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HomeMy WebLinkAboutEmployee Handbook 000 Introduction (92_-1) City of Rexburg Employee Handbook 1 000 INTRODUCTION 20 WELCOME TO THE CITY OF REXBURG! Welcome new employee! On behalf of your colleagues, we welcome you to the City of Rexburg and wish you every success here. Each employee contributes directly to the City's growth and success, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available. Employees should familiarize themselves with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with the City. Individual Departments may also have departmental Standard Operating Procedures (SOP’s) that the employee should also be familiar with and follow. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! Sincerely, The Mayor and City Council City of Rexburg Employee Handbook 2 25 MADISON FIRE DEPARTMENT EMPLOYEES ADDENDUM The Rexburg/Madison Fire Department and the Madison County Ambulance Service have been merged into one operating entity, the Madison Fire Department, hereafter referred to as MFD, by way of an agreement made by the City of Rexburg, the Madison County Fire Protection District and Madison County Ambulance District. The merger was implemented to provide the environment for better fire and ambulance services, more efficient and flexible use of personnel and other resources, and cost savings where possible. This entity is doing business as the Madison Fire Department. The Rexburg/Madison County Emergency Services Board (aka Emergency Services Board) was created to provide executive leadership to this new entity. The Board is made up of: one Madison County Commissioner, one Madison County Fire Protection District Commissioner, the Mayor or a Councilmember from the City of Rexburg, and the Medical Director. The Medical Director, although not an elected official, has an equal status and is a voting member of the board, and is appointed by the remainder of the Board. With the exception of the Medical Director, members of the board bring the input and interests from their respective boards back to the Emergency Services Board, thus providing a balanced representation from all three entities. It was the decision of the Emergency Services Board to adopt the City of Rexburg Employees Handbook as its official personnel handbook to provide information and guidance to its employees. For all MFD personnel, wherever this manual refers to the City, its Mayor, Council, or Department Oversight Committee, it should be interpreted to mean the Rexburg/Madison County Emergency Services Board. It is not possible in this book to address all the specific needs and policies of a department such as the MFD. There are many complex laws and regulations that will apply specifically to MFD issues, as well as standard operating procedures specific to the department’s day to day activities. It is the responsibility of every employee to diligently study this handbook and all department rules and regulations, and to abide by them. MFD employees should take special notice of MFD exceptions as well as policies that refer to Madison Fire Department Standard Operating Procedures. 26 CITY/COUNTY JOINTLY OWNED PROPERTIES AND PROJECTS Wherever in this handbook it refers to "City Council", this should also be interpreted to include "Golf Board" in the case of Golf Course employees and “Airport Board” in the case of Airport employees. For Madison Fire Department employees, see 25 Madison Fire Department Employees Addendum. 30 STATEMENT OF MISSION & PHILOSOPHY Since the City's beginning, its structure and services have been designed around service to the public. This service is easily observed through the presence of our Police and Fire Department personnel and staff. Yet, there are many other services the City of Rexburg offers its citizens. Some of these include effective planning and zoning for our future, water, waste water, and sanitation for our health, and public services such as streets, parks, and recreation. As a member of our work force, each employee represents the City in its mission to provide public service and uphold everyone’s safety and security. Thus, each employee has a responsibility to be mindful of his/her conduct both on and off the job, as such conduct may reflect directly or indirectly on the interests of the City, its citizens, and our combined public mission of service in trust, good faith, and honest dealings. City of Rexburg Employee Handbook 3 We are proud of our City, our traditions, and our goals. As each of us contributes to the success of our jobs, our departments, and our community, we will look toward real accomplishments and continued progress in both our work and our future. The City strives to provide a working environment that is safe for all workers and the public. We encourage employees to advance their concerns and make inquiries in a spirit of respect for each other and in good faith toward meeting the high standards of professional excellence and competence which will have real impact on our progress now and in the future. 40 INTRODUCTORY STATEMENT This handbook is designed to acquaint you with the City and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by the City to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about the City's policies. As the City continues to grow, the need may arise to change policies described in the handbook. The City therefore reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will, of course, be notified of such changes as they occur. All employees of the City are At-Will and are employed at the discretion of the Mayor and City Council and will have no right to continued employment or employment benefits, except as may be agreed to in writing and expressly approved by the City Council. This personnel policy is not a contract of employment and is not intended to specify the duration of employment or limit the reasons for which an employee may be discharged. All provisions of this Policy will be interpreted in a manner consistent with this paragraph. In the event of any irreconcilable inconsistencies, the terms of this paragraph will prevail. Only a written contract expressly authorized by the City Council can alter the at-will nature of employment by the City, notwithstanding anything said by an Elected Official or supervisor. Nothing herein shall be deemed to be nor shall be construed to grant any employee any right or expectation of continued employment. Formatted: Font: 11 pt Formatted: Font: 11 pt Formatted: Font: 11 pt Formatted: Font: 11 pt