[Ord. No. 98-43 §§1 — 2, 11-3-1998; Ord. No. 02-10 §§1 — 2, 7-23-2002]
A. 
It is the intent of the City of Albany to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and the City of Albany.
B. 
Each employee is designated as either non-exempt or exempt from Federal and State wage and hour laws. Non-exempt employees are entitled to overtime pay under the specific provisions of Federal and State laws. Exempt employees are excluded from specific provisions of Federal and State wage and hour laws. An employee's exempt or non-exempt classification may be changed only upon written notification by City of Albany management.
C. 
In addition to the above categories, each employee will belong to one (1) other employment category:
1. 
"Regular full-time employees" are those who are not in a temporary or introductory status and who are regularly scheduled to work the City of Albany's full-time schedule. Generally, they are eligible for the City of Albany's benefit package, subject to the terms, conditions and limitations of each benefit program.
2. 
"Part-time employees" are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work less than thirty-two (32) hours per week. While they do receive all legally mandated benefits (such as Social Security and Workers' Compensation insurance), they are ineligible for all of City of Albany's other benefit programs.
3. 
"Introductory employees" are those whose performance is being evaluated to determine whether further employment in a specific position or with the City of Albany is appropriate. Employees who satisfactorily complete the introductory period will be notified of their new employment classification.
4. 
"Temporary employees" are those who are hired as interim replacements to temporarily supplement the work force or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as Workers' Compensation insurance and Social Security), they are ineligible for all of the City of Albany's other benefit programs.
[Ord. No. 98-43 §§1 — 2, 11-3-1998; Ord. No. 02-10 §§1 — 2, 7-23-2002]
A. 
The City of Albany maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases and other employment records.
B. 
Personnel files are the property of the City of Albany and access to the information they contain is restricted. Generally, only the Mayor, Board of Aldermen and management personnel of the City of Albany who have a legitimate reason to review information in a file are allowed to do so.
C. 
Employees who wish to review their own file should contact the City Clerk. With reasonable advance notice, employees may review their own personnel files in the City of Albany's offices and in the presence of an individual appointed by the City of Albany to maintain the files.
[Ord. No. 98-43 §§1 — 2, 11-3-1998; Ord. No. 02-10 §§1 — 2, 7-23-2002]
A. 
To ensure that individuals who join the City of Albany are well qualified and have a strong potential to be productive and successful, it is the policy of City of Albany to check the employment references of all applicants.
B. 
The City Administrator will respond to all reference check inquiries from other employers. Responses to such inquiries will confirm only dates of employment, wage rates and position(s) held. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry.
[Ord. No. 98-43 §§1 — 2, 11-3-1998; Ord. No. 02-10 §§1 — 2, 7-23-2002]
It is the responsibility of each employee to promptly notify the City of Albany of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments and other such status reports should be accurate and current at all times. If any personnel data has changed, notify the City Clerk.
[Ord. No. 98-43 §§1 — 2, 11-3-1998; Ord. No. 02-10 §§1 — 2, 7-23-2002]
A. 
The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The City of Albany uses this period to evaluate employee capabilities, work habits and overall performance. Either the employee or City of Albany may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice.
B. 
All new and rehired employees work on an introductory basis for the first six (6) months after their date of hire. Employees who are promoted or transferred within City of Albany must complete a secondary introductory period of the same length with each reassignment to a new position. Any significant absence will automatically extend an introductory period by the length of the absence. If the City of Albany determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee's performance, the introductory period may be extended for a specified period.
C. 
In cases of promotions or transfers within the City of Albany, an employee who, in the sole judgment of management, is not successful in the new position can be removed from that position at any time during the secondary introductory period. If this occurs, the employee may be allowed to return to his/her former job or to a comparable job for which the employee is qualified, depending on the availability of such positions and City of Albany's needs.
D. 
Upon satisfactory completion of the initial introductory period, employees enter the "regular" employment classification.
E. 
During the initial introductory period, new employees are eligible for those benefits that are required by law, such as Workers' Compensation insurance and Social Security. They may also be eligible for other City of Albany-provided benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements.
F. 
Employment status is not changed during the secondary introductory period that results from a promotion or transfer within City of Albany.
[Ord. No. 98-43 §§1 — 2, 11-3-1998; Ord. No. 02-10 §§1 — 2, 7-23-2002]
The City of Albany relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
[Ord. No. 02-10 §§1 — 2, 7-23-2002]
A. 
Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss positive, purposeful approaches for meeting goals.
B. 
The performance of all employees is generally evaluated according to an ongoing twelve (12) month cycle, beginning at the calendar year end.
C. 
Merit-based pay adjustments are awarded by City of Albany in an effort to recognize truly superior employee performance. The decision to award such an adjustment is dependent upon numerous factors, including the information documented by this formal performance evaluation process.