02-031
fI
ORDINANCE 02- 031
AN ORDINANCE OF THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA,
AMENDING THE PERSONNEL POLICY MANUAL OF
THE CITY. OF .BOYNTON BEACH; PROVIDING FOR
CONFLICTS, SEVERABILITY, CODIFICATION AND
AN EFFECTIVE DATE.
WHEREAS, on February 2, 1998, by Ordinance 098-06, the City Commission of
he City of Boynton Beach, adopted a Personnel Policy Manual for the City of Boynton
each, which document was further amended by Ordinance No. 098-34 dated September 3,
1998, and Ordinance 098-44, dated December 1, 1998; and
WHEREAS, the Human Resources Director is charged with the responsibility of
eviewing the document on a continual basis and making recommendations for amendments
o the policies from time to time, to correctly reflect the intent and purposes of the City's
ersonnel program;
WHEREAS, the Human Resource Director with the assistance of administrative
taff has undertaken a comprehensive review of the PPM and has recommended numerous
hanges as delineated on the Summary of Changes, which is attached hereto as Exhibit "A".
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COMMISSION OF
HE CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1. That the Personnel Policy Manual (PPM) is hereby amended to
"ncorporate all of the amendments as reflected on the Summary of Changes, which is
ttached hereto as Exhibit "A" and made a part hereof.
Section 2. That the PPM, which is attached hereto as Exhibit "B" and made a
art hereof, has been reorganized and recodified for easier access to information.
Section 3. Should any section or provision of this ordinance or portion hereof,
y paragraph, sentence or word be declared. by a court of competent jurisdiction to be
valid, such decision shall not affect the remainder of this ordinance.
Section 4. All Ordinances or parts of Ordinances, Resolutions or parts of
esolutions in conflict herewith be and the same are hereby repealed to the extent of such
onflict.
Section 5.
Authority is hereby granted to codify said ordinance.
:\CA\Ordinances\Administrative\PPM Amendments Rev062402.doc
II
Section 6.
This Ordinance shall become effective when the following has
occurred:
(a) Immediately upon passage for all employees not covered by a collective
bargaining unit; and
(b). For those employees covered under a collective bargaining agreement,
when a collective bargaining agreement ratifying the foregoing changes to
the Personnel Policy Manual has been ratified by the City Commission and
the bargaining unit, or. their successor organization.
FIRST READING this ;2.. day of
-s uj lj
,2002.
SECOND, FINAL READING and PASSAGE this .~ day of
~1,(5f ,2002.
BEACH, FLORIDA
..
ATTEST:
~.Omnris:ner
~ t~,
Commissioner
~.~
City Clerk
S:\CA\Ordinances\Administrative\PPM Amendments Rev062402.doc
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Policies have been.reorganlzed and recodlfted.
Summary of Changes
Personnel Policy Manual
1-
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IV. Benefits
06.leave
Without . Pay
IV. Benefits
07. Family and
Medical leave
Act
IV. Benefits
08. longevity
Benefits
"'V~Beneflts
09. Retirement
V. Professional
Development
01. In..Servlce
Training
V. Professional
Development
02. Tuition
Asslstanc.
IV. Professional
Development
03.. Technical
Certification
VtDlsclpllne
01. Dlsclplln~
No changes In polICy
New policy
Defines ellglbllty and requirements. Refers for Adm Pol
04.01.04 for details. -
New poIlcyedded to ctefIne ettgIbIlty. Refers toProfesslonal
DevelopmentOepertrnent for detaRs on application and
reimbursement.
No Change In policy
Adds bonus at 25. 30. 35. and 40 years
Clarifies that DROP plan partlclp...ts are considered
have retired 81d .e not eligible for bonus
No Change.1n policy
to
Provides for lump sum bonus at 5.10,15, and 20 years
New policy
Summarizes requln!trnents and refet:s to Adm Policy
06.05.01 for detals and forms.
." .may be granted leave of absence without pay for a period
oot to exceed one year.
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33
34
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lpensatlon
0... f." Manager
Incentive
Program
IV: Benefits
U1.uLegal
Holidays
IV. Benefits
02. Vacation
leave
IV. Benefits
03. Sick leave
with Pay
IV. Benefits
04. Bonus Days
IV. Benefits
05. leave with
Pay
Compassionate leave: 3 or 5 consecutive calendar days
.slx months.
Definitions and requirements are spilt between Reserve
Training and.Actlve Duty and follow current federal
requirements for mHltaryservlCe.
Replace with: 3 or 5 consecutive work days.
11
paid holidays
Clarifies sick tme as IncIudlngfamHy sICk time
No changes. Refers to Fernly and Medical Leave ACt for
extended time avalable.
No changes
No changes
11 paid holidays
Refers to Pay plan or bargaining contracts for pay details
30
29
I~I. ~om~ns~tlon .1' Prevlousl)' titled Bonus
07. Bonus Award .. ..... -. ~ nuun
Deflned previous merit pay system end performance
evaluatlon'piogram.
Increases,
New polIcY
Defines Demotloo end T.... end refers to the Pay Plan
document for details.
States thepurpOSErOf the Ih<:eI1t1Ve pjysystem Is to .
motlvete and reward employees eccordlng. to. Job
performance. For details, refers to the Pay PlanIPosltlon
Classifications and Performance Evaluallon Manual.
RetllledBonus Award, No.chenge In polley, some reWording
for d onlY..
28
(Exempt) employees are eligible for such limited
compen!i~t9O'tlrr1(t9ffW",U~! i!k:!n of the Departrnen. t
HeadoroCltyManager 8S ooti 8bov"ii-~-~-~'~- ~ -----
27
Unrestrtctedon-catl: elJtIrn. efterregof8l1Y scheduled
worklnghourswhfJll8f1 employee Isde.lgnated to .~
avaHable for .C8II~back. The employee Is free to pursue
personal.tlYltles but must. respond to pager or cellular
phone . contact within designated guidelines set by the
department head. this Is not considered time worked. If
caned back, however, ceII-beek compensation wll be paid.
Sonleb.-galnlng unltconb'8dsmay differ.
OeIete.refer:ence to exempt camp time,
Restrteled on-can:tlme spent on or away from City premIseS
un<ler conditions whlcb prevent the ""pIoyee from using the
tlmeforpersonalactlvltles. All such time In readiness Is
con.1dered time worked.
28
25
24
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II. Em
08.~~
Perl44
I~I. ComlMtn.atlon
01. Pay Plan
"one hours of callback pay".
"OIlly aCtual hours YlOfI<jJts"fill
"Overtime pay"...
.....10. exce~sof40hours"
.appllcable to all non-contract employees.
I:HJ counted,"
New policy
Defines probationary periods for new hires. promot !a--
transfers.'
Add"to Indlvldualletter of Agreement hofders If incorPorated
Into the letter and to bargaining unit members, If
Incorporated Into .the bargaining unit .contract. The Pay Plan
Is published as a separate documenf...
Add: "Refer to the current Plan Plan document for details."
Add.. ."for non-exempt employees...,.
Add: "Some sworn porIltIons In the Police and Fire
Departments may differ ,"
Add: "Some bargaining unit contracts may differ."
Add:"Refer .tothe currant.Pey Plan. document for detan....
...two .hours of can back pay...
Add On CaD
To provide for after-hour service needs, tome operatfons
WIthin the City may designate non-exempt employeeS to be
on-call.
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II. Employment
04. Hours of
Work
II. Employment
05. Personnel
Infonnatlon I
New policy.
states that official file Is maintained In HR and that
documents1 with certain 8XC Itions. are sublect to Florida
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II. Employm.nt
Hiring
Procedures
II. Employment
03. Employment
of Relatives
. "be unlfonn within occupational
Purpose: To set guidelines regulating the employment of
relatives ofelQCt~ offk;It!!ls ()f CI!Y E{!lplq)ffJ8S. .
Requirements: 1. Con1JJllaricewttt1st81ela~ ""Potls
2. Elimination of hiring practIceS whICh result 111 tOrIf
interest, favoritism or the aptje8ranceof impropriety
groups
. rulQs.
:ts of
Delete
Repface with:
"An employment decision that resufts In the hlrtng of a relative
~a:w~~__-r
eliminate hiring placIIces that ft!StJIt In tonfttds of Interest,
~1tIsrn or the ~ fA impropriety."
No change In remainder fA polity.
N/a
II. Employment
02. Recruitment
and Selection
No change In polity. Some grammar end clarification
changes.
Add:
The Human Resources Department shan schedule and
conduct a general ortentatlonprogram for aft new
employees to explain the City's history and organization, to
complete benefit program enrollments, and to stress the use
of safe work practICes.
Eliminated from PPM; rewritten for APM.
18
15
,
14
~.13~
I.G~
Prol ~..
07 Am.Mcans
with Disabilities
Act (ADA)
I. G.ne...al
Provisions
08 Effectlv. Date
of Policies
II. Employment
01. Types of
Employees
.. .-Clvll Service Rules arid Regulations..
.. ."pennan~nr employee..
opt tntoPPM..:onorbeforeQetOber 1.1998,.
Designated specific positions as contract employees.
....anyprevlous rules....
.. ."regular" employee...
add....or during any subsequent annual Open Enrolment
period"
Delete list, add
The CIty Manager may I~ to the CIty commission
that candidates for certain senlormanagemet'lt posItIOns be
hired bytettersofAppolntment. salary, benefits and other
tenns and mndttIons of employment shal be negotIatEd 011 an
Individual basis. Any Items not spedfIcaIIv addressed In the
letter ofAppolntlTlent shall be the same as .thQSe provided for
other exempt employees and/or as oovered In thts.Personnel
Policy Manual.
New polley
States City polley Is to fully comply with
Americans with Disabilities Act.
the federal
m
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I. General
Provisions
03. Equal
Opportunity
Statement
t. General
Provisions
04. Harassment
t. General
Provisions
05. Violence In
the Workplace
t. General
Provisions
06. Drug and
Alcohol Use
PoIlcyaddressed. only sexual harassment
Policy has been broadened to Include any kind of
harassment: race, religion, age. disability, sex, national
origin or sexual orientation.
New policy
Provides for zero tolerance cf workplace violence. Wording
taken from Adm Policy 12.01.22
Add
"sexual orIenlatlOn".
..
7
. "handicap".
Human ReSOurceS Dlfecfot
F; Provide a system of checkfng payrol~. j()a~to determine
that all persons In the City sefVlCe arebek1g pSkfln .
accordance with these policies.
G. Provide for the estat>>lltJ!ln:t!o~~~ ,!!~lnten8nce ofa
roster.of allemplo~s.ln. the City ServICe.
Replace with
F.
."dlsabHIty" .
renumber folIotwfng ~!I~"ttles
G. Delete. renumber following responslbHttles
Delete.
City Manager .
C.. .provlslons of the CltyCtillrter.
.. .provIslons of the City Charter. applicable law and lIlese
policies
5
Chapter
begins
on Paoe
4.
I. General
Provisions
02. Organization
for Personnel
Administration
I. General
Provisions
01. Purpose
Topic
CUy Commission
C.....Indlvldual..contracr. . .
O. Ratify alii lovals .ftOm posttlOns WI'I1ch require an
individual . ~,
B.An employee whO. is promoted ., . . ...or reclasslfled from postttoelS prevIoUSly covered by
after OtW~Ll,l!J9~,~mg~~~!W~ tr:J.~ thel..~.I'fII~In9cUl'lit.IJf:I~~OrbY'~I'l'(;~~~.~;SL...........
PPMasa condition ofpromc. n;riQI .regUlaoonsrnlOposlffOOS-affea@8Wtl1eSe~potlete9rSl"fan"bE!
previous status as a civil selVla!etnploy'ee. An . mnslderedcovered b)' ttlesepollcles effective as of the date
employee may reject a ptomotlon and maintain their of the promotion or rectaSSlftt,atlOn.
civil seIVIa! status.
OrIg.lnal
L
. . .Individual "letter of AppoIntrnenr
D.Delete
Change
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PERSONNEL POLICY MANUAL
CITY OF BOYNTON BEACH
lMDORT,.N,. NO,.T('I=
M:llnyof thepo'i~ieS cont~inen ,n thiCS manllal ar'o b-"'ced Of" le')al
pr'ovisinno;, inter'pr'~t~tjnncs Of law, a".n emplny~o rel:lltionCS pr'incipl~e:,
all 0' wkiCk ~re 'i""'iect to ck:llnge F=or' tkie;r'ltl:=lcsnn, "kic m~nll:=ll ie:
consinered to be a gqidolinE' af"d. ics'illbject to ch~n')e with little
;otic. in'f ""'a;'t'::I1 dQet:: (l0#' constit;/I#'~ a ("I''''#'r::l("#' Of ~t"I"l.ployrn~,.,#' for
~ny_,..,nn
Nothing!n thic' rn~nll:=ll .Sh:llll. b~ COn$tr'llen to COn'ititt Ito a cnntr~rt
The City h:llS the r'i')ht, at itc; diccr'etinn, to modify tl"ti, h:=lnrtknoll .~t
~ny tj";"e Nothing h~r'ein limite; tl1~ City'CS r'ighte: to. tOr'min~te
employn;tont
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T~8'. s: OF CO~U:N"'S
Page
1. C;ENERALPROVlSIONS............................................................. .......................................4
01. Purpose of These policies................................................ .............. ............................4
Positions covered by these policies........................................... 0....................................4
Approval of Policies..................................................................................................... 4
Amendment .of Policies............... .............. ........... ...... ........ ......... .............. ... .................4
03.
04.
05.
06.
07.
08.
n.
O!.
02.
03.
04.
05.pel'$Onnel Jritformation I Employee Files.... ................................... ......... ..................... 22
06.
III.
O!.
02.
03.
04.
05
06.
07.
08.
N.
Ot.
02.
03.
04.
05.
06.
Codification ...~.. ................................................................ ...........................................4
02. Org~nization for Personnel Administration ............................ ...................................... 5
City Commission:... ......... .................................................0............................................ 5
City Manager......... .............................. ............ ......... ....................................................5
Hum,a'O:,Re$ourceS ,Director: ... I........... ..11I ..... Ill. III Ill" III III .... ...... .... Ill... ... ...., Ill.. ......... III II'" ......1.......".5
Equal emplQYr:nentOpportunity Statement...... ...................................... ........ ............."7
Harassment::" ,:,. .....1,11I ...... ....... II .., .... II ._.. Ill.... .,. .~........... III III Ill''''. III ....c... III .........1" ......1 ......._.......8
Viol~ncein~e Workplace.. ....................... ..................... .............. ........................... 11
Drug.and~'<:ohol. Use ... ........................... .......................... ............................ ........... 12
Americal"lswithPisabilities. Act (ADA) ..... ......................... ................... ..... ........ ......... 13
Effetti\l:e:'Qate,.pf :Po:,licies ......... ... III 'll' "1111I .... .... ...... ..... 11I.1....., III '" .,. ...... ... .... ........ ..... ......,. ,.. 14
EMPLQYME,NT.;, .',.... ..... ....... ,.. ...... ... ... .......... .... ... ............... ... ..c... ......... ........ ..... ............ 15
Types.. of .Erpployees ............................................................................................... 15
Recruil:n~,.ent.., a'nd Se.tecti.on...... ............ ......... ...1..... I... I... ........ I' ................. ....... I... ..111............... 16
Proloatiohary . Period.. ... . . .. ... ............ ... .. . . . .. . ... ............ ... ... .. .. . . .. .. . . .. ... .. . ... .. ... ... . . . . . .. .. 23
COMPEN$Ai'f'ION . ......... .......... ........... ..... .................. .......... ........... ..............................24
pay~lan .... ....... .......... ...... ............ ......................... .......... ........................ ............. 24
QVertime ............ ....... ......... ......... ...... ......... ......... ........... ....................................... 25
CallP~ck and On Call... ............................ ................................ ......... ...... .................26
CAm~n~tory lime............. ...... ........... ... .................. ..... ......... ... ... ......... ................27
Detnotio~ 1 Transfers ............. ............... ............ ........ ......... ......................0............. 28
In~en:tiv~, Pay System ............... ........ .......... .................. ........ ................................... 29
BOnus! Award ..........i......... ........................ ............ .............. ..................................30
City 'M,artlager Incentive Program........ ............................................................... ........ 31
BENEFITS.................................... ......... ...... ...... ......... ................................................32
Le;gat Holidays............... .................... ........ .............................................................32
Vaca1;ion Leave.............................................. ........................................ ................. 33
SilO\< Leave with Pay.................. ................. ..... .................. ......................................34
BOru$Days................................... ........................... .......... ...... ........... ...................36
Leavei'With Pay........................... ........................................................................... 37
. "'.:" !'. ,.
L,...:.....e.:,'8..'ve:.!:.W,ith,. out Pay.... .H................ ............... .................. ............... .......................... 39
:,1""':<.' ' .
City of BOyn~poa~ach
Personnel POlicy Manual
2
Effective Date: 03101/98
Revised Date: 080602
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07.
08.
...................'....'..........,.................,............40
In-Servi<::e', Training. ."",..".,.,.......... ......, ..............."..............................,...................44
" e, .. ..'........................ .............. .......,.............. ,.....45
j~c:l1 Certification....".....,...,...,............,..".........,.........,.......,......,.,.... 46
........... 47
I: .,'. .~ ... ,:, ..:. iii. ,t, i iri ...',.' ,j,' I . :., .. . . . . .. . . . . . . . . . . .. . .. .. ...... Ii .. . ' ..:. . .... "1 . . "", . It . .~.
(9iSciplihary Action.,....................,....,......,...... .......... ..... ...; .....................,... 51
, . ..I'iflCiI1'Y,Action:.....,........... ....,.... .......... ........ ........ ...:..;... "'~'O' ....... ............. 5?
'''. .:'. '.ti.'H .. , .. :.. ,..' 55
~rmlna onearlng..... .................. ........... ...... .......... ...... ........................,
~al.s............................................................... .............,.. ...... .'...... ........... 5p
...,~~':";':} , : " . ." .' I.
~"1c:1nc:~s.............,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,, .'.... ........,... ......,.......... .0..'..... .......... 58
Re$l~N)\l'fIbN/tERMINA TION,........ ..................... ....................H ....... i" ...... .... ...........59
:<.. .', I":r!'. ...; . 59
,~tl(l)nl" :ermlnation .................................,....................... .;....... ....................... .
: ,I P~'l..... ..'............,............... ......... ........................... ............. ........................ 59
..........................................................................................................,..."... 60
APp.eNO!X'... ..................... ....................,....................... .................. .......................".61
DEFtr'f.lmO~.$. ........ ..................................... ........... ............. ................ .........................61
City of Boynton Beach
Personnel Policy Manual
3
Effective Date: 03/01/98
Revised Date: 080602
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J;~"I~."". 4(('Apb"'~
1. Employmentacc:;eptancemust be made by the applicant within three (3) work days
of the department's employment offer, unless otherwise extended by the Human
Resources QifeCt:Of...If.employment acceptance.. is . declined,... the. depal'tment may
consider.anotf)erapplicant. from the recruitm~nt's .applicant pool, . or the
departm~l1trnaychooseto be9inanew recruitment. Empl9yment Proced.ures shall
be followed.in either case.
2. The departJllent must notify the Human Resources Department of the tentative
hire date; New employees must provide proof of work eligibility and verification of
identity to tl'le City. Human . Resources Department will .forward the necessary
employee paperwork to Finance Department for payroll. purposes.
Orientation
The Human Resources Department shall schedule and . conduct a general
orien~tio~ . p~ran' for all. new employees to explain. the City's history and
organizationtto. complete benefit program en/'OlImentst.and. to stress the use of
safe work. practices.
City of Boynton Beach
personnel Policy Manual
19
Effective Date: 03101/98
Revised Date: 080602
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4.
The department may then recommend an applicant for employment and submit
the proper forms to Human Resources for processing. .Ifthe Department Direct0r
proposes a salary which exceeds the minimum of the position's pay range, written
justification must be . included for consideration of the salClry.
c.-'" '-'I" . ',.,; ,-,""._',"', .......,'.,..<.. ."c, .' ',,., ,;..: ,,", . ,"".- .,".-:.:': ,', .._"..'..'''' i..... '. ....... .,', ......,' ',....', .,' . '. '... . . .
6.
After acceptance . of an ap
criminal.backgro'. . chec~
DireCtor,may.p . With
It .isthei Oty's i, ,.,..
position. Curr~n!~yme
determinative or. controlling .
in conjunction with a
Mich may include a
~tions . ml,)st be
,~e pclsitlon. .At
.' ent, with the
. 'shaU.check the
,foIlQy.ling the
IQyeeig credit.
ical examination. and drug test results,
. . k,if requiredjthe Human Resources
7.
1itle . n10st qu~lified ,a~plicpnt best suited for the
,., the i~itY !Sa fad:o~,i but is not, in and of itself,
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4. All applications and resumes received by departments mustbefol"Narded to
Human Resources.
5. Applicatipns.o for. .. employment may be . accepted. by the HUman . Resources
Department when there .are CUrrent vacanciesfgra specifiedpositign.
6. vvhep a vacanCY occurs, previously submitted applIcations and resurneson. file in
Human Resources maybe .. considered in~ddi~on.toall> newappH~tiol')s .and
resume.s received until the established closing date gruntil thevjicjincy is filled.
7. Certain classifications . may require appli~ble. testing.p~9r.. to. ..~ing .. given
consideration. Human Re5(purces wiUadrninister tests . r~uiredand ensure that
passing scores are attained prior toforwarciing .an appli~ti9nto a department for
consideration.
8. The HumanR,esources Department shall adVise the appropriate Department Head
of the eligible applications.
9. Upon receipt of the eligible applications, the department should:
a. R.eview and evaluate all applications and resumes based on, but not limited
to relative. qualifications,. knowledge, abilities, skills, education, experience,
and ..certifications or licenses required in accordance. with current class
specifications.
b. Prepare an interview schedule and conduct interviews. Human Resources
may aSSist in scheduling, contacting, or co-interviewing of applicants at the
request of the department.
c. Determine which candidate is most suitable for further consideration and
proceed .with additional interviews, if necessary.
d. Determine that. the applicant pool was suffident prior to recommendation
for employment.
B. Seiec:tkM1, Refe~nce Checks and the Recommendation Process
1. Once the interview process has determined suitable applicants, the department
shall be responsible for checking references. No inquiry regarding criminal records,
credit history or medical conditions shall be made at this step of the evaluation.
2. Human Resources Department may also conduct verifications regarding academic
degrees, previous employers, character references. . All . information provided on the
Applicatiohfor Employment wtll be subject to verification as needed.
3. Once the results of reference checks. and, other verifications appear satisfactory,
the department will be notified in' order .that processing may continue.
City of Boynton Beach 17 Effective Date: 03/01/98
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u. EMPLOYMENT
02. R~rui"'eritand Selection
tionally competitive with other governmental entities as well as
. ent andretentjon. of qualifiedemploy~ is of paramount
. efficiency .the City .ffiust have the flexibility to fill vacancies
hiring... Vejcant po . sshall. be filled in .the . terests of
se ecti6n,and prom Qf.emplG>yeesc;m the is of their
ge,apilities, and,skills.
Basic:; Req..drt1!m4aJ1ts
1. The. Human Resources Department is responsible for nondiscriminatory
implementation of this polity.
2. Each department is responsible for assisting the Human Resources Department
with recruitment, interviews, tentative selections, and recommendations for
appoil':'Jtment. Departments have no authority to modify or waive the provisions of
the PPM. .
3. 11'1e Human Resources Department has p!"imary responsibility for hiring employees.
Nlernployment di5Cussionsare to beconsidereq non,oQbligatory , exploratory, and
tentative. in . nature and should be indicated as such to the applicant. Any offers of
o employment made to an individual prior to obtaining all necessary authorizations
shall notbe binding on the City .
Procedures
A. Applications and Interviews
1. Once the Human Resources Department has .officially announced a job vacancy
through the posting of an Employment Opportunity notice, the offidalrecruitment
process has begun. The recruitment process may be withdrawn by the Director of
Human Resources.
2. Individuals desiring consideration for employment must sui:)mitan Application for
EmploYJT\ent form, .or a resume to. the Human Resources Department. Employees
arei encouraged to submit applications. for promotional opportunities. All applicants
submitting a resume and grantedfurtherconsidera.tion shall complete an
Application for Employment at some point dl.Jring the employment process.
Veterans preference will be given in compliance with current legislation.
3. .Appli~tionS must be signed by the applicant. Falsification of any part of the
Application for EmptoYl1lent or any related documeotsmay upon discovery, lead to
denial of an application, withdrawatof an offer of employment, or dismissal of the
employee... Incomplete. applications may be. acc~ted but . missing information must
be obtained fTom. or submitted bY the applicant On reQuest.
City of Boynton BeaCh 16 effectiveDate:03l01i98
Personnel Policy Manual Revi5e<l Date: 080602
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II. EMPLOYMENT
01. Types of Employees
City employees are divided into two groups: non-contract employees and contract employees .
A. Contrac:;temployeesmeal1s either individuals hired by direct, Letter of
Appointment,.or individuals who are.covered by a.Collectjve bargainil"lgagreement.
Senior rnanagerTl~nt p()si~o~sshall behirecib'l the City .. Manager by Letters of
Appointment.. Salary, ~nefits and other terms and c()~pitions. ofemployment .shall
be negotiate~onan inclividual basis. TtleLetterof Appointment shall specifY which
provisions of, thePPM apply to the employee.
B. NQn-c::ontl"ac:ternplo'lees means employees Who are not otherwise designated as
contract employees.
City of Boynton Beach
Personnel Policy Manual
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Effective Date: 03/01/98
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1 I. G.ENERAL PROVISIONS
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3 08. Effective Date of Policies
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5 The original effective date of the PPM was March 30, 1998. The policies are applicable to all
6 employees hired after 0 March 30, 1998. The policies are also applicable to all employees hired
7 before Mar:'ch30, 1998,. if that employee tiled a .written election,. on or before. October 1, 1998, to ..
8 . be . covered by thesepolici.es.. ...
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10 ArE!9ularemployee who timely made the election to be covered by these policies, will continue to
11 accrue sick ar;1d vacation time in the same manner he PI' she accrues .it under any previous rules.
12 A ~egular employee:wMo ,~lected to opt into the Personnel Policy Manual on or before October 1,
13 1998, . or during any subsequent annual Open EnrQllmentperiod,. ?hall Jpon termination of
14 employment With the, Itv,. be paid for unused si.ck arid vacation time in the siime manner as they
15 WbulSI have been: en . to be paid under OvilService Rules and Regulations which were in
16 effect when they were hired. . .. .
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1 I. GENERALPROVlSIONS
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4 07. Americans with Disabilities Act (ADA)
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6 The City .ofBoynton B~achas.an employer has a responsibility to. ensure that all applicants and
7 employees are treated fairly in. aHaspects. of employment. It is. th~ policy of The City of Boynton
8 Beach to/provide a workplace free from unlawful discrimination in which all applicants. and
9 employees have equal opportunity in all areas .of employment. To this end, it is the policy of the
10 City to fully comply with the Americans with Disabilities Act (ADA).
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5 The City of Boynton Bea~h 0 does not tolerate illegal drug usage and drug or alcohol abuse. This
6 . prohibition includes the unlawful manufacture, distribution, dispensing,.. possession, use of a
7 controlled substance in or away from the workplace. . .. ..
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I. GENERAL PROVISIONS
06. Drug and Alcohol Use
Any employee. who violates this policy is subject to disciplinary action. up
dismissal. (See Chapter VII.01Disciplinary Actions.)
and including
The City recognizes drvg.dependency as an illness and..a major health problem. Consequently, it
provides an .. Employee Assistance/Program . (EAP) which offers. short-term counseling and
assessme"t and referral services to an emploYee or an employee's immediate family members.
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Personnel Policy Manual
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EffeCtive Date: 03101/98
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I. GENERALPROVlSIONS
05. Violence in the Workplace
The City of Boynton Se.ach maintains a zero tolerance policy toward workplace violence. It is the
intent. of the City to provide a workplace free from intimidation, threats, or violent acts.
1. Violence, or the threat of violence, by or against any employee of the City of Boynton
Beach is unacceptable and violates City policy, and will subject the perpetrator to.
serious disciplinary action up to and including termination, and criminal charges.
2. Possession, use, or threat of use, of a weapon, including any type of firearm, is not
permitted at work, or on City property, inCluding City vehicle, unless such possession or
use of a weapon is a necessary and approved job requirement.
3. Any person who exhibits unusual behavior or makes threats, exhibits threatening
behavior, or engages in violent acts on City property shall be removed from the
premises as quickly as safety permits, and shall remain off the City's premises pending
the outcome of an investigation.
4. All City personnel are responsible for notifying a supervisor of any threats, which they
have witnessed, received, or have been told that another person has witnessed clr
received.
a. Even without an actual threat, personnel should report any behavior they have
witnessed which they regard as threatening or violent.
b. Failure to notify a supervisor of such activity will subject the employee to serious
disciplinary action up to and including termination, and criminal charges.
5. No employee acting in good faith, who reports real or implied violent behavior will be
subject.to retaliation or harassment based upon their report.
6. The actions of a supervisor, manager, or other employee will be dependent upon the
seriousness of the situation. However, consistent with personal safety, managers and
supervisors have a responsibility to make a good faith effort to defuse violent or
potentially violent situations. as quiddy as possible in order to prevent their escalation and
creating a threat to .others.
City of Boynton Beach
personnel Policy Manual
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Administrative. operating procedures..as determined by the Director .of Human..Resources
for thisp<>licy shall . be.. applicable.
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Personnel.Policy Manual
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employees.
2. Employees who feel they are a victim of harassment have an obligation and a duty to
advise the individual instigating the harassment that the conduct or behavior is unwelcome
and .offensive. If th~ behavior continues, . the . employee should immediately report the
behavior to their own supervisor or. Director.of Human Resources. ",eindividual
instigating the . harassment may... not necessarily beano~er.employee,co-work~r,. or
supervisor, but may also... be any. other person conducting.. business. for.. or with. .City
employees. .
Procedures
1. Employees should report their I harassment complaint immediately. The employee has the
option of reporting the complaint as follows:
a. to their supervisor or department director, or
b. to the Director of Human Resources ora Human Resources department designee.
2. If the supervisor or department. director is the person accepting the complaint, he or. she
will notify the Director of Human Resources of the complaint.
3. The Director ofH.l.1man Resources~ill begin coordinating and conducting the investigation
process in a timely manner. A written. statement wiUberequested of the complainant.
4. The City will provide an . administrative responsein atirnely and reasonable manner (within
30 days, if possible). The response ,will indicate corrective actions, if any, to the employee
filing the complaint and to the individual(s) involved in the harassment.
S. If the employee perceives the. si~ation to be threatening, that employee may request
authorization to use accrued Annual Leave or Leave Without Payor a job transfer.
Approvals will be determined 01'\ a case by case basis.
6. DiSCiplinary and/or corrective . act;ions shall be imposed based upon the severity of
confirmed harassment.
7. Confidentiality, to the extent permitted by law, shall be maintained to the extent allowed
by law to the persons involved in any investigation of a complaint.
8. Employees exercising their rights by filing a complaint in good faith will not be retaliated
against by the City regardless of ~e findings .of the investigation. However, any employee
found to have provided false or misleading information or does not fully cooperate with an
investigation when filing acomplaipt may be subject to disciplinary action.
City of Boynton Beac::h
Personnel Policy Manual
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Effective Date: 03101/98
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I. GENERAL PROVISIONS
04. Hal'assment
The City of Boynton Beach is committed to providing a work environment that is free of unlawful
~ar . me . .discriminatiOfl. liarasSment (both overt and subtle) is a form of discrimination
w/1. . n is subjected to a hostile or offensive work envin~nment because of threatening,
intimidating,.. embarrassihg,or . other . offensive behavior based on his/her race,. religion, age,
disability, sex, national origin or sexual orientation.
Unlawfulhar~S$ment is a serious. offense. Any employee who engages in such conduct or
epco.lJr<1~~~y~hbeh~viOrbyothersshall be subject to disciplinary action up to and including
dismissal. . 8Y.. Viay of Hh.lstration,but.. notlimitcltipn( the, fpllowingshaUcorl$1;itute..Jnappropriate
workplace behavior:
1. Disparaging remarks . (written or . verbal) . ofa discriminatory nature. Includes slurs
toward. a protected group;
2. Jokes targeting a protected group, as well as jokes or comments or a sexual
nature;
3. Posters, flyers,' personal attire, . . etc., designed to promote di$Crimination. or
harassment ofaprotected group; .
4. Disparate treatment ofindivi~uals in the. protected. categories involving
recruitment, promotional opportUnities and application .of policies,.. procedures and
regulations; . .
S. A(:ts ofviolence~.threatsof violence, or. other harmful or offensive behavior
intend~toPl'C?[J'lotea hostile . work environment because of an individual(s)
membership in a.. protected group;
6. sexual harassment can indudeunwelcome sexualacivantes, .request for sexual
favors, al"d other verbal ..or phySical conduct .of a sexual nature which creates a
h~leor intimidating enviromnent. The policy prohibits .behavior that is not
welcomed by th~employee andi~ personaUyoffensive st,lch as, but not limited to:
. sexual flirtations, advances or propositions.
. Vert)il abuse .of asexual )nature, ~ually related comments and joking,
graphiC, or .degradin9 comments about ,an employee's appearance, or the
displaY of sexual objects or pictures.
. AnY. >. uninvited. pi'lysi~1 contact . or touching, such as patting, pinching or
intentionally' brust\ingagaiO$t .ano~ers body.
Provisions
1.
All levels of supervisors share responsibility for communicating this policy, o for recognizin.g,
responding and taking corrective actions, and/orpreventfng .sexcat.. harassment of CIty
City otBoynton Bl!ach
Personnel Policy Manual
8
EffectiveOate: 03101/98
Revised Date: 080602
1 I. GENERAL PROVISIONS
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3 03. Equal Employ1Tlent Opportunity Statement
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6 The. City. of 6oYr'lton Beach. is an Equal Opportunity Employer. and prohibits discrimination because
7 of race, color/creed, religion, national origin,. sex, age, polipcalaffiliation, disability (except where
8 such factor is .a bona fide occupational qualification or is required by State and/or Federal law),
9 sexual orientation or .rnaritalstatus. in...allaspectsofits. pe!'SC)nnel policies, prosrams, practices,
10 recruitment, examination, . appointment, training, promotion, retention or any other actions and
11 operations.
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Effective Date: 03101/98
Revised Date: 080602
City of BoyntonBe.ach
o Personnel Policy Manual
1 desaiPtions and amendments to job .descriptions wh.ichreftectthe.duties being
2 performed by ea(i:h employee.
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4 D. Administer the pay plan.
S
6P~~q~9;~@~iAreVi~W9fcdm.pensationlevelsltftheal'ea · to the extent that such
'7 levels~ff!:<tt <1;:it:y.empIoyrnent. .
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9 F.. Rt()Yiq~~9. 8ffi'1~.~~q proc. $d~resas ~e/shemay consider necessary, appropriate or
10 desirable.. rryoutthe pe!'$Onnel. program.
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12 G, Develop and establiSh in cooperation With the City Manager and various department
13 heads .sQchtraining and educational programs for employees as conditions warrant.
14
15 H. Perform. such. other activities. with refere.nce to Human. Resources administration not
16 inconsistent with the. City Charter orthesepoliciE!S, as the City Manager may direct, or
17 as may be required by Ordinance.
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19 1. Prepare and recommend such polides or amendments to the policies as may be
20 necessary or advisable to carry out the intent and purposes of the Oty personnel
21 program.
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23 J. Administer Benefit Programs
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25 K. Administer Disciplinary Process
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27 L. Review the Human Resources Policy Manual not less than bi-annually and file a written
28 report with the City Clerk.
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30 M. Administer the Performance Appraisal Program.
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PersoonelPolicy Manual
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1. GENERAL PROVISIONS
02. Organization for Personnel Administration
City Commission:
The City Commission shall:
A. Have the power to approve or amend the Policies on its. own initiative or on after
receiving a recommendation from the. City Manager.
B. Annually approve a pay plan, which may, in their sole discretion, provide for wage
and benefit increases or decreqses. Ratify letters of appointment when required by
the City Charter.
City Manager
The City Manager shall:
A. Be responsible to the City Commission for the administration of the personnel system.
B. Appoint, promote, transfer, remove, demote, suspend, or. discipline all subordinate
employees. The City Manager may, in his/her discretion, delegate administrative
authority to the Human Resources Director or Assistant City Manager to approve
personnel actions. The Manager may enter into letters of appointment to hire or
retain exempt ,status m~lnagement employees under such terms and. conditions as the
City Manager deems necessary to hire or retain competent management personnel.
Ratification of letters of appointment by the City Commission is not required unless
otherwise required by the City Charter.
C. Perform such other duties. and have and exercise such other powers in personnel
administration as is vested in. the City Manager by the provisions of the Oty Charter,
applicable law and these policies.
D. Appoint acHuman Resources Director wpo shall be responsible to the City Manager for
the of the City's Personnel program.
Human Resources Director:
The Human Resources Director shall:
A. Administer the provisions of these policies.
B. Develop and administer such recruitment and examination programs of competent
applicants to meet the needs of the City.
Commission ado tion, 'ob
ErfectiveOate: 03/01198
Revised Oate: 080602
C. Pre are and recommend to the Ci
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I. GENERALPROVlSI0NS
01. Purpose of These Policies
These policies are to provide guidance for the administration of the Cit'ls Personnel program. It is
the intent of these' policies that City employees will be dealt with on an equitable basis, so that
the citizens of. the City . may d~rive the benefits and advantages that can be expecteo to result
from a competent Staff of City employees.
Positions covered by th~ policies
A. These policies shall apply to all non-contract employees. These policies apply to union.
employees only when they. are incorporated or referenced (in whole or in part) in the
union employee~' collective bargaining agreement These policies apply to employees
with individual contracts only to the extent they are jncorpora~ed by reference in the.
employee's contract. .
B. An employee who. is promoted or reclassified from positions previously covered by
,bar:gaiflin9 uni~ agreements or by any previous rules or regulations into positions affected
; byth~policies, shall. ~ considered covered by these policies effective as of the date of
. the promotion or reclassification.
: .... ....,.,:..:..;,,!l:;!
Appro~~lqf'Pl;>li~i~i ....<..... ., ,.,
These~lic;ie$~~C!I!t)ejqfor~e and .effect when approved by Ordinance of the City Commission. In
theevetltqf.~~'1,~qn~i~)~tWeenth~ rules. ancJ any otherexjstingpolicies,ru1es or regulations
which are in ~oht1ict;Wlththese polides, these ,polici~ shall. prevail.
Amendment ofPoli~es
ThesepolidesmC!Ybe~tnendedJromtime to time by Ordinance of the City Commission, unless
another means.ofamen(Jment is specified in this document.
Codification
The City Administration, from time to time, reserves the right to recodify the Personnel Policy
Manual to fadlitate its use.
City of Boynton Beacl'1
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II. EMPLOYMENT
03.. Employment of Relatives
An employment deCision that results. in the hiringofa relative of another City employee must be
in compHancewiththeFlorida state law on nepotism. This policy is intended tpeliminatehiring
practices that resultin conflicts of interest, favoritism or the appearance of impropriety.
1. No person may be hired intQ. the same department in which he/she has an
"immeqiatefamily" member working if pne.supervises or evaluates the other.
2. No person may be tral'\sf~rredinto a department .in which he/she has an
"immediate familyll. memberworking,if one supervises. .or evaluates the other.
Provisions of this Policy ~ill not affect persons employed and assigned at the time
this Policy goes into effect.
3. Persons becoming husband and wife while working within the same department
may not both continue their employment in the same department, if one
supervises or evaluates the other.
4. The provisions of Ronda Statute 112.3135, regarding nepotism shall control over
any provision of this Policy. .
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II. EMPLOYMENT
Q4.Hours of Work
Hours. . of work will be determined by Department. He~ds, subject to the approval of the City
M.anager and shall:
A. be determined Jnaccordance with the needs bfthe. City, and
B. take into accou.nt the. reasonable .needs of the public who may be required to do
business with various City departments.
City of BoyntOl"l Beacl'l
Personnel Policy Manual
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1 II.EMPLOYMENT
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3 05.< Personnel Infonnation I Employee Files
4
,5. Theofficial'.perspnnel file of each employee is maintained in the Human Resources department.
6
7 AU documents in the file, with certain exceptions,.are subject to the Florida Public Records Law
8 which requires information in the file be made available for review upon request.
9
10 Documel"lts/informationexempted by this Law (with some'exceptions, such as a Court Order) are:
11
12 Social Security Number
13 Medical information
14 Benefit Information
15 Home Address and telephone number of sworn Police and Fire employees, inspectors, or
16 other employees designated in F.S. 119.07 Human Resource department employees.
17 Spouse's work and children's school addresses and telephone numbers of these employees
18
19 Employees must notify the Human Resources Department in writing, within twenty (20) days,
20 whenever they have a chang~ of address or telephone number, or a change in the name, address
21 or telephone number for their emergency contact.
22
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II. EMPLOYMENT
06.probafojonary Period
In order to determine. that each employee is placed in a position most likely to result in a
successful .l:;:areer. at the City, all nevvly hiredo.r promoted employees shall be required to
complete a probationary period.
New. Hire (Full-time):
Each neW fulir'time. ~rnployee mustsl,lccessfully complete a probationary period .of twelve
months from the elate of hire. . .
Promotion from Part-Time to Full-Time
Each promoted employee must successfully complete a probationary period of twelve
months from the date of promotion.
Upon ..successf'Qt.. completion of. the probationary period, the . probationary employee will be
consideredart~gularemployee.
Promotion tQ a Higher Graded Position
Each promoted emploYee mu~ successfully cOI1'lPletea probationary period of six months
from the date of promotion. Note: Applicants for promotion must have be.en in their current
position fora.minimum of six months and have a.Meets Standards or. higher performance
rating.
Transfer to a different position, whether in the same or a lower grade
Each transferred employee must successfully complete a probationary period of six months
from the date of transfer.
Probationary. employees, whether in their first year as an employee or in their six month
promotional. probationary period have no property entitlement to their position.
City of Boynton Beach
Personnel Policy Manual
23
Effective Date: 03101/98
Revised Date: 080602
1 Ill. COMPENSATION
2
3 01. Pay Plan
4
5 The Pgy. Pl~n, . referred to in these policies, is applicable to. all non-contract employees, to
6 individual Letter .of. Agreement holders if .in<:orp.orated.. into the Letter.. and <to bargaining unit
7 members,. if incorporated . into the bargaining ..unit contra<:t. The Pay plan .,. is . pubHshedc;ls a
8 separate doc;:umentand.. maybeam~nded from time totimeby res.olution of the City Commission
9 following recommendation from the City Manager. The Pay Plan is not vested and does not
10 constitutea.contractualobligation Of the City.
11
12 The City Manager shall be responsible for interpreting the application of the Pay plan with regard
13 to pay... problems that are notspecificallycover~by. tHis plan,. using the.. principles expressed
14 herein as a.. policy guide. .
15
16 Refer to the current Pay Plan document for details.
17
City of Boynton Beach
Personnel Policy Manual
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Effective Date: 03/01/~
Revised Oate: 080602
1 III. COMPENSATION
2
3 02. Overtime
4
5 Overtime pay for non-exempt employees may be given only for authorized or.. directed time
6 worked. in excess. of 40 hours. Some sworn positions. in . the Police and Fire. Departments may
7 differ. Overtime 0 will not be granted for less than a tlfteen (15) minute. period. In .calculating
8 overtime, only actual hours work~ shall be counted (Sonie bargaining. unit cOr:'tracts may differ.)
9
10 Provisions of the Fair Labor Standards Act shall be applied to resolve all overtime. issues.
11
12 Refer to the current Pay Plan dQcumentfor details.
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personnel Policy Manual
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III. COMPENSATION
03. Callback and On Call
Callback
Callback is an unscheduled or emer~ency return to work outside of officially scheduled work hours
or on a holiday or day off at the request of a Dep~rttnent Head. This is not overtime .or holiday
work scheduled in advance and re(Jularly recurring call to duty.
Any employee who has physically left work (punched. o~,< etc.) and is called back to work by
his/her Department Head.or the Department Head's desi~nated representative for an Ilrcrh€f"llll~rl
or~n')~r'~ency. assignment, shall beq.ompensatedfor two (4) hours of call back pay, plus the time
worked in excess of the first fifteen (15) minutes.
On Call
To provide for after-hour service needs, some operations within the City may designate non-
exempt employees to be on-call.
Restricted on-call: time spent on or away from City premises under conditions which prevent
the. employee from using the time for personal activities. All such time in readiness is
considered time worked.
Unrestricted on-call: all time after re(Jularly scheduled working hours when an employee is
designated to be available for call-back. The employee is free to pursue personal activities but
must respond to pager or cellular phone contact within designated guidelines set by the
department head. This is not considered time worked. If called back, however, call-back
compensation will be paid. Some bargaining unit contracts may differ.
City of Bpynton a$ach
Personnel Policy Manual
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Effective Oate: 03101/98
Revised Date: 080602
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Ill. COMPENSATION
04. Compensa~ory Time
An employee eligible for overtime in accordance with tt,e pay plan may be granted compensatory
time off at the same rate it was earned (Le., straight time for straight time, time and one- half for
time . and. . one-half)... Compensatory time can be earned, accumulated,. anci used, With the
DepartJi1ent Head's approval ordirection, in accordan<;e with. the Fair Labor Stan~ards Act.
The choice of whether to grant overtime payor compensatory time rests solely with management
and depends on the most efficient and economical deliv~r:y of services.
City of Boynton Beach
Personnel Policy Manual
27
Effective Date: 03101198
Revised Date: 080602
1 m. .COMPENSAllON
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3 05 . Demotions I Transfers
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5 Demotions
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7 Transfer qfan emploYee from a higher graded position . to .alower graded position may be
8 initiat~by~.e~mployeeorby~e City.as part ofadepartmental restructuring .or realignment of
9 respol'1sibilitiesfor failing. to. m~t standards of performance.
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11 Transfer
12
13 Employees transferring from one position to another in the same pay grade, whether in the same
,14 for in a different department will maintain the same pay rate.
15
16 For further details regarding these personnel actions, please refer to the current pay plan
17 document.
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City of Boyntoo Beac:h
personnel Policy Manual
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Effective Date: 03101/98
Revised Date: 080602
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m. . COMPENSATION
06. Incentive Pay System
The Oty of Boynton Beach 0 has established the Incentive Pay System to motivate and reward
employees according to .their job performance and contrib\:Jtions toward accomplishment of major
. objectives. The purpo~ of the system is also to promQte ~on:titlUOUS improv t and qUjillity
performance through individual. and cooperative effort,. assiSt. in . care .pment and
advancement, identify individual trainingl needs, determine suitability for . , effectiveness'
in the assigned position and ability for .absorbing. more responsibjlity: Allee!; should be ·
continually working towards the mission, goals, and objectives of the Oty.
Incentive. pay and oonuses may not be included in . the .employee's base pay and may not be
carried forward in subsequen~ Years..~ F.S: 166.021(7). ..
Eligibility
Regular budgeted employees, both full-time and part-time, who have successfully passed theiJ:
probationary period are eligible for this program.
Program
Specific polides and procedures for the incentive pay plan are detailed in the Pay Plan/Position
Oassiflcations document and the Performance Evaluation Manual.
City Qf Boynton Beach
Personnel POlicy Manual
29
effective Date: 03101/98
Revised Date: OSoe<l2
1ID. COMPENSATION
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3 07. Bonus Award
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5 ~na.qditionto.anyotrerrnone~ry benefit, the City Manager is authorized to approve a bonus of
6 $500.00 . when suSh a . bonus .. is.justified'.. in. writing/by. the.. Depar-trnent..Head.. . This ibonus will not
7af;fect:tr.eemploy~spaygradeor pay rate.. Fundsfor the bonus Will~. budgeted asa separate
8 all.Qwanpe.andadministl;lredunder thedlrect:controLof the. City. Manager.... EmplOYees. are not
9automati~Hy entitled to bonus moneyanc:1onlyone I:)onuswiU beallowedtoaniemploYee in a
1 0 fiscalyear~ This approach is. a sYstem where the immeciiatesupervisQrqnd Department Heac:1 can
11 recognize top performance and reward the employee promptly.
12 Incentive pay and bonuses may not .~. includedinthe efTIpIOYee'S..base pay af'ld may not be
13 carried forward in subsequent years. See F~S. 166.021(7).
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City of Boynton Beach
personnel Policy Manual
30
Effective Oate: 03101/98
Revised Oate: 080602
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5 ,All submittals far incentives must be dane as part af a team and the submittal must be appraved
6 by the tearn'ssupervlsor. The pool far funding this program will be limit~ to. $15,000.00 per fiscal'
7 year and the amount of any ,single program will be, limited to$l,OOP.Op. Emplayees , are,
8 ,en~()uraed :tb 'beas~teative as poSSible, whil~atthe sam~ tim~ keeping the ,effart Simple.
9 'Ince 'ntS' will'be'cansioered for the fallawing ty~ of, activities (altl1a~gh they cire nat'
10 limited a jthesetype af activities): '
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III. COMPENSATION
08. City Manager lncentive Program
Custamer service h,.,pravements.
Cast efficiencies (savin~s).
Improvements in aperations.
Productivity enhqncements.
~panding haurs of ope~atians.
Doing' work in-house r;ather than engaging a cansultant.
Incentive applicatians will be .accepted by the Oty Manager's affice, cammencing September 30lh
af each year, for award at the last City Cammissian meeting in December.
Incentive pay and bonuses may nat be included in the emplayee's base pay and may nat be
carried forward ins~bsequent years. See F.S. 166.021(7).
City of BoyntonBeacl'l
Personnel Policy Manual
31
Effective Date: 03101/98
Revised Date: 080602
1 IV.BENEms
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3 01. Legal HOlidays
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5 Legal. Holidaystobe. observ~byth: c:ity'sernployees unless such employees are required to be
6 on regularl:h.;tyareNew Year's Day,. Martin Luther King, Jr. Day, Presidents' Day, MemoriaLDay,
7 Inde~ndenceOay,- Lat)Or.pay,Veteran's. Day, Thanksgiving.. Day, ... Day after . Tl"lanksgivingf
8 ..Christrnas Eve, and Christmas Day.and.s.uch other days.as may.bespecificaUy designated from
9 ti me-to...ti me by the City Commission
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11 The City Mapagerand City COmmissior1 r~ryett1erighttodeclarethese and any other holidays
12 on a date designa;ed by them; sUCh date does not necessarily have to be on the specified
13t!'aditionaldate,but on a date. that meets the beSt interest of the aty; except if noted othel'VYise
14 by union contract
15 Full...til'neerm~IOYees shall. pe~on'lper'l~t~fbrl~alholidays. Refer to the current Pay Plan or
16 bargainir191;J~it.contractsf()r. d~tails~MQ9r1yrateempIOyeesmust work their regular work days
17 immediately' befOre the after t.i1e,ho)iday in order to receivepayfpr the holiday or be in an
18 authorized,Wittipay stattlsimmediat~lyqefore and after the holiday. Part-time, temporary, and
19 emergency appointed employee are not eligible for holidays with pay.
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City of Boynton Beach
Personnel POlicy Manual
32
Effective Date: 03101/98
Revised Date: 080602
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IV. BENEms
02. Vacation Leave
Each full time employee shall earn vacation leave at the rates shown in the scheduled outlined
below; The number of day/hours credited per year will not increase after the 20ttl years of service
unless. thesohedule is amended. In computing vacation leave, no vacation leave will accrue for
any week!n which;the employee is not in a paid status, ' for 24 or more hours. . ular employee'
shall, upon termination of employment with the City, be paid for .unused ac . vacation
leave. Employees on their initial one year probation are not eligible to take vaca. 'cm for the first
.sixmo. . f.employment. employ~ who leave their employment with the City within the first
six(6)"sof employment, are not eligible to be paid for any accrued vacation. time~,
\lflC~TTQN accpll4\ PO~ lCV
(8as~ pn 40.. hour,wQO< week)
Years of Servite .
Vacc,tiQn;Days,
, ..., .,."
Vacation. Hours
1 Year
2 but less than 5
5 years but less than .10
10 years but less than 20
20 years and after
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120
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160
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19 Employees may accrue vacation leave to a maximum of the leave eamed in the most recent two
20 employment years. Vacation leave accrued during October 1 - September 30. may exceed this
21 stated policy, however, any amount over the allowable maximum that has not been used during
22 that October 1- September 30 will be forfeited as of September 30 of that fiscal year.
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City of Boyntoo Bea.ch
Personnel Policy Manual
33
Effective Oate: 03101/98
Revised Date: 080602
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IV. BENEfITS
03. Sick leave with Pay
Sick lea~e with pay shan, be granted to regularly employed full time employees at the rate of one
working' day for ,each...completed.month,.of service, (96 hours/year). Sych I~aye.shall be.computed
on an employment year basis. Sick leave pay wilL be. paid at thesqn;1e rat~.asa regular work day.
Unlimited. accumulation of sick leave is authorized.
A regular. employee shall, . upon termination of employment with the City, be paid for unused
accumulated sick leave, 'as detailed in paragraph K below
Sick leaves~allnot.beconSidetedasarightwhiCh.an employee may use .at his/her discretion, but
rath~r asaprivUeg~Whichshall be allowedonly.incase of personal sickness or disability, legal
quarantine. because' of~X~$ure to contagious.di$ease'LJp to five working days in. any calendar
year .may. betakenassick,l~avebecause .ofserious illness within the immediate. family (spouse,
child, parent). In the,aaS(:eofa prqlOnged,catastrophic illness within the family, an employee may
take more family Sicktlmeonly if approved by the Qepartment Head, Human Resources Director
and City Manager and a doctor's letter must be submitted. If the reason for the leave is covered
by ~~FamnyandM~i~lll.eaveAd; polity, family sid<. leave my be extended but not to exceed
twelveweel<.sin arollingitwelve mpnth period measured ~ckwarcls.See PPM V.07 and APM
06.06.01.. Sick . leave will' nQt be granted if it falls on regular days.off or on a holiday.
In order to begranted.sickle~veWith.payanemployee must meet the following conditions:
A. Notify his/her immediate supervisor one (1) hour before the beginning of the
schedLded workday of the reason for his/her absence or within lesser limits if
required by the Department Head.
B. Permit such medical examination, nursing visit or inquiry which the City deems
desirable
C. File a . written request for such sick leave on the form and in the manner to be
prescribed.
D. Absences of more ttlan three (3) days sick leave must be documented by a
doctor's.certificate explaining the. absence and/or unfitness for duty. In the case of
extended absences, four daY$ or more, it is the duty of the employee to contact
their Supervisor or Department 'Manager on a weekly basis until they are cleared
for return to work. The City reserves the right to require an interim doctor's
certificate/report during the employee's extended absence.
E. If excessive sick leave is taken in such a way as to indicate a pattern, random or
City of Boynton8eactl 34 Effective Date: 03101/98
PersonnEII Policy Manual Revised Date: 080602
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dtherw.ise, . the . ~mplOYee .will. .~.. placed 01'1 restricted sick . leave and a doctor's
certificate will. be required fora one d~y ab~nce.
F. Employees serving a probationary period on an original appointm.~f'1t shall accrue
sickleayein accordanc~\'Viththeprovisiof'1s of this ~on.
G. In computing sick leav~ no sick leave inc:rements will accrue for any week in which
the employee' is not in la' paid sta~s, Tor 24 or more hours.
H. In computing sick leaVe taken, all employees shall be charged one hour sick leave
for each hour not worked because of illness.
1. Regular employees that have exhausted their accumulated sick leave and are still
unable to retum to work, may.draw agcsinst, their annual .Ieave account. Such
request must be made. to the Department Head by the employee, who in tum
must notify the Human Resourc~Director, on the prescribed form. .
J. Oaiming sick. .Ieave when physically fit sh~llbe cause.for discharge.
K. All regular employees (or their benefi~aries in the case of death) will have
payment made' for unused si~k leave at the rate specified in the table below, upon
resigning, retirement or death. . . .
Continuous Years of Service Percent of Accumulated Sick Leave
Less than 5 full years 0%
More than 5 fully years, but less than 10 full years 10%
More than 10 full years, but less than 15 full years 15%
Moret:han 15 fun years,blJt less than 20 full years 20%
Upon retirement from . theOty 30%
(Retirement shall include normal retirement, disability retirement or early retirement as
defined in the appropriate Pension Plan.)
L. Employees,. if work. is available, may.retum to .worl<. . with a Ught Duty Certificate
and/or . letter from their physician provided there is work available within the City
that woul(Jcomply with the d()Ctor's requirements. If there is no such work
available the . emplOYee will remain. on sick leave. orwdrkers' compensation status
until he has a full release to retum to work from his/her doctor.
r----;
City of Boynton Beach
Personnel Policy Manual
35
Effective Date: 03/01/98
Revised Date: Q80602
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IV. BENEFtTS
04. Bonus Days
This policy establishes a wellness program designed to minimize time lost on the job and to help
reduce the City's overall health insurance expenses. The City recognizes that employees
occasionally suffer from. injuries or illness necessitating the use of paid sick leave time off.
However, this program provides incentive to reward those employees who use sick time
responsibly.
Accrual
1. All full. time City employees covered by thIspoUcy are eligible tereceive one bonus day for
continuous attendance at we(\< attJ1ecompletion ofea<;h calendar quarter that the
employee has. not usedsi<;~ti!T'E!{infludin9famjly~i~).~uHn9the. Pf~vious quarter, nor
has been absent frOm work or on leave other thantliose paid leave categories recognized
in this document.
2. Bonus days shalt be cOllnted as vacation leave and subject to the prOvision set forth for
use of vacation.
City of.Boynton Beach
personnel Policy Manual
36
Effdve Date: 03101/98
Revised Date: 080602
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W. BENEFlTS
OS. Leave With Pay
A.. Jury DutyjWitnesS fees All. pay granted under this section must be approved by the
Qepartment Director. Leave. with pay may be authorized in order that regular employees
m?lY serve . required jury duty or a subpoeqa issued by a court of law to appear as a
.witness,on.Cdsesrele~ant to the City, provided that such leave is rePorted in advance to
the.Department Director. In order for the employee to receive their reglllar pay for such.
leave the employee must deposit the money which he/she receives for jury duty or as a
witness with the City Finance Department for those days that coincide wi~ his/her. regular
work schedule, unless otherwise provided by law. Employees can. keep only,.travel
ex monies. Employees subpoenaed as witnesses in casesunrelatecl. to City bu~'ine~
vacation leave in order to receive pay. .
B. ~i~I1:a&"'~Vel; .Ref~r to Adrhinistrative Policy 06/05/03 for fulldetCJils on, this policy.
Reserve Training: All employees in the City service who. are members of the military
re$erve units .and . who must attendanl"1ual training~ons' are. entitled to leave of
absence with full pay~ TheCiW of 8oyntoni3t!ath. purslrlant 'to Rorida 5t;atute 115.07 -
Officers and Employees Leaves Of AbSence. ror ReserVe! or ~uard. Training, grants up to
seventeen (17) calendar ,days. with pay each year in order that such emplQYees may fulfill
their military obligations; Fire department shift. personnel will. be granted. a maximum of
nine (9) shift days.
Active Duty: All employees who are reservists and are ordered to active military duty shall
continue to. receive full City pay for the first thirty (30) days of active duty and thereafter
shall receive supplemental pay from the City, in an amount necessary to bring their total
compensation, indusive of their base military pay, to the level earned at the time they
were called' to active military duty.
C. Disability:
Employees who are in a disability status will have their positions held for a maximum of six
months from the date of injury or illness. If the employee cannot return at the end of the
six months, they will be. placed on a re-employment list for a maximum of two years. If
they are able to retum to work after they have been placed on are-employment Iist/ they
may apply for a comparable position subject to availability, for which the employee meets
the qualifications. If the employee fails to comply with any provisions required by the
carrier handling the daim, they will waive their rights for reinstatement in their open
position or any other position.
D. Workers' Compensation:
Whenever an employee is totally disabled from duty for a period of no more than seven
(7) calendar days because of an injury determined to be compensated under the
royisions of the Worker's Com nsation Act, he/she shall be entitled to full r ular a .
City of Boynton Beach 37 EffeCtive Date: 03101/98
personnel Policy Manual Revised Date: 080602
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If the period of. disability is greater than seven (7) calendar days, the employee will. be
eligible to receiye a. sum .of money up to an amount equal to the difference between
his/her worker's compensation check and his normal nettakehorne pay.Th.e injured
employeewiUbeellgibleto receive the salary supplement fora period not to exceed three
(3)months . from date of injury.
At the end of the thr~ months, or sooner, the City ManagE!r, Department Head, and
Human Resources Director will review the case for a determination of pay status. If
continuation of the. salary' supplement is granted it can be at any rate determined
equitable by the reviewing committee, but not to exceed an amount equal to. the net take
home pay. In no case will the salary supplement be greater than six (6) months within an
18 month period commencing with the. date of injury or illness.
After six (6) months of supplemental pay within an 18 month period, the injured employee
may elect to receive accl1Jed sick leave and afterexhaust;ed, vacation leave, in accordance
with his/her ~ularhourlv wage, to the extent .that. l1is/her combined sick leave or
vacation leave, City supplement (if Is than the fullamoul1t authorized) and workers'
compensation benefits E!qu~l his/her. r~ular weekly net take home salary. The employee
must contact the payroll clerk to quality for the combined check.
It is incumbent on the employee to make application for disability in accordance with the
pension plan they are members of, or the insurance plan they are covered under. Failure
to do this automatically. cancels the. additional aty benefits.
If the appropriate disability plan denies the claim, the additional City salary supplement
benefit will be canceled. If the appropriate disability plan accepts the claim, the salary
supplement will be canceled after. issuance of the disability pension check or at the end of
the time duration outtined above, whichever comes first.
If an employee who is receiving Worker's Compensation payment along with City
supplement,. sick Ot" vacation leave, is found to be working or receiving compensation for
his/her services elsewhere, during this period, he/she will be subject to reimburse the City
for all medical expenses and supplement sick or vacation pay taken and be subject to
dismissal.
Compassionate ~ve:
In the event otthe death of the mother, father, child, foster parents, foster child, brother,
sister, husband, wife, son, daughter, son-in-law, daughter-in-law, grandparents,
grandchildren, mother-in-law, or father-in-law of a regular employee such employee shall
be entitled to paid compassionate leave not to exceed three (3) consecutive work days for
anyone death. However, if it is necessary for the employee to leave the State in
connection with the interment of the deceased, five (5) consecutive work days shall be
allowed. Employees must submit proctof death in order to be eligible for this article. The
City Manager may grant additional leave under this section when he/she deems it
appropriate.
City of Boynton Beach
Personnel Policy Manual
38
Effective Date: 03/01/98
Revised Date: 080602
1 IV.BENEFITS
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06. L.ve Wlthout Pay
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6
A regular employee may beo granted leave of absence without pay for a period not to exceed six
month. disability ,or other. good andsufflcient reasons which are considered to be in
th . .~ The QepartmentHeac:l may approye:up.tQ ,two, .. unpaid time.
A r .. o weeks. unpaid leav~wi~uirSthe ia~proyal ity Manager.
Em that arapprovecl' leave ofabse~c outP4Y wilt ~r$ or paying all
theirbe~e ' t premi , e.g.., insurance, etc. '. .
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Voluntary separation fro~ the Oty service in order to accept employment not with the City shall
be considered as insuffic . . ason fo . app~o"al.. of a req'uest for leave of. a ce, without pay. If
for any other reason,.; .,pf a ce: with. ... 'if I.i$: given, . .sl,J~ :J.~bsence may
sutlsequentJybe withd' th fJl~'1ee. I~ toservice..,~He .: on leave of
absence without pay ar~ to; . bl~, P .: S ()fthese 11.!1e$. The ~ no accrual of
. sick leave, vaCation .I~ve ri. 'n91~i 'Ie a~hce wi~Out ~y . :,.!~g 30 days
City of Boynton Beach
Personnel Policy Manual
39
Effeetive Oate: 03101198
Revised Date: 080602
1 IV. BENEFn'S
2
3 07.. Family and Medical Leave Act
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5 FamilyandMeQic~1 LeaVt:! Act (Fed~ral Government Family and Medical Leave. Act of 1993). The
6 full text and required forms forthis policy are.. in the Administrative Policy Manual 06.0$.01.
7
8 Employees of the City who have worked for the City for at least 12 months and have wOrked at
9 least 1250 hours during that time may be entitled toa totaL of 12 weeks of unpaid medical. leave
10 during. any 12 month period commencing .fr'omthefirstdate of the leave period when leave is
11 taken for one or more of the following:
12 . Birth ofachildofan employee and to care for the child
13 . The plact:!m~ntQf. a ChilQ With an employeefol"adQption or foster care. (Foster care
14 requires state action.)
15 . To carefClrthe spouse, child or parent of an employee, but not a parent "in-law", if the
16 family member has a serious conditiQn; or
17 . The employee is. unable. to perform the functions of the position, because of the
18 employee/sown serious healthconqition.
19
20 Employees who. are grantedFMlAleave are required. to use. all accrued paid leave, vacation, sick,
21 personal days ana compensatory time prior toFMlA leave without pay. Such accrued time shall
22 be indudedinthe tCltal of the maximum leave in the designated year.
23
24 The. City shall continueg.yup health plan coverage for emplOYees on FMLAleave for the duration
25 of the leave. An employee on FMLA leave shall pay any dependent coverage and other premiums
26 normally paid by the employee. .
27
City of Boynton Beach
Personnel Policy Manual
40
Effective Date: 03101/98
Revised Date: 080602
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IV. BENEms
08.. Long4!vity Benefits
The.. City providespenefit incentives to long-term employees, to give recognition for continuous
and meritorious service. Longevity benefits are available within these guid~lines.
.~ligibility
EmplOYeeseligjbleare those employees who:
a) hav~ beerl.emploYedwith.the..Cip{(>na regular .ruU-tjmeandcontinuous basis for a
miO.imwrr qf!five (S),.years,
b) hav~ an overall 'Meets Standards' or abOve rating 011 the previous employee evaluation,
Benefit
Employees. will r~eive a cash Lump Sum Bonus as follows:
On the employees fifth (S") anniversary a lump sum paymentof $Soo.oo.
On theemp!oyees tenth (10th). anniversary a.lump sum payment of $1,000.00.
On the employees fifteenth (1stt') anniversary a lump sum paynient of$1,5oo.oo.
On theemploYeestwent;ieth (20th) anniversary a lump sum payment of $2,000.00.
On the employees twenty-fifth (2SU') anniverSary a lump sum payment of $2,500.
On the employees thirtieth (30~ anniversary a lump sum payment of $3,000.
On the employees thirty-fifth (35th) anniversary a lump sum. payment of $3,500.
On the employees fortieth (40th) anniversary a lump sum payment of $4,.000.
procedures
1. Any pay eamed for Longevity Benefits is subject to pension plan contribution and required
federal deductions.
2. Each Department Director is responsible for projecting the number of employees eligible
for Longevity Benefits in their department and budget accordingly for each fiscal year.
City of Boynton Bead'l
personnel Policy Manual
41
Effective Date: 03101/98
Revised Date: 080602
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3. Benefits shall not be paid. beyond termination payouts. Employees who terminate from
Otyemployment prior to their hire anniversary date will not be entitled to Section 6
benefits.
DROPPlanPartic:ipants
Participants in any of the Deferred Retirement Option Plans (DROP) are considered to have
retired, do nOt add to the total years of service they had accrued upon entering the DROP plan,
and are not eligible for a longevity bonus.
City of Boynton Beadl
Personnel POlicy Manual
42
Effective. Oate: 03101198
Revised Oate: 080602
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IV. 8ENEms
09..... Retitem4!nt.8enefit
Procedures for retirement and the benefits available to employees in conjunction with
retirement are .as set forth in the pension plan applicable at the time of retirement.
j.,.>::',:,.:<"."",;::.,:: ,',':...',i,::', :":...... ,"':;::.;" '.j
yityof Boynton Beach
Personnet Policy Manual
43
Effective Date: 03101/98
Revised Oa~: 080602
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V. PROFESSIONAL DEVELOPMENT
01. In-service Training
Any employee maybe-i:!cpol'ded leave with pay to ~ttend an authorized program, provided that
sl~ch . training . .will.. considerably improve. theemployeets job knowledge and substantially increase
his/her~fficiency .
A. Leave is requested by the . employee'sdepartn1entheadand approve~. by the City
Manager. Whensuchleavejsgranted, the Human Resources Direc:tor shall be
promptly notified of the reason for such Je~ve, the course work to . be completed,
and the probabledateoftheemployee's.retumto duty.
B. Leave shall betor time req~ired~o complete the course. In no event shall any
leave. be..approved or granted underth.iSn.JJe<exqept where there are adequate,
unencumbered funds. available in the departmental budget Which are. sufficient to
cover the cost of such training.
c. In. the event the.. coursE! is r'ot successfully. completed, employees. granted leave
under this rule. shall reimburse the Oty. for ... one-half. the cost of such training
course.
D. If the employee leaves the City service within one (1) full year after completion of
such training, he/she shall reimburse the Oty for the total cost of such training
course if the Oty Manager requires.
City of Boynton Bead'l
Personnel Policy Manual
44
Effective Date: 03101/98
Revised Date: 080602
~ ,,"',"."e",,""""~""'''''''''~
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6 . Full tirn,eemployees. IfYho . have completed their one-year probation and who are not-union.
7 members areeligiqle to ~pply for tuition reimbursement. Part-time and temporary employees are
8 not er' o. receive tuition .assistance. Employees must maintain a minimum' rating of "meets
9 req\Ji 1,qr cpmparable rating in overall performance reviews in order to remain eligible for
10 tuition a tlce~ .
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V.PROFESSIONAl.DEVEI..OPMENT
02. Tuition Assistance
,.. ..... :::..' ':;
Bargaining Unit contra<;t articles covering. tuition reimbursement'.may or may not have the same
benefits as this policy.' . . . . .'
Employees. may rec~iv~ full details of the program and apply for reimbursement through the
Professional' DevelOPliTlent Department. .
Ernpl?y~sWhovoluntarily leave their employm~nt with tl)e CitY or are terminated ''for cause" will
~ 1"e91.1it~t?reimbUrsetheCity 1000/0()f tl1r tuiti()na~'~mcr..~e<:eivedduring the 12-month
periocl'priortotheitterminationdateranq 500.(0..9f thetI;JitiOrlia~istance. received during the 24
monthperiocl.prior to their termination date.
City of 6oynton6each
Pel'$Onnel Policy Manual
45
Effective Date: 03101/98
Revised Date: 080602
~"'. .~.
~...,,,,,.,",,,,,,,,._ ,..,.)\1 ,".. ...~
~ ~ .., .. p,"""".~~~!'ir,:.,\llll&
'.r _, ,.~~
oo,,,,~",,,,,,..,,,,,.y.,...,~.l.[1l.!,,'.,I.,.,.,~
~~~,~ ....~,..i'JI'
1
2 VI. PROFESSIONAL DEVELOPMENT
3
4 02. Tuition Assistance
5
6 Full time employees whoha"e completed their one-year. probation and whO are not-union
7 memb7rsare eligible to apply for tuition. reimbursement. Part-time and temporary employees are
8 not eH~ibletoreceive tuitionassi$tance. Employees JTll.Jst mcain~ina minil'11url,rating of "meets
9 requirements" Or comparable rating .in overallperformancer~vie'Ns in order torem~ineligil:>le for
1 0 tuition assistance. .
11
12 aargainingUnit contract artidescovering tuition reimbursement mayor may not have the. same
13 benefits as this . policy.
14
15 Employees may receive full d~tails of the program and apply for reimbursement through the
16 Professional. Development Department.
17
18 Employ~who voluntarily leave their employment with the City or are terminated "for cause" will
1.9 be required to reimburse the City 100% of the tuition assistance received during the 12-month
20 period prior to their termination date, and 50%. of the tuition assistance received during the 24
21 month period prior to their termination date.
22
City of Boynton Bead'l
Personnel Policy Manual
46
Effective Date: 03101/98
Revised Date: 04101102
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VI. DISCIPUNE
01. DisciplinaryActions
~~lii~\eoft;O~~iy~ss:~~mmitted to recruit, train, and retain, qualified employees who wiil
The ,suC:ity govemmentih providing quality and efficient public services directly correlates
with a e. employee conduct and performance. Employee behavi~r which is positive and
supportive of thE! goals of effective municipal management is fully encourageP..
When an employee's conductor performance is inconsistent with the needs and goals of the City,
disciplinary aaions. up to and including dismissal .can occur. Pl'09ressive discipline is. suggested
when circumstances support its use. In proper ca~s, dismissal may immediately'occur.
No employee shall. be disciplined or discharged without just cause..
1. Counseling and written reprimands should be . utilized as an element to motivate
empJoyees to choose behavior conducive to an indiVjdt;lal's growth, development and most
importantly, to insure the . successful operation of the City and its services. However, in
certain circumstances, punitive discipline actions will be neceS$ary. There is no "fixed
formula" for discipline, management reserv~. the rignt and prerogative to make
disciplinary decisions based on repeated occurrences of. varying incidents, past
performance, or severity of the incident.
2. Although progressive disciplinary ..actions are encouraged when circumstances support
such. use, the severity of misconduct and the circumstances shall determine the nature of
the discipline.
3. A number of factors should be considered in determining the appropriate level of discipline
to .be taken at each successive. step. Such factors may include time intervals between
offenses, effectiveness of prior disciplinary actions, insubordination, employee willingness
to improve, . overall work.performance and teamwork.
4. Certain misconduct is so contrary to the public interest that dismissal shall be the only
appropriate disdplinary measure.
5. The .Ievel of misconduct may differ in individual cases from apparently similar incidents.
The City retains the right to treat each occurrence on an indMdual basis without creating a
precedent for situations which may arise in the future. This case- by-case method is
designed to take indMdual circumstances and/or mitigating factors into account. These
provisions are not to be construed as a limitation upon the retained rights of the City, but
are to be used as a guide.
6. The failure of immediate supervisors to document and/or take disciplinary actions for
misconduct, or the failure to forward thE! completed disciplinary documents to Human
Resources, shall serve as grounds for disciplinary action.
~
City of Boynton aeach
personnel Policy Manual
47
Effective Date: 03101/98
Revised Date: 080602
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Examples of Misconduct
ThefoUo~i~g types of infractions, offenses, or misconduct shall represent employee
noncompliance with. . rules, regulations, policies, practices or. procl3Ciures of the City or the
Department, or. employee. wrongs or affE3pses which violate permissible behavio.r5 or are
SPecifically prohibited bylaw. . The listed rep$Ons are for informational purposes only and are not
meantto beexhaustive.Eachdi~iplinaryactipn shall be considered on a case-by-case basis. The
following . are examples of violppons . whic~.. shall result in discipline. and the progressive discipline
actions which may acc:ompa.nytheviolations:
Misconduct
1. Conduct unbecoming ofa City empl9yee. Conduct unbecoming a City Employee means:
Employee behavior .oractions on the part of the employee which hinder or jeopardize the
successful operation of the aty, undermine teamwork and cooperation among City
employees, or undermine the public confidence in the aty or its employees.
2. Violation or disregard of City's Safety policy .and Procedures including:
a. careless -use of vehicle or equipment
b.failure to use aU. safety restraints when. riding in or operating a aty vehicle;
c. failure to wear and/or use prescribed unifonns or equipment.
3. Abuse of Human Resources policies including, but not limited to:
a. abuse of sick leave privileges, sick leave pOlicy or excessive absenteeism
b. failure to notify Department and/or Human Resources of current address
and telephone number within ten (10) calendar days of change
c. faiture to report any outside employment.
4. Abuse of departmental procedures and work rules including:
a. failure to provide name and official .titleto any person requesting same
when performing work related duties
b. habitual extension of lunch periods or break period
c. habitually . late for work without valid reason
d. smoking. in prohibited areas
e. .unauthorized solicitation, posting of material, or non-productive behavior.
5. Documented failure.. of .~... supervisor to perform duties required of superviSOry employees
including recommending and/or taking disciplinary actions when necessary.
&OIE
This chart outlines the usual progression. for repeated. occurrences of misconduct. If serious
misconduct or extreme misconduct has occurred previously, there will be faster progressive
action.
City of Boynton Beach
Personnel Policy Manual
48
Effective Date: 03101/98
Revised Date: 080602
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OFFENSE TYPE
MISCONDUCT
1ST OCCURRENCE
COUNSEUNG
2ND OCCURRENce
WRITTEN REPRIMAND
3RD. OCCURRENCE
SUSPENSION
WITHOUT PAY OR
DISt'1ISSA.!..
Serious Misconduct
1.
Violqtion or disregard Of City's Safety policy and proced~resincli.Jdifl9:
a. continuced. misl.lse of equipment or negligence resulting in injury to self,
others, or damage to City equipmentgr property
hq~plrypote~tiaIlY hazardous to Iife,qt Property
unauthq,;;eci. use.. or IJnsafe operqtip~Of .City. property, equipment or
vehicle. .. . .
b.
c.
2.
Abuse ofHumanR.es()~rces policies including:
a. threat~niqga co-wo.rker 01" supervisor
b. useof'abusive la1"1guage to or-about an employee, co-worker, supervisor,
o~ t:I'l~pul;>lic::
c. il'1sut:)Ofdi~~tion,meariingt:l'le failure. to recognize or accept the authority of
a supervisor.
3.
Abuse of departrTlental procedures and work rules including:
a. sleeping on the job
b. absent Without callingin to department within one hour of shift start time
c. disrupting or hindering departmental operations
d. failure to. work required overtime assignments, special hours, special shifts
or unavailability during.. stand-by status
e. outside employment which conflicts, interferes .. or otherwise hampers the
performance of the employee in their City job
4.
INEFFICIENCY OR INCOMPETENCE
The. . ineffldency or in~petence in the performance of assigned duties may result in
demotion, or disciplinary action up to and inejuding.. termination. Examples of poor
perfOrmance shall include failure to: provide ~nsive, courteous, high quality customer
service or repeated failure to suppOrt team goals, and contribute to team success.
Employees who receive an OVERALL "Partially Meets Standards" or "Does Not Meet
Standards" evaluation (rating of lor 2) shall be given a follow-up evaluation within 60
days of the initial "Partially.standards" pI" "[)oeS Not Meet Standards" .evaluation. More
than one overall rating of "Below Standards" may subject . the employee to demotion or
City of Boynton Bead'l 49 Effective Oate: 03101/98
?ersonrwM ?oIicyManual ReviSed Oate: 08Qeo2
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disciplinary action> up to and including termination. It is the. responsibility of evef)'
employee to perfol11'l at a minimum level of "Meets Standards", as outlined in the
Incentive Pay System PoliCy';
The foHowingcrart; .OQt1ine~. the progressive discipline f~rthree. occurrences of serioQs misconduct.
If misconduct or serious misconduct has occurred previously, there will be faster progressive
action.
OFFENSE TYPE
SERIOUS
MISCONDUCT
1ST OCCURRENCE
WRITTEN REPRIMAND
OR SUSPENSION
WITHOUT PAY
2ND OCCURRENCE
SUSPENSION
WITHOUT PAY OR
DISMISSAL
3RD OCCURRENCE
DISMISSAL
9
Extreme Misconduct
1. Violation or disregard.of City's Safety policy and procedures including:
a. failure to report. an on-the-job injury or aCCident within 24 hours to
immediate supervisor
b. supervisor's failure to report an employee's on the job injury to Risk
Management within 24 hours and/or completion of necessary
documentation
c. fighting on the Job .or engaging in any intentional act which may inflict
bodily harm on anyone
d. operating a .City vehiqe or equipment without a. proper and valid driver's
license.
e. failure to report the revocation or suspension of a driver's license when
employment involves driving.
2. Abuse of Human ResourceS policies including, but not limited to:
a. possession of. a firearm or concealed weapon. on City property or while
performing official. City duties, without written . permission from Department
Director (excluding law enforcement officers)
b. gambting during work hours
suspension or revocation of any required job-related licenses or
certific:ations.
c. refusal to sign a disciplinary form
3. . Abuse.of departmental procedures.and work rules.induding:
a. unauthorized personal use of City equipment or funds
b. cOl1ductingperSonal and/or private business on City time; improper use of
City time for such activity
City of Boynton Beach
PerSonnel Policy Manual
50
Effective Date: 03/01/98
Revised Date: 080602
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i"'-''Wl]~~ ~.,~.,'t,.," ~, [~l.
c. falsifying attendance records
d. other department rules as communicated by director/supervisor.
4.
Illegal, I,Jnethical or improper acts including:
a. theft or removal of City property without proper autho.rizatibn
b. falsifying emplqYn;lent application or concealing information during pre-
employment screening or proce$5in~
soliciting pr ting n unauthorized fee or gift or failure to comply with
Chapt~rt12,'cla, t~s,
gi~ing ;" in[ ~i1ure: or refusal to fully cooperate or provide
fun" . 'in '.'. In City initiated investigations
po, u~ 'or ofillegalqrugs, alcohol or prescription medication
which' i ,the ~,' '~'s .performance on the job; or any confirmed
positiye, rug test
, 'on, qr LIse of,alcohol while on duty; or reporting to work under the
intl rce, 'Icphol
ref\J~1 pl"! . ", te, if offered, in a "drug/alcohol rehabilitation program
refu$Jl t' to a City required drug or alcohol test
. pong to falsify a City-ordered drug test
"s ,Sexual Hara~ent, policy through interaction with
or'a,member of ' the public
\ony (induding non-work related).
r---' '
c.
d.
e.
f.
g.
h.
i.
j.
vi
aop.
cdn~jctlori\!
k.
The following chart outlin~t;h~prO$ressivedisdPIir\efor tWO inQdents of extreme misconduct. If
misconduct or serious misconduct has occurred,previou~ly,therewill be faster progressive action.
OFFENSE TYPE
EXTREME
UNLAWFUL
MISCONDUcr
1ST OCCURRENCE
OR SU?PENSION
wtrHQUT PAY OR
:PlSMlSsAL
I.t<<:) OCCURRENCE
OISMISSAL
prt)Cedure for Disciplinary Action
1. When an immediate supervisor becomes aware of condusive evidence of the need for
employee discipline, he/she. becomes responsible and shall investigate the circumstances
of the misconduct, ;orlack of performance, prior to deciding upon the type of disciplinary
action to be recommended or taken. Documentation of the discipline investigation or of
the conduct shall be required on the part of the immediate. supervisor in order to establish
appropriate records. Human Resources will be available to assist in such investigations. In
cases. where investigations of. a more substantial nature are. required, the following types
of administrative review shall be administered.
City of Boynton Beacn
personnel Policy Manual
51
Elfedive Date: 03101/98
Revised Dat$: 080602
=0
, _'I!'_'F~,!!",
w "_~1il!~_~k,_'~7T,,",,Jl<J'\~"M"_'~"'l'h~_~
.<"" "
,y,___!r~~"",.
.~'": ':'~ "1"".."""""".~. ~...l ,II!~
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a. Aril'Tlini~~ti\JE' R~Vil7w' Investigations of non-criminal yiolations conducted
intheabsen~e qf immediate or conclusiveevi(j~nceinvolving any City
emploYee, with the exception of Police. D~partmentemployees. . These
investigations shaH be conducted by theOepartm~nt Director and Human
Resources, who shall. obtain . all sufficient information, including
documentation and/or sworn statements,inorder>to determine the
n~~ity or level of disciplinary action. Human ResourcesshaUassurne
r~$porsjbility for acquiring any necessary.swomstatements. Administrative
investigations shall be conducted expeditiously..
b. Gri""ipel Jnyesti~'3tion'i' Investigations conqucted'1hencriminal violations
are.reportedly.committed by any employee.of the City. These investigations
shall be conducted by the Ponce Department, in. collaboration with the
Department Director of the involved emploYE!e'
2. In instances where an investigation of serious, unlawful or other extreme misconduct is
necessary, administrative and/or criminal investigations shall be conducted prior to the
effective date.
3. 1'he.irnmediate supervisor may initiate a three day or less suspension with pay to afford a
supervisor the opportunity to investigate. an alleged incident or misconduct in the absence
of the employee. Suspensions of more than three days require the approval of the Human
Resources Qirector.1'his practice may also be used in the event that alleged misconduct is
severe but unproven. 1'he immediate supervisor shall immediately notify the Department
Director and HumarlResources after the suspension is issued, so that the matter can be
inve$tigated at once.
4. A recommendation .for dlsciplinary action may result from the findings of an investigation.
If disciplinary measures are not recommended after the investigation, the suspension with
pay period shall.not be construed as disciplinary in nature. A document confirming a
favorable.determination as to the matter should be made a part. of the employee's record.
Types of Disciplinary Action:
A. COnnCAI'...1 . - Consists of the immediate supervisor warning the employee to
correct. or improve performance, work habits,. or behavior, and counseling the
employee. on' improvements expected. Counseling ...serves. as. a warning against
further repetition of employee behavior. Future violations will result in discipline
up to andinduding termination.
A Counseling Memorandum should be.completed by the immediate supervisor.
1'he employee shall be required to sign the form signifying that he/she has read
and discussed. the contents with the supervisor.
Th~ CounseliOQ M@morandum c;hqll b@. forward@d to. Human R@sourr~s .Eor.
City of Boynton Beach 52 Effective Date: 03101/98
Personl'lelPOIicy Manual Revised Date: 080602
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retenti~n in the employee's records, with a copy provided to the employee. The
: su~rvlsor may request that the employee complete a written action plan to
correct the behavior. Employees may submit comments for indusion in the record.
,.. ',' "-'" ,.' .. ..', ",' -,' ," ", .,.....,..._"....,.'.. ..... .. .. ..
B.
pervisor issuing a written
its, or behavior. A written.
inddeot(s) of misconduct,
i~h require. improvemetlt;"
nich the employee must
fi,!tureviolations will result.
tibh. . . ·
Written reprimand!; shall be si
forwarded to Human, Resourc : (retention
'COpy,p~ovided to",theemployee.Employeesma
the record.' .,', .. " ," ., '."
o acknowledge receipt and,
rnployee's ~C)rds, with a
mit comments for inclusion. in
The employee may be required to complete a written plan for correction of the
bef:1avior. When the written reprimand contains a time frame for employee
improvement, a' follow-up discussion at the end, of the designated time period
should be ,conducted. This follow-up dlscussioniwill: Ji>rovide a specific opportunity
to review the employee'S improvement rel~tivE!: to · the discipline. Written
reprimands should be reflected on th~ ~mployeejs' ~rfOrmance evaluation along
with any noted improvements. .:'
Suspension Without. Pay - Consists. of an.en"lPloY~. being. prohibited from
retlirnin9 to :work until the> specified peq<?dof. Sqspeosion has passed or the
forf~iture of vacation time, .if agreed to by the en1pl~~ee. '
D. Suspensions without pay shaUbe.'useclwhen.aneM~loYeeisremOVed from the job
due to extreme misconduct or unlawful behavior,!Qr~hen instances of progressive
discipline support asuspens!on without pay fora~~ifief:J period of time. Any time
an employee is suspended for discipline, the suspetl~ionshall be without pay.
With the Written ..a-.athorization of the DepartJnentDirec;tor .and Human Resources ,
immediate supervisors have the . authority to . issue a sus~n$ion without pay for three
working. days or less.
Suspensions without pay beyond three working days require prior concurrence by Human
Resources, review by the City Attomey'sOffice and auth.orizati.on by the City Manager's
Office.
Employees being suspended without. pay shall be notified in writing by the immediate
supervisor. The written notification shall consist of. the reason for the action and. the
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duration of....the suspension without .pay. It shall also include a. statement that future
violations will result in .further disciplinary actions. up to and including termina.tion.
4. Employees. may. submit comments . fOr . inclusion in the record.. vyritten . notification of a
susp~:msion shan >be.iSignedbyth~suspendedemploYeeacknowle<.i9iIJ9. receipt of the
written.. notification"andfol'wardedtoHurpanResolJrces JorincllJsion in . the employee's
records, .. with Ct. cOpy. provide<.i to the employee., the Department Dire<;;tor,. and one to the
Finance Department for payroll purposes. -
E. DerTlotions~Jn t.h~~qntextdfthi~pplicy, demotion consists. of an employee being
involunt8rilyremovedfrpmhigher J~yelqlassification toalower level classification, with a
resultin9 decrea~insalary. Altmou9~ not limited to suctlinstances,.demotions may occur
in .. some cases. becaUse of an inapillty .to fulfill the duties. of the . higher level job in a
satiSfactory. manner; or ,~~iIlJre ta.c:pmAly with employment conditions, such as licensure
or certi~catiorh In addition, propatip~ary' emplOYees shall be subject to demotion without
theCitybeingreqlJi~tl!) state)l;re~~n. The probationary employee shall not have
access toanyappealprQ<:esswith r~ardi to the demotion.
ImrT1edi.atesupervisorsShould discuss .the potential dernotionof an employee with their
chain of command and the Hymap Resourc;es Depa~ent prior to a written
recommendation. for demotion.. The .~partment Director shall then submit the written
recqmmel'ldation . to the City Manage~through Human . Resqurces. Demotions require
concurrence from HUma['l Resourc~v reView by the CJtyAttomey's Office and authorization
frorhtheCily Manager prior to beingi effected.
Written notification of demotions shall 'be provided to the employee by the Department
Director. Such notices shallincludethe'final dec:ision, the reason(s) for the decision, the
employee's. new c1.assification titjel tl]le ~.1M. pay range. and pay rate,. and the effective date
of the demotion. Written. notificatiQl'1$. ~all. also indude that. future violations will result in
further disciplinary actions up to and in~uding termination of .empioyment.
,
All documentation ota. demotionshal~ be retained in the employee'S file in the Human
Resources Oepartment.A copy of.the rritten notification of demotion shall be forwarded
to Finandal Management for payroll purposes.
Employees may request a. demotion! to a lower level c1.assification voluntarily. Such
demotion $hall not be punitive. Emplpyees may submit comments for inclusion in the
record. .. Written . notification of .a .demo~on shall be signed by the. employee acknowledging
receipt of the written notification, and!forwarded to Human Resources for inclusion in the
employee's records.
Dismissal- Dismissal is..a result of. an emlployee's involuntary termination which severs the
employment relationship. Atsuchtim~. all. employee benefttscease, except as otherwise
provided by law.
City of Boynton Beach
Personnel Policy Manual
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Effective Oate: 03101/98
ReVised Date: 080602
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Immediate supervisors shall supply' thorough' dbcumentation ' and discuss
recommendations for an employee's dismissal, with their chain of command' and Human
R~$Ources. Upon r~eiving a,written r,ecommendation frpmthe s!Jpervisor, the Department
Ot ,or shall sl:ibmlt.the ,documentatipn t urces.' .' Is shall be effected
, . ' '.the concurrence of liumanRe ewbyfhitofne~ls Office and'
authonzation, by the City Manager. ' ,
A written notice of recommended termination shall be given to the employee in person,
However, after two unsuccessful attempts to ideliver the notification, then the notice shall
be sent via U.S. mail to the most recent ;?~dress on record; in th~, Hum~n Resources file.
The r~ommendation shall indude the folloWiBg infon:nation: ' "
1. TheUl1derlying reasons for the recommen~E!d termination.
I ' , .r .,'
2. Documentation upon which the'/()~p~rtm~nt !pl~or relied iMformulating said
recommendation.
3. An explanatiOhOf his/her rights to request a Predeterminatjon Hearing prior to termination
taking effec:tand,the fact that the decision of tI1e City Manager shall be final.
Thedismissal~ommendationand the City Managel"sfinaldecision shall be placed in the
employ~'sHuman Resources file, and acopys~allbe forwarded tQ the employee and
hiS/her [)epartment Director. Employees may submit comments forindusion in their
Human . Resources file.
probcltior)arY7mploy~WhO have hot successfully completed the established probationary
period shall be subject to dismissal 'WitMout cause,. after review by Human Resources.
At the time .of dismissal, employees are. required to surrender to their Department Director
or desigmee, allOtypropertY whiCh may be ,in their possession or custody and all other
conditions for termination must be complied with prior to issuance of fi"alcheck.
Right to Predeterminatjon Hearing
Prior to the effective date of any suspehsion withOut pay, or a termination, the City
shall conduct.a. predetern'lination ;hearing. The predetermination hearing shall be conducted by
the Human..ResourcesDirector and the City Manager's designee
The employee shall be provided with reasonable notice of the predeterminati()n hearing date and
of the char~e$ which are . the grounds Jor the disciplinary action. The employee may be
accompanied and .a~isted .at the predetermination hearing by a representative; or his or her
choice. Prior to or at the inception of the hearing the City shandisclose~r explain the City's
evidence. The employee shall be afforded the opportunity to present information in defense. or
mitigation to the charges brought against the employee. Following. th.e predetermination hearing
City of BoyntorrBeach 55 Effective Date: 03101/98
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and. any further inv~gationinto. issues. raised by the employee in defense or mitigation of the
charges, the Human Resources Qirector and the City Mana~er'sdE:!signeeshallsustain,>reverse, or
modify the (jisciplinary action and . give the employee written notice of their action and at the same
time establish the suspension or termination date(s) if appropriate.
EmplQyeeAppeals
1. Probationary employees shall not have the right to appeal any type of disciplinary action.
2. Regular employees may respond to discipline. actions of counseling, written reprimand and
suspensions with or without pay, of less than our (4) workdays, or demotions, by
requesting>administrative review by the Human Resources Director. Such request shall be
made within ten (10) calendar days of the imposition of the discipline. The Human
Resources Director shall. review the disciplinary action. in question and shall either sustain,
reverse, or modify the disciplinary action. The Human Resources Director's disposition
shall be made within thirty (30) days of the employees request for review. The Human
Resources Director's disposition is final and not subject to further review.
3. Regular employees have the right to binding arbitration of. any suspensions without pay of,
five days or greater, or dismissals by requesting binding arbitration within ten (10)
business days of the employee's receipt of formal notification of recommended suspension
or dismissal.
4. The City and the employee may waive the selection process by mutually agreeing to the
appointment of an .arbitrator. If there is no waiver the City shall request a panel of five
arbitrators from the American Arbitration Association or the Federal Mediation and
Reconciliation Association within ten (10) days of a request for arbitration. The City and
the employee shall altemately strike one name, until one name remains and that individual
shall be designated as the arbitrator.
5. The arbitration $hall be scheduled within forty-five (45) days of the date of appointment of
the arbitrator. COntinuances shall not be granted except for good cause and in any event,
not more than. one continuance shall be granted to either the employee or the City.
6. The decision of the arbitrator shall be made within twenty (20) days following the close of
the arbitration or. submission of. written briefs, whichever .occurs last.
7. The decision of the arbitrator is binding and final.
8. The arbitrator may not modify the discipline but shall either sustain or reverse the
discipline.
City of Boynton Beach
Personnel Polley Manual
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Effective Oate: 03101/98
Revised Date: 080602
1 9.
2
3
The arbiP"ator's <;harges,including fees and costs shall be divided and paid equally by the
parties to the a.rbitration. Each party. shall be responsible for their own attorney fees, if any.
City of Boynton Beach
Personnel Policy Manual
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EffediveDate: 03101198
ReVised Date: 080602
1 VI. DlSCIPUNE
2
3 02. Formal Grievances
4
5 The. <:ity ~ha.U .striye. tllan~<:ipateand avoid occurrence ,of valid complaints or. grievances, and to
6 dealpromptlywithianywhich may arise' .. E)(ceptwhEarethere is.an acceptable reason for not doing
7 so, all matters of thisn~ture will be handled and transmitted through supervisors in the following
8 order, according to the department's chain of command:
9
10 Immediate.. Supervisor
11 Dep~rtment Director
12 Human Resources Directoror his/her designee
13
14 The primary purpose of this grievance procedure is to determine What is right rather than who is
15 right. Free discussion ~tween employees and supervisors will lead to better understanding by
16 both practices, policies. and proc~ures which affect employees. Discussion will serve to identify
17 and help eliminate conqitions thatmay cause misunderstandings and, grievances. This purpose is
18 defeated if a spirit ot.!:or'lflictenters .into ithe consideration of a grievance. Supervisors and
19 employees alike must ~ogni~e the trueplJrpose of the grievance procedure if it is to be of value
20 in promoting the. well-~ingofthe aty.
21
22 Director shall establish rules. fOftl'te processing of grievances. Rules may be amended from time
23 to 'time, but should hav~ ~s their obj~vethe prompt and efficient disposition of a grievance.
24 Grievances are to be initiated by employee within ten (10) days of the event giving rise to the
25 grievance, or the grievan(:e is waived. Once initiated the time sequence for review and response
26 to .the employee shoQld .. not exceed twenty (20) working days. The decision of the Human
27 Resources Director regarding disposition of the grievance is binding and not subject to further
28 review.
29
30
City of Boynton Beach
Personnel POlicy Manual
58
effective Date: 03101'98
Revised Date: 080602
1 VII. ..RE$IG"A1l0N lTER.MINATlON
2
3 01. Resignation/Termination
4
5 A.nY~rnRIQy~~i~mip9.~()I~~~~<.~<:it:y..P9Siti9rrjn9~stc!n~i?9'....rTlust..ftl~.. with his/her Qepar'tment
6h~i:\d,~t,l~a~~o.V'lee~~f()r~J~~ving,a ..writl:~1"I re$i9ni:\ti9r\....~tingtf1e. datetfieresignatjon .,.i5
7 to be effective i:\ndtherei:\son for leaving. . .
8
9 Departrl1ent ,tteads shall.. .forward the. notice . ,of fesi$Jl"lation . and . a.completed. pel"SOnnel
1.0 Authorization formto the Human Resources Director imlTlediately upon receiving there5ignation.
11
12 Unauthori;zed absence from work (failure to meet tneasSignecischedule and/or failure to notify
13 the department as reqljirecl)fqr i:\ period of three (3) consecutive. working. days may be
14 conside~ by the CIty as.a r~igna~()n.
15
16 Termination Pay
17
18 There is no termination or seve~nce.pay/. except payment for actumulated sick and vacation time
19 as otherwise provided herein.
20
21 Some individual letters of appointment may indude termination pay provisions.
22
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Per$Ol'lnel Policy Manual
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Effeet\VeOate: 03101/98
Revised Date: 080602
1 VII. RESIGNAttON !TERMINA1l0N
2
3 O.2.Lay-Off
4
5 The City Manager maylayoffanvsegularernploYee 'Nhenever such action is made necessary by
6 reason of shortage of wOrl<.?r funds, theaboHshmentofaposition or..becau~ofchanges. in
7 organization; however, .no regular employee .shall be . laid off while there are tern porq ry; or
8 probatio~ary employees sel"Vipg jn the~me positiorr for which the regular employee is eligible
9 and.available.
10
11 Whenever the layoff of one .or moreemploy~sshallbeComenecessary the CitYManage~ shall
12 notify the Human Resources Pi rector, at least ten (10) days in advance of the intended action and
13 the reasons therefore.
14
15 The Human Resource Director shall fumishthe aty Manager with the names of the employees to
16 be laid off in the order in which such layoff shaUocaur. The order of layoff shall. be in reverse
17 order of total continuous time served.
18
19 Temporary and probationary employees shall be laid off, in that order prior to layoff of regular
20 employees.
21
22
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Personnel Policy Manual
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Effective Date: 03101/98
ReVised Date: 080602
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46 DISMISSAL shall mean the discharge of an employee from his/her or her position with the City.
47 . The terms terminatiOn and dismissal are interchangeable.
VIII. APPENDIX
DEFINmONS
The .following words and terms shall have the meaning indicated unless the context clearly
indicates otherwise:
ADMINl~ I AA11VE REVIEW means review of a minor Human Resources action by the Human
Re~urces .Director. Minor Human Resources action includes verbal counselingf written counseling
m~01os, '~eprimQnds, suspensions with pay, demotions, and suspension without pay of less than
fivei (5) d~ys. . , .
ALLOCATE! shall mean the act of assigning each, position to its proper class.
ANNIVERSARY DATE shall mean an employee's date of hire or re-hire, whichever is later.
APPEAL shall mean a request for binding arbitration.
ARB~,.OR shall mean a neutral inqividual appointed using the procedure set forth in these
policieS. '
BINDING ARBITRATION shall mean a process that ends with a decision of the arbitl'ator which is
final and'binding on the employee,. management and the City Commission.
CERTIFY shall mean the act of the Human Resources Director in supplying a department head
with the names of applicants who are eligible for appointmentto a position.
CLASS shall mean a position or group of positions having similar duties and responsibilities,
requiring similar qualifications, which can be properly designated bya title indicative of the nature
of work and which cany the same range.
COMPENSATORY TIME shall mean time taken off in lieu of overtime pay for hours worked in
excess of the maximum for the (non-exempt) employee's work period as set forth in the FLSA.
CONTINUOUS SERVICE shall mean employment which is uninterrupted.
CONTRACT eMPLOYEE shall mean an employee under an individual employment contract or a
collectiVe bargaining agreement
DEMOTION shall mean the assignment of an employee to a position in a lower class having a
lower maximum salary than the position from which the assignment is made.
DEPARTMENT shall mean operating Department, unless specifically referred to as Human
Resources. Department.
City of Boynton Beach
Personnel policy Manual
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Effective Date: 03101/98
Revised Date: 080602
1
2 EUGIBLE shall mean a person Ii~ed on the active employment list.
3
4 EMPLOYM.ENT UST. shall mean a list of persons who have been found qualified .for appointment
5 to a.position.in a particular class.
6
7 EEOC shall rneanthe .Equal..Employment.Opportunity. Commission.
8
9 EXAMINATION. shall mean.any selection instrument used to measure. the relative. knowledge,
10 skills, .. and abilities. for. candidates competing for positions which may include evaluations of
11 training and experience,. performance tests, oral interview, written tests, evaluations of
12 performance appraisals, etc.
13
14 FUl.L-TIME.EMPLOYEE shall mean an.employee who is scheduled to work a minimum of 36 hours
15 per week.
16
17 GRIEVANCE shall mean formal notice of dissatisfaction by an employee with permanent status
18 who feels they have been unjustly treated in cases involving employment conditions.
19
20 JOB TITLE shall mean. a definite descriptive designation for a job dassification.
21
22 LAYOFF shall mean the dismissal from employment because of shortage of work or funds, or
23 because of changes in the organization.
24
25 NON..cONTRACT EMPLOYEE means any employee who is not employed under an individual
26 employment contract or covered by a collective bargaining agreement.
27
28 OVERTIME PAY shall mean pay for overtime worked in excess of employees normal work week.
29
30 PAY RANGE shall. mean a salary range established by the aty Commission with a minimum and
31 maximum base salary.
32
33 PART..TIME EMPLOYEE shall mean an employee who is scheduled to work less than 36 hours per
34 week.
35
36 POSmON . shall mean a group of duties assigned to one person or job.
37
38 PROBATIONARY EMPLOYEES shall mean any employee who is serving in a new position either by
39 appointment, promotion, demotion, or reclassification, and has been advised, in writing, that
40 he/she has successfully completed his/her probationary period.
41
42 PROBATIONARY PERIOD shaH mean a period of twelve (12) months. An employee who fails to
43 meet $tandal'dsduring the probationary period is subject to discharg.e, demotion, or suspension
44 without warning or statement of cause.
45
46 PROMOTION shall mean the assignment of an employee to a. position in a higher class having a
47 higher maximum salary than the. position from which assignment is made.
48
City of Boynton Beach
Personnel POlicy Manual
62
Effective Date: 03101/98
Revised Date: 080602
1 REc;l,JLAR EMPLO,(~EShallmean an employee .whohas achieved permanent status. after
2 completingaprobationaryp~rj&:l. .
3
4 SUSPENSION shall mean the separation with or without pay of an employee fora period of time.
5
6 ~MPOR..A.R,,(EMP~RYER $rallrr~ap. an emplOYee.. hOlding.a ..po$It:i6n.. other than regular full-time or
7 part-time,Forasp~iti~dperio.Qoftim~,.
8
9 ~t4PORAR'(POSrnONshalr m~anallpositions . that are . not designated regular.
10
11 1"Et{MXNA'J"XQN~h~ltI"OEeal1ttleqi~harge of an employee from his or herp<>Sition with the City .
12 Th~termstel"TTlil1latiOI'land dismis~lare interchclOgeabl.e. ..
13
14 UNION.EMPl,.OVee<$hall mean an. emploYee within a certiti.ed bargaining unit and covered by a
15 coUe<:tive bargaining agreement.
16
17 VACANCf shall mean a position existing or newly created, which is not occupied.
18
19
20
21
22
City of Boynton Beach
Personnel Policy Manual
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Effective Date: 03101/98
Revised Date: 080602
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2
3
4
5
6
7
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10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
INDEX
ADA, 12
Administrative Review, 52, 61
Americans with Disabilities Act, 12
Anniversary Date, 61
Appeal, 61
Application for Employment, 15
Arbitrator, 56, 61, 16, 3, 63
Benefit Information, 21
Binding Arbitration, 56, 61
Bonus Days, 35
Bonus Awards, 29
Callback, 25
Certify, 61, 3, 4, 14, 23
City Manager, 4
City Manager Incentive Program, 30
Class, 61.
C(j)mp~5sionate Leave, 37
Pay Plan, 23
Gqmpensatory Time, 26, 61
Continw()us Service, 61
~ontra~ Employee, 3, 14, 23, 61
Counseling, 52
QQunseling Memorandum, 52
Criminal'Investigation, 52
Oem tion, 54, 61
t)e '. tions, 27
gep , ,ent, 61
, ' ~lity, 36
:Ii"ary Action, 11,47, 51
....1, 49, 50, 51, 54, 61
. . ::Plan Participants, 42
lD,rug ~nd Alcohol, 11
~p, 11
e .~ 62
~. , ',\Je Date of Polices, 13
~, lole, 62
qm~tg~ncy Contact, 21
S",plQvee Appeals, 56
E1mli>'~vee Assistance Program, 11
~mpl~yee Files, 21
em~1 yee Technical Certification, 46
ElT1p y~ Types, 14
6mp yrnent, 6, 15
,~h't~. ' ent Ust, 62
a~ '':' ,ent of Relatives 19
dltY6fl~ton Beach
Re~~el Policy Manual
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50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
64
Employment Opportunity, 15
Equal Employment Opportunity, 6
Examination, 62
Extreme Misconduct, 50
Fair Labor Standards Act, 26
Family and Medical Leave, 40
Finance Department, 18, 36
Florida Public Records Law, 21
Full-Time Employee, 62,
Grievance, 62
Grievances, 58
Harassment, .7, 51
Holiday, 33
Holidays, 31
Hours of Work, 20
Human Resources Director, 4
Immediate Family, 11, 19
Incentive, 30
Incentive Pay System, 28, 50
Job Title, 62
Jury Duty, 36
Layoff, 62
Lay-off, 60
Leave With Pay, 36
Leave wIthout Pay, 8, 39
Lett~r.ofAPpointment" 14
Long ity, 41
Lo.rn ,itySenefits, 41
M '. " Information, 21, 17
, ' " Leave, 36
Mi,n~~d, 47, 48, SO, 51, 53
Non+Con~ct Employee, 14,62
On<aU, ,25
o .'r9l1ment, 13
Om 'po Program, 18
~ ~I 24, 62
,e ,Employee, 62
S~, 17, 54, 62
~1 Administration, 4
tl, Information, 21
~ 62
, . ination Hearing, 55
,45
ary Employees, 56, 62
'na. Period 22 28 55 62
Effective Date: 03101/98
Revisecl Date: 080602
1
2
3
4
-5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
Professional Development, 44, 45
Promotion, 62
Public Records Law, 21
Recruitment and Selection, 15
R~ular Employee,. 56,p3
Resign I 59
Restrl .. Leave, 34
,e Workplace, 10
36
pensation,36
mand, 49, 50, 53
ies, 32, 34
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persortnel Policy Manual
65
Effective Date: 03101198
Revised qate: 080602