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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. 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. . 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 Our Leaders Sarah Gonzalez, Assistant City Manager oversees a number of different departments; including Public Affairs, Records Management, Civic Center, and Customer Relations. 6 Meet the Councilmembers: Mark Davis Ralph Gutierrez Scott Larson Cedric Edwards Robin Thompson Angelina Kiser Bert Crawford 7 Plane in three dimensions Look in the slide notes below for topics to consider talking about REVIEW SLIDE 8 Usage examples State of the City 9 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. All employees are paid on a biweekly basis, every other Friday. 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. 10 Employee Benefits Medical(Humana), Dental and Vision(Ameritas) Colonial Medical Bridge (Buy up option possible) 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: Deer Oaks 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! 11 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. 12 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. 13 Prohibition Against Harassment Zero Tolerance Report unwelcome conduct to your supervisor or Human Resources immediately. Employees engaging in such conduct are subject to disciplinary action. No employee will be retaliated against for reporting conduct. 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. 14 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. 15 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. 16 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 17 Intranet http://intranet.schertz.com/ 18 is FREE to our employees as a paid benefit from the City! https://www.smartdollar.com/enroll/schertz8815 Review Smart Dollar, play video. 19 Come join us in the City! We hope to see you in our community! your time today, does anyone have any questions? 20