[R.O. 2011 §23.100; Ord. No. 1909 §1(23.100), 10-20-1997; Ord. No. 2106 §1, 8-5-2002]
It is desirable that all employees of the City be residents of the community, and all employees are encouraged to move within the corporate limits of Savannah. At the time of appointment, promotion, demotion, etc., if all other factors are equal, City resident shall be given favorable preference.
[R.O. 2011 §23.110; Ord. No. 1909 §1(23.110), 10-20-1997]
Applicants for employment in classified positions may be required to take a qualification examination which can be utilized as a gauge of employability to the extent that the test is reasonably valid for job-related qualifications.
[R.O. 2011 §23.111; Ord. No. 1909 §1(23.111), 10-20-1997]
With respect to employees of the Police Department, street maintenance, and Water and Sewer Department, a physical examination is to be required prior to employment. In administering this requirement, a conditional job offer should be extended to the candidate, or the candidate should be informed that the result of the medical examination is the last factor to be evaluated before the final decision to make the offer of employment. Physical examinations will be given by a local physician designated by the City, at the City's expense. A formal report of the examination must be released to the City and placed in the employee's permanent personnel file. The physical examination will include a pulmonary function evaluation, chest x-ray, multi-phase blood analysis, urine toxicological screen, electrocardiogram, general examination of eyes, ears, nose and throat, and may, if requested, include, if pertinent to job responsibilities, an eye examination to determine visual acuity or other tests deemed necessary.
[R.O. 2011 §23.112; Ord. No. 1909 §1(23.112), 10-20-1997]
Periodically, employees may be required to take a physical examination at the discretion of the City Administrator.
[R.O. 2011 §23.113; Ord. No. 1909 §1(23.113), 10-20-1997]
The normal workweek for full-time officers and employees in the City's services is forty (40) hours. This Section is intended to provide a basis for establishing a work schedule and for calculating overtime and is not to be construed as a guarantee of hours or work per day, or a guarantee of hours of work per week, or a guarantee of days of work. Compensatory time will be awarded per the policy outlined in Resolution No. 96-2.
[R.O. 2011 §23.114; Ord. No. 1909 §1(23.114), 10-20-1997]
The City will comply with the Fair Labor Standards Act and regulations issued pursuant thereto in computing overtime of public employees.
[R.O. 2011 §23.115; Ord. No. 1909 §1(23.115), 10-20-1997]
Persons who are closely related to persons already employed by the City shall not be appointed to a position in the same division or office of any department of the City. Closely related, for purposes of this Section, shall include husband, wife, child, sister, brother, aunt, uncle, father, mother, grandfather, or grandmother, and step and employee's spouse's relationships involving the preceding relatives. Should employees in the same office or division of any department desire to marry, one (1) is expected to resign his/her position within sixty (60) days after the date of the marriage. In lieu of resignation, transfer to a different department, office or division is acceptable, if it conforms to all other personnel regulations, existing budgetary limitations, and positions, as authorized by the Board of Aldermen. Should such a transfer not be possible and both employees refuse to resign, the employee with the lesser amount of service time will be terminated by the Board of Aldermen. Closely related employees that are currently in City service will not be appointed to work in the same division or office of any department. All employees violating this Section upon adoption will be exempt, but non-conforming. They will, however, be subject to other conditions.
[R.O. 2011 §23.116; Ord. No. 1909 §1(23.116), 10-20-1997]
A new employee of the City shall serve a probationary period of six (6) months. If the services are satisfactory, he/she shall become a regular employee, if not, he/she will be terminated during the probationary period. Following the six-month period, the City Administrator will report to the Board of Aldermen on the employee's suitability to continue as a full-time employee. The Board of Aldermen will then either certify the employee as full-time, extend probation or terminate employee.
[R.O. 2011 §23.117; Ord. No. 1909 §1(23.117), 10-20-1997]
A. 
For purposes of determining the applicability for fringe benefits, employment is sometimes segregated into four (4) classifications:
1. 
Seasonal or temporary. Those employees appointed to do work for a limited period of time for a specific duty, such as seasonal programs or specific short-term projects. Seasonal or temporary employees do not receive fringe benefits except as authorized by this policy and are paid salaries established by the City Administrator following the recommendation of the Mayor and approval of the Board of Aldermen.
2. 
Part-time. Those employees who generally work less than forty (40) hours per week and/or fifteen hundred (1,500) hours per year but on a regular basis. Part-time employees do not receive fringe benefits except as specifically authorized by this policy and are paid a salary set by the City Administrator and authorized by the Board of Aldermen.
3. 
Regular. Those classified employees who regularly work a normal workweek (refer to FLSA, non-overtime hours) on a continuous basis for an indefinite period of time. Regular employees do receive fringe benefits and are paid under City classification and pay plan.
4. 
Acting. Those regular employees filling an opening on a temporary basis prior to conclusion of a permanent appointment. Such employees are entitled to fringe benefits and are paid under the City classification and pay plan. Acting employees are to be paid at the rate of the higher classification for each day of a period of active employment after the employee has served for fourteen (14) consecutive calendar days in the higher classification. If serving in an acting position in which overtime is not paid, overtime will not be paid but the salary of the higher classification will be continued. The City Administrator shall appoint acting department heads with the concurrence of the Mayor upon the opening of a position to be certified by the Board of Aldermen at the next regularly scheduled meeting of the Board of Aldermen.
[R.O. 2011 §23.118; Ord. No. 1909 §1(23.118), 10-20-1997]
A. 
Service for purposes of:
1. 
Compensation.
2. 
Longevity compensation.
3. 
Vacation.
4. 
Sick leave.
means continuous work performance in a regular position which is included in the classification and staffing plan. A lapse of service of an employee for a period of time longer than twelve (12) months by reason of resignation, discharge, or suspension without pay will eliminate the accumulated length of service time of such employee, and such employee re-entering the service of the City will be considered a new employee.
[R.O. 2011 §23.119; Ord. No. 1909 §1(23.119), 10-20-1997]
All employees are required to fill out and file with the City Clerk a form W-4 ("Employee Withholding Allowance Certificate") as required by the Internal Revenue Service upon employment and all other forms presented by the City Clerk.
[R.O. 2011 §23.120; Ord. No. 1909 §1(23.120), 10-20-1997]
Although employees of the City of Savannah may be hired to perform duties of a particular position, transfers of personnel may be made at the discretion of the City Administrator for day-to-day activities and short-term projects. Permanent transfers must be approved by the Mayor and Board of Aldermen.
[R.O. 2011 §23.121; Ord. No. 1909 §1(23.121), 10-20-1997; Ord. No. 2044 §1, 4-16-2001]
All employees are required to read and certify that they understand the City resolution of drug and alcohol abatement. A drug test is required for all full- and half-time employees, excluding part-time seasonal employees, will be required to take a pre-employment drug and alcohol test as a condition of employment. All full-time and half-time employees will be added to the random drug and alcohol screening.
[R.O. 2011 §23.122; Ord. No. 1909 §1(23.122), 10-20-1997]
Field employees will wear City provided uniforms at all times they are working for the City. Office employees will wear clothing appropriate for their position.
[R.O. 2011 §23.123; Ord. No. 1909 §1(23.123), 10-20-1997]
Employees of the City of Savannah are to pay all bills (i.e. personal property taxes, real estate taxes, utility bills and other monies owed the City of Savannah) when due, or be subject to garnishment of wages.
[R.O. 2011 §23.124; Ord. No. 2196 §1, 7-19-2004]
A. 
The successful business operation and reputation of the City of Savannah is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.
B. 
The continued success of the City of Savannah is dependent upon our residents' trust and we are dedicated to preserving that trust. Employees owe a duty to the City of Savannah and its residents to act in a way that will merit the continued trust and confidence of the public.
C. 
The City of Savannah will comply with all applicable laws and regulations and expects its Mayor, Board and employees to conduct business in accordance with the letter, spirit and intent of all relevant laws and to refrain from any illegal, dishonest or unethical conduct.
D. 
In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with the City Administrator for advice and consultation.
E. 
Compliance with this policy of business ethics and conduct is the responsibility of every City of Savannah employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.
[R.O. 2011 §23.125; Ord. No. 2196 §1, 7-19-2004]
A. 
To ensure orderly operations and provide the best possible work environment, the City of Savannah expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization.
B. 
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
1. 
Theft or inappropriate removal or possession of property.
2. 
Falsification of timekeeping records.
3. 
Working under the influence of alcohol or illegal drugs.
4. 
Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, while on duty or while operating employer-owned vehicles or equipment.
5. 
Fighting or threatening violence in the workplace.
6. 
Boisterous or disruptive activity in the workplace.
7. 
Negligence or improper conduct leading to damage of employer-owned or customer-owned property.
8. 
Insubordination or other disrespectful conduct.
9. 
Violation of safety or health rules.
10. 
Smoking in prohibited areas.
11. 
Sexual or other unlawful or unwelcome harassment.
12. 
Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
13. 
Excessive absenteeism or any absence without notice.
14. 
Unauthorized absence from work station during the workday.
15. 
Unauthorized use of telephones, mail system or other employer-owned equipment.
16. 
Violation of personnel policies.
17. 
Unsatisfactory performance or conduct.
C. 
Employment with the City of Savannah is at the mutual consent of the City of Savannah and the employee and either party may terminate that relationship at any time, with or without cause and with or without advance notice.