HomeMy WebLinkAboutResolution 2014-063 Personnel Policies Chapter 3 & 6MARANA
TOWN OF MARANA
CHAPTER 3. Cr����
CLASSIFICATION AND COMPENSATION
Jill, lill III, III,,
. .
•
. . . .. .. .. ... . .. . ... . .
.. -
.... .. la, . . .. ... . . . .. .
..
-
. .. . .
.
•
Liii All wh
•
. ..
. . . . . .
..
. IN .. . p .... . . .. . ..
. ..
.
i
- N W • H il l I,' Jill
.. . ... . .. . .. .. . .. . .. . . .. 1 111 • 1 1 1
. . ... . .. . .. .. .. . All . .. ... . .
..
100038093.DOCX / 21 3 -1
EXHIBIT A
PER
•
w
m
ON
N.
Is
. . . A .
. . . . .
. .
.a
. . . 2& .. W"WELVAM 4119
100038093.DOCX / 21 3 -1
EXHIBIT A
ME
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
POLICY 3 -1 I JL-J I AL I G_v 2 -a I AL CT A TI `OSITION STATUS
- -- - -- - - - ---- ice'! =- - - - -E- -. �.«!fi
- -- - -- - - -- -- - - -
- - - JIL - - - - - - - - - - -
- - -
- - - -- -- - -- - - -- - -- - - -- - -- -
- - - - Oh 11 1 - - -- - - - - -- --
- - - -- -- -- - --
All positions in the Town of Mariana are categorized as classified, unclassified, or temporary
positions.
Section 3- 1- 1
The following definitions shall apply whenever these terms are used throughout these
Personnel Policies and Procedures.
A. At- : Employment that may be terminated upon the will of the
. - L - L L%
employer or employee at any time with or without cause.
n r n n r r �[CZ� - p rrC ^ 1 0 q q q ij JL n r c
V 11 R N OV 11 11 VA M KRU U WA Wll 0 ON
ID
•
A Ilk
'kh
V V - . . .
0 4=04WANXIIIIIII V G 4 WAIIIIIIIIIIIIIIIII l l I II I I lip
- .. 1 1 0 0 1 11 . 1 - - .. . . -
0, 1 N. 1 111
'N AL I I I PA � I � j
•
0 FIRM
Ififfal •
1 pill . .. . 1 I . - - -
•
- . . . - - - - - - - - - • - - .. - - . - . . I - - - . .. - N W
•
Okk
lisp. WON. I, V • IF . . Ill I
• Ok
lk I III Z ft. EM a a All a
- � . . . -
100038093.DOCX / 21 3 -2
EXHIBIT A
Mold
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3. Cr����
CLASSIFICATION AND COMPENSATION
B.
thiS c- a�egeekgl3l�eT«_r }h� T�T. � „” �- �r��_ }� 4p e'.�Te -Full -time: A position for
which the normal work schedule is at least 40 hours per week.
C. Part- T time: A ^r „ L„rea far ai a %. ;r; +o
��� ?�� � %,L position for which the normal work schedule is A, L t IL e A L s ' + � n h 40 �„
less than 40 hours per week. T-P% , %qAt -a ��� +., +„ L + 1 aT7ee ,-,. US t SUEcegq f 4 1 7
Ea
/ n f„ 11 16P L-V
D. Probationary n. T ;, r A classified employee aka - k-�tk ia- �_1ON/ J ^��rq r lar
serving in an initial evaluation period.
ZTCrf"l �� • �� f „11 ��PCCTr
-- - _ a - - J ---
f� l�� . Regular employee: A classified or unclassified employee
.JL %--,.JL hired for an indefinite period in a budgeted position
]PC-;4j Iq at 3will
Section 3 -1 -2 Classified Positions
A. All positions not specifically identified in the salary schedule implemented by the Town
Manager as unclassified or temporary positions are classified positions.
B. Notwithstanding paragraph A above, an employee maybe hired in a classified position,
but on a temporary basis. When this occurs, the employee will be considered to be in a
temporary position, and will be subiect to the policies, rules, and regulations governing
temporary positions.
100038093.DOCX / 21 3 -3
EXHIBIT A
Mold
MARANA
:��/ I �
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
Section 3 -1 -3 Unclassified Positions
All town officers, as defined in the Town Code, are in unclassified positions. Any other
unclassified positions shall be identified as such in the salary schedule implemented by the
Town Manager. Employees in unclassified positions are at -will employees.
Section 3 -1 -4 Temporary Positions
This category of employment is comprised of term - limited temporary positions and
short -term temporary positions, as defined below. Employees in temporary positions are
at -will employees.
A. Term - limited temporary positions are positions with work related to a specific grant,
project, or other non - routine significant or substantial body of work, for a term of six to
36 months.
tha-n Short-term temporary positions are positions used to augment the workforce due to
seasonal and other specific temporary workload needs that require additional staffing.
Employees in short -term temporary positions shall work for a time period that does not
exceed six months or 1040 hours in a rolling 12 -month period. nom,- r ? 0�e
f l��
POLICY 3 -2 pn1 G ?2 CLASSIFICATION PLAN
The Town Manager shall ensure the preparation, development and maintenance of a
classification plan consisting of descriptions of positions defined by essential duties,
qualifications, knowledge, skills and abilities characteristic of the positions.
Section 3- 2- 1 Purpose
The classification plan shall be developed and maintained so that all positions substantially
similar with respect to duties, responsibilities, authority and character of work are similarly
classified, and positions substantially different in scope and complexity are appropriately
classified.
100038093.DOCX / 21 3 -4
EXHIBIT A
Mold
MARANA
TOWN OF MAMNA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
Section 3- 2- 2 2 - Plan Amendment
All amendments to the classification plan, including classification title changes, abolitions of
obsolete classifications, and the creation of new classifications, require the approval of the
Town Manager.
Section 3 -2 -3 S°^d 2 -2 - 2 Position Classification
A. Position classifications shall be maintained by the Human Resources Department for all
positions.
B. Position classifications are descriptive only and are not restrictive in nature. The omission
of specific duties from a position classification does not exclude those duties from the
position if the work is related or a logical assignment to the position. Supervisors may
assign different tasks to a position within a classification when the duties are similar in
type and responsibility to those described in the classification description.
C. The classification description does not constitute an employment agreement between the
Town and employee and is subject to change as the needs of the Town and the
requirements of the job change.
D. When the duties or responsibilities of a position have changed significantly, the Town
Manager will ensure that the position is reclassified accordingly.
Section 3- 2- 4 % Position Classification Review
Whenever a reorganization, change in job content or Town Council action causes the duties
of a position to change or creates the need for a new classification, or a position otherwise
appears to have been incorrectly classified, the Town Manager may reclassify the position to
a more appropriate classification.
A. The Town Manager, in consultation with the Human Resources Director, shall establish
the process for review of a specific position classification and for review of the
classification plan as a whole.
B. If there has been a significant change or a gradual accretion of duties and responsibilities
over the period of one year, a Department Head or the chain of authority above the level
of Department Head may submit a written request to the Human Resources Department
to determine if a review of the position is warranted. Such review shall require the
completion of a position description questionnaire.
C. When there is any substantial change, addition, or deletion to the duties assigned to a
position, the Department Head or the chain of authority above the level of Department
100038093.DOCX / 21 3 -5
EXHIBIT A
Mold
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
Head, where applicable, will provide a completed position description questionnaire to
the Human Resources Department.
D. Implementation of a reclassification and any related pay change shall be prospective and
is effective when the classification is approved by the Town Manager. Any pay increase,
if applicable, shall be subject to the limits on pay increases that govern pay upon
promotion.
Section 3 -2 -5 No Right of Appeal
-E. A The establishment of a classification plan and position classifications, allocation of
classifications to a specific salary grade, position classification review u iSdecisions,
and chances or adjustments to the classification plan, are not subject to appeal under the
personnel action review procedures set forth in Chapter 5 of these Personnel Policies and
Procedures.
POLICY 3 -3 nnT A 24 COMPENSATION PLAN
The
.Town of Marana is committed to providin a fair, balanced, and highly competitive
compensation package for its employees. In alignment with the Strategic Plan, the Town's goal
is to recruit and retain high performing employees who develop innovative approaches to
serving citizens and community partners. The total compensation system will be one that is
simple and easy to understand, and can be clearly communicated to employees.
Section 3- 3- 1 ^ ^� ^� ?'' Total PlayCqMptnsation Philosophy
The Town is a steward of community resources. As such, total compensation should take
into consideration the Town's ability to pay. The Town will focus on:
Monitoring and maintaining the compensation system
t0 provide the flexibility needed to respond to changing conditions in the organization.
TE44S 51
B. '
100038093.DOCX / 21 3 -6
EXHIBIT A
MARANA
:��/ I III'\
TOWN OF MARIANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
t %;AL.IJ L e.- 4FLt. Clearly communicatin& the benefits of our employees' total compensation. Total
compensation is defined as:
1. Base pay, which is comprised of wages and salaries
2. Benefits, includina but not limited to, health /life insurance, pension
plans /retirement plans, Workers' Compensation, and paid leave
3. Incentives, performance -based pay, and other supplemental pay and allowances
sec%�Ease��r���,�� ^mss— ar�far �et�v��Offerin�pav that is
competitive within our defined market and balances the external market with internal
e ui
D. Providing employee benefits in areas such as health insurance, retirement, and paid leave
that offer flexible options for meeting our employees' needs within our fiscal constraints.
E. Recoanizina and providin& incentives for employee creativity and innovation that
benefit the public through improved efficiencies, productivity, and commitment to
service excellence.
F. Providing support, such as training opportunities and career development to our
employees in their efforts to attain new skills, achieve organizational aoals and enhance
their professional Growth.
Section 3 -3 -2 Pia � Adjustments Based
on Market Movement and Performance
- - -- - - - - - -- -- - - -- -- - -- - -- - - --
-- 1 1 -- . --
•
•
A. The Human Resources Department will conduct an annual survey in the re aio
reaardina market adjustments and performance -based pay and may recommend pay
adjustments based upon that survey.
1. If the salary schedule is adjusted due to market movement, employees will receive
salary increases equal to the structure adjustment in order to remain at their relative
position within the pay range.
100038093.DOCX / 21 3 -7
EXHIBIT A
ME
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
2. If performance -based increases are granted, such increases will be the basis upon
which em lovees move through the payarade.
B. Any adjustments to the salary schedule or employee pay are subject to budget capacity
and authority.
Section 3 -3 -3 Compensation Funding
Within available resources, the Town will consider f undina individual components of the
compensation plan each year durina its annual budget ii2rocess, workin to establish a hi hlv
competitive total compensation p ackage for employees.
Section 3- 3- 4 ° ^� ^� 2 -' - No Right of Appeal
The establishment of a compensation plan, including salary schedules, allocation of
classifications to a specific salary grade, assignment of pay to an employee and changes or
adjustments to the compensation plan, are not subject to appeal under the personnel action
review procedures set forth in Chapter 5 of these Personnel Policies and Procedures, unless a
change in pay is the result of a disciplinary action that is subject to the personnel action
review procedures.
-- - - -- - --
- 11111, - -- - - - - - -- - -- --
- - --
- -- - - - - -- --
-- - -- -- -
I
-- - - - -- - -- - --
im 1 ,
- - - --
. .
-- - -- - -- -- --
-- - -- - --
- - 1 -- - - - -- 11 -
- - - - - -- -
- - -- -- - -
- - - -- - -- -
V.I
- - -- - - - -- - -
W1 1
-
M -- -- - - - --
IV, 1111
RM
1110 N11 Il Nimawn M �IWI I 'T I I I
V. I I I
- - -- -- --
I - N. - -- --
- - -- --
IMMIL
- - - - -- -- -- - --
- -- - - - - - - -
-- - - - - - - - - -
- - - - --
-- - pa - MAL �MA - - -
- -- - -• - - -
--
-- - - -. - _
_ -.
10 - W - -
- --
- -- - - - - - - - -- -
- -• 111I ILWAI
- - - - --
- -- - - - -- - - - --
.-
- -
-
- - - - - -
-- - 7
I ID -- -- - - -- -- -- -- - -- - -- -
- -- - - - -- - -- - - - -- -- - - -- - -- - - --
• 111N.- �.'V. 1 11
100038093.DOCX / 21 3 -8
EXHIBIT A
MARANA
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
'
.� .... .. .... . .
IF
PH
•
wAk
..
.
All, III lb h
All
.
lo w I �'l 1 11 1 1 1 1 1 1
1 1 1 1 1 1 1 1 , 1 1
.. All
..
. . .. .... . ..
. . . . . . .
..... .. . . .... .. ...
..
... ..
.
_111 "mi
.
10 11111 6rAh All
Ill Wwwwo ago Ill I w
mmill In
116 1 11 111 All I I
I 1 I mw
14 All
I i�w w
All a
�mak m m m I
I
mi
j WWI
.0
I I
1 N-0 N v O 11111
1� I i
.. ... A ..
.. All All ...
....
P EW P. S.. .. . ' - - -- - ..
.� .... .. .... . .
IF
FOR
•
wAk
•
15
.
All, III lb h
All
.
m �mm
.. All
.. N. M
-- - - -- - . P.
11 11 1 �lipm hilLW�W'-M�'4'*%"K.'41."L""M�ll�l�����om,��
11.11 1 1 1111 11. , m 4 ' me , M I -- -.0-1 L�IIIIIIIIIIIII
.. ..
ON
.. �. m.. .... ... ..
. .
.
AIR
. . . .. . . . . . . .. . . ft
141 I pi
. . . . . 11, . . . . . . . . . . .. . . .
JW
G WAS ILVALIALM-I
U 11 In III [ji j I I WVw
P EW P. S.. .. . ' - - -- - ..
.� .... .. .... . .
IF
IN ' A O w, I In In
Al
N...
•
wAk
•
15
.
All, III lb h
. ..
Al
b mmAl A A111 Al
All
A" MRANIN
. • I I I I I I . Ill
.. N. M
-- - - -- - . P.
M
P EW P. S.. .. . ' - - -- - ..
.� .... .. .... . .
1 1 I 1 •
I I I'm IV.
1 ''.0 1 1 1 1 1 1 mw�WUL
INA
•
15
•
llmlili�iii III All .1 1 1
100038093.DOCX / 21 3 -9
EXHIBIT A
MARANA
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
- -
. - . - ..
• •
- . .. I
•
V W,�WUNL�wM�'&'MMM
M il 1 1 1 j MALvAL%RL%1M�R
Wmft�l I%Lmm
■ . . W .
-- - - - - -- .
- 111 0111 -61 111 1 11
MN
w
....
III
.. .. 0
11111 ..
Jim ',I Will
.
-. �. -. ■.- - - -- -
l
..
- -
I 'p
�- -
.. �. .. .
-
..
..
.... .. �. ...
- -
- .. .. ..
. ..
a -
. - �. ..
•
- �. .. ... ..
p ilill
- -
- . 1 1 0 1 ,11 1
- .
. .- . .. .
1 . 1 1011 1 - 11
. . . - - -
. W
. .
-
. .. .. .
.. -
. - . .
111 'a •
I Wei V. I I V. III I iii III I 1 11 1 1
•
. . . .. .
..
.
. . . . .
.... . . .
1 10- IN . Ew
•
.. �.
.. ..
Ew .
.... .. E
.. ..M. - .. ..
..
I
I An o ~ALM
Am wAb
"w a 010
p An on 1111 ilk
I, P.9
.. N
. - ..
- �. ... - .
IL
.... . .. . .
•
'a Jim,
... w
lilli�il I INE Jim, lus m m
w
o -
J. rahMMM
1 11
kim
al
1 11 .
oll ski 1
.. ...
v"I IN I 111 1wp 1110 .
-
•
.. l
..
- -
. - . - ..
• •
- . .. I
•
V W,�WUNL�wM�'&'MMM
M il 1 1 1 j MALvAL%RL%1M�R
Wmft�l I%Lmm
■ . . W .
-- - - - - -- .
- 111 0111 -61 111 1 11
- .
I ME �. -
.
.m Oil 11 11
V.
.. 11
—
aL
.
-. �. -. ■.- - - -- -
. -
-. --
..
- -
I 'p
�- -
. - . W A W
ll 1 - - - -. -. M 11 1
-- -
a -
. - �. ..
•
N.1111
111 111 w
N101
V. V. M. . . .. .
- - --- - -. --
.
- -.
V .
- --
V. V. I I 11L WWI . V, All
�. .. -.
. .
.
. .. .. .
. .
I Wei V. I I V. III I iii III I 1 11 1 1
•
1 11 11 I 'l l
'' IV.11 I I v
iiiiia m il v 1
-P 1ILw
L NP MPRULROPHFBR� IM
- Rr PA
. - . - ..
• •
.. . V.
ou
IV
. W.
I a&! , �� M No IN
- . . - . - . . 11 A - - - 14 - - - 1 1 MM
- •
- - • -
milli, 11. Ao III � ON 11 IN
M11
. - . W A W
IL kill
100038093.DOCX / 21 3 -10
EXHIBIT A
MARANA
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
. . . . - .
IF I I 11 11
w 'w ill 1 w 1 1
.. . . . . L I LVA MA W
. . . . m
. . .
111 1.9. 111 IF . . .. . m
. PA . . . .. . .
I I I I I I I I ow. I I I I I
I ''A I W _ ~WW WEL WMM
N.M.
R MC-CV211.
100038093.DOCx / z} 3 -11
EXHIBIT A
Is A VALl Win
01 i .
... ..
1
..
..
.. ... ..
re
.. ..
..
�.
_
..
jiji� i
.
..
..
... . . � � Up' WU w 99 M M &VIIII M 9 M
. . .
N w
1 p . ..
. .
..
.
. .. . .. .
m .. ON! .. .
vALqW
1 9
. . . .
. ... . . . ..
N.
�
N o'
11 11 . ... . . ..
.. 11 . l a l . .. .. .
Old lill
F qiii Ill jj ll j �� 11 1 1 1
1 1 1
1 1
W N W
.1�1� I I I I I
I I 11111LIAL�w, N w E
1.1
W . o
'w"
1 Mill
..
1 11 1 0. . 1 111 11M. W' 111 . 1
. .
.. .
10.0 .....
. .. .. ..
.. .. . ..... ... .
..
. .
.. ..
w
1� 1� ..
.
. . NM ..
- PIPNLMWWEmwil
•
. .
. . . . - .
IF I I 11 11
w 'w ill 1 w 1 1
.. . . . . L I LVA MA W
. . . . m
. . .
111 1.9. 111 IF . . .. . m
. PA . . . .. . .
I I I I I I I I ow. I I I I I
I ''A I W _ ~WW WEL WMM
N.M.
R MC-CV211.
100038093.DOCx / z} 3 -11
EXHIBIT A
MARANA
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
. - . .. . .
. . .
POLICY 3 -4 120 1 1G-v ? G PAYROLL PROCEDURES
Regular Town employees are paid biweekly. If a pay date falls on a holiday, the day of pay shall
be the last working day preceding the normal pay date. There are 26 pay periods in the calendar
year.
Section 3 -4 -1 ^ ^�-� ^� 2 %J Time Sheets and Payroll Records
A. All non - exempt employees shall complete time sheets documenting the number of hours
worked, as well as any leave taken, in each pay period. The employee's direct supervisor
shall sign the time sheet verifying the employee's hours worked and leave taken. If the
employee used any leave time during the pay period, a leave authorization request shall
be attached to the time sheet. The employee's department payroll liaison shall submit the
100038093.DOCX / 21 3 -12
EXHIBIT A
Jill WANxvArs
..
. . . . . .. .. .. .... ..
. .. . .. & r1la . ..
11111M.W.W, .
. .. .. . .. . .. . . ..
-
. ..
. .. .. . . . ... .. . . . .
V
.. . . .
.
-
•
. - . .. . .
. . .
POLICY 3 -4 120 1 1G-v ? G PAYROLL PROCEDURES
Regular Town employees are paid biweekly. If a pay date falls on a holiday, the day of pay shall
be the last working day preceding the normal pay date. There are 26 pay periods in the calendar
year.
Section 3 -4 -1 ^ ^�-� ^� 2 %J Time Sheets and Payroll Records
A. All non - exempt employees shall complete time sheets documenting the number of hours
worked, as well as any leave taken, in each pay period. The employee's direct supervisor
shall sign the time sheet verifying the employee's hours worked and leave taken. If the
employee used any leave time during the pay period, a leave authorization request shall
be attached to the time sheet. The employee's department payroll liaison shall submit the
100038093.DOCX / 21 3 -12
EXHIBIT A
11 ME
11 11
. .
. . . ...
pill
. .. .. . .. . .. . . ..
-
MWIENEME- .. MEKWMMLWL
. - . .. . .
. . .
POLICY 3 -4 120 1 1G-v ? G PAYROLL PROCEDURES
Regular Town employees are paid biweekly. If a pay date falls on a holiday, the day of pay shall
be the last working day preceding the normal pay date. There are 26 pay periods in the calendar
year.
Section 3 -4 -1 ^ ^�-� ^� 2 %J Time Sheets and Payroll Records
A. All non - exempt employees shall complete time sheets documenting the number of hours
worked, as well as any leave taken, in each pay period. The employee's direct supervisor
shall sign the time sheet verifying the employee's hours worked and leave taken. If the
employee used any leave time during the pay period, a leave authorization request shall
be attached to the time sheet. The employee's department payroll liaison shall submit the
100038093.DOCX / 21 3 -12
EXHIBIT A
•
WI� oLqwwl RW ILMNO.A�W NEW I I I I I I I III ft.. .. --
I SALINAS! Ill Ill Ill 11111111 - LEWI
• WN IN 1 1
... . . .. .. .. . .... .. . .. .. .. . .. .. . .. . . .
..
W • I w il
il��l IN I i
�w
. .. ..
.. ... . . .. NEW . . . ffi . . .. . .. .. . .. . . .. ..
-
•
.... ..
• NJ
4-1-l W - ..
- -- - .. -- - - - - - - - . - - - -- - ...
IN Ah m Ill,
.0.000
1,1111 NJ 1 '11 0 V. WwRLM�Lwjpb�� WWI I I I I I I I I, �illilill I W IN
I Rl A NE W N
W ILWLMR.IL
. - . .. . .
. . .
POLICY 3 -4 120 1 1G-v ? G PAYROLL PROCEDURES
Regular Town employees are paid biweekly. If a pay date falls on a holiday, the day of pay shall
be the last working day preceding the normal pay date. There are 26 pay periods in the calendar
year.
Section 3 -4 -1 ^ ^�-� ^� 2 %J Time Sheets and Payroll Records
A. All non - exempt employees shall complete time sheets documenting the number of hours
worked, as well as any leave taken, in each pay period. The employee's direct supervisor
shall sign the time sheet verifying the employee's hours worked and leave taken. If the
employee used any leave time during the pay period, a leave authorization request shall
be attached to the time sheet. The employee's department payroll liaison shall submit the
100038093.DOCX / 21 3 -12
EXHIBIT A
Mold
MARANA
TOWN OF MAMNA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
time sheet to the Finance Department by the deadline established by Finance for each pay
period.
B. All exempt employees shall complete an attendance record which documents leave taken
each pay period. The attendance record shall be signed by the employee's direct
supervisor verifying any leave taken. Leave authorization requests shall also be signed
by the exempt employee's supervisor and retained by the employee until the pay period
in which the leave is taken. Leave authorization requests shall be attached to the
attendance record and submitted to the Finance Department by the deadline established
by Finance for each pay period.
C. Payroll records shall be maintained by the Town in accordance with the Town's records
retention schedule.
D. The Finance Department is responsible for answering inquiries concerning payroll
matters. The Finance Department and the Human Resources Department will work
collaboratively to resolve pay inquiries in an expeditious manner.
E. Falsification of time sheets, attendance records or leave authorization requests is grounds
for disciplinary action, up to and including termination
Section 3 -4 -2 � ^ "I: i ^" ? G ' Pay Checks
A. Checks are distributed by the Finance Department to each department by noon on the
Friday following the close of the pay period, unless that day is a Town - recognized
holiday. If the distribution date falls on a Town - recognized holiday, the Finance
Department shall select and coordinate an alternate distribution date.
B. With each pay check, employees receive a statement of earnings, deductions, leave
balances and compensatory time balance for the period covered by the payment.
C. In the absence of direct deposit, checks for those who are on leave on the regular pay date
will be held by the Finance Department until the employee returns to work.
D. An employee's pay check may be released to the employee's spouse, designated family
member or to another person only if authorized in writing and in advance by the
employee.
E. Employees are expected to cash their pay checks on their personal time.
Section 3 -4 -3 �^^f ^4n 2 G 2 Payroll Deductions
A. Mandatory deductions required by law shall be withheld from all employees' paychecks
each pay period. These include, but are not limited to, state - mandated retirement
100038093.DOCX / 21 3 -
EXHIBIT A
Mold
MARANA
:��/ I �
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
contributions, federal income tax, state income tax, Social Security and Medicare (FICA)
and any legal wage garnishment.
B. Voluntary deductions require an employee's written authorization. Examples include,
but are not limited to, direct deposit, deferred compensation, United Way contributions,
dependent health insurance coverage and supplemental health insurance.
Section 3 -4 -4 Seaeet ^n 2 -6. Pay Advances
The Town of Marana does not grant requests for pay in advance of the regular pay day.
Section 3- 4- 5 Payroll Errors
Occasionally, a payroll error will occur regarding an employee's wages. If an employee
becomes aware of a payroll error, either an overpayment or an underpayment of wages, the
employee shall provide written notice to the employee's supervisor and to the Finance
Director or designee as soon as the employee becomes aware of the error. Likewise, the
Finance Director or designee shall provide written notice to an employee of a payroll error as
soon as the Finance Department becomes aware of the error. Once an error has been
discovered, the Finance Department will initiate a correction as follows:
A. If the employee has been underpaid due to an error made by the Finance Department, the
Finance Department will run a special payroll as soon as practical.
B. If the employee has been underpaid due to an error made by the employee or the
department payroll liaison, the Finance Department will make the appropriate
adjustment in pay at the next regular pay cycle.
C. If the employee has been overpaid due to an error made by the employee, the department
payroll liaison or the Finance Department, the employee will be required to reimburse
the Town for the overpayment. The Finance Department will make every effort to
establish a repayment schedule that meets the Finance Department's responsibility to
recoup public funds in a timely manner and incorporates consideration for the
employee's ability to repay.
POLICY 3 -5 nn1 v 1 " 1 C �7 WAGES AND HOURS
Section 3- 5- 1 % Work Week
A. The work week will generally consist of five days within a 40 hour week or as
determined otherwise by the Town Manager. The Town Manager may establish
100038093.DOCX / 21 3 -
EXHIBIT A
Mold
MARANA
/I�\
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
alternative or flexible work schedules, but at no time shall those schedules interfere with
the normal operations of the Town government.
B. A work week generally begins every Saturdav at 12:01 A.M. and ends the f ollowin
Friday at 12:00 midni ht.
C. The Town Manager or the Department Head may sta gger , rearran and adjust the work
hours of employees to enable the Town to keep offices open at all times required.
. .
. A supervisor may require any employee to temporarily perform service in
excess of 40 hours in a five day week when necessary to maintain Town operations.
When such work is required, the overtime and compensatory time provisions in these
Personnel Policies and Procedures, Town administrative directives and state and federal
law shall apply.
Section 3 -5 -2 �^^ti^n 3 7 2.—Overtime Eligibility
A. As part of the classification plan, the Human Resources Director shall evaluate the body
of work for a position classification and determine if employees in that position
classification are subject to the provisions of the Fair Labor Standards Act (FLSA).
B. Position classifications shall either be exempt or non - exempt from the provisions of the
FLSA, as defined in state and federal law.
C.
The Human Resources Director shall employ all evaluation techniques and methods
prescribed by the FLSA for determining the overtime status of a position classification.
The Human Resources Director is responsible for continually reviewing and updating
the FLSA status Of position classifications. �l�s}' ii�P
100038093.DOCX / 21 3 -
EXHIBIT A
MARANA
TOWN OF MARANA
CHAPTER 3. �r���
CLASSIFICATION AND COMPENSATION
Section 3- 5- 3 Overtime and Compensatory Time
A. It is the Town's policy to avoid the necessity of overtime whenever possible, but overtime
work may be necessary to handle emergency situations and to meet seasonal or peak
workload requirements of a critical nature. _ _ r °^ A Q %ter -ail mini
B. U &-I %-.JL %,'L-L L %,L %-,f -L L %- JL L LL.JL.JL %-JIL L JL JL L ia qP A irate a FJL G- a 1L =LH9 ensate 4:3; z e aff A t tL e time
L ga f glril + %--'.JL %- r + 1 �� TTlIlI Y' 0r rL + UJIL L %- %- -L -L L ,L.JL.JL %,L-L L -L -L L %- !1 lITTlI i !I TA7lI1� De Heads are %-.JL % -- 1 J _ r _
responsible for the planninil required to minimize the need for overtime.
Lb
• ,
- - - - -% =��19- l� %l.
TF4. TL-LJLL%o- I.-Dta-paAment TL=1JL%e-%;3R%,1L OWL- (.-�A%---LL%--J ;41 must tLp
JL-=LLLi%a- Sefvi %es.. A--J-L-LL %-%-L-7 LY.JLL%,L.JL.JL LY1 %-.JLL t%E) NVE)FLIK.Jill" %;14LAF;;
E) V F t ii F=L = 4P I PA ; P 0 111 111 L A PLL4 i4p Iquc-L ;4 4 4 f-L pvi ;;z b
0:;Vz:e-:JrA,AJL-mLLLe. t1HRLILe-SYS t%LJLL%e- P3; zfavti Q iJeemei;J to Le an e
r 1L.JL -L V.JL%,L�
v
100038093.DOCX / 21 3 -
EXHIBIT A
1111.1 06�11@ 1111111
1 UNION 40Wft EPA F.Tairm
- - -- -- - -- - - -- -- - -- - - -- --
WAW1L�W,0MII0MM1 - -- - - -- -- - - -- -- - -- - --
- - - - - - -- - - - --
� WW
- - -@$ - -- - - - - --
- - - - - - - - - -
-101110 W-Wqy--Wly�
- - - - --
B. U &-I %-.JL %,'L-L L %,L %-,f -L L %- JL L LL.JL.JL %-JIL L JL JL L ia qP A irate a FJL G- a 1L =LH9 ensate 4:3; z e aff A t tL e time
L ga f glril + %--'.JL %- r + 1 �� TTlIlI Y' 0r rL + UJIL L %- %- -L -L L ,L.JL.JL %,L-L L -L -L L %- !1 lITTlI i !I TA7lI1� De Heads are %-.JL % -- 1 J _ r _
responsible for the planninil required to minimize the need for overtime.
Lb
• ,
- - - - -% =��19- l� %l.
TF4. TL-LJLL%o- I.-Dta-paAment TL=1JL%e-%;3R%,1L OWL- (.-�A%---LL%--J ;41 must tLp
JL-=LLLi%a- Sefvi %es.. A--J-L-LL %-%-L-7 LY.JLL%,L.JL.JL LY1 %-.JLL t%E) NVE)FLIK.Jill" %;14LAF;;
E) V F t ii F=L = 4P I PA ; P 0 111 111 L A PLL4 i4p Iquc-L ;4 4 4 f-L pvi ;;z b
0:;Vz:e-:JrA,AJL-mLLLe. t1HRLILe-SYS t%LJLL%e- P3; zfavti Q iJeemei;J to Le an e
r 1L.JL -L V.JL%,L�
v
100038093.DOCX / 21 3 -
EXHIBIT A
ME
rnm
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3. Er����
CLASSIFICATION AND COMPENSATION
- - - - - -- - - - -- - P f f P E f- i A - - - - -- - - -- - - -= -- - -- — F A
-- t.L&Le non %-Z%%--L-A-L vlositi 01.f vla:;; iJL4R Y III vertime and com�ensator�tirovisions annly only to
non - exempt emnlovees.
D. Nothing in this policy shall be construed to contravene the provisions of the Fair Labor
Standards Act (FLSA).
Section 3 -5 -4 12 '' '' Exempt Employees
A. The overtime provisions of this policy shall not apply to employees whose positions have
been determined to be exempt from the provisions of the FLSA. FLSA exempt employees
are expected to work the hours necessary to satisfactorily perform their jobs. FLSA
exempt employees may be required to work a specified schedule set by their supervisor.
B. The Town prohibits any deductions from FLSA exempt employees' pay that are
improper under the FLSA. If an FLSA exempt employee believes that an improper
deduction has been made to his or her salary, the employee should immediately report
this information to his or her direct supervisor, the Department Head 01r C'Pr
or to the Human Resources Director. The Town will promptly investigate
100038093.DOCX / 21 3 -17
EXHIBIT A
•
III IN Ilk
•
.. .. .. . I . . .. . .. " . .. .
..
- - - - - -- - - - -- - P f f P E f- i A - - - - -- - - -- - - -= -- - -- — F A
-- t.L&Le non %-Z%%--L-A-L vlositi 01.f vla:;; iJL4R Y III vertime and com�ensator�tirovisions annly only to
non - exempt emnlovees.
D. Nothing in this policy shall be construed to contravene the provisions of the Fair Labor
Standards Act (FLSA).
Section 3 -5 -4 12 '' '' Exempt Employees
A. The overtime provisions of this policy shall not apply to employees whose positions have
been determined to be exempt from the provisions of the FLSA. FLSA exempt employees
are expected to work the hours necessary to satisfactorily perform their jobs. FLSA
exempt employees may be required to work a specified schedule set by their supervisor.
B. The Town prohibits any deductions from FLSA exempt employees' pay that are
improper under the FLSA. If an FLSA exempt employee believes that an improper
deduction has been made to his or her salary, the employee should immediately report
this information to his or her direct supervisor, the Department Head 01r C'Pr
or to the Human Resources Director. The Town will promptly investigate
100038093.DOCX / 21 3 -17
EXHIBIT A
ME
rnm
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
reports of improper deductions. If the Town determines that an improper deduction has
occurred, the Town will promptly reimburse the employee for the improper deduction.
POLICY 3 -6 V . 0 . 1 . 1c .-. 414 3 . 42 1. HOLIDAY PAY
It is the policy of the Town to grant paid time off to eligible employees on the Town
Council - approved holidays listed in Chapter 4 of these Personnel Policies and Procedures.
However, if a non - exempt employee is required to work on a Town - approved holiday, the
employee is also eligible for holiday pay.
- - - I I I I I - I - - - -- - - - - - - - -- - - - --
-- - - -- - - - -- - -- -- - - -- - -- ATM - - WWI -- - - - - -
- - - - - - - - - -- - - - - - - - - - - -
- -- - - - - -- - - --
POLICY 3 -7 ADJUSTMENTS TO PAY BASED ON EMPLOYMENT ACTION
Adiustments to employee pay may occur on the basis of em actions as set forth in this
olic .
100038093.DOCX / 21 3 -
EXHIBIT A
- - - - 1 - -
- - - - -- - - - - - - -
I I � AMW AW
- - -- - - - - - - - -- - - - --
-- - - - - - - - - - - - - - - - -- - - - - - - -- -
� Jwi
- man - - - - - -
-- -- - --
- - - - -- -
1
- - - - - - -- - RIL- - - -�
POLICY 3 -7 ADJUSTMENTS TO PAY BASED ON EMPLOYMENT ACTION
Adiustments to employee pay may occur on the basis of em actions as set forth in this
olic .
100038093.DOCX / 21 3 -
EXHIBIT A
rnm
MARANA
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
Section 3- 7- 1 - Promotion, Demotion and Lateral Transfer
A.
mo ti E%)P:LnLf- LJLL o%-/ Nv ev le F-, J*L.JL L JIL L%-1 E -1 -L EumstanEle SYL&I-LaILIL t.LJLI.e.- p1riL-olmoted.. e%-.mJLLH s fate gz�f 4=1;4
°
%-%-%,L ill °a + Le-- s ' za lai ���r�e --sa r ° �r s; �r r os;t;ons.An employee may
move from a position in a lower classification to a position in a higher classification
where the pay grade minimum and/ or maximum is of greater value. Such movement is
considered a promotion. Upon promotion, an emnlovee shall receive commensurate
ay
rw.
ANN 'a
a
- �iw
- - -- -- -- -- -- - -- -- All -- --
IF N �w, ILV�LMM" = LVA
- -- - - -- - -- - - --
- - -
- - - - -
- -- - - - - -
- -
-
Alk
- - - -- - - - - -- - - - --
-- - -- - - - NM
EW ,
IF
-
0
- 1 1M . - - -
- - - - - - - - - - - - - -
-- - - - - - - - --
- - - - - -- -
-- --
- - - - - - - - - -
-
- - - -- - -
- -
W
-
All
- -- - - - -NOWN.W -
-- - -
- - -- - - -- -
N ALI
-- M1.1 -
- M - - U.
-- -- - - - --
- -- -- - -
I - -- - -- - --
-
- - - - -- -
- - - - - -
- - - - -
-
A.
mo ti E%)P:LnLf- LJLL o%-/ Nv ev le F-, J*L.JL L JIL L%-1 E -1 -L EumstanEle SYL&I-LaILIL t.LJLI.e.- p1riL-olmoted.. e%-.mJLLH s fate gz�f 4=1;4
°
%-%-%,L ill °a + Le-- s ' za lai ���r�e --sa r ° �r s; �r r os;t;ons.An employee may
move from a position in a lower classification to a position in a higher classification
where the pay grade minimum and/ or maximum is of greater value. Such movement is
considered a promotion. Upon promotion, an emnlovee shall receive commensurate
ay
B. An employee may move from a position in a higher classification to a position in a lower
classification tA1% t ®n T T ^l t r� i P 4- I PC-f-pa �Pr
in�IJLAL%P- l�i"��liiEnwhere the pay grade minimum and/or maximum is of lesser
100038093.DOCX / 21 3 -
EXHIBIT A
- - - - - - - - - -
- - - - - - N OON
I - - - - - - - -
volo-A IEW -
- -- - - - -- - - - -- --
- - -- -- -- -- -- - -- -- All -- --
IF N �w, ILV�LMM" = LVA
- -- - - -- - -- - - --
Jill
S IF I
-- - -A 11 - - - -- -- - - - - -- --
- -- -- - - -- - --
-- - -- - - - - - -- - -- -- - -- - - - - -- -- -
R W.. 01111 11
1 1 1 11111
B. An employee may move from a position in a higher classification to a position in a lower
classification tA1% t ®n T T ^l t r� i P 4- I PC-f-pa �Pr
in�IJLAL%P- l�i"��liiEnwhere the pay grade minimum and/or maximum is of lesser
100038093.DOCX / 21 3 -
EXHIBIT A
ME
rnm
MARANA
�Z�/ I ll"\
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
value. Such movement is considered a demotion. Upon demotion, an employee shall
have his or her pay reduced.
.. I I I - - MAN
- I WWI
Al
a All, ra
11.01 W A ON i l l 1 1 1
11 1 11 1 1 11 Ill . - .. - - - -
�i
C. l- air -air -%;AL i A
an emqplalwee tfans An employee may move from one
position in one classification to a position in a different classification, or from one
position to another position in the same � ��e -E�� to -moo
' classification whereby the salary minimum and maximum are
equal. Such movement is considered a lateral transfer. The employee's pay shall not
change in this circumstance.
mil 11111il" I �WW W I •
•
1 - . -
��-
Al
•
N WA V . . V
1 00111,
NO
. . . . -
•
. - . .. - .. . - - Jilwlw �11� 1Allllllllllll�� Rw MAMB
l . . .. .. .
1 1
w wlww a ll I ill I I I w
1 . . .
vp . . . .
. .
• wi
•
Ill
""%`6gwMw, 111d N11. M WIN . . •
. . . • NI . . .
W
•
100038093.DOCX / 21 3 -20
EXHIBIT A
.. . . . -
lau
• .. . . -
•
. - - . . - . - . .. -
..
. . . a
• •
N .. - . .. 1 111 11 1 . . .
. . P.
.. 11
. 1 I . - - .
•
I I
•
.0. . � VW,
100038093.DOCX / 21 3 -20
EXHIBIT A
ME
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3 Er���
CLASSIFICATION AND COMPENSATION
- - -- - - - - �.t-'R
-f��
.. ..
... .- --
- -- - - - - --
- ..
- _
_ .
.. .. -.
..
�.- ....
- _
•
- ..
N o g . _
-. M.. ..
W , 11111 111 111 111 1 W III
W 0 L� &VIEll,%MVIN
N 'W JAJ I IMAM W 99 01 IN %,WD M
9 MINE �WW W A& W
I I I , , I I
W I m
kWA W V RLMWMPIW� El W Ilill J�NW � ��l I 1 11 1
J 11 1 11111�11 1 1 EVAN W MLqWMRWLW�B
�w�M M 111
M �W�
' •
All M Ah
•
I
-
•
. ..
E re JJ 0 410 1% - 1 0
1 11
WILVIRWRIMILVAIN
_ mill
• E MAIN 14
.. ..
mmmm .
All
. .
.. .. 1 . .... � WW
... . .. . . . . . . . ..
Will WI� IWAVIN M lill ft �wl maw MAW m IN III M lill mil Mv� Wil �im UP IN G Will ILWM
0 Ah'i
Section 3- 7- 2 Assignments and Special Assignment Pay
A. The Town may, in its sole discretion, assign employees to special assignments. The
number, type and duration of any special assignments shall be determined by the Town
based on operational needs and is subject to periodic review by the Town.
B. If assigned, special assignments shall not be considered a right or entitlement. An
employee in a special assignment has no rights to that assignment or any tasks associated
with that assignment no matter the duration of the special assignment.
C. Special assignments may include:
1. Working out-of-classification in a higher level classification
2. Performing additional duties outside of the scope of the employee's regular
classification for a period of time, such as assuming some or all of the responsibilities
of a vacant position and/or temporarily assuming the title of a vacant position
3. Serving in a lead or supervisory role when the employee's regular position does not
require lead or supervisory responsibilities
REW HE
I I Will V 'AL�MUL�lL�IALW Will �JIWW
il M
I 11 1�. WINNOV! k@ME�=
ME -- - W.
- al I i i . - -
•
D. &-Special assignment pay may be provided to employees serving in a special assignment,
depending upon economic conditions and the Town's ability to pay. k �r ��; n'
100038093.DOCX / 21 3 -21
EXHIBIT A
MARANA
TOWN OF MARANA
CHAPTER 3. Er���
CLASSIFICATION AND COMPENSATION
Section 3 -7 -3 Sie,at ^n 2 -9-7 Call -Out Pay
When a non - exempt employee is called back to regular duty more than one hour after
leaving Town facilities at a time other than the employee's regular assigned shift to perform
unscheduled duties which are in excess of the employee's regular hours of work, the
employee will receive a minimum of two hours pay each time called out, or the actual time
worked, whichever is greater.11i�r. ^ ��� r ti+n T� T�,, • 4. - %,L
L %- r K l %.11 L %- 1 L {. 1 1 %- K K, V V i & %_ l %_ %1 .r r 11 t. K 1/ l ti, 11 L {iL V {. K %.'L %.i L V l iL %_ %, 1
Section 3 -7 -4 ^� ? Q-On- Call/Stand -By Assignments;
� e-Ect 8—On-Call/Stand-By Pay
The Town Manager may designate certain non - exempt positions as eligible to receive on -call
and /or stand -by pay based on the need for 24 hours per day, 7 days per week coverage and
emergency response requirements. Department Heads or those in the chain of authority
above the level of Department Head who have such positions in their chain -of- command
shall determine the length, duration and rotation of on -call or stand -by TJL-LJLL(a-:
b��i#
100038093.DOCX / 21 3 -22
EXHIBIT A
•
�.
1 1 111 T " '
.. ....
- . . . ..
•
..
Ah
.. -
.Igo
- ..
•
•
IRl 00 W �11 I , I 0 � 0 ', -
•
[M W I jW11R1kWA&VA�WAWftv�V1F%
mm � am ft "
I
NWIIWW��JWIVX I MN W I �� �1 1 ��l I I I I I I 1 01
NIN! WN 011
1
•
1
m am
. I I
ft
I I ll I I I I I I I
1!1 mn
I - -
• �
I I'' I
MAW V WNWMIll EVAN V w l�w v
. . . o
.. .. .. . .
. . .. MUNI .. -
•
Section 3 -7 -3 Sie,at ^n 2 -9-7 Call -Out Pay
When a non - exempt employee is called back to regular duty more than one hour after
leaving Town facilities at a time other than the employee's regular assigned shift to perform
unscheduled duties which are in excess of the employee's regular hours of work, the
employee will receive a minimum of two hours pay each time called out, or the actual time
worked, whichever is greater.11i�r. ^ ��� r ti+n T� T�,, • 4. - %,L
L %- r K l %.11 L %- 1 L {. 1 1 %- K K, V V i & %_ l %_ %1 .r r 11 t. K 1/ l ti, 11 L {iL V {. K %.'L %.i L V l iL %_ %, 1
Section 3 -7 -4 ^� ? Q-On- Call/Stand -By Assignments;
� e-Ect 8—On-Call/Stand-By Pay
The Town Manager may designate certain non - exempt positions as eligible to receive on -call
and /or stand -by pay based on the need for 24 hours per day, 7 days per week coverage and
emergency response requirements. Department Heads or those in the chain of authority
above the level of Department Head who have such positions in their chain -of- command
shall determine the length, duration and rotation of on -call or stand -by TJL-LJLL(a-:
b��i#
100038093.DOCX / 21 3 -22
EXHIBIT A
. ....
- ..
�.
1 1 111 T " '
.. ....
..
I NIN.
- ''1
....
.. .. ..
Ill
. ..
.. -- - .. .. ..
- �.Wffim .
. .. .... . .. ..
•
I A I •
Section 3 -7 -3 Sie,at ^n 2 -9-7 Call -Out Pay
When a non - exempt employee is called back to regular duty more than one hour after
leaving Town facilities at a time other than the employee's regular assigned shift to perform
unscheduled duties which are in excess of the employee's regular hours of work, the
employee will receive a minimum of two hours pay each time called out, or the actual time
worked, whichever is greater.11i�r. ^ ��� r ti+n T� T�,, • 4. - %,L
L %- r K l %.11 L %- 1 L {. 1 1 %- K K, V V i & %_ l %_ %1 .r r 11 t. K 1/ l ti, 11 L {iL V {. K %.'L %.i L V l iL %_ %, 1
Section 3 -7 -4 ^� ? Q-On- Call/Stand -By Assignments;
� e-Ect 8—On-Call/Stand-By Pay
The Town Manager may designate certain non - exempt positions as eligible to receive on -call
and /or stand -by pay based on the need for 24 hours per day, 7 days per week coverage and
emergency response requirements. Department Heads or those in the chain of authority
above the level of Department Head who have such positions in their chain -of- command
shall determine the length, duration and rotation of on -call or stand -by TJL-LJLL(a-:
b��i#
100038093.DOCX / 21 3 -22
EXHIBIT A
ME
MARANA
�Z�/ I II I'\
TOWN OF MARIANA
CHAPTER 3. Er����
CLASSIFICATION AND COMPENSATION
Section 3 -7 -5 !Sent ^n 2 -9 -a Shift Differential Pay
::% ijijiaij
P_ ��S- �' �52� '}�$�t'1�- �;FF,,,.,,,- .+:.,1 i .. � .,ll c
�xr v- ic�
�4a�agef The Town Manager v designate certain non - exempt positions as eli ibl�e to
receive shift differential pay based on budget capacity with consideration given to the shift
differential rates paid in other jurisdictions that make up the Town s market for the purposes
of surveying pay and benefits.
POLICY 3 -8 CLOSURES
Emergencies such as severe weather, fires, power failures or floods can disrupt Town operations
and may require the closing of a work facility. Closing of a work facility is at the sole discretion
of the Mayor, Town Council or Town Manager. In the event that an emergency occurs during
non - working hours, Department Heads or those in the chain of authority above the level of
Department Head will be responsible for notifying the affected employees.
- - -- - -- -
- - - -- - - -- - -- -- - -- - -
POLICY 3 -9 1201 v 1G- �1 VEHICLE ALLOWANCE/TAKE -HOME VEHICLES III
The Town Manager may authorize a monthly vehicle allowance or the use of a Town take -home
vehicle for certain employees. The Town Manager shall take into consideration the amount and
type of local travel required of a position when granting a vehicle allowance or providing a
Town take -home vehicle.
Section 3 -9 -1 3. J 1 Unclassified Employees
A. The Town Manager may provide a vehicle allowance or take -home vehicle to
unclassified employees to compensate them for required frequent travel to meetings and
work assignments throughout the Town and Pima County.
100038093.DOCX / 21 3 -23
EXHIBIT A
Mold
MARANA
TOWN OF MAMNA
CHAPTER 3. Cr����
CLASSIFICATION AND COMPENSATION
B. The Town Manager may authorize the use of a Town take -home vehicle in lieu of a
monthly vehicle allowance for an unclassified employee when using a Town vehicle
results in operational efficiencies. In authorizing a Town take -home vehicle, the Town
Manager shall take into consideration whether the employee must be routinely available
for immediate emergency response, routinely carries and accesses Town equipment in
the course of travel or routinely accesses areas that may be restricted to Town vehicles.
Section 3 -9 -2 Seca ^u 34 1 414 1 - Classified Employees
The Town Manager may authorize the use of a Town take -home vehicle for a classified
employee when using a Town vehicle results in operational efficiencies. In authorizing a
Town take -home vehicle, the Town Manager shall take into consideration whether the
employee must be routinely available for immediate emergency response, routinely carries
and accesses Town equipment in the course of travel or routinely accesses areas that may be
restricted to Town vehicles.
Section 3 -9 -3 Sueedt ^n 3 2 4 1 4 1 - 3- Vehicle Allowance
A. The Town Manager shall establish monthly vehicle allowance rates within Town
Council - approved budgetary limits.
B. Employees who receive a monthly vehicle allowance may not use a Town vehicle as a
take -home vehicle and may not request mileage reimbursement for local travel within a
one -way direction of 25 miles from the employee's regular work location.
Section 3 -9 -4 2 1-IL-4—Take-Home Vehicles
A Town employee who is authorized the use of a Town take -home vehicle may not receive a
vehicle allowance during the same time period.
POLICY 3 -10 3J AND INTERVIEW EXPENSES
Section 3 -10 -1 3 J-2-1 Expenses
A. The Town Manager, in his or her sole discretion, may authorize reimbursement of
relocation expenses for a newly hired unclassified employee in an amount of up to
$5,000.
B. Reimbursement of relocation expenses shall be a one -time reimbursement, limited to the
cost of moving furniture and personal effects from the employee's current home to his or
her new home.
100038093.DOCX / 21 3 -24
EXHIBIT A
ME
rnm
MARANA
�Z�/ I �
TOWN OF MARANA
CHAPTER 3. Cr����
CLASSIFICATION AND COMPENSATION
C. The reimbursement shall be treated as income to the employee.
D. The relocation and reimbursement of expenses must occur within the 12 -month period
following the unclassified employee's hire date.
E. Unclassified employees who are offered and accept reimbursement of relocation
expenses shall be required to sign an agreement as part of an initial offer of employment
letter indicating acceptance of all the terms of the relocation expense reimbursement.
Section 3 -10 -2 S°^ti ^n 2 -1-1-2 Interview Expenses
In an effort to attract and consider candidates with exceptional qualifications, and to ensure a
competitive interview pool, the Town Manager may, in his or her sole discretion, authorize
payment of travel expenses to and from an interview process at the Town of Marana for a
vacant, unclassified position. Only transportation and lodging expenses shall be considered
for reimbursement.
- - -- - - -- - - - - - -- - -- - - -- - • . - - - - - -- -- -- -
. 1111 . 1,
W I M 11 111 11 1 ii lm - . .- - - - . I - -. 1/ - -- -• - - •- - - -
LWA m 0 11l ass - -- -
•
K N O W -
. -
•
100038093.DOCX / 21 3 -25
EXHIBIT A
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
POLICY 6 -1 MANAGEMENT
The Towri s performance management program relies on a system of establishing a0als,
strategies and performance benchmarks for the organization and then identifyin how
individual and team efforts contribute to the overall achievement of Town strategic obiectives.
Each employee is an important part of the Town's overall success in its mission to serve the
citizens of Marana. An employee's performance is directly linked to his or her compensation.
The Town Manager is responsible for establishing a systematic process for the ongoing
evaluation of organizational and employee performance. At a minimum, this system will link to
Town -wide goals and strategies, set appropriate expectations, share on!aoin!a and timely
feedback, provide opportunities for coaching and distinguish between levels Of performance.
The Human Resources Director shall be responsible for ensuring implementation of an
employee performance management system.
Section 6 -1 -1 Initial Evaluation Period
The initial evaluation period is a period of time constituting the final step in the screening
process for appointment to a regular full- or part -time classified position. Employees shall be
evaluated at least once during their initial evaluation period; however, managers and
supervisors are encouraged to evaluate employees more often to provide ongoing feedback.
A. Except for employees in the Police Department as otherwise provided in this section, all
full- and part -time employees hired in a classified position, laterally transferred to a
classified position in a different classification title or in a different department than the
employee was in prior to transfer or demoted or promoted from one classified position to
another shall serve in an initial evaluation period for six months from the date of hire
transfer, demotion Or promotion. However, an employee laterally transferred or
demoted will not be required to complete an initial evaluation period in the new position
if the employee has previously completed an initial evaluation period in the same
classification and in the same department.
B. All full- and part -time employees hired in a classified position in the Police Department,
laterally transferred within the Police Department to a classified position in a different
classification title than the employee occupied prior to transfer or demoted or promoted
from one classified position in the Police Department to another, shall serve in an initial
evaluation period for 12 to 16 months from the date of hire, transfer, demotion or
promotion as provided in this section, except that a demoted employee will not be
required to complete an initial evaluation in the new position if the employee has
100038185.DOCX i 21
EXHIBIT B
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
previously completed an initial evaluation period in the same classification within the
Police Department.
1. Newly hired civilian employees, laterally transferred civilian and Arizona Peace
Officer Standards and Training (AZPOST) - certified employees and promoted civilian
and AZPOST- certified employees in classified positions in the Police Department
shall serve in an initial evaluation period for 12 months from the date of hire, transfer
or promotion. Demoted civilian and AZPOST- certified employees in classified
positions in the Police Department who are required to serve in an initial evaluation
period shall serve in an initial evaluation period for 12 months from the date of
demotion.
2. Newly hired employees who will begin their employment with the Town by
attending a police academy shall serve in an initial evaluation period for 16 months
from the date of hire.
C. Notwithstanding the provisions of this section, an employee who is demoted, promoted
or transferred due to a reclassification of a position and who has been perf ormin
duties of the reclassified position for six months or Ion -er prior to the reclassification,
will not be required to complete an initial evaluation period in the reclassified position.
D. Employees who are required to complete an initial evaluation period pursuant to this
section will not be considered finally appointed to a full- or part -time classified position
until successful completion of the initial evaluation period. Successful completion of the
initial evaluation period is evidenced by a satisfactory or higher rating on a performance
appraisal document which must be completed and reviewed at least one week prior to
the date that the employee's initial evaluation period is scheduled to conclude.
Notwithstanding the one -week time frame discussed in this paragraph, managers and
supervisors shall review and discuss performance deficiencies with employees as soon as
possible to allow the employee the opportunity to correct the deficiencies prior to the
completion of the initial evaluation period. Employees serving in an initial evaluation
period of 16 months shall be evaluated at least two times during the initial evaluation
period, once at 12 months and once at the scheduled conclusion of the initial evaluation
period. The Human Resources Department is responsible for maintaining records of
employee appointments and promotions and the duration of initial evaluation periods.
Department heads or the chain of authority above the level of Department Head, where
applicable, are responsible for ensuring that training, informal feedback about
performance, and formal performance appraisals are completed in a timely manner
during the initial evaluation period.
E. Employees serving in an initial evaluation period are at -will employees as defined in
these Personnel Policies and Procedures. As such, durina the initial evaluation period,
100038185.DOCX i 21
EXHIBIT B
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
employment may be terminated at any time, with or without cause. The decision to
terminate employment shall be made by the employee's Department Head or the chain of
authority above the level of Department Head, where applicable, after consultation with
and approval by the Human Resources Director. The employee must be notified in
writing that he or she has failed to successfully complete the initial evaluation period
prior to the conclusion of the initial evaluation period. If the employee is not notified of
unsuccessful completion prior to the conclusion of the initial evaluation period, the
employee will be considered to have successfully completed the initial evaluation period.
The decision to terminate employment during the initial evaluation period is not subject
to appeal under the personnel action review procedures set forth in Chapter 5 of these
Personnel Policies and Procedures
F. Notwithstanding that an employee serving an initial evaluation period as a lateral
transfer or due to a promotion is an at -will employee, the employee who does not
successfully complete the initial evaluation period in a transfer or promotion may be
restored to his or her former position. Such restoration is not mandatory, but is optional
at the discretion of the Town and within the limits of available authorized positions. If an
employee is restored to his or her former position, restoration shall include restoration of
the employee's former pay and all other benefits to which he or she would have been
entitled if the transfer or promotion had not occurred, except that any compensatory time
that was paid out to an employee who transferred or promoted into an exempt position
will not be restored if the employee returns to a non - exempt position.
Section 6 -1 -2 Extension of the Initial Evaluation Period
The Town may extend an employee's initial evaluation period if it is determined that more
time is necessary to evaluate the performance of the employee. All extensions of the initial
evaluation period shall be approved by the Department Head or the chain of authority above
the level of Department Head, where applicable, and the Human Resources Department. The
employee shall receive a written notice of the extension no later than the last day of the initial
evaluation period. If the employee is unavailable to receive such a notice in person, the Town
shall send a letter to the last known address of the employee on file with the Human
Resources Department. In either case, the date of the letter shall be deemed the effective date
of the notice. A copy of the notice of extension will be forwarded to the Human Resources
Department for inclusion in the employee's personnel file. Under no circumstances may the
total time for the initial evaluation period exceed 24 months. The initial evaluation period
may be extended under, but not limited to, the followina circumstances.
A. The em lovee has had a leave of absence durin the initial evaluation eriod that exceeds
15 calendar days.
100038185.DOCX i 21
EXHIBIT B
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
B. The employee's performance is not satisfactory, but the Department Head believes that
with more time and supervision the employee may succeed in the position. In such cases,
the Department Head shall develop a documented plan of action for improvement.
C. Supervisor continuity is interrupted during the initial evaluation period.
D. The work assigned to the employee's position is cyclical and the initial evaluation period
did not provide an opportunity to adequately evaluate all aspects of an employee's
Perf ormance.
Section 6 -1 -3 Performance Management Process
A. Classified employees who have completed the initial evaluation period shall receive a
formal performance appraisal document once per year. This appraisal shall be for the
P erformance period coverin the prior fiscal year, beginning on July 1 and endin on
J une 30.
B. Department Heads or the chain of authority above the level of Department Head, where
applicable, and supervisors shall recommend an appropriate = performance appraisal
rating based on the Town's pay for performance guidelines.
C. Opportunities for adjustments to pay based on Performance are established by the Town
Council each year as part of the annual budget process. The amount of funds available
for ii2erfo rmance based increases is subject to economic conditions and the Town's ability
to a .
D. If an employee disagrees with his or her performance appraisal document, the employee
may request a meeting to discuss the appraisal with the Department Head within three
working days of the employee's receipt of the Performance appraisal document. If the
Department Head prepared the employee's per ormance appraisal document, the
employee may request a meeting with the appropriate person in the chain of authority
above the level of Department Head within the three -day time period. After the meeting,
if the employee continues to disagree with the performance appraisal document, the
employee may submit a written rebuttal which will be filed in the employee's personnel
file in the Human Resources Department. Performance appraisals are not subject to
appeal under the personnel action review procedures set forth in Chapter 5 of these
Personnel Policies and Procedures.
E. The final employee performance evaluation and the employee's written rebuttal, if any
shall become a permanent part of the employee's official personnel file and will remain
filed for the length of time required bylaw.
100038185.DOCX i 21
EXHIBIT B
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
POLICY 6 -2 EDUCATION ASSISTANCE
The Town of Marana may provide education assistance in the form of tuition reimbursement to
eligible employees.
Section 6- 2- 1
The Town of Marana recognizes that the skills and knowledge of its employees are critical to
the success of the organization. The education assistance program encourages personal
development through formal education so that employees can maintain and improve
job- related skills or enhance their ability to compete for reasonably attainable jobs within the
Town.
Section 6 -2 -2 �eEt i ^n 6 -I 42—Budget Appropriation and Capacity
A. The education assistance program is subject to any limitations imposed by the Town's
budget appropriations and capacity and the availability of funds. If the Town Council is
unable to appropriate sufficient funds for the program, the Town shall be under no
obligation to provide tuition reimbursement to employees.
B. Available funds shall be disbursed to eligible employees on a first -come, first - served
basis for any given fiscal year. Once available funds in a fiscal year are expended, no
further reimbursement to employees will occur.
Section 6- 2- 3 6 J 2 Reimbursement
A. Employees approved for participation in the education assistance program shall receive
reimbursement from the Town for 75 percent of approved tuition costs, as defined by this
Policy. The employee shall be responsible for any remaining balances.
B. The maximum assistance available to any one employee is $5,000 per fiscal year.
C. The employee shall be responsible for all other expenses, including, but not limited to,
books, supplies, parking, and application and registration fees.
Section 6 -2 -4 G I '' Eligibility for Participation
A. All regular full -time employees with satisfactory work and attendance records who have
successfully completed the initial evaluation period are eligible to participate in the
education assistance program.
B. Employees who receive grants, scholarships, or veteran's benefits that cover tuition costs
are eligible to participate, but the Town will only reimburse the employee for those
tuition costs that are not covered by these external funds.
100038185.DOCX i 21
EXHIBIT B
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
C. Only courses that begin after a new employee's initial evaluation period ends will be
eligible for reimbursement.
D. Employees participating in the program must earn a grade of "C" or higher in graded
courses or a grade of "pass" in pass/fail courses in order to remain eligible. Employees
shall provide proof of satisfactory grades in the form of an original grade report or
transcript to the Human Resources Department within 45 calendar days of the
completion of each course.
Section 6- 2- 5 ° ^� ^� 4-1 -� Criteria for Approval
A. All courses shall be directly related either to the employee's present job or to a position
within the Town to which the employee could logically progress in the future or a part of
a planned program leading to an undergraduate or graduate degree in a field that has
applicability to Town business (e.g., accounting, engineering, criminal justice).
B. All courses shall be taken on the employee's own time, during off duty hours.
C. All courses shall be taken at accredited colleges, universities or community colleges or at
Town - approved vocational and trade schools.
Section 6 -2 -6 �°^t °n 6 I 6--Application and Reimbursement Procedures
A. Employees shall complete a tuition reimbursement application, available through the
Human Resources Department, before registering for any courses.
B. All applications must have the prior approval of the employee's Department Head, as
indicated by the Department Head's signature on the application.
C. Applications shall be reviewed and approved or disapproved by the Human Resources
Director or designee and the Town Manager or designee. Employees shall not be
reimbursed for any courses enrolled in prior to receiving written confirmation of
approval from the Town Manager or designee.
D. If the application is approved, employees must submit a completed request for
reimbursement, along with proof of satisfactory grade (s), within 45 calendar days of the
completion of each course. Failure to submit the completed request as required within
the time limit shall result in disqualification for tuition assistance.
E. Requests for reimbursement shall be reviewed by the Human Resources Director and
then routed to the Town Manager or designee. Upon final approval of the request for
reimbursement by the Town Manager or designee, reimbursement shall be distributed to
the employee.
100038185.DOCX i 21
EXHIBIT B
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
F. The approval of an employee's participation in the education assistance program is not a
guarantee that the employee will receive reimbursement. Reimbursement is based upon
the employee's continued satisfactory work performance.
Section 6 -2 -7 Smeedt ^n 16-1-4—Termination of Employment
A. Employees participating in the education assistance program who separate from Town
employment for any reason within 12 months of receiving reimbursement shall be
required to repay the Town the full amount of the reimbursement.
B. The amount of repayment to the Town shall be withheld from the employee's final
paycheck.
C. If the amount of the employee's final paycheck is not sufficient to cover the cost of
repayment to the Town, the employee shall be required to reimburse the Town for the
amount due at the time of termination.
POLICY 6 -3 nnT rr,v 6 . - 21 TOWN- SPONSORED AND REQUIRED TRAINING
It is the policy of the Town to encourage and coordinate training opportunities for employees
and supervisors to enhance the efficiency and effectiveness of Town services. "
Section 6 -3 -1 Definition
For purposes of this policy, "training" is defined as any work - related seminar, conference,
convention or workshop attended by an employee when registration and expenses are
funded in whole or in part by the Town;
Section 6 -3 -2 G ' 1--Procedures
A. The employee's Department Head must approve attendance at training programs within
the state prior to registration by the employee.
B. The Town Manager or designee must approve attendance at training programs
out -of -state prior to registration by the employee.
C. Town - sponsored and required training shall generally be arranged during regularly
scheduled work hours. A Department Head may change the standard work hours of an
employee to accommodate or require attendance at training activities. Required training
shall be considered hours worked.
D. Employees who acquire training on their own time and expense are encouraged to notify
the Human Resources Department so the information can be noted in the employee's
100038185.DOCX i 21
EXHIBIT B
M
TOWN OF MARANA
CHAPTER 6
PERFORMANCE MANAGEMENT AND EMPLOYEE
DEVELOPMENT
personnel file. A copy of any certificates awarded should be forwarded for inclusion in
the employee's personnel file.
E. The Human Resources Department shall maintain an employee training history and shall
periodically audit training attendance and policy compliance.
POLICY 6 -4 nnI Ir , v 6. -2 SPECIAL LICENSES AND MEMBERSHIP FEES
Membership in outside organizations shall be in the name of the Town, if possible.
Section 6- 4- 1 As a Condition of Employment
A. The Town will pay the current annual dues or fees for each employee who is required to
be a member of a professional organization or who must maintain current a particular
certification or license as a condition of employment.
B. The employee must present a dues statement or other verification of the amount due to
his or her Department Head. Payment will be made upon approval by the Department
Head.
C. Whenever possible, the Town will pay the dues or fees directly to the professional
organization or licensing agency on behalf of the employee. If the Town cannot pay the
dues or fees directly to the professional organization, the Town will make a lump sum
payment to the employee in the amount of the current annual dues or fees.
Section 6 -4 -2 S^^440 G?' As a Condition of Professional Growth
A. Employees who belong to professional organizations that are not required as a condition
of employment, but that promote individual professional growth, competence and
effectiveness in functioning as Town employees are encouraged to attend local, state and
national meetings subject to approval by the Department Head and budgetary
limitations.
B. Payment of dues and fees for these non - mandated organizations is the responsibility of
the individual employee unless approved for Town payment by the Town Manager.
100038185.DOCX i 21
EXHIBIT B
EXHIBIT C
INTRODUCTION TO PERSONNEL POLICIES AND PROCEDURES
_ - _ _ .
- -- -
- - - - - -
--
Section 1 Purpose
A. These policies were developed to provide:
1. A written set of guidelines for human resources decisions;
2. A means of communication with employees, supervisors and directors;
3. A framework for consistency and fairness in recruitment, selection, placement,
promotion, retention and separation of Town employees based upon employees'
qualifications for a position;
4. A way to promote the Town's philosophy;
5. A tool to assist managers in the development of sound management practices and
procedures; and
6. A means of protecting the legal interests of the Town in compliance with federal and
state laws.
Section 2 Scope
A. These policies and procedures apply to all employees of the Town of Marana except
where specifically stated otherwise in the Town Code, in these Versonnel policies, or in
the case of the Town Manager and Town Magistrate, in an employment agreement.
These policies and procedures do not ariply to non - employee positions as defined in the
Town Code, including elected officials; members of #ke boards,
committees, and commissions; persons engaged by the town on a contractual basis
ee ntiraet te-s r semi ; volunteer personnel TA
L-7 r�i V e ner� nsz�i0n�rr n ; and other personnel whom the Council
may designate.
B. In the event of conflict between these policies and procedures and tr e T,,T..
�r�r��r�ns �' +� �� s state local or federal law, the terms and conditions of the
rnnc�, state local or federal law shall prevail.
Section 3 Amendments
A. Amendments aFrRA :F ^TT'�i to these policies may be proposed to the Town Council
through the Town Manager or Human Resources Director The Council may, at its sole
discretion by ordinance and/or resolution, , amend or repeal these
policies at anytime, with or without notice. Amendments %aFrRA:F ^TT' s to these policies
become effective upon their adoption by the Town Council or as otherwise designated
by the Town Council
100037545.DOCX /I
EXHIBIT C
B. Amendments to these personnel policies may be adopted by a majority vote of the Town
Council at any public meeting of the Council �At�he� -R�c_ �Tr�r��r � T T� �,,,,,r
te nts --a.AL %- ' . Amendments an iJ vc- � -s may be proposed and
_ adopted on the consent agenda.
Section 4 Personnel Policy Administration
Administration of the personnel policies is the responsibility of the Human Resources
Director.
Section 5 Disclaimer
None of these provisions shall be deemed to create a vested contractual right for any
employee nor to limit the power of the Town Manager or Council to repeal or modify these
rules. The policies are not to be interpreted as promises of specific treatment.
Revised: A4� , A QQQ July 1, 2014
100037545.DOCX /I