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Home My WebLink AboutResolution 2022-065 Approving and Adopting Amendments to the Town's Personnel Policies and Procedures MARANA RESOLUTION NO. 2022-065 RELATING TO PERSONNEL; APPROVING AND ADOPTING AMENDMENTS TO THE TOWN'S PERSONNEL POLICIES AND PROCEDURES, REVISING CHAPTER 3 - CLASSIFICATION AND COMPENSATION, SECTION 3-7-3 "CALL-OUT PAY", CHAPTER 5 - WORK RULES AND EMPLOYEE DISCIPLINE, SECTION 5-4-4 "ADDI- TIONAL EMPLOYEE RESPONSIBILITIES" AND SECTION 5-5-4 "IMPOSED LEAVE" 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 Per- sonnel 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. Section 3-7-3 of the Town's Personnel Policies and Procedures, enti- tled "Call-Out Pay", is hereby amended as set forth in Exhibit A attached to this resolu- tion,with deletions shown with strikeouts and additions shown with double underlining. SECTION 2. Section 5-4-4 entitled "Additional Employee Responsibilities" and Section 5-5-4 entitled "Imposed Leave" of the Town's Personnel Policies and Procedures are hereby amended as set forth in Exhibit B attached to and incorporated by this refer- ence in this resolution, with deletions shown with strikeouts and additions shown with double underlining. SECTION 3. All ordinances,resolutions, or motions and parts of ordinances, reso- lutions, or motions of the Council in conflict with the provisions of this resolution are hereby repealed, effective as of the effective date of this resolution.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 4. The Town's manager and staff are hereby directed and authorized to undertake all other and further tasks required or beneficial to carry out the terms, obliga- tions, and objectives of the aforementioned amendments. SECTION 5. The amendments to the Town's Personnel Policies and Procedures approved and adopted by this resolution shall become effective on July 2, 2022. Resolution No.2022-065 PASSED AND ADOPTED by the Mayor and Council of the Town of Marana, Ar- izona, this 21st day of June, 2022. ---z?"if fl'-),"1------4C—. Mayor Ed Honea ATT A , APPR•VED AS TO FORM: Cherry L. :wson, Town Clerk e' Fairal , Town Attorney 41, .........., MARANA AZ ESTABLISHED 1977 Resolution No.2022-065 Exhibit A to Marana Resolution No.2022-065 CHAPTER 3 CLASSIFICATION AND COMPENSATION MARANA AZ [NO CHANGES TO POLICIES 3-1 THROUGH 3-6] POLICY 3-7 ADJUSTMENTS TO PAY BASED ON EMPLOYMENT ACTION Adjustments to employee pay may occur on the basis of employment actions as set forth in this policy. [No revisions to Sections 3-7-1 and 3-7-2] Section 3-7-3 Call-Out Pay A. When a non-exempt employee is called back to unscheduled regular duty requiring the employee to report to a Town facility or worksite more than one hour after loving Town facilities following or more than two hours before at a time other than the employee's regular assigned shift, the employee may be eligible for call-out pay or call-out supplementary pay. B. If the call-out is less than 2 hours,the employee will receive up to two hours call-out pay. Call-out pay shall be added to pay for actual hours worked to ensure payment of a minimum of two hours of work for each call-out that is less than two hours a minimum of two hours pay each time called eat, er the actual time worked,whichever is greater. C. If the hours worked during call-out do not require the employee to perform service in excess of 40 hours in a work week,the employee shall receive call-out supplementary pay for actual hours worked during call-out. D. Call-out supplementary pay is calculated at one-half times the employee's regular base rate of pay plus any special assignment pay for hours worked during call-out. E. The Town Manager may establish an administrative directive regarding call-out and administration. [No revisions to Sections 3-7-4 and 3-7-5] [NO CHANGES TO POLICIES 3-8 THROUGH 3-12] 00081132.DOCX/1 3-1 Exhibit B to Marana Resolution No. 2022-065 CHAPTER 5 WORK RULES AND EMPLOYEE DISCIPLINE MARANA [NO CHANGES TO POLICIES 5-1 THROUGH 5-3] [No revisions to Section 5-4-1 through 54-3] Section 5-44 Additional Employee Responsibilities A. Employees shall maintain the secrecy of all passwords, identification numbers, or other means of entry onto the Town's computer systems and networks. The Town is the holder of all passwords,identification numbers, and other means of entry and no employee will use a pass code or voice mail access code that is unknown to the Town or that is not expressly authorized by the Town. The Town Manager may establish administrative directives regarding the establishment and use of passwords. B. Employees shall cooperate with authorized Town officials in any investigation involving the Town's electronic communications systems. C. Employees may load outside files from an acceptable and known source onto the Town's computer system. Employees shall obtain approval from the Technology Services Department for all other outside files prior to loading such files in the Town's computer system. D. Employees are prohibited from using Town computers/laptops communications system:, and equipment to access social media sites unless directly related to performing job duties.the employee uses social media to conduct Town business as a part of the employee's official job responsibilities er the employee is consuming, sharing, or commenting on Town news and postings. [No revisions to Section 5-4-5 and 54-6] 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 5-5-3] Section 5-54 Imposed Leave A. A Department Head and/or General Manager may, after consultation with and approval by the Human Resources Director or designee,place an employee on imposed leave with pay to remove an employee from the work site in order to allow the Town to investigate behavior that is suspected of being illegal, that is not in the best interests of the Town or that places other employees or citizens in jeopardy. Imposed leave shall ordinarily not 00081452.DOCX/1 5-1 Exhibit B to Marana Resolution No. 2022-065 CHAPTER 5 WORK RULES AND EMPLOYEE DISCIPLINE MARANA AZ exceed 21 calendar days. The Human Resources Director may authorize an extension or extensions when a comprehensive investigation will require more time to reach a conclusion. B. If the investigation reveals employee misconduct, disciplinary action commensurate with the nature of the offense shall be taken. Such disciplinary action may include recovery of salary and benefits paid during the imposed leave. C.If the investigation reveals no employee misconduct,the employee will be restored to duty and a letter of exoneration will be placed in the employee's official personnel file. [No Revisions to Sections 5-5-5 through 5-5-8] [NO REVISIONS TO POLICIES 5-6 THROUGH 5-8] 00081452.DOCX/1 5-2