General Orientation 2017
Welcome to the City of Schertz
2017 General Orientation
Good morning and Welcome! The City of Schertz welcomes you. We are very pleased to have you as a new employee.
1
Agenda
We will begin by reviewing the Cities policies and procedures, reviewing employee health benefits, and then you will be dismissed to meet with your teams. Let’s get started!
2
The City of Schertz is dedicated to Leading, improving, and serving a livable, sustainable, and financially sound community. (Our Mission)
Our Vision is: Community, Service, and Opportunity.
We strive to live by our core values everyday, and its important to us that those values are demonstrated through our work. Our values are:
Respect: Treat others the way you want to
be treated
Integrity: Do the Right Thing, even when no one is looking!
Ownership: Do the best you can
Teamwork: Work cooperatively as a team
3
Our Leaders
Michael Carpenter was first elected Mayor on Tuesday, Nov. 6, 2012. He has since been re-elected twice.
Mr. Kessel has worked in local government for twenty five years and became Schertz’s
City Manager on June 1, 2011.
Its important to us that you know our City leaders. They work diligently to make our community a great place to live and work.
Mayor Carpenter was elected in 2012, and has been reelected
twice.
Mr. Kessel, City Manager has been with the City since 2011.
4
Our Leaders
Dudley Wait, Executive Director of Operations oversees a number of different departments; including Police, Fire, EMS, Streets, Water/Drainage, Fleet & Facility services, and many more.
Brian C. James, Executive Director of Development oversees a number of different departments; including Planning, Inspections, Engineering, Geographic Information Systems (GIS), Parks
and Recreation and the Capital Improvements Program.
Mr. Kessel has two Executive Directors that oversee our City departments.
(READ SLIDE)
5
Meet the Councilmembers:
Mark Davis
Ralph Gutierrez
Scott Larson
Cedric Edwards
Robin Thompson
Angelina Kiser
Bert Crawford
6
Plane in three dimensions
Look in the slide notes below for topics to consider talking about
REVIEW SLIDE
7
Usage examples
State of the City
8
General Guidelines
Attendance: Please report to work at your designated start time, if you are going to be late please let your department supervisor know as soon as possible.
Timekeeping: Please keep
track off your hours worked and report them to your immediate supervisor for payroll purposes.
Dress Code: Your Department Supervisor will go into more detail in relation to your uniform
or daily attire.
Computer Use: Please make sure you are only using City computers and telephones for business purposes.
General Conduct: While at work, please be aware of your conduct
and remember to be professional and courteous to all staff members and citizens.
For more information on the policies we briefly covered today, please review your employee handbook.
9
Employee Benefits
Medical, Dental and Vision- Humana
Colonial Medical Bridge (Buy up option possible)– $500.00 per hospitalization
1 wellness claim per calendar year - $50.00
Retirement
7% of your gross
income deposited, 14% matching = 21% total. Participation is mandatory for all Full Time and Part-Time employees working more than 20hrs per week.
Employee Assistance Program
Vacation
Time/Sick Pay
YMCA Discount
Retirement: Employees are automatically enrolled with the TMRS to provide retirement income.
EAP: The city provides an employee assistance plan to all employees. You all received a
handout with more information.
Vacation Time/Sick Pay: All Full-Time employees are eligible to accrue vacation time and sick pay. Please review your handbook for specifics.
All FT
Employees are eligible for a discount at YMCA. After the presentation, please let me know if you are interested in signing up!
10
Vacation and Sick Leave
Regular Full-Time employees earn one day of sick leave for every month of work for the City.
Twenty-four hour shift employees earn ten (10) hours of sick leave for every month of work
for the City.
11
FMLA (Administered by Care Works)
Call your supervisor to report your absence. Failure to contact a supervisor may result in a policy violation.
Call CareWorks Absence Management , toll-free at 1-888-436-9530. Failure
to contact CareWorks Absence Management may result in a delay or denial of your claim
Complete and return information provided to you as soon as possible.
12
Prohibition Against Harassment
The City does not tolerate the harassment of any employee by any other employee, customer, vendor, or other third party for any reason. In addition, harassment for reasons such as
age, race, color, religion, sex, national origin, or disability is a violation of various State and Federal laws. Accordingly, derogatory racial, ethnic, religious, age, sexual or other
inappropriate remarks, slurs, or jokes will not be tolerated.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, statements, or any other visual, verbal,
or physical conduct of a sexual nature when
submission to the conduct is made either implicitly or explicitly a condition of the individual’s employment;
submission to or rejection of
the conduct is used as the basis for an employment decision affecting the harassed employee; or
the harassment has the purpose or effect of unreasonably interfering with the employee’s
work performance or creating an environment that is intimidating, hostile, or offensive to the employee.
Each employee must exercise his or her own good judgment to avoid engaging in
conduct that might be perceived by others as sexual harassment.
Any employee who believes that he or she is or may be subjected to such objectionable conduct is urged to contact his
or her supervisor, the City Manager, or the City Secretary immediately. The City will promptly investigate complaints and, where necessary, take preventative and corrective actions.
Any
employee, supervisor, or manager who becomes aware of any such objectionable conduct by any employee, supervisor, manager, (or by anyone else, including outside vendors, when inflicted
on any City employee) must immediately advise his or her supervisor, the City Manager, or the City Secretary to assure that such conduct does not continue.
Any manager, supervisor, or
employee who engages in such objectionable conduct is subject to disciplinary action.
No employee will be retaliated against for making a good faith complaint or bringing such conduct
to the City’s attention.
13
Progressive Discipline Depending on the offense, department directors may take any appropriate disciplinary action including but not limited to:
Counseling Verbal Reprimand
A verbal reprimand identifies a violation or indicates an area needing improvement.
Counseling Written Reprimand
A written reprimand identifies violation
or indicates areas needing improvement and will be added to the employees personnel file.
Suspension
A suspension results in time off without pay for work shift or longer.
Dismissal
Dismissal
is termination of the individuals employment with the City. If warranted , dismissal of an employee may occur without pursing progressive discipline.
*The department director may change
the order of the above disciplinary steps, and /or may choose not to use any step, depending on the fact of the case.
14
An EAP which is also know as an Employee Assistance Program is a link to wellness resources and short term counseling services offered to you and your family paid for by your
employer.
What is an EAP?
Who is Eligible for Services?
All employees
All dependents ( even if they are not currently in the home)
How do I set up an appointment ?
Simply by calling.
Deer Oaks
staff will ask routine questions such as; Name, DOB, Employer, Phone number , ect…
The office staff will provide you with the names and number of the provider/ services you have requested.
Stress at home
Anxiety and depression
Balancing work & family
Anger and emotional issues
Health and wellness concerns
Marital and family issues
Issues and co-workers
Legal and financial
referrals
Alcohol and substances abuse
Education and prevention
15
Smoking Policy
The use of tobacco products is not permitted in any City vehicle or in any City building or otherwise on City property except in designated smoking areas. The City Manager will designate
certain areas where smoking is permitted, and smoking and tobacco use must be restricted to those designated areas. Employees who smoke are expected to respect the rights of non-smokers
to be free from second-hand smoke, and they are expected to keep smoking areas clean and neat, discarding smoking and tobacco materials in appropriate containers. Employees may leave
their work areas to smoke or use tobacco products only during permitted rest breaks.
16
is FREE to our employees as a paid benefit from the City! https://www.smartdollar.com/enroll/schertz8815
Review Smart Dollar, play video.
17
Come join us in the City!
We hope to see you in our community!
Thank you for your time today, does anyone have any questions?
18