City of Paris Personnel Policy Quiz

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Questions and Answers

What is the primary intent of the City of Paris Personnel Policy?

To establish contractual rights for employees.

To define the roles and responsibilities of City Council members.

To provide a uniform framework for personnel actions. (correct)

To restrict discretion in personnel decisions.

What does 'employment-at-will' signify in the context of this policy?

Employees have guaranteed promotions after a set period.

Employees have job security for a specific duration.

Employees can be terminated without cause or notice. (correct)

Employees can only be terminated due to performance issues.

Which section addresses the complaint process related to illegal harassment?

SECTION 1.03 - At-Will Employment

SECTION 3.02 - Announcement of Vacancies

SECTION 2.03 – Complaint Process (correct)

SECTION 4.04 – Criminal Background Check

Who is accountable for ensuring compliance with harassment policies?

Department Heads/Managers/Supervisors only. Signup and view all the answers

What is NOT a focus of the hiring procedures outlined in the policy?

Training for new hires. Signup and view all the answers

Which of the following types of promotions is specifically mentioned in the policy?

Temporary promotions. Signup and view all the answers

What limits the amendment of personnel policies according to the document?

Statutory and charter limitations. Signup and view all the answers

Which statement about the responsibilities of employees regarding illegal harassment is true?

Employees must take action against harassment when observed. Signup and view all the answers

What is the primary purpose of the probationary period according to the policy?

To assess a new employee's suitability for their role Signup and view all the answers

Which section of the agreement outlines performance evaluations?

SECTION 6 – PERFORMANCE EVALUATION Signup and view all the answers

What is the main focus of SECTION 11 in the agreement?

Safety and health regulations Signup and view all the answers

Which of the following sections covers grievance procedures?

SECTION 12 – PROCEDURES FOR GRIEVANCES AND APPEALS Signup and view all the answers

What does SECTION 14 primarily address?

Employee benefits and services Signup and view all the answers

What is covered under SECTION 9.03 regarding non-disciplinary separations?

Inability to perform essential job functions due to a disabling condition Signup and view all the answers

Which of the following relates to overtime regulations?

SECTION 8.04 – Overtime Signup and view all the answers

What is the function of SECTION 7.02 in the classification section?

To manage position reclassifications Signup and view all the answers

What is the main purpose of SECTION 14.064 regarding leave?

To address intermittent leave options for employees. Signup and view all the answers

Which section covers the responsibilities of department heads or managers regarding employee leave?

SECTION 14.066 Signup and view all the answers

What type of leave is addressed in SECTION 14.10?

Funeral Leave Signup and view all the answers

Which section relates to employee conduct concerning attendance?

SECTION 15.02 Signup and view all the answers

What is the focus of SECTION 17 regarding substance use?

Controlled Substance and Alcohol Abuse Signup and view all the answers

Which section outlines the basis for disciplinary actions within the non-civil service framework?

SECTION 16.03 Signup and view all the answers

What must employees adhere to according to SECTION 15.11?

Use of Tobacco Prohibited Signup and view all the answers

Which section would you refer to for details on maintaining a violence-free workplace?

SECTION 15.13 Signup and view all the answers

Study Notes

City of Paris Personnel Policies and Procedures

Purpose: To provide a consistent guide for personnel actions involving city employees.
Employment-at-will: City employees are employment-at-will, meaning employment can be terminated at any time, with or without notice, and with or without cause. Policies do not create contractual rights.
Scope: The policies apply to all city employees, with exception for when policies conflict with contractual obligations, City Charter, state/federal laws, or City Civil Service System regulations.
Equal Opportunity Employer: The city is committed to ensuring an equal opportunity workplace for all employees, and prohibits discrimination based on protected characteristics.
Illegal Harassment: Harassment of any kind, including sexual harassment and racial harassment, will not be tolerated.
Complaint Process: Employees are required to report any harassment or discrimination.

Hiring Procedures - Non-Civil Service

Vacancy Identification: Department heads notify Human Resources of vacancies and provide a current job description.
Announcement of Vacancies: Human Resources publicly announces vacancies for a minimum of 1 week.
Applications: Applications for employment or transfer are submitted to Human Resources by a specified deadline.
Interview/Selection: Human Resources and department heads determine the most qualified applicant based on skills and experience.
Disqualification of Applicants: Applicants may be disqualified if they do not meet minimum qualifications, make false statements, or engage in fraud.

Appointments

Types of Appointments: Appointments are either regular or temporary.
**Relatives:**Generally, two immediate family members will not be hired into the same department.
Criminal Background/Motor Vehicle Record Check: A criminal background and motor vehicle record check may be required.
Medical Examinations: Employees may be required to undergo medical examinations, including drug screens.
Orientation Program: Employees will undergo an orientation program covering policies, procedures, and equipment.

Probation - Non-Civil Service

Purpose: The probationary period allows the employee to adjust to the position and for performance evaluation.
Period: Probationary period is typically six months, or extendable with the City Manager's approval up to additionally six months.
Status: Probationary employees are eligible for most benefits but may not be eligible for certain benefits/leave until the end of the probationary period.
Termination: Probationary employees may be terminated without prior notice.

Performance Evaluation

Reviews: Supervisors conduct regular performance reviews, documenting positive and negative performance and any policy violations or issues.
Responsibility of Supervisors: Supervisors are responsible for employee training, establishing expectations, providing resources and providing feedback.
Responsibility of Employees: Employees are responsible for meeting expectations, observing requirements, and maintaining workplace conduct.

Compensation and Operating Hours

Salary: Compensation plans are developed by the Human Resources department, considering prevailing rates, employee duties, responsibilities, and qualifications.
Workweek: City employees typically observe a 40-hour workweek.
Overtime: Overtime work is subject to approval.
Emergency Duty/Call Back: Employees may be required to work during emergencies or call back.

Non-Disciplinary Separations

Resignation/Voluntary Termination: Employees can leave with proper notice.
Layoff: Laid-off employees will receive notice and severance pay.
Inability to Perform Essential Job Functions: Employees who cannot perform their job functions due to a disability may be separated.
Retirement: Specific regulations apply to retirement eligibility and benefits.

Return to City Employment

Re-employment: Former employees meeting certain conditions can be re-hired.
Reinstatement: Former employees may be reinstated under specific circumstances.
Restoration of Credits: Previously earned leave or service credits can be restored.

Safety and Health

Working Conditions: The City ensures a safe and comfortable work environment.
Safety Regulations: Employees must comply with safety regulations and report accidents/conditions.
Accident Reporting: Employees must report all accidents or injuries, even minor ones, as well as violations of safety regulations.

Grievance Procedures

Verbal Grievance: Employees seek resolution verbally with their department head.
Written Grievance: If verbal resolution fails, an employee files a written grievance with their department head and receives a written reply within ten days.
Appeal to HR: If the reply is unsatisfactory, the employee appeals the grievance to Human Resources within five work days.
Final Decision: The City Manager's decision on the grievance is final.

Personnel Records

Inspection: Employees may inspect their personnel file during normal office hours.
Changes: Employees should notify Human Resources of any changes to personal information.

Benefits and Services for Employees

Holidays: The City observes numerous holidays.
Compensatory Leave: Non-exempt employees can earn compensatory leave for overtime work.
Vacations: Regular employees accrue vacation time.
Sick Leave: Sick leave is accrued based on job status and time of employment, with a maximum accrual limit per year.
Family and Medical Leave: Employees are entitled to Family and Medical Leave (FMLA) for serious health conditions and to care for a family member.
Military Leave: Employees are entitled to leave for military service.
Other Benefits: Fringe benefits, life insurance, health insurance, and retirement options.

Employee Conduct

General: Employees are expected to treat each other and the public with respect, maintain a professional appearance, and adhere to City policies and procedures at all times (both during and after work).
Attendance: Regular attendance and adherence to work schedules are required.
Political Activity: Restrictions on political activity both on and off work-time are established.
Code of Ethics: Employees are expected to act with high ethical standards.
Social Media/internet usage: Guidelines exist for the proper use of social media and the City’s internet at work.

Disciplinary Action

Purpose: Disciplinary action is used to address policy violations or poor performance.
Types: Disciplinary measures range from verbal warnings to termination of employment.
Process: Supervisors follow progressive disciplinary steps (warnings, suspensions, etc.).
Appeal: Employees may appeal disciplinary decisions.

Controlled Substance and Alcohol Abuse

Purpose: The policy is to maintain a drug-free workplace and to meet relevant federal and state standards.
Screening: Mandatory screening for some roles or events, and potentially at the time of employment, and at other random times.
Consequences: Failure to comply with the drug and alcohol policy results in disciplinary actions that can ultimately lead to termination.

Appendix

Administrative Guidelines: Details on benefits and calculation, e.g. work day, benefit days, holidays etc.
FMLA Forms: Includes FMLA-1,2,3,4 request forms.

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Test your knowledge on the key components of the City of Paris Personnel Policy. This quiz covers important topics such as employment-at-will, harassment compliance, and the grievance process. Perfect for employees and HR professionals alike!