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SECTION 2 DEFINITIONS <br /> For purposes of these policies, the following definitions will apply: <br /> Authorized Hours - The number of hours an employee was hired to work. Actual hours worked <br /> during any given pay period maybe different than authorized hours, depending on workload <br /> demands or other factors, and upon approval of the employee's supervisor. <br /> Benefits -Privileges granted to qualified employees in the form of paid leave and/or insurance <br /> coverage. <br /> Benefit Earning Employees -Employees who are eligible for at least apro-rated portion of some <br /> City provided benefits. Such employees must be year-round employees who work at least 20 hours <br /> per week on a regular basis. <br /> Casual Employee—Temporary employees who periodically work"special projects" for the City <br /> such as the Pet Clinic, Elections and Happy Days. This classification includes,but may not be <br /> limited to, Rink Attendants, Snow Plow Drivers, and other employees working less than 14 hours <br /> per week. <br /> Demotion -The movement of an employee from one job class to another within the City, where the <br /> maximum salary for the new position is lower than that of the employee's former position. <br /> Department Head - Employees that are responsible for the efficient administration of their <br /> respective departments including substantial supervisory control of a permanent nature over other <br /> municipal employees. Department Heads shall initiate, with the approval of the City <br /> Administrator, whatever practices, functions, programs and procedures that are necessary to fulfill <br /> that responsibility. All Department Heads will report directly to the City Administrator. The City <br /> Administrator shall serve as the Department Head for the Administrative Services Department. <br /> Direct Deposit-As permitted by state law, all City employees are required to participate in direct <br /> deposit. <br /> Division Heads—Employees that are responsible for the efficient administration of their respective <br /> divisions, including substantial supervisory control of a permanent nature over other municipal <br /> employees. Division Heads shall initiate, with the approval of their Department Head,whatever <br /> practices, functions, programs and procedures that are necessary to fulfill that responsibility. <br /> Eligible Sick Leave Severance Pay - Eligible sick leave severance shall be defined as a lump <br /> sum payment upon termination of employment based on thirty-three (33) percent of <br /> employee's unused, accumulated sick leave after five (5) years of continuous employment. <br /> After fifteen (15) years of continuous employment, the employee will instead receive <br /> thirty-five (35) percent of said employee's unused, accumulated sick leave. After twenty <br /> (20) years of continuous employment, the employee will instead receive thirty-seven (37) <br /> percent of unused accumulated sick leave. After twenty-five (25) years of continuous <br /> employment, the employee will instead receive forty (40) percent of said employee's <br /> unused, accumulated sick leave. If applicable, sick leave severance pay is subject to the <br /> rules of the non-union post-employment healthcare savings plan. In order to obtain eligible <br /> 9 1 P a g e <br />