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HomeMy WebLinkAbout1306 Ordinance44CSE SECTIONS ARE PROVIDED SO THAT YOU MAY ATTACH THEM TO THE PERSONNEL. ORDINANCE (1306)--*S--i-K CURRENT AMENDMENTS: o >>ORDINANCE NO. 1331- A ENDING,ORDINANCE NO. 1306. "Section 45. SICK LEAVE ACCRUAL: Sick leave shall accrue at the rate of 1 day per month for each regular employee, except firemen, to a maximum accumulated sick leave of ninety (90) days. Firemen, working a fifty-six hour average work week, shall accrue sickA eave at the rate of sixteen (16) hours per month for each month ofcontinuousservice to a maximum of sixty, twenty-four hour work shifts." J. "Section 59, OVERTIME: As a general rule the requirements -of frequent and considerable -overtime service in any organizational unit shall be considered evidence of understaffing or improper organization and shall be subject to investigation by -the City Manager. Overtime work shall include only that work performed by employees at the direction of a department head or his authorized representative, which exceeds standard work schedules and may be compensated for -as follows: (a) The overtime rate for each position will be prepared for and must be approved by the City Manager. The rate will take into consideration the annual pay and the regular work shift for each position. (b) The overtime rate may be paid for hours worked'in excess of the regular work shift or regular work week. (c) Pay for call -out time shall be not less than two (2) hours at the overtime rate. (d) Casual overtime work bysupervisory or professional -employees shall not qualify for overtime payment. (e) Compensatory time off with pay may be granted in lieu -of pay for time earned in accordance with this section. (f) Regular employees whose_ attendance -.is required'by the City at -drill or training sessions may -be pai-d at their regular rates, or by granting equal amounts -of time off with pay. Any employee required to attend drill or training sessions in excess of two (2) hours per month may be compen- sated at the overtime rate. (g) Overtime will not be paid for employees attending management. meetings. (h) No overtime will be paid -to employees attending meetings away from the City." (Ordinance No. 1339 amending Ordinance No. 1306). ORDINANCE NO. 1306 AN ORDINANCE RELATING TO CITY SERVICE, ESTABLISHING RULES GOVERNING HOURS OF WORK, PROVISIONS FOR SICK AND VACATION LEAVE, HOLICAYS, TRAVEL EXPENSES, COM- PENSATION , AND OTHER PRACTICES AND PRO- CEDURES NECESSARY TO CITY EMPLOYMENT; REPEALING ORDINANCE NOS. '1143, 1184, 1218, 1225, 1262, 1263 and 1298. THE CITY COUNCIL OF THE CITY OF PASCO DO ORDAIN AS FOLLOWS: SECTION 1. PERSONNEL POLICY: It is the declared personnel policy of the City that employment in the City govern- ment shall be based on merit and fitness, free from racial, religious and politi- cal considerations. Just and equitable incentives and conditions of employment shall be established and maintained to promote efficiency and economy in the operation of the City government. Appointments, promotions, and other actions requiring the application of the merit principle shall be based on systematic tests and evaluations wherever possible. High morale shall be maintained by the fair administration of this Or- dinance and by every consideration of the rights and interests of employees con- sistent with the best interests of the public and the City. SECTION 2. EXCLUSION: This Ordinance shall not apply to the following offices: Councilmen, Police Judge, City Attorney not serving full time and members of commissions and boards, other than the Personnel Board. SECTION.3. INTRODUCTION TO DEFINITIONS: The following words and phrases, when used in this Ordinance shall have the mean- ings ascribed to them below. SECTION 4. APPOINTING AUTHORITY DEFINED: "Appointing Authority" shall mean the City Manager or other delegated authority who is empowered to appoint or remove employees of the department over which he has jurisdiction, subject to these rules . -1- h SECTION S. CLASS DEFINED: "Class" shall mean a position or group of positions having similar duties and responsibilities, requiring similar qualifications, which can be properly desig- nated by one title indicative of the nature of the work and which carry the same salary range. SECTION 6. CONTINUOUS SERVICE DEFINED: "Continuous Service" shall mean employment in the City service as a regular or probationary employee which is uninterrupted except for authorized leave of absence or separation due to layoff; however, time lost due to layoff shall not be included in the determination of length of continuous service. SECTION 7. DEMOTION DEFINED: "Demotion" shall mean the assignment of an employee to a position in a lower class in the same occupational series in the City service, having a lower minimum and maximum salary than the position from which the assignment is made. SECTION 8. DEPARTMENT HEAD DEFINED: "Department Head" shall mean an officer or employee designated by the City Manager to be the head of a department. SECTION 9. EMPLOYEE DEFINED: "Employee" shall mean a person occupying a position and who is paid a salary or wage for services rendered. SECTION 10. GRIEVANCE DEFINED: "Grievance" shall mean a dispute between an employee and his supervisor arising out of a belief on the part of the employee that he is being treated unfairly in re- gard to his, employment or the conditions of his employment; a complaint. SECTION 11. POSITION DEFINED: "Position" shall mean a group of current duties and responsibilities, assigned or delegated by competent authority, requiring the full time or part time services of an employee. SECTION 12. PROBATIONARY EMPLOYEE DEFINED: "Probationary Employee" shall mean any employee who is serving his probationary 1WZ period prior to being permanently appointed to a position. SECTION 13. PROMOTION DEFINED: "Promotion" shall mean the assignment of an employee to a position in a higher class in the same occupational series in the City service, having a higher mini- mum and maximum salary than the position from which assignment is made. SECTION 14. PROVISIONAL EMPLOYEE DEFINED: "Provisional Employee" shall mean any employee filling a position without com- petition pending the establishment of an employment list. SECTION 15. REGULAR EMPLOYEE DEFINED: "Regular Employee" shall mean any employee in the classified City service who has been permanently appointed after serving a probationary period to a position established by appropriate legislative action and normally involving continuous year-round service. SECTION 16. RELOCATION DEFINED: "Relocation" shall mean an employee transferred to another class at his volition or as a result of a reduction in force. SECTION 17. TEMPORARY APPOINTMENT DEFINED: "Temporary Appointment" shall mean any seasonal, limited term or emergency ap- pointment. SECTION 18. TEMPORARY EMPLOYEE DEFINED: "Temporary Employee" shall mean any seasonal, limited term or emergency em- ployee . SECTION 19. TRAINEE DEFINED: A "Trainee" is a temporary employee. This position is to permit the City to hire an employee for training toward a specialized permanent position. SECTION 20. TRANSFER DEFINED: "Transfer" shall mean the assignment of an employee from one position to another position in another division or department having similar duties and carrying the same minimum and maximum salary as the position from which assignment is made. SECTION 21. PERSONNEL OFFICER: The City Manager shall serve as Personnel Officer of the City; however, he may -3- appoint another person to this office. The Personnel Officer shall administer the personnel system of the City in accordance with the personnel policy adopted, re- commend rules governing personnel to the Council which are not inconsistent with his duties with respect to the personnel system. SECTION 22. P'E.R'S,ONNEL BOARD -- COMPOSITION AND ORGANI- ZATION: The Mayor shall appoint a Personnel Board consisting of three (3) members who shall serve without compensation. No person shall be appointed a member of such a Board who is not a citizen of the United States, a resident of the City for at least three (3) years immediately preceding such appointment, and an elector of the City. The term of office for such members shall be for three (3) years, except that the first three members of such Board shall be appointed for different terms as follows: One to serve for a period of one (1) year; one to serve for a period of two (2) years, and one to serve for a period of three (3) years. Any member of the Board may be removed from office by the Mayor for in- competency, incompatability or dereliction of duty, or malfeasance in office or other good cause. Two members of such Board shall constitute a quorum and the votes of any two members of such Board concurring shall be sufficient for the de- cision of all matters and the transaction of all business to be decided or transacted by the Board. Upon appointment, the Board shall organize by electing one of its members as Chairman. The Board shall hold regular meetings at least once a month during at least ten (10) calendar months of the year and such additional meetings as may be required for the proper discharge of its duties. The Board shall keep the records of its proceedings and shall preserve all reports made to it. SECTION 23. PERSONNEL BOARD -- POWERS AND DUTIES: It shall be the duty of the Personnel Board to: (a) Review any existing or proposed rules governing personnel and make recommendations thereon to the Personnel Officer. (b) Hear grievances as provided herein. (c) Hearings and investigations before the Board shall be governed by rules of procedures and practices to be adopted by the Board, but informality of proceedings or in the manner of taking testi- mony shall not affect any action of the Board. (d) Advise the Personnel Officer on matters of personnel policy. (e) Keep such records as may be necessary for the proper execution of the powers and duties of the Board. SECTION 24. SCOPE OF THE CITY SERVICE: The City service shall comprise all officers and positions in the City employ now existing or hereafter created, except as provided in Section 2. SECTION 25. SALARY RANGES -- DEVELOPMENT AND MAINTENANCE: Salary ranges shall be based directly on the classification plan and shall be determined with due regard to ranges of pay for other classes, relative responsi- bility of positions in the class, availability of employees in particular occupa- tional categories, prevailing rates of pay for similar employment in private estab- lishments in the Pasco area, rates of pay in other jurisdictions, cost of living fac- tors, the financial policies of the City, and other economic considerations. The minimum and maximum of each salary range shall be those rates in a basic salary schedule which most nearly reflect these factors. SECTION 26. SALARY STUDIES: The City Manager shall make or direct to be made such comparative studies, as may be deemed necessary, of the factors affecting the level of salary ranges . On the basis of information derived from such studies, the City Manager shall recommend to the City Council for approval such changes in the salary as are per- tinent to maintain a fair and equitable overall salary structure. SECTION 27. SALARY RANGES -- INCREASES: The salary ranges are intended to furnish administrative flexibility in reorganiz- ing individual differences between positions within the same class in the classi- fied service and as a guide for appointive positions and in providing employee in- centives and rewarding employees for meritorious service. ?The following shall be the general policy with regard to the use of pay steps within the salary ranges: (a) The minimum rate of pay for a class shall be paid to any person on his original appointment to a position of a class except when, -5- as determined by the City Manager or his delegates, the new employee possesses exceptional qualifications warranting em- ployment at a higher rate in the pay range; provided that suf- ficient funds are available for that higher rate. (b) An employee shall receive service credit for years of good exper- ience directly related to his present position. Credits shall be given, on the recommendation of the Department Head as follows: Two percent (2%) of basic salary for each of the first five (5) years experience; One and one-half percent (1 .5%) of basic salary for the sixth (6th) through the tenth (10th) year inclusive; and One percent (1%) of basic salary for each year thereafter to a total of twenty (20) years; or a total credit of twenty-seven and one-half percent (27.50/.). The service credit shall be added to the basic salary paid to each employee. SECTION 28. SALARY -- WORKING OUT OF CLASSIFICATION: Employees working out of classification for more than one-half shift shall be paid the rate of pay for the higher classification for the full shift. The out of classifi- cation rate paid to the employee will be based on the difference in base pay of the two classifications . SECTION 29. TRANSFERS, PROMOTIONS, DEMOTIONS, AND RE- I .N-S`TA.T E.'M E.N T S : When an employee is transferred, promoted, demoted, or reinstated, his rate of pay for the new position will be as follows: (a) Transfers: An employee will transfer at his same rate of pay when transferred to another position in the same class. (b) Promotion: An employee promoted to a position in a class having a higher pay rate shall receive the starting rate of the new class or a step increase, whichever is higher. (c) Demotion: An employee demoted from a position in one class to another having a lower pay range shall receive: 1) His present rate of pay if his salary step is represented in the lower class;cor 2) His step in the lower classification that is the first step lower than his rate of pay in the higher class. d) Relocation: An employee transferred from class to another class at his own volition, because of a reduction in force, etc., shall transfer at a rate of pay based on his experience and qualifications. e) Reinstatement: An employee who is reinstated to his position, after an authorized leave of absence without pay, or suspension, or layoff, shall be paid at the same pay step in the range for his class that he was receiving at the time he began his leave of absence without pay or suspension. (f) Re-employment: An employee who has resigned from his position in the City service and is subsequently re-employed, shall be paid in accordance with the rules governing original appointments to a posi- tion in the City service. SECTION 30. FALSE ARREST INSURANCE: In addition to the amounts stated in the salary and wage plans of the City, pre- sent and future, and in the annual budgets of the City as the salaries of police officers, the City shall pay, as part of the employment contracts of such officers, premiums on insurance protecting such officers against claims for damages for false arrest with such limits as the Council may, from time to time, determine. SECTION 31. PERSONAL EQUIPMENT: The City will provide City employees with necessary personal equipment to assure their safety and to assist in the proper performance of their duty. Employees are required to wear this equipment in accordance with Departmental rules and regula- tions; departmental rules and regulations will be in accordance with Department of Labor and Industry recommendations, and will be approved by the City Manager. SECTION 32. AUTOMOBILE LIABILITY INSURANCE: In addition to the amounts stated in the salary and wage plans of the City, pre- sent and future, and in the annual budgets of the City as the salaries of Officers and employees of the City, the City shall pay, as part of the employment contracts of such `officers and employees, premiums on public liability insurance protecting such officers and employees against the claims of others for damages for personal injuries or property damage arising out of the operating of a motor vehicle in the City's business, with such limits as the Council may, from time to time, determine. SECTION 33. EMPLOYEE GRIEVANCES OR COMPLAINTS -- STATE- MENT OF POLICY: It shall be the policy.of the City to adjust grievances of employees promptly and fairly within the framework of existing laws and regulations. Every effort shall be made to adjust grievances in a manner mutually satisfactory to employees and management. Any employee who believes that he has received inequitable treat- ment because of some condition of his employment may personally or through his representative, appeal for relief from that condition. Any employee shall discuss -7- any grievance initially with his immediate supervisor. Then, if the matter is not settled, the employee may choose to discuss the matter with his division head or with the head of the department. An employee who requests a meeting with his supervisor regarding a grievance shall be granted such a meeting within five (5) days of such request. A meeting with the department head, if available, shall be granted also within five (5) days. If the grievance arises out of a matter over which the supervisor or department head has no control, the employee may request his supervisor or department head to carry such grievance on his be- half to the Personnel Officer. The supervisor or department head is obligated to transmit such an appeal to the Personnel Officer regardless of his evaluation of the validity of the grievance. Supervisory personnel, at all levels, shall be responsible for receiving and acting upon employee complaints. In the presenta- tion of grievances, at any supervisory level, employees are insured freedom from restraint, interference, discrimination or reprisal. Any employee of the City, re- gardless of status, shall be privileged to exercise the rights granted by this section. SECTION 34. GRIEVANCE. HEARING PROCEDURE: An employee who believes that he has a grievance which has not been satisfactorily adjusted may present it to the Personnel Board, provided that he has previously submitted his grievance to his immediate department supervisor and the Personnel Officer for adjustment. Such appeal should be in writing and should state the na- ture of the grievance and steps taken to attempt a settlement. Prior to the hear- ing, the Personnel Board may request a report from the supervisor, department head and the Personnel Officer on their findings concerning the grievance. Hear- ings may be held during working hours. The Personnel Board may call as witnesses at such hearing any persons whose testimony may contribute to the adjustment of the grievance. All parties to the alleged grievance shall be notified and have the right to be heard in the hearing or to be represented by a person of their own choos- ing. Hearings shall be held at such time and in such manner as may be determined by the Personnel Board. At the conclusion of the hearing, the Personnel Board shall report its findings and recommendations to the appointing authority. Recommen- dations made following the application of the above procedures are not subject to further appeal. The hearing, before the Personnel Board, shall be set within ten (10) days of a request for that hearing, and if possible, shall be limited to one day. SECTION 35. VACATION -- CREDIT: All City employees, escept Firemen working a fifty-six (56) hour average work week shall accrue vacation credit at the rate of one day for each month of con- tinuous service during each of the first ten years. Upon entering his eleventh year of continuous service, each employee, except firemen, shall accrue vaca- tion at the rate of one-sixth (1 1/6) days for each month of continuous service. Upon completing his fifteenth year of continuous service, each employee, ex- cept firemen, shall accrue vacation at the rate of one and one-fourth (1 1/4) days for each month of continuous service. Firemen, working a fifty-six (56) hour average work week, shall accrue vacation/holiday credit at the rate of sixteen (16) hours for each month of con- tinuous service. Upon completion of his tenth year of continuous service, each fireman shall accrue vacation/holiday credit at the rate of eighteen (18) hours for each month of continuous service. Upon completion of his fifteenth year of con- tinuous service, each fireman shall accrue vacation/holiday credit at the rate of nineteen (19) hours for each month of continuous service. SECTION 36. VACATION -- SCHEDULES: Vacations shall be scheduled by the department heads at times when they will con- stitute minimum conflicts with work schedules. Vacations will normally be taken in periods of at least one week's duration; however, one day or one working shift is the minimum that may be taken. SECTION 37. VACATION -- WITHOUT PAY: Additional vacations may be granted over what is accrued without pay. This may be granted by the department head and the City Manager. SECTION 38. VACATION -- ACCUMULATION: Normally, employees will be required to take annual vacation. No accrued va- cation will be allowed in excess of two (2) full years earned vacation or vacation /holiday time. Time not taken which causes accrual beyond two full years will be lost to the employee. Normally, efhployees will not take more than one and S one-half years accumulation in any one year; however, the City Manager may authorize longer leave in special cases. SECTION 39. VACATION -- PAYMENT IN LIEU OF: Employees may be granted pay in lieu of accrued vacation at such time as they are separated from City employment, when approved by the City Manager, unless such separation is made during entrance probationary periods. SECTION 40. VACATION -- PROBATIONARY EMPLOYEES: Neither probationary employees nor temporary employees are entitled to take vaca- tion leave. A probationary employee will earn vacation credit which shall be credited to him when he becomes a regular employee. SECTION 41. VACATION AND SICK LEAVE -- CREDIT AND ACCUMU- LATION -- CITY MANAGER AND DEPARTMENT HEADS: The City Manager and Department Heads shall be credited with the maximum vaca- tion and sick leave accumulation allowable when they commence employment with the City. The City Manager and Department Heads shall accumulate vacation and sick leave at the maximum allowable rate. SECTION 42. SEVERANCE NOTICE: Any full time employee shall give at least two (2) weeks notice of severance or termination of employment to the City Manager or Department Head. Lack of such notice may be sufficient grounds for forfeiture of vacation benefits earned. SECTION 43. HOLIDAYS: The following, and such other days as the Mayor or City Council, by Resolution, may fix, are official holidays for all regularly employed employees of the City, except firemen: a) New Year's Day b) Washington's Birthday c) Memorial Day -10- d) Fourth of July e) Labor Day f) Veteran's Day g) Thanksgiving Day h) Day after Thanksgiving i) Christmas Day j) Day on which any General Election is held All City offices shall be closed on those official holidays, with the exception of those offices involving emergency services. When any of these holidays fall on a Saturday, the Friday immediately preceding such holiday shall be observed as a holiday. When any of these holidays fall on a Sunday, the Monday immediately following shall be observed as the holiday. For shift workers, the first scheduled day of rest shall be considered as Saturday, the second scheduled day of rest shall be considered Sunday. SECTION 44. SICK LEAVE WITHOUT PAY: Upon application of a regular employee, a leave of absence without pay may be granted by an appointing authority for the entire period of disability because of sickness or injury. Such leave need not be limited to one year, but the appoint- ing authority from time to time may require that the employee submit a certificate from the attending physician or a designated physician. OMIU1 --- SECTION 45. SICK LEAVE ACCRUAL: Sick leave shall accrue at the rate of one day per month for each regular employee, except firemen, to a maximum accumulated sick leave of ninety (90) days. SECTION 46. SICK LEAVE -- PROBATIONARY EMPLOYEES: Neither probationary employees nor temporary employees are entitled to take sick leave. A probationary employee will earn sick leave credit which shall be credited to him when he becomes a regular employee. SECTION 47. SICK LEAVE WITH PAY: Employees may be granted time off with pay covering periods of illness or physi- cal incapacity to the to the extent that sick leave has accrued. In order to be granted sick leave with pay, an employee who is sick or incapacitated must meet the following conditions: a) Report to his department head, immediate supervisor, or designated representative the reason for his absence. Sick reports should be, -11- made before the start of the scheduled work day and must be made not later than two (2) hours after beginning of the scheduled work day. b) Keep his department head informed of his condition daily, except in the case of an extended illness, as necessary. c) If absence extends beyond four (4) working days duration, the em- ployee may be required by the appointing authority to submit a medical certificate signed by a physician stating the kind and nature of the sickness or injury, that the employee has been in- capacitated for work for the period of absence. SECTION 48. SICK LEAVE -- RETURN TO WORK AFTER SICK LEAVE: The City may require a Certificate from an employee's physician stating that the employee is physically capable of returning to work. The City may, in addition, require the employee to be examined by a physician of the City's choice to deter- mine the ability of the employee to safely perform his assigned tasks. SECTION 49. NEW EMPLOYEES -- EMPLOYEE BENEFITS: New employees beginning work for the City prior to midnight on the fifteenth of the month shall earn credit from the first of the month. All employees beginning work for the City after 12:01 A.M. on the sixteenth of the month shall not earn credit until the first of the succeeding month. SECTION 50. LEAVE FOR DEATH IN THE IMMEDIATE FAMILY: Leave with pay may be granted by the appointing authority up to a maximum of four (4) days in a twelve-month period for death in the immediate family. Such leave may be extended in special circumstances with the approval of the City Manager. Firemen working a fifty-six (56) hour average work week may be granted up to a maximum of two duty shifts in a twelve-month period for death in the im- mediate family. SECTION 51. JURY DUTY AND WITNESS SERVICE: Any employee who is called for jury duty or is required to appear as a witness in a case to which he is not a party, shall be paid, during his absence on account of such jury duty or witness service, his salary less the amount of jury or witness fees (exclusive of mileage) he is paid or is entitled to. SECTION 52. LEAVE OF ABSENCE: The City Manager may authorize unpaid leaves of absence up to a maximum dura- -12- tion of one year, except in the case of a leave necessitated by involuntary conscription or recall to duty in the Armed Forces of the United States, in which case the leave may be extended to cover the full :�)e.riod of conscription or recall. Upon expiration of such regularly approved leave, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of the employee to report for duty promptly at the expiration of such leave shall be re- garded as a voluntary resignation. SECTION 53. REINSTATEMENT FROM SICK LEAVE OR LEAVE OF ABSENCE: Upon,expiration of an approved leave of absence or sick leave, an employee shall be reinstated in the position held at the time the leave was granted. Only the em- ployees advanced to fill the temporary vacancies created by the leave of absence shall be affected, and in each case, shall return to the jobs they left. SECTION 54. COMPENSATION OF EMPLOYEES -- OTHER THAN FULL-TIME REGULAR EMPLOYEES: Part-time personnel who are regularly employed shall be entitled to vacation, holiday, and sick leave allowances in proportion to hours worked, except that no part-time worker who works less than twenty (20) hours per week and for ten (10) consecutive months dating from the beginning of employment shall be eligible for vacation and sick leave allowances . Full time temporary employees shall receive the same paid holidays as regular employees provided that the holidays fall within his specified period of employment. Temporary employees shall receive the same vacation and sick leave allowances as regular employees provided they are employed at least six (6) months. SECTION 55. WORK WEEK: The work shift for each department shall be prepared by the Department Head and approved by the City Manager. The work shift approved by the City Manager shall. constitute the standard work shift and standard work week for the particular depart- ment. The City Manager may change the standard work shift and standard work week from time to time as he may determine to be necessary for the proper opera- tion of the City. -13- SECTION 56. PAY PERIODS: The pay day for regular employees will be every two weeks on Friday. The pay day for part time temporary employees may be every Friday. The cut-off date for all pay periods will be midnight Tuesday preceding pay day, or at the end of a shift in progress at midnight on Tuesday midnight. SECTION 57. REGULAR PAY: The annual minimum and maximum salary for each position shall be set out in the annual budget of the City. The pay for each position shall be paid to the incum- bent in that position for the satisfactory completion of the standard work shift or standard work week. All employees of the City will be employed at an annual rate. SECTION 58. HOURLY RATES: An hourly rate for each position will be prepared for and approved by the City Manager. The hourly rate will be used for temporary or irregular employees, and for reducing salary payment when a regular work shift or regular work week is not satisfactorily completed. SECTION 59. OVERTIME: As a general rule, the requirements of frequent and considerable overtime service in any organizational unit shall be considered evidence of understaffing or im- proper organization and shall be subject to investigation by the City Manager. Overtime work shall include only that work performed by employees at the direction of a department head or his authorized representative, which exceeds standard work schedules and may be compensated for as follows: a) The overtime rate for each position will be prepared for and must be approved by the City Manager. The rate will take into consideration the annual pay and the regular work shift for each position. b) The overtime rate may be paid for hours worked in excess of the regular work shift or regular work week. c) Pay for call -out time shall be not less than one (1) hour at the overtime ,`rate . d) Casual overtime work by supervisory or professional employees shall not qualify for overtime payment. e) Compensatory time off with pay may be granted in lieu of pay for time earned in accordance with this section. -14- f) Regular employees whose attendance is required by the City at drill or training sessions may be paid at their regular rates, or by granting equal amounts of time off with pay. Any employee required to attend drill or training sessions in excess of two (2) hours per month may be compensated at the overtime rate. g) Overtime will not be paid for employees attending management meetings. h) No overtime will be paid to employees attending meetings away from the City. SECTION 60. SHIFT CHANGES: During a routine change of shift, employees will normally receive a scheduled day of rest before beginning a new shift cycle. SECTION 61. TRAVEL ALLOWANCE: Travel allowance will be paid to employees required to be out of the City on official business: a) Whenever it becomes necessary for an elective or appointive official or employee of the City to travel away from the City of Pasco on of- ficial business, and it is found to be more advantageous and economi- cal to the City that he travel by a privately owned automobile rather than a common carrier, he shall be allowed a mileage rate not to ex- ceed ten cents ($. 10) a mile. b) Actual costs incurred by an employee will be reimbursed provided he files the proper "Claim for Expenses". Expenses such as hotel, auto rental, etc. , must be supported by receipts. Receipts will not be required for such items as meals, taxi fares, or for miscellaneous expenses under five dollars ($5.00). SECTION 62. MEMBERS OF SAME FAMILY: Two or more members of the same family will not be permitted to work in the same department. Two or more members of the same family may be permitted to work in different departments where the normal day to day operation of the City does not require them to work together or one in a supervisory position to another. This section does not apply to employees of the City at the time of adoption of this Ordinance. SECTION 63. AGGREGATE CITY SERVICE: The City service date for each employee shall be his date on the City rolls. The date shall show continuous service less any authorized leave of absence or separa- tion due to temporary layoff. All time lost without pay in excess of fifteen (15) con- secutive calendar days shall be deducted and the City service date adjusted. Em- -15- ployees absent for fifteen consecutive days without pay shall be removed from the active apyroll. SECTION 64. OUTSIDE EMPLOYMENT: No regular employee shall engage in any occupation or outside activity for com- pensation which is incompatible with his employment by the City. No employee of the City shall engage in any occupation or outside activity for compensation without the prior approval of the City Manager. The approval of the City Manager may be revocable at any time. An employee engaging in any occupation or outside activity for compensa- tion who fails to inform the City Manager of such occupation or activity may be sub- ject to disciplinary action. It is the City's intent that the employee shall, at all times, be physically and mentally capable to perform the duties of his position. No employee shall work at outside employment during the eight hour period immediately preceeding his scheduled reporting time for the City employment. SECTION 65. PROHIBITION: No person shall willfully or knowingly make any false statement, certificate, mark, rating or report in regard to any test, certificate or appointment held or made under the municipal personnel system, or in any manner commit or attempt to com- mit any fraud preventing the impartial execution of the personnel rules . No person seeking appointment to, or promotion in the City service shall either directly or indirectly give, render or pay any money, service or other valu- able thing to any person for, or on account of, or in connection with his test, ap- pointment, promotion or proposed promotion. Any person violating this section shall forfeit his office or position and no person violating this section shall be eligible for any City employment for a period of five (5) years. SECTION 66. POLITICAL ACTIVITY: No employee in the City service shall take any part in campaigns involving the election of any City official further than to cast his vote and to express privately his opinions. -16- No employee in the City service shall continue in such service after filing as a candidate or for nomination or election to any public elec- tive office. SECTION 67. PECUNIARY INTEREST: No officer or employee of the City shall be beneficially interested, directly or indirectly, in any contract, sale, lease or purchase with, or for use of, the City, or accept directly or indirectly any compensation, gratuity or reward from any other person beneficially interested therein. Violation of any provi- sion of this section shall work a forfeiture of the office or position of the per- son violating the same and the contract, sale, lease, or purchase shall be void. SECTION 68. WORKING AGREEMENTS: In determining salaries, wages., hours, and working conditions for employment in the City service, the City Council, through the City Manager, may bargain collectively with any employee group or representative thereof, and enter into such agreements as permitted by general law. SECTION 69. NO STRIKE CLAUSE: Employees of the City shall not plan, promote or be a part of a strike, slow- down, sit-down, or other stoppage of work which would reduce the effectiveness of the City in any way. Any employee of the City who participates in a strike, slowdown, sit-down, or other stoppage of work which reduces the effectiveness of the City, shall be subject to disciplinary action up to, and including, the for- feiture of all rights and privileges of employment with the City, and may be cause for forfeiture of his office or position in the City service. SECTION 70. PAYROLL DEDUCTIONS: Any payroll deduction must be authorized by the City Council, by motion, before an employee may request a deduction for such purpose. No payroll deduction will be made on behalf of any employee without authorization from that employee, other than those deductions which are required by law. -17- SECTION 71. SEVERABILITY: The invalidity of any article, section, sub -section, provision, clause, or portion thereof, or the invalidity of the application thereof to any person or circumstance, shall not affect the validity of the remainder of this Ordinance or the validity of its application to other persons or circumstances. SECTION 72. REPEALING OF ORDINANCES: Ordinance Nos. 1143, 1184, 1218, 1225, 1262, 1263 and 1298 are hereby repealed, and all Ordinances or parts of Ordinances in conflict with, or inconsistent with, the provisions of this Ordinance, are also repealed. SECTION 73. This Ordinance shall be in full force and effect after its passage and publication as required by law. PASSED by the City Council and APPROVED as provided by law this 5th day of March, 1968. G . E . Carter, Mayor Attist: George D ./Elastman, City Clerk Approved as to form: - A D. Wayne Campbell, City Att rney v Date of Publication: 1,2, /�F 6d�-