The following personnel policies (3000 and 4000 series) set forth City policies, procedures, and objectives for personnel administration, risk management and safety, the conditions of employment with the City, and an explanation of compensation and benefits.
The information contained in these policies shall be considered official policy of the Layton City Corporation and may be revised from time to time by the City Manager or City Council with or without notice to the employee. The official interpretation of all matters dealt with in this manual shall be the responsibility of the City Manager.
This manual is proveded for general guidance only. The policies, procedures, objectives, and statements contained in this manual, and in other statements that may be issued from time to time, do not create a contract or agreement of any kind between the City and its employees, or any other obligation or liability on the City. Although they reflect current policy, they may, at any time and for any reason, with or without notice to employees, be changed or rescinded. Also within this manual are strongly worded statements, prefaced with phrases such as “...the City will not tolerate....“ Such statements are stated objectives, and the basis for personnel action, and are not a promise or representation of working or employment conditions, nor do they impose any obligation or liability on the City. Employment with Layton City is for no set period and may be terminated at any time by the employee, or by the City in accordance with applicable law.
Department Directors may, with the approval of the City Manager, establish additional policies and procedures as they deem necessary for the efficient and orderly administration and supervision of their departments, provided that they do not conflict with policies and procedures established in this manual.
Philosophy of Service
The purpose of the City is to provide those services which the City Council deems necessary and desirable for the general health, safety, and welfare of the citizens of Layton. Essentially, all that each City employee does should be for the public benefit and advantage of the people residing within the corporate limits of Layton City, thus promoting their greater prosperity and general welfare.
Specifically, the purpose of each department of the City is to provide the highest possible level of service at the most reasonable cost to the citizens.
The quality of the services provided by the City is dependent upon the individual initiative and responsibility of its employees. Successful employees are self-motivated, perceptive, problem-solvers, service-oriented, have an eye for detail, and follow a job through to its completion in a professional manner.
Most work in the City is accomplished on a team basis. A productive and successful employee is expected to be able to work with others in a cooperative manner to accomplish the purpose of the City. The unifying force of team action is communication. To this end, pertinent job-related information must be shared and communicated with all others in the City who have an interest or concern in the outcome of any job or endeavor.
The City, therefore, seeks to attract and retain the most highly qualified and competent employees who exhibit the qualities and characteristics consistent with the job to be performed.
Enforcement of Policies and Procedures
The Department Director should enforce the City's Personnel Policies and Procedures and implement all procedures necessary to carry out the responsibilities of their respective departments consistent with these policies.
Notifying Employees of Personnel Policies and Amendments
The Human Resources Division will provide each newly hired employee with a current copy of the Personnel Policy Manual. Temporary employees may receive an abbreviated version of the manual. The new employee will sign an acknowledgement that he or she has received, read and understands the policies contained therein. The signed acknowledgement will be kept in the employee’s personnel file.
From time to time, the City may rescind, make changes or additions to City policy under the direction of the City Manager. Approved policy changes are distributed electronically by the Management Services Department to department directors, who are responsible to review updated policies with all employees in their department within a 30 day period. Department directors see that each employee signs an acknowledgement that they have been notified of and understand the policy change. Signed acknowledgements must be kept on file within each department until each employee has attended an annual policy changes review presented by the Management Services Department.
A representative of the Management Services Department will visit each department annually to review all policy changes made during the previous year with each employee. The Management Services Department will maintain on file a signed acknowledgement of employees attending the annual policy changes review.
Department directors should instruct employees annually that their department maintains a binder containing current City personnel policies available for their review, and the location of that binder. In addition, employees may access current personnel polices at any time on the City’s intranet website.
The administration of all personnel matters, except those specifically reserved by the City Council, are the responsibility of the City Manager. The City Manager may delegate these responsibilities to the Assistant City Manager. The City Manager or Assistant City Manager, as authorized, shall administer the personnel system provided by this personnel policy pursuant to approved rules and regulations and applicable law.