City of New Berlin, WI
Waukesha County
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Table of Contents
Table of Contents
[HISTORY: Adopted by the Common Council of the City of New Berlin 4-22-2008 by Ord. No. 2377.[1]Amendments noted where applicable.]
GENERAL REFERENCES
Officers and employees — See Ch. 51.
[1]
Editor's Note: This ordinance also repealed former Ch. 11, Civil Service, adopted 10-10-2000 by Ord. 2124 as Ch. 4 of the Municipal Code, as amended.

§ 11-1 Purpose.

It is the purpose of this chapter:
A. 
To document the employment practices, salary and benefits program for employees in the classified service and maintain civil service safeguards.
B. 
To ensure equal employment opportunity in all personnel actions based on the ability to perform the duties and responsibilities assigned to the particular position without regard to age, race, creed, religion, color, handicap, disability, sex, national origin and national ancestry, political affiliation, sexual orientation or genetic information.
[Amended 5-22-2012 by Ord. No. 2485]
C. 
To provide an appeal and grievance process for civil service employees with regard to provisions set forth in this chapter.
D. 
To protect civil service employees from pressure or obligation to render any political service or favor or to contribute to any political fund as a condition of employment.

§ 11-2 Civil Service Commission.

A. 
Appointment.
(1) 
Membership. The Civil Service Commission shall consist of five residents of the City. The Mayor shall appoint one member to the Commission each year, subject to confirmation by the Council, for a five-year term.
(2) 
Commencement of terms. Terms of members shall commence on July 1 in the year of appointment. A resident appointed to an unexpired term shall serve to the end of that term.
(3) 
Compensation. No member shall receive compensation for service on the Commission.
(4) 
Official oath. Each member shall take and file the official oath within 10 days after receiving notice of appointment.
B. 
Organization and officers.
[Amended 1-13-2015 by Ord. No. 2539]
(1) 
Officers. The Commission shall annually choose from its members a Chair and Secretary. The election of the Chair and Secretary shall be at the first meeting in July.
(2) 
Administrative support and supplies. The City Clerk/Director of Administrative Services shall, as requested, furnish administrative help and the supplies necessary to enable the Commission to carry out its duties.
(3) 
Records. The Commission shall provide the designee of the Mayor with a record of all investigations, hearings, minutes, etc., and other records of its own proceedings as required.

§ 11-3 Rules and regulations.

[Amended 1-13-2015 by Ord. No. 2539]
The Commission shall adopt such rules and regulations that, in its judgment, may be necessary to carry out its functions under this chapter, subject to review and approval by the Common Council.
A. 
The Commission shall be guided by ordinances established by the Council.
B. 
The Commission may recommend personnel policies for the classified service, subject to approval by the Common Council.

§ 11-4 Definitions and classification of positions.

[Amended 10-29-2013 by Ord. No. 2511; 1-13-2015 by Ord. No. 2539]
A. 
Definitions. As used in this chapter, the following terms shall have the meanings indicated:
REGULAR FULL-TIME EMPLOYEE
Employees who work a minimum of 1,560 hours per calendar year or who have a work schedule of not fewer than 30 hours per week.
REGULAR PART-TIME EMPLOYEE
Employees that are normally scheduled to work an average of 29 1/2 hours but more than 20 hours per week.
B. 
Classified service.
(1) 
All nonelected full-time officers and employees who are listed per § 11-5 of this Code shall be included in the classified service, unless otherwise determined by the Common Council. All such offices, positions and employees in the classified service shall be appointed as provided in § 11-8 of this chapter, except all nonelected persons having the power of appointment under § 11-7 of this chapter shall be appointed by the Mayor, subject to confirmation by the Council.
(2) 
No person shall be appointed or promoted to, reduced in, transferred to or in, or removed from the classified service except in accordance with this chapter.

§ 11-5 Civil service positions.

[Amended 6-24-2008 by Ord. No. 2379; 8-12-2008 by Ord. No. 2390; 10-9-2012 by Ord. No. 2494; 1-13-2015 by Ord. No. 2539]
The following positions are civil service positions:
Accounting Manager
Administrative Services Manager
Administrative Supervisor
Associate Planner
Building Maintenance Supervisor
City Assessor
City Clerk/Director of Administrative Services
City Engineer
Civil Engineer
Database Administrator - IT
Deputy Assessor
Deputy City Clerk
Director of Community Development
Director of Finance
Director of Forestry, Parks and Recreation
Director of Information Technology (IT)
Division Engineer
Executive Assistant
Human Resources Clerk
Human Resources/Safety Administrator
Lead Inspector
Mapping Coordinator
Network Administrator - IT
Office Coordinator
Office Manager
Payroll Supervisor
Planning Services Manager
Program Specialist - Recreation
Property Room Supervisor
Recreation Program Supervisor
Senior Network Administrator - IT
Stormwater Supervisor
Streets Manager
Streets Supervisor
Utility Manager
Utility Supervisor

§ 11-6 Deputy City Clerk.

[Amended 1-13-2015 by Ord. No. 2539]
The City Clerk/Director of Administrative Services may appoint any person to serve as Deputy City Clerk pursuant to § 62.09(11)(i), Wis. Stats. If the employee is in the classified service at the time of appointment, such employee shall retain the position in the classified service during the period of appointment.

§ 11-7 Appointing authority.

[Amended 1-13-2015 by Ord. No. 2539]
Persons having the power of appointment are as follows:
A. 
Mayor.
B. 
Chief of Police.
C. 
City Assessor.
D. 
City Clerk/Director of Administrative Services.
E. 
Director of IT.
F. 
Director of Facilities Management.
G. 
Director of Forestry, Parks and Recreation.
H. 
Director of Community Development.
I. 
Library Director.
J. 
Director of Finance.
K. 
Fire Chief.
L. 
Streets Manager.
M. 
Utility Manager.
N. 
Buildings and Facilities Supervisor.

§ 11-8 Position vacancies.

[Amended 1-26-2010 by Ord. No. 2423; 1-13-2015 by Ord. No. 2539]
A. 
Notice.
(1) 
If a vacancy occurs or is about to occur in the classified service and the appointing authority desires to fill such vacancy, the appointing authority shall notify the Mayor.
(2) 
If the Mayor has authorized the filling of the vacancy, the Civil Service Commission and the appointing authority will be notified of the Mayor's action.
B. 
Reinstatement lists. The City shall establish and maintain reinstatement lists, which shall contain the names of persons who have been regular employees and who have been laid off under § 11-10. Names shall be placed on reinstatement lists first according to seniority within their classification, and eligibility of such laid-off employees shall expire one year from the date of their separation. The Mayor or his/her designee may strike the name of a person from a reinstatement list, or may refuse to certify the name of a person on such list, for a position if he/she finds that such person is not qualified to satisfactorily perform the required duties. In all such instances, the Mayor or his/her designee shall notify the Civil Service Commission of the person whose name is so removed. Such person shall have the rights and privileges accorded to suspended, demoted, dismissed or discharged employees under §§ 11-12 and 11-23 of this chapter, and the Commission shall have all the powers provided for therein.
C. 
Original entrance examinations.
(1) 
Calling notice. If the position cannot be filled under the provisions of Subsection B of this section and there is no original entrance eligible list, an original entrance examination or interview shall be arranged for the earliest possible date to examine candidates relative to their qualifications for such office or position. The time and place for filing applications for such position shall be sufficiently advertised by the City. The department head, supervisor and Mayor shall have access to review all applications that meet the minimum criteria of the vacant position.
(2) 
Competitive examinations. Entrance examinations or interviews shall assess the qualifications of applicants for the classified service. Such examinations shall be practical and shall relate to those matters which will fairly test the relative qualifications of the person examined to perform the duties of the position for which he or she seeks appointment.
(3) 
Application. All applicants for such examination shall be required to prepare and file written application blanks giving such information, bearing upon their qualifications for the office or position in question. All interviews and employee application forms shall be in accordance with applicable federal, state or City statutes, rules and ordinances, as well as City policies.
(4) 
Examinations to be kept on file. The questions and answers shall be kept on file for at least one year in the Human Resources Department.
D. 
Original entrance eligible list. If there is no reinstatement list, or if the vacancy cannot be filled from the reinstatement list, the Mayor or his/her designee shall meet with the supervisor and department head to review all eligible list applicants, if any. Original entrance eligible lists shall expire six months after the date the list was established.
(1) 
Promotional. All current civil service employees who apply for the vacant position, who meet the minimum qualifications, shall be considered along with other applicants and be included in the interview process.
(2) 
Veterans. If the addition of veterans' preference points to the applicant's score would displace an applicant within the top three names, that applicant's name will be certified in addition to the list of eligibles.
(a) 
The City, in the certification of eligibles, other conditions being equal, shall give preference to veterans of any of the wars of the United States. To be eligible for veterans' preference points, you must have served at least one day during the acceptable wartime service dates listed below:
World War II
8-27-1940 to 7-25-1947
Korean War
6-27-1950 to 1-31-1955
Vietnam War
8-5-1964 to 1-1-1977
Beirut/Lebanon
8-1-1982 to 8-1-1984
Grenada service
10-23-1983 to 11-21-1983
Persian Gulf War
Since 8-1-1990
Afghanistan War
Since 9-11-2001
Iraq War
Since 3-19-2003
Veterans who served in the Berlin Crisis by Executive Order 10957, dated August 10, 1961
Veterans who received the Armed Forces Expeditionary Medal as established by Executive Order 10977 on December 4, 1961
Veterans who received the Vietnam Service Medal as established by Executive Order 11231 on July 8, 1965
Veterans awarded the Humanitarian Service Medal for the Middle East Crisis: Iran Hostage Crisis
Veterans who participated in military action against Libya on April 14, 1986
Veterans who served on the USS Stark on May 17, 1987
Veterans who served in Panama between December 20, 1989, and January 31, 1990
Veterans who served in Somalia since December 9, 1992
Veterans who served at least 90 days in Bosnia since December 1, 1995
(b) 
Preference means that whenever a veteran with an honorable discharge competes in any examination and achieves the minimum grade, he/she shall be accorded five points, and if such veteran has a nondisqualifying disability which is directly or indirectly traceable to military service, he/she shall be accorded another five points in addition to earned ratings therein.
(3) 
If the appointing authority has fewer than three candidates to choose from, he or she may request additional names from the Human Resources Department, up to the maximum of three names.
(4) 
Vacancies which occur shall be filled by the Mayor, subject to state statute requirements for appointment of some positions.
E. 
Merit and qualifications. The appointing authority, in consultation with the City Clerk/Director of Administrative Services, department head and supervisor, shall fill the vacancy on the basis of merit and qualifications from the names certified.
F. 
Salaries.
(1) 
Starting salaries are determined by the Mayor based on established salary ranges.
G. 
Temporary appointments. Pending the holding of examinations or interviews and the creation of an eligible list, an office or position may be temporarily filled by the appointing authority with an emergency appointment. Such emergency appointment may be made from existing personnel, subject to the prior approval of the Mayor, and shall be made at the minimum of the salary range, for a period not to exceed that specifically determined by the Council. The Common Council shall be notified of each emergency appointment at its first regular meeting following such appointment. At the completion of such assignment, the employee shall return to his or her former position and salary.

§ 11-9 Probationary period.

No appointment shall become absolute until the successful completion of the probationary period. The probationary period shall be one year for all appointees. No time served as a temporary appointee will apply to this one-year probationary period.

§ 11-10 Layoffs.

[Amended 1-13-2015 by Ord. No. 2539]
When the City reduces personnel, employees shall be laid off based upon merit and qualifications as determined by the appointing authority.

§ 11-11 Causes for suspension, demotion and/or dismissal; disciplinary approaches.

A. 
The following are examples, but not necessarily all-inclusive, of kinds of actions that may initiate disciplinary procedures against an employee from the classified service of the City of New Berlin:
[Amended 1-13-2015 by Ord. No. 2539]
(1) 
Theft (see Chapter 28, Ethics, Code of).
(2) 
Refusing or failing to comply with City work rules, policies, City Code or procedures which are included in the Safety Policy and the General Administrative Policies or the Employee Handbook.
(3) 
Unexcused, unauthorized or excessive absence or tardiness.
(4) 
Failure or inability to perform the essential functions of the assigned position.
(5) 
Reporting to work or working while under the influence of intoxicating beverages or a controlled substance or having possession of same during working hours.
(6) 
Offensive conduct or language.
(7) 
Provoking or instigating a fight or fighting during working hours.
(8) 
The following practices are prohibited influence and practices:
(a) 
Pernicious political activity by any City employee while on duty or in the course of his or her employment in the classified service.
(b) 
Giving of any consideration, whether financial or otherwise, in return for appointment to an office or position in the service of the City.
(c) 
The obstruction or deceiving of any person desiring to take an examination under the provisions of this chapter or desiring to secure information concerning any such examination.
(d) 
The deliberate mismarking or miscalculation of grades of any applicant taking an examination.
(e) 
The impersonation by any person of any other person in connection with the holding of an examination.
(f) 
Giving to or receiving by candidates for examination information or assistance enabling such candidates to obtain an unfair or improper advantage over other candidates for the same examination.
(9) 
Using an employee's official authority or influence to coerce or restrain the political action of any person or body or to gain any special favor or treatment.
B. 
Discipline.
(1) 
A positive discipline approach will be used by supervisors and managers. This system emphasizes correcting the problem rather than punishing the offender. Normally, the steps in the positive discipline process are as follows:
(a) 
Verbal warning.
(b) 
Written reprimand.
(c) 
Suspension without pay/demotion.
(d) 
Dismissal.
(2) 
The above discipline approach may be altered in certain circumstances in the best interest of the City and City employees. Discipline may begin at the written reprimand, suspension, demotion or dismissal step, dependent upon the nature and/or gravity of the issue.

§ 11-12 Procedures for suspension, demotion and dismissal.

A. 
Whenever an appointing authority concludes, following an appropriate investigation, that an employee in the classified service has acted in such a manner as to demonstrate cause for suspension, demotion or dismissal, the appointing authority shall report, in writing, to the Mayor or his/her designee regarding the pertinent facts and circumstances. If the Mayor also concludes, upon review, that the action or inaction of the employee demonstrates cause for suspension, demotion or dismissal, the appointing authority and Mayor may jointly suspend, demote or dismiss the employee. The City shall forthwith notify the employee of the suspension, demotion or dismissal in writing. The written notification shall include an explanation that the employee has the right to appeal such action to the Civil Service Commission within 15 workdays after the issuance of the notice. In the event that the Mayor does not believe that the appointing authority has demonstrated cause for the suspension, demotion or dismissal of the employee, the appointing authority may appeal that decision to the Commission.
[Amended 1-13-2015 by Ord. No. 2539]
B. 
Upon receipt of the appeal, the Commission shall appoint a time and place for the hearing of the charges within 10 workdays after receipt of the appeal and notify the appointing authority and the accused of the time and place of such hearing. The hearing may be held at a later time upon agreement of all parties. The hearing shall be closed. After the hearing, the Commission shall determine whether the charge is well-founded and will direct the appointing authority to take such action by way of suspension, demotion, discharge or reinstatement as it may deem requisite and proper under this chapter. The Commission shall permit the accused to be represented by counsel at no expense to the City. The Commission may request the presence of the City Attorney or Special Counsel at the hearing in order to advise the Commission on legal questions arising from the hearing. The Chair and Secretary of the Commission may issue subpoenas and administer oaths in connection with this hearing. The decision of the Commission shall be final and conclusive upon both the City and the accused.
[Amended 1-13-2015 by Ord. No. 2539]
C. 
Should the Commission find that suspension, demotion or dismissal is not warranted, or the penalty too severe, then the Commission may modify the terms of the suspension or reinstate the demoted or dismissed employee. The Commission shall have full authority to restore any lost salary or wages in part or in full. The Commission's decision on such an appeal should be considered final and binding and subject to appeal only under the terms of the Wisconsin statutes governing the enforcement of arbitration or disputes.

§ 11-13 Removal and suspension of City employees.

A. 
Civil service employees hired under civil service procedures shall be removed or suspended under civil service procedures.
B. 
Section 17.12(4) of the Wisconsin Statutes governs this procedure. It is stated as follows:
General Exception. But no officer of any city appointed according to merit and fitness under and subject to a civil service or to a Police and Fire Commission law, or whose removal is governed by such a law, shall be removed otherwise than as therein provided.

§ 11-14 Investigations.

Each member of the Commission may subpoena witnesses, administer oaths, and examine witnesses and papers of all sorts in conducting such investigations as the Commission may deem necessary or proper in order to ascertain whether or not the provisions of this chapter have been or are being carried into effect. The Commission may examine such public records as it requires in relation to any such investigation. All officers and other persons in the civil service of the City shall attend and testify when required to do so by the Commission.

§ 11-15 Military service.

The City agrees, as a general policy insofar as it can at the time of reemployment, to reemploy upon honorable discharge any employee who shall enter the military, naval or maritime service of the United States for the duration of the period for which held drafted or enlisted and to abide by any federal laws enacted requiring reemployment of persons drafted or enlisted into the service.

§ 11-16 Leave of absence without pay.

[Amended 1-13-2015 by Ord. No. 2539]
Members of the classified service shall be addressed through the Administrative Policies as established by the Mayor and/or Council from time to time.

§ 11-17 Leave of absence with pay.

[Amended 1-13-2015 by Ord. No. 2539]
Members of the classified service shall be addressed through the Administrative Policies as established by the Mayor and/or Common Council from time to time.

§ 11-18 Compensation.

[Amended 1-13-2015 by Ord. No. 2539]
The salary range adjustment for the Goal and Development Evaluation Pay Plan shall be established by the Common Council effective January 1 of each year. That adjustment shall take into consideration market factors and the adjustment to the represented employee to avoid compression issues.
A. 
Time loss. The Director of Finance shall check and keep a record of the time allowed to employees for vacations and leave on account of sickness or other causes and shall verify that the total time allowed to any one employee is consistent with the information received from the supervisor/department head and in accordance with the allowance initially provided by the Common Council and otherwise permitted under applicable law.
B. 
Preparation of payrolls and salary accounts. The supervisor/department head shall review and confirm the accuracy of employees' time cards and transfer them to the Director of Finance for preparation of payroll. The supervisor or department head shall immediately report all changes affecting employment in the classified service to the Mayor.
C. 
Overtime. Eligibility for overtime shall be consistent with the City's Fair Labor Standards Act Policy.

§ 11-19 Goal and Development Evaluation Pay Plan.

A. 
Purpose:
(1) 
To have supervisors and employees set annual goals and objectives and to have annual performance evaluations based on the attainment of those goals and objectives.
(2) 
To provide a compensation structure that is competitive in the marketplace.
(3) 
To provide a consistent salary and classification system for civil service employees.
(4) 
To administer salaries through the use of the Goal and Development Evaluation Pay Plan and a decision-band-method evaluation procedure.
(5) 
To reward performance through a performance-based appraisal system.
B. 
Wages and salary definitions. The following definitions shall be used in connection with job evaluation and pay plan policies:
CLASS or CLASSIFICATION
A group of positions with duties and responsibilities sufficiently alike to require similar experience, abilities, knowledge or other traits for efficient performance of duties. A class or classification may consist of one position, as defined below, when no other positions of the same kind exist.
ESSENTIAL FUNCTIONS
The typical duties or kind of work that is directly associated with a position for which the incumbent is held responsible or accountable.
GOAL AND DEVELOPMENT EVALUATION PAY PLAN
The performance-based program utilized in determining employee performance and effectiveness based on goals and objectives set the previous year for purposes of establishing a possible salary increase. The appraisal will reflect the employee's performance of the specific job duties contained in his/her position description as well as attainment of personal development goals.
JOB DESCRIPTION
Includes documented statements as to title, department, reporting structure, purpose of the position, essential function, position requirements and ADA attachment.
JOB EVALUATION
The process of studying and classifying jobs based on measurable factors which are related directly to the job in order to facilitate the personnel planning, budgeting, selection and compensation processes in an organization.
POSITION
Any specific office, employment or job calling for the performance of certain duties and for the exercise of certain responsibilities by one individual. "Position" and "job" are used interchangeably.
PROMOTION
With respect to the pay plan, a promotion is any change where the maximum compensation for the new salary grade is greater than for the salary grade from which the change is made.
RESPONSIBILITY
A typical duty directly associated with a classification, position or function for which the incumbent is held responsible or accountable.
SALARY GRADE
The level of pay for a given classification or classifications. Each salary grade consists of a salary range of minimum, midpoint and maximum. The Common Council adopts new salary grades by resolution.
SALARY RANGE
A range of minimum, midpoint and maximum salary assigned to a salary grade.
C. 
Pay plan.
[Amended 1-13-2015 by Ord. No. 2539]
(1) 
Salary ranges. The pay plan shall be applied to various classified service jobs in the City in accordance with a table of salary ranges and positions as approved from time to time by the Common Council. Said table shall be available to employees on the City intranet.
(2) 
Performance increases. Employees shall meet with their supervisor at year end, approximately December 15th, to review their goals and performance for that year. The performance-based program is utilized in evaluating employee performance based upon the achievement of goals and objectives established the previous year for purposes of granting a possible salary increase. The goals and objectives are directly related to job duties contained in their position descriptions.
(3) 
Salary range adjustments. At the time of the annual January 1 salary range adjustment, employees will be placed in the salary range at the same step and level as that prior to such adjustment.
(4) 
Promotional increases. Each position classification is assigned a salary range. When an employee is promoted to a position or classification in a higher salary grade, a promotional increase will be granted.
(5) 
Reassignments. If an employee is reassigned to a position commanding a higher salary range than the position from which he/she was reassigned, such change shall be deemed, for pay plan purposes, a promotion, and pay plan provisions governing promotional increases will apply. If an employee is reassigned to a classification allocated to a lower salary range, such change shall be deemed a demotion.[1]
[1]
Editor's Note: Former Subsection C(6)(a) was deleted as part of the 1-13-2015 amendment.
(6) 
When an employee is unsuccessful in a promotion to a higher classification, he/she may return to his/her former classification if the position is vacant at his/her former salary.
(7) 
Reinstatements. A reinstated employee shall be paid within the approved salary range from the position to which he/she is reinstated but not in excess of the salary range received at the time he/she vacated his/her position, unless the salary range is altered by a general adjustment.

§ 11-20 Review and establishment of job classifications and salary ranges.

[Amended 1-13-2015 by Ord. No. 2539]
Establishment of job classifications and salary ranges. All requests for the establishment or review of all civil service job classifications and salary ranges shall follow the procedure set forth herein. This shall include all requests for review or reclassification of existing positions as well as all requests for the classification of new positions.
A. 
All job classifications, except as specifically stated hereunder, shall be reviewed under this procedure. Requests for the establishment of new job classifications and review of existing ones shall be submitted to the Mayor and Civil Service Commission on forms provided for that purpose. A request for reclassification must be supported with documentation of substantial change in job duties/responsibilities since the last review. Changes in duties/responsibilities may result from departmental reorganization or from a gradual change occurring over an extended period of time. Requests may also be submitted if the department head believes the position classification warrants an equity adjustment due to changes in the labor market. Reclassifications shall not be considered for temporary changes.
B. 
The City will review the questionnaire with the employee and department head or, if the position is vacant or new, with the department head to ensure the complete documentation of position responsibilities. The City shall then collect such other information as may be necessary to properly evaluate the job classification of the request for review.
C. 
Not more than 30 days after the submission of the request for classification and establishment of salary range, the City shall consult with other civil service employees who are appropriately trained in the establishment of job classifications and salary ranges. The City shall consult with not fewer than four such persons and shall fully evaluate the classification request or review. The evaluative process shall be based upon the decision-band method as prepared by Ernst & Young, LLP, and as previously utilized by the City and shall involve the study of new and former position description questionnaires, job descriptions, etc. Interviews may also be conducted with the employee, department head and other appropriate persons. An outside consultant may be used to assist in market analysis.
D. 
Upon the completion of the peer review process, the City shall prepare a preliminary report. The report shall be reviewed with the department head and employee. If the department head and/or employee does not agree with the recommendation, the department head or employee may request a meeting with the Mayor.
E. 
The report shall be reviewed by the peer reviewers who participated and shall be signed by each of the participating peer reviewers acknowledging their participation in the process and their agreement with the consensus reflected in the report. The final position classification report shall include the title of the position, the salary range, the duties and the analysis of the proper classification of the position based on the decision-band method. Said report shall be presented to the Mayor or his or her designee.
F. 
As an alternative to this decision-band peer review classification procedure, an independent qualified compensation consultant's report may be obtained. The review, establishment, classification and/or reclassification of department head positions and their salary ranges shall be considered solely through the use of a classification report prepared by a qualified independent consultant's report as reviewed by the Civil Service Commission and ultimately the Common Council.
G. 
Upon receipt of the report, the Civil Service Commission shall review the report and hear any objections thereto by interested persons.
H. 
Upon receipt of the appropriate report, the Civil Service Commission shall make a recommendation to the Common Council regarding the appropriate classification and salary range for the position.
I. 
All parties participating in the job classification and salary range establishment process shall make reasonable efforts to ensure that the entire review and classification process is completed within 60 days of the original application.
J. 
A job classification and salary range review of all civil service employees shall occur from time to time as determined by the Council upon the recommendation of the Civil Service Commission. A review of the necessity of a comprehensive job classification and salary review for all civil service employees shall occur not less than every 10 years.

§ 11-21 Fringe benefits for full-time employees.

The following benefits are available to regular full-time employees:
A. 
Health insurance and EAP. Regular full-time employees shall contribute 15% of the monthly premium toward the cost of health insurance. If an employee has a spouse that is also a City employee, that employee and the employee's spouse will be entitled to only one family health insurance contract between them from the City, or two single plans.
[Amended 2-8-2011 by Ord. No. 2444]
B. 
Life insurance/accidental death and dismemberment coverage. The City shall provide, at its sole expense, term life insurance and accidental death and dismemberment coverage on the lives of civil service employees in the face amount equal to the next highest $1,000 over the employee's annual salary.
C. 
Flexible spending account - Section 125: a voluntary benefit that allows employees to have dollars deducted from their paycheck on a pre-tax basis for qualifying expenses.
D. 
Short-term disability. Full-time employees shall accumulate eight hours per month for short-term disability purposes.
[Amended 1-13-2015 by Ord. No. 2539]
(1) 
Retirement of an employee under the terms of the Wisconsin Retirement System: The City will establish a premium bank to be used as health insurance premiums on behalf of the employee. The insurance premium bank is developed by multiplying an employee's unused sick leave hours by his/her hourly rate multiplied by 50%.
(2) 
Money from the insurance premium bank may only be used for health insurance premiums for health insurance plans offered by the City and cannot be disbursed to any employee or health insurance plan not sponsored by the City.
(3) 
In the case of a death of an employee or retiree, the widow or the employee's estate will be entitled to the employee/retiree's premium bank for continuation of health care benefits.
E. 
Holidays: 11 paid holidays per year. If a holiday falls on a Sunday, the following Monday will be observed as a day off for all full-time employees. If a holiday falls on a Saturday, the preceding Friday shall be observed as a day off for all full-time employees. When Christmas Day and New Year's Day fall on a Saturday, the following Monday shall be observed as the holiday. When December 24th and 31st fall on a Sunday, the preceding Friday shall be observed as the holiday. The holidays are:
(1) 
New Year's Day.
(2) 
One-half day on Good Friday.
(3) 
Memorial Day.
(4) 
Fourth of July.
(5) 
Labor Day.
(6) 
Thanksgiving.
(7) 
Day after Thanksgiving.
(8) 
Day before Christmas.
(9) 
Christmas.
(10) 
One-half day before New Year's Day.
(11) 
Two floating holidays.
F. 
Vacation.
[Amended 1-13-2015 by Ord. No. 2539]
(1) 
Vacation time shall be earned in one year and enjoyed the next. After completing the first year of service, employees shall be eligible to liquidate authorized vacation in that calendar year. In each calendar year thereafter, employees shall be permitted to liquidate authorized vacation which was accrued as the result of prior continuous service. Allowance of five days of earned vacation time may be held over from one year to the next with the approval of the department head and Mayor. The carry-over from one year to the next shall not exceed five days and must be exhausted by March 1.
Years of Employment
Number of Days
After 1 year of employment
10
After 5 years of employment
11
After 7 years of employment
15
After 10 years of employment
16
After 14 years of employment
20
After 15 years of employment
21
After 19 years of employment
25
After 20 years of employment
26
(2) 
Continuous service will include leaves of absence with pay and authorized sick leave.
(3) 
An employee resigning/retiring from the classified service shall be granted accrued but unliquidated vacation at the time of such resignation/retirement, provided that he/she is entitled to such vacation, provided that at least two weeks' notice is given to the department head and Mayor and three weeks' notice for department heads resigning/retiring.
G. 
Wisconsin Retirement Fund (pension plan). The City contributes the employer contribution to the Wisconsin Retirement Fund for its employees. Employees are responsible for making their own contributions in accordance with applicable law. All eligibility and benefits are governed by the Wisconsin Statutes and the rules of the Wisconsin Retirement System, and the City has no obligation beyond those statutes and rules.
[Amended 5-22-2012 by Ord. No. 2485]
H. 
Continuation of seniority. During an approved leave of absence, seniority shall be continued in effect for a maximum of one year. Seniority shall also be continued in effect for an employee if disabled because of illness or injury for a maximum of one year.
I. 
Disability insurance. This benefit may only be taken when an employee begins employment. Premiums are a joint contribution; half is paid by the employee, and half is paid by the City.

§ 11-22 Fringe benefits for part-time employees.

The following benefits are available to regular part-time employees:
A. 
Employee Assistance Program.
[Amended 1-13-2015 by Ord. No. 2539]
B. 
Flexible spending account Section 125: a voluntary benefit that allows employees to have dollars deducted from their paycheck on a pre-tax basis for certain qualifying expenses.
C. 
Short-term disability. Regular part-time employees shall accumulate a prorated amount of hours for each month of service to be used for short-term disability purposes. Such leave may not be granted to any employee who has been engaged in the City service for a period of less than 60 days.
[Amended 1-13-2015 by Ord. No. 2539]
D. 
Holidays. Employees shall receive payment for the following holidays which would otherwise be a workday under their regular schedule in the amount they would have received for working had the holiday not occurred:
(1) 
New Year's Day.
(2) 
One-half day on Good Friday.
(3) 
Memorial Day.
(4) 
Fourth of July.
(5) 
Labor Day.
(6) 
Thanksgiving.
(7) 
Day after Thanksgiving.
(8) 
Day before Christmas.
(9) 
Christmas.
(10) 
One-half day before New Year's Day.
(11) 
Two floating holidays, prorated.
E. 
Vacation.
[Amended 1-13-2015 by Ord. No. 2539]
(1) 
Regular part-time employees shall earn vacation time in one year to enjoy in the next. After completing the first year of service, employees shall be eligible to liquidate authorized vacation in that calendar year. In each calendar year thereafter, employees shall be permitted to liquidate authorized vacation which was accrued as the result of prior continuous service.
(a) 
The equivalent of two weeks of vacation shall be paid after completion of one full year of continuous employment.
(b) 
The equivalent of three weeks of vacation shall be paid after completion of seven continuous years of employment.
(c) 
The equivalent of four weeks of vacation shall be paid after completion of 14 continuous years of employment.
(d) 
The equivalent of five weeks of vacation shall be paid after completion of 19 continuous years of employment.
(2) 
An employee resigning/retiring from the classified service shall be granted accrued but unliquidated vacation at the time of such resignation/retirement, provided that he/she is entitled to such vacation, provided that at least two weeks' notice is given to the department head and Mayor.
F. 
Continuation of seniority. During an approved leave of absence, seniority shall be continued in effect for a maximum of one year. Seniority shall also be continued in effect for an employee if disabled because of illness or injury for a maximum of one year.
G. 
Wisconsin Retirement Fund (pension plan). The City contributes the employer contribution to the Wisconsin Retirement Fund for its employees. Employees are responsible for making their own contributions in accordance with applicable law. All eligibility and benefits are governed by the Wisconsin Statutes and the rules of the Wisconsin Retirement System, and the City has no obligation beyond those statutes and rules.
[Amended 5-22-2012 by Ord. No. 2485]

§ 11-23 Grievance procedure.

[Amended 1-13-2015 by Ord. No. 2539]
Members of the classified service shall be subject to the City's Administrative Discipline and Grievance Procedures.