HomeMy WebLinkAboutCOUNCIL - AGENDA ITEM - 01/19/1999 - RESOLUTION NO. 11 OF THE FORT COLLINS HOUSING AUTH AGENDA ITEM SUMMARY ITEM NUMBER: 36
DATE: January 19, 1999
• FORT COLLINS CITY COUNCIL STAFF: Darin Atteberrry
SUBJECT:
Resolution No. 11 of the Fort Collins Housing Authority Amending the Personnel Policies
Employee Handbook.
RECOMMENDATION:
Staff recommends adoption of this Resolution.
EXECUTIVE SUMMARY:
On December 18, 1996, the Board of Commissioners for the Fort Collins Housing Authority
approved its personnel policies. Since that time, few, if any, changes have been made..to these
policies. At this time, staff believes that several changes are warranted to improve future
• amendments to the policies and to improve the employee grievance process.
Resolution No. 11 enables future changes to the personnel policies to be approved by both the Board
of Commissioners and administratively by the Executive Director. This makes the approval process
similar to that of the City of Fort Collins approach.
Additionally, Resolution No. 11 improves the process for employee grievances, including the
establishment of a pre-disciplinary meeting, issue resolution process, and name clearing process.
Finally, this Resolution outlines the role of the City of Fort Collins Human Resource Department
in employee disciplinary actions at the Fort Collins Housing Authority.
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RESOLUTION NO. 11
. OF THE BOARD OF COMMISSIONERS
OF THE FORT COLLINS HOUSING AUTHORITY
AMENDING THE PERSONNEL POLICIES
EMPLOYEE HANDBOOK
WHEREAS, the Board of Commissioners previously adopted the Personnel Policies
Employee Handbook(the "Handbook")on December 18, 1996; and
WHEREAS, the Board desires to amend those sections of the Handbook concerning the
alteration and amendment of the Handbook so as to provide the Executive Director with the ability
to alter and amend the Handbook administratively; and
WHEREAS, the Board desires to amend those sections of the Handbook concerning
disciplinary action and the resolution of complaints so as to better establish a grievance and issue
resolution process for Housing Authority employees; and
WHEREAS,the employees of the Housing Authority have been provided with not less than
ten (10) days notification of the proposed changes to the Handbook which are set forth in this
Resolution.
• NOW,THEREFORE,BE IT RESOLVED BY THE BOARD OF COMMISSIONERS OF
THE FORT COLLINS HOUSING AUTHORITY as follows:
Section 1. That subsections 1.1 and 1.2 of the Personnel Policies Employee Handbook are
hereby amended to read as follows:
1.1 ADMINISTRATION OF PERSONNEL POLICES
Genwftissianers of the Fort Geliiw . The information contained
in this manual is the most current at this time and supersedes all previous handbooks,
manual, policies, and procedures. These policies and procedures shall remain in
effect until amended or superseded by action of the Board of Commissioners q lYhe
E "eu6v�e` �uef�tc"�.
Day-to-day administration of these policies and procedures is the responsibility of
the Executive Director and the management staff reporting to the Executive Director
who are hired or appointed to train, oversee, discipline, evaluate, and reward
employees of the Fort Collins Housing Authority as they carry out their appointed
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tasks. Interpretation of the policies within this handbook is the responsibility and
purview of the Executive Director.
Where situations arise that are not covered by these policies,the Executive Director
will take appropriate action, subject to Board of Commissioners' review, at its
option.
In the event that the policies contained in this manual are changed�e�,. d ,aTdf
Ctimmissioperortli .=xocutivirTa , employees will be notified of such
changes 10 days prior to their adoption by the Board of Commissioners Ir b
Exec''11t�v'�ieefoz.
1.2 EMPLOYMENT RELATIONSHIP
The Board of Commissioners of the Fort Collins Housing Authority NEW
Ezecveii reserves the right to alter and amend these Personnel Policies
from time to time. To that extent, the provisions contained in these Personnel
Policies are only guidelines for the conduct of the relationship between the Housing
Authority and its employees and are not employment contract terms. No provisions
in these Personnel Policies are to be considered as an agreement on the length or
continuation of employment.
The language used in this handbook is not intended to constitute a contract of
employment, either expressed or implied. Employees have the right to end their
work relationship with the Authority,with or without advance notice or cause. The
organization,except where stated expressly,has the same right. The status of your
"At Will"employment with the FCHA cannot be changed or modified with any oral
or written statement. While various provisions of this manual may refer to
termination as a form of discipline,such references shall not be construed to alter the
at-will employment status of all employees of the FCHA. The FCHA expressly
reserves the right to terminate any employee in its sole discretion at any time without
procedure, cause, or prior notice.
Section 2. That subsection 10.3 of the Personnel Policies Employee Handbook is hereby
amended to read as follows and a new subsection 10.4 of said Handbook is hereby added to read as
follows:
10.3 RESPONSIBILITY FOR DISCIPLINARY ACTION
Ordinarily a supervisor is the first to be aware of potential policy violations among
employees in his or her own department.
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-vielat•ora or wrongdoing immediateir. mom_ n_.__._.:_._ Dire_.___ ili d_._w:__ the
.
Suyeryisors�ie"responsible for oinnSencm d�s�ci"ltnaryactio against sub4rdutates
2&e:A:phi rLgte n�tusuaaf to"tlie provisi `> the e, o i 1e§
to¢_ -RE A§nWARY-MKE?ITL
�-" Pigrtotheios�tio �ofayspension,involun ematior'tesn9nafinan
e,�tipTee�shallffib �„en�no ee''�ad�he�d�ipi�tntitt;}>�. be ��,d�u►�ac�o�dage '�#t
o�loSrad ?'''
Th"e`etnplayee��svpesarl x..,de�th "" loyee '";Hi -
ii# `eb�"ndtt descuitlitmg� peai ~robl'&, dr
mi��onduc,t'r�latedba� nn o ai�„a��u,c aspie""�"�us
d scm`linary abh t}Pe o lind°din " 3ere�Ed
tiro andloc�i�ortaf a`�mee"�"�tar�e*�'pl 'l� esptit3s�'to
tl eqorandum,fi atice',. aftIKk-`pl yee, �y.waty ' tie
iu fhae atp ' 'ham an attozz� '°t
ofh�rsen�atie�the, he`�i`'t"t' " nd,�'A „1� .t� e
emp�oyee�o"sac"kn��`edgi'eu�e%p�o��e �t3iandurir
EM II a y B Unle�s'iwatved b tl e_em loye� a meeting sfiall be held
befo,,;,,,thd.e�np1„ *es,supesorib :`r,��de, tl3e empioyee
�nfih�th��tipportuimty,�"to Abe."�eazcl,.an�, sen"t°�nformst�on
conceg umpnaed disciline ']h ',elzee mad knave
as attpzney`&6,otlier e�rese to e ie e t�rnvide aflyice
oasst,�tance"�'��'t►e ?n�euhz�"gma}�be �tape��secorded�,and
fac�li#atecl l��HututinResoutees re�iesenve'
;� F1 decision whetherta unpose 0 iplin4e afsorwwhaf tppe
willlae made afterthe heanagthin a dune pNetkod
determtxied the�� uman'�Resources Departineht. 3�the
employeewatvgs°thelieanngn°zhe�dec�sionw�lin€ie basedupan
kke memorandum a d e pl0.,0,s'personnel ecord Thy
employee�will�be� aforn}ed� thedec;sio�ii�in wnfing'.
Depending on:the dectsionthe employee may�fle a request
fgtassue resolution or gnevahce ofthe decisiJ.o...... dim
wth�ection3?,lteieo£ a N.
Pe
Section 3. That Section 11 of the Personnel Policies Employee Handbook is hereby repealed
and reenacted to read as follows:
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SECT-19 MURPRIEF CEO,e,"i ,ISSUERESOLI3TIOMRROCESSES
1 ITRI OS GRMXANGE",ROC,
•: ,�'i �nevaiaz�ce pioces �' ` e,3gnec1+ •:all m"To" tl�"'.�iev�b gilt �of
eni;F�o�uien ioSsofs�s�e�ns °,"'3�ftl�eirk�#la ,sa�na"��e�,�1� lunfarydem tlon',
setae,; ".nam"e�clean "''a ,earuig�Iiinchon�-oilthxolvec - . ". - 1itSeit,�' er°"es,�ts
. ,' e�re ,wb�e�Iiloy�m;,�.* ,,n ' t�alio;a "<it1 " bi�fhi� u.�er
�ifih5n "' : fin' afC�arreccip L1 ��� °"poi
com ain `"S�1SC�lfaxrrale'�'olliii�.w�n... ue�_._a�n�`I1�5i
iati► oii"� Ved3�ial�tlilddsri �4�unpoFtant
facts,.''
��? -' ,�D. . •x`I'11 uEc7im ��e�'�orc�n'e3he e "' o e.�iEle es tole
appropnih °gAi�e�ancks uphei'd
Dq`sa3�nent��allche"dui " eat���Ffo "�ield�liefcitt��u„ �D3rectcr�=�or
desjgxaee�, - ar8sgnt; ' e10 e
in W��ziita'Ea�nt��c ttsa�ntleaioetun"�nfs'� �r� ��zIuch�` �ot#•eced
� ?��� _ � .. � s�� :sse�uh�+�eillJ" "dtia �le"signeeJ�ialso
aslgest<onsffheptitit esduuigtliehearing„ ,.Zcalowingthelieaiing
tli` "pcula�s' ),re�`�1:t� ' �.;�ri�e .�• �ten.' ,�+�i" ��rendetawcitten
decStione decislxcxeiyetor ox dest1i��111�e final tz the
exe}t{that�he�F,7tecut�Yed� det 1hat a or"'h�, Q�.d�dest ee is d�na"ble
4 R.3 uvT.... An. to 3wi�.u.e�� •. n:�..ffielb du x'.:..e �, �,..,..
to serve as tfie hearm ofhGer� eE)Ceeuh e uector na =appgint anmdepen ent
he tng officer who sup bard ato' io he Xecutz e Director to con u yfine
hearuig,consider the eandence�and.render a"final decision Qnbehalf of the�'CHA
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HEISSUExRESOLUTIpNPROGESS
�,,,,�,Tilis`�issu 'res�;u�bn�pzS2cas is�desgued� oalio} �emp7o„�.e"e, � o>xaise°''ai "seek
resoIilYion of�cinaE� the t-.*mom o .ndi�oi��of'ttfei�;remPloy�ie°" h
'�o�in condit�� _ funslups�'"�„erf°rmaacc�e"�eI Y�'a` ' att'o"ii,�;o
PPlcatr3u. faPI� " rbidudtscapine, nda �i _ esanesuo#
� iil "" tt,�is�ueseso`�ntioir�p '4 �s;£�7r
crrn« uT coi 177_r0MMqC URE
emu Il•;°.Mll:
� r h `thex
SaitififaetbT�I,,� d �'i�'Iu��h m,
Ifefi` si1e" "°� satifaefr '; .dresSe`d �d
tl�tlie` -pery�so' 7Se�cm"i31o"�e'° s `�i9ld�ize" eali'efm �ime�p"1a� gt�iie
'i ' "h" + 3 ty '>"I=lmaii�Resi-_,"". ,��_M"ent• Elie
Vie° 1�he�II " � esp`.�tces°'irecta �,oni�ard�tt�' #o th � c"u. tide
Ditoi��4�theme ti�e�)�t�tos�+�lesignee,'and yVxll a� 'aHumr�r�=8esoces
pep,,,axftriv�ntser'e�e.��,,:�t kS,� �s�fa�,ta��" �"° -ass? . i �atorfro�� tlet
suUdivisioii`b �i �o��th�G"itia�ssa�d�sin��aad"°xesolvmt3e'�ssue
Exeu ia'o eedf ernr7us d�screfio ma me t.witi
th mploee auda�heisytosfathesueand may reuue the employee anal
ohm t°�rov3r7 enpfo" `r&440r,t igneel uvi11
re�gond°�o the einp7o �e,�aisstie orally�and�or utulk��The fle� sion of
tli�ecttaye D�r�tor'�" s�„gfl �xallgb �urali
"�w � w-�9.lthougli�tlierear�zi �arni�lltme,Tr�orrassui� sozresp�t+nd?ng
e'ut"I`oyees�are . eaaj issiltuough thisyPicesrortt�y Gantt nat
iaf six month � ie"assue arcs ike Vise man gbmeut��ill respgrid-,a
. r era roe_.
w3yaaeasonati� rzbluuit7erie airenmsfandes ghtiol ty
an ousness", the!issu raised xtnd the load at ttie lime::
• 5
:.K �"liFSName;Cle'+ar�gH, eaia
'� ' A, naine'�clearii earing� _viiles�'a=fa�`un which" '" ""� o p""'.'fir
.-m
employeemiesposetotion�byth�F.G'�iA'�l�i"c1P;zenousl u�a�h . er�'ti`�-'
re�ufahonandiin�au•the�erson'� fire�e��lo�h"�"e""va�p"o """ •� an�e1" , "��
hero, r,�d,name�arre�fauon","ambngth� ,fib ' del
uch aheanngrr�isamfended�Yo� feet'the,� i� '��,, "Cuti s 'o�e"c, "1i
inteiest '"`1�;lving�aagood`nsme�.�ecord o�ran. �hei�i e`,�1'"e�rin liit
�Xo ides "e emEl�yeedr former=;employees 4=1uni' o,rebirtltug°�,s "r
aliahan"�agauistlum'iSc°�►erfbrtliebnrief "� -'�m�lgee �"i��i�3n"'�i:`I1i��am'1+
01 hearings " ;of,�era!`ee ""�'ravidei" o„ ntmum�oj�"niui ,e 'f _
��11ar`�es'�iie�ispro�'e3ko�nnv,n'�''�+tt�'Fe^aizYsfi�tc'`T�' ,` %�'g �a� T
. :, w ' .e'er-gne�t' ,ce�'p�ro�ces��`s'halT,fu�lfill�thewav� rii"�inng�„h;""..' fzync£ln o
�mploy� hoarealigil�leKf'or`suc�"h�rocdsST
_- ;:j �11I1�nplo"�,�e's:mx Forme e ,p1b�e�es�:w„lio" .a� ",beeneli�b ''= a, isr��t�e
�ii'e�anrprocessay;iequeithn�nie��leann� "" """`��fa U�, ,: tH�+f
4
s�cr%qusl u�tedth�Verso„n'��T.epvtah�it�,�n"d�hd��'�ig�n.,. it im�a"���1,, h"d
�,;,�"on'�tutureemploymgntbppdrfu�hes5uche�rnnplayeeoY c}r" n"arempl, ee_snay
recjQest�name""cl�"3nngateanng�lYmaku'%,�.a' tte9u. ` to" ,the,i��eauf�.v,��e
Dire�or'not moze"than�mnety�(90�;calendar{°���+�;",�io��"tli r� " m�lAy„ee
f me em loyeelenrrns ofthe Katy's actt n §:Tc,Uea ang,sT li 'lie
E�e�uhvueet�r�(or desigde�`�fwrthuiy#hu�ty, 3ca1„en nysfoll�yzzg�`#I�
person's'reques9for a name clearing hearing Theomiat of€thbearmng:sha11 be
uiformal xn�►afure and shall be public;The emrm bydo b forcer ioY"m>i ea17
f essess Notranscriptoffhehearingshallbet#u uniessnrrangedandpaYdfo�r
a .
b��tlie former employees No decisor►� comment�or�arficip��t2`�t�b �ihee��rc�iif�
Dtreeto�sba111ie.regmred" W f m m
Section 4. That a new subsection 12.4 of the Personnel Policies Employee Handbook is
hereby added to read as follows:
1Z�� EXbT;INTERVIEWS
„i ti,.n. here practicable,the Executive DirectorSo dtesign e) shall b kfp 7t,t"ffeitan
empiaym61C iew•for any employee leauan employment wtfih the i3A.
This interview"allows an employee to"express` s'or her ewsm on tY e work
environment and job requirements, operations Iand training need's It also provides
an employee with the`opportunity to discuss issues conceixung benefits,and
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• conhnutng msutance coverage,if apphcable Arzangements torecez�e finalaymay
also„be�made:
Passed and adopted at a regular meeting of the Board of Commissioners of the Fort Collins
Housing Authority,held this 19th day of January, A.D. 1999.
Chairperson
ATTEST:
Secretary
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