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Show 12B Thursday, December THE GREEN SHEET 700 700 LEGAL 31, 1987 LEGAL NOTICES SOUTH JORDAN ORDINANCE NO. UTAH: Investigation. Anyone receiving a report of sexual harassment under Paragraph b of this section shall Immediately Inform the City Administrator. The City Administrator shaU implement an immediate and appropriate Investigation of the allegations. If the City Administrator is accused of sexualharassment, the Investiga-tio- n shall be implemented by the City Council or the City Council's designee; 4. If an investigation, as provided In Paragraph b(3) of this section deterDiscipline. mines that sexual harassment, as described in this section, has occurred, appropriate of disciplinary action shall be taken against the perpetrator pursuant to Section the Revised Ordinances for the City of South Jordan. OR- BY THE CITY COUNCIL OF SOUTH JORDAN CITY, STATE OF , 1. AMENDMENT. That Chapter 6 of Title I of the Revised Ordinances of South Jordan City be amended to read in its entirety ai follows : PERSONNEL harassment. Rules or Conduct. b. Equal employment opportunity without discrimination against any employee or applicant for employment because of race, creed, color, ancestry, religion, sex, age, or national origin. c. Just and equitable incentives and conditions of employment, promoting efficiency economy in the operation of the City government. and d. A fair and equitable system for administering medical examinations as a mandatory requirement of all persons before they may be employed by the City, and as part of a program for routine physical examinations on a periodic basis as a condition of continued employment. e. Fairness and equality in compensating employees. f Appointments, promotions, and all other employment actions based upon merit principles. g. High employee morale maintained by the fair and Just administration of this Chapter and by every consideration of the rights and interests of employees consistent with the best Interests of the public and City. h. Regulations providing for the appointment, dismissal, promotion, demotion, transfer, tenure, discipline, classification, compensation, benefits, training and all other employment practices, policies, and procedures which effect City employees. b. Appointing Authority. An official or group of officials having the authority to appoint persons to positions in the City; Name and position of employee whose dismissal is recommended State any and all grounds for dismissal. (Continue on additional sheets if necessary) The compensation plan of the South Jordan City shall consist of a schedule of grades. In arriving at salary rates or ranges, consideration shall be given to the prevailing rates of pay and working conditions for comparable work in other public agencies and private employment, to current costs of living, to suggestions of department beads, to the City's financial condition and policies and to other relevant factors. The amount of compensation of any employee or volunteer may be set by the City Administrator with approval of the City Council. Employee Benefits. h. Employee. Any person not a volunteer, elected official, or contractor who performs services to the City for a valuable consideration. Volunteer firefighters receiving compensation are employees. employee for purposes Employee. An employee shall be considered a of this Chapter if his employment normally requires an average of less than thirty-fiv- e (35) hours per week. part-tim- e e j Official. Any elected or appointed City officer authorized by City ordinance to exercise tain powers of employement andor personnel administration ; . cer- Permanent Employee. An employee that has been lawfully retained in his position after successful completion of the probationary period, providing such position shall have been approved by the City Council. k. 1. Personnel System. The classification or reclassification of employees and the provisions of this Chapter relating to employees and the administration of such provisions. Position. A group of duties and responsibilities that have been assigned to a person by plicable law or administrative act. m. ap- n. Promotion. Any movement of an employee from a position in a class having a lower maximum salary to a position in a class having a higher maximum salary. o. Prospective E mployee. Any person who has made application to the City, whether written or oral, to become its employee. Reclassificatioa. The reallocating of a position to its appropriate class based upon a comof the position's content difficulty, responsibility and related re- quirements. Washington's Birthday (3rd Monday in February) Memorial Day (Last Monday in May) Independence Day (July 4) Pioneer Day (July 24) Labor Day (1st Monday in September) Columbus Day (2nd Monday in October) Veteran's Day (November 11th) Thanksgiving Day (4th Thursday in November) 10. Day after Thanksgiving Day 11. Day before Christmas ( December 24 ) 12. Christmas (December 25) r. Transfer. Any movement of an employee from a position in a class or related class with the same salary grade; or the movement of the employee with his position to another department of the City administration. s. Volunteer. A person not an elected official holding a position in the City who receives no compensation or only perdiem compensation. Volunteers include, but are not necessarily limited to, firefighters, members of the Planning Commission, Board of Adjustment, Town Days Committee, Economic Development Committee, Beautification, Parks and Recreation Committee, Arts, Council, Historical Committee, other people and organizations acting with authority from the City. Ad ministration. Duties, and Powers. The City Administrator or his designee may: Promulgate new or revised regulations in the following areas: Methods for determining employees' merit and fitness for appointment or promotion; Policies and procedures governing grievances, and disputes; relationships, discipline, employee-manageme- 3. Policies and procedures governing examinations of employees. physical examinations and physical 4. Policies regarding all aspects of training and education programs of employees and volunteers; Recruitment procedures and probation of new employees ; 6. Any other practices, policies or procedures necessary or appropriate to the administration of the personnel system. b. Consultant. Recommend to the City Council contractual arrangements with any qualified person or agency for the performance of such services as may be desired In the establishment and , operation of the personnel system. c. Administrative Powers. In administering this Ordinance and promulgating regulations, the Mayor, City Council, and City's management employees are empowered to: Determine the "mission" of its various departments, commission, board, etc.; Set standards and levels of service; Determine means and methods by which government operations are to be conducted; Increase the efficiency of operations; Determine the size and composition of the work force; Allocate and assign work; Locate and relocate operations, processes and materials used in carrying out City operations; (. Contract for services; 9. Determine the procedures and standards for employment, promotions and other necessary personnel functions. 10. Assign work to and schedule employees in accordance with City requirements. 11. Determine the working schedule of employees, including the number of hours re-and time of day for performance of duties, 2ulred, work schedules and assignments; 13. Establish appropriate dress and grooming standards; 14. Dismiss employees due for lack of work, lack of funds, disciplinary reasons or for reorganizations! purposes; 15. Take disciplinary action against employees when necessary; 16. Determine the content and intent of Job classifications; 17. Create employee performance standards and require compliance with standards In quality and quantity; and 18. Determine the facilities, methods, technology, means and structure in carrying out the work of the City. 1. 2. 3. 4. 5. 6. 7. Compliance with other Law and Contracts. Nothing in this Chapter or in the regulations developed pursuant to this Chapter shall be construed as contrary to any Federal or State law, regulation or requirement, or with any contract entered into by the City. FairEmployment. No person shall be appointed or promoted to, or demoted or dismissed from, any position or in any way favored or discriminated against with respect to employment because of his political or religious opinions or affiliations; nor shall there be any discrimination against or in favor of any applicant because of age, race, color, sex, physical handicap, national origin, or on any basis prohibited by law. Sexual Harassment Prohibited. a. Scope of Sexual Harassment. Sexual harassment is prohibited as a form of sex discriminaFor these purposes sexual harassment includes unwelcome sexual advances, request for sexual favors, ana other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an Individual's employment, (2) submission to or rejection of such conduct by an individual Is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an Intimidating, hostile, or offensive working environment. tion. b. Reporting. Employees who are the victims or are otherwise aware of sexual harassment by or against a City employee are encouraged to report such harassment as soon as possible. Employees may, at their choice, make a report of sexual harassment to any of the following: the City Administrator, any member of the City Council or the Mayor. Reports of sexual harassment shall be subject to the following rules: Confidentiality. Employees may bring good faith complaints without any further reprisal. Intimidation, coercion or retaliation. Confidentiality will, to the extent practical under the law and under the necessities of disciplinary action, be protected. In the event that a holiday falls on an employee's regularly scheduled day off, equivalent compensatory time off shall be granted. When a holiday falls on a Saturday or Sunday, the employees shall not be required to work on the preceding Friday. Public safety employees may be required to be on duty on holidays, in which event equivalent compensatory time shall be granted. - Sick Leave b. , . - - 3. Certificate. Employees may be required to provide the City a written statement from a licensed physician. Such a statement may be requested by the department head or City Administrator. - 4. Groundless Sick Leave. A person claiming sick leave with pay but who does not have a bona fide illness, shall, after notice and hearing, forfeit his sick leave for the next six months. No employee shall be entitled to sick leave while absent from duty because of sickness or Injury intenor caused by willful misconduct. tionally 5. Disability. An employee receiving temporary disability payments under the worker's compensation laws may use accumulated sick leave in order to continue to maintain regular Income. However, all employees receiving full salaries in lieu of temporary disability must remit any funds received under worker's compensation to the City. - c. Court Leave. Any employee subpoenaed to appear In Court, serve as a member of a jury, or before a grand jury as a juror or witness, while scheduled to be on duty as an employee, shall receive full compensation as though be were actually on the job during such time, but be shall claim any jury , witness or other fee to which he may be entitled by reason of such appearance and pay the same over to the City Treasurer to be deposited In the General Fund. An employee appearing in Court on scheduled days off shall retain any compensation received for such appearance. Notation will be made on the time and attendance report for the days of court leave granted to the employee. An initial report of sexual harassment must be in writing. - d. Maternity Leave. Maternity leave shall be granted for maternity purposes to female employees on the following basis : - 1. Request and Certificate. An employee who applies for maternity leave must submit her request in writing at least five months prior to the expected date of delivery and indicate whether or not she intends to return to duty after delivery. She should attach thereto her physicians' written certificate stating the approximate date on which she will be incapacitated for the full performance of her duties because of pregnancy and stating the expected delivery date. The employee shall be responsible for providing any physician's statements which the City may require in order to determine the commencement and termination period of physical disability. 2. Amount of Time. An employee will be expected to work before delivery until she cannot adequately perform the duties of her position or it Is no longer safe for her to do so as certified by her attending physician. An employee who intends to return to duty after delivery will be expected to do so as soon as she is physically able, but in no event more than ninety (90) days following the date of delivery. Annual Vacation. i. 1. Entitlement. All employees of the City shall be entitled to ten working days (80 working hours) vacation leave per year with pay except the following : (a) Employees who have served less than six months in employment by the City. However, vacation credits for said six month may be granted to each such employee who continues in employment by the City beyond six months. (b) 2. Part-tim- e employees working less than forty hours per week. Computation. Vacation shall be accumulated at a rate of 6.67 hours per month. 1 3. Holidays. In the event one or more municipal holidays fall within an annual vacation leave, such holidays shall not be charged as vacation leave. 4. Termination. An employee who has been employed by the City for at least one year, whose performance has been satisfactory, and who terminates employment or is separated from employment shall be paid a lump sum in an amount determined according to regulation for all accrued vacation leave earned prior to the effective date of termination. ; Accumulation. No employee may accumulate more than a total of fifteen working days vacation time due him from the City. This subsection shall not operate to cause a forfeiture of any vacation time accumulated prior to July 17, 1984, provided, however, that any vacation time accumulated prior to July 17, 1984, in excess of fifteen (15) working days (120 working hours), must be used by the employee prior to December 31, 1988 or it shall be forfeited. 5. Employees. Nothing In this Section requires the City to furnish any of the benefits to employees hired on a part-tim- e basis. For this purpose, a part-tim- e shall be defined pursuant to section employee J. Part-tim- e Overtime. a. Policy. No employee shall receive credit for any overtime unless the Incurrence of such overtime is approved by his department head or by the City Administrator. ' 2. One hour of compensatory time off for each hour worked, in lieu of cash payment. By Agreement. Compensatory time may be taken at any time with prior notice to and approval of an employee's department head. The department head shall make everv reasonable ef Dishonesty; Reporting to work or working under the influence of alcohol andor addictive drugs; Addictiontotheuseofnarcotics, g drugs, or alcohol; Unauthorized expenditure of City funds; Any absence without approved leave; of a felony or conviction of a misdemeanor involving moral turpitude. A plea or verdict of guilty, or a conviction following a plea of nolo contendere, to a of a felony or any offense involving moral turpitude is deemed to be a conviccharge tion within the meaning of this section ; Conviction Abusivetreatmentofthepublicorotheremployees; Willful disobedience; Misuse of City or public-owne- property; Conduct, either during or outside of duty hours, which is of such a nature that it causes discredit to the City; Refusal to take and subscribe to any oath or affirmation which is required by law in connection with employment; Violation of department rules, regulations, orders, policies, procedures andor directives both written and verbal ; Violation of any of the provisions of these policies and procedures; Failure to abide by reasonable safety precautions; Misuse or abuse of sick leave; Failure to meet expected performance levels; No longer possesses the minimum qualifications for the classification ; andor Outside employment which conflicts with City employment andor Impairs their ability to complete their City responsiblity. Application and Applicants. a. Announcement. All employee positions available shall be publicized by an advertisement in a newspaper of local circulation, by posting announcements in City Hall on an official bulletin board, and by such other methods as the City Administrator or his designated representative deems advisable. An announcement shall specify the title and pay of the position, the nature of the work to be performed, educational and technical preparation desirable for the performance of the work, the manner of making applications and other pertinent information. b. Application Forms. Application for employee positions shall be made as prescribed on the announcements for vacant positions. Application forms shall require information covering training, experience and other necessary information, and may require certificates of one or more examining physicians, references, and fingerprinting. All applications must be signed by the person submitting the application. c. Disqualification. The City Administrator or his designated representative may reject any applications which indicates on its face that the applicant does not possess the minimum qualifications required for the position. Applications may also be rejected if the applicant Is physically unfit for the performance of duties of the position to which the applicant seeks appointment. Is addicted to or frequently uses drugs or intoxicating liquor, has been convicted of a crime Involving moral turpitude, has made any false statement of any material fact or practiced any deception or fraud in the application, or if the application is incomplete or defective. When an application is re- jected for such causes, notice of such rejection with a statement of reason may be mailed to the applicant by the City Admiistrator. Defective applications may be returned to the applicant with notice to correct them. d. Reinstatement. In circumstances prescribed by regulation, an employee who has resigned with a good record may be reinstated to a vacant position in the same or comparable class. e. Probationary Status. As part of the selection of a candidate for employment, all employees hired or reinstated pursuant to this section shall serve for a probationary period of one year. During the probationary period, the probationary employee's supervisor and the City Administrator shall evaluate the performance of the probationary employee, and may dismiss a probationary of these Ordinances, if the employee's performance has not employee pursuant to section been satisfactory. During the probationary period, the probationary employee's supervisor or the Administrator shall closely supervise the probationary employee's work and provide training City and instructions as necessary. f. Extension of Probationary Period. The probationary period of any employee may be extended by the probationary employee's supervisor, or by the City Administrator for a period not to exceed 180 calendar days. If a probationary period is extended, the officer extending the probationary period shall notify the employee and the City Administrator (if the City Administrator Is not making the extension ) in writing of the following, in advance of the extension : at which such person Is employed; c. Compensatory Time. Sexual harrassment ' 7. Dismissal of Volunteers and Contractors. Volunteer firefighters other than the Fire Chief may be dismissed with or without cause by the Fire Chief upon notice to the firefighter to be dismissed. All other volunteers may be dismissed or removed from their positions only for cause and by vote of the City Council. Contracts with contractors may be terminated only In accordance with the provisions of such contracts and applicable law. When the dismissal of or other action affecting a volunteer or contractor could result in stigma or deprivation of any right for which due process must be given, a hearing shall be held in substantially the same manner set forth for employees in subsection 2 above. Overtime Compensation. Whenever ar employee other than a management employee (as described in subparagraph (d) of this section) renders service, that person may be comton of the City: pensated for such service by either of the following, at (' Pay at one and one half times the regular hourly ra Insubordination; tion. 1. That the probationary period has been extended for a specified period of time with the date for formal review; 2. Reasons for extension of the probationary period; and 3. Specific improvements in performance that are to be made. b. 1. Physical or mental disability depending on the job requirements; 6. No Grievance. Notwithstanding any other provisions of this Chapter, no grievance by a former employee on the basis of or arising out of such employee's dismissal shall be heard or conand such sidered, employee's exclusive recourse consists of any review provided in this subsec- Worker's compensation insurance shall be obtained as required Retirement Plan. Full-tim- e employees shall participate in the Utah State Retirement System under the rules, procedures, and agreements applicable thereto, except that the City Administrator and beads of City departments may exempt themselves from participation in said System upon full compliance with applicable law and regulations of the Utah State Retirement Office, provided that the number of employees thus exempted shall not exceed the maximum allowed by law. Neglect of duty; tivity. e. Military Leave. Employees may be granted leave to perform military duties, such as National Guard, Reserves, or a call to active duty in military service, as required by law. h. Inefficiency; 5. Severance Pay. After conclusion of any hearing, a dismissed employee shall receive a lump sum cash severance payment equal to thirty days aggregate salary, provided that if a hearing is held, the hearing officer may increase the amount of such severance pay, and the City Council may in any particular case and at its absolute discretion increase the amount of severance pay. No severance pay shall be allowed if the employee Is convicted of any Illegal ac- 3. Sick Leave. The use of paid sick leave for maternity leave shall be only for the period that the employee is physically disabled and only to the extent that the employee has sick leave accumulated. Paid sick leave for the purpose of providing child care shall not be allowed. An employee who has indicated that she does not intend to return to her duties after delivery will be granted the use of any sick leave to her credit during the periods before and immediately after the actual delivery which can be supported by her physician's certificate. She will submit her resignation at the time she begins her maternity leave. When she has used the sick leave approved, she will no longer be employed by the City. g. Medical Insurance. Full-tim- e City employees may be insured under group insurance pro- gram either at no cost to the employee or with some or all of the cost thereof paid by the employees enrolled in the plan. The plan may provide health, accident andor life insurance to employees. Employees may, by regulation, be required to contribute all or part of the cost of such Insurance. Incompetency; - 2.. Computation. Sick leave shall be accumulated at a.rate of 6.67 hours per month, f. Worker's Compensation. bylaw. Fraud or deception in security appointment ; - 1. Conditions. An employee shall be entitled to 10 working days (80 working hours) of sick leave per year which may accumulate to a maximum of 45 days (360 working hours). Sick leave with pay can only be granted (upon approval of the department head) in the case of a bona fide illness of an employee or a member of his immediate family (defined as a husband, wife, parents, brother, sister, child, grandchild or grandparent). Not more than three days (24 working hours) sick leave each calendar year may be taken in cases where an employee's presence is required elsewhere because of sickness, disability or death of a member of the employee's immediate family. Employees who have exhausted their sick leave may substitute their accumulated vacation time upon permission from the City Administrator. 1. Complaint in Writing. 4. Grounds. No employee may be dismissed for exercising constitutional or statutory rights, or because of the employee's political opinions or religion, or by reason of a change in elected or supervisory officials. Further, an employee shall not be dismissed on the basis of discrimination prohibited by Chapter 10 of Title 10 of these ordinances. An employee may, however, be dismissed for any of the following grounds, and for any other valid causes: 6. Unused Sick Leave. An employee who terminates or is separated from employment shall not be entitled to any compensation for unused sick leave. Include urine, blood, breath, saliva or hair sample. 2. New year's Day (January 1) 1. 2. 3. 4. 5. 6. 7. 8. 9. Demotion. Any movement of any employee from a position in a class having a higher maximum salary rate to a position in a class with a lower maximum slaray rate. g. Drugs. Any substance recognized as a drug in the United States Pharmacopeia, the National Formulary, the Homeopathic Pharmacopeia, or other drug compendia, or supplement to any of those compendia. The completed form shall be delivered to the hearing officer. The hearing officer shall be the City Administrator, except where the City Administrator is the person completing the form or is otherwise biased, in which event, the Mayor is the hearing officer. If the Mayor is also biased, the City Council shall by resolution designate one of its number or another unbiased person to act as hearing officer. The hearing officer shall schedule a confidential hearing and notify the employee whose dismissal Is in question of (1) the possibility of imminent dismissal, (2) the grounds for possible dismissal, and (3) the date, time and place of the confidential hearing. The employee shall have a reasonable time to prepare for the confidential hearing. At the confidential hearing, both the person recommending dismissal and the employee whose dismissal is in question may speak, and the burden of proof shall be upon the person recommending dismissal. After conclusion of the hearing, the hearing officer shall decide (1) whether the employee shall be dismissed, and (2) what, if any, disclosure of the dismissal and any grounds therefore may be made by the City. A transcript of the bearing shall be prepared. The employee may appeal to the full City Council within twenty days of the decision any aspect of the hearing officer's decision which is adverse to the employee. The appeal shall be on the record made at the hearing. a. Employees of the South Jordan City shall not be required to work on the following holidays: f. 2. Position of person recommending dismissal g. Attendance. Employees shall be in attendance at their work In accordance with regulations regarding hours of work, holidays and leaves. AU departments shall keep daUy attendance records of employees, which shall be reported to the City Administrator or bis designated representative. Failure on the part of an employee who Is absent without leave to return to duty within 48 hours after written notice to return has been sent to the employee's last known address, shall be grounds for dismissal. e. Contractor. A person rendering services to the City as an independent contractor, as defined by law. "Contractor" includes the City Engineer, City Attorney, City Planning Consultant, City Justice of the Peace, and peace officers in the capacity of serving warrants. 1. Name of person recommending dismissal f. General Conduct. Every City volunteer, contractor, or employee shall dedicate himself to the highest ideals of honor and integrity in all public and personal relationships in order that he merit the may respect and confidence of elected and administrative officials, other City employees, and of the public. Each volunteer, contractor, or employee shall demonstrate the dignity and worth of services rendered by government and maintain a constructive, creative and practical attitude toward City affairs and local government service, and a sense of his social responsibility as a trusted public servant. Nothing in a volunteer, contractor, or employee's conduct shall betray that trust and confidence. d. Classification. The systematic process of analytically grouping positions into classes based on similarities for actual duties, responsibilities and working conditions. 5. SOUTH JORDAN CITY DISMISSAL RECOMMENDATION e. Falsification of Information. No person shall willfully make any false statement, either verbally or in writing, for the purpose of either obtaining employment with the City, gaining a promotion to or any advantage in any position within the City. If such false statement is made or discovered, the person who made such false statement, if the person is employed by the City, may be dismissed from City employment as herein provided. c. Class. A group of positions sufficiently similar with respect to their duties and responsibilities that a similar job description may reasonably and fairly be used to designate each position allocated to the class, similar minimum qualifications may be required, and that the same schedule of compensation may be made to apply with equity; 1. 3. Procedure. The supervisor or other person having oversight of the employee whose termination is in question shall complete a form substantially similar to the following: Compensation. Alcohol shall refer to either ethal alcohol or ethanol. Regulations. this subsection. d. Advice to Officials of Other PubUc Agencies. When an employee advises and responds to an inquiry on a sensitive or confidential matter from one or more elected or appointed officials in other public jurisdictions, the employee shall first clear such communications with his immediate superior. Definition! Unless the context requires otherwise, the following terms as used in this Chapter or the rules and regulations a doped pursuant to this Chapter shall nave the following meanings: a. Hearing. When Required. In cases where a dismissal could result in stigma or deprivation of hearing shall be held as provided in any right for which due process must be given, a a c. Endorsements. No employee shall endorse commercial products or services by the use of his picture, endorsement, or quotation in paid advertisements, whether for compensation or not. a. A system of employment in municipal government free from personal and political considerations. q. Sample. 2. b. Public Confidence and Appearance. Each elected official, volunteer, contractor and employee shall conduct himself so as to maintain public confidence in bis position. City-wid- e parative Enabled. The City Council, Mayor or City Administrator may dismiss an employee other than the City Administrator, provided that the consent of the City Council must be obtained prior to any dismissal of the Director of Planning and Zoning, the Chief of Police, Public Works Director, Fire Chief, or Court Personnel by the Mayor or City Administrator. The City Administrator may be dismissed by resolution of the City Council. 1. a. Use of Duty Time. Each employee shall, during his hours of active duty, devote his whole time, attention and efforts to his office or employment, and be may not be required to perform any service except for the benefit of the City . personnel system for South Jordan City is hereby established in order to provide for: Dismissal. d. Full Service Dedication. Personnel System Established, Purposes p. c. Death or Permanent Disability. Upon the death of a city employee, a lump sum payment tor vacation tune and sick leave shall be made to the employee's estate. Use of City Property. No elected official, volunteer, contractor, or employee shall make use of property owned by the City for any purpose other than the bona fide business of the City, except as such use is also allowed to the members of the general public. b. Discipline Part-tim- b. Lay-ofThe City Administrator may lay off an employee because of material change in duties or organization or shortage of work or funds. Conflicts of Interest. Ordinances applicable to elected officials, a. volunteers, contractors, and employees and relating to conflicts of Interest are found in Chapter 13 of this title. Transfer, Promotion, Demotion, Suspension Grievance Procedure Litigation Costs Personnel Files Flexibility I Separatioa from Service. a. Resignation. An employee wishing to discontinue his employment with the City in good standepartment bead, a written ding shall file with the City administrator, through the employee's two weeks before leaving the resignation stating the effective date and reasons for leaving at least service, unless such time limit is waived by the Ctiy Administrator. Failure to give notice as rethe future cause for be section City of South Jordan. denying employment by may quired by this An "exit'' Interview may be arranged with the City Administrator. Notices. The City Administrator shall post notices and provide written notices to employees to fully inform City employees and supervisory personnefof the law regarding sexual harassment, encourage employees to report it, remedy harassment as soon as possible through disciplinary action, and inform all employees of their rights under the law to be free from sexual Personnel System Established, Purposes Definitions Administration, Duties, and Powers Compliance with Other Law and Contracts FairEmployment Sexual Harassment Rules of Conduct Full Service Dedication Compensation Employee Benefits Overtime Separation from Service Applications and Applicants Classification Health Standards and Requirements of Prospective Employees Health Standards and Requirements of Employees NOTICES fort to give his approval to a reasonable request and accommodate the desires and preference of the employee. No department head or supervisor shaU permit the total compensatory time due an rehas made employee to accrue beyond a total of sixty working hours, where such employee quest to use such time. 2. Limit on Accrual. No employee may permit compensatory time to accrue to a total exceeding eighty working hours without making a request to use such time. . d. Limit on Availability. Management employees shall not be eligible to receive any additional incompensation lor overtime services. For purposes of this section, management employees clude the following: City Administrator, Chief of Police, Police Lieutenant, Director of Building InspectionPlanning and Zoning, and the Director of Public Works. d. SECTION: LEGAL NOTICES 700 LEGAL 700 c. Grievances. Any employee who la the victim of sexual harassment may file a grievance of the Revised Ordinances for the City of South Jordan. under the provisions of Section CHAPTERS a. Alcohol. LEGAL NOTICES 3. SECTION A 700 NOTICES 4 AN ORDINANCE AMENDING CERTAIN ORDINANCES OF THE REVISED DINANCES OF SOUTH JORDAN CITY RELATING TO PERSONNEL. BE IT ORDAINED LEGAL 700 NOTICES The employee whose probationary period Is extended shall be given an opportunity to respond to or comment on the proffered reasons for the extension, before the extension is effected or disclosed. Classification. ' |