Taylor council approves broad personnel policy updates including parental leave and TikTok prohibition

The Taylor City Council on March 20 approved multiple updates to the city's personnel policy manual, voting unanimously to accept the revisions as presented by city staff.

LaShawn Cruz, who presented the revisions, said the majority of changes were language and clarity edits but included substantive policy additions. She described the following key additions and clarifications: a three-week paid parental leave for birth, foster or adoption of a child age 17 or younger; a clarification of workers compensation processes including the city's salary continuation practice and instruction that employees sign over workers' compensation checks the city has already paid; an interim pay policy to cover temporary assignments; stricter documentation and re-verification of driving records every six months for employees operating city vehicles; expanded payout caps for accrued paid time off; a requirement that employees serve the city for five years to qualify for retiree insurance coverage tied to city funding; a reimbursement clause requiring employees who receive city-funded professional certification training over $500 to remain three years or reimburse the city; and a state-mandated prohibition on TikTok on city devices.

Cruz summarized the workers' compensation clarification by saying, "This is the best way to do it," describing the practice of salary continuation and subsequent handling of workers' compensation checks as a process intended to maintain employee benefits and retirement accruals.

The changes also simplify the grievance and disciplinary appeal process by consolidating steps and providing a three-person appeal panel composed of HR and two department heads from outside the employee's department. Cruz said the changes were made to ensure consistency with applicable laws and to streamline internal procedures.

Councilmember Garcia moved to approve the changes; Councilmember Anderson seconded. The motion passed unanimously on a voice vote.

Councilmembers praised the clarity and the work done on the manual. One councilmember said the unmodified audit and strong financial position gave the city the latitude to adopt employee-friendly provisions.

The approved revisions will be incorporated into the personnel manual and applied per the effective dates and administrative guidance provided by HR. No separate implementation timeline or additional fiscal appropriation was specified at the meeting.