| 04 Personnel Policy |
5 |
| Adopted: |
5 |
| INTRODUCTION |
8 |
| Section 2. Management Rights |
8 |
| Section 3. Functions and Objectives of the Personnel Policy Manual |
9 |
| Section 4. Form of Government, Organization Structure and City Administrator |
9 |
| Section 5. Departmental Work Policies & Procedures |
9 |
| Section 8. Amendment or Revision of the Personnel Policy Manual |
10 |
| Section 9. Colorado Open Records Act |
10 |
| Section 2. Competitive Hiring: Recruitment, Selection & Appointment |
13 |
| Section 3. Ineligibility |
14 |
| Section 4. Hiring: Temporary Employment |
15 |
| Section 5. Hiring Policy: Appointed Employees |
15 |
| Section 6. Pre-Employment Screening |
16 |
| Section 7. Introductory Period |
16 |
| Section 8. Orientation |
17 |
| Section 9. Employment Status |
17 |
| Section 11. Transfers |
19 |
| Section 12. Outside Employment |
20 |
| Section 13. Nepotism |
20 |
| Section 14. Employment of Minors |
21 |
| Section 15. Reduction-In-Force (RIF) |
21 |
| CHAPTER II - COMPENSATION |
23 |
| Section 1. Compensation Administration Policy |
23 |
| Section 2. Employee Performance Appraisals |
24 |
| Section 3. Work Schedules |
25 |
| Section 4. Pay Period, Work Week |
25 |
| Section 5. Meal Periods & Breaks |
26 |
| Section 6. On-Call and Call-Back Pay |
26 |
| Section 7. Timekeeping, Paycheck and Payday |
26 |
| Section 8. Overtime |
27 |
| Section 9. Compensatory Time-Off |
28 |
| Section 10. Shift Differential Pay |
28 |
| Section 11. Pay for Travel |
29 |
| Section 12. Termination Administration |
30 |
| CHAPTER III - ATTENDANCE AND TIME-OFF |
32 |
| Section 1. Attendance |
32 |
| Section 2. Holidays & Holiday Pay |
32 |
| Section 3. Vacation Leave |
34 |
| Section 4. Paid Sick Leave |
36 |
| Section 6. Sick Leave Sharing Program (Adopted 11/11/2024) |
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| In order to provide income protection for employees who experience a non-job related, seriously incapacitating and extended illness or injury leading to the exhaustion of all of the employee’s paid leave balances, the City provides a Sick Leave Sharin... |
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| ELIGIBILITY |
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| Any Employee is eligible to participate in the Sick Leave Sharing Program under the provisions of this Personnel Policy Manual. |
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| APPLYING FOR DONATED SICK LEAVE |
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| Employees may call Human Resources for a Sick Leave Sharing Program application. The Sick Leave Sharing Program included with the Sick Leave Sharing Application contains all necessary information and notices as summarized in this section. |
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| In the event the employee is unable to complete the application, a family member may submit the request on behalf of the employee. |
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| The employee must complete the Sick Leave Sharing Program application, providing the required information and documentation necessary to establish eligibility for a Sick Leave sharing donation. The completed application and supporting documentation w... |
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| The Sick Leave Sharing Board (SLSB) will review the application and any other pertinent information, and the board members, by majority vote, will make a recommendation for the application’s approval or denial. The SLSB and Human Resources will provi... |
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| EXCLUSIONS |
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| Employees in the following situations are not eligible for assistance from the Sick Leave Sharing Program: |
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| • Short term or sporadic common illnesses such as colds, flu and the like; |
40 |
| • Sprains or broken limbs, which do not require surgery |
40 |
| • Migraines |
40 |
| • Surgery that is routine, corrective or elective |
40 |
| • Chronic illness that may result in a period of incapacity of less than 30 consecutive calendar days; |
40 |
| • Any other condition that is generally temporary in nature and of relatively short duration; |
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| • Illness or injury that is covered by disability benefits by short-term disability. |
40 |
| DONATING SICK LEAVE HOURS |
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| Employees may donate Sick Leave at any time during the year. It is time (hours/days) being donated, not the dollars represented by the time. No donations can be made in excess of available Sick Leave for the donating employees. Employees may make d... |
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| Once donations are made, they cannot be refunded for any reason and will be applied to the Sick Leave sharing pool. Donations are strictly voluntary and kept confidential. |
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| The Human Resources Manager and Payroll Office will review all donations to ensure that all requirements for donating hours are met. The Payroll Office will accumulate the number of full hours donated, deduct the Donated Hours from the balance of the... |
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| LEAVE TRANSFER/PAYOUT |
40 |
| Donated Sick leave hours are donated and transferred to the requesting employee in full-hour increments only. The Requesting Employee will be paid for Donated Leave at their regular rate of pay. The requesting employee will only receive donated sick ... |
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| Each year, the Human Resources Manager will evaluate the program and make recommendations to the Sick Leave Share Board in order to determine if the donation bank should be capped depending on the annual percentage rate of donations and employee appli... |
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| Issues pertaining to the Sick Leave Sharing Program eligibility, denial of application, amount of award, etc. are not subject to the City’s grievance process. |
40 |
| Section 7. Paid Leaves of Absences |
40 |
| Section 8. Unpaid Leaves of Absence |
42 |
| Section 9: Healthy Family and Workplaces Act (HFWA) Paid Leave Rights (Sb 20-205 and HB 20-1415) |
47 |
| CHAPTER IV - Performance Expectations, and Corrective Action |
50 |
| Section 1. Confidentiality |
50 |
| Section 2. Personal and Professional Conduct |
50 |
| Section 3. Solicitation and Distribution |
51 |
| Section 4. Conflict of Interest |
51 |
| Section 5. Open Communication and Problem Resolution |
52 |
| Section 6. Driving Permits |
53 |
| Section 7. External Communications |
53 |
| Section 8. Safe Workplace |
53 |
| Section 9. Anti-Violence |
54 |
| Section 10. Smoke-Free Workplace |
54 |
| Section 11. Use of City-Owned Equipment |
55 |
| Section 12. Drug & Alcohol-Free Workplace |
56 |
| Section 13. Personnel Records |
57 |
| Section 14. Contraband in the Workplace |
59 |
| Section 15. Corrective Action |
59 |
| Section 1. Insurance Benefits |
62 |
| Section 2. COBRA Health Benefits Continuation |
62 |
| Section 3. Retirement Program |
62 |
| Section 4. Employee Training & Development |
63 |
| Section 5. Tuition Reimbursement Program |
63 |
| Section 6. Safety Shoes |
63 |
| Section 7. Uniform Allowance |
64 |
| Section 8. Employee Assistance Program |
64 |
| Section 9. Professional Organizations |
64 |
| Section 10. Employee Recognition |
64 |
| 06 Safety POLICY 2014 - Revised 8.2024 |
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| DATE: July 18, 2024 |
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| I. POLICY STATEMENT |
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| Scope |
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| APPLICABILITY |
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| Enforcement |
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| Reporting |
77 |
| Distribution |
77 |
| 9-01 Purpose |
104 |
| 9-02 Responsibility |
104 |
| 08 Drug and Alcohol Policy |
107 |
| I. Policy Objective |
107 |
| It is the Policy of the City of Lamar to provide a workplace reasonably free of known hazards. The City views the use and presence of illegal drugs, including marijuana, and the abuse of legal drugs and alcohol as extreme hazards to employees, visitor... |
107 |
| III. Regulated Substances |
107 |
| IV. Prohibited Use |
107 |
| C. Use of Prescription Medication and Over the Counter Medication – No employee shall, and no supervisor having knowledge thereof, shall permit an employee to: |
108 |
| V. Required Testing Circumstances: |
108 |
| A. Hemp-CBD |
111 |
| D. Medical Marijuana Use |
111 |
| 09 Preparing for your drug Test |
116 |
| 10 Computers, Email, and Internet Use Policy |
117 |
| 11 Notes |
120 |
| Blank Page |
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