Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Policy topic
No spam. Unsubscribe anytime.
Personnel committee approves military‑leave change, drafts harassment policy, and advances finance staffing plan
Summary
The personnel committee revised military leave language, sent a harassment/discrimination policy to the city attorney for review, agreed to post the Department of Public Works director role internally, and approved creating a part‑time senior level accountant position with a recommended hire.
The City of Mayville personnel committee on March 24 approved several personnel measures and moved others to the council for final action.
The committee revised Section 3.05 of the draft employee handbook to clarify treatment of accrued vacation and sick leave during military leave. Under the change, vacation and sick balances will be held in an employee's account during uniformed service unless an employee requests payout; banked holidays were removed from the accrual language to reflect current holiday accounting.
The group also reviewed a new grievance procedure (Section 5.06) but voted to table that item for further work. By contrast, a proposed harassment and discrimination policy was approved for attorney review and will be forwarded to the common council for consideration; committee members said the explicit procedure is necessary because past incidents had no clear internal process.
On hiring, the committee agreed to post the Department of Public Works director position internally for 30 days, requesting a city application, resume and letter of interest for internal candidates. The committee also tabled broader structural changes to the public works/parks organization for later discussion.
In finance staffing the committee approved a new part‑time senior level accountant job description and voted to send a recommendation to the common council to hire Eileen Lutke as a part‑time senior level accountant at an hourly rate proposed by staff (discussion referenced $40 per hour) and with a weekly hours limit to be set administratively. Committee members asked for a short review period after hire to confirm the arrangement meets city needs; staff said the part‑time role would allow more on‑site coordination with the controller and improve monthly reconciliations and internal controls.
Why it matters: the committee's decisions affect employee rights during military leave, establish a clear process for harassment claims, guide succession and recruitment for critical public works functions, and change financial staffing and oversight.
What happens next: items sent to the city attorney or common council will return for final approval; the DPW director posting will be open internally for 30 days.
