HomeMy WebLinkAbout1964-06-29 119-R ORDERF.
119-R
Introduced by Councilor denlett, June 29, 1964
CITY OF BANGOR
(TITLE.) MraCrt..........Repeaung and .Replan,nF..the _re�sorrsl,Rl.es.. end Resalations.
By da qty Court{ of the City of Bangor:
ORDERED,
THAT the Personnel Rules and Regulations adopted by the City Council
April 23, 1956 be repealed and replaced by the attached Rules and Regulations.
RLC' EIVED
1664 AUA 25 AM 0: 11
CITY G_ERN'S OFFICE
- TY cr q!.ebOR, MpME
IN CITY COUNCIL
June 29, 1964
Tabled
119-8
OR UIR
Tine,
Repealing & Replacing Personnel Rules
....................
& Regulations
.....................................
In
troduced and filed by
4'ikSlj' .......
Councilmen
CITY C
In CITY COUNCIL
duly 13, 1964
Taken from table, amended by deleting
Section XIV, as amended PASS® by the
following yea and n vote:
Councilors
voting yes: Hailey, marry,
@ountas,
Dinsmore, Higgins, Hughes.
Councilors
voting no: Conti, Ranlett.
Councilor
Houston absent.
O
ITY CLgRR
119-8
OR UIR
Tine,
Repealing & Replacing Personnel Rules
....................
& Regulations
.....................................
In
troduced and filed by
4'ikSlj' .......
Councilmen
0 so
Title
1.
Preparation of Plan
Page
Section
I.
Purpose and Administration
1
1.
Purpose of Rules and Regulations
1
2.
Ap Iieatlon of Rules and Regulations
1
3.
Administration of Rules and Regulations
1
Section
II.
Definitions
2
Section III. Classification Plan
1.
Preparation of Plan
4
2.
Adoption of Plan
4
3.
Original Allocation of Positions
4
4.
Interpretation oP Class Specifications
4
3.
Administration of Plan
4
6.
Use of Clew Titles
$
Section
N.
Pay Plan
6
1.
Preparation
6
2.
Adoption
6
3.
Initial Effect
6
4.
Amendments
7
5.
Administration
7
(a) Appointment Rates
7
(b) Salary Increases
7
(c) Subsistence Allowances
7
(d) Overtime Payment
B
6.
Certification of Payrolls
8
Section
V.
Recruitment
9
1.
Recruitment
9
2.
Application
9
3.
Appointment
9
4.
Probationary Period
10
Section
OI.
Hours of Work
11
1.
Schedule of Working Hours
ll
(a) Working Hours
ll
(b) Attendance
ll
(c) Compensatory Time
ll
(d) Oat-ofLity Meanings AM Conferences
ll
Index continued
Title Fear
Section
VII.
Leaves
12
1.
Vacation Leave
12
2.
Sick Leave
13
3.
Injuries in the Line of Duty
13
L.
Military Leave
14
5.
Leave of Absence Without Pay
14
6.
Special Leave
14
7.
Reporting Absences
15
8.
Holidays
15
Section
VIII.
Promotions
16
1.
Eligibility
16
2.
Notification
16
3.
Preference
16
4.
Probationary Period
16
5.
Qualification Period
16
Section
IX.
Disciplinary Action
17
1.
Demotion
17
(a) Cause
17
(b) Procedure
17
2.
Suspension
17
(a) Cause
17
(b) Procedure
17
Section
X.
Transfers
18
1.
Condition of Transfer
16
2.
Transfers Between Positions of Like Classification
18
3•
Transfers Not to Effect Seniority
18
Section
XI.
Separations
19
1.
Dismissal
19
(a) Cause
19
(b) Procedure
19
2.
Layoffs
19
(a) Reasons for Layoff
19
(b) Order of Layoff
19
(c) Notice of Layoff
20
(d) Layoff of Temporary Employees
20
Section
XII.
Grievance Procedure
21
Section
XIII.
Retirement and Insurance Systems
22
1.
Retirement Sys teas
22
(a) City Retirement System
22
(b) State Retirement System
22
1. Retirement Benefits
22
2. Fire and Police Retirement Benefits
23
3. Group Life Insurance
23
4. Survivor Benefit Plan
23
(o) Death Benefits for IaService Accldenta-City PlmrF3
Section
XIP.
Unethical Practices
25
1.
Solicitation and Receipt of Gifts or Payments
25
2.
Incompatible Enployment
25
PERSONNEL RUIM AND MVIATIONS
Adapted 1/1/52
First Revision 1/23/56
Second Revision 6/15/64
Section I. Purpose and Administration
1. Purpose of Rules and Regulationa
(a) It is the purpose of these rules and regulations
1. To provide for the establishaent and maintenance of a uniform
Position classification and salary standardisation plan.
2. To provide a uniform and standard system of personnel
adAddistration based on merit principles.
3. To inform the employees of the City of Bangor fully regarding
the conditions of work in the city service.
2. Application M Rules andRegulatims
(a) These rules shall apply th all positions gnd all employees in the
classified service as defined in Section TI.
3. Administration of Rules and Regulations
(a) These rules shall be administered by the City Manager. Amendment$
to these rules shall be by order of the City Council.
(b) The City Manager ;,,y appoint from time to time an advisory
eomidttee of not more than three persons experienced in personnel
administration or job classification to advise him in the administration
Of these rules. This cammdttea shall serve rtltbout compensation.
-1-
Section 11. Definitions
1. As used in these rules, the following words and terms, unless the costaxt
clearly required otherwise, shall have the meaning indicated Caine:
(a) "Allocation^ means the assignment of an individual position to an
appropriate class on the basis a the kind, difficulty and responsibility
Of the work actually perforeed in the position.
(b) "Awiversary Date^ means each enployee shall have two effective
anniversary dates. The anniversary date for retirecent shall be the
data of original employment and shall include all active service from
teat date. The anniversary date for pay increase purposes shall be that
upon which the enployee becomes eligible for a merit Snefease.
(e) "Appointing Authority" means an officer or agency subject to the
charter having power to make appointments be positions.
(d) 'blade" or "Class of positions" means a group of peeitions suffi-
ciently alike in duties, authority, and responsibility to justify the
application of the same class, title, qualifications, and salary range to
all positions in the group.
(e) 'Classified Service" means all positions in the city service except:
elected officers, the city manager and other officers appointed by the
city council, members of be,,& and commissions and other positions to
which no cortpensation is attached, patient or inmate help in city
institutions, employees of the school department and water district
and persona e:nloyed in a professional capacity to make special and
tempW'ary etudiee, investigations or 1nclulrles.
(f) "Class Specification" means the written description of a class con-
taining the official title, a statement of the duties, authority, and
responsibility of the class and the qualifications that are necessary or
desirable for the satisfactory performance of the duties of the class.
2-
(g) "pewtion" Sense the change Of an employee from a position in one
class to a position in another class having a lover maximum salary rate.
(h) "Full-time Position" means a position recairing the observance of
normal working hours.
(i) "Immediate Family-" means the parents. spouse# brothers sisters OP
.children of the employee.
(3) "Pert-time Position" means a position involving subnormal working honID
such an a few hours a day or days a week.
(k) "Permanent EMloyee, means an employee who has been regularly and
legally appointed to a position in the olassified service and has satis-
factorily completed whatever probationary period may be required.
(1) "Permanent Position" means a regularly established position in the
classified service in which the duties are of such a nature that it can be
reasonably assumed that the position will continue indefinitely.
(m) "Position" means a related group of duties within an organization unit
assigned to an employee.
(n) "Pt_�tion" means advancing an employee from a position in one class
to a position in another class having a higher maximum salary rate.
(o) "Seasonal Position" means a position requiring the observance of normal
working hours but which is filled annually for only certain mantle or
seasons of the year.
(p) "Temporary Position" Sears a regularly established position in the
classified service created for a designated period of time.
(q) "Transfer" mans a change of ad employee from one position to another
Position in the same class ar another class having the same maximum Salary
limitSy involving the performance of similar krties and requiring substan-
tially the same basic qualifications.
3-
section III. classification Plan
1. Preparation of plan. The City Manager shall ascertain the duties, authority
and responsibilities of all positions in the classified service. After conaul-
nation with the department heads, he shall prepare a position classification
Plan which shall group all positions in the classified service in classes, based
on their duties, authority, and responsibilities. She L)osition classification
plan shall set forth, for each class of positions, the official class title, a
statement of the duties, authority and responsibilinles included in the class,
and the qualifications that are necessary or desirable for the setisfacta.,
performance of the duties of the class.
2. Adoption of plan The City Manager shall give adequate opportunity for
eagloyees to be heard in connection with the classification plan. Alter hearing
such suggestions and recoamiendationc as department has&, supervisors, esployees,
and other interested persons may present, the City Im ger shall approve the
classification plan. Such plat, when so approved, shall take effect Immediately.
3. Collins' Allocation of POsibinst, As promptly as practicable and within act
more than one month after the approval of the classification plan, and after
consultation with department heads, the city manager shall allocate each position
in the classified service to the appropriate class Herein, on the basis of its
duties, authority and responsibilities.
4. Interpretation of Class if' ti The City Manager shall prepare
specification for each class of position. Specifications will be interpreted
in their entirety and in relation to others in the c-assiflcation plan. Parti-
cular phrases or examples shall not be isolated and treated as fall definitions
of a oleos. Specifications shall be deemed only as descriptive and explanatory
of the kind of work required in positions in the several classes but not
necessarily inclusive of all duties to be performed.
$. Administration of Plan. Revisions to class specifications and reallocations
within the approved classification plan will be made in the following manner.
-4-
(a) The City Manager shall study the duties and responsibilities of each
naw position as it is created, and on the beads of this study allocate the
position to a class appropriate to the duties performed.
(b) Whenever a new position is created or a change is nude in the duties
and responsibilities of an existing position involving either the addition
a naw duties or the taking away or modification of existing ones, such
changes will be immediately reported to the Ci-,y Manager who will inves-
tigate and if they are to be permanent and car' for reallocation he will
Piece the position in the appropriate close.
(c) When an eaployee is transferred permanently be another position, the
City Manager shall re-examine the duties of such position W determine if
the position is still properly classified and if necessary reallocate the
Position to a different clesa.
(d) An employee may at any time submit a written request through his
department head to the City Manager for a review of the allocation of his
Position. If such request sets forth sound reasons for review, the City
Manager shall re-examine all duties and responsibilities and advise the
egpleyee in eoitdhg of the correct allocation. If the employee is
dissatisfied with the final allocation, he may appeal the decision as
Provided in section XII.
(e) Any employee who works more than 60 calendar days, or 30 working days
in a class above his regular classification, shall be promoted to the
higher classification.
6. Use of Claes Titles. Following the adoption of the classification plan and
the allocation to classes therein a positions in ths classified service, the
class titles set forth therein shall be the official titles designating the several
Classes and shall be sued be designate such positions in all official records,
vouchers, payrolls, and emmmmications concerning personnel. No person shell be
appointed to, or employed in, a position in the classified service under a class
title which has not been approved by the City Manager as appm,prlate to the duties
Performed. - 5 -
Section W. Pay plan
1. Preparation The City Maaager shall be responsible for the development of A
uniform and equitable pay plan for the Classified service Mich shall consist of
minimae and maximus rates of pay Por each class of positions and such interme-
diate rates as he considers necessary or equitable. Salary ranges shall be
linked directly to the position classification plan, and shall be determined
with due regard to ranges of PaY for other classes, requisite qualifications,
prevailing rates Of pay far comparable work in other public and private employ-
ment in the area, cost of living factors, suggestions of department heads,
mainteranae or other benefits received by employees, the financial policy of
the city, and other economic considerations.
2. Adoption. The proposed pay plan shall be submitted by the City Nunsgar to
the City Council for adoption. After adoption by the council, no position shall
be assigned a salary higher than the maxim or lower than the minimum salary
provided for the class of position unless the salary schedule for the class is
amended.
3. Initial Effect. All employees in the Classified service who are receiving
Is" than the minimum rate for the class of positions Mich they hold on the
affective date of the pay plan shall be increased to the minimme rate of the
salary range. EuPlcyees Mose salaries are in excess of the maximum rate
assigned to the class to which their positions are allocated may thereafter
receive the same rate but shall rot be eligible to receive any further salary
increase until they occupy a position which has a higher maximum salary rate.
All employees whose Be Lary rates are at steps between the prescribed minimum and
max June rates of the class shall continue at that rase. I£ such a rate is at
other than we established step at the range, it shat- be increased to the next
established step. No new or adjusted salary rate shall be set at other than one
of the presctibed steps of the salary range.
- 6 -
4• Amendments. Amendments to the pay plan will be reconeended by the City
Manager to the City Council when charges in responsibilities or work of classes,
living costs, prevailing rates of pay, the city$s financial condition and
Policies, or other pertinent conditions warrent such action.
5. Administration.
(a) Appointnant Rates. The mdaIMU01 rate of pay for a class shall normally
be paid upon appointment to the class. Appointment rates above the minimum
rate may be paid with the approval of the City M oagei. Justification for
approval will be limited to recognition of exceptional qualifications of the
appointee or lack of qualified persons at the minimum rate. If a farmer
enmloyee is re-employed in a class comparable to the one in which he was
preVionaly egoloyed, the City Manger W make An appointment at the same
rate of pay which the employee had been receiving at the termination of his
service.
(b) Salary Increases. Salary adjustments within established ranges and the
Approved budget shall not be automatic but shall be based upon the conduct,
efficiency and performance of the esployee. Increases in salary shall not
be more than one step nor granted more than once each fiscal year, except
that in cases a exceptional performance or unusual employment conditions,
additional increases within the established range may be authorized by the
City Mamger.
(c) Subsistence Allowances. Subsistence or maintenance allowances received
In lieu a cash shall be considered as part of the total salary and payroll
deductions shall be made therefor. Whenever subsistence is allowed in lieu
of cash, a schedule of such charges together with a statement of the policy
and regulations to be followed in making the charges shall be established
by the City Manager. Such schedules shall be reviewed at least once each
year arca oftener if necessary to keep them in proper relation to local
living costs and fluctuation in the cast of living.
7-
(d) overtime payment,.
1. All positions in wage-rated (hourly) classifications shall he
required to work a 42} hour week, with exceptions as noted in the
Classification and Compensation Plan; all overtime shall be remunerated
at time and one half. The awarding of compensatory Lima for these
classifications shall net be allowed.
2. All positions in salaried (weekly) classifications, with the
exception of all department and division heads, shall be remunerated
on a straight time hourly equivalent rate for overtime. The awarding
Of Covpensatory time for these classifications shall be allowed only
in unusual circoaetances, upon approval of the City Manager.
3. The payment oP overtime to department and division heads shall not
be allowed. These positions shall be granted compensatory time with
the approval of the City Manger.
6. Certification of PavrClls. Neither The City Manager nor aW department head
or acting department bead shall make or approve Any �nt for pereonal servinas
to ary person who has net been appointed and employed in accordance with the
Provisions of the City Charter, City oadirancaw, and the Personnel. Rules and
Regulations.
Section V. Recruitment
1. Recruitment
(a) Whenever a vacancy occurs in a classified position in any department,
the department head shall notify the City Manager of said vacancy on a form
Prescribed by the Personnel Director and approved by the manager, stating
the date of the vacancy, position, title and anv other pertinent facts which
may be necessary.
(b) Whenever a department head wishes to establish a new position he shall
notify the City Manager in writing stating the class title, if such a clase
exists, or a job description when he such position is classified and the
reasons for the request. No nee position x111 be established without the
approval oT the City Manager.
2. Aeplication
(a) Application for employment in a classified position with the city must
be filed on forma prescribed by the Personnel Director and approved by the
City Manager. Such forms may require whatever information is deemed
necessary and all applications moat be signed by the person applying.
(b) Unless an adequate, current list is available, the Personnel Director
shall advertise all such vacancies, except those to be filled by promotion,
in at least one issue of a local paper, giving the job title and salary
ranCe. Applications shall be received for at least one week after the
date of the advertisement.
3. Appointment.
(a) The City Manager, the Personnel Director, and the department head
involved shall re v1 ew all the applications received and select for personal
interview three or more Of the applicants whose training And experience
indicate that they are the best qualified. The department head will then
submit his reeomuchistiou to the City Mgnager who in all instances shall
- 9 -
be the final appointing authority. Preference will be given when all
other qualifications are equal, to residents of Bangor, Maine. The above
shell apply to ell appointments other than those of an emergency nature,
except these covered in Section II (e) of these Personnel Rules.
4• Probationary Period
(a)
All
appointments by the City Manager shall
in the
first
instance
be
node
for
a probationary period of one year.
- 10 -
Section VI. Hours of Werk
1. Schedule of Working Hours
(a) The following schedule of working hours shall be considered the
standard work week for each department. Variations in the standard work
week may be made by department heads with the approval of the City Manager
to provide necessary job coverage. The purpose of this rule is to estab-
lish normal
,. practices but all city employees are expected to pat the needs
of public service above consideration of work schedules:
City Hall Offices 5 nays. 371 hours
City Hospital & Home - General 5 days, 40 hours
All Custodial 48 hours
Public Works Department
Office Staff
S days.
371
hours
Field Staff
5 days,
42
hours
Electric Dep rtment
Line Crew 5 days, 421 hours
Station Operators 6 dews, 48 hours
Police Department 51 days, 44 hours,(average)
Clerical Staff 5 days, 371 hours
Fire Department 2 platoon schedule (day, 10 hours
night, w hours) 621 hours
average
(b) Attendance. Employees shall be in attendance at their work le
accordance with these rules, and general or departmental regulations.
All Departments stall keep daily attendance records of employees which
shall be reported to the City Personnel Director in the form and on the
dates he shall specify.
(c) COMensatorY Time. All requests for compensatory time shall be
submitted on regular personnel action forma, prier to the effective date of
the action.
(d) Out -of -City Meetings and Conferences Persconal attending meetings,
c0cferemes, training courses, or other Sob -related activities requiring
absence from the city, shall report such absences on a regular personal
action form prier to the effective date of the action.
-ll -
Section VII. Leaves
1. Vacation Leave
(a) Each permanent employee in a full-time position in the classified
service shall'be entitled to two weeks vacation after one year a service,
and three weeks vacation after fifteen years of service. A calendar week
of vacation shall be deemed to consist of the number of days in a normal
work week.
(b) Each fall -time employee shall accumulate one calendar weak of vacation
for each six months of service except that employees with fifteen years of
service shall accumulate one and one half full calendar weeks of vacation
for each six months of eervice.
(c) An employee whose services are terminated within six months after his
appointment shall not be deemed to have accrued any vacation days.
(d) Any unused vacation days may accrue from one year to the next but no
vacation leave shall accumulate in excess of three weeks except that
enmpinyees with fifteen years of service my accumulate vacations days not
to exceed four weeks, and with the Partner exception that, with the
approval of the City MenAger, four weeks of leave for employees with less
than fifteen years service and six weeks for enyloyees with fifteen or more
years service may be accumulated.
(e) vacation leave shall be granted, when, in the opinion of the department
head it shall be convenient to the contact of departmental operations, but
no department head shall withhold the vacation leave of any employee in
excess of eighteen months.
(f) Any unused vacation leave not in excess of the maximum allowed to
accrue herein without the approval of the City Manager shall be paid to any
emm,loyee upon his retirement ar voluntary resignation, or to his beneficiary
or estate upon his death.
- 12 -
2. sick Leave
(a) Each permanent employee in a full-time position in the classified
service shall be entitled to paid sick leave if needed for the reasons
stated below. Each full-time emplayee in the classified service shall
accumulate sick leave at the rate of one and one quarter sick leave days
for each full calendar month a service. If employee is on sick leave
credit will still accrue.
(b) Canned sick leave may accumulate from year to year but not to exceed
one hundred and twenty sick leave days. Each calendar week of sick leave
shall be deemed to consist of five sick leave days.
(c) Paid sick leave shall be granted only for absence from duty for the
following reasons:
1. Illness.
2. Non -compensable bodily injury or disease.
3. Cospensable bodily Injury on disease as provided in Sub -section 3,
Section VII.
4. Exposure to contagious disease, if quarantined.
5. Attendance upon members of the immediate family whose illness
requires the care or attendance of such employee, not in excess of
one day except with special approval by the department head and
City Manager.
3. Injuries in the Line of Duty. Any employee who sustains a personal injury or
illness arising out of and in the course of his employment shall be paid during
each weak of total incapacity to work resulting hos the injury an amount
sufficient, when added to the weekly payment of workmen's compensation paid in
accordance with the laws of the state, to equal his regular salary or normal wage.
Such additional paymants shall act be continued beyond $2 weeks except
upon order passed by the City Council nor shall additional payments be made
13 -
in any instance when, in the opinion of the department head and the City Manager,
the accident occurred as a result of intoxication, wi:fal intention, violation of
rules and regulations on the part we the employee, or while the employee is
in the employ of any other person, firm or corporation.
4. Military teave. Any permanent enployee in a full-time position who is a
member of the National Ward or Naval Militia, or of .he military or naval
forces of the United States, and is required to undergo field training therein,
shall be entitled to a leave of absence with pay for the period of such training,
but net to exceed two weeks in any one year, in addit''-art to the annual vacation
leave, provided the amount of compensation paid to such employee for such leave
of absence shall be the difference between his cospensation for military
activities as shown by a allUment by military autbor:ties giving his rank, pay
and allowances, and the amount of salary or wages due as an employee of the city.
If the eompensation for military service is equal to or greater than the salary
or wages due as a city exployee for the period covered by such military leave,
then no payment shall be made.
$. Leave of Absence Without Pay. Any permanent enployee in a full-time position
in the classified service subject to appoir went by the City Manager may be
granted a leave of absence without pay by the City Manager upon the reconmandation
a the department head concerned. Such leave of absence without pay shall rot
exceed one year in length and shall only be granted when it appears, because of
the past record of the employee, or because of the pu--pose for which the leave
is requested, that it is to the best interest of Us city to grant the leave.
Sick heave and annual leave shall not accrue during any leave of absence without
pay exceeding four weeks, and any such leave shall automatically adjust the
anniversary date.
6. Special Leave. Special leave with pay shall be granted not in excess of
three days to any esplayee whose absence is caused by the death of a member of
the immediate Ia".
-14-
7. Reporting Absentee. Foployees absent for any reason shall report to their
department head imoediately: giving the reason for their absence. The City
Manager may require as a condition precedent to the payment of aick leave a
certificate oT a qualified physician certifying as to the condition of the
euployee or member of his family.
8. Holidays. Each permanent employee in a full-time position in the classified
service except employees of the Fire and Police Departments shall be entitled to
Us following paid holidays:
New Year's Day
Washington's Birthday
Patriots, Day
Memorial Day
Fourth of July
labor Day
Veterans' Day
Thanksgiving Day
Cbristmas Day
All uniformed employees of the Fire and Police Departmente shall receive
one extra week of vacation normally in lien of the above holidays.
If a permanent full-time ewployee is on vacation or sick leave, he shall
not be charged for a holiday occurring during that period.
- 15 -
Section VIII. Promotions
1. Eligibility
(a) Every employee shall be eligible for promotion and any ertployee
desiring to be considered for promotion should make application me provided
in Section V. 2.
2. Notification
(a) The City Manager and the department heads shall endeavor to advise
eymloyees of the existence of vacancies to which they may be qualified to
be promoted.
3. preference
(a) In the event applicants for any position appear to be equally well
qualified, preference shall be given to the city employed for promotion
over the applicant who is not a city employee.
(b) When two employees appear equally well qualified for promotion to
any positionp preference shall be given the employee with the greater
seniority.
4. Probatiomn Period
(a) All promotions shall be eub3ect to the probationary period provided
for In Section V. 4.
5. Qualification Period
(a) Employees pay be required to perform the duties of a position o4 a
higbm cleaslfiution for a period of 30 days without change in pay or
title in order to demomteate their qualifications for promotion.
16 -
Section If. Disciplinary Action
1. Demotion
(a) Ca_e. A department head may, with the approval of the City Manager,
reduce the salary of any employee within the racga provided in the pay plan,
or demote the employee for inefficiency or incapacity, insubordination,
misconduct or immoral conduct, intoxication, offenses against the law,
non-payment of bills, or other sindlar just cause.
(b) procedure. A written notice of the reasons for demotion or reduction
in salary shall be furnished the employee at least five days prior to the
effective date of the action.
2. suspension
(a) Case. A department head maty, with the approval of the City Manager,
suspend any employee in his department for inefficiency or Incapacity,
insubordination, misconduct or ismcral conduct, intoxication, offenses
against the law, non-payment of bills, or other similar just cause. Such
suspension stall be without pay and shall be for a period not to exceed
thirty calendar days an a" twelve month period.
(b) Procedure. A written notice of the reason for suspension shall be
furnished the employee and a copy filed with the City Manager within five
days after the effective date of said suspension.
17 -
Section A. Transfers
1. Condition of Transfer
(a) Transfers may be made under the following conditions:
I. AM an esployee applies for transfer to another vacant position
of the same classification.
2. Wnen the City Manager deems transfer necessary because a work
conditions.
2. Transfers Between Positions of Like Classification
(a) Transfer may be made between positions of like classification.
3. Transfers Not to effect Seniority
(a) Transfers shall in on way effect an ®nploye0s seniority.
18 -
Section Ai. Separations
1. Idsafssal
(a) Cause. The City Manager may dismiss upon recommendation of the
department head concerned, any employee for inefficiency or incapacity,
insubordination, misconduct or Swnoral conduct, intmication, offerees
against the law, non-payment of bills, or ether similar Just cause.
(b) Procedwe. A" permanent eamloyee who is discussed shall be granted
five days prior to the effective date of dismissal, a written statm ent
setting forth the reasons for such dismissal.
2. Layoffs
(a) Reasons for Layoff. AV permanent eMloyee may be laid off whenever
it is necessary to reduce the number of seployees in any department because
of a shortage of work or funds, the abolition of a position, change in
departmental functions or organisations, or for related reasons which do
not reflect discredit upon the eaployee.
(b) order of Layoff. Permanent employees shall be laid off in inverse
order oP length oI service within the class of positions. Provided, however,
that the department head may demote an enployee to a lower class of position
for which the eaployee is qualified in which case the layoff within that
class shall be in inverse order of the length of service wtthin the depart-
ment. Provided further, test eaplcyees appointed by the City Manager may
be laid off without regard to order of seniority under the following
conditions:
1. The department head shall submit to the City Manager a mitten
statement giving reasons why the mployee to be retained has rendered
service to the city which is superior to that oP the erployee to be
laid off.
2. The City Manager approves the reccerandecion of the department.
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(c) Notice of Layoff. No permanent eft�eleyee $hall be laid off except
upon written notice from the department head given not leas than two weeks
before the effective date a the layoff.
(d) Layoff of Texmerae7 flPloveea Any twftasw ry employee and any employee
in a temporary position may be laid off without regard to the provisions of
this rule.
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Section XII. Grievance procedure
1. Any emloyee may, by himself or through his representatives, bring a
grievance to the attention of the city officials through the following steps:
(a) The grievance shall be first discussed with the Ines diate supervisor
or Toreson.
(b) The grievance may then be submitted in miting to the department
head who shall give a written reply within one week.
(c) The grievance may then be submitted in writing to the City Manager
who shell give a written reply within one week.
(d) The City Manager may be requested in writing to bring the matter
before the City Council or a coamdttee thereof.
These steps shall be followed in sequence. The requirements of a written
presentation and reply in steps (b) and (c) in not intended to preclude the
use of frank and informal conference as a means of reaching settlements.
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Section %III. Retirement and Insurance Byateas
1. Retirement Systems
City of Fenger employees are covered by two types of pension systema,
the state retirement system and the city administered system.
(a) City Retirement System. Under the city retirement system which is a
non-contributory plan, a city employee may retire at half pay at age 65 if
he has worked 30 years for the city.
The Only exceptiore to the eligibility requirements are for Police and
Fire Departments where employees aHv retire after 20 years of service at
age 60. Under this plan there are disability provisions for firemen and
policeman only who get half pay for in-service disability with no minimum
years of work required,
(b) State Retirement System
1. Retirement Benefits. Rhe City a Bangor elected on July 1, 1947
to participate in the State of Maine retirement system. All new
employees are required to beans members of this system upon entry as
permanent esg+loyees. This system provides that a city employee W
retire at approximately one half his wanes_ salary at age 60 if he has
worked for 35 years for the city or at a proportion Of a reduced rate
U he retires at age 6C with lees than 35 years of service.
Upon retirement the enployee may take his choice of several
optional types of benefits which give him a varying amount a direct
retirement and a varying amount of protection to his survivors in the
event of his death.
The state System includes a disability provision which allows a
a disabled employee to retire at approximately 254 of his annual wage
if he has worked for the city for 10 years.
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2. Fire and Police Retirement Benefits. in 1955 special legislation
was passed providing for the retirement sf firemen and policemen
under the state system at age 55 after 25 years oT service for service
retirement. This was adopted by the City of Berger in 1957 and its
previsions now pertain to all members of Bargor Fire and Police Depart -
mens who are members of the State Retirement System.
3. Croup Life Insurance. The City Council of the City of Bangor acted
on September 12, 1955 to adopt the provisions of Chapter 451 of the
Public Laws of 1955 providing for a system of state administered group
life insurance. These provisions are not compulsory upon city
employees but are available to him if he w''-shes to participate.
Each employee is automatically insured under this plan unless and
until a refusal form is signed. When an employee is insured, cancel-
lation may be made only by permission of the State Retirement System.
L. Survivor Benefit Plan. In 1950 the survivor benefit provisions
of tbs State Retirement System were adopted by the State Legislature
and on March 1, 1959 this provision was adopted by the City Council
of Bangor. Provisions of this plan are available only to members of
the State Retirement System and employees of the city who are not
members of the system can not be covered try it.
Benefits for this plan are in general for a widow and minor child,
$150.00 per month; for a widow and 2 minor children, $175.00 per
month; for a widow and 3 or more minor children, $200.00 per month;
for a aides over 60 with no minor children, $75.00 per month.
(c) Death Benefits for InServiee Accidents - City Plan. Under the
Provisions of private and Special Laws oT 1915, Chapter 66 as amended by
P. and S.L. in 1923, Chapter 99, the City of Bangor also pays a pension to
dependent survivors of employees killed in in-service accidents.
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This provision is equal to one half the rate of pay received by the
esployee at the time of the accident and is paid to his widow, if any,
as long as she remains a widow and if there is no widow, to any
children under the age of 16.
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Section XIV. Unethical practices
I. Solicitation and Receipt of Gifts or Pa to No city emmloyee shall
solicit nor accept on behalf of himself, his department, or the city of Bangor
aqy gift whether in theJarm of service, loan thing, or promise from any paean,
firm, or corporation which �iq interested directly or indirectly in any mower
u1aatsoever in any dealings with the city nor shall such employee accept any gift,
Saver, or thing a value that W tend to influence him in the discharge a his
duties or grant in the discharge of his duties, any proper favor, service, or
thing a value.
2.I ti_ bl Enplqypent. No esployee shall engage in or accept private
employment or redder services for private interests when such employment or
service is inconpatible with the proper discharge of his official duties or
would tend to impair his independence of Judgment or action in the performance
of his official duties.
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