION AND SAFETY: The development of safe working conditions, practices, habits and thinking are principal objectives to a good safety program. Reaching these goals will result in benefits to employees and the Village. Accidents,. injuries, disabilities, damage, lost time and pay, claims and medical expense and improper and dangerous use of equipment; are all operational problems which will be greatly improved by our joint efforts. All department heads and supervisors must recognize their responsibility fora successful safety program and will participate in a safety. program designed to eliminate unnecessary accidents and needless expense. Lack of concern, inadequate safety training and improper equipment handling and neglect; for example, increase costs, cause accidents and reduce available manpower. Special supervisory attention must be directed to the proper, safe and economical operation of equipment. Each depar. tment .head is responsible for the safety training and education of employees under his/her general direction. The department heads will enforce rules and regulations which will ensure reaching all of the objectives of a good safety program. 10.01.02 ACCIDENT REPORTING: All employees shall be advised of their responsibility to. report all injuries that occur on the job to their .supervisor. Delay in reporting injury can cause complication of the injury and delay recovery. Accident reports are the responsibility of the department head and should be submitted to the Village Manager's office within twenty-four (24) hours after the date of the accident or the report of the injury. If the accident. occurs over a holiday or weekend, the accident. report should then be submitted within twenty-four hours from the time the work period starts after the weekend or holiday. This also applies to first aid injuries, as well as anyone injured in a vehicular accident. In the case of a vehicular accident it may be necessary to submit a vehicular accident report, but if an employee is. injured, a .report of injury to employee -will also be required. In case of serious injury or fatality, the Public Safety Department and the employee's department head- shall be notified immediately. The Public Safety Department will, in turn, notify the Village Manager regarding the accident. 36 In case of fatal injury, the employee's department head, the doctor or nurse,. and a representative from the Village Manager's office will contact the family or next of kin, personally. 10.01.03 STEPS TO TAKE IN CASE OF ACCIDENT: All injured employees should go to a physician approved by the Village or the Village's insurance carrier. Seriously injured employees should be taken to the nearest available medical facility. Employees injured after normal office hours who require medical attention before the following morning, will also go to the nearest available emergency medical facility. - Failure to follow the procedures set forth in 10.01.02 and 10.01.03 above- shall result in disciplinary action up to and including discharge of the employee. ~ - 10.01.04 WORKERS' COMPENSATION: Payment of Workers' Compensation to all employees who are disabled because of an injury arising out of, and in .the course of performing their duties- with the Village, will be governed by the .Florida State Workers Compensation Law. Full wages will be paid for-the day of.the injury if a disability results or for the part of the day spent receiving medical treatment. If the injured- employee cannot return to work on his/her next shift or normal workday, the injury will be considered a disability starting immediately following the day of the injury whether it be a weekday, weekend, or holiday. Disability- shall be carried in regular pay status for a period not to exceed- seven (7)- calendar days. In cases where -the disability is continued for an eighth (8) day (or more) an employee will receive in addition to his/her workers compensation an additional payment from the Village, the total compensation not to exceed hisJher normal. regular pay for a period not to exceed one hundred eighty (180) calendar days. 37 10.02. DRUG-FREE WORK PLACE 10.02.01 PURPOSE- This policy is intended to: a. Promote the goa[ of drug-free work places within the Village through fair and reasonable drug testing methods for the protection of the Village employees and the Village. b. Encourage the Village to provide employees who have drug use problems with an opportunity to participate in an employee assistance program or an alcohol and drug rehabilitation program. c. Provide for confidentiality of testing results. 10.02.02 ADOPTION BY REFERENCE: Based on the above stated purpose, the Village adopts by reference Section 112.0455 of the Florida Statutes titled Drug-Free Work Place Act. In accordance with Section 2, Chapter 89-173 of Florida Administrative Code; it provides that "This Act shat[ take effect January 1, 1990, unless a.cvllective bargaining agreement covering the affected employees is in~efl'ect, in whicli case, the Act shall take effect on the renewal date or initial date of any subsequent collective bargaining agreement." It is the Village's intent and desire to adopt Section. 2, Chapter 89-173, as ifs policy to incorporate and implement the Drug-Free Work Place Act as a policy applicable to all. employees regardless of whether they are- covered by a collective bargaining agreement or not. 3 F3 11. TRAINING 11.01 TRAINING: The Village Manager shall assist the department heads in the training of their personnel. Training need not be limited to in-service type programs. Employees wishing to obtain additional formal training or.education in their particular field, may submit a request for payment of tuition and books for such. training or education to the Village Manager for approval prior to beginning of the program in accordance with the following regulations. 11.02 TUITION REFUND PROGRAM• a. Purpose The Village encourages employees to pursue formal education that will improve the services which the employee was hired to perform or qualify the' employee for acceptance of greater responsibility within the scope of normal job development. Tuition assistance will be provided for regular full-time Village of North Palm Beach employees who have successfully completed an approved course of instruction. b. Limitations The Village will reimburse employees who successfully complete and receive at least a C on approved courses up to a maximum of $400.00 per fiscal year for technical or undergraduate courses and up to a maximum of:$450.00 for graduate courses. Reimbursement is for tuition only. No tuition assistance is paid for cost of books, fees, supplies, transportation, or other expenses. No tuition assistance will be paid prior to the grade of at least a C being verified. Tuition assistance is available to employees who have a minimum of one year's service with the Viitage. 39 Employ must agree to stay in the employment of the Village for a period of one year after the completion of the course that has been funded through tuition assistance. If the. employee resigns, or .is terminated for any reason before the expiration of the one year period, any money paid under tuition refund assistance must be returned to the Village. c. Courses to be Approved No blanket approval of programs or courses will be granted. Only specific courses for a particular semester or term will be approved. To be acceptable for the program; courses must provide training which will tend to improve the services which the employee was hired to perform or may reasonably be expected to perform. Application for tuition assistance must be made on forms supplied by the Village and must be submitted prior to commencement of the course.. After the employee's department head has made a recommendation, the Village Manager, or his designated assistant, will approve or disapprove ail applications for tuition assistance. d- Method of Payment Upon successful completion of an approved course, the employee must submit an official grade report and a copy of receipt for tuition which must be submitted within thirty (30) days of course completion. e• Application Applications for course work to be taken during a fiscal year shall be submitted during the. month of May preceding the beginning of that fiscal year. Applications will be approved in accordance with the criteria outlined in the Personnel Rules and Regulations. and will be subject to funds being budgeted and approved by the Village Council for -the following fiscal year. No funds will be dispersed prior to the start, of the fiscal year in which the applications were approved. ~v 12.00 PAY FOR PERFORMANCE (THIS .PAGE INTENTIONALLY LEFT BLANK) QZ 12.01 POLICY STATEMENT 12.01.01. PURPOSE: To define the various components of the . Personnel Rules & Regulations Pay for Performance Program and to provide guidelines for its administration. 12.01.02. POLICY: The Village of North Palm Beach recognizes that some employees perform above- and beyond the call of duty, or consistently maintain a level of performance that distinguishes them from their co-workers. It is the policy of the Village to measure, as objectively as possible, how an employee's job responsibilities are performed. The Pay for Performance Program is designed to acknowledge .employees who have made special efforts in a prof ect, program, or in rendering service or have consistently maintained an outstanding level of performance, or .exceeded expectations.- The Village will measure employees based on stated, well defined goals and objectives to the: greatest extent- possible. These goals and objectives will be reduced to writing and made a part of the Village's budget and other policies. 12.01.03. OBJECTIVES: The objectives of the Pay for Performance Program are as follows: a. To encourage and enhance communication between the supervisor and the employee. b. To identify, .recognize and reward employees whose job performance is outstanding or exceeds expectations. c. To improve job performance by identifying areas where acceptable performance is lacking and by developing an action plan- for improvement. d. To provide a review of job performance. e. To document employees with the capacity for assuming greater responsibility and leadership. 12.01.04. ELIGIBILITY: All regular full-time employees (from here forward referred to as "employees") shall participate in the Pay for Performance Program (referred to as "program"). For purposes of the Program, base salary is defined as the basic salary earned by the employee, excluding overtime and fringe benefits, as described in the Village's annual budget or Departmental Orders, or Village Codes, Ordinances and Personnel Rules and Regulations and Village policies. 12.01.05. GUIDELINES: The Village places a high value on: caring, helpful service to the public; creative, workable solutions to problems; dedication and- hard work; self- improvecnent; and enhancing the Village's positive image. On-going performance that is consistent with these values is recognized through the performance evaluation and a pay for performance prograni to the extent that there remains room to advance. within a salary ~2. range. The Village recognizes the advantages of rewarding the consistently high performer through the Program. a. .Pay for Performance Increases: A pay for performance increase may be granted to an employee based on an annual evaluation of his or her performance. A pay for performance increase must be recommended by a supervisor and the Department Head and approved by the Village Manager. The amount. of a pay for performance increase will be based on the employee's achievement of personal, divisional, departmental and Village goals and, if applicable, the accomplishment of work program items included in the Village's budget and other policies. b. In all respects, where a pay for performance increase would cause an .employee to exceed the maximum of that employee's pay range, the distribution of the pay for performance increase will be such that the employee will be topped out at the - maximum of the range and will not receive any additional funds beyond the maximum of the range. In recognition of the extraordinary service of an employee, a bonus- incentive will be afforded. to those employees who have attained the maximum of their pay range. Said bonus incentive will be based on the annual evaluation and applicable to those- employees who receive an evaluation rating of "Outstanding" or "Exceeds Expectations". The bonus incentive amount shall be one- - half of the designated rate increase for the rating attained, not to exceed $1,000..00. ~- J 12.02 PERFORMANCE EVALUATION POLICY 12.02.01 PURPOSE: To establish guidelines for the completion and submission of performance evaluations and recommendations for pay for performance increases. 12.02.02 POLICY: All employees shall~be reviewed annually. Pay for Performance increases shall be based on performance in accordance with the Village's annual budget, Collective Bargaining Agreements, Departmental. Orders, or Village Codes, Ordinances and Personnel Rules and .Regulations, and other Village Policies. All proposed Pay for Performance increases will require a performance evaluation. 12..02.03 RESPONSIBILITY FOR CONDUCTING PERFORMANCE EVALUATIONS: Under- the direction of the Village Manager, the Department Head and supervisors shall be responsible for conducting performance evaluations of employees under their direct supervision. a. Evaluation process. 1). The supervisor and the employee shall both independently prepare in writing an evaluation prior to the review. Supervisors should encourage employees to take the lead in discussing performance in the early part of the review session. 2). After the Supervisor has made comments, the performance evaluation form shall be discussed with the employee. The employee may include written comments, which then become a part of the evaluation. The employee evaluation form shall be completed by the employee's immediate supervisor and shall be reviewed by the Department Head. The Department Head may then make written comments. 3). In every case, a personnel action form shall be completed and attached to the employee evaluation form ~ and forwarded to the Village Manager. 4). The Finance Department will be responsible for managing and tracking all employee evaluation forms and personnel, action forms. Once a completed form has been forwarded to the Tlnance Department, the Finance Director, or his designee, will be responsible for verifying that appropriate. signatures and approvals have been completed on the forms, and that the forms comply with the Pay for Performance policies. In addition, the Finance Department will be responsible for tracking, analyzing and controlling the distribution of funds in accordance with the percentage Ievels determined by the Pay for Performance policy. A copy of the evaluation form and a copy of the approved personnel action form will be returned to the Department Dead for distribution to the employee. The original copy of the evaluation form and ~~ personnel action form will be retained in the empIoyee's personnel file located in the Finance Department. b. Evaluation due dates: 1). The Finance Department shall. send notification and appropriate evaluation forms to the department prior to April 15 of each year. The Department Head may request evaluation forms prior to April 15 in order to provide more time for the completion of a regularly scheduled evaluation, or to request a special evaluation (for excellent or sub-standard performance). 2). Completion and timely submission of performance evaluations are the responsibility of all supervisors and the Department Head. All.-evaluations and personnel action forms shall be submitted to the Village Manager no later than June 15 of each year and to the Finance Department no later than July 15. 3). .Evaluations for all employees shall be completed every twelve (12) months, but may be completed more frequently if performance warrants. 12.02.04 SCALES:- For each category a scale o£ 1-4 is used when evaluating an employee. The evaluator should use the following definitions: - SCALE Below Expectations Meets Expectations Exceeds Expectations Outstanding x 2 3. n a. Qutstandin -Performance in this category is exceptional. Accomplishments within the category are truly outstanding and exceptional and such performance iS obvious to-others within or outside the organization. This rating is reserved for the very few- employees whose accomplishments are consistently far above normal expectations. b. Exceeds Expectations-Exceeds performance standards in this category. Accomplishments are noticeably better than competent and of a superior and commendable nature. This rating should apply to employees whose performance within the category is above normal for the position . c. Meets Expectations-Meets all standards of performance in this category. Accomplishments meet expectations consistently and can be considered good or normal. It covers those who regularly perform- within the category in a competent manner. d. Below Expectations-Some improvement is required in this category. Accomplishments are adequate, but fall below normal due to deficiencies. This ~s rating should apply to employees who can be expected to perform competently in the category after more development and training. It will also apply to experienced employees whose performance is somewhat erratic. It is imperative that each employee understand the relationship between job performance and rate of pay and the relationship between the attainment of job standards-and the Ievel of performance. There must remain a consistency between performance evaluations and the employee's rate of pay. 12.02.05. PRIORITY WEIGHTS: Each of the dimensions set forth in the evaluation form has been assigned ~a priority weight, which is a measure of its- importance to the organization. The dimensions considered.to be important have higher priority weights than those dimensions considered to be less important. The priority for each dimension is set on a scale of-one to nine (1-9). Although the priority weights are constant in terms of definition, their applicability to a particular dimension of measurement will vary from year ~to year: That variance is predicated on the importance of that dimension as it relates to the organization's needs, goals and objectives for a given year. The scale is an arithmetic progression in which a priority of -five (5) is five (5~ times more .important than a priority of one (1)_. For scoring purposes, the weights act as multipliers. The priority weights are defined as follows: Priority Weight 1: Of minor importance to the position and. to goal attainment. Priority Weight 2: Of' lesser importance to the position and to goal attainment. Priority Weight 3: Important to the position and to goal attainment. Priority Weight 4: Very im ortant to the position and to goal-attainment. Priority Weight 5: Critical to the position and to the goal attainment. Priority Weight 7,8,9: Special weight granted for obtaining key certifications and management responsibilities for supervisors, division chiefs, or department. heads. 4.6 12.03 DISTRIBUTION OF FUNDS POLICY 12.03.01 PUIZPOSE• To define the methodology of distributing funds and maintaining cost control on distribution of funds for the Program for employees. 12.03.02. POLICY: The Village of North Palm Beach, in an effort to maintain control on the cost of distribution of funds for the Program, recognizes the need to distribute funds equitably and fairly. Furthermore, it is the policy of the Village to not allow the Program to be circumvented by inappropriate application of the evaluation process. 12.03.03. OBJECTIVES: The objectives of the distribution policy are as follows: a. Pay for performance increases are to reflect an equitable and fair response to performance evaluations as described in the Policy Statement and Performance Evaluation Policy. b. To avoid top-loading of funds available for pay for performance to one category of evaluation, thereby circumventing the intent of the program. c. To maintain flexible criteria on an annual basis that will be in response to the amount of funds available. d. To effectively manage the evaluators by including their objectivity and. efficiency in evaluating as part of their evaluation. 12.03.04. GUIDELINES: The Village Council will determine the total distribution amount through the budget process with the Village staff. Once the total distribution amount has been determined, the distribution of those funds will be as follows: The Village Council shall determine performance increase for "Outstanding" ratings, "Exceeds Expectations" ratings, and "Meets Expectations" ratings during the budget process. The remaining employees will receive an evaluation of "Below Expectations". a. In all cases, the Village will withhold 10% of the total departmental distribution amount as a set aside to be used for adjustments by the Village Manager to round out mathematical fractions and correct any inequities in the program. b. Performance evaluations and fund distributions will not be subject to appeal or the grievance process. c. Evaluations will occur from April 15 to June 15 of each year. In the event a Department Head, supervisors and others responsible for conducting evaluations exceed the percentage limitations for each category of distribution of funds, they will be expected to conduct supplemental evaluations to identify the number of ~~ employees that will fit within the various categories so as not to exceed the total distribution amount. For example: if the evaluators were to evaluate a large percentage of the employee base "Outstanding", the evaluators would be obligated to do supplemental evaluations to differentiate between those who are genuinely "Outstanding" and those ~vho actually "Exceed Expectations," and thus identify an appropriate number of employees eligible for that category. ~B 13. DISCIPLINE 13.01 OBJECTIVE• All employees working for the Village of North Palm Beach are members of a select group working together for the main purpose of serving the community. Any employee who fails to follow the necessary rules and regulations governing their conduct is not only penalizing themselves, but is also doing a disservice to all of the other Village employees. The Work Rules are not intended to restrict or impose on the individual, but are designed to ensure the rights and safety of ~ all Village employees and to provide working guidelines to efficiently serve the- community effectively. 13.02 PROCEDURES: a. Written Instruction and Cautionin Whenever an employee's performance -falls below an acceptable level, the supervisor should inform the employee promptly of such lapses in performance and give counsel and assistance to the employee. ~ An employee notice form shall be issued defining the nature of the infraction under the Work Rules and an _ explanation that future occurrences will result in progressive discipline. Instances of violations of the Work Rules should be specifically referred to by date and incident. b. Emnlovee Notice Form In all cases of disciplinary action, the department head, or supervisor initiating the action is required to complete an employee notice form informing the employee of the action taken. A copy of such notice must be sent immediately to the Village Manager for placement in the employee's personnel folder. -The employee's immediate supervisor usually initiates an employee notice. c. Suspensions 1. In G= An employee may be suspended indefinitely or for any specified period of time without pay for offenses as defined by the Work Rules and/or 'for violation of departmental rules and regulations, as recommended by the department head and as approved by the Village Manager. In the case of a Public Safety employee, the immediate supervisor or other superior may ~~ suspend an employee and later obtain the necessary approval of the department head, following- the guidelines of the PBA Contract. In all cases of suspension, an employee notice form must be completed and submitted to the employee along. with a copy to-the Village Manager. 2. Normal Suspensions Except in cases of suspensions in contemplation of termination, and except where the employee's presence poses a continuing danger to persons or to the orderly operation of Village government, the employee shall be notified in writing of the accusations/charges against -the employee and the factual -basis therefore prior to the effectiveness of the suspension. Concurrently -with or after said notice, but prior to a suspension, the supervisor, superior or department head must give the accused employee a reasonable opportunity to explain the employee's version of ~ the facts- surrounding the accusations. Immediately thereafter, the supervisor; superior; or department head may recommend suspension, followed- by approval of the Village Manager. 3. Extraordinary Suspensions In cases where the employee's presence poses a continuing danger to persons or to the orderly operation of Village government, the employee may- be immediately suspended. but shall be notified in writing of the charges against the employee and shall be given an opportunity to rebut same within ten (10) days after suspension. d. Demotion and Decrease in Pay A department head may recommend and the Village Manager -may demote an employee with a decrease in salary -and job responsibilities, . as appropriate, for such time as is necessary to correct- deficiencies in job performance or job qualifications. The duration of such demotion and reduction in pay and responsibilities, asappropriate, may be temporary or regular as appropriate, under the circumstances. A demoted regular employee is entitled to advance under the pay plan as any other employee based upon job performance. Prior to the proposed demotion, the employee shall be given written notice of the reasons for the proposed demotion and further, shall be given the opportunity to rebut said reasons before the appropriate department head. If the department head determines demotion is proper, then an appropriate progress interview form shall be completed and shall include the specific reasons for the demotion. A copy of the progress interview shall be forwarded to the Village Manager for his final approval. 50 e. Terminations x. z-~ General These procedures for dismissal are promulgated to minimize the risk of improper terminations associated with any such processes. A probationary employee may be dismissed with or without cause at the sole discretion of the department head. A Regular Employee may be dismissed only. for cause. 2. Termination Procedure Prior to the proposed termination, the employee shall be suspended without pay pending the outcome of the informal conference and shall concurrently or ~ immediately thereafter receive written notice of the reasons for the proposed termination either by hand delivery or by:Registered U.S. Mail. Such notice shall also specify a time, no sooner than two (2) working days nor later than five (5) working days following the employee's receipt of such notice, for an informal conference to be held before the Village Manager to afford the employee an opportunity to rebut the charges. The employee may also be allowed. to respond in writing to the Village Manager. After such informal conference, and after considering all evidence, the Village Manager shall take appropriate action upon the dismissal. Failure of an employee to attend said informal conference after being given notice of same,- shall waive any rights of_the employee hereunder. The Village Manager's decision shall be forthwith furnished the employee and shall be final and binding. 3. A~ eals An employee who is subject to any disciplinary action specified herein may either ~ pursue the grievance procedure contained in these regulations or request an informal conference on the action by serving a notice within twenty-four (24) hours after the effective date of the action to the Village Manager. Any employee who has been involuntarily terminated shall be immediately advised of the employee's right to appeal the action through the use of the grievance procedure or the informal conference. 13.03 WORK RULES: Work Rules are considered to be the same as Departmental Rules, xn the event of conflict the Personnel Regulations as contained- herein and adopted by Council shall govern. 51 14. GRIEVANCE PROCEDURE 14.01 POLICY: This grievance procedure is established to provide- full opportunity to employees to bring to the attention of management, complaints, grievances, or situations that the employee feels need either for adjustment or information. It is the intent and desire of the Village to adjust complaints or grievances informally and both supervisors and employees are expected to make every effort to resolve problems as they arise. However, it is recognized that there will be grievances which will be resolved only after a complete review. The submission of a grievance by an employee shall in no way adversely affect -the employee or his/her employment with the Village. 14.02 CAUSES OF GRIEVANCES• An employee may file a grievance for an alleged violation of a policy or work regulation. 14.03 PROCESSING A GRIEVANCE• In order to assure every employee of a method in which they can get their particular grievance considered rapidly, fairly; and without reprisal, the following steps are provided: - STEP 1 The aggrieved employee shall, within -three (3) working days of the incident, discuss and explain his/her grievance orally with- the immediate supervisor who may call higher level supervision into the :discussion in an effort to achieve a prompt satisfactory adjustment. The immediate supervisor will make a decision and notify the employee- within five (S~ working days after the discussion with the employee. STEP 2 If the aggrieved employee feels that the matter has not been settled or adjusted to his/her satisfaction by his/her immediate supervisor, he/she may submit the matter in writing to the. department head within five (S) working days after the conclusion of Step 1. The departrent head will schedule and conduct a meeting within five (5) working days -after receipt of the written grievance with the employee. The department head shall give a written answer within five (5) Fvorking days after the scheduled meeting as to the resolution of the grievance. S? STEP 3 If the grievance is not. resolved by the department head, the employee may appeal in writing to -the Village Manager within five (5~ working days after the reply by the department head was rendered. The Village Manager shall within ten (10) working days reply to the grievance in writing. The Village Manager's decision. shall be final. 14.0.4 ..GENERAL PROVISIONS-OF THE GRIEVANCE PROCEDURE: a. Any grievance shall be considered settled at the completion of any Step; unless it is appealed.by either party within the time limits-set forth. It is hoped that the great majority of grievances will be satisfactorily settled in the first or second step. b. A copy of all grievances and appeals shall immediately be sent to the Village Manager.. c. All grievances at their conclusion .shall be forwarded to the Village- Manager for coordination, analysis and filing. d. The time limits as set forth in this grievance- procedure for management response shall remain the same for all employees regardless of the work week or scheduled hours per week. If the response time limits falls on an employee's day off, the reply by management shall be given to the employee on his/her next scheduled workday. e. These time limits may ~be extended upon mutual agreement between the grievant and the Village Manager. 53 15. SEPARATIONS, SENIORITY, LAYOFF AND RECALL 15.01 TYPES OF SEPARATIONS: Separations and/or terminations of employment from positions shall be designated as one of the following types: a. Resignations b. Retirement c. Disability d. Death e. Layoff f. Discharge 15.02 RESIGNATION: Resignation is the separation of an employee from the Village service through the submittal of a written notice expressing a desire to resign. - Any employee wishing to leave the Village service in good standing shall notify his immediate supervisor at least two (2) weeks- before leaving. Department- heads shall provide thirty (30)-days notice. Failure to provide sufficient notice may be cause for denying such employee re-employment by the Village. Employees who terminate from Village employment shall not be eligible for -re- employment -with the Village .for six (6) months following their date of termination, unless approved by -the Village Manager. 15.03 RETURN OF VILLAGE PROPERTY: At the time of separation and prior to receiving final compensation due, all records, books, assets,. uniforms, keys, tools and other items of Village property in the employee's custody, shall be returned to the department. Money or Village property due the Village because of any shortages shall be collected- through appropriate action. 15.04 DISABILITY: An employee may be separated for disability when the employee cannot perform -the required duties because of a physical or mental impairment. In all cases, such separations shall be supported by medical evidence acceptable to the Village 54 Manager. The Village may require examinations at its expense, to be performed by physicians of its choice. Such examinations may include physical. and/or medical evaluations, as well as the completion of current medical history reports. 15.05 DEATH: Separations shall be effective as of the date of death. All compensation due to the employee as of the effective date of separation shall be paid to the beneficiary of record, surviving spouse, or to the estate of the employee as determined by Florida Statutes. _15.06 SENIORITY LAYOFF AND RECALL PROCEDURES: By the direction and authority of the Village Council, an employee or employees may be laid off when deemed necessary by reason of shortage of funds, lack of work, the abolition of the position, or other material changes in the duties or organization, or for related reasons which are outside the employee's control and which do not reflect discredit upon the service of employees. The duties performed by any employee laid off may be reassigned to other employees already working who hold positions in appropriate classifications. a. Tynes of Seniority 1. Village Seniority Village Seniority is understood to mean the length of time served since an employee's most recent date of full-time re-employment with the Village. Seniority shall continue to accrue during all types of leave except for leaves of absence without pay for thirty (30) consecutive calendar days or more which shall cause the employment date to be adjusted for an equivalent amount of time. Leaves of absence without pay for periods of less than thirty (30) consecutive calendar days shall not cause the Village employment seniority date to be adjusted. Employees suffer no loss of Village seniority while on Ieave of absence without pay due to illness or injury for a period not to exceed twelve (12) months. Village seniority shall be used for purposes of computing annual leave accrual, longevity, and other matters deemed appropriate based on length of service. 2. Classification Seniority Classification seniority shall be defined as the length of time an employee services in full time status in a particular classification. Upon successful ~5 completion of the probationary period, seniority in classification reverts to date of entry, transfer or promotion into a classification. Seniority will continue to accrue during all types of leave except for leaves of absence without pay for thirty (30) consecutive days or more which shall cause this date to be adjusted for an equivalent amount of time. Leave of absence without pay for periods of less than thirty (30) consecutive calendar days shall not cause the classification seniority date to be adjusted. Employees having a minunum of five (S~ years of Village seniority shall suffer no loss of classification seniority while on a leave of absence without pay due to illness or injury for a period not to exceed twelve (12) months. Classification seniority shall be used in conjunction with job classifications for purposes of layoff, recall and other matters deemed appropriate based on length of service in a classification. 3. Loss of Seniority Employees shall lose their seniority as a result of the following: a. Resignation b. Retirement c. Termination for cause d. Layoff exceeding six (~ months e. Failure to report to the department head, in writing, an intention of returning to work. within fourteen (14) calendar days of the date indicated on the return receipt verification of certified mail transmitting the recall -offer notice. f: Failure to acknowledge certified mail receipt of properly addressed certified recall notice fourteen (14) calendar days from date of attempted delivery for- any reason, from the attempted delivery date of employee .who has been laid off. g. Failure. to return from military leave within the time limits prescribed by law (see Section No. 9.02.09). h. Failure to return from an authorized leave of absence upon the expiration of such leave. 4. Seniority Records It shall be the responsibility of the Village Manager to establish and maintain classification and Village-wide seniority records of all employees. b. Layoff Procedures X. Order of Layoff 56 When it becomes necessary to reduce the number of employees within a given classification and within a given department through a shortage of funds, lack of work, or other causes, employees shall be laid off in the following order: a. Temporary Part-time b. Temporary Full-time c. Probationary Employees (New) d. Regular Part-time e. Probationary Employees (Promotion) f. Regular Full-time 2. Layoff Criteria and Procedures a. Temporary employees in the affected department shall be laid off first and shall not have recall rights. Employees will be laid off from a classification in the inverse order of their length of service in that classification. b. Probationary employees in the affected department shall be laid off next without. retail rights unless they were promoted into the . classification, in which case, they shall be eligible to be r-eturned to the classification from which they vacated, and placed on the seniority list in line with their previous classification seniority. c. Regular. part-time -employees in the affected department shall be laid off next in any affected classification and shall not have recall rights. Employees will be laid off from a classification in the inverse order of their length of service in that classification. d. Layoffs of regular full-time employees shall be based- on seniority with the least senior employees in the classification and department being laid off first, provided the following factors are substantially equal: 1. -Sufficient ability and qualifications- to perform the work (tests may be given). 2. Performance evaluation 3. Physical condition and job attitude. In the event of the substantial inequality of these factors as between employees in the same classification and department, the employee with the 57 higher values of.factors 1. 2. and 3., in the aggregate, shall be retained. ~• Only regular full-time employees laid off shall be recalled to the classification and department from which they were laid off, in the reverse order in which they were laid off. c. d. Recall Procedures 1. Regular full-time employees laid off shall have precedence for recall to their classification over new applicants for a period of six (~ months. Laid off employees recalled within six (~ months shall have their seniority restored. If re-employed after six (~ months, the. employee shall be treated as a new employee. 2. Employees laid off under the provisions of Section 15.06, subsection b, paragraph 2 shall be recalled in the reverse order in which they were laid off. 3. The Village will offer recall to laid off employees by certified mail to the last known address on file with the department head. If without good cause, the employee fails to return to work within fourteen (14) calendar days of the date indicated on the -return receipt. verification, the. laid off ~ employee will be terminated. 4. Recall will be offered to laid -off employees provided they are physically and mentally qualified to perform the duties of the job. A laid off employee, when offered recall, who is temporarily unable to accept due too medical reasons, may request a leave of absence without pay not to exceed thirty (30} calendar days. Discharge Dismissal for cause of an employee, according to Regulation No. 13, shall result in the loss of re-employment privileges. s~ 16. PARTICIPATION IN EMPLOYEE ORGANIZATIONS 16.01 PARTICIPATION: All employees have the right to organize, join and participate in, or to refuse to organize, join. or participate in, any employee organization freely and without fear of reprisal or penalty. 16.02 COLLECTIVE BARGAINING AGREEMENTS: Employees covered under a collective bargaining agreement shall also be subject. to the Personnel Regulations of the Village. If any conflicts occur between the agreement and the Village Personnel Regulations, the collective bargaining agreement shall be the governing factor in all cases even though the rights or benefits may be greater or lesser than provided for in the Personnel Regulations of the Village. 59 17. EMPLOYMENT OF RELATIVES 17.01 POLICY STATEMENT: The employment of relatives is not encouraged and will be maintained at a minimum to be consistent. with sound management. The Village will comply with Florida Statutes on anti-nepotism. . 17.02 DEFINITION OF RELATIVE• The .term "Relative" with respect to a public official, means an individual who is related to the public official as father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, Bon- in-law, daughter-in-law, brother-in-law; sister-in-law, stepfather, stepmother; stepson, stepdaughter, stepbrother, stepsister, half-brother or half.-sister. 17.03 SUPERVISORY RELATIONSHIP• . After. the effective date. of this policy, approval will not be granted for the employment, promotion or transfer. of a relative. of the employee to a position in the same department or division where one would be in a supervisory or administrative capacity over the other. 60 18. OUTSIDE EMPLOYMENT OR BUSINESS ACTIVITY 18.01 GENERAL STATEMENT: Outside employment or business activity on the part of a regular full-time employee shall be subject to written. approval of the department head and Village Manager in order to prevent situations that conflict with or are detrimental to Village employment. Failure to comply with this policy may result in disciplinary action. 18.02 .CONSIDERATION -FOR APPROVAL. OF OUTSIDE. EMPLOYMENT: Approval for outside employment will be limited by any of the following provisions: a. Outside employment shall not interfere with or be in. conflict. with the proper performance of employee's duties with the Village. b. Association with any business considered as having a questionable reputation that would reflect unfavorably upon the employee or-the Village. c. Association with- any firm -owned or operated by another Village employee within the same division or shift. d. Employee shall not be a principal or in a position of influence in a firm doing business with the Village. e. Employee shall not have or hold any employment or contractual relationship with . any business entity or agency which engages in business or contractual agreement with the .Village, in compliance with Florida Statutes regarding conflict of interest. 18.03 FINAL APPROVAL: Final approval is subject to the review and approval of the Village Manager. It is further understood that approval may be canceled at any time by the Village Manager upon ten (10) days written notice to the employee, due to violations of the provisions of Section 18.02. ~ ~_ 19. POLITICAL ACTIVITY RESTRICTIONS 19.01 INTENT: The Personnel Regulations state it to be in the public interest and of governmental - benefit to remove career employees from the arena of partisan political activity. Florida Statutes, Chapter 104.31, impose certain restrictions on the -political activities of state, county and municipal officers- and employees. All Village employees are permitted to hold membership in and support a political party, or maintain neutrality. After work hours employees may undertake active political roles, attend meetings, support candidates and work in campaigns, with the exceptions noted for Village elective office. 19.02 PROHIBITIONS: a. No person shall promise, attempt, or use political position, influence or coercion in an effort to erode the merit system nature of the Village work force by -patronage or favoritism for past or future political influences ~or -services, either implied or actual. b. Employees shall not take an active political role on behalf of any candidate or incumbent for Village elective office during working hours. 19:03 VILLAGE ELECTIVE OFFICE CANDIDACY: A Village employee who becomes a candidate for an elective Village office shall, at the time of formally qualifying, resign in good standing from the Village service. 19.04 OTHER ELECTIVE OFFICE CANDIDACY: A Village employee may be a candidate and elected to public office, other than the Village of North Palm Beach, and continue in the service and shall not be required to resign. 19.05 PENALTIES: Violations of these restrictions may result in disciplinary action including discharge, as determined by the disciplinary procedures in Section 13 of the Personnel Regulations. 62 20. MISCELLANEOUS PROVISIONS 20.01 RETiREMENT• All full-time Village employees are eligible to join the Retirement Plan. Details of said plan are contained in the General Fund and Public Safety Retirement Ordinances. 20.02 DEPARTMENT RULES: Department heads are authorized to promulgate in writing rules additional _and supplemental to these rules provided they are not in conflict with these rules. and are approved by the Village Manager prior to notification to employees and publication. All such rules shall be approvable, -amendable, and revocable by the Village Manager. 20.03 RECORDS• The Village Manager,_ or designee, shall maintain the personnel .records of each employee. such records shall include a personnel file for each employee. giving basic vital statistics, disciplinary actions, employee appeals, official acts involving the employee; any examinations records,- and the employment record: The records of terminated employees shall be retained for fifty (50) years.. Applications for employment shall be retained for two (2) -years and may then be destroyed at the discretion of the Village Manager. 20.04 PERSONNEL REGULATIONS: These Personnel Regulations supersede any previous regulations adopted by the Village Council and shall become effective upon adoption by Resolution of Village Council.. 20.05 SEVERABILITY: If any chapter, section, paragraph, sentence, clause, phrase or word of these Personnel Rules and Regulations is for az~y reason held by a Court to be unconstitutional, inoperative or void, such holdings shall not affect the remainder of these Rules and Regulations. 63 APPENDIX I 64 A1'PLXCATION FOR Z+A.iVt1L,y ANV - 1VPEDICAL LEAVE Name of Em to ee: De artment• Su ervisor: Job:- Shift (if aUnlicahlPl• Reason for Leave: 1. X'ou must fully explain the reason for this leave. 2• If this-leave is for a serious medical condition you must attach acertification -from the physician or authorize the company to contact the -physician to verify the need for this - leave. EMPLOYEE STATEMENT - Xneed this leave because: Date Leave is Scheduled to Begin: Date Leave is cheduled to End: Employee's Signature: - - Date ' or~var e to erector o ersonne On t11zs day of 199 VxLLA.GE USE ONLY Date Leave Actually Began: Date Leave Actually Ended: Medical Certification Attached (check one): ^ YES ^ NO If Medical Certification is NOT Attached is Employee Authorization of Release of Medical Information Attached- (check one):. ^ YES ^ NO If Village requested certification from the attending physician, attach a copy of the letter antd state the date that verification was requested. Copy Attached (check one): O YES ^ NO Date certification requested: It telephonic contact was made as a .follow-up to-obtain certification of the leave list all telephone..calls in the Telephone Log Form and. attach to this certification. - Is Log Attached (check one): Leave Annr~v By (name of Village official): On this day of Leave Disapproved By (name of Village official): On this day of ^~ ^NO ^ YES ^ NO 199 ^ YES ^ NO 199 For the following reasons: 1. State fully the reason this leave was disapproved. (i.e. failure to get certification, withdrawal of employee's request, etc.) N Z, (Name of Employee) ,hereby certify that X have requested leave under the Family and Medical Leave Act from my employer, the Village of North Palm Beach. X have asked for this Ieave because of the medical condition of bl-Either Seif or Famil Member (Name of Seri~y and all information to my employer, the Village of North P lm Beach in order se 'of any to obtain the certification required and permitted by the Family and Medical Leave A t o 1993 to grant me this leave. f A photocopy of this authorization. is to be considered as~ valid as the original. X hereby certify and. direct each and every physician or other health .care provider to whom this is sent to cooperate fully by answering, in full, all. of the Village's questions. a [THIS PAGE BLANK] ,, I~'AIVIII,Y AND MEDICAL LEAVE TELEPHONE LOG FORM Name of Employee: Date: Note: 1. This form is to be used as a record of telephonic contact with the physician's office or other health care provider's office in connection with. the employee's medical leave request under the Family and Medical Leave Act. 2. It is important to fill this form out completely on each telephone contact. 3. Use as many lines as necessary to complete information on each call. Date: Person Making the Call: Person Called: Message Left: Response: ., I~ ~~ j i J ~ Q .. ._ o ~ .. ~o ~ U o c • • w ~ ~ cc y N ~ . c °' ~ ; A p 'x" ~`. c ~ a .d ~. U c ~ a~ .. w '"a 61 ~ ~ i ~ c ~ ~ t zl A y~ W Q( ~ O U1 O C O o 0 0 }[W ~ o L'~ I-~ Cq ~ d O •~ ~ ~' ~~ ~ m z~~ V a d a .--r QI °b r_l N ri ~/ ro Q ro ~i P. w 0 m R A ~~~ ~ w ~ ~ ~ ~ o v ~'~' ~ ;~ a~ "~ W cc ~, as ~ 0 0~-. ~ w ~ E..a ~ _~ O roN cG ~a ~ ~ y F. ~ ~ ~, q c7 w ~ cJ o ~°zo~ .r y y F1-1 n ~ ~ ~~~r 'n U] 4 ,~ Fi ~ O ~~ yw,b o~.~G~ '" w ~t c U/. N d •i"'. V ~ '~ •~ ~ Y ~~ ~ ~ ~a~ ~~ o ~, ~ " ~ ~ .~ ro ~ ~ O ~ Q ~ w ~ v-+ ~ N ~ ,F~i N [ ~ it ~ b ~°~' o G .~ °a C ~ O V ~' d ~ ~ ~ ~° .~ A •N o ~ a3 o~ y y ~ W O •~ ~~ ~ 3 O ~'' Y U d :.w y y .C ~ v-+ ~ ro o c. ~k W G d C a GCC v C^C G ."~".+ O G Y b G. >-, c. w YUf w O Q ?~i z ~ ~ 0 .~ q ~1 V d w O y y~ ~ U ~ ~i w U O F. ~ N U G .O U u y w ~~ It~IEDICAL CERTII+ICATZON STATEMENT NOTE: This is to be used when the leave is requested because of the illness of an emplo ee. Name of Patient/Employee: Please state the condition the employee now has: Please provide a brief description of the medical facts upon which both your diagnosis and prognosis are based: Date condition began or was first diagnosed: Date condition is expected to end or improve: Please provide a brief explanation of the limitations this illness imposes upon this particular employee. and how these limitations will prevent the employee from performing the employee's job. Yf you need information about the employee's duties on the job, please contact (NAME OF VPLLAGE OFFICIAL) at (PHONE NUMBER) Health Care Provider's Signature Date Health Care Provider's Office Telephone Number: ( ) ext. MEDZCAI, CERTn+ICATION STATEMENT NOTE: This is to be used ~ when the leave is requested because of the illness of an employee's family member Name of Patient/Family Member: Name o Employee: Please state the condition the amily member now has: i ~- avanC t,rvviae a brief de and prognosis are based: Date condition began or was first diagnosed: Date condition is expected to end or.improve: upon which both your Please provide a brief explanation of the limitations this illness imposes upon the employee's. family member and the extent to vvhich the employee is needed to care for the ill family member and the duration that this care is expected to take. Health Care Provider's Signature Health are Provider's ice Telephone Number: ( llate ext. ~, NOTICE Or INVENT TO RETURN FROM LEAVE Name of Employee: Department: Supervisor Job: Date of Return: Vvy- Statement: I (check one) ^ do -OR- ^ do not intend to return to work at the conclusion of my FMLA leave. I understand that restoration to employment at the conclusion of rriy leave is subject to these conditions. 1. If the leave is for ~ illness, I must provide a written certification from my physician that T am able to resume my regular job duties. 2. The Village will make every attempt to restore me to my~ original position, but if. for some reason that is unavailable, I will be placed in an equivalent -position with equivalent pay,. benefits and other similar terms and conditions of employment. 3.. I understand that I will not accrue any employment benefits during my leave unless they are otherwise expressly provided by Village policy. 4. I also realize.that the company will maintain~me on their group insurance policy, but. I will have to make any co-payment that I normally make. I have been advised of this fact. and am aware that I will be required to make co-payments on the ... {DATES, TIMES, AMOUNTS) I further understand that my failure to make these co-payments will jeopardize my continued health coverage, just as they would if I failed to make them as an employee. Employee's Signature: to CI11sCKLIST FOR GRANTXiVG Z''AMILY AND MEI~ZCAL DAVE Natne of Employee: Date: Reviewed By: t• Has- the employee worked for the Village for a total of twelve (12) ^ YES ^ NO months? (If not, no leave required Z• Has the employee worked for the Village for a total of -1,250 hours during the preceding twelve (X2) th ^ YES ^ NO mon s? (If not, no leave required 3. Does. the employee have any accrued vacation, paid sick leave; etc.? ^ YES ^ NO 4• If so, will the accrued vacation, paid sick leave; etc. be used by this employee at either th ' ^ YES ^ NO e empIoyee s option or the Village's option? $• Does the employee make any- co-payments on his/her health insurance? ^ YES ^ NO 6• Tf so, has the employee been advised of~the need to make additi l ona co-payments- and told the amount, when and-where to make them? ^ YES ^ NO (Failure to make co payments will jeopardize continued coverage) 7• - Is this a family leave or a leave for the purpose of apre-planned medical treatment? ^ YES ^ NO 3• If the answer is .yes; has the employee given at least thirty (30) days notice? ^ YES ^ NO ~• . Lf we-have not received thirty (30) days notice, have we been given as much notice as is feasible. under the circumstances? (Xn certain cases ^ YES ^ NO , leave may be denied if insufficient notice is given) -0. If this is for a medical leave,. has the employee supplied the company with a valid medical certifi ti ? ^ YES ^ NO ca on (If not, no leave required) - Z• Does the Village question. the employee's medical certification? ^ YES ^ NO 2- If the Village questions the certification, has the employee been told to see another doctor, at Village ex ense t ^ YES ^ NO p , o provide this information? 3 • Has the _ employee been advised that failure to get authorization to extend the leave or return f th ~^ YES ^ NO rom e leave at the appropriate time will subject him/her to discipline up to and including discharge in accordance with the normal Village policy? t• Does the employee work at a remote site where fewer than fifty (50) employees are emplo ed in a f ^ YES ^ NO y seventy- ive (75) mile radius? (Xf so, zzo leave required) '• Grant Leave and Iblonitor as needed . ^ YES ^ NO APPENDIX II~ 65 c'~I(;L I iJHN119697 1 ~i -.I a +~ -'3 i VILLAGE OF NOFTH F~AL1.1 }:EACH. SALARI' SCIiEDULL FISCAL 1"EAR `}6/97 2== (DEF'"r. HEADS c. NON-UNION) f .......... l CLASSIFICATION .. N~~~~~~~~~~~N~~~~~.,~~~~~ RANGE ~~~~~~~ YEARLY F:Ai-E MIN. ~~~~~~~~~~~~~~~~~~~~t1yXN HOURLY RATE ~~~~~~MINN MAX. ~ 4 18 31 `+~ 46 4ti 9 50 51 L l J~ 53 54 55 56 ~j ADI'IIN. SECRET. FIIiEFIGHTtR • PARAMEDIC VEHICLE MECHANIC II UES=DUTY +J ~ L~ CLER}. FI~,+=iNCE 1,~Ili 'EC t-CSR F'11i~. SAFET'r D1R_ PUB- SERV. DIR. RECREATION DIR. LIBRfiR°f DLRECF OR EXEC.. SECRETAIY DERUTY DIR_/F'UB. ~+ SER _ BLDG. MAItdT. SURVR CAPT. OF RUB. SAFETY VILLAGE CLERK i17-29) 123,341.84 I (22-34) I 26, 41i. 80 i (25-43) 128,440.05 I (18-30) 123,925.28 I (17-29) 1 23 3/ +1.8~+ I (~+~_°~ J,x) I 47, 769. 95 (r~_- I +~ ~1) I 48,964.41 I (47-G1) ! 48, 36~+. 41 I :e1-51) i ~B,~SL.45 1 (~5-45J I ~6, 4E18. 78 i (20-33) 125 136.72 ~ ~. 1 (38-J0) t ~ ~ ~, c/'J. 06 I (28-40) 130,625.30 1 (44-55) 145,468.01 i I SET B'i COUNC 31,393.32 .xJ, 5L'1. 95 44,358.41 32,178.31 - 1-- .~1, .~'~~. ~~ 4, 24-+. 17 69,185.38 I 6'3, 185. 38 I I J4,0~+/. /~, i 1 <'+t,, 6~J5. 19 F ~- I ~`+, 6J~+. ~1 i 1 52, 7„©. ~5 I 41,192.99 i J9,6J7.27 1 IL I 1 I 11..222 i i I2.698 I I 13.673 1 I 11.5E~3 I I 11.222 I I 22.966 I I 23.J41 ~ 23.541 18..x91 7.504 _ 12. ~~J c 18.8tx2 o 14.74 21'86© ~~ryry~N~~~~~ 15.093 1 I 17.078 1 I 21.326 I 1 , 15.470 I I 1J. 0~,x 1 1 30.887 1 i;_-- 1 ~ X62 I I .33.262 I ;1 11 C'J. 385 I I 22. /+06 I f 16.661 t I C C 2J.3J1 1 r 19.504 I i 28-681 I 1 58 VILLi=1GE I'1ANAGER I i SET BY COUFaC 1 IL ! I I 5'~ 60 G2 6,-S 64 ~~~~ !~(~ GOLF COUISE SUF~RINT. GI:OUNDS FOF:EI'IAN STREET I'IA INT_ FOF:EMAN PAr:K FOREMAN Ru[{_wKS sur-~Vr:/~Et=~ulY :~AI•ILTGIrICi}I SUI-~Vr~ ' VI_FI.(Cl_E I'I+l Il•I i~- `i111='~JI~ • (38-56) I I (18-31) 1 1 (18-31) I 1 (1t3-31) f i i:il--~i4) I I ills--.~ 1) I !;-~;?-; ~ 1 ~~ I 39, 209.29 3,925.28 23, 925.28 23, 925.28 2, 9b2. 39 2;3, 9i?;~_ 2u 2C-,,411_t3F) I J2 730. 7 25 I I 32,982.39 I 32, `382.39 I 32, 982. 39 I I %~5•, 46t3. 61 I I :32 '1t32. 39 ' I I .3;;,.`,~'1_'l;; I 18.851 11.563 11.5(,, 11.563 1.~_t3,,I 11_;;6,3 12_C-,'jt~ i I 25.351 1 I 15.857 i I 1J.8J7 I 1 15.857 I I ~l_8~U I - I LS_t3:~7 I i7_hl%(f ~- I'ia(iL 1 NAGE97 ] _+.f.Gt: Uf= NURTH F'ALI'I }:BEACH ~•ILAItY SCHLllULE F 1.,LAL 1"t=)f: 961 97 X NAGS Li9F'LOYEES N ~ PEARLY f<ATE HOU~;LY f:ATE .......Nry~`_ .. ., 1,.1~f 1,;h --:~:N:;E MIN_ InAX. 1 ACCuUN I i,N i i (`+;-s9) I 29, 150.78 1 40, 189.47 1 14.015 19.322 I 2 ACCOUNTG i:~.P; I i 1 ~-23) 1 20, 1LJ. JJ 1 I 27, 071.62 I '3.676 I 13.015 I 3 ACCOUNTG CLf. I I c 1'-2'7) I . 22, 217.40 I I 29, 873.49 1 10.681 14.365 1 5 .ASSISI . F'ULtL htGR. i 1:,-27) 1 22, 217. 40 I ~ I 29, 879.49 1 10.691 I 14.365 I 6 ATHLETIC: ~1R. (15-27) 122,217.40 I I 29,878.49 I .10.681 I 14.365 I 7 LiLUG t:1~I~~C_iUl: (29-41) 1 30,478.9.1 I i ~i0,980.83 I 14..653 I 19.702 I 8 CART='Et~a I ER (22-35) 1 26, Atli. 80 I 1 3i;, 408.78 1 12.6'35 I 17.504 I 'j LEaI\II'1Et1 '. t3/-1'~) _ _ I 1~,; :it9.•jl 1 _ I 24,5`:,. /fl i 8.7r,5 i 11. /9~. I 10 CASHIEF (05-141 1 17,3;2.57 I I 21,674.27 I 8.343 I 10.420 I 11 LIEtRARIFiN (CIR_) (i1-21) 1 20, 1L;.,.50 I I 25, 766.83 I 9.676 I 12..135 I 12 CLEI:N: T`iPTST I (06-18) 1 17, 785..37 I I 23, 925.28 I 8.551 I 11.503 1 13 CLLRf'. 11(PIST II (09-21) 1 I 19,155.`~+,i I 25,766.83 I `3.210 I 12:388 I 14 CODE ENFORCEf1h~7 OFF. (23-35) I 1 27,071.62 I 36,408.78 I 13.015 I 17.504 I' 15 COLLECTORIOF'EkATOE-: (11-22) i 120,125.50 I 26,411.80 I 9.676 I 12.688 I 16 GU510DIAM (0r,-19) 1 I 17, 185. a7 1 ~4,5~5.7© l 8.551 I 11.791 1 17 ELECTfiICIAN (22-36) 1 1 26,411.80 I 37,318.94 I 12.698 I 17.942 I 19 . ECtUI1='. OF'EfiATUR I (10-24) I 1 19,637.53 I 27,746.28 1 9.441 I 13.340 I 20 EfUIf--'. OPERATOR II (14-27) I 21,674.27 I 29,878.49 I 10.420 1 14.365 I 21 GEN_ SERV. CLI'.. I (10-24> 1 I 19,637.53 I 27,746.28 I 9.441 I 13.340 1 22 GREENS TECHNIL'IAN (07-20) 1 13,230_'31 I 25,136.72 I 8.76J I 12.08) I 23 HOUSEP:EEI='ER (f~(;-(79) I I I7, 78;;_:57 i 1'~, 1 ~;_ 93 I 8.551 I 9.210 I - 24 If:l<IG_ hIECHANTC ! 12-i'_4) I 2(•), 628.32 I c7, 746.28 I ~1. 917 I 13. 340 I 2G i_A(tf!l~l_I~ (116--1. ')) I I I 7;;:1_.;7 _ _ I ?4 - - I ;~ I-'AGE 2 14-Jail-97 I~lAGE97 VILLAGE OF NORTH F'ALhI BEACH SALARY SCHEDULE FISCAL 1'AR 96/97 2X NAGE Eh1F'LOYEES #I CLASSIFICATION YEARLY F:A i E H(.iUr:LY RA I t ~~~~~k~~~~~~~~~~~~~~~~~~~~~~~fr~NGE I'IIN. I'IA 27 LIBRARIAN I (2fl-31> ~ 125,136.72 ~ ~2 ~8`.3j 7 - ~' ~ I I 1~. BSS 28 LIBRARIAt~I II (22-34) I I 26 411.88 7 -< ~J, .,1.95 I I 12.69b 29 30 LIBRARY ASSIST. I~iAINT. h1ECHAfdIG (89-22) (18-22) I 11j, 155.93 1 1 19,637.53 26,411.8© 26,411.88 I I 9.21© 1 I 9.441 32 F'ARI;SN;EEF'ER (1fl-22) I I 19, 637. 53 26, 411. bfl I 1 9.441 33 F'LUhiBER (22-36) I _ I 26, r+11, bF~ I 37, 318. 94 I 12.68 34 36 37 3b 39 4B 41 F'FOG_ SUF~VR. (DIIJ) RECREATIOi~d CTR SUF'VR F:EFUSE-COLLECTOR REFUSE T RUCI; DFIl1ER SECRETARY I Sl'ARTER STOREI'.EEF'ER (i6-2b) (16-28) (11-22) ti4-27) (13-25) I (81-13) I I (13-25) 1 I I 22, 773- ~~ I 22 Ti3.25 7 I I 2fl, 125.5E I I 21, 67-i_ 27 I I 21, 1%+3. 87 - 15, 718. 9 i 21,143.87 I 3B, 625. 3fl I ~ I 3B, 62~,_ 3B 1 26, r+i1.8B I 1 297 87~. 49 I I 28, 44B_ fl~~ I _ 1 ~1, 14:,.87 1 l 28,44G.B5 I 18.949 1fl. 949 '~. 676 iB.4~fl Ifl. 165 7.557 1fl.165 42 43 44 73 74 TENNIS COURT ATTEND. TRUCY. DRIVER VEHICLE hIECHANIC I BUILDING TECHNICIAN GOLF COURSE SUF'VR (11-23) 1 I (10-2r+) I I <14-26) I I (11-23) 1 I (18-31) 1 2fl,12.,..,fl c c 19, 637.53 ~1;67ri.~7 20,125.58 23,325.28 27 B7i.62 I ~ 27, 74b_ 28 I 1 29, i5©. 7b I I 27,871.62 I I 32,982.39 I 9.676 9.441 10.428 9.676 11.583 75 78 GOLF COURSE TECH_ CLUBHOUSE- BLDG t9AINT_ h( I (i©-22) 1 (22-34) I 19,637.53 2G, ~ +11.88 I 26,411_Flfl 1 ;5 5~1_ ~ J I ~ 9.441 12.698 t 1J.8J1 i 17. fl78 I I -12.698 1 I i2.69ci I i i 2.693 I I 17. 942 l I 14.724 f I 14.724 I I 12.698 i 1~+.3G5 I 1 13.673 I I iB. 165 I I 13.673 I 1 13.815 1 I 13.348 I 1 1ri. fli5 I I 13.fl15 f I 15.857 i I 12.698 I I 17. fl75 I J F~AGE 2 1~~-Jan-97 DHNU9697 VILLAGE OF NOf~TH F~AI_M E{EACH SALAI:Y SCHEDULE FISCAL YEAR 96/97 ~x (DEFT. HEADS & NON-UNIDN) ~ CLASSIFICATION RANGE YEARLY RATE H~UFLY RATE ~~~~~~~~~~~~~ .~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~hlrN,..~~~~~~~ 1MAX. 1'IIN- I'1A ~~~~~~~~~~ti~~~k~~~~~~~~X~~~ 72 FIRE CHIEF 1 77 OFFICE t'IANAGER ~ I (24-„7) 127,.746.28 79 CLUB ADh1INISTRATOR I (35=45) 134,153.52 I 1 5i, 442. 44 I 18.391 24.732 1 1 39,252.45 I. 13.34Q 19.391 1 I I 43, 717. 69 1 16. 42E~ 21.018 I ~ I 14-ran-97 VILLAGE OF NORTH F~ALt'1 E:EACH SALial:Y SCHEDULE ~~=I{A~~~'Ehl F' L 0 YE E~S i 't I~EC.LASSII'IGATTON YEARLY RATE ._--. - - -- .. .._~~~~~~~~~~~~NNNNM RANGE h1ZN. HOURLY RATE 3~ ItE COhDS ~~~~~~~~~ f99aG ~ ~~~~~~~~~~~MAX~~~~~~~~zNN~~~~~~1'1AXk~~ CLERK (14-26) I ~ 2~,74o-Q,p , ~ ~ - ~' '-^~-• ;.; .,.~ i ~. ~ 18 13.340 X61 L1 - OF F~UI{. SAFETY I I (36-48) 134,320.00 I I 46, 155.0 i 16,J00 X2.190 1 -~6I DISPATCHER I (11-25) 1 18,509.00 I 1 I 26,156.00 I 8.899 12.575 i X68 ~'U8-SAFETY OFFICER (26-38) 126,809.00 I I 36, 058. b8 I 12.889 17.336 I ~6g SERGEANT I (34-46) 132,666.40 I I 43.`331.68 I 15.705 21.12I 1 7E3 DETECTIVE I I 1=`SO ASSIGNh1ENT I I 7.t WATERWAY PATROLh1AN I I i i I-'SO ASSIGNI7ENT I I I - i :~-~ - H~ ..~~~~AC~o~ o~-- f~HPALN~~2 ~ :~ ,~ MEMORANDUM TO: All Department. Heads FROM: Dennis W. Kelly, Village Mana er DATE: November 4, 1997 RE: Certification Pay FY 97/98 Find attached, the certification pay schedule adopted by the Village Council on Thursday, October 23, 1997. The attached schedule is to be treated as an insert to the Personnel Rules and Regulations and will be tabulated as Appendix III, titled Certification Pay. You are directed to distribute copies to all employees that received a copy of the Personnel Rules and Regulations last summer and inform them that this is an insertion to the Rules and Regulations. If you have any questions, give me a call. DWK:sh Attachment cc: Mayor & Village Council VILLAGE OF NORTH PALM BEACH CERTIFICATION PAY FY 1997/98 CERTIFICATION AMOUNT fPer Year 1) Building Code Administrator $500 2) Building Inspector $500 3) Mechanicallnspector $500 4) Electrical Inspector - $500 5) Plumbing Inspector $500 6) Building Plans Examiner $500 7) Mechanical Plans Examiner $500 8) Electrical Plans Examiner $500 9) Plumbing Plans Examiner $500 10) Building Refrigerant Repair $500 11) Automotive Refrigerant Repair $500 12) Pest Control (Mosquito) $500 13) Pesticide Applicator $500 14) Law Enforcement Officer 0 15) Firefighter $1000 16) Paramedic $2000 17) Emergency Medical Technician $1000 18) Fire Inspector $1000 19) Intoxilizer Operator $180