1.0
POLICY ADOPTION AND GENERAL ADMINISTRATION
2.2.3
Determination of Qualification
2.6
Report of Discrimination or Harassment
5.1.6
Select Reserve Duty Policy
5.1.11
Leave for Court Appearances
5.4.2
Workmen's Compensation Insurance
5.4.6
Unemployment Compensation Insurance
6.4
Grounds for Disciplinary Action
6.5
Types of Disciplinary Action
6.6.1
Disability is Correctable
6.6.2
Disability Not Correctable
6.7.1
Resignations in Good Standing
6.7.2
Resignation with Prejudice
6.7.3
Constructive Resignation
6.8.5
Selling and Solicitation
6.8.6
Payments of Financial Obligations
8.0
Appendix 1:
Employment Agreement
9.0
Appendix Ii: Hold
Harmless Agreement
This Personnel Policy is adopted by
Resolution 2011-05, effective July 12, 2003.
This policy statement is not a
contractual guarantee or the assurance by the Town of Shalimar to its employees
of any specific right or expectation.
This manual is a statement of policy which is intended to be changed from
time to time as circumstances warrant.
Changes will be approved by the Town Commission.
The words and privileges stated herein will be interpreted and applied at
the sole reasonable discretion of the Town of Shalimar, acting through its
commission and authorized representatives.
There is no contract right or employment expectation created by this
manual. Its contents may be changed
at any time and the changes will apply to all employees regardless of date of
employment.
Hiring procedures will be at the discretion of the
Town Commission. Publicizing a job
vacancy may be made in any of the following ways:
advertisements in the local newspapers, radio and television
announcements, advertising in trade journals and publications, contact with
secondary schools, technical education centers, colleges and universities or
with the State of Florida Employment Agency.
All advertisements will communicate essential information to the
prospective applicant. This
information will normally include the title, minimum qualifications, salary
range, the method of making application and the closing date for the
application. Included will be the
statement, "An Equal Opportunity Employer".
As determined by the Shalimar Commission, the
selection process shall include one or more or all of the following:
oral interviews, evaluation of experience and training, reference checks,
background checks, written examinations, and performance tests.
Physical examinations may also be required.
Compulsory drug testing is required for all new
employees and if conditions warrant, due to job performance, the Mayor or Town
Manager may require supplemental drug testing at any time.
The Mayor shall categorize those persons eligible
for full-time positions as being qualified.
The Shalimar Commission or designated Commissioner shall make the
selection from those qualified applicants.
For part-time personnel, the department head or jurisdictional
commissioner can determine qualification status.
All employees will be provided a copy of this
resolution and must sign a statement that he/she has read and understands all
policies and procedures addressed in this resolution.
The signed statement will be kept in the employee’s personnel file.
Discrimination against any person on the basis of
race, color, sex, age, national origin, religion, disability or other protected
status, is not practiced and will not be condoned in the Town of Shalimar.
The Commission is committed to maintaining a work environment that is
free of discrimination with respect to hiring, termination, compensation, or the
terms, conditions or privileges of employment.
Any person who believes he or she is the victim of discrimination on the
basis of race, color, sex, age, national origin, religion, disability or other
protected status is required to discuss the matter with his or her supervisor,
or if that supervisor is the person responsible for the conduct, with any Town
Commissioner. The person with whom
the employee speaks will inquire into the matter immediately, will maintain the
confidentiality of the matter to the greatest extent possible, and recommend
appropriate action to the Mayor.
Employee harassment is not practiced and will not
be tolerated. The Town work
environment will be free of harassment, including sexual harassment.
Unwelcome conduct, whether verbal, physical or visual, based on any
protected status is prohibited.
Such conduct will not affect the tangible job benefits of any employee.
Any employee who believes he or she is a victim of harassment is required
to provide written details of the matter to his or her direct supervisor, or to
any Commissioner in the Town of Shalimar.
The person to whom the disclosure is made will inquire into the matter
immediately, will maintain confidentiality of the matter to the greatest extent
possible, and will take appropriate action at once or recommend an appropriate
action to the Mayor.
The employee is reminded that discrimination or
harassment in the Town of Shalimar is required to be reported.
The Town of Shalimar will do everything possible to ensure the privacy on
that report; however, the employee is reminded that the report enables the Town
to create a necessary record of activity.
Therefore, a report of the discrimination or harassment is not
discretionary; it is a required act of the employee.
Candidates for employment with the Shalimar Police
Department will be required to sign an Employment Agreement (Appendix 1) between
the Town of Shalimar and the prospective employee prior to approval for
employment. This agreement will be
finalized and signed by the Chief of Police and the Police Commissioner.
This agreement has been reviewed for function and form by the Town
Attorney and a copy of this agreement is filed in the Personnel Policy Manual as
Appendix I.
It shall be the policy of the Town of Shalimar
Commission to foster and promote training programs (conferences, workshops,
institutes, etc.) for employees to better educate themselves for advancement.
The Town Commission also recognizes the value of higher education
programs and will assist employees whenever possible.
Employees in good standing shall be eligible to
attend training programs that are job-related with advanced approval of the Town
Commission. The Commission will
fund the cost of the approved training programs in addition to paying reasonable
expenses incurred by the employee in accordance with the Administrative Policy
of the Town of Shalimar.
Employees in good standing shall be encouraged to
pursue higher education goals provided such goals do not directly impede job
performance. Higher education
programs must be approved by the Town Commission and reimbursement costs must be
funded from the appropriate department's annual budget.
In all cases, reimbursement will not exceed 75% of tuition costs and
proof of a minimum 3.0 grade equivalent is required.
The Town of Shalimar Administrative and Police
Department offices will, at a minimum, be open for business from 9:00 a.m.
to 12:00 p.m. and from 1:00
p.m. until 4:00 p.m., Monday
through Friday, except for official holidays.
Flexibility in this schedule must be coordinated with the Town Manager.
The normal workweek for full-time employees is five days and forty (40)
hours per week.
Only employees who agree with the following
compensatory policies will be allowed to work over 40 hours per week.
Such employees who work more hours than the standard workweek established
for that position do so at the discretion of their supervisor, and are allowed
compensatory time off. Compensatory
time will be at a rate of 1.5 hours for each excess hour worked.
Employees separating from employment may receive pay for accrued
compensatory time. Compensatory
time not used within the month following accrual will be carried forward in a
maximum amount of 16 hours. The
Town Commission must authorize any overtime pay.
The salary of each position within the Town of
Shalimar shall be determined by the Commission.
The salary of all new hires, as well as increases which result from
promotion or decreases which result from disciplinary actions, shall be approved
by the Commission. Payment in lieu
of authorized benefits will similarly be approved by the Commission.
The acting Financial Administrator will make
deductions from the employees’ paychecks to pay for Social Security, Federal
Income tax as required by law, and all other deductions authorized under this
section. Deductions will be made on
a bi-monthly basis from the employee's regular salary.
The Town of Shalimar issues payroll checks
bi-monthly. Should a payday fall on
an official holiday, paychecks will be issued on the last working day before the
holiday.
Every full time employee in the Town of Shalimar
shall be allowed annual vacation leave with pay.
Such annual leave shall be granted in the manner indicated below:
|
40
Hour Work Week |
Monthly |
Annually |
|
0-1
years |
9.33
hours |
14
days |
|
1-10
years |
14
hours |
21
days |
|
more
than 10 years |
18.66
hours |
28
days |
Up to 160 hours of annual leave may be carried
forward into the next fiscal year.
Leave earned in excess of 160 hours must be taken by September 30 of the year in
which it is earned or it shall be forfeited.
Employees may receive pay for accrued leave up to
160 hours, with approval by the Town Commission, when separating from the Town
of Shalimar. This payment is
calculated based on the employees current annual salary divided by 2080 and
multiplied by the number of vacation hours for which he/she has become eligible.
An attendance record shall be maintained for each
employee. This record will reflect
all absences and shall be available to the employee for inspection upon request.
The Police Chief will review and initial all police department employee
time reports at the end of each pay period.
The Deputy Clerk or Town Manager will be notified by email of the details
of all absences to include annual leave.
Each Supervisor may use whatever methods of
compiling and scheduling leave requests he/she wants to, as long as the methods
are reasonable, fair, consistent, and not discriminatory.
Supervisors shall not schedule annual leave in such a way that
departmental operations break down or are seriously impeded.
Supervisors or jurisdictional Commissioners shall respond to employee
requests for vacation (annual leave) as quickly as possible.
When a regularly scheduled holiday occurs during
the period of an employee's leave, annual leave shall not be charged for the
holiday.
The following shall be observed as official paid
holidays for the employees of the Town of Shalimar:
|
New Year's Day |
January 1 |
|
Martin Luther King's Birthday |
3rd Monday in January |
|
Presidents' Day |
3rd Monday in February |
|
Memorial Day |
Last Monday in May |
|
Independence Day |
July 4 |
|
Labor Day |
1st Monday in September |
|
Columbus Day |
2nd Monday in October |
|
Veteran's Day |
2nd Monday in November |
|
Thanksgiving Day |
4th Thursday in November |
|
Christmas Day |
December 25 |
The Town of Shalimar Commission and/or Mayor are
empowered to declare additional holiday(s) or employee incentive days.
When a holiday observed by the Town of Shalimar
falls on Sunday, such holiday shall normally be observed on the Monday after the
holiday. When a holiday observed by
the Town of Shalimar falls on Saturday, such holiday shall normally be observed
on the Friday before the holiday.
The Town of Shalimar supports those who support
our country. We are proud to employ
the citizen-soldier and support The Uniformed Services Employment and
Reemployment Rights Act of 1994 (USERRA 38 U.S.C.
4301-4335)
A military leave of absence will be granted if an
employee is absent in order to serve in the uniformed services of the United
States for a period of up to five years (not including certain involuntary
extensions of service). An employee
is eligible for military leave beginning the first day of employment.
Employees who perform and return from service in the Armed Forces, the
Military Reserves, and the National Guard will retain certain rights with
respect to reinstatement, seniority, layoffs, compensation, length of service
promotions, and length of service pay increases, as required by applicable
federal or state law. Copies of
applicable military pay records must be submitted to support a military leave of
absence claim.
Town of Shalimar employees who are members of
active Reserve units of one of the Armed Services or the National Guard will be
paid while participating in annual encampments or training duty for a period not
to exceed 10 working days per fiscal year.
Additional military leave shall be charged as annual leave or
administrative leave without pay.
Such leave will be granted without loss of time, as specified in Florida
Statutes, Chapter 115.
Leave without pay may be granted for employees who
have exhausted annual leave and require extended medical leave - see section
1-8. The position held by an
employee may be held open for a maximum period of 3 (three) months while he/she
is on an extended medical leave. If
it becomes necessary to fill the position in order to ensure continued smooth,
quality operation of the department, the employee shall be notified immediately
and assured that every effort will be made to place him/her in a position of
like status and pay when he/she is able to return to work.
If an employee is unable to return to work on the date established for
his/her return to duty, he/she will notify his/her Supervisor as far in advance
as possible. An employee who fails
to return to work on the date established and fails to so notify his/her
Supervisor may be terminated. The
Town of Shalimar reserves the right to require a statement from the employee's
attending physician to the effect that the employee is able to resume his/her
normal duties before allowing the employee to return to work.
Employees who are absent due to an emergency
should call or have someone call his/her Supervisor to report such an absence.
Employees who are absent due to illness should
call his/her Supervisor to report such an absence.
An employee who has been absent under any of the following conditions
must, upon returning to work, have a doctor's statement that indicates no work
restrictions:
·
Employee has been hospitalized.
·
Employee has been granted personal leave which is
in reality for medical reasons, i.e., employee is hospitalized or is undergoing
a surgical procedure which could be disabling, even though the employee, for
personal reasons, does not file a claim for group insurance benefits.
·
Employee has a non-work related accident, even if
no time is lost from his/her regularly scheduled work shift (i.e.
weekend or after-hour accident).
·
Employee is absent five (5) or more consecutive
work days.
In case of death in an employee's immediate
family, up to three (3) days bereavement leave with pay may be authorized by the
Supervisor. Immediate family shall
be defined as parent, child, spouse, brother, sister, grandparent,
parent-in-law, brother-in-law, sister-in-law and grandchildren of either spouse.
All full time Town of Shalimar employees selected
for jury duty shall be entitled to civil leave with pay for the period of
absence required. Such leave shall
not be charged to annual or sick leave earnings.
Eligibility commences on the first day of active employment.
If an employee is called for jury duty and serves as a juror on a regular
working day or days, he/she will receive pay for the time lost (up to eight
hours per day) from work by reason of such service.
When called for jury duty, the employee must show the summons to his/her
supervisor prior to the date of service so that authorization and plans for the
absence can be made. Failure to do
so in advance may be cause for the employee not to receive jury duty pay.
When released from jury duty for any day, the employee will be expected
to return to work for that day. If
released from jury duty before the regularly scheduled lunch period, an employee
is required to return to work.
All full time employees subpoenaed or ordered to
attend court to appear as a witness or to testify in some official capacity on
behalf of the Town of Shalimar shall be entitled to leave with pay for such
period as his court attendance may require.
Absence of an employee from work to appear in
private litigation, either as a principal or a witness, shall be charged to
annual leave or to leave without pay, if no annual leave is accrued.
Leave without pay for up to ten (10) days may be
approved by the supervisor with the approval of the jurisdictional commissioner.
LWOP will only be approved if that period of absence does not require
replacement of the employee's services.
Normally such leave will not be granted until the employee has used all
accumulated annual leave. In the
event of an extended period of disability due to illness, injury or maternity,
the employee may apply for leave without pay (LWOP) status if all accrued annual
leave has been exhausted. The total
leave period shall not exceed 90 days without Commission approval.
The application for LWOP shall be in writing and shall include a
physician's certification of the condition and the period of time the employee
will be incapacitated. Any
extension requests must also be accompanied by a physician’s certification.
The Town of Shalimar may require additional documentation from other
physicians.
Employment will be constructively terminated as of
the date of an employee's death.
All compensation due to the employee at termination shall be paid to the
beneficiary, surviving spouse, or to the estate of the employee as determined by
law or by executed forms in the employee's personnel folder.
The Town of Shalimar will participate in the
Social Security System. All
eligible employees will be covered.
The employee's share of the Social Security taxes will be withheld from the
employee's pay on a bi-monthly basis.
The Town of Shalimar will maintain Workmen's
Compensation Insurance on all employees as prescribed by the Florida Workmen's
Compensation Law.
The Town of Shalimar shall pay a portion of the
premium costs for group health insurance coverage of each full-time (25 hours
per week or greater) employee and their immediate family.
All full time employees are eligible to participate in the Town's health
care program and any percentage costs (to employees) for participation in the
program will be set for the following fiscal year during the Town's annual
budget process. Employees who opt
out of the Town's group insurance program may be eligible for compensation in
lieu of participation.
Police Officers will participate in the Florida
Municipal Pension Trust Fund, administered by the Florida League of Cities.
All other full-time employees may elect to participate in a matching fund
IRA type retirement plan. The
Town's maximum matching contribution to participating IRA employees shall be
according to the following longevity schedule or as specifically determined by
the Town Commission during the budget or hiring process:
|
Years of
Town Employment |
Maximum
Matching Contribution |
|
0-3 |
3% |
|
3-5 |
6% |
|
5-10 |
9% |
|
10-over |
12% |
The Town provides life insurance for each
full-time employee. The minimum
amount of life insurance is $50,000.00 for each full-time employee.
The Town of Shalimar shall pay the premiums for each employee.
If an employee wishes to increase his/her life insurance above
$50,000.00, he/she may do so by having the increased coverage premium deducted
from the employee's pay on a bi-monthly basis.
The Town of Shalimar is a registered, reimbursable
employer with the State of Florida.
It shall be the duty of all employees to comply
with and to assist in carrying out the provisions of the personnel rules and
regulations listed herein.
It shall be the duty of each employee to maintain
high standards of conduct, cooperation, efficiency and performance in his/her
work for the Town of Shalimar.
Whenever work habits, attitude, production or personal conduct of any employee
falls below a desirable standard, supervisors should point out the deficiencies
at the time they are observed.
Corrections and suggestions should be presented in a constructive and helpful
manner in an effort to elicit the cooperation and goodwill of the employee.
Supervisors shall assist employees in gaining capability through
on-the-job training as required.
It is the duty of every employee to attempt to
correct any faults in performance when called to the employee's attention and to
make every effort to avoid conflict with the rules and regulations.
It is mandatory that every Supervisor discuss improper or inadequate
performance with the employee in order to correct the deficiencies and to avoid
the need to exercise disciplinary action.
As a matter of policy, discipline will be of an increasingly progressive
nature. Where incremental
discipline is appropriate, the steps of progression are as follows:
·
Oral reprimand or written reprimand
·
Suspension
·
Demotion
·
Dismissal
The following are declared to be grounds for
discipline of any employee:
·
Conviction of a crime
·
Acts of incompetence
·
Absence without leave
·
Insubordination
·
Intentional failure or refusal to carry out
instructions
·
Misappropriation, destruction, theft or
conversion of town property
·
Habitual tardiness and/or absenteeism
·
Falsification of any information required by the
Town for employment purposes
·
Failure to properly report on-duty accidents or
personal injuries
·
Neglect or carelessness resulting in damage to
property and equipment while on duty
·
Working under the influence of alcohol/illegal
drugs or use of such drugs or alcohol while on duty
·
Acts as a representative of the Town of Shalimar
which creates an unprofessional or inappropriate public image
The following provisions shall govern disciplinary
actions affecting employees in the Town of Shalimar service.
A Supervisor, subject to the appeal rights of the employee as stated
herein, shall have the following alternatives for disciplinary action:
Unless the incident, action or behavior of the
employee is such as to initially warrant a more severe type of disciplinary
action, a written reprimand shall usually be issued for first offenses.
Written reprimands should state the necessary corrective action and a
warning that repeated offenses may lead to sterner measures.
A copy should be filed in the employee's personnel records.
A Supervisor may, for disciplinary purposes,
suspend without pay any employee under the Supervisor's supervision for such
length of time as is considered appropriate, but generally not to exceed thirty
(30) days in any twelve (12) month period.
When the interest of the Town of Shalimar can best be served by immediate
removal of an employee from duty pending a decision to terminate, the employee
may be suspended. A decision on
termination in such cases will usually be made within the thirty (30) day period
described above.
A written statement specifically setting forth
reasons for and the length of time of such suspension shall be furnished to the
affected employee. The written
statement shall be submitted to the employee within five (5) business days of
the time the suspension becomes effective.
Notice of the charge or charges against the employee shall be specific
and include the date, time, place and nature of the violation or misconduct
charged in sufficient detail to provide the employee an opportunity to prepare a
defense. The Supervisor shall sign
such notice. Notice of disciplinary
action against an employee shall be made by delivering a copy of such notice to
the employee in person or by legal service of process, or, if the employee is
absent without leave from his employment, by mailing a copy of such notice by
certified mail to the last known address of the employee as reflected in his/her
records. When court action, an
investigation or a trial of any charge is pending against an employee and he/she
is suspended, such suspension without pay may be extended by the Mayor until
final court action is taken or disposition of the charges has been made.
Such employee determined to be innocent of the charges against him/her
may be returned to duty.
In Florida, employees are presumed to be "at
will." At-will employees may be terminated for any reason not specifically
precluded by law. A full time
employee may only be discharged by written notice of the Town of Shalimar
Commission. Employees dismissed
with notice may be compensated for accrued annual leave.
Temporary and part-time employees may be dismissed without notice by the
Commission.
A Supervisor, with the approval of the Commission,
may direct any employee under his jurisdiction to be examined by a physician
designated by the Town of Shalimar at the town's expense.
When a disability of any kind is discovered which impairs the
effectiveness of an employee or makes his continuance on the job a danger to
himself or others, the following action shall be taken:
The employee shall be allowed a specified time as
determined by the Supervisor to have it corrected.
Such time may be charged to sick or annual leave or, if no leave has been
accrued, to leave without pay. If
the employee fails to take steps to have the disability corrected within the
specified time, he shall be subject to disciplinary action or layoff.
If, in the opinion of the examining physician, the
disability cannot be corrected, the Commission shall attempt to place the
employee in another position which he/she can perform satisfactorily.
If that cannot be accomplished successfully, the employee will be
separated from employment with the Town.
To resign in good standing, an employee shall give
his/her Supervisor at least two (2) weeks notice in writing.
Normally, failure to comply with this rule shall be entered on the
service record of the employee. The
Town Commission may exempt an employee who has given less than the required
notice if exceptional circumstances warrant such exemption.
Employees who resign shall be paid at the end of the pay period during
which the resignation becomes effective.
A Supervisor who decides to resign shall submit a written letter of
resignation to the Mayor at least four weeks (20 working days) in advance
setting forth the date of leaving and the reasons for leaving.
Employees resigning without prejudice shall be compensated for earned
annual leave. Employees not giving
proper notice on resigning shall be considered resigning with prejudice.
An employee who resigns may not rescind a resignation unless the
Commission and Supervisor agree to the rescission.
Resignation with prejudice shall occur when an
employee does not give proper notice or an employee initiates a resignation but
adequate grounds exist for dismissal
An employee, who, without valid reason, fails to
report to work for three consecutive work days without authorized leave, shall
be separated from the payroll and reported as having resigned.
The purpose of this section is to describe a
general code of conduct for employees of the Town of Shalimar.
All employees will be expected to adhere fully to these policies.
Failure to do so will be cause for disciplinary action.
No employee shall accept gifts, gratuities or
loans from individuals or business concerns with which he/she has an official
Town of Shalimar business relationship.
These limitations are not intended to prohibit the acceptance of articles
of less than $10.00 in value which are distributed generally, or to prohibit
employees from accepting social courtesies which promote good public relations,
or to prohibit employees from obtaining loans from regular lending institutions.
Employees shall not solicit contributions from
another employee for a gift to an employee in a superior official position nor
shall such superior accept a gift presented as a contribution from employees
receiving less salary than him/her.
The foregoing does not, however, prohibit a voluntary gift of nominal value when
made on a special occasion.
No person seeking appointment to or promotion in
Town of Shalimar government shall either directly or indirectly give, render or
pay any money, service or other thing of value to any person in connection with
an appointment, promotion or proposed appointment or promotion.
This prohibition is not intended to prevent payment to a legitimate
employment agency.
Town owned vehicles will be operated within the
limits of the law. Smoking is not
permitted in town vehicles.
Operators will be held responsible for any fines or damages resulting from their
own negligence as determined by the Town Commission.
Full time Shalimar Police Department Officers may use police vehicles for
commuting to and from their residences and work if residing within a distance
that, according to the Police Commissioner, allows the officer to perform duty
as a standby officer. Full time
officers residing outside this limit may elect to use police vehicles for such
commuting when agreeing to reimburse the Town for fuel expenses incurred.
This reimbursement will be for the mileage to and from their residence
based on average vehicle miles-per-gallon and average current fuel prices.
These averages will be set quarterly by the Chief of Police in
consultation with the Town Manager and Police Commissioner.
The Chief of Police will collect such reimbursement on the first of the
month for the previous month's commuting.
The Chief of Police will be exempt from mileage assessment and also be responsible for monitoring vehicle
odometer readings to ensure vehicle usage is in compliance with this policy.
The Town provides employees with necessary
equipment and materials to carry out their job assignments.
The taxpaying residents of Shalimar pay for equipment and materials and
it is the duty of each employee to respect the value of all supplies, equipment,
and printed forms, regardless of their cost.
It is important to handle with care the machines and equipment used in
the work for the Town. It is also
important that all office supplies be conserved.
Personal use of public equipment, materials, or supplies is not allowed
unless specifically approved by a jurisdictional commissioner or by this policy.
As approved by the Town Commission, certain items
of Town equipment may be used by Town residents, employees and businesses up to
date with their Town Business Tax.
Those desiring to use a piece of equipment shall reserve the equipment on a
first come first served basis and complete an administrative Hold Harmless
Agreement. The Department Head will
be consulted on equipment status prior to the lending of any Town equipment.
Borrowing of equipment shall not interfere with normal or emergency Town
business. The Town reserves the
right to terminate a borrower agreement at any time and recover Town equipment
for any reason as determined by the loaning Department Head, the Town Manager,
or any member of the Town Commission.
All Town of Shalimar electronic and telephone
communications systems, computers and other business equipment shall be used for
official town purposes. While
personal phone calls are permitted, they must be kept to a minimum.
No personal long distance calls may be charged to the Town.
Town computer systems shall not be used to transmit or download
offensive, vulgar, or otherwise disruptive messages or materials.
Outside employment is any paid employment
performed by an employee in addition to his/her employment with the Town of
Shalimar Outside employment
must be reported to and approved by the employee's Dept.
Head. The following criteria
will apply to outside employment:
·
Such employment shall not cause the employee to
be late for work, to leave early, to be unavailable for work beyond normal duty
hours, or cause any reduction in the employee's efficiency when on duty with the
Town of Shalimar.
·
Such employment shall not involve a conflict of
interest or conflict with the employee's duties.
·
Such employment shall not involve the performance
of duties which the employee should perform as part of his/her job with the Town
of Shalimar.
·
The nature of the outside employment shall not be
such as to bring discredit or embarrassment on the Town of Shalimar.
·
Outside employment shall not occur during
assigned working hours unless the employee is on approved leave.
Employees are prohibited from selling or
soliciting contributions while on duty, except for those organizations or causes
specifically approved by the Commission.
Every employee is expected to pay just debts and
financial obligations, particularly those directed by court order.
However, the Town of Shalimar is neither a collection agency nor an
arbiter when the validity of a debt is questioned.
It shall be the responsibility of Supervisors to counsel employees about
overdue debts and to take disciplinary action if warranted.
Every employee shall have the right to express
freely his views as a citizen and to cast his vote.
Coercion for political purposes of and by employees and use of their
positions for political purposes is prohibited.
No employee or official of the Town of Shalimar shall, directly or
indirectly, coerce, attempt to coerce or advise an employee to pay, lend or
contribute anything of value to a party, committee, organization, agency or
person for political or religious purposes.
No employee or official of the Town of Shalimar shall use official
authority or influence for the purpose of interfering with or affecting the
result of an election or a nomination for office.
Participation in partisan political activity by employees shall be
permitted to the extent as provided under the Federal Hatch Political Activities
Act while on duty. Any person
violating the provisions of this is subject to discipline by the Town of
Shalimar Commission.
The Town of Shalimar shall employ no person in a
position in which his/her immediate family member would be his or her
Supervisor. For the purposes of
this section the term "immediate family" refers to: spouse, and the
grandparents, parents, brothers, sisters, children, grandchildren of both the
employee and the spouse.
It is the policy of the Town of Shalimar that all
employees shall be treated fairly and consistently in all matters related to
their employment. When an employee
feels that he/she has not been so treated, he/she will have the right to present
a grievance or appeal free from interference, restraint, coercion,
discrimination or reprisal.
Grievances shall be brought to the Mayor or any Commissioner.
If the employee is not satisfied with their decision, he/she may request
in writing to have the grievance heard at the next scheduled Commission meeting.
Employment Agreement between the TOWN of SHALIMAR, Florida And
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(Name) |
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Be it agreed by accepting employment with the Town of Shalimar (Town) that:
1. If the above named employee
voluntarily separates from Town employment and secures employment (within 90
days of official termination with the Town) with another organization as an
employee having law enforcement responsibilities; above named employee agrees to
reimburse the Town for certain expenses associated with Town hiring and
training. These reimbursable
expenses may include:
a.
Costs of background checks.
b.
Costs of medical exams.
c.
Costs of any equipment secured for the employee that does not have residual
value to the Town.
d.
Costs of initial training. Above
named employee terminating under this agreement, agrees to reimburse the Town
for initial on-the-job training costs in the amount of $_____________.
Completion of this training shall be documented by the Shalimar Chief of
Police and maintained in the employees temporary personnel file.
e.
Costs associated with specialized training provided by organizations other than
Shalimar.
2. Total reimbursable expenses due
to the Town under this agreement will be paid by the separating employee within
30 days of accepting new employment (as described above) according to the
following reimbursement schedule:
|
Type Employee |
Months employed after completion of training
|
Percent (%) of total reimbursable expenses due to Town |
|
Part Time |
Less than 6 |
100% |
|
Part Time |
6-12 |
50 % |
|
Part Time |
12-18 |
25% |
|
Part Time |
More than 18 |
0% |
|
Full Time |
Less than 12 |
100% |
|
Full Time |
12-18 |
50% |
|
Full Time |
18-24 |
25% |
|
Full Time |
More than 24 |
0% |
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Employee Signature |
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Date
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Police Chief Signature |
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Date
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Police Commissioner Signature |
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Date
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HOLD
HARMLESS AGREEMENT BY
AND BETWEEN SHALIMAR RESIDENT AND
THE TOWN OF
SHALIMAR
I,
____________________________________, of ____________________________, hereby
agree to accept full responsibility for the temporary use of equipment owned by
the Town of Shalimar. I accept the
equipment as suitable for my purposes in its current condition, and agree to
return the equipment in like condition or reimburse the Town for costs incurred
in returning the equipment to like condition.
I assume total responsibility for the use of this equipment and agree to
hold the Town of
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Equipment to be used: |
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Expected date(s) of use: |
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Signature |
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Printed Name |
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Street Address |
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Date |
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Witness |