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Res 15-28 Approving Amendments to the Personnel ManualTOWN OF WESTLAKE RESOLUTION 15-28 A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF WESTLAKE, TEXAS, APPROVING AMENDMENTS TO THE TO THE TOWN OF WESTLAKE PERSONNEL MANUAL. WHEREAS, the Town of Westlake realizes that updates and refinements to our standardized personnel policies and procedures are an ongoing and necessary practice; and WHEREAS, the goal of the Town of Westlake is to provide policies and benefits that are competitive to surrounding cities; and WHEREAS, the Town of Westlake desires is to provide employees with a personnel manual that reflects the goals and vision of the Town's leaders; and WHEREAS, the Town Council finds that the passage of this Resolution is in the best interest of the citizens of Westlake. NOW, THEREFORE, BE IT RESOLVED BY THE TOWN COUNCIL OF THE TOWN OF WESTLAKE, TEXAS: SECTION 1: That, all matters stated in the recitals hereinabove are found to be true and correct and are incorporated herein by reference as if copied in their entirety. SECTION 2: That, the Westlake Town Council hereby approves the personnel policy amendments attached to this resolution as Exhibit "A, and its inclusion into the Town of Westlake Personnel Manual. SECTION 3: If any portion of this resolution shall, for any reason, be declared invalid by any court of competent jurisdiction, such invalidity shall not affect the remaining provisions hereof and the Council hereby determines that it would have adopted this Resolution without the invalid provision. Resolution 15-28 Page 1 of 4 SECTION 4: That this Resolution shall become effective from and after its date of passage. PASSED AND APPROVED ON THIS 20TH DAY OCTOBER, 2015. ATTEST: Kell Edwar , Town Secretary APPROVED AS TO FORM: L. Stant n Lowry, Tow Attorney �Za" mac - -, : 4 at , Laura Wheat, Mayor Thomas E. Bryme , T n Manager Resolution 15-28 Page 2 of 4 Exhibit "A" (Additions are shown in blue, deletions are shown in red) BREAKS FOR EXPRESSION OF BREAST MILK The Town of Westlake will make reasonable accommodations for the needs of employees who express breast milk. A place, other than a multiple user bathroom, that is shielded from view and free from intrusion from other employees and the public where the employee can express breast milk will be provided. A reasonable amount of break time will be provided when the employee has a need to express milk. For nonexempt employees, these breaks are unpaid and are not counted as hours worked. Employees should meet with their supervisor to discuss their needs and arrange break times. BREAKS FOR EXPRESSION OF BREAST MILK (AMENDED POLICY) Payment shall be made for accruals of unused earned sick leave upon retirement or death of the employee. Under this policy, retirement is defined as termination initiated by the employee who has fulfilled the age and years of service requirements under TMRS. Payment is contingent provided the employee has completed twelve (12) months of employment with the Town and has not been discharged as a result of criminal or civil misconduct involving Town property, personnel, or official position. Payment of unused sick leave in other circumstances is to be made only if approved in advance by the Town Manager. INCLEMENT WEATHER (AMENDED POLICY) During periods of bad weather, civil disorder, or natural disaster, the Town Manager may allow employees Inclement Weather Leave. Employees unable to arrive at work shall receive one day of pay at the employee's regular hourly rate with no loss of benefits. If the Town Manager authorizes late arrival or early dismissal, employees shall receive their regular rate of pay for a full day during the hours of authorized closure. Inclement weather hours will not count as time worked under FLSA. Time sheets for bad weather days authorized by the Town Manager shall be recorded as follows: Employees who do not come to work due to the bad weather should record 8W on the time sheet. Employees who came to work despite the bad weather should document the day worked with his or her supervisor. The employee will then be eligible for an additional day of Personal Leave to be taken on a date of the employee's choice. The employee will be paid for all hours worked in addition to receiving inclement weather pay, not to exceed eight (8) hours per day when combined. If an employee exceeds eight (8) combined hours, the excess number of hours will be added to the employee's Personal Leave bank. Supervisor approval is required for non-exempt employees who work during hours when closure has been authorized. Example #1: Delayed opening at 10am, employee works from 10am — 4pm Employees will record 2 Inclement Weather hours for the delayed opening, and 6 regular hours on their time sheet. Resolution 15-28 Page 3 of 4 Example #2: Delayed opening at Ilam, employee works from 9am — 5pm In this example, Town Hall opened three hours late, and the employee worked two additional hours. The employee will record 3 Inclement Weather hours and 8 regular hours on their time sheet. Since this equals 11 hours, the employee will receive pay for eight hours worked, and three hours will be added to their Personal Leave Bank. Example #3: Early closure at 2 pm, employee works from 9am — 3pm In this example, Town Hall closed three hours early, and the employee worked one additional hour. The employee will record 3 Inclement Weather hours and 6 regular hours on their time sheet. Since this equals 9 (nine) hours, the employee will receive pay for eight hours (6 hours worked and two Inclement Weather hours). One hour will be added to their Personal Leave Bank. Example #4: Town Hall is closed, employee works from 9am — 5pm In this example, Town Hall is closed for the entire day, and the employee worked eight hours. The employee will record 8 Inclement Weather hours and 8 regular hours on their timesheet. The employee will receive pay for eight hours worked, and eight hours will be added to their Personal Leave Bank. If an employee attended a scheduled training class, it should be verified that the facility was not closed on the bad weather day and the employee did attend. The time should be recorded as actual time worked. In the interest of safety, Department Heads may authorize later arrival or earlier dismissal times for employees affected by certain factors (travel distance, specific road conditions, etc.) These guidelines do not apply to Firefighters who work 24 hour shifts. Resolution 15-28 Page 4 of 4