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G-08-10-09-7A1 - 10/9/2008ORDINANCE NO. Cr -0- IU-- U 5-1'4( AN ORDINANCE AMENDING SECTIONS 2.02 SALARY ADMINISTRATION, 5.01 PROFESSIONAL WORK ENVIRONMENT, 5.12 UNIFORMS AND GENERAL DRESS GUIDELINES, AND 8.07 TRAVEL, OF THE HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL; AND PROVIDING FOR A SAVINGS CLAUSE AND REPEALING CONFLICTING ORDINANCES AND RESOLUTIONS. BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ROUND ROCK, TEXAS: I. That Section 2.02 of the Human Resources Policies and Procedures Manual of the City of Round Rock, Texas, is hereby amended to read as follows: 2.02 SALARY ADMINISTRATION PURPOSE POLICY TYPES OF SALARY ACTIONS The purpose of this Section is to maintain a salary administration program that ensures internal equity and external competitiveness while recognizing the importance and value of each individual and maintaining a system of fair pay for equal work in support of organizational goals. The City will maintain a salary administration program that is internally equitable. Salary actions or classification changes for current employees become effective at the beginning of a pay period. Certificate pay is effective on the first of the month and is included in the second payroll of the month. NEW HIRES Vacancies may be filled at the minimum rate of the pay grade through the one- third -control point. The following factors shall be considered in determining new hire rate: • salaries paid to other incumbents in the position within the hiring department and Citywide. • salary range of the position. • Qualifications of individual versus qualifications for the incumbents in the position. Requests to offer a salary above the minimum must be approved by the Human Resources Director prior to an offer of employment. This provision does not apply to the classification of Police Officer or Firefighter who will be compensated based on the previously approved schedule. PROMOTIONS A promotion is the movement of an employee to a position in a higher pay O:\WDOX\ORDINANC\081009A1.DOC/sc1 grade that involves increased responsibility, greater complexity and greater consequence of error. Employees who are promoted should receive a pay increase of 8% or to the minimum salary for the new pay group whichever is greater. The Department Director and the Human Resources Director must approve exceptions to this increase. LATERAL CLASS CHANGE A lateral class change is the movement of an employee to another classification within the same pay grade as his or her current classification. This class change will result in the assigning of new key result areas. This type of change will normally be accomplished without an increase in salary. The employee's performance and salary may be reviewed after six months and a performance based increase will be granted, if warranted. However, no employee who receives a lateral class change will receive two performance based salary increases within a twelve-month period. If a position is reclassified but remains assigned to the same pay range, no pay adjustment will take place. DEMOTIONS A demotion is the movement of an employee to a position in a lower pay grade that involves a change in the key result areas. Demotions may occur for the following reasons: • Reassignment in lieu of layoff due to a reduction in workforce. In most instances an employee's salary will not be affected. However, the employee's salary should not exceed the maximum salary of the new pay grade; • sustained inadequate performance or voluntary (employee initiated) demotion; employee's salary will be decreased by 8% or to the employee's rate prior the selection to the current pay grade, plus any market adjustments or performance increase or to a rate comparable to other employees in the classification; • selection of a current employee, through a competitive posting, for a position in a lower pay grade. In this instance the employee's salary may be negotiated with the hiring authority. However, the employee's salary will be reduced. The employee's new salary must not exceed the maximum for the pay grade. RECLASSIFICATION Reclassification does not mean a change in an employee's current duty assignment. A reclassification may occur when, over a period of time, an employee's key result areas change significantly enough to warrant a change in classification. A position may be reclassified to another class in the same pay grade or to a higher or lower pay grade. An employee whose position is reclassified to a higher pay grade may receive up to an 8% increase or the minimum of the new pay grade. If a position is reclassified and remains assigned to the same pay grade or is moved to a lower pay grade, no pay adjustment will take place. OTHER SALARY ACTIONS Supervisors are required to review significant proposed changes in key results areas with Human Resources. TEMPORARY ASSIGNMENT An employee may be temporarily assigned to duties outside of his/her classification and during that time may receive the appropriate rate of pay if the temporary assignment is in a classification in a higher pay grade. Temporary assignments may not exceed six months in a twelve-month period. PERFORMANCE BASED SALARY INCREASE This increase will be used to reward employees whose job performance contributes to the continuous improvement of the City and productivity meets or exceeds expectations. To be eligible for a performance based increase, an employee must meet the following criteria: • completion of at least six continuous months of employment, excluding any full calendar months of leave without pay. Employees who are at the maximum pay for their pay grade may be eligible to receive a one-time performance based payment. Additionally, employees may not receive more than one performance-based increase during any fiscal year while in the same position. The HR Director must approve exceptions to this. CERTIFICATE/CERTIFICATION PAY There is a significant difference between the receipt of a certificate/certification for training completed and associated testing and the award of a nationally recognized certification based on passing an extensive examination over a specified body of knowledge. Pay issues associated with certificates or certification that are bona fide job requirements for specific positions are built into the pay grade for the job and the pay agreement made with the employee and therefore, are not addressed as separate pay issues. Monthly Certificate/Certification Pay - If a specific type of certification is required for a person to hold the position, that certification is not compensable as certification pay. Certain designated positions provide additional monthly compensation to incumbents for attaining level(s) of certification above that which is required for the position held. They are compensated as follows: • First Level $30 per month • Second Level $40 per month • Third Level $50 per month Individuals who receive certificate/certification pay will receive the predetermined monthly amount until he/she is no longer in that position or the minimum requirements for the position change and a higher level certificate/certification is required. Certification Pay -- Added To Base Salary - 3 When the following criteria is met, an amount not to exceed $1,440 annually will be added to the base pay of an employee that receives certification: • The certification is directly related to the job assignment; • The individual can now assume additional responsibilities that do not change the classification of the position; and • The certificate is a professional designation for a profession that meets the criteria listed below: • The profession must have a national organization or some other type of recognized common voice that can speak for its members and foster development of the field; • The profession must have a code of ethics that identified standards of behavior relating to fairness, justice, truthfulness, and social responsibility; • The profession must include the practice of applied research to develop the field; • The profession must possess a defined body of knowledge; and • The profession must have a credentialing organization, which sets professional standards in the field. INCENTIVE PAY Incentive pay may be awarded when a special activity that he/she performs falls into the following guidelines: • The activity is a special service or function that benefits the department; • The activity requires the employee to take on additional responsibility (not a job requirement); • The activity requires significant time and training; and • The activity is not compensated, as a job requirement. SKILL -BASED PAY This pay is designed to compensate employees who have certain needed skills, whether job related or not. The purpose is to warehouse skills required by the work unit and call upon them as required. HIGHER CLASSIFICATION PAY (Fire Department) In the event that a firefighting employee is required to perform the duties of a particular classification other than the job title to which he or she is assigned, he or she will be paid the salary prescribed for that classification provided that the employee has performed in that capacity for at least one (1) hour or more. Employees who are authorized for Higher Class Pay will receive a pay increase of at least five percent or whatever amount is required to place the employee's salary at the entry level in the new range, whichever is higher. Higher Classification will be authorized by the Battalion Chief. HIGHER CLASSIFICATION PAY (Police Department) In the event that a Police Officer or Sergeant is required to temporarily assume the duties of the next higher level of supervision, the person designated as an acting Sergeant or Lieutenant assumes all the duties and responsibilities of the 4 MARKET BASED SALARY INCREASE APPROVING AUTHORITY position for which he or she is acting. A person placed in an acting status will be compensated by a temporary salary increase in salary of 8%, during the length of their acting assignment subject to the following limitations. • All acting assignments must receive prior approval from a Division Captain • Eligibility for acting pay begins after the employee has completed at least 40 hours of duty time in the acting role, in the same 80 -hour working period. After meeting the 40 -hour requirement, the employee will be paid acting pay from the first day in the acting position. • No acting assignment will continue longer than six months without the written approval of the Chief of Police. It is the responsibility of the Division Captain approving the acting assignment to ensure the proper Personnel Action is completed and submitted to the Human Resources office beginning and terminating the acting assignment. Subject to the availability of funds, the City will conduct or contract with a third party to conduct a market-based compensation study for all City job classifications at least every 24 months. As a result of the study and the availability of funding, the City may elect to adjust salaries of affected employees. The City Manager is the final approving authority for all classification, pay and payroll actions. RELATED 2.01 Compensation POLICIES EFFECTIVE DATE November 9, 2000 Revised , 2008 II. That Section 5.01 of the Human Resources Policies and Procedures Manual of the City of Round Rock, Texas, is hereby amended to read as follows: 5.01 PROFESSIONAL WORK ENVIRONMENT PURPOSE The purpose of this Section is to provide guidelines for work standards and conduct. POLICY The City is committed to fostering an environment where employees treat each other and the public with professionalism, dignity, and respect. The general guidelines in this policy introduction provide the baseline or foundation for the workplace policies included in this section. Workplace policies provide detailed information, including procedures necessary for policy 5 CAUTION REPORTING VIOLATIONS REPORTING CRIMINAL ACTS GENERAL GUIDELINES implementation and consequences of violations of professional conduct. Employees are expected to conduct themselves professionally at all times on the job and to act in a manner that brings credit to themselves, the City, and the public we serve. Excellent customer service is top priority. The guidelines and policies in this section are not exhaustive. Good judgment and consultation with your supervisor should be used to evaluate any issues not specifically addressed by this policy manual. Violation of this policy occurs if any on-the-job conduct is outside the scope of professional behavior, common courtesy and excellent customer service and if any conduct breaks any City policy or state or federal law. All employees must report violations of the Human Resources Policies & Procedures Manual to their Department Director immediately. Failure to report a violation may result in disciplinary action, up to and including termination. All employees must immediately report criminal acts committed by other employees during the course and scope of their duties to the Police Department and to the Risk Manager, followed by an immediate report to the Department Director. Failure to report a criminal act may result in disciplinary action, up to and including termination. Maintain Professional Conduct Professional behavior entails accurate, responsible, courteous, and helpful responses to the public and co-workers. Violent behavior, abusive language, rudeness, disruption of others, insubordination, harassment or any form of discrimination is expressively prohibited and is considered grounds for disciplinary action, up to and including termination. Any relationship, on or off the job, which adversely affects or interferes with City business or an employee's ability to do his/her job, may be considered as a valid reason for disciplinary action up to and including termination. Weapons It is strictly prohibited for City employees, who are not sworn police personnel, to carry firearms or other weapons while performing official business in the field or in the office. Additionally, with the previously identified exception, weapons are prohibited on City property. Any employee found to be in violation of this policy is subject to disciplinary action, up to and including termination of employment. Drugs/Alcohol Having, allowing or consuming illegal drugs or alcohol on the work premises is grounds for disciplinary action, up to and including termination of employment. This is consistent with the Fit for Duty policy in this manual. Strikes or Slow -downs Participation in strikes or slow -downs is prohibited by law. 6 Observe City work hours Observe all leave and work hours policies. Promptly notify your supervisor if you are (or expect to be) late or absent; notify your supervisor no later than thirty minutes from the time you are due at work. Avoid frequent lateness, leaving work without permission, or unexcused absence. Unauthorized absence from work may be considered a resignation by the supervisor. Unless the supervisor determines otherwise, the resignation is not in good standing and the employee is not eligible for re-employment. Two days of absence without notification to your supervisor is considered abandonment of the position and is grounds for termination. Smoking prohibition Smoking is not allowed inside any City building. Smoking in City vehicles is also prohibited. Record and report information accurately Record all information accurately and honestly. Examples include: Travel vouchers, time sheets, and mileage records. Dishonest reporting of information or tampering with or altering City records is strictly prohibited and is grounds for disciplinary action, up to and including termination. All arrest, indictments or convictions must be reported to your supervisor or to the Human Resources Director. If you have driving duties, you must notify your supervisor of any moving violation convictions. RELATED 3.02 Time Reporting POLICIES 5.00 Professional Conduct and General Work Place Policies 5.01-5.16 EFFECTIVE DATE November 9, 2000 Revised , 2008 III. That Section 5.12 of the Human Resources Policies and Procedures Manual of the City of Round Rock, Texas, is hereby amended to read as follows: 5.12 UNIFORMS AND GENERAL DRESS GUIDELINES PURPOSE POLICY The purpose of this Section is to provide general guidelines on appropriate dress and professional appearance for employees. This policy addresses three types of clothing: 1) Uniforms; 2) City Logo Apparel; 3) City Logo Department Apparel. All clothing types are provided to eligible employees for identification and for personal convenience. It is the City's policy that employees who are issued uniforms shall wear them during all scheduled work hours at the City. 7 DEFINITIONS GUIDELINES The wearing of Uniforms or City Logo Department Apparel when not representing the City in the course and scope of an employee's work assignment is prohibited Employees who are not provided with uniforms shall dress in a manner appropriate for their duties which present a professional and businesslike appearance. This policy does not prohibit an employee from wearing Uniforms or City Logo Department Apparel while traveling immediately to or from his/her work location. "Uniforms" shall include: Uniform company issued attire consisting of pants, shorts, and City Logo Department Apparel. As used herein, "uniforms" does not include Police or Fire Department uniforms for sworn personnel. "City Logo Apparel" means clothing that bears the name of the City of Round Rock only. "City Logo Department Apparel" means clothing that bears the name of a City of Round Rock department or division. Uniforms are furnished for employees who in the course of their regular job duties meet the following criteria: • Fostering public safety; (when the employee must be readily identifiable to the public as a figure of authority or when the employee's duties require frequent access to private property in an official capacity), • Maintaining employee safety; (where the uniform provides a degree of protection not afforded by street wear, e.g. overalls, smocks, etc.), • Preventing employee hardship; (when the nature/extent of the position poses a greater chance in the of degradation of clothing due to excessive dirt, grease or corrosive materials, etc), and, • Adhering to professional or trade practices where certain types of dress conform to the expectations of the organization and the employee needs to be identified as a part of a specific work group. Specific designated positions may be eligible to receive a clothing allowance. Uniforms shall not be provided • To enhance employee or organizational morale or esprit de corps; • To augment an employee's compensation; or • To substitute for a normal, common sense dress code or the enforcement of such a code. Appearance: • Employees clothing must be neat, clean, and not noticeably worn, torn, or patched. • Employees shall not display any tattoos, body art or branding with an 8 VENDOR ISSUED UNIFORMS offensive design, logo, or wording. • Clothing brand logos and collegiate are acceptable. The commercial names and logos of hotels, casinos, bars; alcohol or drug related logos or slogans; other advertising; and obscene, suggestive or slang logos shall not be worn. Additionally, clothing advertising companies that the City may have business dealing with should not be worn (e.g. contractors, service providers, etc.) • Clothing not generally accepted as casual business attire will not be allowed — e.g., halter tops, spaghetti strap dresses/tops, exposed midriff, back -less dresses, transparent or semi -transparent fabrics, extremely short dresses or skirts, form -fitting shirts, blouses, sweaters and trousers. • Sleeveless shirts, blouses or sweaters may be worn provided they do not expose any part of the undergarments. • Appropriate footwear includes: tennis shoes, sandals, "dress" shoes, flats, heels and boots. Uniformed Personnel • Employees must wear shirts, trousers, and shoes at all times while on the job. • Employee uniforms must present a neat, clean appearance, particularly at the beginning of the workday. Trousers may not be frayed. No cut- off shorts or shirts may be worn and clothing should be free of holes and tears. • Shirts must be buttoned properly. • Shirts must be tucked in unless tucking creates a hindrance to the performance of the task and/or creates a health or safety issue. • Uniforms shall be replaced that become unsuitable due to normal wear and tear at work. • Safety shoes, protective eyewear and other personal protective items shall be worn in accordance with the applicable safety rules and directives. Uniformed Field Employees/Supervisors Uniform shirts, trousers, and tee shirts are provided at no cost to the employee. The uniform shirts and trousers are property of the service provider and must be turned in at termination of employment. City Logo Apparel may be retained by the employee. Laundry services are provided for all service provider issued uniforms. An initial inventory of items provided to the employee will be made and the employee shall be required to sign the inventory list indicating he/she has possession of the items. Replacement of items that are lost or damaged (other than through normal wear and tear) shall be the responsibility of the employee. If an employee discovers loss or damage to their uniform(s), other than normal wear, they should report this fact to their supervisor not later than the beginning 9 PROBLEM RESOLUTION of the next workday following discovery of the loss or damage. Employees separating from employment with the City must turn in all vendor issued items. If the appropriate number of items is not returned, the contract replacement cost will be deducted from the employee's final paycheck. Departments/divisions may provide specific guidelines regarding the actual number of uniforms issued to the employees depending on the nature of the work performed. Directors may authorize the wearing of uniform shorts by employees when it will not interfere with their work performance, or, it can be done without creating a greater safety risk than would otherwise exist and when the general public would normally accept it as common practice. Department Directors or their designee may authorize the rental of overalls and jackets (cold weather gear) for those employees whose positions require them to work outside during extreme cold weather. EMPLOYEE RESPONSIBILITY Employees must notify their supervisor of complaints and/or discrepancies related to vendor services. This includes damages, laundry service, repairs, etc. Additionally, • Employees may not donate City Logo Department Apparel to charitable organizations (e.g. Goodwill, Salvation Army, The Red Cross, etc.). • Uniforms and City Logo Department Apparel may not be worn by anyone who is not an employee of the City of Round Rock. • Uniforms must not be worn when an employee is not engaged in the normal course and scope of his or her job position. • All employees that separate from employment with the City must return all assigned uniform items. In the event an employee fails to return all assigned uniform items, the contract replacement cost of the uniforms will be deducted from the employee's final paycheck. SUPERVISOR RESPONSIBILITY • Communicate the City's general policy on uniform, dress, and appearance as well as department/division specific policies. • Evaluate the dress and appearance of employees under their supervision. If an employee is not dressed appropriately, the supervisor must take appropriate actions. Actions may include: (1) On the first occasion, oral warning will be given to the employee and the City's and/or department's dress and appearance policies shall be reviewed. The employee must acknowledge by signature. (2) On the second infraction, a written warning will be given. (3) Continued violations will result in other disciplinary action, up to and including termination. 10 • Anytime the dress or appearance of an employee is deemed inappropriate for the work environment, an employee may be sent home. The employee must use leave time to cover the time away from work. • Supervisors are responsible for collecting all uniforms and City Logo Department Apparel upon an employee's termination or transfer to another department. CONTRACT ADMINISTRATION • Purchasing will ensure the resolution of any issues or complaints submitted by supervisors regarding the services provided by the vendor. • Purchasing will notify supervisors of resolution progress with the vendor as necessary and will coordinate Quarterly updates with service providers and affected departments. DEPARTMENT Due to business needs, each department may develop uniform and dress DRESS standards that are stricter than the guidelines set forth in this policy. STANDARDS RELATED POLICIES Departmental Policies and Directives Citywide Process Guidelines EFFECTIVE DATE November 1, 2000 Revised: March 24, 2004 Revised: , 2008 Iv. That Section 8.07 of the Human Resources Policies and Procedures Manual of the City of Round Rock, Texas, is hereby amended to read as follows: 8.07 TRAVEL PURPOSE The purpose of this Section is to establish travel policies intended to facilitate City staffs ability to meet the goal of service excellence, and to establish a policy that meets the Internal Revenue Service's published guidance regarding the requirements of accountable travel reimbursement plans. Detail information regarding modes of travel, lodging, reimbursements, meals and other travel related information and procedures is contained in the City's Travel Procedures Manual. POLICY Employees who travel on official City business or to promote the interest of the City are to be reimbursed for necessary and reasonable travel -related expenses. Employees must always have as their goal the maintenance and/or improvement of City operations. The nature of such travel includes attendance at professional association meetings, representing the City at various governmental and/or regulatory bodies, participation in professional development educational activities, and involvement with other agencies performing similar tasks. 11 Traveling away from home is defined as duties which require an employee to be away from the general area of his/her tax home substantially longer than an ordinary day's work and the employee needs to sleep or rest to meet the demands of his/her work while away from home. This travel must be authorized in advance in accordance with the City's Travel Procedures Manual. Travel advances or travel reimbursements are based upon the most economical conveyance that is reasonably available. Local Travel is defined as travel to and from an employee's home during the same day. As a general rule, reimbursement for meals related to Local Travel is not allowed. If unusual circumstances arise where meal reimbursement and mileage for Local Travel is necessary, reimbursement may be made in accordance with the City's Travel Procedures Manual. AUTHORIZATION Prior approval is an integral part of the travel policy. Employees who travel on City business and incur expenses are eligible to receive expense reimbursement subject to the prior approval in accordance with the City's Travel Procedures Manual. Emergencies or required weekend trips where it is impractical to get prior approval may be an exception. RESPONSI- The City Manager is responsible for approving and authorizing the City's Travel BILITIES Procedures Manual and any revisions to the manual. The Finance Director and the Human Resources Director are responsible for advising the City Manager regarding the content of the Travel Procedures Manual and any necessary revisions. Departments are responsible for: • Reviewing established criteria to verify requested travel is for legitimate City business. • Coordinating the completion of the Reconciliation Form with the Finance Department and the traveling employee upon return from travel. Confirming funds are available for the requested travel. Designating an employee authorized to approve travel. Verifying that the trip report correctly states the dates, place, and business purpose of travel. Employee is responsible for: • Complying with established criteria and instruction in applicable Travel Procedures Manual. • Using reasonable judgment in the selection of transportation and lodging. • Completing and furnishing any required documentation to support travel. Finance Department is responsible for: • Developing and maintaining a Travel Procedures Manual that is consistent with applicable IRS standards and procedures. Processing properly completed travel requests, requests for travel advance, requests for reimbursements, and travel reconciliation. ADVANCEMENTS Travel advances may be made in accordance with the Travel Procedures Manual. REIMBURSEMENT Travel reimbursements may be made in accordance with appropriate Internal 12 Revenue Service (IRS) and General Services Administration (GSA) publications and the City's Travel Procedures Manual. A Travel Request must be submitted in accordance with the Travel Procedures Manual. Lodging — Reimbursement is based on the actual costs (including hotel -motel occupancy tax). Meal Per -Diem - Under the per -diem method, employees may be allowed meals and incidental expenses (M&IE) at the specified rates allowed in IRS Publication 1542 for the destination of travel. M&IE Reimbursement - M&IE may be reimbursed as follows: • Day of Departure - 3/4 of the M&IE per -diem rate. • Day of Return - 3/4 of the M&IE per -diem rate. • All other days will be at the full M&IE per -diem rate. Transportation - City employees should select the most economical and practical mode of transportation when traveling on City business. Rental Vehicles - Rental vehicles should be used when it is the most economical mode of travel. In cases where a rental car is used, optional insurance coverage shall not be purchased. City Owned Vehicles - Where practical, City vehicles may be used for local travel. Privately Owned Vehicles (POV) - If a POV is used, the City may reimburse employees at a rate not to exceed those allowed under current IRS rules as administrated by the General Services Administration (GSA). Employees shall report the shortest distance between points of departure and destinations for all travel. The total reimbursement will be consistent with the most economical mode of transportation. Travel between an employee's residence and the City offices is not eligible for reimbursement. POV travel must be approved by the Department. Air Transportation - Where air transportation is the most appropriate mode of travel, the City will reimburse for the most economical class. PROHIBITED Costs of personal entertainment, spouse's expenses, amusements, alcoholic REIMBURSEMENTS beverages, traffic citations, personal items or illegal activities will not be reimbursed. Expenses due to vacations or personal trips in conjunction with City travel are not reimbursable. Adequate travel time is allowed, but travel expenses are not paid for absences not required by City business. EXCEPTIONS • Employees who travel in a City -owned vehicle should use the fuel card provided with that vehicle. When traveling out of town in a City -owned vehicle, employees will be reimbursed for the documented actual cost of fuel, oil, or other expenses related to the safe operation of the vehicle. • When two or more employees travel in a personal automobile, only one employee will receive per -mile or other automobile reimbursements. ENFORCEMENT Fraudulent claims or failure to provide required documentation supporting travel, travel advances, claimed expenses, or reimbursements within required time 13 frame(s) may result in one or more of the following actions: •Denial of any and all claimed travel expenses, advancements and reimbursements resulting in traveler paying or reimbursing the City for all travel costs. •Payroll deduction as authorized by the traveler when requesting travel, travel advances, or reimbursements. •Disciplinary action up to and including termination. RELATED 7.05.01 Official Use of City Vehicles POLICIES 8.02 Training Internal Revenue Service Publication 463 Internal Revenue Service Publication 535 Internal Revenue Service Publication 1542 Internal Revenue Service Publication 15-B Finance Department Travel Procedures Manual General Services Administration POV Mileage Reimbursement Rates General Services Administration M&IE Prorated Rates EFFECTIVE November 9, 2000 DATE Revised: , 2008 V. A. All ordinances, parts of ordinances, or resolutions in conflict herewith are expressly repealed. B. The invalidity of any section or provision of this ordinance shall not invalidate other sections or provisions thereof. C. The City Council hereby finds and declares that written notice of the date, hour, place and subject of the meeting at which this Ordinance was adopted was posted and that such meeting was open to the public as required by law at all times during which this Ordinance and the subject matter hereof were discussed, considered and formally acted upon, all as required by the Open Meetings Act, Chapter 551, Texas Government Code, as amended. 14 Alternative 1. By motion duly made, seconded affirmative vote of all the Council requirement for reading this ordinance on dispensed with. READ, PASSED, and ADOPTED on first of a 1 —y , 2008. Alternative 2. READ and APPROVED on first reading this the day of , 2008. READ, APPROVED and ADOPTED on second reading this the day of , 2008. and passed with an members present, the two separate days was reading this 9 day ATTEST: SARA L. WHITE, City Secretary -)ek, A ALAN MCGRAW, Mayor City of Round Rock, Texas 15 DATE: October 1, 2008 SUBJECT: City Council Meeting — October 9, 2008 ITEM: 7A1. Consider an ordinance amending sections 2.02 Salary Administration, 5.01 Professional Work Environment, 5.12 Uniforms and General Dress Guidelines and 8.07 Travel of the Human Resources Policy and Procedures Manual. (First Reading) Department: Staff Person: Justification: Human Resources Teresa S. Bledsoe Policies and procedures are updated when business necessity and Human Resources practices reflect a need for such revisions. Funding: Cost: N/A Source of funds: N/A Outside Resources: N/A Background Information: These revisions provide policies that are consistent with best practices. Benefit: Formalizes processes and procedures throughout City Departments. Public Comment: N/A