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HomeMy WebLinkAbout1971-04-21 - Minutes - Archive• MINUTES OF REGULAR MEETING OF THE HOUSING AUTHORITY OF THE CITY OF FAYETTEVILLE, ARKANSAS The Housing Authority of the City of Fayetteville, Arkansas met in regular session at 10:00 o'clock A. M., on Wednesday, April 21, 1971, in the office of the Housing Authority, 226 North Block Street, Fayetteville, Arkansas. On roll call the following members were present: Messrs: Shelton, Gould, Baxter and Douglass Absent: Whillock Also present: Hugh Kincaid, David Faught and Ora Belle Rollow There being a quorum present, the following business was trans- acted: The minutes of the Special Meeting of March 19, 1971, were approved by motion of Mr. Douglass, seconded by Mr. Gould and carried unanimously. The financial report for the month of March, was approved by • motion of Mr. Gould, seconded by Mr. Douglass and carried unanimously. The following Resolution was submitted: 1t;t (o O fi A RESOLUTION AUTHORIZING THE EXECUTIVE DIRECTOR, ASSISTANT DIRECTOR AND BOARD MEMBERS TO ATTEND THE MEETING OF THE ARKANSAS COUNCIL OF HOUSING AUTHORITIES IN HOT SPRINGS, ARKANSAS. NOW, THEREFORE, BE IT RESOLVED that it would be to the advantage of the Housing Authority and Staff Members to attend the Workshop conducted by the Arkansas Council of Housing Authorities, in Hot Springs, Arkansas on May 6 and 7, 1971. After discussion the Resolution was adopted by motion of Mr. Douglass, seconded by Mr. Baxter and the vote recorded: AYES: Douglass, Baxter, Gould and Shelton. NAYES: None The Vice -Chairman presented Resolution #608(copy attached): RESOLUTION ADOPTING A PERSONNEL POLICY AND A SCHEDULE OF SALARIES FOR EMPLOYEES OF THE FAYETTEVILLE HOUSING • AUTHORITY. After discussion, Resolution #60 was adopted by motion of Mr. Douglass, seconded by Mr. Baxter and the vote recorded: AYES: Douglass, Baxter, Gould and Shelton NAYES: None A list of persons who reside in or have businesses in the Urban Renewal Project area was considered for appointment to the "Project Area Committee." Mr. Douglass moved that final selection of these members be deferred until the next regular meeting of the Board of Commissioners, seconded by Mr. Gould and the vote recorded: AYES: Douglass, Baxter, Gould and Shelton NAYES: None The Vice -Chairman thereupon declared the motion carried. There being no further business the meeting adjourned. ATTEST: SECRETARY APPROVED: 00 -2 I 0 RESOLUTION NO. 60 RESOLUTION ADOPTING A PERSONNEL POLICY AND A SCHEDULE OF SALARIES FOR EMPLOYEES OF THE FAYETTEVILLE HOUSING AUTHORITY WHEREAS, it is required by the Department of Housing and Urban — Development that a personnel policy and schedule of salaries and wages be established for Housing Authority employees, and WHEREAS, the Housing Authority of the City of Fayetteville, Arkansas has established such a policy which meets the criteria of the Department of Housing and Urban Development. NOW, THEREFORE, BE IT RESOLVED BY THE COMMISSIONERS OF THE — HOUSING AUTHORITY OF THE CITY OF FAYETTEVILLE: Section 1. That the attached Personnel Policy of the Housing Authority of the City of Fayetteville, Arkansas is hereby approved and adopted. • Section 11. This Resolution shall become effective immediately. PASSED and APPROVED this 21 day of April 1971. 1 1 , 446-0 VICE , HAI M ATTEST: 0 SECRETARY • • • PERSONNEL POLICY HOUSING AUTHORITY OF THE CITY OF FAYETTEVILLE, ARKANSAS 1, BASIC PRINCIPLES A. Merit System. The employment of personnel and all actions affecting employees shall be based solely on merit, ability, and justice. B. Nondiscrimination. There shall be no discrimination against employees or applicants for employment on account of race, creed, color, national origin, sex, or any political or union affiliation. C. Politics. All members, officers, and employees of the Local Authority shall be subject to the provisions of the Hatch Act. Public Law 252, 76th Congress. D. Nepotism. The employment of more than one member of the same immediate family shall be avoided insofar as possible. 2. TYPES OF APPOINTMENTS A. Permanent Appointments. Permanent appointments shall be generally to regularily established positions subject to a probationary period of six (6) months. B. Tem orar A ointments. Temporary appointments generally not to exceed six months, may be made to positions established to perform special or temporary tasks. These appointees do not accumulate vacation or sick leave. C. Each appointee shall receive a written statement of appointment showing his salary, job description, and other pertinant information as well as a copy of the personnel policy. 3. COMPENSATION A. For maintenance and other employees whose salaries are fixed pursuant to the Contract, appropriate compensation rates shall be paid on the basis of prevailing rates in the locality, as determined by the Housing and Urban Development Administration. B. For all other employees appropriate compensation rates shall be de- termined on the basis of prevailing pertinent local public practice. Public practice as referred to here shall consist primarily of the re- lated regulations of the municipal government. • 4. AUTHORITY TO EFFECT PERSONNEL ACTIONS A. Authority to appoint, promote, transfer, demote and separate per- sonnel shall be vested in the Executive Director, except that personnel action relating to key employees shall be reserved for Board Action. 5• SEPARATIONS A. Resignations. shall submit a An written employee resignation who desires to terminate his at least two weeks employment in advance, setting forth his reasons for resigning. B. Dismissals. An employee who gives unsatisfactory service or who is guilty of violation of regulations shall be subject to dismissal. In such cases, the employee, if he desires, shall be given a hearing before the Board of Commissioners. C. Reduction in Force. (1) If it is necessary to reduce personnel, the selection of employees to be retained shall be based primarily on their relative efficiency and the necessity of the job entailed. Other things being equal, length of service shall be given consideration. • (2) At least two weeks' notice prior to dismissal shall be given an employee except for persons employed for a specific period. 6. WORKING HOURS A. Regular Work Week. The regular work week shall consist of forty hours. B. Overtime. Overtime shall be avoided as far as possible, but may be required in the interest of efficient operation. In which case, the employee shall be granted compensatory time off within 60 days. Supervisory personnel shall not be granted compensatory leave for overtime work. 7. ABSENCE FROM WORK The following regulations, consistent with pertinent local public practice, are established: A. The following holidays with pay shall be observed: New Year's Day George Washington's • Decoration Day Independence Day Labor Day Birthday Armistic Day Thanksgiving Day Christmas Day -2- • Other Holidays may be designated by the Board of Commissioners provided that such holidays have also been designated by the City. When one of the Holidays falls on Sunday, the following Monday shall be observed as a holiday. When one of the Holidays falls on Saturday, the preceding Friday shall be observed. B. Vacation Leave. Regular full-time employees shall accrue vacation leave at the rate of 5/6 day per month. Vacation leave may be accumu- lated to a maximum of 80 hours in addition to that earned in that current calendar year. Any leave over and above the 80 hours allowed as a balance as of December 31 each year may not be carried over. C. Sick Leave. Regular full-time employees shall accrue sick leave at The rate of 5/6 day per month. Any such leave accumulated which is not used in any year may be carried over as accumulated leave for the succeeding years up to a maximum of 48 working days (384 hours). D. Leave Without Pay. (1) Absence without proper authorization or approval shall be considered leave without pay and may be considered sufficient cause for sus- pension or dismissal of the employee at the discretion of the Local Authority. • (2) Leave without pay may, where necessary, be granted, not to exceed two months in any one calendar year. E. Cash payments in Lieu of Unused Leave. No cash payments to employees shall be made in lieu of unused vacation or sick leave, except when an employee is permanently separated from employment, cash payment of unused vacation leave (but not unused sick leave) may be made, up to a limit of the maximum allowance above, but no such payment shall be made to any employee dismissed for cause. 8. HEALTH AND SAFETY A. Employees shall be provided safe, sanitary, and healthful working conditions. B. Employees shall be covered by Workmen's Compensation Insurance. 9• EMERGENCY LEAVE A. Upon prior approval of the Executive Director and/or Board, emergency leave with pay up to a maximum of three calendar days shall be granted full-time employees in case of death or the imminence of death in the immediate family only. • -3- o 10. SERVICE RECORDS A. A service record shall be maintained for every employee and shall contain complete information pertinent to his employ- ment, including dates of employment and pay changes, etc. 11. TRAVEL A. Employees or Commissioners of the Local Authority may perform official travel upon authorization of the Board, or as authoriz- ed by the Chairman and Executive Director. Each trip to a desti- nation outside the jurisdiction of the Local Authority (except to HUD AREA Offices with jurisdiction and to nearby communities to carry out normal operating functions) shall be authorized by the Board approving the trip as essential to the conduct of the Housing Authority. B. Transportation costs for employees or Commissioners authorized to travel on official business of the Local Authority shall be paid by the Local Authority. First-class surface common carrier accommodations, and less -than -first-class air accommodations shall be the standard means of transportation. The difference between first-class air accommodations and less -than -first-class air accommodations is unallowable except when less -than -first- class air accommodations are not available. Cost of registration fees, taxi fares, telephone calls, telegrams, secretarial services, and similar items necessarily incident to the performance of of- ficial business, shall be considered reimbursable items. C. In addition to reimbursable costs as outlined above, an allowance for subsistence in lieu of actual expenses may be paid at a rate not to exceed $25.00 per day for employees and/or commissioners of the Local Authority, and Consultants who receive no compensa- tion. In computing the subsistence allowance for travel in excess of 24 hours, the allowance paid for the day of departure and for the day of return shall be computed at the rate of one-fourth the established daily amount for each of the periods listed below, or a fraction thereof: 12:00 Midnight..............6:00 A. M. 6:00 A. M .................12:00 Noon 12:00 Noon...................6:00 P. M. 6:00 P. M .................12:00 Midnight Where time of departure and return is such that no expense for overnight lodging is incurred, the actual cost for meals and/or other incidental expenses will be paid in lieu of per diem. 0 -4- 0 D. All authorized monthly local travel of the Executive Director and any other staff employee of the Local Authority who use their private automobile in the conduct of authority business shall be reimbursed at the rate of $35.00 per month. The Commissioners of the Local Authority shall designate those' employees authorized to use their private automobiles in the conduct of authority business. 12. RETIREMENT PLAN A. All employees shall participate in the Old Age and Survivors Insurance program and any other retirement system adopted by the Agency and as approved by the Department of Housing and A Urban Development. 13• ADMINISTRATION A. The Executive Director shall have the primary responsibility of enforcement of the provisions and purpose of this personnel policy, and shall review this policy periodically with a view toward increasing the efficiency of the Authority and promoting the general well being of the employees. • 14. AMENDMENT • A. Amendment of the above provisions shall be by action of the Board of Commissioners of the Housing Authority of the City of Fayetteville. 15, BONUSES AND PRESENTS A. Project costs shall not include the cost of any bonus payments or Christmas or other presents to employees, in cash or any other form. 16. ENTERTAINMENT EXPENSES A. Project cost shall not include expenses incurred for the provision of entertainment and incidental food and beverages. -5- ADMINISTRATIVE SALARY SCHEDULE FOR EXISTING AND PROPOSED AUTHORITY EMPLOYEES SALARY COMPARABLE POSITION RANGE POSITION SALARY Executive Supt. of Director 12,000 - 16,000 Schools 18,000, Asst. Exec. Asst. Supt. Director 102000 - 13,000 Personnel 13,750 Relocation P. E. Officer 7,000 - 8,500 Coordinator 10,200 Administrative Supt. Assistant 3,900 - 5,600 Secretary 5,600. Operation -Maintenance Secretary 3,900 - 4,100 Secretary 4,410 Personnel Clerk - Steno. 3,900 - 4,100. Secretary 41100 U