Handbook

Employees Handbook

INDEX

ARTICLE I
Definitions

ARTICLE II
Recruitment	Application	Screening
Selection	Employment Preference	Nepotism Policy
At Will Employees	Probationary	Orientation
	Performance Evaluations

ARTICLE III
Working Hours	Overtime	Use of Comp Time
Outside Employment	Political Activity	Time Cards
Residency	Driver License	General Safety
Drug Testing Policy

THIS HANDBOOK, AND ITS DISCUSSION OF ORGANIZATIONAL PRINCIPLES IS ONLY TO SERVE AS A GUIDE. THESE CONCEPTS SHOULD NOT BE BLINDLY FOLLOWED. THE APPLICATION OF GOOD JUDGMENT AND COMMON SENSE, AND MODIFICATION OF THESE CONCEPTS TO FIT THE PARTICULAR CONDITIONS OF THE CITY'S PERSONNEL CAPABILITIES WILL STILL BE REQUIRED.

Approved Sept. 16, 1997

ARTICLE I

Definitions

Administrator - of this handbook is the Mayor.

Supervisor - Appointed by the Mayor and directly responsible to the Mayor.

The words and terms used in this Section shall have, unless otherwise defined, the following meaning within reason:

Anniversary Date: first date an employee reports to work. Index

Hiring Authority: Refers to the mayor or person designated to authorize any personnel action.

Compensation: Refers to all forms of valuable considerations, including wages and fringe benefits earned by or paid to any employee by reason of service in a position with the City.

Policy: The Dir. of Utilities & Safety, Chief of Police, City Clerk and City Treasurer shall have the right to make departmental policy and procedures.

Demotion: The change of an employee to a lower position and/or lower salary range.

Employee: A person legally holding a position with the City. Index

Employment: Refers to the designation of a person, by prescribed procedures, as an employee.

Entrance Pay Rate: The minimum rate in the pay range prescribed for a job classification or grade.

Grievance: A misunderstanding or disagreement between an employee and a supervisor or co-worker that relates to working conditions, established policy, benefits, and/or compensation, or discrimination.

Immediate Family: (This applies only to Emergency Leave and Sick.) Relatives by blood or by marriage including wife, husband, children, parents, grandchildren, grandparents, brothers, sisters, nephews, nieces, aunts, uncles, brothers-in-law, sisters-in-law, daughters-in-law, sons-in-law and parents-in-law.

Comp. Time: Time off from work in lieu of monetary payment for overtime.

Essential Job Function: Those functions that would have to be performed with or without reasonable accommodation, in order to be considered qualified for a given position. Index

1. Recruitment

All vacancies for positions shall be published by posting announcements on official bulletin boards and in other places and through such media as appropriate to attract any or all qualified applicants without regard to race, creed, sex, age, handicap or national origin. The announcement shall specify the title, the time, place and method of making application, and other pertinent information. Index

2. Application

Application for job vacancies shall be made on standardized forms to be provided by the City. Application forms of accepted applicants will become a permanent part of the employee's personnel file. Application will be kept one year once a job opening is filled. Master file will be kept by the City Clerk.

3. Screening

A routine background investigation shall be conducted prior to employment.

4. Selection

It shall be the responsibility of the Hiring Authority to select the best qualified applicant for the position as determined by the entire selection process. Index

5. Employment Preference

Residents of the City shall be given first consideration, provided they are otherwise equally qualified for position vacancies. In certain cases, where employment necessity requires, employees may be required to reside within 15 minutes from where you report to work, either upon employment or within a specified period of time following employment. The City will require a pre-employment physical at the employee's expense.

6. Nepotism Policy

No Department Head shall employ a blood relative of a Department Head or a City Elected Official, in a full time capacity, who shall work under his supervision unless approved by the City Council. Index

7. At Will Employees

All Seasonal and part time employees shall be At Will employees may be hired from current active applications on file with the City. Normal procedures used for filling permanent positions may waived. At Will employees will not be eligible for the normal fringe benefits and shall only receive those benefits prescribed by law; i.e., Social Security and Worker's Compensation.

8. Probationary

Full-time positions are considered probation for the first 12 months of their employment.

9. Orientation

Supervisors shall be responsible for providing orientation to new employees. Index

10. Performance Evaluations

All permanent and probationary City employees shall receive a written performance evaluation prepared by their supervisor, at least once a year. Evaluations shall be based on the job duties and responsibilities of the employee's position as described in their job description. It shall set forth areas for improvement and all aspects of job performance. All evaluations will be discussed with the employee by the supervisor and signed by the employee. A copy will be maintained in the personnel file. These evaluations shall provide the basis for merit pay increases, promotion or disciplinary action.

ARTICLE III

CONDITIONS OF EMPLOYMENT

1. Working Hours

For the purpose of payroll, working hours are Thursday through Wednesday for 14 days. Index

2. Overtime

The City complies with the provisions of the Fair Labor Standards Act (FLSA) which sets minimum wage, overtime pay, equal pay and child labor standards.

The following positions are exempt: All salaried employees, part time and seasonal personnel including cemetery, pool, parks and golf course employees.

Exempt employees, because of position, may be expected to work additional hours over the normal 40 hours per week when the need arises. Exempt employees may be granted compensatory time on an hour for hour basis for extra time worked when work is deemed outside the employees normal job description to be determined by supervisor.

Reasonable overtime may be required of employees. The performance of such overtime shall be scheduled at the discretion of the appropriate Supervisor. In most cases, non-supervisory classified employees who work more than their regularly scheduled forth (40) hours per week shall be eligible for overtime compensation as required by law. In the event the supervisor is requesting comp time the same shall be determined by the Mayor. Index

3. Use of Compensatory Time Off in Lieu of Immediate Overtime Pay in Cash

This policy establishes the rules and procedures governing overtime, the payment of overtime or compensatory time off in lieu of immediate overtime pay in cash. The purpose of this policy is to constitute an agreement or understanding between the City of Torrington and the employees prior to the performance of overtime work. This policy is a requirement of the Fair Labor Standards Amendments of 1985 (FLSA)(Public Law 99-150) dated November 13, 1985, or the latest adopted version.

Overtime and overtime pay pertain only to full-time employees who are on an hourly rate of pay. Those employees who are salaried and classified as supervisor on their job descriptions are exempt from overtime provisions. All over time should be pre-approved by supervisor before it is worked. Employees may elect comp time at the rate of 1 � hour per over time hour worked rather than wages with prior approval of their supervisor.

Employees may, at their own option, undertake employment for the City of Torrington on an occasional or sporadic basis in a part-time job in a different capacity than their regular employment. The hours of work in the different job shall not be counted as hours worked for overtime pay purposes on the regular job.(Approved by the City Council on 3-18-86.) Index

4. Outside Employment

Any outside employment engaged in by a City employee must not interfere with or adversely affect the employee's responsibilities with the City. All employees shall be required to notify their Supervisor prior to the acceptance of outside employment and its nature. If, in the event, extra or overtime duty may be necessary, such shall take precedence over outside employment. Index

5. Political Activity

Political beliefs, activities and affiliation shall be a private matter of the employees of the City. No employee nor applicant for a vacant position shall be required to divulge political beliefs as a requirement of employment; nor shall any employee or applicant be required to participate in or make contributions to political parties or groups.

No City employee shall take part in any election held for the purpose of electing the Mayor, member of the City Council, or other elective municipal office of the City, except for the casting of an individual ballot. No employee shall be a candidate for the office of Mayor or City Council. Any employee desiring to hold such office shall resign from City employment upon filing for office.

Political activity on the national, state or county level is unrestricted, except that any employee desiring to hold such office shall refrain from any campaign activity while on duty. The state level includes any governmental subdivision of the state, except the City. Index

6. Time Cards

All employees will complete time and labor distribution cards. It is their responsibility that the total time shown or each day be in agreement with their scheduled time. The use of time clocks will be at the discretion of the individual supervisor.

7. Residency

Within six months after appointment or recruitment, employees are required to reside within 15 minutes of location where he/she is to report to work. Index

8. Driver License Required

Employees who have "Driving Required" listed in their job descriptions are required to have a valid drivers license. Any employee having his/her license revoked/suspended, or any reason, shall be required to take a leave of absence for the revocation/suspension period (up to 90 calendar days). The employee shall use earned vacation or A.T. days for the revocation/suspension period. If the employee has used his/her vacation or A.T. time, the entire leave shall be without pay. The leave of absence shall not prevent the City from terminating the employee for cause. Each case will be evaluated upon its own circumstance by the employee�s supervisor.

If the revocation/suspension period is more than 90 days, the employee shall be terminated, however, all rights of appeal held within the handbook shall be granted. Index

(Adopted 3-20-90)

9. General Safety Statement

The City of Torrington is very much concerned with accidents that often result in injuries to our employees. Accidents can cause untold suffering and financial loss to our employees and their families. The time lost from jobs, medical expenses and compensation payments drain dollars away from much needed services and programs. Accidents do not have to be a part of our working world.

The City recognizes its obligation to provide the safest possible working conditions for its employees and, in the event of an accident to provide prompt first-aid and medical care to minimize personal injures. This requires a safety program whereby 1. our employees will be provided proper safety equipment and instruction; 2. there work practices will be frequently reviewed; 3. most important, each employee shall be required to fulfill their job duties in a safe and reasonable manner. 4. Each employee part time or full time shall complete an accident form and file the same with the City Clerk within 15 days of date of accident. Index

10. Drug Testing Policy

It is hereby made a condition of employment that all employees of the City of Torrington be free from drug dependence, illegal drug use, drug abuse or other substance abuse, and that employees be required to submit to drug and/or blood alcohol testing under the following circumstances:

All employees for reasonable suspicion during working hours.

All applicants for position with the City of Torrington.

All employees when operating a department vehicle and are involved in an accident where there is major damage or minor injury and there is reasonable suspicion on the part of the on-scene Supervisor to believe that the employee is under the influence of drugs and/or alcohol.

All employees when operating a department vehicle and are involved in an accident where there is critical injury or death.

All sworn Police employees who have discharged a firearm accidentally or intentionally, except at an approved firing range shoot, and there is reasonable suspicion on the part of the on-scene Supervisor to believe that the employee is under the influence of drugs and/or alcohol.

All sworn Police employees who have discharged a firearm accidentally or intentionally and have caused injury or death to a human.

Submission to drug testing shall include compliance with all testing requirements set forth in this policy.

City employees shall not ingest, inhale, inject or otherwise take any narcotics or controlled substances unless same have been prescribed for the employee for medical purposes by a person licensed to practice medicine or prescribe medication. Pursuant to this policy, any employee for whom such medication has been so prescribed shall, when reporting for duty, notify his/her immediate Supervisor of what the drug is, duration of intake and any possible side effects. Failure to give such notification may be cause for disciplinary action against the employee including termination.

Any employee who fails or refuses to submit to a drug or blood alcohol test under the circumstances, terms and conditions set forth in this policy shall be subject to disciplinary action, up to and including dismissal. Any employee who does submit to drug or blood alcohol testing pursuant to the circumstances, terms and conditions of this policy, and whose confirmatory drug test or blood alcohol test indicates a positive result, shall be subject to disciplinary action, up to and including dismissal.

This policy has been enacted to insure that: All employees are fit for duty. All employees are made aware to the department drug testing policy. Index

Drug Testing follows an established written policy and procedure.

Drug Testing Based Upon Reasonable Suspicion

Any Supervisor who has a reasonable suspicion that another employee is using drugs or controlled substances shall immediately advise the employee of the basis for the reasonable suspicion and order the employee to take a drug test.

Searches of Property

All property belonging to the City of Torrington is subject to inspection at any time without notice as there is no expectation of privacy. Property Includes, but is not limited to, Police owned vehicles, desks, containers, files and storage lockers (locked or unlocked).

Searches for the purpose of securing evidence to be used in an administrative investigation or hearing can be initiated by the supervisor or his designee. Any employee who has a reasonable suspicion that another employee is using drugs or controlled substances shall immediately report the facts and circumstances which form the basis for the suspicion to the supervisor or their designee at that time. If that supervisor concurs that reasonable suspicion of drug or controlled substance use by the employee exists, the employee shall be immediately advised of the basis for the reasonable suspicion and be ordered to take a drug test.

The person ordering an employee to submit to a drug test shall prepare a report setting forth the specific facts and reasons which form the basis for the reasonable suspicion that led to the order for testing. The report shall be forwarded up the chain of command ultimately being brought to the attention of the Mayor. Strict confidentiality shall be maintained at all levels in the chain of command regarding the incident. Index

Test Procedures

a) Overview

It is essential when a specimen is obtained that all circumstances are free of any suspicion which could nullify the validity of a drug test at a later time. The environment must be clean, neutral and secure to assure a valid test. Locations have been provided to meet these criteria and to fit the various circumstances of times and reasons a test is to be required.

b) The Drug Test Kit

Kits are provided by the drug testing company and will be made available at specimen collection locations. Should a circumstance exist that a kit is not available at a particular location, it will be necessary for the Supervisor or his designee to secure one from the contractual lab. Index

c) Tests for Cause or Reasonable Suspicion

The employee must be informed by his/her Supervisor of intent to order a drug test performed.

From the time the employee is informed until a specimen is secured, the Supervisor must stay with the employee or ensure that the employee is in a secure location.

A cursory search of the employee will be preformed by a police officer (i.e., empty pockets, outside pat-down, etc.)

A search of the employee's assigned vehicle, if applicable, will be conducted by the Torrington Police Dept.

The Supervisor will transport the employee to a specimen collection location unless the employee is injured and non-ambulatory.

Unless exigent circumstances exist, a urine specimen will be collected for urinalysis.

An example of an exigent circumstance would be injury which renders the employee incapable of providing a urine sample, at which time a blood specimen will be collected.

Once the specimen is obtained, it is to be sealed and custodial procedures followed.

Should the employee desire another test separate from that which is ordered, the same procedures for collection apply.

The specimen will be rendered at the same time as the ordered test.

Duplicate tests will be at the employee's expense. Index

d) Supervisors Documentation

It is essential that the Supervisor thoroughly articulates the reason(s) a drug test was ordered.

Included with his/her report must be copies of all forms contained with the test kit.

OUT-OF-City TRAVEL

Employees authorized to travel out-of-City on City business are expected to utilize the most cost effective travel arrangements. Travel on City business outside of the Torrington area and the State of Wyoming will require pre-authorization form be completed by the Mayor, or supervisor.

Employees traveling by automobile, on City business, are encouraged to utilize a City-owned vehicle when one is available. If a personal vehicle is utilized for City business on out-of-City travel, the employee will be reimbursed at the current IRS rate.

When it is more cost effective for the employee to fly to a final destination on City business, but the employee chooses to drive his/her personal vehicle, then the City will reimburse the employee on reasonable air fare equivalency rather than a mileage basis.

For any expenditure which the employee will be requesting reimbursement from the City, a dated receipt for each expenditure must accompany the signed voucher.

An employee may take his/her spouse and/or family on out-of-City City business trips, but additional expenditures other than the cost difference between a single and double motel/hotel room, will be the responsibility of the employee.

Rental cars are not to be utilized by employees on City business trips, unless the employee receives prior approval from the Mayor.

Day Trips - Those trips in which an employee leaves at or near regular office hours will not be eligible for reimbursement for breakfast or dinner, however if travel extends into breakfast or dinner hour reimbursement shall be made.

The amount paid for meals shall not exceed the following:

Breakfast: $7.00; Lunch: $9.00; Dinner: $12.00; or a maximum combination of $28.00 if you are gone for a full day or more.

In all cases of overnight travel, expenses for meals and lodging shall not exceed $75.00 per day without prior authorization by the Mayor. Index

ASSIGNMENT OF VEHICLES FOR COMMUTING PURPOSES

With the approval of the supervisor and the Mayor, City-owned vehicles may be assigned to Personnel.

STORAGE AT AUTHORIZED FACILITIES

All City-owned motor vehicles and equipment shall be parked in a departmentally assigned location at the completion of operation. Vehicles assigned to City employees who are to be absent from the City for long periods of time on personal or business trips will be parked at the City Shop. Index

1. Promotions and Transfers

If the employee was promoted or transferred from the City service and his work was satisfactory prior to his promotion or transfer, he may be returned to his former position if available or to other suitable work with the City organization.

Employees promoted from within shall be granted their previous job back if terminated for reasons other than misconduct.

If a Mayoral appointment is made from within that Department, the appointed employee shall remain eligible to return to his/her previous position at the end of the appointed term. The exception being matters covered under the disciplinary areas of the manual. Index

2. Transfer By Employee Request

An employee may request a transfer from an occupation or Department of another occupation or Department. Such a request need not be in the nature of a promotion. Requests for transfer must first be made to the employee's Supervisor. It must be approved by the new Supervisors and the Mayor.

An employee's request for transfer will be considered on the basis of his qualifications, an existing vacancy, the best interest of the City. Index

3. Transfer for City Convenience

Interdepartmental transfers of employees for the City's convenience may be made by the Mayor and Supervisor involved, providing the employee transfer does not adversely affect his pay and benefits. This is not a promotion policy and may be used in the following situations.

Temporary openings - That is a position which is established for a prescribed time period or for the time it takes to complete a project or series of assignments.

Reassignment of personnel which is not a promotion, but is actually a reorganization within the City.

Reassignment of an employee to correct a different placement, separate relatives, eliminate personal disagreements, and compensate for physical problems.

Index

4. Promotion Policy

It shall be the policy of the City, where practical and feasible, to fill vacancies by promotion of qualified permanent employees. The criteria used to fill vacancies by promotion shall include past performance evaluations, longevity and the ability to perform the duties and responsibilities of the higher classification. If employee promotion requires a transfer to another department, the employee will be required to complete and additional 1 year probation.

HOLIDAY AND LEAVE POLICY

The following have been designated as legal holidays for all full-time permanent employees of the City and shall be granted with pay.

Employee's Birthday

New Year's Day - January 1st

President's Day

Memorial Day - last Monday of May

Independence Day - July 4th

Fair Day - Mid. Aug

Labor Day - first Monday in September

Thanksgiving Day - fourth Thursday in November

Thanksgiving Friday - day after Thanksgiving

Christmas Day - December 25th

Whenever a holiday falls on Saturday, the preceding Friday shall be observed as the holiday, and when it falls on Sunday, the following Monday shall be observed. When a holiday falls within a period of paid leave (i.e., vacation, sick, etc.), the employee shall be paid for the holiday and the holiday shall not be subtracted from accrued leave. If employees birthday falls in mid-week, employee shall be allowed to choose a Friday or Monday alternative within seven (7) working days of birth date. Supervisor may in the case of emergency call employee in.

In case of emergency, employees who are assigned to work on a shift or 24-hour call, the designated legal holidays are not observed. When permanent full-time employees are required to work on legal holidays, they shall be granted additional time off to compensate for the hours worked at the rate of (optional) for the hours worked. Index

2. All Leave

All leave will be scheduled with the immediate Supervisor or his designee. In the event the supervisor is absent, notify city hall. Failure to follow this procedure shall be cause for disciplinary action as listed under absent without leave. NOTE: All efforts should be made to schedule in advance of the need with the immediate supervisor. (Rev. 7-1-89)

3. Vacation Leave

It is the policy of the City to grant vacations with pay to provide qualifying employees with periods for rest and recreation in recognition of services performed. Vacations will be scheduled by Department Heads or supervisors with due consideration given to staffing requirements, employees length of service and employee preferences, in the order listed. Employees will request less than thirty (30) days in advance. Vacations shall be used in not less than � day increments. The vacation allowance for eligible employees for each vacation year is based upon length of service according to the following schedule.

1 to 5 years - 10 days annually (eft: 7-1-93)

6 to 10 years - 15 days annually

11 to 15 years - 18 days annually

16 to 20 years - 20 days annually

Vacation time is earned on an accrued basis, but since it may be taken starting January before it is actually earned, employees may be required to pay back vacation time from their final check, if their employment is terminated for any reason. Employees will be paid for any accrued vacation time at the time of termination.

All employees are urged to use their vacation leave during the calendar year in which it is earned. Failure to do so shall result in loss of vacation time. Preference in scheduling vacation will be given to employees on the basis of seniority with the City. Exceptions shall be subject to approval of the supervisor and mayor. (Effective 1-1-89) Index

4. Sick Leave

Effective 7-17-90, Employees with ten (10) years of service will be paid ten dollars ($10.00) a day for each sick leave day accumulated upon separation from employment. This benefit is limited to sixty (60) days.

Sick leave is a benefit provided by the City of Torrington to the employees. It is not a privilege which an employee may use at his or her discretion, but shall be allowed only in cases of actual illness of the employee, his or her spouse, child and only when it involves a serious health condition. All sick leave is at the discretion of the supervisor, employees should schedule elective surgery or sick with their fellow employees and the City in mind, to allow for efficient operations.

FUNERAL - sick leave will be allowed for immediate family. Sick leave shall apply to all regular full time employees. The City complies with the Family and Medical Leave Act of 1993.

a) Full-time employees shall earn twelve (12) days per year for sick leave and unused sick leave may be accrued up to a maximum of 480 hours.

b) Sick leave shall accrue at the rate of one working day of leave for each calendar month of service and shall be available to full-time employees after working ten working days of full-time employment (8 hours per day) with the City.

c) The employee accrues eight (8) hours per month. Sick and emergency leave must be taken in at least half (�) day increments.

d) If employee has used more days of sick leave than he or she has accrued based on the actual months he or she has been employed, then the employee will have deducted from his or her remaining pay the amount of money representing his or her daily wage.

e) In an emergency situation, employees with no sick time available may "borrow" against future sick time earnings to a maximum of five (5) days. Burden of proof as to the situation constituting an "emergency" shall be employee's. Sick time which has been advanced shall be paid back as soon a practicable.

f) An employee who has accrued a sick leave balance of over one hundred twenty (120) hours may donate up to forty (40) hours of sick leave to another employee who has an immediate and reasonable need for such assistance. The requesting employee must have used all his vacation, sick and comp. time before donation will be credited to him. Index

Accrual during absence

Employees absent from work on regular holidays, sick leave, vacation, disability arising from injuries sustained during the course of the employment, or special leave of absence with pay, shall continue to accumulate sick leave at the regular prescribed rate during such absence.

Qualifications for Sick Leave

An employee eligible for sick leave with pay shall be granted such leave for the following reasons:

Personal illness - Illness or physical incapacity resulting from causes beyond employee's control. Sick leave may also be granted for personal medical appointments of the employee. A physician's statement may be required after three (3) days of continuous illness. An employee absent on sick leave shall be responsible for notifying the appropriate supervisor prior to the beginning of his/her work schedule, explaining the circumstances of his/her absence. False use of a sick leave may be cause for disciplinary action. The Supervisor may choose to investigate illness claims and may request a physician's statement at any time. Index

5. Military Leave

All employees shall be eligible for leave for military service not to exceed fifteen (15) calendar days for the purpose of attending military training. Employees should notify their Supervisors in writing immediately after receiving orders for active duty.

6. Jury Duty Leave

Jury duty should be a fairly straight forward matter. When a Judge orders an employee to be present, the employee has little choice. It's not a problem that hits a Department very hard or very often.

Leave of absence for jury will be granted to employees. Upon presentation of proof of such duty, the City will pay the employee the difference between the amount he receives for jury duty and his/her regular straight time wage or salary for the period.

An employee on jury duty will be expected to work as much of is regularly scheduled shift as his jury duty schedule permits, to the extent that combined time on jury duty and at work does not exceed eight hours on a given day. Index

7. Leave Without Pay

All employees shall first use all leave accrued as an employment benefit, subsequently employees shall be entitled to leave without pay pursuant to the FMLA up to a maximum of 12 weeks including accrued leave.

8. Unauthorized Absence

Unauthorized absence of an employee from duty shall be grounds for disciplinary action, which may include dismissal. Any employee absent for three (3) consecutive working days without notice shall be considered to have resigned. Where extenuating circumstances are found to have existed, the absence may be charged to leave with or without pay at the discretion of the Mayor. SEE DISCIPLINARY PROCEDURES. Index

9. Election Leave

Employees may, on the date of national, state, or municipal election be absent with pay for the purpose of voting for a period of one (1) hour with the approval of the appropriate Supervisor.

10. Leave Monitoring

All records of leave accrued including comp. and expended for all City employees shall be maintained by the City Clerk, as designated. Index

EMPLOYEE BENEFITS, PRIVILEGES AND WAGES

1. Workers Compensation

Employees are covered by the Workers Compensation Act under State law. Eligible employees injured by accident or occupational disease in the performance of official duties shall receive compensation for it if the employee was not willfully negligent at the time of injury. Employees receiving compensation under Workers Compensation laws shall receive from the State of Wyoming such compensation which would equal three-fourths (3/4) of the gross wage.

Any employee injured must report such injury to his supervisor before going off his/her shift. Index

2. Health Insurance

The City will pay an amount set by the Council per month toward the cost of the group health insurance for permanent full-time employees.

3. Life Insurance

The City will furnish a minimum $10,000.00 term life insurance program to full-time employees with the premium paid by the City.

4. Retirement

Permanent full-time employees, as of July, 1981, of the City must participate in the following retirement plans: the Federal Social Security System and the Wyoming Retirement System. Employees are encouraged to obtain detailed descriptions of the plan from the Clerk's Office. The City shall pay both the 5.57% and the 5.68% for a total of 11.25% of the wages into Wyoming Retirement. Index

EARLY RETIREMENT 4-94

REQUEST FOR EARLY RETIREMENT: Any person seeking benefits for early retirement or, restructuring of jobs, should notify in writing the Clerk's Office by April 1st of the year of intended retirement. The Council will act upon this and notify the applicant by May 1st of approval or denial. Applicants should understand that the Council will consider all facts including availability of funds and related items.

amended 12-16-96 A person may request early retirement, any time during the year if they agree to give 30 days notice of their intent to leave the City�s employ. All early retirement still requires council approval. It should be understood that once an employee has retired re-employment with the City is not an option.

Early Retirement Incentive Schedule. Index

Total # of Years

of service AGE

	55	60	65
25	150%	100%	50%
22	140%	90%	40%
19	130%	80%	30%
16	120%	70%	20%
13	110%	60%	10%
10	100%	50%	0%

Steps between each of the age columns, and years of service will be calculated on an actual basis. It should be noted that 10 years service is the minimum.

A person applying may request payment in one, two or up to five payments: City must approve payment schedule based upon funding availability. All funds will be paid out at the end of five years.

After Council approval for an employee, the employee's beneficiary shall receive the total due to the employee. Payments shall be made to the beneficiary in the same manner as would be paid to the employee, Council may consider special circumstances and fund availability in making one lump settlement if requested by the surviving spouse.

When jobs can be eliminated or combined to save the City funds, the following may be offered as an incentive for early retirement. Any person who has 10 or more years of service may be offered 150% of their current salary upon separation. This benefit will terminate upon attaining 61 years of age. Index

5. Tuition Reimbursement

Permanent full-time employees may be eligible for City paid tuition for an approved course or courses in educational or vocational training. The course or training must be related to the work, be designated to improve competence in the job and must be of value to the City. All requests must be made in advance of the undertaking the course of study and be approved by the Supervisor and the Mayor.

6. Temporary Total Disability

While a City employee is receiving temporary total disability, or drawing Workmen's Compensation wages, as a benefit for an injury suffered as a result of any battery as defined by law, or while acting within the scope of his/her employment, the City shall pay the employee's group life and health insurance plan and the state retirement at the same rate as if the injury had not occurred. Index

7. WAGE INCREASES

No wage increases shall be made except at fiscal year, unless they are the result of the employee review and done in December of that year for improvement in the employee's performance or in the event of a change in job title which caused promotion or demotion. Rev. 7-14-89)

8. WAGES

Pay Days: When the paychecks are written and signed, they may be picked up by the Supervisor or designated employee for disbursement.

Advance payment of earned wages:

Advance payment of earned wages may be made in an emergency or when an employee requests the prior pay period, i.e., in advance of vacation. Such requests must be made to the Supervisor and initiated by him/her.

Comp. Time may only be accrued to a maximum of 40 hours carry over.

Payroll deductions:

By law, the City is required to deduct Federal Withholding Taxes, Social Security Taxes and Garnishments from an employee's pay. In addition, the following deductions will be made, upon receipt of a signed authorization by an employee:

t Medical Insurance Premium

Disability Insurance Premium

t Savings Accounts or bonds

Credit Union Life Insurance Premium other approved items

Final paycheck for dismissed employee:

A final paycheck will be issues to a dismissed employee by the end of the first working day following dismissal, unless other arrangements are made. All City property shall be returned prior to issuance of check. Index

9. SEVERANCE PAY

In all cases of layoff, except for cause, an employee will be given the number of days notice shown in the table below. He/she will receive his/her regular pay for these days, but will not be expected to work.

An employee with less that five (5) years service:

Two (2) days notice -

Sixteen (16) hours + earned vacation

An employee with more that five (5) years service:

Five (5) days notice -

Forty (40) hours + earned vacation

In the event of discharge for cause, no notice need be given, and there will be no severance pay. Index

10. RESIGNATION

Employees who wish to voluntarily resign from their positions with the City are expected to provide a written resignation to their Supervisor two weeks (10 working days) in advance of the anticipated resignation date. The letter of resignation shall remain a part of the employee's permanent personnel file. Failure by an employee ;to provide sufficient notice may result in his/her not being eligible for reinstatement privileges.

11. LAY-OFF

If it shall become necessary to lay-off City employees due to lack of funds, lack of work or reorganization, the Mayor shall render the final decision as to the lay-off. In administering lay-off actions, the total length of service with the City and the performance of the employee shall be taken into consideration in the deciding of which employees shall be laid off, the following lay-off order shall be utilized.

Temporary employees shall be the first employees laid off. Probationary employees in the affected class or classes shall be laid off prior to those employees in the class who have completed the established probationary period. In regard to permanent full-time and part-time employees, lay-offs shall be administered as deemed necessary and appropriate by the Mayor.

In conducting the lay-off, however, the following concerns shall be taken into account by the administering authority:

The needs of the City.

Performance of the employee.

Special abilities the employees may possess.

Total seniority time of affected employees.

A lay-off is not considered to be a termination and, therefore, is not subject to appeal under the City's appeal procedure. Index

ADDITIONAL POLICIES

USE OF City PROPERTY

Will be provided to employees upon completion.

Employees exercising influence in connection with a City contract, purchase, payment or any other financial or monetary transaction and who has a substantial personal interest in the transaction shall give seventy-two (72) hours written advance notice of the conflict to the Mayor. Failure to disclose a conflict may be grounds for immediate termination. Index

1. HARASSMENT

It is the City policy that all employees have a right to work in an environment free of discrimination, which includes freedom from harassment - whether that harassment is based on sex, age, race, national origin, religion, sexual orientation, marital status, or membership in other protected groups. The City prohibits harassment of its employees in any form - by supervisors, co-workers, customers, or suppliers.

Such conduct by an employee may result in disciplinary action up to and including dismissal of the employee who harasses others, with respect to non-employees, offending customers and suppliers will be asked to refrain of face legal action or loss of service.

Specifically, no supervisor shall threaten or insinuate either explicitly or implicitly that any employees' submission to or rejection of sexual advances will in any way influence any personnel decision regarding that employee's employment, evaluation, wages, advancement, assigned duties, shifts, or any other condition of employment or career development.

Other harassing conduct in the work place, whether physical or verbal, committed by supervisors or others is also prohibited. This includes: slurs, jokes or degrading comments concerning sex, age, race national origin, religion, sexual orientation, marital status, or membership in other protected groups; repeat offensive sexual flirtation, advances, or propositions; continual or repeated abuse of a sexual nature; graphic verbal comments about an individual's body and the display in the work place of sexually suggestive objects or pictures.

Employees who have complaints of harassment should report such conduct to their supervisors. Where investigation confirms allegations, appropriate corrective action shall be taken. Index

GRIEVANCE PROCEDURES

1. SCOPE

This policy applies to all employees of the City of Torrington.

2. POLICY

It is the policy of the City of Torrington to provide a method for employees to register complaints or problems concerning working conditions, the interpretation or application of policies and procedures, negative employee evaluation which results in the employee not receiving a pay increase when one is budgeted, disciplinary action employees feel was not for just cause, or any other matters related to their employment, other than suspension without pay, reduction in job status and termination. Appeals or suspension without pay, reduction in job status and termination shall be appealed to the Hearing Board.

It is the intent of this policy that problem or grievance resolution be accomplished by the immediate supervisor (step one of this policy). Matters more appropriately resolved at the first step are not to be deferred to the succeeding steps of the procedure.