[Ord. No. 1425 § 1, 3-21-1988]
Personnel work history records of all employees shall be maintained
by the City Administrator or his designated representative and shall
be available for inspection to the employees concerned and to proper
City officials.
[Ord. No. 1425 § 1, 3-21-1988]
If an employee's name, address, telephone number or marital
status is changed, the employee shall report the change to the City
Administrator or his designated representative. A new Federal and
State withholding exemption certificate (Internal Revenue Service
Form W-4) must be completed for change of name and marital status
or exemptions.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2113 § 6, 5-15-2000; Ord.
No. 2170 § 2, 10-15-2001; Ord. No. 2355 § 2, 6-20-2005]
Those City employees and officers who must meet a residency requirement by State law or City ordinance upon appointment (see Section 22-18 and Section 2-28) shall continue to meet that requirement as a condition of employment. All other City Officers and employees are encouraged but not required to reside within the City limits. All Fire Department personnel and all full-time Police Officers (including the Police Chief, Fire Chief and Assistant Fire Chief) who do not reside within the City limits shall reside within twenty (20) minutes travel time from the City limits. Officers and employees who are affected by this policy shall meet the applicable requirements before receiving a permanent appointment.
[Ord. No. 1425 § 1, 3-21-1988]
Employees of the City may hold a second job if:
1.
There is no conflict of working hours.
2.
There is no conflict of interest that would be unlawful or could
cause embarrassment to the City or employee.
3.
The employee's efficiency is not reduced.
4.
The employee receives written approval of the City Administrator.
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In the event a second job begins to interfere with the employee's
City job, the Department Head shall request the employee to take whatever
action necessary to eliminate future interference.
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Employees may not render any service for private interest when
such employment or service is incompatible or creates a conflict of
interest with official duties.
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[Ord. No. 1425 § 1, 3-21-1988]
It shall be the duty of each employee to maintain high standards
of conduct, cooperation, efficiency, and economy in their work for
the City. Whenever work habits, attitude, production, or personal
conduct of any employee falls below a desirable standard, supervisors
shall point out the deficiencies at the time they are observed. Corrections
and suggestions shall be presented in a constructive and helpful manner
in an effort to elicit the cooperation and good will of the employee.
Department Heads and supervisors shall organize and direct work of
City employees to achieve these objectives. Whenever possible, oral
and/or written warnings with sufficient time for improvements shall
precede formal discipline. But nothing in this Section shall prevent
immediate, formal action when the interest of the City requires it.
Ignorance of these provisions shall not be an excuse for their violation.
[Ord. No. 1425 § 1, 3-21-1988]
It shall be the responsibility of every employee to maintain
the standards of physical and mental fitness required for performing
his/her job.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2658 § 1, 11-21-2011]
A.
City employees shall not be appointed, employed or retained on the
basis of their political activities. City employees shall not be coerced
to take part in political campaigns, to solicit votes, to buy, contribute,
or solicit funds or support for the purpose of supporting or opposing
ballot issues or the appointment or election of candidates for any
public office. Regular full-time City employees shall not become a
candidate for or be elected or appointed to any City Government positions
while a regular full-time employee of the City; except that a regular
full-time City employee may also be appointed to the office of or
become a candidate for election as City Clerk, City Collector or City
Treasurer.
B.
No regular City employee shall actively advocate or oppose the candidacy
of any individual for appointment or election to any City office.
C.
City employees shall be allowed to file for candidacy and run for
election to any County, State, or Federal elected position or to any
elected position with any political subdivision of the State, provided
that such candidacy does not in any way interfere with the performance
of their job duties with the City. Upon the election of or the appointment
of any City employee to a County, State, or Federal elected position
or to any elected position with any political subdivision of the State,
the City employee shall resign his or her employment position with
the City.
D.
City employees shall not solicit, sell, or handle any political contributions,
or display any political badges buttons, or signs on their person
or at their work station during work hours.
E.
City employees may engage in activities of civic associations or
special interest groups unless such action would result in a conflict
of interest.
F.
Failure to comply with these provision is grounds for immediate dismissal.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 1849 § 6, 3-30-1995; Ord.
No. 2189 § 1, 2-19-2002; Ord. No. 2265 § 1, 11-17-2003; Ord. No. 2271 § 1, 12-15-2003]
A.
Except for employees in the Fire Department or Park Department, two
(2) or more members of an immediate family may not be employed under
the same supervisor. Neither shall two (2) or more members of an immediate
family be employed by the City at the same time, except for employees
in the Fire Department, if such employment will result in an employee
supervising a member of the employee's immediate family. This Section
applies to promotions, demotions, transfers, reinstatements and new
appointments. The provisions of this Section shall not be retroactive
and no action is to be taken concerning those members of the same
immediate family employed at the time of the adoption of this Section
on December 15, 2003. "Immediate family" is defined
for purposes of this Section as spouse, mother, father, stepmother,
stepfather, brother, sister, son, daughter, stepson, stepdaughter,
mother-in-law, father-in-law, daughter-in-law, son-in-law, grandparents,
grandchildren, sister-in-law, brother-in-law, aunt, uncle, foster
parent, foster child or any persons living together as domestic partners.
B.
No City officer, official or employee may, by virtue of his office,
name, appoint, or approve the appointment of to public office or employment
in the City any relative within the fourth degree of consanguinity
or affinity.
[Ord. No. 1425 § 1, 3-21-1988]
It shall be the responsibility of the City Administrator to
cooperate with Department Heads, employees, and others to foster and
promote programs of training for City employment and in-service training
of employees for the purpose of improving the quality of services
rendered to the City.
[Ord. No. 1425 § 1, 3-21-1988]
The City Administrator shall assist Department Heads in developing
and conducting training to meet the specific needs of their departments
and in developing and utilizing other techniques for increasing employee
efficiency. The City Administrator shall assist Department Heads in
establishing standards of performance and procedures for evaluating
employee efficiency. The City Administrator shall make available information
concerning job requirements and training opportunities in order to
assist employees in increasing their efficiency in their present positions,
and in preparing themselves for promotions to higher positions in
City employment.5
[Ord. No. 1425 § 1, 3-21-1988]
A.
All permanent status employees are encouraged to take advantage of
educational and vocational courses which will help improve their performance
in their current position and/or better prepare them for promotion
in City employment. For the purpose of payment for attending a course
there will be two (2) categories of attendance:
B.
Reimbursement for course attendance shall be as follows:
1.
For required attendance, all course registration costs, books and
other required material shall be reimbursed. The Department Head may
also authorize reimbursement for travel, meals, and lodging when appropriate.
2.
For voluntary attendance, fifty percent (50%) of tuition and books
shall be reimbursed with the following provisions:
a.
When taken for credit, the individual shall complete the course with
a "C" grade for undergraduate courses, and a "B" grade for graduate
courses. When taken as pass-fail, the individual shall show proof
of passing the course. When taken for no credit, the individual shall
show proof of completion.
b.
Single courses (not part of a degree program) must be shown to be
job related.
c.
Courses taken for a degree (major courses and general requirements)
must be for a major in a field directly related to the employee's
position or the employee's municipal government work.
3.
Request for educational assistance shall be made to the City Administrator
prior to enrollment. Approval for education assistance shall be made
by the City Administrator. The granting of assistance is based upon
availability of funds.
4.
The policy shall be effective on the date of the implementation of
the Personnel Code.
5.
The City shall provide educational reimbursement as outlined in this
Chapter only for the amount of money actually paid by the employee.
This means that if an employee is receiving veteran's educational
benefits, a monetary scholarship, or other education monetary benefit,
the City will reimburse the proper percentage for tuition and books
offset by such educational subsidy.
6.
Reimbursement shall be provided only for materials consumed during
the course of the seminar, workshop or class.
7.
Reimbursement shall be paid to the employee after the course, seminar,
or workshop has been completed. No advanced payments for college coursework
shall be allowed.
8.
The City Administrator, at his discretion, may make exception to
the provisions for reimbursement of voluntary coursework, depending
on the availability of funds.
[Ord. No. 1425 § 1, 3-21-1988]
All full-time employees shall have thirty (30) minutes of break
time, to be divided equally between morning and afternoon. Department
Heads shall establish the break policies for their departments and
sub-department work units. Employees in similar work situations shall
receive uniform treatment concerning break policy.
[Ord. No. 1425 § 1, 3-21-1988]
City employees shall dress and groom themselves appropriately
for their required duties and responsibilities and as prescribed by
departmental policies.
[Ord. No. 1425 § 1, 3-21-1988]
All employees and officers shall receive their payroll checks at the office of the City Clerk or through their Department Head. No employee or officer may make an assignment of wages or salary (including payroll checks) at any time, whether or not the wages or salary have been earned at the time of assignment. Any such attempted assignment shall convey no right to the assignee thereof. Deductions described in Section 22-122 and direct deposits to the accounts of employees in financial institutions shall not be considered assignment of wages or salary.
[Ord. No. 1425 § 1, 3-21-1988]
A.
The following deductions may be made from an employee's or officer's
paycheck upon receipt or written authorization by the employee or
officer:
B.
The following deductions shall also be made at the direction of the
City Administrator or where otherwise automatically applicable:
1.
Unauthorized absence.
2.
Absence due to illness after all sick leave, vacation leave and compensatory
time have been used.
3.
Leaves without pay.
4.
Absence due to suspension from duty without pay.
5.
Any other reason or absence not authorized by the personnel policies
and procedures of this Chapter or by the City Administrator.
[Ord. No. 1425 § 1, 3-21-1988]
When an employee is injured on the job, he shall report the
injury immediately to his supervisor and obtain medical assistance.
All employees of the City are covered under Worker's Compensation.
As soon as possible but no later than twenty-four (24) hours after
the incident, a report of the accident shall be completed and furnished
to the City Administrator or Department Head so as not to jeopardize
the injured employee's right to Worker's Compensation benefits or
medical expenses. Even if the injury is slight and no lost time is
involved, a report shall be made. This is necessary to protect the
employee in case of future disability results because of the injury.
The Worker's Compensation report shall be completed by the injured
employee and/or his supervisor, and signed by the supervisor.
[Ord. No. 1425 § 1, 3-21-1988]
A.
Vehicle and equipment operators involved in accidents shall notify
the Centralia Police Department immediately for investigation and
report. The employee shall also notify the employee's supervisor and
Department Head. The Department Head shall notify the City Administrator
immediately so that the insurance carriers may be apprised of the
accident.
B.
A vehicle or equipment operator involved in an accident with a City
vehicle or with City equipment outside the City limits shall notify
the appropriate law enforcement department immediately for an investigation
and report. The employee shall also notify his Department Head and
request that a copy of the accident report be submitted to the City
Administration.
C.
The responsible Department Head shall in all cases submit an accident
report to the City Administrator describing the accident, the probable
causes, and any preventive action taken.
[Ord. No. 1425 § 1, 3-21-1988]
A supervisor may require an employee to wear safety equipment
in the performance of the employee's duties.
[Ord. No. 1425 § 1, 3-21-88]
When an employee of the City performs in a manner exceeding
the highest standards of the employee's department, and when such
performance is brought to the attention of the City Administrator
by a citizen, another employee, a Department Head, or any elected
official, the City Administrator shall investigate the report. If
the City Administrator finds the report to be based on fact, he may
take such public commendations as may be appropriate and enter this
commendation in the employee's record.
