Loading...
HomeMy WebLinkAbout90-74 RESOLUTION• RESOLUTION NO. 90 ".A RESOLUTION AMENDING THE PERSONNEL POLICY OF THE CITY OF FAYETTEVILLE, ARKANSAS. • WHEREAS „i,n order to comply with the Federal Fair Labor Standards Act and to make other desirable changes in the City's personnel policy it is necessary to amend said policy. NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF DIRECTORS OF THE CITY OF FAYETTEVILLE, ARKANSAS: That the personnel policy of the City of Fayetteville, Arkansas, be,and the same is hereby, amended as specified in Appendum A attached hereto and made a part hereof. PASSED AND APPROVED THIS Nth DAY OF pilkemythij 74 . 19 .ATTEST:(J. ,,a CITY„G'LERK th r }t • APPROVED: -f 1'e v • 6-314 MAYOR • • • • APPENDUM A AMENDMENTS TO THE CITY'S PERSONNEL POLICY • Personnel Policy of the City of Fayetteville is hereby amended to provide for the following additions and changes: 1). Work period for uniformed, non-exempt personnel of the Fire Department --The work period for uniform non-exempt employees of the City of Fayetteville Fire Department shall be a period of time consisting of twenty-one (21) consecutive days -beginning at 8 o'clock A.M. on Sunday, December 29, 1974, and recurring each 21 days thereafter until modified or changed as=required by the Fair Labor Standards Act as amended. The work cycle for each non-exempt employee of the Fire Department shall be 24 hours on duty followed by 48 hours off duty. Overtime Pay: Non exempt personnel of the Fire Department shall be paid at the rate of 1 1/2 times the regular hourly rate of pay for all hours worked in excess of 181 hours within any twenty- one (21) day work period. 2). Work period for uniformed, non-exempt personnel of the Police Department --The Work period for unifo±med, non-exempt employees of the City of Fayetteville Police Department shall be a period of time consisting of seven (7) consecutive days. Overtime Pay: Non-exempt personnel of the Police Department shall be paid at a rate of 1 1/2 times the regular hourly rate of pay for all hours worked in excess of 40 hours within any work week. 3). Joint employment relationships for uniformed, non- exempt personnel --When an off-duty police officer or fire fighter is permitted to wear his official attire (uniform, badge, gun, etc.) while employed by a second employer (e.g.; at a sports event directing traffic, at stores or shopping centers, or in the case of a fire fighter who is employed by a second employer to be present at a theatrical performance, etc.) it is considered a joint employment relationship and all hours worked for the second employer must be paid for by the second employer directly to the employee at an hourly rate of pay not less than 1 1/2 times the employee's regular rate of pay. A copy of the check paid to the employee and a statement from the second employer as to the number of hours worked shall be filed with the Personnel Officer of the City of Fayetteville for placement in the employee's personnel record. • -2- 4). Shift trading for uniformed, non-exempt police and fire personnel --Shift trading time will be permitted under the following terms and conditions: a) It shall be strictly voluntary; b) It shall be at the employee's request; c) It is not because of the employee's business operations but because of the employee's desire or need to attend to personal matters; d) Records are maintained.. by the employee's department head of all time traded by his employees; and e) The period during which time is traded and s paid back does not extend beyond the calendar year. 5). Work week for all city employees except uniformed, sworn personnel of the .''`' Fire Department') and other • exempt personnel --The work"week for all City cmployees except as provided herein shall be a period of time consisting of seven (7) consecutive days. All hours worked in excess of 40 hours in any work week shall be paid at 1 1/2 times the employee's regular hourly rate of pay. Compensatory time off shall not be allowed as a means of compensating employees for work in excess of 40 hours in any work week. Overtime work for all City employees shall be as scheduled by the Department Head and shall be distributed as equitably as possible among the employees. Compensation for overtime shall be on an actual time worked basis. 6). Notwithstanding the provisions`,.herein regarding work week, work period and overtime, the City Manager shall have the authority to limit -the number of hours worked by any part-time or full-time employee. 7). Vacation --The following is hereby added to the present personnel policy under vacation: Accumulated vacation leave may be taken as sick leave with pay. Vacation leave when used as sick leave may be taken in increments of not less than one(1) day:. 8). Sick leave --All full-time permanent employees of the City (except uniformed police and fire department employees) are eligible for sick leave with pay which shall accumulate at the rate of one (1) working day of leave for each full -Calendar' month:of •--theemployee's-, service -3 - with the City. Uniformed police and fire department personnel are eligible for sidle?leave with pay which shall accumulate at the rate of twenty (20) working days per year beginning one year after date of employment. All full-time employees of the City may accumulate sufficient sick leave time so the pay will be continuous during an extended illness or incapacitation of up to 179 calendar days. The following shall be added as Item K undersick leave: Absence from work that is chargeable to sick leave shall be chargedas follows: One day of sick leave shall be deducted from the employee's accumulated sick leave for each day or work period for which the employee was scheduled to work. Provided, however, that no sick leave shall be deducted whenever an employee is absent from work on a legal holiday, whether or not the employee was scheduled to work on the holiday. Add: Maternity leave may be taken as sick leave with pay. After all accumulated sick leave has been used, maternity leave without pay will be granted. The City cannot guarantee that the :ob will be open for re-employment, but first consideration will be given for re-employment with the City for individuals after 'taking maternity leave. 9);. Insurance --Add: All full-time City employees are eligible to participate in the group health insurance plan. 10). Appointments --The following changes are hereby added: No person shall be appointed to a position of employment in the pay of the City, either full or part-time who is related either by blood or marriage to the second degree of consanguinity or affinity to an individual in the employment of the City within the same department. 11). The policy regarding reimbursement for use of private Vehicles on City business including travel within the City of Fayetteville on the job and approved travel to conventions, meetings, etc., outside the City shall be on the basis of $.12 per mile reimbursed. Any part or parts of the present City personnel policy in conflict with the amendments herein expressed are hereby declared to be null and void and the amendments contained herewith shall be effective from and after adoption by the City Board of Directors.