[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
Employees may, with the approval of their Department Head, have professional organization dues payment made by the City provided that the membership benefits the employee in completing assigned duties and responsibilities.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
Only permanent full-time employees shall be eligible to participate in the program.
b. 
The maximum amount of reimbursement for tuition during any single fiscal year of the City, i.e., from April 1 through March 31, shall not exceed $3,000 for undergraduate tuition reimbursement or $4,000 for graduate class attendance tuition.
c. 
The course of study must be job related and in the field of employment.
d. 
All courses must be approved in advance by the appropriate Department Head and the Chief Administrative Officer.
e. 
If letter grades are used by the educational institution, then a grade of "C" or better must be attained in order to qualify for reimbursement by the City. If a pass/fail or satisfactory/unsatisfactory system is used, "pass" or "satisfactory" will qualify for reimbursement.
f. 
The City will pay the employee up to $3,000 or $4,000 as applicable, for the cost of tuition reimbursement and required fees during any single fiscal year; however, the employee will be responsible for any cost not covered by the tuition or required fees, such as books and parking.
g. 
Notwithstanding the above provisions, tuition reimbursement is also available for academic courses which are not job related when such courses are taken at local community colleges approved by the Chief Administrative Officer or his or her designee.
h. 
Any City employee who has received any payment for tuition reimbursement shall be obligated to repay such amount on a pro rata schedule, pursuant to a separate signed Tuition Reimbursement Agreement if such employee voluntarily leaves the employment of the City for any reason whatsoever or such employee is terminated for misconduct with the employee's work at any time prior to completing 24 months of employment service from employee's receipt of any tuition reimbursement payment pursuant to this Policy.
i. 
As a transition for the increased amount of tuition reimbursement available pursuant to this revised Tuition Reimbursement Program Policy in 2018, the maximum amount of tuition reimbursement for the period of January 1, 2018 through March 31, 2019 shall be $2,750 for undergraduate class attendance and reimbursement and $3,500 for graduate class attendance and reimbursement. Effective April 1, 2019, the annual maximum amounts of $3,000 and $4,000 shall be in effect for the fiscal year of April 1, 2019 through March 31, 2020 and each fiscal year thereafter.
j. 
For avoidance of doubt, the maximum amount of $3,000 for undergraduate class tuition reimbursement and $4,000 for graduate class tuition reimbursement shall not be cumulative. No employee shall be entitled to tuition reimbursement in excess of $4,000 during any City fiscal year regardless of whether the employee attends both undergraduate and graduate classes during any fiscal year.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a. 
Employees required to wear uniform clothing, specifically those individuals readily visible to the general public, will be provided with such clothing allocations as deemed appropriate by the Department Head. If allocations are provided, the employee shall be required to wear the uniform clothing and to return the full allocation of garments upon separation from City service. The City shall replace uniform clothing damaged through natural wear on the job, but not due to negligence by the employee. The employee shall wear uniform clothing only in route to and from work and while on duty.
b. 
The City Council may establish clothing allowances where deemed appropriate in lieu of providing uniforms. In such instances, the employee shall be fully responsible for all maintenance and replacement of uniforms or clothing.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The City at its discretion may offer such benefits as health, dental, and vision insurance and share the cost of insurance premiums with employees. Premiums deducted from employee paychecks to pay for these benefits will be treated as pre-tax unless an employee specifically directs otherwise, in writing, to the Personnel Department.
[Ord. No. 10516, 9-20-2018; Ord. No. 10621, 9-5-2019; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The City provides a deferred compensation program, known as a Section 457(b) Plan, for City employees, including the matching of employee contributions, subject to any maximum matching amount established by the City. Any deferred compensation program shall be subject to the terms for such program in effect from time to time and may be modified or eliminated at the discretion of the City.