1994-18 Repealing and Reenacting Personnel SectionWHEREAS
WHEREAS
Section 1:
Section 2:
KODIAK ISLAND BOROUGH
ORDINANCE NO. 94 -18
Introduced by:
Requested by:
Drafted by:
Introduced:
Public Hearing:
Adopted:
the borough for regulating the position classification,
Mayor Selby
Mayor Selby
Borough Clerk
08/18/94
09/01/94
09/01/94
AN ORDINANCE REPEALING AND REENACTING
CHAPTER 2.12 PERSONNEL SECTION
OF THE KODIAK ISLAND BOROUGH CODE OF ORDINANCES
, the borough and its employees are committed to the principle of equal
employment opportunity in all employment practices; and
, the Kodiak Island Borough Code of Personnel Rules and Regulations,
1977 edition, is outdated with the passage of new state and federal
requirements; and
WHEREAS, the Personnel Advisory Board reviewed and recommended the Kodiak
Island Borough Code of Personnel Rules and Regulations, 1994 edition;
NOW, THEREFORE, BE IT ORDAINED BY THE ASSEMBLY OF THE KODIAK ISLAND
BOROUGH THAT:
This ordinance is of a general and permanent nature and shall be a part
of the Kodiak Island Borough Code of Ordinances.
Title 2, Chapter 2.12 is amended by repealing Section 2.12.010.
salary administration,
Section 3: Title 2, Chapter 2.12 is amended by enacting as follows:
Kodiak Island Borough, Alaska
Ftee
Ordinance No. 94 -18
Page 1 of 2
ATTEST:
)?
Donna F. Smith, CMC, Borough Clerk
ADOPTED BY THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH
THIS FIRST DAY OF SEPTEMBER, 1994
KODIAK ISLAND BOROUGH
Jeron M. Selby, Borough
Jack L. Farland, Presid ng Officer
Kodiak Island Borough, Alaska Ordinance No. 94 -18
Page 2 of 2
Kodiak Island Borough
Personnel Manual
September 1, 1994
CHAPTER 1- OBJECTIVES AND SCOPE - Pg. 1
page # Section
1
1
1
1
1
WORK RULES
CHAPTER 2 - ORGANIZATION AND DELEGATION OF AUTHORITY - Pgs. 2 -6
Page /J Section
MISSION STATEMENT
Title
101 Authority
102 Purpose
103 Scope
104 Non - Discrimination /Equal Employment Opportunity
105 Amendments
Title
Kodiak Island Borough
Personnel Manual
Table of Contents
2 201 Purpose
2 202 Responsibility and Authority
2 202.1 Borough Assembly
2 -3 202.2 Borough Mayor
3 202.3 Department Heads
3 202.4 Supervisory Personnel
3 -4 202.5 All Employees
4 -5 203 Organization of the Personnel Board
5 204 Organization and Duties of the Working Conditions Advisory
Council
Organization of the Advisory Council
Authority of the Advisory Council
Election of the Advisory Council
Application of Other Provisions
5 204.1
5 204.2
6 204.3
6 204.4
CHAPTER 3 - POSITION CLASSIFICATION - Pgs. 7 - 10
Page _#_ Section
Title
7 301 Description
7 302 Purpose
7 303 Administration and Development
7 -8 304 Position Descriptions
8 305 Maintenance of the Classification Plan
8 306 Reorganization of Department
8 307 Salary Schedule
8 -10 308 Salary Range Placement Process
Page 1 of 4
CHAPTER 4 - HIRING AND ADVANCEMENT - Pgs. 11 -16
page # Section
11 401
11 402
11 403
11 -12 404
12 405
12 406
12 407
12 408
13 409
13 410
13 411
13 -14 411.1
14 411.2
14 412
15 413
15 414
15 415
16 416
16 417
CHAPTER 5 - SEPARATIONS - Pgs. 17 -20
Paull.
17
17 -18
18 -19
20
Page #
21
21
21
21
21
22
22
Page #
Section
501
502
503
504
Section
601
602
603
604
605
606
607
Section
23 701
23 -24 702
24 703
24 704
Title
Designation of Employees
Job Vacancies
Temporary Positions
Interns
Job Posting
Job Announcements and Publicity
Qualifications for Appointment
Selection Process
Entrance Wage Rate
Shift Differential
Step Increases
Special Merit Increases
Longevity Pay
Temporary Assignments
Employee Transfers
Probationary Period
Evaluation
Promotion
Demotion
Title
Resignations
Layoff
Terminations
Dismissal Notice and Severance Pay
I CHAPTER 6 - WORK SCHEDULE & OVERTIME - Pgs. 21 -22
Title
Hours of Work
Ten Hour Work Day
Rest Periods
Staggered Lunch Periods
Exempt and Non - Exempt Employees
Overtime
Overtime on Holidays
I CHAPTER 7 - LEAVE - Pgs. 23 -30
Title
Annual Leave Entitlement
Annual Leave General
Cash -In of Annual Leave
Payment of Annual Leave Upon Termination
Page 2 of 4
Page # Section Title
24 705
24 706
25 707
25 -27 708
27 709
27 710
28 711
28 712
28 -29 713
29 714
29 -30 715
30 716
I CHAPTER 8 - DISCIPLINE - Pg. 31
i
Page ./
31
I CHAPTER 9 - TRAINING - Pgs. 32 -33
i
Page i
32
32
32
33
33
33
I CHAPTER 10 - BENEFITS - Pgs. 34 -35
i
Pauli_
34 -35
35
Section
801
Section
901
902
903
904
905
906
Section
1001
1002
page # Section
36 1101
36 1102
37 1103
37 1104
37 1105
38 1106
38 1107
38 1108
38 -39 1109
Mandatory Leave
Donation of Leave
Sick Leave
Family /Medical Leave
Leave Without Pay
Educational Leave Without Pay
Holiday Leave
Bereavement Leave
Worker' s Compensation Leave
Court Duty
Military Leave
Unauthorized Leave
Title
Discipline
Title
New Equipment Technology or Procedures
Tuition Refunds
Tuition Agreement
Special Training
Special Training Agreement
Training
Title
Employee Insurance
Retirement
CHAPTER 11- EMPLOYMENT PRACTICES - Pgs. 36 -46
i
Title
Personnel Records
Payroll Procedures
Timesheets
Paycheck Errors
Moving Expenses for New Employees
Transportation Agreement
Clothing Allowance
On -Call Time
Borough Vehicles
Page 3 of 4
P # Section Title
39 1110
39 1111
39 1112
39 -40 1113
40 1114
40 1115
40 -41 1116
41 1117
41 1118
41 1119
41 -42 1120
42 -44 1121
45 -46 1122
46 1123
Private Automobile Usage
Gifts and Gratuities
Professional Organization Dues
Employment of Family Members
Other Employment
Travel
Stranded While on Borough Travel
Safety
Safety Committee
Designated Smoking Areas
Drug -Free Workplace Policy
Sexual Harassment Policy
Bloodborne Pathogens Policy
Political Activities
CHAPTER 12 - GRIEVANCE PROCEDURE - Pgs. 47 -48
Page # Section Title
47 1201 Complaints or Discussions
47 1202 Grievance Definition
47 1203 Procedure
48 1204 Arbitration
48 1205 Authority of the Arbitrator
48 1206 Time Limits
Page #
49 APPENDIX A - SALARY SCHEDULE
Page 4 of 4
MISSION STATEMENT
The Kodiak Island Borough encompasses all of the Kodiak Island archipelago, and has
governmental jurisdiction over all of this area. The Borough is governed by an elected
Assembly consisting of seven members and an elected Mayor who acts as the chief
administrative officer of the Borough. The Borough is authorized to exercise those powers
provided by state statute or a vote of the people. The Kodiak Island Borough areawide powers
include: assessing and collecting property taxes; education; developing and enforcing zoning
regulations; and health care. Non - areawide powers include: providing services to areas
outside the cities such as parks and recreation, building inspection, solid waste collection and
disposal, animal control, economic development and special service areas for roads, water,
sewer and fire protection.
The mission for Borough employees is to provide these services as efficiently and as
courteously as possible, always remembering that public service is the goal and that employee
responsibility is ultimately to the citizens of the Borough. Borough employees should maintain
a dedication to high quality standards, on the job, in the community and in the environment in
which we live.
September 1, 1994
KODI_-lK
ISLAND
D
BOROUGH
i
WORK RULES
A. GENERAL. All employees of the Borough are required and expected to abide by certain
rules and regulations. These have been established to protect each employee and the Borough
from injury or other threats to their well -being and to promote harmonious, efficient working
practices. The integrity and personal respect of all employees are highly regarded, both on
and off the job. Failure to observe established rules and practices can lead to disciplinary
action including formal warnings, probation, demotion and termination. The Borough's usual
practice is to help employees identify problems and to improve employee performance and
behavior. The specific disciplinary action will normally be based on an assessment of the
offense, the circumstances and the employees previous record. The Borough reserves the right
to take whatever disciplinary measures it feels are appropriate, including termination, if in the
judgement of the responsible supervisor the employee's conduct cannot be corrected, or it
seriously threatens the well -being of the Borough, other employees or the public. The primary
purpose of the disciplinary system is to correct improper behavior, not to impose penalties.
The supervisor is expected to recognize situations where disciplinary measures are the most
appropriate means to this end. Any clarification of the appropriate disciplinary procedure
should be referred the
measures. These examples following o be interpreted as improper
conduct
that warrant corrective inclusive.
a. Falsifying employment application, time card, personnel or other company documents
or records.
b. Excessive absences or lateness.
c. Neglect of Borough property
d. Unauthorized possession of company or employee property, carrying weapons or
explosives, or violating criminal laws on company premises.
e. Minor violations of safety rules.
f. Excessive personal use of the telephone.
g. Use of abusive language.
h. Conduct which disrupts business activities.
i. Theft of Borough property or that of other employees.
j. Insubordination or refusing to follow instructions or failure to perform reasonable
duties which are assigned.
k. Intoxication (including the effects of drugs) during working hours.
1. Deliberate misuse of Borough property.
m. Deliberate injury to another person.
n. Sexual harassment of another person.
o. Violating a confidence; unauthorized release of confidential information.
p. Other offenses that in the supervisor's judgement seriously threaten the well -being of
the Borough or any employee.
q. Conduct not in accord with this agreement.
EMPLOYEES CONDUCT WITH THE PUBLIC
All employees shall handle all public inquiries or complaints in a courteous and professional
manner. All such inquiries or complaints are to be handled promptly. It is the responsibility
of the employee receiving the inquiry or complaint to resolve it if possible. If the inquiry or
complaint does not pertain to his or her department, the caller shall be advised of the name of
the person to whom the inquiry should be directed. If the inquiry or complaint pertains to the
employee's department and he or she is unable to solve the issue, the caller shall be advised
that their inquiry or complaint will be turned over to the supervisor for immediate disposition
in person or on the telephone. If the supervisor is unable to resolve the problem, it shall be
referred to the Borough Mayor to attain a resolution. It shall be unlawful for anyone to
interfere with any employee or officer while such person is executing the duties of his or her
September 1, 1994
ii
office. All offices and employees are available to answer public inquiries and to direct
individuals to the proper office for help on their particular needs. Individuals demanding
service in a belligerent or antisocial manner may be refused service and asked to vacate the
premises. All employees encountering such a situation shall request their supervisor to handle
the situation. All such incidents shall be documented as to persons involved, date and time
and nature of the incident. Any supervisor that cannot resolve the situation in a reasonable
manner and without physical contact should ask for police assistance via a 911 telephone call.
EMPLOYEES CONDUCT WITH OTHER EMPLOYEES
All employees shall treat all colleagues with respect and without discrimination for any reason.
Employees shall act in a manner to support rather than obstruct colleagues in fulfilling their
obligations. Employees who have complaints or disagreements are encouraged to try to
resolve these problems by discussing them with the person concerned, their supervisor or the
personnel assistant. Failure to successfully resolve disputes with fellow employees may result
in termination of an employee.
September 1, 1994
iii
CHAPTER 1
OBJECTIVES AND SCOPE
Section
101 AUTHORITY
The following policies and procedures are promulgated under the authority of
Ordinance No. 77 -31 -0 of the Kodiak Island Borough, amending Chapter 2.12
of the municipal Code as revised by Ordinance No. 94 -18, Adopted September
1, 1994 by the Kodiak Island Borough Assembly.
102 PURPOSE
It is the purpose of this manual to establish a system of uniform personnel
policies and procedures that shall assure high quality of personnel administration
in full compliance with all applicable state and federal requirements and in
keeping with generally accepted personnel management standards.
103 SCOPE
The scope of this manual includes a compilation of policies and procedures for
personnel administration of all employees of the Borough. "Terms and
conditions of employment ", as used in this manual, shall mean the hours of
employment, the compensation and fringe benefits, and the employer's
personnel policies affecting the working conditions of the employees; but does
not mean general policies describing the function and purposes of a public
employer.
104 NON - DISCRIMINATION /EQUAL EMPLOYMENT OPPORTUNITY
The Borough and its employees are committed to the principle of equal
employment opportunity in all employment practices. Employees shall not be
discriminated against with respect to compensation, terms or conditions of
employment because of age, sex, sexual orientation, marital status, changes in
marital status, pregnancy or parenthood, race, religion, color, national origin,
union activity, or disability.
105 AMENDMENTS
Amendments to this manual of personnel policies and procedures shall be made
by ordinance only. The pages so affected shall be typed by the Mayor's Office
upon passage of each ordinance, and copies distributed to each employee for
insertion and /or replacement in their copies of the Personnel Manual. The
policies and procedures contained in this manual constitute guidelines only, they
do not constitute part of an employment contract. The Kodiak Island Borough
reserves the right to amend any provision contained herein.
September 1, 1994 1
CHAPTER 2
ORGANIZATION AND DELEGATION OF AUTHORITY
Section
201 PURPOSE
Proper organization and delegation of authority are essential to effective
Borough government administration and management. The responsibilities and
authorities delineated in this chapter are intended to establish a clear
understanding of the role that each segment of Borough government must play
in order to create and administer a sound personnel management program.
202 RESPONSIBILITY AND AUTHORITY
202.1 Borough Assembly.
The Borough Assembly shall have overall responsibility and authority to
establish Borough policy regarding personnel matters including the following:
a. Appoint and dismiss members of the Personnel Board.
b. Assign such additional duties to the Personnel Board as it deems
appropriate.
c. Approve the Borough's budget, including requests for personnel
management funds.
d. Approve personnel policies and procedures developed by the
Personnel Board.
e. Approve recommendations provided by the Working Conditions
Advisory Council.
202.2 Borough Mayor.
The Borough Mayor shall have the responsibility and authority to administer the
personnel policies and procedures adopted by the Borough Assembly.
a. Establish and maintain records of all employees in the Borough
service, which shall include the position title, pay, and other
pertinent data. The confidentiality of personnel records shall be
in conformance with the provisions of the Privacy Act. The
release of public information pertaining to employees and
personnel records shall be consistent with the intent of the
Freedom of Information Act (FOIA).
b. Develop and administer an affirmative action program to provide
for equal opportunity in all aspects of Borough personnel
administration.
c. Foster and develop, in cooperation with appointing authorities
and others, programs for the improvement of employees'
effectiveness and productivity, including training, safety, health,
counseling, and welfare.
d. Maintain the classification and pay plans.
e. Administer the Borough's recruitment and selection program.
September 1, 1994 2
f. Insure uniformity in the application of discipline and processing
of employee grievances.
g. Prepare and adopt such forms, reports, and procedures as may be
necessary to carry out the Borough's personnel program.
h. Appoint and dismiss all Borough personnel except those
appointed by the Assembly as stated in the applicable ordinance.
i. Provide a general orientation program which reviews significant
policies and benefits of the Personnel Policies and Procedures
Manual and issue a manual to each new employee
202.3 Department Heads.
Department heads shall have the responsibility and authority to:
a. Enforce the personnel policies and administer the merit system in
their department.
b. Keep employees in their departments informed of current
personnel policies and procedures.
c. Participate in the grievance procedures as specified.
d. Appoint employees to vacant positions within their respective
departments in accordance with established personnel rules and
procedures.
e. Develop training programs for employees within their respective
departments.
f. Administer discipline within their respective departments
according to established procedures and delegate such authority to
supervisory personnel as deemed appropriate.
g. Conduct orientation for each new employee and review a copy of
the current position description, which outlines job duties, with
each new employee. Such orientation shall include introductions
to fellow workers, work standards, safety regulations, break
periods, supplies, and other departmental operating procedures.
h. Has appointing and dismissal authority over all employees under
the department head's jurisdiction as delegated by the Borough
Mayor.
202.4 Supervisory Personnel.
Supervisory personnel shall have the responsibility and authority to:
a. Implement personnel policies, rules, and regulations in the units
under their supervision.
b. Administer discipline to employees under their supervision and
recommend dismissal, if warranted.
c. Train new employees and participate in the development of other
employees.
d. Evaluate employee performance.
e. Participate in the grievance procedures as specified.
202.5 All Employees.
Employees of the Borough shall be presented with a copy of this personnel
policy on the hiring date and shall have the responsibility to:
September 1, 1994 3
a. Read and understand these rules and ask the immediate supervisor
to explain these rules if questions arise.
b. Understand the function of the department assigned and how that
function relates to the total mission of the Borough and all of its
departments.
c. Discuss with the immediate supervisor any questions relating to
the interpretation or application of these rules.
d. Bring to the attention of the immediate supervisor any change in
duties as outlined in the position description given to the
employee at hiring.
e. Submit in writing recommended changes to these rules first to the
immediate supervisor, then the department head, and then the
Borough Mayor to be considered by the Personnel Board.
203 ORGANIZATION AND DUTIES OF THE PERSONNEL BOARD
The Borough Assembly shall appoint a Personnel Board consisting of five (5)
members. The term of each member shall be three (3) years. The terms of
appointments to the Board shall be staggered so that two (2) members are
appointed each year for two consecutive years and one (1) member is appointed
the third year. The regular term of a member of the Board shall commence on
January 1st of the year of appointment and shall expire on December 31st of the
year the term expires. A member of the Personnel Board may not hold any
other office or position in the Kodiak Island Borough government and must be a
registered voter in the Kodiak Island Borough. In appointing members to the
Personnel Board, the Borough Assembly will take into consideration the
recommendations made by Borough employees, the Borough Mayor, any
resident of the Borough and their own recommendations. Appointments should
be somewhat consistent with the overall ethnic composition of the population of
the community. All vacant positions and anticipated vacancies on the Borough
Personnel Board will be advertised, via local media, at least three weeks prior
to the filling of the vacancy by the Assembly. A member of the Personnel
Board may be removed from office by the Borough Assembly for
incompetency, dereliction of duty, three consecutive unexcused absences from
official Personnel Board meetings, or other abuse after being given a copy of
the charges and an opportunity to be heard publicly on such charges before the
Assembly. The Personnel Board will receive all recommendations concerning
additions, revisions, or deletions to /from the Borough Personnel Policies and
Procedures Manual. In addition, they may formulate their own
recommendations concerning the Borough Personnel Policy. These
recommendations should have input from the Borough Mayor prior to action.
The Assembly will then consider these recommendations, and if approved as
presented, or approved in amended form by ordinance, will become permanent
additions, revisions, or deletions to /from the Borough Personnel Policy.
In addition, the Personnel Board shall have the responsibility and authority to:
A. Hold official public Personnel Board meetings at least, but not limited to
once per quarter. The required meeting will be held at a time
determined by the Board each quarter, giving Borough employees at
least five (5) working days' notice prior to the meeting.
B. Work sessions or special meetings may be called by either the chairman
or two (2) members of the Personnel Board, giving Borough employees
at least five (5) working days notice prior to the meeting.
September 1, 1994 4
C. Establish a quorum of three (3) members for regular and special
meetings with no recommendations to go before the Assembly without a
majority of the Personnel Board voting affirmatively.
D. Furnish written minutes of these public meetings for the Borough files
and one copy to each department for posting. The minutes will be
posted within five (5) working days of such meeting. The Assembly will
furnish the Personnel Board with the secretarial and clerical staff
necessary to carry out its stated functions.
E. Elect a chairman, vice - chairman, and secretary; the secretary need not
be a member of the Board. The Board shall determine the time and
place of its regular meetings.
F. Advise the Assembly on matters concerning personnel administration, in
writing, after each official Personnel Board meeting.
G. Review job descriptions as prepared by the Borough administration and
submitted by the Borough Mayor for the purpose of determining
placement in a pay range using the salary placement process as adopted
by the Assembly.
H. Perform other related duties as may be necessary to fulfil its
responsibilities as outlined in the Personnel Policy or as may be assigned
by the Assembly. It may also have the additional authority of
promulgating its own rules and regulations, subject to Assembly
approval.
204 ORGANIZATION AND DUTIES OF THE WORKING CONDITIONS
ADVISORY COUNCIL
204.1 Organization of Advisory Council
There is created a Working Conditions Advisory Council which shall have as its
purpose the presentation to the Borough Assembly recommendations, advice and
suggestions regarding terms and conditions of employment for employees who
are not represented by a collective bargaining organization, including
department heads.
The Advisory Council shall consist of five persons elected by the covered
employees and who may present advice, recommendations and discussions to
the Borough Assembly at least quarterly or more frequently if requested by the
Advisory Council or the Borough Assembly upon reasonable notice.
204.2 Authority of Advisory Council
The Advisory Council's recommendations, advice and suggestions to the
Borough Assembly shall be considered in good faith by the Borough Assembly,
but shall have no binding effect on the Borough Assembly. All Advisory
Council recommendations shall be presented at a regular Assembly meeting for
action by the Assembly.
The members of the Advisory Council selected by the covered employees shall
serve for a period of at least one year from the date of election of the members
of such Advisory Council by the covered employees. No more frequently than
once a year, the Borough Assembly may for good cause request an affidavit or
other reasonable evidence that the Advisory Council continues to represent the
interests of the majority of the covered employees.
September 1, 1994 5
204.3 Election of Advisory Council
The covered employees shall by secret ballot elect five representatives to sit on
the Advisory Council. The municipal clerk shall provide secretarial or other
administrative services to the covered employees for election of said Advisory
Council members. An election shall occur no more frequently than once a year
commencing with the first election to be held within two months of the passage
of this article.
The Advisory Council may prescribe rules and procedures to complete its duties
on behalf of the covered employees, subject to approval of such rules and
procedures by the majority of covered employees.
Should a majority of all covered employees decline to participate in an election
of an Advisory Council or should a majority of the covered employees decline
to be represented by an Advisory Council, no Advisory Council shall be
considered as a spokesperson for the covered employees for a period of at least
one year from the date such a determination by the covered employees is
demonstrated.
204.4 Application of Other Provisions
The provisions of the Borough Charter and Code, including the current Kodiak
Island Borough Personnel Rules and Regulations, shall, if inconsistent with
advice, recommendations or suggestions of the Advisory Council, be
controlling; provided, however that the Advisory Council shall have the
opportunity to comment upon and seek revision to the Personnel Rules.
The provisions of the Public Employment Relations Act (AS 23.40) shall
control if inconsistent with the provisions of this article.
September 1, 1994 6
CHAPTER 3
POSITION CLASSIFICATION
Section
301 DESCRIPTION
The Classification Plan is the result of the process of analyzing job descriptions
with respect to duties, responsibilities and to training and experience
requirements to determine the proper salary range placement on the salary
schedule. Each position in the Classification Plan shall be designated by the
descriptive title and defined by a salary range placement. All salary range
placements will be made using the Assembly approved salary range placement
process.
302 PURPOSE
The Classification Plan provides the basic structure for salary placement on the
salary schedule and permits the consideration of pay policy in relation to duties,
responsibilities and work requirements. The purpose of the Classification Plan
is to provide a system of standardized titles and common job language and is
critical to the effective administration of personnel activities, such as:
A. Manpower planning and budget.
B. Establishing job tasks and minimum qualifications.
C. Establishing fair and equitable pay.
D. Developing training programs.
E. Determining proper classification for new or additional positions.
F. Developing valid selection and recruitment programs.
G. Establishing appropriate career lines.
303 ADMINISTRATION AND DEVELOPMENT
The Borough Mayor shall have the authority for the overall administration of
the Classification Plan. Department heads, key staff, employees and other
technical resources as appropriate shall be consulted in developing the
Classification Plan.
304 POSITION DESCRIPTIONS
Position descriptions shall be reviewed annually with each employee and kept
current by each Borough department head for each position under the
department's jurisdiction. When a new position is proposed or an existing
position is proposed to be amended, the department head shall provide a written
position description to the Borough Mayor, who shall analyze and evaluate the
duties and responsibilities of each position description to assure that it reflects
the tasks that are needed to meet the goals and objectives of the Kodiak Island
Borough. Upon the Mayor' s approval of the position description, it shall be
reviewed for proper placement on the salary schedule. The Mayor will
recommend any new or revised salary range placement to the Personnel Board.
Any employee who is dissatisfied with his /her position description shall be
given the opportunity to appeal the Mayor's decision. The Personnel Board
shall review the appeal and render a binding decision and notify the Borough
Mayor and the appellant of the decision in writing. The Kodiak Island Borough
September 1, 1994 7
reserves the right to change or revise job duties as the need arises. A position
description does not constitute a written or implied contract of employment.
Section
305 MAINTENANCE OF THE CLASSIFICATION PLAN
The Borough Mayor shall periodically review the entire Classification Plan or
any part thereof on his own initiative or at the request of a department head,
employee, or other interested party. The purpose of such review shall be:
A. To ascertain whether or not the position descriptions accurately reflect
existing task requirements for each position.
B. To determine the accuracy of salary range placement.
C. To assure that positions are properly classified.
The Borough Mayor shall recommend to the Borough Personnel Board changes
needed in the salary range placement process to keep it up to date. Revisions to
the salary range placement process must be approved by the Assembly.
306 REORGANIZATION OF DEPARTMENT
Whenever a reorganization of a department, or action of the Borough Assembly
causes the duties of a position to change, or a position appears to have been
incorrectly allocated, the department head shall revise the position description
and provide the new description to the Borough Mayor for approval. The
Mayor will then recommend a salary range placement to the Personnel Board
for approval. Reclassification shall not be used to avoid the provisions of the
personnel rules dealing with layoffs, demotions, promotions, or dismissals.
307 SALARY SCHEDULE
The Borough Mayor shall be responsible for the development of a salary
schedule (Appendix A) through analysis of cost of living factors, prevailing rate
of pay in both public and private industry and other pertinent factors. Any
proposed changes to the salary schedule such as cost of living or other
adjustments shall be submitted to the Assembly as part of the annual budget
ordinance for adoption.
308 SALARY RANGE PLACEMENT PROCESS
The salary range placement process shall be based on the principle of pay
equity. The objectives of the placement process shall be to:
A. Provide an appropriate salary structure to recruit and retain competent
employees.
B. Provide appropriate pay incentives for high employee productivity.
Pay ranges within the salary schedule shall be determined with due regard for
such factors as:
A. The relationship between positions.
B. The relative difficulty and responsibility of work for each position.
C. The minimum experience required for the position.
D. The educational and licensing requirements for each position.
E. The number of employees supervised.
September 1, 1994 8
F. The daily responsibility level of the position.
G. The organizational responsibility for each position.
Each position description shall be reviewed in each of the above criteria using
the following Salary Placement Analysis scale for determination of a numerical
value in each category. The sum of numerical values will then be used to
determine the range placement of the position on the salary schedule using the
Salary Placement Analysis Conversion Table on the following page.
Salary Placement Analysis Scale
( ( 2 ) ( ( ( ( (
Min. Min. Addtl.
Req. Req. Certf. No. Responsibility
Educ. Exp. Req. Supv. Org. Daily Total
None - 0 0- 0 Y- 5 0- 0 S 0 -10 S 0 -15
H.S. - 4 lyr - 3 N - 0 1 -2 - 4 E 10 -20 E 10 -20
A.A. - 8 2yr - 6 3 -5 - 8 MM 20 -30 MM 20 -30
B.A. - 12 3yr - 9 6 -8 - 12 UM 30 -40 UM 30 -40
M.A. - 15 4yr - 12 9+ - 16 M 40 M 40 -45
PhD - 20 5yr +- 15
September 1, 1994 9
Salary Placement Analysis Conversion Table
00 - 18 7.0
19 - 21 7.5
22 - 24 8.0
25 - 27 8.5
28 - 30 9.0
31 - 33 9.5
34 - 36 10.0
37 - 39 10.5
40 - 42 11.0
43 - 45 11.5
46 - 48 12.0
49 - 51 12.5
52 - 54 13.0
55 - 57 13.5
58 - 60 14.0
61 - 63 14.5
64 - 66 15.0
67 - 69 15.5
70 - 72 16.0
73 - 75 16.5
76 - 78 17.0
79 - 81 17.5
82 - 84 18.0
85 - 87 18.5
88 - 90 19.0
91 - 93 19.5
94 - 96 20.0
97 - 99 20.5
100 - 102 21.0
103 - 105 21.5
106 - 108 22.0
109 - 111 22.5
112 - 114 23.0
115 - 117 23.5
118 - 120 24.0
121 - 123 24.5
124 - 126 25.0
127 - 129 25.5
130 - 132 26.0
133 - 135 26.5
136 - 138 27.0
139 - 141 27.5
September 1, 1994
10
Section
401 DESIGNATION OF EMPLOYEES
Regular Employee: A regular employee is an employee who has successfully
completed his /her probationary period in a position that is part of the regular
complement needed for performing Borough services as determined by the
Borough Assembly.
Regular Full - Time Employee: A regular full -time employee is one who is
employed to work a regular schedule of established weekly hours. The
minimum established weekly hours shall be at least thirty (30) hours a week.
Regular Part Employee: A regular part-time employee is one who is
employed to work a regular schedule with established weekly hours totaling less
than thirty (30) hours a week.
Temporary Employee: A temporary employee is one who is employed to
augment the workforce whenever the workload temporarily requires additional
help, or in the event of an emergency or unanticipated situation for a period not
to exceed six (6) months. Temporary employees shall not accrue fringe benefits
under this agreement. If a temporary employee is extended beyond six (6)
months, he /she shall accrue sick leave, vacation and seniority from the date of
hire the same as a regular employee.
402 JOB VACANCIES
404 INTERNS
CHAPTER 4
HIRING AND ADVANCEMENT
Notices of position vacancies shall be publicized first to all Borough employees
for five (5) working days on the employee bulletin boards. Notices of the
vacancy will also be copied to each department. If a qualified candidate is not
selected from the in -house applicants at the end of the five (5) days, the position
will then be advertised outside for at least ten (10) working days.
403 TEMPORARY POSITIONS
Temporary positions (positions lasting up to 6 months) may be advertised both
in -house and outside according to the above timelines, however, if immediate
assistance is needed, temporary positions can be filled immediately. If short-
term, temporary labor is needed for work not covered by a job description (such
as manual labor for a borough project), the wage rate will be based on the skill -
level needed to perform the particular task and will be determined by the
Mayor.
The Kodiak Island Borough is a vehicle for attracting college and high school
students into local government occupations. As such, it allows opportunity for
training and beginning professional and technical positions while still attending
school. In order to qualify, the intern must be a high school or college student
who has the necessary academic training in the form of class work and research
papers and /or who also possesses the initiative to demonstrate his or her
September 1, 1994
11
potential in the field of local government. Interns will be considered temporary
employees under this manual and will be subject to the same policies and time
limits as temporary employees. Wage rates will be based on the job being
performed and the skill -level needed to perform the particular tasks.
405 JOB POSTING
Any Kodiak Island Borough position which has been vacated or any position
that has been created shall be posted within the Borough. The posting shall
state the details and qualifications applicable to the position. Posting will be on
Borough bulletin boards for a minimum of five (5) working days. Any regular
employee may, within five working days from the date of job posting, present
in writing to the personnel department his /her application. Such application will
include all data required by the posting.
406 ,JOB ANNOUNCEMENTS AND PUBLICITY
In order to attract candidates for vacancies, the Borough Mayor will issue job
announcements which will be posted on the Borough bulletin boards and
through the media including, but not limited to, the local newspaper. Job
announcements shall be clear and readable. They shall include job title, salary
range, job qualification requirements, and examination information (including
the time, place and manner of completing applications, and other pertinent
information) .
407 QUALIFICATIONS FOR APPOINTMENT
Employees shall meet the requirements for the respective positions as spelled
out in the job descriptions. The final determination of whether or not the
applicant meets the requirements of a respective position shall be made by the
Mayor or his designee. If two candidates are equally qualified for a position in
the judgement of the supervisor, seniority will prevail. Preference will be given
first to Kodiak Island Borough residents, then to Alaska residents and then to
outside applicants. No preference shall be given in the employment of
personnel to persons who are related to any employee of the Borough. The
hiring of any relatives of Assembly members and the Borough Mayor is
prohibited.
408 SELECTION PROCESS
The applicable supervisor assisted by the personnel assistant will evaluate all
written applications on a numerical basis on a form (drawn from the position
description) provided by the personnel office. Based on this evaluation, two (2)
or more candidates will be selected for interviews. Interviews will be conducted
by the supervisor with the personnel assistant in attendance unless the interviews
are not held in Kodiak. If two or more final candidates are located off - island,
the normal policy will be that the supervisor will travel to a location where all
interviews can be conducted as effectively as possible. The oral interview will
be conducted with a numerical evaluation on a 2nd form (drawn from the
position description) and provided by the personnel office. In addition, a
written examination or demonstration may be required if appropriate. Upon
completion of all interviews, the supervisor will make a final selection.
September 1, 1994
12
409 ENTRANCE WAGE RATE
The start pay rate for the applicable job classification will be the minimum rate
of pay for new employees. The department head, subject to mayoral approval,
may place a new employee above the start rate, when such placement is a result
of the new employee's directly applicable work experience and credentials.
Assembly approval is required for any starting placement above Step C.
410 SHIFT Mt FERENTIAL
An employee who is assigned to a swing shift (defined as the hours from 4:00
p.m. to midnight) shall receive four (4) percent premium pay in addition to
his /her regular salary for the period served on swing shift. An employee who is
assigned to a graveyard shift (defined as the hours from midnight until 8:00
a.m.) shall receive six (6) percent premium pay in addition to his /her regular
salary for the period served on graveyard shift.
If an employee is assigned to work a swing shift or graveyard shift on a regular
basis, then sick leave and annual leave will be paid at the relevant differential
percentage. If an employee sporadically works a swing shift as well as normal
shifts, then sick leave and annual leave will be paid at the employee's regular
salary.
411 STEP INCREASES
All new regular employees after serving a six -month probationary period of
overall satisfactory performance, as indicated on the Kodiak Island Borough
Performance Evaluation Report form, shall receive a step increase.
Each employee is eligible, if overall performance is satisfactory, for an annual
step increase on each anniversary date when 1560 hours or more of work have
been accumulated. Step increases occur in the manner above in accordance with
the respective wage schedule for each position as set forth in Appendix A.
In the event the department head determines by the evaluation that an employee
has not satisfactorily performed the job, the department head may suspend the
employee's step increase for a period of time during which certain specific
improvements must be made. Notice of such step increase deferral and the
reasons for it shall be given to the employee in writing with a copy to the
Borough Mayor. When the department head has determined that the employee
has achieved satisfactory improvement, the suspended step increase may be
approved at any time during the extended period. The suspended step increase
will not be retroactive to the employee's anniversary date. When an employee
has received a deferred step increase, he /she will be eligible for future annual
increases one calendar year from the date of his /her last step increase, provided
the employee has completed 1560 compensable hours of service.
411.1 Special Merit Increases
A Special Merit Increase (equivalent to one step) shall be granted to an
employee for outstanding performance, when justified in writing by the
department head and subject to the approval of the Borough Mayor. This
increase is in addition to normal step increases and does not effect the
September 1, 1994
13
anniversary date. Department heads may recommend employees for special
merit increases in recognition of:
A. Outstanding service
B. Special acts of accomplishment
C. Significant achievements in additional and job - related education or
specialized training (outside normal working hours and other than
required by the Borough) which enabled the individual to do his /her
work more effectively and from which the Borough tends to benefit.
411.2 Longevity Pay
A regular full -time employee shall receive an additional monetary benefit based
on the length of employment with the Borough. Any break in employment
longer than thirty (30) calendar days will advance the eligibility date by the
number of days in excess of 30. Time served as a temporary employee shall not
be included.
The following amounts shall be granted employees employed on or before July
7, 1983 in addition to their current pay rate excluding overtime:
A. Seven (7) years of total service - 5 percent of dollar value of employee's
current pay rate.
B. Ten (10) years of total service, an additional 5 percent of dollar value of
employee's current pay rate.
C. Fifteen (15) years of total service, an additional 5 percent of dollar value
of employee's current pay rate.
The following amounts shall be granted employees employed after July 7, 1983
in addition to their current pay rate excluding overtime:
A. Ten (10) years of total service, an additional 5 percent of dollar value of
employee's current pay rate.
B. Fifteen (15) years of total service, an additional 5 percent of dollar value
of employee's current pay rate.
The following amounts shall be granted employees employed after October 1,
1994:
Fifteen (15) years of total service, 5 percent of dollar value of
employee's current pay rate.
412 TEMPORARY ASSIGNMENTS
At the discretion of the Mayor, an employee may be assigned to some of the
duties created by an employee who is temporarily absent from their position. If
this re- assignment is made for more than fourteen (14) calendar days, the
employee shall be compensated at the higher rate of pay.
September 1, 1994
14
413 EMPLOYEE TRANSFERS
Any regular Borough employee shall have the right to request and may be
considered for a voluntary transfer for a specific job. Any transfer request shall
be made in writing and delivered to the new supervisor and a copy shall be
delivered to the Mayor's Office. Applications shall remain active until the
position is filled. Regular employees who have successfully completed their
probationary period may be allowed to transfer or request a change of
assignment prior to filling a vacancy with a new hire. When an employee is
transferred from one position to another with a common pay range, the rate of
pay shall remain the same. The employee's anniversary date shall change to the
date of taking the new position and a probationary period shall apply.
414 PROBATIONARY PERIOD
All new regular employees shall serve a six (6) month probationary period.
Any employee terminated under this provision shall have no recourse to the
grievance procedure. All benefits and seniority credits shall accrue during the
probationary period. Time served as a temporary employee shall count towards
the probationary period if the employee is subsequently hired into the same
position as a regular employee, provided there has been no break in service
greater than 60 days.
415 EVALUATION
The Borough and employees endorse written evaluation of all employees by
supervisors for the purpose of evaluating the employees' strengths and
weaknesses in their job performance. The written evaluation shall include a
rating and comment on each of the position duties described in the job
description and the completion of the Kodiak Island Borough Performance
Evaluation Report. The overall rating on the form shall be determined by the
rater as the best judgement of the overall performance of the individual. This
rating is not a numerical average of the individual factors.
Each employee shall be evaluated at least once per year a minimum of thirty
(30) days prior to their anniversary date. In the event an employee receives an
unsatisfactory rating in any category of their evaluation, a personal conference
will be held with the employee by the appropriate supervisor, in which his /her
problems and suggestions for eliminating these problems are discussed. A
written plan of improvement shall be implemented addressing the specific areas
that resulted in the unsatisfactory evaluation giving specific instructions for
improvement and date the employee will next be evaluated for improvement.
Detailed written records of all such conferences will be maintained. The
supervisor shall re- evaluate the employee in writing when the improvements
have been made but in no event later than sixty (60) calendar days following the
unsatisfactory rating. A supervisor who has given his /her notice of termination
of employment shall be required to provide current evaluations, prior to
termination, on all employees not evaluated within the last thirty (30) days.
September 1, 1994
15
416 PROMOTION
All other things being equal, it shall be the policy of the Kodiak Island Borough
to promote from within the ranks of the Borough employees. If two applicants
are equally qualified, the Borough will select the most senior. When an
employee is promoted from one position to another having a higher pay range,
the employee shall receive an increase of one pay step (2- 1/2 %), or the
minimum rate of the higher pay range, whichever is greater. If the employee's
current rate of pay falls within the range of the higher pay range, the pay shall
be adjusted to the next higher pay step in the new position's range in order to be
equal to a one step increase above the current pay rate. The employee's
anniversary date shall change to the effective date of promotion.
Any employee who is promoted shall be given a reasonable period, not to
exceed ninety (90) calendar days, to become acquainted with the job and to
demonstrate ability to fill the job satisfactorily. If during the evaluation period
the employee demonstrates unsatisfactory ability for the job, the employee shall
be returned to the employee's former job without loss of seniority and with no
recourse to the grievance /arbitration procedure. The employee may opt to
return to the former position within the ninety (90) calendar days.
417 DEMOTION
An employee may be demoted for any of the following reasons:
A. Inability to perform duties adequately.
B. Layoff because of lack of work or funds. When employees are laid off,
they shall be given preference for the first available position for which
they are qualified.
C. Personal reasons. An employee may apply for a position with less
responsibility and less pay at any time if they choose to do so.
September 1, 1994
16
Section
501 RESIGNATIONS
502 LAYOFF
CHAPTER 5
SEPARATIONS
To resign in good standing, an employee must give written notice to his
department head at least fourteen (14) calendar days before the termination date,
except for those positions that require a thirty (30) calendar day notice of
termination. This requirement may be waived by department heads when
adequate provisions can be made in a shorter period of time, or extenuating
circumstances exist. The department head shall furnish a copy of the
resignation (recognized by the signature of the department head) to the Borough
Mayor's Office, the employee for his records, and to the employee's personnel
file. The resignation shall include the reason for leaving Borough service.
Failure to comply with the aforementioned requirements may be cause for
rejection of rehire. Upon approval of the appointing authority, an employee
may withdraw his /her resignation prior to the termination date so long as a
commitment has not been made to fill the position. Exempt personnel are
required to give written notice to their appointing authority at least thirty (30)
calendar days before the termination date.
When a reduction in force is necessary, the department heads affected shall
make a thorough report and recommendation to the Borough Mayor, who shall
be responsible for the final selection of those employees to be released.
Employee efficiency and performance with Borough service shall be the major
factors in determining the layoff selection in each classification. Demoting
employees in higher classes to lower classes for which they are qualified and
laying off those in lower classes may be considered by the Borough Mayor and
offered to the employees as an option.
The Mayor is authorized to lay off employees if:
a. The position has been abolished.
b. There are insufficient funds.
c. There is not sufficient work available to warrant the continuation of
employment.
If a layoff is pending, the Mayor shall provide the employee a written notice
indicating layoff at least 3 weeks in advance of the layoff.
If for any of the above reasons, an employee has a loss of employment with the
Borough, the Mayor will make every effort to place the employee in another
available job vacancy within the Borough for which he /she is qualified, as
determined by the Mayor.
Whenever possible, layoff will be accomplished through normal attrition.
Further, the Borough may attempt to lessen the impact and extent of a layoff
through transfers, encouragement of unpaid leaves, early retirement or by any
other means deemed appropriate by the Mayor and the Assembly. Should a
September 1, 1994
17
layoff be determined necessary by the Borough for any reason, the following
procedure will apply:
a. Layoffs shall occur within job classification.
b. All layoffs will be based upon Borough seniority (least senior
employee first laid off) within the specific job classifications by
department.
c. Voluntary employee job share may be utilized as an alternative to
layoff upon approval of the affected employees. Laid off
employees may apply for any available positions within the
Borough for which they are qualified and will be given priority.
503 TERNIINATION
The Mayor is authorized to terminate employment of personnel for cause.
Termination here is defined as a termination of employment for reasons of
unsatisfactory performance of duties.
Following are reasons which constitute grounds for termination of employees of
the Kodiak Island Borough. The samples provided are not to be interpreted as
inclusive.
No regular employee will be terminated for any of the following basic reasons
unless a recent evaluation has pointed out the deficiency and reasonable time
allowed, and appropriate assistance provided to effect a remedy.
a. Incompetence
1) Inability to perform the essential functions of the job as outlined
in the job description.
2) Inability to understand and /or follow instructions.
3) Continual difficulty in learning and implementing new methods
and procedures related to assigned duties.
b. Unsatisfactory Performance of Duties
1) Slovenly work.
2) Flagrant damage to tools or equipment used.
3) Failure to produce an acceptable amount of work in relation to
fellow employees in like positions.
c. Unexcused Absenteeism
1) Absent from work without prior approval and notice.
2) Abuse of sick leave.
September 1, 1994
18
3) Arriving late for work or leaving early from work on a
continuing basis.
The following reasons are cause for immediate termination:
a. Substance Abuse on the Job
1) Reporting to work under the influence of alcohol and /or illegal
drugs as determined by a recognized testing procedure.
2) Use or possession of narcotic or hallucinogenic drugs unless
prescribed by a physician.
3) Use of alcoholic beverages on the job.
b. Dishonesty
1) Lying concerning work performance.
2) Being convicted of a felony or misdemeanor which would
reasonably cause the Borough to be concerned about the
employee's judgement on the job.
3) Taking of Borough property or money or converting to an
employee's use.
4) Falsification of time records or approval of time records known
to be wrong.
5) Falsification of information on a Borough application form.
c. Gross Disobedience
1) Failure to follow supervisor's orders without reasonable
explanation of actions.
2) Refusal to obey rules and regulations of the Borough.
3) Acts of moral turpitude.
4) Deliberate injury to another person.
5) Violating confidentiality; Unauthorized release of confidential
information.
6) Sexual Harassment of another employee.
d. Abandonment of Duties
1) Absenting oneself without approval or authority and failure to
promptly notify employer of supportable reasons thereof.
All notices of termination will be in writing, with proper notice to the individual
and the reasons for termination will be clearly stated.
September 1, 1994
19
504 DISMISSAL NOTICE AND SEVERANCE PAY
Employees subject to force reduction layoff or dismissed without prejudice shall
be given ten (10) days notice and severance pay not to exceed ten (10) working
days.
September 1, 1994
20
Section
601 HOURS OF WORK
CHAPTER 6
WORK SCHEDULE & OVERTIME
Regular working hours of Borough employees shall consist of a five (5) day
week, eight consecutive working hours a day, 40 hours a week. Normal
working hours will be from 8:00 a.m. to 5:00 p.m. and will include one hour
for lunch. The standard work week shall consist of the period from Sunday to
Saturday (i.e. midnight Saturday to the following midnight Saturday). The
standard work day shall consist of the period from midnight to midnight.
Different schedules to meet department operating needs shall be established and
altered by department heads with approval of the Borough Mayor. Temporary
shifting of employees' working hours to meet routine needs shall be done as
necessary and approved by the department head.
602 TEN HOUR WORK DAY
By mutual agreement of the department head and the employee involved, a four
(4) day work week may be established consisting of four (4) ten hour shifts at
the employee's straight time rate of pay. The employee may opt out of this
work schedule by giving a thirty (30) calendar days notice to the department
head. This decision may require all employees involved to revert to a five (5)
day work week in order to properly staff the office to deal with the public. All
employees who are working a four (4) day work week shall revert to a five (5)
day work week during any week in which a holiday listed in this manual is
scheduled.
603 REST PERIODS
A fifteen (15) minute rest break shall be allowed mid - morning and mid-
afternoon. Such breaks must be staggered to keep all offices adequately staffed
to deal with the public at all times. Break schedules must be approved by the
appropriate supervisor.
604 STAGGERED LUNCH PERIODS
Lunch hours may be staggered to meet the needs of service. Lunch schedules
must be approved by the appropriate supervisor.
605 EXEMPT AND NON - EXEMPT EMPLOYEES
Department heads and Mental Health Center Clinicians, Rehabilitation Director
and Assistant Director are salaried employees and are therefore exempt from
overtime payment in accordance with the Fair Labor Standards Act Executive,
Administrative and Professional exemption tests. All other employees are
considered hourly (non- exempt) employees and are eligible for overtime
payment.
September 1, 1994
21
606 OVERTIME
Overtime shall be scheduled as fairly and equally as practicable among
employees, based first on qualifications to perform work and secondly on
seniority. All overtime must be authorized by the applicable department head
prior to its performance.
When an employee is assigned to eight (8) hour work days, all authorized
overtime shall be compensated at one and one -half (1 1/2) times the employee's
applicable rate of pay for all time worked in excess of eight (8) hours in a work
day.
When an employee is assigned to ten (10) hour work days, all authorized
overtime shall be compensated at one and one -half (1 1/2) times the employee's
applicable rate of pay for all time worked in excess of ten (10) hours in a work
day.
All time worked in excess of forty (40) hours in a work week, shall be
compensated at one and one -half (1 1/2) times the employee's applicable rate of
pay.
The work week shall be considered to be the period from 12:01 am Sunday to
the following midnight Saturday.
607 OVERTIME ON HOLIDAYS
Overtime hours worked on a recognized Borough holiday shall be paid at
doubletime for all hours worked in addition to the regular holiday pay.
Employees will be notified by their normal quitting time of the preceding day of
any scheduled overtime work.
September 1, 1994
22
Over 8 years but
less than 10 years
CHAPTER 7
LEAVE
Section
701 ANNUAL LEAVE ENTITLEMENT (on a calendar year basis)
Leave with pay shall accrue to all full -time regular employees at the following
rates based upon 24 annual pay periods of 80 hours per pay period. On those
months with 3 pay periods, no leave will be accrued on the 3rd pay period. In
other words, there are a total of 26 pay periods in a year, leave accrual will be
based on 24 of those pay periods.
Length of Service Earned Monthly Annual Total
0 through 2 years 1 -1/2 days 18 days
(6 hours per
pay period)
Over 2 year but
less than 5 years 1 -3/4 days 21 days
(7 hours per
pay period)
Over 5 years but
less than 8 years 2 days 24 days
(8 hours per
pay period)
2 -1/4 days 27 days
(9 hours per
pay period)
10 years and over 2 -1/2 days 30 days
(10 hours per
pay period)
For regular part-time employees working less than 30 hours a week and regular
full -time employees working 30+ hours but less than 40 hours a week, annual
leave accrual will be prorated based upon normally scheduled hours per pay
period.
702 ANNUAL LEAVE - GENERAL
Annual leave may be used for vacations, personal business, and periods of
illness. Vacation leave shall be requested at least two (2) weeks in advance.
Leave for periods of time not exceeding three (3) working days shall be
scheduled at least 24 hours in advance. Vacation leave will be charged to
annual leave; if annual leave is insufficient, leave will be charged to leave
without pay if approved by the Mayor.
Supervisors are responsible for permitting employees to utilize all leave earned
in any calendar year. Supervisors and employees must schedule such leave
usage in advance so as not to unduly conflict with or severely restrict the normal
work requirements of their respective department. In the event two employees
September 1, 1994
23
submit leave requests on the same day and for the same period of time, the most
senior employee will be granted his /her leave request if both employees cannot
be spared, unless unusual circumstances dictate otherwise.
Employees shall not be eligible to utilize annual leave during the probationary
period. Upon successful completion of the probationary period, the employee
will be credited with nine (9) days of accrued annual leave time. Employees
who do not complete the probationary period or who are not retained beyond
the probationary period shall not be credited and paid for their accrued leave for
their period of employment. Employees who, for good and sufficient cause,
must be absent during the probationary period shall be considered in a leave
without pay status. Any new employee hired between the first (1st) and the
fifteenth (15th) days of the month, inclusive, shall be considered to have
worked the full month for leave purposes; and any employee hired after the
fifteenth (15th) day of the month shall be credited with leave for half a month.
Leave can be accrued from year to year with a maximum accrual limit of
seventy -five (75) working days. Leave continues to accrue during the period of
time an employee is on paid leave. A recognized holiday occurring during an
employee's leave period shall not be counted as a day of leave.
703 CASH - IN OF ANNUAL LEAVE
An employee upon written request shall be permitted to cash in up to 80 hours
of his /her annual leave in excess of 80 hours. Such cash out shall be permitted
once in a calendar year. In the event of a serious emergency an employee may
cash out any accrued annual leave in excess of 80 hours. Any cash -in of annual
leave must be approved by the Borough Mayor.
704 PAYMENT OF ANNUAL LEAVE UPON TERMINATION
Upon separation of a regular employee, accrued annual leave shall be
compensated for in a lump sum at the present earnings rate of the employee
within three (3) working days.
705 MANDATORY LEAVE
All employees must utilize a minimum of 10 days annual leave per annum.
Excess annual leave (over seventy -five (75) working days) will automatically be
transferred into the sick leave account at the end of the calendar year.
706 DONATION OF LEAVE
Employees may donate hours of annual leave to a fellow employee who has
suffered or is suffering a serious personal emergency or disaster such as
lingering or terminal illness of the employee or of a member of the employees'
family, or the loss of home and belongings due to fire or natural disaster.
Leave donations must be requested in writing and be approved by the Borough
Mayor. Donations will reflect as a reduction in annual leave hours to the Donor
and an increase of the same number of annual leave hours to the Donee.
September 1, 1994
24
707 SICK LEAVE
Each full -time regular employee shall accrue sick leave from the date of
employment at the rate of one and one - quarter (1 -1/4) days per month (5 hours
per pay period based upon 24 annual pay periods of 80 hours per pay period)
regardless of length of service. For regular part-time employees working less
than 30 hours a week and regular full -time employees working 30+ hours but
less than 40 hours a week, sick leave accrual will be prorated based upon
regularly scheduled hours per pay period.
Sick leave is available for use by the employee or if the employee's dependent
child or spouse is sick and requires the physical presence of the employee in the
interest of family welfare. Employees not able to work due to illness shall
notify their supervisor within two hours of the scheduled reporting time. When
sick leave exceeds three (3) consecutive work days a statement from a licensed
health care practitioner may be required to substantiate the leave taken. If sick
leave is not sufficient to cover an absence due to illness, leave shall be charged
to annual leave, then to leave without pay.
Accrued sick leave may be used during the probationary period. Excess annual
leave (over seventy -five (75) working days) will automatically be transferred
into the sick leave account at the end of every calendar year. Sick leave slips
should be turned in within 3 working days after the leave has been taken.
No cash payment will be made to an employee for unused sick leave when the
employee terminates from Borough service.
708 FAMILY /MEDICAL LEAVE
In compliance with the state and federal family leave acts (including any
amendments) family leave (sick leave) may be utilized by eligible employees for
a serious health condition of the employee, their child, spouse or parent. Up to
twenty -four (24) weeks in any twenty -four (24) month period may be utilized
for this purpose with a maximum of eighteen (18) weeks allowed in any twelve
(12) month period (i.e. an employee who opts to take eighteen (18) weeks in the
first twelve (12) months would then have six (6) weeks remaining to take in the
following twelve (12) months).
The family leave acts allow for family leave to be utilized by eligible employees
for pregnancy and birth of a child of the employee, or the placement of a child,
other than the employee's stepchild, with the employee for adoption. The right
to take leave for this reason expires on the date one year after the birth or
placement of the child. Up to eighteen (18) weeks within a twelve (12) month
period may be taken for this purpose. The twelve (12) month period will be
calculated from the day the employee first utilizes family /medical leave.
Eligibility - Employees are eligible to use family leave for the purposes outlined
above if they have been employed at least thirty -five (35) hours a week for six
(6) consecutive months or seventeen and one -half (17.5) hours a week for
twelve (12) consecutive months immediately preceding the leave.
The following parental leave policy applies to those employees having worked
ten (10) months preceding parental leave:
September 1, 1994
25
Parental leave: An employee who has been employed for not less than ten (10)
consecutive months is entitled to take a total of six (6) months leave of absence
immediately preceding and following childbirth or adoption.
The employee requesting parental leave may receive cash payment in lieu of up
to ten (10) days accumulated annual leave. A request for this payment must be
made at least thirty (30) calendar days in advance. The employee who desires
to resume employment following parental leave shall submit a request for leave
at least thirty (30) calendar days prior to any parental leave, unless extenuating
medical circumstances prevent such notice. The employee shall be reinstated
with no loss of time in service.
All family /medical leave will first be charged to sick leave, then to annual leave
and then to leave without pay. Employees may choose to retain a balance of
five (5) days paid leave before switching to leave without pay. Leave without
pay provisions as outlined in this document will apply.
Employee Notice - If the necessity for leave is foreseeable based on an expected
birth or adoption or planned medical treatment or supervision, the employee
shall provide the Borough with at least thirty (30) calendar days notice prior to
the expected need for leave wherever possible. Where thirty (30) calendar days
notice is not possible, the employee is required to provide such notice as is
practicable. The employee shall also make a reasonable effort to schedule
treatment or supervision so as not to disrupt unduly the operations of the
Borough, subject to the approval of the employee's health care provider.
Group Health Coverage - During the time that an employee is on leave under
the act, the Borough will maintain coverage under the group health plan at the
level and under the conditions that coverage would have been provided if the
employee had been employed continuously from the date the leave began to the
date the employee returns from leave. Employees who pay premiums for health
insurance coverage by paycheck deduction will still be responsible for those
premiums while on leave without pay. The Borough's obligation to maintain
health insurance coverage will cease if an employee's premium is thirty (30)
calendar days late. The Borough may recover the costs for maintaining health
insurance coverage for an employee on unpaid leave if the employee fails to
return from the entitled leave period for a reason other than the recurrence or
continuation of a serious health condition or other circumstances beyond the
control of the employee.
Certification - The family /medical leave act contains a provision allowing
employers to verify the existence of a "serious health condition" before granting
an employee's leave request. Employees requesting leave because of a serious
health condition may be required to produce a "certification" from the treating
licensed health care provider of the patient. The Borough may also, at its own
expense, require a second opinion to ascertain the validity of the certification
provided by the treating licensed health care provider.
Employee's Rights Upon Return From Leave - Unless the Borough's business
circumstances have changed to make it impossible or unreasonable, when an
employee returns from leave mentioned above, the Borough shall restore the
employee to the position of employment held by the employee when the leave
began; or to a substantially similar position with substantially similar benefits,
pay, and other terms and conditions of employment.
September 1, 1994
26
DefinitiOnS - "parent" means a biological or adoptive parent, a parent -in -law, or a
stepparent.
709 LEAVE WITHOUT PAY
710 EDUCATIONAL LEAVE WITHOUT PAY
"child" includes the employee's biological, adopted, or foster child,
stepchild, or legal ward who is under 18 years of age; or 18 years of
age or older and incapable of self -care because of mental or physical
disability.
"serious health condition" means an illness, injury, impairment, or
physical or mental condition that involves inpatient care in a hospital,
hospice, or residential health care facility; or continuing treatment or
continuing supervision by a health care provider.
Leave- without -pay, if approved by the Borough Mayor, may be granted to an
employee not to exceed thirty (30) days. Annual and sick leave do not accrue
when the employee is in a leave- without -pay status longer than ten (10) working
days. Employees who are in a leave- without -pay status longer than ten (10)
working days will also not be eligible for holiday pay. Under the Public
Employees Retirement System (PERS), leave- without -pay exceeding ten (10)
working days is not creditable service. Employees in leave- without -pay status
for more than ten (10) working days for a reason other than Family /Medical
Leave, will be responsible for paying that portion of the health insurance
premium for the leave taken beyond ten (10) working days. Exempt employees
in leave- without -pay status will not have any reduction in pay for absences of
less than a full day (eight hours) of leave- without -pay in recognition of the fact
that exempt employees are not eligible for overtime pay.
Educational leave without pay may be granted for educational purposes directly
related to employment with a specific benefit to the Kodiak Island Borough.
Approval will be contingent upon the work schedule allowing the time to be
taken without a disruption to Borough business. If approved by the Borough
Mayor, this leave may be granted to an employee not to exceed one hundred
and twenty (120) calendar days. Annual and sick leave do not accrue when the
employee is in an educational leave without pay status longer than (10) working
days. Employees who are in an educational leave without pay status will not be
eligible for holiday pay during the period they are on educational leave without
pay status.
September 1, 1994
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711 HOLIDAY LEAVE
The following holidays shall be recognized by the Borough:
New Years Day
Martin Luther King's Birthday
President's Day
Seward's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Thanksgiving Friday
Christmas Day
Employee's Birthday
In addition to Borough recognized holidays, every day designated by public
proclamation by the President of the United States or the Governor of Alaska as
a legal holiday shall also be observed as a holiday for Borough employees.
(Alaska Day was traded for Thanksgiving Friday and Lincoln's Birthday was
traded for Employee's Birthday by negotiation.) In the event of a recognized
holiday falling on Saturday, the preceding Friday shall be observed. In the
event of a recognized holiday falling on Sunday, the following Monday shall be
observed. All employees shall be excused from work on recognized holidays
and special holidays, except where the activities of the Borough require that
regular or emergency work be performed. In the event that holiday work is
required, the rate of pay for employees working on holidays shall be at
doubletime for all hours worked in addition to the regular holiday pay.
Temporary employees are not eligible for holiday pay.
712 BEREAVEMENT LEAVE
713 WORKERS' COMPENSATION LEAVE
1 January
3rd Monday in January
3rd Monday in February
Last Monday in March
Last Monday in May
4 July
1st Monday in September
11 November
4th Thursday in November
Day after Thanksgiving
25 December
To be taken anytime during the
Birthday month
Accrued sick leave or, at the employee's option, leave without pay, not to
exceed five (5) days may be used by an employee upon the death of a member
of the employee's or their spouse's immediate family. Immediate family is
defined as spouse, siblings, son, daughter, parents, stepparents, step - siblings,
father -in -law, mother -in -law, brother -in -law, sister -in -law, son -in -law,
daughter -in -law, grandparents and grandchildren. Up to three (3) additional
days of sick leave or leave without pay may be granted to accommodate
required travel.
During periods of on-the-job injury recuperation, the employee shall be eligible
for Workers' Compensation Benefits and will be placed on Worker's
Compensation Leave. All fringe benefits will continue to accrue while in this
status.
It is the intent of this policy that the employee's take home pay will remain the
same throughout the recuperation period as his /her regular take home pay prior
to the injury. Sick and annual leave will be used as follows:
September 1, 1994
28
1. The first three (3) days should be sick leave or upon employee request,
annual leave, or leave without pay if no other leave is available. For a
new regular employee on probation status who has not accumulated a
combined total of three (3) days of sick and annual leave, the three (3)
days will be charged first to sick leave, then annual leave and finally the
salary line item for the employee.
2. For the remaining days, an amount equal to the difference between the
employee's take home pay prior to the injury and the amount received
from Worker's Compensation will be paid to the employee by the
Borough and charged to the salary line item for the employee.
If the absence exceeds twenty -eight (28) calendar days and Worker's
Compensation then picks up the original three (3) days of paid leave the
employee must repay the Borough for the three days pay. The Borough will
then credit the employee's records for deductions as a result of an on-the-job
injury. The credit will be applied first to the salary line item, and then to sick
leave.
An employee can remain on Worker's Compensation Leave for up to six (6)
months or until determined to be permanently or totally disabled or permanently
partially disabled and unable to return to work, whichever comes first. The
Borough will not, however, supplement any Worker's Compensation benefits
provided for by its compensation insurance carrier for any settlements of
industrial accident claims. When any such settlement is made, disability shall
be presumed to terminate on the date of such settlement.
714 COURT DUTY
Court duty, including jury service, shall be treated as administrative leave from
Borough duty without loss of longevity, leave, or pay. Service in court when
subpoenaed as a witness on behalf of the Borough, or when called as an expert
on a matter of Borough concern, or relating to a Borough function, or the
employee's job performance will be considered administrative leave. Fees paid
by the court (other than travel and subsistence allowance) will be turned in for
deposit to the Borough except that fees paid for court duty that occurs on the
employee's normal non -work days may be retained by the employee. Witness
service for personal purposes will be covered by annual leave, or leave without
pay, and any fees received in this connection may be retained by the individual.
Employees, upon receiving written notice of being called for jury duty, will
immediately provide their supervisor with a copy of such notice. In the event
an employee is called for court duty in Kodiak, when excused, he or she shall
return to work within a reasonable time, not to exceed one hour. If the
employee is serving court duty outside the city of Kodiak, he or she shall return
to work within one hour upon returning to Kodiak.
715 NIILITARY LEAVE
Employees who are called up for active duty in a branch of the U.S. Armed
Forces or who are members of a U.S. Military Reserve component shall be
entitled to leave and re- employment benefits as prescribed by state and federal
laws.
September 1, 1994
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Absence from Borough duty for the purpose of participating as a member of a
United States reserve component, either in active military service of the State or
in military training, is authorized and will be treated administratively (in the
case of the employee who has completed probationary service) in such manner
that the individual will not suffer a decrease in income or a loss of benefits
during the first two weeks of the military active duty or training period. The
Borough Mayor will be provided with a copy of the individual's orders to duty.
The absence will be recorded, during the first ten (10) working days, as
administrative leave without charge to the employee's leave account. Military
pay paid to the employee for this period of time (equivalent to 80 hours of
work) will be turned over to the Borough.
716 UNAUTHORIZED LEAVE
Any absence not authorized and approved in accordance with the provisions of
these regulations may be grounds for disciplinary action up to and including
termination; provided, however, that any employee who has verified that they
were unable to return to duty due to weather and /or an emergency shall not be
subject to disciplinary action under this section.
September 1, 1994
30
Section
801 DISCIPLINE
CHAPTER 8
DISCIPLINE
Any employee discharged or suspended for disciplinary reasons shall be
furnished, in writing, the reasons for such action.
No employee shall be disciplined or discharged without cause.
It is the intent of the Borough to utilize progressive discipline, however, the
level of discipline will depend on the actual circumstances and severity of the
Employee's misconduct.
Progressive discipline would normally be:
1. Verbal Counseling and Warning
2. Written Warning via Disciplinary Action Memo
3. Discharge
Disciplinary Action Procedure: All disciplinary actions, except verbal
counseling and warning shall be documented on a Disciplinary Action Memo to
the employee and the employee's personnel file. The employee shall be given a
chance to read the memo. It shall then be reviewed with the employee and a
sincere effort shall be made to obtain agreement with the employee that facts are
stated correctly, that the inappropriate or incorrect behavior did occur, that it
did represent behavior that should be disciplined, that the discipline is
appropriate and that the behavior will not be repeated. If errors are found, the
Disciplinary Action Memo shall be rewritten and again reviewed. Comments of
the employee shall be entered under that heading. The employee shall be
requested to sign the memo and be informed that his or her signature indicates
only agreement that the memo accurately records the discussion. If the
Employee refuses to sign the memo, the statement shall be entered:
"(Employee' s Name) read the contents on (date) and refused to sign."
The supervisor may, if necessary, complete reviews of the employee's progress
in correcting the cause of the original action at three, six and nine months -or
any other intervals. These reports shall be made on a standard Evaluation
Report form. Twelve months from the date of the action concerned, the
Borough Mayor shall review the disciplinary action and if it is determined that
the problem has been resolved, all copies of the Disciplinary Action Memo shall
be returned to the affected employee.
September 1, 1994
31
CHAPTER 9
TRAINING
Section
901 NEW EQUIPMENT TECHNOLOGY OR PROCEDURES
The Borough shall provide, or make available, updated training to qualified
employees as required with the introduction of new equipment, technology,
and /or procedures.
902 TUITION REFUNDS
Consideration will be given toward reimbursement of 100 percent of the tuition
expense, books, and lab fees if an employee successfully completes coursework
considered to relate to the employee's present duties and to be of benefit to both
the Borough and employee involved.
Written concurrence from the department head and the Borough Mayor shall be
obtained in each case before beginning the pertinent course of study. If the
reimbursed tuition amount exceeds $300, the employee shall sign and abide by
the following tuition agreement. The maximum reimbursable tuition amount is
$1,000 per employee per fiscal year. The Borough shall not reimburse any
employee for tuition and /or associated costs that have or will be paid by a third
party.
Upon successful completion of the course involved, the employee shall furnish
his /her department head with evidence of successful course completion (a grade
of C or better or a certificate of completion) and a receipt of the course fee.
Upon approval of the reimbursement process by the Borough Mayor, the
reimbursable cost will be paid. In the event of involuntary termination, the
employee shall not be required to repay tuition.
903 TUITION AGREEMENT
I, , agree to abide by this tuition agreement
and understand that if I should leave Borough employment within twelve (12)
months after completing the reimbursed coursework listed below that I will be
subject to forfeiture of accumulated leave and /or salary on a pro -rated basis in
the amount equal to the cost of the course(s).
Course:
Location:
Cost:
Date Completed:
Twelve (12) months of employment with the Kodiak Island Borough following
the completion of the above coursework results in full forgiveness of any
obligation to repay the Kodiak Island Borough.
Date Employee Name (PRINT) Employee Signature
Date Supervisor Name (PRINT) Supervisor Signature
September 1, 1994
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904 SPECIAL TRAINING
Employees who attend courses or conferences or receive special schooling that
is reimbursed or paid for by the Borough will be subject to the terms of the
following special training agreement.
In accordance with ordinance 84 -14 -0, any employee terminating employment
prior to working one year after completion of an approved special training
program (defined as any training or schooling for which the Borough pays
$1,000 or more including cost of the training program plus travel), unless
terminated for a justifiable reason will be subject to forfeiture of accumulated
leave and /or salary on a pro -rated basis in the amount equal to the cost of the
training program plus travel. Conferences are considered special training
programs under the provisions of this section.
905 SPECIAL TRAINING AGREEMENT
906 TRAINING
To prevent misunderstanding at the time of separation for those employees
having participated in Special Training Programs, the following has been
provided:
The undersigned employee of the Kodiak Island Borough understands that the
training for which he /she requests Borough payment (such) training to take
place , ,
(Date) (Location of Training)
satisfies the standards set for SPECIAL TRAINING under Borough Ordinance
No. 84 -14 -0. The undersigned employee agrees to abide by this special training
agreement and understands that if he /she should leave borough employment
within one (1) year after completing the reimbursed training that he /she will be
subject to forfeiture of accumulated leave and /or salary on a pro -rated basis in
the amount equal to the cost of the training plus travel.
One (1) year of employment with the Kodiak Island Borough following the
completion of the above training results in full forgiveness of any obligation to
repay the Kodiak Island Borough.
Date Employee Name (PRINT) Employee Signature
Date Supervisor Name (PRINT) Supervisor Signature
The Kodiak Island Borough encourages training programs including government
funded programs which will provide initial and advanced training for
employees. Within budget limitations, training offered shall particularly
emphasize requirements for occupational certification, job skill enhancement,
accident prevention, employee safety and public relations.
September 1, 1994
33
Section
1001 EMPLOYEE INSURANCE
g.
j
CHAPTER 10
BENEFITS
a. The Kodiak Island Borough will provide a group health care plan with
benefits at least equal to those provided by the Group Health Care and
Life Insurance Plan for employees of the State of Alaska Political
Subdivisions program.
b. All employees of the Kodiak Island Borough who enroll will pay the
same percentage costs in order to be eligible for this health insurance
coverage.
c. Coverages and costs of the Aetna Group Health Plan are determined
each year by Aetna and the State of Alaska. Each employee will be
notified of the coverages and costs each year.
d. Pursuant to Section 125 of the United States Tax Code, the Borough
shall offer employees the option of participating in a group health plan.
Requirements for and benefits of participation in the Health Plan are set
forth in the Borough's Section 125 Plan which may be amended from
time to time to conform to the requirements of Section 125.
The employee portion of the premium shall be contributed in accordance
with the Borough Section 125 Plan by those employees who choose to
participate under the Plan.
e. Employees are eligible for participation in the health and life insurance
programs if they are regular, non - temporary employees. Enrollment
periods are at initial hire and at the annual open enrollment period
(generally in the Spring).
f. No employee covered by this plan will receive health insurance from
more than one Borough insurance policy.
The Borough shall provide, on a non - contributory basis, a group Life
and Accidental Death and Dismemberment insurance plan for each
eligible, regular employee in the amount equal to $75,000. The
program of benefits will be as described in a Master Contract between
the Borough and insurance carrier.
h. The employee at his /her expense, subject to the approval of the
insurance provider, may purchase up to 1 times his /her annual salary of
additional life insurance for themselves.
i. As a participant in the Health Plan, the employee also receives at no cost
an additional $2000 in life insurance and $5000 in Accidental Death and
Dismemberment coverage.
Eligible employee is defined as either:
September 1, 1994
34
1. a regular full -time employee, or
2. a regular part-time employee working at least fifteen (15) hours
per week.
k. Regular part-time employees who are eligible for, and elect to have
insurance coverage, shall continue to pay a proportional share of the
premium.
1. An employee on an approved leave of absence may elect to pay the
premium for Borough -wide health insurance during this period, if
allowed under the group insurance contract.
m. The Borough also provides a non - contributory Accident Travel Insurance
policy which provides $100,000 coverage to employees who are
traveling on official Borough business.
n. The Borough will provide continuation of regular health insurance
benefits for employees who utilize family and medical leave and parental
leave for a period not to exceed the time limits outlined in the state and
federal family and medical leave acts and the Borough parental leave
policy. If the employee pays a premium for health coverage for
dependents, they are still responsible for payment of their portion of the
premium while on leave.
P.
o. The Borough will provide Worker's Compensation coverage for all
employees and volunteers of the Borough.
The Borough will provide a non - contributory short and long -term
disability insurance program for each employee.
1002 RETIREMENT
Kodiak Island Borough is a member of the Alaska Public Employee's
Retirement System (PERS). Accordingly, all deductions shall be made
according to the regulations of that system. All employees will receive the
PERS booklet and it will also be available in the payroll and Mayor's offices.
September 1, 1994
35
Section
1101 PERSONNEL RECORDS
CHAPTER 11
EMPLOYMENT PRACTICES
The Borough Mayor shall provide and maintain central files for records of the
personal and work history of each employee in the Borough service. No
personnel files shall be maintained elsewhere in the Borough either by the
Mayor or department heads.
Employees shall have access to their own confidential personnel file. Access to
the personnel files by other than the Mayor, the employee's immediate
supervisor and department head, the personnel and administrative assistant and
the head of a Borough department into which the employee has applied for
promotion or transfer shall not be allowed without prior approval of the Mayor.
Other persons shall be permitted access to personnel files only by court order or
by the written consent of the employee and upon written approval of the
Borough Mayor.
Medical records shall be safely secured and kept separate from the employee's
personnel file. Access to these files shall be restricted to the Mayor, personnel
assistant and the employee. Such records shall not be released for any reason
other than a medical emergency, in which event they may be released to a
licensed health care practitioner, unless the employee gives written consent
allowing the release of his /her medical file.
1102 PAYROLL PROCEDURES
It is the policy of the Kodiak Island Borough to pay employees by check or by
voluntary written authorization for direct deposit (as available) on a regular
basis and in a manner so that the amount, method, and timing of such payments
comply with any applicable laws or regulations.
Employees will normally be paid on Friday on a biweekly basis. If the regular
payday occurs on a holiday, employees will be paid on the last working day
prior to the regular payday.
Employees on each payday will receive, in addition to their check or deposit
advice, a statement showing gross pay, deductions, and net pay. Local, state,
federal and social security taxes will be deducted automatically. No other
deductions will be made unless required or allowed by law, contract, or
employee written obligation. Employees may elect to have additional voluntary
deductions taken from their pay only if they authorize the deductions in writing.
When an employee separates from the Borough any wages due shall become
payable immediately and shall be paid within three (3) working days following
separation.
September 1, 1994
36
1103 TIMESHEETS
Copies of the employee's time sheets shall be made available upon request, by
the employee or his /her designee.
1104 PAY CHECK ERRORS
In the event an employee disputes the amount of any compensation on his /her
paycheck, the employee shall notify the Borough's designated payroll
representative. The Borough shall rectify any verified paycheck errors upon
receipt of such notice. Paycheck errors of less than 5% of gross pay shall be
rectified on the next paycheck. Paycheck errors that are over 5 % of gross pay
shall be rectified within 3 working days after such notice.
1105 MOVING EXPENSES FOR NEW EMPLOYEES
The Borough Mayor may specify positions in high demand and short supply
requiring moving expenses for the purpose of accepting employment with the
Borough, upon approval of the Borough Assembly. Such positions may be
reimbursed for actual and necessary expenses under the following conditions:
a. The employee must be appointed to a position for which the Borough
Mayor certifies that such expenditure is necessary to recruit qualified
employees.
b. The maximum reimbursable for an employee shall be determined at the
time of employment in accordance with current costs not to exceed the
equivalent of one month's salary.
c. New employees who are assisted with their moving expenses shall be
required to sign the following Transportation Agreement prior to
employment. The Transportation Agreement shall stipulate that the
employee will reimburse the Borough for all or part of such expenditures
in the event he or she voluntarily leaves Borough service, or is
discharged for cause, within a period of two (2) years according to the
following schedule:
100% -Less than twelve (12) months
75 % - Twelve (12) but less than eighteen months
50% - Eighteen (18) but less than twenty -four (24) months
d. New employees may not be given an advance against moving expenses
without prior written approval of the Borough Mayor.
e. It is the responsibility of the appointing authority to see to it that
prospective new employees are aware of pertinent limitations of these
regulations before a move is made.
f. New employees shall be advised by the appointing authority of dollar
limitations, the need for itemized receipts or invoices, the meaning of
the Transportation Agreement, and other pertinent matters prior to their
move.
September 1, 1994
37
1106 TRANSPORTATION AGREEMENT
The Kodiak Island Borough and hereby
enter into this agreement concerning transportation costs.
The Kodiak Island Borough agrees to provide an amount not to exceed
$ (a maximum of one month's salary for above noted employee) to
partially defray the transportation costs of a move from
. Actual receipts will be provided to
substantiate the above amount of funds.
In return, agrees to remain
in the employment of the Kodiak Island Borough for a period of two years. The
above named employee will reimburse the Borough for all or part of such
expenditures in the event he or she voluntarily leaves Borough service, or is
discharged for cause, within a period of two (2) years according to the
following schedule:
100% - Less than twelve (12) months
75 % - Twelve (12) but less than eighteen (18) months
50% - Eighteen (18) but less than twenty -four (24) months
At least two years of employment with the Kodiak Island Borough results in full
forgiveness of any obligation to repay the Kodiak Island Borough.
This agreement is effective on this
day of , 19
Mayor, Kodiak Island Borough Signature of Employee
1107 CLOTHING ALLOWANCE
Where special clothing or a uniform is required for the position, a clothing
allowance payable quarterly shall be allowed. The yearly amount to be paid
shall be determined by the Borough Mayor. The payments shall be made on the
first regular pay day of each quarter.
1108 ON -CALL TIME
Hourly employees who are required to be on -call for the Community Support
Program of the Kodiak Island Borough shall receive $100 a week compensation
for carrying and monitoring the CSP beeper. In the event that an hourly
employee is called in to work to respond to a beeper call, the employee will
receive time and one -half compensation for any and all hours worked over eight
(8) in a day and over forty (40) in a week.
1109 BOROUGH VEHICLES
The Borough maintains pool cars for official travel of its employees. These
vehicles are to be used for Borough business only and shall not be used for
private trips. Hitchhikers are not allowed to ride in Borough vehicles. No one
shall operate a Borough vehicle without a current and valid drivers license. In
September 1, 1994
38
accordance with Ordinance 90 -17, there will be no smoking in any Borough
vehicle.
1110 PRIVATE AUTOMOBILE USAGE
On rare occasions it may be necessary and prudent to use a private automobile
in the performance of official duties. Reimbursement for such travel will be at
the current prescribed rates as determined by the Internal Revenue Service.
No employee will be paid mileage allowance for travel between his normal
place of duty and his residence. Some on -call personnel are provided with the
use of official vehicles as deemed necessary by the Mayor or his designee.
1111 GIFTS AND GRATUITIES
It shall be the responsibility of each Borough employee to remain free from
indebtedness or favors which would tend to create a conflict of interest between
personal and official interests, or might reasonably be interpreted as affecting
the impartiality of the individual employee. If an employee is tendered or
offered a gift or gratuity which would, in the eyes of the public or in the eyes of
public officials, be construed to be an attempt to bribe, influence, or to
encourage special consideration with respect to Borough operations, such offer
shall be reported without delay to the Borough Mayor. Any person either
offering or receiving such a gift, gratuity, consideration, or extraordinary favor
will be subject to the disciplinary procedure.
1112 PROFESSIONAL ORGANIZATION DUES
The Borough will pay dues to one approved professional organization for each
professional member of the staff, where such professional organization is for the
purpose of improving personal abilities and qualifications.
1113 EMPLOYMENT OF FAMILY MEMBERS
No person may be employed in a position supervised by a family member.
Additionally, family members shall not be placed in a position such that one
member has authority to approve the work, personnel documents, expense
account, or time records of another family member. An exception to this rule
will be made if requested by the Borough Mayor and approved by the Borough
Assembly. Family members shall be described as follows: Spouse, father,
mother, brother, sister, son, daughter, step- mother, step- father, step- brother,
step- sister, stepson, stepdaughter, father -in -law, mother -in -law, brother -in -law,
sister -in -law, son -in -law, daughter -in -law, and grandparents .
A) If two employees marry who are employed in any position in which the
office or employee may be able to directly or indirectly supervise,
control or influence the work or employment status of the relative or the
affairs of the organizational unit in which the relative is to be employed,
they shall give immediate notice of the marriage to the Mayor. At an
appropriate time, the least senior of one of the spouses may be
transferred to another assignment within the Borough. The decision to
transfer shall not:
1) Alter the transferring spouse's salary and /or benefits, and
September 1, 1994
39
2) Alter the seniority standard described above.
B) If one of the spouses agrees to a voluntary transfer, the seniority
standard for involuntary transfer shall not apply.
C) It is agreed that if a Borough employee is to be transferred as a result of
this provision and there is no comparable position available that the
Mayor may use his discretion in making reassignment of the individual.
However, the employee shall suffer no loss in salary, benefits or
seniority.
1114 OTHER EMPLOYMENT
1115 TRAVEL
No employee shall engage in any other employment, whether public, private or
self - employment, during scheduled work hours, nor outside scheduled work
hours if such employment conflicts with the Borough's interests or adversely
affects the employee's availability and usefulness.
Employees who are traveling out of town on official business will be reimbursed
for reasonable expenses by the Borough. The Borough will provide for and /or
reimburse the employee for transportation costs. Transportation will normally
be by air and supplemented by such ground or water transportation as is
necessary. All other costs incident to such travel, and of a normal and
necessary nature will be reimbursed. Such expenses would include: hotel
rooms, auto rental, telephone, and meal expenses (up to $35.00 /day). All
employees on official travel are expected to incur only such costs as are
essential to perform their mission and are expected to make every effort to
minimize the cost of travel. Examples of costs that will not normally be
reimbursed are: first class air travel, gourmet meals, alcoholic beverages, party
expenses, plush hotel suites, etc.
When an employee is on official business not requiring an overnight stay,
he /she will be reimbursed for actual and reasonable meal expenses including tips
as follows: $8.00 breakfast, $10.00 lunch, and $17.00 dinner, for a total not to
exceed $35.00 in a day. Hotel rooms will generally be reserved and paid using
the purchase order system. Reimbursement may be requested for hotel rooms
with proper receipt submittal. An advance equivalent to $35 /per day for meals
can be requested prior to travel.
1116 STRANDED WHILE ON BOROUGH TRAVEL
If due to inclement weather or other adverse conditions, employees traveling on
Borough business become stranded away from their Kodiak office location the
following will apply:
A) The employee will not suffer a reduction in wages or benefits as a result
of being unable to return to his /her principal work location.
B) The employee will be provided with room, meals up to $35.00 per day,
and necessary transportation at the Borough's expense.
September 1, 1994
40
1117 SAFETY
C) The Borough will reimburse the employee for any other reasonable,
necessary expenses they would not normally have incurred had they been
in Kodiak. An example of such an expense would be reimbursement for
any childcare expenses that might result from the employee being
stranded away from Kodiak.
The above will not be reimbursable if an employee has extended his /her travel
time in any way for personal reasons and becomes stranded due to taking a later
flight than would have been required when the Borough business was
completed.
It is a fundamental responsibility of the Borough to provide a safe work
environment for its employees. It is a fundamental responsibility of the
employees to abide by all safety rules and regulations and to continuously
practice safety while performing their duties. The Borough will furnish such
safety devices and first aid kits as may be needed for the safety and proper
emergency medical treatment of employees. Employees shall use personal
protective equipment as may be prescribed by state or federal standards or the
Borough. It is the responsibility of each employee to report any unsafe situation
to the supervisor immediately upon recognition of the unsafe situation.
1118 SAFETY COMMITTEE
A safety committee composed of at least two (2) representatives from the non-
management staff members and at least two (2) representatives from the
management staff members, as identified by the Borough Mayor, will review
safety programs, training, and procedures. The committee will have the right
to:
a. Recommend specific safety programs and training to be presented to the
employees.
b. Recommend corrective action for unsafe practices, procedures and
devices.
1119 DESIGNATED SMOKING AREAS
Per Ordinance 90 -17, adopted on 05/03/90 by the Kodiak Island Borough
Assembly and effective on July 1, 1990, all Kodiak Island Borough buildings
and offices are non - smoking areas. The Borough shall provide designated
smoking areas.
1120 DRUG-FREE WORKPLACE
As a condition of employment, all employees are required to sign and abide by
the Kodiak Island Borough's Drug -Free Workplace Policy. In accordance with
this policy, any employee who unlawfully manufactures, distributes, dispenses,
possesses or uses a controlled substance in the workplace or during working
hours is subject to disciplinary action up to and including immediate dismissal.
Any employee reporting to work under the influence of alcohol, drugs or
intoxicants is subject to disciplinary action up to and including immediate
dismissal.
September 1, 1994
41
POLICY FOR A DRUG-FREE WORKPLACE
Notice to All Borough Employees
It is the policy of the Kodiak Island Borough to provide a drug -free workplace.
The Borough, as a recipient of federal grants covered by the Drug -Free
Workplace Act of 1988, requires all employees to abide by the terms of this
policy as a condition of employment. Any employee who unlawfully
manufactures, distributes, dispenses, possesses or uses a controlled substance in
the workplace or during working hours is subject to disciplinary action up to
and including immediate dismissal (see Section 503 of the personnel manual).
This is irrespective and independent of any criminal action concerning the
offense. Substance abuse on Borough property will not be tolerated and will be
cause for termination.
It is the policy of the Kodiak Island Borough to promote employee well -being
and to protect each employee and the Borough from injury or other threats. The
Kodiak Island Borough is committed to providing assistance to employees who
need drug or alcohol counseling and /or treatment through our employee
assistance program. Employees can utilize this program simply by calling 1-
800- 478 -2812 to be referred to an appropriate care -giver on Kodiak or, if
necessary, to a care -giver off of the island. Employees are covered for up to 8
visits to a counselor and additional treatment may be covered by insurance.
More details about the program are available in the Mayor's Office. Employee
participation in the employee assistance program will in no way jeopardize
future employment or advancement, nor will it protect the employee from
disciplinary action for continued substandard job performance or rule
infractions. Every employee is eligible to participate in the employee assistance
program and all information related to participation will be kept confidential.
Employee referrals to the assistance program can be directed to the appropriate
supervisor or may be discussed with higher level supervision up to and
including the Borough Mayor.
Employees are required to notify their employer immediately should they be
convicted of any criminal drug offense occurring in the workplace.
This policy does not diminish, increase or otherwise change an employee's
rights or responsibilities under the Kodiak Island Borough personnel rules and
regulations.
1121 SEXUAL HARASSMENT POLICY
Notice to All Borough Employees
It is the policy of the Kodiak Island Borough to provide a workplace free from
sexual harassment. Sexual harassment is a violation of the law and is
inconsistent with the Borough's policy on equal employment opportunity and
non - discrimination. Sexual harassment of any kind will not be condoned or
tolerated. All employees must avoid offensive or inappropriate sexual behavior
at work and are responsible for assuring that the workplace is a respectful
environment free from sexual harassment at all times. Any employee found to
have violated this policy will be subject to immediate and appropriate
disciplinary action up to and including termination. In addition, civil lawsuits
September 1, 1994
42
can be filed by the victim and courts have held harassers personally liable for
damages in instances of sexual harassment.
Sexual Harassment is defined as "unwelcome advances, requests for sexual
favors, or other verbal or physical conduct of a sexual nature when:
1. submission to such conduct is made whether explicitly or implicitly a
condition of an individual's employment; or
2. submission to or rejection of such conduct by the individual is used as
the basis for employment decisions affecting such individual; or
3. such conduct has the purpose or effect of unreasonably interfering with
an individual's work performance or creating an intimidating, hostile or
offensive work environment."
Examples of prohibited conduct include, but are not limited to, lewd or sexually
suggestive comments; off -color language or jokes of a sexual nature; slurs and
other verbal, graphic or physical conduct relating to an individual's sex; or any
display of sexually explicit pictures, greeting cards, articles, books, magazines,
photos or cartoons.
WHAT TO DO IF YOU ARE SUBJECTED TO SEXUAL HARASSMENT:
The employee should clearly and immediately tell the harasser that you find his
or her comments or actions offensive and then request him or her to stop. Any
sexual harassment incident should be reported to the Personnel Office. If the
harassment continues, keep a record of the times, places and specifics of each
incident, including other people who might have observed the incident or your
reactions. Each incident should be reported to the Personnel Office to allow
interventions for the purpose of stopping the harassment. In the event of a
serious incident or continuing sexual harassment, employees are encouraged to
file a complaint.
If you are a witness to sexual harassment:
Don't ignore the situation, the victim may be too intimidated to speak up.
Report what you saw or heard to one of the individuals below, immediately. By
reporting sexual harassment you help protect your co- workers and yourself.
Since sexual harassment is such a serious charge, confidentiality is important.
Keep what you saw between yourself and the person you're reporting it to.
HOW TO FILE A COMPLAINT:
Any employee who has a complaint of sexual harassment at work by anyone,
including supervisors, co- workers, visitors, clients, or customers, is encouraged
to report the incident at the earliest possible time. All complaints will be taken
seriously and investigated promptly.
Employees may file complaints with the Personnel Assistant, Mayor or one
additional employee appointed by the Mayor to process and investigate sexual
harassment complaints. The individuals' names and telephone numbers will be
posted on the bulletin boards at all times.
September 1, 1994
43
However, employees may file a sexual harassment complaint with ANY
appropriate supervisor with whom they feel comfortable talking. The
supervisor would then immediately forward the complaint to one of the
individuals appointed to handle complaints. If the individuals holding the
appointed positions change, the policy will be reviewed and other individuals
may be appointed to ensure an appropriate representation of males and females
as investigators.
Complaints can be verbal or written, but if an investigation ensues,
complainants will be encouraged to submit a written complaint to facilitate
investigation. Complaint forms will be available from the individuals appointed
to handle complaints.
All complaints will be kept confidential to the extent possible to investigate the
incident. No individual will be adversely affected for bringing any violation of
this policy to the attention of management. Retaliation in any form is
prohibited.
Supervisors who become aware of a harassment situation, whether created by
employees or non - employees, should immediately notify one of the individuals
noted above. Under Title VII of the Civil Rights Act of 1964, supervisors can
be liable if they know about sexually harassing conduct and do not take any
action.
THE INVESTIGATION:
The investigation will include interviews with all relevant persons including the
complainant, the accused, and other potential witnesses. Employees are assured
that the privacy of the complainant and the person accused of sexual harassment
will be kept strictly confidential to the extent possible to investigate the incident.
Any employee who divulges any information concerning their participation in
an investigation will be subject to disciplinary action.
The Investigator will review the findings with the complainant at the conclusion
of the investigation and before any action is taken. If the investigation reveals
that the complaint appears to be valid, immediate and appropriate corrective
action, up to and including termination, will be taken to stop the harassment and
prevent its recurrence. If the validity of the complaint cannot be determined,
immediate and appropriate action will be taken to assure that all parties are re-
acquainted with this sexual harassment policy and to avoid sexual harassment in
the future.
All investigative records of sexual harassment complaints will be kept in a
locked file, separate from personnel files.
The Kodiak Island Borough is committed to training and education programs
that ensure awareness of this policy and awareness about the harm of sexual
harassment in the workplace.
This policy does not diminish, increase or otherwise change an employee's
rights or responsibilities under the Kodiak Island Borough personnel rules and
regulations.
September 1, 1994
44
1122 BLOODBORNE PATHOGENS POLICY
Notice to All Borough Employees
The Occupational Safety and Health Administration (OSHA) recently adopted
new standards to protect workers from exposure to bloodborne pathogens. In
developing these new regulations, OSHA made the determination that
employees face a significant health risk as the result of occupational exposure to
blood and other potentially infectious materials because they may contain
bloodborne pathogens. These bloodborne pathogens include Hepatitis B Virus
(HBV) which causes Hepatitis B, a serious liver disease, and Human
Immunodeficiency Virus (HIV), which causes Acquired Immunodeficiency
Syndrome (AIDS). The new regulations require that workers who may be
occupationally exposed to human blood or body fluids must be protected against
bloodborne pathogens and that records must be kept long -term on those
employees. Attached is a list of classifications of Kodiak Island Borough
positions based on determined levels of occupational exposure to bloodborne
pathogens.
It is the policy of the Kodiak Island Borough that all employees subject to
exposure to bloodborne pathogens (those rated at occasional to routinely
occupationally exposed) be offered a free vaccination against Hepatitis B, as
well as a health examination and any required medical follow -up after an actual
exposure to blood or body fluids at no cost to the employee. Employees may
decline this vaccination, however, the vaccination will be offered and a written
record will be kept. Vaccinations can be obtained from the employee's personal
physician with charges to be billed to or reimbursed by the Kodiak Island
Borough. The Kodiak Island Borough will provide workers risking exposure
with appropriate protective clothing and equipment such as rubber gloves,
masks and eye protection. Employees at high risk are strongly urged to utilize
this personal protective equipment at all times where potential exposure can
occur. The Kodiak Island Borough will provide training on bloodborne
pathogens for all positions. This training will occur upon initial employment,
annually and at any time a person's job duties may change the kind or level of
exposure.
Medical records on covered employees will be kept for the length of
employment plus 30 years. Training records will be kept for three years.
IN THE EVENT OF EXPOSURE OR SUSPECTED EXPOSURE
EMPLOYEES SHOULD FOLLOW THESE PROCEDURES:
1) Report incident to immediate supervisor and Exposure Control Officer.
2) Seek medical evaluation and follow -up after each exposure incident.
3) Employees MUST file an "EXPOSURE INCIDENT
REPORT /INVESTIGATION FORM" (copy is attached).
4) Submit completed forms to your supervisor.
5) Supervisors should document any additional information related to the
incident. Documentation should include a discussion of corrective
actions taken to prevent future exposure.
September 1, 1994
45
Since a single exposure may result in an infection, OSHA believes that pre -
exposure Hepatitis B vaccination of all occupationally exposed employees and
post - exposure evaluation and follow -up after each exposure incident helps
prevent infection, benefits the health of employees, and is both technologically
and economically feasible.
Copies of the Kodiak Island Borough Exposure Control Plan, outlining
procedures and regulations in detail are to be kept in each department.
Employees who have questions or need further information about this program
may contact the designated Exposure Control Officer.
The Kodiak Island Borough recognizes its duty to provide employees with a
workplace free from recognized hazards that are causing or are likely to cause
death or serious physical harm.
1123 POLITICAL ACTIVITIES
No provisions or part of this manual shall abridge the statutory or constitutional
rights of any employee to engage in any legal political activity. Provided,
however, no employee shall, directly or indirectly, during his /her hours of
employment, solicit or receive funds, or at any time use his /her authority or
official influence to compel any other employee to apply for membership in or
become a member of any organization, or to pay or promise to pay any
assessment, subscription or contribution, or to take part in any political activity.
September 1, 1994
46
CHAPTER 12
GRIEVANCE PROCEDURE
Section
1201 COMPLAINTS OR DISCUSSIONS
While not considered a grievance as defined hereafter, employees may engage
in informal discussions with management to attempt to settle or prevent
problems prior to a formal grievance in writing, being filed.
1202 GRIEVANCE DEFINITION
A grievance is hereby defined as a claim violation, misinterpretation,
inequitable application, or non - compliance with the provisions of this agreement
or any supplemental agreement. A grievance shall be in writing and shall
include the following:
a. The nature of the grievance and the circumstances out of which it arose,
including the date of occurrence or the date when the grievant (s),
became aware of the problem.
b. The remedy or correction the Employer is requested to make.
c. The section or sections of the manual relied upon, or alleged to have
been violated.
d. The signatures of the grievant (s).
e. The date the statement of the grievance was prepared.
1203 PROCEDURE
All grievances shall be presented to the employees' immediate supervisor as
soon as practicable but in no event later than ten (10) working days after the
incident that generates the grievance occurs.
Step One. Within ten (10) working days after written presentation of an
alleged grievance, the affected employee and /or employees shall discuss
the written grievance with the designated management representative for
the work function to which the employee or employees are assigned in
an effort to resolve the dispute or difference.
Within these ten (10) working days, the employer will reply, in writing,
to the employee. If this reply is unsatisfactory the alleged grievance
may be moved to step two, provided written notification of such move is
made within five (5) working days following the receipt of the
management's step one response.
Step Two. Within ten (10) working days after receipt of the notice from
step one, the employee and the Mayor shall meet and discuss the alleged
grievance. The Mayor shall respond in writing to the employee within
these ten (10) working days.
September 1, 1994
47
1204 ARBITRATION
Grievances which have not been settled under the foregoing procedure may be
appealed to arbitration via the personnel office within ten (10) calendar days
from the date of the answer in step two, or if the grievance is not appealed to
arbitration it shall be considered terminated on the basis of the second step
answers of the parties without prejudice or precedence in the resolution of future
grievances.
If a request for arbitration is tendered, the employee and the employer shall
confer within five (5) working days to agree on a mutually acceptable Alaskan
arbitrator. If no agreement can be reached, the parties shall select an arbitrator
by the striking method from a list of ten (10) arbitrators supplied to the parties
by the American Arbitration Association (AAA). The arbitrator shall be
selected within (5) working days. The order for striking shall be determined by
a toss of a coin. The employee shall toss the coin and the Borough
Representative shall call out his choice. Arbitration shall commence as soon as
possible following the appointment of the arbitrator. The applicable fees and
expenses of the arbitrator shall be borne equally by the parties. Each party shall
be responsible for the expenses of its own witnesses and any other expenses
incurred on behalf of that party.
1205 AUTHORITY OF THE ARBITRATOR
The arbitrator shall conduct a hearing according to generally accepted standards
and procedures for grievance arbitration. The arbitrator shall have no authority
to add to, alter, delete or modify the labor agreement or to issue any award on a
matter not raised in the complaint. The decision of the arbitrator shall be final
and binding on all parties.
1206 TIME LIMITS
Failure of either party to act within the time schedule set forth in this procedure
without the express written agreement of the other party will be considered a
default and the grievance shall be considered to be settled in favor of the non-
defaulting party. The parties may mutually agree in writing to modify the time
limits at any step of the grievance procedures.
The mailing of the grievance appeal or response shall constitute a timely appeal
or response if postmarked within the appeal /response period. Both parties will
provide the other with a list of designated representatives and addresses.
In the application of this article, "working days" shall exclude Saturdays,
Sundays, and holidays recognized by this manual. Nothing in this section shall
be construed to prevent settlement of a grievance by mutual agreement of the
parties at any time.
September 1, 1994
48
Appendix A
Salary Schedule
September 1, 1994
49
KODIAK ISLAND BOROUGH
SCHEDULE OF PAY GRADES FOR A FORTY HOUR WEEK
Step Step Step Step Step Step Step Step Step Step Step Step Step
A B C D E F G H I J K L M
7.0 A 22,922 23,504 24,086 24,690 25,314 25,938 26,582 27,248 27,934 28,642 29,349 30,077 30,826
H 11.02 11.30 11.58 11.87 12.17 12.47 12.78 13.10 13.43 13.77 14.11 14.46 14.82
7.5 A 23,504 24,086 24,690 25,314 25,938 26,582 27,248 27,934 28,642 29,349 30,077 30,826 31,595
H 11.30 11.58 11.87 12.17 12.47 12.78 13.10 13.43 13.77 14.11 14.46 14.82 15.19
8.0 A 24,086 24,690 25,314 25,938 26,582 27,248 27,934 28,642 29,349 30,077 30,826 31,595 32,386
H 11.58 11.87 12.17 12.47 12.78 13.10 13.43 13.77 14.11 14.46 14.82 15.19 15.57
8.5 A 24,690 25,314 25,938 26,582 27,248 27,934 28,642 29,349 30,077 30,826 31,595 32,386 33,197
N 11.87 12.17 12.47 12.78 13.10 13.43 13.77 14.11 14.46 14.82 15.19 15.57 15.96
9.0 A 25,314 25,938 26,582 27,248 27,934 28,642 29,349 30,077 30,826 31,595 32,386 33,197 34,029
H 12.17 12.47 12.78 13.10 13.43 13.77 14.11 14.46 14.82 15.19 15.57 16.96 16.36
9.5 A 25,938 26,582 27,248 27,934 28,642 29,349 30,077 30,826 31,595 32,386 33,197 34,029 34,882
H 12.47 12.78 13.10 13.43 13.77 14.11 14.46 14.82 15.19 15.57 15.96 16.36 16.77
10.0 A 26,582 27,248 27,934 28,642 29,349 30,077 30,826 31,595 32,386 33,197 34,029 34,882 35,755
H 12.78 13.10 13.43 13.77 14.11 14.46 14.82 15.19 15.57 15.96 16.36 16.77 17.19
10.5 A 27,248 27,934 28,642 29,349 30,077 30,826 31,595 32,386 33,197 34,029 34,882 35,755 36,650
H 13.10 13.43 13.77 14.11 14.46 14.82 15.19 15.57 15.96 16.36 16.77 17.19 17.62
11.0 A 27,934 28,642 29,349 30,077 30,826 31,595 32,386 33,197 34,029 34,882 35,755 36,650 37,565
H 13.43 13.77 14.11 14.46 14.82 15.19 15.57 15.96 16.36 16.77 17.19 17.62 18.06
11.5 A 28,642 29,349 30,077 30,826 31,595 32,386 33,197 34,029 34,882 35,755 36,650 37,565 38,501
H 13.77 14.11 14.46 14.82 15.19 15.57 15.96 16.36 16.77 17.19 17.62 18.06 18.51
12.0 A 29,349 30,077 30,826 31,595 32,386 33,197 34,029 34,882 35,755 36,650 37,565 38,501 39,458
H 14.11 14.46 14.82 15.19 15.57 15.96 16.36 16.77 17.19 17.62 18.06 18.51 18.97
12.5 A 30,077 30,826 31,595 32,386 33,197 34,029 34,882 35,755 36,650 37,565 38,501 39,458 40,435
H 14.46 14.82 15.19 15.57 15.96 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.44
13.0 A 30,826 31,595 32,386 33,197 34,029 34,882 35,755 36,660 37,565 38,501 39,458 40,435 41,454
H 14.82 15.19 15.57 15.96 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.44 19.93
13.5 A 31,595 32,386 33,197 34,029 34,882 35,755 36,650 37,565 38,501 39,458 40,435 41,454 42,494
H 15.19 15.57 15.96 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.44 19.93 20.43
14.0 A 32,386 33,197 34,029 34,882 35,755 36,650 37,565 38,501 39,458 40,435 41,454 42,494 43,555
H 15.57 15.96 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.44 19.93 20.43 20.94
Page 1
Effective 09/01/94
KODIAK ISLAND BOROUGH
SCHEDULE OF PAY GRADES FOR A FORTY HOUR WEEK
Step Step Step Step Step Step Step Step Step Step Step Step Step
A B C D E F G H I J K L M
14.5 A 33,197 34,029 34,882 35,755 36,650 37,565 38,501 39,458 40,435 41,454 42,494 43,555 44,637
H 15.96 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.44 19.93 20.43 20.94 21.46
15.0 A 34,029 34,882 35,755 36,650 37,565 38,501 39,458 40,435 41,454 42,494 43,555 44,637 45,760
H 16.36 16.77 17.19 17.62 18.06 18.51 18.97 19.44 19.93 20.43 20.94 21.46 22.00
15.5 A 34,882 35,755 36,650 37,565 38,501 39,458 40,435 41,454 42,494 43,555 44,637 45,760 46,904
H 16.77 17.19 17.62 18.06 18.51 18.97 19.44 19.93 20.43 20.94 21.46 22.00 22.55
16.0 A 35,755 36,650 37,565 38,501 39,458 40,435 41,454 42,494 43,555 44,637 45,760 46,904 48,069
H 17.19 17.62 18.06 18.51 18.97 19.44 19.93 20.43 20.94 21.46 22.00 22.55 23.11
16.5 A 36,650 37,565 38,501 39,458 40,435 41,454 42,494 43,555 44,637 45,760 46,904 48,069 49,275
H 17.62 18.06 18.51 18.97 19.44 19.93 20.43 20.94 21.46 22.00 22.55 23.11 23.69
17.0 A 37,565 38,501 39,458 40,435 41,454 42,494 43,555 44,637 45,760 46,904 48,069 49,275 50,502
H 18.06 18.51 18.97 19.44 19.93 20.43 20.94 21.46 22.00 22.55 23.11 23.69 24.28
17.5 A 38,501 39,458 40,435 41,454 42,494 43,555 44,637 45,760 46,904 48,069 49,275 50,502 51,771
H 18.51 18.97 19.44 19.93 20.43 20.94 21.46 22.00 22.55 23.11 23.69 24.28 24.89
18.0 A 39,458 40,435 41,454 42,494 43,555 44,637 45,760 46,904 48,069 49,275 50,502 51,771 53,061
H 18.97 19.44 19.93 20.43 20.94 21.46 22.00 22.55 23.11 23.69 24.28 24.89 25.51
18.5 A 40,435 41,454 42,494 43,555 44,637 45,760 46,904 48,069 49,275 50,502 51,771 53,061 54,392
H 19.44 19.93 20.43 20.94 21.46 22.00 22.55 23.11 23.69 24.28 24.89 25.51 26.15
19.0 A 41,454 42,494 43,555 44,637 45,760 46,904 48,069 49,275 50,502 51,771 53,061 54,392 55,744
H 19.93 20.43 20.94 21.46 22.00 22.55 23.11 23.69 24.28 24.89 25.51 26.15 26.80
19.5 A 42,494 43,555 44,637 45,760 46,904 48,069 49,275 50,502 51,771 53,061 54,392 55,744 57,138
H 20.43 20.94 21.46 22.00 22.55 23.11 23.69 24.28 24.89 25.51 26.15 26.80 27.47
20.0 A 43,555 44,637 45,760 46,904 48,069 49,275 50,502 51,771 53,061 54,392 55,744 57,138 58,573
H 20.94 21.46 22.00 22.55 23.11 23.69 24.28 24.89 26,51 26.15 26.80 27.47 28.16
20.5 A 44,637 45,760 46,904 48,069 49,275 50,502 51,771 53,061 54,392 55,744 57,138 58,573- 60,029
H 21.46 22.00 22.55 23.11 23.69 24.28 24.89 25.51 26.15 26.80 27.47 28.16 28.86
21.0 A 45,760 46,904 48,069 49,275 50,502 51,771 53,061 54,392 55,744 57,138 58,573 60,029 61,526
H 22.00 22.55 23.11 23.69 24.28 24.89 25.51 26.15 26.80 27.47 28.16 28.86 29.58
21.5 A 46,904 48,069 49,275 50,502 51,771 53,061 54,392 55,744 57,138 58,573 60,029 61,526 63,066
H 22.55 23.11 23.69 24.28 24.89 25.51 26.15 26.80 27.47 28.16 28.86 29.58 30.32
Page 2
Effective 09/01/94
KODIAK ISLAND BOROUGH
SCHEDULE OF PAY GRADES FOR A FORTY HOUR WEEK
Step Step Step Step Step Step Step Step Step Step Step Step Step
A B C D E F G H I J K L M
22.0 A 48,069 49,275 50,502 51,771 53,061 54,392 55,744 57,138 58,573 60,029 61,526 63,066 64,646
H 23.11 23.69 24.28 24.89 25.51 26.15 26.80 27.47 28.16 28.86 29.58 30.32 31.08
22.5 A 49,275 50,502 51,771 53,061 54,392 55,744 57,138 58,573 60,029 61,526 63,066 64,646 66,269
H 23.69 24.28 24.89 25.51 26.15 26.80 27.47 28.16 28.86 29.58 30.32 31.08 31.86
23.0 A 50,502 51,771 53,061 . 54,392 55,744 57,138 58,573 60,029 61,526 63,066 64,646 66,269 67,933
H 24.28 24.89 25.51 26.15 26.80 27.47 28.16 28.86 29.58 30.32 31.08 31.86 32.66
23.5 A 51,771 53,061 54,392 55,744 57,138 58,573 60,029 61,526 63,066 64,646 66,269 67,933 69,638
H 24.89 25.51 26.15 26.80 27.47 28.16 28.86 29.58 30.32 31.08 31.86 32.66 33.48
24.0 A 53,061 54,392 55,744 57,138 58,573 60,029 61,526 63,066 64,646 66,269 67,933 69,638 71,386
H 25.51 26.15 26.80 27.47 28.16 28.86 29.58 30.32 31.08 31.86 32.66 33.48 34.32
24.5 A 54,392 55,744 57,138 58,573 60,029 61,526 63,066 64,646 66,269 67,933 69,638 71,386 73,174
H 26.15 26.80 27.47 28.16 28.86 29.58 30.32 31.08 31.86 32.66 33.48 34.32 35.18
25.0 A 55,744 57,138 58,573 60,029 61,526 63,066 64,646 66,269 67,933 69,638 71,386 73,174 75,005
H 26.80 27.47 28.16 28.86 29.58 30.32 31.08 31.86 32.66 33.48 34.32 35.18 36.06
25.5 A 57,138 58,573 60,029 61,526 63,066 64,646 66,269 67,933 69,638 71,386 73,174 75,005 76,877
H 27.47 28.16 28.86 29.58 30.32 31.08 31.86 32.66 33.48 34.32 35.18 36.06 36.96
26.0 A 58,573 60,029 61,526 63,066 64,646 66,269 67,933 69,638 71,386 73,174 75,005 76,877 78,790
H 28.16 28.86 29.58 30.32 31.08 31.86 32.66 ,33.48 34.32 35.18 36.06 36.96 37.88
26.5 A 60,029 61,526 63,066 64,646 66,269 67,933 69,638 71,386 73,174 75,005 76,877 78,790 80,766
H 28.86 29.58 30.32 31.08 31.86 32.66 33.48 34.32 35.18 36.06 36.96 47.88 38.83
27.0 A 61,526 63,066 64,646 66,269 67,933 69,638 71,386 73,174 75,005 76,877 78,790 80,766 82,784
H 29.58 30.32 31.08 31.86 32.66 33.48 34.32 35.18 36.06 36.96 37.88 38.83 39.80
27.5 A 63,066 64,646 66,269 67,933 69,638 71,386 73,174 75,006 76,877 78,790 80,766 82,784 84,864
H 30.32 31.08 31.86 32.66 33.48 34.32 35.18 36.06 36.96 37.88 38.83 39.80 40.80
28.0 A 64,646 66,269 67,933 69,638 71,386 73,174 75,005 76,877 78,790 80,766 82,784 84,864 86,986
H 31.08 31.86 32.66 33.48 34.32 35.18 36.06 36.96 37.88 38.83 39.80 40.80 41.82
28.5 A 66,269 67,933 69,638 71,386 73,174 75,005 76,877 78,790 80,766 82,784 84,864 86,986 89,170
H 31.86 32.66 33.48 34.32 35.18 36.06 36.96 37.88 38.83 39.80 40.80 41.82 42.87
29.0 A 67,933 69,638 71,386 73,174 75,005 76,877 78,790 80,766 82,784 84,864 86,986 89,170 91,395
H 32.66 33.48 34.32 35.18 36.06 36.96 37.88 38.83 39.80 40.80 41.82 42.87 43.94
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Effective 09/01/94