HomeMy WebLinkAbout2023-12-04 Resolution 2023-510_Employee Handbook, AmendmentTHE CITY OF WAUKEE, IOWA
RESOLUTION 2023-510
AUTHORIZING AMENDED EMPLOYEE HANDBOOK
15.1 PAID HOLIDAYS, 5.2 PAY FOR HOLIDAYS WORKED,
5.6 USE OF VACATION LEAVE, 5.7 VACATION PAYOUT UPON TERMINATION,
5.17 PAID PARENTAL LEAVE, 7.4 PREGNANT WORKERS FAIRNESS ACT]
IN THE NAME AND BY THE A UTHORITY OF THE CITY OF WA UKEE, IOWA
WHEREAS, the City of Waukee, Dallas County, State of Iowa, is a duly organized Municipal
Organization; AND,
WHEREAS, it is the purpose of the Employee Handbook to establish and maintain a uniform system
for managing personnel matters, and to provide for the standards, terms, and conditions of employment
with the City of Waukee in a clear and comprehensive fashion; AND,
WHEREAS, the policies contained in the Employee Handbook are general guidelines for the City's
current employment practices and workplace procedures. They are not intended to be a contract,
expressed or implied, or any type of promise or guarantee of specific treatment upon which employees
may rely, nor a guarantee of employment of any specific duration; AND,
WHEREAS, the City desires to maintain policies and procedures that meet the requirements of state
and federal laws; AND,
WHEREAS, City staff recommend certain amendments to the Employee Iandbook focused on
attracting and retaining employees and clarifying language: AND,
WHEREAS, Chapter 5.1 Paid Holidays, is amended as follows, with changes indicated in red:
5.1 PAID HOLIDAYS
The following days shall be recognized and observed by regular full-time employees as paid holidays
and paid at straight time pay of eight (8) hours:
-New Year's Day -Veterans Day
-Presidents Day -Thanksgiving Day
-Memorial Day -Friday following Thanksgiving Day
•Independence Day -Christmas Eve Day
-Labor Day -Christmas Day
Regular full-time employees shall be eligible for holiday pay provided they work the last scheduled
working day before and the next scheduled working day following the observed holiday or provided
they are on approved leave (either paid or unpaid) for those same days. If you are on a paid leave of
absence, and the holiday occurs during your leave, the holiday will not be counted as part of that leave
of absence and shall be charged as holiday leave. In approving leave around a holiday,
directors/division heads must ensure adequate personnel are on -duty to conduct departmental business.
All full-time 24-hour Fire/EMS employees will be awarded 80 hours of holiday time in a holiday bank
on the first payroll in July. Holiday hours may be taken at a mutually agreed upon time with sufficient
notice to the Fire Chief or designee. Hours remaining in a holiday bank on June 30 will be paid to the
employee on the first paycheck following June 30.
Holiday hours will be prorated for all full-time 24-hour Fire/EMS new hires. Unused holiday hours
remaining in the holiday bank when an employee separates from employment will be paid out on a
prorated basis.
For non-exempt Fire/EMS employees, a designated holiday begins at 7:00 a.m. on the day of the actual
holiday listed meegnized in section 5.1 Paid Holidays and ends at 6:59 a.m. on the following day.
WHEREAS, Chapter 5.2 Pay for Holidays Worked, is amended with the changes indicated in red:
5.2 PAY FOR HOLIDAYS WORKED
Non-exempt employees who are required to work on any of the observed holidays listed above shall be
paid at one and one-half (1 %2) times the employee's base hourly rate for all hours worked on the
holiday. Seasonal employees who are required to work, by their supervisor, on any of the actual
holidays listed above, shall be paid at a rate of one and one half (1 '/2) the employee's straight hourly
rate. In addition, regular full-time employees, except full-time Fire/EMS employees, will receive eight
(8) hours of holiday pay. Exempt employees required by their supervisor to work on a City -observed
holiday shall be entitled to observe their holiday on a different day, as approved by the supervisor. 17
WHEREAS, Chapter 5.6 Use of Vacation Leave, is amended with the addition of the following
language:
Director level and above shall have the opportunity to convert up to one week of accrued, unused
vacation leave into a deferred compensation plan on an annual basis.
WHEREAS, Chapter 5.7 Vacation Payout Upon Termination is amended as follows, with the changes
indicated in red:
5.7 VACATION PAYOUT UPON TERMINATION
Accrued but unused vacation leave will be contributed to the employee's deferred compensation plan
at the straight hourly rate the employee was making just prior to separation or paid out upon
termination of employment. Accrued vacation time may not be used to satisfy the two -week minimum
termination notice requirement unless waived under special circumstances by the City Administrator.
WHEREAS, Chapter 5.17 Paid Parental Leave and Chapter 7.4 Pregnant Workers Fairness Act are
added as follows:
5.17 PAID PARENTAL LEAVE
The City of Waukee will provide up to four (4) consecutive weeks of Paid Parental Leave per calendar
year for the birth, adoption or placement of foster -to -adopt child(ren). The purpose of Paid Parental
Leave is to enable the employee to care for and bond with a newborn or newly adopted or newly
placed foster -to -adopt child(ren). Employees must qualify and be approved for FMLA in order to be
eligible for Paid Parental Leave. Paid Parental Leave runs concurrently with FMLA and must be taken
within six (6) months of the child's birth or placement.
7.4 PREGNANT WORKERS FAIRNESS ACT
As required by the federal Pregnant Workers Fairness Act (PWFA), the City of Waukee will provide
"reasonable accommodations" to employees with known limitations related to pregnancy, childbirth,
or related medical conditions, unless the accommodations will cause an "undue hardship" to the City
of Waukee.
An employee may request paid or unpaid leave as a reasonable accommodation; however, the City of
Waukee will not require an employee to take time off if other reasonable accommodations can be
provided that will allow the employee to continue to work.
WHEREAS, the effective date of the amended employee handbook will be January 1, 2024.
NOW THEREFORE BE IT RESOLVED by the City of Waukee City Council in session this 411, day
of December 2023, that it hereby approves and adopts the amended employee handbook.
Courtney Clarke, Mayor
Attest:
(• &huu
Rebecca D. Schuett, City Clerk
RESULTS OF VOTE:
AYE NAY ABSENT ABSTAIN
Anna Bergman Pierce
X
R. Charles Bottenberg
X
Chris Crone
X
Larry R. Lyon
X
Ben Sinclair
X