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ORDINANCE N0. 4 0 2 9 �
AN ORDINANCE OF TNE CITY COUNCIL OF THE CITY OF AUBIJRN, WASHINGTON,
ADOPTIN6 BY REFERENCE THE CITY OF AUBURN ADMINISTRA7IVE POLICIES AND
PROCEDURES MANUAL TOGETHER WITH ALL SUBSEQUENT REVISIONS THEREOF,�
PROVIDING�PROCEDURES FOR FUTURE REVISIONS, AND DECLARING THE MANUAL
TO BE CONTROLLING OVER ANY ORDINANCES Of THE CITY IN CONFLICT THEREWITH.
THE CITY COUNCIL OF THE�CITY OF AUBURN, WASHINGTON, DO ORDAIN AS FOLLOWS:
Section 1. The City of 14uburn Administrative Policies and Procedures
Manual, hereafter referred to as "The Manual", together with all revisions
thereof, is hereby adopted by�reference as the official Administrative �
Policies and Procedures Manual of the City of Auburn, a copy of said Manual is
on file with the City Clerk and available for public inspection.
Section 2. The Manual is intended to be a flexible document, to serve as
a guide to city personnel in the operation of the City's business. It is
understood that the Manual will necessarily require revisions and updating
from time to time in order to remain effective in assisting city personnet in
answering daily operating questions and in making routine management deci-
sions. Changes and revisions in the Manual shall be made as required.and.
approved by the Personnel Director subject to review by the Mayor. �
Section 3. To the extent that any of the policies or procedures in the
Manual are inconsistent with existing Ordinances of the City, the Manual shall
control.
Section 4. This is not a contract of employment. Any individual may
voluntarily leave employment upon proper notice, and may be terminated by the
employer at any time and for any reason. Any oral or written statements or
promises to the contrary are hereby expressly disavowed and should not be
relied upon by any prospective or existing employee. The contents of this
manual are subject to-change at any time at the discret9on of the employer�.
Section 5. The Mayor is hereby authorized to implement such administra-
tive procedures as may be necessary to carry out the directions of this
legislation. .
-----------------------------
Ordinance No. 4029
Page One of Two
1/2/85, 1/18/85
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� Section 6. This Ordinance shall take effect and be in force five (5) days
from and after its passage, approval and publication, as provided by law.
ATTEST:
L���'.L.C�CX- C C(� City C rk
APPRO D AS TO FORM:
City Attorney
PUBLISHED: FEBRUARY 10, 1985
----------------------------
� Ordi�nance No. 4029
� Page Two of Two�� �
1/2J85,. 1/18/85 . �
INTRODUCED: FEBRUARY 4, 1985
PASSED: FEBRUARY 4. 1985
APPROVED: �FEBRUARY 4, 1985
�
Y 0
i
�;
100-
200-
300-
400-
500-
600-
1000-
1100-
�
POLICIES AND PROCEDURES
Numbering Index
�
Administrative
Personnel
Safety
Finance
Public Works
Planning
Parks
Library
City Attorney
Fire Department
Police Department
`
�
` �
BOB ROEGNER, MAYOR �
Gretel Sloa�, Personnel Director
�I;::�:�':''
�
� PERSONNEL DEPARTMENT
25 WEST MAIN, AUBURN WA 98001
(206) 931-304�
TFIIS IS fdOT A CONTRACT OF EPIPLOYf�IENT. ANY IiJDIVIDUAL
P4AY VOLUNTARILY L�AVE Eh1PL0Yi•1EP1T UPON PROPER NOTICE,
AND MAY BE TERi�1INATED BY THE EI�IPLOYER AT ANY TIP�E AND
FOR ANY REASON. AIVY ORAL OR tdRITTEN STATEMENTS OR
PROMISES TO THE CONTRARY ARE HEREBY EXPRESSLY DISAVOWED
AND SHOULD NOT BE RELIED UPON 6Y ANY PROSPECTIVE OR
EXISTING EMPLOYEE. THE CONTENTS OF THIS MANUAL ARE
SUBJECT TO CHANGE AT AfdY TIME AT THE DISCRETION OF THE
Et+1PL0YER.
•. ��. � �� ••..��. •,�.
. . ��
�Rsor� Por�c� . . . . . . . . . . . . . . . . . . . . . . . . . . 2oo-oi
FAIR PRACTIC:FS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-02
NUbIDI SCRIMINATI�7 . . . . . . . . . . . . . . . . . . . . . . . . . . 20 0-03
SEXUAL HARASSMENT . . . . . . . . . . . . . . . . . . . . . . . . . . 200-04
HIRING PImCFSS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-OS
PF.I�TIME/TF3�ORARY II�IAYEES . . . . . . . . . . . . . . . . . . . . 200-06
P[JBLIC II�LOl�7'P PROGRAMS (Externally Funded? . . . . . . . . . . . . 200-07
ATTII�IDANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-08
HOCTRS OF W�tK . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-09
LU[�IIC[i BREAKS/COFF� BREAKS . . . . . . . . . . . . . . . . . . . . . . 200-10
( LEAVE OF ASSIIVCE - C,F:NF�.RAT, . . . . . . . . . . . . . . . . . . . . . . ZOO-11
t
SICKIJEP.VE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-12
MATERNITY I.FAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-13
MIIS�.RY LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-14
FU[�I2F�I.� I.F�+.VE . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-15
NAY/COUKP DU'PY . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-16
VOL[1N'PEER WOI2K . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-17
t�7 II�IAYEE OR�7TATION . . . . . . . . . . . . . . . . . . . . . . . 200-18
EXIT INTER�IIEW . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-19
II�IfJYEE PERS023�L RE].^_Q2DS . . . . . . . . . . . . . . . . . . . . . . 200-20
PROBF�.TIONAAY PERIOD . . . . . . . . . . . . . . . . . . . . . . . . . 200-21
PRCIdOTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-22
, AIGQiOISSN7/SiJBSTANCE ABUSE . . . . . . . . . . . . . . . . . . . . . . 200-23
�
0
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� NF�P0723�1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-24
RETIREMI�NT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-25
GARNISFPgNT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-26
CRFATION ArID MSIN�IANCE OF CIASSIFICATIONS . . . . . . . . . . . . . 200-27
POSITION RDCIASSIFICA'FION . . . . . . . . . . . . . . . . . . . . . . 200-28
P0.SITION TITLE CfIANGES . . . . . . . . . . . . . . . . . . . . . . . . 200-29
PAY PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 200-30
I�+7 II�TAYEE CQ�INSATION . . . . . . . . . . . . . . . . . . . . . . 200-31
GE?�7ERAL POI,ICY AND II�IAYEE'S' RESPONSIBILITY . . . . . . . . . . . . . 300-01
AOCIDENT RE�'VIII+T HOARD . . . . . . . . . . . . . . . . . . . . . . . . 300-02
HF.ARING CONSERVATION PRaGRAM . . . . . . . . . . . . . . . . . . . . . 300-03
PERSC)NAL PRt7PFC.TIVE EQUIPN�7T . . . . . . . . . . . . . . . . . . . . 300-04
FLAGGING CEiriZFICATION . . . . . . . . . . . . . . . . . . . . . . . . 300-OS
� FIRS'P AID G4RS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 300-06
HAZARD RF�ORTING . . . . . . . . . . . . . . . . . . . . . . . . . . . 300-07
AOCIDFNT REP(7RTING (EYnployee Vehicle/Property) . . . . . . . . . . . . 300-08
ON-�iE-JOB INJiJAY . . . . . . . . . . . . . . . . . . . . . . . . . . 300-09
SAFETY INSPEC'FION �' CITY-OWI�U FACIISTIFS . . . . . . . . . . . . . . 300-10
(�SITRAL SAFEPY OQ�4dITTEE . . . . . . . . . . . . . . . . . . . . . . . 300-11
DRIVERS' ISC�ISES . . . . . . . . . . . . . . . . . . . . . . . . . . 300-12
II�INCY EVAQJATION OF CITY &TII,DINGS . . . . . . . . . . . . . . . . 300-13
/�
0
° � ' . � ADMINISTRAI�/E� �
I 1 � �'
, POLICY AND PROCEDURE
TITLE: SUBJECi:
PERSOI39EL
INDEX N0:
PERSckAIEL POLICIFS 200-01
RCEOES: IPA6E ND: OF: I PREPARED BY: I MAYOR'S APPROVAL:
1-1-85 � N/A� 1 � Clements/Sloan
� • ••�7
7+o facilitate efficient service to the public arcl � prwide a personnel manage-
ment system within the City of Auburn that deals with all e�loyees of the
various departments in an eguitable and uniform manner. �e intent of these
policies is to recognize that the City shall employ the m�st suitably
qualified persons available and that each employee shall be able arx] expected
to perform duties at optimwn level.
1.1 In cases where these policies conflict with collective bargaining
contracts, Civil Service Rules and Regulations, and/or state law the pravi-
` sions of the labor contract, Civil Service Rules and/or state law shall
`i govern. In all other cases these policies shall apply.
If any provisions of these policies or their application to any person or
circumstance is held invalid, the remainder of the policies will not be
affected.
2.0 �2GANIZA'I'IONS AFEZICPID:
3.0
All departments/divisons.
Not applicable.
4.0 POLICY:
It is the policy of the City of Auburn that Policies and Procedures be devel-
oped and implem�nted to prwide oonsistent and uniform guidelines within which
all employees are required to carry out their responsibilities and assigned
tasks.
5.0 DEE'INITIONS:
Not applicable.
6.0 PROCEDLII�:
Not applicable
���
TITLE:
EFFECTIYE DATE:
1-1-85
1.0 PURPOSE:
� ADMIN(STRA
POLICY - AND PROCEDURE
FAIR PRACTICES
FAIR II�IAYME�]T PRAC'iZCES
lo:
200-02
BY: MAYOR'S APPROYAL:
7b establish guidelines for the prmrotion of fair practice and mn-
discrimination in activities relating in e�loyment and treatment of all
citiz�s.
2.0 �2GANIZATIONS P�FF'FX,"PID:
All departments/divisions and city officials.
3. 0 REE'ERINCES :
City Resolution #467 issued April 5, 1971. A1so Policy and Procedure #200-02.
4.0 POISCY:
The policy of the City of Auburn is to promote and afford equal treatrnent and
service to all citizens and to assure equal e�loyment opportunity to all per-
sons regazdless of race, creed, color, ethnicity, national origin, sex, the
presence of a mn-job-related physical, sensory, or mental handicap, age, or
marital status. This policy shall be based on the principles of equal
employment opportunity and affirmative action guidelines as set forth in
federal, state and local latas. All depart�nents of the City of Auburn shall
adhere to the follaaing guidelines:
4.1 Employment Practices:
All activities relating to e�loyment s�h as recruitment, selection, pro-
m�tion, termination, and training shall be oorciucted in a ron-
discriminatory manner. Personnel decisions will be based on irr�ividual
perform�nce, staffing requirements, and in accord with governing Civil
Service regulations and the agreements between the City of Auburn ard the
various employee associations.
4.2 Oooperation with A�nnan Rights Organizations:
The City of Auburn will cooperate fully with all organizations and com-
missions organized to promote fair practices and equal opportunity in
employment.
TITLE:
POLICY APID PROCIDURE ,I � Fair Practices
4.3 Affirm�tive Action Program:
INDEX N�
PAGE NO.: OF:
200-021 ' z 2
The City of Auburn Affirmative Action Plan will be maintained and updated
to facilitate equitable representation within the city c.orkforce and to
ensure equal e�loyment opportunity to all. It shall be the responsibility
arx3 duty of all city officials and e�loyees to carry out the policies,
guidelines and corrective measures as set forth by this plan. O�rrective
employment programs may be established by the Mayor on the recomnendation
of the Affirmative Action Review Comnittee for those departsnents in which a
protected class of employees is under-represented.
4.4 oontractors' Obligation:
Contractors, subwntractr�rs, and suppliers conducting business with the
City of Auburn shall affirm and subscribe to the Fair Practices and
Nondiscrimination policies set forth by law and in the Affirinstive Action
Plan.
4.5 Copies of this policy shall be distributed to all city employees, shall
appear in all operational doctunentation of the city, including bid calls,
arr] shall be prominently displayed in appropriate city facilities.
5.0 DEFINITIONS:
Not applicable.
. � • •ew�� -
Not applicable
;�i���:�
'� :
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EFFECTIYE DATE
1-1-85
i � • •,•�.
2.0
� ADMINISTRAI�/E�
POLICY - AND PROCEDURE
NOAIDISCRIMINATION
SUPERCEDES:
SUBJECT:
FAIR F2�IAYME3dT PRAC4'ICES-
INDE%� N0: � � . ���
200-03
OF: PREPARED BY: MAYOR'S APPHOVAL:
1 1 Gretel Sloan
'Ib establish policy for a rorr7iscriminatory working environment and discipli-
nary action for discriminatnry bPhavior by employees.
AFF�7CTED:
All depart�nts/divisions.
3. 0 RF,E E'EL2k�I9CES :
Auburn Fair F3nployment Practices/Affirmative Action Policy; Labor Agreem�nts.
4.0 POISCY:
It is the policy of the City of Auburn to treat all employees equally and
without regard to race, creed, color, ethnicity, national origin, sex, age,
marital status, or the presence of any mn-job-related physical, sensory, or
mental handicap.
It is also city policy to foster arrl maintain a harnnnious and ron-
discriminatory working �vironment for all employees.
4.1 Zbward this end, the City will �t tnlerate racial, ethnic, religious or
sexual slurs or eomnents demeaning national origin ar the harxiicapped by
any employee to or about any employee.
4.2 Violations of this policy will be cause for disciplinary action, including
written warnings, suspension and termination.
4.3 Any ee�layee who feels he/she has been the victim of a discriminatory co�
ment in violation of the above policy should bring this concern to his/her
division head for appropriate action arxi follaa grievar�ce steps which are
detailed in the city's Affirmative Action Plan or pertinent labor
agreement.
TITLE:
POLICY AND PftOCEDUURE
5.0 DEEINITIO[3S:
Not applicable
. � •.� ��.ra
INDE% N� PAGE NO.: OF:
Nor�discrimination 200=03 2 2
Detailed in city's Affirmative Action Plan
TITLE:
EFFECTIVE.DAiE:
i-i-as
i.o Pu�:
ADMINISTRATRlE �
POLICY - AND PROCEDURE
� •�1 ia
N/A
N0: �F: 1 PRE
1 3
� FAIR II�L�OY[+ff�3�T PRAGTICFS
10:
200-04
BY: MAYOR'S APPRDI
Gretel Sloan
Zb establish policy and procedure defining the city's position on sexual
harassment and prwiding guidance to any employee, male or female, who believes
he/she has been exp�sed to sexual harassment by a supervisor or w�rker.
2.0 ORGANIZATIONS AE'FFX,'PE9:
All Departinents/divisions.
3.p RF:H'F.RF7�7(`RS;
NOt appllCeble.
4.0 YOISCSt:
It is the policy of the City of Auburn to prwide a work �virorurent for its
employees which is harnonious and free from intimidation. 7txaard this �d, the
city will r�ot tolerate any form or degree of sexual harassnent.
4.1 An employee who �gages in such behavior is guilty of violating Title VII
of the Civil Rights Act as well as this policy. Prompt disciplinary
action will be taken against an e�loyee who is guilty of sexual
harassment.
5.0 DEF'INITIObS:
5.1 Sexual Harassment:
Any deliberate ar repeated unsolicited verbal cotm�ents, gestures or physi-
cal contact of a sexual nature by any employee which are unwelcome to the
recipient or which cause the recipient discomfort or humiliation � which
interfere with the recipient's work perform3nce.
Any incident in which a supervisor uses i�licit or explicit coercive
sexual behavior to control, influ�ce or affect the career, salary or
employment of amther e�loyee or prospective e�loyee.
�/ �
•� . u ••• �� •�
6.0
TITLE: •
Sexual Harassment
5.2 Sexual Harassment Exa�les:
INDEX N� PAGE NO.: OF:�
200=04 2 3
Examples of sexual harassment include: remarks ot jokes about a person's
clothing, body or sexual activity; urnaanted touching, patting or brushing
against a person; verbal abuse or pressure for sexual activity. It is
repeated, unsolicited, verbal com�nts, gestures or physical contact of a
sexual nature which aze urrwelco�. (If you are rot sure if what you are
experiencing is sexual harassment, you may ask the Pers�nnel Directnr in
confid�ce. )
i�: �N��.i�;i�
6.1 If an employee believes that he/she is a victim of sexual harassment, the
follaaing co�laint/investigation procedure should be observed:
6.1.1 Bring the imtter to the attention of the imnediate ron-involved
supervisor. Include the specific alle3ation, the date(s) the inci-
d�t occurred, the individuals involved, arcl any witnesses. A non-
involved supervisor is defined as the first pers�n in an e�loyee's
chain of cx�mnand who is rnt the object of the complaint of sexual
harassment.
6.1.2 It is the responsibility of the rnn-involved supervisor b� investi-
gate the co�laint in a timely manner tp de�rmine of it has merit.
If the ��laint is founded, the supervisor shall immediately inform
the department head and a determination will be�de as to the
appropriate disciplinary action. The supervisor shall inform both
parties (oo�lainant arcl the offender) of the results of the investi-
gation and of the nature of the disciplinary action. Either party
may appeal the decision to the department head if it is felt that
the findings were incorrect or the disciplinary action
inappropriate.
6.1.3 If a m3tter is appealed, the department head shall consult with the
Personnel Director ooncerning review of the supervisor's decision.
The departrrent head shall render a decision arxi inform all parties
of satre.
6.1.4 Tf either party then objects tn the departrrent head's decision, the
matter will be referred to the Fair F�nployment Practices/Affirmative
Action review comnittee. (Consult Personnel DirectAr for guidance
on this procedure.)
Note: If the department head is a subject in a conQlaint of sexual
harassment, the mstter should be referred to the Fair Einployment
Practices/Affirmative Action review oomnittee.
• TITLE: • INDE% M� PAGE NO.: OF:�
PDLICY ArID PROCIDURE Sexual Harassment 200-D4 ' 3 3
6.2 NotYiing in this policy shall prevent an employee from informally discussing
any problem of sexual harassment or any other discriminatory activity with
any supervisor in his/her chain of c�rx3. These management personnel m�y
take appropriate action comnensurate with their role and authority to
resolve the matter. Additionally, the employee msy bring the matter to the
attention of the Personnel Director.
6.3 It is the right of all employees tn seek at any time redress by the
Washingtr�n State Htunan Rights Con[nission, uye Fr.�ual ESnployment Opportunity
Comnission, or through a court of law. It is encouraged that the admin-
istrative retredies outlined in this policy be exha�sted before outside
agencies are oonsulted.
--
_ , � ;,: , • ADMINiSTRAI�/E .
,
`, , POLICY � AND PROCEDURE
TITLE: SUBJECT:
PERSOAI�IEC,
INOE% N0:
HIRING PROCESS 200-OS
EFF
S: �PAGE N0: OF: � PREPARED BY: I MAYOR�S APPROVAL:
M�i
� � ••�y
To establish policy and procedure for all phases of the hiring process
including applicant recruitment, interviewing, selection, arx3 appointnent.
2.0 �tGANIZATI0A15 AFF'ECPED:
A11 departrrents/divisions.
3.0 REFERII9ICES:
Not applicable.
4.0 POLICY:
4.1 A�.plicant Recruitment:
4.1.1 Applicant recruitirent for position vacancies is conducted by the
Personnel Departnent in co�liance with contractual, legal, and
affirmative action requirements. All recruit�nt efforts are oon-
ducted in the spirit of equal e�loyment opportunity and in accord
with the city's.Fair Practices Policy.
4.1.2 The hiring departrrent assists Personnel, as necessary, in for-
mulating the job annour�cement arc7 determining extraordinary appli-
cant sources.
4.1.3 The city does not, under norm3l circumstances, use the services of
any private employment ager�y, either employer or employee-paid.
4.1.4 Civil Service positions (Police and Fire) are subject to the Rules
arr] Procedures of the Civil Service �mnission.
4.2 Interview Process:
4.2.1 The Personnel Director shall be responsible tn ensure that certain
guidelines are folla�d in the ooix7uct of interviews for positions
within the purview of this policy.
POLICY AAID PROCIDURE
�
TITLE: •
Hiring Process
INDEX N
PAGE NO.: OF:�
200-OS I ' 2
4.2.1.1 The interview comnittee or interviewer will be familiar with
the requirements of the position to be staffed. Before
announcing the position, a position analysis will be per-
formed to ensure that the critical elements of the position
(e.g., experience, education, and pers�nal traits necessary
to perform the tasks required) are id�tified and reflected
in the job posting and job description.
4.2.1.2 The Personnel Director and the head of the department in
which the position vacancy exists (the Mayor in the case of
depart�nent head openings), or their designees, shall be
responsible for the deveiopment of interview questions and
starr3ards for measurement of carc3idate responses.
Consistency will be m3intained in the questions asked of all
candidates, and a record of the questions asked will be filed
with each position. 1he questions must be job-related and
based on the analysis described in paragraph 4.2.1.1 above.
Questions will be designed � measure job krnwledge,
experience, education, or £o solicit responses which reflect
those personal traits which are job related. Questions
which pertain to race, religion, national origin, age, mari-
tal status, sex, or other inquiries which tend to directly or
indirectly disclose such information are prohibited.
Questions concerning handicap or age may be asked if
ir�quiries are based on bona fide occupational qualifications.
Existence of actual job requirements will be determined by
the Personnel Department.
4.2.1.3 The oo�osition of the interview panel shall consist of per-
sonnel who have expertise with the technical or humanistic
elements of the position to be staffed. Careful selection
will be made of ba3rd members to ensure objectivity and job
kmwledge. (Relatives or personal friends of the applicants
will be excluded from the interview panel.) Members of the
interview board will meet with the Personnel Direc�r or
designee prior to the interview for an orientation on
appropriate i.nterview and assessnent techniques needed to
evaluate each candidate objectively. Any employee asked to
participate as an interviewer or evalua�r who has a family
or personal relationship with a cazdidate that would bias ar
appear to bias their objective evaluation of that carxlidate
shall disqualify himself/herself from the interview or �a-
luation process.
4.2.1.4 In an effort tn identify qualified and acceptable candidates
interested in city employment, as well as make the selection
process m�re responsible to the staffing needs of the city,
N �l : u •'�J��1� �S-
TITLE: • � INDEX � PA6E NO.: OF:�
Hiring Process 200=05 � 3 8
the interview board may, upon the direction of the Personnel
Director, establish a list of eligible candidates qualified
for selection. �e follaaing guidelines for this procedure
are established:
a. The position for which the list of eligibles is
established trust becosne vacant and approved for
re-staffing within six (6) m�nths from the date of the
interview board.
b. The Personnel Director shall review the vacancy and the
list of eligibles tn ensure affirmative action oon-
siderations are achieved pursuant to the guidelines of
the City of Auburn's Fair Practices Affirimtive Action
Policy.
c. Rhe list shall reflect only those cardidates found tn be
qualified and acceptable for emnloyment during the
interview/testing process but mt selected due to insuf-
ficient position vacancies at that time.
4.2.2 The Personnel DirectAr or a designated representative shall instruct
the selection board on the above guidelines arxi review ar� approve
their recoirtnendations before the list of eligibles is form311y
established. �e top three candidates will be referred to the
departrnent head for final consideration.
4.3 �anployee Selection:
4.3.1 The process of selecting an employee from am�ng recruited applicants
is established arcl directed by the Personnel Departrnent in accor-
dance with applicable legal and contractual requirements.
4.3.2 .�e hiring departrnent serves as a resource for designing examination
materials, participates in the selection procedures, arx3 m�kes the
final eng�loyment decision.
4.3.3 Civil Service positions (Fire and R�lice) are subject tn the rules
ard procedures of the Civil Service Comnission.
4.4 Appointment:
4.4.1 The Personnel Directnr formslly rntifies candidates of appointment
tn all positions which are belaa the departm�nt head level.
4.4.2 Civil Service appoini�nents are made in accord with applicable Civil
Service rules and regulations.
TITLE
•� � i� ••� �� •
Hiring Process
5.0 DEEINITIOIIS:
5.1 Examination:
INDEX
PAGE NO.: OF:�
200-05 � 4 8
Any device used to select employees. Application for�, interviews, and
the other tests mentioned above are all considered "examinations".
6.0 PROCIDLTRE:
6.1 Applicant Recruitment:
6.1.1 Positions will be opened, �cording bo category, as follows:
6.1.1.1
6.1.1.2
Management/Supervisory:
Management level position recruitment will be based on the
nature of the position, organizational needs, etc. A high
degree of flexibility will be used in designing recruitment
mechanisms for these positions.
Affiliated.and Unaffiliated Positions:
'Ib all current full or part-time regular city e�loyees for a
period of five (5) working days; thereafter, to outside
applicants. Vacancies shall be filled wherever possible with
existing employees through co�etitive examinations. If, in
the opinion of the Personnel Director, it is in the best
interest of the City to advertise externally cancurrent with
intemal pasting, this will take place.
6.1.1.3 Public Fmplovment Funded/Part-time F�lovees:
7.b outside applicants arr] referrals from the employment
program ard/or as prescribed by the funding contract ar
program legislation.
The Personnel Departrnent may, if deemed appropriate, consider
part-time employees �,orking for the City of Auburn directly
or through Public F3nplo�ment F�uided Programs, after con-
sideration of full-time, regular employees, ard preceding
outside announcement of the position vacancy. FSnployees in
POLICY AND PiiOCEWRE
TIiLE:
� IXDFX N� PAGE NO.: OF:
Hiring Process 200-05 � 5� 8
this category �st fully meet the qualification requirements
for the position and have the recomnendation of their super-
visor and concurrence of their departznent head before they
will be oonsidered.
6.1.2 Position openings are comminicated b� means of a formal job
announc�nent by Personnel.
6.1.3 This announcement is distributed � all city divisions and
posted in the Personnel office. Fbr positions seeking out-
side applicants, the annou�ement is also sent to other ag�-
cies, municipalities, affirmative action organizations, and
special sources. Ac3ditional recruitment is corr]ucted through
newspaper advertising arx]/or publication in professional
journals as determined appropriate by the Personnel Director.
6.1.4 Applicants for a position must co�lete the City's applica-
tion form and skills inventory sheet. Supplemental infor-
mation relating to the candidates' experience or
qualifications may be attached. Applicants are given written
information on the application process at the time they
request an application form.
6.1.5 No applications for a position are accepted after the
published closing date. If there are rot sufficient
qualified carXlidates at the closing date, the position is re-
opened and re-advertised.
6.1.6 Applications are rot accepted for file or future reference.
They are accepted ONLY for a specific opening during the
application period.
6.1.7 Falsification of application is grounds for denial of further
consideration or for dismissal. All statements submitted on
the employment application, required supplemental information,
or attached res� shall be subject tn investigation and
verification prior to appointment.
6.2 F3npl�ee Selection:
The selection process consists of several distinct activities as outlined
below.
� TITLE�
POLICY APID PROCIDURE
Hiring Process
6.2.1 Examination Development:
INDEX
20tl-OS
PAGE NO.: OF:
6.2.1.1 The form of the examination is determined by Personnel and
the hiring department, taking intA consideration the nature
of the position, the qualifications required, arxi the
resources available.
6.2.1.2 �e examination may consist of a structured interview,
practical tests, written tests, or a combination thereof.
In all cases, the examination will be directly job-related
arrl designed to determine carclidates' knaaledge, skills am]
abilities for the position.
6.2.1.3 The examination oontents (interview questions, practical or
written problems) are structured and docimiented by
Personnel. �e hiring department provides assistance in
creating the technical portion of all examinations.
Examination oontxnts are oonfidential, arr] their
�nauthorized disclosure to any candidate is grourc3s for
discipline.
6.2.1.4 In selecting for key management positions; e.g., department
directnrs; an assessment ce�ter, or other selection proce-
dure may.be used at the discretion of the Mayor. In these
cases, outside professionals may be oonsulted tz� assist in
examination development.
6.2.2 A�plicant Screeninq and Notification:
6.2.2.1 Fbllaaing the close of the
screens all applications i
for the position. Based o
applicant's qualifications,
or rejection of applicants.
with all applications, are
ment for review.
application period, Pers�rmel
n relation to the requirements
n an objective assessnent of the
Personnel recomnends acceptance
7t�ese recomnerx7ations, along
forwarded � the hiring depart-
6.2.2.2 A list of candidates tr� oontinue in the selection process
is determined jointly by Personnel ard the hiring depart-
ment. These applicants are rotified by Personnel of the
time and place of examination.
6.2.3 Application Testinq arrl Rati
6.2.3.1 Depending on the nature of the examination, one or m�re
persons achninister and score the test. Generally, the
following guides are used:
TIiLE:• INDEX �:
POLICY At�ID PROC�U�E , Hir ing Process
PAGE NO.: OF:
20U-OS ' 7 $
1. Practical Examination: Tests of skill in clerical abi-
lities are administered by Personnel. �sts in other
skill areas are administered by a superoisor in the
hiring depart�nt with a Personnel employee as
observer. Scoring of the applicant's performance is
done by the test administrator and, in some cases,
other persons who have been selected for their exper-
tise in the particular skill area.
2. Written Exa;,inations: These are administered arr3
scored by Pers�nnel using a pre-designed exam and an
answer key.
3. Oral Examinations: 7hese structured interviews are
conducted from a prepared list of questions. 4he
interview panel norm311y consists of the position
supervisor, a Personnel Departsnent employee, and a
third pers�n who is knowledgeable about the position
or employment field.
6.2.3.2 Pers�ns from other municipalities or agencies may serve
on the interview panel depending � the nature of the
position. this determination is made by Personnel and the
hiring departrnent.
6.2.3.3 Applicants are rated on the level of their skills,
knaaledge and abilities, and their overall fitness for the
position. Rating sheets which qualify the required job
dimensions are used for oral examinations and s��re prac-
tical tests.
6.2.3.4 Prior to the examination, raters are briefed by Personnel
on the candidates' qualifications, the oonten ts of the
examination arcl the method of sooring. Each rater scores
the candidates independently. After all candidates have
been examined, the evaluation panel members discuss their
irciividual ratings to reach a oonsensus
(3) candidates or, in a snall applicant
didate.
6.2.4 Applicant Selection:
on tl�e top three
pool, the top can-
Final selection of an applicant is made from the top three can-
didates by the department directpr or designee. If either is a
member of the evaluation panel, the recamiendation of the rating
panel constitutes the selection. If not, the recomnendation i.s for-
warded to the department director fror a selection decision, ard the
mayor for final approval.
e� � , � ADMINISTRA E �
�
: , POLICY - AND PROCEDURE
TITLE: SUBJECT:
PERSOrrIEL
INDEX N0:
PART-TIME/PII"IP(7RP,RY II+�LAYEES 200-06
EFFECTIVE DATE: I SUPERCEDES:� PAGE N0: OF: pR
1-1-85
1.0 PAI2POSE:
1 2 � Gretel Sloan
To prescribe the procedures for hiring and to delineate staff responsibilities
for the administration of part-time ar►9/or temporary enployees,
2.0 QZGANIZATIONS AFFF7LTED:
All departrnents/divisions.
3.0 REE'ERFNCES:
Not applicable
4.0 POLICY:
Not a�licable.
5.0 DEE'IN7ITIOI�:
An employee who works in a te�orary ar regular position for a period of less
then eight (8) hours a day, forty (40) hours a week, or for forty (40) hours a
week for less than four m�nths in a year, is considered part-time or temporary.
i • •.�w .
6.1 An employee who �,vrks for a period less than the regular 8 hours a
day, 40 hours a week or 4 oonsecutive months a year, shall be wnsidered
part-time and paid on an hourly basis unless specifically covered by a
oontract.
6.2 Whe� a temporary/part-time vacancy is anticipated and furcling is
available, the department head of the affected division ar his/her
designated representative will notify the Personnel Department.
6.3 Annually the Personnel Director shall establish starx3ard pay rates for all
part-time ee�loyees. �hese rates shall be at the sam� level for pazt-time
ertg�loyees in different departments performing similar �,ork azd shall
reflect the general wage increase appraved for ron-union employees.
6.4 Part-time temporary employees are mt eligible for personnel benefits, and
part-time regular employees who s`ork twenty (20) hours a week or more
, shall receive benefits.
TITLE.
POLICY A[�ID PROCIDURE
INDEX •.: PAGE NO.: OF:
200-06 ' 2 �
6.5 The Personnel Department shall establish through appropriate m�thods a list
of nam=s of qualified and eligible individuals who shall form a part-time/
temporary general clerical arci semi-skilled ].aborer pool. Eligibility for
consideration for employment from this pool shall extend for a period of at
least six m�nths, or less if the Personnel Director deems it appropriate.
Departrnents requiring part-time/te�orary labor shall draw from this pool.
Positions which are not clerical or laborer in nature will be handled on an
ira9ividual basis.
6.6 Department heads shall be responsible to insure that part-time/tettq�orary
employees do not work in excess of the hours specified in the belaa-
referenced e�loyment agreement. 'Itie Personnel Department shall �ronitor
arri periodically audit the hours of work of part-time/te�orary employees
to insure oon�pliar�e.
6.7 All part-time/temporary employees will be hired on the basis of the
agreements arci wx3erstanding delineated in the City of Aubum F3tq�loyment
Agreement (�orary/Part-time Hires). 'Ihe agreement shall be signed by
the employee, departm�nt head, and Persorinel Director. Copies of the
emplo}m�nt agreement are available for the Personnel Department.
� ' � . � ADMINISTRAT�E �
�
, POLICY AND PROCEDURE
TITLE: SUBJECT:
PERSONbTII,
PUBLIC II�IPIAYMQ�TP PROGRIIMS I N 0 E% N D:
(Externally EUrx3ed) 200-07
EFfECTIVE DATE:
PNEPARED 8Y: I XAYOR�S APPROYAL:
1-1-85 � N/A� 1 1 � Gretel Sloan
1.0 P[JRPCISE:
To establish policy and procedure for the coordination of all public e�loyment
progra� funded by external programs and c�urt referrals.
2.0 Og2GANIZATIONS AFF'DCPED:
All depart�nents/divisons.
3.0 REE'ERFNCES:
Not applicable.
4.0 POLICY:
The Personnel Department is responsible for the 000rdination of all public
employment programs funded by external agencies (i.e., WIN, CETA, Operation
Improvement, Work Training Program, Senior Er[q�loyment} and court referrals for
oomnunity service wnrk.
5.0 DEFINI7ZONS:
Not applicable
� ...�«�. ��_
6.1 Department heads will forward all requests for participation in the funded
public employm�nt program to the Personnel Departrnent for 000rdination
with the appr�riate agency (ies) .
6.2 The Personnel Department will in 000peration with the requesting depart-
ment, develop a scope of work azd qualifications statement tn be used in
the recruitment and selection of employees arx3 in the definition of the
tasks to be perfor�recl during the period of employment.
6.3 Soope of work statements will be reviewed by the provider agency to insure
oo��atibility to the agency's program arxi that adequate safety am] super-
visory m�itions have been met.
,! 6.4 The Personnel Department will establish a records jacket on select�ed par-
�'` ticipants which will include the contractual agreement between the city
I and provider agency, scope of work statement, and personal emergency data.
,.,�,
� ��
�.
� ADMINISTRAT�/E� � '
POLICY - AND PROCEDURE
I11LC:
ATPIIdDANCE
EFFECTIYE DATE: SUPERCEDES:
1-1-85
1.0 PURPOSE:
N/A
H0: OF:
1 1
IU6JC41:
PERSON�IEC,
INDE% N0:
200-08
PREPARED BY: MAYOR�S APPNOYAL:
Clements/Sloan
Zb establish a policy for attendance and procedures for requesting various
leaves of absence.
2.0 Og2GANIZATIONS AFFECTED:
All departments/divisions.
3. 0 REE'IItINCFS :
Not applicable
\ 4.0 POISCY:
Elnployees shall be present at their job in ac�rdance with the policies
regarding hours of work, holidays, vacation and recognized leaves of absence.
5.0 DFFINITIOIIS:
6.0
Not applicable.
6.1 An employee shall not be absent from work for any reason without prior
arrangement and apprwal of his/her supervisor.
6.2 An employee who, for any reason, fails to report to work shall notify
his/her i�nediate supervisor or department head within the first hour of
the rormal shift arrangement, unless extenuating circ�nnstances prevail.
6.3 An unreported absence of an eng�loyee from duty shall be deemed to be an
absence without pay if no rotification is received within the working day.
6.4 tJnreported absences without extenuating circwnstances may be cause for
termination.
ECTIVE.DATE:
1-1-85
� ADMINISTRA'1Ti/� �
POLICY AND PROCEDURE
� � �a � � �� � � � �
�:
N/A
JUOJC41: �y}��/��q��
rG14NLYlYr•� •
INDEX N0:
200-09
H0: OF: PREPARED BY: MAYOR'S APPROYAL:
1 1 Clements/Sloan
1.0 PURPOSE:
'lb establish a policy goveming employees' hours of work.
2.0 �2GANIZATIONS AFE'D;.`PEp;
All depart�nts/divisions.
3.0 Rg'ERIIICES ;
' Not applical�le.
4.0 POISCY:
4.1 All et[�ployees except firefighters shall work forty hours a week. Zhe
standard �,orkday shall, for rnn-uniformed personnel, norm�lly be 8:00 a.m.
to 5:00 p.m. unless a different schedule is necessary or agreed to.
Flextime may be utilized in some depart�nents.
4.2 Requests for alternate work hours shall be routed through the depari�nent
head and will be subject to apprwal of the mayor.
5.0 D�INITIOAS:
Not applicable
6.0 P%7CIDIJR�S:
Not applicable
i,
�
`._:
�
TITLE:
� ADMINISTRAT�'E �
POLICY - AND PROCEDURE
i � • �
:CTIYE DATE: SUPERCEDES: PAGE N0:
1-1-85 N/A 1
SUBJECT:
PERSOI�II>IQ�
INDEX N0:
200-10
. PREPARED BY: MpYOR�S APPROYAL:
1 Clements/Sloan
1.0 P(JRPOSE:
7.b establish guidelines for ooffee breaks ard lunch periods.
2.0 �tGANIZATIONS AFFECPID:
All departments/divisons except R�lice arc] Fire who follow their departments'
SOPs.
3.0 REE'II2INCES:
I�C 296-126-092
4.0 POLICY:
4.1 All e�loyees who work in excess of five (5)hours per day are entitled to
a minimiun thirty minute lunch period.
4.2 F�nployees are s�titled to one fifteen minute break in the �rorning and one
fifteen minute break in the afternoon. Part-time employees are entitled
to one fifteen minute break for each four hours worked consecutively.
4.3 Breaks shall be arranged so as not tA interfere with City business.
4.4 Abuse of the break or lunch privileges shall subject the offender �
disciplinary action.
� ADMtNiSTRA�V�
POLICY - AND PROCEDURE
i.FAVE OF ASSF�7(�
WIZIiGUT PAY
:CTIYE DATE: SUPERCEDES: PAG
1-1-85 N/A
1.0 Pi7I2POSE:
2.0
SUBJECT: --
PERSOI�,
INDEX N0:
200-11
H0: OF: PREPARED BY: MAYOR'S APPROYAL:
1 2 Gret,el Sloan
Zb establish guidelines for the use of leaves of absence in order to ensure
that regular city employees have an alternative to terminating their ee�loym�nt
in special circia�stances requiring their absence from vx�rk.
� ��
All departrnents/divisions.
3.0 REFERINCES:
Policy Nos. 200-12; -13
PoliCe/Fire Civil Service Fdiles
4.0 POLICY;
4.1 FSnployees whose circtunstances require their absence from Hvrk may request
an unpaid leave of absence for a period not to exceed three (3) m�nths,
using the following guidelines. Under extenuating circtmstances the
departrnent head and Mayor may approve an additional three (3) ironths leave
without pay.
4.1.1 Medical Leave: This time m3y be used for disability/illnesses
(including maternity related disabilities) which extends beyor�d the
period of accrued sick leave. (Vacation accruals, co�ensatory
time, and any acc�nnulated holiday time shall also be used
before starting an unpaid m=dical leave of absence, after sick
leave accruals are exhausted.) A doctnr's stateirent will be
required prior to the medical leave.
4.1.2 Non-Medical Leave: Unpaid leave time tmy also be used for personal
or family situations after vacation accrual has been exhausted:
�Sick leave accruals shall rat be used for ron-�nedical leaves of
absence.)
4.2 Under m circimstances may an emplayee use a leave of absence to work for
amther e�layer or to pursue self-�e�loyirent.
4.3 During any unpaid leave of thirty (30) days or more, an employee tmy keep
health, lifei arr3 dental insurance in effect by paying the premiinn amount
to the city in advance,
�� _ y L U� J:i�.N71�. 1: 7
TITLE: •
Leave of Absence
INDEX �
200-11
PAGE NO.:
�
OF:
2
4.4 An e�loyee will normally be assured of returning Go his/her position for a
leave of absence of less than ninety (90) days duration. Because of
staffing requirements, hvaever, it may be necessarp m fill the current
position for a leave of absence in excess of ninety (90) days. In this
event, the e�layee will be placed in the next open, co�arable position.
5.0 DEE'INiTIONS:
Not applicable.
6.0 PEKICEDURE:
6.1 Unpaid leaves of absence in excess of thirty (30) days must be requested in
advance on the "Leave Request" form acco�anied by a mem� detailing the
request. �is form is for maternity or other disability when the employee
does rnt have accrued sick time, it is also for any other type of per-
s�nal, unpaid leave following the use of all accrued vacation hours.
6.2 Ttie oo�leted form is forwarded inm�ediately to Personnel for mtation arcl
processing. Personnel coordinates with the e�loyee and Payroll for
payment of insurance premiums and for any other attendant requirements.
6.3 Fanployees who fail to return to work on the date specified in the Leave
Request without receiving an extension in advance are subject to disciplin-
ary action which may include,termination.
� ADMINfSTRAI�/E
POLICY - AND PROCEDURE
SIQC LEAVE
[CTIVE OATE: SUPERCEDES: PAGE N0: OF:
1-1-85 N/A 1 2
1.0 P(7RPOSE:
JECT:
PERSOIdQEL
�ex xa:
200-12
'ARE� BY: MAYOR'S
4b establish guidelines for the use of sick leave for personal illness, family
care, and on-the-job injuries.
2.0 �GANIZATIONS AFF'DCPEp;
All departments/divisions.
� : �y : a�,«a.
Policy No. 200-11 arrl Labor Contracts
4.0 POLICY:
4.1 Sick leave with pay shall accrue at the rate of one working day of leave
(8 hours) for each m�nth of continuous full-time service. (Firefighters
refer to union contract for accrual rate.) Any such leave which is unused
shall be acctunulated for succeeding years for all regular full-time
employees up to a rt�ximian of 960 hours.
4.2 Earned sick leave accruals are available for employee illness, and family
care illness, and must be exhausted prior to taking an unpaid medical
leave of absence.
4.3 "Leav�: Request" forms are used to record sick leave usage as well as all
paid and unpaid leaves of absence, and they require the apprwal of the
departinent head.
4.4 An eng�loyee shall be allaaed to use sick leave for illness in the umre-
diate family that requires their presence, uoon the apprwal of the
departmer►t head.
4.5 An emplayee who has been absent in excess of two (2) days due to illness
may be required to supply a doctor's statement.
4.6 When an employee suffers an on-the-job injury and receives a paycheck from
the City for sick leave usage, plus receives a time-loss check from the
Departrnent of Labor arri industries, the DL&I check must be turn� back to
the City's Finance Departnent. 7he city th� "pays back" the employee a
proportionate amount of sick leave credits equivalent to tl�e DL&I check.
(See also Pr�licy/Procedure No. 300-08 On�t'he�7ob Injury)
TITLE: �
POLICY A�ID PROCID�E Sick Leave
INOE% �
200-12
PAGE NO.: OF:�
2 2
4.7 Upon termination in good stan3ing (mt terminated for any cause) employees
hired on or prior to 12/31/84 shall be reimbursed at the current rate of
pay for unused accrued sick leave up tp a maxim�un of 120 days (960 hours)
in accordance with the follaaing schedule based on continuous years of
seroice:
Upon Co�letion of
Years of Service
0 through 4 years
5 tl�rough 14 years
15 through 24 years
25 years and over
Percent of Accrued
Unused Sick Leave
0�
258
50 �
1008
4.8 Sick Leave Accumulations Over Maxim�nn: In arder to provide an incen tive
for e�loyees who have reached tt:e maxim�nn number of accumulated sick leave
hours (960) mt to use sick leave that would otherwise be lost, the City
wi11 annually pay an employee 25� of the sick leave acc�nnulated and unused
over 960 hours.
4.9 Abuse of sick leave privileges shall be cause for disciplinary action.
5.0 DEFINITIONS:
Not applicable.
. 1 ' •��M�I� '
NOt �PZ1Cab12.
' � � � ADMINESTRATI�E� �
t �, �
� '. � , " POLICY AND PROCEDURE
TITLE:
• • s i i�
�T�ITY I+�� I INDEX N0:
200-13
ECTIYE.�ATE: I SUPERCEDES: IPAGE N0: OF: PREPARED BY: MAYOR'S APPROVAL:
1-1-85
� • •,•�7
1 2 I Gretel
Zb establish policy on �ternity leave in order that all employees are treated
equally and to ensure that m fem3le employee is disadvantaged because of
Pre9nar�ci'.
2. 0 ORGANI ZATIONS AFFDL`PID :
All departments/divisions.
R � •� •a �
Policy/Procedure 200-11
4.0 POLICY:
4.1 An e�loyee may werk during the entire period of pregnarx.y providing the
demands of the job are satisfied and her physician concurs. Zhe city may
request verification of the physician's concurrence.
4.2 Disabilities caused or.00ntributed to by pregnarxq, miscarriage, abortion,
childbirth and recovery therefran are oonsidered temporary disabilities
for all job-related purposes. Accrued sick leave mist be used for any
such disability. If the period of disability extends beyor�d the
employee's accrued sick leave, she �my take vacation time or maternity
leave of absence without pay. Such leave will be granted only for the
period of actual disability. Fbr purposes of msternity leave, a six (6)
week period of recwery after dlildbirth or related circianstances is con-
sidered reasonable. Disability beyond that time mist be verified by a
physician's statement.
4.3 Upon return frmn maternity leave, an employee returns to her same job � a
similar job with at least the same pay.
4.4 Maternity leave is intended to prwide only for physical disability coin-
cid�t with pregnancy, childbirth or related circiurctances. It does mt
apply in any respect to an employee who may adopt a child or for child
care. Maternity leave applies equally to married ard urnnarried v,umen.
_
TITLE: . INDEX N� PAGE XO.: OF;
POLICY APID PROCEDt1RE Maternity Leave 200=13 ' 2 2
4.5 An e�loyee who wishes to remain away from work beyorr3 the period of actual
disability may apply for a leave of absence without pay. (See Policy/Procedure
200-11.)
5.0 DEFINlTIONS:
Not applicable.
. � � •e «�. •
6.1 All paid leaves, arci impaid leaves of absence, are processed using the
Leave Request form. 'lt�e employee co�ng�letes the form indicating the dates,
number of hours and type of leave (Maternity) being requested.
6.2 This form is submitted by the employee to her supervisor two (2) weeks in
advance of the requested leave period, if possible.
6.3 Unpaid leaves of absence in excess of thirty (30) days must be requested in
advance on the Leave Request form with acco�anying mem� whez an employee
has exhausted all sick leave accruals and accrued vacation time.
6.4 The �leted form is forwarded inm�ediately to Personnel for riotation and
processing. Personnel coordinates with the employee arxl Payroll for
payment of insurance premiims and for any other attendant requirements.
6.5 An employee who fails to return to work on the date specified in the Leave
Request form without receiving an extension in advance is subject to
disciplinary action up to and including termination.
,
,
��;��k ' / C�:.
,
.
TITLE:
FFECiIYE
1-1-85
� • •r�.ti
� ADMINISTRAI�1/E
POLICY AND PROCEDURE
MTT.T�RY I,F,F.VE
N/A
SUBJECi:
PERSOI�E�IEC,
INDEX N0:
200-14
N0: OF: PREPARED BY: MA
1 2
Gretel Sloan
1b establish policy arx3 procedure for the use of military leave.
2.0 ORG,nNIZATIONS AF'E'Fx'i�p:
All departments/divisions.
3.0 REFERF3�1(�S:
APPROYAL:
RCW 38.40.060 (oon�nsation) , 1�.W 73,16 (eligibility for reinstate�rent} ,
Policy/Procedure 200-11.
4.0 POLICY:
4.1 An employee who is a member of the Washing�n National Guard or a Federal
Reserve Military Unit, is �titled to leave from his/her duties with full
pay for up fio fifteen (15) days each calendar year for official military
duty in accordance with RLW 38.40.060. Such leaves are in addition to any
other leave ar vacation benefits.
4.2 An emplayee who is called is� or volunteers for service with the arned for-
ces of the United States � the Washing�n National Guard is entitled to
reinstatement in his/her position �on co�letion of service, providing
that the period of service is four (4) years or less. Eligibility for and
ter� of reinstatement are administered in accordance with R�+T 73.16.
4.3 An employee prmroted or hired to fill a vacancy created by a person on
military leave is ap�ointed tr� the position subject to the return of the
absent �nployee. Upon such return, a proiroted e�loyee is restored to
his/her original position ar an equivalent position subject to the prwi-
sions of RLW 73.16.033. A replacement e�loyee is subject to lay off if
ro other position i.s available.
4.4 Empioyees who fail to return to work on the date specified on the Leave
Request without receiving an extension in advance are subject to disciplin-
ary action up to and including termination.
TIiLE: � INOEX N� PAGE NO.: OF:
POLICY AnID PROCIDURE Military Leave 200-14 ' 2 2.
5.0 DEEINITIONS:
Not applicable.
6.1 The e�loyee oo�letes a Leave Request form indicating the dates, the
number of hours, a�rl the type of leave (Military) requested,
6.2 The request shall be acco�anied, whenever passible, with a signed, cer-
tified oop� of official orders placing the employee in an active duty
status.
6.3 This form is submitted by the employee to his/her supervisor at least
twenty-four (24) hours in advance arx3 longer if specified I� individual
departments. F3nployees are required to notify their supervisors at the
earliest possible date upon learning of scheduled military training.
6.4 The oo�leted form is fonaarded itmnediately to the Personnel Department for
rotation and processing.
.
� �.�
�I�i�iu��
��� . .,
�
:CTIYE.DATE
1-1-85
ADMINISTRATI�E
POLICY - AND PROCEDURE
� ��
SUPERCEDES:
N/A
A
1 2
iEx No:
200-is
PARED BY: MAYOR'S
Gretel Sloan
4b establish guidelines for the use of funeral leave due to death in the
employee's inenediate family.
2.0 ORGANIZATIOI� AF'E'�TED:
3.0
All departrnents/divisions.
Current labor agreements; Policy/Procedure 200-11
4.0 POISCY:
4.1 F]nployees who suffer a death in the imnediate family shall be granted
three (3) full days of leave with pay. �is day shall be rnted as funeral
leave and shall not affect vacation or sick leave accumulations.
4.2 Should special circumstances exist, the employee msy use up � three days
of sick leave in addition to the funeral leave with permission of the
mayor. If additional time is necessary, it shall be taken as vacation or
unpaid leave if vacation has been exhausted.
5.0
5.1 Not Applicable
6.0 P�:
6.1 7.he ee�loyee rntifies his/her im�diate supervisor upon imking deter-
mination to take time off from work.
POLICY APID PROCIDURE
TITLE
�ral Leave
INDE%�.:
2D0-15
PAGE NO.: OF:�
2 2
6.2 Upon return to work, the e�loyee completes the Leave Request form indi-
cating the type of leave (Funeral Leave) and the number of hours used.
6.3 The oo�leted form is to be included with the departmental timecard and sub-
mitted tn payroll.
6.4 FSnployees who fail to return to work on the date specified to the super-
visor withait receiving an extension in advance are subject to disciplinary
action up to and including termination.
i, w�
�
. � ��
�
�: .
� TITLE:
VE
1-1
1.0 PURPOSE:
� ADMINISTRA�V�
P4LICY - AND PROCEDURE
'� ��� •� �. AMI
SUPE
N0: OF:
1
SUBJECi:
PERSONNEL
INDEX N0:
200-16
PREPARED BY: Mp
Gretel Sloan
7fo establish policy for jury duty in order to encourage city employees to
fulfill their civic obligations.
2.0 ORGANIZATIONS AFFFX.'PED;
All departinents/divisions.
� •� ��s «a.
RCW 2.36.080
4.0 POLICY:
4.1 F3�loyees who are called to serve on a jury or appear as a subpoenaed wit-
ness in any case related to the City in any established c�urt shall be
released from work tv do so, During the period of such absence, the
e�loyee will receive full salary. However, any jury or witness fees
received by the eng�loyee m�st be endorsed or paid to the city.
4.2 Etiployees who are absent from work for this purpose will retain seniority
and all benefits. The time away will not affect vacation or sick leave
accruals, EIC4'EPT employees who appear in oourt in any action mt related
to City business shall rnt be paid for time avray from work.
5.0 DEE'ID7ITIONS:
Not applicable.
. � • •.� «�. •
6.1 The e�loyee �letes the Leave Request form indicating the dates, number
of hours and type of leave (Jury Duty) requested, Zhe request should
include a copy of appropriate doc�unentation certifying selection for jury
duty ar subpoenaed as a witness.
a
TITLE:� INO.EX � PAGE NO.: OF:�
POLZCr tarID PFtocIDtlt� J A,�,/Court DutY 20b-16 ' 2 2
6.2 This form�is submitted by the e�loyee to his/her supervisor at least
twenty-four (24} hours in advance of the requested leave period and longer
if specified by individual departnent requirements.
6.3 The cm�leted form is forwarded to Payroll with the timecard for nota-
tion and processing.
6.4 The e�loyee is responsible to turn over jury or witness fees to the
Payroll Clerk.
�
IY. �
II
� �
I11LL:
EfFECTIYE DATE:
1-1-85
1.0 PURPOSE:
� ADMINISTRA
POLICY - AND PROCEDURE
��-�ILYl��.��.n IY�
SUPERCEOES: PAGE N0: DF:
N/A 1
JIIOJCbI: n�.�,��
��./t4V r.� •
txoex xa:
200-17
PHEPARED BY: MAYOR'S
2 Gretel Sloan
7b establish policy for leave of absence requests by e�loyees to do volunteer
work for mn-profit and/or social service agencies.
2.0 �2GANIZATIONS AFFECTID;
All depart�nents/divisons.
fc � • � �• a «a.
Not applicable.
4.0 YOLICY:
5.0
4.1 The City of Auburn recognizes that natural disaster emergencies occur,
which require the use of volunteers of certain bona fide disaster relief
agencies, such as the Red Cross. An employee who is a volunteer of such
an agency and who is requested or wishes to assist in a disaster situation-
may do so by using accrued vacation or unpaid leave.
4.2 This absence is subject to prior approval of the supervisor based on
division/department work requirements at the time, the sa� as any other
leave request.
4.3 The City of Auburn recognizes that volunteer work with other non-profit
and/or social service agencies may occur and shall be treated in the same
manner.
5.1 Volunteer Nbrk:
Work b� an e�loyee for an agency other than the City of Auburn without
carg�ensation and for himianitarian purposes (i.e., disaster relief).
. i •:,�«��. r+
6.1 All paid leaves and unpaid leaves of absence are processed using the Leave
Request form.
TITLE:
POLICY At�ID PRc)CED�7RE V�nteer Work
INDEX �:
200-17
PAGE NO.:
2
OF:
2
6.2 The e�loyee con�letes the form indicating the dates, number of hours, and
type of leave (Volunteer Nbrk) being requested. This is submitted by the
employee to his/her supervisor at least twenty-four (24) hours in advance
of the requested leave period and longer if specified by individual depart-
ment requirem�nts.
6.3 The oo�leted form is forwarded i�miediately � Personnel for rntation and
processing.
I ' � � . � ADMINlSTRA�V� �
��
( � . ` A POLICY - AND PROCEDURE
�
TITLE: SUBJECT• �
PER.SOI�IEL
NEY�7 IIdlPLAYF� ORIENPP.TION I N D E X N 0:
200-18
DATE:
1-1-85
1.0 PUEtPOSE:
N/A� 1 2
Gretel Sloan
To establish a procedure for processing new regular employees into City
e�loyment l� way of orientation by the Pers�nnel Departsnent and the hiring
depart�nent.
2.0 ORGANIZATIONS AFF'E�TID:
All departrrtents/divisons.
� : �y ; a�,«a,
Not applicable.
4.0 POISCY;
Not applicable.
5.0 DEEINITIONS:
Not Applicable.
. 1 • •,�M71� '1
6.1 General (Personnel Departrnent):
6.1.1 New e�loyees are scheduled for an appointment in Personnel on
their first day of work for g�eral orientation.
6.1.2 Personnel prwides information on general city operations and poli-
cies, emplayee benefits, and union requirements. A c� of the
employee's job description, FSnployee Handbook ar�d New Ehg�loyee
inforniation Sheet are prwided as well as inforrmtion ooncerning
enrollment in health and life insurance progra�. �e e�loyee
signs a form in duplicate ackmwledging that he/she has received,
the information and handbook. �e employee keeps one oop� of the
form and the other is placed in his/her personnel file.
-• � u ••• a. -
iITLE:
New E�loyee Orientation
INDE% �:
200-18
PA6E NO.:
E
OF:
2
i 6.1.3 All new enployees will be oriented on the Perfornance Evaluation
system, to include familiarization with the evaluation form and with
the evaluation procedure.
6.2 �ific (Hirinq Depart�nent):
6.2.1 The hiring departrnent provides specific information to the new
e�loyee on the first day of work. It is essential that a new per-
son be advised of the work standards and regulations and welcomed to
the work group. Positive actions on the first day help prevent
later proble� and misunderstandings.
6.2.2 '19�is infortn3tion orientation is conducted by the employee's i�nediate
supervisor or designee. At a minimiun, the follaaing ite� are cavered:
1
2
�
Hours of work; timecards or reports; leave requests.
Duties of the position.
Safety rules and procedures; Iocation of safety or protective
equipment.
4. Ir�cker room facilities.
5. 7.bur of the work area, including location of equipment, supplies,
etc.
6. Introduction to fellow workers and other supervisors, if any.
7.
�
Lunch and coffee breaks.
When and to who9n to report absence fram vx�rk.
9. Who is responsible for rating the employee and what rating and
performance standards will apply to the position.
10. Parking location and stickers.
6.3 Fir�erprinting/Back round Check:
6.3.1 Depending on the particular position filled, certain e�loyees may
be required to undergo fingerprinting and/or background check by the
Police Departrnent. 7he results may affect their ability � be
re ta ined as an e�loyee .
6.3.2 �loyees who are required to drive City vehicles will be subject to
a ci�eck through the Departrnent of Motor Vehicles for licaise
validity.
��•"�•`
��r
�
TITLE:
1-1-85
1.0 PURPOSE:
ADMINISTRA
POLICY - AND PROCEDURE
EXIT INTERVI�S+T
SUPERCEDES:
N/A
SUBJECT-
PEFtiOANFd�
INDEX
ND: OF: PREPAR
1 2
►11 �
Gretel Sloan
MAYOR�S APPHOYAL:
To establish procedures for final exit interview with the Personnel Director or
his/her designee.
2.0 ORL'�ANIZATIONS P�'FE7CrED:
All departments/divisions.
3.0 REFERFNC'�5:
Not applicable.
4.0 POLICY:
5.0
All exiting employees will be requested to attend an exit interview on or
before their last day of employment with the city.
Not applicable.
i •,� �. • a.
6.1 All e�loyees who terminate employment with the city shall be entitled to
an exit interview with the Personnel Director or designee.
6.2 The exit interview will cover explanation of the b�efits that the
employee has accrued, and hoa the e�loyee can withdraw from the retire-
ment system, if appropriate, etc.
6.3 Any city property, including key, will be tumed over to the Personnel
Depari�nent or the e�loyee's inenediate sapervisor.
6.4 The er�loyee will be requested to oo�lete the termination form, stating
the reason he/she is leaving city e�loyment, if the e�loyee is leaving
to take employment elsewhere, reasons for leaving the city, and any
w�laints about enployment with the City, should be specified. Rhis may
help avoid future problems.
TITLE:
POLICY ADID PROCIDURE E� Interview
INDER.� PAGE NO:: DF:
200-19 ' 2 2
6.5 Personnel Departrnent staff will offer all assistance possible to retiring
employees, and those laid off through lack of vx�rk or funds.
A�MINISTRA
POLICY - AND PROCEDURE
Fi+'1PIAYEE PERSOrII�L RE]CGffiDS
EFFECTIYE DATE: SUPERCEDES: PAGE N0:
1-1-85
1.0 PURPOSE:
2.0
N/A� 1 3
SUBJECT:
PERSOI�G
200-20
Gretel Sloan
MAYOR�S APPROVAL:
4b establish procedures and responsibilities for the maintenance of employee
personnel records.
t�y�+ay��1��7
All departments/divisions.
3 . O RF:F'F.RFNC.�S :
Not applicable.
4.0 POISCY:
The Personnel Departrnent maintains current records on all e�loyees reflecting
personal, job history, and other pertin�t information. In accordance with V�,C
40.14.070 azd 414.24.050, these records are maintained during the tenure of the
employee and for seven years after the e�loyee leaves city employment. Access
to these records and information provided therefrom is limited as specified in
Section 6.3.3.
5.0 DEFINITIOIIS:
Not applicable.
. � � •��«�.
6.1 Responsibilities: �
6.1.1 'IY�e Personnel Department maintains a file on each employee. 7t�e
Personnel Director is responsible for the maintenance of all offi-
cial personnel records.
6.1.2 Department heads are responsible for forwarding dociarents for
inclusion in the personnel files of those employees assigned to .
their department. Dociarents included in the files are designabed
abse�rnar►ent ar�d te�orary, as identified in 6.2.1 arcl 6.2.2.
TITLE: INDEX �: PAGE NO.:
POLICY AnID PFtcx,'EOURE �lq,�rs�nnel Records 200-20 2
6.2 Identification of inforrt�tion to be included in personnel files•
QF:
2
6.2.1 Permanent Doctmients: 4hese are docwnen ts that are retained in the
employee's personnel file throughout his/her association with the
city as an e�loyee. Examples of these doc�rents are employ�nt
application, perfornar�ce ratings, education/training information and
personal data sheet, and salary/assignment history sheet.
6.2.2 Te�orary Ibcimients: ibcimients that have limited retsntion pursuant
to this policy. An example of this type of doc�nt is an admin-
istrative �rrespordence relating b� leave/vacation requests �
letters of reprimand. Other te�orary docimients, for example, leave
requests, need mt be kept in the file.
6.3 Procedure for release/accessibilitv and
6.3.1 The Personnel Depart�nent treats as confidential all employee infor-
mation except when requested to verify the following: job title,
depart�nent, date of hire, date of termination (if applicable), and
base salary. The.department dces not provide addresses, private
telephone numbers, birthdates, social security numbers, reason for
termination, or other personal information to any agency or private
irr3ividual except under subpoena paver.
6.3.2 Should an eng�loyee desire that the Personnel Department release any
information rot allaaed by this policy, he/she must sign an authori-
zation inclicating the specific information to be released and to
what specific agency/individual.
6.3.3 Access tn information contained in the personnel file will be
limited to the Personnel Department, the respective departinent
heads, and individual employee. Files pertaining to employees who
are bona fide candidates for inter�3epartment transfer or proirotion
will be available for review by the prospective gaining department
head.
6.3.4 �loyees will be given the opportunity � review all information
wntained in their files upon request.
�
i , QF�
�burn `°
�
I4E DATE:
� ADN6iNISTRA�V�
POLICY AND PROCEDURE
. .,�.. , � • �
1. 0 PCTRPOSE :
BJECT:
PERSOPI�[,
IDEX N0:
200-21
ND: OF: � PREPARED BY:
NAYOR'S pPPflDYAL:
Zb establish policy and procedure for the probation period for new employees
and current e�loyees who are proiroted,
2.0 �tC�F1NIZATIONS AFFF7CTID:
All departments/divisions.
� � � �• a «o.
Civil Service Rules; Union Oontracts
4.0 POLICY•
New employees to tl�e city and current employees who are proqroted are placed on
probation status for a period of one year (unaffiliated employees and employees
cuvered urxler Civil Service Rules); or 90 days for employees specified in the
Teamsters "inside" contract. This period is designed to give the employee time
to learn the position responsibilities and give the supervisor time to evaluate
the employee's potential and performance.
4.1 Zhe probation period is part of the selection process and mist be treated
as an additional selection examination. If the eag�loyee is unable to per-
form the wnrk, the person must be terntinated as early as possible. Early
termination saves the city a time and dollar investment and saves the
e�loyee possible embarrassment and frustration. Probationary e�loyees
may be terminated only with apprwal of the Personnel Direc�r ar►� the
Mayor.
4.2 During the probation period the employee is formally evaluated (see 6.0
belaa) and prwided written docwnentation of progress. �ese evaluations
prwide the necessary justification for retention of the person as a regu-
lar ee�loyee or termination for failure to meet the job standards and
requirements.
4.3 Lfider unusual circimstances, the probationary period imy be extended.
This is done only after an evaluation of the situation, the ertq�loyee's
abilities, and demonstrated potential. Probation extension is done only in
oonsultation with the Personnel Director and the the Mayor.
�`
POLICY APID PROCIDURE
5.0
6.0
TITLE
INDEX . : PRGE NO.: QF:�
200-21 � 2 3
4.4 Elnployees who are pro9roted to new positions must successfully co�lete a
new probationary period. �ose who fail the probationary period shall
re-asstmie any regular appointment held prior to proirotion, if those posi-
tions remain unfilled. If the position.has been filled e�loyee will be
given priority consideration for the next ccmparable opening.
DF�'INITIONS:
Not applicable.
PROCECxJRE:
6.1 Performance Counseli arid I� raisal—Supervisor's Responsibilitv
6.1.1 During the first day of the employee being in the job, schedule time
to sit darm with the employee and explain that his/her we�rk will be
formally evaluated during the follaaing probationary period.
Explain the evaluation procedure fully.
6.1.2 Encourage the employee to ask questions; provide clear, co�lete
anst,ers. Show by example.
6.1.3 Maintain a"Performance Log" (provided by Personnel) on the employee
and discuss any comnents you make on the form with the e�loyee, who
then initials the form indicating that discussion has taken place.
6.1.4 At the end of three (3) m�nths (or thirty (30) days in the case of
Finance and Clerical affiliated employees) oo�letely fill out the
rating sheet using the Performance Log, and m3ke a specific appoint-
ment to discuss the rating with the e�layee in a private interview.
6.1.5 During the interview, explain the ratings as clearly as possible,
giving examples where necessary. Elicit feedback from the employee.
Work tngether on setting perfortn3nce gaals for the following three
(3) month (30 day) period and write these down under the
"Performance Development" portion of the evaluation form.
6.1.6 Allaa the employee some time alone so that he/she can go wer the
rating sheet, fill out the "Flnployee Comnents" portion and sign the
form.
r• u •• ��
. .,�:• � • � • �
INDEX �: PAGE NO.: QF:
200-21 � 3 3
6.1.6.1 In the event the e�loyee disagrees with the ratings, and
at the employee's request, a meeting will be held withthe
emPloyee, the supervisor, and the reviewer (rater's
supervisor). The purpose of this meeting is to discuss and
resolve areas of disagreement. A record of this meeting
and �tion taken will be attached to the rating sheet and
forwarded to Perso:uiel.
6.1.7 At the cmipletion of the interview, have a oop3 of the form made for
the employee and forward the original to Pers�nnel.
6.1.8 Repeat these procedures for the follaaing rating periods.
6.1.9 if there is a question as to whether the employee can successfully
coi[q�lete the probation period, this should be rnted on the form, and
oontact must be made with the Personnel Departrnent to discuss the
problems. If the e�loyee successfully cmnpletes the probation
period, he/she should be informed that he/she is mw a regular
employee.
TITLE:
EfFECTIVE DATE:
1-1-BS
1.0 PURP�E:
� ADMINiSTRA
POLICY AND PROCEDURE
PR(MOTIONS
SUPERCEDES: PA6E N0:
N/A� 1 2
SUBJECT: ��
PER.SOI�dEL
INDE% N0:
200-22
PREPARED BY: MAYOR'S qPPROVAL:
Gretel Sloan
'Ib establish policy for application for and appointment to vacant positions by
current ertq�loyees.
2.0 C&2GANIZATIONS AFFF]GCi�p:
All departments/divisions except those covered by Civil Service Regulations.
3.0 Rg'ERF3dCE5;
Current labor agreements.
4.0 POLICY:
4b the extent possible, the city attempts to fill vacant positions with current
employees. FSnployees are encouraged to apply for any vacancy for which they
may qualify.
4.1 Application an3 Appointsnent•
4.1.1 As applicants for a position, e�loyees are subject tn a for�l
selection process. Selection of an e�loyee for a proirotion (or
lateral transfer) is based on past work record, kmwledge of the
job and qualifications, as c,ell as time in service.
4.1.2 If, during the selection process, t�.o or m�re employees are fourr]
to be equally qualified, the one with the greatest seniority is
appointed to the position.
4.1.3 In cases where only one employee applies for a position arx3 the
person's abilities and qualifications are kra�m to the hiring
depart�nent, the form3l selection exanunation may be dispensed with
upon co�urrence of the Personnel Director.
4.1.4 No offer of proirotion may be tmde to any e�loyee prior to oo�le-
tion of the recruitrnent ar�d selection process. lpmporary appoint-
me�ts maY be �mae by the Departrnent Director for a specified time
or assigrnnent as necessary. Such appointments are �de on an
"acting" basis and the employee returns to his/her regular position
upon oo�letion of the assignment.
TITLE� INDE%�: � PAGE NO.: QF:�
�oLICY nt�ID [��c�CID�mE romotions 2b0-22 i 2 2
I
4.2 Salarv:
4.2.1 Upon prrnrotion to a higher paying position, an employee's salary is
increased. The time of the increase depends on the nature of the
promotion, as follaas:
4.2.1.1 Salary increase for the new position is effective the date
of prmrotion to the step of the new position grade which
provides an actual increase equal to one step; or � the
"A" step of the new position, whichever is greatest.
4•2.2 IN the instance above, the next step increase occurs one yeaz
following the first proirotional salary increase.
4.2.3 FSnployees who are assigned to a higher paying position in an acting
capacity for one full pay period or more are paid at the higher
grade for the duration of the assignment. 'lhe actual salary is set
by the department head in consultation with the Personnel Director.
4.3 All employees who are prrnroted to a new position are on probation ard must
underqo the form3l work performsnce evaluation process as outlined in
Policy/Procedure 200-19 Section 6.1.
5.0 DEFINITIONS:
Not applicable.
6.0 PROCEDURES;
Not applicable.
h / ,
,
, '� �
�,
TITLE:
TIYE
1-1-85
� ADMINlSTRA�1/�
POLICY AND PROCEDURE
ALC�30LISM AND
SIJBSTAAICE ABUSE
SUPEA
N/A
auodtt,i• �
PERSOI�f,
ixoEx xo:
200-23
N0: OF: PREPARED BY: MAYOR'S APPROYAL:
1 2 Gretel Sloan
To establish policy recognizing alcnholism and substance abuse as treatable
illnesses and encouraging e�loyees with such a problem to seek appropriate
treatrnent for the disease.
2.0 �2GANIZATIONS AFF�CPED:
All depaztments/divisons.
c � •� �•a M
Not applicable.
4.0 POLICY:
The City of Auburn recognizes alcoholism and substance abuse as treatable
illnesses arx3 encourages e�loyees who suspect they may have an
alcoholism/substance abuse problem � take advantage of diagrostic, counseling
an] other treatrnent services.
4.1 Supervisors, co-wurkers, or the employee ooncerned confidentially request
initial assistance from the Personnel Depart�nt in firding appropriate
agencies to deal with the problems of alcoholisn/substance abuse.
4.2 It is expected that an e�loyee having an alcoholism or substa�e abuse
problem will seek appropriate treat�nent for the illness. Zhe City will
extend the same consideration and assistance, including insurance and sick
leave benefits, to th�e employees suffering frmn alcoholism/substance
abuse as is extended to employees having any other disease.
4.3 The city's concern with alooholism/substance abuse is strictly limited to
its effect on the e�loyee's perfor�mnce on the job.
I4.4 This policy will rnt require, or result in, any specific regulations,
privileges, ar exe�tions for the standard ac3ninistrative practices appli-
cable to job performance requirements, including those oontained in
, labor/management agreements.
POLICY AAID PROCIDURE
.
1
5.0 DEE'INITIOI�S:
TITLE INDEX PAGE XO.:� �F:
Alcoho�/Substance Abuse •. 200-23 2 2
5.1 Alcoholism•
For the purpose of this policy, alcoholism and substance abuse are defined
as diseases in which the e�loyee's consw�tion of alcoholic beverages or
abuse of substances interferes with his or her job perform3nce.
� • •�� �. r
Not applicable.
r
,
P II
, � ADMINISTRAI�1/E *
POLICY - AND PROCEDURE
LE:
i�ri.�`s
[CTIYE DATE: SUPERCEDES: PA6E N0:
1-1-65 N A
1.0 PiJRPOSE:
• • • 171
INDE% N0:
200-24
Sloan
To establish policy for the eng�loyment of i�diate relatives in order to
assure the reality and appeararice of fairness in the best interest of the city.
2.0 ORGANIZATSONS AE'F'DCPED:
All departnents/divisions.
3.0 Rg'ERINCFS:
V�C 162-16-150 (3) and (7).
4.0 POLICY:
It is the City's policy that im[�diate relatives will not be employed in regu-
lar or part-time positions where:
1. One relative would have the authority to supervise, appoint, rem�ve,
discipline, or evaluate the performance of the other.
2. One relative would be responsible for auditing the work of the other.
3. Both relatives would receive supervision frcan the same itmt�ediate
supervisor.
4. Other circimstances exist which would place the relatives in a
situation of actual or reasonably forseeable o�nflict betr,een the
City's interest and their own.
5.0 DEFINITIOIS:
5.1 Imnediate Familv: Includes spouse, child, parent, parent-in-law, brother
or sister, grandparents, son-in-law, daughter-in-law, or grarr3children.
This policy shall also apply to persons related by blood or marriage
residing in an e�loyee's home.
, i •:,�«�.. r
Not applicable.
/i y ''
l_.::.....'. ♦
�
TITLE:
EFFECTIYE DpTE:
1-1-85
1.0 P[JF2POSE:
►
i: � : suia�
ADMINISTRAT1�lE� t
POLICY - AND PROCEDURE
SUPERCEDES:
N/A
N0: OF:
1 3
SUBJECT:
PERSC)NL�
INDEX N0:
PREPARED BY:
200-25
Gretel Sloan
MAYOR'S APPRDYAL:
7b establish a uniform procedure for employees to request retirem�nt infor-
mation or apply for retire�rent benefits.
2.0 ORGANIZATIONS AF�'DC.'PED:
All departrnents/divisions.
3.0 R�'F'�CFS:
Not applicable.
4.0 POLSCSt:
Not applicable.
5.0 DEFINITIONS:
Not applicable.
. i ••�«�. •
PERS emplayee obtains "R�quest for Estimate of Benefits" form from the
Personnel Deparhnent, co�letes it with the assi.stance of the Finance
Depart�nent, and sends it to the retirement system in Olympia at least ninety
(90) days in advance of the anticipated date of retire�nt. (These requests
may also be sent in at any time in order for employees to obtain an approximate
projected retirement benefit figure.) Benefits for military service, if appli-
cable, may be estimated at this time, by inquiry fran Oly�ia.
6.1 Wh� the estimate of benefits information has been returned to the
employee from the retirement system, e�loyee schedules an appoint�r►t to
visit the Oly�ia office to finalize the retirement date.
6.2 Fmployee prwides written rotice to his/her department head thirty (30)
days prior to retirement date.
i:'.
� TITLE•
POLICY At�ID �ROLIDt�E �tirement
INDE%�.: I PAGE NO.: ,OF:
200-25 T 2 3
6.2.1 Departinent head of retiring employee sends notice of retirement
letter tb the Personnel and Finance Departments for processing.
6.3 Finance Department sends the Olympia retirement system docimientation of the
employee's separation and authorizing pension payments.
6.4 Who may apply: (PERS)
Plan I •
1• P.ny member with thirty (30) years of service credit, regardless of
age.
2. Any member age sixty (60) with at least five (5) years �sixty (60)
creditable m�nths� of service. �e b�nefit will be actuarially
reduced.
3• Any trember age fifty-five (55) or more with at least twenty-five
(25) years of service credit.
Plan II:
1• �1nY ��r age sixty-five (65) or m�re with at least five (5) years
�sixty (60) creditable rronths � of service credit. 'iY�e benefit
will be actuarially reduced.
2• Any member age fifty-five (55) or more with at least tc,enty (20)
years of creditable service. �e benefit will be actuarially
reduced.
6.5 LF]�FF emplpyee contacts the retirement system in Olympia notifying them
of intent to retire and receives an estimate of benefits including benefits
for military service, if applicable.
6.6 F7nployee rntifies departrnent chief, in writing, at least thirty (30) days
in advance of intended retirement date.
6.6.1 Departrnent d�ief forwards employee's letter of intent to retire to:
Mayor, LEOFF Board, Civil Service Comnission, and Personnel and
Finance Departsnents for processing.
6.7 Who may apply:
Plan I: (�iloyed prior to October 1, 1977)
1• Any member with (5) years credited service, having attained age
fifty (50).
TITLE:
POLZCY i�ID PROCIDURE ltirement
INOE% PAGE NO.: OF:
200-25 , 3 3
2. Mandatory retirement at age sixty (60), excluding law enforce�rent
officers and firefighters on duty as of March 1, 1970, and Police
and Fire (9�iefs remaining in that position.
Plan II: (Newly employed on or after Octr�ber 1, 1977)
1. Any �mber with five (5) or irore years of credited service who has
attained age fifty�ight (58).
2. Any member who has comPleted twenty (20) years of service and has
attained age fifty (50). 4he benefit will be actuarially reduced.
�,
TITLE:
EFfECTIVE.�ATE:
1-1-85
. � ADMINISTRA
POLICY - AND PROCEDURE
GARNISI�ffi�'P
SUPERCEDES: PAGE N0: OF:
N/A 1
SUBJECT•
PERSO�II�C,
INDEX ND:
200-26
PHEPARED BY: MAYOR�S APPROYAL:
Gretel Sloan
Zb provide a procedure for handling garnishm�nt(s) of an e�loyee's wages.
2.0 C12GANIZATIONS AFFDL`PFD;
A11 departrnents/divisons.
3.0 REE'ERFNCES:
i�7 7.33.160
4.0 POLICY:
Any mtice of garnishment will be received and signed for by the Mayor, arx3 the
procedure outlined under Section 6.0 belaw will be follawed in all cases.
5.0 DEEINITIONS:
5.1 Garnishm�nt:
AL legal stoppage of a specified swn from wages to satisfy a credibor.
. � � •a �. •,
6.1 Notice of garnishment will be forwarded to the Personnel Departrt�ent, and
Legal Departrnent.
6.2 Personnel Departrnent will forward a copy of the mtice to the Payroll
Division for processing.
6.3 Payroll Division will make the necessary changes to the e�loyee's wages,
and a dieck for the garnished am�unt will be written and forwarded to the
creditor as directed.
6.4 Persormel Department will notify the employee and respective department
head, in writing, that the garnishment is being processed and will direct
the e�loyee to seek debt counseling. The e�loyee will also be mtified
that, if three (3) garnishments are served within a period of twelve (12)
consecutive m�nths, the e�loyee �my be terminabed,
,
,
� , ..
�'':: , i ` ..
iITLE:
EFFECTIVE DATE:
1-1-85
, � ADMINISTRAI�/� �
POLICY � AND PROCEDURE
SUBJECT:
CIASSIFICATION AND PAY
CREATION AND N�,INTFS7ANCE I N D E% N 0:
OE CIASSIFSCATIOIIS 200-27
SUPERCEDES: PA6E N0: OF: PREPARED BY: MAYOR'S APPROVAL:
1.0 PUFtP06E:
To establish policy and procedures for creating and m3intaining a oomprehensive
classification plan.
2. 0 �tG�Ni ZATIONS AF'E�'PID:
All deparhnents/divisions rnt covered under Civil Service Iailes.
3.0 u�:R�CES;
Not applicable.
4.0 POLICY:
4.1 The Personnel Director shall be responsible for the m�intenance of a
classification plan that describes the duties of each position in the City
arr3 the pay grade to which each position has been assigned.
4.2 At the beginning of each year (or at the time a new pay schedule is put
into effect) an updated cap� of the classification and pay schedule for
affiliated ard non-affiliated positions will be sent to each affected
departrnent/division.
4.3 Qirrent organization dlarts shall be maintained in the Pers�nnel .
Departrnent.
5.0 DFF:EINITIOI�
Not applicable.
6.0 PI�EDIIRE: .
Not applicable.
�'�i�U n
�
1-1-85
1.0 PURPOSE:
� ADMINISTRAT�'E
POLICY - AND PROCEDURE
POSITION i�]CI�ISSIFICATION
N0: OF:
1 2
CIASSIFICATION AND PAY
INDEX N0:
PREPARED BY:
Clements/Sloan
To establish procedures for the request, consideration and approval of position
reclassifications.
2.0 ORGANIZATIONS AFFE�TID:
All departments/divisions.
3.0 Rg'ERINCFS:
Current City of Auburn Positions and Pay Ranges (Price Waterhouse Salary Plan)
4.0 POLICY:
The need is recognized for periodic review and adjustmznt of positions in the
city due to d�anging seroice demands, qualification requirements, arxi job
responsibilities. All requests for reclassification will follaa the procedures
outlined in subsection 6.0 of this policy.
5.0 DEE'INITIONS:
5.1 Reclassification:
An increase in the level of responsibilities, tasks, and duties of a posi-
tion which c�anges areas of emphasis and the level of skill as they relate
to the current position. These changes must be reflected in higher quali-
fication requirements. A reclassification is not to be used as a merit
raise; mr can it be used to reflect an increased vol�nne of work at the
same level of responsibility that the incimibent is currently performing.
Reclassification may also be used to correct an original, incorrect
pl��nent.
5.2 rade:
As a result of reclassification, and due to an werall increase/decrease
in the responsibilities of a position, resulting in an increase/decrease
in the monetary oo�sation (pay ranges) established for the position.
TITIE: � INDEX N� PAGE NO.: OF.:�
POLICY ADID F�20CIDURE , position Reclassification 200-28 ' 2 2
5.3 Job Audit:
An analysis of the critical elements of a position against a pre-
determined form�la for �asuring the relative worth of a position and place-
ment in the City's classification/pay schedule.
. 1 "��M91� •
6.1 All requests for reclassification will be initiated trY cosnpleting a
Reclassification Reguest Fbrm (availahle from the Personnel Department).
The departrnent head responsible for the position shall provide a narrative
justification for the reclassification, e�hasizing changes in position
responsibilities for requirements for qualifications (i.e., experience,
education, professional certification, etc.).
6.2 The request will be forwarded to the Pers�nnel Director for review and a
job audit. 7tie Personnel Directnr then forwards his/her recomnendation to
the Mayor.
6.3 The nayor reviews all pertinent material related to the request, makes a
decision and returns the �terial to the Personnel Departrnent.
6.4 If the upgrade is apprwed, Personnel takes the necessary steps to affect
change and mtifies affected pers�nnel.
6.5 If the upgrade is denied, Pers�nnel notifies affected personnel.
6.6 If the requested action is for a downgrade due to reduction in respon-
sibilities or requiremen ts and the Mayor concurs, Personnel coordinates
further action and rotifies affected personnel. �is �tion m�y include
freezing the da�mgraded employee's salary until such time as it catches up
with the wrrect grade and step.
�
�+�i'
�
���
���
1-1-85
1.0 PURP06E:
� ADMINISTRA�1/�
POLICY - AND PROCEDURE
P06ITiON TITLE CHANGE,S
N0: OF:
1 2
T:
CIASSIFICAIZON AND PAY
200-29
Z+o establish policy and procedure for making changes in position titles.
2.0 ORGANZZATIONS AFFFJCPEp:
All departrnents/divisions.
3.0 REF'F.RII�]CES:
Not applicable.
4.0 POLICY:
The titles assigned � city positions are reflected in the classification
system and job descriptions. They are intended to quickly identify the posi-
tions in general descriptive terns. Job titles the�nselves are not used for
salary � job oo�arison purposes, as the same work or position �y be called
by a variety of titles across agency lines.
5.0 DEEINITIONS:
Not applicable.
i • •,�«�.
Occasionally positions may change in emphasis so that the title ro longer
a�ears an appropriate identification. in such cases ard when not initiated by
the Personnel Department, the follaaing procedure is used:
6.1 Department head oonQletes a Request for Title Change form stating the pro-
posed title and reasons for the request and submits to the:
6.2 Personnel Director who reviews arr] evaluates the request and submits a
written recoamiendation to the:
TIiLE: IXDE% �: PAGE NO;: OF:�
POLIC�[ ''�nID PROC�t1�E , Posi�n Title C�anges 200-29 � 2 2
6.3 Mayor v,fio reviews all i.nformation, apprwes or denies the request and
returns it to PersonneL
6.4 If the request is apprwed, the Personnel Depart�nent makes the change in
all appropriate City and employee records.
6.5 Changes initiated by the Personnel Directnr will be forwarded to the Mayor
for approval. If approved, Personnel will ensure all affected e�loyees
are notified and all pertin�t records and docianents are ci�an9ed.
��''w�.
�u`� u -n .
��`
EFFECTIVE DATE:
1-1-85
1.0 PIJRPOSE:
ADMlNISTRA
POLICY AND PROCEDURE
l9e�'i9R1q
SUPERCEDES:
N/A
A
1 1
�,-
QASSIFICA'I'ION AND PAY
I N0:
200-30
!ED BY: MAYOR�S APPRD4AL:
Clements/Sloan
To establish a policy arri procedures for maintaining and distributing current
informstion on the pay plzn.
2. 0 CfftGANI ZATIOI� AFF'ECTID:
All departrnents/divisions.
3.0 REF'EF2IIdCES:
Price Waterhouse salary schedule; current labor contracts.
4.0 POLICY:
5.0
4.1 The Personnel Directnr prepares and tn3intains current eortq�ensation plans
covering all regular full-time affiliated and ron-affiliated positions;
and part-time regular and te�orary positions. Salary ranges are
designated for e�h position on the plans.
4.2 The Personnel DeparGnent will distribute oopies of the salary ranges to
each affected department annually or whei salary changes are effected.
Not applicable.
. � • •��ra� •
Not applicable.
,
-� ,
.;�.
� TITLE:
e
1-1-85
1.0 P[JRP0.SE:
� ADMINISTRAT
POLICY - AND PROCEDURE
JUtlJtbl'
CIASSIFICAIZON AND PAY
�a ��� � INDEX N0:
c��sATTON zo o-si
PERCEDES: PAGE N0: OE: PREPARED BY: NAYOR'S APPROYAL:
N/A� 1 1 � Clem�nts/Sloan
to establish policy and procedures for placing new employees int� the salary
plan.
2.0 CffiGANIZATIONS:
All departments/divisions.
3.0 REFERFNCFS:
Price Waterhouse Salary Plan; Affiliated Salary Plans
4.0 POLICY:
5.0
4.1 Upon initial appointment ta a position the employee shall rnrmally
receive minim�un salary for the class to which the position is allocated.
4.2 If the new employee is either exceptionally qualified, or there is a high
demard for people to fill such a position, thereby inflating the salary,
the mayor may apprwe a salary greater than the miniminn.
4.2.2 In the ev�t the departrnent head feels the salary should be higher
than the minimian, he/she should discuss with the Personnel Director
ar�d the Mayor, who will make the final determination.
Not applicable.
. 1 • •,�M71� 9
iaOt a�lloable.
� ' � , � ADMINISTRA�VE �
.,
, POLICY - AND PROCEDURE
TITLE: SUBJECT: �
SAFEPY
��L ���' � INDEX N0:
���5� ���I�TL' 300-01
EFFECTIYE
1-1-85
1.0 PiJF2POSE:
2.0
3.0
SUPERCEDES: �PAGE N0: OF:
1 2
BY:
Gretel Sloan
'S APPqOYAL:
1.1 7.b establish policy for the proimtion and m3intenance of a safe and
healthy workplace.
1.2 'Po establish guidelines to rotify employees of their responsibilities in
meetirtg safety requirements set forth L� law.
a a��
All departments/divisions.
[�C 296.24.020 and 4�C 296.24.025.
4.0 POLICSt:
It is the policy of the City of Auburn to achieve the greatest practical degree
of freedom from accidents and to ensure that its e�loyees are provided safe
and healthful working wnditions free from recognized hazards.
The City is vitally concerned with the safety and well-being of its employees
and the public that they serve. It is the responsibility of all employees to
share this cor�cern and support the City's efforts to pravide a safe and health-
ful envirorvnent.
Therefore, it shall be the responsibility of every e�loyee to observe the
safety precautions and regulations identified for each job situation at all
times. Responsibility is further outlined belaw.
4.1 Manaqetrent•
Zb have thorwgh krowledge of the regulations applicable tio the positions
for which he/she has responsibility. 7b prwide the necessary safety
equipmer►t and training to e�loyees and ensure that safety regulations aze
follaaed. Rb �sure the wrrection of all unsafe oonditions observed or
� ! reported.
POLICY iaND PROCEpURE
ri� 1 Pnlicy ana
Eanpl t Responsibility
4.2 Field or First-line Supervisor:
IND.EX�.: PAGE N,O.: .OF:
300-01 2 2
7.b have oonplete krnwledge of the safety regulations applicable � the
positions he/she supervises. 7b teach these regulations to e�loyees. Zb
ensure that �nployees krnw haa and wh�.to use safety equipment. 7b �sure
that regulations are follawed and safety equipment is used. Zb ensure
safety violations/deficiencies are itmnediately corrected or reported upon
krbwledge of same.
4.3 lo ee:
To learn the safety regulations applicable to his/her job. Zb use safety
equipment and/or personal protective equipment as set forth b� regulations
at all times and at the direction of the supervisor. 7b report safety
violations/deficiencies upon observation/occurrences.
4.4 Failure to oomply with the responsibilities set forth above shall be
grounds for disciplinary action up to and including discharge.
4.5 The City has established a Central Safety Comnittee to 000rdinate a loss
control and safety practices program. �is Gomnittee has comnensurate
authority delegated by the Mayor to develop and recomnend for implemen-
tation a�licable procedures and policies. 'lfie Comnittee's authority and
responsibilities are detailed in fblicy/Procedure 300-11.
5.0 DEFINITIONS:
Not applicable.
Not applicable.
' - � ADMINISTRAI�I/E - �
,� .
� , � POLICY - AND PROCEDURE
TITLE: SUBJECi: �
SAFEPY
ACCIDESTP REVIFS+T BOARD
ixoex xa:
300-02
VE.DATE: SUPERCEDES: PA6E ND:
1-1-85 1
1.0 PURP0.SE:
PREPARED BY: I XAYOR'S APPROVAL:
Zb establish policy for the composition and authority of the
Accident Review Board and to establish procedure for the acci-
dent review process.
2.0 dRC',ANIZATIONS AFFEICI�D•
All departments/divisions.
3.0 REE'ERIIdCES:
T�.0 296-24-040 & 045
4.0 POiSCY•
4.1 It shall be the responsibility of the City of Auburn Acci-
dent Review Board to examine all accidents involving damage
� city vaned tro�r vehicles and equipment; all accidents
in which city oaned �mtor vehicles and equipment caused
damage to property of others, and any accidents and/or
injuries to employees.
4.2 The Accident Review Board shall not have jurisdiction over:
accidents involving v�icles operated b� members of the
Police Departr�nt or Fire Department, or accidents involving
City employees when injuries or significant damage suggest
that litigation is likely.
4.3 The Police and Fire DepartmPnts will follow similar procedures
to those outlined herein utilizing their am staff. Copies of
accident reports, investigation results (i�luding any recoan-
mendations for prev�ting similar accidentsy and any disciplinary
action taken will be forwarded to the Safety Director for safety
program monitoring purposes.
I TITLE: • - i INDEX N� PRGE MO.; OF,:
POLICY APID PROCEDURE p�IDIIVT Rh'VIEW BOARD 300-02 2 5
4.4
:�1� a, _a�: � iaw¢ _ ;_ _
4.4.1 The full-time Review Board will be co�osed of six
City employees, as follows:
Vice-chairm3n, Central Safety Comnittee
Public Works/Planning Representative (City Hall) (Alternate
Terrtis)
Public Works Representative (M & O)
Parks & Recreation Representative (City Hall) (Altemate �rms)
Parks & Cemetery Representative (Maintenance)
Police Departinent Representative
4.4.2 The City Attorney is an ex-officio member of the
P.wident Review Board and is available to sit on
the Board during an investigation at his request
or at the request of the Board.
4.4.3
4.4.4
Alternates will be selected and will fill a
position of equal rank in the event that:
1. A full-time member is involved in the accident
under review.
2. A full-time �rember is absent.
The alternates tn the Review Board will be as
follaas: •
1
2.
A member of the Central Safety Comnittee appointed
by the Chairperson to replace the Chairpers�n of the
Accident Review Board.
FYnployees of equal rank (if possible) to the full-
time members set forth abo�ve.
4.5 Selection of Review Board Members:
4.5.1 �e Central Safety Comnittee elects a Vice-Chairperson
who au�matically serves as Chairperson of the Accident
Review Baard.
4.5.2
4.5.3
4.5.4
Public Works or Planning Representative (City Hall) is appointed
by Public Works Direc�r/Planning Directnr
Public Works Representative {M & O) is selected by M& O
maintenance workers
Parks or Finance Representative (City Hall) is appointed tq the
Parks Directnr or Finance Director (alternate terns)
POLICY AND PROCIDURE
4.5.5
4.5.6
TITLE
A�IDENT RE�E�VIB4 �
R
INDE%•.:
300-02
PAGE N,O.: .OF:
3 5
Parks and Cemetery Representative (Maintenance) is selected by the
maintenance workers.
R�lice Departntent Representative is appointed ky the Police
Chief
4.6 Lenqth of R�rns and Vacancies:
4.6.1
4.6.2
Subsequent to first appointments, all full-time members
except the Chairperson shall serve a term of two years.
First appoint�nents will be as follaas:
Public Works � Planning Representative (alternat,e ter�) - 1 year
Public Works Representative (M & O) - 1 year
Parks or Finance Itepresentative (alternate terms) - 2 years
Parks and Cemetery Representative (Maintenar�e) - 1 year
Police Department Representative - 2 years
4.7 Duties and Resuonsibitities:
4.7.1 Review all accidents (excluding those described in Section
4.2) resulting in damage to city aaned irotor vehicles and
equipment; accidents involving city owned vehicles and equip-
ment which cause damage to the property of others, and
accidents/injuries involving employees.
4.7.2 Determine whether the accident was preventable or rnn-
preventable.
4.7.3 Issue a written report of the findings, which will in-
clude suggestions or reconmendations for preve�ting sim-
ilar accidents ar injuries.
5.0 DEFIN7ITIOIIS:
Not applicable
. � � •,�«a�� •
6.1 Procedures for Accident Review:
6.1.1 Notification and Meeting:
1. 7t�e Safety Directnr will rotify the Review Board
Chairperson wh� an accident has occurred over
which the Board has jurisdiction.
2. The Review Board will convene on the first Wednes-
day of each �ronth except as outlined in Section
6.1.2(3) below.
41'�)14Sy—�e��i� ='ifl�-�''71�'�7
6.1.2
6.1.3
'.i� U'd ] :��.�;�
Investigation and Review:
INDFX�:
300-02
PAGE NQ.:
4
1. The Review Board will examine all factual information
available, including, but rot limited to, written acci-
d�t reports, including police reports, vehicle
maintenance records, and Supervisor's Report of
Incident.
2. The Review Board may interview the employee(s) involved
and any witness(es) it deems apprapriate. (No citizens
will be oontacted.) FS�loyees involved in accidents
have the right to address the Board regarding the
accident/injury.
3. In the event an accident occurs involving city e�loyees
wh� injuries or significant damage suggest that litiga-
tion is likely, the Safety Director will refer the acci-
dent to the City Attorney.
Determination and Firding:
1. Follaaing a review of all available information, the
Review Board will determine by simple m3jority vote
whether the accident/injury is preventable or mn-
preventablQ.
2. A preventable accident will be considered one in which
the inforniation indicates the e�loyee:
a. Willfully violated any law or safety regulation.
b. Operated city vehicles or equipment while under
the influence of in�xicants and/or drugs ar while
drinking intoxicants.
c.
d.
Was careless or negligent in operating city
vehicles, equipment or tools.
Failed to exercise all reasonable efforts and
precaution to avoid an accident/injury.
3. The written findings will be forwarded to the e�loyee's
departnent head. Copies of the report will be furnished
to the e�loyee involved and to the Safety Director.
included will be a recam�ndation for prevention of
further similar accidents/injuries.
AF:
�
POLICY APID PEiOCEWRE
�:::`":
6.2 Discipline:
..� u� a :�•��
ixoEx�.:
300-02
PAGE MO.: �OF:
5 5
6.2.1 If appropriate, the department head or designated representative
will schedule a meeting with the employee no later than fifteen
(15) days from receipt of the Review Board fi�ings.
The purpose of the ireeting is to:
a. Advise and counsel the empl�ee to prevent further
accidents and/or injury by the e�loyee involved.
b. Analyze and determine the necessary steps required to
prevent a recurrence of the accid�t by the e�loyee
or other persons within the departrnent.
c. Determine the employee's physical abilities which
might affect future incid�ts.
d. Implement any disciplinary action required based on the
severity of the case and/or previous driving infractions
or accidents occurring while driving city vehicles; the
severity of the injury, or frequency of similar accidents.
6.2.2 The department head will prepare a written report of the meeting
and fonaard this to the Safety Directnr with a sumnation of the
action taken.
6.2.3 All employees involved in a preventable auto/vehicle accident will
be required to attend the next conveniently scheduled Defensive
Driving Course.
� ' ' , � ADMINISTRAT�'E
,,
, , � � POLICY - AND PROCEDURE
TITLE: SUBJECT:
3AE'EPY
HEARING CONSERVATION INDEX N0:
PROGRAM 300-03
EFFECTIVE.DATE: � SUPERCEDES: �PRGE N0: OF: � PREPARED BY:
I�lilil[i:�::1�i7
To establish policy and procedures for an on�oing cm�Qrehensive hearing con-
servati�n program.
2.0 �2GANIZATIONS P�F'FF,Ci�:
All departments/divisions.
e7�� : �y : a.,« -�
FIIaC 296-62-09015 to 09053
4.0 POISCY:
4.1 Any eec�loyee whose work requires that he/she be exposed to an eight (8)
hour time-weighted average sound level of 85 decibels or more is required
to submit � annual audiometric tests and is required to wear hearing pro-
tectors while performing suc� work.
4.2 Within 180 days of an e�loyee's first exposure to noise at or abwe 85
decibels, the employee is required to submit to an audiometric best in
order to establish a valid baseline audiogram against which subsequent
audiograms can be oo�ared.
5.0 DEFINITIONS:
5.1 Time-vreiqhted Average Souir7 Level:
That sourxl level which, if constant over an eight (8) hour exposure, would
result in the same roise dose as if ineasured.
5.2 Audiometric R�est:
A hearing test resulting in an audiogram which shaas an individual's
hearing threshold levels as a function of frequ�cy.
�
POLICY AI�ID PROCF�UftE
. � • •��«�� •
TITLE: �
Hearing Conservation
INDE% M� PAGE NO.,:
300-03 2
6.1 As employees who work in areas where mise levels reach or exceed 85 deci-
bels are identified, the supervisor must oontact the Safety Director who
will arrange for the employee(s) tn have audiometric testing.
6.2 These employees will be scheduled for such tests for as long as their ca�rk
requires thesn to be subjected to high noise levels.
6.3 The Safety Director will maintain records on all such e�loyees.
6.4 Wha� it has been determined that ertg�loyees are working in a high mise
environment, they are required to wear hearing protQctors. Eh�loyees who
violate this state law are subject to disciplinary action.
0 F.:
2
� ' � � ADMINISTRAT�/E
;,
, � POLICY - AND PROCEDURE
TITLE: SUBJECT: � �
SAFEPY
���' �i� INDEX NO•
EQUIPN�7T 300-04
EFFECTIYE DATE:
1-1-85
1.0 P(7RPC�E:
z.o
. PAGE N0: OF: PREPARED BY: NAYOR'S APPROYAL:
N/A 1 2 Gretel Sloan
To establish a policy that requires gnployees to always use pers�nal protective
equipsnent whet performing certain hazardous tasks, or wh� in an unsafe
enviroriment.
: yya.y��.
All departrrents/divisions.
e � •� ��a «
WAC 296-24-075 � 094
4.0 POISCY:
4.1 P.ny employee who performs a hazardais task or task that could result in
injury or illness must wear prot,ective equipment while performing such
tasks. Examples of this would be:
a. Maintenance workers hamrering, chiseling or sawing on stone, metal, or
ooncrete s�bjecting the eyes to flying particles must wear safety
goggles.
b. Water utility technicians exposed to d�lorine gas bottles must wear
respiratAry equipment.
4.2 Likewise, e�loyees whose jobs require that they stand or walk in a hazar-
dous envirorrment must also w�ear protective eguipment. Examples of this
would be:
a. O�nstruction inspectors inspecting a site m.ist wear hard hats.
b. Maintenance workers �,orking on the side of a street must wear safety
vests azr3 hard hats.
4.3 All possible precaations must be take� by employees to avoid exposure to
injury or illness tn thenselves or others.
/
,�
TITLE: , `
EFFECIIYE OATE:
1-1-85
�<:;
ADMINISTRA
POLICY - AND PROCEDURE
FLF.GGING CEF�1'IFiCATION
rn�c nu: ur:
N/A 1 1
SUBJECT:
SAE'E'PY
e
Gretel Sloan
300-OS
1.0 PURP()SE:
To establish policy and procedures for flagging certification.
2.0 �tGANIZATiONS AFFECPF�:
Public Works Department, Parks arxl Recreation Department.
3. 0 REF'ERINCFS :
WAC 296-155-305
4.0 POI.ICY:
S APPROVAL:
4.1 All employees who, as part of their job, may be required to perform
flagging duties must cm�lete a Washington State apprwed flagging course,
or the equivalent, prior to being assigned duties as a flagger.
4.2 Flaggers must wear a red or orange warning garirent while flagging. Warning
garments worn at night must be of reflectorized material.
5.0 DEFINITIOtSS:
Not applicable.
6.0 PROCEDUI2E:
Supervisors will determine which of their employees require this course and
will arrange for the e�loyees to attend.
[ d '
� '� � ADMINISTRA�VE ' �
. , `� POLICY - AND PROCEDURE
iITLE: SUBJECT: �
S�AFF7PY
FIRSP AID CARAS INDEX ND:
300-06
DATE: I SUPERCEDES: 'PpGE N0: �OP: PREPARED BY: MpYOR'S
1-1-85 I N/A� 1 2 � Gretel Sloan
To establish policy for the provision of first aid courses for supervisors,
forem:n, or persons in direct charge of a group or groups of e�loy�es, in
oo�lia�e with state regulations.
2.0 C&2GANIZATIONS AFFECPEp;
All departments/divisions.
3.0 REFERFI�ICES:
4�C 296.24.060
4.0 POLICY:
4,1 The v�1C 296.24.060 first aid training and certification states:
"All foremen, supervisors or persons in direct charge of crews working in
physically dispersed operations shall have a valid first aid certificate.
.. a crew shall mean a group of tMo or rrore employees working at a work
site separate and re�rote from the main office or fixed w�ork place".
Also:
In fixed establish�rents, all foremen, supervisors or persons in direct
d�arge of a group or groups of e�loyees shall have a valid first aid
certificate".
in addition, in each crew or group an altemate person shall hold a valid
first aid card in the eva�t of the absence of the fioreman or supervisor.
4.2 In order to wnform with these regulations, the City of Auburn arranges for
its �loyees � attend first aid oourses. First aid certificates are
valid for a period of three (3) years, and a refresher �urse m�st be
taken prior to the �nd of the three-year period to ensure o�ntinued
validity.
Both the basic and refresher courses shall be scheduled annually.
POLICY APID PROCIDtIRE
�:,
I 5.0 DEFINITIONS
Not applicable.
6.0 PIdJCEDiTRE:
Not applicable.
TIiLE:
Fir�Aid Cards
IXDEX �
300-06
PA6E NO�:
2
Ok :
2
� ' `- • AD{VIINISTRA�1/E `
, _
\ - POLICY � AND PROCEDURE
�
TITLE: SUBJECT: -
3AFE'PY
HP.7.T�RD REPORTING r u n c r u n.
300-07
OATE: � SUPERCEDES: �PAGE N0: OF: � PqEPARED 8Y: MAYOR
1-1-65
1.0 P[7RPOSE:
1 2 I Gretel Slasn
Zb establish a policy and procedure for employees to report obvious or poten-
tial safety hazards, as required tr� state law.
2.0 �2GANIZATIONS AFF'FX,TEp;
All departrnents/divisions.
3.0 REN'ERIIJCF',S;
V�1C 296.24.040
4.0 POLICY:
The Hazard Reporting System is part of the City's accident prevention program.
It is every employee's responsibility to report an obvious or potential safety
or health hazard.
5.0 DEFINITIONS:
5.1 An Obvious or Potential Safetv ar Health Hazard:
Any unsafe corr3ition, either in a facility ar on equipment, or any unsafe
�t or practice by any e�loyee (s) that c�ould cause injury or illness.
� • •,�M�� ��
6.1 An employee who feels that a safety hazard exists fills out the top por-
tion of the Safety Hazard Report form (Personnel Fbrm) which can be
obtained from the division's safety representative or fran the Personnel
office. Zhe employee �y remain anonyimus if he/she wishes. 'ihe form
should be returned � the safety representative, or the Safety Director.
TITLE:
POLICY ArID PROCEDik2E
�_,:
Reporting
INDEX � , PAGE NO.: OF:
300-07 2 2
6.2 Department/division safety representative keeps the yellaa copy arx3
distributes other oopies as follaas:
Department/division head - white oopy
F�nployee fillirig out form - pink copy
Safety Direc�r (Personnel) - gold cop�
6.3 The second part of the form is tn be co�leted by the department/division
head after the hazard has been investigated and action taken.
6.4 The oompleted form is thsi fozwarded to the Safety Director (Pers�nnel) for
discussion at the next Safety Comnittee meeting.
(� � � � ADMINISTRA�1/� ` �
��
�, , ' POLICY - AND PROCEDURE
TITLE: SIIBJECT: �
S11E'Ei'Y
AOCIDFNP REPORTIIdG INDEX N0:
(II�LOYEE—VEHICLE/PROPERTY) 300-08
FfECTIVE.OATE:
1-1-85
1.0 PURPOSE:
RCEDES:
N/A � 1 2
PREPARED BY:
Gretel Sloan
Zb establish procedure for accident reporting.
2.0 �2GANIZATIONS AFFECPID•
All departrnents/divisions.
c � •� •a «
Not applicable.
4.0 POI,ICY:
5.0
MAYOR'S
In an effort to preva�t costly accid�ts, improve ineffective work habits and
procedures, prwide a picture of accident causes and indications of safety and
training deficiencies, all acciden ts involving injury to city e�loyees, or
damage to city vehicles or property, or damage by city vehicles or e�loyees,
or dam�ge by city vehicles or e�loyees to private property shall be reported
according � the foLlowing procedure.
Not applicable.
� � ..��M�. •�
6.1 Ewery incident involving injury to e�loyees ar damage tn City property,
equipment ar vehicles by employees is investigated by the supervisor. '
Circ�unstances arrl wnditions surrourxiing the incid�t, assessment of
responsibility and reco�rtnendations for prevention are roted.
At the discretion of the supervisor, or upon request of the ee�loyee, the
Chair�n of the Central Safety Gbmnittee ar the Safety Direcb�r may be
called to the scer►e.
6.2 The supervisor oo�letes tl�e "Supervisor's Report of Incident".
POLICY AND PROCEDURE
6.2
6.3
TITLE:•
Accid�i'E Reporting
INDE% � PAGE NO,:
300-08 j 2
OF:
2
(Cont.)
This report includes the cause of the incident, the action taken or recom-
mended to prevent recurrence, and the approximate total cost of the incident.
Upon oompletion, but ro later than tw� working days from the date of the
incid�t, the report is fotwarded to the Safety DirectQr in the Personnel
Office, arcl a oopy is sent to the insurance board.
6.3.1 Vehicle Incident:
In any accident involvir�g a city vehicle arc7 a privately oaned
vehicle ar private property, the police must be called to the scene.
When the incident involves vehicle damage requiring co�letion of
the Vehicle Accid�t Insurance form, a oop� of the form is forwarded
to the Personnel Depart�nent with the city's Vehicle Accident form.
Except where there is a pending ar potential claim against the city,
these oo�leted forms are sent to the Chair�n of the Accident
Review Board for review and determination. (See also
Policy/Procedure No. 300-02, Accid�t Review Board.) Reports on
vehicle accidents involving police or fire employees are forwarded
to their own internal investigative board.
6.3.2 FSnployee Injury:
Whai a regular or LDOFF II employee injury is of a nature reguiring
medical attention of a physician, the doctc�r or hospital initiates
the Washingtnn State Industrial Accident form. Wh� this form is
received and co�leted by the e�loyee's supervisor, a copy is for-
�,*arded to Persormel for attachment to the Supervisor's Report of
ir�cid�t. Uniformed employees co�lete Supervisor's Report of
Incident-LEOFF Employees.
6.4 The state required log of occupational injuries ar�d illnesses is maintained
current by the Safety Director and is available for inspection upon
request.
6.5 E�nployees who suffer an on-the-job injury must follow the procedure
outlined in Folicy/Procedure 300-09.
EFFECTIVE DRTE:
� ADMINISTRATA'E� ` �
POLICY - AND PROCEDURE
�.�, 1d �,: 1� 11N1
1.0 PUI�DSE:
2.0
H0: OF:
NDEX N0:
PREPARED BY:
F •�4�
300-09
MAYOR'S APPROYAL:
1.1 'ib 000rdinate arx3 �ronitor all on-the-job injuries through one central
location.
1.2 'Po ensure all injuries receive pro�t, efficient attention.
1.3 To ensure employee reoeives any necessary follow-up care.
1.4 To �sure the City and e�loyee's supervisor are kept inforired as to the
employee's condition arx3 work status.
ay��wY��
All departrnents/divisions.
3.0 R��CES:
Not applicable.
4.0 POLICY:
In that treatraent and care for on-the-job injuries are the responsibility of
the City through provision of Industrial Insurance, a policy is established to
better monitor these injuries.
5.0 DEFINITIOt1S:
5.1 On-the�ob Injury:
Any injury which an ettg�loyee sustains while at work. Examples: a back
injury suffered due to incorrect lifting Gechniques; a fracture, sprained
ankle; cut requiring stitches, etc.
F;_;
TITLE
POLiCY AnID �EWRE On-th -Job Injury
. � • •ew�� •�
INDEX �: , PAGE NO.: 9F:
3D0-09 2 2
6.1 When an injury is sustained, the employee's supervisor must be ittformed
imned iately.
6.2 The supervisor ensures that the e�loyee is able � drive or has
transportation arr] is informed of the nearest medical facility
location.
6.3 F�nployees should go to a dcctor or clinic as soo�; as possible after the
injury is sustained.
6.4 The doctor will prwide khe necessary treatment arc3 will inform the
employee of any required folloa-up care and whether time away from
work is necessary.
6.5 The doctor or clinic will assist the employee in filling out the
necessary Deparbnent of Labor arx3 I�x3ustries form.
6.6 It is the employee's responsibility to rp tify his/her supervisor or the
Personnel Department as soon as possible as to his/her oorr3ition and
when he/she can return to work.
6.7 The Departnent of Labor form must be oo�leted by the employee's super-
visor as soon as possible who then mails the bottom portion to Oly�ia.
The �py must be forwarded to the Personnel Office imnediately.
6.8 The supervisor must report employee's time lost on the On-the�ob
Injury Time Inss I�port and foxward it to the department's/division's
payroll clerk at the end of each psyroll period. 7liis form is thal
fonaarded to Personnel.
� , � ADMINISTRAT'�/E ,
,, ,
, POLICY - AND PROCEDURE
TITLE: SUBJECT: �
SAFE7PY
SAFEPY INSPECPION OF INDEX N0:
CITY-�D FACIISTIES 300-10
EFFECTIYE OATE:
1-1-85
1.0 PURP(�iE:
SUPERCEDES: PAGE N0: OF: PREPARED BY:
N/A 1 2 Gretel Sloan
4b pravide a policy ard procedure establishing a safety inspection program for
all city�„med and operated facilities.
2. 0 �2GANI ZATIOIIS AFFr7CTID:
All depariments/divisions.
3.0 REE'ERINCES:
Not applicable.
4.0 POLICY:
4.1 An important feature of the City's safety program involves the periodic
inspection of all City auned/operated buildings and facilities. Each City
facility shall be inspected by the City's inspection Team at least once
each year.
4.2 Each department/division directnr is responsible for insuring the safe
operation of f�ilities urc7er his/her jurisdiction. Departrnent/division
directnrs shall take all steps necessary to address deficiencies mted
through safety inspections in a thorough ard expeditious manner.
4.3 The Safety Director is responsible for �roniGoring the safety inspection
program, ard liaison with department heads and the Mayor's office.
5.0 DEFINITIONS:
Not applicable.
ti �
POLICY APID PROCIDURE
. � ••• �� •
TI�a Inspections of
City�ned Facilities
INDEX�.: , f PAGE NA.: 'OF:
300-10 I 2 2
6.1 The Safety Director shall contact each departrnent/division direct4r prior
to an inspection of facilities urc7er the dir.ecb�r's jurisdiction to provide
rotice that an inspection will be oonducted within two weeks.
6.2 The Inspection Team will then corrluct unscheduled safety inspections.
6.3 A report of each inspection is prepared shaving any deficiencies or infrac-
tions, and the inspection team will determine the seriousness of each defi-
ciency. Copies of the inspection report shall be forwarded to the Safety
Direcb�r, the appropriate supervisor, depart�tient head, and Mayor.
6.4 All corrections must be��leted within thirty days unless the Safety
Director is rotified by meirorandum that there are budgetary or other valid
oonstraints which s�ould prevent corrections. �e Safety Directnr shall in
such cases refer the matter to the Mayor for resolution.
6.4.1 If the infraction is structural in nature and/or falls urxler the
jurisdiction of the Building Division Supervisor, he shall assign a
priority and be responsible for taking corrective action to address
infractions cited by the Safety Inspection team. Responsibility for
all other infractions shall rest with the department/division head
responsible for the personnel and equipment located at the inspection
site.
6.5 A secorr] unscheduled visit shall be made to the same facility within thirty
to forty-five days to verify that infractions/hazards have been corrected.
Any uncorrected hazards or deficiencies which represent a potential hazard
will be rnted and incorporated into a mennrar►9um which is sent t�o the
Safety Director with a copy to the department director, ard the Mayor.
6.6 The Safety Directnr will prwide the Mayor with progress reports as
required.
,
, � ,.
� •
�.:.;
TITLE:
EFfECTIYE DATE:
1-1-85
1.0 PURPt)SE:
2.0
� AD(�IINISTRA�1/E
POLICY - AND PROCEDURE
(�1'i12AL SAFE'fP
C(MNIITTEE
E�ES: �PAGE N0: OF:
1
SUBJECT:
SAFETY
INDEX N0:
PREPAREO BY:
Gretel Sloai
300-11
MAYOR'S
To establish guidelines for the co�osition and responsibilities of the Central
Safety Comnittee.
o ��
All departrrents/divisions.
3.0 Rg'ERII9CES:
WAC 296.24.045
4.0 POLICY;
4.1 It is the policy of the City to establish a Central Safety Comnittee for
the purpose of evaluating safety progra�, reviewing the efforts arr7
achievements of the city in accident prevention, making recomnendations
for i.mprovement, and reviewing �ciden ts resulting from use of City
vehicles and equipment that are within the established scope of the
Comnittee.
4.2 The Central Safety Comnittee is comprised of peer�lected e�loyee and
assigned management representatives, with an elected chairperson, and such
advisory or other personnel as deemed appropriate by the Central Safety
Comnittee or Safety Directc�r.
4.3 The Central Safety Comnittee ireets once each month � evaluate safety
programs, review the efforts and achievements of the city in accident pre-
vention, make recomnendations for im�rwements, ar►9 review accid�ts
resulting fran the use of City vehicles and equipment that are within the
established soope of the Comnittee. Attendance is com�ulsory, anc3 in the
event of a aonq�elling need tio be absent, an alternate should atterr3.
4.4 The Central Safety Gomnittee is responsible for:
POLICY AND PROCEDURE
l
5.0
TITLE•
Sa�y Central �mnittee
IX�EX • :
300-11
�PAGE N6.: �F:
2 2
4.4.1 Planning,ard recomnending policy, procedures and programs that will
provide an aggressive loss prevention program to minimize injury to
employees and cost tn the city.
4.4.2 Developing safety programs directed toward employee education ard
awareness, maintenance of a safe working envirorvrent, arr1
co�liance with appropriate safety legislation.
4.4.3 Evaluating the efforts and contributions of all departments with
the oomnensurate authority � make recomnendations far improvem=nt
to the respective department head and mayor for remedial action and
to institute required follow-up to ensure co�liance.
4.4.4 Reviewing and analyzing all reports of incident or vehicle accident
reports on a ironthly basis and recom�nding corrective ar preven-
tative �asures on the recarnnendation of the Accident Review Board.
4.4.5 Ensuring that supervisors carry out the recomnendations of the
Comnittee, arrl that safety measures are maintained.
4.4.6 Through the Safety Director, maintaining a master record of all
incidents involving employee injury or damage to city property,
equipment or vehicles by an e�loyee; co�iling such incidents on a
quarterly basis and determining accid�t frequency rate.
4.4.7 Through the Safety Director, maintaining such accid�t records and
reports as required by law.
Not applicable.
6.0 PROCIDURE:
Not applicable.
i, t
,, �
� ,
,
T
EFFECTIYE DATE:
1-1-85
1.0 PURPOSE:
� ADMINlSTR
POLICY - AND PROCEDURE
DRIVERS' LIC�ISES
SUPERCEDES:
N/A
SUBJECT:
SAFEPY
INDE% N0:
300-12
. OF: PREPARED BY: re
1 2 � Gretel Sloan
'Ib establish policy for the requirement of a valid Washington State Driver's
License by employees whose jobs routinely involve driving city vehicles.
2.0 ORGANIZATIONS AFFECTID:
All departments/divisions.
3.0 REEERIIQCES:
Not applicable.
4.0 POLICY:
Any employee whose work requires that he/she drive city v�icles must hold a
valid Washingtnn State Driver's Lic�se.
4.1 Periodic checks of employees' drivers' licenses through visual arr3 formsl
Departr�nt of Motr�r Vehicles review checks are made by department/division
heads. Any e�loyee who does not hold a valid driver's license will rot
be allaved tn operate a city vehicle until such tim� as he/she obtains a
valid lica�se.
4.2 An emplayee performing work which requires the operation of a city vehicle
whose license is expired, suspended or revoked, arrl/or who is unable to
obtain an occupational permit from the State Department of Licensing, is
subject to disciplinary action including demotion or termination. An
emplayee who fails to iartiediately report such revocation or susp�sion to
his/her supervisor and continues to operate a city vehicle shall be
grounds for termination.
4.3 New emplayees who will be assigned work �tailing the operating of a city
vehicle shall be requirec3 to sulxnit to a Depart�nent of Motior Vehicles
driving records check as a oondition of e�loyment. Infor�mtion ircli-
- md�� a�s���d or revoked lic��se status may be cause tn daiy o�r tier-
TITLE: •
POLICY AI�ID PFO�URE ' Drivers' Lic�ses
5.0 DEEINITIOIyS:
Not applicable.
: � • �,� ��
Not applicable.
INDE% � ,
300-12
rPAGE NO<: OF: �
2 2
��
�ubw�ri` :
��
, •_
IYE DATE:
1-1-85
� � ADMINlSTRAT�JE'
POLICY AND PROCEDURE
II�7CY EUAQJATION OF
CITY BUILDINGS
1.0 PURPOSE:
PAGE N0: OF:
N/A� 1 1
SUBJECT:
SAFETPY
INDEX N0:
300-13
PREPARED BY: NAYOR'S
Gretel Sloan
To establish policy arc3 procedure for the evacuation of City buildings in the
event of an emergency.
2.0 �tGANIZATIONS AFFECTED:
All departments/divisions.
3.0 REFERII�ICFS:
V�C 296.24.040.
4.0 POLICY:
5.0
4.1 State law requires that a program be developed to train employees in "the
proper actions to take in the event of emergencies, including the routes
of exiting from areas during emergencies".
4.2 The City of Auburn will hold training sessions and will corcluct, at a
minimiun, armual unannounced evacuation drills at all its occupied
facilities.
4.3 At the time of sueh drills, it is manlatory that all employees (except
those required for public safety purposes) arcl the public evacuate the
building, returning �ly at the end of the drill.
An emergency for the purposes of this policy is defined as a life-threatening
situation or wrclition; for exanq�le, fire, bomb threat, gas or diemical leak,
toxic fumes, natural gas leak, or similar hazardous condition.
. � • •,�«�. •,
Refer tn the written instructions for your area.
I�GICY #
200-04
200-02
200-OS
200-06
zoo-o�
200-08
200-09
200-10
200-11
zoo-lz
zoo-1s
zoo-15
200-17
200-18
�
•� ••�r � •, • M . r,
SEClION #
200-01
4.22
6.1.1.2
6.1.1.4
6.z.4
5.0
6.1
6.4
6. 2
6.3
6.4
4.1
4.1
4.1
4.6
6.1
6.4
4.4
5.1
4.3
6. 4
6.1.3
6.z.z
�
r ��;r_
Nurrber Change
Gran�rar Only
Last line:
ComSined wi th 6. L 1.3
para2; changed '�pernanent" to "regular"
Ist line: "is rmde from the top three
candidates"
Defined parttime and tenporary
Rewritten to clarify
Benefits a1loWeble
Added Court referrals
Granna r
Grarma r
CI ari fi ed
Rewritten to clarify
Rewritten to clarify
Changed Ti t 1 e
"Under eactenuating circumstances" added
Changed to 4.4
Change "leave request'� to "appropriate"
last line "up to and" changed to "which
�Yir
R�nove"up to 3 days per year"
Remove
Changed subpoenaed witness
Add - The City of Auburn recognizes that --
Re�nove
Rernove "Probationary er�loyees"
2nd Line ---"supervisor or designee"
Policie� £s Pnocedures �ual Changes page 2
F f�LICY #
l,
zoo-19
200-20
200-21
zoo-zz
zoo-z3
zoo-za
zoo-zs
Zoo-z6
200-27
SE�7TON #
� ' � • .
(7YAl1T�
4.0 All will be "requested to attend'�
6.4 The err�oloyee c,nll be requested to corrplete
6.1.2 Next to last line -"in the files are
designated as"
4.0 Refnove �' and putside'�
z•� Add: except those cover by Civil Service
Regulations
Add: "and substance abuse�'
�•� "in regular or part-time" Add
6.1
4.3
200-28 S.1
6. 2
6. 6
200-31
3oo-oz
300-03
300-04
300-09
300-10
4.2:2
a.s.z
4.1. (a)
4.1
6. 9
4.2
Add '�and Legal Department"
Add - Current organization charts shall be
rraintained in the Personnel Departm�nt
Last line add: Reclassification rray also
be used to correct an original place-
ment now cietermined to be incorre ct.
--"and job audit.'�
Add: This action r�y include freezing the
doa,c:graded errployee's salary until such
time as it catches up with the correct
grade and step.
Add: In the event---etc.
Add "Parks and Cerr�etery��
Line 2 Public Works DirectorlPlanning
Director
"hanrl.ering, chi sel ing or_ sawi���
'h�y be required to perform flagging duties"
Neutralize �'flagrran��
Relnove
Add ��/division"
►_J
STATE OF WASHINGTON)
) ss.
COUNTY OF KING )
I, Robin Wohlhueter, the duly appoinEed,'qualified City
Clerk of the City of Auburn, a Municipal Corporation and-Code City, siWate in
the County of King; State of Washingtoa, do hereby cettify that the foregoing is a full,
true and correct eopy 4f Ordinance No. 4�24 of the ordinances of the City of Auburn,
entitled "AN QRDZNANCE."
1 certify that said Ordinance No. 4029 was dixly passed by the Council and
approt�eti by the May6r of the said.City oC Auburn, on the the 4th day of February
A.D.4.. �9g5.
I further certify that said Ordinance No. 4029 was published as°pravided by law
in the Valley Daiiy News, a daily newspaper published in [ha City of Aaburn, and of
general circulation therein, on the IOth day of �ebru�ry, A.D., 19$S. `
Witness my hand and-the official sea! of the,City of Auburn this
November 5, 1990, A.D.
��� (,��--f� ,�.� �
Robin Wohlhueter
City Clerk
City of Auburn
25 West Main, Auburn, WA 98001-4998 (206) 931-3000