ansonia personnel rules

8/20/2019 Ansonia Personnel Rules

1/30

CHTY

#F

AATSffiNEA

PERSOi\il\TEt

RULES

AITD

RtrG ULATIOITS

1979

Amended

to September 14,

1983


2/30

:,

TABLE

OF

CONTENTS

;

Page

1

SECTiONi

-

DEFINiTIONS

2

SECTICN 2

RECRUITI\4ENT

3 SECTION3

-

EXAMINATIONS

4

SECTiON4

- APPOINTMENTS

5

SECTION

5

PROBATIONARY

PBRIOD

6

SECTION

6

-

BVALUATION

OF'

CITY

EMPLOYtrES

7

SECTION

7

-

CONDUCT

OF'EMPLOYBtrS

B

SECTION

8

PENALTIES

AND

SEPARATIONS

qECrIoN

e

l$iF^ffi$i,rl&?tr'#3Ns'

AND

13

SECTIONiO

COMPENSATION

74

SECTION

I1

F'RINGE

BENEF'ITS

17

SECTION

12

RECORDS

17

SECTION

13

DEPART]\4ENT

R.EGULATIONS

17

SECTIONi4

VALIDITY


3/30

SECTIGIY

1

DEFINITiOI{S

1'1

Tire

loliowiug

tertns

are

usecl

in

the

Pcr-sonnel

Rrile-s

ancl

Regulations

ar:d

shall

be

construed

as

fol.lorvs:

A'

Appointing

Authoritv-

Tlte Ma-\,or

has

the porver

to

make

appoiltrtrcpts

lor

the

follorving

position*s:

Finance

Directoi;

Accountiug

tvtictrine

-

--

--

Operator;

Accottntingi

Clerk; Senior

Clerk,

Tax

Offlce;

Senior

Clerk.

Toym

.

-

and

City

Clerk;

Junior

Clerk,

Torvn

and

City

Clerk_

B'

Permanent

Emplovee-

An ernployee

rvho

successfully

completes

the

probationary

period

and

has

been

permanently appointed

ai

provided

tn

C'

Full-Tiqe

Empl-ovEqs-

Any

e6rloyee

rvho

rvorks

in

a

positton

thirty

(3Ol

or

r]lore

hours

sirall

be

considered

a

fuIi-tirne

employeeand

is

enUged

to

all

beneflts

provlded

for full-time

employees-

Any

employee

who works

in

orle

or_m_ore

positions

less

than

thirLy

(3O)

hours

in

each

position,

bqt

thirty

(3O)

hours

or more

in a

combiiration

of

posittons,

sltall

be

considered

a

fuil-time

ernplo5ree

ald therefore

sha-ll

be

entitled

to

all

benefits

provtded

for

these

regulations.

l

D'

Iart

Time-

Emplqype-

Any

ernployee

who

works

Iess

thaq

thirry

(3O)

]iours

.tlekly

sha-Il be

conslderea

i

part-time

employee

and

shall

not

be

eligible

for

any benefits

rvhich

are

specifically

trmiteO

to

hrll-tirne

enrployees

by

Lhese

regulations.

E'

Te-mp-orarv

Emolovee-

Ar:y

erttployee

rvorliin$

nine

(9)

rveeks

or

les-s

in a

calendar

year,

or any

ernplolree

ln

an emergenJl,

po-sition.

H

EoFition-

_A

SrouP

of

current

dulles

ald

responsibilities

assignecl

or

delegated

by competent

aritirority

requiring

ihe

lull

or

part-tir-ne

service

of

one

person.

Probationarv

Period-

A

n'orking

test

period

durin$

rvhich

an

ernplo_vee

j-s

requjred

to

dsr:onsrrate

]rjs

fitne-s-s

to perforrn

ilre

Euues to

v,,1icfr

Ire

lva-s

appointcd.

Personnel

Appeals

B -

A

ihrce

rran

conrnrittee

.Tire

salan

CornrniLtcc

o[

t]re

Boarcl

of

r\lclcnncn.

_I

G.

H.


4/30

SECTION

2

RECR.IiITMSITIT

2.L

Elnouncements

A.

Hewsoaper

Advertisement-

Tire

Mayor

shall

nrake

knou'n

all'racancies

@-ssiIJerlSei-v-iqebyadvertiSing1nanerr,spaperof

gieneral

bircr.rlalion

within

U)e

corrununity

as u'ell

as

by

oLher

rnealls

as.

he

sees

Il[-

B.

Informatlon-

Alnouncelpents

shall

speclftr

the-Tourn-

is an

"equal

opport.*ity;imployer

- rnale

and

fernale,"

the

title

and

salary

rangle

of

tlie

posttioi,

"rt"i"

o[work

to

be

pe_rfonned,

deslred

quall-flcations

of

prospeclive

applicants,

closingidate

for

receiving

applications,

and

other

igforma1on

tiri

Mayor or

his

deslgnated

representative

may

deem

pertinent.

:

2-Z

Acceothnce

of

Applicants-

AppUcations

for

positions

wlll

be

accepted

from

all

per-sons

regiardless of

place of

residence-

2-g

Reference-

As

part otthe

pre-employment

procedure.

relerences

provided

by

ahe

carldidaLes

sl:ail

be

ipvestlgatad

as

to

personal

and

emplo-vnrent

habits

as

a

precaution

against obtainin$

u-ndeslrable

employees.

References

and

other

iheck

shall be

made

prior

td

an

oIIer

of enrploynent,

antd

this

infonndUort

shail

be

made

part

of the

applicant's

file.

_r-


5/30

SECTTON

A

EXAMIT{ATIOI{S

3'1

WIten

Lire

I\{avor

clccms

it

r:eccs-sary

in

the

ltc-sI

irrtcrest-s

o[ilre

City,

he

-si1311

cllrect

art

exaittinatjon

be

irelct

ficiifi" p;;o;;;i;;t.,r*,u"['irre

eligibilitr,

of

appiicattts

to

Illl

exi-sting

or

anticipateil

iricaucies.

Applications

rvill

be

solicited

kour

as

large

a-g"ographital

area

as

ir

n...-"siry

to

assu.e

sumc:ent

applicairts

to permiittie

lelectibn

of

tire

best

possible

eniplovees.

3'z

A

practical

test

of

sktlls

ntalr

be

required

otapplicants

for

jobs

rvhiclt

involrre

the

rlse.

of

special

skills

and/or

"qriprrr.rrt

usage.

-

---

J---

,)


6/30

SECTION

4

APPOINTMENTS

City

po-sitions

id

cleparturents

rinderjiiri-sdiction

of

the

Ma1,e5

shali

be

lllleci by

the

Mayor frorn

a reenrplo_1.nrent

or

eligibilily

iist

-.ribject

Lo

the

saijsfactorv

completion

of

a

probationary

pertod.

4.L.

Permaneni

Positions- Whenever

feasible,

vacancies

shali

be

filled

by

prornotion-

Examinations

rnay

be

required

when in

the

oplnlon

of

tire

Ivlayor

tire best

interests

of

the

Clty shall

be

served.

Permanent

positions

not

to

be

filled by

prornotion

shall

be filied

byi

a-

transfer of

employees

as

ltereinafter

providecl;

or

b.

appolntment lrom

a reernployment

iist

or a

eiigiblllty

Iist

as

It

ere

lnafter

provided

-

4.2

Temporarr

Positions-

Shall

be

lllled

as

far

as

is

practlcal

lrom

a

ltst

of

candidates

meetin$

t-he

minimum

qualificalions

lor

tlie

position.

4-g

SeasonalPositions-

In

departlnents

titat

h-arre

a

regu.lar need

for

qual-iJied

erirploy-ees,

individuals

rnay

be

appointed

for

up

to three

(3)

months by

the

.

Mayor.

4.4

Emergency

Positions-

Sirall

be fliled

by

the

lViayor

rvith

any person avaliable

for the

period

of the

einerganc-v

rvho meets

the

rniniurttm

qualiflcations

for

the

position.

Such

appointrnen[s sl:a]l

not

exceed

nitre

(9)

rveeks.

4.5

Retirement-

The

normal retirement

age for

employees

shall be

sevent:r

(70)-

Upon

an eurployee

atlaining

the

agie

oi

7O

5;92v5,

he

shall

be

retired

rvith

all

appropria

t e'

ben e fi'r_s.

-j-


7/30

5'1

l'o

allotv

for

t.lte

exercise

of

souncl

discreiion

lr:

lhe

filling

otposiiiops,

all

.

appointtrtents,

incltrding

tliose

rnacle

by

prornotjons,

sliaIl

be

sublect

to

a

probationary

period

of

six

(6)

nronths.

The

probattoir.,.y

p.Joo

will

begin

rvjrer:

tire

appointee

starLs

the

full-un:e

position

tt

rvhich

lr.

i"^"fpointed

ancl

rviil

expire

slx

(6)

calendar

u:onths

from

the

clate

at-mtdnigirt.

iJuring

ilre

probalionary

period

of

an-v

ner.v einpioyee"

the

Mayor

rfi"yt.."rinate

the

employtner]l

of

suc

empioy.e,

f ourrng

this

period,

it;iJ

u"

o"t.r*i,eci

by

tite

Mayor

that

such

.ruplo5,e.

is

un{it

6.

.,.r.U"

to

satisfactoriiy

perform

6e

dtrtles

or

seMces

reqr-rtrid,tr

has

fraudulentlv

obtaineJ;;l;yrr"nt

by

falsi$'ing

infonnation

to

secure

emplolnnent

riitrr

tir"

cir:r,^J.]1

our.r"rrise

ut:qualified

to

conunue

In

the

posiuori-

The

decision

by"tire

rurlyo.

s5au

be

deemed

to

be

conclusive,

final

ald

binding_

upon

all

pro-bationrry

employees_

Prior

to

the

terminatlon

of

the

ori$inat

proUationary-term,

the

Mayor

may

extend

the

origiinal

probationary

term

for an

additi6nal

slx

(6)

months-

The

tJlayor

shali.forthiviih

notify

thJ

euiployee,

in

r.vriting,

of

his

decision

to

e,xlend

the

said

probationary

term--

Three (3)

weeks

belore

the

end

of

.n

employee's

probauonar5r

period,

the

clepartmerit

]:ead,

or

regiuJatory

body

m

crrarge

oi

th.

aepa.t-rrilnt,

shall

submit

tc

the

Mayor,

a.ru-itten-performance

report

rJcouunending

pemanent

status,

disnrissal

or

extension

of

the

probationary

perioF

for

notfiore

that

slx(6)

ntouths'

Such

reporls

ancl

their

approvalby

the

Mayor

*

u

O"frrrit. requisitefor

permanetlt appolntment

al.cl

tlid

privueges

that

ul"o*p.oyit.

D*ring

the

probationarY

period,

tlie

departrnent

head,

"or

regulatory

uoay"is

cnarge

of

the

departmeut.

shall

cotrnsei

and

inform

tlie

enrplol-";

t#;h;rJn"t

perrormtng

salisfacLorily

and

is

not

rneeting;

probation"f

t"it period

requireinents.

When

tlte

sen'ices

o[

an

employee

rviro

was

promoted

are

determined

to

be

ulsatisfactory

during-a

probatior:ary

periocl,

tire

employee

srrari

te

reernployecl

rvithout

prejucllce

in

tJre

position

clisi

in

which

ne

iiad p.*^.r"rt

stat,s-

SECTiON

5

PROBATIONAR.Y

PERTOD

notified

in

writing

by

the appointing

auLhori[r

upon

tl:e

of

the

probationary

period.

The

ernplol,ee

si:all

be

su

cccsslul

conrpletion


8/30

:

sEcTIOri

6

EVALUATIONS

OF

CITY

EN/PLOTEBS

6-1

The

N'la1;or

or itis

ciesi$naLed

represcntalive

-shail

rcquire

.an

anllltal

evaiuation

otall

.riiploy."..

Depitmeut

lieacis

shall

be

evaiuated

by

ti:e

Ma-t,or.

6.2

Aly

departrnent

ltead

may

be

asked

to

evaluate

personnel assigined to

him.

Each

ernployee

shall

irave

the

rigllt

to inspect

and/or

copy his oln review,

Departrnent

heads

or the

princlple

supervlsory

offlcer shall

counsel

the

"

employee

and

revierv

the

service

ratin$

r,vith

said

ernplo-vee

-L)-


9/30

SECTION

7

corfpucT

oF

EMPLO].EES

7

'7

Hour-s

of

Wgrk=

Enrplol,ees

rvorking

lor

tite

City

of

Ansonia

sjrall

u,ork

jrours

established

by

depar[inent

]reads

o.il:"

Mayor.

The r.vorking-fii1e

of

all

cnrplol'gss

will

be

ir:

accorciance

with

state

Lnd

Fecleral

lar.vi

7

-2

Atten-dance-

An

enrplol,ee

shall

be.ln

attendance

at

regular

q,ork

ln

accordance

with

these

rules

a:rd general

departrnent

res"ulation"-

nU

9"p*tments

sha-Il

rnalntain

atten-clance

recbrcls

for

all

employees

and

slall

furnish

reports

daiiv

of

all

absences

to

the

I\{ayor

or

his

designee

on

the

deslgnatecl

lonn.

..

7'3

overtirae-

Enrplol'ees

reqriirecl

to

nornially r.r,ork

less

than

torfii

(40)

irours

per

r.veek

"ll"t

*.?y"^

strjght

tlme

for *ort

up

to

forty

(4)

hours

per

rveek.

AIl

r'vork

over

lorty

(40;

1o,r-rs,

or

over

erght

(g)

hours

tir

one

day,

srrall

be

compensated

at

one

and

a

half

flmes

ilre hourly

rate.

7'4

Department

Heads-

In

thetase

of

department

heacls,

attendance

at

meetings

?,f

city

agencies

arrd

nomlnal

overilm"

"nrn

be

considered

part

of

the

duties

of

the

positlon

and

not

ordlnartly

eltgible

for

compensauon

In

equivalent

thle

off.

I'

tlre

case.of

a

departrnent

head

#ho

iras

*o;ii;A;I;Faii#equent

or

to,g-

.

overtlme

wlthout

compensation

In

pay,

the

Mayor

shall

o"tannr.r.

the

falr

amount

of

equlvaJent

time

to

be

taken

and

ure

day

(s)

io

be

ark;;,

;-;4.

that

the

departlnent

head

n:ay

be

fatrly

.orrp".r-*u[ed

rvithout

any

adverse

effects

on

Ciry

operations.

J

-------J ---^^r'


10/30

SECTION

8

FENAI,TIES

AND

SEPARATIGI{S

8.1

Car:se

of

Diseiplina-r-yAciion-

A

departlttent

head

or [ite appointiu$

a.,t-hority.nay

reprirtrarrd,

suspencl,

or

demote

an

errtplo]'ce lor

rea-sons

-such

as,

but

not linrited to, the

follorving:

1 violauon

or any

nilin$

or

any

sectioi:

of

ti:ese re$ulations;

2.

dishones[r in.the

perfonnalce

of

duties;

3.

coilsurnption

of alcohol

or

the"ille$al

use

of drug;s on

the

job;

4,

....

reckle-ssrless

on

the

Job:

5.

inefflclency;

6.

habitual

tarcliuess

or

absenteelsltl;

7-

perfonning servlces

lor

others

during

t_".\ilg

hours

rvithout

spccial authorizatiorr

for

Lhe

saute

by

tlte May-or;

relusal

to

per.fonrl

a

norr]al

quantity

and

qualit_v

of rvork;

fallure

to

obey

a reasonable

order,

eitirer

rvritten

or oral,

provided thai

nothing

in

this

subsection_

sha-llte

colstnted

io

require an

employee

to con:mit

al

unlarvfttl-or

unsafe act;

the

use

of

abusive

lan$uage

to a

supenrisor

or

to

the

public;

convictiolt

of

a

crime

involving

uroral

turpitucle;

lrattclulentiy

obtainiir$

sick

or

lnJury

Ieave'

ntay

be

nlade

by

the

MaYor.

8.

o

10.

-

11.

L2.

A

dismissal

8.2

Penalfies-

Pepalties fall

into

tlrree

categories:

Reprirnattds.

Denrotious.

atrd

Suspensions.

A-

Reprimand-

ln

sitrrat.ions

rvhcre

an

oral

\r,.'al-nli'lg

I:el.s

not

re-strltcd

il:

""paat"d

t*pro\.,ernerrts,

or

rvhcre

il)ore

sevel-e

irritjai

acLiotr i.s

rvarrantcci.

a rwitten

reprlrlapd

shail

be

sent

to

the

eI:r1l.loyec.

Ill'

1r;t

st:1len'l-sor

altcl

a

copy

shall

be

piaceci

in

the

ernplovee's

pei--so]lnel

folclcr.

ts.

Demotions-

Ap elrployee

nlay

be

cienroted

tb

a

po*sitlon

o[]ou'er

$r'a


11/30

Wltcn

an elni;lo-r,ee

colrlci

olirenr:isc

bc

laid

o[[

brecar-rse

Itis

positiorr

is beirlq al>oiished,

his

positior:

is reclassilled

to

a

loii,er

$radc,

Jack

of

fund.s,

or

because

of

the

retlrrn

,ro

rvork

fronr

autltorized

ieavc of

another

etnployee

to

sucir

posiLlon

in

accol-dance

rvltit

these

rules.

Wlten

an

einployce

does

nol

possess

ti:e necessanr

abilityrquaiillcations

to

render

satlsfac{.ory

serv'ice

in

Lhe

positiotrs

he

holds

or

for

trhich

he

ls

bein$ trained.

Relerred

to

herein

in Section

8.2.

C.

c.

When

an

eurployee

voluntarlJy

requests

sucit

demotion.

A-11

voluritar5r

denrotions

must receive

tlie

approval

of

the

Mayor

and tl:e departrnent

head

[s)

concerned-

.if

the

emplol,es

is

demoted

against

his

rvill,

he may

appeai

lrnder

tire

grlevance

provision of these

rules

and

re$ulalions-

Su.qpenbions- A departrnent

iread

rnaJr,

for

disclplinary reasons

suspend.

urith

r.vritten

itotice,

any pernanent

en:ployee

iir his

departnrer:t

foriuch

I:"gP

of

time

aq

h9

considers

appropriate-

Notice

of

such

suspenston

qh4

be

reported

to.the

Mayor irmnediately

and in

wriflng,

If the

ernplo-vee

rvishes

to appeal the

susperlsion,

he sirall

notify

hts

department

head

and

tire Personnel

Appeals

Board

in

rrrritin$

of

hjs

intention

to

appeal

rvlthin

five

(5J

worklng

da5,5

og

the

date

oi

suspension-

Appeal

for

a irearingf

belore tire

Personnel

Appeals

Boarc1

shau

be

in

wrtflng.

within

not

less

than

iive

(5)

or.more

ihan

ten

(10)

worldn6

days of

the

receipt

of

al

appeaJ. the

Personnel

Appeais

Board

shall

irold

a hearlng

rvhicli

shall be

publtc

a[ the

optlon

of

tne

ernployee

zirid

at

which

ire

may

be

represented by counsei.

In

all

srrspensions,

ure

Mayor

shall

ftirnlsh

a

u,r-iLten

stateinent

specifically

setLlng

forth

reasons

for such suspension

and

a

copy

of

such

.statement

shail

be

furnisired

the

ernployee.

8.3

Separationb.

Resiglnatlon,

Layotf, Disrnlssa-l,

Disability,

Death,

ancl

Retireinent.

A-tl

separatior:s

sha-ll be

accomplished

in

tire

tnanner

indlcated.

At

the

timeof

separation

and prior

to

final

payrnent,

all

records,

assets,

or

other

itetls

of

Cily

properb-v

in

the

employee's custocly

shall

be

transfen-ed

to

the

cleparturent

head.

Any amount

dire because of

a shortage

in

the

above

shall

be

rvithheld fronr

thi

einployee's

fiua] s6mpensation

or-collected.

ilrrough

8.3'-1

F.esignation-

A:r

ernplo,l,ee

In

goocl

standing.

destrous

of

leaving

Clty

ser-"ice

shall

file rvitir

iri*q

departmcnt

ireacl

at

least

trvo

(2)

rvecks

J:cfore

Iear.'in{

tire

sen'ice

a

$q-itten

rcsi$natlon

statii:$

Lhc

cfiective

date

ar:cl

rci-.on

for leavin€1.

Tlie

depirlnrent

heacl

r:rat,

permit

a

shorter

perlori

of

notice

belause

of

Lxtenuatin$

circttm-stance.s.

Thc

rcsignation

.shall

be

lonrarded

io

the

\,Iavor

rr,'itit.a

'statet:tcnt

b-r,-

thc Jcpartrncnt

licad

as to

t.he

re-slgnecl

d.-

b.

-

si-


12/30

eiitplovee's

-sen;ice

perlonllan

ce

and

pertin

en t

in

formhtlon

conceming

Lhe

cau-se

o[

resignation.

A

cop shall

be

ltlaced

in

tlte

eutployee's personnel file.

8.3.2

Lavofl-

When a

position

ntust

be

discontinued

or

aboiished

because

of a

cirange

in duties,

reorganization.

Iack o[luirds.

the

department

head

shail

subnrlt

a

report

to

thc

h4ayor

together

rvith

a recornrnendation

as

to the

employee to

be

Iaid

ot-f

A.

Order

of

Lay'off- Tire Mayor

ar:d

tite

deparlment l:ead

involved

-shall

detenline

the order o.[

layoff

of

employees

on

the

basls o[ the

relative

suitabilitSr for

the

Jobs.

that

reuralu

and

length of

continuous

service

with

the

City-

If

it

is found

lhat trvo

or

rnore

persons

in

a

departrnent

ln

rvhich

a

Iayolf ls to

be rr:ade

have

equai ratings

as

deterrnined

on the

basis

of

seniorlfir and

service

raUngs,

-

the

order

of

Iayoffin

such

cases

of Ue shall

be'in

inverse

.:.

order of the

date of

inltial

ernployrnent.

B.

Notiee

of Layotf-

Permanent

ernployees

subject

to

Iayoffshall

be

notified in

vriting

rwo

(2)

calendar

rveeks

.

prlor

to

the

effective da e,

8.3.3

Dismissal-

At any

tlme

during

the

probatlonary

period

a

departrnent

head,

wltir

the

approval

of

tite

Mayor,

may

calrse an

employee

to

separate

lf

he.does

not

meet

the

required

standarrL-s

set

forth

tn

t-he

iegulations.

A

permanent

ernploy-ee

ntay

be disnrissed

by Lhe

Mayor,

for

activltles

prohibited

in

Section

8.1.

The

appointing

authority

shall

girue

said

employee

written

uotice five

(5)

wofking

days

prior

to the eflective

dafe

of

dismissal-

An emplol'ee

may

be

dismiised lmrnediately

ri'ith

rvrilteu

notllication

to

follorv

rvithin

twenty-four

(24)

hours

and

pa_v-

.

to

contlnue

for

live

(5)

rvorking days. The

rvritten

notice

shall

set

forlh

in

detail

and reasons

foithe

disrnissal. Arl

employee

so

disrnlssed

shail

have

the right

to

appeal in

rwitl::g to

the

Personnel

Appeals

Board

In

accordance

r+'lth section 8.2.C--

4.3-4

Disabilitv-

fur

emplo_t

ce

ma_v

be

separatecl

for

disabilitv

r.r,hen

he

cannot

perforrn

tlie

requlred

duties

because

of

physical

or

mental

.

impairment.

Action

may

be

initiated

by

the

employee,

his

lcgal

represettta[ir;e

or.the

Mayor.

The City

may

require

an

exarnination

at

the

Citv's

expense

and

perlontred

bv a

ph_v-sician

of

lts

cholce.

TItc

crrtltloyce

inav qtra)ifir

lor

a

pcnsjon

l:ased

on

tirc

requirer;rent

of

tirc

retirerncnt

plan.

8-3-5

Deaih-

sei:ar-aLiorr

.sirall

53

sf sr-tive

as

oi 1he

ciate of

ricatir

A.ll

collllfensation

duc

in

accordance

rvith

tltese

re$ulation.s

sirall

bc-

paid

to

thc

estatc

of

the

cnrplovee

except

lor

srrch

sun.ls

as

by

lau-

rltay

i:g

paid

to

[]re

srrn'ivingspou-sc.


13/30

8.3.6R.etirement-Retiretrrent.sltallnortttailvl:ceflec[iv'ethefirstda-y

o[

the

,roitt]:'

coi'cicti.-g;tlf

;t'it]l-l?llorvlr:6 ltis

se-r'erttietlr

birtltday'

A,rernl:er

.ir,-'o

has

afti-ined

,is

-slxtietlr-

Ilirt,dali

and

cornpleted

trve,t1,

(20)

_v*ears

"r-..*i""1]rai,

elect to retire

as

of

t5e

fir*st

day"of

anv

nioirtli

lhcreaftcr'

I]


14/30

SECTIO}I

9

TRAi-{SFERS

PROMOTIONS.

AND

ASSIGIfi reNT

CILfuYGES

9.1.

Transfer-

Tran-sfer

of

an

ernplo_vee

front one

position

to

anolher

tvitl-l

significarrt

change in

gracie

niay

be etfecteci

rviten:

1-

the

ernplo]'ee rneets

the

qualificalion

reqttiremcn[s

as

stated

by

tire

job

spccifications:

it

ls

deemed ln

the

best

interes[s

of

the

CiLy,

by

lhe Mayor;

lurther

tratning

and

development

of an employee ii:

another

position

would

be

beneflcial

to

the

luture

stafling;potentlal

of the Cit,v-;

or

it

meets

a

llersonal

need

of

the

ernployee

and ls

consistent

r.vith

the

otlter

rerluirclnent*s

of

thls rule.

g.2

Promotion-

I:rsofar

as

practlcable

ancl

consistent

rvith

the

best

interests

o.f

tire

Ciby, a-ll

vacancies ln

the

City

mhy

be

lilled

by

promotion

from rvlthin.

No

sup'ervisor

shall deny

aly

employee

permission

to

apply

for

promotion

opportunitlr

in

any City

ofDce

or

departroent-

When

the Maybr

determines

that

an

insirlficient

nunrber

of

lveli-quaUfled

employees

are

avallable

lrom

among

present

empioyees, he rnay

conslder

outslde

applicalts

alonE rvlth

Clby

employees

in

order

to provide

art

aclequate

number

o[

candidates

for

cor:slderatlon.

9.3

Temporary

Assignment-

Tire

Ma1.'or

ritay

leruporarily

assiSn

an

employee

of

the

City

to

anoljrerJob

a-s-slgnmertt.

a-sslrnling the foilorvln$ three

couditiotls

are rnet:

1.

the

assignment

is in

the

best

interest

of the CIty;

and wlten

in

the ofinion

of

the

iVlayor,

tlte

lnterests

are

best served;

2-

the empiovee

rvorks

ln

a

po*sllion-u'i[lt

dtrLies

bourparai:le

to

tho-se

in

irls

regular

positior:;

artd

3.

tlre crrrployee

s)rarll ri:airrtain

crtrrert{.

pa-y

for otrc

(i)

rveeli.

Artv

Ionger perioci

o[as.si$nnrent

ivill

reqr"tire

tilat

the enrployee

be

paid

a raLe

cqtrivzrlelrt

[o

that

rvirich

t]re a-ssigrted

posillort

providcs

[or. but

in

rro

cr,'cni

rri]i

tlte

pa1.

be

les-s

tltan

tltat

providcd

for

}l-v

Itis

re{r-rlar

pro-sition

o[ernplovtttettt

rvlth

LIic

Cil_v*.

-

I .i.-

2.

.)

rl-

4.


15/30

SECTIOH

1O

COMPENSATIOIT

TI:e-Ma-yor

-shall

tl:aitrtairi

cornpletc

sclreduies

oIconrperrsalion

of

a]l

clas-se-s

of

positions

1o'1

r+jtiar-Emplov-ment-

The entrarce

rate

of pay

.tor

each

posigon

s5a-1i

be

offered

for

the purpose

o[

recruihnent

and

"tiait

normally

be paici

upon

appointment-

The

SaIary

Commlttee

of

the

Board

of

Aldermin,

conditlonai

on

approva-l

of

the

entire

B_oard

of

Aldermen

ma-y,

holvever,

approve

compensation

at

a

higher levei

thht the

entrance

rate

rf

he

ditermlnes

ilre

I-ollowing :

1.

the qualifications

of

ilre

appucant are

signi-0canily

above

the

olher

appircants

competing,

his

quaiifiJations

are

s-ubstenlially

above the

requirernents

for

tite

position,

arrd

his

emproyment

cannot

be

obtained

at

the

e;k;c;

rate

of

pay;

and/or

2-

there

is

a

shortage

of

qualifiecl

applicalts

avaj-lable

at

t5e

entrance

rate of

pay-

Lo

'2

Ratg

of

Pav

on

fransfer

and

'

Dernotlon-

Employees

transferred

from one

positiou

to

another

position

tn

the

sai]te

or

clifterent department

shall

be

paidat tirelr

present rate

o[pay

or

the

rate

Ior

tir.e

new

asslg]rment,

whlchever

Is

higher,

except

in

tlte

case

of

a voluntary

deniotlon

wlieie

the

rate

lor

ilre

new

assignhrent

shall prevail.

.

-

-^-

ID

- 1J-


16/30

SECTION

.

11

FPJNGE

BEIrEFITS

11.1

Vacations-

Eacir [gl]-tlme

enrploy-ee

rvho

ltas

contpieted

-slx

(6)

tnontlts, br-rt

Iess

tiran ole

(l)

year of

service

sitall receive

five

(5)

rvorkirlg

da-vs

vacatiotr-

Each einploye e

rvho

has

cornpleted

one

(I

)

year, but

less

than ten

(10)

years

of

serv'icc

prior

to

the

end

of

the fiscalvear,

shail

receive

(10)

rvorking

day's

vacation.

EacS

enrployee

who

has

completed

the

(lOlyears,

but

less

than

flfteen

('15)years

o[service

shail

receive

Iifteen

(15)

working days vacation.

,Each

employ'ee

tvito

has

completed

llfteen

(i5]

y-ears

of

service prior

to

the

elrd

of

the

lisCal

year

sirall

receive

trventy

(20).r'vorkirlg

days

vacatlon.

leave

eamed

in

the

previous

year

are

required

to

use

alt

of

Uris

accruai

tlme

in

the follorvlng

year-

Fuil-t1me

employees

shall

receive,

after

terminatlon.

one day

pay

for

each

day

of

accrued ,racalion

time

at

the

employee's

rate of

pay

upon

termlnation. An

indlvidual that

ts

rehired

sirall

accrue vacation

Jeave

at

the

same

rate

a1l

new,

permanent

full-time

employees

do

a:rd

shall

be

required tb adhere

to

the

sarire

restrlctlons regiardln$

use

of

vacation

time-

AJI

pennairent

part-time

employees

wiro have

completed on

[1)

year

of service

shall

thereaftei

annually

be

granted

five

(5)

workjng

vacation

days per

year.

A

rvork

day

for

the

purpose

of

thls

-section

sJra1l

be

delined

a-s

the

average

numbei-

hours the

ernployee

works

per

day.

Vacation

leave

lor

Permanent

part-tirr:.e

employ-ees

shait

not

be

cumulative-

LL.2

Holidavs-

Ttte follorvlnS]olidals

sitall

be

obsen'ed by

aIi

permanent fu1l=time

eitrployees,

and

sltall

be

glranted

witlt

pay:

New

Year's

DaY

Lincoln's

BirtJtdaY

Washington's

Birtlt

da-v

Good

FridaY

Nlelnorial

Da1'

indePeltdence

Da-\''

Labor

Dav

Colutnbus

Da -

Veteratts

Dar;

Tjtaitksgiving

Da-v

Chrlstlt:as

Dav

EntPlo-i'ce's

B

irt

ltdav

A:nerrclrrrent

9/

1L

l7g--Ttrc

cilplovce

nill

be

paid

for

t]te above

listed

holiriays

prolidin$

tlt.ev

lta'"'e

rvorkcd ttre

cli-v

bclore

and

tl:e

dar,'

after

tire

holicla-v--

Adopted

-

J. Ed:vard

Cook

I+-


17/30

11.2

HoUdays

(Continrie-ci)

I{olidal=

Falling

on

}Veekends-

Accorciing

to

Public

Act

Xi

of

1969,

C

ontrec

ticrr

t

Ger:e

ral

A*ssem

bly.

\ila-s]li11

g

ton's

B

irt

hdair sh all

bc

celebra

ted

on

tire

thirci

(3rd)

Mondav

In

Febnrary:

Veterans

Day

shall

be

celebratcd

oir

the

'

Saturda_v.

the

precediug

Fridav

shali

be

the day

oIf;

and

when

a hclida-v-

[ai]-s

on

a

Sunday,

the

lollorving

iVlo.uda ',.haLi

be the

day

off-

11-3

Sick

Leave-

A-il

pernranent

Iull-time

emplo]-ees,

includirtg

einployees

hirecl

after

the

adoplion

of

these regiulalions,

,shaI accrue

sick

.leave

at the

rate

of

one

day

per

month trp

to

a

ma-ximunt

of

100 days.

Sick

leave.for

permanent

part-tirne

employee-s

shall

be proraLed

according

to

hours

r.vorked.-

Appllcations

for

sick leave in

excess

of

Iive

consecutive

w-orklng

days

rnust

be

panied

by

a

medical

cerUficate-

:'

7L.4

Leaves

of

Absence

Without

Pay- The

Mayor,

after

consultation

with

the

department

head,

may

grant

a

leave

of absence

rvlthout

pqy

to

any

employee

-upon

the ernployee's

request for

a period

not to

exceed

one

[1)

year.

Upor:. tire

erpiration

of an approved leave

of absence

without

pay,

and

if so

requested by

the

employee,

the

employee

shall be

relnstated

to

the

posttlon

held at the

time

the

leave

was

gratlted

or an equivalent

position.

1 1-5

Group

ingurance

A.

CIVIS

and

BIue

Cross- Gror-rp Conuectlcut

Meciical

Serv*ice,

Blue

Cross coverage

irrd

City

approt'ed

riders

shall

be

available

to fuli-ti:ne

ernployees-

Tlte

City

-shall

bear

the

cost

o[tire

premiums,

for

Lhe eruployee

and

his/her enrolled

dependents.

Part-time

employees

are

not

eligible

B.

Life;

Accidental Death

and

Disrnemberment

ald

Accident

and

Sickness

Insurance-

Tire above

coverage

shall

be

availabie

to

full-time employees in

accordance i.l'itlt

the

current

plal.

Tire

Ciby

sirall

bear

tire cost

of

the

preiliums,

for the

emplo5iee

anci

hi-s/irer

enroilcd

dependeni-s. Part-time

ernplovees

are

not

ellgible

a.s

pcr

insrrrance

corrtract.

11.6

Retirernent-

A retlrernerrt

plan i.s

1:rovidcd

to

ali

pen]ranent

c:nployees

oI

.

tlie

CItv.

-t

5-


18/30

ll.7

FuneralLeave-

All

lull-tirne

enrployees rvill

be allor.ved

tirree

(3)

cla_vs

ieate

for

a deaLh

in

the imniediate

fanrily'[husbartd,

rvilc,

chi]dren,

rnotirer,

fatirerJ.

Part-tlrtre

ernployees

are

not

eligibic.

Penrtission

to aticnd

ilrc

fur:eral

o[

cJosc

acquafuttances

rltav.be

obtained

lroln

thc

r\'iarvor-

11.4

PersonalDav-

Alyful-l-linre ernploysg

shall

be

allorvecl

three

(3)

clays olf per

-v'""r

lbr p.r""nai

reasons--

part-iinrl

ernployees

are

not

etiginte.

personal

days

may

not

be

accrued

and

must

be

used

within

the year

or

lost.

Personal ciayC

'

are

considered

a

courtesy

and not

a

privilege-

Employees

will

not

be paid

personal

days

noI u-sed trpon

termination.

I

1.9

Jury

Dutv-

Emplo_vees

sirall

be

granted

duty-

Such

ernployees

shall

receive

that

rvill,

together

wlth

thelrJr_rry.duty pay or

sarlle

period.

The

en:ployee shall subntiI

ascertaln the

proper

pay

due_

Ieaves

of

absence

for

required

Jury

porllon

of their

regular

salar5r-wlrich.

fees,

equai

their

totai

salarlr for

the

his

vouchers

for

jury

pay,

in

order to

11.10

Militarlr

Leave-

Milltary

tratningi

duty

leave

shall

be

granted

to

regular

elnployees

when

they

are

required

lo

serve on

acUve

reserye

or

National Guard

Duty

not

to

exceed

ten

(10)

worliing

dayq-

The

employee

shall

receiye

tfte

difference

behveen

his military

pay

and

his

permanent

pay-

Mililary

pay

voucheis

shaii

be

submttted

tb'astertaire

p.y

Orr.

tne

emptoyee.

EnUstment

or

conscripUon

durln$ time

of

war,

on.conscriptlon

(draft)

during

tinre

of peace,

shall

entitle

the employee

to

retain

rights

to the

posltion

helCat

sucir

time

that

he entered

the

military

to

sen'e

with

the

lollowing

cond.iUons:

1'

the

employee

is

lnducted

u'ithin

thlrty

(30)

days

upon

leaving

the

employee

of the City;

2-

the

employee

receives

honorable clischarge

olt

severance

fropr

ilre

arnied

serv{ces:

artd.

3.

the

employee

accepts

reemplolrnent

with

the

Clg

within

.

nine$

(90J

da-vs

afLer

discharge

frorn

tire

anned

services.

Employees

shall

be pald

for all unused vacation

time

ln

tire

curreni

-v-ear

before

entry

into

the

al:red lorce,".

I6-


19/30

SECTION

12

nBcon::s

The

iVlavor.

or

the

designaled

represenLatlve.

shall

be

responsible

lor

the

rrtajtrt€nance

o[

all

persorri]el

recorcls, lucluciing

the

original

application

for employnrent,

reSu]ts

of

ail l-ests

and

examinations

taken

to demonstrate

quaiillcatlons,

the hlstory of

elnploynent,

current status

and

tille,

coinrnendatious,

records of

disciplinary-

actions,

tralnlng,

scirool

absentee

records,

resl$rration,

and

other

records

which

he

inay

deem

pertinent

to the

einpioyee's

sen'ice.

Said

records

shail

be

maintained

on a

current

basis

for

each employee

and

sha-ll

not

be disposed of

during the

employment

of

t}e

lndividual.

and for

a

period of

at

Ieast one

vear

after

termination

o[

employment.

SECTION 13

DEPARTMENT

REGITI.ATIONS

The

tnrlhidual

departments

uray

drarv

up

such

addltlonal

rulis or

inanuals

of

regulations

as are deerned advjsable

by

the

department

heads.

Suctr

addjtJo:ra1

manuals

or

rules

shail

be

approved by

the Mavor-

In [he

case

that

the

approved

departruental

re$ulatlons

provide for

an

instance

whlch

is

covered

by

the

Personnel

Rules of

the

Ctty

in

a

dilferent

malner,

the

department

reg;ulations

wIII be

the

one

applicable.

The

Ciby's

Personnel

Rules,

herein

contained,

-sirall

prevail

ln instances

not

specificaJly

provided

lor

in

departmental

reg;ulations"

TIie provislon

r,vhich

establlshes

the

higher

staldarcl

for

the prornotlon

anci

the

protectlon

o[

lhe

heaith

aird

safely

o[

tire

CiLy

otAlsortia

sltall

prevail-

SECTION

14

VALIDITY

If any

Arilcle

or

Section

of

these

lor

any

reason,

sucir

declaratlon

the

other

Artlcies or

Sections

or

RegulaLions

is'

declared

inva]icl or

unconstitutionai

or

invalidi$

or

unconstitutionalilr

-shall

not

affect

'

r

-l

C,C

LIr

-:t(:

S

eci

enb=i

l-rcl

i

ei-


20/30

6iiri

rf

Aii:unia

'Aiie:::::

Alie::,-.:

/tt/ttr

cf.'.la

i:

':

^

----

p^___-

r

c

S=.p

L

er.l

?:

2/'-]'.

-

1-

e,'ollowi:

g

a"s

o)ub.on:

F.e.solved,

-:-.

^

-'----1.-'r

Lue

io

a:

o=i

sslcn

in

Lhe

aEe.11ine:it

io

Lnso::ia

Pe:-so::;:t-r

i.:l-es

a,:G

P,e6ulalions t

?_S

..r.u=L:sL

g)

lgJ3, cecree'..,ash.i:5toit=-Eirthca.,.

2;i,

ltstec

"s

a hol:Cay.

th

e

C-l L-,'

o

I

aion

t

ed

-

O..

jncl.uded

''l

-r r nOr

r-).

lut-1

1

IA


21/30

I+

P

F*

LJo

\

uJa

-


22/30

6iIu

F.;-SOLUTIO}i

-c

:.i

.tr1-

-i\nEtriiia

L'.

e

a Ij-.-^*

uL-

Je.

r

ir{

rA:'14F

u.

,r-tV

la

--rL-'L(

i.ni,;

.{n,

I/elt:s

,

T\:cc.

o

foli

o;i

;

g

_E_e_,sc

ju

:

c

;::

F;-ol-,.ei,

T

-

Sixteen

(-l-6)

yg=.=

o

-.

-

r,i

e-hieen (IB

)

years

9

-

flen

ty

(20)

years

A11

eroloyees

lrith

vacation

leaye

requiied

tc

use

aI-

thrs

accruat

-

3.t

Section

l_l-1

Vacatj_cn

o-i

the

City

or-

Ansonia

Eegul

:

ii

sas

be

amenEea-E-foilorr*

LL-l-

rracation

. ?3"h

pe:-nznent

full-_bi-ne

enpteyoe

'

seryice

shall

be

enti-tleC

to

ar:nuat

,.Liion

i-n

order

to.sem.orrty,

as

foll-cws:

6;

i5u_

Salarv

Ccn-rritle=

iE?"ff,

i:tcc

Pe:-scnne'l

Fures

and

wlth

continuous

periods

with pay,

one (I)

wee.k

two

(2)

r.eeks

three

(3)

*-eets

years-four

(4)

weeks

'*eek-s

and

one

(I)

day

.

wee'ks

and,

t';b

(Z)

Oays

weeks

and

three

(3)

days

r+eeks

and

four

(4)

Cays

ueeks

2- I*o

(2)

ye=-.s

bhru

four

(4)

years

_

3-'

Five

(5)

years

Lhru

nine

(9)

years_

4-

Ten

(LO)

years

en

u

"t"ren

(]f

)

'.5-

};el-ve

(12)

years

-

four

(4)

a-

b.

Foucteen

(14)

years-.-

four

(4)

four

(4)

-

four

(4)

-

rj.ve

(5)

EIJ.gibiJ-rLy

shaj_J.

be

Decernber

Isb,

All

pemanenb

parb-tT=

employees

i+ho

have

compleEed

one(I)

year

of

erylce

sha11

b,her.eafier

annuall_y

be

grani"J-ri""

-fil"""if.ing

vacation

ys

p=r

year-

A

r,arkday

rorl

tt," pu.ior;-oi

ui.,r-"

secbi_on

shal1

be

..:"tt::o

as

bhe

average

n*tr".

of

hours

the

emo-l_oy"=

uo"l..

p".

o.:,.

,

-.n:d

in

[he

previous

year.

are

bir::e

in L.he

foLlot,/tng

yeer

P=rn=:eni

fur-r--bi',e

.enoroyee

shar-r_

recei.ve,

after

terminati.on,

one

iay's

p:-y

for

each ciay

or'acc:-uec

vacatron'bi,ne

at

the

emoro-\,eers

rate

f

pav

ucon

bei'minaLion.

/.:r

inarviJuai-;;=;;

rehirei

shalr

accrue

acaticn

l-e=ve

aL

rhe

same

i-ate

arl

new,

p=.o=-=,=u

furr_fin=

enoloyees

;:..;.-

;_1i,fi

;i;;;..0

Lc

aihe:e

tc

bhe

s:ii:e

.=.rii.ri".r,=.._r-Gri-.g

(Ccri.

)


23/30

Gilr

n'r

Ansnnia

Alier::e'',

:': I'i

_r

_^'_'

ti e

fol-l o;ri::3

?-.solu

Hoa:

.t,,rsoived

,'-

\

(Sectron

1l--l-

Vacation,

ccnL's)

:

The

vaczlicn

scheiule

shal'L

b=

posieci

rn

each

ciesartmenb

by

rla.rch

]st-

fse

rv:e:tl-c-

perioci fcr

a1l

employees

shall-

ba

bet;.re3n

December

lst

.^^,

a;:d

]iove';,be:-

30th-

Chz:'ges

in

the

vacali-on'scheciule

cal

be

riacie

o*y

by

;rilten

aDoroval-

of Lhe decarLfienb

head

ano

Lhe

Mayof

or

his

Ceiig-==

J.njl-s

rp


24/30

A-ldor-.-n-

'Antiu:';l

.

r/e'i

ins.

Tucclc ni

foUo*i:g

P.,esoludou:

'

F"esolvedr

-.

F_asoLUt'to:.{

0itq

ni

AnEurr

'

I'Iew

Jfear

I

s

Day

-

lincoln

I

s

BJ

z--,hday

.

]{ariin

Luther

K'lng-Ei

rihday

Good

Friday

l'lq5e1i=1

DaY

Indeuendenc

e

Dayr

.4u.sust

10

i .

S.=

I

?J:'.'

Cn.. *-- *,1

o

o

a

1.;-'_

^-

guu-

dEri

I ?l

ti:

e

SecrJcn

LL.2

Hol-rda..rs of

"he

C-:iy

of

Ansonla

:

I

rir.l_

^:

'Htl

l 6

t

,

''**-

,t

':rr-z

:'

l

l.

I

,

F

e:-scnne

I

a;rd

Reg,:lriions

be

a:,renied

as.

fo]

tor,{s:

Egl1da:rs

--

Th:

f_ollovrrng

hgriiays

si:a1l

be

obser.veC

by

al-l

permaneni

fuil--iin:e

emDroyees>

and

shaIl be

grantei

ri

th

psy:

Laboi'

Day

Colunbus

Day

Yete:'an

I

s

Dair

ThanlcsgiVing

Day

Day

after

Thanksgivlr:

Christnas

Day

DrnpJ.o.yee

I

s

Ei_rbhday"

fn orrier

to be

_eJ-rgible

for

hol-iday

pey:

employees

must

r,rork

".

the'Iast

schedulec

woz'kday

afie:-

=r"tr.

i"rio.y"r-"i.epi

ln the

case

of

illness substaniiated

io

ihe

saiisfaltion

of^the

Idayor

or

his

desl-gnee.

I

This

resolut:on

si:al1

becom.e

effecti-,.e

Novernbe:-,

198:

and

al-l

oiher

=esorutions

Jncorsisient

lir-ih

ihe

above

pir;isions

are

helei:y

resclnded,

:\d:;'.:d

ppro'.'ei

/-,

c

--

c3:

)

)

,

-:vr)

n^

ro

5

-i

n

r.-'r-r

..eL-aJe


25/30

t'P

I

I

ICf

i

I\:

fL9'

:

t\

lO)

r

f-rJ

(

rtr

li

ro

l-

IO

F

fUc

IFF

roc

l@:

IV

l

IH

Ip-

lcD

IY

t=

t(D

r=

I

t

PPrn

HOY'

\\\

@@

CD

(,

L' L'

Ff

5-f

ct

P,

p,o

o

c-

xo

F td5"d

(-t

P

P

c:',

ts-<

o

o<

:]0ryo

H ci--

bC,

)=o

"dH

UH

ornP

ryP

(+oq<

P5

(D

OFD(,r

-

:,

c-J--

.=r'r

(DFJ

=CDF

*6

w

'rf,C0

))

P,

cr-


26/30

I

II'=D

:O,D. POLICY

/-.

sa)-ar-y

sLructu:-e

and

sa).=:-r*

adr,rinisL:aticn

Dr

requireC

Lo:

by establ

n9r'salary

.

employees

ishing,

ra

ngPs

on

the

are

and

Lh=L-

basi s

edures

i -

Es

Lablish

ex

te.r'na1

salarv

perioCically

.reviewinE

and

perni

t

Ansonia

to.

pay

i

b.s

'

(JL

-

eguities

adjusti

salari.ed

(a)

Hhat

other

employe:-s

pay

.f

or

comparable

jobs-

-

tr--:--5lish

i.nternal salary

equities

by.

determining

Lhe

-

L5

Ld.L

value

of

each.job

in rel-ation

Lo aII

othe:-s

in the

Citi-

"'

.

of

Ansoni

a-

.

_

....

'.

3- brovide a

system

for periodic'reviev; and'acijusLmenl'as -

.-

'

1'/arranted

bi

improved

or incrq=sed

p=;-formance

o.f ern-.

l''

pt

oyees' sa].ari":

-

:.

-

-

--

_

4-

Permi

t. Oetegation

bf

salary

admin:-sLrabion'in

a mann*.''

"

that

vriIl

qrainLain

inte.r-employe=

.and

in

Ler-group

equi.ty

and

consistency

insofar"as

possible

by

giving

dept-

heads'

a

gui-de

that..vtil

l-

ass:-st

.Lhenr

i

p

achieving

this

objec'-ive-

5-

EstabLish

and

mainLain

cosL

control

in

salary'administratir

.

through

de_terminaLion

of

nunbe.-s

of

pe-rsonnet

Uy classifi-

..

caLion,

sdlaries

paici,

and

the

raLe

of

chanqe

i;

both

: - : .'

_.

6

-

Remove

poLer:tiaI

sources

of enpi-oyee

dissaLisfacbion.

due'

to

gross

salary.ingquities

ancl

i

rnprove

empirofee'

moqale-

Es

tablish

anci

through'a'

meri

employees

paid

7-

nainLain cosL

control

in

sa

t salary

bu'igeL.ing

program

s

alaries

-

lary

adndnisLratic

for

al-I

non-union

P

OLTCY

The

.CiLy

of

Ansoni

Enp)-oyees

using

a

cf

udi

ng

eouiLabl-e

si

sienL

wrth

each

-r-esponsibi).i

ty-

ttract

anci

r-e

Lein

-.

Or'

sound

nan

aqenen

L

j.on

f

or- the

'

joUs

's

fevel

of

skr-1f

,

hiQh)-y qual-if

i

ei

t

tec[;1r:

queS,

in_

they

perfo.r-m

con-

er:p=;-ienca

and

a

rtil-l

a

vari

e

ty

corflpen

sa

empl

oyee


27/30

C.-:an:=

o:

al.l-

I:ri

ttPe

A?:e

cr.r;':'lc

A UT-l.

.

IT

I

'5

s

j-n

the

position

cLassif

ication,

Li

L1e

salar-ieci.

enoicyees

require

app:ovaJ-

oE

of

the

Boar-d

af

Aldern3n

:-

Line

A.ooro'raf

All-'

salaries

and' saIarY

the

departnent

head

and

o=,

the

Bcarci

o-f

Alde:-men

and

changes

requir:e

tt'ro

Resoonslbi

I i tres

salar

SaIar

incre=ses

mus'.

b-*

recom;;rPnc

appro'.red

by

the

SalarY

Con;

T'heref

o.r:e,

ar 1

salary

o:

]

i

ne

ma;r-agemen

t approvals

-

and

th-

,)-

-

Proo.-am

-1

Salary

CommiLLee

of

-

-

the

14ayor-

.of

periodic

revie..-rs

Lo

thie

Board.

of Alc

':.

-

j

l-'^a En= rr1

cii

Alderm2n

c

.

c-

.

-d-

Recornmend

changes

required

in

Fh=

sa1-a:

to

the

Boa-r-d

of Alderrnen-

Revi

ew

revised

:-

_-

-

and

obLain

required

aPP:-ova1s

oj

alary

budgets

for

com.oli;

-

.

Revie',1

meri

t.

s

foli-cy

and

rec

onm=nd

approval-

by

Lh=

B(

A1de-r-men -

-

-'

Z,

Boar-d

of

Aldermen

,-1, +1-

-

t-

-

''l

'l

roar

"'r-

rerl

'>

nr

a-

Check

that

a]I

reguired'approvals

are

(

"'b"

Authorize

the

ilinance

Depar'rrnenL

to

nal

salary

change

r.

as

approyed

,..bY

the

Boa'

Aldermen

bY

resolution-

.::

'

c-

IloniLor

salary

increases

for

comDl

i

anc'

.

approved

mei:iL

salary

-,cigeLs-

^-ll_- ^,

L; i-,'J LXr\

l-

be

given

to'each

si

tua

tion

-

1.

The

follorvinq

information

should

abou

t

their

=-Lary

admi

nistra

L

j-on

-

cn

rr?c

I-

Job

Ti

".Ie

the

j

oo

ti

d-uvl ssu

Classification

Lrst'

t

_

'

rV-

Lle

sho',.rn

on

th=


28/30

)-

C=-o^--i oc

-------.-.l---_

C-:-\.:^,

-^

-.-:,J-1

r.

lJ

5_

U..:.;.C=?TA

Ei-:

14eets

m=nts

rank

l-lee

Ls

men

Ls

al-1

.basic

jcb

recuirp-

I

ma

j

ori

ty

of

e;ioloyees

j-n

Lhis

categcr-7_

1-

;,C']:TAfI:

mi

n

inun

j

ob

_r-cou

ira-

Do=s

not

meet,-nini=um

job

requi

renen

ts

-

a-

rn

the

evenL

an

unaccp.otabr-e

ra

Ling

is

obLained,

the

e

ploy=e

vrill

be

p)-ac=d

on

i

rnmec'ia

Le proba

Lion

and

nus

t

aD33ar,

vri

th

i

n

one

mon

th,

a

L

a

mee

Eing

of

the sar

ary

c

n:ttee

of

the Eoard

of Aldermen-

rf

;

negakive

decisi

is

formalizeci,

tha

employee

may

lose

the

ir.r-nLeed.%

a;rd/or

be

dismissed

-

. r

tT

i

'r.j--

.':Ui-rS

fi

PRCCESSING

SALARY

INCREASES

'\

'---C

>5:-.-

A-

Th=

s=Iary

co;nnittee

of

Lhe

Board

of

Alciernsn

shalt

issue

;

sale-.y

pr6g..o

"l

a guaran't.=-"r-iz'u"tween

sLeps-

Th=.r

L

".- o-=

rnc:-ease

shall

be

deterinined

Uy:

s.lar:5,

Cornmilt="

of

B:

of

Alde:-r:ren

each

year- Each,year

tne

deoartmenL

heads

rvirl

\C\

'-:.:-..

f=::

thef:r

employees

as t'o

tfie'S

criL.eria

lrst_ed

above

on

t

U

ewaluation

forn-

Tt

will

be.

Lhe

responsibility-or.en=

saLa

Cc=nitt'eo

to

deLernine

the

starting

araqy

of

nuru

empt.6y.se..

the

sarary

rang=

accoiding

to

theii

p"=itior

crassificaLior:

a

C-

P;-?T

TrI-i=

Ei-.IPLOYEES

111

parL-tirne

non-union

city

employees

vri11'be

evaluated

b,,.

14=yg:

on

a

yearly

basis

and

his'recom;:enda'tions

,ri;;-;;",-;;

by

Lh=

5a1ary

Commi.tiee

3;161

forivardeC

to

tn=-

g"-rj-"f

"U;;;

*=ci

a:provar.

"-:--'

HC,,

iO

PROCESS

A

SALARY

TNCREASE

All

salary

lncreases

musL

be

approved

ani

sent

to the

Finance

Department

by

by

the Board

of

Resolu

tion.

D1 )or'

,tauu-

''i-l-.laDIA

c-c

llrL.\u/1JLJ-)

n

T.Ti:.

sCi-irDULE

FOR

SUBi{TSSrON

OF

D=:::trn=n'.

heacis

riust

subrri t

eva-Luat

sc

th:t

the SaLary

Committee

of

the

i

t=

:occ;il;nendations

to

Lhe

tsoard

o,=

r:-==L:ng

c-i-

no

meri

t

incr'ease

r.l:-ll-

be

ions

by

--July

I

o-f

each

i

Bglrci

o.'

AlCe:men

may.sL

O19:

rm=n

by

i

[s

Oc

tobe;-

glven

.


29/30

-':*

Vr-

t-

-

-\?f;S

T;.'

P.ECCESSTI.IG

CF

SALA.RY

a

ptrpSO),Jr\iEi,

r-L:

^

tt-- c

u/

l/\l'luL-)

Ine

originaLing

depar-tnent

head,.ril

Pg:-.'ornJ".=

a,rJfr=tion

.fo.o

anci

atl

and

pr-oc=ss-

es

f

oI1c. :

I

prepa:-e

Lhe

oriEina.

copies

o.f

the

for-r,r

-a-

ReLa;n

a,copy

of

t

he

Pe_r--f

o.r

i,-ance

Eval_ua

ti on

f orrn_

'.o the

next

level

o.F

approving

ary

Comnittee

of

'the

tsoar_d

of

D.

Scnci

th=

o-r-ioinal

.au

Lhori

ty

(

Lhe

Sal

Al-de:-men

)

-

.

The

sara-r-y

corimittee

wirr

review

tlre-form

and

sign

iL

if

he

increase

is

approved_

It

must

tn""-;"-a;

i;;

Board

f

Alder-riien'

for

final

approval-.

If

J-

wi]l

be

returned'i;-Inf'o.isinatins

;}i3:ffi IEoi'"i}""iff:

'ut

an

approvar

sign3bure'(Jn

expiJn.tior,

shorjro

be

fur*

ished

to

the

originating

department

head

==

io-rf,y

the_

_.

inc.rease

or

change

was

,..,ot

=pp.o.lruJ)_

The deLerminaLion

f

subsequent

action

concerning

d;'f

ropo=eo

increase

::ffIi.::

:E'iff:

f;j::""

.l:

"'igi"5t;;";;;

iij:';:iI.r:

uocn

receipt

of

a resoruLion

o^-

the

Board

of.-

Ardermen,

th='-

epart;aenL

head

i5

now

assured

that

th;

i.,I.""=e,

is

aoproved.

nd

the

salary

change

is

effecbed-

Th;

;;;-.Lment

heaa

may

"

no',

ter-]

the

emprovee'

of

the

=-+::y.

i;.r;;;"-

A

departnent

ead

shal1

not

te1i..".:Tpr"y""'tnit

",ui.ry

increase

l:as

=en

recomnended,

submitted

;.

.;;;"""0]"'iIi,

the

resorrrtj_on

5

received

Joy

the

deparLment

head

'Departnent

heads

should retain the

Resorution

in

in=r.-

fil--s

j

for

reference

for completibn

of

future

;-i;;y

increase

forms

for

thaL

employee-

yery

often

maintain

employee

recorcls

in

the

develcpn-nt

of

Lh=i.

employees

tra

tive

responsibr

l_r

ties

t"*uiJ-;;;;;.

These

reco.rds

are:

')

a

VTT-I-

D:PARTi.]'}iT

HEAD

RECoRD

KEEPII.]i

Depa.r'tnen

L

heads

ItiL

l

assist

them

in

thei;

acjminis

reporb

to

Lhem,

tha

L

and

tyho

i..

2-

A

copy

of

the

Employment

Apolication,_

Copi'es

of

atr- Evaluaticn

'Foi-ns

an.

R.esor-u

Lions_

Copres

of

aII

.forms_

?hese

r-ecor-ds

shoul-d

beginning

at

trme

of

te.r-nrnaLion-

be

nain

taineC,

as

approDr-i

aie,

ernploynen

t

anci

'cea=ino

a

t

time

c.f


30/30

\/

I I I

D=gARTii=i']T

H'AD

F.ECOP.D

KE;PlNG

(Con

tinu

e'i

)

They

should

be

tr-ansf

erred

to

-the

i;

in.

emPloyee

is

transferred'

IfaCepartnenLh'e-g'=recordsarelost'oa-=lottran

f erred

vri

th

a

transf

errinq

empJ-3Yee,

':opies

r:'-

be secl

€rnr

l-ho Salar-v

CommiLtee

or

other

individual

responsj-bl

ne'

dePa:

,nen

L

he

ad

IX

CC}IFID

ENTIAL

HANDLING

OF

SALARY

INFORMATIqI

.

Allsalaryrecords,formsancimisce}Ianeousinformationdea

vrith salary

;;;i;istraLion

are

highlY

conficienti

a]

'

and

sh?

never,

,nou.r"Iil'

;i;;rr=Lun.es,'

f lll

in

to

the

hands

of

un-

authorized

p=r=lnn"r-

g*pi"v"==

should

be

cautioned

by

tha

departmenL

h;;;-"[-tn"

ti["

ir

employmeotr'

"19

:as-deenec

]'

necessary

tne.=.i|".,

that

disclosure

of

another

employ--e's

salary,

their

=-i.ty'inti"ases'

eLc-

may

o=

9'::"nds

.for

lt=

I,lEi,

JoBs

AI.Jp.

cHANGES

rN

JoB

loi\lI-ENT

oF

Exrsrrl'JG

CREATION

OF

JO3s

r..,---

ill"o=

orr=t

be

broughL,

to

Lhe

attention

of

the

Board

of

Ardernen

'

s

s"rllv-il,,'ii

tt;;.

;;

l=I

:iL

l:^:":+I tl

i?t33?t

::::ffi";;ri:iiiIr.

;;"'ii";[i"n

"r

l.

po'=itio.,

c]assiricati.on

.anc

labor

g.;;;-;'" ot"

.

i"=on

is

praced

'oo:'''.

:

-

L

to

Lhe

attention

.bf

:x:'3=":;

a::J;? "5r*t;"

Board

,f

-

erJ"rnen

so

rhar-

chans

in

the

jrp_l;"=.rlption'uno

evaluation

can

be

nrade,

if

r=-

quired-

€h."-

;;;*i;"

crasiifltt:t:n List'issued bv

the

variou,

o.g"nizational

unils.

Empioyees

must

noL'bb

hired

or assiqned

;;"j;;t

oLher

ir''n

tl:="-

jobs authorized

"or

'

their

sfiecific

organizaLionar

unrtr'

-

"'

-.

xr-

EXCEPTION

T0- -oLICY

when

any

excepLion

to

this

salai-y

pclicv

1s'propcsed'

Lhe'

originator

rr i'"rr=,

in=-ror,:=

;'excepiioi"r-o-F'olrcvi'

rn.

ti

conments

section

and

a

ju-'liiitation

f

or

the

excePLion

mus

i

be

submitted

-lo

tne

satary-co**i

LLee

of

the

Board

of

Alder;-

;;r";ppi""-r

-

ansonia personnel rules

Documents