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1^* <br />f' <br />i'f\ <br />li ■■■: <br />206. BREAKS <br />Authorized breaks shall begin and end at the employee ’s <br />assigned work area. Authorized breaks shall include a break <br />during the first four hours of work, a meal break and the second <br />four hours of work and shall not exceed one hour in total for all <br />breaks in a day. Department Heads are responsible for scheduling <br />such breaks for department personnel and may adopt department <br />rules specifically addressing such breaks. <br />207. PRRFORMAHCB BVALPATIOH <br />1. There shall be a minimum of one (1) written performance <br />review on an annual basis for all regular full-time, regular part- <br />time and for probationary employees as outlined in Section 203. <br />The evaluation will include a review of the employee's major <br />responsibilities, an appraisal of the employee ’s job performance, <br />identification of any areas needing improvement and an action plan <br />for correction or improvement, including the establishment of <br />future performance objectives. <br />2. A personal interview between the immediate supervisor and the <br />employee shall be conducted by the supervisor within a reasonable <br />period of time after receipt by the employee of the supervisor s <br />v^fitten evaluation. A copy of the written evaluation for each <br />regular and probationary employee shall be submitted to the City <br />Administrator for review and shall be filed in each employee s <br />personnel file. An employee must receive an overall evaluation of <br />"satisfactory" performance to be eligible for a salary perforiaance <br />increase. <br />208. GRIBVAWCB POLICY <br />1. It shall be the policy of the City that full and free <br />opportunity for discussion of grievances is encouraged. No <br />punitive action will be taken against an employee who submits a- <br />grievance in good faith and follows proper procedure. <br />2. The City will handle grievances promptly. The grievance <br />procedure will consist of three steps. An employee shall be <br />deemed to have waived his/her rights under this section if the <br />employee fails to follow the procedures as outlined herein: <br />a.Step One. When a grievance regarding benefits or working <br />circumstances is brought to the attention of the <br />employee's supervisor, that supervisor shall discuss the <br />relevant circumstances with the employee, consider and <br />examine the causes of the grievance, and attempt to <br />resolve it. If the grievance cannot be settled at this <br />level, the grievance shall be reduced to writing by the <br />employee, signed and submitted to the employee's Depart ­ <br />ment Head within twenty (20) days of the initial <br />discussion with the supervisor.