2004-07-28 WS & CC Meeting - Laserfiche WebLink

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July 1'5, 2004 Page 6 9.5 Funeral Leave. The reference to sick leave should be replaced with PTO. 9.6 Parenting Leave. This is only required of employers that have 21 employees. Therefore the City would be doing this voluntarily. In the event that the City wishes to have this benefit, I suggest one change in Reinstatement. I suggest adding the same provision discussed in the Medical Leave section to the first paragraph. I suggest the following language: The Employee is entitled to return to work in the same or comparable position and at the same rate of pay the Employee was receiving prior to connencement of the leave unless the Emplovee's iob was eliminated during the leave. In this instance. the employee will be treated as laid off pursuant to Section 5.4 9.13 Sick or Injured Child Care Leave. This is only required of employers that have 21 employees. Therefore the City would be doing this voluntarily. 17.2 Discipline. Process. Progressive discipline is generally satisfactory when dealing with minor or performance related issues. Progressive discipline is generally not applied with cases inyolying serious misconduct. I suggest that the existing language be limited to instances where the Council determines the matter is not serious. I suggest the following language: The City of Centerville 'Nill normally use progressive and fair discipline ';;ith full time regular Employees. There may be dreumstaflces that 'Narrant deviation from the suggested order efthe disciplinary process. The normal process is as folle'//s: recognizes its continuing responsibility to develop and administer rules and disciplinarv measures in a fair and consistent manner. The City will issue discipline at a level within its discretion for the act/inaction in question along with other factors that it deems relevant. Without limiting its right to issue discipline in other areas. an adequate reason for issuing a disciplinary action shall include but not be limited to each of the following kinds of conduct: . Incompetence or inefficiency in the performance of duties: . Failure to produce the quality of work and/or the quantity of work the position or classification requires; · Wanton carelessness or negligence in the performance of duty: . Offensive treatment of fellow employees or other persons: · Willful violation of any lawful regulation or order. or failure to obey any lawful and reasonable directions given bv the emplovee's supervisor: . Violation of the provisions of these Personnel Policies: . Violating the data J?rivacy rights of any employee. client. or member of the public: