Page 102 - Colleyville FY19 Budget

employee relationship include: the Fair Labor Standards Act, which establishes the
minimum wage and rights to overtime pay for certain workers; federal civil rights laws,
which prohibit employers from considering race, gender, age, or other “protected” status
when making hiring and firing decisions or otherwise setting the terms and conditions of
employment; the Family and Medical Leave Act (FMLA), which grants certain employees
the right to take up to twelve weeks of unpaid leave each year in specific circumstances,
as well as the right to be restored to the same or equivalent position upon returning from
such leave; and the Uniform Services Employment and Reemployment Rights Act
(USERRA), which establishes certain rights and protections for employees who are called
to active military duty. For the City of Colleyville, Human Resources also manages the
various compensation and benefit programs, which are heavily regulated as well. The
Patient Protection and Affordable Care Act (PPACA) of 2010 is an example; upon its
inception, the law established more than two dozen new rules relating to employer-
sponsored health benefits.

To ensure compliance with the various employment laws, the Human Resources
Department is responsible for the development and administration of personnel policies
and procedures, providing policy direction recommendations on personnel issues, and
providing personnel management support to City departments. The Personnel Manual,
effective in FY 2017, is a comprehensive and customized personnel policies handbook that
is designed to be a clear and understandable document by supervisors and employees.
The manual serves as a roadmap for employee conduct standards and emphasizes the
expectation of employee integrity and service. Carefully written personnel policies
contribute to enhancing staff morale by clearly communicating what the City expects of
its employees and what, in turn, employees can expect from the City. Human Resources
staff is responsible for development, oversight, policy application and training of the
Personnel Manual.

6. Training and Organizational Development
1.2 Develop future community leaders
2.1 Provide responsive, efficient city services

2.2 Recruit and retain a highly-qualified workforce
2.3 Effectively leverage information technology

Providing workplace training for employees can
give a competitive edge in the marketplace,
help manage risk, raise morale among team
members, increase skill level and increase
employee productivity. The Human Resources
Department is responsible for development,
implementation and tracking of employee and
supervisor training programs that will provide
ongoing learning and training opportunities.

100