2004-10-13 WW & CC Meeting - Laserfiche WebLink

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July fs, 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 commencement of the leave unless the Employee'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 involving 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 'sill normally lIse progresshe and fair dissipline 'liith full time regular Employees. There may Be eiroomstani;les that warrant deviation :ErOlR the suggested order of the diseiflliaary prseess. The nermal preeess is as f-ollo'l/S: recognizes its continuing responsibility to develop and administer rules and disciplinarY 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 disciplinarv action shall include but not be limited to each of the following kinds of conduct: . Incompetence or inefficiencv 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 by the employee's supervisor: . Violation of the provisions of these Personnel Policies: . Violating the data privacy rights of any employee. client. or member of the public: