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CITY OF BLAIRI
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Revised April, 2014
TABLE OF CONTENTS
FORWARD/DISCLAIMER
INTRODUCTION TO THE CITY
CHAPTER 1 ORGANIZATION FOR PERSONNEL ADMINISTRATION
1.1 Mayor - City Council
1.2 Civil Service Commission
1.3 City Administrator
CHAPTER 2 EQUAL EMPLOYMENT OPPORTUNITY
2.1 Equal Employment Opportunity Policy
2.2 Equal Employment Officer
2.5 Disability Accommodation
2.6 Immigration Law Compliance
CHAPTER 3 METHOD OF FILLING VACANCIES
3.1 Vacancy Identification
3.2 Promotion Policy
3.3 Competitive Selection
3.4 Noncompetitive Selection
3.5 Voluntary Demotion
3.6 Demotion in Lieu of Layoff
3.7 Lateral Transfer
3.8 Special Employment Programs
3.9 Temporary Positions
CHAPTER 4 RECRUITMENT AND SELECTION
4.1 Vacancy Announcements
4.2 Purpose and Design of Application Forms
4.3 Filing of Applications
4.4 Initial Processing of Application
4.5 Evaluation of Qualifications
4.6 Disqualification
4.7 Selecting Officials
4.8 Interviews
CHAPTER 5 APPOINTMENT
5.1 Appointing Authority
5.2 Appointment Types
City ofBlair Employee Manual Table of Contents, page 1
5.3 Employment of Relatives
5.4 Residence
5.5 Processing and Orientation
CHAPTER 6 INTRODUCTORY PERIOD
6.1 Requirement of Introductory Period
6.2 Purpose of Introductory Period
6.3 Failure of Introductory Period
CHAPTER 7 EMPLOYEE DEVELOPMENT AND EVALUATION
7.1 Employee Development Policy
7.2 Performance Evaluation Requirement
7.3 Purpose of Evaluations
CHAPTER 8 ATTENDANCE AND LEAVE
8.1
Work Schedules and Attendance
8.2
Overtime
8.3
Vacation Leave
8.4
Sick Leave
8.5
Funeral Leave
8.6
Administrative Leave
8.7
Leave Without Pay
8.8
Medical Leave of Absence
8.9
Absence without Leave
8.10
Holidays
8.11
MateMn y/PateMjty Leave
8.12
Emergency Closings
CHAPTER 9 EMPLOYEE RESPONSIBILITIES AND CONDUCT
9.1 Basic Emplo e�ponsibilities and Conduct
9.2 Supervisoa Responsibilities
9.3 City Property
9.4 Assigned Vehicles
9.5 Outside Employment
9.6 Conflicts of Interest
9.7 Political Activity
9.8 Solicitation
9.9 Harassment Prohibited
9.10 Confidentiality
CHAPTER 10 DISCIPLINARY ACTION
City of Blair Employee Manual Table of Contents, page 2
10.1
Types of Disciplinary Action
10.2
Written Reprimand
10.3
Suspension
10.4
Demotion
10.5
Dismissal
10.6
Final Arbiter
10.7
Civil Service
CHAPTER 11 APPEALS AND GRIEVANCES
11.1 Appeal Procedure
11.2 Grievance Policy
11.3 Grievance Procedure
CHAPTER 12 RESIGNATION, LAYOFF AND INCAPACITY
12.1 Resi ng ation
12.2 Retirement
12.3 Lao
12.4 Separation for Incapacity
12.5 Benefits Continuation (COBRA)
CHAPTER 13 REINSTATEMENT
13.1 Reinstatement Following Resi ng ation
13.2 Reinstatement of Benefits (Bridging)
ng)
13.3 Reinstatement Following Layoff
13.4 Reinstatement Following Separation for Incapacity
CHAPTER 14 COMPENSATION PLAN
14.1
Pay Deductions
14.2
Pay DaX
14.3
Overtime Pay
14.4
Wages in Advance
14.5
Employee Benefits
14.6
Clothing and Uniform Allowance
14.7
Education Benefits
14.8
Certification
14.9
Call Out Reimbursement
CHAPTER 15 CONFERENCES AND TRAVEL
15.1 Conferences and Travel Approval
15.2 Conferences and Travel Arrangements
15.3 Conferences and Travel Expenses
City of Blair Employee Manual Table of Contents, page 3
15.4 Other Auto Expenses
CHAPTER 16 SAFETY
16.1 Safe Training
16.2 Accident and InjM Reporting
CHAPTER 17 MISCELLANEOUS PROVISIONS
17.1
Personnel Records
17.2
Status Changes
17.3
Suggestions
CHAPTER 18 SUBSTANCE ABUSE TESTING POLICY
18.1 Definitions
18.2 Substance Abuse Testing Policy
18.3 Prohibited Drugs
18.4 Testing Program Guidelines
18.5 Alcohol Testing
18.6 Split Sample Testing of Urine Specimens
18.7 Confidentiality
18.8 Pre-employment Applicant Testing and Procedure
18.9 Reasonable Suspicion Testing
18.10 Post -Accident Testing
18.11 Return to Duty and Follow-up Testing
18.12 Random Testing
18.13 Refusing to Take a Test
CONCLUSION
INDEX
City of Blair Employee Manual Table of Contents, page 4
Ik �OfI
The purpose of this handbook is to introduce each employee to the City of Blair. It will
provide you with some insight into how the City works and how you fit into the City as a
whole. The handbook contains information on the personnel policies that affect you directly
and extend to every individual employee as well as groups of employees throughout the City
organization.
This handbook is designed to answer questions that may arise concerning your job. If you have
any questions about the policies or statements contained in this handbook or a question not
addressed in this handbook, contact your department head for additional information.
DISCLAIMER
There are several things that are important to keep in mind about this handbook. First, it
contains only general information and guidelines. It is not intended to be comprehensive or
to address all the possible applications of, or exceptions to, the general policies and
procedures described. For that reason, if you have any questions concerning eligibility for a
particular benefit, or the applicability of a policy or practice to you, you should address your
specific questions to the City Administrator. Neither this handbook nor any other City
document confers any contractual right, either expressed or implied, to remain in the
City's employ. Nor does it guarantee any fixed terms and conditions of your employment.
Your employment is not for any speck time and may be terminated at -will, with or
without cause and without prior notice, by the City, or you may resign, for any reason, at
any time.
Second, the procedures, practices, policies and benefits described here may be modified or
discontinued from time to time. We will always try to inform you of any changes as they
occur.
Finally, some Group Insurance Plans are not described in detail in this handbook, but are
covered in detail in official policy documents. You should refer to these documents for
specific information.
City of Blair Employee Manual Forward, page I
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City of Blair Employee Manual Forward, page 2
INTRODUCTION TO THE CITY
Since its founding, Blair has grown to a population of 7,990, and our City Government has
likewise grown to meet its increasing needs.
Why does the City exist in the first place? There are several answers to this question. The basic
answer is "The City exists to provide services to the citizens of the community which cannot as
effectively be provided by any other institution or organization." The City provides many
sei vices. Some are more traditional, such as police protection, fire protection, and maintenance
of safe and adequate streets. Other services are more recent in origin, such as Parks and
Recreation, Cemetery, Library, maintenance of building standards, and other Community
services. Revenues to pay for many of these services are provided through the levying of taxes
on the community, primarily property tax. Billing users for the services provided provides
revenues for other services, such as water, sewer, etc.
All of the services the City provides are important to the citizens of the community. The
quality of life in Blair depends upon the services provided by the City, and the quality of the
City services depends on how well you doh our job.
City of Blair Employee Manual Introduction to the Cif}; page I
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City of Blair Employee Manual Introduction to the Cit); page 2
CHAPTER 1
ORGANIZATION FOR PERSONNEL ADMINISTRATION
1.1 Mayor - City Council
The Mayor and City Council shall be the ultimate policy making authority for the City of Blair
in matters pertaining to personnel administration.
1.2 Civil Service Commission
The Civil Service Commission has within its purview all full-time employees of the Police
Department, including the Chief of the Department. The Commission is charged with the
responsibility of making suitable rules and regulations detailing the manner in which
examinations may be held; appointments, promotions, transfers, reinstatements, demotions,
suspensions, and discharges may be made; and for any other matters which may be considered
desirable to further cavy out the general purposes of Nebraska Rev. Stat. 19-1801 to 1823 or
which may be found to be in the best interest of good personnel administration. All
appointments to and promotions in such Department shall be made solely on merit, efficiency,
and fitness, which shall be ascertained by open competitive examination and impartial
investigation. The Commission shall establish and maintain at all times a list of those eligible
for appointment to, or promotion within, the Department.
1.3 City Administrator
The City Administrator, as chief executive officer, shall be responsible for the proper
administration of the personnel management system by:
(a) Ensuring that appointments are based on merit and fitness;
(b) Maintaining a sound position classification plan;
(c) Equitably administering the compensation plan;
(d) Ensuring that the City is an equal opportunity employer;
(e) Maintaining employee discipline;
(f) Ensuring high employee productivity;
(g) Maximizing employee development opportunities;
(h) Ensuring fair and effective appeal and grievance procedures;
(i) Fostering good employee relations; and
(j) Issuing such administrative directives as are necessary to
implement these rules.
City of Blair Employee Manual Chapter 1, page I
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City of Blair Employee Manual Chapter 1, page 2
CHAPTER 2
EQUAL EMPLOYMENT OPPORTUNITY
2.1 Equal Employment Opportunity Policy
The City of Blair is an equal opportunity employer. Discrimination against any person in
recruitment, selection, appointment, classification, compensation, duty assignment, work
schedule, working condition, leave authorization, training promotion, discipline, retention, or
any other aspect of personnel management because of political or religious opinions or
affiliations; or because of race, color, national origin, marital status, veteran status, or other
non -merit factors is prohibited. Discrimination on the basis of age, sex, or physical
requirements is prohibited except where specific age, sex, or physical requirements constitute
statutory or other bona fide occupational qualifications necessary to property and efficient
administration.
2.2 Equal Employment Officer
The City Administrator shall act as or shall designate an Equal Employment Officer, who shall
initiate or maintain any special records or controls necessary to implement the policy of equal
employment opportunity. The Equal Employment Officer shall identify and analyze problem
areas, develop realistic program objectives, assess progress and periodically update the
objectives as necessary. He or she shall recommend any changes in rules, regulations, policies,
or procedures that, however unintentionally, may operate as unnecessary barriers inhibiting
equality of opportunity. All City employees shall cooperate with the Equal Employment
Officer in attaining the program objectives.
2.3 Affirmative Action
Should minorities and/or women be significantly underrepresented in a segment of the City
work force in relation to the available skills in the relevant labor markets, the Equal
Employment Officer, with the objective of causing the imbalance to be rectified, shall initiate
the development of an affirmative action plan incorporating, as appropriate, specific
employment goals and timetables based on turnover and hiring projections. Department and
division heads shall be involved in both the development and the implementation of the plan.
The affirmative action plan shall include outreach recruitment, employee development, and/or
other activities targeted to produce well-qualified minority and/or women applicants as
appropriate.
2.4 Discrimination Complaints
Employees alleging prohibited discrimination shall have the option of using the established
appeal and grievance procedures as appropriate. Outside applicants shall have the option of
filing complaints with the Equal Opportunity Officer, who shall respond in a timely and
appropriate manner after conducting any necessary investigations. No person shall be subject
to reprisal for good -faith participation in a discrimination complaint proceeding in any official
forum.
City of Blair Employee Manual Chapter 2, page I
2.5 Disability Accommodation
The City is committed to complying fully with the Americans with Disabilities Act (ADA)
and ensuring equal opportunity in employment for qualified persons with disabilities. All
employment practices and activities are conducted on a non-discriminatory basis.
Reasonable accommodation is available to all disabled employees, where their disability
affects the performance of job functions. All employment decisions are based on the merits
of the situation in accordance with defined criteria, not the disability of the individual.
Qualified individuals with disabilities are entitled to equal pay and other forms of
compensation (or changes in compensation) as well as in job assignments, classifications,
organizational structures, positions, descriptions, lines of progression and seniority lists.
Leave of all types will be available to all employees on an equal basis.
The City is also committed to not discriminating against any qualified employees or
applicants because they are related to or employed with a person with a disability. The City
will follow any state or local law that provides individuals with disabilities greater protection
than the ADA.
This policy is neither exhaustive nor exclusive. The City is committed to taking all other
actions necessary to ensure equal employment opportunity for persons with disabilities in
accordance with the ADA and all other applicable federal, state, and local laws.
2.6 Immigration Law Compliance
The City is committed to employing only United States citizens and aliens who are
authorized to work in the United States and does not unlawfully discriminate on the basis of
citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee,
as a condition of employment, must complete the Employment Eligibility Verification Form
I-9 and present documentation establishing identity and employment eligibility. Former
employees who are rehired must also complete the form if they have not completed an I-9
with the City within the past three years, or if their previous 1-9 is no longer retained or
valid.
Employees with questions or seeking more information on immigration law issues are
encouraged to contact the City Administrator. Employees may raise questions or complaints
about immigration law compliance without fear of reprisal.
City of Blair Employee Manual Chapter 2, page 2
CHAPTER 3
METHOD OF FILLING VACANCIES
3.1 Vacancy Identification
Department heads shall notify the City Administrator as soon as they become aware of actual
or impending vacancies in their organizations. No vacancy may be filled without the
authorization of the City Administrator, who shall specify the selection process or processes to
be used.
3.2 Promotion Policy
A promotion is the assignment of an employee from a position in one class to a position in
another class having a higher maximum salary. The City shall provide promotional
opportunities whenever feasible. City employees may also apply and be considered for any
position in the same manner as members of the general public.
3.3 Competitive Selection
When a competitive selection process is to be used, the City Administrator, according to the
best interest of the City, may designate the area of consideration of applicants from the
following:
(a) The selection process may be limited to persons in the City service or a segment
thereof;
(b) The selection process may be opened to the general public without special
preference or consideration for any City employees who apply; and
(c) The selection process may include both City employees and members of the
general public, with City employees given preference in application and/or
consideration.
3.4 Noncompetitive Selection
When, in the best interest of the City, the City Administrator may specify a noncompetitive
selection process. Vacancies may be non -competitively filled with qualified persons by the
following means:
(a) Reinstatement of a former City employee, as described elsewhere in these rules;
(b) Demotions for cause, as described elsewhere in these rules;
(c) Voluntary demotion;
(d) Re -promotion of an employee previously demoted in lieu of layoff;
City of Blair Employee Manual Chapter 3, page I
(e) Lateral transfer; and
(f) Special employment program.
3.5 Voluntary Demotion
Demotion is the assignment of an employee from a position in one class to a position in
another class having a lower maximum salary. An employee may be demoted at his or her
own request if in the best interest of the City.
3.6 Demotion in Lieu of Layoff
An employee may be demoted as an alternative to a layoff. Such demotion may be fully or
partially rescinded at any time through noncompetitive re -promotion.
3.7 Lateral Transfer
Lateral transfer is any assignment from one position to another not involving a promotion or
demotion. A lateral transfer may be affected at any employee's request or for reasons of
administrative necessity. In appropriate circumstances, the City Administrator shall ensure that
notices are posted in City departments and divisions soliciting applications for lateral transfer.
3.8 Special Employment Programs
From time to time, the City Administrator, in furtherance of legitimate public policy
objectives, may specify that vacancies be filled with persons eligible for inclusion in particular
special employment programs without regard to other provisions of this chapter concerning
selection processes. Special employment programs include, but are not limited to internships,
youth employment programs, work-study programs, intergovernmental mobility assignments,
vocational rehabilitation programs, and seasonal employees.
3.9 Temporary Positions
The City Administrator may authorize any fair and practical means of filling temporary or
seasonal positions without regard to other provisions of this chapter concerning selection
processes.
City of Blair Employee Manual Chapter 3, page 2
CHAPTER 4
RECRUITMENT AND SELECTION
4.1 Vacancy Announcements
The City Administrator shall announce all vacancies for which a competitive selection process
has been specified. At a minimum, vacancies should be advertised in the local newspaper. For
specialized positions or when necessary to meet equal employment opportunity objectives,
additional publicity shall be targeted to likely sources of qualified applicants such as
community organizations, educational institutions, and other governmental entities.
Advertisements may also be placed in appropriate professional journals and out-of-town
newspapers. Each vacancy announcement shall include, at a minimum, the following
information:
(a) Title and salary of the position;
(b) Summary of the qualifications for the position;
(c) Method of and deadline for filing applications; and
(d) A statement that the City is an equal opportunity employer.
4.2 Purpose and Design of Application Forms
The City Administrator shall develop one or more general application forms for use in
applying for City employment. The City Administrator or department and division heads may
also develop specialized or supplemental application forms for use in appropriate
circumstances. The City Administrator for technical adequacy, utility and equal employment
opportunity compliance shall review any forms developed by department and division heads.
Application forms shall be used in making fair determinations of qualifications for
employment. Information concerning non -merit factors shall only be requested as necessary to
satisfy equal employment opportunity and other legal requirements.
4.3 Filing of Applications
Applications shall be filed with the City Administrator as specified in the applicable vacancy
announcements. The City Administrator may authorize the acceptance of late applications if in
the best interest of the City. The City Administrator shall provide all reasonable assistance to
persons requesting help in completing their applications. All information submitted shall be
subject to verification. The City may cease accepting or processing applications at any time in
accordance with operational requirements.
4.4 Initial Processing of Application
The City Administrator shall be responsible for the initial processing of employment
applications. Information collected solely for equal employment opportunity purposes shall be
detached fiom the main body of each application upon receipt. The information shall be
separately and securely filed by the Personnel Officer and shall not be used in the selection
City of Blair Employee Manual Chapter 4, page I
process.
4.5 Evaluation of Qualifications
Applicants shall be required to provide any information and undergo any examinations
necessary to demonstrate their qualifications for the City service and the positions involved.
Depending on the nature of the vacancy, applicants may be required to undergo written, oral,
performance, physical agility, background, medical, psychological, and/or other evaluation
procedures, which are fair, practical, and job-related. Applicants may be required to grant
releases to permit review of conviction records, medical, employment, educational, financial,
and other records necessary to properly evaluate the applicant for the position. Conviction of a
crime is not an automatic bar to employment - all circumstances will be considered.
4.6 Disqualification
An applicant may be disqualified from further consideration at any stage of the selection
process for any of the following reasons:
(a) Applicant is an illegal alien or an alien with a visa specifically precluding their
working;
(b) Applicant will not have attained his or her 18th birthday at the time of
appointment, except that a lower minimum age may be established for certain
temporary positions and a higher minimum age and/or maximum entry age may
be established for certain positions when required by law or when otherwise
constituting a bona fide occupational qualification;
(c) Applicant is not medically qualified to perform the duties of the position as
ascertained in a manner prescribed by the City Administrator, except that
handicapped persons shall not be disqualified on medical grounds if their
handicaps can reasonably be accommodated in the workplace and if the
handicapped persons, if selected, can substantially perform the duties of their
positions without endangering themselves, other persons, or property;
(d) Applicant is not of good moral character to the extent that his or her job
performance would be impaired or that significant discredit or excessive risk
would be brought upon the City by his or her employment;
(e) Applicant will not comply with the applicable response time requirement unless
proper waiver has been obtained;
(f) Appointment of the applicant will violate a prohibition on the employment of
relatives;
(g) Appointment of the applicant will create a conflict of interest situation;
(h) Applicant lacks the education, experience, aptitude or similar qualification
City of Blau• Employee Manual Chapter 4, page 2
required for the position;
(i) Applicant is addicted to the use of drugs and/or intoxicating beverages;
(j) Applicant has been convicted of a crime of such nature as to constitute an
excessive risk to the City if he or she is employed;
(k) Applicant has been or is about to be dismissed from employment or military
service for reasons indicating a current unfitness for the position or constituting
an excessive risk to the City if he or she is employed;
(1) Applicant has made a false statement of material fact or has committed or
attempted to commit a fraudulent, illegal, or unethical act or has attempted to
exert political influence at any point in the application or selection process; and
(m) Applicant will not possess any required license or certificate or will not be able
to comply with any other requirement or condition of employment at the time
of appointment.
4.7 Selecting Officials
The City Administrator shall select department heads, except the Chief of Police, subject to the
approval of the Mayor and City Council. Department heads shall with the assistance of the
Assistant Administrator, otherwise select their subordinates and shall forward their selection
recommendations and supporting information to the City Administrator for approval.
4.8 Interviews
Selection official(s) shall interview applicants in competitive selection processes who on the
record appear to be the best qualified for the positions involved. A written summary of
interview questions and answers shall be prepared and retained. Interviews shall be conducted
in a consistent job-related and nondiscriminatory manner and shall focus on the following:
(a) Clarification of items listed on the application;
(b) Clarification of an applicant's qualifications;
(c) Clarification of an applicant's availability;
(d) Discussion of City salaries, benefits, career opportunities, policies, and working
conditions; and
(e) Discussion of the nature and duties of the position involved.
4.9 Documentation and Notification
The City Administrator shall devise necessary forms and procedures pertaining to the selection
process. Disqualification and selection decisions shall be thoroughly documented by the
City of Blair Employee Manual Chapter 4, page 3
responsible official(s). Selecting official(s) may conduct reference checks of applicants. The
City Administrator shall also respond to any written requests from applicants concerning the
reasons for their disqualification or non -selection.
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City of Blair Employee Manual Chapter 4, page 4
CHAPTER 5
APPOINTMENT
5.1 Appointing Authority
The City shall employ no person unless appointed by proper authority. The Mayor, with the
approval of the City Council, is the appointing authority for City Administrator, Assistant City
Administrator, Director of Public Works, City Clerk, City Treasurer, and Chief of Police as
mandated by statute or ordinance. The City Administrator is the appointing authority for all
other positions. Appointment actions shall be required for entering the City service and for
subsequent position changes.
5.2 Appointment Types
Appointments shall be designated as either regular or temporary. Regular appointments shall
ordinarily be of indefinite duration and may be made in unusual circumstances. Temporary
appointments shall not exceed one year in duration, shall be subject to termination at any time,
and may be made to full-time or part-time positions requiring continuous, seasonal or
intermittent performance or requiring service in a public emergency. Initial or successive
temporary appointments shall not be used in circumstances where the nature and expected
duration of the work indicate that regular appointments are more appropriate. Appointments
shall be subject to the applicable provisions of these rules regarding probationary periods.
5.3 Employment of Relatives
No employee may directly supervise, be supervised by, or be employed in the same department
as a member of his or her family. For purposes of this provision, family includes husband,
wife, father, mother, daughter, daughter-in-law, son, son-in-law brother and sister. The City
Administrator shall take, direct or recommend any actions necessary in regard to applicants
and/or employees in order to enforce this section. For the purposes of "same department", the
street, water and waste water distribution, water plant and waste water plant shall all be
different and separate departments.
5.4 Residence
Residency in the City of Blair is encouraged for all employees but shall not be required.
However, in the interest of the City of Blair, employees shall reside in proximity to the City of
Blair so that the maximum allowable response time for all City employees, from their
residence, shall be thirty (30) minutes from time of notification. Response time shall mean the
time elapsing between an employee's receipt of an emergency notification from the employee's
supervisor or the supervisor's representative and the employee's arrival at the employee's duty
station. It shall be the duty of each department to maintain the response time of his/her
employees and to immediately report any violation or discrepancy to the City Administrator.
5.5 Processing and Orientation
City of Blair Employee Manual Chapter S, page I
New and reinstated employees shall report to the City Administrator as directed for completion
of personnel and payroll forms and for a general orientation to the City government, the
personnel management system, and the City policy of equal employment opportunity.
Department heads shall provide further orientation on such matters as the probationary period,
employee rights and responsibilities, assigned duties, level of performance expected,
organizational structure and interrelationships, hours of work, safety, and the substance and
availability of these rules and any applicable supplemental personnel regulations. Employees
should be made to feel welcome and should be especially encouraged to ask questions during
their first days of employment.
City of Blair Employee Manual Chapter 5, page 2
CHAPTER 6
INTRODUCTORY PERIOD
6.1 Requirement of Introductory Period
Every person who is initially appointed to, or who receives a promotion in the City service
under a regular appointment, or under a temporary appointment for other than seasonal or
intermittent work shall be required to successfully complete an introductory period of six
months as a condition of continued employment in the position. On a case-by-case basis, the
City Administrator may require the completion of an introductory period following other kinds
of personnel actions.
6.2 Purpose of Introductory Period
The introductory period is the final step of the selection process and shall be used by
department heads and other supervisors to closely observe and evaluate the conduct, work and
fitness of subordinates and to encourage them to adjust to their jobs. Supervisors shall provide
necessary training and counseling to their introductory employees, whose performance shall be
thoroughly documented as administratively prescribed.
6.3 Failure of the Introductory Period
At any time during the introductory period, an employee may be dismissed from the City
service with or without cause. The selecting official may provide an employee with additional
time in which to demonstrate acceptable performance by extending the introductory period for
no longer than one period of six months. The employee shall be notified of any such
extension. An employee shall have no right to appeal a failure of the introductory period.
City of Blair Employee Manual Chapter 6, page I
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City of Blair Employee Manual Chapter 6, page 2
CHAPTER 7
EMPLOYEE DEVELOPMENT AND EVALUATION
7.1 Employee Development Policy
The City Administrator and department heads, shall establish appropriate programs to develop
the capacity of employees to render more effective service to the City. Such programs may
include formal courses, seminars, workshops, demonstrations, directed readings, special
assignments and other activities designed to improve employee knowledge, skill and job
effectiveness with due consideration for the personal career objectives of employees and the
enhancement of equal employment opportunity. Employee development activities shall be
conducted during regular working hours to the extent possible.
7.2 Performance Evaluation Requirement
The work performance of each regular employee shall be objectively evaluated on a periodic
basis. An evaluation, on the prescribed form, shall be made by the immediate supervisor
acting as rater and shall become official when reviewed and approved with any necessary
modifications, by the next higher supervisor, if any. Subject to any necessary delay to allow
the rater to have supervised the employee for at least three months, an employee's performance
shall be evaluated at the following times:
(a) A minimum of one time in the introductory period;
(b) Annually, on the employee's anniversary date of the current position.
(c) Whenever the supervisor desires to recognize meritorious or deficient service or
whenever an evaluation would otherwise be in the best interest of the City.
7.3 Purpose of Evaluations
Performance evaluations are designed to help supervisors and employees measure how well
work is performed in relation to applicable job requirements, to encourage improvement in
such performance, and to provide a tool for management decisions concerning employee
development, eligible merit increases, retention, and other matters. Performance evaluations
may also be considered in making promotions to the extent that current or past performance
may be relevant to the requirements of the positions to be filled. Performance evaluations, as
well as day-to-day feedback and counseling activities, shall be used to recognize and reinforce
positive performance and to correct negative performance. Employees shall be shown copies
of their performance evaluations for discussion and for acknowledgment by signature.
Employees disagreeing with their evaluations may seek adjustments through use of the
established grievance procedure.
City of Blair Employee Manual Chapter 7, page I
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City of Blair Employee Manual Chapter 7, page 2
CHAPTER 8
ATTENDANCE AND LEAVE
8.1 Work Schedules and Attendance
Department heads shall establish work schedules to meet the requirements of their
department which should be approved by the City Administration. Employees shall be at
their places of work as scheduled or shall provide timely notification to their supervisor or
department head prior to the first normal duty hour, or as soon as possible thereafter, if
unable to report.
No employees regular schedule shall call for more than forty hours of work per week, or in
case of Police Officers not more than 80 hours in a 2 week pay period.
The City office shall be open from 8:00 a.m. to 4:30 p.m., Monday through Friday unless
otherwise approved. Non-exempt City Hall Staff shall observe one half hour lunch periods.
All other employees shall work schedules and lunch periods as approved by City
Administration.
Each employee shall be granted a twenty (20) minute rest period, during each one half (1/2)
day of work for relaxation from the regular routine of duty. The twenty (20) minutes shall
be from the time employee stops work at any work station until restarting work at that
work station or the next.
8.2 Overtime
Employees shall work overtime or shall be on call when necessary. All Supervisors shall
maintain a work schedule for their department that eliminates the requirement for automatic
overtime (including use of flex schedules), unless it is determined with the consent of the City
Administrator that due to the department's work load, mandatory overtime should be
scheduled. Overtime shall be worked only with specific authorization. Employees shall be
reimbursed at the rate of 1 1/2 time regular hourly rate for all hours worked in excess of 40
hours. (Exception: Police Officers shall be reimbursed at the rate of 1 1/2 time, the regular
hourly rate for all hours worked in excess of 80 hours within a two (2) week period).
8.3 Vacation Leave
Regular full-time employees and regular part-time employees normally working twenty (20)
hours or more per week shall be provided with paid vacation leave to allow them periods of
rest, relaxation, and freedom from the rigors of their jobs. Eligible full-time employees shall
accrue vacation leave Bi -Weekly at the following rates:
Years of Regular City Service
Per Pay Period Accrual
Annual Accrual
Years 1 through 5
3.08 hours
80 hours
Years 6 through 9
4.62 hours
120 hours
Years 10 through 14
5.54 hours
144 hours
Years 15 through 19
6.15 hours
160 hours
City of Blair Employee Manual Chapter 8, page I
Years 20 and over 6.77 hours 176 hours
Accrual rates for regular part-time positions will be pro -rated.
The following positions will receive 160 hours of vacation per year (6.15 hours per pay period)
for the first 19 years of service and then follow the schedule set forth for all employees.
(1) City Administrator 5) Police Chief
(2) Assistant City Administrator 6) Director of Public Works
(3) City Clerk 7) Library Director
(4) City Treasurer
Vacation leave shall be administered according to the following rules:
(a) No vacation leave shall be granted in advance of accrual.
(b) Requests for vacation leave shall be submitted at least 48 hours in advance;
however, the City Administrator can waive the notice requirement if the work
schedule allows it. For police officers, leave is governed by Police Department
procedures. Requests for vacation shall never be considered approved until the
Department Head or City Administrator gives final approval.
(c) Vacation leave may be taken following the pay period that it is earned.
(d) The City Administrator shall approve vacation leave for department heads,
which in turn shall be responsible for scheduling vacation leave for subordinate
employees based on considerations of operational requirements, employee
preferences, and seniority within the regular City Service.
(e) The initial minimum period of vacation leave shall be one-half (1/2) hour;
(anything over 1/2 hour may be taken in 15 -minute increments).
(f) Holidays occurring during periods of vacation leave shall not be charged
against such leave.
(g) No cash payments for unused vacation leave shall be authorized except upon
separation from City service by retirement, dismissal, death or resignation in
good standing.
(h) A maximum of 40 hours may be carried forward each anniversary year, along
with vacation accumulation of the immediately preceding anniversary year.
8.4 Sick Leave
Regular full-time employees and regular part-time employees normally working twenty (20)
hours or more per week shall be provided with paid sick leave for use if incapacitated by
illness or injury, if exposed to contagious disease when presence at work would jeopardize the
health of others, and for medical, dental, optical, or other health care appointments which
City of Blair Employee Manual Chapter 8, page 2
cannot reasonably be scheduled for off-duty hours. Full time eligible employees shall accrue
3.577 hours of sick leave per pay period (Bi -Weekly), with the accrual for regular part-time
employees prorated according to time worked. Sick leave shall be administered according to
the following rules:
(a) Sick leave may not be accumulated beyond 928 hours for full-time employees
working 40 hour weeks and a proportionate lesser amount for eligible part-time
employees, except an employee that has accumulated allowable sick leave
greater than 928 hours as of October 1, 2009, shall retain the greater number of
accumulated sick leave hours with the following conditions: If any employee
has accumulated in excess of 928 hours, the accumulated hours shall be
reduced by the number of sick leave hours used until that employee has reduced
their accumulated hours to 928 or fewer hours. Thereafter, the employee. shall
be subject to the maximum allowable accumulation of 928 hours.
(b) Sick leave shall not be granted in advance of accrual, but vacation leave and/or
leave without pay may be authorized for employees exhausting their sick leave.
(c) All employees of the City are covered by Worker's Compensation Insurance.
This includes regular full-time, regular part-time and temporary employees.
Worker's Compensation coverage includes medical, injury to specific members,
and injury causing death or disability. An employee receiving compensation
under Worker's Compensation Laws shall receive for the duration of such
compensation only that portion of his/her regular salary, which will, together
with such compensation, equal his/her regular salary. Under these conditions,
earned sick leave shall be charged proportionately, in increments of not less
than one (1) hour for that part of the day which is sick leave pay, until such
accumulated sick leave is exhausted.
(d) The City may request and obtain a physician's statement after (3) consecutive
sick days taken by employees or otherwise verify the circumstances
surrounding the taking of sick leave. The abuse of sick leave shall be grounds
for disciplinary action.
(e) The initial minimum period of sick leave shall be one-half (%2) hour; anything
over 1/2 hour may be taken in 15 -minute increments.
(f) Holidays occurring during periods of sick leave shall not be charged against
such leave.
(g) An employee shall only be compensated for unused sick leave as follows: (1)
Upon death or retirement an employee shall be paid for one-half of the unused
accumulated sick leave not to exceed the accumulation as allowed in 8.4(a); (2)
Upon resignation in good standing and specifically excluding resignations
prompted by any action of the employee which may result in disciplinary
action, an employee who has current continuous employment with the City for
City of Blair Employee Manual Chapter 8, page 3
not less than ten (10) years shall be paid a percentage of unused accumulated
sick leave not to exceed 928 hours based on the number of years of service as
follows:
10 years
5%
16 years
30%
11 years
5%
17 years
35%
12 years
10%
18 years
40%
13 years
15%
19 years
45%
14 years
20%
20 years
50%
15 years
25%
(3) No payment for unused accumulated sick leave shall be paid to an employee
in the event of termination for cause or resignation prompted by an action of the
employee that could result in disciplinary action.
(h) Sick leave shall not be transferable between employees.
(i) Sick leave may be used during the introductory period; however, cannot be
used until after the pay period that it is earned.
(j) An Employee may use sick leave to assist in the care, treatment and
transportation of immediate family members for accidents, injuries and illness.
(Immediate family = husband, wife, son, daughter, mother, father, brother,
sister, parent -in-law, in locus parenti, or other legal dependents.) The City
reserves the right to use management discretion in the determination of granting
sick leave to employees in the situation(s) described in this paragraph. Each
situation will be handled on a case-by-case basis with final determination by the
City Administrator.
(k) If an employee is not reporting for work due to sick leave, he/she is required to
contact his/her immediate supervisor within (3 0) minutes of start time.
(1) Employees with life-threatening illnesses, such as cancer, heart disease, and
AIDS, often wish to continue their normal pursuits, including work, to the
extent allowed by their condition. The City supports these endeavors as long
as employees are able to meet acceptable performance standards. As in the
case of other disabilities, the City will make reasonable accommodations in
accordance with all legal requirements, to allow qualified employees with
life-threatening illnesses to perform the essential functions of their jobs.
Medical information on individual employees is treated confidentially. The
City will take reasonable precautions to protect such information from
inappropriate disclosure. Managers and other employees have a
responsibility to respect and maintain the confidentiality of employee medical
information. Anyone inappropriately disclosing such information is subject
to disciplinary action, up to and including termination of employment.
City of Blair Employee Manual Chapter 8, page 4
Employees with questions or concerns about life-threatening illnesses are
encouraged to contact the City Administrator for information and referral to
appropriate services and resources.
(m) Employees shall not receive a clothing or uniform allowance under 14.6 if
employee is on sick leave for more than 30 consecutive work days.
8.5 Funeral Leave
In the event of a death, a regular employee is authorized three (8) hour days or a total of twenty
four (24) hours of paid Funeral Leave per fiscal year, which shall not be chargeable to
Vacation Leave. The initial minimum period of funeral leave shall be two hours; anything
over two hours shall be taken in one-hour increments. The Funeral Leave request shall be
submitted in writing to the City Administrator by the Department Head for approval.
8.6 Administrative Leave
The City Administrator may grant subordinate employees paid administrative leave, not
chargeable to vacation leave, under the following circumstances:
(a) Jury Duty: The City encourages employees to fulfill their civic
responsibilities by serving jury duty when required, with pay, in compliance
with Nebraska state law.
Jury duty fees paid by the court shall be delivered to the City. City pay will
be calculated based on the employee's base pay rate times the number of
hours the employee would otherwise have worked on the date of absence.
Any jury duty fees paid by the court will be delivered to the City by the
employee unless the employee elects to use vacation, floating holiday or
comp time.
Employees must show the jury duty summons to their supervisor as soon as
possible so that the supervisor may make arrangements to accommodate their
absence. Of course, employees are expected to report for work whenever the
court schedule permits.
Either the City or the employee may request an excuse from jury duty if, in
the City's judgment, the employee's absence would create serious operational
difficulties.
The City will continue to provide health insurance benefits for the full term of
the jury duty absence. However, employees remain responsible for their
portion of any insurance premiums throughout the term of their jury service.
City of Blair Employee Manual Chapter 8, page 5
(b) Witness Duty: The City recognizes that employees must appear in court for
witness duty when subpoenaed to do so. If employees have been subpoenaed
or otherwise requested to testify as witnesses by the State of Nebraska,
Washington County or the City of Blair, they will receive time off with pay for
the entire period of witness duty. Any witness fees will be delivered to the City
by the employee unless the employee elects to use vacation, floating holiday, or
comp time.
Employees will be granted unpaid time off to appear in court as a witness
when requested by a party other than the State, County or City. Employees
are free to use any available paid leave benefit to receive compensation for
the period of this absence.
The subpoena should be shown to the employee's supervisor immediately
after it is received so that operating requirements can be adjusted, where
necessary, to accommodate the employee's absence. The employee is
expected to report for work whenever the court schedule permits.
(c) Military Leave: A military leave of absence will be granted to employees
who are absent from work because of service in the U.S. uniformed services
in accordance with the Uniformed Services Employment and Re-employment
Rights Act (USERRA). Advance notice of military service is required, unless
military necessity prevents such notice or it is otherwise impossible or
unreasonable.
Employees who are active members of the National Guard or Active Reserve
should discuss their leave requirements with their supervisor, and then with
the City Administrator.
The City Administrator may grant subordinate employees paid administrative
leave, not chargeable to vacation leave, under the following circumstances:
• when an employee participates in Nebraska National Guard military
training for not more than 15 work days in any calendar year; and
• when the Governor of Nebraska calls an employee to military duty in an
emergency, in which case the City shall pay the difference between the
employee's City salary and his or her military pay, if lower.
In all other cases, an employee may use accrued vacation and comp time; if
the mission exceeds the accumulated paid leave (vacation and comp time),
the Administrator may grant unpaid leave.
Continuation of health insurance benefits is available as required by
USERRA. The City will continue to pay its share of the health insurance
premium during paid leave. The employee is responsible for her/his normal
City of Blair Employee Manual Chapter 8, page 6
share of the premium during this period. Upon expiration of paid leave, the
City will pay the entire cost of health insurance for up to 6 months, starting
the first day of the month following expiration of paid leave. If the mission
requires that leave extend beyond 6 months, the employee may extend his/her
insurance coverage by paying the entire premium.
Employees on military leave are required to return to work for the first
regularly scheduled shift after the end of service, allowing reasonable travel
time.
Holidays, which fall during an employee's paid leave, will be paid at eight
hours. Holiday pay will not be paid during periods of unpaid leave. Vacation
and sick leave will not accrue while an employee is in unpaid status.
An employee who is on leave for military duty will not be allowed to utilize
paid sick leave. Sick leave accumulated prior to leave for military duty will
be usable when the employee returns to full time work. If military leave lasts
more than 30 days, the employee shall not receive a clothing or uniforin
allowance.
Employees returning from military leave will be placed in the position they
would have attained had they remained continuously employed; or a
comparable one depending on the length of military service in accordance
with USERRA. They will be treated as though they were continuously
employed for purposes of determining benefits based on length of service.
d) Time Off to Vote: The City encourages associates to fulfill their civic
responsibilities by participating in elections. Generally, employees are able to
find time to vote either before or after their regular work schedule. If
associates are unable to vote in an election during their non -working hours,
the City will grant up to two hours of time off with pay. In accordance with
state law, the City may choose the time the employee may take to vote.
Employees should request time off to vote from their supervisor at least one
working day prior to the Election Day. Advance notice is required so that the
necessary time off can be scheduled at the beginning or end of the work shift;
whichever provides the least disruption to the normal work schedule.
8.7 Leave without Pay
A department head, with the approval of the City Administrator, may grant an employee a
period of leave without pay, workload permitting, for good cause for up to six (6) months,
with continuation of benefits. Approved leave without pay may be terminated earlier than
planned if in the best interests of the City. An employee on leave without pay shall be
responsible for the entire premium for health, dental, vision, and life insurance. If an
employee on leave without pay fails to pay for continuation of benefits, they may be subject
to pre-existing condition limitations upon returning to pay status.
City of Blair Employee Manual Chapter 8, page 7
8.8 Medical Leave of Absence (Family Medical Leave Act)
The following is a general explanation of our employee's rights, duties and obligations under
the Federal and/or State FMLA as amended from time to time and at no time shall this manual
be in conflict with Federal and/or State FMLA Laws and Regulations.
Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid, job- protected leave to
eligible employees for the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth;
• To care for the employee's child after birth, or placement for adoption or foster care;
• To care for the employee's spouse, son or daughter, or parent, who has a serious health
condition; or
• For a serious health condition that makes the employee unable to perform the
employee's job.
MilitW Family Leave Entitlements
Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty
status in the National Guard or Reserves in support of a contingency operation may use their 12 -
week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may
include attending certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions, and attending post -
deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible employees to take up to
26 weeks of leave to care for a covered service member during a single 12 -month period. A
covered service member is a current member of the Armed Forces, including a member of
the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty
on active duty that may render the service member medically unfit to perform his or her duties for
which the service member is undergoing medical treatment, recuperation, or therapy; or is in
outpatient status; or is on the temporary disability retired list.
Benefits and Protections
During FMLA leave, the employer must maintain the employee's health coverage under any
"group health plan" on the same terms as if the employee had continued to work. Upon return
from FMLA leave, most employees must be restored to their original or equivalent positions with
equivalent pay, benefits, and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the
start of an employee's leave.
Eli ig bility Requirements
Employees are eligible if they have worked for a covered employer for at least one year, for
1,250 hours over the previous 12 months, and if at least 50 employees are employed by the
City of Blair Employee Manual Chapter 8, page 8
employer within 75 miles.
Definition of Serious Health Condition
A serious health condition is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by .a health
care provider for a condition that either prevents the employee from performing the functions
of the employee's job, or prevents the qualified family member from participating in school or
other daily activities. Subject to certain conditions, the continuing treatment requirement may be
met by a period of incapacity of more than 3 consecutive calendar days combined with at least
two visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may
meet the definition of continuing treatment.
Use of Leave
An employee does not need to use this leave entitlement in one block. Leave can be taken
intermittently or on a reduced leave schedule when medically necessary. Employees must make
reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt
the employer's operations. Leave due to qualifying exigencies may also be taken on an
intermittent basis.
Substitution of Paid Leave for Unpaid Leave
Employees may choose or employers may require use of accrued paid leave while taking FMLA
leave. In order to use paid leave for FMLA leave, employees must comply with the employer's
normal paid leave policies.
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA leave when the need
is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as
practicable and generally must comply with an employer's normal call-in procedures.
Employees must provide sufficient information for the employer to determine if the leave may
qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient
information may include that the employee is unable to perform job functions; the family member
is unable to perform daily activities, the need for hospitalization or continuing treatment by a
health care provider, or circumstances supporting the need for military family leave. Employees
also must inform the employer if the requested leave is for a reason for which FMLA leave was
previously taken or certified. Employees also may be required to provide a certification and
periodic recertification supporting the need for leave.
Employer Responsibilities
Covered employers must inform employees requesting leave whether they are eligible under
FMLA. If they are, the notice must specify any additional information required as well as the
employees' rights and responsibilities. If they are not eligible, the employer must provide a
reason for the ineligibility.
Covered employers must inform employees if leave will be designated as FMLA-protected and
the amount of leave counted against the employee's leave entitlement. If the employer
City of Blair Employee Manual Chapter 8, page 9
determines that the leave is not FMLA protected, the employer must notify the employee.
Unlawful Acts by Employers
FMLA makes it unlawful for any employer to:
• Interfere with, restrain, or deny the exercise of any right provided under FMLA;
• Discharge or discriminate against any person for opposing any practice made unlawfiil by
FMLA or for involvement in any proceeding under or relating to FMLA.
Enforcement
An employee may file a complaint with the U.S. Department of Labor or may bring a private
lawsuit against an employer. FMLA does not affect any Federal or State law prohibiting
discrimination, or supersede any State or local law or collective bargaining agreement which
provides greater family or medical leave rights. FMLA section 109 (29 U.S.C. 5 2619) requires
FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300(a)
may require additional disclosures.
8.9 Absence without Leave
Employees failing to report for or remain at work as scheduled or directed without proper
notification, authorization, or excuse shall be considered absent without leave, shall not be in
pay status for the time involved, and shall be subject to appropriate disciplinary action.
Absence without leave for more than three consecutive working days shall be considered
abandonment of duties, which shall ordinarily result in dismissal.
8.10 Holidays
The following days and any other day(s) that may be designated by the Mayor due to
circumstances shall be official holidays (City Holidays) for the City of Blair. All city offices
and departments will be closed on these days. Essential Police and essential water
treatment plant personnel shall be required to report to duty as scheduled by their supervisor
with the approval of the department head.
City Holidays: New Year's Day, President's Day, Memorial Day, July 4th, Labor
Day, Columbus Day, Thanksgiving, Day after Thanksgiving,
Christmas, and if Christmas Eve falls on a Monday through
Thursday 1/2 day, if on Friday all day and if Christmas falls on
Thursday all day Friday. Three (3) eight (8) hour Floating
Holidays/Personal days per calendar year, which must be used by
September 30th of each year.
a.) All City Employees shall observe the City Holidays on the date recognized by
the State of Nebraska and/or Federal Government, with exception of Police
Department and Water Treatment Plant.
b.) Police Department — Chief, Lieutenant, Investigators, III Corp Officer, DEA
Officer, Animal Control and Clerical Staff, same as all other City Employees.
All other officers, including school resource officer, shall be either compensated
City of Blair Employee Mammal Chapter 8, page 10
or granted time off for all Holidays per the following schedule. Each Holiday
shall be eight (8) hours except Christmas Eve shall be 4 hours when applicable.
1. Three Floating Holidays per fiscal year — This time must be used by
September 30th of each fiscal year and will not carry over or be paid out.
2. Columbus Day — 8 hours leave to be used by the end of the fiscal year.
3. Thanksgiving — 8 hours pay
4. Day after Thanksgiving — 8 hours pay
5. Christmas — 8 hours pay
6. Christmas Eve (if applicable) — 4 hours pay
7. Day after Christmas (if applicable) — 8 hours pay
8. New Years — 8 hours leave to be used by the end of the fiscal year
9. Presidents day — 8 hours leave to be used by the end of the fiscal year
10. Memorial Day - 8 hours leave to be used by the end of the fiscal year
11. July 4th - 8 hours leave to be used by the end of the fiscal year
12. Labor Day — 8 hours pay
For Holidays that will receive time off, the time off shall be authorized by the Chief
per the Department Policies and procedures, and only used after the date of the actual
holiday and prior to September 30 of each year. All Holiday hours that are taken off
shall be used in 8 hour increments. Any accumulated holiday hours not used in the
fiscal year (October 1 — September 30) will be lost and not compensated.
c.) Water Treatment Plant — Plant Supervisor and two floating operator positions
shall take Holidays off the same as all other City Employee, except if the
floating operator(s) are covering a shift for a regular scheduled operator or
covering the Monday day shift the floating operator(s) shall be paid for the 8
hour Holiday.
All other Water Treatment Plant Operators shall be either compensated or
granted time off for all Holidays per the following schedule. Each Holiday shall
be eight (8) hours except Christmas Eve shall be 4 hours when applicable.
1. Three Floating Holidays per fiscal year — This time must be used by
September 30th of each fiscal year and will not early over or be paid out.
2. Columbus Day — 8 hours leave to be used by the end of the fiscal year.
3. Thanksgiving — 8 hours pay
4. Day after Thanksgiving — 8 hours pay
5. Christmas — 8 hours pay
6. Christmas Eve (if applicable) — 4 hours pay
7. Day after Christmas (if applicable) — 8 hours pay
8. New Years — 8 hours leave to be used by the end of the fiscal year
9. Presidents day — 8 hours leave to be used by the end of the fiscal year
10. Memorial Day - 8 hours leave to be used by the end of the fiscal year
11. July 4th - 8 hours leave to be used by the end of the fiscal year
12. Labor Day — 8 hours pay
City of Blair Employee Manual Chapter 8, page 11
For Holidays that will receive time off, the time off shall be authorized by the Plant
Supervisor with the approval of the Director of Public Works and only used after the
date of the actual holiday and prior to September 30 of each year. All Holiday hours
that are taken off shall be used in 8 hour increments. Any accumulated holiday hours
not used in the fiscal year (October 1 — September 30) will be lost and not
compensated.
d.) All Employees working on designated City Holidays, except shift workers shall
be paid at rate of 1 1/2 times for actual hours worked on a "City Holiday".
e.) For Police and Water Plant shift workers, the paid Holiday shall be the actual
Holiday.
Example: Christmas falls on Saturday, legal city holiday would be Friday.
Those individuals working on Saturday, Christmas Day (December 25th) would
be compensated at 1 1/2 times, not those working on Friday.
f.) New employees shall not be eligible for floating holidays until the satisfactory
completion of 6 month probationary period. Upon completion of probationary
period, employee shall be entitled to one floating holiday for the remaining
fiscal year.
8.11 MaternityMaternity leave
The purpose of this policy is to extend to pregnant employees the leave they medically
require and to comply with federal and state legal requirements; therefore,
maternity/paternity leave shall be granted on the same basis as leave for other medical
conditions. Suggested paternity leave is three consecutive days; leave extending beyond the
third day shall be considered FMLA leave from the fourth day. Maternity leave will be
considered FMLA leave starting from the fourth day, regardless of whether it begins prior to,
or at the time of, the birth or placement of the child.
The extent to which an employee should be permitted to work during pregnancy is a matter
between the employee and her physician. Employees who learn that they are pregnant are
expected to inform their supervisors as early as possible of the pregnancy and the expected
date of delivery. Pregnant employees whose physicians recommend work restrictions
should, like other employees with disabilities, bring in the physician's statement outlining
the restrictions.
Employees are expected to inform their supervisors of their intentions, including any
changes in their expected date of return to work. Pregnant employees will be eligible for the
same benefits as other employees who experience disabilities.
8.12 Emerizency Closings
City of Blair Employee Manual Chapter 8, page 12
At times, emergencies such as severe weather, fires, power failures, etc. can disrupt City
operations. In extreme cases, these circumstances may require the closing of a work facility.
When operations are officially closed due to emergency conditions, the time off from
scheduled work will be paid, employees in essential operations may be asked to work on a
day when operations are officially closed. In these circumstances, employees who work will
be paid according to policy.
City of Blair Employee Manual Chapter 8, page 13
CHAPTER 9
EMPLOYEE RESPONSIBILITIES AND CONDUCT
9.1 Basic Employee Responsibilities and Conduct.
It shall be the duty of all employees to maintain high standards of cooperation, efficiency,
economy, integrity, and impartiality in their work for the City. Actions subject to disciplinary
measures include, but are not limited to the following:
(a) Violation of any City Policy, Rule or Regulation.
(b) Excessive, unexplained or unexcused absenteeism.
(c) Discourteous treatment of the public or work associates including abusive
language during work hours.
(d) Failure to report an accident.
(e) Falsifying employment information.
(f) Releasing confidential information.
(g) Criminal behavior including theft.
(h) Possession or consumption of alcoholic beverages or illegal drugs during
working hours and on City property (Exceptions may be granted by
administrator for special occasions).
(i) Carelessness or negligence in the performance of duties, including safety rule
violations.
0) Refusal to perform work as assigned.
(k) Abuse or unauthorized use of City property.
(1) Fighting while on duty.
(m) Any other act or failure to act which is sufficient to show the offender to be an
unsuitable and unfit person to be employed in the public service.
9.2 Supervisory Responsibilities
If work habits, attitude, production, personal conduct, and/or any other aspect of an employee's
job performance should fall below standard, it shall be the duty of the supervisor to advise the
employee of the deficiency at the time it is observed or as soon as possible thereafter. When
feasible, warning and counseling the employee shall precede formal disciplinary action, but
nothing herein shall prevent immediate formal action as provided elsewhere in these rules
City of Blair Employee Manual Chapter 9, page I
whenever required in the best interests of the City.
9.3 City Property
Employees shall be responsible for the proper care and use of all City property entrusted or
available to them. Employees damaging or losing City property through negligence or abuse
shall be subject to disciplinary action and may be required to reimburse the City of such
damage or loss. City equipment, materials and supplies shall not be used for private purposes
and shall not be removed from authorized locations without proper supervisory approval.
Employees leaving the City service shall return any tools, uniforms or other City property
issued to them before receiving their final pay.
9.4 Assigned Vehicles
The City Administrator may assign City vehicles to department heads and certain other
employees for use during normal duty hours and for transportation between home and work.
Such vehicles shall otherwise be used only for official purposes, shall be kept clean, and shall
be driven in a manner conforming to applicable traffic regulations and reflecting credit upon
the City government.
9.5 Outside Employment
A City employee may hold another position or paid employment or accept pay for other service
only with prior approval of his or her department head and City Administrator. A request for
approval of outside employment shall include a description of the nature of the proposed
employment, the hours involved, and any other pertinent information. Outside employment
which would create a conflict of interest, or the appearance thereof, or which would adversely
affect the employee's City job performance shall not be approved. Approval of outside
employment may be rescinded at any time if in the best interests of the City. The requirements
of the City job, including availability for overtime or other extra duty, shall take precedence
over approved outside employment. Action on a request for approval of outside employment
shall be fully documented for inclusion in the employee's official personnel records. AU
employee who is engaged in outside employment upon the adoption of these rules and
regulations who has not received written approval to engage in outside employment shall
immediately do so.
9.6 Conflicts of Interest
No employee shall engage in any activity or enterprise that conflicts or creates the appearance
of conflicting with his or her City duties or with the duties, functions, or responsibilities of his
or her employing organization. Department heads may prohibit particular activities that would
create conflicts of interest in their specific organizational environments. Employees shall be
encouraged to seek advance determinations regarding possible conflict of interest situations.
The following employee activities shall generally constitute conflicts of interest and may in
some cases also be criminal act:
(a) Engaging in any activity or enterprise involving the use, for other than City
City of Blau• Employee Manual Chapter 9, page 2
purposes, of City time, facilities, equipment, materials, or supplies or the badge,
prestige or influence of City employment.
(b) Receiving or accepting money or other consideration from any person or entity
other than the City for the performance of any service which the employee or
the City would normally be required or expected to render or for preferential or
favorable treatment in relation to others;
(c) Having a direct financial interest in any contract with the City or a direct
financial interest in the provision of equipment, materials, supplies, or services
to the City, except as may be disclosed to and approved by the Mayor and City
Council;
(d) Failing to disclose the nature and extent of any direct financial interest in
legislative matter pending before the Mayor and City Council or any zoning
matter;
(e) Engaging in any business transaction or having a direct or indirect financial or
other personal interest incompatible with the employee's performance of official
duties in the public interest or tending to impair independence of judgment or
action in the performance of official duties;
(f) Disclosing confidential official information or using official information in
advance of public release when such disclosure or use would be detrimental to
the City or would advance the financial or other private interests of the
employee or others; and
(g) Engaging in any activity or enterprise involving so much of the employee's time
that City job performance is impaired.
9.7 Political Activity
Employees shall not participate in City political campaigns and shall not solicit or receive
political contributions for any candidate or issue in a City election. Employees may privately
express their opinions regarding City elections, shall be encouraged to vote, and may
objectively provide election information to the public in the performance of their official
duties. No employee shall coerce or attempt to coerce another employee or shall use his or her
official authority or influence for the purpose of interfering with or affecting the result of a
nomination or election for any public office. No City employee shall be rewarded, disciplined,
or otherwise subjected to special treatment for reasons of political favor or disfavor.
9.8 Solicitation
The solicitation of funds or anything of value or the sale of any items or materials, whether for
commercial or charitable purposes, shall not be permitted during working hours or in working
areas.
9.9 Harassment Prohibited
City of Blair Employee Manual Chapter 9, page 3
All City employees have a right to work in an environment free from all forms of
discrimination and conduct which can be considered harassing, coercive, or disruptive.
Consistent with the City's respect for the rights and dignity of each employee, harassment
based on race, color, religion, gender, national origin, age, disability or any other
characteristic protected by law, will not be sanctioned nor tolerated. All employees should,
therefore, be aware of the following information.
Sexual harassment is strictly prohibited. Sexual harassment has been defined by government
regulation as "unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature... when submission to such conduct is made, either
explicitly or implicitly, a term or condition of an individual's employment;... when
submission to or rejection of such conduct... is used as the basis for employment decision
affecting such individual; or... such conduct has the purpose of effect or unreasonably
interfering with the individual's work performance or creating an intimidating, hostile, or
offensive work environment." Harassment on the basis of any other protected characteristic
is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that
denigrates or shows hostility or aversion toward an individual because of his/her race, color,
religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship
or any other characteristic protected by law or that of his/her relatives, friends or associates;
and that a) has the purpose or effect of creating an intimidating, hostile, or offensive work-
environment;
orkenvironment; b) has the purpose or effect of unreasonably interfering with an individual's
work performance, or c) otherwise adversely affects an individual's employment.
Harassing conduct includes, but is not limited to: epithets, slurs, or negative stereotyping;
threatening, intimidating or hostile acts; and written or graphic material that denigrates or
shows hostility or aversion toward an individual or group and that is placed on walls or
elsewhere on the employer's premises or circulated in the workplace.
Supervisors and managers are responsible for assuring that no employee is subjected to
conduct that constitutes sexual or any other form of harassment.
Any individual found to have engaged in sexual or any other form of harassment will be
disciplined as appropriate, up to and including discharge.
Any employee who believes that he or she has been the subject of sexual or any other form
of harassment by anyone at the City or by any person who does business with the City,
should, and is encouraged to, bring the matter to the attention of his/her supervisor, or the
City Administrator.
A prompt and thorough investigation of the alleged incident will be conducted to the extent
possible, and appropriate corrective action will be taken if warranted. To the extent
consistent with adequate investigation and appropriate corrective action, any complaints of
harassment will be treated as confidential.
The City will not in any way retaliate against an employee, potential employee, or former
employee who, in good faith, makes a complaint or report of harassment, or participates in
City of Blair Employee Manual Chapter 9, page 4
the investigation of such a complaint or report. Retaliation against any individual for in
good faith reporting a claim of harassment or cooperating in the investigation of same will
not be tolerated and will itself be subject to appropriate discipline. The City will take all
appropriate steps to enforce this Policy.
9.10 Confidentiality
All City records and information, which are not otherwise deemed to be public records under
Neb. Rev. Stat. 84-712, et seq., relating to the City or its customers are confidential and
employees must, therefore, treat all matters accordingly. No City or City -related
information, including without limitation, documents, files, records, computer files or
similar materials (except in the ordinary course of performing duties on behalf of the City)
may be removed from the City's premises without permission from the City, or unless
allowed under Neb. Rev. Stat. 84-712, et seq. Additionally, the contents of the City's
records or information (other than public records under Neb. Rev. Stat. 84-712, et seq.)
otherwise obtained in regard to business may not be disclosed to anyone, except where
required for a business purpose. Employees will be subject to appropriate disciplinary
action, up to and including dismissal, for revealing information of a confidential nature.
9.11 Use of Equipment and Vehicles
Equipment and vehicles essential in accomplishing job duties are expensive and may be
difficult to replace. Such equipment and vehicles shall be used only for official purposes.
When using property, employees are expected to exercise care, perform required
maintenance, and follow all operating instructions, safety standards, and guidelines.
Please notify the supervisor if any equipment, machines tools, or vehicles appear to be
damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need
for repairs could prevent deterioration of equipment and possible injury to employees or
others. The supervisor can answer any questions about an employees' responsibility for
maintenance and care of equipment or vehicles used on the job.
The improper, careless, negligent, destructive, or unsafe use or operation of equipment or
vehicles, as well as excessive or avoidable traffic and parking violations, can result in
disciplinary action, up to and including termination of employment.
City of Blair Employee Manual Chapter 9, page 5
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City of Blair Employee Manual Chapter 9, page 6
CHAPTER 10
DISCIPLINARY ACTION
10.1 Types of Disciplinary Action
Any employee of the City of Blair may be removed, demoted, suspended without pay,
transferred to another position in the same class or reprimanded for any of the reasons set forth
herein.
10.2 Written Reprimand
A department head may reprimand any employee under his/her supervision for cause. Such
reprimand shall be in writing and addressed to the employee. A copy shall be placed in the
employee's personnel file. Reprimands may be appealed to the City Administrator. However,
the employee may file a letter of response to the reprimand that shall be attached to the
reprimand in the file. In addition, an employee receiving a written reprimand may, after one
(1) year from the date of said reprimand, request in writing to the City Administrator, a review
of the letter of reprimand and removal of said letter from the record. The City Administrator
may, after reviewing the letter, order its removal from the employee's personnel file.
10.3 Suspension
The department head may, for cause, suspend an employee without pay not exceeding thirty
(3 0) calendar days in any twelve (12) month period; however, no single suspension shall be for
more than fifteen (15) calendar days. The department head shall notify the employee no later
than one (1) day after the suspension is made effective. Such notice shall include the reasons
for and the duration of the suspension. Within ten (10) calendar days of notice of suspension,
any full-time employee who is suspended may appeal in writing to the City Administrator for a
hearing.
10.4 Demotion
The department head may demote an employee for cause. A written statement of the reasons
for any such action shall be furnished to the employee and a copy filed in the employee's
personnel file. No demotion shall be made as a disciplinary action unless the employee to be
demoted is eligible for employment in the lower class and shall not be made if any permanent
employee in the lower class will be laid off by reason of the action. Within ten (10) calendar
days after receiving written notice of demotion, any permanent employee may appeal in writing
to the City Administrator for a hearing.
10.5 Dismissal
The department head may dismiss for cause an employee by delivering, at least fifteen (15)
calendar days before the effective date thereof, a written statement of reasons to the employee
concerned. If the department head, because of the reasons for the discharge, desires to make an
immediate separation from the service, he may make a suspension without pay, pending the
discharge. By so doing, such action shall automatically result in permanent separation at the
City of Blair Employee Manual Chapter 10, page I
end of the period of suspension. Suspension pending discharge shall not be subject to the
limitation provided in Section 10.3 of these rules. Within ten (10) calendar days of the
effective date of the letter of dismissal, any regular employee so dismissed shall have the right
to appeal in writing to the City Administrator and shall be granted a hearing.
10.6 Final Arbiter
The City Administrator shall be the final arbiter of employee appeals. The City Administrator
decision may be appealed before the Mayor and City Council. Such appeal shall be in writing
to the City Clerk within 10 days following the decision of the City Administrator.
10.7 Civil Service
Pursuant to Neb. Rev. Stat., Paragraph 19-1803 (Reissue 1983) the classified Civil Service
employees for the City of Blair include all full-time Certified Officers of the Police
Department, including the Chief of the Department. No person in the classified Civil Service
shall be reinstated and/or transferred, suspended or discharged from any such place, position or
employment contrary to the provisions of Neb. Rev. Stat., Paragraphs 19-1801 to 19-1823
(Reissue 1983).
City of Blair Employee Manual Chapter 10, page 2
CHAPTER 11
APPEALS AND GRIEVANCES
11.1 Appeal Procedure
An employee appealing a disciplinary action shall state why he or she believes the action to be
inappropriate. As administratively determined, the action may be stayed pending the filing or
processing of the appeal or may take effect at any time after issuance of the notice of the
decision to take action. The City Administrator shall conduct any investigation and/or hearing
necessary to adjudicate the appeal. If the City Administrator determines that a hearing is
necessary, the employee shall be afforded an opportunity to attend, to be represented by anyone
of his or her choosing, and to present evidence and/or witnesses on his or her behalf. The City
Administrator shall adjudicate the appeal within ten calendar days after filing or, if a hearing is
held, within ten calendar days following conclusion of the hearing. The City Administrator
shall have the authority to approve, rescind or modify any disciplinary action taken or proposed
which is appealed under this procedure.
11.2 Grievance Policy
In keeping with the philosophy that employee dissatisfaction should be resolved at the lowest
possible level with a minimum of paperwork, it shall be City policy to encourage employees to
informally take any job-related complaints to their immediate supervisors. Supervisors shall
listen with care to employees, shall attempt to understand their points of view, and shall
provide clear and timely responses to their complaints. An employee remaining dissatisfied
with a working condition, reprimand, or other aspect of employment not subject to the appeal
procedure may then use the formal grievance procedure.
11.3 Grievance Procedure
The aggrieved employee shall first present the grievance to the immediate supervisor who shall
make careful inquiry into the facts and circumstances of the allegations. After investigation,
the supervisor shall advise the employee of the findings of the investigation and the decision.
If the grievance is not resolved by action of the immediate supervisor, the employee may
submit the grievance in writing to the department head. The department head shall make a
separate investigation and inform the employee in writing of the decision and the reason
therefore within seven (7) calendar days after receipt of the employee's grievance.
If the grievance is not resolved by action of the department head, the employee may obtain a
review by the City Administrator by submitting a request for review within seven (7) calendar
days following receipt of the decision of the department head. The City Administrator shall
make such investigation and conduct such hearings as appropriate and shall, within fifteen (15)
calendar days after the receipt of the employee's request for review, inform the employee in
writing of the findings and decision. The decision of the City Administrator shall be final and
conclusive.
City of Blair Employee Manual Chapter 11, page I
Within the foregoing procedures, the burden of proof shall be on the appellant.
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City of Blair Employee Manual Chapter H, page 2
CHAPTER 12
RESIGNATION. LAYOFF AND INCAPACITY
12.1 Resignation
An employee may leave the City service in good standing by submitting his or her resignation
at least two weeks in advance of the effective date. The City Administrator, for good cause,
may waive any portion of the notice period. An employee resigning without the required
notice shall forfeit payment for unused vacation leave accrued and shall be ineligible for
reinstatement. The appropriate department head or City Administrator shall conduct an exit
interview with each resigning employee to determine the reasons for the resignation, to solicit
suggestions for improving operations and personnel management, and to determine whether
prohibited discrimination was a factor in the decision to resign. Any benefits or insurance
coverage provided by the City's insurance plans would be made available to the employee as
appropriate, depending upon individual policies. Continuation of benefits would be available
under the same terms as any other termination.
12.2 Retirement
The normal retirement date for general City employees will be the first day of the month
following the attainment of age 65. Early retirement will be the first day of the month
following the attainment of age 62. Employees may continue employment to age 70 by a
written request to the Department Head and City Administrator that it is the employee's desire.
Health and physical capabilities will be the determining factors in whether or not the request
will be granted.
12.3 Layoff
A regular employee may be laid off from work because of lack of work, or funds. Whenever
possible, an employee laid off from one department shall be assigned to a suitable position
elsewhere. Whenever possible, at least two weeks' notice or two weeks' severance pay in lieu
of the notice shall be given prior to layoff. In determining the order of layoff, the following
factors shall be taken into consideration:
a. Needs of service;
b. Nature of work to be curtailed;
C. Length of service; performance qualifications;
d. In addition to the above factors, the advisability of demoting the employees in
higher classes to lower classes for which they are qualified and laying off those
in lower classes may also be considered;
e. No regular, full-time employee shall be laid off from any position while a
temporary employee is still employed in the same department.
City of Blair Employee Manual Chapter 12, page I
Any benefits or insurance coverage provided by the City's insurance plans would be made
available to the employee as appropriate, depending upon individual policies. Continuation of
benefits would be available under the same terms as any other termination.
12.4 Separation for Incapacity
An employee may be separated for incapacity for medical reasons when the employee no
longer meets the standards of fitness required for the position or is not physically capable of
performing assigned duties without endangering self, other persons, or property. A finding of
incapacity shall be made through individual medical determination by competent authority at
the City's expense in a manner prescribed by the City Administrator. Separation for incapacity
shall not be considered disciplinary action and shall not operate to deny an employee the use of
any sick leave or other benefits that would otherwise be appropriate. Separation for incapacity
is an administrative measure designed to protect the interests of the City and the employee and
to unencumber the employee's position so that a replacement may be assigned for the
maintenance of essential City functions. Any benefits or insurance coverage provided by the
City's insurance plans would be made available to the employee as appropriate, depending
upon individual policies. Continuation of benefits would be available under the same terms as
any other termination.
12.5 Benefits Continuation (COBRA)
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees
and their qualified beneficiaries the opportunity to continue health insurance coverage under
the City's health plan when a "qualifying event" would normally result in the loss of
eligibility. Some common qualifying events are resignation, termination of employment, or
death of an employee; a reduction in an employee's hours or a leave of absence; an
employee's divorce or legal separation; and a dependent child no longer meeting eligibility
requirements. Employees are responsible for notifying the City in the event of a legal
separation or a dependent child no longer meeting eligibility requirements.
Under COBRA, the employee or beneficiary pays the full cost of coverage at the City's
group rates plus an administrative fee. The city provides each eligible employee with a
written notice describing rights granted under COBRA when the employee becomes eligible
for coverage under the City's health insurance plan. The notice contains important
information about the employee's rights and obligations.
City of Blair Employee Manual Chapter 12, page 2
CHAPTER 13
REINSTATEMENT
13.1 Reinstatement Following Resignation
Depending on the circumstances, the City may consider a former employee for re-
employment. Such applicants are subject to the City's usual pre-employment procedures.
To be considered, an applicant must have been in good standing at the time of their previous
termination of employment with the City and must have provided at least two weeks
advance notice of their intention to terminate their employment with the City.
13.2 Reinstatement of Benefits (Bridging)
In the event an employee terminates employment, and is rehired by the City of Blair within
twelve (12) months, that employee may be eligible to continue benefits at the level
previously enjoyed (commensurate with the new position) at the time of the termination of
previous employment with the City.
13.3 Reinstatement Following Layoff
A person who was laid off from City employment may be reinstated at any time to a position at
or below his or her former level, provided that the person is qualified to perform the duties of
the position. In appropriate circumstances, reinstatements following layoff shall be based on
seniority, with the persons with the longest total regular City service being reinstated first.
13.4 Reinstatement Following Separation for Incapacity
A person who was separated for incapacity may be reinstated to a position at or below his or
her former level within one year following separation, provided that the incapacity has been
removed to the satisfaction of the City, the person is otherwise qualified to perform the duties
of the position, and the reinstatement would be in the best interests of the City.
City of Blair Employee Manual Chapter13, page I
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City of Blair Employee Manual Chapter13, page 2
CHAPTER 14
COMPENSATION PLAN
14.1 Pay Deductions
The law requires that the City make certain deductions from every employee's
compensation. Among these are applicable federal, state, and local income taxes. The City
also must deduct Social Security taxes on each employee's earnings up to a specified limit
that is called the Social Security "wage base." The City matches the amount of Social
Security taxes paid by each employee. The City offers programs and benefits beyond those
required by law. Eligible employees may voluntarily authorize deductions from their
paychecks to cover the costs of participation in these programs.
If you have questions concerning why deductions were made from your paycheck or how
they were calculated, the City Administrator can assist in having your questions answered.
14.2 Pay Period
Employees shall be paid on a bi-weekly basis. There shall be twenty-six pay periods per year.
For pay purposes, the City work week shall begin at 12:01 o'clock A.M. on Sunday and end at
12:00 o'clock Midnight on Saturday except for the Waste Water Plant which shall be 12:01
o'clock a.m. on Saturday and end at 12:00 o'clock Midnight on Friday.
For pay purposes for Uniformed Police Officers, the city work week shall begin at 5:01 o'clock
P.M. on Sunday and end at 5:00 o'clock P.M. the following Sunday.
The City shall make all wage or salary payments by automatic deposit into employee's bank
account. All employees shall notify the City, on forms provided by the City, of their specific
account information. Any changes in accounts where payroll is to be deposited should be made
available to the City Administrator's designee to avoid paycheck delays and /or inconveniences
for both the employee and the City. Employees will be furnished with a payroll stub showing
the amount of their wage or salary and any accumulated leave.
14.3 Overtime Pay
Overtime work shall be discouraged except to safeguard public health, safety, and property.
When overtime work is necessary it shall be authorized in advance by the respective
Department Head.
a. Classified Service - Employees in the Classified Service shall be eligible for
compensation for overtime hours worked in excess of 40 hours per work week.
Such an employee shall be reimbursed at one and one half (1 1/2) times their
regular rate of pay during the workweek. Exception: Police Officers shall be
reimbursed at the rate of 1 1/2 times regular hourly rate for all hours worked in
excess of 80 hours worked in a two (2) week period.
City of Blair Employee Manual Chapter 14, page 1
b. Exempt Service - Employees in the Exempt Service shall not be eligible for
monetary compensation for overtime hours worked.
C. Compensatory time may be used in lieu of overtime compensation when in the
best interest of the City and the employee. Compensatory time will be awarded
at one and one-half times the actual hours worked as accumulated in
accordance with the Federal Fair Labor Standards Act. Such Compensatory
time may be utilized when authorized by the Department Head based upon
consideration of operational requirements and after employee has filed a request
for leave a minimum of (48) hours in advance; provided however, the following
restrictions shall apply to the amount of Compensatory time which may be used
in lieu of overtime compensation, to -wit:
1) No employee shall be allowed to have more than 116 hours of comp
time on the books at any time.
2) No employee will be allowed to earn more than (60) hours of comp
time in any fiscal year.
3) Any employee with comp time on the books may cash out that comp
time the last pay period in November by contacting the City Treasurer
by the first day of November each year. No payout will be made for less
than eight (8) hours.
d. For pay purposes, the workweek for Uniformed Police Officers shall begin at
5:01 o'clock P.M. on Sunday and end at 5:00 o'clock P.M. the following
Sunday.
e. For purposes of determining overtime pay, sick leave and comp time shall not
count as hours worked.
£ All supervisors shall flex employee's regular schedules to reduce or eliminate
the need for overtime, comp and/or extra hours. Example: Employee working
Monday through Friday (40 hour work week) takes vacation Monday and
Tuesday, works 12 hours Wednesday, would be allowed to work only 4 hours
on Friday, unless an emergency requires them to work or the time is approved
by Department Supervisor.
14.4 Walzes in Advance
It is a policy of the City of Blair that no advances of future wages, including accrued vacation
leave, shall be made.
14.5 Employee Benefits
The City offers a total compensation plan consisting not only of pay but also of substantial
employee benefits. The following are the principal employee benefits which are offered to all
City of Blair Employee Manual Chapter 14, page 2
permanent, full-time employees working 40 hours or more a week after completing the
necessary waiting period.
a. Medical(DentalNision Insurance: Coverage shall begin on the first day of the
month following the date on which an employee commences full time
employment.
1. City shall pay 100% of single health insurance premium effective
January 1, 2010.
2. City shall pay 86% of family health insurance premium effective
January 1, 2010.
3. City shall pay 100% premium for dental insurance plan provided by
City of Blair.
4. City shall pay 100% premium for vision insurance plan provided by
City of Blair.
5. In the event an employee has health insurance coverage through
spouse's insurance plan, the City will compensate employee $180.00
per month in lieu of participation in City Health Insurance Program.
Effective Jan. 1, 2010.
b. Life Insurance: City shall provide group term life insurance effective the first
of the month following date of hire.
1. City shall pay 100% of premium
2. Coverage shall be: a.) Employee $25,000.00
b.) Spouse $15,000.00
c.) Dependants $ 7,500.00
C. Long Term Disability Insurance Plan:
1. City shall pay 100% of premium
d. Pension:
Civilian employees (Non -sworn police officers) — All civilian regular full time
employees shall be eligible to participate in the City defined contribution
pension program(s) upon completion of six months employment and per the
requirements of the pension program. The maximum rates for City and
participant participation shall be the same as established by the Nebraska
Legislature for the State mandated Police pensions. Any change of rate due to
legislative change shall occur effective the start of the fiscal year following the
date of implantation of the changes to the Police pension.
City of Blair Employee Manual Chapter 14, page 3
Police (Certified officers) — All police officers shall participate in the legislative
mandated defined contribution police pension program. Police officers shall be
required to participate immediately upon hire. The rates for both City and
Police officer participation shall be equal to the rates as mandated by the
Nebraska Legislature.
e. Paid holidays and paid leave for vacation, illnesses and other designated
purposes.
Benefits available to all employees:
a. Worker's Compensation;
b. Unemployment Insurance; and
C. Social Security
Information regarding paid holidays, vacation and sick leave is included elsewhere in the
manual. Any questions not answered in the manual in regard to benefits should be directed to
the City Administrator. These benefits are subject to change.
14.6 Clothing and Uniform Allowance
Any payment made to an employee for clothing/uniforrn allowance, car allowance, phone
allowance and family life insurance premium shall be paid as taxable income as per IRS
regulations.
City employees shall be eligible for clothing and uniform allowances as follows:
a. Law Enforcement employee clothing and uniform allowance shall be at the sum
of $1,000.00 per year per employee. Each officer will be paid $250.00 at the end
of each quarter. Any officer terminating employment with the City will receive
payment for that quarter on a pro -rated basis (days worked/days in month).
i. The City of Blair agrees to pay for authorized clothing, up to one (1) year's
authorized clothing expenditure ($1,000.00) for a new Law Enforcement
employee. The employee will be required to reimburse the City should
his employment terminate for any reason before the completion of one (1)
year. The amount reimbursed will be prorated, based on the actual number
of months employed by the City.
b. Public Works Superintendent, Street Supervisor, Equipment Operator II, Asst.
Street Foreman, Cemetery/Park Superintendent, Park & Cemetery Labor Asst.,
Asst Park & Cemetery Supervisor, Utilities Supervisor, Utility Worker II, Utility
Worker I, Water Plant Supervisor, Water Plant Operator, and Wastewater
Supervisor, Wastewater Plant Operator, shall receive the following:
City of Blair Employee Manual Chapter 14, page 4
i. $100.00 for each employee each year for winter wear to include, but not be
limited to coveralls, coats and boots.
ii. Payment shall be made as part of the last pay period in November for
the twelve month period starting December 1.
a. New employees will receive a prorated payment in the last pay
period of the month after hire equal to the number of full months
remaining until the next December after such hire.
iii. Eight (8) safety compliant t -shirts, to be replaced as needed.
iv. Eleven (11) initial jeans rented, 5 laundered per week.
V. One safety compliant sweat shirt, then replaced as needed.
C. Animal Control will be provided with eleven (11) uniforms, shirts and pants,
furnished by the City through rental service or actual purchase.
d. Police Secretary I & II will all receive seven (7) city shirts (to be selected by
employees and approved by city administrator) and replaced as needed.
e. Library Director, Adult Librarian, Youth Services Librarian, and Part-time
Library staff will all receive library -themed shirts as programmed by the
Library Director and replaced as needed.
f. City Administrator, Assistant City Administrator, Director of Public Works,
City Treasurer, City Clerk, and Technical Support — Accounting / Utilities /
Clerical will all receive two (2) city shirts (to be selected by employees and
approved by city administrator) and replaced as needed.
g. Failure to report to work with proper attire, which includes the attire being
clean (with limits) and free of excessive rips and tears, could result in the
employee being sent home without pay. This will result in coaching and
counseling. Continued failure could result in disciplinary action if unable to
return to work for more than 24 hours
14.7 Education Benefits
Eligible City employees shall be entitled to tuition assistance in addition to any training
required by the City. The tuition assistance shall be on the following term:
a. The City shall reimburse eligible employees for actual tuition costs; not to
exceed $150.00 per credit hour.
b. An employee must have not less than three (3) years current continuous full
City of Blair Employee Manual Chapter 14, page 5
time employment with the City to be eligible for tuition reimbursement, unless
waived by the City Administrator.
C. No tuition reimbursement shall be made unless the employee attains successful
completion of the course resulting in a grade equivalent to C or better.
d. Tuition paid at any Nebraska State College, Nebraska State University,
Nebraska Metropolitan Technical College or Dana College shall be eligible for
reimbursement. The City Administrator shall, prior to the employee's
enrollment, approve tuition at any other institution.
e. Tuition reimbursement shall be limited to courses required for an approved
degree program, for courses in math, science, English, speech, computer
science / applications, or other courses that directly improve or enhance the
employee's service to the City. The City Administrator shall, prior to the
employee's enrollment, approve all courses eligible for reimbursement.
f. Tuition reimbursement shall be limited to six (6) credit hours or an equivalent
per semester.
14.8 Certification
a. With the approval of the City Administrator, the City shall pay course fees, travel,
lodging and meals for training and certification courses that are required, this shall
include Water grade 4 and Waste Water grade 1for Utility worker I, for an employee
to carry out her/his job responsibilities. If an employee fails to pass a class or
certification after two attempts, the employee will pay all expenses associated with
retaking the course. All employees shall have one year to obtain required
certification unless otherwise required by law. Utility Worker I that fails to pass the
certification test per this section shall be eligible to take the class again per section b.
b. An employee working to obtain a certification higher than the minimum required
for their position that fails to pass the certification shall be allowed to take the
certification class not more than every other fiscal year at City cost. An employee
that attends a class but fails the certification test may retest at their own cost and
time, but will be reimbursed for cost of the test only should they pass and obtain
their certification.
14.9 Call Out Reimbursement
The Street Department, Utilities Department, Waste Water Plant and Cemetery shall be required
to have an employee on call. The City will pay each on call employee (one employee per
department) $100.00 to be on call from 7:00 a.m. on Monday until 6:59 a.m. on the following
Monday whether or not the employee is called out. If an employee is called out, while on call, the
employee will be paid for actual time worked, in (15) minute increments, with a one (1) hour
minimum. If the majority of any department elects not to participate in the above policy, then
that department will maintain an on-call schedule acceptable to the City Administrator and shall
be compensated for actual time worked.
City of Blair Employee Manual Chapter 14, page 6
14.9 CDL License Reimbursement
The City of Blair will reimburse the cost of obtaining or renewing as CDL license for all
employees that are required to hold a CDL license. The City Administrator may approve the
reimbursement cost of obtaining or renewing a CDL license for any employee where it is
determined to be a benefit to the City.
City of Blair Employee Manual Chapter 14, page 7
CHAPTER 15
CONFERENCES AND TRAVEL
The City of Blair is committed to providing the employees of the City of Blair with continued
opportunities to learn and improve their skill levels to be able to provide quality service, services
and advanced certifications necessary to serve the needs of the Blair residents in a professional
manner. This may be accomplished through any one or more of the following, but not limited to:
local, regional or national seminars, conferences, joint training, technical classes, business
meetings, etc. Travel to these events will be based on the annual budget adopted.
While employees are encouraged to become active in the various trade organizations, including
leadership rolls such as the League of Municipalities, League Finance Section, League Utilities
Section, Clerks Association (Local and National), NCMA, ICMA, AWWA, and Rural Water
Association, etc., employees must recognize it is a privilege to represent the City of Blair and not
a right.
15.1 Conferences and Travel Approval
Annually all Department Heads and Supervisors shall review with each employee the status of
the employees required education contact hours to maintain required or earned certifications.
Included in the review will be a schedule to get the necessary hours and locations of classes that
best fit the employee, while taking in the best interest of the City to minimize costs for travel.
Ultimately, it is the responsibility of the employee to make sure their authorized schedule allows
them to maintain certifications. An employee failing to maintain any earned certifications,
whether voluntary or mandatory will be subject to disciplinary action up to and including
termination.
Attendance of City employees at conferences, training sessions and business meetings shall
require prior approval of the City Administrator when expenses to the City for other than regular
salaries and benefits are to be incurred.
15.2 Conferences and Travel Arrangements
Department heads shall make appropriate advance arrangements for transportation, hotel
accommodations and activity attendance. The least expensive practical mode of transportation
shall be authorized
a) When an employee is required to travel, the City Administrator may authorize
overnight lodging based on the length of the conference, the location, the
starting time, the ending time, the time of year, weather conditions and/or
forecast. Generally overnight lodging will be considered when travel would be
required more than one hour prior to an employees scheduled shift starting
time.
b) The City shall pay all conference registration costs, including conference meals
the employee registers for as part of the conference. Any meals paid as part of
registration shall be deducted from daily meal per diem, unless as part of city
business the employee is unable to attend a meal and purchases a meal
City of Blair Employee Manual Chapter 15, page I
elsewhere.
c) Meal per diem — The City of Blair will reimburse employees for meals based on
the current rates and guidelines as published by the United States General
Services Administration and approved by the IRS. An employee departing
Blair before 11:00 a.m. will be compensated 75% of the published rate for the
first day. Any employee departing after 11:00 a.m. and before 4:00 p.m. will be
compensated 50% of the published rate for the first day. An employee
returning before 12 Noon will be compensated 25%, and an employee returning
after 8:00 p.m. will receive 100% of the published rate. An employee will not
be compensated meal per diem unless there is an overnight stay, except as per
IRS regulations and if prior approval is given by the City Administrator. If
authorization is granted, the City may reimburse an employee upon presentation
of a receipt for incidental meal(s) that are held to discuss city business.
d) The City of Blair shall reimburse those employees eligible and using their own
vehicle for authorized City business at a rate authorized by State Statute and set
from time to time by the Department of Administrative Services.
15.3 Conference and Travel Expenses
Unless otherwise authorized by the City Administrator, the City shall pay only for expenses of
City employees. Receipts for expenses shall be required in order to obtain reimbursement.
15.4 Other Auto Expenses
The following positions shall be paid a vehicle allowance for the use of their private vehicle on
a daily bases. The amount shall be set as per the annual budget process and shall be paid as
taxable income as per the IRS regulations. The allowance shall cover all miles driven as
outlined below, except those miles driven with designation points outside these areas which
shall be reimbursed as stated in 15.2(d) above.
1) Building Inspector, Director of Public Works, Assistant City Administrator,
Treasurer — all miles driven with designation point terminating in Washington
County.
2) City Administrator — all miles driven with designation point terminating more
than (80) miles from the City of Blair.
City of Blau• Employee Manual Chapter 15, page 2
CHAPTER 16
SAFETY
16.1 Safety Training
Department Heads shall ensure all employees of the department are trained to work safely and
that safety rules and regulations are posted. Department Heads shall periodically conduct
safety inspections of the work site to detect hazardous areas or practices for correction as
appropriate. The Department Head there from shall maintain a record of said inspections and
results. Employees are expected to know and observe prudent safety precautions at all times,
to wear required safety equipment, observe all posted safety rules, and regulations and to keep
the workplace neat and clean. Department Heads shall ensure all employees are instructed as
to fire, disaster and evacuation plans in effect for the City.
16.2 Accident and Injury Reporting
Employees shall immediately report all job accidents and injuries to their supervisors or
department heads. Within 24 hours of an employee accident or injury, his/her department head
shall file a report with the City Administrator. A minor injury may be treated at the scene.
Otherwise, the victim may be transported to a medical location for treatment.
An employee operating a city vehicle whom is involved in an accident, no matter how minor,
shall first notify a law enforcement agency and then his/her supervisor or department head.
The supervisor or department head shall then notify the City Administrator.
City of Blair Employee Manual Chapter 16, page I
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City of Blair Employee Maimal Chapter 16, page 2
CHAPTER 17
MISCELLANEOUS PROVISIONS
17.1 Personnel Records
The City Administrator shall maintain the official personnel records for all City employees.
An employee shall have the right to inspect his or her official personnel records under the
supervision of the City Administrator or designated representative. Departments may maintain
such working files as are necessary for day-to-day administration. The following forms shall
be used to facilitate personnel administration of the City of Blair:
a. Application for Employment: Applicants seeking employment with the City
shall complete this form. The City shall maintain applications for a period of
two (2) years.
b. Medical Examination Report: This report shall only be completed by a Doctor
of Medicine. Each new employee of the Police Department may be required to
have a comprehensive medical examination before entry to the City's service.
In addition, the City may require any employee to submit to a physical
examination before or during any period of City employment to determine
physical fitness to perform assigned job duties.
C. Request for Leave Form: This form shall be completed by the employee prior
to the beginning date of the leave except request for sick leave, which shall be
made in advance if possible, otherwise, at the earliest possible date.
1) Department Heads - Department Heads shall submit their request for
leave to the City Administrator for approval.
2) Other Employee - Employees other than Department Heads shall submit
their requests for leave to the Department Head for approval. It is the
responsibility of the Department Head to notify the City Administrator
of leave lasting for three days or more.
17.2 Status Changes
An employee shall promptly inform his or her supervisor or department head of any change in
name, address, telephone number, marital status, number of dependents, or other aspects of
personal status impacting on personnel, insurance, or payroll records. A Personnel Status
Form shall be completed before any change of employment status of any employee is official.
The supervisor or department head shall ensure that the City Administrator is notified of each
change. The City Administrator must approve a change of status.
17.3 Suggestions
Employee suggestions for improving the efficiency, economy and effectiveness of City
government shall be encouraged. Employees may submit written suggestions to their
supervisors, department heads, or to the City Administrator. Suggestions shall be
City of Blair Employee Manual Chapter 17, page I
acknowledged.
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City of Blair Employee Manual Chapter 17, page 2
CHAPTER 18
SUBSTANCE ABUSE TESTING POLICY
18.1 Definitions
As used in this ordinance, the following words and phrases shall have the meanings
indicated unless the context clearly indicates otherwise:
(a) Alcohol means ethyl alcohol (ethanol) in a beverage or medication.
(b) Breath alcohol technician (BAT) means a City supervisor or collection site
technician trained and certified in the use of a DOT approved evidential
breath testing device.
(c) Collection site personnel means technicians who instruct and assist
individuals at a collection site and received and make an initial examination
of the urine specimen provided by those individuals. Collection site
personnel shall have successfully completed training to cavy out this function
or shall be a licensed medical professional or technician who has been
provided DOT instructions for collection. Technicians may also be BAT's.
(d) Commercial driver's license (CDL) means a private driver's license issued by
the State of Nebraska to afford a qualified and competent individual the
privilege of operating a commercial motor vehicle.
(e) Contractor means the organization having knowledge and experience in
SAMHSA laboratory drug testing procedures that is hired by the employee
relations department to select employees for random testing.
(f) DHHS means the U.S. Department of Health and Human Services.
(g) Director means the director of the department of employee relations or his
designee.
(h) DOT means the U.S. Department of Transportation.
(i) Employee means any person in the employ of the City whose activities are
directed by the City.
(j) Employee assistance program (EAP) means the program provided by the City
to assist employees in dealing with personal problems that, among other
things, may involve drug abuse and/or alcohol misuse and affect job
performance.
(k) Evidential breath testing device (EBT) means an instrument reliable in
measuring alcohol concentration in breath that meets the National Highway
City of Blair Employee Manual Chapter 18, page I
Traffic Safety Administration specifications, and is included in the
conforming products list of evidential breath testing devices.
(1) Failed alcohol test result means the presence of alcohol in the breath at a
level of .04 or greater as confirmed by an evidential breath testing device
administered by a trained and certified breath alcohol technician (BAT).
(m) Medical review officer (MRO) means a licensed physician responsible for
receiving laboratory results generated by the City's drug testing program.
The MRO shall have knowledge of substance abuse disorders and have
appropriate medical training to interpret and evaluate an individual's positive
test result together with that individual's medical history and any other
relevant biomedical information.
(n) Negative test result means (i) the absence of drugs in the urine of an
employee/applicant based on levels defined by SAMHSA and confirmed by a
SAMHSA certified laboratory and/or a medical review officer; or (ii) the
absence of alcohol in breath based on levels defined in 49 C.F.R., Part 653
and 654, and confirmed by a SAMHSA certified laboratory or evidential
breath resting device (EBT).
(o) Periodic unannounced test means a substance abuse test given to an
employee as part of a return -to -duty contract. This is not to be confused with
random testing.
(p) Positive drug test result means the presence of drug(s) in the urine of an
applicant/employee based on levels defined by the SAMHSA as confirmed by
a SAMHSA certified laboratory and a medical review officer.
(q) Post -accident test means a substance abuse test given to an employee when
an accident has occurred and drugs and/or alcohol may be a contributing
factor in the accident and/or significant damage to life and/or property has
occurred.
(r) Pre-employment test means a substance abuse test given to a successful
applicant for a public safety or safety -sensitive position.
(s) Promotion means a change in the status of an employee from a position of
one class to a position of another class having a higher salary range.
(t) Public safety position means a position in the police or fire department
having a substantially significant degree of responsibility for the safety of the
public where the unsafe performance of an employee could result in death or
injury to self or others, including but not limited to all sworn personnel,
emergency communications clerks, police clerks working within the dispatch
section, supervisory positions, firefighters/paramedic, dispatchers, mechanics,
fire apparatus engineers, fire investigators and fire inspectors.
City of Blair Employee Manual Chapter 18, page 2
(u) Random test means an unannounced substance abuse test given periodically
to employees who are required by government regulations to be subject to
random testing, and police and fire personnel classifications subject to
random testing under this Ordinance.
(v) Reasonable suspicion test means a test based on objective
observation/information indicating that an employee may be violating this
Ordinance and/or the Substance Abuse Operating Policy (Attachment A).
(w) Return -to -duty contract means a contract between the City and an employee,
which allows an employee continued employment under stringent guidelines
prohibiting use of drugs and alcohol. Failure to meet contract terms,
including successfully passing substance abuse tests, shall result in
termination.
(x) Safety -sensitive position means a position requiring a commercial driver's
license (CDL) and having a substantially significant degree of responsibility
for the safe operation of mass transportation and motor carrier service where
the unsafe performance of an incumbent could result in death or injury to self
or others. Safety -sensitive positions include, but are not limited to:
(1) Bus operator, route inspector, shift supervisor, operations supervisor,
mechanics, other shop personnel, and anyone supervising employees
in the aforementioned positions, in the public transportation
department;
(2) Positions requiring a CDL; and
(3) Any other positions determined to be safety -sensitive under 49
C.F.R. Part 653 and 654.
(y) SAMHSA means the Substance Abuse and Mental Health Services
Administration, which is responsible for laboratory certification.
(z) Split sample collection means urine collected in a single specimen bottle or
container, and subdivided into two specimen bottles, one bottle to be used as
the primary specimen, the other bottle to be used as a split specimen. Both
specimen bottles are labeled and sealed and both specimen bottles are shipped
to the testing laboratory in a single shipping container.
(aa) Substance Abuse means use of prohibited drugs as defined in Section 14-403
or inappropriate consumption of alcohol, prescription drugs, and/or over-the-
counter medication.
(bb) Substance abuse professional (SAP) means a licensed physician with a
City of Blair• Employee Manual Chapter 18, page 3
Medical Doctor or a Doctor of Osteopathy degree with knowledge of and
clinical experience in the diagnosis and treatment of alcohol and/or drug
related disorders, or a licensed or certified psychologist, social worker or
employee assistance professional with knowledge of and clinical experience
in the diagnosis and treatment of alcohol and/or drug related disorders, or
alcohol and/or drug abuse counselors certified by the National Association of
Alcoholism and Drug Abuse Counselors (NAADAC) Certification
Commission. This does not include state -certified counselors.
(cc) Successful applicant means a person who has been selected to fill a position,
subject to successful completion of a drug/alcohol-screening test.
(dd) Testing cutoff levels means the most current applicable SAMHSA Panel
cutoff levels for drugs, and the most current applicable cutoff levels
established by the DOT for alcohol, to determine the presence of drugs and/or
alcohol.
18.2 Substance Abuse Testing Policy
(a) Testing. The City shall use drug and alcohol tests to determine whether
employees or applicants for employment are in compliance with the
Substance Abuse Operating Policy (Attachment A) incorporated in and made
a part of this Ordinance by reference. Every substance abuse test shall
include two components, alcohol and drugs
(b) Effect of testing results.
(1) Positive results for urinalysis drug test will result in disciplinary
action or termination in the case of city employees, and
disqualification from employment consideration in the case of
applicants for employment.
(2) Failure to pass a breath alcohol test will result in disciplinary action or
termination in the case of city employees, and disqualification from
employment consideration in the case of applicants for employment as
follows:
(c) Employees testing at a .02 alcohol concentration or greater but less than a .04
alcohol concentration will be disciplined, but not terminated, based solely on
the test results alone. The employee immediately shall be removed from the
work site. The employee may not return to duty within eight (8) hours of the
first test unless the employee repeats the breath test and has an alcohol
concentration that measures less than .02. The employee shall be placed on
paid leave that shall be deducted from annual leave. An employee who does
not have sufficient leave will be charged leave without pay.
(1) If the results of the test show an alcohol concentration of .04 or
greater, the employee has failed the test and the employee shall be
City of Blair Employee Manual Chapter 18, page 4
removed from his/her position and placed on leave without pay.
Within 48 hours of the test, the employee shall be informed by their
supervisor of educational and substance abuse treatment programs,
and be evaluated by a SAP. The determination of the SAP shall be
considered in further decisions regarding continued employment of
the employee.
(d) Reapplication after a positive and/or failed test.
(1) An applicant who is disqualified or an employee who is terminated
based on a positive drug and/or failed alcohol test result may not
reapply for employment for at least one year after the disqualification
or termination has taken place. The applicant or employee shall
submit to the employee relations director a certificate on which the
attending SAP certifies that the individual has successfully
participated in an appropriate treatment program. The treatment
program shall typically be at least twelve (12) months in duration,
including in-patient treatment, outpatient treatment, and after-care.
The individual may not have tested positive for drugs or failed an
alcohol test at any point during the treatment program. The program
shall have included unannounced testing at the cutoff levels defined in
this Ordinance.
(2) At the discretion of the employee relations director, consideration for
re-employment or employment may be denied even if all criteria have
been met.
18.3 Prohibited Drulls
(a) Subject to Paragraph (b) of this Section, prohibited drugs for which testing
shall be conducted are:
(1) Marijuana, Cocaine, Opiates, Phencyclidine (PCP), and
Amphetamines specified in Schedule I or Schedule II of the
Controlled Substances Act, 21 U.S.C. State Statute 801 et seq., and 21
C.F.R. State Statute State Statute1308.11 and 1308.12; and
(2) Additional substances listed in Schedule I or II of the Controlled
Substances Act, 21 U.S.C. State Statute 801 et seq., and 21 C.F.R.
State Statute State Statute 1308.11 and 1308.12 which are determined
necessary for inclusion on the list of prohibited drugs by the employee
relations director and approved by the medical officer of the City and
for which notice of testing therefore has been given to all affected
employees. Additional substances determined necessary for inclusion
will be included only when protocols and threshold levels for
laboratory testing are established and approved by SAMHSA.
City of Blair Employee Manual Chapter 18, page 5
(b) Drugs identified in Schedule I or II of the Controlled Substances Act, 21
U.S.C. State Statute 801 et seq., and 21 C.F.R. State Statute State Statute
1308.11 and 1308.12 may be considered legal when used pursuant to a valid
prescription or otherwise authorized by law.
(c) Notwithstanding Paragraph (b) of this Section, if usage causes unsafe or poor
performance such usage shall be a violation of this Ordinance and the
Substance Abuse Operating Policy (Attachment A).
18.4 Testing Program Guidelines
(a) Testing times. Except as otherwise provided in this Paragraph, all testing
shall be conducted just before, during, or just after scheduled duty hours.
Employees tested just before or just after their scheduled shift will be entitled
to compensation for the time spent outside their scheduled shift
accomplishing the test. When required as a result of reasonable suspicion or
an accident, testing shall occur as close as possible to the triggering event.
(b) Testing accessibility. The City has made provision .for 24-hour a day, 365 -
day a year substance abuse testing. The employee relations department shall
be responsible for notifying departments of the name, location, and telephone
number for designed collection sites. Such information shall be posted in
each department.
(c) Testing personnel. City work site breath alcohol testing for both initial and
confirmatory tests shall be conducted by BATs trained in DOT procedures
and in operation of EBTs. A list of City BATs shall be posted in each
department. The employee relations department shall furnish all City
agencies and unions with a list containing the name, telephone number, and
hours of availability for each BAT. All other substance abuse testing shall be
conducted by collection site personnel and a SAMHSA certified laboratory.
(d) Methods of testing. Testing shall be done through analysis of urine
specimens and breath samples provided by applicants/employees. Each
substance abuse test shall have two components, a test for the presence of
alcohol and a test for the presence of drugs. Urine specimens shall be
analyzed with an immunoassay -screening test. Positive test results from the
immunoassay shall be confirmed by a Gas Chromatography -Mass
Spectrometry (GC -MS) test. The presence of alcohol shall be determined by
an EBT.
(e) Collection sites/testing laboratories. Collection of urine specimens/breath
samples from applicants for City employment and City employees shall be
done at designated collection sites, using the "split -sample" method for
collection of urine specimens. Urine collection shall be scheduled by the
employee relations department and performed by collection site personnel.
City of Blair Employee Manual Chapter 18, page 6
(f) City work sites. Breath testing at the work site shall be coordinated by
designed department supervisory personnel. The breath sample shall be
collected at a site that optimizes confidentiality.
(1) Substance abuse testing for pre-employment, random, and return-to-
duty/follow-up testing shall be administered at a designed City
collection site or testing laboratory by collection site personnel.
(2) In instances where reasonable suspicion or post -accident testing are
required and the appropriate alcohol testing device and a BAT are
readily accessible, the alcohol test shall be administered at a City
work site. The drug test shall then be administered at a designated
City collection site or testing laboratory. If the appropriate testing
device and/or BAT are not readily accessible, both tests shall be
administered at a designated City collection site or testing laboratory.
(g) Compliance and chain -of -custody. The collection site shall adhere to the
collection provisions set forth in 49 C.F.R. Part 653 and 654. A strict chain
of custody shall be maintained on each specimen as described in 49 C.F.R.
Part 653 and 654.
18.5 Alcohol Testinli
(a) Breath alcohol testing shall be administered for pre-employment, random,
reasonable suspicion, post -accident, and return-to-duty/follow-up testing.
Pre-employment alcohol testing shall be conducted on the basis of the City's
independent authority.
(b) Alcohol -level breath testing shall be performed by a BAT. An employee's
direct supervisor may not perform as a BAT except in circumstances where
there is no other BAT readily available.
(c) Safety -sensitive employees shall be tested on an evidential breath -testing
device, according to 49 C.F.R. Part 653 and 654. Employees with a CDL
shall be allowed to take the alcohol breath test only in accordance with rules
specified in (c) (2).
(1) Screen test. The initial test shall be done using an EBT in accordance
with 49 C.F.R. 41 Part 653 and 654. If the initial test results are less
than a .02 alcohol concentration, then the test results are negative and
shall be reported by the BAT as such. If the initial test results are .02
or greater, a confirmatory test shall be conducted.
(2) Confirmatory test. The confirmatory test may be conducted on the
same EBT as the initial test in accordance with 49 C.F.R. Part 653 and
654. Before the confirmatory test may be given, a minimum of
City ofWair Employee Manual Chapter 18, page 7
15minutes must pass for either the same EBT machine to clear or
before the use of another EBT machine. The confirmation test shall
be given within 20 minutes of the time the initial test was performed.
Only the results of the confirmatory test shall be reported,
irrespective of the results of the initial test.
18.6 Split Sample Testing of Urine Specimens
(a) In instances when a urinalysis test result is positive, an employee or applicant may
wish to have the specimen analyzed again. In order to provide for this
eventuality, the procedure for collecting urine specimens shall be a split sample
collection for all employees and applicants.
(b) An applicant/employee may obtain a split sample test on a urine specimen if
the analysis of the initial specimen confirms a positive ding test result for the
presence of prohibited drugs. The applicant/employee has 72 hours fiom
notification of the positive test results to request, through the MRO, that the split
sample specimen be sent to another SAMHSA certified laboratory for analysis.
(1) Any split sample test shall be performed by a SAMHSA certified
laboratory of the applicant's/employee's choice. The full cost of any split
sample test shall be paid by the individual or union requesting the test.
The same methods and standards for chain -of -custody and notification
shall be applicable to a split sample test. The SAMHSA cutoff levels
shall be used for split sample tests of trine specimens.
(2) If the split sample result is negative, the positive result of the initial
test is canceled and no fUrther adverse action shall be taken against the
employee based on the initial positive result.
18.7 Confidentiality
(a) Individuals shall have authorized access to substance abuse test results and
related information only on a strict need -to -know basis, as determined by the
director of employee relations.
(b) The detailed laboratory analysis of a urine specimen may be released by the
MRO, upon written request from the applicant/employee. The employee
relations department shall adhere to applicable federal regulations with regard
to confidential documents and information.
18.8 Pre-employment Applicant Testing and Procedure
(a) Pre-employment drug and alcohol testing shall be the final step in the
selection process for all city positions. The City Administrator may waive
testing of part-time employees. Pre-employment testing may result from the
City of Blair Employee Manual Chapter 18, page 8
employment actions of new hire, rehire, promotion, demotion, transfer,
reinstatement, and reemployment.
(1) Employees in safety -sensitive or public safety positions shall be
required to take a substance abuse test for transfer, promotion, or
demotion unless this requirement is waived by the director because an
employee has passed a substance abuse test within the last thirty (30)
days.
(2) Failure to take and successfully pass the substance abuse test shall
disqualify the applicant.
(b) Procedures. The following procedures shall be utilized in pre-employment
testing:
(1) The employment office shall notify applicants/employees in writing of
the requirements for testing and the consequences of positive drug
and/or failed alcohol test results.
(2) The employment office shall provide to the collection site personnel
the names of those applicants/employees who are to be tested.
(3) The employment office shall contact the applicant/employee and
schedule appointments for collection of urine specimensibreath
samples from the designated individuals.
(4) The employment office shall notify each applicant/employee to be
tested of the date, time, and place of the appointment. The
applicant/employee shall be required to appear for the test at the
designated time.
(5) Collection site personnel shall follow the guidelines for collection of
urine specimens/breath samples.
(6) The laboratory shall analyze urine specimens/breath samples in
accordance with guidelines for urine specimen/breath sample analysis.
(7) The MRO shall review positive drug test results in accordance with
guidelines.
(8) Positive drug test results submitted by MRO shall disqualify the
employee/applicant from the position for which the
employee/applicant is being considered. The employee relations
department shall inform the applicant of such disqualification and
shall terminate an applicant employee.
City of Blair Employee Mamral Chapter 18, page 9
(9) A failed alcohol test shall disqualify the employee/applicant from the
position for which the employee/applicant is being considered. The
employee relations department shall inform the applicant of such
disqualification and shall terminate an applicant employee.
(10) An employee/applicant whose alcohol testing results are .02 or greater
but less than 0.4 shall be disqualified from the position for which the
employee/applicant is being considered. The employee relations
department shall inform the applicant of such disqualification and
shall take appropriate disciplinary action against the applicant
employee.
18.9 Reasonable Suspicion Testing
(a) Reasonable suspicion testing shall be conducted when there are reasonable
and specific grounds to believe that the poor performance or unsafe acts of an
employee are due to a violation of this Ordinance.
(1) Reasonable suspicion testing may be based upon, among other
things:
(i) Observable phenomena, including but not limited to
direct observation of drug use or possible alcohol
consumption or possession, and/or the physical
symptoms of drug abuse and/or alcohol misuse; and
(ii) A pattern of abnormal conduct or erratic behavior.
(2) Although reasonable suspicion testing does not require certainty, mere
"hunches" are not sufficient. The employee relations department shall
review the circumstances under which reasonable suspicion testing is
requested and authorize the test if circumstances warrant. The
"Supervisors' Reasonable Suspicion Observation Checklist"
(Attachment B) shall be utilized to assist supervisors in making
reasonable suspicion determinations.
(b) Reasonable suspicion procedure. When a City supervisor who has been
trained in the signs and symptoms of drug abuse and/or alcohol misuse
observes behavior or appearance that is characteristic of alcohol misuse or
drug abuse, the supervisor shall complete the "Supervisors' Reasonable
Suspicion Observation Checklist" (Attachment B). The supervisor shall call
the employee relations department immediately after completing the
"Supervisors' Reasonable Suspicion Observation Checklist." A determination
concerning the appropriateness of testing shall be made within on (1) hour. If
a test is authorized, testing shall occur as soon as possible but no later than
thirty-two (32) hours for drugs and no later than eight (8) hours for alcohol.
If a test is administered, the "Supervisors' Reasonable Suspicion Observation
City of Blair Employee Manual Chapter 18, page 10
Checklist" shall be forwarded to the employee relations department no later
than twenty-four (24) hours following the approval test. The form shall
contain as much detail as possible outlining observations upon which
reasonable suspicion was based.
(1) For situations in which health and safety are not an immediate issue:
(i) Immediately after becoming aware of factors leading to a
reasonable suspicion determination, the supervisor of the
employee who is suspected of drug abuse and/or alcohol
misuse shall report to the employee relations department those
reasonable and specific grounds which have resulted in
reasonable suspicion using the "Supervisors' Reasonable
Suspicion Observation Checklist" (Attachment B);
(ii) If the reasonable and specific grounds, do not meet the criteria
for reasonable suspicion, the employee relations department
shall so advise the supervisor and the supervisor may talk to
and/or discipline the employee as appropriate on the
behavioral and performance aspects of the employee's conduct
which have caused concern. The discussion and/or
disciplinary action shall focus on conduct and performance;
and
(iii) If the reasonable and specific grounds meet the criteria for
reasonable suspicion, the supervisor and the employee shall
meet as soon as possible after the occurrence. The discussion
at the meeting shall focus on the behavioral and performance
aspects of the employee's conduct that have resulted in
reasonable suspicion. The employee shall be notified of the
requirement to test at that meeting. The supervisor then shall
escort the employee to the collection site.
(2) For situations in which an employee's behavior poses a potential
present danger to the health and/or safety of the employee, other
employee(s), or the public and it is reasonably -suspected that such
behavior has resulted from drug abuse and/or alcohol misuse, the
supervisor shall act immediately to eliminate or reduce the present
danger to health and safety by:
(i) Requiring the employee to cease performing the danger
causing activity immediately until the potential danger causing
behavior itself has been eliminated;
(ii) Arranging for the employee to leave the scene, under escort if
necessary, and return to an appropriate City work site or
City of Blair Employee Manual Chapter 18, page 11
collection site or otherwise remain in a place where no
person's health and safety is endangered. Under no
circumstances shall an employee be allowed to drive a vehicle
or operate City equipment if the employee is suspected of
violating the Substance Abuse Operating Policy (Attachment
A) or this Ordinance. The employee's supervisor shall make
arrangements for the employee's transportation home
following testing. If the employee appears to be in violation of
the Substance Abuse Operating Policy (Attachment A) and
this Ordinance and insists on driving, the supervisor shall
notify the Police Department or State Troopers immediately.
The employee relations department shall be contacted and
advised of the situation; and
(iii) Following elimination of the present danger to health and/or
safety:
(A) The supervisor of the employee who is suspected of
drug abuse and/or alcohol misuse shall immediately
report to the employee relations department those
reasonable and specific grounds which have resulted in
reasonable suspicion.
(B) If the reasonable and specific grounds do not meet the
criteria for reasonable suspicion, refer to Paragraph (b)
(1) (ii) of this Section.
(C) If the reasonable and specific grounds meet the criteria
for reasonable suspicion, refer to Paragraph (b) (1) (iii)
of this Section.
(3) Collection site personnel shall follow the guidelines for collection.
(4) The laboratory shall analyze urine specimens/breath samples in
accordance with guidelines for analysis.
(5) The MRO shall review positive drug test results in accordance with
guidelines.
(6) The employee shall be removed from duty in accordance with this
Ordinance until further notification.
18.10 Post -accident Testing
(a) Post -accident testing shall be conducted for any employee involved in a
work-related accident that results in a citation for a moving violation, death,
City of Blair Employee Manual Chapter 18, page 12
personal injury or medical help required away from the scene of the accident,
damage to City or private property, or a vehicle being towed from the scene
of the accident or removed from service. For all other accidents where a
supervisor has reasonable and specific grounds to believe a substance abuse
test is appropriate, "reasonable suspicion" procedures shall be reviewed and
followed.
(b) Post -accident testing procedure. When post -accident testing is required by
this Section, any employee who is directly involved in the incident shall be
subject to the specific criteria set forth below for being tested for drugs and/or
alcohol. The first priority shall be treatment of any injuries and cooperation
with law enforcement personnel.
(1) When required by this Section, City supervisors shall initiate testing
procedures as appropriate, regardless of the decision to test by law
enforcement personnel. If law enforcement personnel do not allow
the employee to undergo separate City testing, the supervisor shall
notify the employee relations department as soon as possible.
(2) Post -accident alcohol testing shall be done as soon as possible but no
later than eight (8) hours after the accident and post -accident drug
testing shall be done no later than thirty-two (32) hours after the
accident.
(3) If an accident resulting in damage to City or private property was
caused by a public safety employee, operating was caused by a public
safety employee, operating within standard operating policy
guidelines, the requirement for post -accident testing may be waived
by a command officer for police department employees, or the health
and safety officer for fire department employees.
(4) The following procedure shall be followed for post -accident testing:
(i) The supervisor shall immediately inform the employee that a
substance abuse test is required as soon as is reasonable
possible. City personnel, at all times, shall cooperate with law
enforcement authorities.
(ii) The supervisor shall immediately report the incident to the
employee relations department. The employee shall be tested
as soon after the accident as possible. In instances of
hospitalization of the employee, the employee relations
department shall notify the collection site to arrange for
testing. The employee shall be notified of the testing. If the
employee is unconscious and unable to consent to a substance
abuse test, the employee shall be required to sign a release as
soon as the attending physician determines the employee is
City of Blair Employee Manual Chapter 18, page 13
able to do so. At that time, the employee shall sign the
necessary forms and provide a urine specimen/breath sample.
(iii) The employee relations department shall arrange for the test
with collection site personnel, or authorize the supervisor to do
SO.
(iv) Collection site personnel shall follow the guidelines for urine
specimens/breath samples.
(v) In the event of hospitalization of the employee, collection site
personnel shall notify the employee relations department that
the testing was conducted.
(vi) The employee shall be removed from duty in accordance with
this Ordinance.
(5) Nothing is this Section shall preclude reasonable suspicion testing
where facts and circumstance may not require post -accident testing.
18.11 Return -to -duty and Follow-up Testing
(a) Return -to -duty and follow-up testing shall be required 1) when an employee
self reports a substance abuse problem prior to taking a drug test which
results in a confirmed positive or prior to taking an alcohol test with a result
greater than .02 and enters a treatment program; or 2) when an employee has
violated the Substance Abuse Operating Policy (Attachment A) and/or this
Ordinance and as a condition of continued employment agrees to a return -to -
duty contract.
(1) Testing under this Section shall be conducted:
(i) After an alcohol test result of greater than .02;
(ii) As part of a return -to -duty contract; or
(iii) After an employee has notified his/her supervisor of the
employee's participation in a substance abuse treatment
program.
(2) An employee may be tested at any time during:
(i) The period of the employee's participation in the substance
abuse treatment program;
(ii) The 60 -month period immediately following the employee's
return to duty after successful completion of a substance abuse
City of Blair Employee Manual Chapter 18, page 14
treatment program; or
(iii) The time frame outlined in the return -to -duty contract.
(b) Return -to -duty and follow-up testing procedure. Whenever an employee who
has violated the Substance Abuse Operating Policy (Attachment A) or this
Ordinance is allowed to return to duty, substance abuse testing shall be
conducted on a periodic unannounced basis for up to 60 months following
his/her return to duty. The affirmative action/compliance manager shall
oversee the inclusion of this testing requirement in return -to -duty contracts
this is part of grievance resolutions, arbitration decisions, job jeopardy
contracts, or voluntary rehabilitation decisions.
(1) The return -to -duty contract shall clearly outline the supervisor's
desired performance goals and employee obligations including
remaining completely drug and/or alcohol free. The contract shall
also clearly state the disciplinary action that shall be taken if the
employee fails to adhere to the provisions of the contract. A violation
of the contract may result in discipline up to and including
termination.
(2) Once a return -to -duty contract has been agreed to by the employee,
supervisor, and union (where applicable), as well as reviewed and
approved by the employee relations department and other appropriate
authorities, the following steps shall be taken:
(i) The SAP shall establish an individualized testing schedule.
(ii) The SAP shall keep the schedule confidential and secured.
The City may require testing at anytime while the return -to -
duty contract is in effect.
(iii) The SAP shall notify employee's supervisor one day prior to
the substance abuse test. The supervisor shall keep this
information confidential.
(iv) The supervisor may inform the employee of the test no earlier
than one hour prior to the collection appointment.
(v) Once notified, the employee shall immediately go to the
collection site accompanied by the supervisor.
(vi) Urine specimen/breath sample collection, analysis, review, and
employee relations department response shall be done in
accordance with procedures specified in this Ordinance.
City of Blair Employee Manual Chapter 18, page 15
18.12 Random Testiniz
(a) Random testing shall only be applicable to employees required by
government regulations and/or this Ordinance to be subject to random
testing, including but not limited to police department and fire department
employees in classifications subject to random testing under this
Ordinance. Once each month, the contractor shall randomly select the
appropriate percentage of employees, as determined by the employee
relations department, employed in safety -sensitive and public safety
positions to be tested. The selection shall be performed through use of a
statistically valid computer random selection method.
(b) Random testing procedure. Random testing shall be conducted just
before, during, or just after scheduled duty hours.
(1) The employee relations department shall provide the contractor
with the identification of employees to be included in a statistically
valid computer random selection program that allows for each
employee in a safety -sensitive or public safety position to have an
equal chance of being tested.
(2) The testing dates and times shall be with unpredictable frequency
throughout the year. Some safety -sensitive or public safety
employees may be tested more than once a year; some may not be
tested at all depending upon the random selection. All safety -
sensitive and public safety employees remain in the random
selection pool at all times, regardless of whether or not they have
been previously selected for testing.
(3) Supervisors of the employees to be tested shall be notified by the
affirmative action compliance manager of the dates of the test
appointments. That information shall be held in confidence.
Employees are to receive NO prior notification. The supervisor
shall notify each employee to be tested and a supervisor shall
escort them to the collection site. The employee is required to
report for the test immediately. Specimen collection, analysis,
review, and employee relations department response shall be
accomplished in accordance with this Ordinance. Employees hired
during the year shall be added to the selection pool during the
month following their hire.
18.13 Refusing to Take a Test
(a) Refusing to take or submit to a substance abuse test for any reason shall be
construed as a positive drug test result and all provisions relating to a positive
drug test result shall be applicable.
City of Blair Employee Manual Chapter 18, page 16
(b) Refusing to submit to a substance abuse test includes, but is not limited to:
(1) Inability to provide sufficient quantities of breath or urine to be tested
without a valid medical explanation;
(2) Tampering with or attempting to adulterate the specimen or
collection procedure;
(3) Not reporting to the collection site in the time allotted; or
(4) Leaving the scene of an accident without a valid reason before the
tests have been conducted.
City of Blair Employee Manual Chapter 18, page 17
CONCLUSION
All City Employees help provide the services that the citizens of Blair hope for, pay for, and
expect. Good streets, excellent water systems, enjoyable parks, good community planning, and
police and fire protection do not just happen. As you join this organization, we know that you
too will give your best effort to provide the people of this community with the services that
they can expect. It is not an easy task, but it is worthwhile.
Everyone with the City of Blair wishes you well on your job. We hope that your working
relationship with the City is long, pleasant and rewarding.
City of Blair Employee Manual Conclusion, page I
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City of Blair Employee Manual Conchision, page 2
INDEX
Absence without Leave................................................................................Chapter 8, page 10
Accident and Injury Reporting.....................................................................Chapter 16, page 1
Administrative Leave...................................................................................... Chapter 8, page 5
AlcoholTesting............................................................................................Chapter 18, page 7
Affirmative Action.......................................................................................... Chapter 2, page 1
AppealProcedure..........................................................................................Chapter 11, page 1
AppointingAuthority...................................................................................... Chapter 5, page 1
Appointment Types........................................................................................
Chapter 5, page 1
AssignedVehicles..........................................................................................Chapter
9, page 2
Basic Employee Responsibilities and Conduct..............................................Chapter
9, page 1
Benefits Continuation (COBRA).................................................................Chapter
12, page 2
Call Out Reimbursement..............................................................................
Chapter 14, page 6
CDL License Reimbursement......................................................................Chapter
14, page 6
Certification..................................................................................................Chapter
14, page 6
CityAdministrator..........................................................................................
Chapter 1, page 1
CityProperty ...................................................................................................Chapter
9, page 2
CivilService.................................................................................................Chapter
10, page 2
Civil Service Commission..............................................................................Chapter
1, page 1
Clothing and Uniform Allowance................................................................Chapter
14, page 4
Competitive Selection.......................:............................................................Chapter
3, page 1
Conferences and Travel Approval................................................................
Chapter 15, page 1
Conferences and Travel Arrangements........................................................
Chapter 15, page 1
Conferences and Travel Expenses................................................................Chapter
15, page 2
Confidentiality................................................................................................
Chapter 9, page 5
Conflicts of Interest........................................................................................
Chapter 9, page 2
Demotion......................................................................................................
Chapter 10, page 1
Demotion in Lieu of Layoff............................................................................
Chapter 3, page 2
Disability Accommodation.............................................................................Chapter
2, page 2
Discrimination Complaints.............................................................................
Chapter 2, page 1
Dismissal.......................................................................................................Chapter
10, page 1
Disqualification...............................................................................................
Chapter 4, page 2
Documentation and Notification....................................................................
Chapter 4, page 3
EducationBenefits........................................................................................Chapter 14, page 5
Emergency Closing.......................................................................................Chapter 8, page 12
EmployeeBenefits........................................................................................ Chapter 14, page 2
Employee Development Policy......................................................................Chapter 7, page 1
Employee Processing Orientation.................................................................. Chapter 5, page 1
Employment of Relatives...............................................................................
Chapter 5, page 1
Equal Employment Officer............................................................................. Chapter 2, page 1
Equal Employment Opportunity Policy......................................................... Chapter 2, page 1
Evaluation of Qualifications...........................................................................Chapter
4, page 2
Failure of Introductory Period........................................................................
Chapter 6, page 1
City of Blair• Employee Manual Index, page I
Filing of Applications.................................................................................... Chapter 4, page 1
FinalArbiter.................................................................................................
Chapter 10, page 2
FuneralLeave.................................................................................................
Chapter 8, page 5
GrievancePolicy..........................................................................................
Chapter 11, page 1
Grievance Procedure....................................................................................
Chapter 11, page 1
Harassment Prohibited...................................................................................
Chapter 9, page 3
Holidays........................................................................................................
Chapter 8, page 10
Immigration Law Compliance.......................................................................
Chapter 2, page 2
Initial Processing of Application....................................................................
Chapter 4, page 1
Interviews.......................................................................................................
Chapter 4, page 3
JuryDuty........................................................................................................
Chapter 8, page 5
LateralTransfer..............................................................................................
Chapter 3, page 2
Layoff..........................................................................................................
Chapter 12, page 1
LeaveWithout Pay.........................................................................................
Chapter 8, page 7
Mayor- City Council.....................................................................................
Chapter 1, page 1
Maternity/Paternity Leave...........................................................................
Chapter 8, page 12
Medical Leave of Absence(FMLA)..............................................................
Chapter 8, page 7
Military Leave................................................................................................
Chapter 8, page 6
Noncompetitive Selection..............................................................................
Chapter 3, page 1
Other Auto Expenses...................................................................................
Chapter 15, page 2
Outside Employment......................................................................................
Chapter 9, page 2
Overtime.........................................................................................................
Chapter 8, page 1
OvertimePay................................................................................................
Chapter 14, page 1
PayPeriod.....................................................................................................
Chapter 14, page 1
PayDeductions.............................................................................................
Chapter 14, page 1
Performance Evaluation Requirement........................................................... Chapter 7, page 1
PersonnelRecords........................................................................................ Chapter 17, page 1
PoliticalActivity.............................................................................................
Chapter 9, page 3
Post -Accident Testing................................................................................
Chapter 18, page 12
Pre-employment Applicant Testing & Procedure ....................................... Chapter 18, page 8
Processing and Orientation...........................................................................
Chapter 5, page 1
Prohibited Drugs.......................................................................................... Chapter 18, page 5
PromotionPolicy............................................................................................
Chapter 3, page 1
Purpose and Design of Application Forms ....................................................
Chapter 4, page 1
Purpose of Evaluations...................................................................................
Chapter 7, page 1
Purpose of Introductory Period......................................................................
Chapter 6, page 1
RandomTesting........................................................................................
Chapter 18, page 15
Reasonable Suspicion Testing...................................................................
Chapter 18, page 10
Refusing to Take a Drug Test....................................................................
Chapter 18, page 16
Reinstatement of Benefits (Bridging)..........................................................
Chapter 13, page 1
Reinstatement Following Layoff.................................................................
Chapter 13, page 1
Reinstatement Following Resignation.........................................................
Chapter 13, page 1
Reinstatement Following Separation For Incapacity ..................................
Chapter 13, page 1
Requirement of Introductory Period..............................................................
Chapter 6, page 1
Residence........................................................................................................
Chapter 5, page 1
Resignation...................................................................................................
Chapter 12, page 1
City of Blair Employee Manual Index, page 2
Retirement.....................................................................................................Chapter
12, page 1
Return to Duty and Follow-up Testing ......................................................Chapter
18, page 14
SafetyTraining..............................................................................................Chapter
16, page 1
Selecting Officials ............................................... ........................................
Chapter 4, page 3
Separation for Incapacity
Chapter 12, page 2
SickLeave.......................................................................................................Chapter
8, page 2
Solicitation......................................................................................................Chapter
9, page 3
Special Employment Programs......................................................................
Chapter 3, page 2
Split Sample Testing of Urine Specimens ...................................................Chapter
18, page 8
StatusChanges..............................................................................................Chapter
17, page 1
Substance Abuse Confidentiality.................................................................
Chapter 18, page 8
Substance Abuse Definitions........................................................................Chapter
18, page 1
Substance Abuse Testing Policy..................................................................
Chapter 18, page 4
Substance Abuse Testing Program Guidelines ............................................Chapter
18, page 6
Suggestions...................................................................................................
Chapter 17, page 1
Supervisory Responsibilities..........................................................................
Chapter 9, page 1
Suspension............................................................. :......................................
Chapter 10, page 1
Temporary Positions ........................... ............................................................
Chapter 3, a e
page
TimeOff to Vote............................................................................................Chapter
8, page 7
Types of Disciplinary Action........................................................................Chapter 10, page 1
Use of Equipment and Vehicle.......................................................................Chapter 9, page 5
Vacancy Announcements...............................................................................
Chapter 4, page 1
Vacancy Identification....................................................................................Chapter
3, page 1
VacationLeave...............................................................................................Chapter
8, page 1
VoluntaryDemotion.......................................................................................Chapter
3, page 2
Wagesin Advance.........................................................................................Chapterl4,
page 2
WitnessDuty...................................................................................................Chapter
8, page 5
Work Schedules and Attendance....................................................................Chapter
8, page 1
WrittenReprimand.......................................................................................
Chapter 10, page 1
City of Blair Employee Manual Index, page 3
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City of Blair Employee Manual Index, page 4