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Council approves employee leave-request process, tables wellness program for edits
Summary
The council approved a new policy framework for non-typical leave requests (coaching, volunteering, non-family funerals) and approved broader policy-manual edits (excluding wellness). A proposed employee-wellness policy (allowing paid wellness time) drew extended debate over liability, monitoring and frequency and was tabled for revision.
Beaver City Council approved a formal policy for non‑typical employee leave requests and directed further edits to the city’s employee policy manual on Feb. 24, while sending a proposed employee wellness policy back for revision.
Council members voted to adopt a written process that allows department heads to approve routine non‑typical leave requests (coaching, volunteering, non‑family funerals) and requires city‑manager approval when a request would change schedules or have ongoing operational impacts. The motion to approve the employee leave‑request proposal was made by Council member Albrecht and seconded by Council member Cox; the motion carried by voice vote.
Separately, the council considered a series of policy‑manual edits (including HSA wording and clarifications on holiday counts, probation/orientation periods and part‑time seasonal classifications) and voted to approve the updates with the exception of the employee wellness policy. Justin’s draft HSA language — providing a city match up to $2,500 per year — was discussed at length, and council asked staff to explicitly document whether comp time or sick leave may be rolled into HSA contributions and to add a minimum‑balance requirement.
On a high‑profile item, the city manager proposed adding a wellness policy allowing eligible full‑time employees voluntary paid wellness time (recommended at up to 45 minutes per day at the beginning or end of shift). Council members raised liability and monitoring concerns and debated frequency (day per week limits versus daily allowance), whether use should be limited to designated locations or monitored facilities, and whether participation should include an employee financial contribution or group‑rate arrangement with a local gym. After extended discussion, the wellness policy was tabled for revision and will return to a future council meeting with clarified language addressing liability, monitoring and usage limits.
The council also confirmed assignment changes (a council representative for the library board) and directed staff to include the pending wellness edits on the next agenda.
