| General
Information |
| |
ABSENCES
If you expect to be absent from work for any reason, you must
request leave from your supervisor as much in advance as possible,
so that suitable disposition of your work may be made to avoid
undue hardship on fellow employees and citizens. As soon as
you know you will be late or absent from work, you must notify
your supervisor. Absence without approved leave is cause for
disciplinary action.
If you are absent for three consecutive workdays without authorization,
you may be considered to have abandoned your position and thus
resigned.
|
| |
AMERICANS
WITH DISABILITIES ACT
The purpose of the Americans with Disabilities Act is to provide
applicants and employees with an effective procedure whereby
employment practices or terms, conditions, privileges of employment
and related issues defined under Title I of the Americans with
Disabilities Act may be resolved in a fair, equitable and timely
manner.
Any questions or concerns regarding the Americans with Disabilities
Act complaint procedures may be addressed through your supervisor
or through the Department of Human Resources.
|
| |
BULLETIN
BOARDS/BULLETINS
Information of interest and importance to you is regularly posted
on City bulletin boards located in City departments. You are
urged to look at them regularly.
In order to avoid a misunderstanding, no material may be posted
or distributed without prior permission of the Department of
Human Resources or your Department Head.
|
| |
DEDUCTIONS
Payroll deductions may be made for dependent health insurance
and optional life insurance, as well as other flexible benefit options. Also, Credit Union, U.S. Savings Bonds and United Way
deductions may be made.
Change of family status and number of dependents can affect
your take-home pay and changes should be reported immediately
to the Department of Human Resources.
|
| |
DRUG
FREE WORKPLACE POLICY
It is the policy of the City of Sarasota to prohibit City employees
from illegal possession, sale, distribution of non-prescription
narcotics, barbiturates, other mind altering substances or other
controlled substances at any time. Any illegal substance found
in the possession of a City employee will be confiscated and
turned over to the appropriate law enforcement agencies and
may result in criminal prosecution.
The City of Sarasota is a Drug Free Workplace and strives to
maintain this status for its employees. The City of Sarasota
is committed to providing a healthy and safe work environment
for our City employees.
The Director of Human Resources is responsible for the implementation
of necessary procedures, training and other requirements, as
may be appropriate, as approved by the City Manager, to ensure
the City of Sarasota is in compliance with the Drug Free Workplace
Act of 1988.
|
| |
EMPLOYEE
ORIENTATION
When you begin your job with the City, you will go through a
newcomers orientation as part of your regular work day. This
is an important beginning for you! We do everything we can to
help you get started properly to acquaint you with the advantages
and opportunities you will enjoy as an employee.
To make your job more meaningful to you, we have gathered some
items of information and some rules/procedures which will answer
most of the questions which will come up, not only while you
are new on the job, but also in the months thereafter.
|
| |
EMPLOYEE
RECOGNITION PROGRAM
Employee Recognition Programs will be scheduled at least annually
by the Director of Human Resources for eligible employees of
the City of Sarasota to ensure appropriate employee recognition
is provided to those employees who make exceptional contributions
to the City.
|
| |
EXIT INTERVIEW
It is important to know the reason employees leave their jobs
and how they feel the City can improve its programs and services.
All departing employees are encouraged to attend a personal
exit interview.
|
| |
FINGERPRINTING
Employees filling certain classifications in the City must be
fingerprinted and undergo a background check.
|
| |
HUMAN
RESOURCES DEPARTMENT
The Department of Human Resources is responsible for providing
the following services: employment, collective bargaining,
payroll
review, recruitment, grievance, classification/compensation,
benefits, employee development and employee services. Also,
your official personnel
record is maintained there.
It is important that you advise the Department of Human Resources
of any change in your name, marital status, address, insurance,
telephone number, exemptions or whom to contact in case of an
emergency.
|
| |
IDENTIFICATION
Identification cards are issued to all employees. These cards
remain the property of the City, and they should be used for
official use only in connection with your duties.
|
| |
JOB
CLASSIFICATION
Each position has a job description which defines the duties
and responsibilities of that position. A copy of the job classification
can be obtained from your department or at the Department of
Human Resources.
|
| |
OATH
OF LOYALTY
Florida law requires that all City employees sign an oath of
loyalty. This form is a part of our employment processing package
and should be completed along with your other personnel papers
at the time of employment.
|
| |
OUTSIDE
EMPLOYMENT
City employees wishing to engage in employment outside their
respective positions with the City must assure that such other
employment does not interfere with their ability/availability
to perform their regular duties. An off-duty employment permit must be granted before an employee is eligible to participate
in outside employment.
|
| |
PARKING
FACILITIES
There are normally parking facilities for employees near their
place of work. Parking "stickers" are available in
the Parking Management Division for employees who work at City
Hall. Stickers are also issued to employees who work in outlying
departments that conduct frequent business at City Hall. Employees
are encouraged to abide by parking regulations. The City does
not extend special privileges to City employees.
|
| |
PAYDAY
City employees are paid on a weekly basis every Friday. Time
sheets, approved by your supervisor, will assure you of accuracy
in
pay and related benefits. If a payday falls on a holiday, you
will receive your pay on the last work day preceding the holiday.
Your supervisor makes the arrangements for the time/place for
the receipt of your pay. Most City employees use direct deposit.
This system allows for an employee's pay to be deposited automatically
with the financial institution of his/her choice. Once the
funds
are deposited, they are immediately available on payday.
|
| |
PERFORMANCE
APPRAISALS
It is the policy of the City of Sarasota to periodically review
the work of all employees. Your supervisor will schedule a review
and discuss your evaluation with you. This program allows for
the opportunity to see how you are doing and helps you to know
how you are progressing in your job. It aids the City in appraising
your performance and determining your future goals.
The performance of each individual employee in City government
is the key to the overall success of the City in carrying out
its programs. The success of this system depends on the combined
efforts of employees, supervisors and managers. The employee
performance appraisal system is designed to improve job performance
and to create more efficient and effective work units and departments,
thereby increasing productivity within City government.
The performance appraisal process consists of three phases:
|
| |
| 1. |
Performance
Plan Planning - There must be a clear line of communication
between the rater and the person being rated to ensure
that the employee understands his/her position responsibilities.
|
| 2. |
Progress
Review - This phase is used to review the plan, discuss
progress and outline specific actions that need to be
taken in order to improve performance.
|
| 3. |
Appraisal
- An overall assessment of the employee's performance
in relation to the performance plan.
|
|
| |
The
following levels are used in the performance appraisal:
0 - 1.9 = Unsatisfactory
2 - 2.9 = Needs Improvement
3 - 3.9 = Satisfactory
4 - 4.5 = Above Average
4.6 - 5 = Outstanding
|
| |
When
an employee disagrees with the rating, there is a two-step appeal
process. Appeal to:
Step 1: Reviewing Officer
Step 2: Department Head
The decision of the Department Head is final. In the event that
the Department Head is the Reviewing Officer, there is no appeal
from his or her decision.
|
| |
PERSONAL
APPEARANCE
Employees are expected to be neat and clean in appearance and
dress appropriately for the office, client and public contact.
Individual departments may have special needs depending on the
type of work.
|
| |
PERSONAL
VEHICLES
If you are authorized to use your own automobile on City business,
you will be reimbursed for mileage to and from your destination.
|
| |
POLITICAL
ACTIVITIES
City employees may not use their official authority/influence
for the purpose of interfering or affecting the result of elections
to public office. These are a few of the prohibitions. Employees
may not:
|
| |
| 1. |
Solicit or receive any assessment or contribution from any City
employee for any political party or candidate for public
office on duty or during work time.
|
| 2. |
Use
their City position, equipment, property or supplies to
secure contributions for political activity.
|
| 3. |
Take
an active part in political management or in political
campaigns during duty hours.
|
| 4. |
Corruptly
use or influence any person or officer in the City service
for promotion of any person or compensation as a reward
for political service.
|
|
| |
As
an employee, you will receive additional information on permissible,
personal participation in political activity.
|
| |
PROMOTIONS
When job openings develop, we prefer, whenever possible, to
promote City employees rather than to employ from the outside.
In selecting candidates for available positions, consideration
is given to job qualifications in terms of job knowledge, skill
and ability as they relate to the work to be performed. You
have the best chance of being promoted if you do your work to
the best of your ability and prepare for the opportunities which
may lie ahead.
When you are being considered for promotion, your supervisor
will take into account, among other things, the manner in which
you carry out your present assignment, your ability to work
with others, your willingness to accept responsibility and your
demonstrated desire to help yourself through self-improvement.
These will determine your ultimate place in the City of Sarasota.
|
| |
REST
PERIODS
A work break of up to 15 minutes during the first half of your
work shift and again during the second half of the work shift
may be allowed.
Work breaks cannot be accumulated or be used to compensate for
late arrival or early departure from duty. Employees and supervisors
must cooperate to ensure that this privilege is not abused and
does not interfere with established work schedules.
|
| |
RUN/WALK/SWIM
FITNESS PROGRAM
This is a voluntary physical fitness program that was developed
in order to encourage and promote the physical well being of
employees in order to improve job performance and enhance quality
of life.
The Program is open to all City employees, and they are encouraged
to participate; however, only full-time employees will receive
Fitness Leave days based on their performance level in the Program.
Employees may qualify to receive up to three (3) Fitness Leave
days per test. The test is administered semi-annually. Fitness
Leave days must be used within twelve (12) months of the date
of accrual.
|
| |
SEXUAL
HARASSMENT
The City of Sarasota will not tolerate verbal or physical conduct
by any employee which harasses, disrupts or interferes with
another's work performance or which creates an intimidating,
offensive or hostile environment when such conduct constitutes
illegal sexual harassment.
The policy on this subject is posted throughout the City. Any
questions or concerns may be addressed through your supervisor
or through the Director of Human Resources.
|
| |
SMOKING
As a summary, the City's smoking and tobacco use policy states
that smoking and tobacco use is prohibited in any City building
and, for the most part, in all City-owned or leased vehicles.
There is an exception when a vehicle is assigned to one person
and is not used by non-smokers.
The policy also allows provisions for designated smoking areas
in the vicinity of City buildings and programs to help stop
tobacco use at no cost to the employees.
|
| |
SUGGESTION
PROGRAM: "MY IDEA WORKED"
The Suggestion Program is a program of recognition for City
employees who propose procedures or suggestions which, if adopted,
result in reducing cost, improving working conditions or work
performance and/or provide better services to the citizens of
the City of Sarasota. Each suggestion received is evaluated
promptly and impartially.
The City invites and encourages employees to make suggestions
which will aid in the efficient operation of the City.
For more details on this program, contact the Manager of Employee
Services.
|
| |
TERMINATIONS
An employee who desires to terminate his or her employment with
the City is expected to give two (2) weeks written notice of
that intention to his or her Department Head.
Any employee who fails to give two (2) weeks written notice
seriously jeopardizes his or her re-employment opportunity with
the City.
|
| |
UNEMPLOYMENT
COMPENSATION
Employees who are laid off or terminated through no fault of
their own, may be entitled to unemployment compensation benefits
under Florida law.
If you are laid off or otherwise terminated, you should contact
your nearest Bureau of Unemployment Compensation of the Department
of Labor and Employment Security to ascertain your rights to
these benefits.
|
| |
USE
OF CITY VEHICLES
City vehicles and equipment are public property and, therefore,
can only legally be used in the performance of City functions.
Employees who use City vehicles and equipment are required to
take necessary precautions for required service and maintenance.
|
| |
VETERANS'
PREFERENCE
The City of Sarasota offers Veterans' Preference, pursuant to
Florida State Statute 295, to those individuals who are eligible
to receive preference. Documentation substantiating a veteran's
claim must be furnished at the time of application.
Employment preference, interview and selection guidelines will
be adhered to in accordance with those established by the Department
of Human Resources. Department Heads are required to comply
with the Veterans' Preference provisions of the above Florida
Statute when hiring eligible candidates.
|
| |
WORKING
HOURS
The normal work week is forty (40) hours per week. There are
different schedules forpolice officers in order to meet public
safety requirements. It is likely that a workload in excess
of that which can be performed within the hours and/or days
of an established work week will be required from time to time.
All employees are expected to perform the necessary duties when
called upon to do so.
Federal laws defines jobs as "exempt" or "non-exempt"
depending on the description of the job. Your supervisor can
tell you which category you fall into.
|
| |
| A. |
Non-Exempt
Employees
|
| |
Employees
classified as non-exempt are paid on an hourly basis.
The regularly scheduled work week for non-exempt employees
is 40 hours, unless it is varied due to work requirements.
Time worked and absences from work are recorded on the
payroll.
|
| B. |
Exempt
Employees |
| |
Employees
classified as exempt are paid on a weekly salary basis.
The normal work week is 40 hours for exempt employees.
|
|
| |
WORKERS'
COMPENSATION
The City is self-insured for Workers' Compensation coverage
on each employee. This covers you in regard to an on-the-job
injury. Workers' Compensation is not paid for the first seven
(7) days. For the second seven (7) days and thereafter the pay
is 66 2/3% of the weekly wage to a maximum as prescribed by
the Florida Department of Labor and Employment Security. After
twenty-one (21) days of disability, the first week is reimbursed
at the rate as stated above.
It is required that employees report any accident or injury
immediately to their supervisor. Failure to do so may result
in an ineligibility for coverage. In addition, Workers' Compensation
benefits may be reduced if the employee fails to use the required
safety equipment or follow the adopted City safety procedures.
Top
of Page
|
