Loading...
1990R06- AMENDING PERSONNEL POLICY MANUAL ....... RESOLUTION No.~-R-('" A RESOLUTION BY THE CITY COUNCIL OF THE CITY OF SCHERTZ, TEXAS ADOPTING THE PERSONNEL POLICY MANUAL AND AMENDING SECTIONS VI HOLIDAYS, VACATIONS AND LEAVES; SECTION VIII TRAVEL, TRAINING AND CONFERENCE PROCEDURES BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SCHERTZ, TEXAS, SECTION I THAT the City of Schertz Personnel Policy Manual is hereby adopted with the revisions listed below. SECTION II THAT Section VI Holidays, Vacations and Leaves is amended as follows: 6.00 Holidays - the first paragraph to read as follows: "City of Schertz employees in regular positions receive full pay for the following authorized holidays: New Year's Day President's Day Independence Day Columbus Day Thanksgiving Day Martin Luther King, Jr. Day Memorial Day Labor Day Veteran's Day Christmas Day" 6.03 Injury Leave - entire section changed to read as follows: "6.03 - Injury Leave In the event an employee is injured on the job, he/she must report that injury to his/her supervisor immediately. In the case of a major injury in which the employee is physically unable to contact his/her supervisor, the injury should be reported no later that the start of the next work day regardless of whether or not the employee is scheduled to work.. Witnessing employees should report the injury to supervisory personnel. Failure on the part of the employee to report such injury within these guidelines constitutes an assumption by the City that the injury did not occur on the job; therefore, the employee is not eligible for any benefits described under this section. The employee, upon learning the nature and condition of the injury, should report the anticipated length of the absence to the immediate supervisor. " Regular full-time employees who sustain an on-the- job or line-of-duty injury will be entitled to a full salary continuation, exclusive of overtime, for the duration of their incapacity not to exceed sixty (60) calendar days. Full salary continuation is an employee's current semi-monthly net take home pay rate less Worker's Compensation Benefits. If after sixty (60) calendar days the employee cannot return to work, the employee may elect to apply sick leave and vacation leave until exhausted, less any Worker's Compensation Benefits. After all accrued benefits have been exhausted, the employes shall receive only Worker's Compensation Benefits as authorized in the Worker's compensation Act. During the time on injury leave, the employee be eligible for merit raises, promotions, or other including vacation and sick leave accrual. will not benefits A. Supervisory Responsibilities - Report Required 1. It is the responsibility of the Director to verify all employee Compensation related purposes. respective Department absences for Worker's 2. Upon learning of injury, supervisors shall thoroughly investigate the accident/injury and forward a report to the Personnel Officer, along with an "On the Job Accident or Injury Report form No. A0001-CY. This form is to be presented at the next available working day. There are nQ exceptions. 3. Supervisors are required to report injury related lost time on payroll sheets. 4. Upon returning to work, when an employee has missed one full work day, or if after returning to work the employee later loses time, the supervisor shall complete an "Employer's Supplemental Report of Injury and forward it to the Personnel Office. This form is to be presented at the next available working day. There are nQ exceptions. 5. The City may require an injured employee, in addition to medical treatment secured by the employee under Worker's Compensation laws, to submit to examination and treatment at City expense by a physician or psychologist chosen or approved by the Personnel Officer as a condition of receiving or continuing to receive supplemental pay. An employee who refuses to submit to such examination or to such diagnostic tests, X-rays, surgical procedures including exploratory . " surgery or other treatment as such physician or psychologist prescribes or recommends as medically or psychologically necessary to identify, diagnose, treat, or cure the employee's injured condition shall forfeit all rights to any further supplemental pay. 6. An employee who repeatedlY fails to keep medical appointments shall be deemed as one who refuses to submit to examination and treatment for which the employee shall forfeit all rights to any future pay- ments provided. The City may suspend such payments and if the employee later submits to examination and treatment, the City may authorize the resumption of supplemental pay to the employee; however, the employee shall forfeit any payments that would have accrued during the period the payments were suspended. 7. When an employee is receiving supplemental pay, such supplemental pay checks will be issued to the employee at the Personnel Office on regular pay days or mailed to an address designated by the employee. If an employee is too ill to pick up his/her check, he/she may designate, in writing, a member of his/her immediate family to receive the check. 8. An employee returning to duty must, before reporting to work, provide a written release in person to the designated City office from the attending physician indicating the employee's fitness to return to duty, stipulating the type of duty permitted and the date of the employee's release from medical care. 9. When an injured employee on Worker's Compensation pay- ments and injury leave is medically released to duty and the release calls for light duty, the designated city office will contact an employee's department to verify that light duty is available. Light duty may or may not be available based on: (1) needs and duties of the department, (2) capabilities of the individual (does this employee have the skills to be productively utilized in another capacity), and (3) expected length of time light duty is required. 10. When an employee's injury will permanently prevent him/her from performing his/her regularly assigned duties, the department should first attempt to locate a suitable city position for the employee. Such position must be authorized and vacant and the individual must be qualified to handle the position. If no positions are available and the individual is physically unable to perform their job, termination is the final step. . '. 11. An employee shall forfeit all rights to any continued supplemental pay/injury leave if he/she: a. Is found to be working for pay at any job not approved by the Department Director and Personnel Officer and not specifically recommended by the treating physician. b. Resigns for any reason while receiving supple- mental pay. c. Is discharged for any reason while receiving supplemental pay. d. Consistently fails or refuses follow or consistently disregards treating physician's instructions ment of his/her injury. to comply with or or violates the regarding treat- e. Retires or dies while receiving supplemental pay. f. Refuses to perform light, partial or part-time duty when offered by his/her department and authorized by the treating physician. g. Refuses to accept or perform a different job with the city when offered by the Personnel Officer that is within his/her physical capacity and for which he/she is qualified or will be trained. h. Falsifies or misrepresents his/her physical condi- tion or capacity while receiving supplemental pay. i. Refuses to return to regular duty on the working day after he/she has been released to regular duty by the treating physician. j. Fails to contact his/her immediate supervisor on a weekly basis and notify him/her 0 f his/her condition and expected return to work date. k. Is injured as a negligence in the determined by the Personnel office," result of observance employee's his/her own of safety department personal rules as or the SECTION III THAT Section VIII Travel, Training Procedures, Section 8.01 Per Diem Allowance, is as follows: and Conference amended to read " "The per diem allowance shall cover actual expenses for lodging, meals, tips and transportation between the place(s) where business is conducted and where lodging and/or meals are provided, but not to exceed the figures in the following table. MAXIMUM PER DIEM ALLOWABLE PER EMPLOYEE In State Out of State TOTAL $18.00 $45.00 $ 7.00 $70.00 $24.00 $45.00 $14 .00 $83.00 Meals (3) Lodging Incidentals In instances where actual expenses exceed the maximum per diem allowable, approval must be obtained from the City manager before such payment can be made. THAT Section 8.04 City Vehicle is amended to read as follows: "When automobile is the chosen mode of transportation, city- owned vehicles are to be used if available. If feasible and convenient to do so, employees should pool transportation facilities, particularly on short trips involving several employees." PASSED, APPROVED AND ADOPTED this the :f0 day of t!J1An ~ 1990. ATTEST: