In Witness Whereof the petitioners hereunto set their. (Sn) Joseph B. Turner (L.S.) (Sn) Cynthia K. Turner (L.S.) (Sn) Roy Reeves (L.S.

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1 5 the Pobate Judge of Randolph County, Alabama. In Witness Wheeof the petitiones heeunto set thei hands and seals this the th of July, 977. (Sn) Joseph B. Tune (L.S.) JOSEPH B. TURNER (Sn) Cynthia K. Tune (L.S.) CYNTHIA K. TURNER *~* (Sn) Roy Reeves (L.S.) ROY REEVES (Sn) May Lod Reeves (L.S.) MARY LORD REEVES (Sn) Jack G. Kitchens (L.S.) JACK G. KITCHENS (Sn) May Kathleen Kitchens (L.S.) MARY KATHLEEN KITCHENS I, Olin E. Sheppad, as City Clek of the City of Roanoke, Alabama heeby cetify that the foegoing odinance was passed and adopted by the Mayo and City Council of the City of Roanoke, Alabama on the 2th day of Septembe, 977, and was heein ecoded and was published in The Roanoke Leade of geneal ciculation in the City of Roanoke, Alabama on the 3st day of August, 977. (Sn) Olin E. Sheppad City Clik ORDINANCE NO. 560 AN ORDINANCE ADOPTING PERSONNEL RULES AND REGULATIONS GOVERNING PERSONNEL ACTIONS OF THE CITY OF ROANOKE, ALABAMA. BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ROANOKE, ALABAMA, AS FOLLOWS: Section. That the Pesonnel Rules and Regulations which have been pinted in booklet fom and ae attached heeto shall be adopted as the ules and egulations govening pesonnel actions of the City of Roanoke, Alabama. Se#tion 2. That any odinance o pat theeof in conflict with this odinance be and the same is heeby epealed.

2 47 h Section 3. If any section o povision of this odinance be declaed to be invalid o unconstitutional by judgment o decee of a cout of competent juisdiction such judgment o decee shall not affect any othe section o povision of this odinance. Section 4. This odinance shall take effect upon adoption and shall be published as equied by law. ADOPTED AND APPROVED THIS THE 2TH DAY OF SEPTEMBER, 977. (Sn) Tommy Hill MAYOR ATTEST: (Sn) Olin E. Sheppad CITY CLERK CITY OF ROANOKE, ALABAMA PERSONNEL POLICY MANUAL SUBJECT: EQUAL OPPORTUNITY EMPLOYMENT ~ I. PURPOSE The intent of this policy is to affim the City's position egading non-discimination in all mattes elating to em ployment thoughout the City Police Depatment. POLICY A fundamental philosophy which has guided the City though the yeas has been a belief in the impotance of good human elations and the dignity of the individual. Consistent with this philosophy, affimative action shall be taken to ensue that thee is no discimination in ou City because of ace, colo, eligion, sex, national oigin, o age. All employee Depatments shall continue to be maintained on a non-segegated basis, and all employees shall be fee to paticipate in Citysponsoed activities and pogams. I RESPONSIBILITY A. The entie Roanoke City Council has been assigned the esponsibility of ensuing that all phases of pesonnel administation ae in accod with this policy. B. The esponsibility fo administeing and complying xtfith this policy has been delegated to the Depatment Head,

3 47 as concens the employees within his juisdiction..subject: EMPLOYMENT PROCEDURE I. RECRUITMENT A. The Depatment Head may ecommend, but all hiing and fiing is the esponsibility of the entie City Council. B. The Depatment Head has the authoity to suspend an em ployee fo up to thity (30) days fo cause. Cv.> C. Depatment Heads and Foemen can only be hied by Mayo and Council. <: SUBJECT: PROBATIONARY PERIOD I. Geneal Newly-hied employees shall be equied to seve a po bationay peiod of 80 calenda days of employment, ex cluding leaves of absence. The pobationay peiod may be extended an additional 80 days on ecommendation of the Depatment Head and appoval by the Council. Definition "Pobationay peiod" is defined as a peiod of time in which the new employee becomes oiented to his job and suoundings; demonstaates his potential abilities on the job; and gives his Depatment Head an oppotunity to evaluate these abilities. I Application of Pobationay Peiod The pobationay peiod shall apply to newly-hied em ployees without pevious sevice with the City, and to ehied employees with pevious sevice. IV. Length of Sevice Rights A. Upon completion of the pobationay peiod, con tinuous sevice will be ecognized and measued fom last date of hie. B. When the pobationay peiod is completed, the employee shall be eligible fo length of sevice" layoff and ecall ights, and such othe ights as continuous sevice may detemine. C. Afte completion of the pobationay peiod the employee will be coveed by the Discipline and Dischage Policy. V. Depatment Head Responsibility

4 478 A. It shall be the esponsibility of the pobationay employee's Depatment Head to paticipate in the induction and oientation of the new employee, and to keep himself infomed concening the em ployee's taining and pogess. B. Should the Depatment Head detemine that the new employee lacks the ability to meet the equied standads fo the paticula job, he may ecommend dischage of the employee. VI. Dischage Pocedue A. The decision to dischage a pobationay employee shall be made jointly by the employee Js Depatment Head and the entie City Council. B. Complete details of the eason(s) fo dischage of any pobationay employee shall be ecoded on the sepaation notice. V Rehie An employee dischaged unde the povisions of this policy may be ehied with ecommendation of the De patment Head and appoval of the City Council. I. Geneal SUBJECT: PHYSICAL EXAMINATIONS The City equies that all qualified applicants undego a pe-employment physical examination pio to tempoay o pemanent employment in ode to ensue that they ae physically fit to pefom the job fo which they ae being consideed. In addition, e-examinations ae equied in cetain instances outlined in this policy. Pe-Employment Examinations Pe-employment examination is equied fo pesons in the following categoies: A. New Employees. B. Rehied employees sepaated moe than seven calenda days. I Re-Examinations Re-examinations on pesent employees ae equied unde the following cicumstances: A. Following a wok-connected injuy o medical case which, in the judgement of the Supeviso, is of sufficient seveity to waant e-examination. B. Following a wok-connected injuy o medical case which, the employee sustained an injuy seious enough to waant medical attention by a physician.

5 479 Following hospitalization fo medical o psychiatic illnesses. If hospitalization was fo the pupose of a physical examination o fo detemining the pesence of an illness, and none exists, a witten notice fom the attending physician indicating cleaance fo wok will be sufficient. D. Any othe situation o condition which in the judgement of the Depatment Head and the City Council calls fo e-examination. SUBJECT: PAY PLAN Pupose The pupose of the unifom pay plan fo policemen is to povide a systematic basis fo compensating these indi vidual jobs. It is the City's intent that all employees eceive a full day's pay fo a full day's wok and that the wage scale be based upon a sound system of job evaluation. Occasionally, payment poblems may aise which ae not specifically coveed hee. In such cases the Depatment Head will consult the Pesonnel Manage so that a unifom payment pocedue can be maintained. Scope i A. The payment pocedue fo all policemen shall be uni fom and in accodance with this and othe applicable policies. B. Policemen will follow the pay plan as listed below: Stating End of y. End of 2 ys Lt pe pe pe mo. mo. mo. Sgt pe pe pe mo. mo. mo. Patolman pe pe pe mo. mo. mo. Detective Citation Office pe mo pe mo. While as pe mo.

6 u I Call-In, Stand-By, Holiday o Ovetime Pay A. A policeman who is called in fo emegency duty out side his egula woking hous shall be paid his egula houly ate of pay fo those hous woked. n SUBJECT: VACATION PAY I. Geneal Annual vacations with pay shall be ganted all full time employees in ecognition of continuous sevice with the City. Definitions A. Continuous Sevice - Total continuous sevice with the City of Roanoke, Alabama B. Vacation yea - Calenda yea (Januay - Decembe 3) I Vacation Plan A. Policemen shall be ganted paid vacations in accodance with the following plan:. Afte six (6) months of continuous sevice - one () week 2. Afte one () yea of continuous sevice - two (2i> weeks i IV. Scheduling of Vacations A. Responsibility of Depatment Head The Depatment Head shall be esponsible fo appoval and appopiate scheduling of annual vacations fo all employees unde his supevision. Additionally, it shall be the esponsibility of the Depatment Head to see that his employees take vacation time to which they ae entitled B. Accumulation of Vacation Benefits Vacations should be taken except unde unusual cicum stances, within the vacation yea in which they ae due. Vacation peiods may be caied ove o postponed on ecommendation of Depatment Head and appoval of the City Council into the following vacation yea. V. No Vacation Pay in Lieu of Time Off An employee may not wok all o any pat of his vacation and eceive exta pay fo this wok. Each employee is expected to take the time off to which they ae entitled. "i

7 4.8 VI. Temination of Employment A. Retiement o Disability - An employee leaving active employment because of etiement o disability shall be eligible to eceive a po-ate payment fo any un used vacation time to which he is entitled. B. Othe Teminations»x^ An employee whose employment is teminated fo any eason othe than etiement o disability shall be entitled to no payment fo unused vacation time. SUBJECT: LEAVE OF ABSENCE =: I. Geneal The City ecognized that, duing the couse of employment, some employees ae faced with an ugent need to be absent fom wok and attend to pesonal and non-wok-connected mattes. Whee easonable cause exists, and the nedd e quies oniy a i_empoay withdawal fom employment fo a shot peiod of time, a leave of absence is to be ganted. Thee ae cetain limitations and qualifications which ae stated in the policy. Definition A "Leave of Absence" is a City management - appoved absence fo a pedetemined peiod of two weeks o moe, ganted with the undestanding that the employee will, at the expiation of the leave, be einstated with no beak in his o he continuous sevice to the same job unless his o he fome job is no longe available because of a cutailment in opeations, o a eduction in foce. Any leave of absence is ganted and must be appoved by the City Council and the Depatment Head. No absence will be consideed a leave of absence unless it has been appoved in witing, except pope militay leave, in which case leave is ganted automatically. Time off fo less than twocweeks does not equie witten appoval. Such time off is not efeed.to as a "Leave of AbsenceV but as "Absence - Excused" o "Absence - Unexcused" as the case may be. Excused absence is authoized by the immediate Depatment Head. I Limitations and Qualifications A.. In deciding on leave of absence equests, the City must conside, along with the employee's pesonal situation, the cuent level of business activity, the need fo po pely tained pesonnel, and the availability of e placements. Occasionally, diffeent conclusions may be eached on simila equests, but this policy shall be administeed as consistently and as faily as possible.

8 A B. The etun of an employee to wok befoe the expiation of a leave of absence shall be at the option of the City. C. Employees failing to etun to wok without pemission of the Depatment Head on expiation of a leave ae subject to temination. IV. Leave of Absence Fom and Pocedue A. An employee equesting a leave of absence shall make this equest though his o he immediate Supeviso. It shall be the esponsibility of the Supeviso to see that a Leave of Absence Fom is completed in all cases, and appoved by the Depatment Head and Council and, whee equied, the Mayo. A copy of this fom is included at the end of this policy. B. Thee copies of this fom shall be completed: One copy fo the Pesonnel Manage to be placed in the employee's pesonnel file, a second copy fo the Depatment Head, and a thid copy to be given to the employee afte appoval of the leave. C. In the event an employee is unable to sign a Leave of Absence Fom (fo example, sevee sickness o accident), the Supe viso may sign fo the employee with a notation as to the cicumstances. In such cases, the employee's copy shall be mailed to him o he. D. Upon the employee's etun to wok, the date should be enteed at the bottom of the Leave of Absence Fom on file in the Pesonnel Depatment. V. Classifications and Pocedues A. Sickness, Matenity, o othe Physical Disability A Leave of Absence may be ganted fo a peiod of one month, unless othewise clealy indicated with monthly extensions as waanted by the natue of the disability, nomally not to exceed a total of one yea. Such ex tensions exceeding one yea will be ganted in cetain unusual and infequent cases, and only then fo a peiod not to exceed 90 days -- except as noted below. Pe mission fo extensions exceeding one yea shall be given by a majoity of the Council Committee concened. It is the esponsibility of the employee to notify his o he Depatment Head in all cases, giving the appoximate time he o she will be able to etun to wok. If additional time is equied, the employee should make a equest to his Supeviso fo an extension. A physician's cetificate may be equied. Employees ae subject to dischage in any instance whee a peiod of illness o injuy cannot be veified with an attending physician's cetificate. Such cetificates shall be equested only whee easonable in dicated.

9 483 Othe Valid Reasons - The maximum Leave of Absence is fo one yea. Ganting of any Leave of Absence fo easons othe than those specifically stated above shall be at the discetion of the Mayo with appoval of a majoity of the appopiate Council Committee. C. Militay - In accodance with Fedeal Laws govening ights of veteans, Militay Leaves of Absence ae ganted auto matically. Although no witten Leave of Absence authoiza tion is equied, the Pesonnel Manage shall make the pope notations on the individual's employment ecod so that the employee's status may be detemined upon his o he etun to wok. CM VI. EFFECT ON GROUP INSURANCE An employee ganted a Leave of Absence may continue the in suance coveing him o he and his o he dependents fo the peiods indicated below, povided pemiums ae kept up to date. A. Sickness, Matenity, o Othe Physical Disability -- Nomally a maximum of one yea fom the last day woked, unless an exception is ganted to extend the leave fo a peiod not to exceed 90 days. In this event, insuance will be extended though the exta peiod with the witten pemission of the appopiate Council Committee Chaiman. B. Othe Valid Reasons -- Maximum of thee months fom the last day woked. SUBJECT: COMPLAINTS I. GENERAL The objective of the City's complaint pocedue is to ensue that each employee knows the City Govenment will take the time to listen, and that the employee can always expect fom his immediate Supeviso and evey othe membe of City Goven ment a eceptive attitude, a fai heaing, and the ight of appeal. Accodingly, pompt and fai consideation is to be given to the complaints, disputes, o poblems of employees. The De patment Head is uged to listen to and counsel with his employees on any pesonal poblems bought to his attention, the pocedues outlined in this section deal with complaints o poblems involving on-the-job mattes. The Depatment Head is eminded that the willingness of his employees to come to him with complaints and poblems is an indication of the employees espect fo the Depatment Head's undestanding. The pope handling of such complaints is a most impotant consideation. While these fomal pocesses have been designed to ensue a systematic pocedue fo e solving employee complaints, disputes, o poblems, the goal of all supevision must be to seek out and eliminate conditions which give ise to difficulties. The most effective way to do this is to encouage infomal day-to-day contacts between

10 a individual employees and the Depatment Head and, futhe, fo the Depatment Head to make it clea to employees that they may take up special poblems with highe levels of City Govenment without appehension.. It may be appopiate fo an employee to be allowed eason able time away fom his wok fo the pupose of discussing such mattes with the Depatment Head concened. Such em ployees ae to be paid fo such time at thei standad ate. SCOPE Any complaint o poblems involving employee elations, such as an employee's ate of pay, benefits, hous of wok, ights on the job, woking conditions, o disciplinay measues, may be taken up by the employee involved though the po cedues heein specified. The solution o decision endeed concening the poblem will be applicable to all othe ~ empoyee s similaly invoved. I PROCEDURE A..Step -- Supeviso Level. The employee is to pesent his complaint vebally * to his Supeviso. 2. The complaint o dispute shall be discussed sufficiently fo the Supeviso to fully undestand the poblem and the employee's easoning. Should the Supeviso have enough infomation to make a decision, he shall give his decision to the employee at once. " B. Step 2 -- Depatment Head. If a decision cannot be make by the supeviso handling the complaint, he shall discuss the com plaint with the Depatment Head within 24 hous. Immediately afte the Depatment Head eceives the infomation fom the Supeviso, the employee shall meet with the Depatment Head and Supeviso. 2. If the Depatment Head does not have sufficient infomation on which to ende a decision, the employee shall be advised as to when he will eceive an answe. The answe is not to be delayed beyond the time necessay fo the Depatment Head to get infomation and counseling towad endeing a decision. 3. The answe and easons suppoting the decision shall be given vebally to the employee. C. Step 3 -- Councilman. Employees not satisfied with the Depatment Head's decision may pesent the complaint to the Councilman in chage fo futhe consideation. The Depatment :

11 n Head shall aange fo the meeting. 2. The Councilman, afte heaing the facts fom all concened, shall conduct any necessay futhe in vestigation, and consult with any othe appopiate membes of City Govenment. His decision and easons shall then be discussed with the Complaining employee. D. Step 4--Council Committee. Should the complaining employee be dissatisfied with the Councilman's decision, the Councilman may aange fo the employee to pesent his complaint to the X> Council Committee fo eview. 2. The Committee shall, afte eview of the peceding <C steps, meet with the employee. E. Step 5--Mayo. Should the decision endeed at the Step 4 level not be acceptable to the employee, he may ask to talk with the Mayo. If a mutually satisfactoy settlement is not eached, the Mayo may aange a meeting fo the employee with entie Council. F. Step 6-- All Councilmen. As a final step, the employee may see the entie Council IV. REVIEW Each complaint, egadless of the level to which it is taken, shall be eviewed by the Mayo and the Council Chaiman, and if indicated, futhe appopiate action shall be taken. A copy of each complaint epot shall be placed in the employee's pesonnel folde. SUBJECT: DISCIPLINE AND DISCHARGE I. GENERAL In the inteest of fainess to the City and all employees and so that the City may conduct its business in an odely, efficient, and economical manne, discipline and dischage pocedues ae set foth heein as a guide fo each Depat ment Head. " It is the esponsibility of the Pesonnel Committee assisted by the Mayo to assue that the discipline and dischage ules and pocedues ae consistently followed and enfoced fo the mutual potection of all employees and in the inteest of City efficiency and the job secuity of all employees. It is im potant, indeed absolutely necessay, that this policy be unifomly applied and enfoced though the City. In any wok situation, discipline may become necessay in ode to potect the ights of employees and govenment. Howeve,

12 488 the City of Roanoke believes that it is good management fo the employee to know when he is not measuing up to pefomance standads; whee he is falling shot and what he can do to impove. Theefoe, discipline in mino offences should be used only afte evey effot of coaching, counseling and taining has failed to being about coections. The Depatment Head is vested with the authoity to dis cipline employees unde his supevision. The way that discipline is administeed will have a po found impact on the end esults; theefoe, the Depatment Head is asked to obseve the following: A. The policy is to be administeed in a fai and impatial manne. Cae is to be taken to avoid condoning a ules infaction on the pat of one employee and discipling anothe fo the same offense, unless thee ae unusual Cicumstances. B. In no case shall a waning epot be made and placed in a pesonnel ecod without the employee's knowledge. Wheneve a Depatment Head takes disciplinay action against an employee in the fom of a waning epot, the employee shall be advised as to his status should futue infactions occu. C. Avoid hasty action by gatheing all petinent facts in volved in the infaction, then conside the best way to administe the discipline to get the desied esults. ~ D. Conside timing. Choose a time and place whee the employee can be elaxed, think calmly, and not be embaassed. E. Listen to the employee's side of the poblem caefully. He o she may bing out some facts that could call fo moe checking o facts that could point out that dis cipline is not needed. F. Afte all facts have been weighed and discussed with the employee, biefly and accuately tell him o he what violation has been committed, how the poblem affects the depatment, why it must not continue to exist, and what it could lead to if thee ae eoccuences. G. Follow up. Evaluate by obseving the pefomance of the employee. Look fo changes in attitude o impoved pe fomance. Should positive impovement be obseved, tell the employee you appeciate his o he effots. (Note: "This policy does not apply to pobationay employees".)

13 489 TYPES OF DISCIPLINARY ACTION A. Fomal Counseling C ^5 i Upon the fist commission of an infaction, the Depat ment Head should investigate the situation and counsel with the employee. Evey effot of leadeship should be exeted to coect conditions and establish unde standing to pevent futue infactions. Wheneve an employee is counseled, the date and fact of counseling should b_e_documented on the disciplinay action epot fom. The "Counseling Repot" is then placed in the employee's pesonnel folde. This epot is to seve as a eminde fo management only and it is not to be ead to the employee. B. Waning Repot Following fomal counseling, a "Waning Repot" is to be pepaed by the Depatment Head upon the subsequent commission of any infaction. The Depatment Head, when pepaing the waning epot, shall descibe the situation in bief, epot all details concening the infaction, and the action taken. The employee shall be notified that a witten waning is to be placed in his pesonnel file. The waning epot is to be signed by the Depatment Head, and filed in the employee's pemanent pesonnel ecod. A waning epot of twelve months standing will not be consideed in disciplinay cases. ' C. Dischage. The Decision to dischage--the decision to dischage an employee shall be made jointly by the employee's immediate Depatment Head, the Committee Chaiman, and the espective Committee subject to eview by the entie Council and Mayo. The Mayo shall en sue that dischage mattes ae administeed consis tently thoughout the City. If the Mayo is unavail able in peson o by phone, the Mayo Po Ten shall paticipate in the dischage decision. 2. Pocedue -- When an Intoleable Offense is committed by an employee, o when an employee is issued his thid witten waning within a twelve-month peiod, the following action will be taken: a. The Depatment Head will instuct the employee to leave wok and to etun at a time and place to be fixed by the Depatment Head, duing which time the Depatment Head will make a full investigation into the cicumstances and all facts concening the in cident. This investigation peiod, duing which the employee will be suspended, will also affod the Depatment Head and the Committee Chaiman the oppotunity to fully and faily conside the e sults of the investigation, including the oppo tunity fo the employee to pesent "his side".

14 4 b. At the designated time and place, which in no event should be fixed beyond two woking days fom the time of suspension (this peiod may be Extended duing such peiod of suspension by notice to the employee, if in the judgement of the Committee Chaiman, additional time is necessay in ode to complete the investigation and to fully and faily conside the esults of the investigation) the Depatment Head will meet with the employee, and if he has not peviously done so, give the employee an oppotunity to fully pesent "his side". If the employee has aleady pesented his side and if his pesentation sheds no additional light on the cicumstances, the Depatment Head will then tell the employee the esults of his investigation and infom him of the action the City has taken in the case. If afte full consideation of eveything concened, the investigation eveals that disciplinay action was not waanted, the employee will be immediately etuned to his job WITHOUT LOSS OF PAY OR OTHER BENEFITS which would have accued to him DURING HIS SUSPENSION. (If it appeas -- as a esult of the investigation and fai consideation theeof -- that disciplinay action less than dischage is waanted, the employee will be so notified and will etun to his job at the end of the suspension peiod felt waanted by the Depatment Head and those paticipating in Dischage mattes. In instances whee employees ae dischaged in such final inteview, the employee will be notified to epot to the City Clek fo his "Exit Inteview" and fo the completion of othe mattes of business, including eceipt of his final pay check, that may elate to his temination. In evey dischage case, the complete details of the investigation and action taken by the Depatment Head shall be ecoded on the temination fom which is to be filed in the employee's pesonnel folde. I CLASSIFICATION OF OFFENSES Offenses ae classified below so that discipline may be ad ministeed impatially and faily though the City. The classification is set foth only as a geneal guide to all levels of supevision and should be modified as cicumstances waant. A. Offenses Othe Than Intoleable -- Such offenses shall include, but ae not esticted to, the itmes listed below.

15 . Items: a. Failue to give pope notice on an absence which could be anticipated. b. Iegula attendance. c. Tadiness (an employee not at his assigned wok station at the beginning of the fist hou of his day is consideed tady). d. Intefeing with the wok of othes -- offensive pesonal habits which intefee with efficiency. e. Excessive inefficiency -- waste, loafing, o leaving job without pemission o defective wokmanship. f. Violation of safe pactices and exposing self o othes to possible injuy -- failue to e pot a wok connected accident o injuy -- accident poneness. g. Impope use o cae of City popety. ~ h. Repoting unde the influence of intoxicatn -- such as alcohol and unpescibed dangeous dugs, as well as pescibed dugs which induce an un safe mental o physical state. Exception: Dives of City vehicles (see Intoleable Offenses). i. Soliciting duing woking time. (see Solicitation) j. Sleeping on the job. k. Misconduct -- lack of coopeation, toublemaking, contavention of civil o ciminal law. 2. Pocedue Summay: a. Fist Offense - Fomal counseling (Counseling Repot) b. Second Offense - Waning Repot c. Subsequent Offenses - Waning Repot d. Thee witten wanings within a 2 month peiod, whethe fo the same o diffeent offense, shall constitute dischage. B. Intoleable Offenses -- Intoleable offenses shall include, but ae not esticted to, the items listed below.. Items: a. Possession and/o use of alcohol, unpescibed dangeous dugs, o simila dangeous intoxicants in the facility.

16 -: 'V. b. Dives of City vehicles epoting unde the in fluence of intoxicants -- such; as alcohol and un pescibed dangeous dugs, as well as pescibed dugs which induce an unsafe mental o physical state -- and/o possessing and/o using intoxicants while on the job. c. Possession o use of deadly weapons on City popety. d. Delibeate falsification of ecods o misepesen tation. e. Dishonesty. f. Fighting, except in case of a victim of unwaanted assault. g. Goss insubodination. h. Seious ciminal acts within o outside the City. i. Willful damage to City popety o to popety of othes. j. Dangeous hoseplay. k. Seious violations of safe pactice endangeing life o health of self o othes.. Pomiscous behavio. " 2. Pocedue a. Fist Intoleable Offense - Dischage IV. Appeals Should an employee who has been disciplined o dischaged feel he has been dealt with unjustly, he may use the Complaints Policy and Pocedue to seek elief. He shall be so advised by the Depatment Head. V. Rehie An employee dischaged unde the povisions of this policy may be ehied as follows: A. In the same Depatment fom which last dischaged. Any time with appoval of the espective committee and Depat ment Head. SUBJECT: I. Political Limitations POLITICAL ACTIVITY No office, agent, o employee of the City, othe than pesons subject to popula election shall;

17 433 (a) Become a candidate fo election, o appointment to elective office; (b) take an active pat in any political campaign, o distibute badges, pamphlets, o handbills of any kind favoing o opposing any candidate fo nomination o election to municipal office. (c) except that any peson who wished to do (a) (b) may take a leave of absence. Affilation I Nothing in this section shall be constued to pevent any employee fom becoming o continuing to be a membe of a political paty o fom attendance at a political meeting, o fom enjoying entie feedom fom all intefeence in casting his vote. No office, agent, o employee of the municipality shall make o solicit contibutions o do nations to any political campaign. (a) Political Pessue Employees of the City of Roanoke shall not be appointed o etained on the basis of thei political activity, o affiliation. Employees shall not be coeced to take pat in political campaigns, to solicit votes, to levy, contibute o solicit funds o suppot fo the pupose of suppoting o opposing the appointment o election of candidages fo any elected office. Disciplinay Action Any employee in violation of this section of the Pesonnel Rules and Regulations shall be subject to disciplinay action up to and including dismissal. SUBJECT: SOLICITATION I. Geneal So that thee will be no intefeence with wok, no pesonal o witten solicitation, canvassing o ciculation of litea tue fo any pupose (except as povided below) will be pe mitted duing wok time. Such activities ae also pohibited duing not-wok times, if they intefee with employees at wok o who ae supposed to be at wok. Exceptions A. The solicitation of funds fo ecognized chaitable oganizations eceiving geneal suppot in the community may be pemitted as an exception to this policy, but only if such solicitation has the pio specific witten appoval of the Mayo. Such appoval will specify the aea and time of such solicitation. B. The solicitation of funds fo flowes o aid fo an em ployee in distess o in the event of the death of an employee o a membe of his family may be pemitted as

18 494 an exception to this policy, but only if such solicita tion has the pio specific witten appoval of the Mayo. Such appoval will specify the aea dnd time of such solicitation. Request fo solicitation involving moe than one depatment shall be made to the Pesonnel Mange, who must obtain the pio specific witten appoval of the Mayo. I Violations Any employee who violates this policy will be subject to discipline o dischage. SUBJECT: MILITARY TRAINING SUPPLEMENT I. PURPOSE This policy establishes unifom guidelines insuing no loss in income o vacation time fo those employees who annually attend Natioanl Guad o Militay Reseve Taining. ELIGIBLE EMPLOYEES This policy shall be applicable to all egula, fulltime, exempt and non-exempt employees, who have been employed by the City fo at least 90 days pio to, but including the last day woked, peceding the encampment. I MILITARY TRAINING SUPPLEMENT The City will pay the diffeence between the employee's egula pay and militay base pay on the following basis; A. The supplement shall be the diffeence between the employee's egula pay he would have eceived at wok, and militay base pay duing the peiod of taining. B. Militay base pay shall be defined fo the pupose of computing the supplement as that amount of militay pay including base pay, longevity and hazadous duty pay, but excluding tavel allowance o quates alloxtfance. C. To eceive the militay pay supplement, each employee, upon the completion of his taining, shall funish to the City Clek a copy of the appopiate militay pay vouche indicating the dates of the taining peiod and base pay eceived. IV. TIME OFF FOR MILITARY TRAINING A. Employees odeed to annual taining will automatically be ganted a militay leave of absence fo the duation of the nomal taining peiod. B. Time off fo taining will not count towad the egula vacation time to which an employee is entitled.

19 495 Should an employee elect to attend militay taining coincidentally with his vacation time and/o City ecognized holidays, he will eceive his egula pay, in addition to militay pay. V EXCEPTIONS No militay supplement will be paid: A. If the applicable base militay pay exceeds the employee's egula pay (iespective of Vacation Pay and/o Holiday Pay). B. In the case of elective militay taining, such as voluntay schools, o elated activity. SUBJECT: EXIT INTERVIEW I. GENERAL In ode that effective contol may be maintained ove the City's employee elations pogam, it is essential that a pemanent ecod be maintained concening the easons fo each temination of employment. This policy also pemits each teminating employee a fai oppotunity to ai any gievances. POLICY All employees teminating thei employment with the City ae to have an exit inteview by the Pesonnel Manage pio to eceiving thei final check. I PROCEDURE A. Each Supeeviso shall be esponsible fo notifying his Depatment Head and the appopiate Councilman immediately of any impending temination, giving his undestanding of the employee's eason fo leaving. B. The Depatment Head shall advise the teminating employee when to epot to the Pesonnel Manage fo an exit inteview and to make aangements concening his final pay. C. The final pay of the teminating employee shall be eleased only afte appoval of the appoval of the appopiate Councilman and following the exit inte view, if possible. Such pocedue shall be woked out appopiately by each Depatment.

20 I, Olin E. Sheppad, as City Clek of the City of Roanoke, Alabama heeby cetify that the foegoing odinance was passed and adopted by the Mayo and City Council of the City of Roanoke, Alabama on the 2th day of Septembe, 977, and was heein ecoded and was published in The Roanoke Leade of geneal ciculation in the City of Roanoke, Alabama on the 4th day of Septembe, 978. (Sn) Olin E. Sheppad City Clek P-E-T-I-T-I-O-N Comes Now, James Shelnutt, by and though his attoney, and petitions the City Council of Roanoke, Alabama to set a date fo a public heaing to hea the equest of the petitione equesting that the popety descibed on the Exhibit A which is attached heeto and made a pat heeof by this efeence, be e-zoned fom esidential to commecial. Petitione makes this equest pusuant to Roanoke City O dinance No At the date set fo such pulblic heaing, Pe titione will pesent evidence that anotice was published in the Roanoke Leade once a week fo thee consecutive weeks as equied by such odinance, advising that anyone having inteest in such equest may appea at such heaing and be head. By: John A. Tinney Attoney fo Petitione ORDER It is heeby odeed by the City Council of Roanoke, Ala bama that the 24th day of Octobe, 977, be set as the date upon which a public heaing will be held on the petition heein. Tommy Hill (Mayo)

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