[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
Employees may, with the approval of their Department Head, have
professional organization dues payment made by the City provided that
the membership benefits the employee in completing assigned duties
and responsibilities.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a.
Only permanent full-time employees shall be eligible to participate
in the program.
b.
The maximum amount of reimbursement for tuition during any single
fiscal year of the City, i.e., from April 1 through March 31, shall
not exceed $3,000 for undergraduate tuition reimbursement or $4,000
for graduate class attendance tuition.
c.
The course of study must be job related and in the field of employment.
d.
All courses must be approved in advance by the appropriate Department
Head and the Chief Administrative Officer.
e.
If letter grades are used by the educational institution, then a
grade of "C" or better must be attained in order to qualify for reimbursement
by the City. If a pass/fail or satisfactory/unsatisfactory system
is used, "pass" or "satisfactory" will qualify for reimbursement.
f.
The City will pay the employee up to $3,000 or $4,000 as applicable,
for the cost of tuition reimbursement and required fees during any
single fiscal year; however, the employee will be responsible for
any cost not covered by the tuition or required fees, such as books
and parking.
g.
Notwithstanding the above provisions, tuition reimbursement is also
available for academic courses which are not job related when such
courses are taken at local community colleges approved by the Chief
Administrative Officer or his or her designee.
h.
Any City employee who has received any payment for tuition reimbursement
shall be obligated to repay such amount on a pro rata schedule, pursuant
to a separate signed Tuition Reimbursement Agreement if such employee
voluntarily leaves the employment of the City for any reason whatsoever
or such employee is terminated for misconduct with the employee's
work at any time prior to completing 24 months of employment service
from employee's receipt of any tuition reimbursement payment pursuant
to this Policy.
i.
As a transition for the increased amount of tuition reimbursement
available pursuant to this revised Tuition Reimbursement Program Policy
in 2018, the maximum amount of tuition reimbursement for the period
of January 1, 2018 through March 31, 2019 shall be $2,750 for undergraduate
class attendance and reimbursement and $3,500 for graduate class attendance
and reimbursement. Effective April 1, 2019, the annual maximum amounts
of $3,000 and $4,000 shall be in effect for the fiscal year of April
1, 2019 through March 31, 2020 and each fiscal year thereafter.
j.
For avoidance of doubt, the maximum amount of $3,000 for undergraduate
class tuition reimbursement and $4,000 for graduate class tuition
reimbursement shall not be cumulative. No employee shall be entitled
to tuition reimbursement in excess of $4,000 during any City fiscal
year regardless of whether the employee attends both undergraduate
and graduate classes during any fiscal year.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
a.
Employees required to wear uniform clothing, specifically those individuals
readily visible to the general public, will be provided with such
clothing allocations as deemed appropriate by the Department Head.
If allocations are provided, the employee shall be required to wear
the uniform clothing and to return the full allocation of garments
upon separation from City service. The City shall replace uniform
clothing damaged through natural wear on the job, but not due to negligence
by the employee. The employee shall wear uniform clothing only in
route to and from work and while on duty.
b.
The City Council may establish clothing allowances where deemed appropriate
in lieu of providing uniforms. In such instances, the employee shall
be fully responsible for all maintenance and replacement of uniforms
or clothing.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The City at its discretion may offer such benefits as health,
dental, and vision insurance and share the cost of insurance premiums
with employees. Premiums deducted from employee paychecks to pay for
these benefits will be treated as pre-tax unless an employee specifically
directs otherwise, in writing, to the Personnel Department.
[Ord. No. 10516, 9-20-2018; Ord. No. 10621, 9-5-2019; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The City provides a deferred compensation program, known as
a Section 457(b) Plan, for City employees, including the matching
of employee contributions, subject to any maximum matching amount
established by the City. Any deferred compensation program shall be
subject to the terms for such program in effect from time to time
and may be modified or eliminated at the discretion of the City.
