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HomeMy WebLinkAboutResolution 2019-096 Adopting Amendments to Personnel Policies CH 4, CH 6, CH8MARANA RESOLUTION NO. 2019-096 RELATING TO PERSONNEL; APPROVING AND ADOPTING AMENDMENTS TO THE TOWN'S PERSONNEL POLICIES AND PROCEDURES, REVISING CHAPTER 3 - CLASSIFICATION AND COMPENSATION, CHAPTER 4 - EMPLOYMENT BENEFITS AND LEAVES, CHAPTER 6 - PERFORMANCE MANAGEMENT AND EMPLOYEE DEVELOPMENT, 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; 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 MARANA, ARIZONA, as follows: SECTION 1. Chapter 3 of the Town's Personnel Policies and Procedures, entitled "Classification and Compensation", is hereby amended as set forth in Exhibit A at- tached to this resolution, with additions shown with double underlining. SECTION 2. Section 4-10-3 of the Town's Personnel Policies and Procedures, en- titled "Employee Assistance Program", is hereby amended as set forth in Exhibit B at- tached to and incorporated by this reference in this resolution, with deletions shown with strikeouts and additions shown with double underlining. SECTION 3. Section 6-1-1 of the Town's Personnel Policies and Procedures, enti- tled "Initial Evaluation Period", is hereby amended as set forth in Exhibit C attached to and incorporated by this reference in this resolution, with deletions shown with stfikeouts and additions shown with double underlininL,. SECTION 4. Section 8-4-3 of the Town's Personnel Policies and Procedures, enti- tled "Compensation and Benefits", is hereby amended as set forth in Exhibit D attached to and incorporated by this reference in this resolution, with deletions shown with suits and additions shown with double underlininLy. Marana Resolution No. 2019-096 SECTION 5. All ordinances, resolutions, or motions and parts of ordinances, res- olutions, or motions of the Council in conflict with the provisions of this resolution are hereby repealed, effective as of the effective date of this resolution. SECTION 6. The Towns manager and staff are hereby directed and authorized to undertake all other and further tasks required or beneficial to carry out the terms, ob- ligations, and objectives of the aforementioned amendments. PASSED AND ADOPTED by the Mayor and Council of the Town of Marana, Ar- izona, this 1st day of October, 2019. y� •Town Cler Marana Resolution No. 2019-096 Mayor Ed Hon a ASA AZ ESTABLISHED 1977 CHAPTER 3 C== CLASSIFICATION AND COMPENSATION MARANA Z [NO REVISIONS TO POLICIES 3-1 THROUGH 3-111 POLICY 3-12 EMPLOYEE DISBURSEMENTS All other disbursements made by the Finance Department to Town employees shall be through direct deposit. 00065749.DOCX /1 3-1 MARANA AZ Z CHAPTER4 EMPLOYMENT BENEFITS AND LEAVES [NO REVISIONS TO POLICIES 4-1 THROUGH 4-91 The Town of Marana provides group benefits coverage as determined by the Town Council for eligible employees. The Human Resources Department is responsible for implementation and administration of all group benefits and insurance plans. [No revisions to Sections 4-10-1 through 4-10-21 Section 4-10-3 Employee Assistance Program A. The Town provides an employee assistance program (EAP) to all regular full- and part-time classified and unclassified employees, including those serving in an initial evaluation period, anal—term-limited temporary employees and short-term temporary employees. B. When an employee voluntarily seeks assistance from the EAP, confidentiality is maintained. The Town will not be informed that help has been sought unless the employee requests that the information be released. C. When stress or personal problems interfere with job performance, the Town will encourage and may require participation in the EAP in any of the following circumstances: 1. When job-related and consistent with business necessity; 2. As part of an employee work unprovement plan or development plan; or 3. To deal with job-related performance issues. D. When participation is required, the EAP provider will maintain confidentiality and will only verify that the employee has participated as required by the Town. E. Use of the employee assistance program may be a condition of continued employment if the Town's drug and alcohol abuse policy is violated. F. No employee will have his or her employment or promotional opportunities jeopardized solely by participation in the EAP, nor will participation in the EAP protect the employee from disciplinary action for substandard performance or misconduct. 00065753. DOCX /1 CHAPTER4 ,d6� -cmwf '" EMPLOYMENT BENEFITS AND LEAVES MARANA A [No revisions to Section 4-10-41 [NO REVISIONS TO POLICIES 4-11 THROUGH 4-16] 00065753.DOCX/1 'd MARANA AZ CHAPTER 6 PERFORMANCE MANAGEMENT AND EMPLOYEE DEVELOPMENT POLICY 64 PERFORMANCE MANAGEMENT The Town Manager shall establish a performance management program that relies on a system of establishing goals, strategies and performance benchmarks for the organization and identifying how individual and team efforts contribute to the overall achievement of Town strategic objectives. At a minimum, the performance management program will link to Town - wide goals and strategies, set appropriate expectations, share ongoing and timely feedback, and provide opportunities for coaching. The Human Resources Director shall be responsible for ensuring implementation of an employee performance management system in accordance with this policy. Section 644 Initial Evaluation Period A. 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. B. Except as otherwise set forth in this section, the following employees shall serve in an initial evaluation period: 1. All full- and part-time employees hired in a classified position. 2. All full- and part-time employees laterally transferred to a classified position in a different classification title or in a different department than the employee was in prior to transfer. 3. All full- and part-time employees demoted or promoted from one classified position to another. C. The duration of the initial evaluation period shall be as follows: 1. For employees in all departments except the Police Department, six 12 months from the date of hire, transfer, demotion or promotion. 2. For all Police Department employees except those specified in subparagraph 3 below, 12 months from the date of hire, transfer, demotion or promotion. 3. For newly hired Police Department employees who will begin their employment with the Town by attending a police academy, 44 20 months from the date of hire. D. Notwithstanding the provisions of this section, the following employees will not be required to complete an initial evaluation period: 1. An employee who is demoted, promoted or transferred due to a reclassification of a position and who has been performing the duties of the reclassified position for sig 12 months or longer prior to the reclassification. 00065754. DOCX /1 - ,d6� CHAPTER 6 -------1 PERFORMANCE MANAGEMENT AND EMPLOYEE wlwwwwwllww�llww^I� IMMI MARANA AZ DEVELOPMENT 2. An employee who is laterally transferred or demoted if the employee has previously completed an initial evaluation period in the same classification and in the same department. 3. An employee who is laterally transferred or demoted if the lateral transfer or demotion is due to a Town -initiated reorganization or restructuring. E. 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. 1. Successful completion of the initial evaluation period is evidenced by a performance assessment which must be completed and reviewed at least two weeks prior to the date that the employee's initial evaluation period is scheduled to conclude. 2. Notwithstanding the two-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. F. Employees serving in an initial evaluation period are at -will employees as defined in these Personnel Policies and Procedures. As such, during the initial evaluation period, employment may be terminated at any time, with or without cause. 1. 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. 2. 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. 3. 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 G. 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 00065754.DOCX /1 6-2 CHAPTER 6 PERFORMANCE MANAGEMENT AND EMPLOYEE MARANA Z DEVELOPMENT 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. H. 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 assessments are completed in a timely man ler during the initial evaluation period. [No revisions to Sections 6-1-2 and 6-1-31 [NO REVISIONS TO POLICIES 6-2 THROUGH 6-41 00065754.DOCX /1 6-3 CHAPTER8 TERMINATION OF EMPLOYMENT MARANA AZ [NO REVISIONS TO POLICIES 8-1 THROUGH 8-31 POLICY 8-4 RE-EMPLOYMENT [No revisions to Sections 8-44 through 8-4-21 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 nine 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. h1 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 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 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 8-44 through 8-4-71 00065762DOCX/1 8 - 1