This policy informs employees of the City's intent to maintain
a positive and rewarding work environment and of employees' obligations
to behave and perform in a manner that is consistent with such a work
environment. The City of El Paso believes that the work conditions,
wages, and benefits it offers to its employees are competitive with
those offered by other employers in this area and in this industry.
Employees are strongly encouraged to discuss any concerns they may
have regarding their compensation and working conditions with their
supervisors. Employees will not be transferred, demoted, terminated,
or retaliated against in any way for voicing a concern in a professional
manner.
A. Environment.
(1) The City of El Paso's experience has shown that when employees
deal openly and directly with supervisors, the work environment can
be excellent, communications can be clear, and attitudes can be positive.
We believe that the City of El Paso amply demonstrates its commitment
to employees by responding effectively to employee concerns. It is
the policy of the City to seek employees who are committed to public
services. The City is dedicated to providing its employees with a
family-friendly and productive work environment that encourages and
regards outstanding performance. The City values a diverse workforce
and expects mutual respect and cooperation from all employees, regardless
of their differences.
(2) The City will implement effective policies and procedures, provide
managers and employees with available resources and appropriate training,
use performance management to encourage all employees to support the
City's best interests, and attempt to offer City employees market-competitive
compensation and benefits program to meet those goals.
B. Rewarding relationship. The City is committed to a mutually rewarding
and direct relationship with its employees. The City retains the sole
discretion to exercise all managerial functions affecting the workplace.
Thus, the City attempts to:
(1) Provide equal employment opportunity and treatment regardless of
actual or perceived race, religion, color, gender, age, national origin
or ancestry, disability, military status, creed, pregnancy, political
affiliation, or belief, or any other legally protected characteristic
or conduct under applicable federal, state or local law.
(2) Provide market-competitive, performance-based compensation.
(3) Provide market-competitive, comprehensive, and flexible benefits.
(4) Provide a safe and productive working environment that is free from
harassment and retaliation.
(5) Establish reasonable hours of work based on the City's commitment
to public services.
(6) Monitor and comply with applicable regulations concerning employee
safety.
(7) Offer appropriate training and professional growth opportunities.
(8) Indemnify and defend employees acting within the scope of their employment
and in compliance with City policy in appropriate circumstances.
(9) Be receptive to constructive suggestions about job duties, working
conditions, or personnel policies.
(10)
Establish appropriate means for employees to discuss matters
of concern with their immediate supervisors, department directors,
and the City Administrator.
C. Expectations. The City, as part of its commitment to providing the
public excellent services and to creating a productive work environment,
expects all employees to:
(1) Interact with the public and business associates in a professional
manner.
(2) Represent the City in a positive and ethical manner.
(3) Perform assigned tasks in an effective and efficient manner.
(4) Be punctual and work as scheduled.
(5) Behave in a considerate, friendly, and constructive manner toward
fellow employees.
(6) Comply with the policies adopted by the City.
It is the intent of the City of El Paso to clarify the definitions
of employment classifications so that employees understand their employment
status and benefit eligibility. These classifications do not guarantee
employment for any specified period of time. Accordingly, the right
to terminate the employment relationship at will at any time is retained
by both the employee and the City of El Paso.
A. Nonexempt and exempt categories. Each employee is designated as either
non-exempt or exempt from federal and state wage and hour laws based
on his/her job's daily duties and responsibilities. You will
be notified upon hire whether you are an "exempt" or "nonexempt" employee
and during your employment if your nonexempt/exempt classification
changes.
(1) Nonexempt employees are entitled to overtime pay under applicable
federal and state wage and hour laws.
(2) Exempt employees are not entitled to overtime pay and excluded from
specific provisions of federal and state wage and hour laws. Rather,
exempt employees' compensation packages are intended to compensate
them for all hours worked, including any overtime hours.
(3) An employee's nonexempt or exempt classification may be changed
only upon written notification by the City Administrator.
B. Additional categories. In addition to the above categories, each
employee will belong to one additional employment category:
(1) Regular full-time employees are those who are not in temporary or
introductory status and who are regularly scheduled to work the City
of El Paso's full-time schedule of 40 hours per week. Generally,
they are eligible for the City of El Paso's benefit package,
subject to the terms, conditions, and limitations of each benefit
program.
(2) Regular part-time employees are those who are not in a temporary
or introductory status and who are regularly scheduled to work less
than the full-time work schedule of 40 hours per week. Regular part-time
employees who typically work 20 hours or more per week may be eligible
for some benefits sponsored by the City of El Paso, subject to the
terms, conditions, and limitations of each benefit program.
(3) Temporary/seasonal employees are those who are hired on an interim
basis to temporarily supplement the workforce (including interns)
or to assist in the completion of a specific project. Employment assignments
in this category are of a limited duration and typically last less
than 1,000 hours in a calendar year in a single position. Employment
beyond any initially stated period of less than 1,000 hours does not
in any way imply a change in employment status. Temporary/Seasonal
employees retain that status unless and until notified of a change
in their status in writing by the City Administrator or his/her designee.
While temporary/seasonal employees receive all legally mandated benefits
(such as Social Security and workers' compensation insurance),
they are ineligible for all of the City of El Paso's other benefit
programs.
(4) Contract workers are hired under a specific agreement, paid through
the accounts payable system, and subject to the provisions of such
agreement. All contracts covering this type of classification must
be reviewed by the City Attorney and City Administrator and approved
by the City Council before the contract can take effect.
(5) Volunteers perform unpaid service with no promise from the City or
expectation of payments for the volunteer services rendered subject
to special conditions provided for in applicable department policies.
All volunteers are required to complete a volunteer application and
are subject to a background check.
The introductory period is intended to give new employees the
opportunity to demonstrate the ability to achieve a satisfactory level
of performance and to determine whether the new position meets their
expectations. The City uses this period to evaluate an employee's
capabilities, work habits, and overall performance. Either the employee
or the City may end the employment relationship at will at any time
during or after the introductory period, with or without cause or
advance notice.
A. New and rehired employees. All new and rehired employees work on
an introductory basis for the first 12 months after their date of
hire. Employees who are promoted or transferred within the City must
complete an additional introductory period of the same length with
each reassignment to a new position. If the City determines that the
designated introductory period does not allow sufficient time to thoroughly
evaluate the employee's performance, the introductory period
may be extended. Neither the introductory period, additional introductory
period, nor successful completion of either alters the at-will nature
of the employment relationship with the City, nor creates a contract,
implied or otherwise, for any length or duration of time with the
City.
B. Promotions or transfers. In cases of promotions or transfers within
the City, an employee who in the sole judgment of management is not
successful in the new position can be removed from that position at
any time during the secondary introductory period, or any time after,
as there is no altering of the employment-at-will status. If this
occurs during the introductory period, the employee may, in the sole
discretion of the City, be allowed to return to his or her former
job or to a comparable job for which the employee is qualified, depending
on the availability of such position and the City's business
needs. Whether the City returns an employee to his/her previous position
or to another position is at the sole discretion of the department
director, City Administrator, and City Council.
C. Benefits. During the initial introductory period, new employees are
eligible for those benefits that are required by law, such as Social
Security and workers' compensation insurance. They may also be
eligible for other City of El Paso provided benefits, subject to the
terms and conditions of each benefit program. Employees should read
the information for each specific benefit program for the details
on eligibility requirements.
D. Employment status. Employment status is not changed during the secondary
introductory period as a result of a promotion or transfer within
the City, unless the promotion or transfer results in a change of
exempt/non-exempt status.
E. Termination during introductory period. Any new hire in the introductory
period who, in the sole discretion of the City, does not demonstrate
satisfactory performance may be terminated with or without notice,
and at any time during the introductory period, and without the right
of appeal. New employees are not eligible for the appeal procedure
for disciplinary actions during their initial introductory period.
The City of El Paso relies upon the accuracy of information
contained in the employment application, as well as the accuracy of
other data presented throughout the hiring process and employment.
Any misrepresentations, falsifications, or material omissions in any
of this information or data that is discovered at any time may result
in the City's exclusion of the individual from further consideration
for employment, or if the person has been hired, disciplinary action
up to and including termination of employment. The City will comply
with any related federal, state or local laws or regulations as required.
All applicants (regular, seasonal/temporary, and volunteers) are required
to complete the designated application form prior to being interviewed.
It is the policy of the City to establish the time and duration
of the workday as required by workload and production flow, public
service needs, efficient management, and any applicable laws.
A. Schedules for employees throughout the City.
(1)
The City's standard hours of operation are 8:00 a.m. to
5:00 p.m. Monday through Friday.
(2)
The City's standard workweek is from 12:00 a.m. Monday
through 11:59 p.m. Sunday. Assigned hours of work vary by department
and position to meet department goals and schedules, except for police
officers. Civilian employees of the Police Department shall fall within
this policy.
(3)
Supervisors will advise employees of their individual work schedules.
(4)
Staffing needs and operational demands may necessitate requirements
and/or variations in starting and ending time, as well as variations
in the total hours that may be scheduled each day and week.
(5)
Employees must adhere to their assigned work schedules or be
subject to disciplinary action.
(6)
All full-time employees who work the standard City hours of
operation will have 30 minutes of paid break time to be divided between
morning before the employee's meal break, and afternoon after
the employee's meal break. In all other situations, department
directors will establish the break policies for their departments.
Employees are expected to return to work on time from breaks. Employees
in similar work situations should receive uniform treatment concerning
break policy.
B. Rest and meal periods. Departments authorize rest and meal periods
that accommodate their business needs. Each department is responsible
for scheduling rest and meal periods for exempt and nonexempt employees,
considering the workload and nature of the job performed. Rest and
meal periods normally should not be taken at the beginning or end
of the workday to change the reporting and/or quitting time. If you
are a nonexempt employee and for some reason need to perform work
during your scheduled unpaid meal period, you must first obtain authorization
from your manager prior to performing any work. You must also ensure
that your time record accurately reflects any additional work time
resulting from working through your unpaid meal period.
C. Flexible working time.
(1)
Flexible working time is the restructuring of the working hours
within the standard workweek (Monday through Sunday) and is subject
to department director approval. Department directors will not restructure
an employee's working hours for the purpose of avoiding the payment
of overtime if the employee has a prior approved leave of absence
for such time.
(2)
Departments establish work schedules that accommodate their
individual business needs. Supervisors will inform employees of their
work schedules, including days, hours of work, and designated rest
and meal periods at the time of hire or transfer. Employees are not
authorized to change work schedules without the prior approval of
their supervisors.
(3)
Work schedules for any employee may be altered by the department
as necessary to accommodate the workload or to accommodate employee
needs. Departments may establish and document a compressed work schedule
that allows a nonexempt employee to work more than eight hours per
day over the course of less than five days per workweek on an ongoing
basis.
Public Act 95-0017 Smoke Free Illinois Act.
A. In keeping with the City of El Paso's intent to provide a safe
and healthful work environment, tobacco use is prohibited throughout
most areas of the workplace. This policy also prohibits smoking and
the carrying of lighted smoking materials in places of employment
and certain areas commonly used by and open to the public in order
to protect the health, safety, and welfare of City of El Paso employees
and the community. The law defines "smoke" or "smoking" as the "carrying,
smoking, burning, inhaling, or exhaling any kind of lighted pipe,
cigar, cigarette, hookah, weed, herbs or any other lighted smoking
equipment.
B. Smoking by an employee is not permitted at any workstation; within
15 feet of any workstation entrance, door, open window, or ventilation
system; inside any City of El Paso owned, rented, leased, or borrowed
facility; in or on any City of El Paso owned, rented, leased, or borrowed
vehicle.
C. The use of smokeless tobacco is discouraged and may be prohibited
based on job requirements. Department directors shall be responsible
for adapting this policy as needed. Supervisors have responsibility
for policy implementation within their work area. Violation of this
policy may result in disciplinary action up to and including termination.
City employees may be offered honorariums as a result of speaking
engagements or conducting seminars. A reasonable fee for time spent
in preparation or participation may be accepted as long as the City
is not also compensating the employee for the time, then the honorarium
will be rejected. Any gift not authorized by this subsection may be
returned to the donor, transmitted to the City Treasurer, or turned
over to the City to be used by the City or to be sold with the proceeds
of such sale deposited into the general fund of the City. The City
Treasurer for the City shall be notified within seven days of the
receipt of any monetary property not authorized by this subsection.