RESO 1985-03 - Personnel Policy AmendmentsRESOLUTION NO. 85- 3
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
HUNTSVILLE, TEXAS, AMENDING THE PERSONNEL POLICIES OF
THE CITY OF HUNTSVILLE; AND MAKING OTHER PROVISIONS
RELATED THERETO.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF HUNTSVILLE, TEXAS, that:
Section 1. The Personnel Policies of the City of Huntsville, Texas, are
hereby amended by the adoption of a new City Organizational Chart,
attached hereto as Exhibit A, to be known as Chart 1.1 of the
Personnel Policies.
Section 2. Chapter 2, Sections 7 and 8, of the Personnel Policies of the
City of Huntsville, Texas, as presently constituted, are hereby
amended in part to read as follows:
Section 7. Nondisciplinary Demotions
With the approval of the City Manager and if qualified to perform
duties of the lower level position, an employee may be administra-
tively demoted at his or her own request, as an alternative to layoff,
or as a part of a City Council approved reorganization. Such
demotions . . .
Section 8. Applications
All information submitted in connection with applying for City
positions is subject to verification. The City shall require such
releases as necessary to investigate an applicant's medical, workers
compensation, educational, employment, criminal and driving histories.
Section 3. Chapter 4, Sections 2 and 3, of the Personnel Policies of the
City of Huntsville, Texas, as presently constituted, are hereby
amended in part to read as follows:
Section 2. Purpose
(See also disciplinary probations, Chapter 10.)
Section 3. Failure of Probation
A new employee who fails probation may be separated from City
employment. The new employee, if terminated during this period, will
have accrued no benefits nor be eligible for any termination
compensation. If desirable and feasible, the employee may be
administratively transferred to a more suitable position. A newly -
promoted employee who fails probation may be returned to his or her
former type of job, if available, and may be eligible for considera-
tion for later advancement.
Section 4. Chapter 5, Section 1, of the Personnel Policies of the City of
Huntsville, Texas, as presently constituted, is hereby amended in part
to read as follows:
Section 1. Performance Evaluation Report
The work performance of each regular employee shall be evaluated in
accordance with procedures developed by the City Manager. An employee
shall be evaluated at each merit date or on their anniversary date
after reaching top of scale. Special evaluations may be made if
authorized by the department head and /or the City Manager.
Probationary employees shall be evaluated prior to the completion at
the midpoint of their probation.
Section 5. Chapter 6, Sections 2 and 5, of the Personnel Policies of the
City of Huntsville, Texas, as presently constituted, are hereby
amended in part to read as follows:
Section 2. Effect of Reclassification
An employee in a position that is reclassified from one salary range
to another shall be entitled to continue to serve in the position with
unimpaired status if the duties and responsibilities of the position
are not significantly changed or if the employee substantially meets
the qualifications prescribed for the new class.
Section 5. Review of Salary Ranges
Section 6. Chapter 7, Section 2.c., of the Personnel Policies of the City
of Huntsville, Texas, as presently constituted, is hereby amended in
part to read as follows:
Section 2. Administration of Range /Step Salary Schedules
c. Merit increases within ranges may be granted as specified in the
compensation plan upon recommendation of department heads and
approval by the City Manager. Careful consideration to the
ability and production record of each employee shall be given
before such step increases are granted. An employee in
probationary status shall NOT be eligible for merit increases.
Section 7. The Personnel Policies of the City of Huntsville, Texas, are
hereby amended by the repeal of Chart 7.3 Exempt Employees, as
presently constituted, and by the adoption of a new Chart 7.3 that
shall read as follows:
Chart 7.3 Exempt Employees
Salaried Employees
Superintendent I
Superintendent II
(except Fire Department)
Programmer II
Supervisor V
Inspector III
Librarian
Project Coordinator
Tax Assessor /Collector
Police Captain
Planner II
Open- Salaried Employees
City Attorney
City Secretary
Municipal Court Judge
City Manager
Director of Planning
Director of Internal Services
Director of Public Works
Director of Community Development
Director of Public Safety
Director of Finance
Director of Public Utilities
Director of Engineering Design
Section 8. Chapter 7, Sections 4 and 5, of the Personnel Policies of the
City of Huntsville, Texas, as presently constituted, are hereby
amended in part to read as follows:
Section 4. Compensatory Time
d. Limitation on Compensatory Time
If any employee requests and accrues compensatory time, the
employee cannot under any circumstances later receive pay for
that accrued time. An employee must use all compensatory time
within the calendar year that it is accrued. An employee
forfeits all accrued compensatory time not used before January 1.
Section 5. Insurance and Retirement
Eligible employees who work more than thirty (30) hours a week in
budgeted permanent positions shall receive insurance and retirement
benefits as prescribed in the applicable programs. Part time
employees shall not participate in such programs.
Section 9. Chapter 8, Section 1, of the Personnel Policies of the City of
Huntsville, Texas, as presently constituted, is hereby amended by the
addition of Subsection h. which shall read as follows:
h. No employee may accrue more than four (4) days of holiday leave
except for extenuating circumstances approved in writing by the
City Manager.
Section 10. Chapter 8, Section 6, of the Personnel Policies of the City of
Huntsville, Texas, as presently constituted, is hereby amended in part
to read as follows:
Section 6. Administrative Absence With Pay
The City will make every attempt to offer the employee every
opportunity to broaden his skills and develop his professional ability
through schools, seminars and training sessions, dependent on the
City's ability to pay and /or a work schedule as approved by his
supervisor.
Section 11. Chapter 9, Section 1, of the Personnel Policies of the City of
Huntsville, Texas, as presently constituted, is hereby amended to read
as follows:
Section 1. Attendance
Employees shall be at their places of work in accordance with City and
departmental policies and regulations. Department heads shall
establish work schedules and maintain daily employee attendance
records. Full -time City employees work forty hours per week unless
otherwise directed by the City Manager.
Section 12. Chapter 9, Section 3, of the Personnel Policies of the City of
Huntsville, Texas, as presently constituted, is hereby amended by the
deletion of Subsection c.
Section 13. The Personnel Policies of the City of Huntsville, Texas, are
hereby amended by the repeal of Chapter 9, Section 8, as presently
constituted, and by the addition of a new Section 8, that shall read
as follows:
Section 8. Driving and Operating City Vehicles
a. Before employing a person as a driver of a motor vehicle used to
transport persons, or before permitting any employee to drive any
city vehicle, City personnel department shall request from the
Texas Department of Public Safety a list of convictions of
traffic violations contained in their files on the person and a
verification that the person has a valid license.
Tex.Rev.Civ.Stat. art. 6687b.
b. If a job assignment requires an employee to operate or drive a
city vehicle, the employee shall possess a drivers license. Any
employee who loses a valid drivers license shall report such loss
to their supervisor immediately.
c. With approval of the City Manager, employees on call may drive
City vehicles home. Except as expressly permitted, City vehicles
shall not be used for personal business.
d. An employee that has an accident while operating a City vehicle
shall immediately notify both the Police Department and their
supervisor.
Section 14. Chapter 9, Section 10 of the Personnel Policies of the City of
Huntsville, Texas, as presently constituted, is hereby amended to read
as follows:
Section 10. Incident Reports.
An employee shall within one (1) working day report to his supervisor
any incident that involves either any personal injury, or any damage
or loss to City property or the property of others. His supervisor
shall reduce such report to writing within one (1) day if such
incident involves personal injury or damages or loss to any property
in excess of $50.00. . . .
Section 15. The Personnel Policies of the City of Huntsville, Texas, as
presently constituted, are hereby amended by the addition of a new
Chapter 9, Section 12, that shall read as follows:
Section 12. Sexual harassment
Sexual harassment, including sexual advances, requests for sexual
favors, and verbal or physical conduct of a sexual nature, of any
employee by another City employee is prohibited if such conduct
interferes with an individual's work performance or creates an
intimidating, hostile or offensive working environment. Any employee
who experiences or observes any such harassment should notify their
supervisor or the Personnel Division.
Section 16. Chapter 10, Sections 1, 2 and 8, of the Personnel Policies of
the City of Huntsville, Texas, as presently constituted, are hereby
amended in part to read as follows:
Section 1. Grounds for Disciplinary Action
. . . Nothing herein shall, however, limit the authority of City
Council to remove officers appointed by Council.
Section 2. Types of Disciplinary Action
. . . Formal disciplinary action shall include written reprimand,
disciplinary probation, suspension, reduction in pay, demotion and
dismissal. . . .
Section 8. Appeal of Disciplinary Action to City Manager
a. Formal disciplinary action taken under this Chapter may be
appealed in writing directly to the City Manager within five
working days following notice of the action.
b. The action may be stayed pending decision on the appeal or may
take effect at any time after issuance of the notice as
determined by the City Manager. If an employee against whom
disciplinary action is taken alleges that the reasons given for
such action are false, then such action shall be stayed pending
appeal.
c. Upon request, an employee against whom disciplinary action is
taken shall be entitled to present a written response to said
action and to appear personally before the City Manager, with or
without counsel. All parties . . . The City Manager shall
render a final written decision within ten (10) days.
Section 17. The Personnel Policies of the City of Huntsville, Texas, are
hereby amended by the repeal of Chapter 10, Section 9, as presently
constituted, and by the addition of a new Chapter 10, Section 9, which
shall read as follows:
Section 9. Appeal of Certain Disciplinary Action to City Council
1. An employee who, after appeal to the City Manager, is terminated
or is suspended without pay for five (5) working days or more,
may file a written petition with the City Secretary requesting a
hearing on such personnel action within fifteen (15) days after
the City Manager's decision.
2. The petition shall contain the employee's signature, his home
address and a statement indicating whether he wants a public or
private hearing.
3. If timely filed, the Council shall hold a hearing not less than
six (6) days or more than twenty (20) days from such petition.
4. Notice of the hearing date shall be given to the employee either
by personal service or by certified mail, return receipt
requested, through the City Secretary at least five (5) days
prior to hearing date.
5. All hearings shall be held at the City Hall of the City of
Huntsville.
6. City Council shall render a written decision within ten (10) days
of the close of the hearing.
(Cross- reference City of Huntsville Charter Section 4.13; Ordinance
No. 80 -5, Codifying City of Huntsville Code of Ordinances Section 2 -2
et seq.)
Section 18. Chapter 11, Section 2 of the Personnel Rules of the City of
Huntsville, Texas, is hereby amended to read:
Section 2. Layoffs /Reorganizations
An employee may be laid off, transferred to another position, or
demoted because of changes in duties or organization or for lack of
work or funds. Whenever possible, an employee shall be transferred to
a suitable position elsewhere. Whenever possible, at least two weeks'
notice shall be given an employee prior to layoff or demotion.
Layoffs or reorganizations shall be carried out on the basis of
demonstrated job performance and efficiency, with the most proficient
employees being retained the longest. Seniority within City service
shall be used to determine the order of layoff or reorganization among
employees with substantially equivalent records of job performance and
efficiency, with the most senior employees being retained the longest.
Temporary employees shall be laid off before regular employees
performing similar duties. Layoffs, transfers or demotions resulting
from reorganizations shall not be considered disciplinary actions.
Section 19. The Personnel Policies of the City of Huntsville, Texas, are
hereby amended by the deletion of Chapter 12, Section 4, as presently
constituted.
Section 20. The Personnel Policies of the City of Huntsville, Texas, are
hereby amended by the deletion of the second paragraph of Section 2,
Chapter 13, as presently constituted; and by the deletion of Section
4, Chapter 13, as presently constituted; and by changing Section 5 to
read "Section 4 ", Chapter 13.
Section 21. This resolution shall take effect immediately upon its passage
by City Council.
PASSED AND APPROVED this the '7'd ay of
ATT
uth DeShaw, ity ecretary
APPROVED AS TO FORM:
e
Scott Bounds, City Attorney
, 1985.
THE CITY OF HUNTSVILLE
By
iam . Nash, ayor