ansonia personnel rules
TRANSCRIPT
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CHTY
#F
AATSffiNEA
PERSOi\il\TEt
RULES
AITD
RtrG ULATIOITS
1979
Amended
to September 14,
1983
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:,
TABLE
OF
CONTENTS
;
Page
1
SECTiONi
-
DEFINiTIONS
2
SECTICN 2
RECRUITI\4ENT
3 SECTION3
-
EXAMINATIONS
4
SECTiON4
- APPOINTMENTS
5
SECTION
5
PROBATIONARY
PBRIOD
6
SECTION
6
-
BVALUATION
OF'
CITY
EMPLOYtrES
7
SECTION
7
-
CONDUCT
OF'EMPLOYBtrS
B
SECTION
8
PENALTIES
AND
SEPARATIONS
qECrIoN
e
l$iF^ffi$i,rl&?tr'#3Ns'
AND
13
SECTIONiO
COMPENSATION
74
SECTION
I1
F'RINGE
BENEF'ITS
17
SECTION
12
RECORDS
17
SECTION
13
DEPART]\4ENT
R.EGULATIONS
17
SECTIONi4
VALIDITY
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SECTIGIY
1
DEFINITiOI{S
1'1
Tire
loliowiug
tertns
are
usecl
in
the
Pcr-sonnel
Rrile-s
ancl
Regulations
ar:d
shall
be
construed
as
fol.lorvs:
A'
Appointing
Authoritv-
Tlte Ma-\,or
has
the porver
to
make
appoiltrtrcpts
lor
the
follorving
position*s:
Finance
Directoi;
Accountiug
tvtictrine
-
--
--
Operator;
Accottntingi
Clerk; Senior
Clerk,
Tax
Offlce;
Senior
Clerk.
Toym
.
-
and
City
Clerk;
Junior
Clerk,
Torvn
and
City
Clerk_
B'
Permanent
Emplovee-
An ernployee
rvho
successfully
completes
the
probationary
period
and
has
been
permanently appointed
ai
provided
tn
C'
Full-Tiqe
Empl-ovEqs-
Any
e6rloyee
rvho
rvorks
in
a
positton
thirty
(3Ol
or
r]lore
hours
sirall
be
considered
a
fuIi-tirne
employeeand
is
enUged
to
all
beneflts
provlded
for full-time
employees-
Any
employee
who works
in
orle
or_m_ore
positions
less
than
thirLy
(3O)
hours
in
each
position,
bqt
thirty
(3O)
hours
or more
in a
combiiration
of
posittons,
sltall
be
considered
a
fuil-time
ernplo5ree
ald therefore
sha-ll
be
entitled
to
all
benefits
provtded
for
these
regulations.
l
D'
Iart
Time-
Emplqype-
Any
ernployee
who
works
Iess
thaq
thirry
(3O)
]iours
.tlekly
sha-Il be
conslderea
i
part-time
employee
and
shall
not
be
eligible
for
any benefits
rvhich
are
specifically
trmiteO
to
hrll-tirne
enrployees
by
Lhese
regulations.
E'
Te-mp-orarv
Emolovee-
Ar:y
erttployee
rvorliin$
nine
(9)
rveeks
or
les-s
in a
calendar
year,
or any
ernplolree
ln
an emergenJl,
po-sition.
H
EoFition-
_A
SrouP
of
current
dulles
ald
responsibilities
assignecl
or
delegated
by competent
aritirority
requiring
ihe
lull
or
part-tir-ne
service
of
one
person.
Probationarv
Period-
A
n'orking
test
period
durin$
rvhich
an
ernplo_vee
j-s
requjred
to
dsr:onsrrate
]rjs
fitne-s-s
to perforrn
ilre
Euues to
v,,1icfr
Ire
lva-s
appointcd.
Personnel
Appeals
B -
A
ihrce
rran
conrnrittee
.Tire
salan
CornrniLtcc
o[
t]re
Boarcl
of
r\lclcnncn.
_I
G.
H.
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SECTION
2
RECR.IiITMSITIT
2.L
Elnouncements
A.
Hewsoaper
Advertisement-
Tire
Mayor
shall
nrake
knou'n
all'racancies
@-ssiIJerlSei-v-iqebyadvertiSing1nanerr,spaperof
gieneral
bircr.rlalion
within
U)e
corrununity
as u'ell
as
by
oLher
rnealls
as.
he
sees
Il[-
B.
Informatlon-
Alnouncelpents
shall
speclftr
the-Tourn-
is an
"equal
opport.*ity;imployer
- rnale
and
fernale,"
the
title
and
salary
rangle
of
tlie
posttioi,
"rt"i"
o[work
to
be
pe_rfonned,
deslred
quall-flcations
of
prospeclive
applicants,
closingidate
for
receiving
applications,
and
other
igforma1on
tiri
Mayor or
his
deslgnated
representative
may
deem
pertinent.
:
2-Z
Acceothnce
of
Applicants-
AppUcations
for
positions
wlll
be
accepted
from
all
per-sons
regiardless of
place of
residence-
2-g
Reference-
As
part otthe
pre-employment
procedure.
relerences
provided
by
ahe
carldidaLes
sl:ail
be
ipvestlgatad
as
to
personal
and
emplo-vnrent
habits
as
a
precaution
against obtainin$
u-ndeslrable
employees.
References
and
other
iheck
shall be
made
prior
td
an
oIIer
of enrploynent,
antd
this
infonndUort
shail
be
made
part
of the
applicant's
file.
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SECTTON
A
EXAMIT{ATIOI{S
3'1
WIten
Lire
I\{avor
clccms
it
r:eccs-sary
in
the
ltc-sI
irrtcrest-s
o[ilre
City,
he
-si1311
cllrect
art
exaittinatjon
be
irelct
ficiifi" p;;o;;;i;;t.,r*,u"['irre
eligibilitr,
of
appiicattts
to
Illl
exi-sting
or
anticipateil
iricaucies.
Applications
rvill
be
solicited
kour
as
large
a-g"ographital
area
as
ir
n...-"siry
to
assu.e
sumc:ent
applicairts
to permiittie
lelectibn
of
tire
best
possible
eniplovees.
3'z
A
practical
test
of
sktlls
ntalr
be
required
otapplicants
for
jobs
rvhiclt
involrre
the
rlse.
of
special
skills
and/or
"qriprrr.rrt
usage.
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SECTION
4
APPOINTMENTS
City
po-sitions
id
cleparturents
rinderjiiri-sdiction
of
the
Ma1,e5
shali
be
lllleci by
the
Mayor frorn
a reenrplo_1.nrent
or
eligibilily
iist
-.ribject
Lo
the
saijsfactorv
completion
of
a
probationary
pertod.
4.L.
Permaneni
Positions- Whenever
feasible,
vacancies
shali
be
filled
by
prornotion-
Examinations
rnay
be
required
when in
the
oplnlon
of
tire
Ivlayor
tire best
interests
of
the
Clty shall
be
served.
Permanent
positions
not
to
be
filled by
prornotion
shall
be filied
byi
a-
transfer of
employees
as
ltereinafter
providecl;
or
b.
appolntment lrom
a reernployment
iist
or a
eiigiblllty
Iist
as
It
ere
lnafter
provided
-
4.2
Temporarr
Positions-
Shall
be
lllled
as
far
as
is
practlcal
lrom
a
ltst
of
candidates
meetin$
t-he
minimum
qualificalions
lor
tlie
position.
4-g
SeasonalPositions-
In
departlnents
titat
h-arre
a
regu.lar need
for
qual-iJied
erirploy-ees,
individuals
rnay
be
appointed
for
up
to three
(3)
months by
the
.
Mayor.
4.4
Emergency
Positions-
Sirall
be fliled
by
the
lViayor
rvith
any person avaliable
for the
period
of the
einerganc-v
rvho meets
the
rniniurttm
qualiflcations
for
the
position.
Such
appointrnen[s sl:a]l
not
exceed
nitre
(9)
rveeks.
4.5
Retirement-
The
normal retirement
age for
employees
shall be
sevent:r
(70)-
Upon
an eurployee
atlaining
the
agie
oi
7O
5;92v5,
he
shall
be
retired
rvith
all
appropria
t e'
ben e fi'r_s.
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5'1
l'o
allotv
for
t.lte
exercise
of
souncl
discreiion
lr:
lhe
filling
otposiiiops,
all
.
appointtrtents,
incltrding
tliose
rnacle
by
prornotjons,
sliaIl
be
sublect
to
a
probationary
period
of
six
(6)
nronths.
The
probattoir.,.y
p.Joo
will
begin
rvjrer:
tire
appointee
starLs
the
full-un:e
position
tt
rvhich
lr.
i"^"fpointed
ancl
rviil
expire
slx
(6)
calendar
u:onths
from
the
clate
at-mtdnigirt.
iJuring
ilre
probalionary
period
of
an-v
ner.v einpioyee"
the
Mayor
rfi"yt.."rinate
the
employtner]l
of
suc
empioy.e,
f ourrng
this
period,
it;iJ
u"
o"t.r*i,eci
by
tite
Mayor
that
such
.ruplo5,e.
is
un{it
6.
.,.r.U"
to
satisfactoriiy
perform
6e
dtrtles
or
seMces
reqr-rtrid,tr
has
fraudulentlv
obtaineJ;;l;yrr"nt
by
falsi$'ing
infonnation
to
secure
emplolnnent
riitrr
tir"
cir:r,^J.]1
our.r"rrise
ut:qualified
to
conunue
In
the
posiuori-
The
decision
by"tire
rurlyo.
s5au
be
deemed
to
be
conclusive,
final
ald
binding_
upon
all
pro-bationrry
employees_
Prior
to
the
terminatlon
of
the
ori$inat
proUationary-term,
the
Mayor
may
extend
the
origiinal
probationary
term
for an
additi6nal
slx
(6)
months-
The
tJlayor
shali.forthiviih
notify
thJ
euiployee,
in
r.vriting,
of
his
decision
to
e,xlend
the
said
probationary
term--
Three (3)
weeks
belore
the
end
of
.n
employee's
probauonar5r
period,
the
clepartmerit
]:ead,
or
regiuJatory
body
m
crrarge
oi
th.
aepa.t-rrilnt,
shall
submit
tc
the
Mayor,
a.ru-itten-performance
report
rJcouunending
pemanent
status,
disnrissal
or
extension
of
the
probationary
perioF
for
notfiore
that
slx(6)
ntouths'
Such
reporls
ancl
their
approvalby
the
Mayor
*
u
O"frrrit. requisitefor
permanetlt appolntment
al.cl
tlid
privueges
that
ul"o*p.oyit.
D*ring
the
probationarY
period,
tlie
departrnent
head,
"or
regulatory
uoay"is
cnarge
of
the
departmeut.
shall
cotrnsei
and
inform
tlie
enrplol-";
t#;h;rJn"t
perrormtng
salisfacLorily
and
is
not
rneeting;
probation"f
t"it period
requireinents.
When
tlte
sen'ices
o[
an
employee
rviro
was
promoted
are
determined
to
be
ulsatisfactory
during-a
probatior:ary
periocl,
tire
employee
srrari
te
reernployecl
rvithout
prejucllce
in
tJre
position
clisi
in
which
ne
iiad p.*^.r"rt
stat,s-
SECTiON
5
PROBATIONAR.Y
PERTOD
notified
in
writing
by
the appointing
auLhori[r
upon
tl:e
of
the
probationary
period.
The
ernplol,ee
si:all
be
su
cccsslul
conrpletion
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:
sEcTIOri
6
EVALUATIONS
OF
CITY
EN/PLOTEBS
6-1
The
N'la1;or
or itis
ciesi$naLed
represcntalive
-shail
rcquire
.an
anllltal
evaiuation
otall
.riiploy."..
Depitmeut
lieacis
shall
be
evaiuated
by
ti:e
Ma-t,or.
6.2
Aly
departrnent
ltead
may
be
asked
to
evaluate
personnel assigined to
him.
Each
ernployee
shall
irave
the
rigllt
to inspect
and/or
copy his oln review,
Departrnent
heads
or the
princlple
supervlsory
offlcer shall
counsel
the
"
employee
and
revierv
the
service
ratin$
r,vith
said
ernplo-vee
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SECTION
7
corfpucT
oF
EMPLO].EES
7
'7
Hour-s
of
Wgrk=
Enrplol,ees
rvorking
lor
tite
City
of
Ansonia
sjrall
u,ork
jrours
established
by
depar[inent
]reads
o.il:"
Mayor.
The r.vorking-fii1e
of
all
cnrplol'gss
will
be
ir:
accorciance
with
state
Lnd
Fecleral
lar.vi
7
-2
Atten-dance-
An
enrplol,ee
shall
be.ln
attendance
at
regular
q,ork
ln
accordance
with
these
rules
a:rd general
departrnent
res"ulation"-
nU
9"p*tments
sha-Il
rnalntain
atten-clance
recbrcls
for
all
employees
and
slall
furnish
reports
daiiv
of
all
absences
to
the
I\{ayor
or
his
designee
on
the
deslgnatecl
lonn.
..
7'3
overtirae-
Enrplol'ees
reqriirecl
to
nornially r.r,ork
less
than
torfii
(40)
irours
per
r.veek
"ll"t
*.?y"^
strjght
tlme
for *ort
up
to
forty
(4)
hours
per
rveek.
AIl
r'vork
over
lorty
(40;
1o,r-rs,
or
over
erght
(g)
hours
tir
one
day,
srrall
be
compensated
at
one
and
a
half
flmes
ilre hourly
rate.
7'4
Department
Heads-
In
thetase
of
department
heacls,
attendance
at
meetings
?,f
city
agencies
arrd
nomlnal
overilm"
"nrn
be
considered
part
of
the
duties
of
the
positlon
and
not
ordlnartly
eltgible
for
compensauon
In
equivalent
thle
off.
I'
tlre
case.of
a
departrnent
head
#ho
iras
*o;ii;A;I;Faii#equent
or
to,g-
.
overtlme
wlthout
compensation
In
pay,
the
Mayor
shall
o"tannr.r.
the
falr
amount
of
equlvaJent
time
to
be
taken
and
ure
day
(s)
io
be
ark;;,
;-;4.
that
the
departlnent
head
n:ay
be
fatrly
.orrp".r-*u[ed
rvithout
any
adverse
effects
on
Ciry
operations.
J
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SECTION
8
FENAI,TIES
AND
SEPARATIGI{S
8.1
Car:se
of
Diseiplina-r-yAciion-
A
departlttent
head
or [ite appointiu$
a.,t-hority.nay
reprirtrarrd,
suspencl,
or
demote
an
errtplo]'ce lor
rea-sons
-such
as,
but
not linrited to, the
follorving:
1 violauon
or any
nilin$
or
any
sectioi:
of
ti:ese re$ulations;
2.
dishones[r in.the
perfonnalce
of
duties;
3.
coilsurnption
of alcohol
or
the"ille$al
use
of drug;s on
the
job;
4,
....
reckle-ssrless
on
the
Job:
5.
inefflclency;
6.
habitual
tarcliuess
or
absenteelsltl;
7-
perfonning servlces
lor
others
during
t_".\ilg
hours
rvithout
spccial authorizatiorr
for
Lhe
saute
by
tlte May-or;
relusal
to
per.fonrl
a
norr]al
quantity
and
qualit_v
of rvork;
fallure
to
obey
a reasonable
order,
eitirer
rvritten
or oral,
provided thai
nothing
in
this
subsection_
sha-llte
colstnted
io
require an
employee
to con:mit
al
unlarvfttl-or
unsafe act;
the
use
of
abusive
lan$uage
to a
supenrisor
or
to
the
public;
convictiolt
of
a
crime
involving
uroral
turpitucle;
lrattclulentiy
obtainiir$
sick
or
lnJury
Ieave'
ntay
be
nlade
by
the
MaYor.
8.
o
10.
-
11.
L2.
A
dismissal
8.2
Penalfies-
Pepalties fall
into
tlrree
categories:
Reprirnattds.
Denrotious.
atrd
Suspensions.
A-
Reprimand-
ln
sitrrat.ions
rvhcre
an
oral
\r,.'al-nli'lg
I:el.s
not
re-strltcd
il:
""paat"d
t*pro\.,ernerrts,
or
rvhcre
il)ore
sevel-e
irritjai
acLiotr i.s
rvarrantcci.
a rwitten
reprlrlapd
shail
be
sent
to
the
eI:r1l.loyec.
Ill'
1r;t
st:1len'l-sor
altcl
a
copy
shall
be
piaceci
in
the
ernplovee's
pei--so]lnel
folclcr.
ts.
Demotions-
Ap elrployee
nlay
be
cienroted
tb
a
po*sitlon
o[]ou'er
$r'a
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Wltcn
an elni;lo-r,ee
colrlci
olirenr:isc
bc
laid
o[[
brecar-rse
Itis
positiorr
is beirlq al>oiished,
his
positior:
is reclassilled
to
a
loii,er
$radc,
Jack
of
fund.s,
or
because
of
the
retlrrn
,ro
rvork
fronr
autltorized
ieavc of
another
etnployee
to
sucir
posiLlon
in
accol-dance
rvltit
these
rules.
Wlten
an
einployce
does
nol
possess
ti:e necessanr
abilityrquaiillcations
to
render
satlsfac{.ory
serv'ice
in
Lhe
positiotrs
he
holds
or
for
trhich
he
ls
bein$ trained.
Relerred
to
herein
in Section
8.2.
C.
c.
When
an
eurployee
voluntarlJy
requests
sucit
demotion.
A-11
voluritar5r
denrotions
must receive
tlie
approval
of
the
Mayor
and tl:e departrnent
head
[s)
concerned-
.if
the
emplol,es
is
demoted
against
his
rvill,
he may
appeai
lrnder
tire
grlevance
provision of these
rules
and
re$ulalions-
Su.qpenbions- A departrnent
iread
rnaJr,
for
disclplinary reasons
suspend.
urith
r.vritten
itotice,
any pernanent
en:ployee
iir his
departnrer:t
foriuch
I:"gP
of
time
aq
h9
considers
appropriate-
Notice
of
such
suspenston
qh4
be
reported
to.the
Mayor irmnediately
and in
wriflng,
If the
ernplo-vee
rvishes
to appeal the
susperlsion,
he sirall
notify
hts
department
head
and
tire Personnel
Appeals
Board
in
rrrritin$
of
hjs
intention
to
appeal
rvlthin
five
(5J
worklng
da5,5
og
the
date
oi
suspension-
Appeal
for
a irearingf
belore tire
Personnel
Appeals
Boarc1
shau
be
in
wrtflng.
within
not
less
than
iive
(5)
or.more
ihan
ten
(10)
worldn6
days of
the
receipt
of
al
appeaJ. the
Personnel
Appeais
Board
shall
irold
a hearlng
rvhicli
shall be
publtc
a[ the
optlon
of
tne
ernployee
zirid
at
which
ire
may
be
represented by counsei.
In
all
srrspensions,
ure
Mayor
shall
ftirnlsh
a
u,r-iLten
stateinent
specifically
setLlng
forth
reasons
for such suspension
and
a
copy
of
such
.statement
shail
be
furnisired
the
ernployee.
8.3
Separationb.
Resiglnatlon,
Layotf, Disrnlssa-l,
Disability,
Death,
ancl
Retireinent.
A-tl
separatior:s
sha-ll be
accomplished
in
tire
tnanner
indlcated.
At
the
timeof
separation
and prior
to
final
payrnent,
all
records,
assets,
or
other
itetls
of
Cily
properb-v
in
the
employee's custocly
shall
be
transfen-ed
to
the
cleparturent
head.
Any amount
dire because of
a shortage
in
the
above
shall
be
rvithheld fronr
thi
einployee's
fiua] s6mpensation
or-collected.
ilrrough
8.3'-1
F.esignation-
A:r
ernplo,l,ee
In
goocl
standing.
destrous
of
leaving
Clty
ser-"ice
shall
file rvitir
iri*q
departmcnt
ireacl
at
least
trvo
(2)
rvecks
J:cfore
Iear.'in{
tire
sen'ice
a
$q-itten
rcsi$natlon
statii:$
Lhc
cfiective
date
ar:cl
rci-.on
for leavin€1.
Tlie
depirlnrent
heacl
r:rat,
permit
a
shorter
perlori
of
notice
belause
of
Lxtenuatin$
circttm-stance.s.
Thc
rcsignation
.shall
be
lonrarded
io
the
\,Iavor
rr,'itit.a
'statet:tcnt
b-r,-
thc Jcpartrncnt
licad
as to
t.he
re-slgnecl
d.-
b.
-
si-
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8/20/2019 Ansonia Personnel Rules
12/30
eiitplovee's
-sen;ice
perlonllan
ce
and
pertin
en t
in
formhtlon
conceming
Lhe
cau-se
o[
resignation.
A
cop shall
be
ltlaced
in
tlte
eutployee's personnel file.
8.3.2
Lavofl-
When a
position
ntust
be
discontinued
or
aboiished
because
of a
cirange
in duties,
reorganization.
Iack o[luirds.
the
department
head
shail
subnrlt
a
report
to
thc
h4ayor
together
rvith
a recornrnendation
as
to the
employee to
be
Iaid
ot-f
A.
Order
of
Lay'off- Tire Mayor
ar:d
tite
deparlment l:ead
involved
-shall
detenline
the order o.[
layoff
of
employees
on
the
basls o[ the
relative
suitabilitSr for
the
Jobs.
that
reuralu
and
length of
continuous
service
with
the
City-
If
it
is found
lhat trvo
or
rnore
persons
in
a
departrnent
ln
rvhich
a
Iayolf ls to
be rr:ade
have
equai ratings
as
deterrnined
on the
basis
of
seniorlfir and
service
raUngs,
-
the
order
of
Iayoffin
such
cases
of Ue shall
be'in
inverse
.:.
order of the
date of
inltial
ernployrnent.
B.
Notiee
of Layotf-
Permanent
ernployees
subject
to
Iayoffshall
be
notified in
vriting
rwo
(2)
calendar
rveeks
.
prlor
to
the
effective da e,
8.3.3
Dismissal-
At any
tlme
during
the
probatlonary
period
a
departrnent
head,
wltir
the
approval
of
tite
Mayor,
may
calrse an
employee
to
separate
lf
he.does
not
meet
the
required
standarrL-s
set
forth
tn
t-he
iegulations.
A
permanent
ernploy-ee
ntay
be disnrissed
by Lhe
Mayor,
for
activltles
prohibited
in
Section
8.1.
The
appointing
authority
shall
girue
said
employee
written
uotice five
(5)
wofking
days
prior
to the eflective
dafe
of
dismissal-
An emplol'ee
may
be
dismiised lmrnediately
ri'ith
rvrilteu
notllication
to
follorv
rvithin
twenty-four
(24)
hours
and
pa_v-
.
to
contlnue
for
live
(5)
rvorking days. The
rvritten
notice
shall
set
forlh
in
detail
and reasons
foithe
disrnissal. Arl
employee
so
disrnlssed
shail
have
the right
to
appeal in
rwitl::g to
the
Personnel
Appeals
Board
In
accordance
r+'lth section 8.2.C--
4.3-4
Disabilitv-
fur
emplo_t
ce
ma_v
be
separatecl
for
disabilitv
r.r,hen
he
cannot
perforrn
tlie
requlred
duties
because
of
physical
or
mental
.
impairment.
Action
may
be
initiated
by
the
employee,
his
lcgal
represettta[ir;e
or.the
Mayor.
The City
may
require
an
exarnination
at
the
Citv's
expense
and
perlontred
bv a
ph_v-sician
of
lts
cholce.
TItc
crrtltloyce
inav qtra)ifir
lor
a
pcnsjon
l:ased
on
tirc
requirer;rent
of
tirc
retirerncnt
plan.
8-3-5
Deaih-
sei:ar-aLiorr
.sirall
53
sf sr-tive
as
oi 1he
ciate of
ricatir
A.ll
collllfensation
duc
in
accordance
rvith
tltese
re$ulation.s
sirall
bc-
paid
to
thc
estatc
of
the
cnrplovee
except
lor
srrch
sun.ls
as
by
lau-
rltay
i:g
paid
to
[]re
srrn'ivingspou-sc.
-
8/20/2019 Ansonia Personnel Rules
13/30
8.3.6R.etirement-Retiretrrent.sltallnortttailvl:ceflec[iv'ethefirstda-y
o[
the
,roitt]:'
coi'cicti.-g;tlf
;t'it]l-l?llorvlr:6 ltis
se-r'erttietlr
birtltday'
A,rernl:er
.ir,-'o
has
afti-ined
,is
-slxtietlr-
Ilirt,dali
and
cornpleted
trve,t1,
(20)
_v*ears
"r-..*i""1]rai,
elect to retire
as
of
t5e
fir*st
day"of
anv
nioirtli
lhcreaftcr'
I]
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8/20/2019 Ansonia Personnel Rules
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SECTIO}I
9
TRAi-{SFERS
PROMOTIONS.
AND
ASSIGIfi reNT
CILfuYGES
9.1.
Transfer-
Tran-sfer
of
an
ernplo_vee
front one
position
to
anolher
tvitl-l
significarrt
change in
gracie
niay
be etfecteci
rviten:
1-
the
ernplo]'ee rneets
the
qualificalion
reqttiremcn[s
as
stated
by
tire
job
spccifications:
it
ls
deemed ln
the
best
interes[s
of
the
CiLy,
by
lhe Mayor;
lurther
tratning
and
development
of an employee ii:
another
position
would
be
beneflcial
to
the
luture
stafling;potentlal
of the Cit,v-;
or
it
meets
a
llersonal
need
of
the
ernployee
and ls
consistent
r.vith
the
otlter
rerluirclnent*s
of
thls rule.
g.2
Promotion-
I:rsofar
as
practlcable
ancl
consistent
rvith
the
best
interests
o.f
tire
Ciby, a-ll
vacancies ln
the
City
mhy
be
lilled
by
promotion
from rvlthin.
No
sup'ervisor
shall deny
aly
employee
permission
to
apply
for
promotion
opportunitlr
in
any City
ofDce
or
departroent-
When
the Maybr
determines
that
an
insirlficient
nunrber
of
lveli-quaUfled
employees
are
avallable
lrom
among
present
empioyees, he rnay
conslder
outslde
applicalts
alonE rvlth
Clby
employees
in
order
to provide
art
aclequate
number
o[
candidates
for
cor:slderatlon.
9.3
Temporary
Assignment-
Tire
Ma1.'or
ritay
leruporarily
assiSn
an
employee
of
the
City
to
anoljrerJob
a-s-slgnmertt.
a-sslrnling the foilorvln$ three
couditiotls
are rnet:
1.
the
assignment
is in
the
best
interest
of the CIty;
and wlten
in
the ofinion
of
the
iVlayor,
tlte
lnterests
are
best served;
2-
the empiovee
rvorks
ln
a
po*sllion-u'i[lt
dtrLies
bourparai:le
to
tho-se
in
irls
regular
positior:;
artd
3.
tlre crrrployee
s)rarll ri:airrtain
crtrrert{.
pa-y
for otrc
(i)
rveeli.
Artv
Ionger perioci
o[as.si$nnrent
ivill
reqr"tire
tilat
the enrployee
be
paid
a raLe
cqtrivzrlelrt
[o
that
rvirich
t]re a-ssigrted
posillort
providcs
[or. but
in
rro
cr,'cni
rri]i
tlte
pa1.
be
les-s
tltan
tltat
providcd
for
}l-v
Itis
re{r-rlar
pro-sition
o[ernplovtttettt
rvlth
LIic
Cil_v*.
-
I .i.-
2.
.)
rl-
4.
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8/20/2019 Ansonia Personnel Rules
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SECTIOH
1O
COMPENSATIOIT
TI:e-Ma-yor
-shall
tl:aitrtairi
cornpletc
sclreduies
oIconrperrsalion
of
a]l
clas-se-s
of
positions
1o'1
r+jtiar-Emplov-ment-
The entrarce
rate
of pay
.tor
each
posigon
s5a-1i
be
offered
for
the purpose
o[
recruihnent
and
"tiait
normally
be paici
upon
appointment-
The
SaIary
Commlttee
of
the
Board
of
Aldermin,
conditlonai
on
approva-l
of
the
entire
B_oard
of
Aldermen
ma-y,
holvever,
approve
compensation
at
a
higher levei
thht the
entrance
rate
rf
he
ditermlnes
ilre
I-ollowing :
1.
the qualifications
of
ilre
appucant are
signi-0canily
above
the
olher
appircants
competing,
his
quaiifiJations
are
s-ubstenlially
above the
requirernents
for
tite
position,
arrd
his
emproyment
cannot
be
obtained
at
the
e;k;c;
rate
of
pay;
and/or
2-
there
is
a
shortage
of
qualifiecl
applicalts
avaj-lable
at
t5e
entrance
rate of
pay-
Lo
'2
Ratg
of
Pav
on
fransfer
and
'
Dernotlon-
Employees
transferred
from one
positiou
to
another
position
tn
the
sai]te
or
clifterent department
shall
be
paidat tirelr
present rate
o[pay
or
the
rate
Ior
tir.e
new
asslg]rment,
whlchever
Is
higher,
except
in
tlte
case
of
a voluntary
deniotlon
wlieie
the
rate
lor
ilre
new
assignhrent
shall prevail.
.
-
-^-
ID
- 1J-
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8/20/2019 Ansonia Personnel Rules
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SECTION
.
11
FPJNGE
BEIrEFITS
11.1
Vacations-
Eacir [gl]-tlme
enrploy-ee
rvho
ltas
contpieted
-slx
(6)
tnontlts, br-rt
Iess
tiran ole
(l)
year of
service
sitall receive
five
(5)
rvorkirlg
da-vs
vacatiotr-
Each einploye e
rvho
has
cornpleted
one
(I
)
year, but
less
than ten
(10)
years
of
serv'icc
prior
to
the
end
of
the fiscalvear,
shail
receive
(10)
rvorking
day's
vacation.
EacS
enrployee
who
has
completed
the
(lOlyears,
but
less
than
flfteen
('15)years
o[service
shail
receive
Iifteen
(15)
working days vacation.
,Each
employ'ee
tvito
has
completed
llfteen
(i5]
y-ears
of
service prior
to
the
elrd
of
the
lisCal
year
sirall
receive
trventy
(20).r'vorkirlg
days
vacatlon.
leave
eamed
in
the
previous
year
are
required
to
use
alt
of
Uris
accruai
tlme
in
the follorvlng
year-
Fuil-t1me
employees
shall
receive,
after
terminatlon.
one day
pay
for
each
day
of
accrued ,racalion
time
at
the
employee's
rate of
pay
upon
termlnation. An
indlvidual that
ts
rehired
sirall
accrue vacation
Jeave
at
the
same
rate
a1l
new,
permanent
full-time
employees
do
a:rd
shall
be
required tb adhere
to
the
sarire
restrlctlons regiardln$
use
of
vacation
time-
AJI
pennairent
part-time
employees
wiro have
completed on
[1)
year
of service
shall
thereaftei
annually
be
granted
five
(5)
workjng
vacation
days per
year.
A
rvork
day
for
the
purpose
of
thls
-section
sJra1l
be
delined
a-s
the
average
numbei-
hours the
ernployee
works
per
day.
Vacation
leave
lor
Permanent
part-tirr:.e
employ-ees
shait
not
be
cumulative-
LL.2
Holidavs-
Ttte follorvlnS]olidals
sitall
be
obsen'ed by
aIi
permanent fu1l=time
eitrployees,
and
sltall
be
glranted
witlt
pay:
New
Year's
DaY
Lincoln's
BirtJtdaY
Washington's
Birtlt
da-v
Good
FridaY
Nlelnorial
Da1'
indePeltdence
Da-\''
Labor
Dav
Colutnbus
Da -
Veteratts
Dar;
Tjtaitksgiving
Da-v
Chrlstlt:as
Dav
EntPlo-i'ce's
B
irt
ltdav
A:nerrclrrrent
9/
1L
l7g--Ttrc
cilplovce
nill
be
paid
for
t]te above
listed
holiriays
prolidin$
tlt.ev
lta'"'e
rvorkcd ttre
cli-v
bclore
and
tl:e
dar,'
after
tire
holicla-v--
Adopted
-
J. Ed:vard
Cook
I+-
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8/20/2019 Ansonia Personnel Rules
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11.2
HoUdays
(Continrie-ci)
I{olidal=
Falling
on
}Veekends-
Accorciing
to
Public
Act
Xi
of
1969,
C
ontrec
ticrr
t
Ger:e
ral
A*ssem
bly.
\ila-s]li11
g
ton's
B
irt
hdair sh all
bc
celebra
ted
on
tire
thirci
(3rd)
Mondav
In
Febnrary:
Veterans
Day
shall
be
celebratcd
oir
the
'
Saturda_v.
the
precediug
Fridav
shali
be
the day
oIf;
and
when
a hclida-v-
[ai]-s
on
a
Sunday,
the
lollorving
iVlo.uda ',.haLi
be the
day
off-
11-3
Sick
Leave-
A-il
pernranent
Iull-time
emplo]-ees,
includirtg
einployees
hirecl
after
the
adoplion
of
these regiulalions,
,shaI accrue
sick
.leave
at the
rate
of
one
day
per
month trp
to
a
ma-ximunt
of
100 days.
Sick
leave.for
permanent
part-tirne
employee-s
shall
be proraLed
according
to
hours
r.vorked.-
Appllcations
for
sick leave in
excess
of
Iive
consecutive
w-orklng
days
rnust
be
panied
by
a
medical
cerUficate-
:'
7L.4
Leaves
of
Absence
Without
Pay- The
Mayor,
after
consultation
with
the
department
head,
may
grant
a
leave
of absence
rvlthout
pqy
to
any
employee
-upon
the ernployee's
request for
a period
not to
exceed
one
[1)
year.
Upor:. tire
erpiration
of an approved leave
of absence
without
pay,
and
if so
requested by
the
employee,
the
employee
shall be
relnstated
to
the
posttlon
held at the
time
the
leave
was
gratlted
or an equivalent
position.
1 1-5
Group
ingurance
A.
CIVIS
and
BIue
Cross- Gror-rp Conuectlcut
Meciical
Serv*ice,
Blue
Cross coverage
irrd
City
approt'ed
riders
shall
be
available
to fuli-ti:ne
ernployees-
Tlte
City
-shall
bear
the
cost
o[tire
premiums,
for
Lhe eruployee
and
his/her enrolled
dependents.
Part-time
employees
are
not
eligible
B.
Life;
Accidental Death
and
Disrnemberment
ald
Accident
and
Sickness
Insurance-
Tire above
coverage
shall
be
availabie
to
full-time employees in
accordance i.l'itlt
the
current
plal.
Tire
Ciby
sirall
bear
tire cost
of
the
preiliums,
for the
emplo5iee
anci
hi-s/irer
enroilcd
dependeni-s. Part-time
ernplovees
are
not
ellgible
a.s
pcr
insrrrance
corrtract.
11.6
Retirernent-
A retlrernerrt
plan i.s
1:rovidcd
to
ali
pen]ranent
c:nployees
oI
.
tlie
CItv.
-t
5-
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8/20/2019 Ansonia Personnel Rules
18/30
ll.7
FuneralLeave-
All
lull-tirne
enrployees rvill
be allor.ved
tirree
(3)
cla_vs
ieate
for
a deaLh
in
the imniediate
fanrily'[husbartd,
rvilc,
chi]dren,
rnotirer,
fatirerJ.
Part-tlrtre
ernployees
are
not
eligibic.
Penrtission
to aticnd
ilrc
fur:eral
o[
cJosc
acquafuttances
rltav.be
obtained
lroln
thc
r\'iarvor-
11.4
PersonalDav-
Alyful-l-linre ernploysg
shall
be
allorvecl
three
(3)
clays olf per
-v'""r
lbr p.r""nai
reasons--
part-iinrl
ernployees
are
not
etiginte.
personal
days
may
not
be
accrued
and
must
be
used
within
the year
or
lost.
Personal ciayC
'
are
considered
a
courtesy
and not
a
privilege-
Employees
will
not
be paid
personal
days
noI u-sed trpon
termination.
I
1.9
Jury
Dutv-
Emplo_vees
sirall
be
granted
duty-
Such
ernployees
shall
receive
that
rvill,
together
wlth
thelrJr_rry.duty pay or
sarlle
period.
The
en:ployee shall subntiI
ascertaln the
proper
pay
due_
Ieaves
of
absence
for
required
Jury
porllon
of their
regular
salar5r-wlrich.
fees,
equai
their
totai
salarlr for
the
his
vouchers
for
jury
pay,
in
order to
11.10
Militarlr
Leave-
Milltary
tratningi
duty
leave
shall
be
granted
to
regular
elnployees
when
they
are
required
lo
serve on
acUve
reserye
or
National Guard
Duty
not
to
exceed
ten
(10)
worliing
dayq-
The
employee
shall
receiye
tfte
difference
behveen
his military
pay
and
his
permanent
pay-
Mililary
pay
voucheis
shaii
be
submttted
tb'astertaire
p.y
Orr.
tne
emptoyee.
EnUstment
or
conscripUon
durln$ time
of
war,
on.conscriptlon
(draft)
during
tinre
of peace,
shall
entitle
the employee
to
retain
rights
to the
posltion
helCat
sucir
time
that
he entered
the
military
to
sen'e
with
the
lollowing
cond.iUons:
1'
the
employee
is
lnducted
u'ithin
thlrty
(30)
days
upon
leaving
the
employee
of the City;
2-
the
employee
receives
honorable clischarge
olt
severance
fropr
ilre
arnied
serv{ces:
artd.
3.
the
employee
accepts
reemplolrnent
with
the
Clg
within
.
nine$
(90J
da-vs
afLer
discharge
frorn
tire
anned
services.
Employees
shall
be pald
for all unused vacation
time
ln
tire
curreni
-v-ear
before
entry
into
the
al:red lorce,".
I6-
-
8/20/2019 Ansonia Personnel Rules
19/30
SECTION
12
nBcon::s
The
iVlavor.
or
the
designaled
represenLatlve.
shall
be
responsible
lor
the
rrtajtrt€nance
o[
all
persorri]el
recorcls, lucluciing
the
original
application
for employnrent,
reSu]ts
of
ail l-ests
and
examinations
taken
to demonstrate
quaiillcatlons,
the hlstory of
elnploynent,
current status
and
tille,
coinrnendatious,
records of
disciplinary-
actions,
tralnlng,
scirool
absentee
records,
resl$rration,
and
other
records
which
he
inay
deem
pertinent
to the
einpioyee's
sen'ice.
Said
records
shail
be
maintained
on a
current
basis
for
each employee
and
sha-ll
not
be disposed of
during the
employment
of
t}e
lndividual.
and for
a
period of
at
Ieast one
vear
after
termination
o[
employment.
SECTION 13
DEPARTMENT
REGITI.ATIONS
The
tnrlhidual
departments
uray
drarv
up
such
addltlonal
rulis or
inanuals
of
regulations
as are deerned advjsable
by
the
department
heads.
Suctr
addjtJo:ra1
manuals
or
rules
shail
be
approved by
the Mavor-
In [he
case
that
the
approved
departruental
re$ulatlons
provide for
an
instance
whlch
is
covered
by
the
Personnel
Rules of
the
Ctty
in
a
dilferent
malner,
the
department
reg;ulations
wIII be
the
one
applicable.
The
Ciby's
Personnel
Rules,
herein
contained,
-sirall
prevail
ln instances
not
specificaJly
provided
lor
in
departmental
reg;ulations"
TIie provislon
r,vhich
establlshes
the
higher
staldarcl
for
the prornotlon
anci
the
protectlon
o[
lhe
heaith
aird
safely
o[
tire
CiLy
otAlsortia
sltall
prevail-
SECTION
14
VALIDITY
If any
Arilcle
or
Section
of
these
lor
any
reason,
sucir
declaratlon
the
other
Artlcies or
Sections
or
RegulaLions
is'
declared
inva]icl or
unconstitutionai
or
invalidi$
or
unconstitutionalilr
-shall
not
affect
'
r
-l
C,C
LIr
-:t(:
S
eci
enb=i
l-rcl
i
ei-
-
8/20/2019 Ansonia Personnel Rules
20/30
6iiri
rf
Aii:unia
'Aiie:::::
Alie::,-.:
/tt/ttr
cf.'.la
i:
':
^
----
p^___-
r
c
S=.p
L
er.l
?:
2/'-]'.
-
1-
e,'ollowi:
g
a"s
o)ub.on:
F.e.solved,
-:-.
^
-'----1.-'r
Lue
io
a:
o=i
sslcn
in
Lhe
aEe.11ine:it
io
Lnso::ia
Pe:-so::;:t-r
i.:l-es
a,:G
P,e6ulalions t
?_S
..r.u=L:sL
g)
lgJ3, cecree'..,ash.i:5toit=-Eirthca.,.
2;i,
ltstec
"s
a hol:Cay.
th
e
C-l L-,'
o
I
aion
t
ed
-
O..
jncl.uded
''l
-r r nOr
r-).
lut-1
1
IA
-
8/20/2019 Ansonia Personnel Rules
21/30
I+
P
F*
LJo
\
uJa
-
-
8/20/2019 Ansonia Personnel Rules
22/30
6iIu
F.;-SOLUTIO}i
-c
:.i
.tr1-
-i\nEtriiia
L'.
e
a Ij-.-^*
uL-
Je.
r
ir{
rA:'14F
u.
,r-tV
la
--rL-'L(
i.ni,;
.{n,
I/elt:s
,
T\:cc.
o
foli
o;i
;
g
_E_e_,sc
ju
:
c
;::
F;-ol-,.ei,
T
-
Sixteen
(-l-6)
yg=.=
o
-.
-
r,i
e-hieen (IB
)
years
9
-
flen
ty
(20)
years
A11
eroloyees
lrith
vacation
leaye
requiied
tc
use
aI-
thrs
accruat
-
3.t
Section
l_l-1
Vacatj_cn
o-i
the
City
or-
Ansonia
Eegul
:
ii
sas
be
amenEea-E-foilorr*
LL-l-
rracation
. ?3"h
pe:-nznent
full-_bi-ne
enpteyoe
'
seryice
shall
be
enti-tleC
to
ar:nuat
,.Liion
i-n
order
to.sem.orrty,
as
foll-cws:
6;
i5u_
Salarv
Ccn-rritle=
iE?"ff,
i:tcc
Pe:-scnne'l
Fures
and
wlth
continuous
periods
with pay,
one (I)
wee.k
two
(2)
r.eeks
three
(3)
*-eets
years-four
(4)
weeks
'*eek-s
and
one
(I)
day
.
wee'ks
and,
t';b
(Z)
Oays
weeks
and
three
(3)
days
r+eeks
and
four
(4)
Cays
ueeks
2- I*o
(2)
ye=-.s
bhru
four
(4)
years
_
3-'
Five
(5)
years
Lhru
nine
(9)
years_
4-
Ten
(LO)
years
en
u
"t"ren
(]f
)
'.5-
};el-ve
(12)
years
-
four
(4)
a-
b.
Foucteen
(14)
years-.-
four
(4)
four
(4)
-
four
(4)
-
rj.ve
(5)
EIJ.gibiJ-rLy
shaj_J.
be
Decernber
Isb,
All
pemanenb
parb-tT=
employees
i+ho
have
compleEed
one(I)
year
of
erylce
sha11
b,her.eafier
annuall_y
be
grani"J-ri""
-fil"""if.ing
vacation
ys
p=r
year-
A
r,arkday
rorl
tt," pu.ior;-oi
ui.,r-"
secbi_on
shal1
be
..:"tt::o
as
bhe
average
n*tr".
of
hours
the
emo-l_oy"=
uo"l..
p".
o.:,.
,
-.n:d
in
[he
previous
year.
are
bir::e
in L.he
foLlot,/tng
yeer
P=rn=:eni
fur-r--bi',e
.enoroyee
shar-r_
recei.ve,
after
terminati.on,
one
iay's
p:-y
for
each ciay
or'acc:-uec
vacatron'bi,ne
at
the
emoro-\,eers
rate
f
pav
ucon
bei'minaLion.
/.:r
inarviJuai-;;=;;
rehirei
shalr
accrue
acaticn
l-e=ve
aL
rhe
same
i-ate
arl
new,
p=.o=-=,=u
furr_fin=
enoloyees
;:..;.-
;_1i,fi
;i;;;..0
Lc
aihe:e
tc
bhe
s:ii:e
.=.rii.ri".r,=.._r-Gri-.g
(Ccri.
)
-
8/20/2019 Ansonia Personnel Rules
23/30
Gilr
n'r
Ansnnia
Alier::e'',
:': I'i
_r
_^'_'
ti e
fol-l o;ri::3
?-.solu
Hoa:
.t,,rsoived
,'-
\
(Sectron
1l--l-
Vacation,
ccnL's)
:
The
vaczlicn
scheiule
shal'L
b=
posieci
rn
each
ciesartmenb
by
rla.rch
]st-
fse
rv:e:tl-c-
perioci fcr
a1l
employees
shall-
ba
bet;.re3n
December
lst
.^^,
a;:d
]iove';,be:-
30th-
Chz:'ges
in
the
vacali-on'scheciule
cal
be
riacie
o*y
by
;rilten
aDoroval-
of Lhe decarLfienb
head
ano
Lhe
Mayof
or
his
Ceiig-==
J.njl-s
rp
-
8/20/2019 Ansonia Personnel Rules
24/30
A-ldor-.-n-
'Antiu:';l
.
r/e'i
ins.
Tucclc ni
foUo*i:g
P.,esoludou:
'
F"esolvedr
-.
F_asoLUt'to:.{
0itq
ni
AnEurr
'
I'Iew
Jfear
I
s
Day
-
lincoln
I
s
BJ
z--,hday
.
]{ariin
Luther
K'lng-Ei
rihday
Good
Friday
l'lq5e1i=1
DaY
Indeuendenc
e
Dayr
.4u.sust
10
i .
S.=
I
?J:'.'
Cn.. *-- *,1
o
o
a
1.;-'_
^-
guu-
dEri
I ?l
ti:
e
SecrJcn
LL.2
Hol-rda..rs of
"he
C-:iy
of
Ansonla
:
I
rir.l_
^:
'Htl
l 6
t
,
''**-
,t
':rr-z
:'
l
l.
I
,
F
e:-scnne
I
a;rd
Reg,:lriions
be
a:,renied
as.
fo]
tor,{s:
Egl1da:rs
--
Th:
f_ollovrrng
hgriiays
si:a1l
be
obser.veC
by
al-l
permaneni
fuil--iin:e
emDroyees>
and
shaIl be
grantei
ri
th
psy:
Laboi'
Day
Colunbus
Day
Yete:'an
I
s
Dair
ThanlcsgiVing
Day
Day
after
Thanksgivlr:
Christnas
Day
DrnpJ.o.yee
I
s
Ei_rbhday"
fn orrier
to be
_eJ-rgible
for
hol-iday
pey:
employees
must
r,rork
".
the'Iast
schedulec
woz'kday
afie:-
=r"tr.
i"rio.y"r-"i.epi
ln the
case
of
illness substaniiated
io
ihe
saiisfaltion
of^the
Idayor
or
his
desl-gnee.
I
This
resolut:on
si:al1
becom.e
effecti-,.e
Novernbe:-,
198:
and
al-l
oiher
=esorutions
Jncorsisient
lir-ih
ihe
above
pir;isions
are
helei:y
resclnded,
:\d:;'.:d
ppro'.'ei
/-,
c
--
c3:
)
)
,
-:vr)
n^
ro
5
-i
n
r.-'r-r
..eL-aJe
-
8/20/2019 Ansonia Personnel Rules
25/30
t'P
I
I
ICf
i
I\:
fL9'
:
t\
lO)
r
f-rJ
(
rtr
li
ro
l-
IO
F
fUc
IFF
roc
l@:
IV
l
IH
Ip-
lcD
IY
t=
t(D
r=
I
t
PPrn
HOY'
\\\
@@
CD
(,
L' L'
Ff
5-f
ct
P,
p,o
o
c-
xo
F td5"d
(-t
P
P
c:',
ts-<
o
o<
:]0ryo
H ci--
bC,
)=o
"dH
UH
ornP
ryP
(+oq<
P5
(D
OFD(,r
-
:,
c-J--
.=r'r
(DFJ
=CDF
*6
w
'rf,C0
))
P,
cr-
-
8/20/2019 Ansonia Personnel Rules
26/30
I
II'=D
:O,D. POLICY
/-.
sa)-ar-y
sLructu:-e
and
sa).=:-r*
adr,rinisL:aticn
Dr
requireC
Lo:
by establ
n9r'salary
.
employees
ishing,
ra
ngPs
on
the
are
and
Lh=L-
basi s
edures
i -
Es
Lablish
ex
te.r'na1
salarv
perioCically
.reviewinE
and
perni
t
Ansonia
to.
pay
i
b.s
'
(JL
-
eguities
adjusti
salari.ed
(a)
Hhat
other
employe:-s
pay
.f
or
comparable
jobs-
-
tr--:--5lish
i.nternal salary
equities
by.
determining
Lhe
-
L5
Ld.L
value
of
each.job
in rel-ation
Lo aII
othe:-s
in the
Citi-
"'
.
of
Ansoni
a-
.
_
....
'.
3- brovide a
system
for periodic'reviev; and'acijusLmenl'as -
.-
'
1'/arranted
bi
improved
or incrq=sed
p=;-formance
o.f ern-.
l''
pt
oyees' sa].ari":
-
:.
-
-
--
_
4-
Permi
t. Oetegation
bf
salary
admin:-sLrabion'in
a mann*.''
"
that
vriIl
qrainLain
inte.r-employe=
.and
in
Ler-group
equi.ty
and
consistency
insofar"as
possible
by
giving
dept-
heads'
a
gui-de
that..vtil
l-
ass:-st
.Lhenr
i
p
achieving
this
objec'-ive-
5-
EstabLish
and
mainLain
cosL
control
in
salary'administratir
.
through
de_terminaLion
of
nunbe.-s
of
pe-rsonnet
Uy classifi-
..
caLion,
sdlaries
paici,
and
the
raLe
of
chanqe
i;
both
: - : .'
_.
6
-
Remove
poLer:tiaI
sources
of enpi-oyee
dissaLisfacbion.
due'
to
gross
salary.ingquities
ancl
i
rnprove
empirofee'
moqale-
Es
tablish
anci
through'a'
meri
employees
paid
7-
nainLain cosL
control
in
sa
t salary
bu'igeL.ing
program
s
alaries
-
lary
adndnisLratic
for
al-I
non-union
P
OLTCY
The
.CiLy
of
Ansoni
Enp)-oyees
using
a
cf
udi
ng
eouiLabl-e
si
sienL
wrth
each
-r-esponsibi).i
ty-
ttract
anci
r-e
Lein
-.
Or'
sound
nan
aqenen
L
j.on
f
or- the
'
joUs
's
fevel
of
skr-1f
,
hiQh)-y qual-if
i
ei
t
tec[;1r:
queS,
in_
they
perfo.r-m
con-
er:p=;-ienca
and
a
rtil-l
a
vari
e
ty
corflpen
sa
empl
oyee
-
8/20/2019 Ansonia Personnel Rules
27/30
C.-:an:=
o:
al.l-
I:ri
ttPe
A?:e
cr.r;':'lc
A UT-l.
.
IT
I
'5
s
j-n
the
position
cLassif
ication,
Li
L1e
salar-ieci.
enoicyees
require
app:ovaJ-
oE
of
the
Boar-d
af
Aldern3n
:-
Line
A.ooro'raf
All-'
salaries
and' saIarY
the
departnent
head
and
o=,
the
Bcarci
o-f
Alde:-men
and
changes
requir:e
tt'ro
Resoonslbi
I i tres
salar
SaIar
incre=ses
mus'.
b-*
recom;;rPnc
appro'.red
by
the
SalarY
Con;
T'heref
o.r:e,
ar 1
salary
o:
]
i
ne
ma;r-agemen
t approvals
-
and
th-
,)-
-
Proo.-am
-1
Salary
CommiLLee
of
-
-
the
14ayor-
.of
periodic
revie..-rs
Lo
thie
Board.
of Alc
':.
-
j
l-'^a En= rr1
cii
Alderm2n
c
.
c-
.
-d-
Recornmend
changes
required
in
Fh=
sa1-a:
to
the
Boa-r-d
of Alderrnen-
Revi
ew
revised
:-
_-
-
and
obLain
required
aPP:-ova1s
oj
alary
budgets
for
com.oli;
-
.
Revie',1
meri
t.
s
foli-cy
and
rec
onm=nd
approval-
by
Lh=
B(
A1de-r-men -
-
-'
Z,
Boar-d
of
Aldermen
,-1, +1-
-
t-
-
''l
'l
roar
"'r-
rerl
'>
nr
a-
Check
that
a]I
reguired'approvals
are
(
"'b"
Authorize
the
ilinance
Depar'rrnenL
to
nal
salary
change
r.
as
approyed
,..bY
the
Boa'
Aldermen
bY
resolution-
.::
'
c-
IloniLor
salary
increases
for
comDl
i
anc'
.
approved
mei:iL
salary
-,cigeLs-
^-ll_- ^,
L; i-,'J LXr\
l-
be
given
to'each
si
tua
tion
-
1.
The
follorvinq
information
should
abou
t
their
=-Lary
admi
nistra
L
j-on
-
cn
rr?c
I-
Job
Ti
".Ie
the
j
oo
ti
d-uvl ssu
Classification
Lrst'
t
_
'
rV-
Lle
sho',.rn
on
th=
-
8/20/2019 Ansonia Personnel Rules
28/30
)-
C=-o^--i oc
-------.-.l---_
C-:-\.:^,
-^
-.-:,J-1
r.
lJ
5_
U..:.;.C=?TA
Ei-:
14eets
m=nts
rank
l-lee
Ls
men
Ls
al-1
.basic
jcb
recuirp-
I
ma
j
ori
ty
of
e;ioloyees
j-n
Lhis
categcr-7_
1-
;,C']:TAfI:
mi
n
inun
j
ob
_r-cou
ira-
Do=s
not
meet,-nini=um
job
requi
renen
ts
-
a-
rn
the
evenL
an
unaccp.otabr-e
ra
Ling
is
obLained,
the
e
ploy=e
vrill
be
p)-ac=d
on
i
rnmec'ia
Le proba
Lion
and
nus
t
aD33ar,
vri
th
i
n
one
mon
th,
a
L
a
mee
Eing
of
the sar
ary
c
n:ttee
of
the Eoard
of Aldermen-
rf
;
negakive
decisi
is
formalizeci,
tha
employee
may
lose
the
ir.r-nLeed.%
a;rd/or
be
dismissed
-
. r
tT
i
'r.j--
.':Ui-rS
fi
PRCCESSING
SALARY
INCREASES
'\
'---C
>5:-.-
A-
Th=
s=Iary
co;nnittee
of
Lhe
Board
of
Alciernsn
shalt
issue
;
sale-.y
pr6g..o
"l
a guaran't.=-"r-iz'u"tween
sLeps-
Th=.r
L
".- o-=
rnc:-ease
shall
be
deterinined
Uy:
s.lar:5,
Cornmilt="
of
B:
of
Alde:-r:ren
each
year- Each,year
tne
deoartmenL
heads
rvirl
\C\
'-:.:-..
f=::
thef:r
employees
as t'o
tfie'S
criL.eria
lrst_ed
above
on
t
U
ewaluation
forn-
Tt
will
be.
Lhe
responsibility-or.en=
saLa
Cc=nitt'eo
to
deLernine
the
starting
araqy
of
nuru
empt.6y.se..
the
sarary
rang=
accoiding
to
theii
p"=itior
crassificaLior:
a
C-
P;-?T
TrI-i=
Ei-.IPLOYEES
111
parL-tirne
non-union
city
employees
vri11'be
evaluated
b,,.
14=yg:
on
a
yearly
basis
and
his'recom;:enda'tions
,ri;;-;;",-;;
by
Lh=
5a1ary
Commi.tiee
3;161
forivardeC
to
tn=-
g"-rj-"f
"U;;;
*=ci
a:provar.
"-:--'
HC,,
iO
PROCESS
A
SALARY
TNCREASE
All
salary
lncreases
musL
be
approved
ani
sent
to the
Finance
Department
by
by
the Board
of
Resolu
tion.
D1 )or'
,tauu-
''i-l-.laDIA
c-c
llrL.\u/1JLJ-)
n
T.Ti:.
sCi-irDULE
FOR
SUBi{TSSrON
OF
D=:::trn=n'.
heacis
riust
subrri t
eva-Luat
sc
th:t
the SaLary
Committee
of
the
i
t=
:occ;il;nendations
to
Lhe
tsoard
o,=
r:-==L:ng
c-i-
no
meri
t
incr'ease
r.l:-ll-
be
ions
by
--July
I
o-f
each
i
Bglrci
o.'
AlCe:men
may.sL
O19:
rm=n
by
i
[s
Oc
tobe;-
glven
.
-
8/20/2019 Ansonia Personnel Rules
29/30
-':*
Vr-
t-
-
-\?f;S
T;.'
P.ECCESSTI.IG
CF
SALA.RY
a
ptrpSO),Jr\iEi,
r-L:
^
tt-- c
u/
l/\l'luL-)
Ine
originaLing
depar-tnent
head,.ril
Pg:-.'ornJ".=
a,rJfr=tion
.fo.o
anci
atl
and
pr-oc=ss-
es
f
oI1c. :
I
prepa:-e
Lhe
oriEina.
copies
o.f
the
for-r,r
-a-
ReLa;n
a,copy
of
t
he
Pe_r--f
o.r
i,-ance
Eval_ua
ti on
f orrn_
'.o the
next
level
o.F
approving
ary
Comnittee
of
'the
tsoar_d
of
D.
Scnci
th=
o-r-ioinal
.au
Lhori
ty
(
Lhe
Sal
Al-de:-men
)
-
.
The
sara-r-y
corimittee
wirr
review
tlre-form
and
sign
iL
if
he
increase
is
approved_
It
must
tn""-;"-a;
i;;
Board
f
Alder-riien'
for
final
approval-.
If
J-
wi]l
be
returned'i;-Inf'o.isinatins
;}i3:ffi IEoi'"i}""iff:
'ut
an
approvar
sign3bure'(Jn
expiJn.tior,
shorjro
be
fur*
ished
to
the
originating
department
head
==
io-rf,y
the_
_.
inc.rease
or
change
was
,..,ot
=pp.o.lruJ)_
The deLerminaLion
f
subsequent
action
concerning
d;'f
ropo=eo
increase
::ffIi.::
:E'iff:
f;j::""
.l:
"'igi"5t;;";;;
iij:';:iI.r:
uocn
receipt
of
a resoruLion
o^-
the
Board
of.-
Ardermen,
th='-
epart;aenL
head
i5
now
assured
that
th;
i.,I.""=e,
is
aoproved.
nd
the
salary
change
is
effecbed-
Th;
;;;-.Lment
heaa
may
"
no',
ter-]
the
emprovee'
of
the
=-+::y.
i;.r;;;"-
A
departnent
ead
shal1
not
te1i..".:Tpr"y""'tnit
",ui.ry
increase
l:as
=en
recomnended,
submitted
;.
.;;;"""0]"'iIi,
the
resorrrtj_on
5
received
Joy
the
deparLment
head
'Departnent
heads
should retain the
Resorution
in
in=r.-
fil--s
j
for
reference
for completibn
of
future
;-i;;y
increase
forms
for
thaL
employee-
yery
often
maintain
employee
recorcls
in
the
develcpn-nt
of
Lh=i.
employees
tra
tive
responsibr
l_r
ties
t"*uiJ-;;;;;.
These
reco.rds
are:
')
a
VTT-I-
D:PARTi.]'}iT
HEAD
RECoRD
KEEPII.]i
Depa.r'tnen
L
heads
ItiL
l
assist
them
in
thei;
acjminis
reporb
to
Lhem,
tha
L
and
tyho
i..
2-
A
copy
of
the
Employment
Apolication,_
Copi'es
of
atr- Evaluaticn
'Foi-ns
an.
R.esor-u
Lions_
Copres
of
aII
.forms_
?hese
r-ecor-ds
shoul-d
beginning
at
trme
of
te.r-nrnaLion-
be
nain
taineC,
as
approDr-i
aie,
ernploynen
t
anci
'cea=ino
a
t
time
c.f
-
8/20/2019 Ansonia Personnel Rules
30/30
\/
I I I
D=gARTii=i']T
H'AD
F.ECOP.D
KE;PlNG
(Con
tinu
e'i
)
They
should
be
tr-ansf
erred
to
-the
i;
in.
emPloyee
is
transferred'
IfaCepartnenLh'e-g'=recordsarelost'oa-=lottran
f erred
vri
th
a
transf
errinq
empJ-3Yee,
':opies
r:'-
be secl
€rnr
l-ho Salar-v
CommiLtee
or
other
individual
responsj-bl
ne'
dePa:
,nen
L
he
ad
IX
CC}IFID
ENTIAL
HANDLING
OF
SALARY
INFORMATIqI
.
Allsalaryrecords,formsancimisce}Ianeousinformationdea
vrith salary
;;;i;istraLion
are
highlY
conficienti
a]
'
and
sh?
never,
,nou.r"Iil'
;i;;rr=Lun.es,'
f lll
in
to
the
hands
of
un-
authorized
p=r=lnn"r-
g*pi"v"==
should
be
cautioned
by
tha
departmenL
h;;;-"[-tn"
ti["
ir
employmeotr'
"19
:as-deenec
]'
necessary
tne.=.i|".,
that
disclosure
of
another
employ--e's
salary,
their
=-i.ty'inti"ases'
eLc-
may
o=
9'::"nds
.for
lt=
I,lEi,
JoBs
AI.Jp.
cHANGES
rN
JoB
loi\lI-ENT
oF
Exrsrrl'JG
CREATION
OF
JO3s
r..,---
ill"o=
orr=t
be
broughL,
to
Lhe
attention
of
the
Board
of
Ardernen
'
s
s"rllv-il,,'ii
tt;;.
;;
l=I
:iL
l:^:":+I tl
i?t33?t
::::ffi";;ri:iiiIr.
;;"'ii";[i"n
"r
l.
po'=itio.,
c]assiricati.on
.anc
labor
g.;;;-;'" ot"
.
i"=on
is
praced
'oo:'''.
:
-
L
to
Lhe
attention
.bf
:x:'3=":;
a::J;? "5r*t;"
Board
,f
-
erJ"rnen
so
rhar-
chans
in
the
jrp_l;"=.rlption'uno
evaluation
can
be
nrade,
if
r=-
quired-
€h."-
;;;*i;"
crasiifltt:t:n List'issued bv
the
variou,
o.g"nizational
unils.
Empioyees
must
noL'bb
hired
or assiqned
;;"j;;t
oLher
ir''n
tl:="-
jobs authorized
"or
'
their
sfiecific
organizaLionar
unrtr'
-
"'
-.
xr-
EXCEPTION
T0- -oLICY
when
any
excepLion
to
this
salai-y
pclicv
1s'propcsed'
Lhe'
originator
rr i'"rr=,
in=-ror,:=
;'excepiioi"r-o-F'olrcvi'
rn.
ti
conments
section
and
a
ju-'liiitation
f
or
the
excePLion
mus
i
be
submitted
-lo
tne
satary-co**i
LLee
of
the
Board
of
Alder;-
;;r";ppi""-r
-