Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Policy topic
No spam. Unsubscribe anytime.
Council reviews personnel‑policy updates: timekeeping changes, new positions and updated retirement/recognition benefits
Summary
Human Resources presented a multi‑part personnel policy update that would add two exempt jobs, let full‑time employees edit their time sheets instead of strictly clocking in and out, and revise retiree and employee appreciation benefits; council placed the package on the action calendar.
Cedar City human resources staff presented a package of personnel‑policy changes that includes new exempt positions and modifications to timekeeping, disciplinary and retirement‑benefit language; council agreed to place the changes on the action calendar.
Natasha Hershey, Human Resources, outlined the key changes: two new exempt positions (collection superintendent and an accountant approved in the current budget), a modification to the new time clock system that lets full‑time employees enter or edit their time sheets rather than being strictly required to clock in/out (supervisors retain approval authority), clarifications on retiree recreational passes (employees must be URS‑eligible and leave in good standing to qualify), and updated amounts for employee appreciation and retirement gifts (e.g., increase from $7.50 to $1,000 for certain retirement gifts tied to 20+ years’ service).
Hershey said the change to allow time‑sheet edits followed a test group in which water, police and engineering staff found the modified workflow easier and that the system logs edits for supervisor review. “The system keeps a record of who edits what,” a staff member noted; Hershey emphasized that supervisors still must approve time sheets before payroll. Council members asked whether the change shifts workload to supervisors; Hershey said backup reviewers and payroll review provide checks and balances.
Other changes include small updates to Chapter 8 (clarify who is eligible for rec passes), Chapter 9 (allow two days suspension without an extended predetermination hearing consistent with state law), Chapter 10 (spelling out the appeals process and identifying the mayor and five council members as the appeals board, with the actual review handled in closed session), and Chapter 16 (allow occasional take‑home vehicle authorization for out‑of‑town travel). Hershey asked that the personnel package be placed on the action agenda for final approval at the next meeting; council concurred.
What this means: The timekeeping change is intended to reduce supervisor time spent correcting payroll entries while maintaining supervisor sign‑off and audit trails. Revised retiree and employee appreciation figures aim to reflect current costs and align benefits with URS eligibility and service milestones. Council asked staff to return with the final policy documents and any cost estimates for the benefit changes.
Next steps: Council placed the personnel‑policy package on the action calendar for final vote and requested any additional clarifying language before action.
