HomeMy WebLinkAboutDocumentation_Regular_Tab 14_11/13/2008VILLAGE OF TEQUESTA
AGENDA ITEM TRANSMITTAL FORM
Meeting Date:
11/13/08 Meeting Type: Regular Ordinance #: ~:=1i~~ ,sir ¢;~ ~d~= ~~
Consent Agenda: Yes Resolution #. ~:.iF~~ ~ °~ r ~ -g~~ t~ x~_
Originating Department: Human Resources
2. AGENDA ITEM TITLE: (Wording form the SUBJECT line of vour staff rennrtl
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Approval of Personnel Policy revisions and addition
3. BUDGET /FINANCIAL IMPACT
Account #: Hi ~F: I~~:~~ t~ ~~~:° t~~ Amount of this item: ~iic~.. !~~ t~ c~~t~r ~~;~~.
Current Budgeted Amount Available: Amount Remaining after item:
Cli~l~ r ter ~r~tr feet.
Budget Transfer Required: ~,f~cc~~~ ~n Appropriate Fund Balance: ;~~~~~~ ~n ;f~,~_
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4. EXECUTIVE SUMMARY OF MAJOR ISSUES: (This is a snao shot r1P.srrintion of tha arrr~nrla ~ta,,,~
The Human Resources department is seeking to revise 10 personnel policies and to add 1
new policy as summarized in the attached Personnel Policy Changes Sheet.
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Dept. Head: r ~ Finance Director: ^ Approved
^ No Financial Impact
J
Attorney: (for legal sufficiency) ;~.~ ~ ,;,~~,,,~ ~ Yes ~ No ^
Village Manager: ~~~;-- _~
• SUBMIT FOR COUNCIL DISCUSSION: [~
• APPROVE ITEM: C~"
• DENY ITEM: ^
Form amended 08/26/08
~ Routing Sheet Process
1. Send ALL completed forms to
Finance for review ONE WEEK prior
to agenda items due into Clerk's
Office.
2. Finance sends Routing Sheet to
Clerk by deadline.
3. Clerk formulates agenda and sends
to Manager for review /approval.
Reid, Merlene
From: Lucille Turner [LETurner@carson-adkinslaw.com]
Sent: Thursday, October 30, 2008 5:04 PM
To: Reid, Merlene
Subject: RE: POLICY UPDATES
Merlene -your most recent revisions look very good. Here is an up to date summary of our
review. If you need anything else, let us know.
Lucy
LEGAL REVIEW OF PROPOSED
PERSONNEL POLICY CHANGES
Lucille E. Turner
Carson and Adkins
POLICY NAME Comments About Changes
1. 1.3 Personal Information &
Personnel records Reviewed and approved
2. 2.10 Termination NEW Reviewed and approved
3. 3.12 Drug Free Policy Reviewed and approved
4. 4.5 Promotions Reviewed and approved
5. 5.1 Sick Leave Reviewed and approved
6. 5.2 Vacation Leave Reviewed and approved
7. 5.3 Village Holidays Reviewed and approved
8. 5.51ury/Court Leave Reviewed and approved
9. 5.7 Family or Medical Leave
(FMLA) Reviewed and approved
10. ~ 5.9 Personal Days ~ Reviewed and approved
11. 7.1 Safety Committee We understand that management is satisfied that it has sufficient
management representation on the Committee. Therefore, the revision
is reviewed and approved.
From: Reid, Merlene [mailto:mreid@tequesta.org]
Sent: Wednesday, October 29, 2008 3:16 PM
To: Lucille Turner
Subject: RE: POLICY UPDATES
Lucy,
I've attached the following updated policies for your review:
1. 2.10 Termination
2. 4.5 Promotions
3. 5.1 Sick Leave
Thanks also for the comments on the Safety Committee. I spoke with the Village Manager and the Co-Chair about your
recommendations and concerns and we have decided that based on size, it will be very hard to get management
employees (who are mostly department heads} to sit on the committee. I understand also that this was the main reason
why the committee failed a few years ago, before I restarted it in Sept 07. Based on our culture of safety, we don't
foresee any major problems with the proposed composition which we have been experimenting with far a year, with
very good results.
Can you resend an up-to-date review. Thanks
Merlene
Merlene Reid, SPHR
Human Resources Director
ViNage of Tequesta
345 Tequesta Drive
Tequesta, FL 33469-0273
Tel: (561) 575-6200 x256
Fax: (561) 575-6203
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From: Lucille Turner [mailto:LETurner@carson-adkinslaw.com]
Sent: Tuesday, October 28, 2008 12:12 PM
To: Reid, Merlene
Subject: F1lll: POLICY UPDATES
2
Memo
To:
From:
Date:
Re:
Michael R Couzzo, Jr., Village Manager
Merlene Reid, HR Manager !~%~~
October 23, 2008
Personnel Policy Manual Changes
The Human Resources department is requesting approval to revise 10 policies and
to add 1 new policy to the Personnel Policy Manual. These updates have become
necessary for a number of reasons, including changes to laws, the need to
standardize items in certain department policies and articles in various union
contracts, as well as the addition of more details in some policies to increase clarity.
These policies are attached with the highlighted changes, along with a summary of
the changes being recommended.
PERSONNEL POLICY CHANGES
POLICY NAME SUMMARY OF MAJOR CHANGES
1. 1.3 Personal Information & Updated per Florida Legislature requirements relating to the
Personnel records collection and dissemination of SSNs
2. 2.10 Termination NEW Formal documentation of the process currently in place
3. 3.12 Drug Free Policy Inclusion of specific reference to the Police and Fire departments'
internal drug free policies
4. 4.5 Promotions Update to policy wording as the salary ranges do not have steps
(min and max only)
5. 5.1 Sick Leave Accrual limits reduced in keeping with changes in union contracts;
also standardization re accruals during suspensions, worker's comp
leave and rounding off.
6. 5.2 Vacation Leave Standardization of accruals during suspensions
7. 5.3 Village Holidays To determine procedure when Dec 24 & 25 and Dec 31 & Jan 1 fall
on Fri/Sat or Sun/Mon
8. 5.5 Jury/Court Leave Clarification of eligible part-time employee
9. 5.7 Family or Medical Leave Military leave amendments to the FMLA
(FMLA)
10. 5.9 Personal Days Exclusion from use after resignation
11. 7.1 Safety Committee Recommendation of the Safety Committee re composition and
responsibilities
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TTTLE: PERSONAL INFORMATION &
PERSONNEL RECORDS
POLICY: 1.3
EFFECTIVE: July 1, 2004
REVISED: November$~(N~13,2008
PAGES: 2
CONTENTS: This policy consists of the following
numbered sections:
L Policy Statement
611. Use of Social Securirv Numbers
I->-1II. Identification of Personnel Records
IIUIV. Release and Accessibility of Records
I4LV. Retention Schedule
~VI. Updating Records
PURPOSE: To establish procedures and
responsibilities for the maintenance of employee
Personnel Records.
I. POLICY STATEMENT:
A. Establishment of procedures and responsibilities
for the maintenance of personnel records.
I. The Human Resource Director is responsible for
establishing and maintaining an official personnel file
for each employee of the Village.
2. Department Heads are responsible for the
forwarding of documents for inclusion in the
personnel files of those employees assigned to their
department.
3. Only the Human Resource Director may remove
items tiom an employee personnel file with
notification to respective Department Head.
4. Separate personnel files shall not be maintained
by the individual departments.
IL CSE OF SOCIAL SECURITY NUMBERS
The Human Resources department collects.
maintains and disseminates emnlovees' social
security numbers for the purposes of identity
verification, benefit nrocessina.. and required
leoal reportin
I-FI[I. IDENTIFICATION OF PERSONNEL
RECORDS:
`---- 1 Formatted: Indent: Left: 0.25", No bullet
numbering
r--- Formatted: No bullets or numbering
A. Permanent Documents. Documents
retained in the folder throughout the association of an
employee with the Village.
1. Employee application & hiring documents
2. Job description and specification
information
3. Job performance ratings and evaluations
4. Education/training information
~. Personnel action forms
6. Disciplinary documents
7. Letters of appreciation, commendation or
discipline.
B. Temporary documents (personnel).
Documents which have limited retention of three (3)
calendar years or less unless otherwise provided
pursuant to labor agreement. Examples include:
I. Administrative correspondence relating
to leave/vacation requests.
2. All other administrative documents of
limited informational life span.
II-IIV.RELEASE AND ACCESSIBILITY OF
RECORDS:
Information contained in an employee's personnel
file will only be released to the public in
conformance with Florida Statute and Public Records
Laws. Personnel files will be available for inspection
and copying, but will not be allowed to be removed
from the Human Resources Department. All requests
for employee information shall be forwarded to the
Human Resource Director, through the Village
Clerk's office
All medical information relating to the employee is
kept in a separate medical records file. Access to
these medical files is tightly controlled and
ordinarily, medical information is supplied in
accordance with the worker's written specific
request.
I~'V. RETENTION SCHEDULE:
These records are maintained during the tenure of the
employee and for the minimum number of years
required by law after the employee leaves Village
employment.
VI. UPDATING RECORDS:
Employees are required to inform the Human
Resource Office when they move, change their
telephone number, or have other changes in their
personal information so the Village can keep their
records accurate and up-to-date. It is your
responsibility to see that the Village has your address
and other information so that they may communicate
with you as needed.
APPROVAL:
MICHAEL COUZZO, MAIAGER
TEQUESTA, FLORIDA
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: Termination
POLICY: 2.10
union contract as appropriate.
Unsatisfactory performance means failure of an
employee to meet performance standards, to complete
tasks in a timely, competent way, or to maintain an
adequate attendance record.
EFFECTIVE: November 13, 2008
REVISED:
PAGES: 1
CONTENTS: This policy consists of the following
numbered sections
I. Policy Statement
II. Separation Payout
PURPOSE: To establish policy on the procedure for
terminating employment.
I. POLICY STATEMENT:
Resignation
Regular employees who have completed probation,
are required to submit a written notice of intent to
resign at least two weeks in advance. The employee
cannot include personal, vacation and compensatory
time as part of the two week notice period. The
Village of Tequesta reserves the right to terminate
employment prior to the effective date stated in the
notice.
The employee will be required to turn in all The
Village of Tequesta property as noted on the exit
checklist and complete any required forms, including
an Exit Interview form.
ll. SEPARATION PAYOUT
The separation payout is paid on the pay-date
following the last paycheck received for hours
worked. Outstanding financial obligations will be
deducted from the employee's final paycheck.
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
Termination -Job Abandonment
An employee is considered to have abandoned his/her
job if he or she is absent from work without
authorization. for three or more consecutive working
days.
Other Discharges
Discharge may result for many reasons including
unsatisfactory performance, and will be in accordance
with the Village's disciplinary policy, or relevant
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: DRUG FREE POLICY
POLICY: 3.12
EFFECTIVE: June 15, 1998
REVISED: '^'~,'~^~November 13, 2008
Tequesta will not discharge, discipline, or
discriminate against an employee solely upon the
employee's voluntarily seeking treatment for a drug
related problem, while under Tequesta's employ, if
the employee has not previously tested positive for
drug use, entered an employee assistance program for
drug-related problems, or entered a drug
rehabilitation program.
PAGES:
CONTENTS: This policy consists of the following
numbered sections:
I. Drug Free Workplace Policy
It is the policy of the Village of Tequesta
("Tequesta") to maintain a drug-free workplace.
Certified Fire and. Police personnel are also required
to comply with their department policies and
standards, It is a condition of employment for each
employee to refrain from reporting to work or
working with the presence of drugs or alcohol in his
or her body. If an injured employee refuses to submit
to a test for drugs or alcohol, that employee forfeits
eligibility for medical and indemnity benefits.
Section 440.102, Florida Statutes, sets forth the
requirements with which Tequesta's Drug-Free
Policy must comply.
As a recipient of federal funds, the Village is subject
to the Drug-Free Workplace Act of ]988. Pursuant
to this statute, the unlawful manufacture, distribution,
dispensation, possession, or use of a controlled
substance in the workplace is prohibited. It is a
condition of employment for each Village employee
to abide by this policy. Moreover, any Village
employee who is convicted of a violation of a
criminal drug statute occurring in the workplace must
notify the Village in writing no later than five (5)
calendar days after such conviction. Employees who
violate these policies are subject to discipline up to
and including termination of employment.
Types of Drub Testing
Employees and applicants will be subjected to the
following drug tests:
1. Job Applicant Testing: Applicants required
for testing will submit to a drug test. Refusal
to submit to drug and alcohol testing or a
positive confirmed test result will result in
rejection of the applicant for employment at
that time.
Reasonable Suspicion Testing: An employee
may be required to submit to testing when
Tequesta has a reasonable suspicion that an
employee is using or has used drugs in
violation of Tequesta's Drug-Free Workplace
Policy. "Reasonable suspicion drug testing" is
drug testing based on a belief that an employee
is using or has used drugs in violation of
Tequesta's policy, drawn from specific
objectives and articulable facts and reasonable
inferences drawn from those facts in light of
experience. Among other things, such facts
and inferences may be based upon:
• Observable phenomena while at work,
such as direct observation of drug use or
the physical symptoms or
manifestations of being under the
influence of a drug
• Abnormal conduct or erratic behavior
while at work or a significant
deterioration in work performance
• A report of drug use, provided by a
reliable and credible source
Evidence that an individual has tampered
with a drug test during his employment
with Tequesta
Information that the employee has caused,
contributed to, or been involved in an
accident while at work, or;
Evidence that the employee has used,
possessed, sold, solicited, or transferred
drugs while working or while on
Tequesta's premises, or while operating
Tequesta's vehicle, machinery or
equipment
Routine Fitness for Duty Testing: An
employee may be asked to submit to a test as
part of aroutinely-scheduled fitness for duty
medical examination that is either part of the
Tequesta's established policy or that is
scheduled routinely for all members of an
employment classification or group.
4. Follow-up Testing: An employee who enters
an employee assistance program for drug-
related problems, or an alcohol or drug
rehabilitation program may be tested as a
follow-up measure on a quarterly, semi-annual
or annual basis for two (2) years thereafter.
Confidentiality: All drug test results will be
maintained in a confidential manner by Tequesta and
the MRO for a period of two (2) years. All
information, interviews, reports, statements,
memoranda, and drug test results, written or
otherwise, received or produced as a result of this
drug-testing program are confidential. Information
on drug test results may not be used in any criminal
proceeding against the employee or job applicant.
The Village may decide not to test all employees
involved in work-related accidents. However, it will
test all employees where there is some information or
evidence which a reasonable person could conclude
that the employee was at fault to some degree, either
by the employee's action or inaction. This decision
is to be made a part of the reasonable suspicion
determination.
Generally, information concerning drug test results
may not be released without a written consent form
signed voluntarily by the person tested. Drug test
results may be released without consent if compelled
by a hearing officer or a court of competent
jurisdiction pursuant to an appeal under this statute or
if it is deemed appropriate by professional or
occupational licensing board in a related disciplinary
proceeding. Moreover, Tequesta, its agents, or the
drug-testing laboratory may have access to employee
drug test information or use such information when
consulting with legal counsel in connection with
actions brought under this statute or when the
information is relevant to a defense in a civil or
administrative manner.
In addition, employees and applicants will be
contacted confidentially by the Medical Review
Officer (MRO), after being testing positive for the
presence of drugs, to determine the use of
prescriptions or non-prescription medications that
may have affected test results.
Drug-tested: You may be tested for any or all of the
following:
Alcohol: beer, wine, booze, liquor, distilled spirits,
malt beverages, etc.
Amphetamines: speed, uppers, eve, biphetamine,
desoxyn, dexdeine, etc.
Anabolic steroids
Barbiturates: downers, Phenobarbital, butabarbital,
secobarbital, tuinal, amytal, etc.
Benzodiazepine: Librium, valium, ativan, azene,
clonopine, dalmone, diozepan, halcyon, paxipam,
restoril, serax, tranxene, verstran, xanax, etc.
Cannabiniods: marijuana, hashish, hash, hash oil,
pot, joint, reefer, spleaf, roach, grass, weed, etc.
Cocaine: coke, blow, snow, flake, crack, etc.
Methaqualone: Quaaludes, Ludes, etc.
Opiates : heroin, codeine, morphine, opium, dover's
powder, paregoric, parepectolin, etc.
Phencyclidine : PCP, angel dust, hog, etc.
Synthetic narcotics : methadone, dolophine,
metadose, propoxy-propoxyphene, darvocet, darvon,
dolene, etc.
Reporting the Use of Prescription and Non-
Prescriptions Medications: An employee or job
applicant may confidentially report to the Medical
Review Officer (MRO), after being tested, and test
results found positive, the use of prescription or non-
prescription medications because the presence of
these medications in the body may affect the outcome
of the test.
The MRO for the Village of Tequesta is:
Elite Services (Dr. Ken Michaels)
2218 Black Hawk Street
Clermont, FL 34711
Telephone: 1-800-297-4542
The following is a list of over-the-counter and
prescriptions drugs which could alter or affect drug
2
test results. (Note: due to the large number of
obscure brand names and the constant marketing
of new products, this list cannot be and is not
intended to be all-inclusive):
Alcohol: All liquid medications containing ethlyl
alcohol (ethanol). Please read the label for alcohol
content. As an example, Vick's Nyquil is 25% (50
proof) ethyl alcohol, Comtrex is 20% (40 proof),
Contact Severe Cold Formula Night Strength is 25%
(50 proof), and Listerine is 26.9% (54 proof).
Amphetamines: Obetrol, biphetamine, desoxyn,
Dexedrine, didrex, ioanamine, fastin, wicks nasal
inhalers
Cannabinoids: Marinol (dronabinol, THC)
Cocaine: Cocaine HCI topical solution (Roxanne)
Phencyclidine: Not legal by prescription
Opiates: Paregoric, parepectolin, donnagel pg,
morphine, Tylenol with codeine, empirin with
codeine, APAP with codeine, aspirin with codeine,
Robitussin AC, Guiatuss AC, Novahistine DH,
Novahistine expectorant, diluadid (hydromorphone),
M-S Contin and Roxanol (morphine sulfate,
percodan, vicodin, tussi-organidin, etc.
Barbiturates: Phenobarbital, tuinal, amytal,
Nembutal, seconal, lotusate, fiorinal, fioricet, esgic,
butisol, mebaral, butabarbital, butalbital, phrenilin,
triad, etc.
Benzodiazephines : Ativan, azene, clonopin,
dalmane, diazepam, librium, xanax, serax, tranxene,
valium, verstran, halicion, paxipam, restoril, centrax,
etc.
Methodone: Dolophine, Metadose, etc.
Propoxyphene : Darvocet, darvon n. Jolene, etc.
Employees and applicants may consult with the MRO
for technical information regarding prescription or
non-prescription medications.
Drug Testing Laboratory: Testing of specimens for
the presence of illegal drugs and alcohol is performed
by the following laboratory, which is licensed by the
Florida Agency for Health Care Administration:
American Medical Laboratory
14225 Newbrook Drive
Chantilly, VA 22081
Positive Test Results: An employee or applicant
who received a positive confirmed test result may
explain or contest the result to the MRO within five
(5) working days after receipt of written notification
of the test result. If the employee's or applicant's
explanation or challenge is unsatisfactory to the
MRO, the MRO must report a positive test result
back to the Village of Tequesta. Within five (5)
working days after receipt of the positive confirmed
test results from the MRO, Tequesta will inform the
employee or applicant in writing of the positive test
result, the consequences of such results, and the
options available to the employee including the right
to file an administrative or legal challenge.
An employee or applicant may contest any positive
confirmed test result pursuant to law or to rules
adopted by the Agency for Health Care
Administration. Any employee or applicant
challenging a test result must notify the employer
and the drug testing laboratory of such challenge
in writing referencing the chain of custody
specimen identification number. If an employee is
involved in an accident and denied medical and/or
indemnity benefits, he or she may administratively
challenge the action by filing a Claim for Benefits
with a Judge of Compensation Claims. Employees
under a collective bargaining agreement may have
the right to appeal personnel actions taken as a result
of drug testing results. The employee or applicant is
solely responsible for the costs associated with a
challenge to test results, and the cost of re-testing the
same sample.
Actions Tequesta Mav Take Based Upon a
Positive Confirmed Drua Test Result: An
applicant with a positive confirmed drug test will not
be hired. An employee with a positive confirmed
drug test may be subject to one or more of the
following actions:
• Required to attend educational seminars and
courses and/or participate in an employee
assistance program
• Required to attend a rehabilitation program
• Discipline, including, but not limited to,
probationary employment, transfer to
another or less hazardous position, and/or
reduction in compensation
• Immediate discharge from employment
In addition, if an employee is injured in the
scope of his or her employment and drug tests
and/or other medical evidence indicates the
presence of illegal drugs or alcohol in the
employee's body at the time of the accident, the
employee may be required to forfeit any medical
or indemnity benefits available under the Florida
Worker's Compensation statute and may also
forfeit eligibility for unemployment benefits.
These penalties are in addition to any other
penalties that may apply either under this policy
or under applicable law.
Consequences of Refusing to Submit to a
Drug Test: Any job applicant who refuses to
submit to drug and alcohol testing, or who alters,
adulterates, or otherwise interferes with drug
testing collection samples, or analysis is
immediately disqualified from employment by
Tequesta.
Any employee who refuses to submit to drug and
alcohol testing when required under this Policy,
or who alters, adulterates or otherwise interferes
with drug testing collection, samples, or analysis
is subject to immediate termination and may
forfeit medical and/or indemnity benefits under
Florida's Worker's Compensation statute.
Local Employee Assistance Program: If you
are experiencing problems with drugs and
alcohol, you are encouraged to contact an
Employee Assistance Program or Rehabilitation
Program. The following are representative
Employee Assistance Programs or Drug
Rehabilitation programs that are available to you
within the locality:
High Point
5960 SW 106 Avenue
Cooper City, FL
Transitions Recovery Program
2040 NE 163 Street
Miami, FL
1-800-626-1980
The Retreat
555 SW 148 Avenue
Sunrise, FL
800-366-8466
The Center for Family
Services of Palm Beach County Inc.
1401 Parker Avenue
West Palm Beach, Fl. 33045~3A~~. ~~r
Falrr~ 13eaeh Gardens. ll/ 33419
11211 Prosperity Farms Road
St. B-202
Palm Beach Gardens, FL 33410
561-622-8875
Effective Date of Policy: The Village of
Tequesta's Drug-Free Workplace Policy is
effective June 15, ]998. No testing will be done
before this date.
DRAFTED:RLG/July 1~, 2005, 3.12 Drug Free Policy
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
The Savannas Treatment Center
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: PROMOTIONS
POLICY: 4.5
EFFECTIVE: July 1, 2004
In cases where only one employee applies for a
position and the person's abilities and qualifications are
known to the hiring department, the formal selection
process may be dispensed with upon concurrence of
the Human Resource Office.
C--EBREVISED: 2,nc rnn....,.ti ~nn~~Noyember
13,2008
PAGES:
CONTENTS: This policy consists of the following
numbered sections:
L Policy Statement
PURPOSE: To establish a policy for application and
appointment to vacant positions by current employees.
I. POLICY STATEMENT:
The Village attempts to fill all vacant positions with
qualified Village employees before advertising to the
general public, following a policy of upward mobility
whenever possible. Promotions will be based on
exemplary performance and on a demonstration of
abilities and skills required for a higher paying
position.
Employees are encouraged to apply for any vacancy
for which they may qualify in accordance with the
Administrative Policy on HIRING PROCESS.
Generally, employees are expected to serve in their
current position for at least a year before being
considered for a promotion or transfer.
Selection of an employee for a promotion (or lateral
transfer) is based on past work record, education,
knowledge of the job duties, as well as time in service.
When considering the promotion (or lateral transfer) of
Village employees having the same or similar
qualifications, the position will be filled after
considering the factors listed above.
No offer of promotion may be made to any employee
prior to completion of the recruitment and selection
process. Temporary assignments may be made by the
Department Head for a specified time or assignment as
necessary. Such appointments are made on "acting"
basis and the employee returns to his or her regular
position upon completion of the assignment. The
actual salary for "acting" appointments is set by the
Department Head in consultation with the Human
Resource Office, pursuant to the Administrative Policy
on WORKING OUT-OF-CLASSIFICATION.
Unless otherwise provided by union contract,
whenever an employee is promoted to a higher
position, or whenever an employee's position is
upgraded, said employee will enter the new
grade/position at tithe entry level pay for the new
job with an option to increase it to a higher level if
necessaryand justified by market conditions and the
knowledge skills, qualifications, and experience of
the employee beine promoted. The department
manager will make the salary recommendation to the
Village Manager, through the Human Resources
department. ..~n, lo„ol ~.,1.,.-,. „r,>,o „ ~:.:,. _. In
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new pay rate, upon promotion, shall not exceed the
maximum of the new pay range.
Persons so promoted will be subject to the standard
probationary period for the new position, unless
specifically waived by the Manager's office. Those
who fail the probationary period may re-assume any
prior appointment held prior to the promotion unless
that position has been filled.
DRAFTED: RLG/Mar 15, 2004/Filed: Promotions 4.5
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: SICK LEAVE
POLICY: 5.1
time used during the first six months of employment,
shall be reimbursed back to the Village if the
employee fails to successfully complete probation.
This deduction will be withheld from the employee's
final paycheck at the time of separation.
EFFECTIVE: July 1, 2004
REVISED: No=~e~per 4-Q,~rNovember l3,
2008
PAGES:
CONTENTS : This policy consists of the following
numbered sections:
I. Policy Statement
II. Accruals and Benefits
III. Notification
IV. Sick Leave Usage
V. Employee Responsibilities
VL Sick Leave Sharing
VII. Sick Leave Buy Back
VIII. Termination
PURPOSE: To establish guidelines for the use of
sick leave for personal illness and on-the job injuries
for Village employees.
1. POLICY STATEMENT:
General. All eligible. full-time and part-time
employees shall be entitled to sick leave as follows
Sick leave shall accrue as provided herein from the
date of initial employment. Un-represented full-time
employees shall be granted sick leave at the rate of
eight (8) hours for each calendar month of service.
The accrual of sick leave for represented employees
shall be in accordance with the applicable collective
bargaining agreement. Part-time employees who
regularly work 30 or more hours per week shall be
granted sick leave at a pro rata rate of six (6) hours
for each calendar month of service. Part-time
employees who regularly work less than 30 hours per
week are not entitled to sick leave. Any accrued sick
II. ACCRUALS AND BENEFITS:
Sick leave granted and not used shall accrue to the
credit of each such employee, up to a maximum total
accumulation of one thousand t-~u~-one hundred and
nay-s-i~twen (~I 120) hours =-for regular, full-
time employees and eight hundred and fort (~ 840)
hours for re ugh_part-time employees.
In any case in which an employee shall be entitled to
benefits or payments under the Workers'
Compensation Act or similar legislation of the State,
or any other governmental unit, the Village shall pay
the difference between the benefits and payments
received under such Act by such employee and the
regular rate of compensation he would have received
from the Village if able to work. The foregoing
payment or contribution by the Village shall be
limited to the period of time that such employee had
accumulated sick leave credits as hereinabove
specified. Furthermore, the sick leave benefits herein
specified shall not be applicable to any employee
who is covered by any relief and pension act or
similar legislation providing for sickness and/or
disability payments, or the State, granting
substantially equal or greater benefits than herein
provided. Sick leave shall not accrue during leaves
of absence and susRensions without pay. While out
on Workers' Compensation, the employee will accrue
sick and vacation leave on the same basis as if
regularly emsloved, but such accrual is credited to
the employee only upon return to work. (f an
employee separates without returning to work, no
payment shall be made for such sick and vacation
credit.
IIL NOTIFICATION:
When the employee knows in advance that he or she
will be using sick leave (for example, for medical
~pointments scheduled in advance), the employee
must notify his or her supervisor in advance, and as
soon as possible after the employee becomes aware
of the need to use sick leave.
When the employee's need to use sick leave is
unforeseen (such as feeling sick on the day that he or
she is scheduled to work), the employee should notify
his or her supervisor immediately of his or her intent
to use sick leave, and such notice must be received no
later than 30 minutes after the employee is scheduled
to begin work.""''°~ ,, v ..,,...o° ,..n:,°~ ~ ,.,~ ,°.,.,°
desig~tec~s~pe~r=ise~i-r~-~edi~te,., '`,~*:~^°+;^r
*~° °^'~°~' ~'°a ~~ ^~'~~'°~ . Failure to do so may result
in denial of sick leave pay and disciplinary action, if
appropriate. The employee should also let the
supervisor know when he/she expects to return to
work. Police and Firefighters have more stringent
notification requirements because of their need to
provide adequate shift coverage.
A full-time employee who is on sick leave as above
specified for a period of three (3) days or longer
shall, bring a doctor's release statement indicating
any work restrictions.
An employee who is on disability or sick leave shall
keep his/her supervisor advised on a daily basis as to
the employee's condition and expected date of return
to duty. If requested, the employee shall provide a
doctor's certificate stating the cause of the absence
and the nature of the illness before sick leave
payment is authorized.
IV. SICK LEAVE USAGE:
Sick leave benefits shall apply to bona fide cases of
sickness, accidents, doctor or dental appointments,
maternity leave, and requests for the employee's
presence by immediate family, doctor or clergy due
to family illness or emergency.
Sick leave shall be rounded off to the nearest l~€
#a~15 minutes.
No sick leave will be given to an employee in excess
of the amount earned and available to the employee.
When an employee is transferred to another position,
any unused sick leave which may have accumulated
to the employee's credit shall transfer with the
employee.
An employee may utilize vacation time when sick
leave has been exhausted, with authorization from
their Department Head.
Earned sick leave accruals must be exhausted prior to
taking an unpaid medical leave of absence.
V. EMPLOYEE RESPONSIBILITIES:
It is the responsibility of each Department Head or
designated supervisor to ensure the provisions of this
policy are observed. Corrective action should be
taken in instances of suspected abuses or
misinterpretation of the utilization of sick leave.
Department Heads will ensure that any sick leave
used will be reflected with the submission of time
sheets.
It is the responsibility of the Human Resource
Director to ensure that proper accountability of sick
leave is kept on all eligible employees. This shall
include keeping a record of accruals and utilization.
Departments may establish more restrictive sick
leave procedures as long as they are not in conflict
with applicable labor contracts and are necessary for
the effective operation of the department.
VI. SICK LEAVE SHARING:
The Village Manager may permit afull-time or part-
time employee to receive sick leave donations from
other qualified employees under this subsection if:
1. The employee suffers from an illness, injury,
impairment, or physical or mental condition
which is of an extraordinary or severe nature and
which has caused, or is likely to cause, the
employee to:
(a) Go on leave without pay status; or
(b) Terminate Village employment,
2 . The employee's absence and the use of shared
sick leave are justified.
3. The employee has depleted or will shortly
deplete his or her annual vacation leave and sick
leave reserves.
4 . The employee has abided by all personnel rules
regarding sick leave use.
The Village Manager shall determine the amount of
2
sick leave, if any, which an employee may receive
under this section. However, an employee shall not
receive, in donations, a total of more than seven
hundred and twenty hours (720) of donated sick
leave.
Donated sick leave shall be utilized in the order of
receipt by the Village Manager. Such leave shall be
donated in eight (8) hour increments.
The amount of sick leave time transferred under this
section which remains unused shall be returned to the
employee or employees who transferred the leave at
the time the Village Manager finds that the leave is
no longer needed or will not be needed at a future
time in connection with the illness or injury for which
the leave was transferred.
VII. SICK LEAVE BUY BACK
Effective December 1 of each fiscal year, any eligible
employee who has been continuously employed for at
least twelve (12) months and who has an accrued sick
leave balance of 480 hours, and who has taken no
more than forty (40) hours of sick leave during the
twelve (12) month period immediately preceding
December 1 of each fiscal year, may surrender 40
hours for cash payment at one hundred percent
(100%) of their current hourly rate. Any additional
eligible hours may be redeemed at fifty percent
(50%) of their current hourly rate. However,
employees must have at least 360 hours of sick leave
remaining after surrendering sick leave for cash
payment, to be eligible to buy back sick leave under
these provisions.
VIII. TERMINATION:
Employees who resign with the proper two-week
notice, who have not been terminated for cause and
who have been an employee for at least one year are
reimbursed for a portion of sick leave accrued.
Payment for any sick leave shall be provided to those
full-time and part-time who have successfully
completed their probationary period. Temporary
employees and Interim Firefighters are not eligible
for sick leave payment. The amount of
reimbursement shall be a percentage of any accrued
sick leave, up to the maximum accrual amount. The
percentage is based on whole completed years of
service with the Village as follows:
One (1) through four (4) completed years of
employment - 25 percent reimbursement for sick
leave.
Five (5) through nine (9) completed years of
employment - 33 percent reimbursement for sick
leave.
Ten (10) through nineteen (19) completed years of
employment - 40 percent reimbursement for sick
leave.
Twenty (20) or more completed years of employment
- 50 percent reimbursement for sick leave.
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
3
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: VACATION LEAVE
POLICY: 5.2
EFFECTIVE: July 1, 2004
REVISED: November ~~~13, 2008
PAGES: 2
CONTENTS: This policy consists of the following
numbered sections:
I. Policy Statement
II. Full-Time Employees
III. Part-Time Employees
IV. Approval Process
PURPOSE: To outline vacation policy for
employees. To assure that vacation schedules are
made with full reference to the operating needs of the
Village. To provide for a procedure of approval and
communication.
I. POLICY STATEMENT:
After completion of the initial probationary period,
employees are eligible to use vacation leave. After
the successful completion of the probationary period,
employees are credited the amount of vacation leave
accrued from the date of hire. An employee who
separates from employment prior to the successful
completion of the probationary period is not entitled
to a payout for any vacation leave.
Vacation leave is accrued at the following rates:
II. FULL-TIME EMPLOYEES:
Date of hire through fourth (4) year- 10 days/80 hrs.
Fifth (5) year through ninth (9) year-15 days/120 hrs.
Tenth (10) year or more - 20 days/160 hrs.
Unless specified otherwise in an applicable collective
bargaining agreement, an employee may accumulate
up to a maximum of 320 hours (40 days) accrued
vacation leave. Vacation time earned in excess of
said maximum limit shall be used prior to October 1
of each year or forfeited. On September 1 of each
year, employees with vacation accruals in excess of
160 hours may surrender some or all of their excess
hours for cash payment at their hourly rate of pay.
Employees must use 80 hours of vacation time per
year, to be entitled to surrender hours for cash.
Vacation leave shall be expended in increments of
not less than four (4) hours. Vacations shall be
scheduled at such times as the Department Head
approves and finds most suitable after considering the
wishes of the employee and the requirements of the
department.
III. PART-TIME EMPLOYEES:
Vacation Leave for Part-Time Employees: part-time
employees who separate from the Village may
receive compensation at their regular rate of pay for
each hour of vacation earned. Part-time employees
who regularly work 30 or more hours a week, shall
accrue vacation at the rate of 2.4615 hours per pay
period or sixty four (64) hours per year.
TRANSFERS. If an employee transfers from one
department within the Village to another, the
vacation leave credits shall also be transferred.
The established period of determining vacation credit
will be from the employee's date of hire. Vacation
credit earned by an employee cannot be transferred to
another employee.
Temporary employees shall not earn vacation nor be
entitled to vacation upon termination of their
employment, with the exception of Interim
Firefighters, who are entitled to vacation based on the
terms of their contract.
Represented employees earn vacation time in
accordance with their respective union agreement.
Vacation leave will not accrue while an employee is
on leave of absence and suspensions without pay.
Accrued and unused vacation leave may be used to
supplement sick leave if the employee has exhausted
sick leave accruals.
Paid holidays occurring during vacation are not
charged to vacation.
IV. APPROVAL PROCESS:
Department Heads are responsible for managing
the vacation schedules in their departments and
for administering the provisions of this policy.
Where an employee formally requests vacation
and a manager does not approve it, the employee
shall not be subject to the forfeiture clause in
Section II above. The manager shall then advise
the Human Resources department in writing, of
the reasons for the refusal, which must show the
department's exigencies which required such
action.
2. The Village Manager shall approve all vacation
schedules for Department Heads.
3. Vacation approvals by Department Heads and by
the Village Manager shall be made only when
the efficiency of Village operations will not be
adversely affected.
4. Unless approved by the Village Manager:
a. A Department Head and next ranking
employee cannot take vacation at the same
time, and
b. No more than three (3) Department Heads
shall take vacation at the same time.
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
2
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: VILLAGE HOLIDAYS
POLICY: 5.3
EFFECTIVE: July 1, 2004
December 31St and January 15t fall on a
Saturday/Sunday, the holidays will be observed on
the following Monday and Tuesday. Where these
dates fall on a Friday/Saturday, the holiday fallins on
the Saturday will be observed on the Monday, and
where these dates fall on a Sunday/Monday, the
additional day will be observed on the Tuesday
REVISED: November 8~-20&'13, 2008
PAGES: 1
CONTENTS: This policy consists of the following
numbered sections:
Part-time employees shall receive a pro rata share of
compensation at their regular straight time hourly rate
for each approved holiday.
If any holiday mentioned above falls on an
employee's regularly scheduled day off, the employee
shall be compensated either through holiday pay or
holiday compensatory time.
L Policy Statement
PURPOSE: To provide a policy for uniform
administration of standard Village holidays.
When a holiday falls within a period of paid leave,
the holiday shall not be counted as a leave day in
computing the amount of leave debited.
I. POLICY STATEMENT:
The Village shall celebrate the following holidays off
with pay for full-time and part-time non-union
employees:
NEW YEAR'S DAY -January I
MARTIN LUTHER KING - 3rd Monday in January
PRESIDENT'S DAY - 3rd Monday of February
MEMORIAL DAY -Last Monday of May
INDEPENDENCE DAY -July 4
LABOR DAY - I st Monday of September
VETERAN'S DAY -November 11
THANKSGIVING DAY- 4t~Last Thursday of
November
DAY AFTER THANKSGIVING
CHRISTMAS EVE DAY -December 24
CHRISTMAS DAY -December 25
NEW YEAR'S EVE -December 3l
In the event a holiday falls upon a Sunday, the
following Monday shall be deemed to be the legal
holiday. In the event the legal holiday falls on a
Saturday, the preceding Friday shall be deemed to be
the legal holiday. Where December 24th and 25th and
Non-exempt employees required to work on any
designated holiday shall receive overtime pay in
addition to the holiday pay.
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
VILLAGE OF TEQUESTA
PERSONNEL
POLICY
Employees who appear in court as the plaintiff or
defendant in any action not related to their official
duties shall not be paid for time away from work
TITLE: JURY/COURT LEAVE
POLICY: 5.5
EFFECTIVE: July 1, 2004
unless that time is accrued vacation or personal leave.
Court payments for travel expenses are to be retained
by the employee.
REPLACED: 5.02 (March 2001)
REVISED: November 13, 2008
PAGES: 1
CONTENTS: This policy consists of the following
numbered sections:
I. Policy Statement
PURPOSE: To establish a policy for jury leave for
Village employees.
I. POLICY STATEMENT:
Any full-time or part-time employee working. a
minimum of 30 hours weeklywho is required to
serve on a jury, or as a result of official Village of
Tequesta duties is required to appear before a court,
legislative committee or quasi judicial body as a
witness in response to a subpoena or other directive,
shall be allowed authorized leave with pay less any
amount received for such service. A probationary
employee called will have his/her probationary
period extended to by the same amount of time as
required for serving on jury duty. An employee who
receives notice of jury duty or witness service must
notify his/her supervisor immediately so that
arrangements may be made to cover the position.
The employee is responsible to turn over jury or
witness fees to the Finance Department, excluding
mileage fees.
The employee may keep any court payment for
services performed on the days of his/her regularly
scheduled weekend or performed while on vacation
or personal leave.
Employees are required to return to work after being
released from jury duty although no more than the
regularly scheduled number of hours for both jury
duty and work shall be required. If excused as a juror
on any given day, the employee is expected to
contact his/her supervisor and to report to work as
instructed.
DRAFTED: RLG/Mar 11, 2004/Filed: Jury/Court Leave 5.5
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
Time away will not affect vacation, sick leave or
personal leave accruals.
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: FAMILY OR MEDICAL LEAVE
(FMLA)
POLICY: 5.7
EFFECTIVE: July I, 2004
REPLACED: 5.02 March 2001
REVISED: a'aFeniHe+-8;~007November 13, 2008
PAGES: 3
CONTENTS: This policy consists of the following
numbered sections:
I. Policy Statement
II. Covered Reasons
III. Employee Eligibility
IV. Calculation of Leave
V. Procedures
PURPOSE: To establish a policy and guidelines
for the use of family or medical leave for Village
employees.
I. POLICY STATEMENT:
General. As provided by the 1993 Family and
Medical Leave Act (FMLA), all eligible employees
shall be entitled to take up to 12 weeks of unpaid,
job-protected leave during any 12 month period for
specified family and medical reasons. This policy is
intended to follow the FMLA, including the terms
and definitions generally contained therein.
II. COVERED FAMILY OR MEDICAL
REASONS
An eligible employee shall be entitled to 12 weeks of
unpaid leave during a 12-month period for one or
more of the following reasons:
1) The birth or placement of a child for adoption or
foster care;
2) To care for an immediate family member
(spouse, child, or parent) with a serious health
condition; or,
3) To take medical leave when the employee is
unable to work because of a serious health
condition.
4~A serious health condition, which shall be
defined as an illness of a serious and long-term
nature resulting in recurring or lengthy absences.
Treatment of such an illness would occur in an
inpatient situation at a hospital, hospice, or
residential medical care facility, or would consist
of continuing care provided by a licensed health
care provider.
>) Anv qualifvine exiQenev when a spouse,
child or parent is on active duty or is
notified of an impending call or order to
active duty in the Armed Forces (including
the Reserves and National Guard) in support
of a "contingency operation."
6) To care for an eli is ble spouse, child, parent
or next of kin who is a service member
underQOine medical treatment, recuperation
or therapy, is on an out-patient status, or is
on the temporary disabled retired list for a
serious injury or illness (entitled to a
combined total of 26 weeks of all types of
FMLA leave).
An employee may take leave if a serious healt
condition makes the employee unable to perform the
functions of his/her position. Employees with
questions about whether specific illnesses are
covered under this policy or under the Village's sick
leave policy are encouraged to meet with a
representative from the Human Resource
Department.
Formatted: List Paragraph, Left, Line spaci
single, No bullets or numbering, Hyphenate,
Tab stops: Not at -6.88" + -0.5"
Formatted: List Paragraph, Left, No bullet
numbering
t--- ~ Formatted: Indent: Left: 0.5", No bullets
.-_ numbering
' Formatted: Indent: Left: 0.25", No bullet
h numbering
III. EMPLOYEE ELIGIBILITY. An
employee shall be entitled to family leave when
he/she meets the following criteria:
1) The employee has worked for at least 12 months
for the Village. The twelve months need not
have been consecutive. (If the employee was on
the payroll for part of a week, the Village will
count the entire week. The Village considers 52
weeks to be equal to twelve months.)
2) The employee has to have worked for the
employer for at least 1,250 hours over the 12
months before the leave would begin.
3) If both an employee and his/her spouse are
employed by The Village of Tequesta, their
combined time off may not exceed 12 work
weeks during any 12 month period for birth,
adoption, or foster caze, or caze of a pazent with a
serious health condition. Each spouse is,
however, eligible for the full 12 weeks within a
12 month period to caze for a son, daughter, or
spouse with a serious health condition.
IV. CALCULATION OF LEAVE. Eligible
employees can use up to 12 weeks of leave during
any 12 month period. The Village will use a rolling
12 month period measured backwazd from the date
an employee uses any FMLA leave. Each time an
employee uses leave, the Village computes the
amount of leave the employee has taken under this
policy, subtracts it from the 12 weeks, and the
balance remaining is the amount the employee is
entitled to take at that time. For example, if an
employee has taken 5 weeks of leave in the past 12
months, he or she could take an additional 7 weeks
under this policy.
Use of Paid and Unpaid Leave. If an employee has
accrued paid leave of less than I2 weeks, the
employee will use paid leave first and take the
remainder of the twelve weeks as unpaid leave.
If an employee uses leave because of his/her own
serious medical condition or the serious health
condition of an immediate family member, the
employee will first use all paid vacation, personal or
sick leave, and then will be eligible for unpaid leave.
An employee using leave for the birth of a child will
use paid sick leave for physical recovery after
childbirth. The amount of sick leave utilized after
this point will be decided on a case by case basis.
The employee then may use all paid vacation or
personal leave, and then will be eligible for unpaid
leave for the remainder of the 12 weeks.
An employee using leave for the adoption or foster
care of a child will use all paid vacation or personal
leave first, and then will be eligible for unpaid leave
for the remainder of the 12 weeks.
Intermittent Leave and Reduced Work Schedules
In certain cases, intermittent use of the twelve weeks
of family or medical leave or a part of a reduced
work week may be allowed by the Village.
Employees wishing to use leave intermittently or to
utilize a reduced work week for birth or adoption
purposes will need to discuss and gain approval for
such use from the employee's Department Head and
the Human Resource Department.
Employees may also use family or medical leave
intermittently or as part of a reduced work week for
serious medical conditions whenever necessary. If
the need to use leave is foreseeable and based on
preplanned and prescheduled medical treatment, then
the employee is responsible to schedule the treatment
in a manner that does not unduly disrupt the Village's
operations. This provision is subject to the approval
of the health caze provider.
The Village of Tequesta may require an employee on
intermittent leave to transfer temporazily to an
available alternative position for which the employee
is qualified, if the position has equivalent pay and
benefits and better accommodates recurring periods
of leave than the employee's regular position.
On agreement between the employee and the Village,
an employee may choose to take family leave on a
reduced leave schedule. This may involve reducing
his/her usual number of hours per work day or work
week during the leave. The duration of the leave will
remain at a 12 week maximum.
V. PROCEDURES:
Procedure for requesting leave. All employees
requesting leave under this policy must complete the
Family/Medical leave form available from the
Human Resource Department.
When an employee plans to take leave under this
policy, the employee must give the Village 30 days
notice. If it is not possible to give 30 days notice, the
employee must give as much notice as is possible.
An employee undergoing planned medical treatment
is required to make a reasonable effort to schedule
the treatment to minimize disruptions to the Village's
operations.
While on leave, employees aze requested to report
periodically to the Village regarding the status of the
medical condition, and their intent to return to work.
Where the employee is injured on the job and is out
from work under workers' compensation, time
towards FMLA will coincide with the time off under
workers' compensation. If the employee is unable to
return to work in the time specified in the Village's
FMLA policy, the Medical No-Pay Leave of Absence
policy, or as specified in the union contract,
employment with the Village will be terminated.
Procedure for Notice and Certfcation of Serious
Health Condition.
On occasion, the Village may require the employee to
provide notice of the need to utilize leave (where it is
possible to know beforehand) and/or may require the
employee to provide certification of an employee's or
immediate family member's serious health condition
by a qualified healthcaze provider.
Qualified health caze providers include: doctors of
medicine or osteopathy, podiatrists, dentist, clinical
psychologists, optometrists, and chiropractors, nurse
practitioners and nurse-midwives authorized to
practice under State law and performing within the
scope of their practice under state law; and Christian
Science practitioners listed with the First Church of
Christ, Scientist in Boston, Massachusetts.
When seeking certification of a serious medical
condition, an employee should ensure that the
certification contains the following:
1) Date when the condition began; expected
duration; diagnosis; and a brief statement of
treatment.
2) If employee is seeking medical leave for his/her
own medical condition, certification should also
include a statement that the employee is unable to
perform the essential functions of the employee's
position.
3) For a seriously ill family member, the certification
should include a statement that the patient requires
assistance and that the employee's presence would be
beneficial or desirable.
4) If taking intermittent leave or working a reduced
schedule, certification should include dates and
duration of treatment and a statement of medical
necessity for taking intermittent leave or working a
reduced schedule.
If deemed necessazy, the Village may ask for a
second opinion. The Village will pay for the
employee to get a certification from a second doctor,
which the Village will select. If there is a conflict
between the original certification and the second
opinion, the Village may require the opinion of a
third doctor. The Village and the employee will
jointly select the third doctor, and the Village will
pay for the opinion. The third opinion will be
considered final.
Restoration to Position
When an employee returns to work following a
family leave, she/he must be:
a. Restored to the position held by the employee
when the leave began; or
b. Restored to an equivalent (not compazable or
similaz) position with equivalent employment
benefits, pay, and other terms and conditions of
employment.
If an employee would have been laid off had she/he
not been on a family leave of absence, any right to
reinstatement will be whatever it would have been
had she/he not been on a leave of absence when the
layoffoccurred.
EffeM on Accrued Benefits
Taking a family leave will not result in the loss of
any employee benefit accrued prior to the date on
which the leave began. An employee will not accrue
any right, benefit, or position of employment other
than one which she/he would have been entitled to
had a leave not been taken.
Continuation of Employee Benefits
An employee on a family leave may remain a
participant in The Village of Tequesta's employee
benefit plans throughout the duration of the leave, as
if actively employed. She/he will be required to pay
the same cost of coverage as if actively at work. If
the employee fails to return to work at the conclusion
of the leave, The Village of Tequesta may require the
employee to reimburse it for the full cost of health
caze coverage during any period of unpaid leave.
However, the employee may not be asked to
reimburse The Village of Tequesta if she/he fails to
return to work because of legitimate medical reasons
or circumstances beyond the employee's control; or
because of the continuation, recurrence, or onset of a
serious health condition.
APPROVAL:
NIICHAELCOUZZO,MANAGER
TEQUESTA, FLORIDA
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: PERSONAL DAYS
POLICY: 5.9
EFFECTIVE: January 1, 2005
REVISED: November 8~08~13, 2008
APPROVAL:
MICHAEL COUZZO, MANAGER
TEQUESTA, FLORIDA
PAGES: 1
CONTENTS: This policy consists of the following
numbered sections
L Policy Statement
PURPOSE: To establish policy on the use of personal
days.
1. POLICY STATEMENT:
Each regular employee who works a typical eight (8)
hour per day schedule or shift is entitled to three (3)
personal days per year. These days are credited to
employees on January 1 of each year and must be used
before or on December 31 of the same year. Personal
days do not accrue beyond the calendar year.
Probationary employees shall receive personal days
pro-rated from the time after which they become
permanent employees. Personal days shall be
scheduled and approved in advance.
Three (~) additional days of personal leave per
calendar year are provided to exempted employees
who are not eligible to earn either overtime or
compensatory time.
Personal days are not eligible for payout upon
termination, and are not eligible for use after a
resignation has been submitted and accepted.
; /n~Tee s~~~tse-Pe~.~a~~al~ps
o.,... ,.~~ .,.. ins t,,,.,..~
VILLAGE OF TEQUESTA
PERSONNEL POLICY
TITLE: SAFETY COMMITTEE
POLICY: 7.1
EFFECTIVE: July 1, 2004
°CD1~r-~z~~''~"REVIJED: 3-0-1/83November 13, 2008
PAGES: 2
CONTENTS: This policy consists of the following
^umbered sections:
Policy Statement
Procedure
PURPOSE: To establish policies and procedures
related to safety for Village employees.
POLICY STATEMENT:
This Policy outlines the required procedures for the
on-going activities associated with the Tequesta
Safety Committee.
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The Village recognizes the need for the development
of safe working~tractices for every employee and
encourages the promotion of on-the job safety. A
Safety Committee has been established to
recommend improvements to our workplace safety
and health program and to identify corrective
measures needed to etiminate or control reco~tnized
safety and health hazards.
II. PROCEDURE:
There '~°_°"~ *°'' 'The Tequesta Safety
Committee w-shall consist of the following
members:
-1-~ An employee of the mater
BeparEx;erttUtilities department, appointed
by the department head,
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representative. 'F.... ,..°7, ~ °7°,.«°a
t~qe 4V-atoi lu~~,ager s13aN appoint a
Bepartn:ertt, bele•~~t#~e~>itien--af
2) An employee of the Fire-Rescue Department
below the rank of Captain, appointed by the
department head.
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3) An employee of the Police Department,
below the rank of Lieutenant, appointed by
the department head.~~°'~~~'°°_:~° F,.. «":,
a~epr4se o r F ., . °>,
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~An employee representative for the
Department of Public Works, appointed by
the department head. ~~' ~b ~ _ «'•°
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5) An employee of the Parks and Recreations
Department, appointed by the department
head.
4-)61 The Fire Chief
i ~f~v'V ..
The Human Resource/
~~
~~
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The Employee Representatives shall serve a term
of three years and may succeed themselves on
the Committeedest'n ~-~n+
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"o ,", ..,,, ~tio
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€n ^playoi °epreSatatati•.~~5 Sha'~Sa~v~urtt'ri
a
The Human Resource Director is hereby
declared to be the Safety Committee Chair who
shall be responsible for contacting the Safety
Committee appointments as referenced above,
scheduling of quarterly meetings of the Safety
Committee, preparing the a eg nda, preparing
posting minutes as required. and the overall
administration of the Safety Committee and
safety procedures and recommendations
associated therewith.
The r,...,..,;»,., ,.~~.,,",_,. ~"..,, ,~,,.. ,.Fire Chief
is hereby declared to be the Co-Chair. The Chair
shall be responsible for the timely completion of
all business on behalf of the Committee and shall
conduct all meetings of the Committee. The Co-
Chair shall serve in the absence of the Chair.
The Safety Committee shall meet at least
quarterly, but shall meet as often as its business
requires. Bi-annually the Safety Committee
shall issue a report of its activities for the prior
six months, addressed to the attention of the
Village Manager.
Safety Committee Meetings will be held during
regular Village working hours, unless, in theme
opinion of the majority of the Safety Committee
Members, circumstances dictate otherwise. The
Chair and Co-Chair are responsible for
conducting meetings on dates and times that will
minimize the expenditure of funds by the
Village. Safety Committee Meetings will be
conducted in accordance with Roberts Rules of
Order. Minutes of each Safety Committee
Meeting shall be kept and provided to the
Village Manager upon approval by the
Committee. Approved minutes shall be kept on
file with the Village Clerk, who shall maintain
same for no less than three calendar years.
Recording secretary services may be utilized in
this regazd. A quorum is required before official
business can be transacted. The ~',~~~°~"°°
C=+~a+rVilla_e Clerk shall keep on file a written
record of the membership of the Committee and
the expiration date for their term of appointment.
The duties and functions of the Safety
Committee shall include, but are not limited to
the following:
a) Establish and communicate procedures for
conducting internal safety inspections of the
workplace. When approved by the Village,
these procedures shall be used to evaluate
the effectiveness of engineering,
administrative and personal protective
control measures provided by the Village to
protect employees from recognized hazards
in the workplace and work environment;
b) Establish and communicate procedures
approved by the Village, by which the
Committee, shall investigate all workplace
accidents, safety-related incidents, injuries,
illnesses, diseases, and fatalities;
c~Evaluate the effectiveness of and
recommend improvements to the Village's
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safety rules, policies, and procedures for
accident and illness prevention programs in
the workplace and, when approved by the
Village, ensure that written updates and
changes to rules, policies and procedures of
the safety programs are completed;
s3dj Develop and maintain the Village's Safety
handbook.
~~Post the scheduled dates, time and location
of committee meetings in a conspicuous
place where employees normally gather;
~f~Provide minutes of the committee meetings
in a conspicuous place where employees
normally gather and provide a copy thereof
to individual employees upon written
request; and
#~g~Retain in the workplace all original written
communications between the employer and
the Committee, or true copies thereof, for a
period of not less than three calendar years.
DRP.FTED : RLG/Jan 15, 2004 -Safety Committee 7.1
APPROVAL:
N[ICHAEL COUZZO, :14ANAGER
TEQ'tiESTA, FLORIDA
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numbering, Widow/Orphan control, Adjust
space between Latin and Asian text, Adjust
space between Asian text and numbers