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City proposes personnel-policy changes including 4-week paid parental leave and longer fire probation
Summary
Staff proposed amending the personnel manual to extend the fire department probationary period to 15 months (to include academy time), add HR to the nepotism policy, clarify URS Tier 2 benefit eligibility, and introduce a four-week paid parental leave policy concurrent with FMLA to be used within three months of birth or placement.
Human Resources staff presented proposed amendments to the personnel policies and a new paid parental-leave policy. The proposed changes include:
• Extend the fire-department probationary period from one year to 15 months so it explicitly includes fire-academy time. • Add Human Resources to the nepotism policy to ensure impartiality when family/household members are employed by the city. • Clarify Tier 2 URS language to reflect benefits eligibility for individuals serving on boards or commissions. • Introduce a four-week paid parental leave policy (applies to birth, bonding, adoption or foster placement for both parents) that runs concurrent with FMLA and must be used within the first three months after the event.
Staff said the changes respond to recent audit recommendations and employee requests; council had no substantive objections and the resolution was presented for council action.
