HomeMy WebLinkAboutResolution No. 313-05 ti y
• RESOLUTION .
BE IT RESOLVED by the Common Council of the City of Rochester that the City adopt a
personnel policy regarding Job Sharing. A copy of the policy is attached.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF
ROCHESTER, MINNESOTA, THIS —1' DAY OF Uli , 2005.
PRESIDENT OF SAID COMMON COUNCIL
ATTEST:
CI CLERK
APPROVED THIS Q711 DAY OF , 2005.
• MAYOR OF SAID CITY
(Seal of the City of
Rochester,.Minnesota)
ResMAdopt.PersPolicy.JobShare
•
• City of Rochester
Policy on
Job Sharing
Purpose
Job sharing among approved participants in City of Rochester job sharing partnerships is
intended to allow workers to spend more time with their families, ensure retention of
experienced employees, reduce absenteeism, and improve employee job satisfaction and
morale. ,
Eligibility
At the sole discretion of Department Heads and the City Administrator, employees with
at least one year of City of Rochester employment may be eligible to work reduced hours
in partnership with another employee of the same job classification that combine to total
one full-time position. Employees' pay, benefits, and City contributions toward benefits
are prorated according to the percentage of frill-time work that each partner performs.
City of Rochester group life insurance is not available to job sharers.
Department Heads retain sole discretion for approving requests for job sharing and can
• cancel any partnership at any time. Upon cancellation,job sharers may be required to
return to full-time positions if they wish to maintain employment with the City of
Rochester providing a full-time position is available.-
Scheduling
Job-sharing partners establish their schedules in consultation with their supervisor,
subject to alteration by the Department Head. Vacations must be coordinated and
approved by the supervisor. Job sharers are required to cover for one another during
vacations, scheduled sick leave, or employer-approved leaves of absence.
Wages/Salary, Benefits, and Employer Contribution to Group Benefit Plans
Salary or wages are prorated according to percentage of a full-time position (40-hour
week) that each partner works. For job sharers working at least 20 hours a week(or the
biweekly equivalent), benefits and employer contributions toward group benefit plans are
prorated, except there is no eligibility for employer-paid group life insurance. Accrual of _
vacation, sick days, and holidays is prorated.
Communication
The crucial difference between job sharing and other regular part-time work is the
• communication between the job partners that allows them to complete full-time work
with no additional supervision. Before beginning a job-sharing arrangement, City
. employee partners must establish a plan in coordination with their supervisor concerning
communication. The communication plan should address how the partners will work
together and convey their progress and the success of the partnership to their supervisor.
Conflict Resolution
Partners experiencing conflict must report to their supervisor, who will seek to resolve
the situation. If the supervisor cannot resolve the problem, he or she must consult with
the Department Head and Human Resources.
Termination of Partnership
Employees participating in job-sharing retain no right to return to full-time employment,
but they can apply for full-time vacancies after at least one year in their job-sharing
position. Employees who return to frill-time employment are barred from reapplying for
job-sharing status for one year. Employees whose job-sharing partners terminate
employment or leave the job-sharing program can be required to return to full-time
employment temporarily or permanently if there is no acceptable internal replacement.
The City also reserves the right to terminate any partnership at any time for any reason.
Prepared 05/12/05