HomeMy WebLinkAbout1975-01-02 ResolutionINTRODUCTION _
The purpose of these rules and regulations is to set forth the principles and
procedures that are to be followed by the City in its personnel program to
the end that all City employees have reasonable assurance that personnel
policies, regulations, and benefits will be pursued on a uniform, non-discrim-
inatory, and equitable basis for all employees; and to provide that employment
in City government is based on merit and qualifications in all classifications
regardless of race, .creed, color, national origin, religion, sex or ancestry.
These rules and regulations are binding except as.they -maybe modified and/or,
superceded by negotiated labor contracts.
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RESPONSIBILITY FOR ADMINISTRATION
except. that temporary
special needs arise for financial, research,
These rules and regulations shall cover all employees,all provisions. These
employees or persons retained as not be covered by
all rules except where, by virtue of their content,
legal and other technical needs may only the classified
employees shall be covered by.
- the regulations would logically
be construed as concerning Y
service.
it is the City
Manager's responsibility to carry out the City personnel program
ay
including _administration of the Position
lsmap l
athis/herPPlans, and
discretion assign
Manager
Affirmative Action Program. The City
other City employees (i.e. Personnel Director) to assist him/her in the adminis-
tration of regulations.
The Civil Service Commission will hear all appeals from disciplinary action against
these rules as well as render such other
tout ahe1Citycs personnel
employees covered e as may
by Council to `carry
be required by the City Manager and City
program. ance with these rules and regulations, provide for
The City Council will, in accord
the employment of all personnel necessary to carry out the functions of all depart-
TheCity Council -shall, by resolution, adopt theofficial
ments of the City.
a forallpositions -:in
rates
The City Council shall also establish
Manager,
-- classification plan and annually establish the rate of pay
the classification plan of the City. inted by them such as City
of pay for unclassified employees directly appo
City Attorney, City Clerk, and special legal counsel) on an annual basis.
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POSITION CLASSIFICATION PLAN -
1. The classification plan provides an inventory of all positions in the City
service which are sufficiently alike in duties and responsibilities to be called
by the same descriptive title, to be accorded the same pay scale and to require
substantially the same qualifications on the part of incumbents.
No City employee shall be classifiednor_--paid at a salary,:. rate which is not
2. N
- - - -
established Cit and em recognized-i m the city,s,classification and pay plan. All c11
lassi-
fications shall be established by the City Manager and approved by the City Council.
A. DEFINITIONS:
1. A position shall be defined as _a unitofduties and responsibilities
to be carried out by one employee, normally on a full work year
basis.
2. A classification shall be defined as the title given to all City
positions having the same general type of work with relatively
the same duties and level of responsibility.
B. ESTABLISHMENT OF NEW POSITIONS: The Department. Head: shall complete a
position description covering the duties and responsibilities of each
proposed position, and submit it to the Personnel Director for review. _
ThePersonnelDirector shall study the duties and responsibilities of
each new position according to the description submitted and/or by a
field audit, and will then recommend allocation to the proper class.
The City Manager shall then determine the proper class for the new
position.
- - -- C. ALLOCATION APPEALS: If an employee-has facts which indicate that. his
or her position is improperly classified the employee may request the
Department Head,. and then the PersonnelDirector, to review the alloca-
tion of his or her position. Such request shall be submitted in writing
to the Department Head and shall contain a statement of justification.
A written notice of classification determinationshall be sent to the
current incumbent of the position in question and to the Department Head
within five days after the final determination has been reached.:. _
-- - - D. FORMS OF CLASSIFICATION DETERMINATIONS - - - - --
1. NO CHANGE is when it is determined that the position is correctly
classified at its present classification.
2. A LATERAL RECLASSIFICATION. is. when it is determined that a position
should be reclassified to a classification having the same maximum
salary. -
3. AN UPWARD RECLASSIFICATION is. when it is determined that -a position
- should be reclassified to a classification having a higher maximum
salary.
q. ADOWNWARD RECLASSIFICATION i.s when-it ieidr,tnrmLnr,dttih}. �5 (��i.tfon...
should be reclassified to a classification having a lower maximum
salary.
Incumbents in positions reclassified downward who remain- in that position,_ shall be reduced to the lower classifi-
cation immediately, but shall remain at their persent
salary rate, receiving no further upward salary adjust-
ments until such time as the maximum salary for the new.
classification of the position equals or exceeds their
salary on the date of the, Downward Reclassification
Determination.
E. MAINTENANCE OF PLAN: -- - - - - --
1. Each time a vacancy occurs, the Personnel Director shall review
the allocation of the position. This analysis may be waived
in cases where changes in the duties and responsibilities of -
position have been unlikely. -
2. Each time a department or division is reorganized, preliminary
position descriptions for all affected employees shall be sub-
mitted by the Department Head to the Personnel Director for
- his/her review and recommendation.-- - - -
3. The City Manager may require any or all departments or employees
to submit position descriptions on a periodic basis, or, any time
he/she has reason to believe that there has been a change in the
duties and responsibilities of one or more positions.
4. Each time a new class is established, a class specification shall
be written and incorporated in the existing plan. ` The class title
shall be added to the schematic list of titles. Likewise an
abolished class shall be deleted from the position classification
plan by removing the class specification and eliminating the class`
title from the schematic list of titles.
5. The City Manager shall take the necessary steps to maintain the
Position Classification Plan in a current status on a continuing
basis, making use of the above procedures and any others he deems
necessary.
F. INTERPRETATION OF CLASS SPECIFICATIONS: _The :.class -specifications -are
-"
descriptive and not restrictive. They are -intended to generally -indicates_
the kinds of activities performed by the.established classification
G. OFFICIAL COPY OF THE POSITION CLASSIFICATION PLAN: The City Manager shall,
be responsible for maintaining an official copy of the position classifica-
tion plan. The official copy shall include these regulations for adminis-
tration, schematic list of class titles, and class specifications, plus
all amendments thereto. A copy of the official plan shall be available
- for inspection by the public under reasonable conditions during, business
hours. -A copy shall be maintained at each location where employees report
to work. -
if. All permanent employees of the City shall be furnished a..copy of the
Personnel Proc(idureti upon appointm,;nL, rind nhall he rdvi.ned, in wr.iti.ng,of
any changes or amendments to the procedures. Employees shall. have access
to the classification and pay plan through their respective departments
- provided these documents are inspected on the employees own time.
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I. CLASSIFICATIONPERIODIC CHECK: The City Manager shall arrange for
,the classification of all positions within the
periodic review of
_.__.City _service and may _eliminate, combine, and/or establish new classes
based on the results of the classification study.
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PAY PLAN
The City Manager shall be responsible for presenting to the -City Council a uniform
and equitable pay plan which shall consist of the rates of pay for each classifi-
as he/she may consider necessary or equitable.
cation and such intermediate rates
In arriving at salary rates, consideration will be given to the maintenance of
service in
salary grades of the classifications in the City her publ relationship
employment
to one another, to prevailing rates for comparable work in other publ
and private business, the current cost of living, the.suggestions of, the Department
Head, responsibilities of the position, and the policy of the City Council.
Amendments to the pay plan may be recommended by the City Manager when changes in
responsibility or work of classes, living costs, recruiting experience, prevailing
r
licies, or other pertinent condi-
rates of pay, the City's financial condition and po
tions warrant such action. The City Manager shall submit such recommendations to the
Council for their consideration and approval.
_ All employees in the classified service shall be compensated in accordance with the
rates set forth for the salary grade to which the positions of their class are
assigned. Those employed in unclassified
positions
and bshall
y the be paid ata rate ger for other
lished by the City Council for its appointees,
employees.
A. DEFINITION OF THE PAY PLAN:- -
1. Pay schedules. The pay of permanent City employees shall be on
the basis of appropriate established schedules of salaries for
their respective classifications. An allocatedsalaryrate may
consist of an entrance rate, intermediate rates, and a maximum
rate or a flat Yate depending on the nature of the needs of the
classification. The salary rates prescribed are based on full-
time employment .at normal working hoursforthe respective _
position classes. The salaries of supervisory, professional
and administrative positions are fixed according to responsibil-
ities to befulfilledand are not based-onafixed number of _ -
hours of work per week 'and 'shall not be adjusted with variations
in work schedules'. All permanent full-time classified employees
shall be paid the salaries prescribed in the pay plan for their
respective job classifications.
2. Special salary provisions.
a. Rate adjustment and higher levelassignments. In any case
where -an employee is qualified for and is temporarily required
to serve regularly in and accept the responsibility for work
in a higher class of positions, such employee shall receive
the entrance sate of that class or one step rate above; their
duly assigned subordinates, the higher, while so assigned, sub-
ject to the approval of the City Manager. Such temporary
assignment to a higherclass of positions toqualify for the
hither rate of pay shall be regular and continuous in character
fog. at least thirty calendar days except in the case of acting
appointments An employee may be eemporarf.l.y annlgned to the
work of any position of the same or lower class grade without
change in pay within the same 30 day time frame. -
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all
b. Com ensation
level rater thanet ubordinatesrV1Inr the h event
e
paid at a higherlength of service, a super -
that, because of differenceseivato or lower than one or
visor is paid a rate of pay 4 the supervisor shall
more of their duly assigned subordinates,
be advanced to a level within the paygrade for their class,
.which will provide a Yatithi pay at least
five percent l higher
than any subordinate,_ regardless -of the super
length
of service:
Temporary employees occu
Com ensation of tem racy em 1P°��eessitions shall be employed
C. roved
pying classified or unclasssift be established and app
initially at the hourly - ees working less than
annually by the city Manager. All employ
the full work year may be advanced in pay,
rates established by the City
based upon satisfac-
tory service, to higher salary
Manager and consistent with established pay ranges.
B. ADMINISTRATION OF THE PAY PLAN:
employee shall. be paid temployee
mployQeu"
1 New a intees, Generally i new the rate paid for a new emp Y
rate of pay for the class, be granted upon
----- the minimum qualifications=_`Excceeptagetsinathe following cases.
meeting approval of the City
- the -written prior app - - - - - - - -
a• If it becomes necessary to appoint a new employee of lesser
qualification, employee may be required to start below the
sthe '
minimum rate s, the employclass at a. lower classification..
if a new employee more than meets the minimum qualifications of
b the class, the employee may be appointed above the minimum
salary. rate. - higher
Z, Promotions. When an employee is promoted to ajYosition in a.. 4
class, employee's_the promoted
class, salary shall be increased overlapping
range minimum rate
immediately above. the employ
for the higher class. in In the case of pimmediately
employee shall be increased to the step
Employees promoted or transferred will .automatically
present salary•
commence a new probationary period for the new position.
aid at a rate which
3. Demotions and Downward Reclths�i�ploYeesshallebeap employee is demoted
to a lower class position, sition. Any.
is within the approved range for the lower level Po 8 -lower
who accepts an assignment in a lower classification carrying
-- employee is transferring
rate than the rate received at the. time of assignment shall receive
ee transferring into a'lower classification employee
the rate established for the classification the employ The emp Y
- to, however, an employ ropriatetohis or her seniority -
receive a rate of pay app
on but
will not receive the
loweequalcto antamount rate lcoimnensurate with lthe length
shall receive a Pay
rate to In the event the employee does not
employment. of continuous city P robationary pe evert
the employee shall,
complete the p revert to such lower position'-
unlesfactorily_ P eriod-is extended, -
unless the probationary P
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with the rate of pay to whichthe employee would have been entitled
had the employee continued service in such lower position without pro-
motion. _If an employee is transferred to a position in a class having
a higher salary range than the class from which the employee was trans-
ferred, such
rans-ferred,such change shall be deemed apromotion -and the provisions _
governing promotions shall apply.
Reinstated employees. A reinstated employee shall be paid at a salary
rate within the approved salary range for the position classification
in which the employee is reinstated.
Hours of work. The normal work week shall consist of a five-day,
forty -hour week. The normal work day shall consist of eight hours
beginning with an established starting time as required by Department/. -
Division operations with one. hour off for lunch, _.except in those.
departments where deviation from the above schedule is necessary in
order to maintain an efficient operation. The department headinsuch
departments shall schedule the working hours for all employees in a
manner to most efficiently cover the needs of the department.
Overtime. Straight time -pay -shall bepaidfor -the first eight hours
work in any continuous 24-hour period beginning with the employee's
assigned starting time. Employees who are employed in excess of eight
hours per day or forty hours per week (except in Public Transit and
Public Safety or other eligible operations where normal work shifts
or activities may exceed these hours) shall be granted compensation
equal to 1 and 1/2 times the number of hours worked. The City Manager
shall review and approve all assigned overtime, and payment for over-
time shall be made on the next paycheck when the conditions of service
make it impractical to grant compensatory time off. Earned-
compensa-tory time shall br taken at such time as the Department Head shall
determine will not impair the functions of the department; and all
compensatory time shall be used within the same pay period it is earned.
a. Definition of Overtime.
1) To be considered as overtime, the work and the time of doing
it must have been assigned by the employee's Department Head
or another supervisory employee given this authority by
the Department Head...- - - -- -
2) All such time, in excess of a normal eight hour working day,
worked in the 24 hour period beginning with the start of the
employee's normal working shift that day, shall be considered
as overtime and credited to the calendar day onwhichthe 24 -
hourperiod began.
3) For full-time employees, all working days in excess of five
in the employee's work week, shall be considered as overtime,
except for-
a) Those employees on rotating -shifts where the shift rota- _
tion sometimes rn_su).ts in devin„„tion from the scheduled
work week..
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- - b) The City shall allocate and assign overtime onafair
-
- and equitable. basis.
c) The definition and provisions of overtime shall be in
full accord with the Fair Labor Standards Act.
9) For part-time employees, all working time in one day inexcess
of that worked by full-time employees in a normal eight hour
working day shall be considered as overtime as shall any time
worked in excess of: what -the .full-time `. employee works in a
normal work week. -_ -- --
5) The positions of those City employees and officials excepted
from the payment of overtime:
a)Shallbe so noted in the official City pay plan, generally ---
including administrative, professional, and
enerally `includingadministrative,professional,and some super
visory positions.
b)_ Shall have salary ranges based on performance and the _
- realization that the employee will not be separately
compensated for overtime.
6) The.. incumbents -in the_. excepted positions:
a) Shall not be specifically compensated for overtime in
either money or Compensatory Time.
b) Shall be expected to average at least the number of hours
per week as_required by -the standard work. week.-
c) Shall have their work and contributions to the develop-
ment and accomplishment of departmental and City programs
and goals evaluated in terms of quality and quantity of
production and achievement rather than on adherence to
set specific working hours.
d) Shall not be held to the established City schedule of
Annual Leave accumulation and usage, except they may
not take a continuous vacation of more than the maximum
accumulation. allowable an employee with their length .of
service. --
(1) Time absent from work and deviations from the
official office hours of the employee's department
must be with the approval of the employee's Depart -
Head who shall have the responsibility for evaluat-
ing the employee's performance and justifying
permitted deviations from established hours of work.
7. Minimal Call -In Time. An employee who has left his or her normal place
of work for his or her residence and is called back to work, shall be
credited a minimum of -2 hours of overtime provided the employee has
completed their normally assigned work day.
e. Administrative salary adjustment and performance evaluation. The salary
of each employee shall be reviewed either semi-annually or annually
depending on their position within the Clannifi.cation Plan by his depart-
ment head for the purpose of determining which employee shall ,receive
a salary increase. All personnel records, tardiness, performance, and
length of service, shall be considered in making recommendations with
major emphasis placed on the evaluation of efficiency and effectiveness
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of performance and services rendered. After the above analysis by
the Department Head, and subject to the review of the City Manager,
an employee may be entitled to a -one-step increase until the maximum
step of their class has been reached.
The Department. Head shall. submit the recommended increase and an.
evaluation of the employee on appropriate forms to the Personnel -- -
Director -for -review sufficiently in advance of the effective date
of the increase to allow time for review and consideration.
Department Reads may recommend to the City Manager that merit. pay
increases be granted to individual employees at intervals more often'
than the normal annual increments. Such special merit increases shall
be based upon exceptional performance of duties significantly exceed-
ing the normal standards for the particular position or classification,
or based upon exceptional service to the City beyond the normal scope
of duties expected of the position. Recommendations for such increases
shall be submitted with justification to the City Manager.
Dates for annual review shall be computed from the date the employee -
was last considered for a salary. adjustment. ---
Service requirements for advancement within pay ranges -and for other
purposes asspecified intheseregulations, shall have the implication
of continuous service, which means employment in the City service with-
out -break or. interruption.All leaves of absence, withpayand leaves -
without pay, of ten or less days shall not interrupt continuous service
nor be deducted therefrom., Absencesorleaves without pay, in excess of
ten days, except for extended service with the Armed Forces of the
United States, shall be deducted in computing total 'service but shall
not serve to interrupt continuous service.- All absences without leave
-- in excess of, three consecutive work days shall be deducted from and
shall interrupt continuity of service.
9. Additional Compensation.
-a. Maintenance Allowance.- Employees who are required to wear special
uniforms will be provided with such uniform maintenance allowances
of clothing and/cleaning services as approved in the operating
budgets.
b. Total remuneration. The salary .rate established for a position
shall represent the total remuneration (excluding approved
- fringe benefits) for the employee, not including reimbursement
for official travel. Except as otherwise provided in these
rules, no employee shall receive pay from the City in addition
- to the salary authorized under the 'schedule provided in the
pay plan for services rendered by them either in the discharge
of their ordinary duties or any additional duties which may be
imposed upon them or -which they may undertake or volunteer to
perform. No reward, gift or other form of remuneration in
addition to regular compensation, shall be received from any
source by employeon for the per.fonnynce of thou datfes. All
gifts received by employees for actions relating to city employment
must be reported to the employee's immediate supervisor for recom-
mended action and/or disposition.
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findings together with recommended amendments to the Council.
The rates of pay for each classification shall be set by
resolution of the Council for thatfiscalyear. -General
across-the-board salary increases shall not affect salary
considerations due upon favorable annual review as required
by these rules and regulations. -
Interpretation. The City Manager shall be responsible for inter-
preting the application of the plan to pay problems which are not
specifically covered by these rules using, the principles expressed
herein as a policy guide.
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--- EMPLOYMENT AND PROMOTIONS -
Recruitment of employees for positions in the City service shall be the responsibility
of the Personnel -Director -under --direction of the City Manager. All applicants regard-
less of race, creed, color, national origin, religion, sex,age or ancestry, will be
given equal consideration based on qualifications. All recruiting activitieswill
be conducted in accordance with the City's Equal Employment Opportunity Policy and -
Affirmative Action Program.
Department Heads shall -notifythePersonnel_Director -asfar in advance as possible of any requirements for new personnel, setting forth such information as requested
by the Personnel Director. The raiSonnel Director will 'then submit names of those
best qualified individuals to the Department Head for final selection.
_-- - A. POLICY: - -
It shall be the policy of the City of Iowa City to fill each position in
the City with the best available qualified employee.
PUBLICITY: -
The Personnel Director shall determine the publicity required to obtain
a reasonable number of qualified applicants for each vacancy, and is respon-
sible for publicity and recruiting consistent with the Affirmative Action
Program. Publicity may include advertisements in newspapers and trade
journals, radio and .television broadcasts, correspondence and .other contacts
with secondary schools and colleges and the encouragement of City employees
to informally advise others of employment opportunities.,
EXAMINATIONS:. - -
The selection process may include one or more and/or all of the following:
oral interviews; evaluation of experience and training; reference checks;
written examinations; psychological tests polygraphexamination; physical
activity; background investigations, performance tests or unassembled exam-
inations as determined by the Personnel Director. Competitive examinations -
maybe used for original appointments of promotions. - -
APPOINTMENTS AND FILLING VACANCIES:
A permanent appointment is one made to a position created without intent
of limitation, and will exist for at least one year. A permanent appoint-
ment may be for a full-time position or a part-time position. A permanent
part-time appointment shall be'for `a minimum 20 hourweeklyaverage and
1040 hours pe- year in order to be considered apermanent appointment.
Employees appointed to permanent part-time positions shall be eligible for
all fringe benefits on_a pro -rated basis according to the amount of average
weekly hours worked at or above the 20 hour per week and 1040 hours/year
minimums.
The pro -rating of benefits shall be onthebasis that the employer will_:.
contribute an equivalent amount for the percentage of time worked._ A one-
half (5) time, employee will contrlbuLo one-half thti i.naurhnae prt'mJ.tJm, a
three-quarters (3/4) time employee will contribute one-quater of the pre-
miums.
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Vacation and sick leave will be accumulated on a pro -rated basis. One-half
time employees will accrue two (2) hours vacation and sick leavve,wlea
three-quarters time employee willaccruethree (3) hours per pay period.
Holidays for permanent part-time employees shall be compensated only if
the employee was regularly scheduled to have otherwise worked
d that
day.
Compensation shall be the equivalent of .the time they would
- y have
worked. -. -
A temporary appointment is one made to a position authorized to be filled for
a limited period of time, not intended to exceed 6 months. Temporary
employees, whether full-time or part-time are not eligible for fringe bene-
fits, except when a present, permanentemployeeis .placed in an acting
position - in which case appropriate salary adjustments and related benfit
increases shall be made on a temporary basis. in the event a temporary
employee is appointed to a permanent position, probationary period and
fringe benefits will be computed from the effective date of appointment to
the permanent position. ,.
- - - - E. ACTING APPOINTMENTS: -
When a vacancy shall occur in a position which, from the standpoint of the
City's business, cannot be left vacant for any but the shortest time and
when no suitable list of approved candidates exists for its filling r foeto,
some other reason it is not feasible to make a permanent appointment
the Department Head may appoint, subject to the approval of the City Manager,
an employee in an acting capacity• The
duration
can rof such acting
y be g appointment
shall be only until a permanent appointment
not excend shall
ed six (6). months -unless extended by the city Manager. If a pre- - d
sent employee is assigned to an acting position. and issuboe�eshallntly pcommence
to that position on a permanent basis, the probationary pe
on the date the employee was promoted into the permanent position.
F. PROBATION:. ..
1. Ob�ecti•�e. The probationary period shall be regarded as an integral.
part of the examination-processand shall be utilized_.forclosely
observing the employee's work, for securing the most effective adjust-
ment of a new or promoted employee to the position and for rejecting
any employee whose performance does not meet the required work standards.
2. Duration. Every person appointed or re -appointed toapermanent Posi-
tion with the City shall be required to cumplete a_successful proba-
tionary period of six (6) months duration. (The probationary period
shall begin immediately upon appointment to a permanent position).
Thertime -period .,iay be extended if there is insufficient data to
determine total performance and if such action would be in the best
-- interest of City services and operations.
eriod report. At least ten (10) days prior to the expir-
3. Probationary p period, the Department Head shall
ation of an employee's probationary
notify the city Manager in writing whether the services of the employee
have been satisfactory and whether f such desnotires
sto continue
be ethe the
-- employ,.e in the position. A copy
employee. Should the Department Head r6corm73nd the. `mPL0 r'r't be
retained on a permanent basis, the employee shall be terminated subject
to the approval of the City Manager.
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q, Dismissal. At any time during the probationary period the Department
Head may recommend removal of an employee to the City manager, if, in
the Department Head's opinion, the
An
e satisfactorily oemployee is r that theunwilling or employee's
of the position
habits or dependability do not -merit continuation in the peallsuch
performtheduties
employee removed during the probationary period cannot app
removal to the Civil Service Commission.
ationary period are
5. Employees who satisfactorily complete their prob
eligible to be considered for a salary adjustment.
NOTIFICATION OF POSITION VACANCIES:
Allpermanent --job -openings including part-time, except emergency vacancies,
shall be posted. A copy of all job postings shall be given to respective
division heads and Department Heads. Job postings shall be posted for at
least five working days before being permanently filled, but the job duties
interim to other employees to maintain a continuity
may be assigned in the
of operations and services. the person with
In the event of a job opening, the position will befilleeeby orsomeone from
the most appropriate background, whether a present
iemplven yee opportunity to
outside city employment. All employees shall be g
fa'.iiliarize and train for promotion.
H. SEPARATION -BECAUSE OF CURTAILMENT. OF WORK OR LACK OF FUNDS (LAY-OFF):
"Curtailment of work" is asituation in which the need for the employee's
A.
services are no longer required because the City no longer performs
the function to which the employee was assigned, to the degree that
the same number of employees are needed.
B. "Lack of funds" is a situation in which the City is forced to drop
positions because it does not have the funds to pay the salaries of the
incumbent employees.
C. In the event of separation because of curtailment of work or lack of
the department
funds, -such reductions in force shall be lime in the following ordered to The order within
involved and shall be
dshall be determined by the Department Head's
each designated category with the
evaluation of the employee's relative value
ivintoconsideratgon'to classi-
remaining work load of the department, Sand departmental service.
fication and length and quality of City
1. Temporary part-time employees,
employees or employees on specially
p. Temporary full-time
budgeted programs,
3. Full-time budgeted employees serving probationary - '-
periods,
Part-time'emPl.oyees who have completed a probationary
period, _
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5, Full-time employees with regular status. (Probation
completed)•
promoted but who are serving a forproce
shall
Employees who have been P hest classification in
probationary period at the time of such .reduction in force shall be
considered as holding a position in the ry eriod*
which they have completed the probationary P,
shall be given formal
"Lack of funds" date of separation
CI Employees separated because of
in advance Of the_
written notice at least t`'O weeks
of such notice.
or two weeks of regul 'Y
in to ees who have regular status shall
end lists" for prime consideration in case of
E. The names of such separated emP y
be placed on "re-emaor similar capacity,
call-backs in the same me _ - -
SUPPLEMENTARY E14PLoyMENT: equivalent, inadditionto
hold a full-time job or its nt employment is not encour
No employee may city employment, Supplementary -
regular full-time City
conditions:
aged but is permitted under the following conflict with the
to ent must in no way
auantitl or interest
1, That the additional employment
ploytient, or in g interest
employee's hours of City and impartial performance
employ with the satisfactory
conflict in any �+aY
of City duties. - -..
employee secure the approval of the department dthe
in any formal, regular supplementary
2, That the withheld.
City Manager he fore engaging
employment Approval shall not be unreasonably
SEN, as
IMPACT OF SENIORITY- wi the City .since
J. length of, continuous seniority
shall begin on the
is defined as the ng Position. Seniority period has
Seniority otp° probationary
Pe
date of -last hire to a permanentuntil the P
day of employment but sha1L not apply
been completed. if:
ee shall cease `to'have seniority and is no longer employed
An employ - -
I
1, The employee resigns. for just cause. three consecutive
2. The employee is discharged riod of
3. ee is absent from ployork r. a F=
g, The employ the employer-
tc
days without notifying ive two weeks notification of intent he
if
4 If the employee fails to g request
return to work at the expiration of atoedaork and does not
rrequestThis hall
employee does not immediately return
period of three drys after leave
and receive a written extension of saidleaveof absent •
not be interpreted to allow a grace pe
ave of absence•
of absencer
The employee gives a false reason .for a le
5uries
Shall accrue seniority while absent because of'inj
An emP1DY-nn sa
- Compe_nsati.on Act.
covered by the Workman's
-16-
The right to re-employment and the continuing seniority rights me any
ee who now or hereinafter is a-member.th the and States
permanent employ governed by the laws of the United States
of the United States_shall_be 9
authorized agency
or any regulations, order or directive or rule of any
thereof.
EJECT OFSENIORITY _ -ee gains
- Upcn successful completion of a probationary period, the employ
a seniority date in thaon allowing the
t employee's job classificati
employee:1. nments, transfers,
a. Additional consideration for job seassig
and promotions:
heduling vacations and/or other
b. primary consideration in sc
leaves:
c.
Additional consideration incase of a lay-offsituation,
and prime consideration for recall to work.
Accumulations. vacation shall be earned and accumulated ry pay perrvu�
accord he
following chart: - -
Length of Hours Earned Maximum
Service
Per Pay Per Year Annual Carry-over
0 5 years 4 96 (12 days)
5 120 (15 days) .192 hours (24 days)
5 - 10 years (Maximum eligible for payment
10 - 20 years
6 144 (18 days) upon separation)
20 + years 7 16ti (21 d;iys)
Fire employees on continuous schedule:
256 hours (maximum eligible -
0 - 5 years 6 144 ---
for payment upon separation
7 S 180 calculated on a prorated
5 - 10 years hourly basis)
10 - 20 years
g 216
20 + years 10.5 - 252 _-..
2. Use of Vacation Time. Employees may elect to take either a split or com-
plete-vacation period. Vacations are subject to the departmental staffing
required to effectively continue operations. Should two or more employees
in the same department, with similar duties, select the same vacation period, shall refer-
the desire of the employeh the
higher
ertseniority head is
necessaryen p
ence. In all cases, approval
Any employee who terminatesCityemployment shall be paid for his or her
accumulated vacation days at the rate of pay currently being received by
said employee.
How -
Vacation days shall be earned during the first 6 months of employment. thereof,
ever, no employee shall be entitled to take any vacation, or pay
until he or she has been on the payroll for a continuous period of at least
6 months. This provision may be waive other
the Department Head in extenu-
other emergency, or exceptional
ating circumstances such as illness, injury,
situations requiring the absence of the employee.
For the purpose of _these regulations, a calendar year vacation period shall
er 31.
re than
be considered as starting -January 1, and
dwendin carry o3N
over t intheofollow-
ub
192 vacation ho
rs-(24days) may the maximum allowance
ing calendar year. Accumulated vacation days exceeding
y of
shall. be automatically reduced to the marimu�oval.rinlgiven byon the first
theCity Manager.
the following pay period unlenn specific app
_18- • •
vacation with pay shall not be granted before vacation time has been
_ earned. Under no circumstances shall an employee 'bepaid for more. than
192 hours of vacation upon separation from city servi
in which accumultheating
vacation leaves, sick leave taken during the period
period is used and not exceeding the accumulated sick leave of the employee,
shall be counted as time worked.
Any vacation leave denied by a Department Head which causes an employee to
lose vacation time shall be paid at the employee's current rate of pay.
The Department Head shall be `responsible for scheduling employee vacations
(subject to and consistent with Depart -
well in advance of the effective date '
mental/Divisional needs and priorities)._
B. SICK LEAVE:
1. _Accumulation.- All permanent full-time employees shall earn 4 hours of sick _
leave per pay period ,(6 hours.for Firefighters on a continuous schedule).
e shall
Employees who are granted a leave of absence with pay for any p Po
.continue to earn sick leave at the prescribed rate: Sirmanentleave
positionbshall
earned for leave without pay and only employees in a pe int -
be granted sick leave. Accumulation shall commence at the time leave of
up to
ment.- Employees shall have the right to accumulate unused sick eu
a maximum of 1,440 hours (180 days); 2,160 hours for firefighters.
uponterminationof employment,-accumulated'sickleaveshall be compensated
for on the basis of one-half of accumulated sick _lea a anmust d paid at the
employee's current salary (on an hourly basis). of more than one year bof
een
employed on a permanent basis for the equivalenteat of accumulated sick leave.
continuous service to be eligible for payor
A day ofsick leave shall be cancelled for each , day an employee is off. sick
during a normal work week, or if less than a day, on an hour -for -hour basis.
2. Use of Sick Leave. Sick leave may be taken upon accumulation for the follow-
ing reasons:
follow-
ing
Any illness an employee may contract, or any exposure to contagious
a.in which the health of others may be
disease he/she may experience
endangered by his or her attendance at duty, or a critical illness
to spouse or child. Any duty connected disability.
b. Illness in the employee'sinmthelate event ofly- sick a seriouslillnesseintthe
be employee's
utilized by employees -
employee's immediate family. In such cases, sick leave .shall be
-- granted up to a maximum of forty (40) hoursper
charged against thence of sue a
situation. Absence beyond this period may
employee's vacation leave.
Immediate family shall be defined as the employee's spouse,_.children,
other, father,.mother-in-law, father-in-law,. brothers,- sisters, or
mother,
grandparents
immediate
shall also include other relatives or members of the
immediate household living, habitually under the same roof.
-19- •
3. Use of Sick Leave:
sick Leave may be used only with thepermissionof the employee's Department
Head... This provision shall apply to all other. sections of-thisplan.
Each City Department Head shall be responsible for -reviewing employee
requests for Sick Leave and determining their validity. ent/sthereall
is
refuse to allow use of Sick Leave
ethe employeein sshclaimer a or where he/she
insufficient evidence to support
believes that the employee has not exercised reasonable ffortatoemployely
require
notify the Department of his/her absence. He/she may
fy the use of Sick
to submit a physician's statement in order to_justi
Leave.
- - Employees should, whenever possible, notify their
Suprvna r that they will
be unable to work before their normal work daybegins,
later than one hour after the working day begins.
A City employee may at any time be required by the Department Head and
City Manager to undergo medical examination to determine continued
dsfitness
for satisfactory performance of required duties. Also, employees
uffering
from ailments or suspected ailments which may cause further problems to the
employee if not attended to, or if the employee'ssick leave accumulations are
continuously depleted, shall be required to submit to an examination by a
ogical physician chosen by the employer. If corrective
medical and/or psychol
py is recommended to remedy or alleviate such illness
surgery or other thera
and the employee does not submit to such surgery or therapy within a -reason-
able time, the employee may be discharged due to such physical disability
or limitation.
In the event an employee has a serious illness and has used up all of his
accumulated sickleaveand vacation leave, the employee may requestnager the
-
City Manager to extend the sick leave with pay• on of
his/her discretion, for exceptional circumstances, grant an extensio riate,
sick leave at such rate of pay and for such a time as he deems app p
with such use to be considered in advance on future sick leave or salary-
C. SPECIAL LEAVES:
1. Funerals. th no Employees will be granted up to three days leave per incident
-
wiloss of compensation nor loss of accrual from Sick, Annual, nor
Compensatory time to attend the funeral of his or, her spouse, children,
mother, father, step-parents, sister, brother, mother-in-law, father-in-
mother,
law, grandparents, aunt or uncle, brother-in-law, sister-in-law, habitual-
merr' ar of the immediate household permanently having resided under the
same roof, orfor a military funeral in which such employee is an offfficciaal
participant. -A maximnted
um of three additional Jays of sick ant leavelforefunerals of
by the Department Head. The City Manager may g
others than those listed above.
2, Leaves'of Absence Without Pay. A leave of absence without pay is a prede-
termined amount of time off from work, which has been recommended by the-
od't Oepal-l;ment Jlead arA approved by the City [Sanger. Such leave .e
employ__ .
shall not extend beyond twelve munthp, but mny be a G�Adeii 'eif6b Or; .rrf[t n
approval of the City Manager.
-20_
and military leaves, the fact that such
With the exception of maternity
requested leave must be granted.
a leave is possible does not mean that the reps
the employee's department -of -.the services of
A Leave of Absence deprives
department is
'to properly
an employee, except in the case-of.disci-
.who it is assumed is, needed if the dep in the best interest
do its job. Leaves of Absences Without pay,
and factors in -
plinary leaves, should be considered as a p
of the department and the City Service must be the determining
whether such leaves are granted or not.
ranted a Leave of Absence Without Pay, the Department
When an employee is_g the employee to return to work to ee
rself to allowing that the -amp Y
Head commits himself/he substitutes hired
the end of the leave to the
ehe/sheswent oneleave•sa�'Yyshould be.hired
-
was,performing and earning
to fill in for employees on Leaves of Absence Without Pay,
accordingly. the employee. commits himself to
When gr Leave of Absence without Pay,ct rounds
returning to work atsonnelI the nDirec or atd of the the end ve.lOfrthe leave ashallebeeg
ment Head or the Pe service a dismissal.
for labeling the separation from City
During a leave of absence without pay, the employee: -
a, Does not receive -pay-from.tnor sic _
b, Does not earn Annual leave nor Sick leave. compensatory action when
Must utilize all accumulated annual and
C. come leaves
until they expire, except in case of disciplinary
d to offset the action.
such leaves may not be use
ep cases of on
d, Has no time deducted from sick leave, exc
thejobinjury or other incapacitation, in which case Sick _-
leave shall be used until accruals are exhausted.
e, Cannot pay retirement contributions if the leave exceeds one
month in duration• italization premiums failing due. during any:
f. Must pay group hosp' .
e is not on the payroll
roup life insurance
month the employe under the g
Must pay premiums -for coverage
g.
plan. period
y, Shall not receive any other benefits during the Pe
of absence.
D JURY DUTY: amount equal to the
aid by the employer in an ave by work-
.. Employees on jury duty._shall be P employee would have earned it
difference between the amount of wages the oye
to er on that day and the daily jury
ing during straight time hours for the �p traveling allowances or rperf
not including reports for or Performs tun
-
duty fee paid-by-thecourts,_. -_ -
ment of expenses, for each day on which the employee
Would have been schedafor
leave or sick the
duty and on which he or she otherwise to ee's annual
panel shall return to work for the balance court from
employer and will not be charged against the emP Y
leave. ,An employee on a jury P employee is excused by the
for this
work day
if in excess of one hour when themem°yoye shall be eligible
further attandanco. Only p -
benefit. yred to be absent to serve as
Employees shall be granted leave with pay when requ
a court witness and shall be paid in an amount equal to the difference between
-21 -
the amount
21-
the-amount of wages the employee would have earned by working during straight
time hours for the employer on that day and the compensation received as -a
witness.
E. MILITARY LEAVE: - - --
All officials and employees of the City, other than temporary employees who are
- members of the National Guard, organized reserves, or any component part of
the military, naval, or air forces of the United States or who may be otherwise
inducted -into the military service of Iowa or ofthe United States, -shall, -when
ordered by proper authority to active state or federal service, be entitled to
a leave of absence from such civil employment for the period of such acting
state or federal service without loss of status or seniority and without loss
of pay during the first 30 days of such leave of absence:
The City Manager may make a temporary appointment to fill any vacancy created
by such leave of absence. -
Employees who have been in the Armed Services under military leave from the City,
shall upon reinstatement to City employment maintain the original employment`
date for purpose of calculating seniority and eligibility for salary adjustment
consideration, the same as though the time spent in the military service had
been spent in employment for the City, providing that such employee has received
- an honorable separation from the Armed Service.
F. MATERNITY LEAVE: -
Disabilities caused or contributed to by pregnancy, miscarriage, abortion, and
- recovery therefrom are, for all job-related purposes, temporary disabilities,
and are treated as such under the City's sick leave plan. In addition, a woman
anticipating maternity shall be entitled to a leave of absence according to
- - rules governing unpaid leaves. When said employee gives notification to. the City
of her desire to return to work, the City shall reinstate said employee within
two weeks from receipt ofnotificationand in accordance with the seniority pro-
visions of the City for its employees. All employees requiring such leave shall
notify the department head at least five months prior to the anticipated date `
of delivery. Employees may be employed as long as health permits. Employees
granted such leave shall present a doctor's statement as to pregnancy and recovery
-----therefrom. Any employee who does not report back to work by the expiration date
as set forth in her leave of absence notice, or does not receive an approved
extension or who accepts other employment while on leave from the City, or who
withdraws her retirement savings will be
dered to have
employment
with
htthe City. Disposition ofgalltre terminated
requests orleaves absence
and e
G. -HOLIDAYS:
-- The following days are declared. paid holidays for all City.. employees:
1. The first day of January (New Year's Day).
_. 2. The third Monday of February (Washington's Birthday).
3. The last Monday in May (Memorial Day).
4. The fourth day of July (Independence Day).
5. The first Monday of September (Labor Day).
6. The fourth Monday in October (Veteran's Day).
7. The fourth Thursday in November (Thanksgiving Day).
8. The day after Thanksgiving.
9. The twenty-fifth day of December (Christmas Day).
10. One Personal Leave Day.
Employees, with the approval of the Department Head, shall also choose the day
before or after Christmas, or the day before or after New Year's Day as an
additional holiday. If the employee wishes_a different day between Christmas
.and New Year's, he/she may select itwith the approval of the Department Head.-
Those employees working on a continuousshiftwho are required to work -on a -
holiday as part of their regular shift schedule shall be given hours of holiday
time off at some -other time. Those employees not on a- continuous._ shift who
are required to work on a holiday shall be paid for the holiday hours worked
at the rate of 1� times the normal rate of pay in.addition to receiving holi-
day pay._
If the holiday falls on Sunday, the followingday (Monday) shall be observed.
However, if the holiday falls on Saturday, the. City will. recognize the-preced----
ing Friday as a holiday.
Eligibility Pay for Holidays. To be eligible for Holiday Pay all employees must
work the last scheduled daybefore andthefirst-scheduled day after the holiday.
An employee on an authorized vacation or sick leave shall be eligible for holiday
pay only -so-long as he has accumulated sick leave or vacation time Employees
whose initial date of appointment is a holiday shall not be entitled to holiday'
pay, but shall have their seniority date considered from such day.
Firefighters assigned to continuous shifts shall accrue Sand 1/6 (123 hours)
shifts timeoffeach year in lieu of the -11 holidays granted other employees.
Such time off shall be at times selected by the Fire Chief and may only be
granted when the time off shall leave at least the minimum required manpower
on duty at all times.
-23-
H. ON-THE-JOB INJURY LEAVE! - n injured or disabled on the job,
In the event a permanent full-time employee isin7
compensable pursuant to State Worker's
_ s; medical adviser -
and if the injury a illness is deemed comp
`Compensation Laws and any related legislation, and if the City'
aired, no deductsnotltoeexceedmade irom
two
ns
determines -that time off from work is req the accumulations for ing;situation per incident.
the employee's sick leave or annual following
for a period eriod in which
I - - (2)full working .days immediately -.work-clay P
to ee requires more than the twotie2subject to normal sick
If the disabled emp Y work,the employee may
to recuperate and return to leave of absence provisions.
t
leave and if necessary,
I. ABSENCE WITHOUT LEAVE: :any absence for --a single day
including rant of leave -of -absence
Any absence of an employee from duty, a specific gra
part of a day that is not authorized by an absence without
be subject to disciplin-
under the provisions of these rules will
pay and may emed to be consec-
leave. Any absence shall be
ary action,
any employee who absents himself or herself
ned for three (3)
alive days without leave shall be deemed to have resig
VOTING TIME- --
uired and in fact works during hours that would make it
If an employee is req sufficient time to
State, or local elections,
impossible to vote in National,
vote will be provided for this purpose'
- _24 -
EMPLOYEE CONDUCT AND RELATIONS --
A. MANAGEMENT -EMPLOYEE COOPERATION:
Management and employees work toward the same goal. That goal is to bring
efficient and economical municipal services to the citizens of Iowa City.
- This can only be achieved by management -employee cooperation.
SUGGESTIONS:
Management, ie., the City Manager andallDepartment Heads and supervisors,
_ -shall atall .times give due. consideration to all employee suggestionsconcern-:.-
ing methods by which the efficiency and economy of municipal services can
be improved. The City Manager may set up a system for the receipt, acknow-
ledgment, recording, and action on suggestions of employees for improving
City services. _
PROCEDURE: -
Proposals that clearly suggest new or revised procedures which result in the
reduction or elimination of expenditures, in a revenue increase, `or'in-the
B.
C.
improvement of operating efficiency are eligible for special recognition and
in exceptional cases, awards.
Such proposals must be written, clear, explicit, detailed and complete; and
presented to the employee's supervisor, who shall in turn forward a copy of the
suggestion to the Department Head, with comments concerning the feasibility,
potential impact, and general analysis of the suggestion. The employee shall
be advised of the status of the suggestion by the immediate supervisor.
If the suggestion is .such that significant improvement in operations, a
solution to a difficult problem or substantial cost savings results, the �c
department head may reco;mnend an award of up to five days additionalleave
with payforthe employee, OR, an employee may be recommendedfora merit
step increase in salary. The final determination of the award shall be made
bythe -City Manager. A record of any.. suggestions,. awards, or commendations -
shall be kept in the employee's` permanent personnel file.
In case the employee is not able to express himself in writing, or if an award
or commendation may be appropriate after the "fact, the supervisor or department
head may initiate the formal suggestion procedure for the emplcyee with the
employee's approval. The. commendation oraward '..request may be initiated and
expedited as promptly as possible.
CHANGE OF ADDRESS:
Employeesarerequired to notify the Department Head and the personnel office --
promptly of any change of address or telephone number so that employee may be
contacted at all times by either telephone or mail. -
EMPLOYMENT OF RELATIVES: -
It is the general policy of the City to avoid hiring relatives cf,pirS:snt
employees. No person shall be employed, promoted, or transferred to a depart-
ment of the City or to a division thereof, when as a result `he/she would be
working in the same place or in`contact--with another member of their immediate
-25-
family or would be supervising or receiving supervision from a member n their
ion are
immediate family. Relatives,, for the purpose of`this sect,defined as
the employee's spouse, children, mother, father,. other-intsaWuncles, aunts,
brother, sister, brother-in-law, sister-in-law, g p
nieces, nephews, and first cousins.
D. .PECUNIARY INTERESTS; CONFLICT OF INTEREST: - -
No officer or employee of the City shall have a financial interest, direct or
materials,
indirect, in any contract with the City, or be financially interested directly, supplies or services,
or indirectly in the sale to the City Of land,
If of the City as an officer or employee. Non -salaried officers here th
shall be exempt from the above provisions in those cases wdirwork s
directly or except on beha
on a competitive bid basis and the contract is not one involving
indirectly -the work of the Board or Commission upon which the officer services.
E. IMPROPER POLITICAL ACTIVITY: - - except persons
in
he City service,
No person holding an office or employmesions,nt t
or persons electedtoCiy
duly appointed to City
omm
Council shall:
' didate for nomination or
F
1, Continue in his position after becoming a can
election to any public office.
Z, Solicit any monetary contribution to the campaign funds nor make any
monetary contribution to any municipal political campaign or to the cam
-
monetary
of any candidate for municipal office.
n a municipal political campaign.
3. Take any active part i
q, Act as a worker at the polls or distribute badges, pamphlets, dodgers or
handbills of any kind favoring or opposing any candidate for election or
nomination to a municipal office.
POLITICAL ACTIVITY NOT AFFECTED:
These regulations do not prevent any official or employee from (on their own
-time, off duty, and not as an official representative of the City):
1, Becoming or continuing to be a member of a political club or organization.
2. Attending a political meeting.. -
3. Enjoying entire freedom from all; interference in casting their vote.
signatures
any initiative or referendum petition directly Condit
4. -Seeking sig a hours of work, retirement or other working
ing his/her rates of pay, - _
tions.
Distributing badges, pamphlets, dodgers, handbills;orother participa-
h such petition,
if the activity is
5.
tion in any campaign in connection wat
not carried on during hours of work and/or they are not dressed in the
uniform required in any department of the municipal government.
Council members, appointed officials, and employees and agents of. the
City shall be reimbursed for necessary personal expense incurred in the
conduct of City business in accordance with these rules and regulations.
The following definitions shall be in effect: -
a. Council members are those individuals duly elected totheCity-
Council of the City of Iowa City.
b. Appointed officials are those individuals duly appointed to Boards
and Commissions, or employees appointed directly by Council.
C. Employees are those individuals duly. appointed and listed on the
regular payroll of the City.
d. Agents of the City are those individuals retained on a fee. basis
or special appointment to perform valuable acts on behalf of the City.
The City Council shall designate such agents prior to expense approval.
Rules and Regulations.
a.. Council members and appointed officials may claim per. diem rates as
follows or they may elect to claim actualexpensesin accordance with
these rules and regulations.
1. Per diem for out of City travel, not including overnight lodging,
shall be $20.00 per day.
2. Per diem for Out Of City travel, including overnight lodging,
shall be $40.00 per day.
3. Per diem rates shall not include normal convention fees such as
registration, banquet or special fees. Such expenses may be
claimed beyond the appropriate per diem rate.
b. Council members, appointed officials, and all employees and agents .
claiming expenses shall properly document and receipt, whenever prac-
ticable, all such actual expenses. In so doing, the following guide-
lines shall be followed:
1. Prior approval of the City Manager, or his/her_ddesignnatedhe
:
representative, is required for all trips outsi e
City.
2. Mileage, transportation, food, lodging, etc., shall be
itemized and claimed on forms provided.
3. Whcn a personal automobile is used for transportation,
actual mileage shall be compensated for -at the rate of
fifteen (15t) per mile. Prior approval of the City Manager
In required for !ist- of a per:nnal auYrienbiLe.
4. Receipts for public transportation (bus, rail, air) must be
provided for full reimbursement of actual cost. 'Whenever,
-27_ •
possible, the ,node of transportation selected shall be the
most economical 'available to provide the necessary connnec
tions and to accommodate meeting schedules._ The class of
-- such transportation should generally be coach or tourist
rather than first class, providing space is available.
Expense for rental of automobiles will not -be reimbursed
unless prior approval-isobtained from the City Manager.
5. Actual meal expenses will be reimbursed, however, should
generally not exceed $12.00 per day. Only three meals may
be claimed per day regardless of the number of hours worked.-
6. Receipts for lodging will be reimbursed for actual cost,
however, if a spouse is sharing lodging the actual expenses
shall be reduced by 20% for the purpose of reimbursement or_;
charge to the City,
7. Gratuities -claimed shall be reasonable for service provided
but in no case shall exceed 151. Gratuities for personal
services, such as valet service, laundry, etc., shall not
be allowed.
a. No more than three (3) appointed officials or employees shall
attend the same meetings or conferences outside the metropoli-
tan Iowa City area. Exceptions may he made if approval is
granted by the City Manager.,
C. Travel and expenses. incurred relating -to official city business,,
which does not require travel outside the City may
be reimbursed.
Commuting expenses, (except those for public transportation and the
use of private automobiles), child care, andother-expenses incur-
red relating to official city business, which does not require
travel outside the City may be reimbursed.
Meal expenses may be claimed in those instances where work cannot
be interrupted for regular meals and when such work is scheduled
- - - during normal_: meal-hours,or in instances where other individuals
are not available for meetings ata time other than aregular
meal hour. -
d. When eligible individuals are anticipating business travel, a cash
advance may be required for anticipated expenditures._ This
request--shallbe made on forms provided and shall _be submitted
to the City Manager for approval.-- All completed expense form
statements shall be properly completed and signed by the employee
and the appropriate Department Head prior to submission to the
Fina De artmentand the City Manager.
e. Sec: /VO_'I , leH. DISCIPLINARY PROCEDURES:
Many of the benefits gained by a sound and progressive recruitment and training
program will be lost unless adequate provisions--are-made for correcting actions
or terminating employees when the good oftheservice requires such action. Dis-
ciplinary action shall at, all times be promptly administered and executed, thor-
oughly documented, be appropriate to th(s infraction xrrrrnf.f fe and Mhall ru'ver
be on account of political considerations, personal bias or prejudice -for othor
-- than just cause. Disciplinary action may include one or more, or all, of the
following: oral reprimand, written reprimand,- suspension, demotion or discharge
for just cause.
-28 -
The following are some examples of "cause" for which.an employee may be repri-
manded, have a salary increase withheld, be suspended, demoted, dismissed,
re -assigned, have salary reduced and/or otherwise disciplined. Such actions
may be taken for cause other than those specifically_ listed here.
1. Conviction of afelony or of -a misdemeanor ,involving moral turpi-
tude casting doubt on ability to perform the job effectively.
2. Abusive or improper treatment of a client, prisoner, co-worker,
citizen, or other individual in the communityoron the City payroll.
3. Has willfully violated any lawful and reasonable departmental or
City rule or regulation.
4. Insubordination.. -
5. Being under the _influence of narcotics or alcohol on the job.
6. - Scandalous or disgraceful conduct, either on or off duty where such
conduct brings the employee's department and/or City service into
public disrepute. ,
7. The employee is offensive in his conduct or language in public, or
towards the public, City officials, or employees, either on or off
duty.
B. Disregard for the City's policy concerning EEO affirmative action
goals, policies; and orientation.
9.
10.
11.
12.
16
17
The employee is incompetent or inefficient in the performance of
the duties of the position.
Lack of ability to perform the duties of the position or classifi-
cationheld. --- The employee is careless or negligent with the monies or property
of the City.
The employee has failed to pay or make reasonable provisions for
future payment of his debts to such an extent that such failure
causes more than one case of garnishment, attachment, or lien
against salaries.
Disregard for Safety policies, procedures, reporting requirements,
and/or proper use of safety gear, clothing, or equipment.
Deliberately causing poor morale or disrespect among fellow employees,
by actions and/or attitude.
While on duty, exhibits symptoms of negligence in personal hygiene or
attire which brings unpleasantness to City clients and/or co-workers
to the point that the City is subject_ to embarrassment and disrespect.
Has solicited or:accepted money or anything of value to influence
decisions in public matters or as a regard for such decisions.
The employee flan engaged in outside business activities or part-time`
employment on City time, or has used City propertyfor such activity.
-29- • •
18. The employee has 'failed 'to maintain a satisfactory attendance record.
19. The employee's dismissal would be for the good of the City, service.
I.. GRIEVANCES, COrIPLAINTS, AND APPEALS _.. _ - ..... -. ... _
GRIEVANCES shall be defined as any dispute regarding the meaning, interpre-
tation, application, or alleged violations of the terms and provisions of
the existing Personnel Procedures, Departmental Rules & Regulations, and/or
negotiated collective bargaining agreements. - -
COMPLAINT shall be defined as any -unreasonable, inequitable, .ill-founded,
unsafe, or malicious imposition upon an employee by a superior, co-worker,
subordinate, employee from another department or _division, or individuals
somehow associated with official business being conducted by the employee.
It shall be the policy of-the.City,insofar as possible, to prevent the
occurrence of grievances and complaints and to deal promptly with those
which occur.
a. - :Procedures _.. _.
(1) A grievance or complaint must be taken to the immediate super-
visor within 5 working days following knowledge of the occurrence
of the -problem. ,_If possible, the grievance should, be settled at
this level through discussionswiththe involved parties
(2) In the event that step 1 does not resolvethe situation, the
employee and/or supervisor may forward the grievance or complaint.
in writing to the Department Head within three (3) working days -
following initial discussions. The written documentation must
include specific circumstances and state the remedial action
requested. The Department Head shall investigate and document'-
thematter, and render his/her- decisionwithinone calendar
week of receipt of the request.
(3) In the event that step 2 does not satisfactorily reconcile the
problem the employee and/or Department Head shall forward all
written documentation concerning the case to the Personnel
Director for assistance. The Personnel Director will provide a
recommendation to the parties involved,. including the City Manager
within one week. The City Manager will make the final administra-
tive decision concerning the problem within 10 days of receipt
of the complaint. -
b. Appeals. City employees who are assigned to a permanent position
with the City shall have the privilege of, appealing administrative
grievance determinations and disciplinary actions. against themto
the Civil Service Commission, provided the grievance procedure has
been utilized in good faith by the employee. The Civil Service
i ion shall investi ate the circumstances and the total situation --.i
Comm 5.9 9
and shall, in writing, provide a recommendation to the City 11fanager
affirming, modifying, or revoking the action. The appealing employee
must state his/her intention to request a Civil Service Commission
hearing within five working days subsequent to ,completion of step 3
-30-
•
of the grievance procedure* such notification shall be given to the
City Clerk who 'shall promptly forwardassociated documents to the
Civil Service Commission.. -
2. In the presentation of grievances, complaints, and/or appeals at any level,
employees shall be free of discrimination and/or reprisal.
J. - GIFTS AND GRATUITIES: -
employee shall accept loans, gifts of money or goods, services or other prof-
No onal benefit under any circumstances directly
or
fered arrangements for pershis/her
indirectly involving influence upon the manner in which he/she
work, makes decisions, or otherwise discharges his/her duties as a City Manager.
K. RECOVERYAND REHABILITATION PROGRAM FOR MUNICIPAL EMPhOYEES: - -
1, owa City recognjzes problem drinking (alcoholism) as
Polic The City of I
an illness which should and can re trpolic. isrthat adCitylemployeeSethrough
not cause for dismissal. The City's policy
an established
tprogratof o avail anon,him/hetref ment, services,lreferral resources
given an oppo
to improve his/her position relative
and continuing support of the program of
to problem drinking. All employees Of the City Iowa City on all levels
are eligible for treatment and rehabilitation.
The City of Iowa City recognizes that problem drinking is an illness. It
will be; approached in the same manner as are other chronic and medical
conditions.
problemisthe responsibility of the immediate oupervisor.
2. Procedures. The early identification and rehabilitation of the employee
with a drinking p what constitutes satisfactory
The supervisor is responsible for determining
work performance. Although maximum assistance through rehabilitation will
o an
be extended, if job acteven
be taken. ance is not Employeesawho suspectle ethey mayro-
priate disciplinary even in the early stages, are encouraged to seek
have a drinking problem,
ent or counseling on a confidential basis through a recognized pro-
treatm
tr- If the employee does not seem in complete
the
c ol
em drinking center. isor shall be responsible
of the personal situation, the supery
- nt Head and Personnel Director•
referral in conjunction with the Departme
L. INSURANCE:
City, Iowa, will subscribe to a hospitalization, medical
The City Council of Iowa
of the type agreed upon by the Council and the City
and life insurance policy
Manager.
-31 -
TRAINING PROGRAMS
A. EMPLOYEE DEVELOPMENT: -of
The City Manager shall provide for training of employees for the purpose
quality of services and aiding them �o equip
improving the themselves for
advancement.
1 Trainin and Education incentive.
mployees to improve their skills
The City
of Iowa City encourages all -.e
ble at local
es, schools, and the University.
and abilities through the various credit and non-credit training an
education courses availaon rel
provide tuition reimbursement for courses and/or
while the City does not
training# if the employee has demonstrated tgrke
training,
rainihat a
improved onthe-assigned job as result of trainben, coursewo, oreligible for amerit
series Of job-related studies, the employee may
salary increase in advance of usual consideration for salary adjustment.
may
In case an employee is performing marginaas re m j nded by employee tme
be required to complete special -:training as recommended by the Department
Head and Personnel Director in order to help that employee achieve and
datory or assigned training may be
produce acceptable performance. Man
of the Personnel Director and written
paid by the City upon recommendation
approval of the City Manager.
RECORDS AND REPORTS
A. PERSONNEL TRANSACTIONS: - -
All appointments; separations and other personnel transactions involving any
or all City departments shall be made on forms designated by the Personnel
Director subject to approval by the City Manager. No transactions will be
completed until the appropriate forms have been submitted and approved.
Employees shall receive a copy, of any personnel transaction or evaluation
affecting them. Employees shall have access to their Personnel files upon
reasonable notice and under the supervision of an employee of the Personnel
office.
B. PUBLIC INSPECTION: - - - - - - —
The following information relative to employees and former employees is avail-
able for public inspection at reasonable times and in accordance with such
procedures as the City Manager may prescribe: name, address, class title,
sible only prior approval of
and salary. Personnel files shall be-acces
the city manager. Other personnel information may. be made available for
official purposes at the discretion of the City Manager and in accordance
with statutory requirements.
C. DESTRUCTION OF RECORDS' -
Employee service
ECORDS:Employeeservice records, either in theoriginal-or.'microfilm copies, shall
be kept permanently.. All other employment relates records,:. such as corres-
pondence, applications and examinations may be destroyed after six months
- - - at the discretion- of the. City Manager.
D. ATTENDANCE RECORDS:
Regular attendance reports shall be prepared and submitted by eachdepartirector
tment
to the Personnel Director at the end of each, pay period.
shall be responsible for seeing that procedures for reporting attendance are
followed and for keeping accurate records and reconciling each employee's
status of leave and compensation earned, used and unused.
E. PERFORMANCE EVALUATIONS: _
Employee performance appraisals shall be completed by supervisors, division
and/or Department Heads on forms provided through the personnel office for
e effectiveness and efficiency of services. Per -
the purpose of improving thformance improvement evaluations shall beacompleted d'ustment;wand eformer ver pero
performancplOYee e
due for consideration for a merit salary�
rective disciplinary actions when
may be used to determine and/or supportsuch actions may be precipitated by just cause.
2.
Lay-off. -
3.
Retirement.
4.
Disability. -
5.
Death.
6. Dismissal.
RESIGNATION. -
All permanent employees are expected to give at least -ten -(10) working days
notice prior to the effective date of resignation.
All resignations must be filed by the -.Department-Headwiththe Personnel
Director who in turn will notify the City Manager. The Personnel. Director,
after checking with the Department Head and the personnel record of the
employee as to City property and accrued leave status, will notify the
Finance Department what deductions, if any, should be made.
Termination date shall be the date of tha employee's last day in attendance
at his or her work station. Employees may not terminate on weekends or holidays.
Neither Sick Leave nor Vacation may be taken immediately preceding the termination
date. All eligible accumulated leave shall be by payment on the next regular
payday. The City Manager may make exceptions to these rules with prior written
approval. If an employee is permanently-leavingthe_geographicalarea, arrange-
ments can be made to issue a check onthe-final dayof employment through the.
Personnel Director and Finance Off.ica.
RETIREMENT:.
All employees shall be retired upon reaching the age of sixty-five (65) with
the following exceptions: The retirement of Police and Fire Department employees
covered by the pension plan shall be in accordance with the rules and regulations
established under the statutes of the State of Iowa.
The provisions of this sec�ion shall not be construed to prohibit. the City
Manager from temporarily a ointing persons beyond the maximum age of retirement
for the performance of t or technical professional services for a specified dura-
tion
tionnot to exceed one (1) year, when such person possess special qualifications -
for such service or when qualified personnel are not otherwise available.
DISABILITY:.
An employee may be separated or transferred for disability when he/she cannot
perform the required duties of their position because of physical or mental
impairment. The City can, at any time, require an employee to be examined by
-34-
as employee's ability to per-
ur se of determining ect, in the case
for the P Po be -sub?
city. physicians x vil.inn Thissection shall -
form the duties of his I eCs to Che provisions of the Police and
of l'olicc and Fire Dcpartmcnt employ
�: j rr I'en::i�❑ ordi nanr..•_
E. W^PNRN OF CITY PRDPCRTY: through resignation 1. lay-off, or
leaving the service, whether city property which he/she may
An employeensible for returning an) such property must be returned
dismissal, is repos - upon termination, have in his/her possession. to is terminating. - - -
to the department from which the emp Yee withheld.
erty will result
Failure to return City propin the final check being
-35- _ •
SAFETY
A. All City imployees shall be responsible for implementation of job assignments
in the safest manner possible. Prime consideration shall alsways be given
to the safety of the employee.
The City of Iowa City recognizes and endorses the spiritand the letter of
both the Federal and State occupational Safety and Health Acts, and shall
endeavor to achieve technical and attitudinal compliance with Prescribed
requirements, recommendations and procedural methods.
B. SUPERVISORS, DIVISION HEADS AND DEPARTMENT HEADS SHALL:
1. Behold responsible for the implementation of appropriatesafety_ standards:
within their respective activity areas, periodically reviewing accident
frequency and causes and inspecting for and correcting safety hazards.
2. Insure that all new and current employees (including seasonal, temporary,
and/or part-time) are thoroughly advised, instructed and supervised in
necessary safety policies, practices and procedures.
--- - 3. Promulgate and provide full good -faith support to the City's safety
program.
4. The Department Head shall make reasonable provisions for the safety and
health of employees during the hours of their employment and shall pro-
vide for appropriate use of, and access to protective devices and other
equipment necessary to protect the employees from injury and sickness in
conformity with statutory requirements.
5. Assist the Safety committee in arranging meetings and be present during
safety inspections and training sessions.
6. Make arrangements for emp:_oyees designated as Safety committee members
to have time off for. officially_ designated meetings (as coordinated by
-... the Personnel Director). - --
7, Wherever financially possible, follow through with Safety Committee recom-
mendations in
ecom-mendationsin correcting hazardous conditions or otherwise providefor
alleviation of the unsafe act or condition through innovative means or
other course of affirmative action.
8. Immediately investigate accidents and prepare all necessary forms for
appropriate documentation of on the job injuries and accidents.
9. Recommend appropriate disciplinary measures for violation of prescribed -
safety procedures.
C. ALL CITY EMPLOYEES SHALL: -
1. Be thoroughly familiar with safety requirements and practices for their
rcapectiv(! annignmentn. I,inorance of such requirements shall not obviate
the severity of safety violations nor lessen ass,clated df.acfplltury
measures.
-36_ _ • _ _
2. Actively participate in safety practices, IMMEDIATELY reportingunsafe
or potentially dangerous conditions and accidents or injuries to their
supervisors_
3. Realize that horseplay, fooling around, wrestling, practical iokes,,or
any hazing of co-workers consti`.ute-a'"violation of safety practices and
shall be cause for disciplinary action commensurate with the severity
of the situation.
4. Remain attentive and receptive to procedural changes in safety activities
and points of information presented at training sessions and meetings.
D. ON THE JOB INJURY PROCEDURES: -- - - --
An employee injured on the job shall be eligible for coverage under the State
Worksman's Compensation .Law. ..Any individual who is injured shall report the -
incident tothe. immediate supervisor who shall in turn prepare the appropriate
reporting forms immediately following knowledge of the incident and forward
the information to the Finance Office and -a copy to -the -Personnel Office. The
required state occupational safety and health forms shall_te kept up to date
and posted at all times at each location where employees report to work.
An injured employee, after exhaustingInjuryLeave, is required to -utilize accumu--
lated Sick Leave. Once Sick Leave accumulations are exhausted, workman's -
compensation insurance provisions become effective through the City's carrier;
and the employee is then required to utilize accumulated Annual Leave, Holiday
(if applicable), and Compensatory time accumulations. Once all accumulated leaves
are exhausted, the employee may be eligible, dependent upon insurance settlement-
-- and/or medical diagnosis and prognosis of working capacity, for. requesting a -
leave of absence without pay (pursuant to leave without pay provisions in this
manual). The City shall have its designated medical advisors prepare recommen-
dations and progress reports concerning an employee's condition for the purpose
-- of acquiri.g informationforfinal dispositions of injury cases.
An employee injured on the job and requiring medical attention shall be referred
to the City's medical advisor by the employee's supervisor. In case of an emer-
gency, the nearest medical help may be solicited. Authorization for any medical
help may be solicited. Authorization for any medical treatment shall come from
either the Department Head (or the Personnel Director in the absence; of the
Department Head). In extreme emergency situations this authorization may be
provided after the fact.
Employees in Police and Fire operations, while not, specifically covered by
the Workman's Compensation insurance provisions, have coverage through their
retirement system in cases of occupational incapacitation. The City shall
cover medical claims resulting from on the job injury situations for all
employees including those in Police and Fire operations.
E. MEDICAL INFORMATION RELEASE: - - -
An employee injured within the provisions of section "D" above is required to
file a medical recordn information release form, which may be obtained from the
Personnel Office, as soon as possible with their attending ptryslclan arolor
--medical facility.
it is the policy and positive objective or the uruy of iowa �Y — Y- --
and ensure equal opportunity for all persons without regard to race, creed,
color, national origin, religion, sex, age or ancestry employed or seeking
employment, using City facilities or being serviced by the City. The policy
of equality applies toeveryaspect of-Cityemployment-practiceand.policy
involving all activity areas.
It is in the general welfare and interest of the City of Iowa City to promote
its economy, security, and internal harmony through the most efficient and
effective utilization of available manpower and resources.
It is in addition, the policy of the City to assert leadership within the
community and to put forth the maximum effort to achieve non-discriminatory,
equal employment opportunities. It is understood that the effective applica-
tion of this policy involves more than the statement of the policy. Affirmative
actions will be taken to make known that equal employment opportunities are
available.on the basis.oi the merits of the individual and consistent with -
- the City's goals and timetables for staffing in terms of female and minority
representation on the City's work force.
In implementing this EEO policy, the City_of Iowa City assures non-discrimination
in recruiting, hiring, training, placement, advancement, compensation, working
conditions, demotion, lay-off and termination.
The City will take the necessary steps to insure that all Department Heads and
other employees and all potential employees are advisedof.this policy of
non-discrimination, and of the City's interest in actively and affirmatively
providing equal employment opportunity.
These steps will include, but are .not limited to, the following:,
1. A brief statement of the policy in all advertisements for employment.
2. Dissemination of the policy through the media, new employee orientation
discussions, bulletin boards, etc.
3. Advising all persons in a position within the City government to imple-
ment this policy of their responsibility with regard to the policy.
B. _ RECRUITMENT: - -.
Affirmative action will consist of active' recruitment of female, disadvantaged
and minority candidates for positions` within the City at all levels.
1. Active recruitment will mean:
a. First consideration for filling all vacancies in a department shall
be given to qualified employees of lower rank with the same depart-
ment or qualified employees from other departments.
-38- • •
b. Identification in Iowa, and other areas, when necessary, of agencies
and programs concerned with educational and empl-jyment opportunities
for female and/or minority members.
C. Every effort will be made to contact a variety of agencies and indi-
viduals to identify prospective applicants, and written notification
will be sent to such agencies of all new positions and the requirements
of each as soon as each position becomes available.
d. All vacancies and new positions in City departments or agencies, not -
initially_ filled by a present City__employee shall be publicly adver-
tised; andthatthe statement "The City..of Iowa City is a merit,
affirmative action, equal opportunity employer: MALE/FEMALE".-shall.
be a part of each advertisement regarding employment.
2. The City will place employment advertising in publications with a broad
circulation so that.a large number of female and minority groups can be: "
reached.- In addition, employment advertisements-- -.will be placed "in news-
papers
ews -
- papers within the geographicareaof Iowa City which are widely read.
3. Systematic contact will be kept with the local State Employment Security
Commission office, Community Action Agency and the City's Human Relations
Commission to encourage referral of applicants for positions which might
become available.
4. Present employees are encouraged to refer female or minority applicants
when positions are available
5. The City will agressively seek more female and minority candidates in
all areas of the organization by making it known to all recruitment
sources that female and minority_ members are being sought for considera-
tion when positions are available.
6. The City -will"continually scrutinize the following to determine if:
a. There are any job categories which, in practical effect, are
closed to female and minority groups.
b. Hiring practices indicate that all applicants are considered
solely on the basis of their qualifications for the job openings
for which they have applied.
C. The initial job in which a new employee is placedisdetermined
or materially influenced by whether or not he or she is a member
of a minority group.
d: Minimal entry qualifications are in fact necessary, valid, and
- justifyable in terms of acceptable and required performance levels
as determined through factor and task analysis.
If any of these conditions exist they will be immediately remedied.__
7. The City will establish a system thtmgh which it is F0s91ble to verify th*
number of minority applicants and the number of minority workers newly
-..employed orpromoted in referenceto,the -number. of applications received
and openings available.
i
-39- •
C. TRAINING:.
1. Training and employment through such programs as Mayor's Youth Employment
Program, Neighborhood Youth Corps, OperationMainstream,' and other such
programs willzbe given to person& of female, minority, and/or disadvantaged
groups for low income, within limits of thelatestapproved budget.-
2.
udget. 2. Female and minority employees as well as others will be encouraged to
increase their_ skills and job potential through participation in training
and education programs and the City: will regularly review and help to
- assure that such programs are adequate and are,.in fact, available to
all employees. The City will seek to have female and minority employees
take advantage of training opportunities in numbers that are representative
when compared to the size of the work force, and when training is avail-
able generally to otheremployeesin the same classification.
3. As many female and minority and/or disadvantaged trainees and summer part-
time employees will be used as work needs permit and expenditures allow
on at least a representative relationship to the general community.
4. The University of Iowa and Kirkwood Community College and any other train-
ing institutes that are established will be advised of the skills and
subjects and the levels thereof that should be-taughtto meet the training. -
needs of the City employees - when and if such training programs are
instituted.
D. SELECTION, PLACEMENT, AND PROMOTION:
1. Employment application forms will be free of bias with reference to race,
creed, color, national origin, religion, sex, age or ancestry except as
a separate reference section of the application in order to identify
applicants for reporting and statistical purposes as required by Federal,
State and local EEO agencies.
2. A11'qualifications for employment should be fully job related. Any tests
given by the City will be equitable and identical for all applicants for
a given position. Continuous review; of the tests given by the City should,
be conducted to insure their validity in terms of the purpose of their
use.
3. The qualifications of all employees, including females and/or those of
minority background, will be reviewed' regularly to insure that they are
considered -for -promotion and up -grading.
4. All promotions and/or transfers of employees -from -one job to another will
be, made without regard to race, creed, color, national origin, religion,
sex, age or ancestry.
S. All female and/or minority group employees will receive adequate considera-
tion for advancement opportunities.
6. _ Any collective bargaining agreements which the City may enter into will be
in accordance with the principles of placement, promotion and/or transfer
of employees without reg;cd to race, creed, color, national origin, religion,
sex, age or ancestry; and shall be consistent with EEO goals.
-ao- •
7, The City will review job categories where few. female and/or minoritygroup
ed, and Beek to determine the cause for such
members are presently employ remedial efforts may include such actions
situations. When necessary,
as the following:
a. More vigorous recruitment of qualified female and
minority
candidates.
b. Special discussion with appropriate management, supervisory, or other
personnel, regarding the City's policy and its desire to insure full
utilization of qualified female and/or minority group personnel
at all job levels.
or
C. Evaluate qualifications. of the lower echelonof-female-and/rity.
group employees to determine whether their skills and capabilitieswould bemorefully utilized at higher job levels or would warrant
their transfer to other types of jobs more readily. leading to
advance-
ment.
g, nd transfer activities required bythe City Poliat cy, Placement, promotion, a
tored to insure that full consideration, as requ' group
employees.
has been given to qualified female and/or minority 4
E. INTERNAL COMMUNICATION OF POLICY: to ees are advised
The City will takeappropriatesteps to insure that all em
Thp Y
- - Thof this policy of non-discrimination fits interest
est in actively and
affirmatively providing equal employment Opportunity
bulletin, employee handbooks, discussion
1. Communication media, including
publications will emphasize
or films to orient new employees, and in-house
- this subject. _
ement this policy,
Z. All management and any others in a position to impl
including those engaged in recruting, training and other personnel activ-
ities, will be fully advised of the policy and of their responsibilities
with respect to it.
, The City Manager will establish a system poli
cy dthroughout theiack control wthin l
entire
3pCity-
departments to assure application of the Po Y
e maue
q, A periodic report to the Human Relations Commission Action shall bProgram Y the
City Manager concerning progress of Affirms:
5. The City will designate a specific person and charge that person' with the
responsibility
action program and record
Of coordinating the a
keeping. The person in charge should have clear responsibility and time
to actively administer the Affirmative Action program.
F. LAY-OFF, TERMINATIONS, OR DOWNGRADING:
will insure that layoffs, terminations, and downgradings will be
made
The City as well as recalls from religion, sex,
only for cause, and that such actions,
color, national origin, religion,
be made without regard to race,
age, or ancestry.
-41- • •
G. BENEFITS AND STATUS: -
The City will insure that there is no disparity between the compensation
received by females and/or minority group employees and other employeesi'and
that opportunity for performing overtime work or otherwise earning increased
compensation is afforded without discrimination to all employees.
It is the City's policy that none of its '*cilities will be segregated on the
basis of race, creed, color, national origin, religion, sex, age or ancestry
and the same policy will be observed with respect to any employee programs
or activities which are sponsored or supported bl the City.
H. OTHER ACTION:
The City will also encourage minority group contractors, subcontractors, and
contractors with minority representation among their employees to bid for
contracting work and when requested, to the degree feasible without showing
preference, assist them with respect to securing performance bonds, writing
contracts and making bids.
Pursuant to the Iowa City Human Relations Ordinance #2598, equal and just treat-
ment shall be guaranteed by all municipal agencies in performing thbir services
to the public, and there will be non-discrimination on the basis of race, creed,
color, national origin, religion, sex, age or ancestry in the use of municipal
facilities. Those in charge of the various municipal facilities shall take
special care that no municipal facility is used in the furtherance of any
discriminatory practice.
DEFINITIONS:
1. Minority Group
Any subgroup within a culture which is distinguishable from the dominant
groups in that culture and is subjected to certain exclusions, discrimin-
ation, and other differential treatment by reason of race, color, national`
origin, religion, sex, age, ancestry or any oonbination of these factors.
2. Minority Group. Applicants
Persons who are members of minority groups as defined above and who apply
for employment with the City of Iowa City.
3. City
City is the City of Iowa City, Iowa, as a municipal corporation.
RESOLUTION NO. - PROCEDLS• -..-
- OF PRESENT PERSO`I' pERSONNEL
AND EAND AMENDED RESOLUTION REVOKING ESTABLSTABLISHING NEW
AND REGULATIONS, ISHMENT
RULES -
RULES AND REGULATIONS. Iowa City,
PROCEDURES. thatthe -City Council of
72-2661 provides
ordinance No-
WHEREAS . Rules and Regulations by resolution'
- -
procedures, resolution
may establish Personnel and Regulations by
Iowa, Procedures, Rules
and may also amend suc
-h Personnel
established l procedures, Rules and
Personne
-at a-later meeting, and ,
Resolution No. 72-529
- WHEREAS, Iowa, and
City of Iowa City, interest to revoke its
Regulations for the - it in the public
Council deems Regulations, and to
EREAS, the City Rules-
and Reg _
ent of the present Personnel Procedures, and Regulations.
establishm Rules
ended Personnel Procedures,OF IOWA CITY. IOWA:
-- establish new and am TY .COUNCIL
RESOLVED RY THE CI _ established
NOW THEREFORE BE IT - Regulations
I. That the p
resent Personnel Procedures, Rules and Reg
he revoked. this
72_529 are and Regulations
Thaattached to
by Resolution No. Rules a
t the Personnel Procedures, established and
2. art hereof, are hereby
resolution, and by this reference made a p -
adopted.
authorized and directed to implement -
the City Manager is hereby Relations.
3. That Rules and
Personnel-Procedures, Brandt
the newly established and adopted and seconded by
_-dePYOSse there were:. - -
It was moved by up
on roll call
read be adopted• and
that the resolution as _
ABS
AYE_ Czarnecki - - - - - - - -
Brandt_ .
� -.-..-
X �-
-� Davidsen
- deprosse
Neuhauser 19—
_ Januar
X 2nd day of
Passed and approved this
f yor
ATTEST: City Clerk _:..
RESOLUTION NO. 75-2
RESOLUTION ON UNCLASSIFIED SALARIES F, COMPENSATIONS
FOR 1975
WHEREAS, the City of Iowa City, Iowa employs certain person-
nel subject solely to the action of the City Council referred to
as unclassified personnel, and,
WHEREAS, it is necessary to establish salaries for the said
unclassified personnel, and,
NOW THEREFORE BE IT RESOLVED by the City Council of Iowa -
City, Iowa, that the following officers and employees shall
receive as salary compensation that amount which is set forth
after each respective title in lieu of all ,other fees and
compensation except as otherwise provided by law, ,and where
said officer or employee shall receive or collect any fees
or other compensation from others for services as such officer
and employee, he shall pay the same over to the City Clerk for
the City Treasury.
BE IT FURTHER RESOLVED by the City Council Of the City of
Iowa City, Iowa, that the following salaries are hereby estab-
lished for the following personnel for the year 1975.
ACTING CITY MANAGER $2250 for January, 1975.
CITY ATTORNEY $30. per hour except for matters of litigation
which will be $35.00 per hour.
CITY CLERK $12576. in the Superintendent category.
BE IT RESOLVED that this Resolution, the salaries and com-
pensations shall become effective on January 1, 1975.
It was moved by deprosse and seconded by Brandt
that the Resolution as read e adopted and upon roll call there were:
AYES: NAYS: ABSENT:
X Brandt
X Czarnecki
X Davidson
X deProsse
X 'Neuhauser
Passed and approved this 2nd day of C=uary 1975:
payor )
ATTEST: ze�
Lity Clerk
RESOLUTION NO. 75-3
RESOLUTION ON CLASSIFIED SALARIES AND COMPENSATIONS
WHEREAS, the City of Iowa City, Iowa, employs certain
personnel subject solely to the action of the City Council re-
ferred to as classified personnel, and,
- WHEREAS, it is necessary to establish salaries for the
said classified personnel, and,
NOW THEREFORE BE IT RESOLVED, by the City Council of Iowa
City, Iowa, that the following officers and employees shall receive
as salary compensation that amount which is set forth after each
respective title in lieu of all other fees and compensation
except as otherwise provided by law, and where said officer
or employee shall receive or collect any fees or other com-
pensation from others for services as such officer and employee,
lie/or she sliall pay the same over to the_City Clerk for the City
Treasury.
I
City of Iowa
City
- -
- Classification
Plan
- - -
Personnel Office
January 1, 1975
Pay -
6 -Month
Annual
Range
Review
Review
-Step
Title
-Step-
-
Step
Step
Step-
Step
-F..
A
B
C
D
E
la
Library Page . . . . . . . . . . . . . .
$
480
$
504
$
530
$
556
$
584
_$
614
I
Clerk/Typist . . . . . . . . . . . . . .
$
504
$
530
$
556
$
584
$
614
$
644
(Clerk, Clerk Typist, Inter-
-
--
---
-
-
mediate Clerk, Intermediate Typist
Clerk, Cashier)
...
-..
Library Clerk . . . . . . . . . . . . . .
$
504
-,$
530
$
556
$
584
$
614
$
644
Maintenance Worker I . . . . . . . . .
.
. .
.
. .
$
556
$
584
$
614
$
644
(Custodian, Laborer, Refuse Collector,
.Equipment Service Worker, Landfill
_
Attendant)
Parking Enforcement Attendant. . . . ...
.
. . .
.
.
$
556
- $
584
$
614
$
644
Water Meter Reader . . . . . . . . . . .
.
. . .
$
556
$
584
$
614
$
644
2.
Keypunch Operator. . . . . . . . . . . .
$
530
$
556
$
584
$
614
$
644
$
676
Account Clerk . . . . . . . . . . . . . .
.
. . .
.
. .
$
584
$
614
$
644
$
676
---- --
Duplicating Machine Operator . . . . . .
.
. . .
.
. .
$
584
$
614
$
644
$
676
3.
Senior Clerk/Typist. . . . . . . . . . .
$
556
$
584
$
614
$
644
$-676
$
710
(Senior Clerk, Senior Typist Clerk)
Animal Control officer . . . . . . . . .
$-556:-
$
584
$.614
$
644-
-$
676
$
710
Senior Library Clerk . . . . . . . . . .
$
556
$
584
$
614
$
644
$-676
$
710
4.
Bus Driver . . . . . . . . . . . . . . .
$
584
$
614
$
644
S
676
$
710
$
746
Police Dispatcher. . . . . . . . . . . .
$
584
$
614
$
h44
$
676
$
710
$
746
Maintenance Worker II . . . . . . . . . .
.
. . .
$
614
$
644
$
676
$
710
$
746
(Maintenance Worker, Refuse Crew Chief,
-_
-.-_-
- -
-- -
Meter Repair Worker, Assistant Treat-
ment Plant Operator)
Transit Dispatcher . . . . . . . . . . .
.
.
$
644
$
676
$
710
$
746
---"----5.
Library Assistant. . . . . . . . . ... .
$
614
$
644
$.676
$
710
$
746
$
782
6.
Secretary . . . . . . . . . . . . . . . .
$
644
$
676
$
710
$
746
$
782
$
822
Senior Account Clerk . . . . . . . . . .
$
644
$
676
$
710
$
746
$782.
$
822 -
Buyer . . . . . . . . . . . . . .. . . -.. -.
$
6.44
$
_676
$
710
$
746
$
782
$
822
Maintenance Worker III . . . . . . . . .
.
. . .
.
. .
$
710
$
746
$
782
$
822
(Senior Maintenance Worker, Building
-
Maintenance Leader, Park Maintenance
Leader, Assistant Mechanic, Assistant
- -
Electrician, Heavey Equipment Operator)
Treatment Plant Operator I . . . . . . .
.
. . .
.
. .
$
710
$
746
$
782
$
822
Senior Bus Driver . . . . . . . . . . . .
.
. . .
.
. ..
$
710
$
746
$
782
$
822
7.
Firefighter.
S
676
$
710
$
746
$
782
$
922
$
862_
- -
Library Circulation Supervisor . . . . .
$
676_
$
710-
$
746
$
782
$.822
.$.862
Recreation Program Supervisor. . . . . .
$
676
$
710
$
746
$
782
$
822
$
862
Naturalist/Zoo Manager . . . . . . . . .
$
676
$
710
$
746
$
782
$
822
$
862
Technical Assistant. . . . .. . . ...
$
676
710
$
746
$
782
$822
.$.862
,
(Engineering Aide, Engineering
--
Technician, Drafting Technician, ---
-
Planning Technician)
Mechanic r . . . . . . . . . .
.
. .
$
740
$
787.
a
022
$
H62
B.
Police Officer . . . . . . . . . . . . .
$
710
$
746.
$
782
$
822.
$-862-$906
- Secretary-toCity Manager. . . . . . . .
$
710
$
746
$
782
$
822
$
862$
906
Animal Control Supervisor. . . . . . . .
$
710
$
746
$
782
$
822
$
862
$
906
I
- -
-Senior -Maintenance Worker. . . . . . ...
.
- ---(Water
Distribution Supervisor,
-
Sewer Maintenance Supervisor,
- - _
cemetary Supervisor, Water Service
-
Supervisor, Assistant Refuse Superin-
tendent)
,
$ 782
$ 822
$ 862
$-906
Electrician. . . . . . . .
. ' -
$ 746
$ 782
$ 822-
$ 862
5-906
$ 950
-
9.
Detective. . . . . . . . . . .
$.746-$-782-
$ 822--
$862
$.-:906
$950
Juvenile Officer . . . . . . . . . . ..
s 746
$ 782
$ 822
$ 862
$ 906
$ 950
Junior Librarian . . . . . . .
' • .
$ 822
$ 862
$ 906
$ 950 -
-
Senior Mechanic. . . . . '
' . ' . •
$ 822
$ 862
$ 906
$ 950
Senior Treatment Plant Operator. . . .
. ' •
• • .-
.
_$.822
$ 862
$ 906..
$950 -_
-
Forester . . . . • • • . • • • ' ' ' '
. . . . .
$ 822
$ 862.
$.906
$ 950
Redevelopment/Housing Specialist . . .
. . . .
.
-
(Relocation Advisor, Leased. Housing
-
-
-
Specialist, Property Manager,
-
-
Housing Inspector)
_
$ 862
$ 906
$ 950
- --
Fire Lieutenant. . ' ' . . -
$ 782
$ 822
$ 862
$. 906
S 950
$ 998 --
- 10.-
-
$ 862
$ 906
$ .950
$ 998
Inspector (Building, Electrical,:
- -
-
Plumbing)
$ 862
$ 906
$ 950
$ 99B
Assistant Superintendent (Water,. . .
- -
Pollution Control, Recreation, Street)
$ 822
$ 862
$ 906
$ 950
$ 998
51048
11.
Treasurer.
$ 822
$ 862`
$ 906
- -$ 950
$ 998
$1048
Controller . . . . -
'
$ 822
$ 862
$ 906
$ 950
$ 998
$1048
-
-- --
Parking System Supervisor. . .. • •
$ 822
$ 862
$ 906
$ 950
$ 998
$1048
Senior Engineering Technician. . . .
. .
(Chief Constructive Inspector,
Surveying Party Chief)$
.
-
S 822
$ 862
$ 906
$'950
998
$1048 -.
Assistant Planner. . . . . ' . . '
' .
$-822
$ 862
$ 906
$ 950
$ 998
$1048
Police Sergeant. . . . . . . . . . .
$ 822
$ 862
$ 906
$ 750
$ 998
$1048
Librarian . . . . . . . . . . . . . .
. .
. . .
. $ 95k,
$ 998
$1048
Fire Captain
- -
$ 906
$ 950
s 998
$1048
$1100
$1150
12.
Purchasing Agent
$1048
$1100
$1150
Fire Battalion Chief . .
- . • .
' 0
• $1048
$1100
$1150
Police Captain . . • • . '
' ' ' . .
. . . .
$1048
$1100
$1150
Fire Marshall. . . . . . . . . ' • •
• • • • '
•
-•
$1048
'
$1100
- $1150
--
Public Safety Training officer •
• • . . .
. .
... .
(Fire Training Officer)
-
$ 950
$`998
$1048
$1100
$1150
$1200
13.
Associate Planner.
$ 950
$ 998
$1048
— $1100
$1150
51200
civil Engineer . . . . . • . . . . .
. •
$ 950
$ 998
$1048
$1100
$1150
$1200
Senior Librarian . . . . ' ' . . .
. .
-
Min.
Mid. Pt.
Max.
Superintendent Level
$ 950
$ 1165
$ 1380
Assistant City Engineer Recreation Superintendent
-
-_
Building Official Refuse
Superintendent
Equipment Superintendent Senior
Planner
Coordinator Street
Superintendent
Housing
Park Superintendent Traffic
Control
Superintendent
-
Pollution Control Supt. Transit
Superintendent
-__-
--
Water
Superintendent
-
3
Title
Administrative Level
Min.
Mid Pt.
$ 75-0
S 1245
S 1540
Administrative Assistant
Community Relations
Specialist
Assistant City Attorney
Employee Relations Officer
Assistant Comm. Devl. Dir. Fire Chief
Assistant Finance Director Human Relations Coordinator
City Engineer
Police Chief
Director Level
Min.
Mid Pt.
Max.
1600
S 1925
S 2250
Community Development
Public Safety
Finance
Public Works
Parks & Recreation
Page 2 z:
Resolution no. 75-3
BE IT RESOLVED that this resolution, the salaries and
compensations, shall become effective on January 1, 1975.
It was moved by and seconded by
- that the Resolution as rea e a opted, and upon Toll call. there
were:
AYES: NAYS: ABSENT: -
-x Brandt
—x Czarnecki
x Davidsen
— x deProsse
— Neuhauser
Passed a^d approved this 2nd day of January 1974