Common use of Nonshift Employees Clause in Contracts

Nonshift Employees. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 26: Performance Appraisal). If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 26: Performance Appraisal). Salary advancements are granted for continued meritorious and efficient service, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the department head for approval. These, in turn, shall be transmitted to the City Manager and Personnel Committee for final approval. When an employee is denied a merit increase, the employee shall be informed of such and the reasons therefor. The employee may be reconsidered for advancement at any subsequent time recommended by management of the Fire Department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the next higher step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotions, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after a promotion, also refer to Article 22: Appointments and Promotions and Article 23: Probation.)

Nonshift Employees. If, for whatever reason, an employee not on probation is unable to perform his/her assigned duties because of absence from work for a period in excess of 45 consecutive calendar days, the evaluation period shall be automatically extended for a similar period of time; provided, however, the department head head/City Manager may evaluate the employee's past performance and submit to the City Personnel Committee a separate, written recommendation justifying justifying/granting a merit increase and not extending the evaluation period for a period of time equal to the period of absence. If the period of absence exceeds 90 consecutive calendar days, the employee's performance evaluation and anniversary date will be extended for a similar period of time (also see Article 2624: Performance Appraisal). If, for whatever reason, an employee on probation is unable to perform his/her assigned duties because of absence from work for any period of time, his/her probation period, merit increase, and anniversary date shall be extended for the same length of the absence (also see Article 2622: Probation and Article 24: Performance Appraisal). Salary step advancements are granted for continued meritorious and efficient serviceservice in the position hired/promoted into, and after continued improvement in assigned tasks, in conjunction with performance appraisal procedures. Recommendations are initiated by immediate supervisors and are then forwarded to the concerned department head for approval. These, in turn, shall be transmitted to the City Manager and Personnel Committee for final approvalManager. When an employee is denied a merit increase, the employee shall be informed of such and the reasons therefor. The employee may be reconsidered for advancement at any subsequent time recommended by management of the Fire Departmentconcerned department. Denial or postponement of a merit increase shall not change an employee's anniversary date or future pay review date. Employees who have received internal promotions, if assigned to the next higher lowest step of the new range offering a minimum 2 1/2 percent salary increase, shall be eligible for a step increase upon successful completion of 6 months in the new position. If employees are placed on a higher step that results in a salary adjustment greater than 2 1/2 percent (based upon the recommendation of the concerned department head and approval of the City Manager), they shall be eligible to advance to the next step of the range 1 year from the date of their promotionspromotion, and this date shall also become the employee's pay review date for purposes of eligibility for future merit increases. (For additional information on pay increases and probationary requirements after a promotion, also refer to Article 2221: Appointments and Promotions and Article 2322: Probation.)