68-ERESOLUTION NO. 68 - E
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF BOYNTON
BEACH, FLORIDA:
1. Thai the existing Civil Service Rules and Regulations of
the City of Boynton Beach, as amended, are hereby further amended by
incorporating therein the additions, deletions and amendments set forth in
the attached exhibit, which exhibit is hereby made a part hereof by reference
PASSED AND ADOPTED this I Z~ day of~U~-- , 1968.
ATTEST:
City Clerk
CITY OF BOYNTON BEACH~ FLORID~
By:
Counc ilm"~'n
Councilm an ,~ '
C ounc ilm an
SEAL
CLASSIFIED AND UNCLASSIFIED SERVICE
ARTICLE i
UNCLASSIFIED SERVICE
Section 1. DEFINITION OF TERMS - The positions listed
in Schedule A are hereby designated as in the unclassified
service. All such positions are not subject to these rules
in any respect.
Schedule A - (1) Members of the City Council; (2) The .
City Manager, City Auditor, City Attorney, Municpal Judge,
Judge Ad Litem, and all members of any board or commission
or any individual in a specialized field appointed by the City
~nager and the City Council; (3) Day laborers, part-time
or temporary employees.
ARTICLE ii
CLASSIFIED SERVICE
Section 1. All permanent positions in the service of
the City of Boynton Beach shall be included in the classfied
service except those enumerated in Schedule A, and the pro-
visions of these rules Shall be applicable to them and their
incumbents.
Appointments, promotions, demotions and/or dismissals of
Department Heads shall be approved by the City Council°
Section 2. CLASSIFICATION AND COMPENSATION PLAN -
The Personnel Officer, with the approval of the City Manager, shall
maintain a classfication and compensation plan which shall be
open to the public at all times during regular office hours.
.Section 3. AMENDING THE CLASSIFICATION AND COMPENSATION
PLAN - The City Manager may amend the classification and com-
pensation plan with the approval of the City Counciland shall
have the right to change the specifications for one or more
existing p~sitions and shall fix or make a
revised schedule of compensation of suchPosition or any re-
lated position with Council approval.
The City F~nager may make revisions in the overal com-
pensation plan whenever, in his opinion, the existing rates
of compensation are too high or too low, and shall present
such recommendations to the City Council for approval.
Section 4. POSITION SPECIFICATIONS - Specifications for
the various positions are hereby declared to have the follow-
ing force and effect.
(a) SPECIFICATIONS - Specifications are intended to indi-
cate the kinds of positions that should be allocated to
respective organization units as determined by their duties,
responsibilities and qualification requirements. The use
of a partciular expression or illustration as to duties,
qualification requirements or other attributes, shall not be
held to exclude others not mentioned if such others are simi- ~
lar as to kind or quality. -
(b) GENERAL QUALIFICATIONS - Although not mentioned in
the qualifications statement, such qualifications as should
be properly required in common of all incumbents of all posi-
tions, such as good physical condition, freedom from disabl-
ing effects, U.S. Citizenship, suitable age, honesty, sobriety,
and industry are taken for granted.
Retirement age for all employees in the classified serv-
ice in all departments except Police and Fire, shall be
mandatory at age 65 years. The mandatory retirement age for
all classified employees in the Police and Fire Departments
of the City shall be at age 60 years, in all departments
except Police and Fire, employees past the mandatory retire-
ment age may be continued in their positions upon the recommda-
tion of the City Manager, with the apporval of the City Council.
Employees past the mandatory retirement age retained in their
municipal employment in accordance with the above procedure,
shall be considered non-classified and shall not be entitled
to Civil Service benefits. For the purpose of this Section,
the respective mandatory retirment ages of 60 and 65 years
shall be considered attained upon the individual employee's
reaching his 60th or 65th birthday, as the case may be.
Section 5. ALLOCATING POSITIONS - The specifications,
duties and qualifications of each position shall be construed
as a general descriptiqn of the kind of work Berformed by
the incumbent of a position and not as describing what the
cuties of the position shall be. The City Manager may, with
Council approval, abolish positions and reduce the staff as he
deems necessary or may merge the functions and responsibilities
of a stated position with other duties which might be assigned
to another person or position.
(c) 0VERTI~vzE. "As a general rule the requirement of
frequent and considerableovertime shall be considered evidence
of understaffing or improper organization and shall be sub-
ject to review by the City Manager
"Overtime work shall include only that work performed
by employees at the direction of a department head of his
authorized representative which, as a part of a single tour
of duty or by reason of a call-back, exceeds the number of
hours constituting the established work day or work week
for the class and for the department. Records of all overtime
for which payment is allowed shall be kept by the department
head and reports thereof made to the Personnel Officer on the
form and in the manner prescribed. Employees required to work
overtime may be granted compensatory time off or may be com-
pensated for such overtime at the regular rate at the discre-
tion of the City Manager provided that funds for such payment
are available in the personal services account of the annual
departmental budget. Department heads shall grant compensa-
tory time off whenever feasible and such compensatory time shall
not be cumulative beyond ~hree months from the time earned.
"in the case of part-time employees, the formula set forth
should be employed in determining the hourly rate and the part-
time employee should be compensated at this rate only for the
number of hours worked unless special circumstances, such as
the need for part-time service on a continuing basis, require
some upward revision of this rate."
- 5 -
and, in the case of increase, unless the necessary and appro-
priate funds are available in the annual department budget.
(e) Should any position in the classified service be abol-
ished by the appointing authority and t~e City Council, the
same position may not be re-established in the classified serv-
ice for a period of three (3) months.
ARTICLE iii
SELECTiON AND PROMOTION OF EMPLOYEES
Section I. FILi~Y~ APPLICATION - Any person desiring
appointment or promotion in the classified service shall file
with the Personnel Officer a written application on the pre-
scribed form.
(a) RESIDENCE - There shall be no requirement of resi-
dence for filing application for a position in the classified
service. Appointees to positions in the classified service shall,
within ninety (90) days from date of permanent appointment, esta-
blish residence within a radius of seven (7) miles of the City
Hall of the City of Boynton Beach, or closer if employrL~ent is ~
of an emergency nature and required by the City ~qanager.
The Personnel Officer may require all applicants for tests
for any position to evidence possession of the minimum qualifi-
cations as set forth in any public notice and also in case any
license or other evidence of competency is required by State
or City law or ordinance, to evidence possession of such
license or other evidence of competency.
Section 2. REJECTION OF APPLICATION - The Personnel
Officer may, for cause, reject an application prior to the date
of the tests for which it is filed. Any of thefollowing reasons
may be deemed sufficient cause for rejection of application,
although rejection may be made for other causes than those
enumerated.
GROUNDS FOR REJECTION
(a) That the applicant is found to lack any of the mini-
mum qualifications as required in the public notice.
(b) That the applicant is physically unfit to perform the
duties of the position to which he seeks appointment.
(c) That the applicant is addicted to habitual or excessive
use of drugs, narcotics, or intoxicating beverages.
-- 7 -- '
from a person who has been employed and whose name is
certified from the re-employment list.
Section 5. FiLLiNG VACAiqCiES - The higher positions in
the classified service, with the exception of Department Heads,
shall be filled by promotion as far as is consistent, in the
judgment of the Department Heads, the Personnel Officer and
the City Manager, taking into consideration the best interests
of the City of Boynton Beach. Such promotion shall be by
competitive test and by meeting the standards set for the
position which are to include experience and education.
The position of department head shall be filled according
to merit and fitness of all candidates to be judged on
the basis of: age, experience and background, education,
special or specific training, physical and mental fitness,
aptitude for the position, and by meeting all requirements
as outlined in the job description. In addition to oral
interviews conducted by the City Manager, candidates shall be
required to pass oral or written examinations prepared and
administered by the Personnel Officer and supervised by the
Civil Service Appeals Board, demonstrating their knowledge of
the position they are seeking.
The final selection of all department heads shall be made
by the City Council upon the reconuuendation of the City Manage~.
NOTICE OF EX~t~ATiONS - Notice of competitive examinations
for any classification with the exception of promotional exami-
nations,shall be announced two (2) weeks prior to the date
of said examination by advertisement in at least one newspaper
of general circulation in the City of Boynton Beach. A copy
of said advertisement shall also be posted immediately on the
Bulletin Board in the outer lobby of City Hall.
Notices of all promotional examinations shall be posted
prominently in all departments of the City at least wo (2)
weeks prior to the~amination date. A copy of such notice
shall also be posted on the Bulletin Board in the outer lobby
of City Hall.
ARTICLE iV
RECRUITMENT BY EXAMINATION
Section 1. All appointments in the classified service shall
be made according to merit and fitness. Merit and fitness
- 9-
may be determined by examinations which shall be prepared
by, or under the direction of, the Personnel Officer. All
examinations shall be impartial and shall relate to those
matters which will test fairly the capacity and fitness of
the candidate to discharge efficiently the duties of the
position to be filled.
Examinations may be assen~led or non-assembled and may
include oral, written, physical and performance tests, rat-
ings of training and experience, or any combination of these.
They may take into consideration such factors as education,
experience, aptitude, knowledge, character, physciat fitness,.
or any other qualifications or attributes which, in the judg-
ment of the Personnel Officer, enter into the determination
of relative fitness of the applicants.
The Personnel Officer shall determine the candidate's
total weighted score, this score shall be certified by the
Civil Service Appeals Board, and the Personnel Officer shall
then certify accredited personnel to Department Heads upon
their request.
A satisfactory F.B.I. and Florida Motor Vehicle Commissioners'
check of all candidates for employment with the City of Boynton
Beach in any department must be completed before such candi-
dates will be allowed to enter written or oral examinations.
Promotional examinations shall take into consideration the
quality and length of employment in addition to any or all of
the above factors.
Ail positions of un-skilled or semi-skilled nature shall be
non-competitive, but each employee shall be selected on the
basis of experience, physical fitness and ability to do the
by the Department Head. Each applicant shall be interviewed
by the City Manager and the Department Head and shall be
selected in accordance with the above-stated qualifications.
No employment list shall become effective until it is
submitted to, and approved by, the City Manager.
Section 2. MEDICAL EX3UMiNATIONS - Ail applicants for
positions in the City service shall be required to undergo a
medical examination to determine mental and physical fitness
to perform work in the position for which the appointment is
to be made. Ail employees of the City of Boynton Beach
- 10-
during their period of employment may be required to undergo
periodic medical examinations to determine their mental and
physical fitness to perform the duties of the position in which
they are employed. Such periodic medical examinations shall
be made at the expense of the City of Boynton Beach by a
physician approved by the City Council.
~anual physicaI examinations for all employees to de-
te~ine their physical and mental fitness to perform their
assigned duties may be required by the City Manager, beginn-
ing at age sicty (60) and continuing for the duration of their
employment. Such examinations shall be made at the expense
of the City of Boynton Beach and by a physician approved by
the City Council.
Section 3. APPLICATION FOR POSITION IN THE POLICE DEPART-
MENT - All applicants for examination for the position of
patrolman in the Police D ~
eparument shall be, in addition
to the general r ' ~
equlremen~s:
1 - Candidates with no previous police experience must
be: not less than twenty-one (21) nor more than thirty-six
(36) years and one month of age at the date of their examina-
tion. Maximum age restrictions for candidates who have a
five (5) year proven record of satisfactory service with an
accredited police department in another community or in
another state, or who have served five (5) years in police
work in any branch of the military service,way be extended
to age forty (40) and one month.
- ll-
2 - Must be certified by a Physician approved by the.City
Council as being qualified for the service. Such report to
be made on a form to be prepared by the Personnel Officer.
No applicant failing the physical test shall be allowed to
take the oral or written examinations.
3 - if two (2) or more months elapse between said physi-
cal examination and written and/or oral examination and the
date of actual appointment, the appointee shall submit to a
physical re-examination. A seconf form will be furnished for
this purpose.
SECTION 4. POLICE PROMOTIONS.
- 12 -
1 - Ail promotions in the police department shall be
made in accordance with Article iii. Section 5. Paragraph 9.
2 - Motorcycle Officers shall be appointed by the Depart-
ment Head with the approval of the City Manager after they
have d mons~rated their ability to qualify for the position.
e ~
3 - A police officer in continuous service who holds a
Civil Service rank and is appointed to a higher position
within the department may, upon his written request, be re-
turned to the rank from which he was promoted.
4 - The Chief of Police may, in emergencies, appoint regu-
larly employed officers who have passed their probationary
period to act in the various classifications, but the officers
may not hold the acting positions ~nger than 45 days.
Section 5. APPLICATION FOR POSITION OF POLICE WOM~ -
All applicants for -'ppointment to the position of Police-
woman shall be, in addition to the general requirements:
1 - Not less than twenty-one (21) nor more than forty.
(40) years of age at the date of their examination.
2 - Must be certified by a physician approved by the
City Council as being qualified for the service. Such report
is to be made on a form to be prepared by the Personnel
~zcer. No applicant failing the physical test shall be
allowed to take the written or oral examinations.
3 - if two (2) or more months elapse between the phsi-
cal and written or oral examination and the date of actual
employment, the appointee shall submit to a physical re-
examination.
Section 6. APPLICATIONS FOR POSITIONS iN THE FIRE
DEPARTMENT - All applicants for the position of fireman in
the Fire Department shall be, in addition to the general
requirements:
1 - Not less than twenty-one' (21) nor more thanthirty
(30) years and one month of age at the date of their examina-
tian. Such restrictions shall not apply to candidates from
the Volunteer Fire Department.
- 13-
2 - Must be certified by a physician approved by
the City Council as being qualified for the service. Such
report is to be made on a form prepared by the Personnel
Officer. No applicant failing the physical test shall be
allowed to take the writen or oral examinations.
3 - If two (2) or more months elapse between the physi-
cal and written or oral examinations and the date of actual
employment, the appointee shall submit to a physical re-
examination. A secon form will be supplied for this purpose.
Section 6. FIRE PROMOTIONS
1 - Promotions in ~he Fire Department shall be Bom
calss to class, from the lowest to the highest ratings.
- 14-
the employee next in rank shall be eligible to take the exami-
until the vacancy is filled.
2 - In case of cacancy in the position of Mechanic or
in other specialized positions where unusual skill or know-
ledge is required, the Fire Chief, with the approval of the
City ~nager, may reco~,end the appointment of an employee
without examination, regardless of rank or length of service.
Section 7. EMERGENCY RECALL TO DUTY - No employee in
the classified service may accept outside emplo~aent which
will prevent his prompt return to duty in the case of any
emergency. Such emergency shall be determined by the head
of his department and the City Manager.
Ail employees subject to emergency duty shall maintain
direct telephone service and employees who fail to maintain
satsifactory emergency response shall be subject to discharge.
ARTICLE V
~MPLOYM~NT AND RE-~MPLOYMENT LIST
Section 1. ESTABLiSP~NT OF RE-EMPLOYMENT LIST - ~nen-
even any person in the classified service has performed his
dutzes satisfactorily and has been laid off without fault
on his part; or has taken leave of absence and is ready to
return to duty when a positron in the classification he holds
is open; the Personnel Officer shall, on the wr/kten request
of such employee, and with the approval of the City Manager,
cause his name to be placed on the re-employment list for
the appropriate classification.
The names shall be arranged on the re-employment list
for each position in the order of the average service ratings
of the employee, provided that in case no service ratings
are available, the order may be determined by the Personnel
Officer after investigation. If he deems investigation imprac-
tical or unwise, the names shall be entered on the re-employ-
ment list in the order of length of service.
~enever two (2) employees whose names are to be
entered on the re-emplo~aent list have the same service
- 15-
ARTICLE VI
APPOINTMIENT OF ELIGIBLES
Section 1. REQUESTS FOR CERTiFICATiON OF ELIGIBLES -
~enever a vacancy in the classified service is to be filed
other than by transfer, demotion, promotion or emergency
appointment, the Department Head shall make a request to
the Personnel Officer on the prescribed form for certification
of three (3) names of persons eligible for appointment to
positions in the specific classification, and the Personnel
Officer shall, in turn, advise the City ~nager of this request.
k~enever practical the Department Head shall make such
request thirty (30) days in advance of the time the new
employee is to begin work and, in any case, shall make such
request as soon as possible.
Section 2. CERTIFICATION OF ND~ES OF ELIGIBLES - Upon
receipt of a Department Head's request for certification
of eligibles the Personnel Officer shall certify the names
and addresses of persons whose names appear on the re-employ-ii
ment list and who are willing to accept employment in the
position wherein the vacancy exists°
it is incu~TCoent upon every Department Head who rejects
a list of eligible names furnished him by the Personnel Offi-
cer, to state, in writing, and in exact, specific and precise
terms, his reasons for such rejection.'
If there is no re-employment list for the position, or
in case no person whose name is on the re-emplo~aent list is
willing to accept appointment to the position, the names and
addresses of the three (3) persons highest on the emplo~uent
list for the position who have signified their willingness
to accept the appointment shall be certifzed. Should the
Department Head express dissatisfaction with any of the first
three (3) names, a second list of the next three (3) eligibles
in the order of their standing on the employment list shall be
certified and this shall continue until the list is exhaus~d
or the position filled.
If the Personnel Officer is satisfied from explanations
supplied him by the Department Head, or as a result of in-
vestigation, that the duties and responsibilities of the vacant
position and the conditions under which the work is to be
performed are such as to require an employee of a particular
sex or with the ability and willingness to work Unusual hours,
or with some other special or personal qualifications, he shall
pomn~ment to a position, the duties of which he is able to
perform, in a ciasification carrying a lower rate of com-
pensation. He may also be demoted by the City Manager to a posi-
tion carrying a lower rate of compensation. Such demotion shall also
be considered a classification demotion. ~
A.~iCms Viii
REMOVAL OF EMPLOYEES
Section i. PROBATIONARy PERIOD - The probationary period
shall be regarded as an intrinsic part of the examination process
and shall be utilized for observing the employee's work, securing
the best possible adjustment of the new employee to his position and
said probationary period shall consist of the first six (6) months of
employment with the City of Boynton Beach after appointment.
During this probationary period employees shall not be con-
sidered a part of the Civil Service, shall not be entitled to any
~-gh~s and privileges of Civil Service, and shall be subject to dis-
missl without cause. After the completion of his probationary period
the employee automatically becomes and is entitled to all the rights
privileges and conditions c ' ~
oncazned in these Rules and Regulations.
P?nenever a permanent employee in the classified service
is promoted to a position in a higher classification, either through
the re-allocation of his position or by passing a p omo~monai exami-
nation said employee shall be -~ ~
' - ~equ_rem to serve a six (6) month
probationary period in the higher masszfzcamzon before being con-
firmed in the position. H
owev=r, said employee, because of his
permanent s~ ' ·
~amus mn the classified service, shall retain his Civil
Service rights during this period, if, during this six (6) month
'orobationary or testing period in the nzsner classification, employ-
ee's performance does not meet required standards as dete~ined by
job specifications; or ~ monthly performance ratings as filed by
his department head are not indicative of his ability to perfo~ the
duties of the higher position, the employee shall, with the approval
of the City i~nager, upon the written request of the Department Head,
be returned to his former permanent classification and the
z OS~ ~O~
thus vacated filled by the next eligible candidate. All positions
fii!e ~ =
m ~s ~ne resui-c of the ~ ~ -~-~ " . · .
.... u= ~n une nzg~er ciassfication and =
all new ~rsonnel so employed
shall be advised that their period of ~ ' ' , · ·
=nztzal prooatzon wzll not be
considered complete until the pe~aanent employee they are replacing
is confirmed in the higher ciassfication...
Section 2. SUSPENSION OF ~MPLOYEES - The City ~nager
may, at any time suspend, dismiss, demote or ~rans~er any employee
in the classified service for any cause which will promote the effic~
ency of the service, but o~by in accordance with these Rules and
Regulations, except as to transfers.
~e City Manager sh~i, or in his absence, the City Council
acting in his place may~ for disciplinary purposes, suspend without
pay an employee in the classified service from the perfo~,ance of his
duties for a reasonable length of time (not to exceed thirty (30)
days) because of inefficiency, incompetence, misconduct, negligence,
insubordination, disability, or,her sufficient causes.
-23-continued
in case of the City ~anagar, or the City Council acting
in his place,suspends any e~p!oy~e, he shall give written
notice forthwith to the suspended employee stating the reason
for the suspension and the duration thereof; and shall forthwith
(s) ~?no, upon expiration of earned sidi leave, fails
to file a request for additional leave ~hout pay, with the
Personnel Officer within a reasonable time, not to exceed
~ree (3) work days, ~"
~nould additional leave be desired
or necessary.
Section 4 PROCEDU?~E FOX ~v~
· ~.{OVAL OF EMPLOYEES - "The
City }~nager may at any time, fine, suspend, dismiss, demote
or transfer any employee in the classified service for any
cause which will promote the fficiency of the service, but
only in accordance wi~h the Rules and Regulations of the
merit system as amended by the City.
"Upon the dismissal, suspension, or ae~.~otmon, the City F~na-
get shall, within twenty-four (24) hours, give the employee
a written ta~e~,,en-c of tlme reasons zo~ such dismissal, sus-
Dension or demotion and shall i~?~ediatei file copy there-
of with the Civil Service Appeals Board° If the employee
desires, he zany, within' seven (7) days after such dismissal
suspension or demotion, file with the Board a request for
a hearing, setting = ~
~o~h in detail in his ~-'~' -
pe~z~zon, the
basis of his appea!o The ~oard upon receiving such notice
of appeal shall, ~ ' ~
w~nzn men (i0) days, set a date for a
hearing. Notice of the tirae and place of such hearing shall
be served upon the City iw~nager and the employee either
personally or by registered mail at least five (5) days
before the date of the hearing~"
Section 5. RES!G~AT2ON OF EMPLOYEE - Any employee
in the classified service who 'ishes to resign in good stand-
ing shall give his Department ~ead or the City Manager a
written notice at least one (1) week in advance of the date
which he intends to terminate his emplol~aent' unless the
appointing authority requires a longer period of notice not
to exceed two (2) weeks, or consents to his leaving on
shorter notice. Such notice of resignation shall be forward-
ed to the Personnel Officer by the appointing authority,
together with a report as to the character of the employee's
services°
~f any employee resigns from the classified service.
without giving the required notice~ the Personnel Officer
shall enter this fact on his roster card° Such failure to
give the required notice may be considered sufficient
reason for rejecting future application for said employee
to enter tests.
Any employee who has resigned after giving proper
notice may have his name placed on the re-empio~amnt list
for the ciassifica~on. Such request must be made in writ-
ing to ~ae Personnel Officer.
Any employee who is absent from duty for three (3)
consecutive business days without securing leave from his
superior officer, or without notifying him of the reason
for such absence and the time he expects to returns shall
be considered to have resigned° Such resignation shall be
treated as a resignation without notice and a report thereof
made to the Personnel Officer.
Section 6. CO>~ENSATZON FOR DISMISSED EMPLOYEES -
if an employee is removed from YEs position in the classified
service or is separated from his ~osition in any other
manner and the City M~nager deems~it desirable to pay such
employee the compensation due him in advance of the regular
pay day, such payment may i~m~ediate!y be made out of any
funds lawfully available therefore, and if the facts are
shown in a special payrollinnmediately prepared and sent to
the Personnel Officer in the next succeeding payroll.
A~TZCLE iX
RECORDS OF EMPLOYER
Section to PERFOrmanCE P~.TZNGS - Performance ra~ngs
for employees in the classified service
shall be filed with.~
~ ~ /every slx ~on~ns.
the Personnel Officer by the Department mea~s~ ~ =opy oz
such performance rating shall also be given to the employee
in order that he may know whether o~ not his work is satis£
factory.
- 27-
Section 2. VACATION YE~'~z~ ~ ~
~-~.~- ~acn full-time employee
who has served one (~' full _
~ veer er more w!l be granted two
(2) calendar weeks of vacation with pay annually. A~ount
of vacation to be taken is .......... ~ ~ _
e=~=~.:~.ec by the nunfoer of
months worked in the previous calendar year.
Vacation leave mav~ be ........ ~:=~: as earned, subject to the
approval of the Department Head who shall schedule vacations
so as to meet the ..... ~-
ope~_ng requirements of the~epar-' ~men~=.
Employees may accrue vacation leave to the maximum of
leave earned in one year. Vacation leave may not be accumu-
lated from year to year. !t is mandatory -~ ~
~n~ all such
iezve earned during any one calendar ,!ear be taken within
the same calendar year or the vacation leave will be declared
forfeit° In the event an employee has been unable to take
advantage of earned vacation meave wz=n the result that he
has accumulated the maximura for a calendar year he may, with
the approval of une ==~a~men~ Head and proper notice to the
City Y~nager, absent himself from work in order to prevent
loss of vacation leave.
Provisional, temporary and part-time employees shall
not be entitled to vacation leave with pay.
Regular employees who have completed one (i) year or
more of service shall, upon leaving the City service, be
compensated for vacation leave accrued to date of separation.
= 30 -
Vacation assignments will be made in order of preference
of the ~-~ptoyees if and ~d~.en, in the opinion of the Sul;er-
visor or Depa~L~n~ servzce requ'_rements will permit
Supervisors or Department Xeads shall submit vacation sched-
ules for t?~-zlr employees to the City .2~nager for approval and
such schedules may be ~,' ~ ....
s~os~ to change by the City ~.~anage~.
Vacation pay will be for the normal rate of pay for a work
week.
it is mandatory that each empmo.fee in the classified ser-
vice who has earned vacation leave during any one calendar year
absent himself from work and acLual!y take such vacation.
Employees who nave served ten ~.0) y. ears or more shall
be entitled to one (1) a
TM ' =
~emtzon~i week of paid vacation leave
per calendar year.
Section 3. SiCK LEAVE - Each employee ~ the classified
service shall be ~? ~s
a~zow~c a maximum of twelve (12) work days
of sick leave per calendar year. Sick leave shall be gra~ted
to employees at the rate of one (!) working day for each
month of service, except when an employee has less than six
{6) days accumulated sick leave, he shall be granted only 1/2
days pay for each day of sick leave taken. Such leave shall
be computed on a calendar year basis and may ~ accm-aulated to
a total of sixty (60) days.
Sick leave shall not be considered a right which an
employee may use at his ~s .... ' .... ~
~ c.e~zo~ but r~he_ as a privilege
which shall be allowed only in case of personal sickness or
disability~ legal quarantine because of exposure to contagious
disease, or in the case of ~z±~ess within the immediate
family. No more than five (5) working days in any calendar
year may be taken because of sickness within the immediate
family.
Zn order to be granted sick leave with pay an employee
must meet the following conditions:.,
(a) Notify his i~aeediate superior not later than two
(2) hours after the beginning of the scheduled work day of
his reason for absence; or within lesser limits if required
by the Department Head.
(b) File a written request for sick leave on the form
and in the manner prescribed° if the absence is for more than
three (3) consecutive work days, the employee must submit a
medical certificate signed by a physician stating the. kind and
nature of the illness or injury, ....
~nau the employee has been
incapacitated for service during the period of absence, and
that he is again able to perform his duties.
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P~ such memzca± examznatzon or inquiry which
The City deems desirable.
{d) Sick leave shall no-c be used for any purposes ex-
cept the reason stated above and ciasa!nd sick leave when
physically fit shall be cause for discharge.
Employees serving a probationary period on an original
~epozn~en~ shal~ accrue sick leave privileges in accordance
with this section.
in computing sick leave only those months shall be
counted during which an employee has woz~med ~'~nr~e-q~ar~ -~'~'-~rs
{3/4) or more of nz~ regular work days
Au'~aorized leave of one ~i) or more days duration will
be ............ ~
g~n~ee em~±ovees ~eszrmng -ahem for ~ersonai reasons
when, in the opinion of .....~ Department Head or Supervisor,
service requirements ~sermit. Employees taking such leave
will be given the option of talcing the leave without pay or
being paid for the leave and having such time deducted from
their annual vacation leave.
Section n. L~AVE n~v .... ' PAY -
.... ~ - meave with pay may be
authorized in order that regular employees may serve required
jury duty.
(a) D~ATH iN THE Pz~%[iLY - in case of death of the
employee's mother, father, foster-parents, brother, sister,
wife, husband, son: daughter, mother=in-law, father-in-law,
grandparents, or grandchildren, the employee shall be allowed
reasonable and necessary time to attend the funeral°
(h) ON ~
Tr~ JO~ IN~JRY - 5~enever an employee is
compelled to be absent from duty because of an injury deter-
mined to be compensable under the provisions of the Work-
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lay-off and the date ~ such _~y-o~, oecomes effective. Such
w;-itten notice to the em~io,,ee should precede actual lay-off
~ ~ wo (2) weeks if possmo_~, and in no case
should less than one {i) week elapse between notice of lay-o
and the date such lay-off ~g.~.s{-~.
· ~ae much-aGe in his written report a
The Depar-d~ent ~--~ '~ shall '
statement whether, : ~ ~ ~ ~
~ ~.~ opinion~ the employee subject
to lay-off shou_m be re-empioved
_ ~ . ~ a future vacancy in the
classification exists."
The Personnel Officer shai then enter on the appropriate
re-empiolmment list for the classification, the names of the
employees he considers suitable for re-emplo!~aent, based on
the recox~endations outlined above, on his own records, and
on the desires of employees who are willing to be re-employed
when such vacanies exist.
PROCEDURE
Section ~
~. POLICY - ~ sn~±± be a policy of the City
of Bovnton~ Beach to ~Drovide a procedure for the p~en~a~zon
and mutual adjustment of ~oints of disagreement which arise
between '-~ ~ ~
empmoye~s and their su~oervisors, and to assure em-
ployees -~ ...... - ...... ~'
~ ~nezr problems aha co~N~zn~s will be considered
fairly, rapidly and without reprisal.
(a) PURPOSE - ~e primary purpose of this grievance
procedure is to determine ~'~-r~,~.s.~ is right, rather .... ~n~n ~0 is
right~ Free discusszon o~w~ eme!ovees and supervisors
....... ~ .... "- ~' by both of the practices,
will lead to a oe~e~
policies and procedures which affect employees. This will
serve to identify and
_ ne±p ~m~e conditions which may
cause misunderstanding and grievance~ ~ae purpose is de-
feated if a spirit of conflict ........
=~ into the consideration
of a grievance. Supervisors and employees alike must realize
and recognize the true purpose of the grievance procedure if
it is to be of value in promoting the well-being of the
organization.
(b) DEFiNiTiON OF A GRiEV}~CE - k grievance is a
complaint: a view, or an opinion pertaining to employment
or working conditions, including grievances arising from
suspension, demotion or dismissal; to relationships between
an employee
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made within five (5) working days, the employee may have his
grzevance submitted to 'the City Council, provided that such
grievance does not ~erta-~ to ~'
dismissal. '
it shall be ti. duty of
-- _ -~,~ ~y ~oul.c_~ after carefully
weighing ail facts centalned in 'the employee's writuen state-
ment of grievance ~-~
~-~n~ reached by his Sui~rvisor'
Department Xead, the Personnel Officer, and the Cm~/ Manager,
to judge each case fa{r~v and iraeartiailv, solely on the
merits of the evidence ~resented.
After reaching a ~ ~ .... ~ '
G~_s_o~
· . _ s~a~ pre-
senn such deciszon in writing to the City Manager, the
employee, and ~ ' · · .
~- other parmmes mn the actzon, and this
declslo~, the City Council
~ ~ ~ of
.... ~m be final in all cases
except -~ ~ '
~ose wnzcn concern the emeloyee's suspension, demo-
tion or dismissal.
Should the em-oiovee~s com-o!a~nt arise from his suspen-
sion, memotion or m~s.,.s~ z'c sna±~ not se referred to the
C_~y Cc~_.cz~, but sha~l De zrP~,edzatei~ referred b ~ - '
ment Plead to the City Manager. Y y ~ne Depart-
--. ~y Manager snaz~ maxe a thorough investigation of
the grievance and shall make his decision within five (5)
working days.
Zf the decision of the City P~nager is not satisfactory
to the emp!oyee~ he may file a written request for a hearing
before the Civil Service Appeals Soard in accordance with
the procedures outlined in the Appendix attached to these
Rules and Regulations.
"OMIT ENTIRE ARTICLE"
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