[HISTORY: Adopted by the Council of the City
of Coatesville 10-10-1989 by Ord. No. 845-89 as Ch. 42 of the 1989
Code. Amendments noted where applicable.]
The purpose of the City of Coatesville Personnel
Code is to establish a uniform system of personnel administration
by indicating the conditions of employment in the city service and
the construction of procedures to ensure protection of the city's
interests and the employees' rights.
Except as otherwise provided in contracts with
the Police Department or other recognized bargaining units of municipal
employees, all employees of the City of Coatesville shall be subject
to the application of the Personnel Code, except where the code conflicts
with any statute of the Commonwealth of Pennsylvania.
As used in this chapter, the following terms
shall have the meanings indicated:
The individual appointed by City Council to oversee each
respective department.
[Amended 1-24-2011 by Ord. No. 1345-2011]
The Superintendent of Public Works and the Assistant Superintendent
for streets, parks, utility maintenance, water plant and sewage plant,
respectively, and the administrative director in all other departments.
The rate of pay for employees of the City of
Coatesville shall be determined in the Wage and Salary Ordinance of
the city budget for the current year.
[Amended 1-24-2011 by Ord. No. 1345-2011]
The qualifications for all permanent positions
shall be established by the City Manager, with the exception that
the qualifications of the City Manager and Division or Department
Heads shall be approved by City Council.
[1]
Editor's Note: Former § 35-6, Transfer of employees,
was repealed 1-24-2011 by Ord. No. 1345-2011.
A.
When appropriate and in the interest of the city government,
compensation and other conditions of employment for part-time and
temporary employees may be set by the department supervisor and the
administrative director, subject to approval by City Council.
B.
Except as may be otherwise specifically provided,
temporary and part-time hourly employees shall not be entitled to
such benefits as annual leave, sympathy leave, sick leave, health
benefits, life insurance, longevity, personal days or such other benefits
which may be provided to other employees.
In addition to voluntary retirement, an employee
may be separated from the service of the City of Coatesville by any
one of the methods described below:
A.
Resignation. To resign in good standing, an employee
must give his or her department supervisor or department head at least
14 calendar days' prior notice.
B.
Quitting. An employee who fails to report to work
for three consecutive workdays without authorized leave shall be separated
from the payroll and reported as quit.
C.
Layoffs.
(1)
Any involuntary separation not involving delinquency,
misconduct or inefficiency shall be considered a layoff.
(2)
When it becomes necessary to reduce the working force
in a department or division thereof because of lack of funds or other
cause, employees shall be laid off. Prior to a reduction in force,
the names and job titles of any and all permanent employees scheduled
for layoff shall be submitted to the City Council for approval, and
not until the City Council has approved and confirmed the names submitted
for layoff shall any layoff be consummated.
(3)
When an employee is unable to continue his or her
work because of a physical or mental disability and has exhausted
his or her accumulated leave, he or she shall be separated by means
of a layoff or given a leave of absence without pay. Disability shall
be determined by a physician authorized by the administrative director.
D.
Dismissals. Dismissals are discharges or separation
made for delinquency, misconduct, inefficiency or inability to perform
the work of the position satisfactorily. All dismissals shall be made
in accordance with the City Charter and applicable state law. The
City Manager shall publish to all City employees a personnel manual,
which is approved by Council, which shall contain procedures governing
the separation from service due to dismissal.
[Amended 1-24-2011 by Ord. No. 1345-2011]
Except as otherwise provided for by statutes,
the following provisions shall govern disciplinary actions affecting
employees in the city service:
B.
Suspensions. A division or department head may, for
disciplinary purposes, suspend without pay an employee in his or her
department for such length of time as he or she considers appropriate.
In cases involving an employee subject to the City's civil service
regulations or an applicable collective bargaining unit, a written
statement specifically setting forth reasons for such suspension shall
be furnished to the affected employee by his or her division or department
head and a copy filed with the Administrative Director. Except for
cases involving a division or department head, the City Manager may
approve a suspension of an employee for a longer period, pending the
investigation or criminal trial of any charges against him or her.
In cases involving a division or department head, the City Manager
may suspend the division or department head with the approval of City
Council.
[Amended 1-24-2011 by Ord. No. 1345-2011]
C.
Reasons for disciplinary actions. Listed below are
some of the reasons which might be causes of disciplinary action,
but disciplinary action is not limited to the offenses listed:
(1)
Being convicted of a crime.
(2)
Insubordination (disobedience).
(3)
Too much lost time.
(4)
Being absent without leave.
(5)
Excessive tardiness.
(6)
Inefficiency.
(7)
Abuse of city property.
(8)
Giving false statements to supervisors or the public.
(9)
Use of alcoholic beverages on city property, including
vehicles, or during duty.
(10)
Violation of city ordinances, administrative regulations
or departmental rules.
(11)
Any disgraceful conduct which reflects unfavorably
on the city as an employer.
(12)
Membership in any organization which advocates the
overthrow of the government of the United States by force or violence.
(13)
Discovery of a false statement in an application which
had not been detected previously.
[Added 1-24-2011 by Ord. No. 1345-2011[1]]
The City Manager shall publish to all City employees a personnel
manual, which shall be approved by Council, which describes the hours
of work, sick and vacation leave, holidays, overtime, compensatory
time off and/or compensation for same and other benefits provided
by the City to its employees. Terms of collective bargaining agreements
that are inconsistent with the personnel manual shall apply to the
subject bargaining unit members.
[Amended 11-28-1994 by Ord. No. 981-94]
B.
Normal retirement date. The normal retirement date
will be the first day of the month on or following the employee's
65th birthday.
C.
Early retirement. An employee may retire up to 10
years before his or her normal retirement date if he or she has completed
10 years of service.
D.
Late retirement. With the approval of the City Manager,
an employee may continue to work after his or her normal retirement
date. In such cases, retirement income will begin on the first day
of the month following his or her or her retirement.
E.
Termination of employment. If an employee terminates
employment with the city before his or her normal retirement date
and has completed five years of service with the city, he or she will
be eligible for a retirement income. This retirement income, referred
to as "vested benefit," will begin on his or her normal retirement
date.
