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HomeMy WebLinkAboutResolution 2023-102 Approving and Adopting Amendments to the Town's Personnel Policies and Procedures MARANA RESOLUTION NO. 2023-102 RELATING TO PERSONNEL; APPROVING AND ADOPTING AMENDMENTS TO THE TOWN'S PERSONNEL POLICIES AND PROCEDURES, REVISING CHAPTER 3 - CLASSIFICATION AND COMPENSATION, POLICY 3-1 "POSITION STATUS" AND POLICY 3-4 "PAYROLL PROCEDURES," MULTIPLE POLICY REVISIONS TO CHAP- TER 4-EMPLOYMENT BENEFITS AND LEAVES, AND REVISING CHAPTER 8 -TER- MINATION OF EMPLOYMENT, POLICY 8-2 "EXIT PROCESS" AND POLICY 8-4 "RE- 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 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. Policy 3-1, entitled "Position Status," and Policy 3-4, entitled "Pay- roll Procedures," of the Town's Personnel Policies and Procedures are hereby amended as set forth in Exhibit A attached to this resolution,with deletions shown with strikeouts and additions shown with double underlining. SECTION 2. Policy 4-3, entitled "Managed Time Off (MTO) Leave," Policy 4-7, entitled "Family and Medical Leave," Policy 4-9, entitled "Leave Donation," Policy 4-11, entitled "Workers' Compensation," Policy 4-14, entitled "Alternative Work Assign- ments/Light Duty," and Policy 4-15 "Civic Duty" of the Town's Personnel Policies and Procedures are hereby amended as set forth in Exhibit B attached to this resolution,with deletions shown with strikeouts and additions shown with double underlining. SECTION 3. Policy 8-2, entitled "Exit Process," and Policy 8-4, entitled "Re-em- ployment," of the Town's Personnel Policies and Procedures are hereby amended as set forth in Exhibit C attached to this resolution, , with deletions shown with strikeouts and additions shown with double underlining. - 1 - Resolution No.2023-102 SECTION 4. 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 5. 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. PASSED AND ADOPTED by the Mayor and Council of the Town of Marana, Ar- izona, this 17th day of October, 2023. IAC2.1/---- —' Mayor Edfflonea ATTEST: APPRO D AS TO FORM: (._. ,::. ,:_ ). ilif- ,.4 David Udall, Town Clerk Ja, - -airall,1110 wn Attorney Ad6I6* MARANA AZ ESTABLISHED 1977 - 2 - Resolution No.2023-102 Exhibit A to Marana Resolution No. 2023-102 CHAPTER 3 MARANA CLASSIFICATION AND COMPENSATION POLICY 3-1 POSITION STATUS All positions in the Town of Marana are categorized as classified, unclassified, or temporary positions. [No changes to Sections 3-1-1 through 3-1-3] 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. B. 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 Felling 12 month period. 1. in a fiscal year,exceed more than 20 hours per week for more than 19 weeks;and 2. in a rollin. 12-month .eriod exceed an avera•e of more than 29 hours .er week or 1040 hours. [NO CHANGES TO POLICIES 3-2 THROUGH 3-3] POLICY 34 PAYROLL PROCEDURES Regular Town employees are paid biweekly. There are 26 pay periods in the calendar year. [No changes to Section 3-4-1] Section 3-4-2 Pay Checks A. The FinanceHuman Resources Department does not distribute paper checks. Employees are paid through direct deposit on the Friday following the close of the pay period. If the Friday following the close of the pay period is a Town-recognized holiday, the Finance Human Resources Department shall select and coordinate an alternate pay date if necessary. 00092356.DOCX/1 Exhibit A to Marana Resolution No. 2023-102 CHAPTER 3 CLASSIFICATION AND COMPENSATION MARANA AZ B. Employees receive a statement of earnings,deductions,leave balances and compensatory time balance for the period covered by the payment. [No changes to Sections 3-4-3 and 3-4-4] 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 Human Resources Director or designee as soon as the employee becomes aware of the error.Likewise, the Human Resources Director or designee shall provide written notice to an employee of a payroll error as soon as the Human Resources Department becomes aware of the error. Once an error has been discovered, the Human Resources Department will initiate a correction as follows: A. If the employee has been underpaid due to an error made by the Human Resources Department,the FinanceHuman Resources 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 Human Resources 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 Human Resources Department, the employee will be required to reimburse the Town for the overpayment. The Human Resources Department will make every effort to establish a repayment schedule that meets the Human Resources Department's responsibility to recoup public funds in a timely manner and incorporates consideration for the employee's ability to repay. [NO CHANGES TO POLICIES 3-5 THROUGH 3-13] 00092356.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 CHAPTER 4 MARANA EMPLOYMENT BENEFITS AND LEAVES [NO CHANGES TO POLICIES 4-1 AND 4-2] POLICY 4-3 MANAGED TIME OFF(MTO) LEAVE The Town of Marana provides managed time off (MTO) leave to eligible employees to allow for necessary rest and relaxation away from work,for attendance at commitments outside of work, and for income protection during medical leave. Employees are expected to responsibly use their MTO leave. [No changes to Sections 4-3-1 through 4-3-4] Section 4-3-5 Request for Planned Managed Time Off Leave A. Eligible employees may request to use planned MTO leave for up to two consecutive days for any purpose, including the reasons listed in A.R.S. § 23-373(A). MTO days that are split by a Towpp n-aroved holiday, weekend, or repularl scheduled days off are considered consecutive days. B. Eligible employees may request to use planned MTO leave for more than two consecutive days in the increments of time the employee reasonably needs to use based 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 injury,or surgical,medical,dental or optical appointments, including regular, preventative care appointments, and travel time to and from medical appointments. 2. Medical conditions that prevent the employee from performing assigned tasks. 3. Illness or injury of family member or surgical, medical, dental or optical appointments, including regular, preventative care appointments, for a family member and related travel time to and from medical appointments. 4. Any FMLA-qualifying reason not otherwise listed in this paragraph. 5. Any reason listed in A.R.S. §23-373(A). C. Employees must request to use planned MTO leave in advance. Leave requests shall be submitted as far in advance as possible. Employees shall make a good faith effort to provide 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 employer. 00092358.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 D. No more than two planned MTO leave days may be used in conjunction with the use of vacation leave, compensatory time, military leave, bereavement leave or administrative leave unless the use is for medical purposes. E. An emplo ee may use u s to a maximum of five consecutive planned MTO da s in addition to bereavement leave followin! the death of an immediate famil member as defined in Section 4-6-4 if the em�lo, ee did not use MTO as set forth in Section 4-3-6 B . Section 4-3-6 Request for Unplanned Managed Time Off Leave A. Eligible employees may request to use unplanned MTO in the increments of time the employee reasonably needs to use based on the purpose of the leave for any of the following unforeseen reasons: 1. Personal illness,disease or injury,or surgical,medical,dental or optical appointments, including regular, preventative care appointments, and travel time to and from medical appointments. 2. Medical conditions that prevent the employee from performing assigned tasks. 3. Illness or injury of family member or surgical, medical, dental or optical appointments, including regular, preventative care appointments, for a family member and related travel time to and from medical appointments. 4. Any FMLA-qualifying 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. An em.lo ee ma use u. to a maximum of five consecutive un•lanned MTO da s in addition to bereavement leave, following the death of an immediate family member as defined in Section 4-6-4 if the employee did not use MTO as set forth in Section 4-3-5 E . BC. 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 employee has notified the supervisor in advance of the number of days the employee will be absent. CD. Upon return to work, the employee shall submit a leave request to his or her direct supervisor for the time missed. [No changes to Sections 4-3-7 through 4-3-9] [NO CHANGES TO POLICIES 4-4 THROUGH 4-6] 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 Marana provides job-protected 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. 00092358.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 [No changes to Sections 4-7-1 through 4-7-13] 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 plan 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 paid 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 paid to maintain group health plan insurance coverage for an employee who fails to return to work from FMLA leave. [No changes to Sections 4-7-15 through 4-7-19] [NO CHANGES TO POLICY 4-8] 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 family member as defined in this policy. [No changes to Sections 4-9-1 through 4-9-3] 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: 00092358.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 1. Donating employees must maintain a total cumulative balance of 80 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 80-hour balance is maintained. D. Employees must donate leave in full day hour increments,based on the number of hours employee works ten herr 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 FinanceHuman Resources 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 FinanceHuman Resources Department draws from the pledged leave hours, the FinanceHuman Resources 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 peceiing 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 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 changes to Sections 4-9-5 through 4-9-7] [NO CHANGES TO POLICY 4-10] 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 00092358.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 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 law, state law shall control. [No changes to Sections 4-11-1 and 4-11-3] 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, MTO,or other leave for an absence that is a direct result of the accident,injury or illness. On the day of the accident,injury,or illness, time spent during the work day addressing the accident, injury or illness, such as seeking medical attention, shall be treated as time worked. -- - - _ . - - = =. - . . - -- - - -- - - -- - . _ - , B. Beginning with the first work day following the day of the accident, injury or onset of illness, the employee may use any 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. After the employee informs the Town of a job-related accident,iri ury or illness,the Town ma re•uire the em.lo ee to be examined on one occasion b a .h sician of the Town's choosin'. This does not restrict the em.lo ee from seekin• treatment b a .h sician or facility of the emplo ee's choosin• at the time of the accident in'ur or illness. If the Town requires an examination sursuant to this section, such appointment will be scheduled in advance,during work time on an em.lo ee's re larl scheduled work da . The time spent at the appointment will be considered time worked. CD. If the employee used 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. DE. 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. EF. 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 allocating that portion of the employee's time that is being paid by the workers' compensation carrier as"workers'compensation" and the remainder of the employee's time as paid or unpaid leave,as applicable. EG.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 00092358.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 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. GH. 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. [No changes to Sections 4-11-5 through 4-11-7] [NO CHANGES TO POLICIES 4-12 AND 4-13] POLICY 4-14 ALTERNATIVE WORK ASSIGNMENTS/LIGHT DUTY The Town of Marana recognizes the value of allowing employees with work restrictions to temporarily work in an alternative work or light/restricted duty assignment. Alternative work assignments are intended for employees with medically documented temporary mental or physical illnesses or injuries sustained on or off the job who have work restrictions and who are expected to eventually return to unrestricted work. The Human Resources Department shall coordinate and administer all alternative work assignments for the Town. The provisions of this policy are not intended to conflict with or supersede federal or state law, nor should they be interpreted or construed to do so.If any provision of this policy conflicts with federal or state law,federal or state law shall control. [No changes to Sections 4-14-1 and 4-14-2] Section 4-14-3 Procedures A. When the Human Resources Department becomes aware that an employee has temporary work restrictions, the Human Resources Department will make every effort consistent with the provisions of this policy to offer the employee an alternative work assignment. B. In order to be considered for an alternative work assignment, an employee must present a medical certification from a health care provider specifying work restrictions and the expected duration of the restrictions to the Human Resources Department. C. Upon receipt of the certification, the Human Resources Department may communicate with the employee's health care provider to clarify and attain specificity on physical restrictions and limitations relative to specific job duties and responsibilities. D. The Human Resources Department shall determine whether there are any alternative work assignments within the Town which the employee can perform given the work restrictions. Primary consideration will be given to job placement within the employee's department and regular job duties. However, an employee may also be placed in an alternative work assignment in another department and/or in another position. An alternative work assignment may also result in a change in the employee's work hours. E. An employee may be placed in an assignment that is in a lower classification than the employee's regular job assignment;however,the employee's salary shall remain the same as it was in the employee's regular job assignment. Overtime, on-call/stand-byap ,an4 call-out pay,and call-out supplementary pay are is not authorized for employees on light duty status. F. Under no circumstances will the Town create a position solely for the purpose of providing work for an employee who is eligible to return to work under a temporary work 00092358.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 restriction. Alternative work assignments shall involve productive work that is both useful to the Town and achievable within the restrictions placed on the employee.If there is no alternative work assignment available for a particular employee,the employee shall remain on,or be placed on,an appropriate form of leave,pursuant to the policies set forth in this chapter. G. Employees with on the job injuries or illnesses shall be given preference for alternative work assignments over employees with off the job injuries or illnesses, even if an employee with an off the job injury is already serving in an alternative work assignment. Thus, if an employee with an off the job injury is serving in an alternative work assignment, the Town may remove that employee from the assignment if removal is necessary to provide an alternative work assignment for an employee with an on the job injury. H. An employee who has previously been subject to work restrictions is required to inform the Human Resources Department immediately upon receiving a release to regular duty from a health care provider. [No changes to Sections 4-14-4 through 4-14-8] 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 changes to Section 4-15-1] 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 FinanceHuman Resources 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 vacation,MTO,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. 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 00092358.DOCX/1 Exhibit B to Marana Resolution No. 2023-102 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 FinanccHuman Resources 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 vacation, MTO, 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 leave for these court matters. [No changes to Section 4-15-4] [NO CHANGES TO POLICY 4-16] 00092358.DOCX/1 Exhibit C to Marana Resolution No. 2023-102 CHAPTER 8 MARANA AZ TERMINATION OF EMPLOYMENT [NO CHANGES TO POLICY 8-1] 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 changes to Sections 8-2-1 and 8-2-2] Section 8-2-3 Final Pay Check A. The Finance DepYartment-shall be notified of the employee's separation date through ashall be documented on the Personnel Action Form. Employees shall receive pay for work performed through the last hour worked and for unused benefits as stipulated by Town policy and laws governing final payments. 1. Terminated employees must be issued their final pay check within seven working days of the effective date of the termination or at the end of the next regular pay period,whichever is sooner. 2. Employees who leave the employment of the Town by means other than termination will be paid at the close of the next regular pay period. 3. Costs of unreturned Town property will be deducted from the final paycheck. 4. The Town will distribute the final pay check to the employee via direct deposit. B. It is the responsibility of the Department Head to ensure that the employee has completed final clearance and that all items,including the Personnel Action Form,the exit clearance checklist and the final time entry, have been properly completed and forwarded to the Human Resources Department and the Finance Department within the required time frames for issuance of the final pay check. [No changes to Sections 8-2-4 and 8-2-5] [NO CHANGES TO POLICY 8-3] POLICY 8-4 RE-EMPLOYMENT [No changes to Sections 8-4-1 and 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. 00092359.DOCX/2 Exhibit C to Marana Resolution No. 2023-102 B. Future performance pay increases for a re employed employ-cc will be in accordance with the performance management policies aid procedures set forth in Chapter 6 of these GB. An employee re-employed in his or her former position or another position within 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. 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 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. IDC. 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. ED. 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 changes to Sections 8-4-4 through 8-4-7] 00092359.DOCX/2