1042
11-
ORDINANCE: .N{);, 1042 (#6-95')
AN ORDINANCE AHENDJ'NG THE
POLICY MANUAL; DECLARING
PURPOSES.
CITY OF JAC:K"SONVJLLE P.1!;RS()N.I:.lE'aL
AN EMERG~-WCY ; AND, FOR OTll'ER
_~~,_~____________~_~____w~...~.~~ ~._~_~__~ ______ _~~__~_~~__
~~~~~~___~_~__________~__.__A~ ~____~ ~_~_~~ ~ ~__~~__~~ _
WHEREAS, the City Council of the City of Jacksonville,
Arkansas, has reviewed and determined that certain existing
provisions of the City of Jacksonville Personnel Policy
Manual are in need of revision to satisfy changes in existing
laws; andJ
WHEREAS, the following amendments to the City of
Jacksonvi 11 e Po 1 icy Manua 1 ref 1 ect recent cha11ges in St.a t e
and Federal law and will better serve the employees and
citizens of the City of Jacksonville.
NOW, THEREFORE, BE I'l' ORDAINED BY 'l'HE CITY COUNCIL OF
THE CITY OJ? JACKSONVILLE, ARKANSAS, THAT:
SECTION ONE: The City of Jacksonville Personnel Manual
is hereby amended to include the following amendments,
deletions, and revisions:
A. Article XII shall be amended to include the following:
XII.. SICK LEAVE
General. Provision.s_= Sick lea\Te accurnulation will beg'irl for
all eluployeesj uniformed and nOIl.....uniformed, after the
employee has been employed with the City for six (6)
consecutive months.
BQ Article XIII shall be amended to include the following:
XIII. FAMILY AND MEDICAL LEAVE ACT.
Eligible employees are entitled up to a total of twelve (12)
work weeks of UNPAID leave during a twelve (12) month period
as established by the City of Jacksonville8 The City's
policy is measured as follows: The twelve (12) month period
is rneasllred from t11f; date that the employee's first FML,A
leave begins.
The City will require the employee to use any accrued
vacation, personal leave, sick leave, or other paid leave
for all or part of the twelve (12) week FMLA period. After
all accrued paid leave has been exhausted, the remainder of
the FMLA leave will be unpaid.
c~ Article XXXII shall be amended to include the following:
XXXII~ TRANSFERS AND REASSIGNMENTS.
When a vacancy occurs in any department, other than Fire and
Police, a11Y employee i11 allY de:partrne11t lIas t:he option. of
requesting a transfer to fill the vacancy.
W11en. a Ci ty employee is COIlsideri11g t.he :possil)i 1 i t.y
transfer frarn one :position or departmerlt to a11otl1er I
should review tlleir positiol1 and circumstances with
Department Head..
of a,
t11ey
tllei r-
Tran.sfers must r>e rnutually ben,eficial to tlle ern:ployee a11t1 tl-.te
City of Jack.sanville. Any requests to move from a I)ositio11
with a higher salary group to a position with a lower salary
group, while retai11ir19 t:he Cl1rrerlt arlr:ttla1 salary, vJill
discOtlraged. ~
1.1"
Ordinance No. 1042 (#6-95)
Apri 1 (p-fh / 1995
Page Two
If the employee receives approval for a transfer, there will
be no loss of accrued benefits for the employee.
Tra11sfers from the City of Jacksorlville's Water and
Wastewater Departments will not be considered a transfer from
one City Department to another City department, for there is
no coordination between Water and Wastewater and the City for
salary scales and benefit programs.
No uniformed person in the Fire or Police Department shall be
transferred from one department to another.
D. Article XXXIV shall be amended to include the following:
XXXIV. JOB POSTING
Wh,eIl all openir19, promotioIl o:pport-u11ity, or a. newly creat.ed
position becomes available, the City administration will
reVielt\f c'urrerlt employees al1d attempt to fill t:he position,
with existing personnel.
These trarlsfers a.nd prornotions rnl1st be rnut'ually ben.eficial
and allow the City to pursue established policies and
practices, such as Affirmative Action (see page 33)~
Trlese inter'~~dE~partrnental and int.ra-departrnental moves slla, 1 1
be made wi tll0U,t regard t.o 1 e11gth of empl oymellt. Or11 y those
rare circumstances where two employees are equally qualified
will tenure become a factor for consideration.
If management determines that employees within the department
or elsewhere do not appear to meet the job requirements, the
City will follow established recruitment policy, to include;
but not be limited to, the following steps:
1. Newspaper advertisements;
2. Posting of job notices;
3. Notification of various agencies and institutions;
a11d/ or I
4. Recrui tm,ent trips..
All City employees who believe they are qualified for a
posi tiorl whic:h lias been posted are en,couraged to subIni tall
ap:plicatiorljreS\llne" An.y employee v.lho does so will receive
full consideration during the screening and hiring process.
Wh,ile every effort will be made to prornote fraIn witlli11, irl
the final analysis, the City at all times reserves the right
to transfer or hire the person they deem to be best suited to
t11e positioIl.
E6 Article XXXVI should be amended to include the following:
XXXVI. DISCIPLINARY ACTION FOR EMPLOYEES
Fai 1 ur~. in Pe.!"_iQ];_ma11_g~~ of. Q1rti~..:
First Offerlse A vE~rJ)al warning, witll a follo\Il]-"up Utemo,
shall be given employee from the Department
Head s TIl.e warrlirlg and rnemo shall set fortI1
the points covered during the verbal
discussion so as to fully inform the employee
of the policies violat or involved~
1(P
Ordinance No. 1042 (#6-95)
April ~~, 1995
Page Three
8 .
Fai 1 ure to
G Olldi t i OIlS
otherwise.
follow' ch,ain of
or eluergerlCY
comrnal1d unl ess
COll(l:L tions
s!)eci a 1
dictate
The Mayor, his designated agent, and/or Department Head may
take disciplinary action against an employee when the actions
of an employee warrants such. The action may be in the form
of a verbal warning, written reprimand, suspension from one
(1) to twellty (20) workillg days wi t110tlt pay J or d,isnlissal
from City employment, depending on the gravity of the offense
and/or number of previous warnings given.
F. Article XXXVII shall be amended to include the following:
XXXVII~ DISMISSALS AND TERMINATIONS
of all actions involved in termination, the dismissal
decisio11 is the lnost crit.ical. From time to time, an offense
of such serious nature will occur that dismissal is the only
acceptable a11d imrnediately needed course of actioIl. T11ese
irlcll1de, but are 110t lilTlited, to, t11eft of pro:pertYJ refu.sal
to carry out reasonable instructions, fighting, being under
the influence of a drug and/or alcohol while on duty and/or
reporting for duty, etc. In such instances, the Department
Head, the Person11el Man,ager I ar:td/or appropr:iate su:pervisors
will discuss the offense and agree on any necessary dismissal
actiorl.
SECTION TWO: All Ordirlances or :parts of Ordina.llCf~S in
conflict herewith are hereby repealed to the extent of said
COllflict.
SECTION THREE: Because the passage of this Ordinance is
necessary for public health, peace, and safety of the
citizens of JackSOrl\lillef a:n ernergerlCY is 11ereby d.t'=clclred.
Thus this Ordinance shall be in full force and effect
immediately upon passage.
APPROVED AND ADOPTED THIS
?-!!'
DAY OF APRIL, 1995.
I O-"fV\. ~AA... ,
TOMMY SWAIM,--
ATTEST:
~...~. ~~
LUL~M. LEONARD, C TY CLERK
I
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