4.8. SR 04-15-2019 - Laserfiche WebLink

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ARTICLE 15 —LEGAL DEFENSE 15.1 Employees involved in litigation because of negligence, ignorance of laws, non-observance of laws, or as a result of employee judgmental decision shall not receive legal defense by the city. 15.2 Any employee charged with a traffic violation, ordinance violation or criminal offense arising from acts performed within the scope of employment, when such act is performed in good faith and under direct order of the employee's supervisor shall be reimbursed for reasonable attorney's fees and court costs actually incurred by such employee in defending against such charge. ARTICLE 16—PROBATIONARY PERIODS All newly hired, promoted, or rehired employees will serve a six (6) month probationary period. The employer may extend this probation for an additional six (6) months. 16.1 At any time during the probationary period, a probationary employee may be terminated at the sole discretion of the employer without such discharge being a violation of this agreement and such termination is not a proper subject for Article 7 (Grievance Procedure). 16.2 Employees promoted or appointed to new positions must successfully complete a six-month Probation Period. If found during the probation period to be unsuited for the position, the city at its sole discretion, may reinstate the employee to his/her former position and former rate of pay. Reinstatement is not guaranteed.—If reinstatement results in the termination of another employee, this shall not be considered a violation of any of the provisions of this agreement. 16.3 Employees may not take scheduled leaves during the probationary period unless pre- approved by the city administrator or his/her designee. ARTICLE 17—EMPLOYEE DEVELOPMENT/ TUITION REIMBURSEMENT Tuition reimbursement is available to regular, full-time employees for up to 75% of the tuition paid by the employee, excluding scholarships and grants up to a maximum reimbursement of$3,000 per year (based on the date reimbursement is paid) for accredited college or other classes directly related to the employee's position with the city. To be eligible for reimbursement the following requirements must be met: a. Prior to class registration, a completed Tuition Reimbursement Request Form must be signed and on file with Human Resources; and b. The class must be part of a degree, certification, or licensure program and apply directly to the employee's position or be required to complete an associate, bachelor's, master's or doctorate degree in the field in which the employee works; and c. The employee must successfully complete the class. If the grades are assigned, the minimum grade required for reimbursement is a C; and d. The reimbursement must be submitted within 60 days of class completion. Books and other non-tuition fees (such as activity fees, technology fees, etc.) do not qualify for reimbursement. 10