06-11-12 Regular Meeting of La Porte City Council

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Employee Status Prior to a declaration of a civil emergency, Department Directors and/or Supervisors shall designate “Emergency Essential” and “Emergency Non-Essential” personnel. All personnel shall be advised of their January May 1st status as of each year. Individual employee status may change, as the needs of the City change during the civil emergency, or at the discretion of the department director. Emergency Non-Essential After a needs assessment is made, some employees may be temporarily dismissed from work, concurrently or successively, as determined by the emergency needand the department or function. These employees will be designated as “Emergency Non-Essential.”Theywill be placed on emergency Paid Administrative Leave pursuant to this policy. Each Department Director and/or Supervisor is responsible for identifying employees who are considered “Emergency Non-Essential”. “Emergency Non- Essential” employees may be required to perform emergency related duties prior to an incident and immediately following the incident, as directed by their supervisor. However, these employees are not on the City’s “Ride-Out Team” for a hurricane or other storm-related event. These employees may be temporarily dismissed from work, concurrently or successively, as determined by the emergency need and the department or function. If these employees are dismissed from work due to emergency conditions, they will be placed on emergency Paid Administrative Leave pursuant to this policy. Emergency Essential Each Department Director and/or Supervisor is responsible for identifying those employees who will be required to remain at work andrespond in the event of emergency conditions and those employees will be designated as “Emergency Essential.” “Emergency Essential” employees may be required to be available immediately before (Pre-Impact), during (Emergency)—, IKXLSWI[MXLMRXLI)QIVKIRG]3TIVEXMSRW and/or after the disaster or emergency condition (Post- 'IRXIVSVSRXLI'MX]vWw6MHI3YX8IEQx{ ?+A Impact and Recovery) to perform duties directly related to the emergency conditions, as determined by the City. Post-Impact/Recovery Assigned Post-emergency, all City employees are considered Post-Impact/Recovery Assigned employees. All City employees are to return to work after the City Manager declares it is safe to do so. After the return to work, some employees may be further identified as "Essential Recovery," while others may be temporarily excused from work. The City Manager and each department or function is responsible for identifying those employees who are essential to the quick restoration of critical services to the community. These employees designated as "Essential Recovery" employees are required to work during periods after the emergency when other employees may be dismissed or on authorized leave. Notwithstanding, an "Essential Recovery" employee will be allowed reasonable emergency paid administrative leave to secure the employee's home and family and attend to immediate personal needs resulting from the emergency. Emergency Duty Assignment In the event of an emergency or disaster, the City Manager may assign employees to any duty to the extent that the City is not in violation of any State or Federal Law. This includes employees of one department serving in an emergency capacity for any other department or function as assigned. Compensation for Hours Worked During a Declared State of Emergency or Disaster 1. During the Emergency Period, employees released from work or who are not required to report to work due to the emergency event shall receive pay for their normally scheduled workday. These Page 3 of 5