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HomeMy WebLinkAbout34-84 RESOLUTIONRESOLUTION NO. 34 84 RESOLUTION APPROVING A ERSotvtvm1 POLICY AND AFFIRM- ATIVE ACTION PLAN FOR THE CITY OF FAYETTEVILLE, ARKANSAS. BE IT RESOLVED BY THE BOARD OF DIRECTORS OF THE CITY OF FAYETTEVILLE, ARKANSAS: That the Board of Directors hereby approves the personnel policy and affirmative action plan attached hereto, marked Exhibits "A" and "B", respectively, and made a part hereof. PASSED AND APPROVED this 6th day of March, 1984. APPROVED: By: (J de -6 6 Mayor flai9 • • • CITY OF FAYETTEVILLE,_ARKANSAS Personnel Policy Welcome It is a pleasure to welcome you as an employee of the City of Fayetteville. Your employment with the City will help it perform the numerous tasks involved in municipal services. As a City employee, you will be able to increase your earnings over the years and you will be eligible for advacements, if you are willing to accept new responsibilities. The personnel policies have been designed to inform you about our current operating policies and practices. Such subjects as fringe benefits, personnel policies established by the Board of Directors and general information concerning what is expected of you are discussed. Your Department Head will be happy to answer any questions you may have, so do not hesitate to ask. - Since your job is important, you should remember these points: 1. That you are a public servant and your job is to serve the citizens in the best way possible. 2.. Be proud of your work and your association with the City. Your job is important because -it helps the City provide the services for which the citizens pay taxes. 3. Fayetteville is a progressive and leading city in Northwest Arkansas. Your dedication and hard work on the job are essential to keep it this way. It is hoped that your work will be challenging and rewarding to you_and that your stay will be a long and happy one. Sincerely, City Manager Your City Improving the services for the citizens of Fayetteville has been the continuing goal for the employees of our City. The early- settlers of Fayetteville would be very surprised at the tremendous growth the City has achieved. Around 1819, Frank Pierce a hunter and trapper, was probably the first white man to come within two miles of where Fayetteville now stands. By 1828-1829, a number of families began to locate near Fayetteville. • • The City grew rapidly and by August 27, 1829, the second courthouse in the county was located here. Six years later, the oldest Masonic Lodge in Arkansas was organized in our City. Arkansas had cause to celebrate in 1836, for that was the year it became a state. Fayetteville also celebrated because Archibald Yell of Fayetteville was elected the first congressman and four years later, was elected the second governor of Arkansas. In 1839, a new addition was made to the City. Miss Sophia Sawyer, a missionary teacher with the Cherokees, had to flee from the Indian territory because of violence there. She subsequently opened the Fayetteville Female Seminary, the state's best known school for girls from 1829 and 1861. Fayetteville again was the leading City in the county as shown when the Witness, the first newspaper in the county, was established by C. F. Town in 1840. However, the best known early newspapers were the the Southwest Independent founded in 1854 and the Arkansian in 1859. Reverend Robert Graham, in 1850, helped Fayetteville grow when he built Arkansas College here. The college was chartered by the state in 1852 and granted the first college degree ever conferred in our state. An interesting note is that College Avenue is named for this school which stood where the Christian Church now stands. Fayetteville was the scene of a Civil War battle. The Confederate troops attacked Union soldiers who were established in the City, but they failed to drive the Union soldiers out. This battle took place at the corner of College Avenue and Dickson Street. The Arkansas Industrial University was located in Fayetteville in 1871—now known as the University of Arkansas. From 1871 to the present, the City of Fayetteville has made great progress, just as it did prior to 1871. The City employees who were our predecessors did a good job and now it is up to us to serve the University, new industries and an ever expanding population. We have a big job ahead of us. The City of Fayetteville and all its employees therefore welcome you into the ranks of our employment and wish you the best of luck while working for our ambitious and progressive City. 4.1 The following rules and regulations are adopted by the City Board of Directors for all employees • of the City of Fayetteville. • • Appointments Appointment to a position with the City of Fayetteville shall be made soley on the basis of merit and fitness for the particular position. Applications for employment with the City off Fayetteville are accepted only through the local Employment Security Division. App who are residents of the City of Fayetteville will be given preference veronon-re pinyment , all other qualifications being equal. No person shall be appointed posit in the pay of the City, either full-time 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 in the same department. (The Pollution Control Division of the Water and Sewer Department shall be considered as a separate department from the Water rnnSewer o a epartmt hent for purposes of interpreting this provision.) No person shall be appointed employment in the pay of the City either full-time or part-time, who is a member of the immediate family of the Board of Directors or the City Manager. All appointments shall be made by the City Manager upon recommendation of Department Heads, a , unll ess otherwise th r ise provided by state law. Whenever necessary, the City may of the applicant by a physician suitable to the • City at the expense of the City. Judgement will rest with the doctor as to fitness of the applicant for the position. Promotions Promotions in the service of the City shall be based upon merit, fitness and performance rating system. A promotion testing system will also be utilized wherever practical. Promotions will be made by the City Manager upon recommendation of the Department Heads, unless otherwise provided by state law. Promotions may be made from within the department or from one department to another. Disciplinary Action Reprimand, suspension, demotion, removal or other disciplinary action shall be taken by the City Manager upon recommendation of the Department Head. All employees shall have an opportunity to appeal disciplinary action as provided in the Grievance Procedure established under these rules and regulations. shall mirepresentation Or oflssion Of facts called for in the appliction the application orseparation from City service. for employment form Probationary Period The probationary period, or work test period, for all new except Fire emand dsPo ice, shall be six (6) months. (Fire and Police probationary period shall be tThis period is established in order to determine if an employee is able to perform the position's duties satisfactorily and if the employee's habits and dependability merit continuance in the service. A new employee may be terminated prior to the six month period if it is obvious to the Department Head that the person cannot function effectively in that position. The Department Head has the authority to make this decision. • • • • Attendance, Work Period, Work Week, Overtime,.Shift Trading and Joint Employment Work period for uniformed, classified personnel of the Fire Department --The work period for uniformed, classified employees of the Fire Department shall be a period of time consisting of twenty-one (21) consecutive days beginning at 8:00 a.m. on Sunday, December 29, 1979, and recurring each 21 days thereafter. The work period for each classified employee of the Fire Department shall be 29 hours on duty followed by 48 hours off duty. Overtime Pay: Classified personnel of the Fire Department shall be paid at the rate of 11 times the regular hourly rate of pay for all hours worked in excess of 181 hours within any twenty-one (21) day work period. Work period for uniformed, classified personnel of the Police Department—The work period for uniformed, classified employees of the Police Department shall be a period of time consisting of seven (7) consecutive days. Overtime Pay: Classified personnel of the Police Department shall be paid at a rate of 1 times the regular hourly rate of pay for all hours worked in excess of 40 hours within any work week. The work week for all City employees except uniformed, sworn personnel of the Fire Department and other exempted personnel --The work week for all City employees 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/ times the employee's regular hourly rate of pay. Compensatory time off may be allowed as a means of compensating employees for work in excess of 40 hours in any work period. 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. Unclassified employees shall take compensation for overtime as straight time off. When an unclassified employee works overtime on a project unrelated to his/her job duties he/she shall be paid at his/her regular rate of pay for all hours worked in excess of 90 hours in any work week. Classified employees may take compensation for overtime (1) as time and half pay or time and half off when the work is requested by a Department Head, i.e. special projects or meetings (2) as straight time off when work is elected to be done by the individual with permission of his/her Department Head in order to accumulate time for personal use. Overtime sheets are to be submitted only when taking overtime pay. Hours accumulated for compensation time off should be kept between the Department Head and the individual. Shift Trading When an employee is scheduled to be off-duty and works for an employee who is scheduled to work: 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 shall be maintained by the Department Head of all time traded by his/her employees; e) The period during which time is traded and paid back does not extend beyond the calendar year. • • l Joint Employment Joint employment relationships for uniformed, classified personnel. When an off-duty police officer or firefighter 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 center, or in the case of a firefighter 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. Nothwithstanding the provisions herein regarding work period and overtime, the City Manager shall have the authority to limit the number of hours worked by any full-time or part-time employee. Absence Without Leave An absence of an employee from duty, including any absence of one day or part of a day, that is not authorized by the Department Head shall be deemed absence without leave. Such absence shall be without pay and subject to disciplinary action. Absence without leave for three consecutive days shall be deemed sufficient grounds for dismissal. Holiday Leave (Adopted by the City Board 12-78) • All full-time employees except of the Fire and Police Departments, shall be entitled to the following eight holidays for which they will be paid their regular rate of pay. • New Year's Day -January 1 Memorial Day - Last Monday in May Independence Day - July 4 Labor Day - First Monday in September Veteran's Day - November 11 Thanksgiving Day - Fourth Thursday in November Friday Following Thanksgiving - Fourth Friday in November Christmas Day - December 25 When a holiday falls on a Saturday it shall be observed on the preceeding Friday. When a holiday falls on a Sunday it shall be observed on the following Monday. No employee will be paid for a holiday unless he has been pay yisstatus atmay uss working day immediately preceeding and following the holiday. The Board of other holidays in addition to those listed above. Police law enformcement and fire uniformed personnel shall work as scheduled by the Department Head without regard to holidays. Salaries for these classes of employees have been set to compensate Police and Fire personnel. • • K Vacation Leave All full-time employees of the City, except Fire and Police personnel, who have been employed continuously for a period of one year shall be eligible for vacation leave with pay after their first anniversary date of employment. The anniversary date for employees shall occur one year from the date of their employment, unless otherwise stipulated by the City Manager or Personnel Officer, and on that day each year thereafter, except that those employees who were employed prior to January 1, 1967 shall have an anniversary date of January 1. No employee shall take more vacation than he/she has earned. Vacation leave shall accumulate at the following rates based upon years of continuous employment a) One year through seven years of employment accumulated at the rate of 5/6 day per month or 10 working days per year. b) Eight years through ten years of employment accumulated at the rate of 1 day per month or 12 working days per year. c) Eleven years through twenty years of employment accumulated at the rate of 1 a days per month or 15 working days per year. d) After twenty years of employment accumulated at the rate of 1 z days per month or 18 working days per year. Earned vacation leave may not be accumulated to exceed two years of earned vacation. A temporary employee who works forty (40) hours per week and is retained as a permanent full-time employee shall accrue vacation leave from the date of original (40 hours per week) employment. The time at which an employee shall take his vacation shall be determined by the Department Head with due regard for the wishes of the employee and needs of the service. Vacation schedules shall be developed each year by your Department Head. Vacation leave shall ordinarily be taken in at least one week increments, but variations may be granted for due cause o event, though, in less than one day units. Proper leave forms shall be submitted for approval at least three (3) days prior to beginning of leave. Full-time employees who have been continuously employed for one (1) year or more who are separated from employment by death shall be compensated for accrued vacation leave to the deceased's estate or next of kin. Full-time employees who have been continuously employed for one (1) year or more and who are separated from employment in good standing shall be compensated for accrued vacation leave. In no event can such accrued vacation leave be more than the maximum allowed above. Accumulated vacation leave may be used as sick leave when taken in increments of not less than one (1) day. Police and Fire Department employees shall be allowed vacation leave in accordance with provisions of Arkansas Statute 19-2105 and 19-1802 which provide 15 working days of vacation per year. Sick Leave •All full-time employees of the City (except uniformed Police and Fire Department employees) - are eligible for sick leave pay which shall accumulate at the rate of one (1) working day of leave for each full calendar month of the employee's service with the City. Uniformed Police and Fire personnel are eligible for sick 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 128 work days. a) An employee may be eligible for sick leave for the following reasons: 1. Personal illness or physical incapacity resulting from causes beyond employee's control. 2. Quarantine of an employee by a physician or officer to comply with community health regulations. 3. Illness in the immediate family which would require the employee to take care of his/her family, not to exceed three days per illness. b) An employee who is unable to report to work due to one of the above reasons shall report the reasons for his/her absence to his/her supervisor or someone acting for the supervisor within four hours subsequent from the time he/she is expected to report to work. Sick leave with pay shall not be allowed unless such report has been made and the Department Head or his/her alternate has acknowledged the report. Proper sick leave forms shall be completed immediately , after each leave period. • c) Sick leave with pay in excess of three consecutive working days for reasons of personal sl illness or injury shall be allowed only after presenting a written statement for ntwby a physician certifying that the employee's condition prevented him/her from appearing Justification for every absence receiving benefits under this article must be presented when requested by the Department Head or Supervisor. Department Heads or Supervisors should not request Doctor's slips verifying an illness when less than three days sick leave has been taken unless the employee's work attendance record indicates there may be an abuse of sick leave If an must be regardedeges. as a breach of faithbenefitsee accepts false on the partt ofthe employee ands justtif cation for d scoipl nary action. e) Absence for a part of a day that is chargeable to sick leave in accordance with these provisions shall be charged proportionally in any amount not less than one-half of one day. tion leave be used; ) After all accumulated sick will be has een sTheaccumulated City guarantees the employeeythe right thereaftera leave without payIf an employee to reinstatement at the same, or similar position with no loss in seniority. has been released by his/her physician to return to work and does not return within two (2) months the City is not obligated to reinstate the individuaL g) Sick leave shall be granted to employees only after they have completed three (3) months employment with the City, but shall accrue from date of employment. h) Eployeesd for accumuated sick leave, xcept uniformed Fireland 1Police personnel in accoordanccelwith Act 393, 1969 and Act 291, retiring 1971 1) All leave taken by employees for any purpose other than sick leave outlined above will be charged against their vacation time. j) A temporary employee who works forty (40) hours per week and is retained as a permanent full-time shall accrue sick leave from the date of original (40 hours per week) employment. 4111 • • • k) Absence from work that is chargeable to sick leave shall be charged as follows: ,One day of sick leave shall be deducted from the employee's accumulated sick leave for each day of work period 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. Injury Leave Each employee who is unable to work as a direct result of any injury arising out of and in the course of hfs employment with the City shall be paid subject to the provisions hereinafter provided. a) An employee on a bi-weekly pay basis, shall receive full pay until his/her accumulated sick leave is exhausted, payable as follows: 1. Each employee shall be paid an amount, which, together with the weekly Workmen's Compensation benefits to which he may be entitled, shall equal his/her regular bi-weekly salary rate at the time of injury. 2. The charge against the employee's _accumulated sick leave shall be on the basis of one day of sick leave for each work day the employee is absent from work. According to Arkansas Worker's Compensation Laws and Rules of the Commission, compensation to the injured employee shall not be allowed for the first seven (7) days of disability resulting from injury, excluding the day of injury. If a disability extends beyond that period, compensation shall ninthcommence with the ) ty s for a period f (2) weeks, compensation shall beaallowed s f beginningthe first stdayeofed sability, excluding tthe day injury. The City charges 1/3 of a sick day for each day absent after an employee has missed seven (7) days due to the injury. b) Employees on an hourly pay basis, shall receive full pay for the hours he/she would normally have worked until his accumulated sick leave is exhausted,. payable as follows: 1. Each employee shall be paid an amount, which, together with the weekly Workmen's Compensation benefits to which he/she may be entitled, shall equal his/her regular bi-weekly earnings, at the time of injury. 2. In computing the employee's regular bi-weekly earnings, overtime hours that he/she could have worked shall not be counted for purposes of determining his/her regular earnings. Hours that the employee would have lost due to inclement weather shall be counted as a deduction for purposes of determining his/her regular earnings. c) After sick leave is exhausted, the City Manager may extend injury leave benefits upon presentation of acceptable evidence from a doctor that the employee cannot work. Such extension shall be for the same benefits as in (a) or (b). If no event shall injury leave benefits result in the employee receiving more than his/her regular salary. Sick and annual leave shall cease to accrue while an employee is receiving Workmen's Compensation. d) Procedure for injury cases is determined by the State of Arkansas Workmen's Compensation Laws. In no case will any of the benefits contained herein be allowed or granted to an employee until an "Employee's Report of Injury" (A-1) form has been filled out and turned into the Personnel Office. It shall be the employee's responsibility, or in case he/she is unable to report, the immediate supervisor's responsibility that an "Employee's Report of Injury" (A-1) is filled out and turned into the Personnel Office. This report must be filled out immediately after an accident. 3. If an employee receives a check from Workmen's Compensation, he/she must turn it in to the City Payroll Clerk, unless Workmen's Compensation has granted this particular employee a permanent disability settlement. • • • • Emergency Leave Emergency leave with pay up to a maximum of three calendar days shall be granted to full-timel employees incase of death or the imminence of the death in the immediate family only. r travel time may be granted upon prior approval of the City Manager in addition to the three days where excessive travel time is involved. The Department Head may grant emergency leave of not more than one (1) day for an employee to be a pall bearer or attend a funeral of someone not within the immediate family. Other Leaves With Pay Full-time employees may be granted leave with pay for jury duty, witness when subpoenaed or other citizenship obligations upon approval of the Department Head and completion of proper personnel forms, approved by the City Manager. Educational leave for full-time employees may be granted by the Department Head with the approval of the City Manager for conferences, schools, or courses of instruction designed to advance the technical or professional skills of the employee. Education leave shall be not more than five (5) working days, except upon approval of the governing body. Maternity Leave Maternity leave may be taken as sick leave with pay and will be treated the same as any sick leave. After all accumulated sick leave has been used, accumulated vacation leave may be used; thereafter maternity leave without pay will be granted. The City guarantees the employee the right to reinstatement at the same, or similar, position with no loss in seniority. If an employee has been released by a physician to return to work and does not return within two (2) months the City is not obligated to reinstate the individual. Military Leave In time of war or national emergency, full-time employees are entitled to receive a leave of absene without pay upon joining or being called into military service of the United States. Employees are entitled to this leave and shall retain senority rights and accrued sick leave and vacation leave during this period of active military service but not continue to accrue benefits. Within 90 days after receiving an honorable discharge or its equivalent, such employee will have the right to return to his/her position with the City. If this time period elapses or if the employee voluntarily re -enlists in military service, he/she shall be considered to have resigned. Employees who are members of the military reserve organization or national guard unit shall be entitled to a military leave of two weeks per annum for training. 1. At full pay if taken as vacation leave. 2. At part pay, if taken as military leave, to equal the difference, if any, between the regular earnings for. the employee and the earnings which are received from the military service for the period of training. • • • Outside Employment` Outside employment shall be allowed if first approved. by the head of the department and by the City Manager. However, to avoid the possibility of city employees using their positions for a purpose, that is, or gives the appearance of being, motivated by a desire for private gain for themselves or others, particularly those with whom they have family, business, or other ties, no outside employment shall be approved if such employment would require or induce a city employee to disclose any information acquired by reason of city employment which information is declared by law or regulation to be confidential. No city employee shall disclose any such information gained by reason of city employment, nor shall a city employee otherwise use such information for personal gain or benefit. No city employee shall use city employment to secure special privileges or exemptions for the employee, a spouse or children of the employee, or other persons standing in the first degree of relationship, or for those with whom the city employee has a substantial financial relationship, that are not available to others, except as may be otherwise provided by law. When working off-duty, city uniforms shall not be worn unless approved by the head of the department. Resignations To resign in good standing and receive the benefits attendat thereto, an employee must submit two weeks notice to his immediate Supervisor or Department Head. Such resignation shall be in writing and should contain reasons for leaving City employment. When an employee resigns, his/her final pay check shall be issued on the regular pay day after the end of the pay period for which he was last scheduled to work; provided however that the Department Head may hold the employee's final check until such time as the Department Head is satisfied that all tools, clothing and other articles owned by the City and issued to the employee in question have been returned in good condition and the City has no other financial claim against the employee. Any such financial claim shall be withheld from the employee's . final pay check. In no case shall the terminated employee's final check be held for a longer period than five days after the effective day of termination. Retirement Unless extenuating circumstances justify exceptional action by the City Manager all employees in the City's service, except employees in the Police and Fire departments, shall be retired from active duty upon reaching the age of 70 years. Uniformed employees in the Police and Fire departments shall be retired from active duty upon reaching the age of 60 years. Except Police and Fire department personnel, after two years of service with the City shall contribute a percentage of each employee's salary to the City's retirement plan which shall be part of the employee's annuity upon retirement after five years on the City's retirement plan. Participation in this retirement plan is optional. (Employee's contribute three percent of their salaries to the retirement plan.) Fire Department personnel shall be eligible for retirement at hall pay after 20 years of service. (Fire personnel contribute six percent of their salary to the Firemen's Pension Fund.) Police Department personnel shall be eligible for retirement at hall pay after 20 years of service. (Police personnel contribute six percent of their salary to the Policeman's Pension Fund.) • • • • Grievance Procedure There is hereby established a Grievance Committee to be composed of three City employees, one elected by the City employees, one appointed by the City Manager and one selected by the other two. This Grievance Committee shall hold office for three-year terms beginning January 1st. This committee shall act upon any difference or dispute arising from or pertaining to the application, interpretation, or compliance.with these personnel policies or other conditions of employment, which may be assigned to if for decision. The employee shall follow the normal chain of command for settling of all grievances beginning with his immediate supervisor and proceeding to his/her Department Head or the Personnel Officer. At this point, if the employee is not satisfied with the settlement, he/she may request, in writing, a hearing before the Grievance Committee. The City Manager shall meet with the Grievance Committee, in an advisory capacity only, during their deliberations. Such hearing will be scheduled within 10 days after the receipt of the written request and a decision reached within 5 days after the hearing. The decisions of the Grievance Committee shall be presented to the City Manager as a guide for final decision. Political Activity a) No employee shall involve the City's name, symbols, property, or supplies in political activities; provided, an employee who is a candidate for elected office may state his/her position with the City, the duties and responsibilities, and the length of service. b) Thirty days before any primary, runoff, or general election, in which the employee has an opponent, an employee who becomes a candidate for the Arkansas General Assembly or for any national, state, county or municipal office which is a paid, full-time position shall take accumulated paid vacation or shall be placed on leave of absence without pay; provided, no employee shall become a candidate for a position on the Fayetteville Board of Directors without first resigning from City employment. c) An employee who is elected to a full-time county, state-wide or national office may be placed on leave of absence without pay for up to two years or may be terminated at the discretion of the Board of Directors. d) An employee elected to the Arkansas General Assembly must take leave of absence without pay when the General Assembly is in regular or extraordinary session. e) No employee shall engage in any political activity infringing to any extent upon the full discharge of the employee's job responsibilities, or while on duty. f) No employee shall engage in any political activity which creates an actual or apparent threat to the efficiency and integrity of the Fayetteville Municipal Government. g) No city employee shall participate in the election campaign of any candidate for the Fayetteville Board of Directors. No city employee shall solicit or accept 'a campaign donation on behalf of any candidate for the Fayetteville Board of Directors. • • • Training Training, being a function of supervision of city employee's supervisor. Recognizing that training City shall assume all, or a portion, of the cost of tr employees, is a direct responsibility of each is a benefit to both City and employee, the aining. Expenses incurred in on-the-job training shall be assumed by the City. Expenses incurred in formal training courses arranged by the City including the cost of training materials and instructors shall be assumed by the City. Training time spent by employees in addition to work hours shall not be considered work time. Tuition expenses for formal training through enrollment by employees in institutional courses leading to high school or college credit in fields where training is a benefitto the City shall be defrayed by the City provided: 1. Prior to course enrollment, the request for City participation in the tuition for the course is submitted in writing and approved by the Department Head and an Educational Agreement is signed by the employee and the City Manager. 2. Payment of tuition shall be contingent upon satisfactory completion of the course. 3. Attendance by employees in pursuance of such courses on work time shall be subject to the approval of the Department Head and the City Manager. Uniform Policy Uniforms or uniform allowances shall be provided to personnel of certain departments as authorized by the City Manager and the Board of Directors. Personnel orvid provided orms or ll be kept uniform allowances shall wear uniforms at all times while on duty. as neat and presentable as working conditions permit. A Sanitation personnel shall be provided uniforms acquired by the City which shall be laundered and cared for by the City and which shall remain the property of the City or the uniform rental agency. Water and Sewer personnel shall acquire uniforms prescribed by the Department Head, one half of the cost to be borne by the City. Uniforms acquired by Water and Sewer personnel shall become the property of the employee. Three changes of uniforms are permitted to be acquired with City cost participation after August 1, 1979. Tardiness You have been hired to perform certain duties dealing with City government and we need you from the time you begin your day until the end of your day. You should always be on time for your job because being on time is having the day get off to a good start. As you are well aware, if we allowed personnel to come in late, this would hurt the performance of all the employees. However, if you should be late, this time will be deducted from your base pay. The only time an exception might be made would be during snowy weather, but this decision will be left up to the Department Head. • • Pay Day Distribution of checks is made bi-weekly on Friday. The pay period ends on the previous Sunday night and checks are issued the following Friday, which allows our Finance Department sufficient time to calculate all checks. This means that if the pay period closes on Sunday night the checks for that pay period will be distributed five days later on Friday. The stub attached to your check shows the exact amount f money Withholding Tax, earned r edhand de tthee deductions required by law (Social Security Tax, Federal Withholding Tax). It also shows the voluntary deductions you have requested us to make and the net amount of salary you receive. These stubs are valuable to you and they should be kept in your own personal file. If you wish to know how your check has been prepared ask your Department Head who will be glad to lain willitheoyou. See him/her also, if you believe a n check out the complaint with the Finance mistake has been made in your pay. He/she Director. If by chance you are absent on pay day, we will hold your check until you come in for it. Another employee may pick up your check for you only with your consent which must be given to the Department Head on pay day and which must be approved by him/her. Your rate of pay depends upon the classification into which your job has been placed. If there are any questions concerning the classification of positions and their rate of pay, you should ask the head of your department. • Insurance The City of Fayetteville provides one health and hospital group plan for all its employees. This plan is completely voluntary and part of the costs are paid by the City. The Personnel Officer can give you all the details about the policy, so ask him/her if you have any questions or wish to enroll in the plan. All full-time employees are eligible to participate in the group health insurance plan. Another insurance policy which is available to the employee is a $1,000 life insurance policy. The premiums for this policy are paid completely by the City and each employee is automatically covered after he/she has been with the City for 30 days. The Personnel Officer can give you all the details about the policy so ask him/herif you have any questions. • Credit Union The Fayetteville City Employees' Federal Credit Union has been established to promote thrift among its members by affording them an opportunity to accumulate their savings and to create for them a source of credit for provident or productive purposes. The qualifications for becoming a member are: 1. City employee or a member of the City employee's immediate family. 2. Membership fee of $1.00. 3. Payment of initial installment on one share (one share being $5.00). If you wish to become a member of the credit union or desire further information, ask your Department Head. • • • Service Pin Awards All full-time employees who have been with the City as a full-time employee for five, ten, fifteen, and twenty years or more will be presented with service pins as they reach these different stages in their employment with the City of Fayetteville. This will be in recognition of the employee's service to the City and will be a way of commending him/her for his/her devoted service to the City. This award will be presented by the Mayor, Assistant Mayor or the City Manager at an annual meeting of all employees once a year. Vehicles Vehicles of various description are used in Since these vehicles are public property, of all City -owned vehicles. almost every department in the City of Fayetteville. two categories have been set up regarding the use 1. General Use -These are vehicles which the employees operate while working for the City. The vehicles are kept in an assigned place and used when they are needed for a job and then they are returned to their assigned places. 2. Privilege Use -City vehicles including those assigned to an individual position or employee shall be sued for City purposes only. Persons other than City employees may be passengers in City vehicles -- 1. If they are on City related business or in the custody of City officials. 2. If they are members of the driver's family and the vehicle is being used in the course of City business. 3. In emergency situations. City vehicles may be taken home by Department Heads and other City employees who are subject to call during "off-duty" hours as designated by the Department Head provided the Department Head or the employee taking the vehicle home does to elive who raeethan nigned miles from his/her office or regular place of work with the City. p Y y vehicles and who are subject to call during "off-duty" hours and who do not take City vehicles home shall be compensated for their use of personal vehicles on emergency calls. When travel has been approved the policy regarding reimbursement for use of private vehicles for City business within the City of Fayetteville is allowable at .20Q per mile. Reimbursement for use of private vehicles outside the City shall be allowable at .22Q per mile. Change of Address It is important that if you change your home address or telephone number to notify your Department Head of this change so that our files may be kept up to date. This is important in case the City must mail you any information that it feels you will need, such as "Withholding" statements for your income taxes. Also, if there is any change in your marital status you should report it to your Department Head. Policy This article shall be construed as the declaration of an employment policy by the City and shall not be construed as a contract with any employee as creating any debt or obligation upon the City. The allowance of sick leave and vacation leave.shall at all times be subject to the availability of appropriated funds. Definitions 1. Department Head means a person appointed by the City Manager who is responsible for the administration of a department. 2. Employee means, when used as one word, a full-time hourly or monthly employee on a permanent basis with the City. 3. Employer means, when used as one word, the City of Fayetteville and refers to all departments. 4. Governing Body means the City Board of Directors. 5. Immediate Family means wife, husband, child, brother, sister, parents, father-in-law, mother-in-law, grandmother, and grandfather of the employee only. 6. Part-time Employee means an. employee who works on an hourly basis when, and as needed. These employees do not receive any fringe benefits. • 7. Full-time Employee means an employee, either hourly or monthly, who is on a permanent • basis with the City. 8. Regular Earnings means the amount an hourly worker would normally earn during a pay period. 9. Regular Salary Rate means the amount paid to a worker paid on a monthly basis. 10. Work Day means any one shift during which a department is open for business or on which an employee is scheduled to work. 11. Work Period means a period of time consisting of 21 consecutive days for all classified personnel of the Fire Department. 12. Work Week means a period of time consisting of 7 consecutive days. 13. Classified Personnel means employees who are eligible to receive overtime pay in accordance with the provisions of the most recently adopted pay and classification plan. 14. Unclassified Personnel are employees who are exempt from the overtime requirements of the Fair Labor Standards Act, and/or whose position is listed in the unclassified section of the most recent pay and classification plan. 15. Group Health Insurance Plan means the City of Fayetteville employees group health insurance plan. 16. Fayetteville City Employees' Federal Credit Union means the association of City employees chartered under the Federal Credit Union Act to perform services for its members under the rules and regulations established by the Act and by the Federal Credit Union Administrator. • • 17AYETTE-CTILLE, ARKANSAS P. D. DRAWER F 72702 AFFIRMATIVE ACTION PLAN (501) 541-7700 Statement of Policy It shall be the policy of the City of Fayetteville, Arkansas, to prohibit discrimination on the basis of race, color, national origin, religion, physical handicap, age, or sex from being a factor in any decision involving a personnel action. Such actions shall include but shall not be limited to the selection, hiring, promotion, transfer, termination, training, and provision of pay and benefits. The Personnel Officer shall be designated as the Equal Employment Officer. This person shall be responsible for monitoring the implementation of the practices and procedures included in this Plan and to insure compliance with all laws and regulations regarding Affirmative Action. In addition, it shall be the responsibility of each employee with management responsibilities to insure strict compliance with the Plan and each employee will be expected to promote the efforts of this policy in spirit as well as in deed. Workforce Analysis The workforce analysis was completed using a personnel list dated March 1, 1984. The City of Fayetteville has 15 departments including Administration and a total of 321 employees. Of these 321 positions, 54 are held by females representing 16.8% of the total workforce and there are 11 minorities which represents 3.4% of the workforce. According to the statistics from Manpower Information for Affirmative Action Programs 1983 prepared by the Arkansas Employment Security Division, the total workforce in the City of Fayetteville and the City of Springdale is 46,010, the total minority group consists of 1505 individuals, this indicates that approximately 3.3% of the labor force in Fayetteville and Springdale is comprised of minority groups. The total indicates 42.3% of the total labor force is comprised of women. (The statistics are derived from Table 2. Employment Status by Sex and Minority Status 1983 - City of Fayetteville and City of Springdale). Total Number of Positions ---321 Male 267 83.4% Female 54 16.8% (Minority 11 3.4%) SALARY RANGES A - $25,001 and above B - $20,001 - $25,000 C - $16,001 - $20,000 D - $13,001 - $16,000 E - $10,001 - $13,000 F - $6,001 - $10,000 G - Below - $6,000 Breakdown by Department (Salary range is in parenthesis) Administration 8 positions 2 officials/administrators: 2 males (A) (City Manager/Assistant City Manager) 1 professional: 1 female (C) (Personnel Officer) 3 males (D) 1 female (E) • Shop • 8 positions 2 officials/administrators: 1 male (B) (Superintendent) 1 male (D) (Warehouse Manager) 3 males (D) 3 males (C) Sanitation and Animal Control 45 positions 2 officials/administrators: 1 male (A) (Superintendent) 1 male (B) (Assistant Superintendent) 13 males (E) 16 males (D) 7 males (C) 5 males (F) 2 females (E) Water and Sewer Department (Administration, T&D, SM&C, PCP) . 53 positions 13 officials/administrators: 3 males (A) (City Engineer, Assistant City Engineer, PCP Manager) 6 males (C) (C&M Foremen) 4 males (B) (C&M Foremen, T&D Superintendent, Assistant T&D Superintendent, SM&C Superintendent) 4 professionals: 1 female (B) Chief Chemist 1 female (D) Chemist 1 female (C) Chemist 1 male (B) Chief Pump Station Technician • 1 female (D) 1 female (E) 13 males (D) 10 males (E) 7 males (C) 4 males (F) Community Development 2 positions 1 official/administrator: 1 female (E) 1 female (B) (Community Development Director) Airport 6 positions 2 officials/administrators: 1 female (A) (Airport Manager) 1 male (B) (Assistant Airport Manager) 1 male (D) 2 males (E) 1 female (E) Street Department 29 positions 7 officials/administrators: 4 males (C) (C&M Supervisor) 1 male (A) (Superintendent) 1 male (B) (Assistant Superintendent -Engineering) 1 male (C) (Assistant Superintendent -Operations) 11 males (E) 2 males (F) 7 males (D) 2 males (C) Planning and Inspection 7 positions 2 officials/administrators: 1 female (B) (Planning Administrator) 1 male (A) (Inspection Superintendent) 1 male (C) 1 male (B) 3 females (E) • • ig .1 • Traffic Department 3 positions 2 official/administrators: 1 male (A) 1 male (C) (C&Mic Superintendent) 1 female (E) • Parks and Recreation 10 positions 3 officials/administrators: 1 male (C) (C&M Supervisor) 1 male (E) (Director) 1 female (D) (Administrative Assistant) 5 males (E) 2 males (F) Police Department 58 positions 2 officials/administrators: 2 males (A) (Chief and Assistant Chief) 6 professionals: 5 males (B) (Lieutenants) 1 male (A) (Captain) 6 males (E) 19 males (D) 12 males (C) 2 males (B) 1 female (F) 5 females (E) 4 females (D) 1 female (C) Fire Department 53 positions 4 officials/administrators: 13 professionals• 22 males (D) 14 males (C) 2 males (A) (Chief and Assistant Chief) 1 male (B) (Inspector) 1 male (C) (Inspector) 12 males (B) (4 Captains, 8 Lieutenants) 1 male (C) (Lieutenant) Prosecutor's Office 4 positions 2 professionals: 1 male (B) City Attorney 1 male (C) Prosecuting Attorney 1 female (E) 1 female (D)