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<br />1. No Pault Sick Leave Policy <br />a) Chief Adcox would like to see that a provision regarding medical <br />certification be included for anytime someone utilizes sick-leave <br />before, during, or after a City recognized holiday. This policy is <br />currently addressed in the City's Employee Policies handbook, but <br />should be included in the Meet and Confer contract. <br /> <br />b) Chief Adcox explained his concept of a no-fault sick leave policy, <br />whereas, anyone covered under the contract who takes "unscheduled" <br />sick-leave on more than four (4) separate occasions (each episode, <br />which may be more or less than one day, rather than individual whole <br />days) during the calendar year for any reason, whether excused or <br />unexcused, the employee may be subjected to corrective action. His <br />concept of "unscheduled" would be sick usage when 24 hours notice is <br />not given. <br /> <br />The Chief further explained that discipline in regard to the no-fault <br />sick leave policy would be progressive in nature, and contractual rights <br />for grievance will be in effect. <br /> <br />Chief advised that unscheduled sick affects minimum staffing, which <br />affects overtime. <br /> <br />Lt. Dauemer requested that a determination of how many people <br />would be affected by such policy needs to be looked at. Chief advised <br />that we will look into obtaining the data to prepare the information <br />regarding use of unscheduled sick leave. <br /> <br />It was decided that once further information is presented, the sick <br />leave abuse issue will be discussed again. The Chief reminded <br />everyone that this type of policy would be a general deterrent as well <br />as an individual deterrent. He also asked for other possible solutions <br />to address the issue. <br /> <br />2. Alternative TestingIPromotional Procedures <br />a) Chief advised that all existing Civil Service Rules and Regulations <br />in regard to promotional testing would be followed, with the <br />revisions constituting preemptions to them. <br />b) The Chief addressed that he would like to see seniority points <br />added after the final promotional score. Only those passing (70% <br />raw score or above - seniority points would not be added at this <br />time) would move on to the Assessment Center (top five (5) <br />candidates), which would not consist of LPPD personnel to avoid <br />any bias. He advised that the contract would include language <br />stating that no personnel from the LPPD could serve on the <br />Assessment Center Board. Scoring would be based on 50% <br /> <br />Meet and Confer Minutes <br /> <br />January 7, 2011 <br /> <br />2lPage <br />