HomeMy WebLinkAboutResolution 1728A Resolution IiE.OLUTION N0.1"lAr
WHEREAS, on December 15, 1981, the City Council of the City of
Fort Worth passed Ordinance No. 8486, which provided for the establish-
ment, regulation and maintenance of a merit system now contained in
Article V of Chapter 2, of the Code of the City of Fort Worth (1986),
as amended; and
WHEREAS, Article V of Chapter 2 provides that the Personnel
Director shall prepare personnel policies which shall provide for such
rules, practices and procedures as may be necessary for the effective
administration of the City's Merit System; and
WHEREAS, such personnel policies, when approved by the City
Manager, shall be proposed to the City Council, and the Council may,
by resolution, adopt them with or without amendment; and
WHEREAS, the Personnel Director and the Management Review
Committee have prepared the attached revisions to the City's personnel
policies now entitled "Personnel Rules and Regulations ", which volume
is available for inspection and on file as a public record in the
Office of the City Secretary; and
WHEREAS, the attached revisions hate been approved by the City
Manager and are hereby proposed to the City Council as an amendment to
the City's "Personnel Rules and Regulations ";
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
FORT WORTH:
That the City Council hereby adopt, without amendment, the
attached revisions of the "Personnel Rules and Regulations" to facili-
tate administration of the City's Merit System, as provided in Article
V of Chapter 2 of the Code of the City of Fort Worth (1986), as
amended.
Adopted this % day of lllf� 1991.
APPROVED BY
CITY COUNCIL
O n JDR 1_i 1991
City secretary of Me
n4.. r 5.... WnwhrT..n.
[64 VI&A8)41 1i 6); #jL(11:YY:1
ISUBJECT
On -Site Extra -Help Employee
REVISION NO. 1
EFFECTIVE DATE
SECTION D
g) NUMBER 8
PAGE -OF
1 fIMIE APPROVED BY COUNCIL I APPROVED BY CITY MANAGER 1
4.7 Once possession of the minimum qualifications has been verified and the
physical examination has been passed, the hiring authority shall be
contacted by the Records Division of Personnel Department to hire the
applicant. If verification is not possible, the hiring authority shall
be notified and another applicant should be submitted for review.
4.8 Extra -help employees are not eligible to apply for regular positions
which are recruited promotionally until they have worked an aggregated
total of 1,040 hours with the City.
5..0 Appendix /Appendices:
5.1 Personnel Action Request Form
• 5.2 New Hire Data Sheet
•
•
FORT WORTH
SUBJECT
Promotion
DATE APPROVED BY COUNCIL
PERSONNEL REGULA
REVISION NO, i
EFFECTIVE DATE
APPROVED BY CITY MANAGER
SECTION D
NUMBER 12
PAGE 2 OF 2
•
4.8 An employee serving the probationary period for a promotional appoint-
ment may be demoted to the class or position or similar class or posi-
tion from which promoted if the employee is not able to fulfill the
requirements of the promotional position. Such restoration is not manda-
tory but is optional at the discretion of the Department Head, within
the limits of available authorized positions.
4.8.1 Such action includes restoration of the employee's former salary,
merit increase, eligibility date, and all other benefits to which
he /she would have been entitled if the promotion had not
occurred.
4.9 The probationary period of a promoted employee may be extended for a
period of three (3) additional months, at the discretion of the
Department Head.
4.9.1 The Personnel Department shall be notified of any extension of a
probationary period. Notification shall be accompanied by the
employee's most recent performance evaluation.
4.10 Extra -help employees are not eligible to apply for regular positions
which are recruited promotionally until they have worked an aggregated
total of 1,040 hours with the City.
4.11 Employees who are participating in a drug and /or alcohol rehabilitation
program, mandatory or voluntary, are in a probationary status and as
such, are not eligible to compete for promotional positions. (See
Alcohol and Substance Abuse in the Workplace Regulation, D -31.)
5.0 Appendix /Appendices:
None.
SUBJECT
Acting Pay
.L REGULATIONS (SECTION C
REVISION NO. , 1, , .. INUMBER 10
EFFECTIVE DATE
APPROVED BY COUNCIL I APPROVED BY CITY MANAGER
1.0 Purpose:
PAGE , OF
This regulation is established to define the conditions under which compensa-
tion for temporary assignments to a higher level position can be authorized.
2.0 Departments Affected:
All departments.
3.0 Policy:
3.1 Any regular employee who is assigned temporarily to work in a permanent
position in a class with a higher maximum salary than his /her own may be
compensated at the entry level rate established for the higher class for
work performed during any regularly assigned work shift served in the
higher class. In the event of overlapping salary ranges, a minimum
salary differential of not less than 4% or more than 9% shall be paid
for temporary assignments to a higher level position.
3.2 Any employee who is temporarily assigned to .serve and actually serves in
a higher level position must be qualified to perform and must actually
perform all the duties of the higher level position during the temporary
assignment in order to be eligible for acting pay.
4.0 Procedures /Rules:
4.1 Employees temporarily assigned to higher level positions for purposes of
learning the job (on- the -job training) are not eligible for acting pay.
4.1.1 Departments which provide on- the -job training for employees
should develop an on- the -job training plan wherein an employee's
training is monitored and recorded. Departments should establish
specific, measurable performance criteria including a method to
determine when an employee becomes eligible to transition from an
on- the -job training status to an acting pay status.
a. Criteria to determine eligibility to receive acting pay may
include items such as the number of hours (supervised and
"solo ") spent operating a vehicle, machine or piece of equip-
ment, the number and variety of tasks completed requiring
minimal or no revision, and proficiency in performing higher
level tasks and handling higher level duties.
b. If several employees are receiving on- the -job training and
several of them become eligible to transition from an on -the-
job training status to an acting pay status, departments
should consider offering those eligible an opportunity to
serve in an acting capacity.
CITY OF FOF
SU We g Pay
REVISION NO.
EFFECTIVE DATE
SECTION C
NUMBER 10
PAGE 2 OF 2
I DATE APPROVED BY COUNCIL I APPROVED BY CITY MANAGER I
4.2 No employee shall be assigned to a higher level position entitling
him /her to acting pay for a period exceeding thirty (30) calendar days
without concurrence of the Budget Administrator.
4.3 Rules for Rey Code Categories:
4.3.1 Category One: Rey Codes J, R, M, N, P, and W - Employees tempo-
rarily assigned to these classes require approval of their imme-
diate supervisors for one (1) to five (5) shift day assignments.
a. Supervisors of employees seeking approval for temporary
assignments to higher level positions must fill -out all the
information requested in Form 14000 -003 Temporary Assignment
Request for Acting Pay.
b. Temporary assignments in excess of five (5) shift days
require prior approval by the Division Head, with informa-
tion copies to Personnel, Accounting, and Management
Services Departments (Use Form 14000 -003).
n
U
c. Additional compensation will be paid for only those assign-
ments of one full shift day or more. Copies of Temporary
Assignment Request for Acting Pay Form 14000 -003 must be •
completed and attached to the Time and Attendance sheet on
which the employee's time is recorded.
4.3.2 Category Two: Rey Codes A, B, C, D, E, F, and G - Employees
temporarily assigned to these classes require approval of the
Department Head or his /her designated representative.
a. Copies of the justification must be sent to Personnel,
Accounting, and Management- Services Departments prior to the
assignment (Use Form 14000 -003). All information requested
in Form 14000 -003 Temporary Assignment Request for Acting
Pte, must be filled -out completely.
b. Assignments in this category are made on a project or pro-
ject leader basis, and acting pay will be paid only on
assignments of thirty (30) calendar days or more and shall
be paid retroactive to the first day of assignment.
5.0 Appendix /Appendices:
5.1 Temporary Assignment Request for Acting Pay Form 14000 -003.
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION D
SUBJECT I REVISION NO. NUMBER 19
Reemployment
EFFECTIVE DATE PAGE 2 OF 2
Q"ATE APPROVED BY COUNCIL APPROVED BY CITY MANAGER
4.3.1 Persons involuntarily terminated for disciplinary reasons will
not be eligible for reemployment for five (5) years after the
date of termination.
4.3.2 Persons involuntarily terminated for reasons other than
disciplinary action (e.g., poor job performance during initial
probationary period, health problems, etc.) may be excluded
from the .five (5) year prohibition. Such instances will be
considered on a case -by -case basis by the Testing
Administrator.
4.3.3 Persons who have been involuntarily terminated and who are
seeking reemployment must accurately record their previous
work record with the City on the City's Application for
• Employment. Failure to do so shall be considered sufficient
cause for immediate disqualification or dismissal.
5.0 Appendix /Appendices:
• None.
•
•
CITY OF FORT WORTH
SUBJECT
Personnel Committee
DATE APPROVED BY COUNCIL
1.0 Purpose:
REVISION NO. 1Q.
EFFECTIVE DATE
APPROVED BY CITY MANAGER
SECTION D
NUMBER 26
PAGE IOF 2
This regulation provides for the organization of a Personnel Committee, sets
forth membership composition, establishes the functions and duties of such a
committee, outlines the procedure to be followed in submitting items for
consideration by the committee, and describes, in general, the manner in which
business will be conducted by the committee.
2.0 Departments Affected:
All departments.
3.0 Policy:
The Personnel Committee, composed of the Director of Personnel and two (2)
Assistant City Managers, designated by the City Manager, shall assist in the
administration of the City's Personnel Rules and Regulations by allowing for
such exceptions as may become necessary to ensure optimum effeciency in
meeting the human resources needs of the City.
4.0 Procedures /Rules:
4.1 Organization of the Personnel Committee.
4.1.1 The Chairperson of the Personnel Committee shall be the Director
of Personnel.
4.1.2 The meetings of the Personnel Committee shall be on call of the
Chairperson.
4.1.3 The Committee shall adopt such rules of procedure as it finds
necessary in the conduct of its business, which are not in
conflict with the provisions of this regulation.
4.2 The Personnel Committee shall hear requests regarding personnel matters
submitted by Department Heads and shall have authority to make other
rulings and /or recommendations on such matters as:
4.2.1 Employment of persons above the second quintile of the salary
range.
4.2.2 Waivers of recruitment procedures or minimum qualifications for
positions to allow otherwise qualified persons to compete for
vacancies.
4.2.3 Requests for exceptions to the Personnel Rules and Regulations.
4.2.4 Other matters pertinent to the efficient administration of the
classification and compensation plan and to the handling of such
other matters as may be referred to the Committee by the City
Manager.
7
•
U
n
SUBJECT
Personnel Committee
:L REGULATII
REVISION NO. 1
EFFECTNE DATE
SECTION D
NUMBER 26
PAGE _ OF
I IRE APPROVED BY COUNCIL I APPROVED BY CITY MANAGER 1
4.3 All requests must be submitted or approved by Department Heads. Requests
shall be in writing with full and complete justification included. All
pertinent data and information concerning such requests should be
submitted which, in the opinion of the Department Head, would support
the request made.
4.3.1 Requests normally will be reviewed by the Committee no later than
one week after being received by the Chairperson. Department
Heads may meet with the Committee upon request.
4.4 Each Department Head submitting a request to the Personnel Committee
will be advised of the Committee's action in writing.
4.5 All actions taken by the Personnel Committee are subject to the City
Manager's review and approval, but decisions of the Committee shall be
final unless modified or reversed by the City Manager.
5.0 Appendix /Appendices:
None.
OF
SUBJECT
Use of Medicines on the Job
DATE APPROVED BY COUNCIL
REVISIONNO.1 (4.3,4,5,6
EFFECTIVE DATE
APPROVED BY CITY MANAGER
E
3
PAGE, OF
1.0 Purpose:
This regulation establishes a policy with regard to the City's providing medi-
cations for employee use, to set forth guidelines governing the use of other
drugs provided by the employee, and to outline supervisors' authority and
responsibility.
2.0 Departments Affected:
All departments.
3.0 Policy:
As a part of "First Aid" supplies, aspirin, buffered aspirin, and acetamino-
phen (Tylenol) (and nothing stronger) may be made available to employees at
the City's expense.
4.0 Procedures /Rules:
4.1 Usage of "First Aid" medication provided by the City (specified above)
shall be at the discretion of the employee.
4.2 Pills or other medicines provided by the employee for his /her own use
will be considered to be necessary for the employee's well -being unless
there is an observable adverse effect on the job performance of the
employee.
4.3 In the event of an observable adverse effect on an employee's job perfor-
mance, the employee will be required to justify to his /her supervisor
the use of the medicine during working hours, through his /her physician.
The Occupational Health Clinic staff may be contacted for guidance and
assistance.
4.4 If the employee cannot or will not justify the use of such medicines
through his /her physician and the observable adverse effects continue,
the supervisor should advise the Division Head of the situation, and the
Division Head should arrange to safely transport the employee to his /her
residence. The employee will not be permitted to return to work until
the matter of medicine usage has been resolved.
4.5 Whenever the job performance of an employee might result in an unsafe
condition, the supervisor is authorized and instructed to relieve that
employee from duty and arrange to safely transport the employee to his/
her residence. The supervisor shall notify the Department or Division
Head about the incident which necessitated transport of the employee.
4.6 Possession or use of illegal or unauthorized drugs while on the job may
result in termination. See regulation D -31, Alcohol and Substance Abuse
in the Workplace.
5.0 Appendix /Appendices:
None.
i
u I T UP FUR I WURTR PERSONNEL REGULATIONS *responsi-
ble F
SUBJECT REVISION NO. 1 (4.10) 1
Safety Program
EFFECTIVE DATE F 5
�' APPROVED BY COUNCIL APPROVED BY CITY MANAGER
4.7.5 To review the disciplinary action, if any, taken by supervisor or to recommend same and. to determne if it is
reasonable, appropriate, prompt, and consistent with prior action
in similar cases.
4.7.6 To recommend appropriate recognition for good performance.
4.8 Employer's First Report of Injury - When a death, lost time, or first -
aid injury occurs, or when a Supervisor is made aware of such an injury,
the Supervisor of the injured employee will ensure completion of an
Employer's First Report of Injury (Form E -1) as expeditiously as possi-
ble and forward this report to the Safety Office within 72 hours. In
addition, if the injury involves death or serious injury, this informa-
tion must be reported to the Safety Office by telephone as soon as possi-
ble. The Safety Office will document the accident, then forward the
• form to the Industrial Accident Board in Austin, Texas. This form must
be filled out completely and accurately.
4.9 Accidents that cause death, lost time, near miss or vehicular accidents
• will be investigated by the Department /Division Head and should be fact
finding and not fault finding. The value of the investigation lies in
uncovering contributing causes. The report will be a written report
answering the who, what, where, when, and why, or one may use the
• Supervisor's Accident Investigation Report form. The report will be
separate from the Employer's First Report of Injury and will be used
during the Accident Review Board meetings. The investigation and report
should be completed as soon after the accident as possible. See regula-
tion F:4 entitled "Employee Work Status Resulting from Injury or
Illness ".
4.10 Emergency and Medical Treatment - See regulation F:5 entitled
"Occupational Injury Benefit Program ", Sections 4.9, 4.10, and 4.11.
4.11 When kept in accordance with the standard method, records provide the
Safety Coordinator with means to evaluate the current Safety Program, to
identify high -rate plants or departments, and to provide information on
the accident causes which contribute most to high injury rates.
4.12 Safety contests and promotions are operated pure'.y for their interest -
creating value. They are certainly encouraged to be used for this pur-
pose within each division or department to maintain safety interest.
They should be of short duration - 3 to 6 months - so that interest will
be maintained.
5.0 Appendix /Appendices:
5.1 Employer's First Report of Injury (form E -1).
5.2 Supervisor's Accident Investigation Report form.
5.3 Accidents and Injuries Involving the Public.
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION F
SUBJECT REVISION NO. 1 4.3.5 NUMBER 5
Occupational Injury Benefit Program'
EFFECTIVE DATE PAGE 4 OF g _
DATE APPROVED BY COUNCIL APPROVED BY CITY MANAGER •
4.4 Employment Status of Employees Who Suffer Occupationally - Related
Iniuries /Illnesses:
4.4.1• The employment status of an employee who suffers an occupational
injury or illness shall be governed in accordance with the follow-
ing provisions:
a. An employee shall be required to return to work immediately
when released to do so by the examining physician. Failure
to return to work when released shall result in appropriate
action up to and including dismissal.
b. An employee who is released to return to work in less than a
Full Duty Status by the examining physician may be required
to work in a position and /or department other than his /her
original position and /or department. Work duties shall be
assigned in accordance with the employee's limitations and
the best interest of the City.
4.5 Compensation for Employees not Subject to Municipal Code, Local Chapter
143. Revised Civil Statutes of Texas:
4.5.1 The maximum compensation benefits that will be paid injured
employees will be determined under provisions of the Workers'
Compensation Act beginning the eighth day after the first day off
from work. If the disability continues for four weeks or more,
the initial week of compensation will be paid retroactively.
4.5.2 During such injury leave, the City shall pay the employee bene-
fits as prescribed by the Workers' Compensation Act. An injured
employee is entitled to medical aid and hospital services which
are reasonably required at the time of injury and at any time
thereafter as may be necessary to recover. All medical expenses
incurred as a result of the occupational injury will be paid by
the City of Fort Worth in accordance with the provisions of such
act.
4.6 Salary Supplement: In addition to the benefits prescribed under the stat-
ute, injured employees may receive a salary supplement, the amount
depending on the employee's length of service with the City.
Length of Service
to Date of Injury
Six months or less
Six months through 5 years
Amount of Supplement
50% of normal salary,
minus the Workers' Compensation
payment.
LA I Y VI- rUH I VVURTH PERSONNEL REGULATIONS SECTION F
SUBJECT REVISION NO. NUMBER 5
Occupational Injury Benefit Program
EFFECTIVE DATE PAGE 5 OF g
APPROVED BY COUNCIL APPROVED BY CITY MANAGER
5 years through 10 years 75% of normal salary,
minus the Workers' Compensation
payment.
More than 10 years 100% of normal salary,
minus the Workers' Compensation
payment.
4.6.1 Length of service is calculated from the date of employment or
ad'usted service date to the date of in'ur The benefits an
individual receives are those he she would have received on the
date of injury. For example, an individual injured in the fifth
(5th) month of service who loses time in the seventh (7th) month
of service because of the same injury would not be eligible for
salary supplement.
• 4.6.2 Total compensation shall not exceed an amount equal to 100 per-
cent of regular salary. Injured employees shall be eligible for
benefits effective the eighth calendar day of lost time (and may
• utilize in the following order; accrued sick leave, personal
leave, or compensatory time off for which they are eligible, dur-
ing the first seven days). Employees are not allowed to use sick
leave, personal leave, or compensatory time off after the first
• seven (7) days of occupational disability, they must come under
the provisions of the Supplementary Benefit Plan and are subject
to the following provisions:
a. Provided the employee has reported the disabling occupational
injury or disease in accordance with the City's accident
reporting procedures.
b. Provided the employee agrees in writing to release to the City
or authorized agents thereof, all medical histories which may
be relative to the occupational injury or disease, its diagno-
sis and treatment, and /or the prognosis as to duration and
. degree of disability, if any.
c. Provided the employee complies with the City's policy regard-
ing the completion and timely submittal of Designation of Duty
Status forms. See regulation entitled "Employee Work Status
Resulting from Injury or Illness ", F:4.
d. Provided the employee complies with the examining physician's
request to report for examination or treatment, in connection
with the on -the -job injury.
e. In the event that the disability as related to the accident
appears to be questionable, results of an examination by a
physician of the City's choice shall be the determining factor
in deciding the employee's eligibility to receive supplemental
benefits.
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION F
SU�IECT REVISION NO. NUMBER 5
ccupational Injury Benefit Program
EFFECTIVE DATE PAGE 6 OF 8
DATE APPROVED BY COUNCIL I APPROVED BY CITY MANAGER
f. Salary supplement payments will cease upon the resolution of
an employee's Workers' Compensation claim.
4.6.3 Salary supplements can be paid initially for a period not to
exceed six (6) months cumulative for any occupational injury or
disease. Such cases will be reviewed by the Personnel Director.
Based on the merits of the case, the Personnel Director has the
authority to extend salary supplement payments for an additional
period not to exceed six (6) months. When eligibility for salary
supplement expires, an employee may elect to use accrued benefits
in lieu of the salary supplement. Major Medical Sick Leave and
old Sick Leave cannot be used; personal leave, compensatory time,
personal holidays and accrued holiday time (K days) may be used.
4.6.4 Employees who are not eligible for Salary Supplement or whose
payroll deductions exceed the calculated Salary Supplement pay-
ment, must take appropriate action to insure payout of items such
as Credit Union loans and employee and dependent health
insurance.
4.7 Compensation for Employees Subject to Municipal Code Local Chapter 143,
Revised Civil Statutes of Texas (Police and Fire Civil Service)
4.7.1 An employee who is subject to Chapter 143, Revised Civil Statutes
of Texas and who is injured on the job will be paid a Workers'
Compensation payment plus a salary supplement such that the total
equals 100% of normal pay.
4.7.2 An employee subject to Chapter 143 of the Revised Civil Statutes
of the State of Texas who is off work due to an on -the -job injury
receives a salary supplement for a time period not to exceed one
(1) year. The City Council may extend the salary supplement bene-
fits in part or whole. Barring such action, the employee may then
use accumulated sick leave, vacation leave, or other accrued bene-
fits before being placed on Temporary Leave.
4.7.3 Workers' Compensation benefits will continue in accordance with
the Act.
4.8 Payroll Reporting Under the Workers' Compensation Program:
4.8.1 The first seven (7) days (consecutive or cumulative) of lost time
due to an occupational disability should be carried with sick
leave, personal leave or without pay. The time and attendance
should be marked S8 or W8 (or S10, W10 if applicable) on the top
line and 0 -1 on the second line. Do not count the 0 -1's from the
first seven (7) days in the total column.
•
•
U
•
•
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION F
SUBJECT REVISION NO. NUMBER 5
occupational Injury Benefit, Program EFFECTIVE DATE PAGE OF
DJ.kN APPROVED BY COUNCIL APPROVED BY CITY MANAGER
4.8.2 An employee receiving 50% salary supplement should be shown with
four hours (or five hours if applicable) each day on the top line
and 0 -1 on the second line of the Time and Attendance Report,
beginning the eighth day (consecutive or cumulative) of occupa-
tional disability.
4.8.3 An employee receiving 75% salary supplement should be shown with
six hours each day, beginning the eighth day (consecutive or cumu-
lative) of occupational disability.
4.8.4 In the column immediately below the employee number and the
hourly rate, the Time and Attendance clerk should write in the
fund, Department- Division - Section, code WC, and the current
Workers' Compensation daily rate. For each day an employee is off
on occupational injury, the code 0 -1 should be entered. This will
• be done for all employees receiving a salary supplement, regard-
less of the amount.
4.8.5 If an employee elects to use his /her sick leave, compensatory
time, or vacation time for the first seven (7) days of occupa-
tional disability, these would be recorded in the normal manner
with an 0 -1 on the line below. Then in the column immediately
below the employee number and the hourly rate, the Time and
. Attendance clerk should write in the fund, Department- Division-
Section, code WC, and the current daily compensation rate. For
each day an employee is off on occupational injury, the absentee
code of 0 -1 should be entered.
4.8.6 If an employee is not entitled to a salary supplement', he /she
would be carried "Without 8" on the top line, and the code WC at
the current daily compensation rate would be used with the
absentee code of 0 -1 on the line below.
4.8.7 Employees subject to Chapter 143 Revised Civil Statutes of Texas
(Police and Fire Civil Service) will be paid a Workers'
Compensation payment plus a salary supplement such that the total
. equals 100% of normal pay.
4.9 Medical Treatment: City employees covered under the Workers'
Compensation Act shall have the sole right to select or choose the physi-
cians and /or facilities to furnish medical aid, chiropractic services,
hospital services and nursing. During normal working hours (8:00 a.m.
to 5:00 p.m., Monday through Friday), the Occupational Health Clinic
located at 700 West Rosedale, Suite 200, and the Medical and Surgical
Clinic will remain the primary care clinics for those employees injured
on the job who indicate no preference of physician or facility.
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION F
SUBJECT I REVISION NO. NUMBER 5
Occupational Injury Benefit Program
EFFECTIVE DATE PAGE B OF B
DATE APPROVED BY COUNCIL APPROVED BY CITY MANAGER
4.9.1 When an injured employee is initially referred for medical treat-
ment, the supervisor will ensure that the employee is provided
with a Designation of Duty Status (form 14000- 0001). See regula-
tion entitled "Employee Work Status Resulting from Injury or
Illness ", F:4.
4.10 Emergency Treatment:
4.10.1 All employees who require emergency treatment as a result of the
injuries sustained in the course of employment should notify
his /her immediate supervisor.
4.10.2 Occupational injuries occurring during other than normal hours in
which the injured employee indicates n choice or, preference will
be referred to the nearest medical facility o which is equipped to
handle the injury needing treatment. Any minor emergency clinic
or the emergency room at a hospital may be used.
4.10.3 The employee will be treated only for an emergency by the
Emergency Room staff. The Emergency Room physician will refer
the employee to the employee's private physician or to Medical
and Surgical Clinic for continuance of care.
4.10.4 At any time an employee suffers a major injury and obviously
requires treatment beyond the capabilities of the Medical and
Surgical Clinic or a minor emergency clinic, he /she should be
taken by ambulance to the nearest hospital for emergency
treatment.
4.11 Hospitalization: If hospitalization is required following initial emer-
gency or subsequent medical care, the injured employee will be admitted
to the hospital of his /her choice as provided under the Workers'
Compensation Act.
5.0 Appendix /Appendices:
5.1 Employer's First Report of Injury (Form E -1).
5.2 Employer's Supplemental Report of Injury (Form E -2).
5.3 Designation of Duty Status (Form 14000 - 0001).
•
•
•
•
•
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION P
SUBJECT REVISION NO. NUMBER I 1
Driver's Licenses for City Employees
EFFECTIVE DATE PAGE 1 OF 2
AWE APPROVED BY COUNCIL APPROVED BY CITY MANAGER
1.0 Purpose:
To ensure compliance with the provisions of the new Texas Commercial Driver's
License Law (Article 6687 -b) which must be met by April d, 1992, per the
Commerical Motor Vehicle Safety Act of 1986.
2.0 Departments Affected:
All departments.
3.0 Policy:
3.1 All operators of City -owned motor vehicles must possess the proper
license issued by,the State of Texas for the vehicle they operate.
. 3.2 All employees who are authorized to operate privately owned vehicles on
City business must possess the proper license issued by the State of
Texas for the vehicle they operate.
.0 Procedures /Rules:
4.1 All operators of automobiles, vans, pickups or single axle vehicles,
• (1) with a GVW (gross vehicle weight) less than 26,001 pounds, and /or
(2) towing a trailer with a GVW less than 10,000 pounds, or
(3) operating a vehicle with a seating capacity of less than 16 people
must
possess a Class "C" license.
4.2 All
operators of vehicles which have;
(1)
a GVW rating of 26,001 pounds or more, and /or
(2)
towing a trailer with a GVW rating that does not exceed 10,000
.
pounds, or
(3)
operates a vehicle designed to carry 24 or more passengers
�.
must
possess a Class "B" license.
4.3 All
operators of vehicles which have:
(1)
a gross combination weight rating of 26,001 pounds or more, and
(2)
who pull a trailer with a GVW rating of 10,000 pounds or more
must possess a Class "A" license.
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION F
SU@JECT REVISION NO. NUMBER 11
Lriver's Licenses for City Employees
EFFECTIVE DATE PAGE 2 OF 2
DATE APPROVED BY COUNCIL APPROVED BY CITY MANAGER
4.4 Any operator of a vehicle classified in the following categories must
have the appropriate "endorsement ":
(1) Double /Triple Trailer (Class A only)
(2) Passenger (Can be Class A or B - see 4.2)
(3) Tank Vehicle (Class A only - 1,000 gallons or more)
(4) Hazardous Material (Can be Class A, B or C)
(e) Motorcycle
4.5 The Personnel Department shall be responsible for verifying that persons
at time of hire possess a valid and proper license.
4.6 Each department is responsible for verifying possession of the proper
license at initiation of work with the department and periodically check-
ing to verify that proper licenses are maintained.
4.7 Failure to possess and maintain valid and proper licenses will result in
disciplinary action up to and including termination.
4.8 Drivers of fire trucks must hold the special "classified" license. The
Fire Department will be responsible for verifying that each driver has
the proper license.
5.0 Appendix /Appendices:
None.
•
0
0
•
•
SUBJECT
—Equipment/Vehicle Neglect and Abuse Policy
°_L REGULATIONS SECTION F
REVISION NO. NUMBER 13
EFFECTIVE DATE PAGE , OF
I ATE APPROVED BY COUNCIL I APPROVED BY CITY MANAGER I
1.0 Purpose:
This regulation outlines practice and procedures for the notification and
discipline of operators for equipment.or vehicle abuse /neglect. The intent
of this regulation is to provide a degree of consistency across departmental
lines. The regulation is intended as a guide with Department /Division Heads
having final responsibility /authority for determining and implementing appro-
priate disciplinary action.
2.0 Departments Affected:
All departments (excluding Police and Fire) owning or operating City equip-
ment or vehicles.
.0 Policy:
Employees assigned to operate and maintain City equipment or vehicles will
observe all maintenance procedures and schedules and operate such equipment
and vehicles safely and appropriately. Negligent or abusive use /operation of
City equipment or vehicles are categorized according to the following
definitions:
3.1 Minor Negligence: Failure of operators to make reasonable checks or
evaluations of the equipment /vehicle they are assigned to operate.
This includes failure to use any checklists required by the Department
prior to equipment operation. Some examples include, but are not
limited to: failure to check engine oil, coolant, hydraulic oil,
battery fluid, and tire pressure and condition, resulting in repairs
under $500.
3.2 Major Negligence: Same as above, resulting in repairs over $500 or
equipment with a replacement value under $500 that is rendered
inoperable.
3.3 Minor Abuse: Improper use of equipment or a vehicle resulting in damage
to it or the property of another totaling less than $500. Some examples
include, but are not limited to: not securing doors, striking exterior
mirrors on garage opening, backing into an object causing damage to
lights or bumper, interior cigarette burns, etc.
3.4 Major Abuse: Same as above, resulting in repairs over $500 or equipment
with a replacement value under $500 that is rendered inoperable.
4.0 PROCEDURES /RULES:
4.1 Departments shall establish internal Vehicle Abuse Review Committees and
select a Chairperson for the Committee.
4.1.1 The Committee will consist of Department /Division Supervisors and
safety personnel. Departments may invite an Equipment Advisory
Committee representative to be a committee member by calling the
ESD Administration.
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION F
SUBJECT I REVISION NO. NUMBER 13
Equipment /Vehicle Neglect and Abuse Policy
EFFECTIVE DATE PAGE 2 OF 4
DATE APPROVED BY COUNCIL I APPROVED BY CITY MANAGER
4.1.2 The departmental committee is responsible for evaluating the facts
surrounding an incident.
4.1.3 The departmental committee will issue its findings and recommenda-
tions based on the facts presented, degree of responsibility and
work record of the operator, to the appropriate Department/
Division Head.
4.1.4 Department /Division Heads have final responsibility /authority for
determining and implementing appropriate disciplinary action.
4.2 An Equipment Advisory Council Subcommittee reviews and rules on disputes
between different departments /divisions concerning accidents and
repairs.
4.2.1 The subcommittee consists of three members not involved in the
dispute and mutually chosen by both sides.
4.2.2 The ruling made by the subcommittee will be binding on both
parties.
4.3 In cases of abuse /neglect offenses, as defined in Section 3.0 above,
disciplinary action consists of the following:
4.3.1 Operator Negligence /Minor
1st
Offense
- Written reprimand
2nd
Offense
- One day suspension without pay
3rd
Offense
- Three days suspension without pay
4th
Offense
- Demotion from an equipment /vehicle
operating classi-
fication for at least one year or
termination.
4.3.2 Operator Negligence /Major
1st
Offense
- Five days suspension without pay
2nd
Offense
- Demotion from an equipment /vehicle
operating classi-
fication for at least one year or
termination.
4.3.3 Operator Abuse /Minor
1st Offense - One day suspension without pay
2nd Offense - Three days suspension without pay
3rd Offense - Demotion from an, equipment /vehicle operating classi-
fication for at least one year or termination.
4.3.4 Operator Abuse /Major
1st Offense - Five days suspension without pay; demotion from
an equipment /vehicle operating classification for
at least one year; or termination.
4.4 Demotion /Termination from an equipment /vehicle operating classification
will be handled according to the circumstances and options available to
the department /division.
CJ
0
1]
•
0
OF FORT WORTH
ISUBJ
EquiECT
pment /Vehicle Neglect and Abuse Policy
I REGULA
REVISION NO.
EFFECTIVE DATE
SECTION 13
NUMBER
PAGE 3 OF 4
MTE APPROVED BY COUNCIL I APPROVED BY CITY MANAGER I
4.4.1 Demotion removes an otherwise productive employee from an equip-
ment /vehicle operating classification. This employee is ineli-
gible for rehire /promotion into an equipment /vehicle operating
classification for a period of at' least one year from the effec-
tive date of disciplinary action. At the end of one year, the
employee is eligible to apply for any current openings that
involve operating equipment /vehicles. The employee is not automat-
ically reinstated to his /her previous classification. Some
departments /divisions may have non - operator classifications in
which to place an individual, while others may have positions but
no available openings for a demoted operator. Discretion in such
instances will be left to the Department /Division Head as to final
discipline.
4.5 Any combination of four violations in a two -year period will result in
demotion for a period of at least one year from an equipment /vehicle
operating classification. An employee's Personnel file will be reviewed
by the appropriate Vehicle Abuse Review Committee. Any violations
during the previous 24 months will apply.
4.6 Employees may appeal the findings of the Vehicle Abuse Review Committee
through the City's grievance or appeal procedures.
4.7 Incidents wherein neglect or abuse is suspected shall be handled accord-
ing to the following process:
Responsibility
ESD Shop Supervisor
Vehicle Abuse Review
Committee Chairperson
Action
1. Upon identifying a suspected
neglected or abused piece of equip-
ment /vehicle, contact appropriate
department /division Vehicle Abuse
Review Committee Chairperson
IMMEDIATELY so damage may be viewed
firsthand.
2. Fill out Operator Abuse Report and
forward to departmental Vehicle
Abuse Review Committee Chairperson.
3. Retain yellow copy of Operator
Abuse Report for files.
4. Begin repair work only after
directed by department /division.
5. Call meeting, if warranted, to
review alleged incident.
0
0
•
EQUIPMENT SERVICES
OPERATOR ABUSEMEGLECT REPORT
DATE VEHICLE #
COMMENTS:
SIGNED
iAttach appropriate supporting work
tickets and forward to DIVISION HEAD1
DISTRIBUTION: White Copy - Equipment Services
Yellow Copy - Department
Rev. 7/j7
0
r
CITY OF FORT WORTH PERSONNEL REGULATIONS SECTION I
SUBJECT I REVISION NO. 1 (4.1) NUMBER 14
Employee Assistance Program EFFECTIVE DATE PAGE OF
DATE APPROVED BY COUNCIL APPROVED BY CITY MANAGER
1.0 Purpose:
This policy defines the City's Employee Assistance Program (EAP).
2.0 Departments Affected:
All Departments.
3.0 Policy:
3.1 It is the goal of the City of Fort Worth to assist employees and /or
their dependents in seeking resources to deal constructively with per-
sonal or behavioral problems that may adversely affect job performance.
Such assistance applies whether the problem is one of physical illness,
mental /emotional distress, marital /family discord, alcoholism, drug
abuse, legal /financial difficulties or other concerns.
3.2 Supervisory personnel may utilize the EAP to encourage employees to •
seek solutions to their personal problems. Since variations in job
performance, such as absenteeism or tardiness, are more apparent than
the causes, the supervisor's role is to identify job performance deteri-
oration only. The supervisor's role is not to diagnose the personal
problems of employees.
3.3 Identity of all EAP participants and interview data that may be gathered
shall be held in strict confidentiality by the EAP staff. EAP files and
any information contained therein shall not be given to any other person
without the written authorization of the EAP participant (employee
and /or dependent).
3.4 Employees requiring in- patient or out - patient treatment within the com-
munity are responsible for arranging for payment for all costs associ-
ated with those services not covered by insurance.
4.0 Procedures /Rules:
4.1 The EAP is available to full -time employees and part -time employees (who
are members of the City's Retirement Fund), immediate family members,
and dependents (as defined in Personnel Regulations 1 -1, 3.8.3) where
said employee has passed his /her initial probationary period.
4.2 Any employee, family member /dependent, or supervisor may independently
telephone or visit the EAP office without referral from any other
source.
4.3 Employees may be informally and /or formally referred to the EAP by
supervisors.
4.3.1 In situations where an employee's documented job performance
behavior indicates that corrective action is necessary, the
supervisor may formally refer the employee to the EAP Coordinator.
In such cases, the supervisor may check with the EAP Coordinator