Chapter 2.24 PERSONNEL

In cases where these rules conflict with collective bargaining contracts and agreements duly agreed on between authorized employee organizations or unions and the city the provisions of the contract shall govern. In all cases these rules shall apply. (Ord. 164 § 1, 1975)

2.24.020 Definitions.

The following terms whenever used in these rules shall be construed as follows:

A. "Class" means a group of positions sufficiently similar in duties, responsibilities, authority and minimum qualifications to permit combining them under a single title, and to permit application of common standards of selection and compensation.

B. "Classification plan" means the designation of a title for each class, together with the specifications for each class as prepared and maintained by the city manager with departmental input.

C. "Compensation schedule" means a schedule of salary ranges of all the classes in the service of the city including single position classes setting forth the salary range for each such class in accordance with the criteria and procedures set forth in this chapter, and also setting forth the salary rates by step in each such range.

D. "Continuous service" means employment without interruption except for brief leaves of authorized absences.

E. "Demotion" means the movement of an employee from one class to another having a lower salary range.

F. "Dismissal" means the discharge of an employee from employment with the city by the city manager for just cause.

G. "Employee" means any individual occupying a position in service with the city.

H. "Examination." Examination refers to any device or procedure used in the selection process to measure applicant abilities and suitabilities for a position. This may include but is not limited to oral interviews, written tests, performance tests, evaluation of performance during probation and scored evaluation of education and experience.

I. "Layoff" means termination of an employee because of lack of funds or lack of work.

J. "Part-time regular position" means a position in which the employee regularly works less than forty hours per week but not less than twenty hours per week.

K. "Part-time nonregular position" means a position in which the employee works less than twenty hours per week.

L. "Permanent appointment" means the appointment of a person to a permanent position upon successful completion of probation when applicable which signifies satisfactory performance in a permanent position to which the employee is assigned.

M. "Permanent employee" means an employee who has successfully completed a probationary period in a permanent position.

N. "Probation" means a working test period of six months or more if so designated by the city manager during which an employee is required to demonstrate his ability and capability to perform the duties of the position to which he has been appointed.

O. "Promotion" means the movement of an employee from a position in one class to a position in another class imposing higher duties and responsibilities requiring higher pay, qualifications and providing a higher maximum rate of pay.

P. "Recognized employee organizations" means any organization or union which includes employees of the city and which has as one of its primary purposes representing such employees in their employment relations with the city and has become recognized with the city under the procedures as outlined in the state collective bargaining law, RCW Chapter 41.56.

Q. "Reinstatement" means return of an employee to his former position in the service of the city within one year after layoff or at any time after successful appeal of a suspension, demotion or dismissal.

R. "Relative by blood or marriage within the third degree." All of the following relationships are within the third degree: spouses, children, parents, grandchildren, brothers, sisters, grandparents, great grandchildren, nephews, nieces, uncles, aunts and great grandparents.

S. "Salary range" means the range of salary rates for a class as set forth in the compensation plan.

T. "Salary step" means the minimum to maximum increments of a salary range.

U. "Suspension" means a temporary removal from duty with or without pay of an employee for disciplinary purposes or for the purpose of investigation of accusations brought against an employee.

V. "Temporary appointment" means the appointment for a limited period of a person to a position in a higher class occupied by a permanent appointee on suspension; or to a position in a higher class occupied by a probationary or permanent appointee who is on authorized leave of absence; or a position for which a vacancy exists.

W. "Termination" means separation from employment with the city.

X. "Transfer" means a change of an employee from one position to another in the same or different class having essentially the same salary range, involving the performance of similar duties and requiring substantially the same basic qualifications.

Y. "Uniformed employees" means employees who are duly sworn officers of the city’s police and fire departments and who are under the state mandated civil service system (RCW Chapters 41.08 and 41.12).

(Ord. 164 § 2, 1975)

2.24.030 Types of appointments.

All vacancies may be filled by appointment, reemployment, promotion, demotion, transfer, reinstatement or open competition. (Ord. 164 § 3(3-1), 1975)

2.24.040 Recruitment.

Available positions may be publicized for any necessary period by announcements posted on public bulletin boards and by such other means as the city manager may deem necessary. Announcements may specify the title, pay rate, duties to be performed, required qualifications (as found in the city’s classification plan), time and manner of making application and other pertinent information related to the available position including the method of screening to be used in the selection process. (Ord. 164 § 3(3-2), 1975)

2.24.050 Application forms—Content.

Application shall be made as prescribed by the city manager. Application forms shall require information on specific job experience and training and shall contain questions designed to obtain job related information. All applications must be fully completed, signed and dated by the applicant. Testing methods may include any or all of the following: performance tests, written tests, scored oral interviews, or scored evaluation. The city manager shall determine the manner and methods in which screening will take place within the above guidelines. (Ord. 164 § 3(3-3), 1975)

2.24.060 Conditions of employment.

A. Prior to final appointment, selected eligibles may at the discretion of the city manager be required to pass a medical examination by a licensed physician at city expense. Failure to demonstrate physical fitness for the position will result in the applicant not being hired.

B. An employee shall not engage in employment other than his or her city job if such employment interferes with the efficient performance of his or her city job, constitutes a conflict of interest, or would result in a poor public image for the city as determined by the city manager.

(Ord. 164 § 3(3-4), 1975)

2.24.070 Restrictions on employment.

A. Employment with the city requires an employee to conduct any and all personal matters in a manner that will bring no discredit to the city.

B. Peddling or soliciting for sale or donation of any kind on city premises or during regular working hours is not allowed without the express written consent of the city manager.

C. Employees shall not participate in partisan political activity on city time on premises or while representing the city in any way, nor shall they be the instrument of allowing others to use city time, facilities or influence in partisan political activities.

D. Nonpartisan political activities involving city time, facilities or influence may be allowable for city employees if performed with the written authorization of the city manager and are not proscribed by federal, state or local law.

(Ord. 164 § 3(3-5), 1975)

2.24.080 Temporary appointment.

Appointment to city employment on other than an acting or regular basis shall be considered temporary. Temporary appointees shall serve at the discretion of the city manager. (Ord. 164 § 4(4-1), 1975)

2.24.090 Probation.

A. An appointment shall not be permanent for a period of six months. Probation is an extension of the selection process and failure of same as determined by the city manager does not constitute any right to appeal under these rules. Employees on probation may be terminated or probation extended only by appointive authority.

B. Rejected probationers shall be notified of such action in writing by the appointive authority and a copy of the notification shall be retained in the personnel files.

(Ord. 164 § 4(4-2), 1975)

2.24.100 Reemployment.

An eligible list of the names of those with permanent appointments who were laid off or demoted in lieu of layoff shall be maintained for each job class. Employees reemployed may be required to submit to medical examination as provided in Section 2.24.060. (Ord. 164 § 4(4-3), 1975)

2.24.110 Promotion.

A. Vacancies in positions shall be filled insofar as consistent with the best interest of the city from employees holding permanent appointments in appropriate job classes if qualified personnel are available within the service of the city.

B. City employees who are promoted must serve a new six-month probationary period.

(Ord. 164 § 4(4-4), 1975)

2.24.120 Transfer.

Upon recommendation of the department head or to meet the needs of the city, a transfer may be made. No person may be transferred to a position for which he or she does not possess minimum qualifications. A new probationary period shall be established for any employee who is granted a transfer. A transfer shall not be used to circumvent regulations regarding promotions, demotions or termination. (Ord. 164 § 4(4-5), 1975)

2.24.130 Demotion.

A. No employee shall be demoted to a position for which he or she does not possess the minimum qualifications. An employee being demoted shall be notified two weeks prior to demotion. An employee may be demoted:

1. When his or her standard of performance falls below that set for his or her particular class;

2. When the employee becomes physically or mentally incapable of performing the duties of his or her position;

3. For disciplinary purposes;

4. In lieu of layoff.

B. A demotion may be authorized by the city manager for any employee who requests it or to prevent a layoff. Any demotion to prevent layoffs may be reversed when the employee’s previous position is reopened.

(Ord. 164 § 4(4-6), 1975)

2.24.140 Suspension.

An employee may be suspended without pay by the appointive authority for disciplinary reasons as specified in Sections 2.24.200 through 2.24.220 by notifying any employee in writing and filing notice with the employee’s personnel record. An employee must be provided with written notice as to the reasons for and duration of such suspension within a reasonable period of time. If an investigation reveals that the decision of suspension was made by error or misunderstanding of fact, the employee may be reinstated and may be reimbursed for salary loss due to suspension. (Ord. 164 § 4(4-7), 1975)

2.24.150 Dismissal.

The appointive authority may dismiss an employee for any of the disciplinary reasons specified in Sections 2.24.200 through 2.24.220 by notifying the employee in writing of the action pending. Such formal written notice shall contain:

A. Statement of the grounds for dismissal;

B. The effective date of the action.

(Ord. 164 § 4(4-8), 1975)

2.24.160 Resignation.

An employee wishing to leave the city service in good standing shall at least two weeks before leaving file with his or her department head a written statement as to the reasons for leaving and the effective date of leaving. The time limit of the resignation may be waived at the discretion of the department head concerned. The department head shall forward a copy of the resignation and a final performance evaluation report to the personnel files of the employee. An employee who has resigned with a good service record and who has complied with all personnel procedures may be reemployed within one year to his former position, if vacant, or to a comparable one, if available. Upon reemployment, the employee shall be considered for all purposes except retirement benefits to have received an original appointment and shall serve a six-month probationary period. (Ord. 164 § 4(4-9), 1975)

2.24.180 Layoff.

A. The appointive authority may lay off permanent employees for lack of work, budgetary restrictions or other changes that have taken place. The employee is to be given five days’ notice except in cases of emergency before such layoff is to take place.

B. In determining who in any classification is to be laid off, consideration is to be given to individual performance and then to seniority in the positions to be affected.

C. If the employee being laid off possesses a good service record, his or her name shall be placed on a reemployment list according to his or her job performance and seniority. The list shall be maintained for one year.

(Ord. 164 § 4(4-11), 1975)

2.24.190 Exit interviews.

The city manager may conduct or have conducted an exit interview with employees leaving city employment, if in their opinion, information can be gained which will improve or enhance present operating procedures. (Ord. 164 § 4(4-12), 1975)

2.24.200 Discipline.

The tenure of every city employee shall be based on reasonable standards of job performance and personal and professional conduct. Failure or refusal to meet these standards shall constitute just cause for disciplinary action. All employees shall be subject to disciplinary action including written reprimand, suspensions, demotions and dismissal for any one or more of the causes or grounds for discipline set forth in these rules. Disciplinary action is not primarily intended to be punitive but rather to maintain the efficiency and integrity of the city service. The administration of disciplinary action upon any employee shall take into consideration among other things, the nature and severity of the offense and the employee’s prior record. This section shall not apply to elected officials. (Ord. 164 § 5(5-1), 1975)

2.24.210 Causes for discipline.

All appointed employees may be subjected to disciplinary action for cause, including but not limited to:

A. Conviction of a crime;

B. Insubordination (disobedience);

C. Absence without leave;

D. Abuse or theft of city property;

E. Knowingly giving false statements to supervisors or the public;

F. Violation of city ordinances, administrative or management regulations or department rules;

G. Drinking alcoholic beverages on the job or being intoxicated on the job;

H. Acceptance of gratuities for services performed as a part of city employment;

I. Refusal to be examined by city authorized physician when so directed by a department head;

J. Loss of job requirements such as necessary licenses, certifications, etc., through neglect or through culpable conduct;

K. Failure to adhere to published standards of conduct and example required of supervisors and other officials;

L. Incompetency and/or malfeasance in office.

All disciplinary action against an employee shall be recorded in his personnel record.

(Ord. 164 § 5(5-2), 1975)

2.24.220 Procedure for disciplinary action.

Except as otherwise provided for, the following provisions shall govern disciplinary actions for city employees:

A. The severity of disciplinary action shall be related to gravity of the offense.

B. Whenever an employee’s performance, attitude, work habits, or personal conduct at any time falls below a satisfactory level, supervisors shall inform the employee promptly and specifically of such lapses and give counsel and assistance.

C. In situations where an oral warning has not resulted in expected improvement, or where more severe initial action is warranted, the supervisor shall initiate a written admonition to the employee, retaining a copy for his record.

D. If expected improvement does not materialize, the supervisor shall bring the matter to the attention of the city manager providing a copy of any previous admonitions.

E. In severe cases and reprimands, if the appointive authority believes further disciplinary action is warranted, he or she may suspend the employee without pay for a period not to exceed twenty working days, or ten shifts for firemen, by notifying the employee in writing, with a signed copy. The written notice will specify the reasons for the suspension and its duration. Employees will be given twenty-four hours’ notice of the effective time of the suspension. Dismissal may also be used if the city manager believes that such action is necessary for the interests of efficient city government.

(Ord. 164 § 5(5-3), 1975)

2.24.230 Creation and maintenance of classification.

A. The city manager shall be responsible for the preparation and continued maintenance of a classification plan so that it will describe on a current basis the duties of each position and class to which each such position is allocated. Permanent positions will be included in the same class if:

1. They are so similar in respect to duties and responsibilities that the same descriptive title may be used;

2. Substantially the same requirements as to education, experience, knowledge and ability are demanded of applicants;

3. Substantially the same tests of fitness may be used in choosing qualified appointees;

4. The same schedule of compensation can be made to apply with equity. The city manager shall authorize one person to maintain the classification system and to centralize the personnel record-keeping system.

B. When a new position is requested by a department head or the duties of an old position are changed, the department head shall submit to the city manager a written description of the duties of the position. After investigation, the city manager may approve or amend the job description and allocate or reallocate the position to a class; provided, if a new position is created, approval shall be secured from the city council.

(Ord. 164 § 6(6-1), 1975)

2.24.240 Reallocation or reclassification of positions.

Revision of class specifications and reallocations within the classification plan shall be made as often as is necessary to provide current information on positions and classes. It shall be the duty of the city manager or his designee to examine the nature of all positions and to allocate them to existing or newly created classes, to make such changes in the classification plan as are made necessary by changes in the duties and responsibilities of existing positions and to periodically review the entire classification plan and recommend appropriate changes in the allocations or in the classification plan. Creation of a classification plan, reclassification of existing positions or alteration or omission of existing classifications shall be subject to the approval of the city manager in consultation with the department head involved. (Ord. 164 § 6(6-2), 1975)

2.24.250 Salary range—Preparation.

A. The city manager shall prepare and keep current a compensation plan to consist of a series of salary ranges graduated by standard percentage increments between two or more steps within each range or within groups of ranges. In preparing such a plan, salary ranges shall be designated for each class of positions and by such continued designation the compensation plan and the classification plan shall be directly connected to each other. The salary range for a class will be determined with due regard to the ranges of other classes, the ability of eligible applicants, and prevailing rates of pay for similar positions offered by other employers. The city manager may, from time to time, cause comparative studies to be made of all factors affecting the level of salary ranges and recommend such changes in salary range as appear to be justified. Such adjustments shall be made by increasing or decreasing salary range of the appropriate number of steps or ranges as provided in the basic salary schedule and the rate of pay for each employee shall be adjusted in appropriate number of steps or ranges in conformance with the adjustment of the approved salary for that class.

B. The salary established for a position shall represent the total remuneration for the employee except for fringe benefits, official travel, and other approved expenses. No employee shall receive pay from the city in addition to the salary and fringe benefits authorized in these rules and the current budget as adopted by the city council.

(Ord. 164 § 6(6-3), 1975)

2.24.260 Less than full-time.

Whenever an employee works for a period less than the regular number of hours a day, days a week, or weeks a month, the amount paid shall be on an hourly basis. The exact hourly wage will be determined by dividing the annual salary by two thousand eighty hours, except for firemen on shift basis dividing annual salary by two thousand nine hundred twelve hours. (Ord. 164 § 6(6-4), 1975)

2.24.270 Overtime.

A. Overtime shall be granted upon approval of the department head for each hour worked beyond the normal working week of forty hours or beyond two hundred forty hours in a twenty-eight-day work period for policemen and firemen, at a basic rate of one and one-half the hourly rate for each hour worked.

B. Department heads and other designated members of the management team of the city shall not be eligible for overtime compensation.

(Ord. 164 § 6(6-5), 1975)

2.24.280 Call back.

Minimum call-back time for overtime compensation shall be one hour. No payment shall be paid for overtime that has not been certified by the city manager or department head as necessary. (Ord. 164 § 6(6-6), 1975)

2.24.290 Pay period.

Employees are to be paid once a month, or as authorized by the city manager. New monthly employees working less than a calendar month will be paid at a rate per hour determined by dividing the annual salary by two thousand eighty hours, or firemen on twenty-four hour shift, by two thousand nine hundred twelve, for the actual days or hours worked. Permanent monthly employees, after the probationary period is completed who have neither sick leave nor vacation leave available, will be docked for time lost at a rate determined by dividing the annual salary by two thousand eighty hours, or firemen on shift, by two thousand nine hundred twelve, on the basis of eight hours for each day lost. (Ord. 164 § 6(6-7), 1975)

2.24.300 Attendance.

Employees must be in attendance at their work in accordance with the rules regarding hours of work, holidays and leaves. All departments are required to keep daily attendance records of employees on a form approved by the city manager. (Ord. 164 § 7(7-1), 1975)

2.24.310 Hours of work.

All full-time city employees except firemen and department heads shall work forty hours a week. Firemen (on shift) shall work an average of fifty-six hours per week computed on an annual basis. Due to the nature of their work, some divisions and departments will have different schedules; those schedules shall be determined by the city manager in consultation with the department heads. If an employee knows that he or she will be late for work or absent because of illness or other reasons, it is his or her responsibility to contact his or her supervisor as soon as possible to enable the employee’s supervisor to make necessary arrangements to continue the employee’s functions while he or she is absent. (Ord. 164 § 7(7-2), 1975)

2.24.320 Absence from duty.

Absence from duty without authorized leave will be considered cause for dismissal. Absence from duty without authorized leave for two consecutive days is deemed resignation from the service. The absence of an employee from duty without authorized leave must be reported to the department head and in turn the city manager. The return of an employee to duty must also be reported to the department head. (Ord. 164 § 7(7-3), 1975)

2.24.330 Vacation.

A. Vacation allowance shall be earned annually based on the following schedule:


Years Continuous Service	Working Days Per Year
1—2	12
3—4	13
5—9	15
10—14	20
15 or more	25

B. Upon satisfactory completion of the initial six months of continuous service, an employee shall be eligible for a paid vacation. Employees with less than six months of continuous service shall not be eligible for a paid vacation nor shall they be considered to have accrued any vacation time until the completion of six months of continuous service.

C. Vacation leave may be carried over from one year to the next, however any accumulated vacation leave in excess of the amount earned in a two-year period will be forfeited by the employee unless an extension is granted by the appointing authority. Extensions may be granted in the discretion of the appointing authority when it may be determined that it was for the city’s benefit that the vacation was not taken. Employees may not be paid for unused accumulated vacation time, except upon termination of employment.

D. All requests for vacation must be approved by the department head at least five days prior to the commencement of the requested vacation. No employee shall be paid for unearned vacation leave. The employee with greater seniority shall be given his or her choice of annual leave in the event of any conflict over when leave is to be taken.

E. Excess vacation over allowable accruable amount may be paid at the employee’s regular hourly rate if the employee cannot be granted vacation due to needs of the city.

(Ord. 745 § 2, 2002; Ord. 244 § 1, 1978: Ord. 164 § 7(7-4), 1975)

2.24.340 Sick leave.

A. Sick leave with pay shall accrue at the rate of one working day of leave for each calendar month of continuous full-time service. Any such leave accrued which is unused in any year shall be accumulative for succeeding years for all regular full-time employees up to a maximum of ninety days except for employees covered under LEOFF system, who shall not accrue any sick leave.

B. An employee eligible for sick leave with pay shall be granted such leave for the following reasons:

1. Personal illness or physical incapacity which is beyond the employee’s control;

2. Bereavement Leave. A death or critical illness where death appears to be imminent of a member of the employee’s immediate family, defined as any relative by blood, marriage, or adoption who is a member of the employee’s household, under the same roof, and any parent, substitute parent, parent-in-law, spouse, child, brother or sister of the employee regardless of residence.

C. City employees may be excused by the department head to attend funeral services of deceased city employees without loss of pay.

D. Sick leave entitlement shall apply to medical and dental office calls when absence during working hours for this purpose is authorized by the employee’s department head.

E. An employee on sick leave shall inform his or her immediate supervisor of the fact and the reasons therefor as soon as possible, and failure to do so within a reasonable time may be cause for denial of sick leave with pay for the period of such absence.

F. In any instance involving use of a fraction of a day sick leave, the minimum charge to the sick leave account shall be one-half day, while additional employee absence over one-half day shall be charged to the nearest day.

G. If an employee covered under the LEOFF Act is ill for more than five consecutive working days, that person may apply for disability retirement benefits under the provisions of RCW 41.26.120.

H. Upon termination of employment, except for retirement, an employee shall be paid for twenty-five percent of accrued sick leave up to a maximum of one hundred eighty hours. Upon retirement, twenty-five percent of accrued sick leave, up to a maximum of one hundred eighty hours, shall be converted to vacation time and used prior to retirement.

(Ord. 410 § 1, 1985: Ord. 164 § 7(7-5), 1975)

2.24.350 Military leave.

Military leave for city employees shall be governed by RCW 38.40.060. Reemployment of returning veterans shall be governed by RCW Chapter 73.16. (Ord. 456 § 1, 1988: Ord. 164 § 7(7-6), 1975)

2.24.360 Jury duty leave.

It is the civic obligation of each employee to serve on a jury if he or she is called. While on jury duty or while appearing as a legally required witness, an employee will receive full pay from the city but the city shall deduct therefrom an amount equal to jury fees actually received by the employee. (Ord. 164 § 7(7-7), 1975)

2.24.370 Holidays.

A. Legal holidays to be observed by the city government are:

1. New Year’s Day;

2. Martin Luther King’s Day;

3. President’s Day;

4. Memorial Day;

5. Independence Day;

6. Labor Day;

7. Veteran’s Day;

8. Thanksgiving Day;

9. Friday following Thanksgiving Day;

10. Christmas Day;

11. Personal holiday.

B. The city manager may, with concurrence of the city council, declare a holiday in lieu of Martin Luther King’s Day.

C. Any employee of the city, with the exception of police officers and firefighters, on a standard forty-hour work week (Section 2.24.310) who is on vacation or medically authorized sick leave when a holiday occurs will not be charged for that day.

D. Part-time or temporary employees are not entitled to holiday benefits. Only permanent or probationary employees who are on the regular payroll during the period that encompasses the holiday are entitled to full holiday benefits.

(Ord. 448 § 2, 1987: Ord. 164 § 7(7-8), 1975)

2.24.380 Maternity leave.

Permanent female employees will be given maternity leave in accordance with their sick leave benefits. Total regulations are reflected in the state and federally governing maternity leave and working by pregnant women, and such regulations shall govern the city and the employees. (Ord. 164 § 7(7-9), 1975)

2.24.390 Workman’s compensation.

A. All nonuniformed employees of the city will be covered by state workman’s compensation or some program with equal benefits.

B. Any employee receiving sick leave with pay, who is also eligible for time loss payments under the workman’s compensation law, shall, for the duration of such payments, receive only that portion of his regular salary which, together with said payments, will equal his regular salary. In order not to work an undue hardship on the employee caused by the time lag involved in time loss payments, the employee shall be paid his full salary and on receipt of time loss payments shall endorse such payments to the city. Absence for on-the-job injury covered by workman’s compensation shall not be charged sick leave for the first thirty working days; additional absence shall be charged at the rate of one-half day of sick leave for day of absence.

C. Full-time uniformed employees are covered under the LEOFF system as defined by RCW Chapter 41.26.

(Ord. 164 § 7(7-10), 1975)

2.24.400 Leave of absence without pay.

A. Upon written request of the employee, the city manager may grant a regular employee a leave of absence without pay not to exceed one year. Approval of such leave will be in writing and signed by the city manager. No vacation or sick leave benefits or any other fringe benefits shall accrue while the employee is on leave without pay; moreover, the employee’s anniversary date will be adjusted by the length of the leave granted. Upon expiration of a regularly approved leave without pay, the employee shall be reinstated in the position held at the time the leave was granted or other equivalent position.

B. Any employee on leave of absence may continue his or her medical insurance coverage by paying the full cost of the city in advance for each month or portion thereof, of which he or she is absent.

(Ord. 164 § 7(7-11), 1975)

2.24.410 Training.

The city encourages the improvement of the service of employees by providing opportunity for training, including training for advancement and for general fitness for public service. Responsibility for developing programs for training employees shall be assumed by the appointed authority. Such training program may include lecture courses, demonstrations, assignment of reading matter or such other devices as may be available for the purpose of improving the effectiveness and broadening the knowledge of municipal officers and employees in the performance of their respective duties. (Ord. 164 § 8(8-1), 1975)

2.24.420 Safety.

A. The city manager and the city council recognize the need for the development of safe working practices for every employee and desires to promote on-the-job safety by encouraging the proper design and use of buildings, equipment, tools and other devices. Responsibility for development, promotion and coordination of the safety program throughout the various city departments shall be a primary function of the joint safety committee.

B. This safety committee will be made up of representative employees of the several operating departments. It will assist in the development of departmental safety programs, coordinate interdepartmental safety practices and keep other departments informed of the safety performance within the city government. Supervisors, in conjunction with department safety representatives, are authorized to investigate the practices or conditions which are caused or may cause accidental injuries or property damage and make recommendations for their correction and prevention.

C. Administration of the safety program should be the job of the supervisor or department head. They should be constantly on the alert to observe and report unsafe working practices or existing hazardous working conditions with the aim of immediate correction. Each department head or supervisor shall make sure that the employee under his or her supervision is well acquainted with existing safety rules and shall see that the rules are uniformly enforced. Safety education of all employees shall be promoted by the supervisor’s adhering to all safety rules.

(Ord. 164 § 8(8-2), 1975)

2.24.430 Retirement.

The retirement program for all uniformed personnel is governed by existing state laws in RCW Chapter 41.26. Retirement for nonuniformed city employees is covered by the Public Employees’ Retirement System or its successor, based on the required salary contributions. Temporary and part-time employees shall not receive vacations, sick leaves or retirement benefits. (Ord. 164 § 8(8-3), 1975)

2.24.440 Fringe benefits.

A. Full-time employees of the city, and their dependents, may participate in basic group medical, dental, and vision benefit plans adopted by the city council.

B. Any uniform clothing or devices required to be worn on the job as a condition of employment by the city shall be furnished by and remain the property of the city.

(Ord. 448 § 3, 1987: Ord. 164 § 8(8-4), 1975)

2.24.450 Police and fire department employees—Maximum response time requirement.

A. The civil service employees of the police and fire departments will reside at a location so that they will be able to reach the safety services building of the city within ten minutes travel time.

B. For the purpose of this section, the term "travel time" is that time required to drive at the legal speed limit and obey all traffic laws during daylight hours with good road conditions.

C. In the event an employee does not live within the ten-minute travel time, that person shall have forty-five days to comply with this section.

D. In the event of failure to comply with this section, the employee shall be terminated without prejudice.

(Ord. 384, 1984)