This request is to apply revisions to Policies No. 1, 200, 300, 600, 700, and 1000 within the City of Goodyear Policy and Administrative Guidelines Manual. Details of the recommended policy changes are listed under Background and Previous Actions.

ADOPT RESOLUTION NO. 2022-2244 AMENDING “POLICY 1 EMPLOYEE POLICY ADMINISTRATION & ACKNOWLEDGEMENT,” “POLICY 200 EMPLOYEE COMPENSATION,” “POLICY 300 EMPLOYMENT,” “POLICY 600 ATTENDANCE LEAVE POLICY,” “POLICY 700 PROFESSIONAL AND PERSONAL CONDUCT,” AND “POLICY 1000 EMPLOYEE SAFETY AND HEALTH” AS AN AMENDMENT TO THE “CITY OF GOODYEAR POLICY AND ADMINISTRATIVE GUIDELINES MANUAL”. (Lyman Locket, Human Resources Director)

Several aspects of the proposed changes will have a fiscal impact, with the two major items listed below.  The overall fiscal impact of other changes is relatively immaterial or made to reflect prior changes to practice (i.e. Juneteenth)

The updates to Policy 300 Employment regarding Over-Filling Authorized Positions and Pre-Filling Authorized Positions will be funded through a department's salary savings and will only proceed if such savings are available and verified including a review of any increased payouts associated with the below policy 600 revision.

The updates to Policy 600 Attendance Leave Policy enhancements of the Sick Leave Payout Upon Termination and the Sick Leave Conversion Upon Termination will have fiscal impacts which will be absorbed by each department utilizing salary savings. However, since separation is unpredictable, the payout estimates provided below are based upon actual employees who have separated from the City within the last 12 months who would have met the eligibility criteria listed in the policy. Actual annual costs will vary.
 

Policy 600 Enhancements	Amount
Sick Leave Payout (upon voluntary separation with 5-9 years of service)	$65,793
Sick Leave Conversion to Retirement Health Savings (RHS) (Above 480 hours)	$8,370
TOTAL	$74,163

Human Resources continually reviews and revises policies and guidelines to reflect the most recent labor law changes, implement best practices, and to enhance wording or provide clarity to our manual.

The following are a list of the policies and the changes incorporated:

1. Policy 1 - Employee Policy Administration & Acknowledgement
   • Language added for policy and guideline acceptance and acknowledgement.
      
2. Policy 200 - Employee Compensation
   • Clarified salary increases may be withheld until performance rating reaches "Meets Expectations."
   • Lump sum payment for employees at max of range or "redlined" equal in amount they would have received if not at or above max.
   • Removed "not to exceed two years" for Temporary Re-assignment to Higher Classification.
   • Updated Non-exempt employee acting assignment to a minimum of 30 days to receive acting pay increase.
   • Added regrade provision for movement to a different grade without adjusting salary.
   • Added provision for monetary recognition awards.
   • Added provision for employees on standby to remain within a geographic range to respond within 30 minutes.
   • Removed fire specialty pay, it is in the MOU.
   • Added clarification for non-sworn employees who will receive 4th shift pay.
   • Added provision for Returning Salary for employees returning from layoffs.
      
3. Policy 300 - Employment
   • Added a provision for over-filling positions for employees who entered the DROP or advanced notice of their resignation.
   • Added a provision for pre-filling positions in the Police Department for filling positions immediately upon approval of the tentative budget due to the long lead time for training.
      
4. Policy 600 - Attendance and Leave
   • Added Juneteenth Day as a recognized holiday.
   • Clarification on when Floating Holidays are granted to employees.
   • Removed 56-hour vacation hours earned, they are in the MOU.
   • Clarified vacation accrual for part-time and temporary employees.
   • Updated provision for vacation or compensatory time in lieu for disciplinary action with approved financial hardship.
   • Added provision for forfeited sick leave balances to be added to the central bank and if banked hours exceed 2,000, they will be retired.
   • Added sick leave payout upon voluntary separation:
     • Employees with 5-9 years of service will receive up to 240 hours (336 hours for 56-hour employees).
     • Employees involuntarily separating are not eligible.
   • Added sick leave conversion to Retirement Health Savings (RHS):
     • Employee's must officially retire from ASRS or PSPRS, or separate due to disability retirement or separate while on long-term disability. 
     • Hours above 480 will be converted to RHS based on years of service.
     • Employees who involuntarily separate employment are not eligible.
   • Clean up vacation cash-in withholding.
      
5. Policy 700 - Professional and Personal Conduct
   • Updated to include Core Values.
   • Address political activity changes.
      
6. Policy 1000 - Employee Safety and Health
   • Address marijuana separately from controlled substances.