Laserfiche WebLink
Metadata
Document management portal powered by Laserfiche WebLink 9 © 1998-2015 Laserfiche. All rights reserved.
<br />July 15,2004 <br />Page 6 <br /> <br />9.5 Funeral Leave. The reference to sick leave should be replaced with PTO. <br /> <br />9.6 Parenting Leave. This is only required of employers that have 21 employees. Therefore the <br />City would be doing this voluntarily. In the event that the City wishes to have this benefit, 1 <br />suggest one change in Reinstatement. 1 suggest adding the same provision discussed in the <br />Medical Leave section to the first paragraph. I suggest the following language: <br /> <br />The Employee is entitled to return to work in the same or comparable position and at the <br />same rate of pay the Employee was receiving prior to co=encement of the leave unless <br />the Emplovee's iob was eliminated during the leave. In this instance. the emplovee will <br />be treated as laid off pursuant to Section 5.4 <br /> <br />9.13 Sick or Injured Child Care Leave. This is only required of employers that have 21 <br />employees. Therefore the City would be doing this voluntarily. <br /> <br />17.2 Discipline. Process. Progressive discipline is generally satisfactory when dealing with <br />minor or performance related issues. Progressive discipline is generally not applied with cases <br />involving serious misconduct. I suggest that the existing language be limited to instances where <br />the Council determines the matter is not serious. I suggest the following language: <br /> <br />The City of Centerville willnGrmally use pmgressi7e and fair cliseipooe v.ith full time <br />regalar Employees. There may be eirwmstances that warrant deviation from the <br />suggested offier oft.ae discipliaary pr-ocess. The B.ormal pmoess is as follmvs: <br />recognizes its continuing responsibility to develop and administer rules and disciplinary <br />measures in a fair and consistent manner. The City will issue discipline at a level within <br />its discretion for the act/inaction in question along with other factors that it deems <br />relevant. Without limiting its right to issue discipline in other areas. an adequate reason <br />for issuing a disciplinary action shall include but not be limited to each of the following <br />kinds of conduct: <br /> <br />. Incompetence or inefficiency in the performance of duties: <br /> <br />· Failure to produce the <;lUality of work and/or the quantitv of work the position or <br />classification requires: <br /> <br />. Wanton carelessness or negligence in the performance of duty: <br /> <br />. Offensive treatment of fellow employees or other persons: <br /> <br />· Willful violation of any lawful regulation or order. or failure to obey any lawful and <br />reasonable directions given bv the employee's supervisor: <br /> <br />· Violation of the lJrovisions of these Personnel Policies: <br /> <br />. Violating the data privacy rights of any employee. client. or member of the public: <br />