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hours worked on regular working days during normal working hours, but also <br />during the corresponding hours on non -working days. <br />Example: If an Employee regularly works from 8:00 a.m. to <br />4:30 p.m., Monday through Friday, the travel time during these <br />hours is work time on Saturday and Sunday as well as on the <br />other days. Thus, if travel is overnight and done outside of <br />working hours, the travel time is not compensable. <br />G) Use of City Vehicle for travel to/from conferences/training: <br />When a city vehicle is available for use, employees should consider <br />taking a city vehicle for training, conferences, or similar travel. To <br />facilitate the efficient use of city vehicle for this purpose, an employee <br />may take the city vehicle home the night before and return the <br />vehicle the day after the training/conferences. The vehicle should <br />only be driven for minimal personal use while in the possession of <br />the employee. <br />12.4 Applicability <br />General: Travel and expense reimbursement provided for in this section shall apply to <br />both the Employees of the City, the members of the City Council, and boards and <br />commissions traveling specifically to conduct City business. <br />13.1 Employee Performance Appraisal <br />Schedule: Employees will normally have their performance evaluated at least once <br />during the probationary period, at the employee's one-year anniversary date, and every <br />twelve (12) months thereafter. Performance evaluations will be maintained in Employee <br />personnel files and will be considered when personnel actions are contemplated. <br />Performance appraisals will be conducted in accordance with the established <br />performance appraisal system. Step and annual increases shall not be granted unless an <br />employee has a satisfactory performance evaluation. <br />14. SAFETY <br />14.1 General <br />Safety Policy: The personal health and safety of each Employee of the City and the <br />prevention of occupational injuries and illnesses are of primary importance to the City. To <br />the greatest degree possible, management will maintain an environment free from <br />unnecessary hazards and has established safety policies and procedures for each <br />department. Adherence to these policies is the responsibility of each Employee. Overall <br />administration of this policy is the responsibility of each Supervisor. Violation of <br />established policies and rules may result in disciplinary action under the discipline section <br />of the City's personnel policy. <br />Page 31 of 60 <br />