HomeMy WebLinkAboutResolution 2017-046 Approving and adopting amendments to personnel policies Chp 4, 5, 8 MARANA RESOLUTION NO. 2017-046
RELATING To PERSONNEL; APPROVING AND ADOPTING- AMENDMENTS To THE
TOWN'S PERSONNEL POLICIES AND PROCEDURES, REVISING CHAPTER 4 - EM-
PLOYMENT BENEFITS AND LEAVES, CHAPTER 5 — WORK RULES AND EMPLOYEE
DISCIPLINE, AND CHAPTER 8 —TERMINATION OF EMPLOYMENT
WHEREAS Chapter 3-3 of the Marana Town Code provides that the Town Council may
adopt personnel policies, rules, and regulations that follow the generally accepted principles of
good personnel administration and which may be modified or changed from time to time; and
WHEREAS the Town Council adopted Personnel Policies and Procedures via Town of
Marana ordinance 99.12 and Resolution 99-38 on May 18, 1999, which have been amended
from time to time; and
WHEREAS the Council finds that adoption of the amendments to the Town's Personnel
Policies and Procedures as set forth in this resolution is in the best interests of the Town and its
employees.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE
TOWN OF MAR..ANA, ARIZONA, as follows:
SECTION 1. Chapter 4 of the Town's Personnel Policies and Procedures, entitled "Em-
ployment Benefits and Leaves", is hereby amended as set forth in Exhibit A attached to and in-
corporated by this reference in this resolution, with deletions shown with c *.;lwot,fs and additions
shown with double underlining, and with the following additional provisions:
A. Policy 4-3 "Personal Leave" is removed from Chapter 4 of the Town's Personnel Pol-
icies and Procedures and replaced by new Policy 4-3 "Managed Time off (MTO)
Leave" as set forth in Exhibit A. The Personal Leave policy shall remain in effect
through December 31, 2017, except that employees who begin employment with the
Town after June 23, 2017 shall not receive any personal leave. As of January 1,
2018, the Personal Leave policy is hereby rescinded and all references to personal
leave in the Town's Personnel Policies and Procedures are hereby deleted.
B. Eligible employees shall receive managed time off(MTO) leave hours as follows:
1. Eligible full-time employees shall receive 56 hours of MTO leave on June 24,
2017..
2. Eligible part-time employees shall receive a prorated amount of INTO leave
on 'rune 24, 2017, based on the number of hours per week that they are ofr-
cially schedule to work.
Marana Resolution No.2017-046
3. Thereafter, eligible employees shall receive MTO leave hours in accordance
with Policy 4-3 "Managed Time Off(MTO) Leave" as set forth in Exhibit A.
C. Any employee who, as of June 24, 2017, has a vacation leave balance in excess of the
maximum vacation accrual limit applicable to the employee per Section 4-1-4 of the
Town's Personnel Policies and Procedures, as set forth in Exhibit A. will have until
December 7, 2017 to come into compliance with the maximum vacation accrual limit
applicable to the employee. Effective December 8, 2017, any vacation leave hours in
excess of the maximum vacation accrual limit shall be paid out to the employee at the
employee's base rate of pay in the pay check for the pay period ending December 15,
2017. Thereafter, all vacation leave balance and accrual limits shall be in accordance
with Section 4-1-4 as set forth in Exhibit A.
SECTION 2. Chapter 5 of the Town's Personnel Policies and Procedures, entitled
"Work Rules and Employee Discipline", is hereby amended as set forth in Exhibit B attached to
and incorporated by this reference in this resolution, with deletions shown with Qtriloaeutsl and
additions shown with double underlining.
SECTION 3. Chapter 8 of the Town's Personnel Policies and Procedures, entitled
"Termination of Employment", is hereby amended as set forth in Exhibit C. attached to and in-
corporated by this reference in this resolution, with deletions shown with stfikeottts and additions
shown with double underlining.
SECTION 4. All ordinances, resolutions, or motions and parts of ordinances, resolu-
tions, or motions of the Council in conflict with the provisions of this resolution are hereby re-
pealed, effective as of the effective date of this resolution.
SECTION 5. The Town's manager and staff are hereby directed and authorized to under-
take all other and further tasks required or beneficial to carry out the terms, obligations, and ob-
ectives of the aforementioned amendments.
SECTION 6. The amendments to the Town's Personnel Policies and Procedures ap-
proved and adopted by this resolution shall become effective on June 24, 2017.
PASSED AND ADOPTED by the Mayor and Council of the Town of Marana, Arizona,
this 16th day of May, 2017.
Mayor Ed hones'
ATTEST: APPROV AS T FORM:
ocelyn VBronson, Town Clerk ra. Cassi owrf-Attorne
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Maram) Rcsolution No. 2017-0116 MARANA A7.
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POLICY 4-1 VACATION LEAVE
The Town of Marana provides vacation leave with pay to eligible employees.
[No revisions to Sections 4-1-1 through 4-1-31
Section 4-1-4 Maximum.Accrued Hours Permitted
A. Except as provided in paragraph D below, Aan employee's accrued vacation leave
balance shall not be permitted to exceed the hours desi .ted on the followin schedule:
2-40P LLL%E_)#U3rSs
�xirx�.urx�Vacation H�uxs
Length of Service Maximum Accrued Vacation Hours
0 to years 180 hours
*5--10 years 200 hours
* 10 years 240 hours
B. Th orofcyro, eEmployees shall not be credited for vacation leave in excess of the maximum
accrued hours ermitted based on their len th of service I''. h�� ��. Employees who are
approaching the maximum accrued vacation hour cut--off shall be notified by the
Finance Department of their vacation leave balance and given the opportunity to request
vacation leave before vacation leave hours are forfeited.
C. In extenuating circumstances, the Town Manager may approve an exception to this
provision and grant an employee an additional 90 calendar days to come into
compliance with the maximum accrued vacation-hour rule without forfeiting any
vacation leave. This exception will only be granted once per rolling 12-month period.. If
the employee fails to carne into compliance with the maximum accrued vacation-
hour rule within the additional. 90--day period, the employee will forfeit all accrued
vacation leave in excess of the maximum accrued hours.
D. Employees in the followim-Y cate ories shall be ermitted to accrue a maximum of 240
hours of vacation _regardless of len th of service:
1. Deputy or Assistant Town Managers
2. General Mana ers
3. De artment Heads
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EMPLOYMENT LEAVES AND BENEFITS
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4. Depuly or.Assistant Department Heads with many ement res onsibilities includin
supervision of staff.
[No revisions to Sections 4-1-5 through 4-1-71
POLICY 4-2 SICK LEAVE
Section 4-2-1 ' ' Definitions
A. For pumoses of this policy, "sick leave" means time that is compensated at the same
hourly rate and with the same benefits, includm* health care benefits, as the employ"ee
normally earns durina hours worked and includes "earned Paid sick time" as defined in
A.R.S. q 23-371(D).
3n 01 VMr
IL/ •
B. For purposes of this polic 4"fanuft member" means:
1. Rejazardless of age,a biolo gical, adopted or foster child stepchild or legal ward,....a
child of an employee's domestic partner, a child to whom the employee stands in
loco wren tis or an individual to whom the em to ee stood in loco parentis when the
individual was a minor•
2. A biolo ical foster, stepparent or adoptive parent or le al izuardian of an em 10 ee
or an employee's spouse or domestic partner ora erson who stood in loco arentis
when the employee or em to ee"s spouse or domestic artner was a minor child-
3. A person to whom the em to ee is leizally married under the laws of anv state or a
domestic partner of an emto ee as re istered under the laws of an state or political
subdivision;
4. A grandvarent, grandchild, or siblin whether of a biolo ical foster,.- a optivel or
step relationship) of the employee or the employee's-spouse or domestic artner• or
5. Any other individual related by blood or affinity whose close association with the
em to ee is the equivalent of a f amil relationshi .
= -
Section 4-2-2 Accrual of Sick Leave
A. ns Short-term teoral employees shall accrue sick leave Vr'Lh
`ffe-C U0re i n tE^^f Lire at the rate of one hour of sick leave for every 30 hours worked.
B. Prior to June 24 2017 all regular full- and art-time classified and unclassified
employees, includin those servin m an initial evaluation eriod and term-limited
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temporary em to ees accrued sick leave at a rate determined by the Town. As of
June.24 2017 re ular full- and art-time classified and unclassified employees,
including those serviniz..in an initial evaluationeriod and term.-limited tern orar
em la ees will no Yon er accrue sick leave. Sick leave hours accrued by these
employees iprior tolune-24, 2017 will be transferred to a sick leave bank for the
employee's use. The provisions of this sick leave-policy will aloply to the sick leave bank
and whenever the term. "sick leave" is used in these Personnel Policies and Procedures
it shall include sick leave bank hours. An em to ee shall receive no additional sick
leave once the employee has used all the hours in the employee I s sick leave bank.
aeerue
r
TV A.&/ leave.
AL Jr VILY
Section 4-2-43 Permitted Uses
employees shall be permitted to use sick leave for the following reasons:
1. Personal illness, disease or injury or sur ical medical dental or o tical
appointments, includinq re ular reventative care aippointments and travel time to
and from medical a ointments. L Pbus*clan's �f
2. Medical conditions that prevent the employee from performing assigned tasks.
3. , , tmer rr
JLr
44: Illness or injury of a family member or surgical, medical, dental or optical
appointments, including regular, preventative care appointments, fora '%ale
family member and related travel time to and from medical appointments, a
ir
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0=--. EMPLOYMENT LEAVES AND BENEFITS
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. r
4. An FMLA- ualif in reason not otherwise listed in this section.
5. Any reason listed in A.R.S. §23-373.tA .
Section 4-2-54 Notification to Supervisor
• renort-
A. For unplanned absences, to
stir-16 as x4rLen an emnlevree -1-
the employee shall notify his or her direct supervisor before the
scheduled start of the employee's work day. The employee shall also contact his or her
direct supervisor on each additional day of absence unless the employee it ac, F&VAA AL
A err l A
LaAlxo CW
has notified the supervisor in advance of the number of days the employee will
be absent.
B. Upon return to work, the employee shall subunit a leave request form to his or her direct
supervisor for the time missed. Ie.ax.Ne- are to the of Lhe
�LseI a.Ce;
BC.For planned absences pursuant to this policy, such as a planned appointment or medical
procedure, an employee shall make a Qood faith effort to provide notice of the need for
such time to the em to er in advance of the use of the sick leave and shall make a
reasonable effort to schedule the use of sick leave in a manner that does not undid
disruipt the operations of the em to er. The emnloyee shall submit a leave request form
to his or her direct supervisor as soon as the employee becomes aware of the need for
the planned absence. A
Section 4-2-65 ' ' Reasonable Documentation of Sick Leave Use
A. If an employee uses sick leave for three or more consecutive days, the employee's
supervisor or Department Head may require the employee to submit reasonable
documentation as defined in A.R.S. 23-373(G), that the sick leave has been used for a
purpose covered by Section 4-W2-3 ' ' • care
B
t
eeeclinaA
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I V
EA bsn.c-e
Q If the employee fails to provide the required ' ' documentation or if the
employee's Department Head determines, in consultation with the Human Resources
Director or designee, that the documentation provided by the employee is
inadequate,the absence may be charged to another category of leave or considered leave
without pay.
P:C.The employee's department shall forward ' statements
documentation received ursuant to this section to the Human Resources Department.
Section 4-2-76 Additional Conditions of Eligibility
A. When applicable, an employee requesting to use sick leave must apply for any other
available compensation and benefits that the employee may be eligible to receive under
disability insurance coverage provided by the Town, such as workers' compensation
and short-and longterm.disability.
B. Sick leave benefits may be used to supplement any payments that an employee is
eligible to receive from workers' compensation or any disability insurance programs
paid for by the Town.
C. The employee's pay shall not exceed the employee's normal weekly earnings through
any combination of paid leave and other payments received by the employee, such as
disability insurance payments, or workers' compensation benefits. If the combination of
payments results in the employee being paid more than his or her normal weekly
earnings, the Town shall require the employee to reimburse the Town for the
overpayment.
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A
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...................
C- T-j nQforroJ cbAll
Section 4-2-1-87 Payment of Sick Leave Upon Termination of Employment
A. Employees shall not be compensated for unused accrued sick leave or sick leave bank
hours upon termination of employment.
B. If an r^T,,,^r f„" pi^r'- '-;mA. ^ s;f;^(' employee is laid off and then recalled within a
12 calendar month period following the effective date of the layoff, the employee's
previous unused accrued sick leave balance or sick leave bank hours shall be restored at
the time of the employee's re-employment.
[POLICY 4-3 PERSONAL LEAVE IS REMOVED FROM CHAPTER 4 OF THE PERSONNEL
POLICIES AND PROCEDURES MANUAL BUT SHALL REMAIN IN EFFECT THROUGH
DECEMBER 31,2017]
POLICY 4-3 MANAGED TIME OFF(MTO) LEAVE
The Town of Ma...rana...........................provides managed time off (MTO) leave to eli ibg le eWlovees to allow for
necessary rest and relaxation away from work for attendance at colnlnitments outside of work,
and for income protection during medical leave. Employees are erected to responsibly use
their MTO leave.
Section 4-3-1 Purpose and Intent
It is the purpose and intent of the Town of Marana that this Policv shall comply with and
exceed the requirements of"The Fair Wades and Healthy Families Act;' in accordance with
A.R.S. § 23-3720 which }provides that any em�lover with a }paid leave volicv who makes
available an amount of laid leave sufficient to meet the accrual requirements of the Act that
may be used for the same purposes and under the same conditions as earned paid sick time
under the Act is not required to provide additional laid sick time.
Section 4-3-2 Definitions
A. For-purposes. of this policy MTO leave means time that is compensated at the same
hourly rate and with the same benefits including health care benefits, as the emplo�ee
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normally earns during hours worked and includes "earned laid sick time' as defined in
A.R.S. 23-371 Dom.
B. For purposes of this polim"family member' means:
1. Regardless of ale, a biological adopted or foster child stepchild or legal ward a
child of an employee's domestic Mariner, a child to whom the e=lovee stands in
locoamentis or an individual to whom the emplovee stood in loco parentis when the
individual was a minor•
2. A biological foster stepparent or adoptive parent or legal guardian of an em-ployee
or an emlovee's souse or domestic partner or a person who stood in loco pErentis
when the employee or emploev e's souse or domestic partner was a minor child;
3. A person to whom the emlovee is leaally married under the laws of any state or a
domestic partner of an employee as registered under the laws of any state or political
subdivision;
4. A grandparent grandchild or sibling (whether of a biological, foster, adoptive, or
step relationshi�l of the employee or the employee souse or domestican rtner• or
5. Any other individual related by blood or affinity whose close association with the
emlovee is the equivalent of a family relationship.
Section 4-3-3 Eli_ i� bility
The provisions of this policy annly to all benefit-eligible regular full- and wart-time
classified and unclassified employees, including those serving in an initial evaluation
period,and term-limited temporary e=lo eels Eli ib� le employees may request to use MTO
leave at any time after start of emi2lovment.
Section 4-3-4 Amount of Managed Time Off Leave
A. Eligible full-time employees shall receive 112 hours of MTO leave at the beginning of
each calendar year.
B. Eli ible dart-time emi2lovees shall receive a prorated amount of MTO leave at the
bedrulum of each calendar year based on the number of hours per week that they are
officially scheduled to work.
C. Eligible emulovees who begin emiplovment after the beginning. of any calendar year
shall receive aprorated amount of MTO leave based on the portion of the calend_�ear
that remains.
D. When an employee is on leave at the beQinniof a calendar year even if a portion of
the leave is unpaid the emplovee shall still receive the full allotment of MTO leave.
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E. As an incentive to recruit and retain key eMployees, the Town Manager mav, upon
hiring or in connection with an annual performance evaluation,brant additional MTO
leave, to an additional 40 hours per calendar year to employees in the following
categories:
1. Deputy or Assistant Town Managers
2. General Manama
3. Department Heads
4. Deputy or Assistant Department Heads with management responsibilities including
supervision of staff.
F. If the Town Manager grants additional MTO leave pursuant to paragraph E of this
section the additional MTO leave shall be granted to the employee for subsequent
calendar years unless and until the Town Manager, in his or her sole discretion,
determines that the emvlovee's performance and/or workload no loner 'ui stifv the
arantina of additional MTO leave The Town Manager's decision re a� rding MTO leave
is not subject to review under the personnel action review procedures set forth in
Chapter 5 of these Personnel Policies and Procedures.
G. MTO leave shall accrue without limit.
Section 4-3-5 Reauest for Planned Managed Time Off Leave
A. Eligible employees may request to use Manned MTO leave for up to two consecutive
days for any purpose,including the reasons listed in A.R.S. $23-373(Al.
B. Eligible emRlovees may request to use Manned MTO leave for more than two
consecutive days in the increments of time the e=lovee ==reasonably needs to use based
z_=-
on the purpose of the leave Planned MTO leave for more than two consecutive days
may be used for any of the following-purposes:
1. Personal illness, disease or iniury, or surgical medical, dental or optical
appointments including ru., lar, preventative care appointments and travel time to
and from medical appointments.
2. Medical conditions that preve...................nt the em�lovee from�erforming assigned tasks
3. Illness or injury of family member or surgical medical, dental or otical
appointments including--"eular preventative care appointments, for a family
member and related travel time to and from medical appointments.
4. Any FMLA-gualifvina reason not otherwise listed in this paragra2h.
5. Any reason listed in A.R.S. §23-373(A�
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C. Employees must request.......to use�lanned MTO leave in advance Leave request forms
shall be submitted as far in advance as possible. Em
plovees shall make a food faith
.......effort toprovide notice of the need for such time to the employer in advance of the use
of the MTO leave and shall make a reasonable effort to schedule the use of MTO leave in
a manner that does not unduly disrupt the operations of the emplover.
D. No more than two Manned MTO leave days may be used in conjunction with the use of
vacation leave,unless the use is for medical purposes.
Section 4-3-6 Request for Unplanned Managed Time Off Leave
A. Edible employees may request to use unplanned MTO in the increments of time the
employee reasonably needs to use based on the �ur�ose of the leave for any of the
following unforeseen reasons:
1. Personal illness, disease or injuryor surgical medical dental or optical
appointments, including reaular, preventative care appointments and travel time to
and from medical appointments.
2. Medical conditions that prevent the e=lovee from performing assigned tasks.
3. Illness or idury of family member or surgical medical dental or optical
appointments, including reaular, preventative care appointments for a family
member and related travel time to and from medical a�ointments.
4. Any FMLA-uualifvina reason not otherwise listed in this paragraph.
5. Any reason listed in A.R.S. $ 23-373(A).
6. Emergencies or other similar circumstances necessitating the employee's absence
from work.
B. For unplanned MTO leave the employee shall notify his or her direct supervisor before
the scheduled start of the employee's work day The employee shall also contact his or
her direct supervisor on each additional day of absence unless the emplovee has notified
the supervisor in advance of the number of days the emovee will be absent.
C. Upon return to work the emolovee shall submit a leave request form to his or her direct
supervisor for the time missed.
Section 4-3-7 Reasonable Documentation of Managed Time Off Leave Use
A. If an employee uses planned or unplanned MTO leave for three or more consecutive
days the employee's supervisor or Department Head may rewire the employee to
submit reasonable documentation, as defined in A.R.S. $ 23-373 Gl, that the MTO leave
has been used for a p ose listed in Section 4-3-5 or 4-3-6. If the e=lovee fails to
provide the required documentation, or if the employee's Deimrtxnent Head determines,
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in consultation with the Human Resources Director or designee, that the documentation
provided by the employee is inadequate, the absence will be considered leave without
B. The emploee's department shall forward documentation received pursuant to this
section to the Human Resources Department.
Section 4-3-8 Additional Conditions of Eligibility
A. Whenapplicable an em�lovee requesting to use MTO leave for medical pur�oses must
�blv for any other available compensation and benefits that the employee may be
eligible to receive under disability insurance coverage provided by the Town such as
workers' co... .
...........mpensation and short-and long-term disability.
B. MTO leave benefits may be used to supplement any payments that an employee is
eligible to receive from workers' compensation or any disability insurance programs
laid for by the Town.
C. The emplo ey e's day shall not exceed the employee's normal weekly earnings through
any combination of laid leave and other pavments received by the employee, such as
disability insurance payments, or workers' compensation benefits. If the combination of
payments results in the e=lovee beim paid more than his or her normal weekly
earnings the Town shall require the employee to reimburse the Town for the
overpayment.
_. Section 4-3-9 Termination of Employment
A. Employees shall not be compensated for unused accrued MTO leave upon termination
of employment.
B. If an employee is laid off and then recalled within a 12 calendar month period following
the effective date of the layoff, the employee's previous unused accrued MTO leave
balance shall be restored at the time of the employee's re-emlovment.
POLICY 4-4 HOLIDAYS
The Town of Marana provides paid time off to eligible employees for Town Council-approved
holidays. Regular Town operations are officially closed during these approved holidays.
[No revisions to Section 4-4-11
Section 4-4-2 Town-Approved Holidays
A. The Town-approved holidays for each calendar year are as follows.
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1. New Year's Day (January 1)
2. Martin Luther King,Jr./Civil Rights Day (third Monday in January)
3. Presidents' Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veterans' Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. Day after Thanksgiving (fourth Friday in November)
10. Christmas Eve (December 24)
11. Christmas Day (December 25)
B. The Town Council, at its sole discretion, may approve additional holidays in any
calendar year.
[No revisions to Section 4-4-31
Section 4-4-4 Miscellaneous Rules
A. If aTown-approved holiday falls on a day when an eligible employee is on approved
paid vacation, MTO, personal or sick leave, the employee shall receive paid time off for
the Town-approved holiday and deductions will not be taken from the employee's
vacation, MTO, personals or sick leave balances for that day.
B. If aTown-approved holiday falls on an eligible employee's regularly scheduled day off,
the employee shall receive paid time off for that holiday based on the number of hours
they are regularly scheduled to work.
[No revisions to Section 4-4-5]
[NO REVISIONS TO POLICY 4-5 MILITARY LEAVE]
[NO REVISIONS TO POLICY 4-6 BEREAVEMENT LEAVE]
POLICY 4-7 FAMILY AND MEDICAL LEAVE
In accordance with the Family and Medical Leave Act(FMLA) of 1993 and the National Defense
Authorization Acts (NDAA) of 2008 and 2010, the Town of Manana provides job-protected
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family and medical leaves of absence without pay to eligible employees who are temporarily
unable to work due to an FMLA-qualifying reason.
The provisions of this policy are not intended to conflict with or supersede federal law, nor
should they be interpreted or construed to do so. If any provision of this policy conflicts with
federal law,federal law shall control.
[No revisions to Sections 4-7-1 through 4-7-2
Section 4-7-3 Eligibility
A. An "eligible employee" under the FMLA is a classified or unclassified employee who
has:
1. worked for the Town for at least 12 months;and
2. worked at least 1,250 hours during the 12-month period immediately preceding the
commencement of the FMLA leave.
B. The 12 months required by paragraph (A)(1) above need not be consecutive months. If
an employee is maintained on the payroll for any part of a week, including any periods
of paid MTO, sick, vacation or unpaid leave .mak, during which other
benefits or compensation are provided by the Town (e.g., workers' compensation, group
health pian benefits, etc.), the week counts as a week of employment. For purposes of
determining whether intermittent/occasional/casual employment qualifies as "at least
12 months," 52 weeks is deemed to be equal to 12 months.
C. Whether an employee has worked the minimum 1,250 hours is determined according to
the principles established under the Fair Labor Standards Act (FLSA) for determining
compensable hours of work.
[No revisions to Sections 4-7-4 through 4-7-61
Section 4-7-7 Use of Paid Leave
FMLA leave is unpaid leave, unless an employee uses aceiru paid leave balances during
the FMLA leave period as described in this section. The Town requires employees to use all
paid leave balances concurrently with approved. FMLA leave before leave without pay is
used, except that an employee may choose to retain a sick or MTo leave balance of up to 40
hours. The use of paid leave time is subject to the leave policies set forth in this chapter.
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[No revisions to Sections 4-7-8 through 4-7-131
Section 4-7-14 Maintenance of Group Health Plan Benefits
A. Subject to the terms, conditions and limitations of the applicable group health *insurance
plans, the Town of Marana shall maintain group health pian benefits, including family
coverage, for an employee on FMLA leave on the same terms as if the employee
continued to work.
B. An employee who is on paid FMLA leave via the use of ae a��Md leave balances
shall continue to pay his or her share of the group health plan insurance premium., if
any, through payroll deductions.
C. An employee who is on unpaid FMLA leave shall make arrangements with the Human
Resources and Finance Departments to make payments for his or her share of the group
health plan insurance premium, if any. If payment is more than 30 days overdue, the
Town shall provide written notice to the employee that payment has not been received
and that coverage will be dropped. The notice shall be mailed to the employee at least 15
days before coverage is to be dropped.. If the Town pays any of the employee's share of
group health plan premiums, the Town may require the employee to reimburse the
Town for the employee's share. If coverage is dropped, it shall be dropped retroactively
to the date the unpaid premium payment was due and the provisions of the federal
COBRA law shall apply.
D. The Town's obligation to maintain group health plan benefits under this section stops if
and when the employee informs the Town of an intent not to return to work at the end
of the leave period or if the employee fails to return to work when the FMLA leave
entitlement is exhausted. In some circumstances, the Town may recover its share of
premiums it pard to maintain group health plan insurance coverage for an employee
who fails to return to work from FMLA leave.
Section 4-7-15 Maintenance of other Benefits
A. The Town has no obligation to maintain insurance and other benefits, such as life
insurance or disability insurance, that are not considered to be a "group health plan",
while an employee is on FMLA leave. The Town will meet its responsibilities to provide
equivalent benefits to the employee upon return from FMLA leave.
B. An employee who is on paid FMLA leave via the use of accru leave balances
shall continue to pay his or her share of any non-group health plan insurance premiums
through payroll deductions.
C. An employee who is on.unpaid FMLA leave must make payment arrangements with the
Human Resources and Finance Departments for his or her share of any non-group
health plan insurances premiums. If payment is more than 30 days overdue, the Town
0005230..DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.2017--046
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........... EMPLOYMENT LEAVES AND BENEFITS
MARANA "'
shall provide written notice to the employee that payment has not been received and
that coverage will be dropped. The notice shall be mailed to the employee at least 15
days before coverage is to be dropped. If the Town pays any of the employee's share of
non-group health plan premiums, the Town may require the employee to reimburse the
Town for the employee's share. If coverage is dropped, it shall be dropped retroactively
to the date the unpaid premium payment was due.
[No revisions to Sections 4-7-16 through 4-7-191
POLICY 4-8 ADMINISTRATIVE LEAVE
The Town of Marana may provide administrative leave with or without pay to eligible
employees as described in this policy.
[No revisions to Sections 4-8-1 through 4-8-3
Section 4-8-4 Compensation
A. Administrative leave for medical or non--medical purposes may be paid or unpaid, as
described in this section.
B. The Town requires employees to use all paid leave balances concurrently with approved
administrative leave before leave without pay is used, except that an employee may
choose to retain a sick or MTO leave balance of up to 40 hours. The use of paid leave
time is subject to the leave policies set forth in this chapter.
C. If an employee does not have any accru paid leave balances or exhausts all paid leave,
other than the 40 hours of sick or MTO leave the employee is permitted to retain, the
employee shall be placed on unpaid administrative leave.
[No revisions to Section 4-5-51
Section 4-8-6 Maintenance of Benefits
A. An employee who is on paid administrative leave via the use of aceiru leave
balances shall continue to pay his or her share of any group health plan and other
insurance premiums through payroll deductions.
B. An employee who is on unpaid administrative leave must pay both the employee's and.
the Town's share of any group health plan and other insurance premiums in order to
maintain coverage. The employee must make payment arrangements with the Human
Resources and Finance Departments. If payment is more than 30 days overdue, the
Town shall provide written notice to the employee that payment has not been received
00052301.DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.2017-046
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-------------------- EMPLOYMENT LEAVES ANIS BENEFITS
MARANA AZ
and that coverage will be dropped. The notice shall be mailed to the employee at least 15
days before coverage is to be dropped. If the Town pays any of the employee's or the
Town's share of group health plan or other premiums in order to maintain coverage, the
Town may require the employee to reimburse the Town. If coverage is dropped, it shall
be dropped retroactively to the date the unpaid premium payment was due and the
provisions of the federal COBRA.law shall apply.
[No revisions to Sections 4-8-7 through 4-8-9
POLICY 4-9 LEAVE DONATION
Eligible employees may receive contributions of leave from other employees as outlined in this
policy if the employee is unable to return to work due to his or her own serious health condition
or the serious health condition of a 'fie family member as defined in this policy.
Section 4-9-1 Definitions
A. For purposes of this policy, "serious health condition' shall be defined as set forth in
Policy 4-7(Family and Medical Leave) of these Personnel Policies and Procedures.
B. For purposes of this policy, family member" shall be defined as set forth in
Policy 4-2 (Sick Leave) of these Personnel Policies and Procedures.
Section 4-9-2 Eligibility
A. The provisions of this policy apply to all regular full- and part-time classified and
unclassified employees, including those serving in an initial evaluation period, and
term--limited temporary employees.
B. To be eligible to receive and use donated leave, employees must meet all of the
following criteria:
1. Be on approved FMLA leave or administrative leave for medical purposes.
2. Have exhausted all acer-u paid leave balances that the employee is eligible to use.
3. Have applied for any other available compensation and benefits that the employee
may be eligible to receive under disability insurance coverage provided by the
Town, such as workers' compensation and short-and long--terns disability.
C. Eligible employees shall not be permitted to use donated leave if they have been unable
to perform the full essential functions of their position, with or without a reasonable
accommodation, for a period of time equivalent to 12 months in a 24-month period. For
purposes of tracking leave time, 12 months will be measured based on 2080 hours for
full--time employees and prorated for part-time employees.
00052301.DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.2017-046
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M.0 ------------ EMPLOYMENT LEAVES AND BENEFITS
MARANA AZ
[No revisions to Section 4-9-31
Section 4-9-4 Donation of Leave
A. Employees may donate leave by submitting a completed leave donation form, available
in the Human Resources Department, to the Human Resources Department. The
identity of donating employees will be kept confidential.
B. Employees must submit a new leave donation form for each FMLA leave or
administrative leave for medical purposes period during which the employee desires to
donate leave and for each person the employee desires to donate leave to.
C. Employees may donate vacation, MTo, or sick leave, pursuant to the following
conditions:
1. Donating employees must maintain a total cumulative balance of, So hours of sick,
MTo,and vacation leave.
2. Employees may only donate up to a combined total of 40 hours of sick and MTo
leave per calendar year. Employees may donate as much vacation leave as they
choose,provided that the mandated$o-hour balance is maintained.
D. Employees must donate leave in full day increments, based on the number of hours in
the receiving employee's work day. That is, if the receiving employee works eight hour
days, the donating employee must donate leave in eight-hour increments; if the
receiving employee works ten hour days, the donating employee must donate leave in
ten-hour increments, and so on.
E. Employees must pledge up to a certain maximum amount of leave hours they will
donate for a particular employee during a particular leave period. The pledged leave
hours will remain in the donating employees leave banks unless and until they are
needed by the receiving employee, at which time the Finance Department will draw
from the pledged leave hours.
F. The Human Resources Department will review the leave donation form to ensure that
the donation complies with the provisions of this policy. As the Finance Department
draws from the pledged leave hours, the Finance Department will monitor the donation
to ensure continued compliance with the mandatory 80-hour leave balance provision of
this policy.
G. if more than one employee donates leave to a particular employee, leave will be
deducted from the donors' leave balances on a rotating basis, in the order it was
donated, in full day increments, based on the number of hours in the receiving
employee's work day.
H. There is no limit on the amount of donated leave eligible employees may receive, except
that the total time the employee is unable to perform the essential functions of his or her
00052301.DOCX/1 EXHIBIT A To MARANA RESOLUTION No.2417-046
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ZX CHAPTER 4
MWOMWONNOW EMPLOYMENT LEAVES AND BENEFITS
MARANA AZ
regular position, with or without a reasonable accommodation, shall not exceed the
equivalent of 12 months in any 24-month period. For purposes of tracking leave time, 12
months will be measured based on 2080 hours for full-time employees and pro-rated for
part-time employees.
I. Donated leave hours may only be drawn from and used by the receiving employee
while the donating employee is an active Town employee.
J. The receiving employee and the Town are under no obligation to repay any used
donated leave to the donating employee.
[No revisions to Sections 4--9-5 through.4-9.61
Section 4-9-7 Leave Accrual
A. An employee who is on leave and using donated leave shall not accrue any sick or
vacation leave during the leave period.
B. An employee who is on leave and using donated leave at the beginning of a calendar
year shall still receive the full allotment of MTO leave.
[NO REVISIONS TO POLICY 4-10 GROUP BENEFITS]
POLICY 4-11 WORKERS' COMPENSATION
Under Arizona law, it is mandatory for employers to secure workers' compensation insurance
for their employees. Workers' compensation is a "no fault" system in which an injured or ill
employee is entitled to receive benefits for a job-related injury or illness, no matter who caused
the injury or illness. If an illness or injury is job-related, then the injured employee is eligible to
receive medical benefits and may receive temporary compensation, if eligibility requirements
are met. In some cases, a claimant may also receive permanent compensation benefits, job
retraining, and supportive medical care.
The provisions of this policy are not intended to conflict with or supersede state law,nor should
they be interpreted or construed to do so. If any provision of this policy conflicts with state lave,
state law shall control.
[No revisions to Sections 4-11-1 through 4-11.31
Section 4-11-4 Use of Leave
A. On the day of the accident, injury or illness, the employee will not be required to use
sick, IVITD, or other leave for an absence that is a direct result of the accident, injury or
00052301.DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.2017-046
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CHAPTER 4
4z�t
EMPLOYMENT LEAVES AND BENEFITS
MARANA AZ
illness. The employee shall record time spent during the work day addressing the
accident, injury or illness, such as seeking medical attention, as "industrial leave" on his
or her time sheet or attendance record. The employee will not be paid wages for any
time spent addressing the accident, injury or illness outside the employee's scheduled
work day.
B. Beginning with the first work day following the day of the accident, injury or onset of
illness, the employee may use any accru leave balances for absences related to the
accident, injury or illness. Any request to use paid leave balances will be considered in
accordance with the leave policies set forth in this chapter.
C. If the employee used accru leave balances for time lost and the workers'
compensation carrier then provides retroactive compensation benefits for lost wages, the
Town shall reimburse the employee's leave balances in the appropriate amount and type
of leave for the time lost that is retroactively paid through compensation benefits. The
Town will correct the overpayment to the employee in the next regular pay cycle or
cycles by reducing the employee's hours paid by the Town.
D. The employee's pay shall not exceed the employee's normal weekly earnings through
any combination of workers' compensation benefits, paid leave and other payments
received by the employee. If the combination of payments results in the employee being
paid more than his or her normal weekly earnings, the Town shall require the employee
to reimburse the Town for the overpayment.
E. For any absences during which the employee is receiving compensation benefits for lost
wages from the workers' compensation carrier, the payroll liaison for the employee's
department shall record the employee's time on a time sheet or attendance record
allocating that portion of the employee's time that is being paid by the workers'
compensation carrier as "industrial leave" and the remainder of the employee's time as
paid or unpaid leave,as applicable.
F. when an employee with a job--related injury or illness returns to work, either in his or
her normal assignment or in an alternative work assignment (light/restricted duty), the
employee must use sick or MTO leave or other approved leave for absences due to
medical appointments, including physical therapy, for the job-related injury or illness.
Any request to use paid leave balances will be considered in accordance with the leave
policies set forth in this chapter.
G. The Town shall not approve the use of sick, MTO, or vacation leave for an employee
who has an injury,illness or disease incurred while employed by another employer.
Section 4-11-5 Maintenance of Benefits
A. An employee who uses accru paid leave balances to supplement compensation
benefits for lost wages due to a job-related injury or illness shall continue to pay his or
00052301.DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.2017-046
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CHAPTER 4
EMPLOYMENT LEAVES AND BENEFITS
MARANA AZ
her share of any .group health plan and other insurance premiums through payroll
deductions.
B. An employee who does not use aceru paid leave balances to supplement
compensation benefits for lost wages due to a job-related injury or illness shall make
arrangements with the Human Resources and Finance Departments to make payments
for his or her share of any group health plan and other insurance premiums. If payment
is more than 30 days overdue, the Town shall provide written notice to the employee
that payment has not been received and that coverage will be dropped. The notice shall
be mailed to the employee at least 15 days before coverage is to be dropped. If the Town
pays any of the employee's share of group health plan or other premiums in order to
maintain coverage, the Town may require the employee to reimburse the Town. If
coverage is dropped, it shall be dropped retroactively to the date the unpaid premium
payment was due and the provisions of the federal COBRA law shall apply.
[No revisions to Sections 4-11-6 through 4-11-71
POLICY 4-12 SUPPLEMENTAL BENEFITS PLAN FOR PUBLIC SAFETY EMPLOYEES
Pursuant to A.R.S. §38-961, the Town of Marana is required to provide a supplemental benefits
plan for eligible public safety employees who are injured on the job and unable to perform the
functions of their position.
The provisions of this policy are not intended to conflict with or supersede state law,nor should
they be interpreted or construed to do so. If any provision of this policy conflicts with state law,
state law shall control.
[No revisions to Sections 4-12-1 through 4-12-5
Section 4-12-6 Paid Leave Balances
A. An employee shall not accrue or be allotted any additional sick, MTO,vacation, personal
or compensatory leave while the employee is participating in the supplemental benefits
plan.
B. An employee's MTO, sick, vacation, personal and compensatory leave balances shall not
be decreased while the employee is participating in the supplemental benefits plan.
C. If the employee used ac-c::r-ue leave balances to supplement workers' compensation
benefits for lost wages prior to being approved for the plan, the Town shall reimburse
the employee's leave balances in the appropriate amount and type of leave for the time
lost that is retroactively paid through the supplemental benefits plan. The Town will
00052301.DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.2017-046
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CHAPTER 4
EMPLOYMENT LEAVES AND BENEFITS
MARANA AZ
correct the overpayment to the employee in the next regular pay cycle or cycles by
reducing the employee's hours paid by the Town.
[No revisions to Section 4-12-7]
[NO REVISIONS TO POLICY 4-13 BENEFITS CONTINUATION/COBRA]
[NO REVISIONS TO POLICY 4-14 ALTERNATIVE WORK ASSIGNMENTS/L.IGHT DUTY]
POLICY 4-15 CIVIC DUTY
The Town of Marana encourages employees to fulfill their civic responsibilities as citizens and
provides civic duty leave to eligible employees as described in this policy.
[No revisions to Section 4-15-11
Section 4-15-2 Jury Duty
A. Eligible employees shall be granted up to ten days of paid jury duty leave during any
rolling 12-month period.
B. Employees shall provide a copy of the jury duty summons to their supervisor as soon as
possible so that the supervisor may make arrangements to accommodate the employee's
absence.
C. Employees on jury duty shall be paid their regular base rate of pay provided that they
submit any juror fee payments received from the court, excluding mileage and per diem
payments, to the Finance Department. Employees may keep mileage and per diem
payments.
D. If an employee is required to serve on jury duty beyond the period of paid jury duty
leave, the employee may request to use ac-cru vacation, MTO, personals or
compensatory leave balances or may request administrative leave for non-medical
purposes.
E. Employees shall report for work while on jury duty whenever the court schedule
permits.
F. The Department Head may ask the employee to request an excuse or postponement
from jury duty if, in the Department Head's judgment, the employee's absence would
create serious operational difficulties.
00052301.DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.2017-046
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CHAPTER 4
------------------------------------------------------
�- EMPLOYMENT LEAVES AND BENEFITS
MARANA A '
Section 4-15-3 Witness Duty
A. Eligible employees shall be granted up to 40 hours of paid time off for each instance in
which the employee is subpoenaed to appear in court as a witness in a case. This section
does not apply to employees who are subpoenaed to appear in court as a part of their
regular job responsibilities, such as police officers. Employees who are subpoenaed to
appear in court as a part of their regular job responsibilities are considered to be on duty
while responding to the subpoena.
B. Employees shall provide a copy of the subpoena to their supervisor immediately after it
is received so that the supervisor may make arrangements to accommodate the
employee's absence.
C. Employees under subpoena shall be paid their regular base rate of pay provided that
they submit any witness fee payments, excluding mileage and per diem payments, to
the Finance Department. Employees may keep mileage and per diem payments.
D. If an employee is required to appear in court beyond the period of paid leave provided
by this section, the employee may request to use aecru vacation, MTO, personal or
compensatory leave balances or may request administrative leave for non-medical
purposes.
E. Employees under subpoena shall report for work whenever the court schedule permits.
F. Employees are not eligible for witness duty leave for time spent in court on personal
matters without a subpoena. Employees shall request the use of aec-fti leavehPh'pal�-
for these court matters.
[No revisions to Section 4-15-41
00052301.DOCX/1 EXHIBIT A TO MARANA RESOLUTION NO.201.7-046
21
CHAPTER 5
C==:L WORD RULES AND EMPLOYEE DISCIPLINE
MARANA AZ
POLICY 54 HOURS of WORK
An employee is expected to work the days and hours necessary to perforin all assigned
responsibilities and tasks in order to provide continuity of services to citizens and to facilitate
teamwork and supervision. Attendance is an essential function of every Town position and
shall be a consideration in determining promotions, transfers, satisfactory completion of
performance periods and continued employment with the Town.
[No revisions to Sections 5-1-1 through 5-1-2
Section 5-1-3 Absences and Tardiness
A. Advance notice of all absences is expected. Employees shall provide notice of scheduled
absences as far in advance of the absence as possible
t�L �1,n„�,ce. Employees shall provide notice of unscheduled absences �.�����n--�nP
heir
before the scheduled start of their work day,
If the employee is
physically unable to notify his or her supervisor within the time frame required by this
policy, the employee shall provide notice as soon as possible. Ifthe
r
Po1icy..,4-2
B. Advance notice of anticipated tardiness is expected. Employees shall provide notice of
anticipated tardiness as far in advance of the tardiness as possible
. Employees shall provide notice of unanticipated tardiness as
soon as possible. The employee's supervisor shall determine if work time lost due to
tardiness may be made up by the employee or if the employee will be required to use
accrued leave balances or take leave without pay. If authorized by the employee's
supervisor, the employee may make up work time lost due to tardiness only during the
work week in which it occurs.
C. Notification of an unscheduled absence or tardiness by another employee, friend or
relative is not considered proper except in an emergency situation where the employee
is physically unable to make the notification.
D . .
. Generally, unless provided otherwise by a written
department procedure, employees are expected to speak with their direct supervisor
regarding an unscheduled absence or tardiness within the time--frames provided by this
�y
section
270008.DOCX/2 EXHIBIT B TO MARANA RESOLUTION No.2017-046
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CHAPTER 5
�"""� WORK RULES AND EMPLOYEE DISCIPLINE
MARANA AZ
E. Poor attendance and frequent tardiness are disruptive to the provision of Town services
and may lead to disciplinary action,up to and including termination of employment.
[No revisions to Section 5-1-4)
Section 5-1-5 Leave without Pav
A Employees are erected to responsibly use and manage their vacation, sick, and
managed time off (MTO) leave balances and maintain a- propriate leave balances for
their use.
B A leave without pav for time off in excess of the emii2lovee's vacation sick and MTO
leave balances is inconsistent with thegeneral needs and requirements of the Town,
unless the leave is_,,,part of an approved FMLA or administrative leave, or is due to a
workplace injury qualifying for workers' compensation benefits
C Emloyees mayrequest leave without pay by submitting; a leave request form to the
Department Head Requests for leave without fav shall be submitted as far in advance
of the requested leave as possible.
D Requests for leave without fav must be approved in writing by the Department Head
in consultation with the Human Resources Director or designee. Requests may be
denied at the discretion of the Department Head.
E. The decision to deny leave without......... fav is not subject to review under the personnel
action review procedures set forth in Chapter 5 of these Personnel Policies and
Procedures or within any other Town policy or procedure.
[NO REVISIONS TO POLICY 5-2 PERSONNEL FILES]
[NO REVISIONS TO POLICY 5-3 PERSONAL APPEARANCE]
[NO REVISIONS TO POLICY 5-4 COMMUNICATION SYSTEMS AND EQUIPMENT]
POLICY 5-5 DISCIPLINE SYSTEM
Each supervisor shall have the responsibility and authority, with the approval of the
Department Head and/or General Manager, to administer appropriate discipline to
subordinates using a positive progressive discipline process as a corrective measure.
[No revisions to Sections 5-5-1 through 5-5-41
270008.DOCX/2 EXHIBIT B TO MARANA RESOLUTION NO.2017-046
2
CHAPTER 5
-�-- WORK RULES AND EMPLOYEE DISCIPLINE
MARANA AZ
Section 5-5-5 Grounds For Disciplinary Action
Grounds for disciplinary action, up to and including termination, include, but are not
limited to,the following:
A. Dishonesty, including intentionally giving false information, intentionally falsifying
records or making false statements when applying for employment, lying to supervisors
in connection with the employee's job,giving false information or lvinabout the reason
for an absence from work or falsifying time sheets or other payroll records.
B. Discrimination or failure to abide by Equal Employment Opportunity regulations,
including sexual or other harassment of a protected class.
C. Reporting to work under the influence of alcohol or drugs or using such substances
while on Town property.
D. Theft or removal of Town money, merchandise or property, including property in the
custody of the Town,without permission.
E. Unauthorized or unlawful possession of firearms, other weapons or explosives in Town
facilities or while on Town business.
F. Conviction of a criminal offense.
G. Acts of workplace violence, including violence or threats of violence in the workplace or
against other employees or members of the public.
H. Insubordination.
I. Failure to maintain the minimum qualifications of the employee's position.
J. Inability to perform the full essential functions of the employee's regular position, with
or without a reasonable accommodation, for greater than 12 months in a 24-month
period,as defined in these Personnel Policies and Procedures.
K. Failure to uphold the Town's Cultural Values.
L. Being absent from work without permission or failure to report to the supervisor,
Department Head or General Manager when one is absent.
M. Being habitually absent or tardy for any reason.
N. Failure to follow the orders of one's supervisor(s).
O. Inability or unwillingness to perform the assigned job; failure to perform assigned work
in an efficient or effective manner.
P. Participation in prohibited political activities.
Q. Acceptance of fees, gifts or other valuable items in the performance of the employee's
official duties for the Town.
270008.DOCX/2 EXHIBIT B TO MARANA RESOLUTION NO.2017-046
3
CHAPTER 5
�..............'""��- WORK RULES AND EMPLOYEE DISCIPLINE
MARANA AZ
R. Any action,on or off the job,bringing discredit to the Town.
S. Violation of any Town policies, administrative directives, or ordinances, or state or
federal law.
T. Violating safety rules and regulations; being wasteful of material, property or working
time;failure to observe proper security or safety procedures.
U. Inability to get along with fellow employees so that the work being done is hindered and
not up to required levels; speaking critically or making derogatory or false accusations
so as to discredit other employees or supervisors.
V. The use of profanity or abusive language towards a fellow employee or member of the
general public while performing official duties as a Town employee.
W.
Divulging or misusing confidential information,including removal from Town premises
without proper authorization of any employee lists, records, designs, drawings or
confidential information of any type.
YX.Improper use of the Town's electronic storage and communications equipment, as set
forth in these Personnel Policies and Procedures and any administrative directives
established by the Town Manager.
ZY.Such other act, error or omission detrimental to the mission of the Town.
[No revisions to Sections 5-5-6 through 5-5-81
[NO REVISIONS TO POLICY 5-6 FORMAL PERSONNEL ACTION REVIEW
PROCEDURES]
[NO REVISIONS TO POLICY 5-7 PERSONNEL ACTION REVIEW BOARD (PARB)J
[NO REVISIONS TO POLICY 5-8 INFORMAL PERSONNEL ACTION REVIEW
PROCEDURES]
270008.DOCX/2 EXHIBIT B TO MARANA RESOLUTION NO.2017-046
4
CHAPTER S
TERMINATION OF EMPLOYMENT
MARANA AZ
POLICY 8-1 EMPLOYMENT END
Employment with the Town of Marana may be ended voluntarily or involuntarily.
[No revisions to Sections 5-1-1 through 8.1-2
Section 8-1-3 Resignation
Resignation is voluntary termination for any reason other than formal retirement. It is
customary and expected that an employee will provide a written resignation to his or her
immediate supervisor at least 14 calendar days prior to the effective date of resignation.
During this 14--day period, the employee will be expected to perform the normal functions
of his or her job and to be available to assist in the training of a replacement or in the
transition of job duties to another employee. mau re"llest to use vacatir-in
lopup • : A InVnO p Y Y:+ren__
rtra--r�z _.r_
[No revisions to Sections 5-1-4 through 5-1-51
Section 8--1-6 Layoff and Recall
[No revisions to paragraphs A through HI
I. Pre-Layoff Transfer
1. Layoff decisions shall be coordinated among Town departments to provide possible
transfer of employees to positions in other departments for which the employees
qualify.
2. An employee subject to a pre--layoff transfer retains all accrued or allotted sick,MTO
and vacation leave and compensatory time.
3. The employee shall serve an initial evaluation period in the classification the
employee transfers into unless the employee has previously completed an initial
evaluation period in that classification and in that department.
[No revisions to paragraphs J through K
Section 5-1-7 Use of Leave
A. Em toees may reQuest to use vacation leave during—the last 14 days of their
...........
employment- however, the em toee's su ervisor or De artment Head may den a
270010.DOCX/1 EXHIBIT C To MARANA RESOLUTION No.2017-046
1
CHAPTER 8
MARANAAZ
TERMINATION OF EMPLOYMENT
vacation leave request on the aounds that the rantin of leave will im ede the
....................
operational needs of the department.
B. EM1210Yees. may request to use planned or un lanned MTD leave or sick leave durin
the last 14 das of their em to ment in accordance with the provisions of Cha ter 4 of
these Personnel Policies and Procedures.
POLICY 8-2 EXIT PROCESS
The Human Resources Department is responsible for coordinating the exit process with the
Department Head, the chain of authority above the level of Department Head and the Finance
Department.
[No revisions to Sections 8-2-1 through 8-2-41
Section 8-2-5 Final work Day
Employees are expected to be present and to work on their final work day to facilitate the
exit clearance process. Requestsffifor leave will be considered as
described in Section 8-1-37 of these Personnel Policies and Procedures.
[NO REVISIONS TO POLICY 8-3 VERIFICATION OF PREVIOUS TOWN EMPLOYMENT]
POLICY 8-4 REEMPLOYMENT
[No revisions to Sections 8-4-1 through 8-4-2]
Section 8-4-3 Compensation and Benefits
A. An employee re-employed in his or her former position or in another position will be
subject to the compensation policies and practices for new hires regardless of the
employee's previous compensation at the time of separation.
B. Future performance pay increases for a re-employed employee will be in accordance
with the performance management policies and procedures set forth in Chapter 6 of
these Personnel Policies and Procedures.
C. An employee re--employed in his or her former position or another position within six
months after the employee's resignation will accrue vacation leave at the same accrual
rate as the employee accrued at the time of the employee's resignation. In addition, the
employee's previous Town service time will be credited toward the employee's length of
service for purposes of vacation leave accrual.. However, the time between resignation
270010.DDCX/1 EXHIBIT C TO MARANA RL,sOLuTZDN No.201.7-046
2
CHAPTER 8
.......................� TERMINATION OF EMPLOYMENT
MARANA AZ
and re-employment will not be credited toward the length of service for this purpose.
The employee will not be required to serve the waiting period described in Section 4-1-5
of these Personnel Policies and Procedures before using vacation.
D. An employee re-employed in his or her former position or another position within six
nine months after the employee's resignation shall have his or her previous accumulated
sick or MTO leave balance restored.
E. Depending upon the provider and the plan, separation and re-employment may be
considered a break in service for purposes of insurance benefits and the employee may
be required to serve the required waiting period before receiving insurance benefits.
[No revisions to Sections 8-4-4 through 8-4-71
270010.DOCX/1 EXHIBITC'I'O MARANA RF.SOLU1'ION No.2017-046
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