Consultation Services
LGC’s Personnel Services Consultant is available to provide general guidance to support municipal members in the development of employment-related documents and policies. Drawing from an extensive collection of sample documents from municipalities and employers of varying size and structure, staff can provide members with a selection of sample documents relevant to the unique needs of the community.
Employment Agreements: Letters of offer and employment agreements for prospective employees are one way to ensure that expectations are clear and hiring practices are lawful. HR staff can provide members with sample employment agreements to aid in drafting documents for prospective employees.
Job Descriptions: Employees need to know what is expected of them in the performance of their jobs, and the best way to provide employees clear job expectations and responsibilities is with written job descriptions. Job descriptions are also useful in hiring and evaluating the performance of employees and defining the working conditions and essential functions of a job. They can be a strong defense against legal claims involving discrimination and the Americans with Disabilities Act (ADA). Since they can have the potential to be the subject of grievances or litigation, however, it is important that job descriptions be kept current and accurate.
Performance Evaluation Forms: It is essential that employees understand what acceptable performance is in their jobs. While continuous performance feedback is ideal, supervisors should provide their employees with at least an annual performance evaluation that is factual, fair, straightforward, objective and constructive. Not only will regular performance evaluations help alleviate an employee’s uncertainty and anxiety, but well-documented evaluations can provide a valid defense in litigation proceedings. Additionally, performance evaluations can assist with decisions on disciplinary actions, salary increases and promotions.
Personnel Policies: Personnel policies and guidelines are the foundation of an organization’s personnel program. It is vitally important to establish sound guidelines outlining both the employer’s and employee’s rights and responsibilities in writing. Issues such as working hours, overtime policies, vacation and sick leave, official holidays, sexual harassment policies, and disciplinary procedures should be addressed to ensure that both parties understand rules, regulations and expectations, as well as federal personnel issues such as the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).
The organization’s personnel policy, sometimes referred to as an employee handbook or personnel manual, can be a valuable communication and employee relation tool for this purpose. Such a document can be helpful in maintaining consistency among supervisors, avoiding misunderstandings about workplace policies, supporting disciplinary actions, and avoiding charges of unlawful discrimination. This document should be drafted carefully, in plain language that can be easily understood by employees, and should be reviewed and approved by legal counsel. The personnel policy should then be monitored continually to ensure it remains up to date.
Customized Document Development
LGC’s Personnel Services Consultant is available to develop employment agreements, job descriptions, performance evaluation forms and personnel policies for member municipalities. The Personnel Services Consultant will work with members to incorporate a community’s unique administrative procedures into employment documents that are customized to suit specific needs and goals.
For more information about these document consultation services and available customized development services, contact LGC’s Personnel Services Consultant.