[CC 1987 §140.010; Ord. No. 80-8 §1, 3-11-1980]
The purpose of this Chapter is the establishment of a uniform
set of rules and regulations within the City's personnel structure
based upon merit principles governing the recruitment, selection,
appointment, compensation, welfare, general conduct, promotion, and
termination of employees of the City of Northwoods.
[CC 1987 §140.020; Ord. No. 80-8 §1, 3-11-1980]
The rules and regulations established in this Chapter shall
apply to all full-time employees of the City except those who have
been duly elected by the populace of the City of Northwoods and those
who have been appointed by the Mayor upon approval by the Board of
Aldermen. They shall be applied fairly and equitably to all employees
without discrimination as to race, sex, color, national origin, or
religion.
[CC 1987 §140.030; Ord. No. 80-8 §1, 3-11-1980]
A.
The selection
and retention of personnel shall be based solely on the individual
employee's qualifications and competence to fulfill the requirements
of the job position.
1.
Personnel Director. The City Administrator shall serve as the City's Personnel Director. He/she shall recommend to the Mayor and Board of Aldermen all potential appointments, promotions, demotions, and terminations not covered in Subsection (2) below. He/she shall maintain and be responsible for the personnel file of each employee.
2.
Recruitment and selection of applicants.
a.
The
recruitment and selection of applicants for job position within the
City's administrative service, with the exception of the Police Department
and Park Department, shall be the responsibility of the City Administrator.
b.
The
Chief of Police shall be responsible for the recruitment and selection
of applicants in the Police Department.
c.
The
Park Board shall be responsible for the recruitment and selection
of applicants in the Park Department.
d.
Before
employment, a reasonable investigation shall be made into the background
and character of the applicant by the department head.
e.
No
City Official, either elected or appointed, shall accept from an applicant
or appointee monies for a job position.
3.
Part-time and temporary employment. The City Administrator
and Chief of Police may employ part-time and temporary employees upon
authorization of the Mayor and Board of Aldermen.
4.
Minimum age. The minimum age for employment as a probationary
or permanent employee shall be eighteen (18) years of age. The minimum
age for part-time and/or temporary employment as a seasonal employee
shall be sixteen (16) years of age.
5.
Residence. Employees of the City, except as otherwise provided,
shall not be required to live within the City limits. Primary consideration
will be given to Northwoods residents.
6.
Nepotism.
a.
City
Officials shall not appoint or influence the appointment of immediate
members of their family to fill job positions, nor shall supervisors
recruit immediate members of their family for job positions. Two (2)
members of an immediate family shall not be employed under the same
supervisor; neither shall two (2) members of an immediate family be
employed at the same time, regardless of the department, if such employment
will result in an employee supervising a member of his/her immediate
family. This policy applies to promotions, demotions, transfers, reinstatements,
and new appointments. The provisions of this Section shall not be
retroactive, and no action shall be taken toward those members of
the family employed at the time of adoption of this Section, nor shall
it apply if two (2) employees are married while employed by the City.
b.
For
the purpose of this Section, "immediate family" shall
mean wife, husband, mother, father, brother, sister, children, stepchildren,
mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparents,
grandchildren, stepfather, stepmother, brother-in-law, sister-in-law,
uncle, and aunt.
7.
Political activities. City employees shall not be recruited,
selected, appointed, or retained on the basis of their political activity.
City employees shall not be coerced to take part in political campaigns,
to solicit votes, to levy, contribute or solicit funds or support,
for the purpose of supporting or opposing the appointment or election
of candidates for any public office.
[CC 1987 §140.040; Ord. No. 80-8 §1, 3-11-1980]
A.
Employee Handbook. Each employee shall receive, upon appointment,
an employee handbook which shall outline information as to:
1.
The
composition and organizational structure of the City Government;
2.
Conditions
of employment for probationary, permanent, part-time, and temporary
employees;
3.
Rules
of conduct expected from employees;
4.
Fringe
benefits; and
5.
Promotional,
disciplinary, grievance, and termination policies.
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Each employee shall sign a card stating that he/she has received
a copy of the handbook. It shall be the responsibility of the department
head to explain information in the handbook that is not understood
by the employee. An employee's signature shall be prima facie evidence
that the employee understands the contents of the handbook.
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B.
Categories Of Employment. There shall be three (3) major
categories of employment: permanent employees, part-time employees
and temporary employees.
1.
Permanent employees. A "permanent employee" is one of full-time status who has demonstrated an ability to perform
adequately and competently in a designated job position and who has
successfully completed a period of probationary employment. They shall:
2.
Part-time employees. A "part-time employee" is one who averages less than thirty-two (32) hours of work per week.
Part-time employees are directly responsible to their department head
and are ineligible for fringe benefits.
3.
Temporary employees. A "temporary employee" is one who temporarily performs a job position. Temporary employees
are directly responsible to their department head and are ineligible
for fringe benefits.
4.
Probationary period of employment. A probationary employee
is one who has been selected to fill a full-time position. He/she
must have met all of the preliminary qualifications and requirements
for the job position prior to employment. Continued employment in
the position shall be contingent upon the ability to perform job tasks,
daily attendance, attitude toward the job, work habits and general
conduct, observance of rules, regulations and protocol, and other
pertinent factors related to job performance.
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They shall:
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a.
Be
directly responsible to their department head or the department head's
designate.
b.
Be
ineligible for sick leave and vacation but may earn credit for these
benefits which will be applicable at the end of the probationary period.
c.
Serve
a probationary period of six (6) months or twelve (12) months, depending
on the nature of their job. Regular employees shall serve a period
of six (6) months; sworn-in employees, such as Police Officers, shall
serve a probationary period of twelve (12) months.
d.
Be
separated or terminated at any time during the probationary period,
without the right of a hearing or appeal, if it is determined by the
department head that they are incapable of performing in the job position.
e.
Be
granted an extension of the probationary period, if it is determined
by the department head that an extended period of probation may enable
the employee to develop the ability to perform more satisfactorily.
The extension shall not exceed ninety (90) days. Continued unsatisfactory
performance shall result in termination.
f.
Be
evaluated by the department head at the end of the probationary period
and notified in writing as to whether or not they shall be retained
or terminated.
C.
Outside Employment. Full-time employees shall not accept
outside employment when such outside employment is likely to interfere
or conflict with the employee's job duties and/or job performance.
Employees shall not engage in or accept interest, when such employment
or service creates a conflict of interest with his/her official duties.
Employees shall not engage in any private business or activity while
on duty.
D.
Promotions. Promotions shall be based solely on the employee's
demonstrated ability to perform adequately in a specific job position
although seniority will be considered.
E.
Interdepartmental Transfers. Transfers between departments
by employees in the same classification or by promotion will be considered
when a vacancy occurs. Department heads shall approve such transfers.
The employee shall retain all seniority earned prior to transfer.
F.
Resignations.
1.
In order
to leave the employ of the City in good standing, the employee must
give the department head a minimum of two (2) calendar weeks' notice
of resignation. Department heads shall give the Mayor at least thirty
(30) days' notice of the effective date of resignation. The City Administrator
shall give the Mayor at least sixty (60) days' notice of the effective
date of termination.
2.
Failure
to give adequate notice shall be noted on the employee's personnel
file and may be cause for denying future reemployment with the City.
3.
The
department head may waive the notice period if he/she believes it
is in the best interest of the City.
4.
An employee
who resigns and later applies for reemployment with the City shall
be subject to the same requirements as other applicants.
G.
The City
may require an employee or applicant to undergo such examinations
as may be necessary to determine whether or not an employee or applicant
is physically and otherwise able to perform duties required in a particular
job position. If the results of the examination reveal that the employee
or applicant is unable or unsuitable to perform the prescribed duties,
he/she may be terminated from or rejected for the job position. Such
examination shall be at the expense of the City.
[CC 1987 §140.050; Ord. No. 80-8 §1, 3-11-1980; amended 1-28-1992; Ord. No. 11-2 §1, 2-24-2011)
A.
Workweek — Overtime.
1.
Generally,
the workweek shall be forty (40) hours. Some job duties may require
different hours on different days. When hourly workers are required
to work more than forty (40) hours per workweek, the department head
must authorize in advance equal compensatory time off or overtime
pay.
2.
Non-exempt
employees that have left their normal place of work and are called
back by the department head or supervisor to work extra hours shall
be paid a minimum of two (2) hours for such additional work. If the
extra hours worked when added to the regular hours exceed forty (40)
hours in a workweek, the employee will receive comp time (at a rate
of time and a half) or overtime pay (for jobs involving resolution/abatement
of public safety hazards).
B.
Holidays.
1.
All
full-time employees of the City shall receive normal compensation
for holidays authorized below and any other day or part of a day during
which public offices of the City are ordered to be closed by order
of the Mayor. Temporary, seasonal or part-time employees shall not
receive compensation for holidays. Such authorized holidays include:
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New Year's Day
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Martin Luther King's Birthday
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Presidents' Day
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Good Friday afternoon
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Memorial Day
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Independence Day
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Labor Day
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Veterans Day
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Thanksgiving Day
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Friday following Thanksgiving
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Christmas Eve afternoon
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Christmas Day
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2.
Any
employee absent without authorized leave on the day before or the
day following a holiday shall not receive additional compensation
for the holiday.
3.
Any
employee required to work a normal shift on a holiday shall receive
compensation for one (1) additional normal shift/workday in addition
to pay for the holiday.
C.
Vacations. January first (1st) of each year is hereby established
as the vacation settlement date for all full-time employees of the
City. Employees shall earn vacation as follows:
1.
Employees
with one (1) or more years of service on January first (1st) of each
year shall receive eighty (80) hours vacation.
2.
Employees
with ten (10) or more years of service on January first (1st) of each
year shall receive one hundred twenty (120) hours vacation.
3.
Employees
with fifteen (15) or more years of service on January first (1st)
of each year shall receive one hundred sixty (160) hours vacation.
4.
Employees
with less than one (1) year of service on January first (1st) of each
year shall receive vacation time at the rate of eight (8) hours per
month for each full month worked up to a maximum of eighty (80) hours
vacation. However, earned vacation hours prior to the first (1st)
year of full-time employment cannot be taken until the new employee
probationary period ends.
5.
Vacations
shall not include normal days off.
6.
If a
holiday occurs during the vacation, the employee shall be allowed
one (1) additional day of vacation time.
7.
Vacations
shall be taken during the year following January first (1st) at a
time approved by the department head. An employee may carry over vacation
hours to the following year in an amount not to exceed forty (40)
hours. Any additional amount in excess of forty (40) hours (one (1)
week) will be forfeited by the employee. Employees shall not be compensated
for any vacation time not taken.
8.
Vacations
shall be taken in blocks of time granted in writing by the department
head, but in increments no less than eight (8) hours.
9.
Absence
due to sickness, injury or disability in excess of earned sick leave
may be charged against vacation time at the request of the employee
and upon the approval of the department head.
10.
Each
department head shall keep records of vacations and shall schedule
vacation time with particular regard to the seniority of the employees
in accord with the operating requirements of the department and the
needs of the City and, insofar as possible, in accordance with the
requests of the employees.
11.
Upon
termination/retirement of an employee, he/she shall receive payment
for all earned and accrued vacation not taken. For the purpose of
this Section, vacation leave shall be paid at the rate of one (1)
day for each calendar month for employees with less than ten (10)
years service. An employee with more than ten (10) years of service
shall be paid vacation time at the rate of one and one-half (1½)
times the current rate provided above. An employee with fifteen (15)
years of service shall be paid vacation at the rate of two (2) times
the amount provided above.
D.
Sick Leave. This leave is intended for use when an employee
is incapable of performing their duties due to personal illness.
1.
All
full-time regular employees of the City shall earn sick leave with
full pay at the rate of the number of hours in your assigned "normal
shift" for one (1) day of work for each calendar month of service
up to a maximum of eighty (80) hours per calendar year. Sick leave
shall accrue from the date of employment, but shall not be taken during
the first (1st) six (6) months of employment. Sick leave shall not
be granted before it has been earned.
2.
An employee
may be eligible for sick leave for the following reasons:
a.
Personal
illness or incapacity.
b.
Quarantine
of an employee by a physician.
c.
Illness
in the immediate family requiring the employee to remain at home.
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An employee who is unable to report to work because of the above
reasons shall report the reasons for his/her absence to his/her supervisor
within one (1) hour prior to the time he/she is expected to report
for work. An employee who is at work and must leave due to illness/doctor
appointment will have that time out charged as sick time. All absences
must be reported on an "absence form" and approved by the department
head within the pay period of the reported illness/doctor appointment.
Absence forms are obtained via the Northwoods Payroll Coordinator.
Sick leave with pay shall not be allowed unless the aforementioned
reports have been made. Sick leave in excess of two (2) working days
shall be allowed only after presentation of a written statement by
a physician certifying that the employee was under his/her care, the
condition which prevented him/her from appearing for work, and that
the employee is now able to return to work.
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3.
Unused
sick leave shall not be compensated for in any way at the time of
resignation or dismissal of any employee.
4.
Sick
leave shall be accumulated in the following manner: For each day of
sick leave earned but not used, the employee shall receive credit
for one (1) "sick leave day" (the number of hours pre-established
as one (1) workday/normal shift for each employee) until a total of
four hundred eighty (480) hours of sick leave has been accumulated.
Any earned, but unused sick leave, in a calendar year can be carried
over into the following year until the maximum number of sick leave
hours (four hundred eighty (480) total hours) is reached.
E.
Maternity Leave. Maternity leave without pay shall be granted.
However, prior to returning to work, the employee shall submit a physician's
statement certifying that the employee can return to work.
F.
Military Leave. Unless otherwise required by Federal or
State law, employees may receive a leave of absence without pay, not
to exceed two (2) calendar weeks annually, for participation in annual
training in the National Guard or Reserve Armed Forces. Requests for
such leave must be accompanied by a copy of official orders requiring
such training.
G.
Education Leave. The department head may authorize, with
the approval of the Mayor, special leaves of absence without pay for
any period not to exceed six (6) calendar months.
H.
Funeral Leave. The department head may authorize no more
than three (3) calendar days' leave as needed in the event of death
of a wife, husband, mother, father, brother, sister, children, stepchildren,
mother-in-law, son-in-law, daughter-in-law, father-in-law, grandparents,
stepfather, stepmother, brother-in-law, and sister-in-law. Such leave
shall not be deducted from either sick leave or vacation leave and
shall be at the discretion of the department head.
I.
Jury Duty. An employee may be granted leave with pay when
required to be absent from work for jury duty or as a trial witness.
Compensation for such leave shall be limited to the difference between
pay received for this service and normal City pay. If selected for
jury duty, the employee must sign over their juror's compensation
check to the City of Northwoods and, in return, the City will give
a compensation check to the employee for the jury duty.
J.
Disability Leave. A full-time employee who is temporarily
disabled in the line of duty shall receive pay equal to the difference
between the amount received from insurance benefits and his/her normal
salary amount for the period of his/her disability without charge
against his/her vacation or sick leave. Disability leave shall not
exceed sixty-five (65) working days for one (1) injury.
[Ord. No. 05-04 §1, 5-24-2005]
A.
Policy Statement. The Family and Medical Leave Act of 1993
(FMLA) allows eligible employees up to twelve (12) weeks of leave
from work in a twelve (12) month period to deal with personal and
family medical matters and for the birth or adoption of a child. The
twelve (12) month FMLA period shall be that twelve (12) month period
following the employee's anniversary date with the City. Unless otherwise
stated, if the employee has accrued paid leave available for use for
family or medical purposes, the paid leave shall be applied toward
the requested leave. Any remainder of the twelve (12) week entitlement
for which no applicable leave is available, if taken, shall be taken
as unpaid leave. Upon completion of any approved family or medical
leave, the employee will be reinstated to their employment position
or a fully equivalent position.
B.
Eligibility/Types Of Leave Covered.
1.
Employees
who meet the following criteria are eligible for family and medical
leave:
2.
In order
to qualify as approved family or medical leave under this policy,
the employee must be taking the leave for one (1) of the following
purposes:
a.
The
birth of an employee's child and to care for that child;
b.
The
placement of a child for adoption or foster care with the employee;
c.
To
care for the employee's spouse, child or parent with a serious health
condition; or
d.
For
a serious health condition of the employee that makes him unable to
perform the essential functions of his job.
3.
A "serious health condition" is defined as an illness, injury,
impairment or physical or mental condition that involves:
a.
Inpatient
care in a hospital, hospice or residential medical care facility;
or
b.
Absence
from work for more than three (3) consecutive working days that also
involves continuing treatment by a health care provider; or
c.
Treatment
by a health care provider for a chronic or long-term health condition
that, if not treated, would likely result in a period of absence from
work for more than three (3) calendar days and for prenatal care.
C.
General Responsibilities.
1.
Employee
responsibilities include the following:
a.
To
provide thirty (30) days' advance notice to their supervisor of the
need to take family/medical leave when it is foreseeable for the birth
or placement of a child for adoption or foster care or for planned
medical treatment. When unforeseen events occur that require family/medical
leave, employees must give notice as soon as practicable, within one
(1) or two (2) working days.
b.
To
provide, when required, a medical certification.
c.
To
report periodically to their supervisor during their leave to provide
information regarding their leave status, as required.
d.
To
report an estimated date of return to work when reasonably known.
e.
To
provide a medical report indicating that they are able to resume work
and when they intend to return to work.
2.
Supervisor
responsibilities include the following:
a.
To
notify the personnel office of eligible requests for family/medical
leave and to send the employees notification of the conditions regarding
the leave.
b.
To
monitor the status of leave granted to employees.
c.
To
reinstate eligible employees to their positions, or fully equivalent
positions, upon the conclusion of leave.
d.
To
maintain records of the requests for leave and the dates and time
of any leave taken under this policy and to forward copies of all
documentation received to the personnel office.
D.
Procedures.
1.
Conditions of leave — notice.
a.
An
employee must give thirty (30) days' notice to their supervisor of
the intent to use family leave or planned medical leave. If it is
not possible to give thirty (30) days' notice, the employee must give
as much notice as is practicable. This is to be accomplished through
the completion of a FMLA request form available from the personnel
office.
b.
Leave
taken for the birth of an employee's child or for care for that child
following birth or for the placement of a child for adoption or foster
care must be taken and fully completed within one (1) year from the
date of birth or placement.
c.
Spouses
who are both employed by the City are entitled only to a single total
of twelve (12) weeks of leave for the birth, adoption or foster care
of a child and that leave must be completed within one (1) year from
the date of birth or placement.
d.
Except
as otherwise provided herein, an employee's twelve (12) month FMLA
entitlement period shall be that twelve (12) month period which follows
said employee's original date of hire.
2.
Medical certification.
a.
An
employee will be required to provide medical certification to support
a family/medical leave for a serious health condition or to care for
a seriously ill child, spouse or parent. For the employee's own medical
leave, the certification must include a statement that the employee
is unable to perform the functions of their position. For leave to
care for a seriously ill child, spouse or parent, the certification
must include an estimate of the amount of time the employee is needed
to provide care. Periodic requests for certification updates may be
requested by the supervisor.
b.
If
there is any question concerning the validity of the certification,
then the City may, at its own expense, require an opinion from another
physician, and if there is then a conflict between the opinions, a
third (3rd) opinion, at the City's expense, may be required and would
be binding upon both the employee and the City.
3.
Intermittent leave. If medically necessary for a serious
health condition of the employee or his or her spouse, child or parent,
leave may be taken on an intermittent or reduced leave schedule, at
the choice of the employee. An employee may be reassigned to an equivalent
position to better accommodate recurring periods of absence or a part-time
schedule. For birth, adoption or foster care of a child, intermittent
leave or a reduced work schedule must be mutually agreed upon by the
employee and the department head.
4.
Pay considerations.
a.
When
leave is granted for the employee's own medical care, the twelve (12)
weeks FMLA entitlement shall be in addition to any vacation or sick
leave that may be used by the employee.
b.
If
leave is granted to an employee for a serious health condition of
a spouse, child or parent, then any personal holidays, accrued sick
and vacation benefits and compensatory time available to the employee
will be utilized and applied toward the twelve (12) week entitlement.
c.
For
the birth, adoption or foster care of a child, personal holidays,
accrued vacation benefits and compensatory time available to the employee
will be utilized and applied toward the twelve (12) week entitlement.
Accrued sick leave may not be so applied.
d.
When
available leave has been fully used, then the employee will be eligible
to take unpaid leave for the remainder of the twelve (12) week entitlement.
5.
Benefits.
a.
If
the employee is a participant in the City's health care program, the
City will continue to contribute its share toward health care benefits
while the employee is on unpaid leave under this policy. Employees
are advised to make arrangements with the personnel office to pay
for the employee's share of the health care benefits during an unpaid
leave. If the payment is more than thirty (30) days late, health care
coverage will be dropped.
b.
If
the employee chooses not to return to work for reasons other than
a continued serious health condition, the employee will be required
to reimburse the City the amount it paid for the employee's health
insurance premium during the unpaid leave period.
c.
Vacation
or sick leave benefits will not accrue during any unpaid leave.
[Ord. No. 09-11 §1, 9-22-09]
A.
For purposes
of this Section, the term "expenses" shall refer
only to expenses actually and necessarily incurred in the performance
of the official business of the City. The term "employee" shall include all persons employed by the City and all elected and
appointed officials.
B.
Any employee
incurring any expense as defined by this Section and seeking reimbursement
of same may submit to the City Clerk a voucher certified as being
true and correct. Said voucher shall be submitted in a form as required
by the City Clerk not more than thirty (30) days after the expense
is incurred. The City Clerk shall review such expense vouchers, shall
make such investigation as may be appropriate and shall reimburse
to the employee only those expenses properly incurred. Travel expense
for City purposes in personal vehicles shall be reimbursed at the
rates established by the Internal Revenue Service from time to time.
C.
Unless otherwise stated, the City Clerk is authorized by the Board of Aldermen to advance payment of projected expenses up to a maximum of forty dollars ($40.00) per day when the projected expenses to be incurred would pose a financial burden on the employee. If such an advance is authorized, the employee shall submit to the City Clerk a voucher within the parameters set forth in Subsection (B).
[CC 1987 §140.060; Ord. No. 80-8 §1, 3-11-1980]
A.
General. It shall be the duty of all City employees to comply
with the provisions of the City's personnel rules and regulations.
It is the duty of every supervisor to discuss improper or inadequate
performance with the employee.
B.
Grounds For Action. The following are examples of grounds
for demotion, suspension or removal of any employee:
1.
Conviction
of a felony or other crime involving moral turpitude.
2.
Act
of incompetency.
3.
Absence
without leave.
4.
Act
of insubordination.
5.
Failure
or refusal to carry out reasonable instructions.
6.
Misappropriation,
destruction, theft, or conversion of City property.
7.
Continued
refusal or neglect to pay just debts. Effort to pay debts must be
shown to clear employee of neglect charges.
8.
Disrespectful
behavior.
9.
Acts
of misconduct while on duty.
10.
Willful
disregard of an order.
11.
Habitual
tardiness and/or absenteeism.
12.
Falsification
of any information required by the City.
13.
Failure
to properly report accidents or personal injuries.
14.
Neglect
or carelessness resulting in damage to City property or equipment.
15.
Repeated
convictions during employment on misdemeanor and/or traffic charges.
16.
Possession
of or use of intoxicating liquors or controlled substance during normal
hours of duty or reporting for duty in an unfit condition as a result
of the use of the above.
C.
Employee Notice. A written notice shall be given to each
employee stating the reasons for the disciplinary action and the date
it is to take effect. The notice is to be given to the employee at
the time such action is taken and in any event not later than three
(3) working days from date of action. A copy of the notice signed
by the employee in the employee's file shall serve as prima facie
evidence of delivery.
D.
Permanent Employees. Permanent employees holding positions
of classified service may be suspended without pay, reduced in pay
or class, or removed for just and reasonable cause by the department
head. Permanent employees shall be dismissed only after having been
given a written notice.
E.
Right Of Review. All full-time employees are granted the
right of review. Within ten (10) days after effective date of disciplinary
action, the employee may file a written request for review with the
Mayor, who shall review the action of the department head relative
to any suspension, demotion or dismissal and uphold, reverse or alter
the department head's action. The Mayor shall respond within fourteen
(14) days of the filing of the request by the employee.
[CC 1987 §140.070; Ord. No. 80-8 §1, 3-11-1980]
A.
An employee
may present a grievance in writing to the department head, who shall
respond within ten (10) working days. The grievance may then be presented
to the Mayor for his/her consideration, and the Mayor shall respond
within fourteen (14) days. The Mayor may consult with the Board of
Aldermen for a final resolution of the problem.
B.
No employee
shall be disciplined or discriminated against in any way because of
his/her proper use of the grievance procedure.
[CC 1987 §140.080; Ord. No. 78-21 §§1 — 4, 12-12-1978]
Each full-time employee of the City of Northwoods shall be covered
by a group hospitalization and major medical insurance program. The
City shall pay the total costs for the employee's portion of such
insurance. The employees shall have the option to include their dependents
under the insurance program. If employees elect to include their dependents
in the insurance program, they shall pay fifty-five dollars ($55.00)
per month for such coverage, and the City shall pay the additional
costs. The Board of Aldermen, in case of economics and other circumstances,
may require the employees to pay more or less of the costs for dependents'
insurance.
[CC 1987 §140.090; Ord. No. 812 §§1 — 3, 6-10-1975]
A.
The City
of Northwoods desires to provide retirement benefits for its employees
as a portion of their compensations, and the Board of Aldermen does
hereby authorize and approve the entering into a plan of deferred
compensation with its employees. In order to accumulate the appropriate
funds to pay participating employees' benefits in accordance with
the deferred compensation plan, the Board of Aldermen does hereby
authorize and approve the purchase of retirement annuity contracts
as issued by Aetna Variable Annuity Life Insurance Company in such
amounts as may be appropriate to provide plan benefits.
B.
It is
the intention of the Board of Aldermen that the premiums paid by the
City of Northwoods for such annuity contracts will not currently be
considered as income paid to the employees concerned. Thus, the City
of Northwoods will own and have all rights under the said annuity
contracts, and such contracts will not be held in any way as collateral
security for the fulfilling of the general obligations of the City
of Northwoods, but shall be held as an asset for the benefit of participating
employees.
C.
The City
Administrator is hereby authorized to act on behalf of the City of
Northwoods in respect to these annuity contracts and to formulate
rules and procedures for the purchase and administration of same.
[CC 1987 §140.100; Ord. No. 722 §§1 — 3, 6-13-1972; Ord. No. 02-10 §§1 — 2, 4-23-2002]
A.
The City
of Northwoods is a political subdivision as defined in Sections 70.600
to 70.755, RSMo., 1969, as amended, and hereby elects to have covered
by the Missouri Local Government Employees Retirement System all its
eligible employees in the following classes:
1.
Present
and future general employees.
2.
Present
and future Policemen.
3.
No Firemen.
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The City of Northwoods hereby elects that one hundred percent
(100%) of prior employment be considered for prior service credit
in computing benefits and contributions to the system.
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The City Treasurer is hereby authorized and directed to deduct
from the wages and salaries of each employee member the member contributions
required by Section 70.705, RSMo., 1969, as amended, and to promptly
remit the deductions to the Retirement System, together with the employer
contribution required by Section 70.730, RSMo., 1969, as amended.
Employee and employer contributions are to be effective July 1, 1972.
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B.
Amendment.
1.
The
City of Northwoods, an employer under the Missouri Local Government
Employees' Retirement System, hereby elects to adopt a change in the
contributions from covered employees by changing to the requirement
of no contributions from covered employees in accordance with the
provisions of Sections 70.705 and 70.730, RSMo., 1994, as amended
by RSMo., 1998 Supplement.
2.
The
City Clerk shall certify this election to the Missouri Local Government
Employees' Retirement System immediately. Said election shall be effective
on the first (1st) day of May, 2002.
[CC 1987 §140.110; Ord. No. 86-32 §§1 — 5, 7-8-1986]
A.
No employee,
whether full or part-time, of the City of Northwoods, shall become
a partisan candidate for any elective office without first resigning
his/her position or obtaining a leave of absence without pay, prior
to making a formal announcement that he/she is seeking nomination
or election, beginning the solicitation of votes, or filing or otherwise
qualifying as a candidate for nomination or election, whichever is
earlier.
B.
Any leave
of absence requested by an employee hereunder may be granted by his/her
department head, and such leave of absence without pay shall extend
through the campaign period and until it has been officially declared
that the candidate has been nominated, or defeated for such political
or public office, at which time the employee may request restoration
to his/her position, if he/she was not successful in attaining nomination
or office, providing a vacancy exists.
C.
No Subsection
of this Section shall be construed to prohibit or prevent any employee
from becoming or continuing to be a member of a political club or
organization or from attendance at political meetings, from enjoying
entire expressing privately his/her opinions on all political questions,
or from seeking or accepting appointment or election to public office,
provided that no campaign for nomination or election shall be conducted
by an employee unless he/she shall first resign or enter a leave of
absence without pay as provided herein.
D.
The provisions
of this Section relating to political activity of employees shall
not be construed to prohibit an employee from becoming a candidate
for and holding public office subject to nonpartisan election or from
participation in such activities as membership on a charter revision
commission, delegate to a State constitutional convention, or as a
member of a local school board. A leave of absence or resignation
shall not be required for candidacy or selection in non-partisan elections
or appointments.
E.
Any employee
who has engaged in political activities forbidden by this Section
shall be immediately dismissed by his/her department head; however,
said dismissal shall be reviewable by the Mayor and/or the Board of
Aldermen as provided by other ordinances.
[Ord. No. 88-5 §§1 —
3, 4-26-1988]
A.
The City
Of Northwoods hereby establishes the Educational Benefit Program for
the benefit of its employees.
B.
The Personnel
Code of the City Of Northwoods is hereby amended to include the provisions
of the Educational Benefit Program, with the Employees Handbook of
the City of Northwoods to include said provisions of the Educational
Benefit Program.
C.
This
Section is to be of full force and effect from and after its passage,
with all benefits under the Educational Benefit Program to be paid
in accordance with the adopted terms of said program.
D.
Reimbursement For Educational Expenses. The City of Northwoods
has adopted a policy to reimburse full-time employees for certain
education expenses. The City encourages all full-time personnel to
better themselves through education, and the City's policy to encourage
education and training to its employees will benefit both the City
and the employees.
1.
Requirements.
a.
Full-time
personnel shall be eligible for educational expenses reimbursement
by the City.
b.
Only
subjects that are job-related are eligible for reimbursement. The
City Administrator/Chief of Police shall determine if a particular
course meets this requirement.
c.
Reimbursement
only applies to required courses taken by an employee seeking a degree,
with certain exceptions:
(1)
Public works and auto maintenance personnel shall be eligible for
reimbursement for certified courses in technical or trade school.
(2)
Other employees would be eligible for reimbursement if the courses
are non-required, but for the betterment of the employee in his/her
performance of his/her job for the City, in the sole discretion of
the City Administrator/Chief of Police.
d.
All
courses must be accredited courses of a junior college or college
level, with the exception of technical or trade school classes for
public works or auto maintenance personnel.
e.
Any
employee who receives educational reimbursement must provide two (2)
years of continuous employment, from the beginning date of the class
so approved, with the City of Northwoods. If the employee's employment
is terminated, the employee agrees that the City has the right to
reimbursement for all educational expense reimbursements that the
City has paid to the employee for the last two (2) years of the employee's
employment with the City of Northwoods, and that the City has the
right to withhold an amount equal to the reimbursements from the employee's
final paycheck from the City.
2.
Reimbursement.
a.
Reimbursement
shall be allowed for tuition only. All other costs are not reimbursable
by the City.
b.
The
maximum amount of tuition reimbursement that the City will pay is
two hundred dollars ($200.00) per semester, or the actual tuition
for the class, whichever is less.
c.
Employees
must have signed approval from the City Administrator/Chief of Police
for courses requesting reimbursement in advance of the starting date
of the class to qualify for reimbursement. For courses involving the
City Administrator/Chief of Police, approval must be from the Mayor,
with the same procedures that apply to all other personnel.
d.
Employees
must complete the class with a grade of C or better to receive reimbursement,
and the employee must submit evidence of the grade earned with his/her
request for reimbursement.
e.
Any
reimbursement shall apply to courses beginning with the fall semester,
1988, and actual reimbursement will be effective January 1, 1989.
[Ord. No. 11-14 §1, 9-27-2011]
The "Policy Regarding Recognition of Bargaining Representatives
and Meeting and Conferring With Employee Groups or Representatives"
is held on file in the City offices.
[CC 1987 §140.120; Ord. No. 80-8 §3, 3-11-1980]
Any person, firm, or corporation violating any of the provisions of this Chapter shall, upon conviction thereof, be subject to the penalty provided in Section 100.100 of this Code of the City of Northwoods.
