01-11-2022 CC RPT 19 - Laserfiche WebLink

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Revisions to the City's Personnel Policies • Page 2 new section was added to the policy to allow supervisors to approve the use of "emergency" leave (vacation, sick, or compensatory time) on a case-by-case basis. If no leave bank is available, the employee's time will be coded as no pay. Supervisors are responsible for documenting and maintaining records of tardiness for subordinate employees. Additionally, the revisions specify that employees with excessive tardiness will be subject to disciplinary action and follow disciplinary guidelines as set forth in Policy (III -1) Discipline. (Approved 12/6/21) Policy V-3 — Employee Leave Donation - The updated Employee Leave Donation Policy includes revisions to establish a procedure to allow City employees to donate their own accrued vacation leave to another employee who has exhausted all paid leave because of a serious non -job-related medical emergency. IBEW units may donate their compensatory time bank in the same manner as the donation of accrued vacation leave for all other employees. The policy defines the application process for employees who request donated leave time from their co-workers and specifies how the plan will be administered and how the donated hours will be used. A new section was added to the policy to inform donors that the value of all donated leave hours are taxable income and will be included on the donor's W2 for the tax year in which the hours were utilized per IRS general law taxation rules. Furthermore, all policies also include administrative changes to reflect process changes and to conform to a citywide format. (Approved 12/6/21) The Human Resources Department confirms that these updates include all required elements as required by law. STRATEGIC PLAN ALIGNMENT: This item contributes to Strategic Priority No. 5 — High Performing Government and Goal No. 5.3 — Enhance communication and collaboration with community members to improve transparency, build public trust, and encourage shared decision-making. This item aligns with each of the five Cross -Cutting Threads as follows: 1. Community Trust — All policies contained within this report were reviewed and approved in collaboration with the Human Resources Board, various bargaining units, and a Public Hearing to receive public input and build community trust. 2. Equity — Policies and procedures reflect the City's vision, values and culture and ensures equality for all employees. 3. Fiscal Responsibility — There is no funding associated with this report. However, updated policies and procedures ensure that quality services are provided to all. 4. Innovation — A collaborative and innovative approach was used to revise these policies and procedures to meet the City's current and changing needs while ensuring compliance with various rules and regulations. 5. Sustainability & Resiliency — To maintain a sustainable and resilient workforce it is important to keep all policies and procedures up-to-date to ensure equitable applicability of personnel rules.