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Ordinance 12-1999 ORDINANCE 12 -1999 AN ORDINANCE OF THE CITY OF LONGWOOD, FLORIDA, REPEALING AND AMENDING CERTAIN SECTIONS OF CHAPTER 1 (A) - AUTHORITY AND RESPONSIBILITY, CHAPTER 3 — CONDITIONS OF EMPLOYMENT, CHAPTER 4 - CODES OF CONDUCT, CHAPTER 9 - DISCIPLINARY ACTION, CHAPTER 10 - GRIEVANCE PROCEDURE, AND CHAPTER 11 - SEPARATION FROM EMPLOYMENT, ALL SECTIONS OF THE CITY OF LONGWOOD PERSONNEL POLICIES AND PROCEDURES MANUAL AND AMENDING WITH A REMISED VERSION; PROVIDING FOR CONFLICTS, CODIFICATION, SEVERABILITY AND AN EFFECTIVE DATE. WHEREAS, the City of Longwood adopted Personnel Policies and Procedures pursuant to Ordinance No. 89 -955 on December 18, 1989; and WHEREAS, Ordinance No. 89 -955 as adopted on December 18, 1989, provided for amendments to policy; and WHEREAS, the City of Longwood finds that repealing,' Chapter 1, Sections 1.A.01(G)(5)(1) and 1.A.02(A)(1); Chapter 3, Sections 3.12(G) and 3.1:5(I)(j)(K)(L); Chapter 4, Section 4.19 and Chapter I l,'Section 11.03 and replacing a revised Chapter 3, Section 3.04(B.3); Chapters 9; 10(a) and 10 (b) of the Personnel Policies and Procedures will bdaer meet= the constitutional due process procedure. " NOW, THEREFORE, BE IT ORDAINED BY THE CITY COM MISSION O# THE CITY OF LONGWOOD, FLORIDA: SECTION I. Amendment. That Chapter 1, Sections 1.A.01(G)(5)(1) and 1.A.02(A)(1); Chapter 3, Sections 3.12(G) and 3.15(I)(J)(K)(L); Chapter 4, Section 4.19 and Chapter 11, Section 11.03 of the City of Longwood Personnel Policies and Procedures be amended by repealing all sections of the current version. That Chapter 3, Section 3.04(13.3) Drug and /or Alcohol Screen or Test, Chapter 9 - Disciplinary Action and Chapter 10 - Grievance Procedure of the Personnel Policies and Procedures be amended by repealing all sections of the current version and replacing with the revised versions attached hereto as Attachments A, 13, C and D. SECTION 2. Severability. If any section, subsection, sentence, clause, phrase, or portion of this Ordinance, or application hereof, is for any reason held invalid or unconstitutional by any court of competent jurisdiction, such portion or application shall be deemed a separate, distinct, and independent provision of such holding shall not affect the validity of the remaining portions thereof to the extent practicable. SECTION 3. Conflicts and Repealer. To the extent this Ordinance, or ally, provisions thereof, conflict with any previously enacted Ordinances of the City of Longwood, Florida, this ordinance shall control only to the extent any such conflict(s) exists. SECTION 4. Codification. Sections 1 and 2 of this Ordinance shall be codified as a part of the City of Longwood Personnel Policies and Procedures, such provisions may be renumbered or re- lettered to accomplish such intention, and the word "Ordinance ", or similar words, may be changed to "Section," "Article," or other appropriate word. The City Clerk is granted liberal authority to codify the provisions of this Ordinance as contemplated herein. SECTION 5. Effective Date. This Ordinance shall take effect upon adoption. FIRST READING: December 3, 2012. SECOND READING AND ADOPTION on this r#day of 2012. CITY COMMISSION CITY OF LONGWOOD, FLORIDA Brian D. Sackett6pyor ATTES ° arch M. Mirus, MMC, MBA, City Clerk Approved as to form and legality for the use and reliance of the City of Longwood, Florida only. DankrU. Lang City ttor y CITY OF LONGWOOD PEE? M SON_WKL POLICIES AND PROCE)YOMS is CHAPTER 1A -- MEMORITY RESPONSIBILITY 1A.01 ALP.T'HORITY.AND RESPONSIBILITY OF THE CITY COMMISSIQUEKILS' Cont'd, G. M-TICLE IV* - CITY OFFICEMS Cont'd. 5. Section 4.07 - POWERS. AND DUTIES . ARTICLE V - ADMINISTRATIVE DEPARFrMENT 6. Section. 5.01 - GENT-M-AiL PROVISIONS (b) Direction by Administrator -- Conf-1.,r of - the City Administrator's appointment/hiring of a Department- Head at the first - regular or special commission meeting following the appointment. ARTICLE T'(I -- CITY - COMUSS1 1 ON tion 7. Sea 3.05 PROHIBITIONS (b) - Interf ei2enae With Administration Except for the PUT Of J-D.qUiries and inveqtigz tions under City. Char Section 30 09'Proceduxe neitfi�'Y'__ - the Colmiss.ion no Lts inembers shall deal with City Officers and employees who are bubject to t1le direction and supervis-ion of the City administrator solely through the administ a-Ancl-neither the Commission nor its members shah. give orders to any such officer or employee, ekther . publicly o privately. ORDINANCE 955 13 01-01--90 CITY OF LONGWOOD PERSONNEL POLICIES AND PRO CEMIPE- 9 CHAPTER 1A - 7(,UTHORP17 �AANDJIESPQNSIBILITY 1A.02 AND RESPONSIBILITY 01 CITMIADMIMISTEATOR A. The City Administrator, in accordance with the City Charter, has the following authority and responsibility: ARTICLE.TV - CITY OFFICERS Gyps I - �t� FA AM I � iz T_ T-i _=9 = L IT 13 TO F s - h - a - �b - - e - _2C_J T_ e=011-k- 0 Zf- - a - d 1 iliuFf * S Z Lr a F t_:&I V_e —C F f &__k 0- 1-1 _T=o too= G 0 h e= I, h�11 17 T�iFS` A51 t�� L 11 — e- Go — Irl n 37S - sr�t O'ff (1) The City Administrator shall appoint all City employees and departments heads in. accordance with the personnel rules of the; . -City of Longwood, Mowjda, adopted pursuant to the requirements of this Charter. The city Administrator may, when the City -Administrator it necessary. for-the good of the City,* suspend or remove all City employees and department heads in accordance with the personnel rules of the City of Longwood, Florida. NOTE-. This authority will not Include the City. Clerk, City -Attorney. or BMIATng"0=10hal. Also, provided further, all suspended or discharged employees or department heads may, in accordance with personnel policy, have their suspensioa on Mschaxge reviewed by the City Commission- . ' The appointment - :and removal of the Building Official shall be subject to the applicable provisions of the Southems Standard Building Code. (2) The City Administngtor shall direct and supervise the administration of all department, offices and agencies of the City, except as o,herwise provided by the City Charter or by Law. ORDINKNC:[-; 955 K 01-01-90 CITY OF LONGWOOD PERSONNEL POLICIES AND PROCEDUR-T.KS Cf.-HIPTER 3 - CONDITIONS OT' ZDMLOY_VMT\fT 3.11 GUTERAL RUJ.,Ea- - Cont' d. 3. 0 4 MEDICAL EXAMINATIONS -- Cont' d.. 13.3. DRUG AND/OR ALCOHOL SCREEN OR TEST q. No City employee will be subjected to random drug . . . . . . . r e requirement of an employee to complete a dug or aicoh screen or test shall. be based on the standard of e T suspicion". The reasonable suspicion standard e c toy .(tiires - the Department Director must have some 'If actual. fo u dation and rationale, which is interpreted in an If -i to test. ther words, a,decisiox y> t of expe ence In o light r) employee shill. '%_e based on factors such as changes in job performance; phykikcal symptorils commonly asso( with drug usage such as sluftwed speech, altered motor skills and other changes; changes span. or attendance; reports or 3 1� u., actual witnessing o , possession or se of sti*bs - Lances; changes in appetite oz- "IM, eeping habits; or other mannerisms ral. change whNrch indicate 'the suspicion - Ci- or behavio e icion of dr 'Usage. 3. The Depar Director Mall meet with' and inf orm the employee that, in- the Depar"tm nt. Director's opinion, there is a basis for reasonable and of the City's intention to schedule a drug or al'bohol screen or. test. At said meeting - the Depart-ment Direc shall. cons.ider the comments from - the ei 00 The Department Director shall_, the comment froifi - the employee regarding - the matter ancIN",sbal-l- - then make a determination of viliether to pro - ceed and Meqk\lire - r-ho screed o - test. 5. If it is determined, by the. Department Dire __0 L r that a drug and/or alcohol test will be required, tllel employee t shah. be immediately escorted to a testing la ry P'OJ7 te,sts. G. Refusal by an employee to submit. to. said lavat.or tests shall be grouncls for di-smissal. �� O.'RDJ.`NAJ\'1C1L-: 955 15 5 0't-_01--90 CITY OF LONGWOOD PERSONNEL POLICIES ND PROCEDDIU—S CHAPTER 3 7 COND faLjs OLP LOYMENT ;3 '--- 91MERAL _10LES 3.04 MEP1CAL_EN1 MJNATTONQ___Qont!K B. 31N DRUG .7-1 /011 _ALCOI-101, _2_Q_BLEMUL_%? — TES'T- --Cont d positive; the employee shall lie It an employee tests . N. ced 'o pla n leave and will be eligible to utilize his avai$able accrued sick leave and upon exhaustion of same 115hall_\\ all available accrued paid leaves. Upon exhaux of all available paid leaves the employee shall be placed tin a Medical leave with status The em logee shall be referred for counselling, further drug testing: and /or enrollment in an appropriate program. 9. The initial drug or alcohol sayeen or test shall be at the expense of th City. lo. prior to wetux- lIng to work, the. employee musk submit documentation from - 3 . nselling program; or, of tr , t eatmen; Or, of completion ..the program, along with. medical substantiation regarding Otness for duty and resolution of drug or alcohol use or endency prior to reinstatement from leave. 10. Reinstatement shall be %conditioned on continued monitoring and testing to ena"T"o continued and complete recovery. 11. The City shall be entitled to ca duct up to three (3) separate random testings during the (6) month period immediately following the employee - 5 ketifn to work. 12. The random testings shall be at the " of the City,. 13. An employee who fails to complete the probam or who resumes use of said substances after the , original xeinstatemei�t to work, shall be dismissed. 14. 'The City shall not be responsible for payment the cots of any counselling and/or rehabilitation programs, ORDINANCE 955 56 01-01-90 CITY OF LONGWOOD PERSONNEL POLICIES AND PROCEDUPES CHAPTER I - MILEU - OT' CONDUCT. DRUG AND /02 ALC0HOL_UaQTQNSU PTI QNSU_QTIGN AN N City employee shall report to work under the influence of al%,,c )holic beverages or unprescribed controlled substances (as def -1&,ed herein) Any employee who does shall be immediately suspen7l,ced from duty with-out-pay and is subject to disciplinary action A x to and including termination. B shall, . it b the responsibility and du of all supervisory tV make a report employees 0 - enforce this regulation and to sx directly to Director who will inform the City Administrator WQUI in tTwei:ity (21) hours of the violation, C. The sale, use, cce pt an ce, possession or being under the influence of alcohol o! controlled substances (per Florida Law: 0.g", heroin, LSD, Nami t"Tates, amphetaminos, marijuana, 1 cocaine, etc.) on City p in ryty, or in/on anY City bU ilding, f or equipment, le on the job, may result in disciplinary action, up to and he' u, Ung herminatipn. D. No City employee shall t an alcohol ol or conrolled c tkole nor be in the possession substance (as defin n y Sh ed) i a it of same while working, 1. Police Department: The on e. ti t wepon o this will be - Ny- Police Officers, in accordanca with suptFvK direction in the performance of their assigned work dwtiesy 2. p Officers shall observe regulations @ffnd po li cy , as well as those se t b pol ice Standards and Training. E. The Department Director may WediatelY di�s I�cha� any sing, mployee found drinking a alcoholic beverage or sellin accepting or in the p of a controlled subs tcaMAUKE defined herein) ORDINANCE 955 109 01-01-90 CITY OF LONGWOOD PERSONNEL POLICIES AND PROCEDURES CEAPTER. I - CODES OF CUM= 4.19 DRUG ,AMDj0R_NLQQHOL U SEMONSUMPTTON _ja n.L'_d. F If it is determined, or there is reasonable and/or probable pit ; suspect that, at, as resil n t of drug ad/or alcohol usel/ the employee's work performance, work habits, etc. i6o.0ii - co decline; or, If C elNeeis ccer for e safety of the employee, oth r e e z on n t h � employepy, 8-0,the public at large; or, Inp 11-the employee, upon reporting to work on while at QoAc, appears to be unmr the influence of alcohol or a controlled substance K's p_ Ajously defined herein) , the immediate supervisor will do one i nor a of the following: 1. The affecte. employee will immediately be. relieved of duty; (:jiL affected emp eze may be sent to the' City gnnd physician fore medical examination and/on appropKate drug or alcohol !screen or test; 3. The affected employee Will not be reimbursed for the absence; i.e , the time w Ll Ve absence with-but- pay, 3. The affected employee may be pl.G- d OD annual or sick leave, or leave with-out-pay u Asq K time as other action is determined to be in the b0st interest of the City; on, 0. The affected employee may he sub nt to disciplinary action, Up to and including terminati K ORDINANCE 9 55 11 0 01-01-90 CITY OF LONGWOOD PERSONNEL.POLICTES AND PROCEDURES CEAPTER 3 COMDLT10MSQZ _ETTMOTIMI 3. B APP01 f;N91' AND QTTA'KfQ RS 7 No STATUS. - Cont' d. 3.12 1QE�,_MM0aTIF0aN A. A demotion occurs when an employee is moved from a position in one position classification' to a different position classification when the latter has a pay_ grade and/or has a lower rate of pay, i.e., lower minimum hourly or annual rate of B. All demotion actions must have prior concurrence of the Department Director, C. Demoted employees are normally subject to a reduction in pay as recommended by the hiring authority and approved by the Departmof Director. D, Demoted employees may not be paid more than the maximum rate of pay established fop the pay grade of the new position classification, depend ' ing upon the conditions of the demotion. The City Administrator shall review all requests for exception to J thiq policy. E. if an employee's reviewing supervisor should change, as a. result of a demotion, thp losing department, office on division shall also be responsible for •reparing a performance evaluation on the demoted employee and submitting same to the Personnel. DireWtor pri6r'to the employee belng demoted. F. Demotions can be voluntary or involuntary, depending on the circurastance's. 0% Tes of demotion actions may include, but are not limited t". T ypes yp - to, I d zollowinE_": Inability - to Perfo=nlmi a. .!.nab to satisfactorily perform the required duties Zr�)i.'cN a�p_qnzibilities of the position. C b. Inability 0 sati-st-a-ptorily perform the required i ed duties ad responsibiltles or the level of performance of pr duties /Sesponsil:)il is no g0lm� f!vliowins satisfactory to accomplish the wo.ck o an employees promotion to a higher ORDINANCE 955 69 CITY OF LONGWOOD URES PERSONNEL POLICIES AM PROCED MAPTER 3 - C_'012DITCO S _ k:N "US . TCES TM . Lj -- CoLit'd. 3 . 12 —COnt'd G Demotion. - Inabil-it 'to c. Inability T-0 Perform the required duties and `'-responsibilities of their position due - to - L - :hc loss f requirement. � When such a demotions occur. s, - the date of demo shall be the control date ECOM Which t-he t 0 fierit shall be a employees ubsequen eligibililu r r " L m ot-1- - a etorin: - d 0 2. Demotion Heal th a . I r1a\Bqkl llcy - to satisfactorily perform the equ i r ed dut! 'as and responsibilities of the position :-nd Because of heal. and/or medical. reasons b. Ph ys i c i c ia " s statement must be subaii by \an the employee - to Ilis 'rafiedia su)?e for approval N of the Department Dire` and Pe Dirac ;or. C. When sucl) a emotion occ , the emPLOY00 Nl� shall not be r eq j uj red -i�o begin a new 'probat-1-onary Ste per-lod and his anniversa3-V Pte shall not be adju -d or changed. 3. Demotion - In Liftu- _La�Qft- a. An employee may receive ca demotion in lieu of lay -off during a reduction-in-force. b. When such a. demotion aceurs, there shall be 110 - change -to - the employee control date. Demo _on- _�Loli tary' t a, An employee may receive a demo i.O.l at their Deb t upon ap t -ti own re�tues proval of the of ive DeSva . �i Director and Personnel Direct�or. b. I.n. such cases, - the, e i lo iip. yee shall :k o be a nd 1 3 - fleclu.1- - red to b ( - . , r , , , I n a new probationarY - PeY'1 a d shall not. be adJusted o annive date ORD'Y'NANCE 955 70 01--ol. 90 CITY OF LONGWOOD PERSONNEL POLICIES AND PROCEDURES CHAPTER 3 CONDITIONS OF EMPLOYMENT J,C_,-_PRORTTIONARY QRIQQS_ -_ Cone' d. 3.15 - PROBATIONARY -PERIODS -a Cont' d.. G. Credit for Tempora /Trainge Time served in a temporary appointment or trainee appointment may not- be credited toward the completion of any probationary period if the affected employee i5 subsequently appointed to an established position following the temporary or trainee service, H_ InOrruDtion - Probationary eriod I.' Any approved paid leave, approved absence with-out less than 14 calendar days, shall not be considered an. interruption of the probationary period. 2. Any unpaid leave, however, that is in excess of 14 consecutive calendar days, beginning with the-15th calenda.r. �_J day, shall extend the employee's probationaty period by an aniount of - time equal to the unpaid leave taken, 1. Md of Initial Probation Performance Rqviy The immediate supervisor shall, during the month - to -Uie scheduled end of an employee's initial probqtionary 000d, evaluate, ix writing, the performance of the affected This evaluation should include a recommendation fo pareer service appointment to. that classification anl. e e r status with the City or d termination from Kploymedt (Extension of probation may be considered only under specia Circumstances). 474 2. Upon successful corn �Ie , Its q on - the nitial �Jjn o J i prescribed probationary period, the Whected employee will be grgnted career service status with ty and career service. appointment to that position classir and may be eligible for merit consideration at that i ORDINANCE 955 01-01-9.0 CITY OF LONGWOOD PERSOMMEL POLICIES AND PROCEDD US CHAPTER 3 QOMJ)J__TIOMS -OF -EMULMENT J*C - PROBATIONAIRY PERIODS 3.15 PRODARTIONARY PERIODS - Cony QN -A Rev iew The immediate supervisor shall, during the month Prior to he scheduled end of an employee!s change of status probation � zobati-ona•y period, evaluate, in writing, the performance Q the effected employee. This evaluation . - should incId en recommendation for career service appoi-n to r a ll. classification on demotion or termination from empl oyment. (Extension of probation may be considered only und er circumstances) . Upon successful !$fstion of the change in Status 2. probatJ.onary period, th-a A f ec employee will be granted c service appointment to that"NkQps-it-iors class)-fication and my be Oligible for merit considerfah- at that time. Extension of - ProbationarY Period - -f or just and 0 cause The Dep6rctment: Direc A ediate based upon the recbmm6ndation of the may extend the employee's probationary per as followw a. E ric of Tnitial Probationary Parf o•mance Revigy Based upon - the end of prescribed initial, probationary 'erfommance the - employees probationary period may be hilended on a period not to exceed six _ Sta tus /' and Special Pro b .. aLion additional months � b. Change _in Statg_s/ Performance. ReV2 Based upon the end of the - change in status, e. e promotion, or special prnoobazv on extension, the employees probationary , period Z I; extended f or a period not to exceed six addit onal 2. Any such action shall have the - prior cone Tonce of the Depa. Director - before providing written n ification outlining reasons to the employee. After all suc,eUents have taken place a copy shall be provided to the Persqnnel n Direc r to prior to the end of the scheduled completion of i tt e probationary period. ORDINANCE 955 78 01-01-90 CITY OF LONGWOOD PERSONNEL POLICIES AND PROCEDURES CHAPTER 3- CONDITIONS 01? ENIPLOYDNIENT J.0 - PROBATIONARY PERjO]QS_-_ Cont! d.,. PROBATIOLLA—RYI- ). RIDDS - Cont ' d.. MRY b Coat' d IL= 't ens 0) Prot ro Rariod - on [ - the responsibility of the immediate supervisor and reviewing supe to: a. Laio direction, guidance, and counseling durim; the probationary AA jod to probationary employees whose performance is margialf needing improvement; CII�D In employee's ability 0 inability to perform duties — b. Consistentlyls ""2 0d responsibilities folw loiq2 siapervisory dirqction and /a,.. Only unde• car circ all extension oi,.: initial, promotion, or special probat Q be considered appropriate as opposed to termination. ssal Dux:ij the Py o - tionary eriod -- At any to e-during the initial or change in status Prob ationw&y period, the immediate supervisor may recommence separatio?'M an employee when the employee is unable or unwilling tote r: �.&r the duties of the position in satisfactory manhn_r, or when the employee's work habits indicate a lack. of clip endab ilitY. : -' smissed during Ili, initial 2. Any employee probationary period in City B ice shall not have the right to grieve the separation action.' 3. Any employp who has obtal.1 W�.qareer service status with the City and is dismissed during 1 ;ice change in status probationary period, has the right to ap a' Ahe perf evaluatio but not the se action ORDINANCE 955 79 01-01-90 CXTV OF LGHBOMD V CX TV Or-' L.ONGI. OOD PERSONNEL POLICIES AND PROCEDURES 7 a7 „(> 1f)I r IPL116 O� �f1i�9 o o a o o J o a J a a. 259 Ri o u�r�a�s�s��uv a a o e o U o f v U 259 260 9102 OISCIIPLINARY AI"UMM ALITHIOI°tM 261 9 0 V1 OR OFFENSE a a v � o � o . o O J O O o 0„ 2619 9 LESSER O FEb�YLiO�� 0 0 0 0 4„ a � o o, � P67 9.05 TYPES OF Disc , LIMA MOTIONS o 0 o u o � v u e� u 275 06 �,lARNING (Fnrma1�1y� - 1 3 hal G9 'arviinio) F 9. 9.07 WRITTEN OEPRIN�rND n o �� J a o 0 0 ��f� 9.100 PLACEMENT 'OF SPECIAL. 4` ROB � a IIUM 277 - - -- - 9.09 - -- Su8PENGION WITH—PAY 270 9.14) GLISPEOSIMI wITH-- OUT —PAY Ego 9. 11 `V;ERMINATIOft9 2F3F 941p O'L.EARINO OF ML.IT'LAMARY ACT A00's o o O o J O 201 a gg i i 01-01-90 'i \ CIT OF I ONGWOOD MERSONNEL VOLICKES AND PROCEDURES r rt' U _I MUM - phis Mumat Ronal I let b La @'6k 4� . a t�..9 rl u� . p � .iA * Z } .. 2J ORD F.W AACE 955 01-01-4 CITY MP ,L6NGWOOD :PERSONNEL POLICIES AND MCE99REP) MNI 9- GI — DWSO - PLINMRY G A G�Yi(9Y'a _'°i�dGCltle�)i l , It -lie . s �_:�tceinl. o .Ckty' C:OMTIIIJ:S' �.on 1u7yi� management Omni .6upexv .� oA, as well as �aoc1 employee- employer rS��.RQon5 y wIlI : be preven'f iVe AnchyY1'I.sS(is avoiding most si necessitating disciplinary zotion 2„ `..i:he in:tei e ,= �li ns&t:l be` vFC3C�n ettip oyee Pe�v f ox ilat- review and evO.�uaz ° os, . employee cond'uo, ., e�3 ating - o the City �: or1z Program, � ... th ..-use -o , constructii_ve dIsAP .i_ne 0 seen. to be an i:r teg of vhe ' s'ucces f ul Ma;c agemet o:f the City. ... .The Vo;i ic: ies re� .:+ onp an a, procedures z contained herein - are . 3.� tended co:.: Ppro ide_ �ppotrtta.yp — u °(toct��y-= t�c.tae�c - ��i-- �c r =ax xar9 cu t�71�1e c'cix�5� ,Ge►t e� 2L�tc:%.aj� of c;1.�.sc,i,a:l . • _ - lr: .LP A i oyaos who �lacte.. 0uc;cc•�s:s:`�'Ui lW c.omPUMMr M QUIP' l a �i ,ciao �erciel�<:zT xaac 5. Employees •c ho , have not successf\kt I 1 Y 001n_00 tOd - tl:tei x initial p nobat'i onarzr pen nod may be discharged Eor no craLC:se , r ry 6. Offenses are generally cate£;ori zed as a�maJo_r.•• o� �.c nse; F ox' japser a7 X.0 nye or any combination of the i�•Yo . 8 • 5 F 1 • ORDIV %lYlGFE'' 955 259 01-01-90 CrITT_ 'OF L020G OOD 04APTER ,9' f .' a MAR SIT I l: N Co.�J T°o, tL o ' B . Fi he aa�i' tia.` ::l.on of di sciplinary ��ction - shall ; 2.. i cue (�.►r:y and . an esn p;l.o ee's . ea��alxcs✓ ncl /or performance Von=i:c.ary •:.o the- rul es, Tog'it_i.a •policies, and pry ^oce<:lures, .and/ow objectives of Provide ide ! ert]lJ.I oyb- e � � .3 . ncr��a`±^ e � r�p�i.o "yeas to �co6pc� �; a& �ncl be p reirl�a:o 6 . Correct or - i n ove xrr open oM deficient employee's I .� `;perfKmanc;c'� 6r; US �c••�` ich is soon, ox; Vievred by the Supe°_r. isor y" to, be °:l,esi than ac Qptab:l.e e ..'. t -'\ �p 5;1 -provide da e;kmentUM of • - the ' sli�r�e :jf-Vi.s or ° s of forts ra=rsd communication cation - co - Uie. empl. ee S]. i-- l �L�a ` i �( a E 0IMTNPB'CE 955 260 01-01-90 f T-ERSONV:i✓L T. IES AND PIOCriz;YURES ,t ION t B It .sil -L 'be :i�tte :xe5 };ors I7� .J sly o! �h<� GSLJ�ciai v'a i.rnn�ed.�.�a' c aupe:cv.:isa:i; - c.�7 • 1, Rev), i t'Ia.e per:, "-axmanc6 of their em'Fa1.oy'caes , 2. i.denti " and :recogn• ze .employee : offenses against a:r contrary . l.,o �ese FaC?.I.:1..c es , .Proyed"iJi° es , -and/or (_ie1 a G.mUe'i"l`t aj. berating \ ` y 3. Document \ \ \ \ �xaa.� aate aA�d .sel�Lit approp� la te ��:e'Wc:fa'� i vc and corrective d'Nk. cipli:cle.'Ty Measures a c,. i o,yrand c ,:r• ato c1zsc:la1.�,raia:t actions •'ih o i_ U - 1-c-; Es'tav } ;i.shed cha n of command 'to the �c pa:r'��ttec�: U Are c or� .:rOT revi e . �e ac 1ssuoe -thai:..'t1ac, � x�;onrao ll°+_•'repto receives coi�tp:_I.etecl � -�- a ll ``'` 7.sa l i21_et.`t�'y' actions 'takenj, c`- gains . .c;c�pz.cs or a.�1. ass � c�.a�i. ...any employee at and - tjma, !3 a The, DQpa'rtmen.t. ; . -bi re'c: tor. �aa:I I submit t: action, Mon era rl, s'up)50 : t docuttt�� _'ts/ .3�]�:3i:.:7..f l ca:�l on tp 'the;• CI'[ � . C. Gihert.e ci a.t :is a:I J.e ed chin �?n emp�_o�c e Las �✓.i.t:> a'!'?: rule, regulation, or pol:i_cY, the.omplQjee shall he; noti led, j writing, on The appropriate acti form o'f the specif ralleged vi olation ( s). \\ _ D. The City' Administrator and /o:r - the- 1' r'sonna Da.:: V or ma per'i od:i�c;a:lly' :c'ev i c ti�r discipl caa;�a`x' action Sauses ai- d �enaltie's _. �J'Y ©C:F'C�'l ctI— L dl -3C3 ;S —WX-U) c" t ss 5. Q �. � - 'tllr�t 1 ,S'1 C main: ain. consistent, :`r_'air and equitable en>n'la��ee t,:i^Cr�'ia71(u5C!'to .P ORDINXNCE 955 261- 01701-90 t ' i t 1 i Gl'T V a:F''- LO.NGWOOD PARS01\TNEL POLICIES AND P.td.()C,E UR` S I 1 I '7 9.02 - D1 • Iii?. L��t 1�C31t?f__(,_`. 7'.I :C} l�l�: l�T.'_�1 1:E:]`1t� ' ' E. 1 a"t c .. pr6ae6ure has Teen established under_ hor:ida a Statutes a,�r7 k `i l l govern, disciplinar c;t o:cls concerning : scro�i� T Police pe:�:•s n:cal� '�1. , excluding the Police :l_c e C;:h "i e , as follows: :L 1{ o r l_ci �5 ua Gta uc�s , Chap e r. 112, Pant V1, Lae r E:r £ ©r•ceraen a! correctio, l offi , S60 trj on . 2.:1.2 X32 , pTov des foT a r r' .:." p:coceduree o'er -.'.:r A= W :a. Ia�.'7 exa.l:o ..c "'Pmea�"i c�:�.i�ce�x' is 'G�r investigation airy - i: o i y! rL':L'(3gc?"i:ion by members of bib Depar•tment. for a� - rec.soij ��iliiah could lead. o disc'ipli:r:lar:v' action; - demotion, Q termination, ' T- 1oxrx1 a ° ce�irl<:�ats: �3el.:l_:I. a of Rights" T a � scpara'ce, ter ©ec.iui - i has . Men -esl0lislied. Florida Statutes and will ' govein " n:i'Wre- l °oga?i; ions concexning c ort:;iflecl Firefighters, as MIMP ...........- ....._.._ -- --- - -._ -- - -.... ----------- : - -- - - -- .. ..................... .......... - --- .......................-- - - - - -- ---- - - - - -- _- _--_- - -- --- - -:-- - - - - -- -- . hapt6:Y: 112 art;. V11i Soc>tiorb V 1 2 e , prov ides for a procedure .When a cbr :�ir'efi eiC° is subjected to SAY_. 7 Y! "t � "j ! a�' U.ri q .f4:S;1C.)wn as .In'.h 1 9 9.1 +'I:C.'e igh C':rs ° Bill of . R:1 ph t: s" { i� T t 1 O.lZ.r)2NANCE 955 262 OIL 01-90 `tP CI y-yy�7�C�Ft t�';% y' 1 r � 7� �, w ..\ - S'�:.,•.Li.e..Dl•1.�0 NEB' .Ll�d..'4 S RN D PRO4.id:rl;Pf:Y.�\.ES 11100R. 0 (� Vla i` of ensea my be considered as the ,9 W el.2:f9 :?tent" 'b� mac emp,l_oy a •t o dis r ogar � sti�ieivisa 0n; . e. teabl.l.shed 1 0 l a.oles , L1`r "fd� Je8 ana Teg,.7Al%:1` ioi`aa, and c,, cons ikdq.red to be so serious in A lure '� S te rmination for. C:' S(—a �_� �? x�0101a1�� se _�. . �i v7 'i-hout regard to the e�tplo•yee's ;Length of service, Prior e,os 70t; and & y o:ra 6nce eoo;t d. The :� Q � :l.ow7i Ya��`� � l :A L• ins t;. t:;u"t es exaQ1 01 of MOO Offenses under th)ls Policy -ct is K 'no way inclusive of. t -Y s of Major o fonseso " i. Insuhordinatl n a. b 1. ataut d 4 _ esa°rd . ol» Superviso in b. Failure, or t eas delay, 1 L"":ctmrlping (}`t.1`t~ specifi 7 nstruc ti o . s gioen by suporviso'tY` n s ap -° L. ?l aS�sdc,o�a.L /v��s�aul.`t" , lssaci e, cans, a in At x bodily on aY,o;thex spa c:s v� c7a:r. , o:r. ra ex cal:' - Lh As sault . s WNW %1 2 %td`�r'e�3`i� or G1.i`rv2at o ctnxessin a.0 t 0 -0 language. toward br)ia i her:• 'employed; Q sU00r K -001 s, of put,ll i a ThAt or Pilfering' l ; 6 Posse.siriel.Y7g 9 't ct ': b'flt1C9eF LnF , fle�;`t C}i�' , oL `l: titR�C3r' i_i w i:•i _ta ci l ty P :170 ee rty - oral_ i ho u•t~ pr'opo au ch o2. z a t ion . . _ .._... � -._..- 4 ici obis •o:r'• Willful Qs'c. Abuse ta.� -'• — —___ - •---- '- - - - - - - c i- t v Prope Wi llful f ul or malicious cleHs� i:vo�t�� on, negl genc & or Auso 0: C:I..tyiy - propGr`'�.y, equipment, off: f c't(;;�E.,I i t ed QV-DIN. 955 263 0 1-01-90 AERSONNEL POLICIES AND PROMMUPBS o tD ca mp e a o f major (3r bf E x'As.0 a . ° Oont ° d o f Al mud' A Didonesty • a. F a Jific4.ttAn of Gify recC7,ds or Ye f_'.ox 6M - e'ep.I ng a, g . y employment application., e"3! r e c(�rd.s , p< . + i:'a �. ?'eco r: ds.,. ptcr-ca.�° z.is'.:�.ai g . activities, ie s, pto . b. Fallpre io " give , compl and ace;urat~a ii3fOxma'rr" an for persom A records ( Having otheT employee pun& yono tile 6ard in - i : apd /ar• out. - c Knowing �.Y �aLR:fIc�lin the tile card of <?.�ac��_h.�r € employe a. Usp or c6n: ump i n. - %Of - %O a ca a•t = ru1.1 e. d st-ib ;tp-i` oe a:r :being under... the in fl -ace Ame Q :Ca City tv' ; �zd /a�:.. car!' C� '�' eicb�Y�c. :t<:imea ~ . a b. Possession, or sa A ••:k: cl l:`r.o led ev`•Y1bs"i:i7nce on 'di-t y t1,) -x r' c°�`zr d /Q% '...C1af7. Q Oak Qt' Q_ � o C,o troyl.p ai`itb8tcance ! (" d s del M_sc�:fi`r' 1.E�(�2'lA {�.es , hC31`oiu, barbiturates, ates, i:?pl1 i5` \ 1. g s, F[ ta:6_^:1_::117c7:i a, cocaine, a..2.ne, d and Popsess i d • P ...._.._._.,_.._......__ 7 . -: s�arnp- i<_ji �==,nri -- . xd_ Dlxr . - . =fie uncla t:•h .. n 1.uC;k1ctp cad. Gj.`;y ..yXoperty d/ xx^ 6n My i _ � I pill}: F: i\�JDA-NCE 9 264. :i TEMPTER 9, W DUi'f�:1 j \9.03 1x, x.50 5 a 9 0 ex, ��pke-s of major offenses 1 ,coned. r 86 Violations -of Tcaxll a. Pleading guilty.... or, nojo. cc ntendere to a felony, job � Gla ed .mi -set mea�.c�:�: in mlideMeanor � ��vo��.�r �� ng mota 1. turpivude b a 1:e zg f . of a felony lot-related bna:sde� t»� r c7:� misdemeanor .ilavca:l ng . moral '�uR p)-tt�d L= �, i;�x -, - to nova � Dupe,: - vinor�, ox, Department Director, tH t Motmation has been fi l :1d against him by a Proneo official. cla llcrim. es 0 'Moral. °ixt`�•�+�,`ttade, 49 a� th � � used her.:�e%r�, �nc:Ludes ��.� c��r►�ra�.l. ��o:,ti�; rc:'t�oxa o.�- ple& of a raa.:9a c�� e�e�idOr fl and _�+ � ei'tYo...,._...�°°�tv.D :... s'c�?i e9 - - - °� - . . ...- - -- - — . -- �:pdgkal o�d�ga,aa�cc, �e��zl�� o��7.., s�a�z.�tev. � or - low where , -� i t11e .crixna�aal. .ac; Y o ° , :cond uc� r qvo jves. . cond0o> t. corn r�ar �... to j'u S SA W, Modest , c onrnumkt 1 morals, . gc;nexdl:l y . a ar lm of M0X'a °turpi t tide includes, , bu A not- �limi�� od . to, and o pile:., .—fate commiss at Oka. %e:h , � ;,� ec i� . �d�e.��e a v� o� a Q:r son ks "r Gpi i t t ►.t�5 A q 2 n't��7( J;'t v j r- 1reQCablIx or which otherwisc) bring-s, - Lends to��: a: 9 0 tnds rea sonably be expected .to IorIng,. disc redst W Aisrapute upon •t hp..t pa- sore o - tb�.'t �>er~son ° za em, P1 e a 9. Conflict of Interest EX Beginning or maintaini a , .outside Personal or business economic rblationslsly Ly 2 affords present or a u%u�ae a"anara a.l l7t.rle Its - to the n io e e c?n.�l mayIna— ._._.... r_s�oxas r3e:� °� c1. a conflict of i n eresi sae ing. advammagEY 6i goods, services, or influence due " t�s, pos •i , tion. of tlio employee with the City ,L() Working while barbor•i ng a communicable 6 .�j p ase o 0:RD:1:N.(-1.iVCE 955 265 01-01-90 r j d 9.03 WAJOR. OF EINSES aUr•ia:�.�.t11eX��i: ��• .�c>as °��t.�.:�?n c}:� Na +Tuc't<ioaa o7, :d:t}�, orenc e with woic .k in or bou •. 11)t e C + ty ° s xic�xk �QC t.:l ind ud:l:ni e but wot l3_Ii1ited V0, . ::i.Y]lst.?'.gat i ng, i ?l leadgq I or• 'art: cip ui n9 ' !& anj Walk-out, sit-down, sta.xidW n, sloarclo rx► or refusal to xetu:, n to at the � scheduled time foY 'Lhe scheduled wovltday /sTa:a.ft. Knouthor 06 Absences b. W HY - ' V6 x (3 p ov t: f on, - o5 -.4: for conse-outa.vc,' e ,. rking days' /4sh:1:fts 13. a Abuse or Nola" ° on of City Policies � z o :. bua Q 6r M a Lion .6-f C;l_ t , t t i .Y..._ zii ix�Ual �..... _ . ira - rT �a r� g e _ _ arse r - V 5a . . _ .. _ -- _,. - -- - o3 _i.e s, o o 'Tie � � c� altabl fished rules . e ' and r egulation, o�o�'s �> ��i�'t�.�ag a xCl��:J of offense. Fighting jDanzeTous H00>1 at 016vok Ag on ps &Q ting :a TigT•,y " on s 'i ,a'(,: t.` na at b: Pranks resulting in Ys 1.C:a 7C1e)rm or property . fi ll T t F , c ...i oppTT`1T ACE 955 266 01...0 -90 .k CITY OF XOMOWN PERSONNEL POLICIES AND MCEDURES 15012 INARY-ACTIQU (). Les.1 C)ffenses are seneral y i nstances of 7.YTphopey Gf ?Xlduct, r°equl JUSSe�r degrees of d 9c:,:�. §_�.1hp ±� ac�� -c�� the � _��st oo fenbo. Astir offenses, however, rven o�r t-he offense does no t fof° cam' S6, upon the c�rc'ur��si�acbccs 'i,,:e .Offonce. r r li mited the 1 . LessC)y o_! �-e'ys include, bu't". are not ItIJ`i F'C� CC?, rho Engaging g 1i horseply, p(."'1..iff1—ing, 5- firr'st.1,al.ng" '��z oetixa a.rcgs., distracting �:he a'ci n opt: others, ca't~calls , dymoa�w xal'j.o s on W job or siralil& -r 't YPes O Misconduct . ..._ .......... -- — - ` - - -- - ... - ------------------ —_ -- - c1 a G'm - ab V fir; • qn �- i . Uune r` nd pr?pe rty. a -ted -areas - C . Delay i cap cj� g out- or rp apcartd`�x��; to :�xt 19 't ors „�.vc�Y • �. Advisor. ate'% on languag �, Mich advWQ y uaa ects Silo ri:?lo , producti o'A disa.t:.p.1_'i Y'1C-'.., . H'+ depess qp acts of ) :)- bl.i c-. T Punching another qwlowes tIM cayd in and out. t @RDINAIVCE 955 267 01-11-90 CIS..O •'LONT900D l \ d CHAPUR - - q� lesler offenses x ayw, IV), - � V-, S 00 . Ass ',elism /Una-Lt horize(J . zlbsenof'. - a . T11 a ' % +'a :L absences from - - vio wc. b. '(.y ta1a't p r•ized Wr- >ta,ce is defined ne d s failure Vo , repor..°'I. for I orh for one of more woUdays or AWd+A`lN G. F a_i.lwe to • report w 'l�2 ",E Cy . i:.onsC.G'il ive I - wor in . �I v s:t7 a £ s .. . �.t�n c e .c�c as 0 . xrsajair offense. d. Failure 7011; t oVe - 'special Ours or z ppcial shifts, aft ' �. . `�:'�.Y•ct.� Hess - • - � _ - - - -- - - -- -= = -- - - -- - - - - -- ........... - - - -- - - -- - ... - - - - - -- .. Faa.:!_'t to to be i; >T pht 'it '.beginning of the workday,. `w of . ax Yf7r1S: Alf, o when - uork assignments ate being mkt: ��r ;�m a:�•a ��l ank�: . s .r��.� .�crie�t� :r- T .x_n��.��._, a.wi; . . �. �;oa�f�.:�ra�; �st� + :�;%2�'�.c; °1e• '�1�:•�.�i : a., Peaving yaw s ignect -work- aj- 00.. 0 wo s its except for emergenci or_ when approved :�a�i Supean_r,vi or. Misu of City Tlxti6 a� ' Acts of inattention or n.Gg.t,ect Of V b. Sleeping; during t h7lr� BYO 'IL �izola 7Jfl:l,t ( S, ca'i�cc � iT?,sE .f provjded� i.e., Fire Combat. C7ItU:i:]?1ANCE 955 26 01 - I i CITY OF LURGWOOD � -r �°9�7� fj'q;�• �y p y �^g �r �y ry�ry •7y�q� U R,•S3.r�-..d..A_J.i el M KIM q 0 \4&- IJ �-'NMM �. . . E xv P, of Mazer of fenses . Qqt & 7. 2-A.'Id i) or Violation of City Poll-alem, a.. d` 11Se or violation of City pol ciep, inpO.lzd:t_nr the manual, any derplItme1: t operating Policies procedures., iul.c 0 ° �? °t ?i V;►..t� ions ' ° 6i.7..�1 re Z v oT�;�e :ire y 6 &e�t:�i� prac'tic es and se gill ci.'i.ions c`7tsbC: " � ` usf .`sc #7 �'w�_% �C(�1:l.��ilC ?f�'L suppl ied. X. Issued G�;?,C�"C".'�.'i o-1 $ or C.��ot1:Yf1'��'ti1L s' a la '�`•:L't}ver s -. -- - - -- - .:fvF; 25+� � cis, `�r>kX ��G evo3�c�d,. a�'spencec. cy�x esnx�. cane °t... 1 .... 'b.. i ` ' ca` ?not i"A. OWN? .oil, S e� 'xctw et, p1aea�e� ailed, eat;° wevvT�ed, l where valid d i vWq in ewl owe 9 C; ^ Driving a O ox hit vekzi.cle �,v7i on W'c: bus—IY16C..rs v7hen p.f7t Po5wi`ry!#W a ") Va 14-d �4 TA.'Veii"" a l ..a_C:esse. F d. Pe'rm` t t<ing unau - ch o:r_"'1zgd .a.:nQvjduQs •t o :r'l e in dri <,e q City ty vr h,t.. l e . . :10 Loss K A Reqa..2•?"eM&'i e . job requireVe:t t c11. rY49 .eWcaYmen OkDIWANCE 955 269 01-01-90 -i QTY OP LC7NOWOOD 9. 04 \ -, \i y d4 . n 11 ring or rec;omr�tFrs�!ciin, the `�•a�.:r:Anz a��i=� � 're�:la�t: it the s to Div i s < ?xa ©'ij6 - :• vYb.J cw one has some de,groo of y ;�.. F < , D_�,:r: e6t ©: ' e�c:I ENIR P 'd Super; �r!SoT authori D ,: e�'� cam cic, e ;ai:.ec1. � �r�r�;:l d:rz authority ALL D r e p rre as . a employee, xnt�'d ea e:e 1�.a.v.� ng t'he <, u"Lh( :.t 3 `i Y t0 ac3lrance, evaluate, z recommend a iar - Ee'gardinj he affeared family mgrnbw ,. t� )7�7rcAC1i fe% �loy'O. !.. False $Q'i fyAfI,nts . !f��J €lrr ; int°en �o \• a� S VAS verbally Or jA T "t__J I about: . the, C :J -ty o't°, ier -irl?.ci�i�eI v Harastirne;n © s�}: c r? :t: J �Itts . U:r Oth'61 -1 a. o3E;xliral, Vici.al, :f_el?.g2.0 �� 1 .�� e�, at.ioti: ?.al OrO:3r), etc.; i u n4�a�� . man e i :rat : L� ?.oy c `r° . s�:�� X i c, O ridicule dicu�l:e; OK 1. � >• . (�i�ii_<<� 'i rJ e; �.rrr�p'I (}�'IiIC-~ {:l'� a . F5 ail re to obtain qpprom- � a: y �_Pploval to ;( off:" oo-nt Ali6, pca,ct-�.C7.jr> 1b JS�!-, emp1( ?S�ITYent L ot lxaxr with •i he �.l7 y q \ \\ a. Personal use, (?5"' propextyk eqlAij7iYbGnt, r(late�~i.4 s , . tools supplies , etc. w � �1pu�t yr —r. 1yc rr r' i Perm U:�� the issuing ir?L'; ' !.)cJpax'i::`s "[IC';S'J.'t. DA.sr,C:U;�:c7 OBDINRNCE 955 270 01-01-90 PERSONNEL POL' ICIES . AMD ls CHAPTER I i l 3. a . aX&M ales of lesser. • o ffenses Cone Rd. 16. rat(I MO 0:1- P private business � ness �:o:c a-,a n �r i_��x:1:r_x �xa.�l a� E �arltot: ion • o_..p� City W- u-m .ding, property, a1A. /ar a'�� City tim- e . 17 Gifts wd a. imploye G acc:;eptande of loans,! advancys" gifts, j gratuities, es, Woes, aqd /o°� enteitainr€l�v�i'a�r Ir•c�u �t s ! er , ib�:d er, o:;r othefi parti AM, business ax having an `in'' � .' irx /' ith City GoV6 sIM0 -.rYt . �.�3. "Personal Wail/C; IIIQ 3. " :�asnotants of Personal. phone �.. I2.c.cei�r�t.xx� an ,�t:fess:�evc.. � isona gtta =?. "�e�1x�_7_c - t��P L�f= orllc >xasa"ucl_.i;:aatte'._ - .. -- - -- - - - -r t��oe .. ... 9P .�+ a ce; h> •ire P9 1 � • {. be c`tUfinod as thai< `w7rxich . has - a significantly negati e InI p l; t o x? �t 'he speo-JUic" �yo rl� cape nation of the enploye Incanceratiou ,i s t d 9'_. 1. " `�Y sup i.dsor e.)): incarceration ?Cox ctLt.l'fE' €(? xkC�c an offensea, charge, or' allegec�`�c�:�x"[xe e (7 , mi suse of Ci'i:zj property a. Unauthorized fed use,'..i, Oss, desti•uc;•i.:-'i on o r repeated loss off: • C�.'l:y..owned Prr'c.�pe.f: " and/or egyipmen•� 9 . I: . dl, - 'i .e., tools, supplies, e.s, -Materials t� es, uni 21 . pos ting infl and /or~ Removil of Informati Gt , _i�Os'G'i x� c1�7C� /G) � :j' t1.Qv.7-il(� UJ cl'tx'�' 7Tli:�'�E --': ica.t, 01x {:i't y Vu•1 lel.i n boards or MY Property at _ anY time unlesE, . previ authorized by the Depa rtuten "s~ Director, per l:Al. J3'I f'ect;di C)r City S ' i i } i 'C ITY . phi ( W(OD 7: JUMPLINARY ACTION. MIMES 9 0 (L, \-L "')SER 07 °l e i.s•�:��.��:��t tag - t . i: ten and /or p�°a�a� ed '�ac of � o cJ cri�; # .c�,r� on. CJi p o:rat,:�•`i°y ciy�: im G.: bix.1_:I,c�a_ngs -� unless r ��ho: �� recd. JJ C) ZU`.lJMUTC,E 955 272 i . f. V PERSONNEL' POLICIES* MD . PROCEDURES PHAPTER 9:_ I 9.0 :t "_�L�, OF DIS(: T1?:�,Tl_V.�LtR 6 X a . Tie folIAN ng guidelines are tak utilized �xh9X 1 co-ns1d0.Jr -'7 n and selecting ' most 4ppropriate and effecti i ve type o f disciplinary a0t$ !,< f r �, ' For tYta.7• \\�C (7'1_;Lei2s@s 9 te:i:ll1_Ll- l7.'L _I.OY i -i.5 'C.1'1C app:Y''U t(' ra i on. 2. Each 2.n e ilC-nt' .1p. a b e viewed an judged. individual 3.. Fo °r most. les ba of:fmqes, the least. save;', °°e. action: shalj bo normally approp.r Ito for the f rso off dnse..'. The V irs'% " "steps shall be :r_ehah:llttatrive in na'c.1:1re and leas Bommal .L,•.. Lasser° 04:i°Onsc`: s h a�i.`I ,J'.Uvjify. . move ;�?5,ogressivG:.�.y �.ta s'� <a � ti .. - -tJ .:_.erirp?lo jse - -- I.- e_cogrlizc,s - the necessity joi c'orsec ins ithe clef ! e;i_apef or °Q �._ Mlling `Lh_i.s , ' :ration :i. apPxop:t.,_OM 4 . DG' upt7d1' '4.t3C) C' 3 .l`il l aI1C'C3:a ( le s ser C71 "el`?:diC S, ten&A may be B. A de tea l -the W i� c;ou�: se o.� cJ + p + P:l + az� r z;_ action �: c7 achieve a positive permanent change; .in r.:on:ctvUK on t t10 Part of the employee, the supsr_rv1_s6:r° seal. Ap the . ol,lo4 in:g into consideration in each individual case: ThC' seriol;ls17eas and c:;:'tvG'1.ms'L6'nc-s of the par•G:t.Ctllpr 5 2. `i:h.e employee pas, rdc.:drt7, 'his ;l, .ngth of sojAc q. — _._._. nal d7_ng his p er-Hrmance and c1i RAW oc'o' ds- - - -- 3 , Tie lapse o time since tlie. en1pl oVoe a-s't rece_�vec7 cta_sc;iflin ry action; frequency oi .problem. 4. City practi in simil cases. 5. AdV an aC e Communication on e;" S: or_`'ts made '%o a ; .':I.s -: the employee of the problem, ORDINANCE 955 273 01-01 -90 ii i CITY' OF 'LONGWOOD I i?Ei"..S(}:P T.. L 9.05 :c S OF U1'sQI P:ie,INARY� CTIO Est nth B. 6. impact t of the v �eQ1.c5yA and 7. Avail il I -e justification and objective dc)oi rile- ntatior1 to s.t:t pot t chi ;ction, given an apjeal of the action resu1 tii o' 11T? "7 2 is P;Cl�r '�,:`1 hg o1rc''l5rtis'L.t�nce which may ex i ��'- t . r7 Excep n S fir s t:. C,}C:c�tJ nre n.C7(: , o %llc�,.]gn off en ses rhec c�r�»na, ,�o•:'a. is ai��:'op;r"iae vi3.le:�t� these DXS not cox?.s�i..clera °��i.o:t.ts' . F . Disciplinary act ors s l be nb more aevc?: a t ar!..reasOnab Y t. :CCG ssr°y iy.o GC3;iC`reat bja:v':LU'�' ra'.ad/ )?y' X)erfo:LdiliY1nce Of an elll"(JlOyee a +a' r' ._ - meet he standard of : e�:c° . �cas��.�cr�s �?cl a�4s�.. 9. so„A•�e; I J V Acceptable disciplinary inary a"a - Mons may, depending vPDh the i c, r C >i:lr[1S`i:.a% cas p.• include de., bu are nd y MUM . = Y;.o `b A .I -. Wa:rning (formally "Vex �bv DI r_r.p?nga r 2. fn13:'.3.i..ipn RE7p:T i n .-nd a . 3 . uspehsion :Wl h Pay 6. Suspension with°- -C3ut r Vay 5. `.t'ei nination k b H. Al:l_ d sc ipl inawy ac ti-on measures sha e accompl:i_s1• ed— :i_n a . private Place in an informal informal set �_ Ong, by d sc;uss on between - 'r.he :i_mmediate supervi and other :r.'evieQ gQ,, suPeMsor(s ) ,. if appropriate, and the a feoteca t catn_� 1.aycaG b t . In a.l.l. cases, however i the employee's super _ .i so - initiating the 'discillinary action sha l be . fY1^esC?1`1'l ! %� 'U�r di sciplinary � action discussion wi.'1:h the mployle. r In the:. cases n" . suspc n;ions : o:r' "torm naG:i of s it `r�rO inav' lie � f . excep ions .to this procedure, . TS . i OWNAUC'E 955. 2`lt� 01.-- 01•-90 E CITY LONGWOOD CWT-TER 9 al'SCUI TOM 9.06 �ifA .LVU (ao:�►;1:i_'�rtl�r �il:r:r, _gin;.) '11 B. warni should be administered and documented ':by the immediate s •��r_l.sor for 'the first occzrtonae of a lesse - r offense, or who the supervisor deputes early _'i_nda. ca•uions of less :bean acoepta.ble- •_ e:_r•f o manc e . B, Wa r. notice shall: ExpIal 200 .. -t 11(i"i, Q f f an s 6 or p:_r••ob:l:'M s . Explain why 't offenses is against the : ides . P res6ribe %o'r •i dow t:. f f e_I;KV6c•l✓ed correat ve. a0ticon ,:end by vffien such should ;p kcubmd l.. i she o Qenate . tha cars`socrta� ,roc o" Gv�i�i�`?�z�r( 'aan�les 1 ��a1 i `:c: onduat C. Ja �nT c1: 5�1�j fi_�1a17� Ct }O C' ivy as soon as . c' ':der: the e violation - (s tu anon) gs• pweFflklti�cahle An ::n .rya ovent shall it bo more 'tl1-tan f a t�. ) �rc�:r•f� i n ' dazes for `:�'tC�:t 7 shift empl oyees, three ' (:3) scl dti�led s:4 s jor, shift employees, after the most r_c1c;enta � \\&asis - for he, .War•r ing is j�:Y�t> - on by ' `the ,C:t17p 6yeq-' s Jjiimedia e S'tva visor OPD:iRANCE 955 275 01- 01- -90 MY. .)sC.MC0000 MRSONNA POLICIES AND PPDCEDURES `i' G T3 19 o 0 7 1� 11. b • - i ':'re Repr_lman6 shquld he idm nis _are4J and el.oeamonter`J by 1. An aai pl - ee fails to take Qorreat t 6 action identified in warning or for :�C;'K.�c�ated lesser offenses. t Gl�. less severe disci y' ac h.ct5 be en i F 'l.nsucJceFafu�- anG tor co`trreC1t:I.ve• c?.ction has not been `Gc?1 en by the eIn& C7q..t-M a a. 43, - tt itt,en Reprijand should be given as soon after the a ri 1. o event ghal i be sEtore than 5 Y . " i � employees'. c,L'vu (�) wor c1a� no sh:t.:_. :�lx�:ee (� } _ .:.scherlu ed shifts Eon s1��.: t. e ca' 5 after. 'the rhos 4 • recent bas: s s s ol:.:'�he Written :�Le: ��:riixr�r,pd is lcxse��mn.. h the enzplo?� pe ° -- - ........... _ _ ...._ ........ ...... ... - - C , The acc� i d�:z 92 thre (l.) or n1c� re r ep:� '� rrt�z:�tr1�.. ��a �. t- elve A (1,2 } month period VMS' he reason :c or. s sp.n s;, ob. eii r � out - pay or te r`,in;l..tic1t i c.7p o i. • 1� `t i. f C)nU;i"NANCE 955 276 9��ry :CITY } /? / r�r�c�OD . ��1j�}��7 } .S.1 ��SON �.V L PO1J.L �:r'I .J.� — D ` f S�\./.11aJ.4/ V � „ CHAPTER 9 7 ]JT A(;`.L`. (J1�7 9 .Old p %ll ti ENT C N SIa.LGIAL P Oi• AT I!Tl SUAA S TA NP RP nERy6:PNA E I tl. The IT d:%.a`' e aupervysor, and/o:y: othe revi ewing. . s•ukrv_I.sor (s J , if appropriate, ate, may r''euoYT,e1J.d p 'ivhe Depav"t TRen1 ,, Director, for n appr_ova`L, to place an. employee o_ri special probation, of tr suor.,ess ul completion of the initial' and /or svbiequent proba ism ar'y - periods a B. Th is action Sho\ I d be reconymexide l and :.xa;i,tia•i_ed vr:hen an e;�1��Loyec's pe:r.l:o.rmppoe is oar :becomes, less tha;i. acceptable during a period between , so edu:l q qVQUA .l_on reviews .. C. `.�`lz s opii_o�� 5 ava�1 b:1 -e grad may be in %tme.•ted even - though an em>16yee is not • duo fof a %eg�:�i a - i y ' scheduled perf"aMance review. ►7 . The plagement A all em��T��vee ox� spera a �. probatioi Onder this p--o isior, . requires t�_hE n cif a specs Gil . pOr•i smanc e -- evC�.�.u`G� i�ao�?- •? cY9:�c��a 9 - -..w1i i c77 _:ha:�l,l ��h�s - -C�e� r�r��1�s�G� - ,reef° � c aen�:_ ��.,.._ ancl-- ... -' - -• - -_ -- �� cornrne Cls ro veotWe action and e dis usslo — o sale with the employee OR"i7.i 955 277 0 ' 1 - t pp�� ffyy ��pp `j 1 y ��i1��q �`q� �y,`'pry -�, 5iI,d, d 1 // ,/ y� S yy . ��qq;�++ 3 �� . ax fO p L'p 7 '7 � U y� tlOOD �y . �7�� yyry� Pyy7� � . �; A„ i�l_ SW .�.V1V3:�.�_� POdJ.J.,.�.l,�.:$ AND PIAOOl;,�J.l�J�C�... -S I , 9,09 - SU:I :PLN ©ly tn1 1Ti - -�i1' 6 A. Suspcn '�i.an GJ "'L:'IZ- •Pay act serve as interi a.e;t:i,oix wlxr ! �tei°�rd.a_nation '� warranted as a result of the employee's of:'�="e:npp f or i& reasa� � .GfIaG. r , -u :f_ jQ?ent 'Gjoe is a �-.1.O"6reo ': o thorough 1 flvent i.Q'l.:'�.on o - the of �'e� �© cxfld circumstances. 5 2 a SUcb. 4,_crc_XO) - .1 prov':±.t`ies the o�a�a� ~�1_�:��'i:g -- orr fjie Depa - i'. - t aent- f Df i_rsc'tor to N_r•(Dquest* and /o°• accept wwltteii., si.-gnQd s'tatemen! (s) ana doc��s'rn=;ULa io.a1 r`•om he �1 � fec;'i,ed bmpl oye& 39 Time i s \a.1.Swed for Oare:5i°:l_ and supported rrt,, The S'Ll'{7erV:f.SOsi:.I cLC4tI(ar` }DC27clC"t1TICr!`1� 1)J EtC'i:(�s:' f�➢�� cZ` CC.`tCC t'I "[tylQz�e�3 �Q� cd� fli'lq)d i,..ie Y?resGY lX?Gd pCft3f7d of time _.......... aA.a'y.::_:� °ro��i .. t 1,...s ! tlic a�, ...c1�►e ...E.o....en1a i fl� °serxee;...:otn •t . . �< -- worR eyTvlronment o 1 , 5, To p- oveide noti and ago. ap c"c.u>_ait:y for 'rho employee No. prepare for a schedule .( eov ng to refute din cip`I ;i.na'ryll charges aT'1't:?.GrQcxted to resul- t r�. ,r 13 o The suspended c Filpl of eeY Np °i 1 T R c: di rected to epont t o the pc, r- Director no later th �.,.�e time so designated is to provide', in wri 'i iag, uppC nt C oculTCIuAla'l;•�!.on and/or x:'e sons as to why their employment should be co:n�t:i nd' ct C. The suspended employee shall. not O t to any 'fork 5:1.ye or con'tac't any City ernpl oYaq duri worl� ip \_ hours - �72.thou. t :% he .pr:i_or r�= i is tscn approva;i_ a f 'the De�?a��t nie ....t Di -r•eo 17:e cfrrr✓x�'i��YCc�c�a�a rec'u:sc� - ��1��as�ec3: i✓nTt }:4 •t'u_ n _ n City owned pr•opcarty`, equiprnGx�.y, ve:t��ie p, etc. E. Pending the outcome' of f`3 s t-� i:.:i.oxx and a �- � f urther. r a t � u� " i consideration, :i is - app:row ate, additional. d i sc�p.�Snary action way he t��.ken an l /or this suspension action may E e modified or rescinded. T All suspension actions must have. . "th, ctjaNcl_l. ok 'i;.he Personnel Director pr ior to the disC,i)'a1.J_nar'V ('.t:iscuss_lw.� with the empl \ q ' f ORDINANCE 9 278 0 -01°-90 CIA 0F+ .WWWOOD . .:iC3�f` ;i ?('I �.!_C:'i' �Ri' AMn PROCEDURES 9 , 0 9 F. TI. - je; 'Dr:, aartn ent Di Lroctol' or. Uhe- Li ' A dmiz,isir:taLor• -mav immediately - v-Mend an employee for causes s rcalate no perso al donduc in order jo av a �_d undue di ssup ti ow .o f Wog fit:; to p o't ee't; � r -• 'ir210 . S�.:EG "i:�" UL v_f"_Sn�7.s 01' ;�:L°OI�G tY 9 o�r s - i•C'3r U "thC?r serious . cause (s) a The suspended (_aI»i - Aoveu s1 be airYQ( ci to l eavcB M :1 propepty l impediltely Qd ._cemaXw away . u�� t � 1. � uP, her no�:i ce: e A. w.r. i.-t'c.eA s ta•t6men"t o• :1�e cause, i�a &usilitan& and hater i.al Jadts shall 7 ?: c la ret, wit one ( ) co py p,,oxi�t is f= e:r �t"c�ct oia 't� j _ .............. .........__.... ...... .........._........... ... - ... _............ ........ _.... ........- ..- .._........_....... k I F . 6lbIN1-1NNE 955 279 01-01-90 PERSOPNEL POUCIES AM. 'PROCEDURES 5:l }ENS I ON �7 - off E Eca Y A. The \ \JmmeC"t:! at:e u'lApC-'r"v'"i sor, and /or O t`7 el:' 5upexvi s0'r( s if appr'opri TTlc2;if" recommend the SkspUs ion of an Depa` tfnent, D i r•eo tao . D. Suspension,, WKM-thin -Pa"y col:ls:l.'�.1.1'1. ".e %disc"ipi :!-nary" t ime away 1 from the j ob. � ! , i C . The Department \11'j. D Director may i..s.s•�,3e; a Suspens i:oin With •t ;�'t_f�u - Out- Pay to any emp�loyoe +.�� s depar c,. ant .. r,- hon , or as 'a. girl en loses Nevere disciplinary a0t.i_ons hi3vP been G unsuccessful; b. Upon ac:citrau:1 ca'U� �n of Mee ( 3) or mo-r:;e z�.r'i.;t ten reps in-land"i; )_Y1 a `t4�7el �e (12) nion't h peT , C. V o�.:....sex�a.d.i1...Q.:F 7c�:� t lea": ...c�........7 poi,.. gar c? 11" 1...... LSlllA1F` C�:�.cl'1 ..................... x.!-.° When an employee .f:ca. -M t o make correct a t.i6n gas . ,. . den � fied in previous MOO Mar Y ac1,:1. {JJkS q 3 > Fur major o'r' <?f:i. erns e ( S) Z D. A %spensa_on With-Out slaQUI \\ 3ne for a period of no Less ` than the bal ance of the employee c s wolk day, o:_r_• sbift on the Work clay ' "the action on a_s "i: FOze - and so-all not exceed - f ive ( 5 ) consecutive working days or shi fts. soon a E '' q ' ivC�.t"t �<7`_i after the 1,, ° ;auS;pt_.:Cls:i.Otti actions shOU.lC.I. A"JC:} r violation as practicabl after the most rc- en basis for the suspension -is knoi by the employee's Amritecli at supel visor and F. The suspended employee shall, not: report por,t `t:o an work site or. contact any city employee Ar ing working hours �•�i. �h� � the prior war i ten app r'o'val of the - Depar tmen•t. D i_reo tox > G. Thy Department Director may direct , the suspe id d n, :I ovee to turn in City owned property, equipment, vehicle, etc,. E OPDINAMCE 955 280 01-01-90 !, MI TT OF �7I ��qFi �yq� . .�I .L d . -Q.S: LOAN�.7�UUOOD . U1 MR — ACT 10 \I ENS ON Wi:TH- QU`_T.r- 1?:11y H. .:l.:L suss o�! aptions t�ill7st:. have •the: .ID tai.' of the Personnel a ir'�e . or prior to irl,.c di sci.plinarY di sc.ussiora wi th ithe emp I. TI Depa:CIUM n• . Director or the City Adi :tox- may mmeda_ately suspe�' an employee for causes related to personal cqnctuGt i n a:ticlerj 1� 2. avoid undue disruption UL work to protect - the safety of ]pe.r:sons of L>:top eztY; or, fop o•thor ser oW . cause(s). � The suspeLded emp:L .;fee shaall be d i:reo tgo. to leave Cit- p7 operty immedi and amain away Wt!]. f ui Ul & no .1A statement of the jau<se, circumstance and material facts shall be p �epa:t:ecl, N�r•� '[J 0zt a 11) OOPY Pr'e��nPt �y ser•v — o:rx t- a employee.. i • < r t 1 Y z r t ORD INAN CE 956 28 01-01- .CITY OF LONGWOOD PERSONNEL POLICIEZAMPROCEDURES u G-F. IPrI.IMP, .9 °. \I M r.4VA . O f' d6 ryry�� S jj �� ( .Y � •.don �acitio.rl. reques pay ` be in itiated b .l..he immediate sl a O o' her nevi e*:ing svpe v_i sor (5) , if appropriate 9 to the Dep r°tr me.nt Director when.: � I . The vii lat i on is a. maj of fense. 2 . The er��p- t�yee has been sus§o ded lcvw 1 roc Jui �� '�:i�a�c:l e (12 T i monc..h bx -iod . 3. There are re eated offenses aid a:i:l_ a'ul di sciplinaryt �, ,- �� , : c1C'i:.'� oils have b(.,(✓S � unsucce .L:.� '�:'C,�'l'!.I_`�.:t h"1�, in :Lfll'f_a`:'C�"C"'C,C� i condu6t o:f: .pe �"`�`o 13l- , CP, e k. The Mplov'ee ' :i ns oll led to take c,6, -x- ,0- b 1ve .a.e ti on t identified in other r_1 ix,pipl _nary actions, R B. Sus ens'i.ot'1 With Pay sho'G l p°t:°ecade •'CC?:r::iit:1,9'tkt o:t?..action. 0; 1'emm;i-SZa'C.:i on is -the most serious and the most severe disciplinary action and should e resorted to oxil y - 'd c'n other "° h ,su � ..t.G:iL�- X1'1:. E';.'`C f ( ?:+_"�.S `l:(? bring c'�1701:t'i,.. C10°Y%'�:C:i..�:o:n. h ave bc'.G?"S l ,� 'l7.l1Si.1ccess ful or conduct co- sti'l:_7: -e-s .a [11i:j o:"r_"' ol`'i.E:`I1se • r� D. All te:rmi_I7.cl.t:1on actions ]"[11:!st MAN , 1. Personnel Director's app:f ova.1_ - rio'_r• to initiating; and,- � 2. suE a=:i.ci ewt documentation, evidence and/o Go:Lrespondence W s1.bsi.aSt'i~.:i..ate the act on. ORD WANCL 955 382 � CITY OF LONGWOOD PERSONNEL POLICIES AND PROCEDURES C9).- \ 112- CLR;X'_ ING OF DIS . PLIHARX NCTION A. I _r t w.:*-'i I e considered that correction has been accomplished \ and records for,d 7a iplinary action shall be removed from all CKY f__-_ �_-v__-_' fice, department and the employees file that is maintained in - he Personnel Department) under the following A- If thp. didniplinary actiorpon, file is a Warning (formally Verbral Warnill and, - the employee has. comm.itt.ed no offense. requiring an :is J KIM of. f - ns W-" le on the active City payroll discipli ary action on file : a Written Repri:rtiand and the employee ha cormilitted no offense requiring any disciplinary action fo- one (1) year aft.er ithe in.ltial Offense while on the active MtA payroll. � If the ,1 ^~~^ '--^ Suspension 1 wz Probation, -' ^ zi u��uo� �/�� uu�� ^^v °�� nces, -be reEoved from City 13 U - 11ost serious disciplinary The len-jth of time to clear - le ). act-Jo.i in the f ile. will be the otim�'Viraxtie used :)-'or calculation purposes in clearing disciplinary actio from J21le. The will nt. tion, regardlesi of type .__'- . -'---__ ---- _- ' � � \> ' � � ORDINANCE 955 233 12-16-91. .1 u I d _.. - - ............. ........ ... ......... ... ...... -_._ . _ ................ - ...- - -- ° -- ............ 'i 4_ . 1 :1 Y CITY OFMONGWOOD CHAPT . S3'l :t;Cf.L:I:�:�:,.N2-1L .Il.�"`� is i' 9. `? INC nE 7: I SC%i?L INAF _AC ', IM . zlo 1 tir�:l_1� e considered that correction :i &s been accomplished ind records A disciplinary acti shall be removed f rom al . City i lcs t cLa'_v`_ s \ _i.o:ct, ©:cl i ,e,. dc-p. - drnexxi. and the cn1z�lt�:��ees 2e 'chat is inaixita ed in the Personnel Depa•rtinent) under tbe 1. If- the d xcipl.i nary act ion on file is a. Warni (formal ly Ve'r`ba:l. " and the emploVeca has cop mitt ed no Offense requiring equi r i:rtg - g_ disciplinary action for one (1) Yea:r a .der the initial or" - ease while on the aot .ve CT,•.i.Ss pO�Fr•oll.. 2. :l::i: the cli.sc:ipl_i actiori. o:n Q is a Written cpt "mancl and the owl J.o cue. has comm i'i ted :no o,i_ � r -eq i, inn any disdipl i n . a " •^� ac"u i on. for two (2) ' �v'e�a:r•s i= fte_]"` - initial offense "Th:1_le � n the active G.rt Pa "1.. . ' I.' i !ae d2. ,c'1.p1_i ?�cZY c1. ?- 1.OT1' �u Placement - on - Special Probation, o,� , Suspension Wa "i I L p p o;_ .'_tie "�r.` ination, such .. .. action shall, under no ci tcums - maces , b c.:Com Ci'i:.zi B. `I'iae l 1, of "� ime to clear the no 'st serious d�i.sc i p 1 :i nar1� act in the file �rr"�_� 1 . be, - tl - ,Q G:1-rme o e used for calculation purposes in clea:rlig disciplinary act from file. he time r_ th s �'. will begin , f rom �.�ie oa :i.c� o��- - d-ie rrtos'i: :rc�cc:,.il'� Mary' action, regardless of type. t fi , r, I F C:i:iVi1IC'�' x)55 283 t C.`Ji: TV- 0:T 51GWOOD CT1�- �`.�'�. � `- U, �,�C; �:�,T�1�Lr•?.?� °:TGl�: ' ? . l 9.12 a (Q%,IarA 2 CiVG :C) ' T�1SC11�?:_L'_ - �J� � t1C'1`'_]:()3 PL-J. - C . �I L of the affac�•tte.d c��iiy'lo ee t r� �iiPonia:t � written r °C e[t1 'i� 't�?:ti_ oath leis, `Lrtunc:dia• e :. s u.perviso �•, �ii�+.d /or other. reviewing SLll7c�r S CS.�i." (S) , .i .f- . . cii.��prop - l: -1 I e, can Dep D:! :1: ru cto:i:' ° t to -the Perso:niac�l�:�? to init c;; `Ic��a:s ~�.sa(a oi_ hi s recor r _ according to the plyvisi ons o�. 'trl-sA section ipl.ii�� action- f •t h(-." file(s) is D ° If removal Of- \ cta <scs appropriate, the persoat Di rotor sht=s3.l n.o WN tho respective C r' +\ J i A division, n i L:.I..Ge and de a:C'L lit('_ -n -c "�G� =�'i c� 3.i1F,' irJ. ;'?.;t.C.'� �:f '�.f pi7 (.S) 3i1�'y be l: emo'zlCC( e ° The Personnel D:'�r -C c, L. T s'hal z also c:ontac :. 't:h(-:" arnt'a:l:oyc c r- advii i ng him of any action Wcs:(z )teas. op has nb t :f:3een ac.comp:j ,.j.shed. and the -rational for same. The Personnel Mice �:. ce F.3�1all ma�':(1't a� ii � !'i .S -C -; , . SC' �`i7' ). (( 1T1 a Il ia .. , csnsal oyac� ` a . pc:csannel � :l".a.10 o f all -di sciplinary ac'ui.aris : eiYSaveci �=_r_on� i~l c employee; 9 . e : 'ii_.'' I such f: mo.. as -a re6o�:ds r se'`1.e5"1'l ion /i'flanC1g(3Ii1C':7;7t Program - s r°1V.C)jatG and aj ?,propt i_ate procedbres are initiated. ORDINANCE 955 2 8 41 f f' t 3 j I i MY OF UNMOD' Y C I TV OF L_ ONGaWOOD PERSONNEL POLICIES AMO PROCL °f)URE a o .2 WAG G �la i'1' UC n o n n v ❑ n v n 'u n a u .a 0 —306 10.Q0 Q }i;'Mf;=Y'tAL �. ` E tlaN o o v o u o 0 0 0 0 0 0 o r- u o v 285 10.01 D'EF I N I tr I L,D L3F GRIEVANCE a a a a n a a a a o a a 206 E01 Discrimination Grievance Foe) 1.20 wA i]iscrimina4ia" Grievance a a a o o a 286 10.0p ELISIDIL.ITY TCI XL E A GRIEVANCE a a a a a a a a a 28 10.6) GRIEVANCE PCdG9C��a a a a a a a a a a a a a a a a a 280 10 a 04 INFORMAL GR I L VANCC a n a a a o 0 o a o v 291 A. ST EP ONE — M „��9AL GRIEVANCE STIFF' ryry?? IL�E °1 < ;ATE SUPEnVISOR a ,> a a a n a e91 1 0 CJr ievan" o a o o n o a a a o 0 0 0 P91 tae Ismedia4ci a o a o a a a pv 10.05 L"LaRNAL.6RI,EVANCE PnPCESS a a a o a a a a„ 292 -� A. STEP TWO — NEAT LEVEL L3' REVIEWING AUTHORITY IMMEIDIATEL V PYC;CIDIMM THE . 1 2.1 ter i evan �� n a n a a o a a ,> 292 P. R Division manager; Q Me,& Level 0 ReviewirIg Authors a� Preceding the Department Director or . a a a a a a. 2 2.3 L<`ivlei�'nt a a s o a a a a a a 29°9 y D. STEP THREE — DEPARTMENT %DI RF;C;T R a n n a o ,. 094 &I Grievant a u a a a a a. n a n, 294 3.2 Deparlmen Director a a a a n a 295 20 Grievant . a a P-95 C. STEP FOUR CITY ADMINISTRATOR o . 296 4.1 Car Ovatnt o a a a a a a a a n 296 _...------ .._... .............._- -..... .....__.... -. �t: P_ �..... �t�. y..:( 1eJa�3u�:: a, ��; r6a�o► �_.._ o .....o....o._.o_._�.....- - - - -.- _.......�9�-- ._---- -..... , . 4.3 Gr }Levan l: o D o n D. STEP F YE m GRIEVANCE A03U$T ME MT ID[3l4RU 5.1 Gr a evaent n a a a a a a a a o n. a a �9C1 5.2 Gr i evance gr3, ustment Board a a ' X99 5.3 City Administrator a a a a o a a a 2 k.. 13YEP SIX CITY 'CCRMMI aSION a a a a n a a. a a 30 6 .1 Tar i evant a a a a u n a a a a a n a a 300 6.2 City Commi ssion Soo i ORDINANCE 955 i 01 -01 -90 • (�� y� s pa { (�,� i1�.1y41SM�J4��1 \i1�L 11 Ca�L � @a, EW IP MD tl�U'9Pb��L�fURE0 j 'i CITY OF B,.OWBa6-dOOD PASONNEL POLICIES AND PROCEDURES a S L r� f �(P :fit • G .I 10. 06 GRI E11Fmbedhg C YUM �HiE6a T ID BBD c a a a a a a n n a a a n 301 D. of u7 the Bo a•rd a a a a a a n a a a n o Bite V�11�11 U r o o a o o a o n a n a n n 302 sop . a a ., a a a a a a . n a � - En OffIlc.3 jei11�`ers n a o o a o o a o o a 30 l�) �. a Publication o a o o a o .o 0 0 0 0 0 0 o n o 303. a Compensation a s a a a a a a o o c a a n a 303 �+a Heail"51f, o n o a a a o o a o 0 0 n 304 Record Of Q ;Oar 30 o R ules of o rdew o 0 0 0 0 o n o 0 0 o c o n v D.)4 a Cuorun �o. � o a n a a a o a a ... o„ n o o c� Ira M a u a .„ a o o u o 0 0 0 0 `y a o n a u o o-J"05 307, ORDINANCE 955- .01-01-90 n 4 r t�t11 5 +..1 1 t , DITWOULONGWOOD PERSONNEL POLICIES ATO PROCEDURES \ CH1=�P`.1PER :1 0 :_ GPI.1�V _I OCEDUT'I;_ :10.00 - :iiN:�I�11L 5`.T�t z �N� , tl.. In c�:r �ac ieve� t � general policy of �:i.xks•�a�"; �,ng fair and zpa�p ialo .i rea.•RAI nt to appliva:rai: s for employment and to a:1,:1 its t:s employees, it is e :i ntean .. of tho C: COMM Issio:n to o i L , Encourage c- m�3.la �caes .. 4a axpre.ss t]hemso vas con ann inn work. cond't Lions hand how Ck v employment. p.1_.c'1. C'.t i.ces of feet them an .ind:1v i dua.Q k 2. Insure l �tcl' r�1.�?[ l `.cc�:�.l°t.;s and employees are iffor forded equitable, of o:�ve°�ly,�aYad" expeditious "rev:�.eu of U .r rl..EVanc� t�sd r ape�a ?s without lea :° di scrimination ' . i�a.� arfer�;��ce, restraint, r coercion, or retaliation,. g E, 3 . Establish a .d ' sec forth procedures . governi y prc5e�7;: i asp c�: a e�, aI -Ioc s xcppcJ.s ;: ?.a: : %:n�� '�"i1�s.. anal f�.. Instill confidence deice i.r. all a p l• f.o<an � s' - and ernpl.c�vc es :that all actions t aken are. asp ac F•r:i:Lh established ' policies end procedures. � f 5 . E1.•im i n4te . � s . f flabl e - causes and/or- prac'l qqs l ng to applicant and ewm y oyee comp).aq( j'.lt5 and # dr_ssatisfac t•1 ons , t z a E t 0.Rj') x>`rz 3\' CE 955 2 0 7 CITY OY' LON GWOOD ' E >ERSO1 NEW:P.OLIG:iES AND PROCEDURES DIM CHAPTER 1.0 7* 16 \0' , NT l':!. ON O:ta G:ia. ,!I ?llV C C . �k Gri eva shall Mean pan, al.l.eged v'i ol.a ion or � nfais k app.. scat an d X - a . policy of the . Git.z� aj ±'t �a��7.Zies to the emplo'�iee (o) wh rY�s - the grievance 'to management. . •��la_gible ees .t,f_lao wish. to appeal any action taken wain -s't. them v.�:.L1 . .. ± c,Gc:'ievan.c,e pcall.r :ic:s and procrecltres . L Since rc cwageme.? � has - the - i--Jrght to do 1?E'rform ance eval uations, decide Won the �:G'.U1`itd'+�...:i-01 Or $;r c3fY� Of e'I' p (?�YF'es a � & grievance. on the �.,iobj "objects s of an. oYilY loyee pgrfo1- evaluation - pno�fl(]tion or r�Y"Y;:i� shall ...t o limited' to any alleged violation of or wc e�G1•i.re. °The C, c� 'wishes.. t c� s e;m • D . 've i �Ye c axa e if �r?7y i. grievance (complaint) - 7.( `).t�''.`�!C-:r "hossi1U,),e. %. Grievances shall be Was i ed in. according.to - .ffie -of 611=0 Those based on allegations on> }` d" aar':Lm nat i Cro 1. 4 1 Y`ace i color religi sex, age ]CYc��'1 olYct t .d.:':.t �a'i_i1 � pal.�t tic'a.1. affiliation, handicap, or C�.:1_s2�.�:1.,t.1_L.`S� . [.l 2. 1 � loY`Y G�r.::c. , �Phose ��r;di.cl�. do not allege cl.Wi.>ri�'minaL. r.Y, j�'ut are ��oa�l� - r ated - - _ ...... _ _..... - -= = -- ._... -.. - __.. _... ._.__....._... , , ORDINANCE 955 286 01.".O.I -90 i CITY OF LOl\fC;lf OD I C II rL' R 10 ;C :L Yf lJQ�.."I�O -P r-- t 10102 .EM BI UM M O E 'i_ZfKA G:l"tiMi?�NC;E noni d1:S CY'..Lmi.%2�� - 4`..�_o:�P1 g Rio axaa, may be ��r.:i:�r:�a ed by permanent fu ti_�:z1e and ` &e:c.amu`aen� part? time er�zp;l.o "S" Who hc�.vC; Success fully l-;l.-- completed their i nitial prescribed probati peri .E . ?1. grievance a` egin1g. discrim .A•'r.ion. may be Tiled at any time following date of e%mlo menu. C. The following enj ogees , Or c :asses of empl oyees, a.rP ex"t . r'�•c�r -n this gFiev Pro ,es.� . . I 1. M- 11ip'l ees W"(0 lsave not compl their sa�i:i initial. 3' pre p J bed p:I:obad."T.' 1 peri ale exempt '�:Y'om .� 3.1.l ng a non discrimination g��: ievand, q aald, X The C:� `c"v cimlx�i "�a lie C;:i 1: �= C:I eY1s, 11 - e City 2. _h , R s�1t :)Attorn and the J�-f idi& O -�_ cia l , iD aodo.�.`CI_tahco tiFyit `W"�C cit Cha:i" e r~ p and, S�ro_r�n p� �` s�_niie l o f hE o'1 -+ ce T7epa- yy: °i,�nerr: the Chief of Police?, ti hell JaN enforcement o fficew— is u nder :°i-n-vA ti ga aixd . subj of so injewroga1 ion by members of . has Oet?ar_ for al'V - TO' on cAjic,h could -lead to cdisc:i..plin al y action, demotion, or iminat ion AM F l orida S' L- a.tixtes, Part VT of Chap"er L'xce �,�+.;c n: Steps Your and SIX o% ilhc dr oxmal, 3 Grievance process a:r �ava-1.1able' - to Stiiti�r:rz �?e_,- sc�gl�c :l. o� fil�.� pO_1 -i 6C Uepa:C''is.111en"t:. foll owing OGZ.2n.g C01C1� ?�1 X . o" "4�. ?L }�'Y_'O(�G-'S��.�' av�a ..'late to - Uxem un deer the. Pol_iceme ns' BA o s Ri ghts. k 4. El loyees cove °r_ed pn.dexe a Co:.11ec"tJ�re Bargaining Agreement. } r. h ORDINANCE 955 207 01 - -90 6 CITY OF LONGWOOD PERSONNEL POL ICIES AND MCEDUCES 1 KAPTER ° ..1 1��;�tdANC:Lt. �:l�.00sEDUR 10.03 E IEV;a.NCw:ia�:► ?1�.0 � 1 A. All- g U- evinces shall be on - t he app G'f - i.avanCE , - Vo:i °,u wbe re:i.n the \mp l ojee shall state' nd s f orth.- d � 1. `, he - pecific provision or provisions o the Personnel Poli cies cri.es i egecl Z�:v t — ia .c�mp:Loyc� to have lacers violated , 2. The sine d i.c acti.on the employees wishes to grieve, r 3 > The spec I c facts constitu.tAng the alleged v-i.C?lc3'Gion; � - r and t• > The relief requested ues'i ecl :lay. th6 el igibl e y mp:Loyee, r . hereinafter :rere:rwe '.. 'to as -she cz- 6vant. V All grievances .shal \C)c submitted within ton 110) ' calendar clays a f .. i L. Non :cc�sol'�iioa of any sve +axa 'veY:'.t:?c� l hisoyss.i ons wd.i:�l�tve sup.erviso°r_; or, I� �. r .2 . l�io of nce of a:t� — eve t g:�.v:i ��g rise •tp .th.e gnievasc;ce 4 1 C. All grievances. no't;. �,� ?aca.1 d - to 1. �e ne.x t:. z'l ep within r -xe •iw,E me limits established herein sha_i. be ons:i_dere d Settled on - l1w; , basis of the last axas'vrer• provided by rna`r� gelatc:t.tic.. � . D . All grieVra? - not answers ed 'w,1 ka;.r, .0.10 t,_tI :l.zam:i.ts established herein shall cause tb.e. gr'iglance to automatically ! _� advance to the next step E. The time limits set fo:c']iz Ilerc3:i.n may be es ye ended by written agr eement of the parties - -- .... ......... ....... � a F. All .gr i evahces must be processed at the pro e step in the progTession in order to be considered at the subse4 teat step. ,7 ORD INANCE 955 01-01-9 l � 114 OW QUM PERSONNEL POLICIES RUD PROCEDURES i 10.03 (GiRT�.� PROCESS -- Con a ct.. G . The C7 a evar�t: �[s6� °� iF r �1�c��,r -a � � � e;�a5�ete at aiiy po_ +.aat by . subit - tting, :n wa.:4i VA, a st<ateyn nt to - t''i,"Offe" .11. T1 e GrieN nt may be accoMpan:a_ecd to any, meeting das r bed n this Chapter ter b ' no mo.r•e than t Q) other persons, except those noted belo` t Excluded `ar 4 Elected O : Hai als , - the C,:it51 Cl e - ck, - the C : %i y f1t,t:Ornce -y' t:he C Administrator, an Depar ~'rmen :D i :r•ec•to rs . 1. he r`tpprop riate .. �r_i c�iaixat� s=atfthorit snag :tae accompanied ..,t_o. . bny Keating descry described a,,` - his Ch�ipter^ :�a y ar:Id /o:r• kepnesent a.tive JUL e C:i i;V to cdcs ? s J. A Steps TG'lo, Three F� cwx y am kr' ve - i=�t1:c- Grievant may 2 ~epreseX)_�i= himself off: nik:.Y C : L'C:�j�G;�,` c`an o ? "i�lC'r Gk employee of his choos:iE n. . I K. The individuals 06signax ecd bpi the 0:1 -1 -c -vane and 1-1 appropriate reviewing auk hall be the Spokesman? f 0 - the :re specti ve sides. Fio ruthe:_° ind v 0 uals shall pax`' lolpste Unless permitted by the spokesmen. x . t ,. - , 1 PP r'c L . Tlae u.r� �.c�Ta�,:v <,�a_c. 'cd�e au a pr r a•c-c, .rev � c';��a �:a - tZ: , .o :t:•.7 �i ?I fl,:: ?{ D in S teps Three, Four and Vive, call a re�'t��ca nafl3l.e number er o - .E' w � lb :i n support o their respec;`t.�i Ore posi�t3_on - . . M. Each porty shall be giver.. oppo��:�tun.i _` .\Y t_o ctttestio:a the ot1 �e:L party concerning information presented. :N . • Information may bq presented in t.ta Mat of wc kt`i:.en documents, verbal testimony, car• by other means deem ap iaropri a - t e ( Ty r?rai��aa , ORD INANCE 955 289 . CITY Off' LOUGWOOD MRSOr NEW POLXCIES AND PROCEDURES 1 CDAJ?'l'ER 10 - G21 i,VANCi! PIO(' '1 :►_0.03 - GRIEVANCE PROCE Cox�.t'd. 1 1' 0. 'acl 2 U1 ei'i i z2g az t i zo ri t �{ s:laa J..:l. cons i cte:r , all �.zxc�:rnla t ian l relating L - 4 3� issue ;(?:re exzteci. I�cic� it .c51� 'i. .�nfo:t:rrtat.:i.o may be 3 I considered at d:i.pc:retion a; the appropt:.i..ate reviewing a :di.ho issues . shall not be m s i dered. P. Interrogation. oi- a Atex hall be in accordance wZ"L?n Firefighters' Bill of Rig 2 r,.�Florida Statutes, 1D,_ T "1:1]: ox CT�a:p -.:� • ::1..1..2.0 2 , ,`� i Q . i�. G:i ievany engaged A nee "t � n a W1,Gb. -, tbe . app-r_•�opriate reviewing ing au•thori•t.y may be engaged'. in yd mecs ngs during his :C141:'Yizal .43'40 {: -hoixcs wit11O• -;:' loss o' Pay �C� YtFcLa�e�llliYl' UL one ( 1. ) ! hour per Step. "thri:F Step Wy . and- shall be ric.��►sadeked Win. ho�u.r worked. : iou:rt s) ;;hall be. 'epo rted of "l�zc...o •fir J. p:r_"•a f:,:ol . 1 All time in excess of - 40 hour- must be charged to ° t eiIP - 1 o =sc cs appropriate accrued/available leave.. ORDIN:It.TIC::is 055 290 0:1,'-0 CTTEY 01-71 LOmcwoOD QRS MEL POLIC:_ ES AN - PROC.EDfJ:I ES CliArnT M. 10 (MI VMNC:Q: P RQ(.,EDFRE . 10. 04. _ I NFORMAL GRT.t?,1TANCE 1. The ea•tabl'i shed :l;ostl:aral process does 4o't freglude and is not intended 'to discourage 'she Grievant from first disca sing, the grievance with his immedi supervisor - i ni: o:r_nlc�? 1. and v er}bA l.ly . \ C r' r 2. Disc �ssio:n w ill be in f or the -_rnxcpo�se o•. Settling differences n 'the simip:l.est and most direct manner. 3. The Grievant and h:I.`a .7mC11Cdici'C;(r supervisor should discuss the co'riplairvt in an atmosphere of cooperation and problem resolution as an on -going process °�. - the employment - _r•ela.•tionship. K . STEP ON s - .L FOPAfai; e :T_ 1 ANCE e STE P - _:i'Mi�!iisl),I:A E. SUT?E In ca.. The employee, I• :r•L;i a:1 :i:'e? F.';t;'r•C to � as Gr.7 evant p shall s�twLe - the .guievain e ila w -!tin, to his Timmediate superviso within talc (10) ca:l_enda • drays of the occurrence of . "l``_ event fly_ °.:I.ng 'riso to he gri,evAnya. a. The immediate s'u7ae viyor � � , or making- — appropriate i nqui ri es and ��cJJ�:1 :n� c'1:4' ?y necessary aC%'Lions to resolve t1a-_ grievance presented. Y the Gri evant. b. The immediate supervisor shall 1 ce a decision aand C.ommuiicate i t to the Grievant, in xar'1: , within - ten (10) calendar days f:r?otixi the date i.1ar, �':r_ievaxl_cc was received. ORDINANCE 955 291 0:1 -01-90 CITY' OF 1ONGWOOD ...1E a URU:[ L P C)T. I C1 I E IND .. `t`�. R:&E D1J:R , I 1: • r CHAPTER 1 0 °°• �I� �1a�1i:T�� T ��C7t�1!Dtr2t�, i� :LO , :i . l t.l�e �:f.N g�'e is not re solved icy the . Grier alt's :•.. '[ 7` �l(:'i J on by - !:Ile :itXliTlaC��:e3t°G - ' �'ili ?� f v. "i.Soy° 9 and Itho Griei7cInt; sha - vT.zsx�.es . t.o car,�u�.nuc� � .t.��c: g:ra.�cfanc,e °[ripe. Grievanto�i.7_e� err • z P roce ss f ollows.: low the - Po. al Curie rance Process gas A STER t`1n70 - 1'' Ol�lt�:�I Fm ( �R__fj (A __�?: z(7Cla S NEX Ti�T ��1L,oi I 0 "t :U;L1�TrTI�fG �T M.:i.r�T? CR ART . �. , The Gale .. , i° shall zlc; the gY ie��a_:ce o� the a ��r ar' �,d g.�� ie'v ance i - CJ:Y`'m o17i:.c°Ai.�l�C� ` - - OM the Personnel Di je.c V, - to "t he . ne_5ct level o f reviewing v u i�ho . f'c u�vlted ia'c I pye edi:n:g the :�epal:. � Di: ac tar t,. (a..'ct°? ►"n. ten (10) c0-`t��?cJ�r c�a�s a�� a t 1) Qi7 :�P.uC? ZL'I 4 .�g`t o' un i?tisfc,9.ct..o y resolution o� any ve - a:L . c "3- csuss.�ons ti-Tith "'Occurrence or ��..:F�e; event giving ri se to the gr•i OK We b. s T he gri evance evc7- .C];Ce s.hal. . a-l:Gt'4':e u aet !'.O" L.h a i ( :L) The spec i s_ •i s rO•va... t'7,.c t o1�_aies al:l.epscl by the G�•a_NN,4n� to have bee the li violated; (2) The specific. ! ac�t.s Gc�r?.st i_�il w ng, the a:1."I egec1. vio1°rl.t oh ° s W e., d 1 ` JUpj7C1J:=•1 !_21�' focuT IeI.°f.'t' : il'� `105: 11:' 'c�i2?Ty Ki1� C�. 1 t 5) Th.G :�e;ll6f r hes t:ed b the C7r� evar2 T T ' c I : I , = L. ORD :i N)AC:i:�, 9 55 2 9 2 t . GITY- LONGWOOD PERSONNEL: POL'i OlES MD. PROCEMYRE i. _ (,;�I11 ?`�'L�Td. :LQ r�? 1. fif: 1V C:1�; 131�(lO.h 1�, —..F AL QR GV NGE- PROQESS _:�Co��a'�' cI o �' EP TWO f'ORt�AL . �.jB_Y _ L)R0QESS_ 1V�1� V .�,.[, Clh �_• �• ---:� � }. �. LV�_ ��n7�i�TG 11" �. 7' TIIOI�.. L1. ��, �j' Jfi+ �t .171.�1 2.2 1 D `"e1.;1 S 1: ONJ 1 �11N.i1.G% , 7. O.i . . TIETUT T -- V,7EL OT ` RE AT1IHQ L TY . w Z.-BBI A171.N o i11?t� :roGej.1 ?�:. c-.) f �i he (--or r:�ja ed f�� cvaeic e foxil , the next. i ev�t� o c reviewing authority 'isr.•+.:1."i review all f documents q hmi•t'ted for factual representations and deflg_ Lion of -the grievance b. Within ter. t J 0) calendar clads of he date, �L.he grievance was r� ,l;r6d,, the r,•ev e;0i.�g ��xtlio� a_ty 811a:ll r incet. wi'tlh t e van and make a. 4601sion afl`ad . cozijmaxa.j_r,ato it 'to he Mavaxa `T`i,e decision shall 1! ):- s ta'ce the basis _o.�_, th ' aec7 s:�.m and shall 'te; c�� in �rz ics. , ..'� o . t1le - °e , , i ��,�a..t3z. co;E��_es to cite . Oepa r^'rn�e�Z c D i -e auto r .. ' ?_..3 UI�.L1'sV 4 �. a. Iii. the event t4e.' grievance s. vesolved to the satin ac't:so�1 or T�c� Gr'iev rl'i 9 c�� , M1ae Cam: 16va t, does not wish to pursue Up grievance any A�tit on , the Grievant: A e Y is to indicate same oxa. 'C original so, Vance . f o�:m and submit. same, along 4�7d�.`tb dl .facts yid informati conce:rnecl 'oi'it*h the grievance ��I Support documentation, "i � any, i�J[ d responses 'i o authority :l:o:r Eorwarding to the Personnel D' "i_� Cctor- b. The 6omn:l e ted origi grievance f orm ° i s'r be calendar days of the receipt of the rev e , ing }' authority's :r_•Easaonse. ORDINANCE 955 293 01-01-90 s . . ._ ' f':i�F�;5t5L�`t.�I�,r :RC�r � :C. ".'r'r;�� - Ll�i`� .:!?�.0�:�?�t►�2� "3 .'CHAPTER. 10' GTt.I iI NCM PR.C? " "(7tJ ; An 0 5 - ' FORMA C,REE°UAQN - CE PT` OCES .. aria t1, i r V l B. S "�'�?,� .�`:i:'T- :i�'L� �C) �2. �n1l C�G:��.T:i�'C E;�.�. ,�1}3��.�.: 1 ? :LC�.r' 3.1 OR :E1 M �_ a. .�_:Cl' 'C.�' ?c� event t he- g�'.!�'`Ci'r`"1.h'tf10 .:!5 - no" resolved in Step `�.'ri'!'o a p r �i e G,rie4ant ' is dissat with LI deeri lion/ x•e� /��e of the reva.c�ti�ing '� !: t. e.. t ' � 1 ci "I l: �l o � _G.Z' , F' G @ li �s2' {r 1'i1c�' a c'l'' t �2e ( 'f °J C'V c " " ?Il'l. election, subm-i - -he g.-i- ev "C;c t o •tile: !. e'paT`b exx Direc i:or 0 3 b o he compl eted: � U ��taI gr ievance form must be .5 •r ted �.o - ` —, PePa. i i nt. Di e;ctov ra c��:i.:rl ce -n. (.10 } r. r_:alondar da; of it-be t-b � d6l - 6 Tae' :rec;e:_ +pt of the i. °�'�vs.e�4 "I.;i axf; �a•t1�tt ;:> �r•c;sr- �o.y`a�`•. o The "Gri&an W is tV AMC" . the mason ( �s) oa: f r_•the -_ :re'cr�i.ef and /or considera•%.3:W 5an1e -shall be :ces'c:c {.c; ced to those ssi;es p r-c sc , t6d a h Step Two. d. This s1�bmi t.'L_1 shall be accowpl ' Xn ems? `. v &).D. fact D and s9.nforma tin concerned with the g levanocco ie s o f: c3_:).l documents 1 rev_Lot1sl � %ill``C:tec' an C '.SYaf xls S g. Oren ' V i ` I { t ORD:I: NAJVCr 955 2 9 c.• [1'.f. � U ! - �J O CITY OF "LONGWOM MERBON.. EL ORES l� 0 s - FORMAL G RIEVANCE J?F'OCT1S - u Cont d .. a . S, 12 _ 211B�,E 1 Q _1�1, N - - C on L 9 1 s -- �. 3 0 2 SlrMJ`Z DI REVC ( YR a. pon receipt off: "tlxe completed grievance form, the t Depair - - e L't Director wyll review all cloc urmen:ts subml_ttecl or a : tual uppr egent.rt'L - igns and definition of the grIevancij b. Wi thin ' "yen i :10 ) c;a:l ondar clays of the; date the grievance as, ecalved, "t1he iDep &1- U1e_ri"L DilY shall. meet with `t he Grievant o .and make an d6cis i on and communicate it 4 the GrievanC The -decision ;hall state the babis 1 o ii the decision and shall be rendered :in "ciri"t�LLr "t:c) ' 1 G ovant 47i th cop - to 'lM to the . City ?,.ctni:i a.> :i n °Cite c vc nt 4he. �e�Ya Ica �i s reso_1:ved to the satisfaction of the G- rievasLUy or, Llae Gae�xa7ic doe. not wish td — purshe the £��"'�ievance any f�-it', ther, the Gr i e"van°t is to indicate same on the o:r�.ga_�Larie�;an.ce form sand f:. subm same, along w?. h all fa and inf ormat ion concerned v7.'1. the grievance, a:i l support, documentation, if any, ai responses Wthe Departm W: Director for f o r;.7ardi p g to the Personnel IT eccor. o b. The completed leted original grievance form p st be submitted ;back to the Depar men :.: Director wit liQ (10 ) calendar dazes of the receipt or the TDepA q ent Director' response. f � " F 1. e r S ORDINANCE 955 295 01.- .0:1' --90 CITY. OF LONGWOOD :CrETr..`aOISUM 4 i, OLI CI MAM PROC EDlT.L ES i. CMRPTER 10 ' I,U LD" C-11 2.. �11 IN _GRI P __CITY AllNf:f:FVIP` he -V n the grieVAnce is in Step r • V i `7hree, �c�r Lhe Gr°levas`�'t is d?.ssati s�� .ed wi the CtGC:LS "I C7 �C77fi ?c�1t`iC the DGpc7.r"l>ment. Director, , Qiavant Way, at 'the Grievant's el ection., f; s� bm� t c ac, 'r �.c� ' -i�ac�c to the C:1. i y" t� ctrrti: i. 'cr,a ^► cr_r. , i b. he comp e i:ect grievance e f or_m - fn - c +.s t be suium i ed to thc_.; . GAz� 4 cLrnin is'i-.ratok within ten ( 0 ) calendar claws of - i..he "te of the receipt of the 7epho t;r� ent irea�t.o r'z resp 0. , C. ):11F Grievant ' is iy.Q ? z�C)� C at the reason(s) for .i rur U)e:Y:' review _i'� and/or C:C)Y?ilde:Y`c1,• - Same shall �e res`l:�[':I.C't~E7d "(�O' C� " ?.OSE SS'11C�5 �7 "r'f?SC-':t)_ted lip the previous l steps, d— This s•17.b111i 'it l_. shall be -accompanied .I K1, f acts `1 �. and iortrta`� i a�� concerned ��"it °:k.� 'i1e r.%eva��ce q cos a:t a l_ clUCrnet.t'�srevi Cxc�si.Y submitted e�tc7. re5xaar?sec� t�� 10D.. i i ORPINANCE 955 196 01-01M90 t 4 "1TY - C)F LONGWOOD PERSONNEL POLYCIES AND PROCEDURES C',H41P°i'ER 10 11 405 '- F ORMAL C!2 i I+;VA �iC 7� T �?:t�C)G i��S . _.Co:rat P c7 0. C a i P �? _w�a0 Ti C). 1 1TH Gtr i L�li'; �C:?�; e &?:tZ.C�CL i .0 r :1 V xtt'71vf:TN � i2 t �`OT� ` Cont-- ao Dton receipt. of the t rift -en request for City � aco:r r:ev�.ew, t1le. City Administrator will revie4•J the grievance, the accompanying grievance foOm, j Wr itten T esponse and All other document; subs Rit 0:r ao t:: r ° h?xesen'`l::i:}_G::L(]:rl a . > within �..�tecan (15) calenda days. of - i-.1-iU date the g:� jovance vial cce ±:rt�d, the C,i -v �1rlmi- n�stra r will hold a. meeting with : the Gri evant, mad any o i ler ind`i va /egpl_o -- es .LLinvolvec) o:r• : as may �}e. c:al led 4 c . .. G;i�i th i:n Len (;L.C9 7 ca l ndar Stags of AW date o'{ `seder his .cleca_slon in- nd shall set_ forth -t e basis oy the d6c°i s_ion. ' r73 : T) i 1nc event. - cho g r ievance is resol to the sati sfaction of •lane Grrevanc., or, A 'a G r.evant does no+�. w i shn t:o pix - -rsue the gr•:ieva.:�ce. aDY.. ;fu. , :i:he} Grievant . 1s to �snd indicate samc - 01) • L,150 off. fa3�"."1C�'�Fca.�1CC :�'�:r`tf1, rr along. With all responses, �•� 6ts �.}�d. �.�� ori�ia=�.ioirx ii support � COr'�CeL'S1eGt GT:1•i:.I'�. 'i.17.G grievance, docuumiG1n•tcation, N any, ahC( responses are f1.(7e g"1.Ven "t o the City for Eorwarding tO "Chi: > personnel ....v -- 'Jheobnn'I- c�ueelo:i- , a_l:._.. submitted hags Lo i ?.e . (ity �dm i n i s�t:ra�to:r w i :i:.T•h� B. i erg ( 101 cal.encJay days of the receipt of the; il pp Ad'CieLn:Ls'i,iato r° 4 s response. o ORDINANCE 955 297 01-01-90 f• , r i CITY OF .c ,0i\ GWOOD PERSOMML POLICIES AND* P110CEDDIRES) `I k U t' U1�iLVCtl..G l,A V!�J�IGk� PRO D. T18P 0M AL �1 ! d E�� ?RQ ((T =t 11.17_AIUS "IM TMME' . 1. G.P"L�t tf1t N I .I he went the U:r:i_evaAce is not resolved in Step 1iOUr. of be Grievance n:coce'cttij:� o, o� t�ae C�r:iev'ac�i is � R 1s&a't , 1Sf1 % l d with the clec�s: lar,./ �rc��?aa »� /cl�Ec:cri►i_rzat�.ota a•£.o °tlfca Gx° .ev in :�n_iy, etc thca � Gr evan-i -' Ls appeal said decis-i.6 'thro —ugh - the Grievance MUM a_i1t F3c� ? r d herein :�.C;1` e red 't o as "The Board".* L b. The comply t.crl ora :in I g:r }..G`Va ce form mu s U he ! s ubmitted to ' the..Perscalm I 3�i.: ec°tor, CharxyzEan of"' 't he: Grp 6vahce a-lcla i s'LIf enL oar �i:}:y >h. ► �I ton (`10) c:alendcar is Jays t� the cla °i �, cap t lac �yoc�?�!_�'t. : of the city "!l cli i :i1:1_:; C . The Grievant 7. to 7 �jdi (.: c)�1.e - the reason (s) for further - rev ev;< an/or c;oa.�s dera•t:i on.` Sark shall be restricted - to 't1lose issues p:Y°'43SG'nte d r"ovjous { 5' . ci_. .'1'a:i ;s silhrn:i.tta:i_ shall :ire r;c::o iatai!�ed by W'I.I facts ' !, hyd :iif10 C5Tq it'i on concerned with the gr ievahce s C WAs of `'6.11 doc L flon'ts neviously - ubxrikt - ,( -: 1 and responses A —v or f a i j ORDINANCE 9 55 293 0 CA O La&WOOD PERSONNEL POLICIES PROCEWUPES CHAPTE 10 - O R.1 .9!sVAM:!' MI R I n. mp FIVE 5 GRIEVANDE ADJUSTM ENIUBOAR : 'i:.en (10)-calendar days upon receipt of the s wri Le request for The board's re,ric;w, the Personnel D i recta c shall obtain t he n,- -ixne s of tlie Grievants' and affected tied BY artmeniY Directors' appoi,nte-es to the- Ra.ard. b. - Withi hT.Li-In — Y 13 0) c;alen ax• clays fo:.l `l ow l,ng the -1pp oui;n= ees, d xq j.1_ c;onve.ne to hea.r the Anievaanre . 0 . Within. twenty ( °A) cal endgn clays following i:A concl of the 90 'eva: ce. hearing, Ke Board's Muna,n f Finding and f exy nat i on shall be Kesae. br n wri Ung to '1~hy G:� i�y r7m��t�s� a • WI ten (IQ) calendar c7a. of the rec;- ,-ipt of The. : 3oard' s Summary of F indAplas :and d ater min t; io rt, the City Admin,_5tra 6r' s d c i s ion. s2zaJ.:) \ \. rendered in wri ting to the Grievant, the of r eed'. d bepai-tmentr j S �reato - and the P'-r- Bonne - 1 Di b The . C-1.t y Admin s•c cator has fina`L at I In 1 —Lc—at i authority on all emp employee gr e e�vances and the CI \' ez:a.n'c. bias no f u:r irhG:i administrative rights t� '?der_• "�l e E PonGies - axed Proceauns; except 't`,.Fle following l.(>\N.7 ng aC'i ryt ps may be reviewed by the City Commiss -3.on ( 2) Termination ORDINANCE 955 299 01-01-90 k . PERIONVEL POLICIES AND-PROCEDURES CHAPT'EP ... 10. - _ - G:tt 7 .:L? V?1�fG:�_:� OI'�pi1:1. - f ont ! D . 5 `.L' ,i aT5. - EORNJAL Q i T' M ANQE PRQE -�. G' :i:'.�_ � j i i_ 11T�(��Loo d `.his r�� ri� z c.aeiYi �ar� 9.':�es ox co Gl1 �w 00 C-1 { y TeX 1 incat •i on dis G.1 pl. n Ty e c i C.)n . a. ��l�.? GY'._LG'�Vc�1�.1:. :lll��, at the G "'1lJVclnt's election, AC(C est ' 0he - City C<oP[1m.1 s li on to resT:2.ffw . the C:z'Cy 11d . mini s't r' a Lp i` s dGtCU Y_Zi1tion . i b T he - r"G „ CSL1l 'i Cho^ rC: view by - t:I1c: G l 4y coot td ysion musty r• :lie submitted. ted i.o xe C.�iry .I?dm ni strr��tor irLL,i Tt si. f ive ( 5 ) i calendar days. of veopip t of :t -ke Guy Administrator's � ( CI C- '�:•G-':Y: "Al1�LL1cl'L� Gn . r� . T he Gr i.e'vr'�a1 t e s reques h� or .G�Yt y lco3ilm s:L.on review of - t -ho City Adminis rax cox' s along with � The Board's Summary of Findings gad Daterm i n:ation shall � Toc:. p:lac;e.d on t7ar -: firs t sched:d:l.ec1 1"ty s . Meeting rig Agenda, cirac7e r t'he C�i ty ...'ldm- r .is��:�:>ato r'' s Report. b. The City Comm.ssai6n, by aff)Q1an., for the record, shall indicate - r ha .. •i he have reviewed the-City Administrator I s -de i on. C. 1j of 1 owin :tevOW by - t hb City Gon .16 on the, d .f Glr i.evant shall have no further y1gz, t of review ew the Grievarico under the City's Policies and Procedures -- .. ....... .._ —...- -- - -- - -- ._......._... - - -._. - - - - - -- -- - -- - - - - -- - -- -- - - - -- - -- ................ -- :e x� I. , ORDEIA' NCE 955 3 001 01m-01--90 i CITY OF LONGWOOD CZAPTER ltd G�. is 4NQ; P1�a i ,D'(Ft2� I � ! 1006 GnAi.1�'v ANC!3'_ D, 31JS T �MElM' 130 ��D, A .�� ? Grievance Adjus ent Board, herein ref erred, to as. the T , iP Joard z�\ established as - Step Five of the CY r::c;vadic(:-, Procedure- for - the puSPose: of hearing grievances. I B. The ' the .designated board. :to hear - g�rpievances - for 5 those eligible o. ;,-ld a grievance (Re Chapter 10, Section 10.02) , as follows. s 1. A :non -discra.mm"ation grievance may be initiated by parma?nent full permanent. part emp loyees who zave s'tzc;cessful.ly coij\Uted :their initial pkescr I bed probationary period. 2 . A grievance - alleging d i.sc;:=f• QnaQQn may be filed at a4y time following date of elploymont.. 3. :Eempl oyebS C.C)'ii'C- ,-Cl c"a Cd7 Lee, :i:ve Bargai ning Ge tFearyn s before the Board are ?.nte gri race hearings- therefore, while the :heaping -mss Gply, to the pvblic, it is not I open ':; :o.= lublio input. E k r r I: ORD1 CE 955 301 01°- - - 90 CITY OF LONGWC O D � 1PEPSANK POLICIES "11 PP-0VrW(JJRFS CHAPTER 10 (' rR3` E`( PA] V ' _P l'�'.t7t-;li1D„ iT(d�__ D. -E_T4SgrP Tim rlow'rm 1. jo�t:ing Mcr abe:r.s shall c onsis t . o'�' -Khree �rg' in;� �.. Personnel. Director, or designee, z shall act; as Ch a -'r•pe.cson o b".* one (1) Wpa:rtmen t D i ;r: ec•to:r, c f:aoaen b the De nw �'tme n. t Director of tha- dep�ah tme;xa'c in t� h Lc the (3_J e a nt wpmks /ed n and; C. G L Ons 1) C'i'ty( em p l oYee chosen } V the tl'ke -r-i e i �%c7.T�t, r exc 1 din 4::16�i t ed - of f.�. KIM, 7 - L.t�f i C.titV \ ✓�� T'.1{, p the C'i't'y' Adtm a7 is''trator•, the City A.€:toyney, the Bu i.i d i n; off icial or t9epa ien t De +.;irec:•t.ors . 2. C:hai r @�Kson '.. a. Q Ckaa•i rpe rsoaz of t:t e Board, the )?e'r: S 0 yu. 1e:l. , Direc'to , or des:i gnec n,' SlAkI l ee.rt 1. j.sb. make all r -� .ReC OSScary a:t,'Y'ange'Y�1F.',�Jl " '� - accomplishment U of - t he :i,`i.erns to assn: e� a timely y g riev atnc e hen.wing l before t he Boar .ta . T he hC-;c ?r:1.:.ng d a'to shal W N a("a'+: v7'1:t: in �a "i 7'i:y (30 ) calendar days following the date he Personnel Director. scheduled �t he gri evance he;ar•i ng 9 ('i_) Set 'thb time and piac:e of -' e hearing-, (2) Prgslde at hea#ng (3) Establish hearing procedures (a) Mai.nt:.ain or6erly conduct of hcITel�igs; (C) Approve and sign Itl`1.n11i'C;es, PC %ens may be r� appo)�_t rate, and Summary of 1?_i.r�Avs and l-7e'i<aTm:1 nation (s ) ( 7) Approve expenses, as may .l` e - c?pprop•i "iwt°,. !° 8 Acts to assure the integrity a'-ad I'MPI-1 AN J- a-1 ra.att oce; otr: the Board; and, (9) Serves as Board spokesman to the CM Commission. ORDINANCE NCii' 955 302 0:1 -01 -90 is i C".:I:T Y. OF LONt11n1OOD PERSONMEL POLICIES AMD PROCEDURES 1.006 CR EV AN C] ? AD D u STWMI NT BOA RD C o:nt ° d 3 e E Offic; WIexrtbers a. The Hearing Boaro shall- have as ex-officio, non 0 �_ - -a members, to provide.; c;ounscl and technical cassIstan.ce to "he "Board, th o1 l ow ng C \ eco:i: d n Sec;.r_. ta��•:y he. Reco- ding Secretary shall_ keep minutes cords or the .Board, :record votes, cl�±isc:n�..)ng ns (Vhbn -so :Lreel l:) , and, prbfare the t�mail a?� • of Findings and De :erm na:i`niony s) of the Boa_- (2) C.: -'� Y" t Lornezr COWS �o t1 - jo - jlp; ring board, wheri* (3) Oc7 e s s : n m: b m-P-0 rated _•„ ?v -- i_la_e CiiYi� Admin istrator or. cite Boawd° E. PUt:3:i_,7: CATI 1. The Pe:rso.nni Bi:reccoN �a:l:l p appro ria:ke -: itt,e notice -a ag a.�.ding t hca` 119 date, time and - Place, etc. , !.incld ive of natries, cif" e Bo a.rd members, ers, 'to all parties concerned and to a:i_l. City B part -ments to be placed on bulletin boards that ire a.c,cessib' to the:i - r emj� oy F. COIV P ON Ti _ - - 'I � ��ne 5�en� b Ci�c:�v� om�l:byees wh a��e cpot�:�a�, mem bers, t Vj :ems t_ Teques Leal to be in attendance at he gri ev i e hear=ing may 4 be engageT l._n said hewing during :his nor ' W vaork hours -u thout loss of pay to a maximum of one - ) 111 r and said J.-i.our• .w_.11 be considered an hour " worked. Hou (s V shall :lac; reported on t.(e .o�� 1 ! c7 cal pa :s�'Tol.l.. All time �i1 `t�Xcess of the hour i be charred to the employees a1op n ata 1 accrued/avail l.ecavo . 2. City employees .on the Board s hall 'not be pen ali—wea dv.Q to . Poa7 a.ctip% i t1_e.s or attendance at mee during - i:h "r regularly sdbeduled work hours. ORDINANCE 955 0 1 - 01 - 90 M.S. .i 0r LONGWOOD l :!_ O G - GR.L:I?V:1 NC;E 9'(3T N 1_ 'P:,U1S 1. _ Goer t d . G, .,. t�,llRING5 i� - Tea J:Q�;� s�.•1c?� l be he l t.3 at "l;� o :!_:�teiv�l.ls Y1Gcesscti?r:� to � t oce S g i.eva ce matters on a timely ;�' �rZa]_�i . 2. Rea . o�za:blc notice sl, 1 1 tac ; ± Heir i�o i1�e rneriibers anal ` `\ - ' f s set wi'r.:-h1 >~.:lt.a. -rt (30 } 3 . The �;ri�"aiac:e .t7.Ucl:f:`:LX1� sh b - r calei�rJ,ar day�.snrollow ng no b;y the Personnel f- for a. Grievance Hearing. D �recto:� a:� z }� x�c quest ( zc en i laiz o i3nu L c; r: r: c1a��as' ai�oes ��):ze! 1sy . mu'ival a;� ceraeva't ) . i b. 'G11C time _.: th6 . aux. - J.i" g, all jun(wan fac; "� :S will be, T 7 S� L. 6 reviewed and u1,e G' ° e:� �zi�t:, o representative, rai_cl the i affected Depar'iitEei Da oto:c.,. ox° rUresen,at:,i.ve, will be afforded the oP:l?oW`L.vhity 70 r>rOsent foots and witnesses to. -- the :hoard. 11 %I: , ►? C ( n . , T I:NC� 1. Per Ch aphor 286 2' -.0105; .�'.'l or �.d.�: Statutes., , ;1 pef sons are adv.i ae'd that - if Me � dec,1de. to . appeal al airy dec s.i.ons made at this i 6arL):) , `che �r i 3 _l_ need �? :rcecarc� of avae. proce.ed:in�s c1Y "1C1. C�'y" •S "E7C;1.1 p �: as. ., ry •t-1 -ley rna.Y nbed to insure that a verbatim recsor'd Of 't_:hc; . �} =&oc c:edina s is made, i y kx:ich. :ii�c:t.ti�.dcs the 'i:f Ei`i'..1_1TlQCl�j' and evid, •C; G' 'iAx3C7i} cr�ia_c,. 'cJae � 3 .yppea.:l is based.. '2. `1'he City shat keep a Illech;n l ca.t_ record 1: al hearing prorecda_:cigs > T 17.r. Recording Secretary does azo'G :crpnsGrz]ara a t 7erbatim record of she hearing ; I. Roberts Rules of order shal be used as :the px 'a .:ra7_ guide in Board hgar'i.hgs. '1 .l ORDINANCE 9 5 5 Cl:I;TY OF :I=,ONGWOOD i. CI A}?`r`fiP� 0 C RT RVANQE :i UC 'U RI l 10i ..06 °. GRTEVI.NCE ADJUSTM _E0_'N'D - Co a. J. UOR - M 1.�A tl'uor't1i'i1 shall consi of no less than - tr•.r« (2 ) eli 'e 'co vote -- Board members. 2 Nb l h wring ,l,,a,ll be held unless a quorum. is present. X. �IQTTQNa 1. Nlot:i.a��(s) made by a Board member shall. not :i'.•ee,`ta.i.re a sacond. "NOTING '► 1 .. Al voting shall h' by voice vote with roll being i ca1 l.ed by tfie- -:Recording S etary, , calling on �t.'ho I of tb.6 motion Last. 2. All Board <ie ce r 1it xZa' :lo.ns o v other clecisions shall. require a. majority vote of the mm A • ers present o .3. Proxy voting shall not be Permh tt d. 4 �. J�.LSCJiTAT_�ll :!':CC�Tj:O 1 . The Chairperson shall pe rmi .t cha:l,lenges,. concerning the impartial of any member due to �• or \ n�" peksbnal relationship with the par.•ties - to the L.-:a•i eva -tce . The other Board members shall 'vote i..o uphold or reject - the ~ c -a:l�l enge 2. R Board member May ask to :sae .excused .f_ �,e'- specific action i it i s felt that prior opinion, lcnov edge or relationship might jeopardize the impartial l fcg:ui refile • is of the Board dECi sions . l ORDI •NCE .955 305 0 i I; i S p � CITY OF LONGWOOD PtR80MML POLICIES. AND P NOTE. 11. Us bepn Ax -cantionally T� j i f l t . f Y /� CITY i a LoI _� r'.� BOlV�I�-.�,�.I POLIC, J_ES RND P R O CE DU RES } C.1 A1 L'ER.. 1.1 5:�i?ABATION :l"kROM �1�� i� UeZl�WT t 11.03 TZ1�t'�'l.LNAT.t.ON A. n termination i s defined as the involuntary sepawa ion of an bmployse r on, c'j �_t servr cam, and an eQle•yee . may be discharged prom cjil.e w en, in 'i 1.ie judgement of the De-partmen Director, #18 employee' ��onducc: has constituted a serious breach of City policy(:ies) a .. /or procedure(s). D. exnuina; tion esu l�'rs In loss el i gibil c:y f or W8-- employment and losss Q separdtio.n .tye:rie� a.cs a'tlzer C:i'ty :f Onef its . C. Written no•L ica t` 1. generally IN the r_ w--al of a discip:l.di_nary action ,. coma t. A ng a statement of the substantial r easons - Or d schargs, - citin , violations of C t.� po-1 •ic�y( and/or pnocedur0 s) is to be g f:��e•r� 'to t(sc employee ayes a�?ct_ a. copy. placed An the erg plo•t ee! s pcersoyxa?��i1 D. Terminations in most csas0s , fective. Vl lowing -an ;Ln'L Erim. suspens:iop action. i{ . E,1.:. Bible employees appbal the terar► wa' 6tion through the Gri evance Procedures, Chapter 10. Rea.soi�s j ar ever :tn: na'tion May bb found in Chapter 9 1 , s . ORDINANCE 955 3:1.j1_ 01-•01- -90 l - || ) /\ O 'l || | | | | | |] \`�] � | � | // \\ CHAPTER 3, Section 3.04(B.3) DRUG-FREE WORKPLACE AND ALCOHOL. POLICY SECTION 1 POLICY The City's Drug -Free Workplace Policy is aimed at insuring "0" tolerance to illegal drugs at all times and its Alcohol-Free Policy - to "0" tolerance under circumstances that affect or might affect the safety and well being of employees, citizens and others, or the effective operation of City business. In addition, all employees required to have a commercial driver's license (CDL) under Chapter 49 CFR Part 383 are subject to controlled substance and alcohol testing rules established by the Federal Highway Administration (FI-IVVA) under the Omnibus Transportation Employee Testing Act of 1991 (revised February 1994), in accordance with 49 CFR, Parts 40, 383, 392, J,-, and 392.5 regulatory penalties for in are in addition to disciplinary action including termination of employment. SECTION 2 PROHIBITIONS A. Illegal Controlled Substances. The City prohibits the use, distribution, possession, manufacture, cultivation, sale or attempt to sell or distribute illegal controlled Substances at any time whether on or off duty, whether on or off City property. Illegal controlled substances are defined by applicable state and - federal laws. B. Alcohol Abuse. Employees of the City are prohibited from using or possessing alcohol while on duty; while on City premises; while driving @ City vehicle, operating a piece of City equipment, or being transported in City vehicles at any time; reporting to Work Linder the influence of alcohol; or, from otherwise using alcohol in a manner at any time which adversely affects the business interests of - the City. SECTION 3 USE OF LEGAL DRUGS The use of legal drugs, that is drugs prescribed by licensed physicians for a specific medical purpose, is often necessary. However, such drugs can and often do have a direct impact on the vigilance, judgment and/or coordination of the employee and adversely affect the employee's job performance and the employee's ability to work in a safe and efficient manner. This is particularly true in safety-sensitive assignments involving the operation of motor vehicles and other moving equipment. Therefore, an ernployee for whom a licensed physician or dentist prescribes a controlled substance, must advise the Supervisor immediately in order that an evaluation can be made on - the impact, if any, on - the safe and efficient operation of the City. 3491503.11.07.12 Attachment A SECTION 4 TESTING A. Substances Tested For: Employees will be subject to drug testing for the detection of the following illegal drugs /drug groups, as well as others that may from time to time be declared illegal by state or - federal law: 1. Amphetamines 2. Barbiturates, 3. Denzodiazepines 4. Cannabinoids (marijuana) 5. Cocaine 6. Methadone 7. Methaqualone S. Opiates (heroin, morphine, codeine) 9. Phencyclidine (pep) '10. Propoxyphene B Testing for Illegal Controlled Substances --- Classes of Empl yees/Circuryistances. Subject to applicable law: I. Emp loyees in special risk and safety sensitive positions. (a) Special risk and safety sensitive employees include all employees in all classification requiring a CDL license, sworn law enforcement officers, certified Firefighters/Paramedics and Firefighters/EMTs, water and waste water - treatment plant operators. Other employees who are considered special risk or safety sensitive shall be notified of said status in writing. Employees covered by this paragraph shall be subject to random testing in accordance with applicable law, in addition to being subject to tests under subparagraph (B)(2) below. (b) Applicants and employees are subject to - testing on the same basis as other employees Under Section (B)(2), except no 319150 3.11.07.12 reasonable suspicion is required - for testing such employees For illegal controlled Substances for: (1) When involved in any accident involving any personal injury that results in a worker's compensation claim or serious damage to property occurs. (2) Random drug testing allowed by law. 2. Non-Safety Sensitive/Special Risk Employees. (a) All job applicants shall be subject to pre--employment drug - testing as a prerequisite to employment with the City. It is the obligation of the job applicant to notify the approved testing facility of any controlled substances prescribed for the job applicant by a physician or dentist. (b) When an employee is involved at any - time directly in an equipment or vehicular work-related accident, any accident on-the-job, or in any unsafe and/or negligent maintenance or operation of - the City's equipment or vehicles at any time or where in - the opinion of the City Administrator the employee was at Fault or the employee's conduct contributed to - the accident and - there is reasonable suspicion to believe - the employee was in violation of Section 2(A). (c) When reasonable suspicion exists to believe the employee is using drugs or alcohol in violation of this policy. Reasonable suspicion is (l) information that leads the City Administrator, his/their designees, to suspect a violation of Section 2(A), or (2) a belief by two (2) or more Supervisors or managers that an employee is using or has used drugs or alcohol in violation of this policy drawn from specific objective and articulable Facts and reasonable inferences drawn from those facts in light of experience. Among other - things, such facts and inferences may be based upon: (1) Observable phenomena while at work, such as direct observation of drug use or of physical symptoms or manifestation of being under the influence of a drug or alcohol; (2) Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance; (3) A report of drug LISE); 3491503.11.07.12 (4) Evidence that an individual has tampered wii a drug test during his employment with the City; (5) Information that an employee has caused, contributed to, or been involved in an accident while at work; (6) Evidence that an employee has used, possessed, manufactured, cultivated, sold, solicited, or transferred drugs; (7) Frequent absences from work without a satisfactory explanation. C. Employee Rights — When 'testing to determine the presence of illegal controlled substances Linder subparagraphs (1) and (2) above: 1. Employees and job applicants have the right to consult with the testing laboratory for technical information regarding prescription and non-prescription medications. The name, address and telephone number of - the testing laboratory will be provided to the employee or job applicant upon request. 2. All test results will be kept confidential and will only be provided to managerial employees on a need-to-know basis. 3. For tests under Section 4(13)(1)(b)(1) and (2), Employer shall meet with and inform an employee that, in the opinion of - the Employer, there is a basis for reasonable suspicion and of the Employer's intention to schedule a drug or alcohol screen or - test. At said meeting, the Employer shall consider the comments of the employee regarding the matter and shall then make a final determination of whether - to proceed and require the screed or - test. 4. Employee may upon his request have a representative present at said meeting, however, the meeting shall not be delayed because the employee wishes to have a specific representative present. If it is determined by the Employer that a drug or alcohol scre'Em or test will be required, the employee shall be immediately escorted to the appropriate facility for the "test. Refusal by the employee to submit to said test will result in disciplinary action, Lip to termination of employment as determined at the exclusive discretion of the City Administrator. 5. If the employee is in a collective bat unit, the representative in subparagraph (/',•) above may be a Union representative. 6. Procedures for to sting for the presence of illegal controlled substances shall be conducted consistent with the provisions of 3491503.11.07.12 Florida Statute 440.'102(5)(a) through (o) and (6) for alcohol, a positive result is 0.02, or greater. For drugs, a positive result is in accordance with the detection levels established by I-IRS guidelines. T. The common and chemical names of: the substances identified in subsection A above, a copy of Florida Statute 440.102(5) and (6) and a list Of local drug rehabilitation programs is available from Administration. SECTION 5 REPORTING AND CONVICTION OF ALLEGED CRIMES INCLUDING DRUGS OR ALCOHOL A. All employees must report to - their Supervisor any arrest, indictment or conviction of a drug or alcohol related violation or alleged violation of law not later than the next work day after they become aware of it. Failure to so report may result in immediate termination. B. Upon conviction of a crime involving illegal drugs, the employee will be immediately terminated. C. Without regard to prosecution or conviction by appropriate governmental entities, the City may, at its option, conduct its own independent investigation to determine whether or not there has been a violation of the City's drug and/or alcohol policy. If, in the opinion of the City, it believes a violation has occurred, it will take whatever disciplinary action it deems appropriate regardless of the ultimate outcome of any criminal case that may be brought against - the employee. SECTION 6 DISCIPLINE FOR VIOLATION OF POLICY Employees who violate this policy or who are directed to take a physical examination, blood, breathalyzer, urinalysis or other test allowed by law, and refuse or fail to do so when and as directed; or who, after having taken such examination and/or test are determined to have utilized illegal controlled substance at any time or to have violated the City's Drug Free Workplace and Alcohol Abuse Policy, shall be subject to immediate termination; provided, however, if the presence of an illegal controlled substance is established as a result of the test, the employee or job applicant may, within five (5) working days of receipt of written notification of a positive result, request an opportunity to explain the result to the City and/or the medical review officer. SECTION 7 EMPLOYEE INJURED ON THE JOB Any employee injured on the job who refuses to submit to a drug test, or has a positive confirmation test, in addition to other provision of the policy, may forfeit his eligibility for all workers' compensation medical and indemnity benefits depending on applicable law. 3491503.11.07.12 SECTION 8 EMPLOYEE ASSISTANCE PROGRAM The City has an employee assistance program (EAP) with one of its missions being to assist employees who Voluntarily report drug or alcohol related problems, which have not yet adversely affected their job or City operations. The City may require any employee in violation of this policy, whether he voluntarily reports his problem or not, - to participate in the EAP or other medical and rehabilitative assistance programs as a condition for continued employment. For further information regarding the EAP, contact Administration. A. Employees Who Voluntarily Ask For Help. Employees with drug or alcohol related problems who wish assistance through the EAP may contact the EAP provider on a confidential basis or through Administration. If the request is made through Administration, City referrals will ;'�e made only upon execution by the employee of a release to the EAP provider - to keep Administration advised as to the employee's attendance and progress in the rehabilitation program. If the employee has a satisfactory performance record and is otherwise qualified to perform his job, the City may grant the employee an unpaid leave of absence for a period determined by the City to participate in a City approved treatment or rehabilitative program. Such a leave will be granted only one (1) - time. This employee will be responsible for all expenses resulting from the treatment or program to the extent they are not covered by insurance. B. Other Employees. In the event the City discovers a violation of this drug or alcohol policy, or an alcohol-related problem that adversely affects or may adversely affect the employee's performance or the City business, the City may proceed to discipline the employee up to and including discharge, or at its option, require the employee to undergo approved medical or rehabi assistance. 'The City may grant the E)MPIOyee leave with or without pay to participate in a rehabilitation program, including referral to the City EAP program. Such leave may he granted only one (1) time. Allowing of rehabilitation under the City EAP program will be conditioned on the execution of a consent by the employee to allow the EAP provider, or persons providing medical or rehabilitative assistance - to keep Administration advised of the employee's attendance and the success of the rehabilitation. - rhe employee will be responsible for all expenses resulting from the treatment or rehabilitation to the extent - they are not covered by insurance. C. Return to work. Employees who are granted a leave of absence under paragraph A or B above must successfully complete all EAP, medical and other rehabilitative requirements established by the City within a reasonable amount of time. A successfully rehabilitated employee who has been granted a leave of absence under A above shall be returned - to his former job provided he successfully completed rehabilitation within the period of his leave. Employees who successfully complete rehabilitation 3491503.11.07.12 under B above within the period of his leave will be returned to his former job if vacant, but if not to any vacancy which - the City considers him qualified to perform, if any, and if there is none lie shall be terminated. D. Re-testing. Employees allowed to return to work from an illegal controlled substance problem shall be subject to re-testing any time without notice and Must Submit to such test as and when directed by the City for one (1) year after they have been free of illegal drugs as determined by the City, or its designee. SECTION 9 REPORTING VIOLATION OF THE POLICY A. Reporting violations. It is the obligation of every employee of the City to report violations of the City's drug and alcohol abuse policies. Failure to report may subject employees to discipline up to and including discharge. B. Good faith reports. Any employee who in good faith, based upon reasonable suspicion or observation, reports an alleged violation of these policies, or any supervisory or managerial employee who investigates or take action in good faith based on reasonable suspicion or observation shall not be harassed, retaliated against, or discriminated against in any manner for making reports, participating in the investigation or because of any reasonable action he takes as a result of the investigation. C. Bad faith claims. Any knowingly false reporting of a violation of the policies set forth herein shall subject the employee to immediate termination. 3491503.11.07.12 SECTION 10 COORDINATION WITH ADMINISTRATION All action taken by members of management under this Section must be coordinated through Administration to ensure compliance with all applicable; laws. 34910 3.11.07.12 A CHAPTER 9 DIISCIPUNARY ACTION 9.1 GENERALSTATEMENT A. It is the hope of the City that effective supervision and employee relations will avoid most difficulties which otherwise might necessitate discipline oT employees of the Department. B. The City recognizes the - fact that each situation differs in many respects ' from others that may be similar in some ways. Thus, the City retains the right to treat each incident on an individual basis without creating a precedence for other cases which may arise in the - future as - to a particular employee or groups of employees and to determine the appropriate discipline in every matter on a case by case basis. 9.2 FORMS OF DISCIPLINE A. The City recognizes the following types of discipline: 1. Verbal warnings. 2. Written reprimands. 3. Suspension without pay. 4. Demotion. 5. Combination of the above. F. Termination of employment. B. When a Chief, Director or other member of management (hereinafter "Director") is considering disciplinary action, he or she may temporarily suspend the employee, with or without pay, pending investigation and a final decision on the disciplinary action, if any, that will be taken. (See 1003).2(/)(3)). The decision of the Director, with respect to the disciplinary action will be made within twenty (20) days after the investigation is completed, unless the Director extends - the tirne for an operational reason. 348073 5.11.07.12 Attachment B 9.3 BASIS FOR DISCIPLINARY ACTION A. Continued employment with the City and in any position with the City for employees who have not successfully completed their initial probationary period, part--time, - temporary and casual employee is at the will and pleasure or the City and the employee may be - terminated by either without cause. B. 'The Fire and Police Chiefs, all department Directors, department Managers, Battalion Chiefs (Fire) and the City Administrator's assistant serve as employees and in their positions at the will and pleasure of the City Administrator. C. Full time regular employees not covered by Section 9.3(B) above who have SUCCEDSFAIlly completed - their initial probationary period may be disciplined up to and including any reason seii. forth in Section 9.5 or for any other just cause. 9.4 NOTICE OF DISCIPLINARY ACTION A. Employees who are disciplined by verbal warning will have the reasons for said warning explained by their SLIpeI'ViSOr. B. In all cases of written reprimand, suspension without pay, dealotion, any combination of same, or termination, the employee will be notified in writing of the action taken and a COPY Of Such notice shall be retained by the City in the employee's personnel file. 9.5 TYPES OF OFFENSES There are to two (2) groups Of S@I - nPI6' Offenses for which employees may be disciplined up - to and' including termination and the guidelines for recommended penalties for those examples of unacceptable conduct are set forth below; however, the penalty utilized shall be discretionary with management in all matters of discipline and nothing herein shall require that a Particular - form of discipline be utilized in any case prior to the utilization of another form of discipline. GROUP I OFFENSES First Offense - Written Reprimand Second Offense - Up to ten (10) days suspension without Pay Third Offense -- Up to termination 1. Quitting work, wasting - time, loitering or leaving assigned work area during working hours WithOlAt permission. 2. 'Taking more than allowable times for meal or rest periods. 348073 2 2 3. Unacceptable productivity or competency. 4. Sleeping on the job unless authorized to do so. 5. Reporting to work or working while unfit for duty, either mentally or physically, unless the condition is a legally recognized disability in which case the matter will be dealt with accordance with applicable law. 6. Violating a safety rule or practice where no injury to person or damage to property is involved. 7. Engaging in horse play, scuffling, wrestling, throwing - things, malicious mischief, distracting the work of others, cat calls, or other disorderly conduct. 3. Failure to report the loss of a City piece of equipment or other City property entrusted in the employee's custody. 9. Failure to keep the City and department notified of the employee's current proper address and telephone number. 10. Gambling, lottery or engaging in any other game of chance while on duty, or in any fashion that brings disrepute upon the City. 11. Violation of published or otherwise known City or departmental policies, rules, standard, orders, operating procedures or regulations where no injury - to person or properly is involved. 12. Failure to properly supervise subordinates or to make disciplinary charges when the facts call for them or to take other appropriate disciplinary actions. 13. Failure to take appropriate action concerning illegal activity. '141. Solicitation of money or anything of value on City property, in a City vehicle, or while wearing a City uniform. '15. Engaging in any private activity, other than being at home at rest, in the hospital, visiting doctor, or engaging in other medically related required activities, after reporting off being off sick. '16. Failure to submit a properly written and required report within reasonable time or a prescribed period of time as required by supervision. IT Unexcused tardiness or absence. 3480735.11.07.12 18. Untidy appearance or - failure to wear the proper uniform. 19. Interference with the dispatching, broadcasting or tampering with radio equipment or other communication equipment, - facilities or operations or other inappropriate behavior in connection therewith. 20. Use of City issued equipment or uniforms when not on duty without permission of the Department Director, or his designee. GROUP 11 QlFrENSES' First Of Fense - Up to termination 1 1. "'Conviction of felony. 2. Excessive - tardiness and/or absenteeism regardless of the reason, unless excused by law. 3. Abuse of leave privileges. 4. *Use of official position for personal advantage. S. `Deliberately or negligently misusing, destroying, losing or damaging any City property or property of an employee. 6. Violation of a safety rule or practice where injury to person or property is involved. 7. Failure - to immediately report: receipt of a DUI, DWI or reckless driving ticket when your job requires the use o vehicles Or Your personal vehicle for City business. 8. *Falsification of personnel, City, or Departmental records, including employment applications, accident records, work records, purchase orders, - time sheets, or any other report, record, or document. 19. Waking false claims or intentional misrepresentation in an attempt to obtain sickness or accident benefits, workers' compensation, or any other benefit. 10. Insubordination or the refusal to perform work assigned, or to comply with written or verbal instructions of a supervisor. 11. Unauthorized use or possession or display of fire arryis, explosives, or weapons on or in City property. l Group 11 offenses with on asterisk (*) beside, then will , ::wtornatically result in termination unle!.-)s the City Adminis'd decides otherwise.. 3480735.11.07.12 12. Removal - City property or any other employee's property from City locations without proper authorization; theft of City property or any employee's property. '13. Failure to return at the: end of an authorized leave of absence. 1 -4. *Concerted curtailment, restriction of production, or interference with work in or about the City's work stations including, but not limited 'LO, instigating, leading, or participating in any walkout, strike, sit down, stand.-in, slowdown, or refusal to return to work at the scheduled lime for the scheduled shift, '15. Absent wiihout permission or leave (AWOL.). 16. Acceptance of a gift, service, or anything of value in the performance of duty or under any other circumstances where the employee knew or should have known it was given with an expectancy of obtaining a service or - favored - treatment. 17. *Possession, use, sale, attempt to sell, or procure illegal c ' ontrolled substances at any time whether on or off City property or whether on or off duty; and possession, use, sale or attempt to sell or procure alcoholic beverages while on duty, on City property, or while operating or riding in or on City equipment. '16. *Refusal 'to fully and truthfully cooperate in an investigation conducted by or at the direction of the City. 19. Causing the City to be - found in violation of any State or Federal law or Constitutional provision. 20. Engaging in any type or work while on a paid or unpaid leave of absence other than an approved paid vacation. 21. On or off the job conduct which adversely affects the ability of the employee to perform his duties and/or adversely affects the efficient operation oI the City government or any department, division, or area of City governmOnt. 22. Discourteous, insulting, abusive, threatening or inflammatory language or conduct toward the public or co-workers. 23. Improper racial or sexual comments, harassment or acts directed to any City employee or the general public. 24. Provoking or instigating a - fight or - fighting while on duty or while in Unif0i'M except in self defense. 3480735.11.07.'12 5 2, Unauthorized personal use Of the exempt '[ IlUrnber for any reason. 26. Accepting a bribe or gratuity, committing an illegal act or accepting a gratuity for per the normal duties as a City employee. 27. Failure to report in writing an offer of a bribe or gratuity - to permit an illegal act. 28. Communicating or imparting confidential information either in writing or verbally - to any unauthorized person. 29. Failure to possess and maintain a Current and valid state motor vehicle operator's license, if driving a vehicle is required by the City as an essential part of the employee's job. 30. Loss of license Or certification required to peri yourjob. The above lists, do not include all of the reasons for which an ernployee may be subject to disciplinary action, but as stated earlier, is intended to provide examples of inappropriate conduct. 9.6 AUTHORITY FOR DISCIPLINARY ACTION A. A Supervisor may give an employee an oral or written reprimand or - temporarily suspend an employee without pay, without prior concurrence of the Department Director. B. A Supervisor may recommence any other form o action. C. The Department Director has the authority to discipline employees Litilizing any of the recognized forms of discipline and may delegate to Subordinates discipline LIP - to suspension without pay for the balance of a day or shift; provided,, all terminations must be approved by the City Administrator. 9.7 SUSPENSION PENDING RESOLUTION OF CRIMINAL CHARGES A. In the event an employee is charged with any crime, the employee may be Suspended with or without pay. B. At any time, with the approval of the City Administrator, the Department Director shall have - the option of taking disciplinary action based on his own investigation without regard to the existence, status or - final disposition of the critilinal charges. 3480735.11.07.12 6 C. However, the City ndmini'strator may elect to wait until the criminal proceeding, or a particular phase thereof is concluded before considering disciplinary action. In such a case, the Department Director will take the resolution of the criminal proceeding, or phase thereof, under consideration but shall not be bound thereby and shall make his own determination as to the facts and the appropriate disciplinary action, if any. D. Under paragraphs 8 and C above, unless otherwise directed by the City Administrator, - the Department Director will not consider anything less than a finding by a judge or a jury, whichever is applicable, of not guilty as relevant to the issue of whether the employee engaged in the conduct in question. E. If an employee charged with a crime is i:ound not guilty by a judge or jury, and the City /administrator determines no disciplinary action is warranted, - the employee will be reinstated with back pay less amounts earned, unemployment compensation and periods of time the employee was unavailable `to work or did not make every reasonable effort to find work. 9.8 IVY i ERROGATIONS Interrogations, the result of which could lead - to disciplinary action, shall be conducted in compliance with applicable laws. 346073 5.11.07.12 _ 7 tAtachmen t fix.,,,. ��[��I �^�1E|� �� u o��xr o u~o x o"�^�) VIRFTEIM 1, AND NON~OBC11PLAMARY WIATTUIS 1Q(A)J it is the loUD]oO0 of this grievance pn]c8[U:3 h] a5Su[8 510nl8 nom- p eDlD|0V08S hek]VY the level or Chief or Director Ulere|D8Ke[ "Director") that their nUD~1iS(.'iI C0D�}|8iDLS arising under this PR[\ @Dd VV[dkeD rerninders wIU be cOD5idm[8[ /8i[|V,. K}pid|V 8Ud VViLh0U1 [ep[iOG[ In 8ddUion.he0discussion bc enOp|0yeR380d j.juI)ePvS0nSvyiU lead to better understanding 0f1�)mriiCes which affreoi8nnp|oyaes, 1O(A).2 /\ g|i8V8DCH under SeCt|O|l 10(A) i58 C0OlNaiD[ about Me nliO8DNiC8Liml or DliSiO}e[pRt8UVD of this PAA RU|8G or Ql d8p81111 [V|es and |*gU}8tiODS or written w3[DiDgS and any work n3|8L8U CO[n1D|8in1 Dnt covered by S eCii0D 10/FA. 1[(A).3 PROCEDURE A. : Al employee shall p[9So[k his oonop|8iV\ k1 his i[nO0eUi8ke SUl),o[Vis0[ VViUliD five /5\ VV0[|(iDg dovS [K)D] the UOUg of occurrence of the ghevaDCO. The SU[)omi50[ ShEII| alle0Pt N VeS0Ke the gb8vaDCe YON three (3) mmrking days after tile SODlI)I8iDt i3 1118detO him 01' ho[ B. : If' the 0.r0�1 has DOi [8CeiVRd 8n aDSVVHr hrO[n the i[nDle 3U|)erYi5O[ VViihiD five \ vvoddDg d8Ys, or if the SDOp|UVee fools the 8DSYV8[ [8CeiV8d is DoiS8tiSfGClo[y. th8 [V[echJr will Vi|t in VV[idDg the f8Ns and SCU|DSt8DCeS of [hp 1.)[ob|8n) and [8seDtUl8 written st@LeDlaD[tothe DOW vVi\hi|l The (S\ vvo|1dDg U8Vs after die sU0H[ViS0['O decision or deadline in S18p One, VV1iiCh9v8[ first occurs. /\SSintoncB will be provided by HU[n8n [\930U[n8S |f [SqU8sted, including for those e[UV|0yee3 who CODD0\ read or VV|itH or have A language 0|Db!8|ll. 'The Director will investigate the g[ieV8ncg and meet with Uh8 e[np|uye8 to UiscuSS the g|igV8|lC9VVMliD five (5)working clays. Th8 Director will DOUfV the eDltOVRe of the d8CiGiVO VVKhiD five /5) d8yS fOUOYViOg |hR D)eetiDgd8ie. 3,1807114. 11_07. '' C. step , hree : Ii the employee; has not mceiv()Cl an arl::)wer froril the [A for wt Nn five (h) working days, or if 11M employed Wks the answer received is no[ satisfactory, [he (- :rnployec, will I_)Ut in wrlflnf_J [he facks "'Ind circull of ii prol:)len and I. idle written sla[ec oml to the City Adn or de;.,;ignee, within five (5) worleing clays ,.rii:er th(-) (Director's decision or dead he in Stc1.) T wo, whichever first occurs. Assistance will be provided by 1 ftesomnes if reciuested, inclladMg for those er))I:)loyc)cs who cannot read or wriie or have a language prol_)lenl. The city Adminisirator, or His designee, will investigate the grievance and me et with the employee to discuss the grievance and will notify i:1 e en of the decision following 1110 meeting date. 3 1 1.07. 12 Atta3i,chment CHAPTER 10 B) PROCEDURE FOR PRE=DISCllPLME AND GMEVANCE PROCEDURE FOR SEMOUS DIMPLIINARY ACTMNS ALTERNATIVE PROCEDURE 10(B).1 APPLICATION This Section '10(13) shall apply only to non.-probationary full-time employees I0(B).2 SUSPENSIONS WITHOUT PAY, DEMOTIONS OR TERMINATION A. Pre-Disciplinary Procedure. Subject. to Section 10(B).3 below, when a Chief, Director or other member of management (hereinafter "Director") is considering termination, demotion or Suspension without pay (other than ten'►porary): 1. All investigations of potential disciplinary action shall be conducted in accordance with applicable law. 2. The employee shall be given written notice of the reason such disciplinary action is being considered, the names of the witnesses, a summary of the information on which the Chief or Director relies and an opportunity to present his position either verbally or in writing to the Chief or Director before the decision is made. Notice shall be complete upon either personally handing it to the employee or mailing it to the employee's address as contained in the City personnel - file. 3. The Chief or Director, with the approval of the City Administrator, may suspend the employee without pay immediately pending the ultimate decision, provided the employee, if available, shall be advised of - the reasons for the *temporary suspension and given an opportunity to explain his position, orally or in writing, before the - temporary suspension without pay. 3487584:11.07.12 Attachment D_ 4. If after considering all of the evidence before hire or her, the Chief or Director decides to suspend without pay, clernote or terminate, he or she shall notify the employee in writing of - the decision and the reasons therefore, and advise the employee of the right to a due process hearing under Section 10(B).2(B) below. B. Appeal Procedure. 1. The employee who has been suspended without Pay, demoted or - terminated who wishes to appeal Must appeal in writing to the City Administrator, or his or her designee, within seven (7) calendar days after notice of the action. The employee shall indicate whether the employee wishes to have the appeal directly before the City Administrator, or proceed before the Grievance Adjustment Board (GAS) as provided below. 2. Notice shall be complete upon personal delivery or when postmarked to the employee's last known addressed in the City personnel records. 3. If the employee elects to appear before the GAB, the Human Resources Manager shall arrange for a hearing before - the GAB as follows: a. The GAB shall be made up of the Human Resources Manager, or his or her designee, and . one representative appointed by the City Administrator and one employee of the City selected by the Union. b. Subsections 5, 6 and 7 below shall apply. C. The GAB shall make - findings of fact and may, if if wishes, recommend C011CILISiOrIS and a solution to the appeal. d. The findings of fact and any recommended conclusions and recommended resolutions shall be transmitted to the City Administrator. e. The City Administrator will accept the GAB's findings of fact so long as they are supported by any substantial evidence on the record, but Shall no be bound by the conclusions or the recommended resolution. The City Adrninistrator shall consider all of the material before him, and make the C011CILI'Sions le and determine the final resolution of tl appeal. R8758_4.10.12.12 2 If the employee elects to appeal directly to the City Administrator, upon receipt of a timely appeal, the City Administrator shall arrange a hearing at which the Director shall be required to establish just cause by a preponderance of the evidence. 5. Not less than seven (7) calendar days prior to the hearing, to - the extent not already provided under Section A(2) above, the Director and the employee will provide the other with a list of witnesses, except rebuttal witnesses, a brief summary of their anticipated testimony, and a list of all documents, except rebuttal documents, upon which they intend to rely. G. The employee shall be entitled to be represented by Counsel or other person of his or her choice at his or her expense and shall have the right to present evidence, examine and cross-examine witnesses and state his position orally or in writing. 7. Proceedings shall be recorded by - tape, video or other recorder or by court reporter. S. The City Administrator shall consider the evidence before him and make Findings of Fact and Conclusions of Law, which shall be final and binding on all concerned. 10(8).3 ALTERNATIVE PROCEDURE At his or her option, in the case of possible suspension without pay (other than temporary), demotion or termination, the City Administrator may elect to provide the employee with full formal due process hearing before him, or his designee, before any disciplinary action is taken, in which event: A. The employee shall be given wrift.en notice of the reason Such disciplinary action is being considered, the names of the witnesses, a summary of the information on which the Director relies and an opportunity to present his or her position either verbally or in writing to the City Administrator before the decision is made. Notice shall be complete upon personal delivery or when postmarked to the employee's last known address in the City personnel records. B. The Director or the City Administrator (when a Director is the employee being charged) May Suspend the employee without pay immediately pending the Ultimate decision, provided the employee shall be given an opportunity to explain his position before the temporary suspension without pay. C. 'The provisions of Sections 1 O(B).2(B)(z!-)--(7) shall apply. 3487684.10.12.12 3 1O(B)A GENERAL PROVISIONS A. The time limits set fords above, may be extended upon written request Tor reasons considered appropriate by the City Administrator, or his or her designee. Failure of an employee to file an appeal in a timely fashion, unless an extension has been granted in advance, will constitute an autornatic abandonment of his appeal. B. In the event a grievance is filed which involves two (2) or more employees in the same or similar event, happening or condition, the City Administra may decide that the grievance will be. consolidating for hearing and decision. 1 O(B).5 DELEGATION OF AUTHORITY At his or her option, the City Administrator may delegate to a Chief, I an attorney or other person To hold the hearing and make - the final decision or hold the hearing and make reconirnended Findings of Fact and Conclusions of Law to - the City Administrator, in which event the City A,dministrator shall be bound by the recommended findings of fact as long as They are supported by probative evidence in the record, but shall not be bound by the conclusions of law, and shall make the final decision for the City. Tile City shall bear the fee of any substitute for the City Administrator which he or she delegates. I0(B).6 APPEALS BY AT WILL MANAGERIAL EMPLOYEE A. Employees playees covered by Section 9.3(13) may appeal a suspension or termination to the City Administrator who shall provide an opportunity for the employee to explain and argue his /her position. The City Administrator shall consider the employee's explanation and argument and resolve the appeal as he/she determines is in the best interest of the City (meets requirement of Charter 4.07(b)). B. Severance will be provided to an involuntarily terminated, at will employee covered by Section 9.3(B) based on one (1) week of the employee's annual salary for each year of continuous service with the City with a minimum of two (2) weeks and a maximum of twenty (20) weeks; provided, no severance shall be paid in the eveni. the employee is terminated for any of the following reasons: 1. Failure to - fully and - truthfully cooperate in an investigation conducted by or af. the direction of the City; or 3-1875B_ I OJ 2.12 4 2. Intentionally causing the City to be found in violation of any law, rule, regulation or constitutional provision applicable to the City; or 3. Violation of the City's Drug-Free Workplace and Alcohol Policy; or 4. Determination by the City Administrator that the employee engaged in dishonesty in connection with his/her job or City business; or 5. Conviction of any felony; or 6. Termination for misconduct: as defined by F.S. 443.036(30). 3413758 4.10.1 `2.12