Department of Employee Relations
200 East Wells Street, Room 706
Milwaukee, WI 53202-3554
Phone: 414-286-3751
TDD: 414-286-2960
Email: emprel@milwaukee.gov
Internet: www.milwaukee.gov/der
Working for the City
of Milwaukee
The information presented in this booklet is provided for general
information only.
Please contact your department's Personnel Officer if you would like more
information.
This booklet is occasionally updated. You will find the most recent
version on the Department of Employee Relations' website:
www.milwaukee.gov/der (see "Sitemap/Miscellaneous") .
A "Call for Action" Phone Directory of City services is available online.
Go to www.milwaukee.gov/der . On the right side, you will see the direct
link.
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TABLE OF CONTENTS
Introduction
Milwaukee - City of Sound Government .................................................................................................................. 4
Department of Employee Relations, Office of Diversity & Outreach Mission Statement ........................................ 4
City Ethics Code .................................................................................................................. 5
Employment Issues
Discipline and Discharge ......................................................................................................................................... 7
Layoffs ..................................................................................................................................................................... 7
Medical Examination ............................................................................................................................................... 7
Nepotism ................................................................................................................................................................. 7
Outside Employment ............................................................................................................................................... 8
Parking .................................................................................................................................................................... 8
Political Activity ........................................................................................................................................................ 8
Probationary Period ................................................................................................................................................. 8
At the Workplace
Punctuality and Attendance..................................................................................................................................... 9
Role of Your Supervisor .......................................................................................................................................... 9
Work Schedule ........................................................................................................................................................ 9
Privileges and Responsibilities
City Vehicles .......................................................................................................................................................... 10
Equipment and Supplies ....................................................................................................................................... 10
Membership in Organizations................................................................................................................................ 10
Public Contact ....................................................................................................................................................... 10
Telephone Use and Courtesy................................................................................................................................ 10
Job Classification Information
Exempt Employee Career Advancement .............................................................................................................. 12
Job Classification .................................................................................................................................................. 12
Personnel Record Changes .................................................................................................................................. 12
Salary .................................................................................................................................................................... 12
Special Groups under Civil Service ....................................................................................................................... 13
Paycheck Information
Direct Deposit ........................................................................................................................................................ 14
Pay Days ............................................................................................................................................................... 14
Payroll Deductions ................................................................................................................................................ 14
United States Savings Bonds ................................................................................................................................ 14
Employee Benefits
Commuter Value Pass Program ........................................................................................................................... 15
Deferred Compensation Savings Plan .................................................................................................................. 16
Employee Assistance Program (EAP) .................................................................................................................. 16
Employment and Income Verification .................................................................................................................... 17
Flexible Choices (FSA) .......................................................................................................................................... 17
Funeral Leave ....................................................................................................................................................... 18
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TABLE OF CONTENTS
Employee Benefits (cont.)
Group Life Insurance ............................................................................................................................................. 18
Health and Dental Insurance ................................................................................................................................. 18
Holidays ................................................................................................................................................................. 19
Injury Pay............................................................................................................................................................... 19
Jury Duty ............................................................................................................................................................... 19
Long Term Disability .............................................................................................................................................. 19
Military Leave/Training .......................................................................................................................................... 20
Office Support Continuing Education Incentive Program ...................................................................................... 20
Retirement and the Pension System ..................................................................................................................... 20
Self-Service for Employees ................................................................................................................................... 20
Sick Leave ............................................................................................................................................................. 21
Training and Development Workshops ................................................................................................................. 21
Tuition Benefit/Reimbursement Program .............................................................................................................. 21
Vacation ................................................................................................................................................................. 22
Moving Up with the City
Promotional Opportunities and Examinations ....................................................................................................... 23
Transfers ............................................................................................................................................................... 23
Safety in the Workplace
Employee Safety ................................................................................................................................................... 24
Injuries and Accidents ........................................................................................................................................... 26
Policies and Guidelines
American with Disabilities Act (ADA) .................................................................................................................... 27
Anti-Harassment Policy ......................................................................................................................................... 31
City Residency Requirement ................................................................................................................................. 32
City Service Rules ................................................................................................................................................. 33
Domestic Violence Awareness Program ............................................................................................................... 34
Drug Free Workplace Act of 1988 ......................................................................................................................... 36
Email Guidelines ................................................................................................................................................... 36
Equal Employment Opportunity............................................................................................................................. 38
Exclusion from Employment Policy for Employees with Novel H1N1 Influenza (H1N1) ....................................... 39
Family and Medical Leave Act (FMLA) Policy for General City Employees ......................................................... 42
Furlough Policy and Administrative Guidelines ..................................................................................................... 42
Grievance Procedure for Management and Non-Represented Employees ......................................................... 43
Internet Use Guidelines ......................................................................................................................................... 44
Pay Policy for Time Not Worked Because of Snowstorms, Natural Disasters or Emergencies ........................... 46
Workplace Violence Prevention Policy .................................................................................................................. 47
Miscellaneous
Blood Drives .......................................................................................................................................................... 50
Combined Giving Campaign ................................................................................................................................. 50
Grievances ............................................................................................................................................................ 50
Payment of Bills ..................................................................................................................................................... 50
United Performing Arts Fund (UPAF)/Visions Campaign ..................................................................................... 50
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INTRODUCTION
Welcome to City of Milwaukee employment! This booklet will acquaint you
with general information for City of Milwaukee employees.
Unfortunately, limited space prevents answering all the questions that may arise especially during the early
phases of your employment. You will find that a wealth of information is available for the asking from staff
members of the Department of Employee Relations. They are authorities, particularly on such matters as your
rights, your privileges and responsibilities, your eligibility for promotional examinations, and many other personal
issues related to employment. You may contact them during normal working hours (8:00 am - 4: 30 pm
weekdays) at 286-3751. A more complete listing of who to contact for specific issues is included with the New
Employee Orientations materials you received and is also posted on Employee Relations‟ website
( www.milwaukee.gov/der ) . Actual City policies are contained in the "Rules of the Board of City Service
Commissioner" and on the Department of Employee Relations‟ website under the "City Service Commission"
section (www.milwaukee.gov/der/csc).
Milwaukee - City of Sound Government
Milwaukee officially became a city on January 31, 1846. Today, with a population of 602,782 and
encompassing an area of 96.1 square miles, it ranks 25 of the 50 largest cities in the United States.
Our system of government operates through an elected mayor and an aldermanic common council, presently
composed of 15 council members. The Police and Fire Department are responsible to a board of police and fire
commissioners who are appointed by the Mayor and approved by the Common Council. An independent school
board governs school affairs.
All full-time civil service employees are subject to the rules and regulations of the City‟s Civil Service
Commission. There are approximately 7,510 full-time city service employees, including some 2,429 firefighters
and police officers that carry on the daily business of the City.
Department of Employee Relations - Office of Diversity &
Outreach Mission Statement
The Office of Diversity and Outreach was established in January of 2003 by the Employee Relations Director, to
promote the importance, benefit and necessity of maintaining diversity within the City of Milwaukee's workforce
and to ensure compliance with applicable City policies, ADA regulations, fair employment, anti- harassment and
discrimination laws for City of Milwaukee employees by developing and revising policies to keep pace with
changes in laws, disseminating policies, facilitating training, by providing an alternative method of reporting
violations and by promptly investigating reported violations of those policies and laws. If an investigation
discloses a violation has occurred the Diversity and Outreach Officer will work with department heads and
managers to implement the corrective recommendation or a reasonable alternative.
The Office of Diversity and Outreach also serves the citizens of Milwaukee by providing (a) any resident that
believes they have been discriminated against in employment or housing within the City of Milwaukee the
means to file a complaint with the Equal Rights Commission, or (b) any citizen that believes he or she has been
treated in a manner that violates the Fire and Police Commission rules or the standard operating procedures of
the Police or Fire department by an employee of the Fire or Police department the means to file a complaint with
the Fire and Police Commission.
The staff of the Office of Diversity and Outreach strives to maintain the confidentiality of the information obtained
during the course of an investigation and in most cases, it will only be divulged on a need to know basis.
However, some of the records obtained or created during the investigation may be subject to disclosure under
the Wisconsin Public Records statute. Go to www.milwaukee.gov/der/OfficeOfDiversity
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CITY ETHICS CODE
In 1977 the City of Milwaukee adopted an ethics code for its elected officials, employees, and board/commission
members. The ethics code provides the best vehicle to assure the community that its officials recognize that the
holding of public office is a public trust.
Ethical conduct is truly a matter of performing one‟s duties and responsibilities in accordance with established
rules and guidelines of good, sound judgment. Showing strict regard for ethical conduct is essential in order to
maintain high public esteem. Our public officials are very concerned with this issue.
The community, in turn, should be equally concerned with the rights and reputation of its dedicated public
officials.
Public cooperation is required to assist the Ethics Board in maintaining Milwaukee‟s reputation for high ethical
standards and conduct.
What is the Ethics Code? The City of Milwaukee Code of Ethics, Chapter 303:
Describes conduct required of all city employees and officials.
Prohibits activities that would create a conflict of interest.
Creates the Board of Ethics.
Who is covered?
All City employees.
Office holders and candidates for public office.
Citizens serving on boards and commissions.
What can I do to strengthen Ethics in Milwaukee's government?
Conduct yourself ethically using good judgment and common sense.
Act with integrity and concern for the public interest, the code demands it.
Avoid conflicts of interest, in fact or appearance.
Remember that everyone‟s actions add to or subtract from the city‟s reputation for high moral and
ethical standards.
Do I have any guidelines? Yes, below are some general guidelines:
A city employee or official should not accept anything of value which could appear to influence his/her
public duties.
A city employee or official should not accept anything of value which could appear to be a reward for
action taken in his/her public duties.
A city employee or official should not use his/her public position for personal gain or for the gain of
immediate family members or for organizations in which he/she has an interest.
A city employee or official should not use work place information, which is unavailable to the public, for
personal gain.
Contracts of over $3,000 between a city employee or official and the city are prohibited without written
disclosure to the Ethics Board and to the contracting department.
A city employee or official should not represent persons, for compensation, before city department,
commissions, or boards unless as part of his/her official duties or at a recorded open hearing.
For a period of 12 months after leaving city employment, an employee or official may not represent, for
compensation, persons before city department, commissions or boards related to his/her former
position.
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Do I have to file a financial statement?
Some individuals, as determined by the Code and by the Common Council‟s Positions Ordinance, are required
to file an annual financial statement. If required to file, you will receive a statement.
What does the Board of Ethics do? The Board works to implement the City's Code by:
Issuing confidential advisory opinions to covered persons about their own situation or plan.
Investigating sworn complaints from covered persons, the general public, or the Board itself.
Requiring and reviewing annual financial statements - a simple form that asks for information on issues
that could indicate a potential conflict of interest.
What if I have questions?
Contact your Ethics Board at (414) 286-8641 or send an email to ethics@milwaukee.gov.
The entire Code of Ethics is available on the Ethics Board website, or your department head should have a
copy.
City Hall, Room 205
200 E. Wells Street
Milwaukee WI 53202
Phone: 414-286-8641 / Fax: 414-286-0723
Website: www.milwaukee.gov/ethics
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EMPLOYMENT ISSUES
Discipline and Discharge
Disciplinary rules for City employees differ little from those in private industry. Improper habits, insubordination,
absence from duty without reason, inability to do satisfactory work, conduct unbecoming of a City employee --
any of these may be cause for disciplinary action including discharge. Penalties for violation of established City
rules and regulations include demotion, suspension or discharge. Repeated suspensions can lead to eventual
discharge. After a civil service employee has completed the probationary period for the current job, he/she may
have the right to appeal a serious disciplinary action to the Civil Service Commission or may have the right to
request arbitration.
Under Section 111.70 of the Wisconsin State Statutes, City employees have "the right of self organization...and
to engage in collective bargaining or other mutual aid or protection and to refrain from any and all such
activities" except that employees may be required to pay dues in a manner provided in a fair share agreement.
It is not the City‟s policy to discourage union membership except among supervisory and confidential employees
who are prohibited by various decisions from being represented by such groups.
The City currently negotiates with 20 separate bargaining units, designated by the Wisconsin Employment
Relations Commission as certified representatives of those employees in these bargaining units.
Layoffs
Certain jobs under Civil Service are seasonal. Others can be affected by adverse economic conditions or
reduced operating budgets. City employees may be laid off whenever one or a combination of these
circumstances occurs.
Layoffs of employees represented by bargaining units are conducted according to their union‟s collective
bargaining agreement. All other layoffs of non-union represented employees are conducted in accordance with
the rules of the Board of City Service Commissioners.
Medical Examination
As a protection both to you and to the City, you are required to pass a physical examination prior to being
accepted for employment. The purpose of the exam, administered without cost to you by the City Health
Department, is to establish a record of your physical condition at the time you start work, and to assure your
ability to perform all duties and functions required by your job.
Nepotism
No person will be appointed to a civil service position if they are related by blood or marriage to the appointing
officer, appointing board, direct supervisor, or elected or appointed City official except as a result of regular
certification from an original or promotional eligible list established as a result of examination, in accordance with
Civil Service Rule VIII, Section 2.
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Outside Employment
For many of its Civil Service employees, the City of Milwaukee has no objection to part-time employment with a
private firm or industry. It must be understood, however, that the part-time work may, in no way, interfere with
the performance of regular City work. Before accepting part-time employment, check with your supervisor to
make certain that you are not violating City rules and that there is no conflict of interest between your regular
and your part-time work. Part-time work with another City department or the Milwaukee Public Schools is not
permitted.
Parking
Parking space in the vicinity of City Hall is very limited. A lesser problem exists if you work out of one of the
City's area stations or other outlying installations.
Because of the nature of their work, a few City officials and employees are assigned parking space at one of the
municipal garages or lots. This, however, is the exception.
City employees are encouraged to use public transportation or join a car pool to conserve energy as well as to
save money in parking fees. Please refer to the section on the Commuter Value Pass Program (CVPP).
Political Activity
Civil Service employees are prohibited during scheduled work periods, from engaging in the distribution of
badges, posters, bills, printed or written matter approving or favoring a candidate for nomination or election to
municipal political office. A civil service employee has the right to become a member of a political organization,
to attend political meetings, to express his/her opinions on all political subjects and to enjoy freedom from all
interference in casting his/her votes. You are encouraged to vote in all elections.
Probationary Period
As a City Civil Service employee, you will serve a probationary period. The "job tryout" is the last part of the
examination. This is your opportunity to become acquainted with your specific job duties and show your ability to
perform satisfactorily. Consequently, this time span is very important to you.
The length of a probationary period varies with job classification. For laborers, the time is six months. Other
employees have a six-month probation period, while most professional and managerial positions require longer
periods of one year or more. You may be dismissed without the right of a hearing or an appeal to the City
Service Commission at any time during your probationary period if your work proves unsatisfactory, or if you are
found to be in frequent violation of the rules.
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AT THE WORKPLACE
Punctuality and Attendance
The City has a right to demand of every employee these two things: punctuality in reporting for work on times
each day, and regularity of attendance at work. When you are late for work, you cause many other people to
delay starting their jobs. When you do not show up at all, you disrupt many other schedules. If you know you are
going to be late, or that you are going to miss a day‟s work entirely, inform your supervisor immediately. You
leave yourself open to disciplinary action if you fail to report to your assigned job or fail to call in on time as
required by the rules of your department. If you cannot COME IN, CALL IN!
Role of Your Supervisor
Undoubtedly the most important person in your working life is your supervisor. Supervisors are responsible for
carrying out the policies of management at all levels. They serve as a "link" between employees on a higher
level and those on a lower level. They are also an important source of information for new as well as seasoned
employees. Your supervisor can be very helpful in increasing your knowledge of the job you perform and of the
operation of the City in general.
Work Schedule
Most City employees work from 8:00 am until 4:45 pm, Monday through Friday, with 45 minutes off for lunch.
Some departments have found it necessary or more advantageous to begin and end their workday at times
other than the above. A few employees are required to work nights, Saturdays and Sundays. Check with your
supervisor to make sure you know your own work schedule. Other schedules may be instituted based upon
emergencies or special circumstances.
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PRIVILEGES and RESPONSIBILITIES
City Vehicles
A few City officials and employees are assigned a City vehicle to help them in the performance of their work.
Other employees must drive City-owned vehicles (IE, trucks, equipment) on their regular job. City vehicles are
clearly marked. As an operator of one of these, you are very much in the public "eye." Common sense dictates
that all equipment is treated with care and that special attention be given to the observance of all traffic safety
rules and regulations. Your "marked" vehicle demands that you set the example.
Equipment and Supplies
The City provides equipment and supplies necessary to the proper performance of your work. Misuse of
equipment or waste of supplies will result in higher costs of government. Serviceable life of most equipment can
be greatly extended through proper use and by preventative maintenance. It is a good rule to treat every piece
of equipment as though you alone will be required to replace it when it wears out.
Membership in Organizations
In general, there are no restrictions on your membership in social, professional, and labor organizations of your
choice, as long as their activities are within the law, and do not interfere with the performance of your work.
Public Contact
Because the City employs you, you have a critical public contact role. Your work, attitude and appearance are
all subject to close inspection by the public. In many cases, you are the only City employee some people know.
Individuals and their friends base their total judgment of the efficiency and character of their City‟s government
on the way you perform. To them, YOU are the City.
If you can take pride in the fact that you are doing your job well, others will catch the same spirit. The reputation
that your City enjoys depends largely on what you and your co-workers say about it.
When asked for information, do not give the questioner the "runaround." You cannot possibly know all the
answers, but you can make sure that you refer people seeking information to the right sources. Be courteous in
all your dealings with the public. Show a sincere interest in the problems that are directed to you. Never lose
your temper or give a "short" answer no matter how seriously you may be tempted to do so. Whether you want it
or not, you are on public display at all times when you work for the City.
Telephone Use and Courtesy
Office telephones are intended for use in City business matters. This does not mean you are forbidden use of
the telephone for urgent personal matters. The City realizes the foregoing of essential personal calls may result
in serious inconvenience to employees. Keep in mind, however, that the "personal use" privilege is easily
abused through too frequent, unnecessary and too lengthy calls. It can be curtailed or withdrawn completely at
any time.
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Special attention should be given to the handling of official calls. Answer promptly, in a friendly and courteous
manner. Should a call be misdirected to your phone, determine the correct destination of the call and arrange
promptly for its transfer. These are other worthwhile telephone tips:
Answer the phone before the third ring.
Answer any unattended phones near you.
Always identify your office and yourself.
If necessary to place a call on "hold," tell the caller "why" and return to the line frequently.
Speak clearly, pleasantly and naturally.
Keep all calls as brief as possible.
Always keep a City directory near the phone for reference.
Hang up the receiver gently at the conclusion of the call.
Above all, be courteous, helpful and friendly. The calling party will judge the entire City by
your telephone "personality."
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JOB CLASSIFICATION and INFORMATION
Exempt Employee Career Advancement
If you are exempt from Civil Service your supervisor has made you aware of some of the differences between
regular Civil Service and exempt appointments. One difference involves your eligibility to take City
examinations. While you may take regular "Original" open competitive examinations for which you qualify you
cannot take "Promotional" examinations. However, if you feel that you meet the requirements for a scheduled
Promotional examination you may send a letter to the City Service Commission stating your qualifications and
your desire to compete for the position through an open competitive examination. Such requests should be
made as soon as possible after the promotional examination is announced. The City Service Commission will
make a final determination regarding your request.
Job Classification
Jobs with similar responsibilities and requirements are given the same job classification by the Department of
Employee Relations for the purpose of determining appropriate wage and salary rates. For example, all
employees who do entry-level drafting work are given the title of Drafting Technician I and are placed in the
same pay range.
Job studies are made by the Department of Employee Relations at the request of department heads or through
the collective bargaining process to determine whether sufficient changes in duties and responsibilities have
occurred to warrant reclassification of a given position.
When the study is completed a report is submitted to the City Service Commission and copies are distributed to
the parties that requested the study. If the requesting party disagrees with the results of the study and appeal
hearing is scheduled before the City Service Commission.
A change in job classification requires approval by both the City Service Commission and the Common Council.
Call 286-3387 if you have any questions, or send email to aknick@milwaukee.gov. Information is available
online on Employee Relations‟ website www.milwaukee.gov/der/Compensation .
Personnel Record Changes
It is your responsibility to keep your personnel records correct and up-to-date. Please use the Employee Self-
Service website to change your personal information. Go to www.milwaukee.gov/der , click on "Employee
Benefits" then "Self Service."
Salary
As a new employee, you are probably starting at the first rate in your pay range. Each year you will advance one
pay step until you reach the maximum of your pay range. Your salary will then remain constant -- except for
justified, special or general pay increases -- unless you move to another job title through promotion or
reclassification. Special differentials, overtime pay, and time off practices vary somewhat by department and
should be discussed with your supervisor.
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Salary rates for each City job title and all special pay differentials are contained in an official Salary Ordinance
which is available for your reference at the Department of Employee Relations, Room 706, City Hall, or the
Legislative Reference Bureau located in the basement of City Hall, Room B-11. The Salary Ordinance is also
on Employee Relations‟ website www.milwaukee.gov/der/Compensation .
Special Groups under Civil Service
Not all City employees are subject to the rules and regulations of the City Civil Service. Separate commissions
and boards govern certificated employees of the School Board, Fire Department, and Police Department. Noncertificated
members of the School Board come under all provisions of the City Service rules, and most sections
of the "Rules of the Board of City Service Commissioners" manual apply to them.
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PAYCHECK INFORMATION
Direct Deposit
Direct Deposit is the safest, most confidential way to get your money into your checking or savings account. No
more worrying about lost, stolen, or damaged checks, or special trips to deposit your paycheck. You‟ll still
receive a pay stub from your payroll personnel. With Direct Deposit, your money is in your account on payday.
Whether you‟re on vacation, sick or traveling, your pay will automatically be deposited and available for your
use. There is a form in your New Employee Orientation materials folder. Otherwise, contact your department‟s
payroll personnel for a form.
Pay Days
City employees are paid on alternate Thursdays. To allow sufficient time for preparation of payrolls and pay
checks, your salary is delayed for two weeks following the period in which it is earned. Your payroll clerk or
supervisor will see that you receive your check regularly.
Payroll Deductions
Law requires certain deductions from your paycheck. Others may be arranged as a convenience to you. Law
requires Federal and state income tax withholding deductions, certain union "fair share agreement" deductions
and your contribution to Social Security. At your direction, automatic deductions can be arranged for the
purchase of United States Savings Bonds, contributions to the Combined Giving Campaign and United
Performing Arts Fund, or contributions to the deferred compensation savings program. Contact your payroll
clerk to arrange any or all of these voluntary deductions.
United States Savings Bonds
City employees may purchase United States Savings Bonds through payroll deduction. You can arrange for
regular deductions from your check toward the purchase of government bonds. When a sufficient amount has
accumulated in your account, the Office of the Comptroller purchases a bond in your name and mails it directly
to you. For an application go to: http://www.milwaukee.gov/der/Forms
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EMPLOYEE BENEFITS
More detailed information on Employee Benefits and forms can be
found at www.milwaukee.gov/der . Click on Employee Benefits.
Commuter Value Pass Program
What is the Commuter Value Pass (CVP)?
The City of Milwaukee is committed to doing all it can to minimize traffic congestion on our streets and freeways
and maximize the use of mass transit. This program is an economical and environmentally friendly way to
commute to and from work. The CVP is an unlimited use photo ID bus pass sponsored by Milwaukee County
Transit System (MCTS) for use on all MCTS buses, including freeway flyers and special event buses, at all
times that MCTS buses are running. There is no extra premium for the freeway flyers (within the County) or
special event buses.
How do I enroll in the CVP program?
The CVP program is open to all benefit full and part-time City employees and Seasonal Employees. Sworn Fire
and Police personnel are not eligible for this program. This program is not intended for dependents of City
employees. To enroll in the CVP program, you must make an appointment with Employee Relations to complete
an enrollment form and have your picture taken. Call Employee Relations at 286-8111 or 286-2988 to schedule
an appointment before the 15th of any month in order to have your pass by the first of the next month.
How long is the pass valid? Do I have to buy one each week?
That is the beauty of this program. The CVP pass is valid for 90 days at a time, one full quarter. At the end of
each quarter a new validation sticker will be issued to you that you are to stick onto your pass to re-validate it for
another quarter.
What is the cost of the CVP pass?
Effective 1/1/08, $30.50 per month! That‟s right…only $30.50 per month. The full cost of the pass is actually
$59.00 per month, but the City subsidizes almost half of the cost. This is quite a deal. If you ride the bus
regularly you know that weekly bus passes or tickets will cost you $16.00 per week in 2008. In a month‟s time
that equals minimally $64.00. So $30.50 per month is at least a $33.50 per month savings. The cash fare price
is $2, and the freeway flyer cash fare is $2.75.
How do I pay for the pass?
The $30.50 employee cost for this program is payroll deducted as an after-tax payroll deduction on the first
paycheck of each month. It doesn‟t matter when you enroll in the program, at the beginning, middle or end of a
quarter. Your deduction is always for the month of coverage. No more forgetting to buy a pass or tickets and no
more standing in line.
What if I only ride the bus one-way or I don't ride the bus while I'm on vacation?
Consider the cost of the CVP program at only $30.50 per month compared to the cost of buying a weekly bus
pass or 10 bus tickets. Each weekly pass or 10 bus tickets would cost you $16.00. Minimally there are 20 days
per month that you would ride the bus. If you bought bus tickets, you would have to spend $32.00 (2 x $16.00)
for 20 bus tickets to ride one-way. If you ride the bus full time and are away on vacation for two weeks, you
would still have to spend $32.00 to purchase two weekly passes at $16.00 each or 20 tickets @ $16.00 for each
10 tickets.
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Also consider the convenience of this program. You never have to remember to purchase another weekly pass
or bus tickets. If you work in the downtown area, consider how much it would cost you to park your car in a
garage or parking lot downtown, not to mention the wear and tear on your car. As long as you remain in the
program, you will have a valid unlimited use bus pass and none of the above concerns.
What if I want to dis-enroll from the CVP program?
You must contact Employee Relations by at least the 15th of the month before the month you want your dis-
enrollment to become effective. You are required to return your CVP pass to Employee Relations before your
dis-enrollment will be processed. Failure to return your pass will result in you having to pay the full $59.00 cost
per month for the remaining valid period left on your pass.
What if I want to re-enroll in the program at some future date?
If you dis-enroll from the CVP program, you will not be able to re-enroll for a period of 60 days. Until you tell us
differently, your enrollment will continue from month to month, year to year.
What if I lose my CVP pass?
You must safeguard your new CVP pass diligently. A lost pass is a costly inconvenience to you. Lost passes will
be replaced at $10 for the first replacement and $20 for all future replacements, with a maximum of 2
replacements per year. Until a replacement pass can be produced by MCTS, you have to pay full fare or find
another means of getting to work. Contact Employee Relations to order a replacement CVP pass.
Also, Seasonal Employees must remember to return their pass to Employee Relations when they are laid off in
the fall. This is especially important if your lay-off takes place in either the first or second month of a quarter. The
City is charged for any un-returned passes at $59.00 per month. This cost will be passed on to you.
Contact Employee Relations at 286-8111 to enroll in the Program or to make a change in the Program. You
may also send an email to tbiern@milwaukee.gov .
We schedule appointments every month between the 1st & 15th of the every month. Your enrollment is effective
the 1st of the next month. Make your appointment today and leave the driving to MCTS.
Deferred Compensation Savings Plan
The Milwaukee Deferred Compensation Plan (MDCP) is a supplemental retirement program offered to
employees of the City of Milwaukee. This fringe benefit allows employees to save now through pre-tax dollars
to supplement future retirement income. You can begin with as little as 1% of your annual income. Investing
through the MDCP allows you to not only defer federal and state tax withholdings on your current income, but
your investments will also grow tax deferred. The Plan allows you to choose from several investment options,
which range from fixed investment options to aggressive growth funds.
To receive additional information and enrollment forms, contact Nationwide Retirement Solutions Inc. , the plan
administrator at 414-276-2079 or 1-800-829-1183. Their website is: www.milwaukee457.com .
Employee Assistance Program (EAP)
The Employee Assistance Program (EAP) provides confidential help to City workers and their families and deals
with issues related to stress, depression, alcohol/drugs, gambling, emotions, conflict, domestic violence, family
and finances. The EAP Counselor will listen, give advice, and put you in touch with medical, social services, or
other helping agencies when specialized or long-term help is needed. Services are provided without regard to
race, sex, religion, ethnic background, or sexual orientation.
Who Is Eligible For EAP Services? City employees, their spouses and families are eligible for the services
provided by the EAP Counselor. (City employees include full and part-time, union and non-union, elected,
appointed and City service workers.)
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Who Operates The EAP? The City‟s EAP is operated by the City of Milwaukee, Department of Employee
Relations with the assistance of a joint labor/management steering committee. For more information, a
consultation, or to set up an appointment call the EAP Coordinator (286-3145). The EAP Counselor is located in
the Department of Employee Relations, 7th floor of City Hall (Room 701) . Office hours are Monday-Friday, 8:00
am - 4:45 pm. Website: http://www.milwaukee.gov/der/EAP
Which Issues Does The EAP Handle ? The City‟s EAP assists hundreds of people each year with a wide array
of personal problems such as:
Alcohol and Drug Abuse
Emotional Problems
Interpersonal Relations
Marital Problems
Child Rearing
Physical Illness
Mental Illness
Financial Difficulties
Stress Issues
Family Issues
Legal Problems
When Is There A Charge For This Service? There is never a charge to the employee or family member for
the services of the City‟s EAP personnel. However, if a referral to other agencies is necessary, the fees for
services of those agencies are usually based on income or covered by the employee‟s health insurance.
How Is The EAP Service Delivered? The EAP Specialist can be called directly for either an anonymous
phone consultation or an appointment for an in-person consultation. The EAP Specialist will assist in clarifying
problems, exploring solutions, and selecting the best course of action.
What about Confidentiality? All records, discussions, and referrals for persons seeking help from the program
are held in the strictest confidence. No release of this information can occur without the full written approval of
the person involved.
Employment and Income Verification
Buying a home or a car? Applying for a loan? Leasing an apartment? You‟ll need proof of employment or
income.
The Work Number service is used when you apply for a loan, need a reference check, lease an apartment or
any other instance where proof of employment or income is needed. You benefit from having control of the
process - by authorizing others access to your information.
Click on the following link to download the brochure (includes instructions):
http://www.milwaukee.gov/der/sitemap and click on "Employment Income and Verification Services (pdf)."
Flexible Choices (FSA)
The City of Milwaukee has implemented Flexible Choices to give you an alternative to high cost health and
dependent care expenses. The plan helps you reduce your taxes and increase your spendable income by
allowing you to pay for eligible expenses through the plan tax-free. You never have to pay Social Security or
federal income taxes on the money you contribute to Flexible Choices for these expenses.
There are three components to Flexible Choices: Premium Conversion, the Medical Expense Flexible Spending
Account, and the Dependent Day Care Flexible Spending Account. More information about these components
can be found in the Flexible Choices booklet in your health and dental orientation packet. You can also call the
Flexible Choices administrator, ProcessWorks, Inc., 1-262-827-7030 OR 1-888-868-2492, or visit their Internet
Site: www.myprocessworks.com .
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Funeral Leave
Funeral leave may be used because of death in the immediate family. Immediate family is defined as the
husband, wife, child, brother, sister, parent, mother-in-law, father-in-law, brother-in-law, sister-in-law, or
grandchild of the employee. Normally two or three off-days are permitted depending on the location of the
funeral. For the application go to: www.milwaukee.gov/der/Forms .
Group Life Insurance
Employees may participate in the City‟s group life insurance program that provides coverage approximately
equal to the employee‟s annual salary. The actual amount of insurance coverage is calculated by rounding up
to the next highest thousand dollars of our annual salary. For example, if your annual salary is $18,400, your
insurance coverage will be $19,000.
The City assumes the full cost of this insurance up to and including $24,000 for non-management/non-
represented employees and $35,000 for management employees. Represented employees covered amount
varies by union group. If your insurance coverage is higher than the dollar amount covered by the City, you will
pay the remaining premium. Premiums are paid through payroll deduction and cost 21¢ per $1000 of coverage.
For example, a non-management employee who makes $25,500 would receive $26,000 worth of life insurance
coverage and would pay 42 cents per month, for the insurance beyond the base coverage.
Management employees may purchase additional insurance coverage up to one and one-half times their annual
base salaries. The cost of this additional insurance is 21¢ per $1000 over the $35,000 amount covered by the
City. You should enroll for group life insurance before you complete six consecutive months of service with the
City or you will be required to wait for one year from the date of application; and then, at your own expense, you
must submit medical evidence of your insurability to the insurance company. If you are 49 years old or more
you must apply immediately.
At age 65 (regardless if you are still an active employee or have retired), the City picks up the entire premium
cost. Coverage, however, reduces to 50% of the policy‟s face value. For more information, call the Employees‟
Retirement System at (286) -3557 or visit www.cmers.com .
Health and Dental Insurance
Most City employees are eligible for health and dental insurance. In 2009, the City offers two different health
plans to all eligible employees:
1. UnitedHealthCare (UHC) Choice Plan - The City has contracted with the UnitedHealthCare (UHC)
Choice Plan to provide the following plan: UnitedHealthCare (UHC) Choice Plan
2. Basic Plan - The City‟s self-funded Indemnity Plan (administered by Anthem Blue Cross/Blue Shield
CMS)
Basic Plan Tier 1: This option is only available to Local 494-Electrical and MBCTC employees
only in 2009 and only until a new contract is settled.
The 2009 dental insurance plans offered by the City are:
1. WPS/Delta Dental
2. DentalBlue
3. Care-Plus Dental
4. FirstCommonwealth Dental/Guardian
NOTE: FirstCommonwealth Dental will not be offered in „2010.
Both health and dental plans offered, including specific HMOs available, may vary from year. During open
enrollment, which starts in October each year, you can change your health and/or dental plans. Any change you
make will become effective the following January 1. If you have questions related to the different insurance
plans, open enrollment, or payroll deduction amounts, contact the Department of Employee Relations -
Employee Benefits Division at (286) -3184 OR visit the website at http://www.milwaukee.gov/der (click on
"Employee Benefits").
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Holidays
New employees will receive holiday pay if they have been on the payroll for at least two days during the
calendar week in which the holiday occurred or the workday before and the workday after the holiday. No
holiday pay will be allowed if a holiday occurred within or immediately after a period of disciplinary suspension or
unauthorized absence.
Most City employees are permitted time off with pay on the following holidays:
1. New Years Day -- January 1 (see note)
2. Martin Luther King Day -- Third Monday in January
3. Good Friday -- Friday before Easter Sunday
4. Memorial Day -- Last Monday in May
5. Independence Day -- July 4 (see note)
6. Labor Day -- First Monday in September
7. Thanksgiving Day -- Fourth Thursday in November
8. Day after Thanksgiving Day -- Fourth Friday in November
9. Last normal workday before Christmas Day (see note)
10. Christmas Day -- December 25 (see note)
11. Last normal workday before New Year‟s Day (see note)
NOTE: Whenever Independence Day (July 4) falls on a Saturday, it is celebrated on the preceding Friday.
Whenever New Year‟s Day (January 1), Independence Day (July 4) or Christmas Day (December 25) fall on
Sunday, they are celebrated on the following Monday.
Regardless of your particular work schedule, you will receive all the holidays you are entitled to. If you are
required to work on a recognized holiday, you will be granted time off at a later date, or you will be given
overtime pay.
Injury Pay
If you sustain an injury while performing your normal duties and if, as a result, you are totally or partially
disabled, 70-80% of salary (tax-free) will be paid to you for a period not to exceed 250 workdays. It must be
understood that "injury pay" applies only where the disability is temporary, and that it is granted in lieu of
Worker‟s Compensation. Periodic medical certificates attesting to your condition will be required. The City may
require an independent medical examination to assure fitness to work. If the disability extends beyond one
year, you may then have the option of accepting sick leave benefits -- to the extent to which you have accrued
them -- or Worker‟s Compensation to cover the remaining period. Call 286-2020 for more information. For the
application go to: www.milwaukee.gov/der/Forms .
Jury Duty
Just as any other citizen, you, as a City employee, are subject to call for jury duty. During any periods of jury
service, you will receive your full pay from the City. You must, however, turn over all jury fees (excluding the
travel allowance) to the City Treasurer. When you are not actually assigned to a case or are released early, you
will be expected to report to your regular job. For the application go to: www.milwaukee.gov/der/Forms .
Long Term Disability (LTD)
The City has several Programs that can provide City employees with income when a disabling injury or sickness
prevents them from working. The City provides benefits through a sick leave, pension disability or terminal
leave benefit. In addition, the City also has the LTD program. This program will provide up to 60% of your pre-
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disability income after you have exhausted your accrued sick leave, have completed your "Benefit Waiting
Period", and are still unable to return to work because of a disabling injury or illness. Claim forms and additional
information are available from Employee Relations. Bargaining Unit/Employee Group and completion of the
"Eligibility Waiting Period" determine eligibility for this benefit. QUESTIONS? Call 286-2317 or 286-8111, or
send an email to tbiern@milwaukee.gov .
Military Leave/Training
Military leave, for the duration of the period of service, is granted to all City employees called to active duty in
the Armed Forces of the United States. Tenure and the right to return to your former position, or a similar one,
are retained provided you apply for reinstatement within prescribed time limits following your separation. Call
286-3394 if you have any questions.
War veterans who belong to the National Guard or any other organized reserve unit are granted leave with full
pay during their unit‟s annual training period. Non-veterans who belong to such reserve units are also granted
leave for annual training. If a non-veterans‟ military pay is less than the employee‟s regular City pay, the City
will pay the difference between the employee‟s military pay and the City pay to guarantee the employee a
combined amount equal to the City pay. This in no way affects vacation rights.
For more information on fringe benefits for the active employee in Military Service go to the following website:
http://www.milwaukee.gov/der/EmployeeBenefits/MilitaryLve
Office Support Continuing Education Incentive Program
The mission of this program is to create a more highly skilled, productive and flexible office support workforce
through continuous education in specific job-related coursework.
Employees holding one of the eligible office support classification titles are eligible to participate in this Program.
Employees must have passed an initial probationary period in one of the eligible titles.
An employee will receive a $200 incentive payment for successfully completing three (3) college credits of
eligible coursework for a maximum of four incentive payments ($800) while working in one eligible job title.
To see if your job title is eligible, please refer to the "ER-300" form on the Department of Employee Relations‟
website at http://www.milwaukee.gov/der/Forms. The Guidelines, Instructions and eligible Job Titles are
included in the document. Questions? Call 286-3650 or email to jkamme@milwaukee.gov . For the application
go to: www.milwaukee.gov/der/Forms .
Retirement and the Pension System
Most employees are automatically members of the Employes‟ Retirement System (ERS). General City
members may retire from the City at age 60, at age 55 with at least 30 years of creditable service, or at age 55
early retirements with at least 15 years of creditable service. Members of the Fire Department may be eligible
for service retirement at age 49, with 22 years of creditable service. Members of the Police Department may be
eligible at any age, with 25 years of creditable service. For a more detailed explanation of the pension plan,
refer to the ERS Member Handbook or call 286-3557. www.cmers.com .
Self-Service for Employees
With Employee Self-Service you can: a) notify personnel of changes about you; b) update your address and
phone number; c) maintain emergency contacts; d) view your paycheck; e) apply for and change benefits, etc.
Go to http://www.milwaukee.gov/der (click on "Employee Benefits").
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Sick Leave
In general, regular City employees, except certain seasonal employees, earn sick leave credit at the rate of 1¼
day per month. Management employees and some other union and employee groups can earn 1 day per
month under an incentive program to control sick leave use. These employees receive either an additional
vacation day or equivalent pay for not using sick leave during a four-month period.
In general, regular City employees may accumulate up to 120 days of sick leave credit. Some City employees
represented by certain Unions may accumulate more than 120 days of sick leave credit. Although you may not
use sick leave credit until you have completed six months of employment, the accumulation begins on the day
you start work.
Sick leave may be used when you, yourself, are actually sick. Sick leave may also be taken when you have
been exposed to a contagious disease or require medical attention. You are not entitled to sick leave to care for
a sick family member or if your illness is due to personal habits and irresponsibility, rather than uncontrolled
circumstances. Legitimate sick leave usage is encouraged, but sick leave abuse is subject to disciplinary
action.
Worker‟s Compensation and sick leave pay are not allowable for the same period. A medical certificate that
should specify the nature of the illness and the duration of treatment and disability must cover all sick leaves of
more than three days‟ duration.
Please contact your departmental payroll personnel for further information regarding sick leave eligibility.
Training and Development Workshops
The Department of Employee Relations - Training & Development Services Section provides services to assist
employees with their professional growth. The Section is located in City Hall, Room 706, or call 286-3650 or
email: jkamme@milwaukee.gov .
Training & Development Service's sources include in-house training seminars in a variety of job development
areas, a Training Bulletin; an orientation program for new employees on City personnel policies and benefits; a
Tuition Reimbursement Program; and a number of other services related to training and development.
As a City employee you may be selected to attend in-house training programs (listed in the Training Bulletins)
such as public contact, safety, business writing skills, supervisory skills, computer skills. You may also be
selected to attend short courses or institutes offered by local schools or organizations.
The Training Bulletin is posted on Employee Relations‟ website. To view current training opportunities, go to
www.milwaukee.gov/der/Training. You can also subscribe to email notifications of training opportunities. For
more information go to: www.milwaukee.gov/der/eNotify .
Each City department has a Training Information Coordinator who serves as the liaison to Training &
Development Services. Employees enroll in our in-house training programs through the Training Information
Coordinator. For a current list of departmental Training Information Coordinators, please go to:
www.milwaukee.gov/der/Training .
Tuition Benefit/Reimbursement Program
The City provides a tuition benefit program to help you do your present job more effectively and to prepare you
for promotional opportunities within City government. The amount of tuition reimbursement available to you will
depend upon the particular employee union or group to which you belong. Most employees are offered up to
$1200 per year for tuition, required textbooks, *equipment and *supplies. (*Only certain bargaining units are
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eligible for equipment and supply reimbursement). Please call Training & Development Services at (286) -3650
or (286) -3387 for information on reimbursement amounts and eligibility or visit our website.
Most employees are eligible to begin using tuition reimbursement for classes that start immediately after their
employment begins. Before you begin taking classes contact Training & Development Services at (286) -3650
or (286) -3387 if you have questions. Updated applications, guidelines, and the amounts chart are available on
Employee Relations‟ Internet site: www.milwaukee.gov/der/TuitionBenefit .
Use the ER-75 form for all Tuition and Membership Dues Reimbursement requests. Always use the latest
version of the application! Please refer to the application for instructions and guidelines attached to the
application or on Internet.
Vacation
Technically, you are not entitled to take your vacations until you reach the anniversary date of your employment.
In practice it is often necessary for your department to schedule your vacation in advance of the time you have
"earned" it. Should you leave the employment of the City prior to your anniversary date, you will be required to
repay any unearned time you may have used.
For most employee groups, unused vacation may not be carried over into the next year unless a vacation
planned for any of the last three months of the year is canceled at the request of management. Should this be
the case, up to one week of that vacation may be carried over into the first three months of the next year.
Check with your supervisor to see if any special provisions apply to unused vacation within your union or
employee group.
The following may vary by employee/bargaining unit contract. For more information check with your supervisor
or payroll clerk (based on full-time employment):
3.7 hours per pay period for employees who have completed less than 4 years of active
service.
5.3 hours per pay period for employees who have completed at least 4 years but less than 9
years of active service.
6.8 hours per pay period for employees who have completed at least 9 years but less than 14
years of active service.
8.4 hours per pay period for employees who have completed at least 14 years of active
service.
9.9 hours per pay period for employees who have completed at least 21 years of active
service.
10.5 hours per pay period for employees who were on the payroll, on leave of absence or
working toward year-round employment as of January 1, 1964.
10.8 hours per pay period for employees who were on the payroll, on leave of absence or
working toward year-round employment as of January 1, 1963.
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MOVING UP WITH THE CITY
Promotional Opportunities and Examinations
Only your own initiative and abilities in general limit opportunities for advancement in the City Service. A normal
method of promotion to a higher-level position is by examination. There are two types: "Original" examinations
that are open to all who meet the established requirements and "Promotional" examinations that are limited to
qualified Civil Service employees of the City.
Your best preparation for promotion is to learn your own job thoroughly and then study those positions directly
related to yours. These recommendations will also prove helpful in making your present work more valuable to
the City and more satisfying to you. Every encouragement is given to improve you professionally. Other sections
of this booklet discuss the City‟s Tuition Benefit Program and Training & Development Services‟ in-house
training programs.
Employee Relations has a Job Information Line that is a 24-hour recording of positions for which applications
are currently being accepted. The Job Information Line number is 286-5555. You may also call the general
office number at 286-3751 from 8:00 am until 4: 30 pm weekdays; OR, come up to the 7th floor of City Hall and
view the billboards outside of Room 706 for City job announcements. You may also view current City job and
promotional opportunities by going to Employee Relations‟ website at www.milwaukee.gov/der/jobs . You can
also subscribe to "E-Notify" to receive an email each time a new position, or a Transfer/Promotional opportunity
is posted to the website. For more information about "E-Notify" go to www.milwaukee.gov/der/eNotify .
Transfers
You may request a transfer to another department provided you completed your probationary period and are in
good standing in your current job. Your request must be approved by your department head and may be
granted depending upon the needs of the gaining and losing departments. The City Service Commission must
approve transfers. Keep in mind you may not use the transfer method as a means of obtaining a salary
increase, and that you must begin a new probationary period when you transfer. Call 286-3394 or 286-3395 for
more information.
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SAFETY IN THE WORKPLACE
Employee Safety
We care about your safety! There is always a certain amount of confusion when you start a new job...But don't
be confused about on-the-job safety. Remember -- no job is so important that it cannot be done safely.
Most departments and bureaus have written safe work procedures. If you work in one of these units, you will be
given a copy. Heed what you read. Whether you're new on the job or a veteran with years of experience, follow
safety instructions. They are meant to protect you, your co-workers and the general public. Willful violations of
safe work procedures may subject you to disciplinary action. Safety rules are work rules!
Safe work procedures...Make a commitment to safety.
Report fires immediately by calling 9-911 (in the City Hall complex dial "2150" for the City Hall
operator). Know the location of fire extinguishers and how to use them. Know emergency
procedures and never use elevators in a fire emergency.
Follow established rules and procedures and obey safety signs.
Know what to do in an emergency.
Handle hazardous materials according to instructions.
Wear required personal protective equipment.
Remove, repair or report safety hazards when you spot them.
Operate equipment correctly.
Avoid taking safety risks.
Take training seriously.
Report accidents promptly and cooperate in the investigation.
Contribute to work zone safety (keep your work areas neat and safe).
If you drive a city vehicle, obey traffic laws. (You pay your own fines for violations.) Safety
belt use is mandatory for drivers and passengers.
Report Injuries -- The City will always try to provide a safe work environment, and safe tools and procedures.
However, we know from past experience that someone may be injured at some time. First aid supplies are
nearby. Professional medical attention will be provided if needed. In any case, report any injury or near miss
promptly to your supervisor. This will protect your rights under the Wisconsin Worker's Compensation Act.
Clothing/Grooming -- Always wear clothing appropriate for your job. Avoid extreme styles -- spike heels, etc.
Wear sturdy shoes; sandals, canvas shoes, sneakers, etc. are not acceptable for most field and shop work.
Affected employees are eligible each year for an allowance toward the purchase of safety shoes.
A shirt is always required. No tank tops! Long trousers, please. Shorts, cut-off jeans, etc. are prohibited. Long
sleeves are mandatory in certain operations. Clothing requirements were established for your protection and
are based on the painful experiences of other employees. If you favor long hair and you work near certain
equipment, you may be required to wear a protective covering. Facial hair may need to be trimmed or removed
if the use of a respirator is required.
Lifting and Carrying -- Many injuries result from improper lifting and carrying techniques. Learn to lift and carry
safely and then always do it safely:
Stand with your feet slightly apart, facing the object to be lifted.
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Bend at the knees and get a firm grip on the object.
Bring the object as close to your body as possible.
Lift the object slowly, steadily and smoothly
Know where you are going before you make the lift.
Make certain the path is clear.
Setting down a load is lifting in reverse; let the leg muscles do the work.
To turn around, pivot with your feet. Don't twist your body.
If you need to lift the object above your waist, keep its weight centered by repositioning your
grip.
Get help if the load is heavy.
Personal Protective Equipment -- Certain jobs require the use of personal protective equipment. If your job is
one of these, you will be provided with what you need to work safely.
Safety Glasses
Hard Hats
Safety Vests
Respirators
Gloves
Hearing Protection
Etc.
If these items are provided, you are required to use them. Take care of them -- they are city property. Lose
them and you pay for them.
Office Safety -- Office workers are not immune to injuries. Remember these important office safety tips:
1. Open doors slowly. Approach closed doors with caution.
2. Do not try to lift more weight than you can handle. Ask a co-worker to help you with heavy
loads.
3. If you have to carry materials through a doorway, make sure there is adequate clearance on
the sides and at the top.
4. When carrying supplies, etc., be sure the pile is light enough to handle easily and low enough
to see over.
5. Desks or files should only be moved by qualified personnel using devices made for such
tasks. Please call the Buildings and Fleet Division for assistance.
6. Do not stand on desks, chairs, or open file cabinet drawers. Use a step stool or ladder as
needed to reach objects above shoulder level.
7. Move carefully when seated in a chair with wheels. Chairs with wheels may move suddenly
when the user‟s weight shifts from reaching or running in the chair.
8. When working with the upper drawers of a file cabinet, open only one drawer at a time to
prevent the cabinet from tipping over.
9. Close file drawers and cabinet doors open when not in use.
10. Use the file drawer handle to close the drawer to avoid finger pinch injuries.
11. Sharp objects such as pencils, scissors, etc. should be stored in a manner that does not
present a cutting hazard.
12. Do not carry a pencil behind your ear. When carrying a pencil in a pocket, keep the point
down.
13. Never store pencils or sharp-pointed objects on a desk with the points outward.
14. When using a paper cutter, keep your fingers away from the blade. Don‟t release your hold
on the blade handle while cutting. Never leave the blade in an upright position.
15. Never test a jammed stapler with your thumb over the staple ejection slot. Remove staples
with a staple remover, rather than your fingernails.
16. Pick up a sheet of paper by the corner to reduce the chance of getting a paper cut.
17. Use a letter opener to open envelopes or sealed packages.
18. Be sure to remove carbon, ink, or other chemicals from your hands before eating, rubbing
your eyes, blowing your nose, etc.
Remember ... Please contact your supervisor or the Employee Safety Section of the Department of Employee
Relations, Employee Benefits Division at (286) -2935.
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Injuries and Accidents
1. Report your work-related injury or illness to your supervisor as soon as possible.
2. Request your supervisor to complete the proper form (EB-49) and forward it to:
DER-Employee Benefits Division, Workers‟ Compensation Section, Room 706, City Hall.
3. The completed EB-49 form must be sent to the Worker‟s Compensation Section as soon as possible
after your injury. No benefits can be paid to you until we receive the completed EB-49 form.
4. In order to be eligible for Worker‟s Compensation benefits for lost time from work, you must receive
medical treatment that relates directly to your work injury, and the injury must be compensable under
the Worker‟s Compensation Act.
5. If you receive medical treatment for your injury, please be sure to advise the doctor/hospital to submit
their bills for services to the Worker‟s Compensation Section and not your group insurance (WPS,
Family Health, etc.).
6. Under the Wisconsin Worker‟s Compensation Act, you have the right to choose two doctors (not
including the Emergency Room doctor who treated you immediately after your injury) to treat and relieve
you from the effects of your injury.
7. If you decide to change doctors, you must contact the Worker‟s Compensation Section immediately at
286-2020 before receiving treatment from a third doctor.
8. If your medical problems recur and you believe that those problems are related to your work injury, you
must contact the Worker‟s Compensation Section immediately if you will be seeking medical treatment
or losing time from work.
9. All claims are investigated. Your full cooperation is needed to insure prompt payment of the benefits to
which you may be entitled.
10. If your claim is determined to be work-related, the medical bills sent to the Worker‟s Compensation
Section will be paid within 30 days from the date they were received, provided we have the proper
medical documentation and itemized bills.
11. Please include your name, date of injury and file number on any correspondence sent to the Worker‟s
Compensation Section.
12. If you have any questions please contact the Worker‟s Compensation Section at 286-2020.
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CITY POLICIES and GUIDELINES
Americans with Disabilities Act (ADA)
It is the policy of the City of Milwaukee (City) to provide equal employment opportunities for all employees and
applicants for employment with the City regardless of disability. It is the City‟s policy, in compliance with the
Americans with Disabilities Act (ADA) and the Wisconsin Fair Employment Act (WFEA) to prohibit discrimination
and harassment against a qualified individual with a disability, because of the disability, with regard to
application procedures, hiring, advancement, compensation, job training, discharge and other terms, conditions
and privileges of employment. The City will reasonably accommodate a qualified individual with a known
disability where such accommodation does not create an undue hardship on the operation of the City‟s
business.
It is also the policy of the City that harassment of an employee or applicant because of a real or perceived
disability or a record of a disability will not be tolerated. All City employees, vendors, independent contractors,
temporary workers, and other third parties with whom the City may contract with are expected to comply with
this policy and to take appropriate measures to ensure that such conduct does not occur. If an employee is
found to be in violation of this policy that employee will be subject to discipline, up to and including discharge.
Definitions
A "qualified individual with a disability" is a person who:
Has a physical or mental impairment that substantially limits one or more major life activities;
Has a record of such impairment; or
Is regarded as having such impairment.
A "qualified individual" is one who possesses the required training, skills, experience, education or other job-
related requirements of the job and who, with or without a reasonable accommodation, can perform the
essential functions of the job.
An "impairment" is a physical or mental condition, which currently substantially limits a major life activity.
Impairment is defined by state laws as a „real or perceived lessening or deterioration or damage to the normal
bodily function or condition, or the absence of such bodily function or condition‟.
An individual is "substantially limited" in a major life activity when the individual is either unable to perform a
major life activity or is significantly restricted as to the condition, manner or duration under which the individual
can perform the major life activity as compared to an average person in the general population. "Substantially
limited" is defined by state law as a real or perceived impairment, which makes achievement unusually difficult
or limits the capacity to work.
"Major life activities" include, but may not be limited to, caring for oneself, performing manual tasks, walking,
seeing, hearing, speaking, breathing, learning and working.
A "reasonable accommodation" may include, but is not necessarily limited to:
Making existing facilities used by employees or applicants readily accessible to and usable by
persons with disabilities;
Job restructuring, modifying work schedules, reassignment to a vacant position for which the
individual is qualified; and/or
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Acquiring or modifying equipment or devices, adjusting, modifying examinations, training
materials, or policies, and providing qualified readers or interpreters.
A function may be considered an "essential function" when:
The reason the position exists is to perform that function;
A limited number of employees are available among whom the performance of that job
function can be distributed; and/or
The function may be highly specialized so that the incumbent in the position is hired for his or
her expertise or ability to perform the particular function.
"Undue hardship" is an accommodation for which the cost outweighs the benefit.
Confidential Medical Records. All employee medical records are confidential and will be kept separate from
employee personnel records. All medical records, requests for accommodation and reasonable
accommodations will be kept confidential as required by law, except to the extent necessary to effectuate the
reasonable accommodation. When a reasonable accommodation has been given to an employee with a
disability pursuant to this policy neither the accommodation made nor the reason for the accommodation shall
be discussed with co-workers or other employees. If asked why a job modification has been made, the
responding supervisor, department head, etc. shall respond that the modification was made in compliance with
state and federal laws, which also strictly prohibit disclosure of any further information.
The following exceptions may apply with regard to confidential medical records, conditions or accommodations:
(1) Supervisors and managers may be informed regarding necessary restrictions on the work or
duties of the employee and necessary accommodation;
(2) First aid and safety personnel may be informed, when appropriate, if the disability might
require emergency treatment; and
(3) Government official‟s investigation in compliance with the ADA and/or the WFEA shall be
provided relevant information on request.
Results of pre-employment medical examinations, including drug tests, will be subject to the above
confidentiality provisions.
Production/Performance Standards
The City will engage in an informal, interactive process with qualified individuals with a disability in need of a
reasonable accommodation. The goal of this process will be to identify the precise limitations resulting from the
disability and potential reasonable accommodations that could eliminate any artificial barriers in the workplace
that will allow the employee or applicant with a disability to perform the essential functions of the job. This
process requires cooperation and participation by both the employee/applicant and the City. In no
circumstances, however, will the City lower quality, performance or production standards to make an
accommodation.
Interactive Accommodation Process
When an employee or applicant makes a request for an accommodation, the City will initiate an interactive
accommodation process with the individual. The City will make a good faith effort to work with the individual to
reach a reasonable accommodation.
An employee requesting a reasonable accommodation may make such a request orally or in writing to their
department personnel officer, immediate supervisor, section manager, department head, or to the Department
of Employee Relations (hereinafter referred to as „City representative‟) . If the employee request is made to his or
her immediate supervisor, the supervisor, or manager shall report the accommodation request or complaint, as
the case may be, to either the Department personnel officer or Department head, who shall initiate the
interactive accommodation process as outlined below.
The appropriate City representative will meet with the employee who has requested an
accommodation;
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The City representative will request information about the condition or impairment and the
limitations of the employee;
The City representative will ask the employee what he or she specifically is requesting as a
reasonable accommodation;
The City representative shall then investigate the feasibility and reasonableness of the
requested accommodation; and,
Either make the accommodation, discuss available alternative that would also be effective
reasonable accommodations or explain why the condition or impairment cannot be
reasonably accommodated without imposing an undue hardship
The determination of a reasonable accommodation is a cooperative process in which both the City and the
employee must make reasonable efforts to define an effective reasonable accommodation and exercise good
faith during the process. The interactive process is meant to identify the individual‟s functional limitations and the
potential reasonable accommodation that is needed. It does not guarantee that the employee will be given their
favored accommodation, but that the City will attempt to reach a reasonable and effective accommodation
where one can be given without creating an undue hardship.
The City is entitled to require the employee/applicant to provide reasonable documentation with regard to the
employee‟s/applicant‟s disability and functional limitations. The City may require documentation to establish that
the employee has an ADA disability, and that the disability necessitates a reasonable accommodation. All such
requests for documentation shall be job related and consistent with business necessity. In cases where a
disability is not obvious, the City may ask for documentation as to the nature, severity, and duration of the
impairment; the activity or activities that the impairment limits; and the extent to which the impairment limits the
employee‟s ability to perform the activities. If the requested documentation is ambiguous or insufficient, the City
may require the employee (or applicant) to sign a limited release allowing the employer to submit specific, job-
related questions to the employees health care provider and/or may request the employee to submit to a job-
related medical examination by a health care provider of the City‟s choice, at the City‟s expense.
Medical Examinations and Inquiries
The City will not ask job applicants or current employees about the existence, nature or severity of a disability.
Applicants may be asked about their ability to perform specific job functions. A job offer will be conditioned on
the results of a medical examination, which is required of all entering employees in similar jobs. Current
employees may be required to submit to a job related medical or psychological examination consistent with the
business needs of the City.
All candidates who accept employment offers for non-exempt positions are reinstated after resignation, or who
transfer from Milwaukee Public Schools must pass a pre-employment drug test as a condition of employment, in
compliance with the City‟s pre-employment drug testing policy. Exempt employees may be required to
successfully complete a pre-employment drug test if requested by the authorized appointing authority.
Drug and Alcohol Abuse
The ADA does not cover employees and applicants currently engaging in the use of illegal drugs. Tests for
illegal drugs are not subject to the ADA‟s restrictions on medical examinations. The City will hold illegal drug
users and alcoholics to the same performance standards and work rules as other City employees.
Safety
All City employees are required to comply with all workplace safety standards. The City is committed to
providing a safe work environment for all of its employees. Any applicant who poses a direct threat to the health
or safety of themselves or other individuals in the workplace that cannot be eliminated by a reasonable
accommodation will not be employed in that position. Similarly, current employees who become disabled and
pose a direct threat to themselves or others, which threat may not be eliminated by reasonable accommodation,
will be placed on an appropriate leave. An attempt will be made to place applicants and employees in positions
for which they are qualified and in which they do not pose a direct threat to the safety of themselves or others.
Coordination with Other Policies
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This policy regarding qualified individuals with disabilities will be coordinated with all other City policies such as
safety, workplace violence prevention, drug testing, job sharing, flextime, leave, etc. This policy will also be
coordinated with other applicable laws such as the Family Medical Leave Act, the Wisconsin Worker‟s
Compensation law, as well as Civil Rights laws. Because it is impossible to write a rule or policy which covers
every circumstance the City reserves the right to impose proper discipline as necessary to its efficient business
operations. The City reserves the right to amend or interpret this policy as necessitated by individual
circumstances and/or changes in state and federal laws.
Compliance and Complaint Procedure
It is the responsibility of all employees of the City to ensure that this policy is understood, abided by, and carried
out by everyone. All employees and staff are expected to cooperate and to support actively the efforts of the
City to ensure that this policy will be effective.
Employees or applicants who believe that they have been the victim of discrimination or harassment on the
basis of a real or perceived disability, or the record of a disability should immediately contact their department
personnel officer, supervisor or department head. In the alternative, individuals may contact the Department of
Employee Relations to report any perceived violations of this policy, or with questions or concerns regarding the
City‟s ADA policy. The Department of Employee Relations will be responsible for implementing this policy,
including investigation of claims, and resolution of reasonable accommodation, safety, and undue hardship
issues.
The appropriate City representative will provide confidential assistance to individuals in an attempt to resolve
issues regarding disability discrimination/harassment. In all cases, efforts should be made to resolve and correct
the discrimination/harassment issues prior to filing a complaint. If an employee wishes to file a complaint, he or
she may do so through DER or a Complaint Intake Advisor who is elected by each department‟s EEO
Committee.
Investigation of complaints will begin with a signed, written statement by the complainant, and will include the
parties involved in the complaint and any witnesses. Assistance in filling out the complaint will be provided if
necessary. Retaliation against an employee who has filed a complaint or has assisted in an investigation is
strictly prohibited.
Complaints will be investigated in a timely and confidential manner. All information concerning an applicant‟s
medical condition or a current employee‟s medical condition will be kept strictly confidential unless that
individual grants specific authorization to disclose it, to the extent necessary to efficiently investigate the
complaint. In no event will information concerning a complaint be released to or discussed with anyone who is
not involved with the investigation. The purpose of this provision is to protect the confidentiality of the
complainant, to encourage the reporting of incidents in violation of this policy, and to protect the reputation of an
employee wrongfully accused.
If an investigation reveals that a complaint is valid, supervisors and the department head or the Department of
Employee Relations will take immediate action to stop the discrimination/harassment, to prevent its recurrence
and to discipline an employee found to have violated this policy. Disciplinary action may include a verbal or
written warning, suspension or discharge. Complainants and witnesses should understand that they might be
required to testify in legal proceedings if their complaint results in disciplinary action being taken against another
individual.
QUESTIONS? Call 286-6210 or send email to rrduke@milwaukee.gov.
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Anti-Harassment Policy, City of Milwaukee
It is the policy of the City of Milwaukee to provide a work environment that is free from sexual harassment and
harassment or discrimination based upon race, gender, national origin, religion, age, disability, creed, color,
marital status, ancestry, sexual orientation, arrest record, conviction record, membership in the National Guard,
state defense force or any other reserve component of the military forces of the United States or this state or the
use or non-use of lawful products off the employer‟s premises during non-working hours. These categories are
protected under Section 703 of Title VII of the 1964 Civil Rights Act, as amended, as well as the State of
Wisconsin Fair Employment Relations Act.
Description Revised March 2004 -
Policy and Definition
It is the policy of the City of Milwaukee to provide a work environment that is free of harassment.
Sexual Harassment Defined
Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature
constitute harassment when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of
employment;
2. Submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual; or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual‟s work
performance or creating an intimidating, hostile or offensive working environment.
The following are examples of sexual harassment:
Verbal: Sexual innuendo, suggestive comments, jokes about gender specific traits, personal questions about an
employee‟s social or sexual life, sexual propositions;
Nonverbal: Suggestive or insulting noises, leering, making obscene gestures, displaying sexually explicit
materials, indecently exposing oneself, engaging in voyeurism; and
Physical: Any unwelcome touching including but not limited to pinching, caressing,
coercing sexual relations or sexual assault.
Sexual harassment by any staff member, manager, supervisor, or non-employee will not be tolerated. All staff
members are expected to comply with this policy and to take appropriate measures to ensure that such conduct
does not occur.
Harassment Based Upon Other Protected Categories
Harassment based upon any of the other categories listed above is also illegal and will not be tolerated. Such
harassment includes different treatment in terms of conditions of employment, hiring, promotion, assignment,
discipline, and discharge because of any of the protected categories listed in the "summary" above. Harassment
may also include, but is not limited to, ethnic slurs and other verbal or physical conduct when the conduct: (1)
has the purpose or effect of creating an intimidating, hostile, or offensive working environment; (2) has the
purpose or effect of unreasonably interfering with an individual‟s work performance; or (3) otherwise adversely
affects an individual‟s employment opportunities.
In addition to the above categories protected by law, the City of Milwaukee has a zero tolerance policy regarding
workplace violence. Workplace violence includes, but is not limited to threats by employees at any level,
harassment, intimidation, or bullying. There is no justification for actions that are abusive or intolerant. All must
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treat others with dignity and respect. Those employees whose unacceptable behavior continues will not be
tolerated and will face discipline, including removal from their positions.
Sexual Harassment Complaint Procedure
Any employee who believes he or she has been the victim of harassment, including, but not limited to sexual
harassment, should immediately inform his or her supervisor, department manager or the Office of Diversity
staff in Room 706 of City Hall. These parties will provide confidential assistance to individuals in an attempt to
resolve issues of sexual harassment or other types of harassment. In all cases, efforts should be made to
resolve and correct sexual harassment or other types of harassment issues prior to the filing of a complaint. If
an employee wishes to file a complaint, he or she may do so through DER or a Complaint Intake Advisor who is
elected by each department‟s EEO Committee.
Investigation of harassment complaints will begin with a signed, written statement by the complainant, and will
include interviewing the parties involved in the complaint and any witnesses. Retaliation against an employee
who has filed a complaint or has assisted in an investigation is strictly prohibited.
Complaints will be investigated in a timely and confidential manner. In no event will information concerning a
complaint be released to or discussed with anyone who is not involved with the investigation. The purpose of
this provision is to protect the confidentiality of the complainant, to encourage the reporting of incidents of sexual
harassment or other types of harassment, and to protect the reputation of an employee wrongfully accused of
sexual harassment.
If an investigation reveals that a harassment complaint is valid, supervisors and the department head will take
immediate action to stop the harassment, to prevent its recurrence and to discipline an employee they find
guilty. Disciplinary action may include a verbal or written warning, suspension or discharge. Complainants
should understand that they might have to testify in legal proceedings if their charge of sexual harassment or
other type of harassment results in a disciplinary action being taken against another individual.
Any employee who feels that he or she has been subjected to sexual harassment or other type of harassment
should contact his or her supervisor, the departmental Complaint Intake Advisor or Rebecca Reyes-Duke,
Human Resources Representative, at 286-6210. Complaint forms and other information are available on the
web at: http://www.milwaukee.gov/der/OfficeofDiversity or in person at the Department of Employee Relations,
Room 706, City Hall.
City Residency Requirement
As a condition of your employment with the City, you must be a resident of Milwaukee (not a suburb). If you are
a new employee and currently reside outside of the City, you must move into the City. Employees residing
outside the City should have their department contact the Department of Employee Relations - Administration
Division (286-3398) on relocation time allowance.
Only the City Service Commission has the authority to waive, for very special reasons and for short periods of
time, the residence requirement. The Commission is also the only body empowered to rule on actual residence.
Unless you meet established residence requirements, you are not entitled to receive your pay.
Section 5.02 of the City Charter requires City residency for its employees. Since the Milwaukee City Service
Commission has enforcement responsibility for this provision, the Commission has directed that the following
points be communicated to all employees:
1) Employees of the City of Milwaukee, whether regularly appointed or exempt, are required to
maintain a bona fide residence within the City of Milwaukee and are required to live at the
residence.
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2) Employees who believe they have a legitimate reason for residing outside of the City for any
period of time are required to request and receive permission from the City Service
Commission in advance of establishing such a residence.
3) Employees found to be in non-compliance with the residency ordinance may be subject to
immediate termination or discharge.
4) Employees with questions about the City residency requirements should contact either their
immediate supervisor or the Department of Employee Relations at (286-3398).
Personnel Policy #87/4 (9/16/87): City of Milwaukee employees are required to maintain their actual bona fide
residences within the City boundaries. Pursuant to Charter Ordinance, sec. 5.02, and Civil Service Rule VIII,
sec. 11, the City Service Commission is authorized to make determinations relative to cases involving dual
residency. The following is the Commission‟s policy with respect to such cases.
Dual Residency Policy Statement: In cases in which dual (or multiple) residency is an issue, a determination
shall be made as to which location constitutes the actual residence and it shall be that location which will be
considered in establishing whether an employee is in conformity with the intent of the Charter Ordinance and
Civil Service Rule. Maintaining a rented room or rooms or maintaining living quarters with a friend or relative,
when done principally for the purpose of establishing City residency shall not be considered as conforming.
Neither ownership of real property in the City with payment of taxes, nor voting in the City shall be deemed
adequate, unless the actual living quarters are in the City.
The determination of actual residency shall include but not necessarily be limited to an overall consideration of
the following factors:
1. At which location does the employee‟s family reside and attend school?
2. At which location does the employee keep his or her tangible personal property and effects?
3. At which location does the employee receive his or her correspondence?
4. At which location does the employee spend his or her time?
5. Which location does the employee list for official documents?
6. Which location is more suitable in terms of aesthetics, habitability, comparative comfort, convenience
and regular access?
7. At which location is habitation fixed without any present intent to move?
8. At which location is there an apparent intent to make a permanent domicile?
9. In the event that one location is owned and the other is rented, some presumption of residency shall be
applied to the owned property.
Decisions involving dual residency require judgment based upon the totality of circumstances present in each
case. The aforementioned are among the indicia that will be considered in applying that judgment on a case-by-
case basis. This underscores the fact that the intent of the Rule and Ordinance is to ensure that all employees
are actual bona fide residents of the City of Milwaukee and that the City Service Commission will not tolerate
subterfuge as a means of evading this unequivocal intent.
City Service Rules
To view the City Service Rules click on the following link: http://www.milwaukee.gov/der/Policies
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Domestic Violence Awareness Program: Breaking the
Silence, City of Milwaukee
Can you name a crime that...?
Contributes to low birth weight in children?
Causes business losses of 3 to 5 billion dollars per year?
Generates thousands of calls to the Milwaukee Police each year?
The answer is domestic violence , the leading cause of injury to women in the United States. In Wisconsin,
domestic violence is a crime .
During the past few years, we all have become more aware and more concerned about how domestic violence
(sometimes called wife abuse) affects our workers. Some estimates place the number of women battered by
their partners at 1 in 10 . Other research indicates that the number of battered women in our country may be as
high as 1 in 5 . With a city workforce of over 8,000 employees, it is likely that many of us are affected by
domestic violence, as victims, batterers, or friends and family members.
Since most domestic violence occurs in the home, the worksite may be one of the few places where a victim
feels safe. Imagine, though, how difficult it must be for a victim of continuing abuse to focus on their work.
Absenteeism, lateness, injury, emotional upheaval, frequent personal phone calls, and general distraction, are
some of the possible problems on the job that could be related to domestic violence. Batterers, too, may
demonstrate their problems through anxiety and inconsistent job performance.
The City of Milwaukee is working to create an environment supportive of victims who are facing these problems.
The "Breaking the Silence" project is aimed at helping coworkers, supervisors, victims and batterers themselves
to better understand the problems that cause and come from domestic violence. City workers can help those in
trouble find necessary services. Intervention in domestic violence cases may help victims maintain a
commitment to the job and to put some desperately needed order into their lives.
What is domestic violence? Domestic Violence is the abuse of power in a relationship. Abuse includes any
intentional bodily harm or pain caused to another person. Threats of violence, stalking, excessive control over
daily activities and forced sexual relations are often present in domestic violence situations.
Examples: Hitting, choking, slapping, punching, hair pulling, biting, restraining, kicking, rape, withholding
resources/money, controlling victim's comings and goings, isolating victim from family and friends.
Why do victims often stay in violent relationships? Family, friends, and coworkers must understand that
many factors make it very difficult for a victim to leave an abuser. Reasons given by victims for staying with
batterers include:
Economic dependence
Fear of greater physical injury to
themselves and their children if they
leave
Fear of losing custody of children
Belief that the batterer will change
Acceptance of abuse as a way of life
Pressure from family to "stay
together for the children"
Fear of the criminal justice system
Cultural and religious beliefs
Fear of loneliness
Shame, guilt
Aren't there as many battered men as battered women ? Men are also victims of domestic violence and
they, too, must seek help from police and counselors. U.S. Department of Justice figures show, however, that
up to 95% of victims of battering are women.
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Doesn't most domestic violence occur among poor people? Domestic violence is a serious problem in
cities and suburbs, in farming communities and small towns. People of all ethnic groups, economic classes, and
religious denominations are victims and batterers.
What can I do to help a coworker who has been battered? Tactfully approach a coworker you believe is a
victim and stress the importance of getting help. The longer the violence continues, the more brutal it is likely to
get.
Report harassing phone calls to supervisors or security staff.
If a known abuser is on the premises, contact security staff or police.
Listen non-judgmentally. Remember that it is very tough for victims to admit that they are
being abused.
Although it is not your responsibility to solve your coworkers' problems for them, awareness of legal and social
service resources can help victims of domestic violence help themselves.
To victims: Domestic violence is a crime. If you are in danger, call 911. Tell the police it's an emergency.
When they arrive, tell them the complete story. While they are at the scene, the police will connect you with the
Domestic Violence Hotline. The Hotline worker will give you information about counseling, restraining orders,
the criminal justice process, and will help you to determine if you need emergency shelter. If you are injured,
you will be transported for medical assistance.
If you choose not to call the police, be sure you have a safe place to go. You can call one of the domestic
abuse hotlines for help, even if you don't involve the police. You can also call the City's Employee Assistance
Program and the Common Council Task Force on Sexual Assault and Domestic Violence for information on
programs for both victims and batterers. Whether or not you want to stay with your partner, you need
counseling and support. YOU ARE NOT ALONE.
To batterers: When you are frustrated, angry, or depressed do you find yourself striking out at the person you
love? When you lose your temper and lose control, have you hit, punched, or behaved in a way that scares
you, your partner, or your children? If you have answered "yes" to either of those questions, it's time to make
some changes in your life. In order to stop hitting, you must first do some honest thinking and take responsibility
for your behavior. There are several confidential programs in Milwaukee designed to help you learn alternatives
to hitting. By learning to avoid abuse, you can help to put an end to your suffering and the suffering of those you
care about. Remember -- by hurting someone you love, you are not only destroying that relationship, but if you
have children, you are teaching them that violence is acceptable behavior. That lesson may last their lifetime.
Reach out -- it can help you to stop hurting.
AREA RESOURCES FOR VICTIMS AND BATTERERS
Shelters and 24-Hour Hotlines:
Sojourner Truth House
933-2722
Women's Crisis Line & Shelter
671-6140
Counseling:
Sojourner Truth House
933-2722
Milwaukee Women's Center
272-6199
Task Force on Battered Women & Children
643-1911
Asha Women of Color Project
264-7822
Restraining Orders:
Task Force on Battered Women & Children
276-1911
Lawyers Referral Service
274-6768
Programs for Batterers:
Batterers Anonymous/Beyond Abuse
643-4799
Nevermore
272-6199
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AREA RESOURCES FOR VICTIMS AND BATTERERS
Domestic Abuse Intervention Project
278-4679
City Government Resources:
Employee Assistance Program
286-3145
Common Council Task Force on Sexual Assault & Domestic Violence
286-2997
Drug Free Workplace Act of 1988
Under the Drug Free Workplace Act of 1988, the City of Milwaukee is required to maintain a drug free
workplace.
It is the City of Milwaukee‟s policy that the unlawful manufacture, distribution, dispensing, possession, or use of
a controlled substance by employees is prohibited in all City of Milwaukee workplaces. As a condition of
employment, City employees are required to abide by the terms of this policy.
Drug abuse in the workplace is not only illegal, but poses a safety threat to the employee, to the employee‟s coworkers
and the public. City employees must notify their supervisor of any criminal drug statute conviction for a
violation occurring in the workplace no later than five days after such conviction.
Any City employee who is convicted of a criminal drug statue violation that occurs in the workplace will have
appropriate disciplinary action taken against them up to and including discharge from employment. In lieu of
disciplinary action an employee could be required to participate satisfactorily in an approved drug abuse
assistance or rehabilitation program.
The City of Milwaukee‟s Employee Assistance Program (EAP) is available to help City employees who develop
behavioral/medical problems that may directly affect their work. Employees may use the EAP for self-referral.
However, in the case of a criminal drug statue violation, management may make a formal referral to the EAP in
lieu of disciplinary action.
For further information on the EAP program, employees may contact the Employee Assistance Coordinator at
(286) -3145.
Email Guidelines
E-mail allows people to communicate quickly and efficiently. It also encourages and stimulates flexible
interaction; enhancing the exchange of information and helping people do their jobs better. However, because
of its widespread use and ready availability, e-mail can also easily become subject to misuse and intentional
abuse.
Departments should make all e-mail users aware of the following specific guidelines. Users must understand
the potential liability and security risks associated with sending and receipt of e-mail. The following guidelines
represent "best-practices" that will help to ensure appropriate use of e-mail so as to avoid exposing individual
employees, the department and the city to undue risks.
State law, federal laws, regulations and legal decisions, City of Milwaukee Ordinances and Information Security
Policies provide the basis for many of the following guidelines. Consequently, departments are strongly
encouraged either to adopt the guidelines as written or to use the guidelines as the basis for developing
department-specific policy statements.
Authorization: City department managers bear responsibility for authorizing access to e-mail resources for
their employees. Departments should routinely review employee access privileges to determine if continued
access to e-mail is consistent with the duties of and will enhance the productivity of the employee and whether
the employee has used the resource effectively.
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Access: Any authorized user connected to the city‟s Wide Area Network will receive e-mail privileges. These
privileges enable the employee to use City equipment to send messages to and receive messages from
addresses both inside and outside of city government. Employees who do not receive access to e-mail as part
of their official duties may not, under any circumstances, use the e-mail account of another city employee to
send or receive e-mail.
Official Use: The City of Milwaukee encourages its employees to use e-mail for work-related communications,
to assist in providing services to citizens, and for any other activity that supports the city‟s mission. City
departments may also choose to authorize limited incidental use of the city‟s computer resources for personal
purposes as deemed appropriate. However, departments must ensure that such use does not impair the
employee‟s ability to fulfill his or her job responsibilities and does not impose any additional costs or liabilities on
the city. Under no circumstances should employees be permitted to use city equipment and e-mail systems for
illegal activities, profit-making ventures or political endeavors.
Viruses: In recent months e-mail attachments have become the most common method of spreading computer
viruses. Employees must scan all incoming e-mail for viruses, regardless of whether they contain an
attachment. Users should not open or attempt to read any file received as an attachment to e-mail unless
specifically requested or received from a trustworthy source. Even then, the e-mail and its attached file should
be scanned for viruses using reliable anti-virus software with up-to-date virus definitions.
Liability: Users must abide by all applicable laws, policies, and guidelines regarding the appropriate use of e-
mail. Users may not send messages that can be construed as scandalous, defamatory, libelous, obscene,
immoral or in violation of any intellectual property rights. E-mail users may not knowingly misrepresent
themselves or their employment by the city; in messages sent they must always identify themselves honestly,
accurately, and completely
City Property: All e-mail and/or Internet transmissions sent from or received through city computers (including
any incidental personal messages either sent or received) are considered city property. City and departmental
management reserve the right to examine, at any time and without prior notice, all e-mail, directories, files and
other information stored on data disks, computers, and/or other media.
Public Record Requests: Any e-mail messages transmitted or received using city systems are subject to
public records laws and any record keeping requirements that these laws entail. Requests from outside the city
for access to electronic files should be handled through the same procedures as requests for any other public
record. Thus, employees should not send out files containing city information without prior approval of the
department manager.
Privacy: Due to public records laws, and because e-mail administrators sometimes have no choice but to view
messages in performing regular maintenance, users should not assume any privacy or confidentiality for any
messages they transmit or receive via e-mail. Employees should choose a different mode of communication for
sensitive or confidential matters.
Security: E-mail does not offer a secure medium for communicating information. Users should always consider
that someone other than the intended recipient might read their messages; they can have no expectation of
confidentiality. Even following deletion, e-mail messages can be successfully recovered from system backup
files indefinitely. Therefore, users should never send confidential or sensitive information via e-mail.
Broadcast Messages: Broadcast e-mail messages should be used judiciously to communicate within a City
department or division or to all members of an interdepartmental work group and then only in support of city
business.
File Maintenance: Users should file e-mail in electronic folders or print important messages for filing and delete
unnecessary e-mail. Formal departmental communications should be maintained separately from informal
messages.
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Responsibilities: The City of Milwaukee trusts that its employees will act responsibly, and always in the best
interests of the taxpayers who support them and the customers who depend on them. Each individual is
responsible for complying with all applicable state and federal laws, and all City policies and standards when
using the City‟s e-mail system. City departments will be held accountable for the actions of individual
employees to ensure that conduct meets guidelines established for appropriate use of e-mail.
The city will establish any and all policies necessary and monitor operations to protect employees from creating
legal liabilities and negative publicity for themselves and the city. Violations of any policies or standards can
result in disciplinary action against the employee in accordance with local, state, and federal law and City
administrative rules. Persistent abuse of e-mail by City employees can result in permanent revocation of e-mail
privileges for the person or persons involved.
Equal Employment Opportunity
As a local governmental agency, the City of Milwaukee is committed to the policy that it shall provide equal
employment opportunities to all qualified persons without regard to their race, religion, color, age, disability, sex,
national origin, sexual orientation, marital status, membership in the military reserves, creed, ancestry, arrest or
conviction record, use or nonuse of lawful products away from work. In adhering to this policy, the City abides
by the Wisconsin Fair Employment Act, Title VII of the Civil Rights Act of 1964, as amended, the Americans with
Disabilities Act of 1990, and by other applicable statutes and regulations relating to equal employment
opportunities. Consistent with its employment standards, the City of Milwaukee is committed to achieving
excellence through diversity. The City of Milwaukee fosters an environment that recognizes and is respectful of
the diversity of all of its employees and of the citizens it serves.
The City‟s Policy on Equal Employment Opportunity/Affirmative Action represents its commitment to a
nondiscriminatory work environment for all qualified applicants and employees. The City of Milwaukee is an
employer who values the diversity of its employees. The City recognizes that the effectiveness in using the
talents of people of different backgrounds, experiences and perspectives is key to improving the programs and
services provided to the citizens we serve. The concept of racial and cultural diversity strengthens the
workforce as whole. (Mayor John O. Norquist Policy Statement, October 2000)
If you are a City employee and have any questions regarding discrimination as it relates to your employment,
you should contact the Office of Diversity at 286-6210. You may also contact the following agencies:
Wisconsin Dept. of Workforce Development
Equal Rights Division
819 North 6th Street
(414) 227-4384
Equal Employment Opportunity Comm. (EEOC)
Milwaukee District Office
310 West Wisconsin Avenue, Suite 800
(414) 297-1111
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Exclusion from Employment Policy for Employees with
Symptoms of Novel H1N1 Influenza Virus (2009-2010
Influenza Season) - Revised 09/24/09
To view the Fact Sheet and Notification Statement, go to www.milwaukee.gov/der/Policies .
Given the continued and unmitigated transmission of Novel H1N1 Influenza Virus ("Swine Flu") globally and in
anticipation of the upcoming seasonal influenza epidemic in the Northern Hemisphere, the U.S. Centers for
Disease Control & Prevention (CDC) is recommending that employers, including the City of Milwaukee, consider
implementing appropriate measures to limit or slow any further spread of any flu virus circulating in our
communities, schools, and workplaces during the 2009-2010 Influenza Season. This Policy specifically
addresses employment considerations in relation to absences from work and the exclusion of City employees
from employment based on current flu conditions, including both seasonal flu and H1N1 flu.
NOTE: In this document, the terms "novel H1N1" and "H1N1 Flu" are used interchangeably. This policy
is subject to change at the recommendation of the City of Milwaukee Health Department based on new
information or changes in the severity or transmission of seasonal or H1N1 influenza within the
community or changes in recommendations from federal or state public health authorities.
POLICY STATEMENT
It is the policy of the City of Milwaukee to generally adhere to the guidance provided by the U.S. Centers for
Disease Control and Prevention (CDC) to decrease the spread of seasonal flu and H1N1 flu in the workplace
and to help maintain business continuity throughout the 2009-2010 flu season. The City of Milwaukee
recognizes its responsibility in protecting the health and safety of its employees as well as limiting the negative
impact of influenza outbreaks in the workplace and within the general community.
This policy intends to reduce transmission among City employees, to help protect people who are at increased
risk of influenza related complications from getting infected with influenza, and to maintain and manage
municipal operations during peak seasonal and H1N1 influenza transmission within the community. The
following measures are intended to achieve both worker protection and continuity of City operations:
All well (non-ill) employees are expected to report to work as assigned.
Employees with flu-like symptoms should stay home and follow the return to work protocol
described below.
Employees who appear to have a flu-like illness upon arrival to work or become sick during the work
day should be promptly separated from others and sent home.
Note: Wisconsin State Statutes authorize the Commissioner of Health or his designee to adopt all
measures necessary to prevent, suppress and control communicable diseases. The Rules of the Board
of the City Service Commissioners further authorize and permit the Commissioner of Health at his/her
discretion to direct that any employee or group of employees whose work is such as to expose the
employee or employees to danger of contracting a contagious disease to undergo medical examination
as necessary for the protection of the interests of the service and for the protection of other employees
or the public.
Definition of Healthcare Worker
Health Care Workers, for purposes of this policy, include Public Health Nurses, Clinic Assistants, Laboratory
Staff, Social Workers, Fire Department personnel responding to medical service calls, and others who work
directly with patients or in clinical settings.
Continued on next page…
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Definition of "exposure" or "contact" to novel H1N1
For the purposes of this policy, "exposure" or "contact" means "within 6 feet for more than several minutes to a
person with known, probable, or suspected novel H1N1 influenza." This definition expressly excludes brief "in-
passing" contact, even if within the 6-foot radius. At the same time, this definition includes contact both within
the workplace and within community settings (home, etc.).
Definition of novel H1N1 influenza symptoms
According to the US Centers for Disease Control and Prevention (CDC), novel H1N1 flu symptoms means a
new onset of illness (during this outbreak) of fever (defined as a temperature of 100°F [37.8°C] or greater)
accompanied by either cough or sore throat.
EXPECTATIONS OF ALL EMPLOYEES
All employees - regardless of symptoms - are expected to take action to help prevent the spread of H1N1 by
covering their mouths and noses when coughing or sneezing, by frequent hand washing, including after
coughing or sneezing, and by avoiding contact with those who are ill (preferably 6 feet or more).
EMPLOYEES WITH SYMPTOMS: EXCLUSION FROM WORK / RETURN TO WORK
An important way to reduce the spread of both seasonal and H1N1 flu is to keep sick people away from those
who are not sick. Employees who have a fever and either cough or sore throat should stay home and not report
to work. An employee who reports to work will be excluded from employment if he/she is experiencing
symptoms consistent with seasonal or H1N1 flu (as defined above), or is diagnosed by a healthcare provider as
being infected with seasonal or H1N1 flu.
In general, employees with flu-like symptoms (as defined above) will be directed to stay home and will not be
allowed to return to work until the following have been satisfied:
1. General staff members (non-healthcare-workers) - may return to work after the fever has resolved for at
least 24 hours without the use of anti-fever medications (such as acetaminophen, aspirin, ibuprofen,
naproxen, etc). Note: persistence of cough or sore throat after fever has completely resolved does not
necessarily require continued exclusion from the workplace; such a situation should be managed as
with any other "routine" viral illness that might cause similar symptoms.
2. Symptomatic healthcare workers - one of the following must be met prior to return to work:
a. a public health approved test for novel H1N1 demonstrates a negative result, or
b. for 7 days from symptom onset or until 24 hours after the resolution of fever, whichever is
longer.
EMPLOYEES WITHOUT SYMPTOMS WHO HAVE BEEN EXPOSED: EXCLUSION FROM WORK / RETURN
TO WORK
Management of exposed but asymptomatic employees depends in part on whether or not they are healthcare
workers.
1. Asymptomatic general staff members (non-healthcare-workers) who are a known contact to a confirmed
or probable case, may continue to work as long as they have not developed a fever accompanied by
either cough or sore throat. If such symptoms develop, employees must follow the "Employees with
symptoms" section above.
2. Asymptomatic healthcare workers who are known contacts to confirmed or probable cases, but who
either a) used appropriate N-95 respirator protection during the contact, or b) have proven immunity
either via documented vaccination against novel H1N1 at least 7 days prior to exposure or via
documented PCR-positive history of prior infection with novel H1N1 at least 7 days prior to exposure,
may continue to work as long as they do not have a fever accompanied by either cough or sore throat.
If such symptoms occur, the "Employees with symptoms" section above should be followed.
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3. Asymptomatic healthcare workers who have had direct contact to a confirmed or probable case and
who have no prior immunity (see #2 above) and were not using an N-95 respirator during the exposure,
must either:
a. begin, continue, and complete an appropriate course of antiviral prophylaxis (but may not
remain at work unless they continue and complete that course of antiviral therapy, which is
typically at least 10 days duration), or
b. (if not taking antiviral prophylaxis) be excluded from contact with high-risk individuals in
clinical settings until 7 days have elapsed since the last exposure, assuming no influenza-
like symptoms have developed in the meantime. For the purposes of novel H1N1 influenza,
high-risk individuals include i) children under 5 years old, ii) pregnant women, and iii) people
ages 5-64 who have certain underlying chronic medical conditions such as pulmonary (e.g.,
asthma), cardiovascular, metabolic (e.g., diabetes), or immune compromise. This exclusion
can be accomplished by reassigning the employee to a non-patient-care or low-risk-patient-
only setting, or, if reassignment is not possible, by excluding the employee from the
workplace during this period.
EMPLOYMENT CONSIDERATIONS
ADA
The ADA provides limitations as to when and how employers may require medical examinations or request
disability-related information from applicants and employees. These limitations as well as the confidentiality
provisions of the Act apply regardless of whether the employee has a disability or not.
Although it is unlikely that H1N1 would be considered a "disability" under the ADA, some individuals with
disabilities may be at risk of experiencing severe complications from the virus. These individuals may request
work accommodations in an effort to minimize their exposure to the flu. In response to such requests,
departments should undertake the same analysis as they would in response to any request for an
accommodation.
The CDC has recommended that employers consider alternative work environments for employees at higher
risk for complications. Supervisors should not, without a request from an employee for an accommodation,
attempt to impose any changes or restrictions on an employee‟s work because of the belief that employee may
be at risk. Doing so could potentially expose the department to a claim of discrimination based upon a perceived
disability.
CARING FOR FAMILY MEMBERS
While sick leave benefits are not available to employees to care for household members who have flu-like
symptoms, vacation or comp-time leave may be scheduled and used per departmental regulations and policies.
Departments must carefully consider that employees with school-aged children may need to stay home to care
for their children. In addition, time without pay may be granted at departmental discretion to employees who
have exhausted other leave balances.
FMLA
Employees who are sick or whose family members are sick may be entitled to leave under the Family and
Medical Leave Act (FMLA) under certain circumstances. Medical reasons associated with the flu where
complications arise that create a serious health condition as defined by the FMLA may qualify as protected
leave. Employees are encouraged to consult with their Personnel/Payroll representatives to assess whether
leave under FMLA for their own serious health condition or that of a family member is available.
FLSA
For FLSA exempt employees, time away from work can be unpaid as long as it is in full-day increments if it is
voluntary and initiated by the exempt employee. For time off mandated by the City, the time away can be unpaid
only in full-pay week increments.
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LEAVE BENEFITS
Employees who are excluded from employment under this policy or who are simply too ill to report to work will
be eligible for paid sick leave benefits in accordance with Chapter 350-37 of the Milwaukee Code of Ordinances
and the applicable provisions of collective bargaining agreements. New employees will be able to use accrued
sick leave or vacation hours during the first six months of employment for absences under this policy.
MEDICAL CONSULTATION AND MEDICAL CERTIFICATION REQUIREMENT
Employees who are absent due to flu-like symptoms are encouraged to consult with their health care provider
by telephone. Employees who are pregnant or who suffer from chronic medical conditions (such as asthma,
heart disease, or diabetes) and who are considered to be at a higher risk for flu complications are urged to seek
medical consultation immediately for possible treatment with prescription antiviral medications. When possible,
City agencies should consider changing work duties, work location, or work schedules for employees who are at
high risk for flu complications (like pregnant women and people with certain chronic medical conditions like
heart disease, diabetes and asthma) to reduce the number of exposures to people that may have the flu.
Understanding that during this influenza season healthcare resources may be overwhelmed and that it may be
difficult for employees to get appointments with their doctors, departments may ( instead of shall ) require a
medical certification requirement for absences under this policy that extend beyond three consecutive work
days. This provision is limited to absences stemming from flu-like symptoms.
SICK LEAVE CONTROL POLICIES
Absences stemming from this policy shall not be counted as occurrences under Departmental Sick Leave
Control Policies. However, stay at home regulations, home visiting provisions and sick leave incentive
requirements will still apply.
SOCIAL DISTANCING MEASURES
Social distancing measures are measures intended to reduce the spread of a pandemic influenza viruses such
as H1N1 flu by reducing the level of direct contact between individuals during periods of rapid transmission of
disease within a community and limiting direct contact with individuals that are ill will flu-like symptoms. Some
examples of business social distancing measures include: minimization of face-to-face meetings, limiting the
number of group meetings and conferences, staggering work shift hours, creating physical barriers between
individuals, spacing workers farther apart in the workplace, and offering telework options. City departments
should review plans for implementing and expanding social distancing measures in their respective agencies at
the recommendation of the Milwaukee Health Department.
USE OF FACEMASKS DURING CITY WORKSHIFTS
The routine use of facemasks (surgical masks, dust masks, etc.) by City employees during the workshift in any
Department for purposes of reducing exposure or the spread of seasonal or H1N1 flu is not being
recommended by the Milwaukee Health Department at this time. Respiratory protection including the use of N-
95 respirators by City healthcare workers previously defined in this policy and who come into direct contact with
patients or work in clinical settings is being recommended to reduce potential routine and repeated exposure to
persons with flu-like symptoms. Use of N-95 respiratory protection requires medical evaluation and fit-testing of
individuals prior to the wearing per State and Federal Occupational Safety and Health regulations.
Family and Medical Leave Act (FMLA) Policy for General
City Employees
Go to the following website to view: www.milwaukee.gov/der/Policies
Furlough Policy and Administrative Guidelines
Go to the following website to view: www.milwaukee.gov/der/Policies
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Grievance Procedure for Management and Non-Represented
Employees (1997)
Summary:
Grievance Procedure for employees who are not members of certified bargaining units holding contracts with
the City.
This procedure is designed to apply to employees who are not members of certified bargaining units holding
contracts with the City. It does not apply to personnel employed by the Fire and Police Departments who are
responsible to the Fire and Police Commission and operate under rules and regulations set up by that body and
by their respective departments. Proper subjects to be handled by this procedure include terms and conditions
of employment. Exceptions to this procedure are requests of individuals and groups regarding changes in:
1. Salaries and wages
2. Fringe benefits
3. Overtime and overtime allowances
4. Position classification
5. Employment status (discharge, suspension, reduction)
The employee may choose someone to represent him/her at any step in the procedure. However, no person
hearing a case need recognize more than two representatives at any one time unless he so desires. If the
employee desires an employee of the City to represent him/her, that employee will have to receive permission to
be excused from his/her regular duties and would be acting on his/her own time.
An employee who wishes to file a grievance must do so within five working days following the action or
occurrence which gives rise to the issue to be grieved.
STEP 1
a) The employee and/or his/her representative will present his/her grievance orally to the employee's
immediate supervisor.
b) The supervisor will answer the grievance orally within five working days.
STEP 2
a) If the employee and/or his/her representative is dissatisfied with the supervisor's answer, he/she may
proceed by reducing the grievance to writing and submitting it to his/her immediate supervisor within five
working days.
b) The supervisor will answer the grievance in writing within two working days of its receipt.
STEP 3
a) An employee and/or his/her representative wishing to pursue a grievance will, within ten working days,
present it to his/her bureau of division head.
b) The bureau or division head will prepare an answer to the grievance and present it to the employee
within ten working days of its receipt. The answer may adopt the answer given at the previous step
without repeating it; may amend or modify it; or grant the plea of the grievance.
STEP 4
a) If the grievance has not been settled at the third step, the employee and/or his/her representative may
submit an appeal within ten working days to his/her department head.
b) The department head will present his/her answer to the employee within ten working days of its receipt.
The answer may adopt the answer given at the previous step without repeating it; may amend or modify
it; or grant the plea of the grievance.
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STEP 5
If a grievance has not been resolved at the fourth step, it may be appealed to the City Service Commission. The
appeal must be submitted by the employee and/or his/her representative within thirty working days of the fourth
step disposition. This appeal must contain a complete statement of the facts of the grievance and it‟s
processing to date. Upon receipt of the grievance, the Commission, after reviewing the facts, shall have the
option to:
a) Affirm the disposition submitted by the department head at the fourth step;
b) Return the grievance to the department head for further study and clarification;
c) Order a hearing on the matter.
If the Commission affirms the disposition of the department head, there shall be no further appeal. If the
Commission returns the grievance to the department head for further study and clarification, the department
head shall resubmit the grievance to the Commission within ten working days. If the Commission decides that a
hearing is in order, it may:
a) Hear the grievance;
b) Designate one or more Commission members to hear the grievance.
c) Designate the Employee Relations Director to hear the grievance and report his/her findings to the
Commission.
The Hearing Officer (or Officers) shall render a decision in writing within thirty days of the hearing. If a hearing
has been conducted by other than the Commission, either party may, within fifteen days of its receipt of the
decision, request a review by the Commission. This review, if granted, will be held in absentia. A Commission
award may be retroactive up to thirty days prior to the formal initiation of the grievance.
All grievance initiations, dispositions and appeals will utilize the appropriate forms provided by the City.
Distribution will be as follows:
Initiation and Appeal Forms:
Original - Department
3 copies - City Service Commission
1 copy - Employee
Disposition Forms:
Original - Employee
3 copies - City Service Commission
1 copy - Department
1 copy - Employee representative
Any grievance having been answered and not appealed to the next step within the allotted time shall be
considered resolved as of the previous disposition. Time limits for any step in the procedure may be extended
by agreement of the parties.
Internet Use Guidelines
The Internet represents a value-added working tool that offers great benefits to its users and to the city.
Unfortunately, Internet access can also divert attention from productive work practices and heighten security
risks. Inappropriate use of Internet resources can also increase the city‟s exposure to liability and make city
networks more vulnerable to hackers, virus infections, and other dangers.
Departments should make all Internet users aware of the following specific guidelines. Users must understand
the potential liability and security risks associated with use of City equipment to access the Internet. The
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following guidelines represent "best-practices" that will help to ensure appropriate Internet use so as to avoid
exposing individual employees, the department and the city to undue risks.
State law, federal laws, regulations and legal decisions, City of Milwaukee Ordinances and Information Security
Policies provide the basis for many of the following guidelines. Consequently, departments are strongly
encouraged either to adopt the guidelines as written or to use the guidelines as the basis for developing
department-specific policy statements.
Authorization: City department managers will determine whether Internet access is consistent with the duties
of and will enhance the productivity of an employee. Departments should routinely review employee access
privileges to determine if the employee has used the resource effectively and whether continued access to E-
mail is warranted.
Access: Authorized users connected to the City‟s Wide Area Network will receive Internet access privileges.
Employees who do not receive access to the Internet as part of their official duties should not be allowed to
access the Internet using another employee‟s account and equipment. When an employee assumes a new
position or responsibilities, the department should review his or her Internet authorization to determine the need
for continued access. Access terminations are accomplished by departmental notification to their respective city
Internet service provider.
Official Use: The City of Milwaukee encourages its employees to use the Internet for work-related research, to
provide services to citizens, and for any other activity that supports the City‟s mission. City departments may
also choose to authorize limited incidental use of the city‟s Internet resources for personal purposes as deemed
appropriate. However, departments must ensure that such use does not impair the employee‟s ability to fulfill
his or her job responsibilities and does not impose any additional costs or liabilities on the city. Under no
circumstances should employees be permitted to use city equipment and Internet access for illegal activities,
profit-making ventures or political endeavors. Departments should also prohibit use of city resources for playing
games against opponents over the Internet. The Information and Technology Management Division of DOA, if
requested, can assist departments in monitoring employee use of Internet resources with tracking software.
Viruses: Virus infection represents one of the most well-documented threats of Internet use. Employees must
scan all incoming files for viruses, whether downloaded or attached to electronic mail messages. Users should
not open or attempt to read any files received over the Internet that they did not specifically request, and should
immediately contact their network administrator upon receiving an unrequested file.
Copyright: Information placed on the Internet is the intellectual property of the person or organization posting
it. Users must be sure to cite their sources when using any text, ideas, software, or graphics copied from the
Internet.
City Property: All Internet transmissions sent from or received through City computers are considered City
property. City and departmental management reserve the right to examine, at any time and without prior notice,
all directories; downloaded text, image, audio and video files; and other information (business-related or
personnel) stored on data disks, computers, and/or other media.
Public Record Requests: Requests from outside the City for access to electronic files should be handled
through the same procedures as requests for any other public record. Thus, employees should not send out
files containing city information without prior approval of the department manager.
Security: Employees may not deliberately propagate any virus, worm, Trojan horse, or other program code that
interferes with or degrades operation of the city‟s computer systems or systems of another entity. Likewise,
users may not deliberately expose systems of the city or other entities to risk nor use city systems to attempt
unauthorized entry into secure areas of the city system or similar areas of other non-city systems.
Fee Resources: Access to some resources requires payment of an additional fee. Department managers may
want to require that staff seek prior approval for access to any fee-based Internet resources.
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File Transfers: Large file transfers should be done at times when they will not significantly degrade the
performance of the City network. Non-peak network hours are from 6:00 p.m. to 8:00 a.m. weekdays and any
time on Saturday or Sunday.
Discussion Groups: The Internet contains numerous discussion groups or forums where users may post
messages and exchange ideas. Many of these are useful places for research on topics of interest to City
departments. However, users may not knowingly misrepresent themselves or their employment by the city; they
must always identify themselves honestly, accurately, and completely. As with any other form of
communication, departments are responsible for any misrepresentation of official City policy made by
employees and posted to the Internet. Department managers may want to require prior approval for employees
to post messages to such locations.
Responsibilities: The City of Milwaukee trusts that its employees will act responsibly, and always in the best
interests of the taxpayers who support them and the customers who depend on them. Each individual is
responsible for complying with all applicable state and federal laws, and all City policies and standards when
using City equipment to access the Internet. City departments will be held accountable for the actions of
individual employees to ensure that conduct meets guidelines established for appropriate use of Internet.
The city will establish any and all policies necessary and monitor operations to protect employees from creating
legal liabilities and negative publicity for themselves and the city. Violations of any policies or standards can
result in disciplinary action against the employee in accordance with local, state, and federal law and City
administrative rules. Persistent abuse of Internet access by City employees can result in permanent revocation
of Internet privileges for the person or persons involved.
Pay Policy for Time Not Worked Because of Snowstorms,
Natural Disasters or Civil Emergencies
Revised 02/27/89 and 02/06/08
Summary:
City pay policy for time not worked because of snowstorms, natural disasters and civil emergencies when
departmental operations are maintained and employees either arrive late or are allowed to leave early or when
non-essential City operations are officially shut down by the Mayor.
Department Operations Are Maintained
When departmental operations are maintained and employees either arrive late or are allowed to leave early,
the following pay policies apply:
A.
FLSA nonexempt employees may use vacation, "Comp Time," or take the time off without pay for time
not worked.
B.
FLSA exempt employees cannot have a pay deduction for a partial day absence. Management
employees in Salary Grades 4 and above may use the "flexible schedule" provision established by
Chapter 350-5.3 of the Milwaukee Code of Ordinances for time not worked. Management employees in
Salary Grade 3 and below and other non-management, exempt employees may be required to make up
the time paid but not worked or they may elect to use vacation or "Comp Time."
Non-Essential City Operations Are Officially Shut Down By The Mayor:
The determination as to the personnel and/or activities deemed non-essential rests with the Department Heads.
When non-essential City operations are shut down by the Mayor the following pay policies apply:
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A.
FLSA NON-EXEMPT EMPLOYEES
1. Employees who reported to work, including those who could not gain admittance to City
facilities and report this to their supervisors immediately, are to be credited for at least
two hours of pay or the time they worked, whichever is greater.
2. Regularly scheduled straight-time hours not worked because of the shut down may be charged to
vacation or taken off without pay. If the employee prefers the hours can be paid and charged to 066,
Compensatory Time Taken Off, and made up at 1½ time. Employees with a positive compensatory
time balance who elect to be paid and charge Compensatory Time Taken Off, may be allowed to
makeup the snow time deducted from their balance at the discretion of the department.
3. On inclement weather days, when partial time is allowed for reporting to work, employees who call
in sick will be granted sick leave time in the amount equivalent to the actual time allowed for those
reporting to work. In addition, employees who are covered by the owed time provision will be
allowed to owe the time on the same basis and in the same manner as the employees who
reported. However, employees who were on sick leave the previous day or who provide a doctor's
certificate will be allowed full sick leave for that day.
B.
FLSA EXEMPT EMPLOYEES
1. Management employees in Salary Grade 3 and below and other non-management exempt
employees who reported for work, including those who could not gain admittance to City facilities
and report this to their supervisor immediately, are to be credited with at least two hours worked or
the actual time they worked, whichever is greater. They cannot have a pay deduction for the
balance of the partial day absence. They may be required to make up the time paid but not worked
or they may elect to use vacation or "Comp Time."
2. Full day absences due to the shut down are to be paid and charged to 066, Compensatory Time
Taken Off, and made up at 1½ time or, if the employee prefers, may charge this time to vacation or
the time may be taken off without pay.
3. Management employees in Salary Grade 004 and above covered under the Flexible Schedule
provision of the Milwaukee Code of Ordinances are to charge time not worked according to their
departmental flexible schedule policy.
NOTE: Please note that bargaining unit employees may also be covered by special pay provisions as provided
for in their respective collective.
Workplace Violence Prevention Policy (2/05), City Of
Milwaukee
Policy Statement
It is the policy of the City of Milwaukee and all of its agencies to provide a safe environment for its employees
and visitors, which is free of verbal or physical intimidation, threats, or violent behavior.
The City is committed to a zero tolerance policy for incidents or threats of violence by employees, visitors, and
the general public. In order to promote and support a workplace where dignity and respect are observed, the
CITY OF MILWAUKEE will not tolerate any acts of intimidation, threats, or bullying. All employees are
responsible for maintaining a safe work environment. All reported incidents in violation of this policy will be
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taken seriously and will be investigated. City employees found to have engaged in intimidating, threatening or
violent behavior will be subject to discipline, up to and including discharge, for the first offense.
Prohibited Conduct
The following list of behaviors, while not all-inclusive, provides examples of conduct that is prohibited:
Causing physical injury to another person;
Engaging in bullying or intimidating acts (whether directed at a specific person or not);
Aggressive or hostile behavior that creates a reasonable fear of injury to another person or
subjects another individual to emotional distress;
Comments (even if "joking") about violence or the possession of weapons in the workplace;
Physical or verbal abuse;
Stalking;
Engaging in behavior motivated by, or related to domestic violence;
Intentionally damaging City property or property of another employee or citizen;
Sabotage;
Possession or use of a weapon, firearm or dangerous instrument while on City property or
while on City business is prohibited except for law enforcement personnel.
Reporting Requirements
It is the responsibility of every employee to adhere to the standards set forth in this policy and to report violent,
threatening, intimidating, or other disruptive behavior. The following procedure must be followed:
Call 9-911:
If there is immediate danger.
Call 5522:
If in City Hall complex and there is no immediate danger.
Call 933-4444: If at other City location and there is no immediate danger.
(MPD Non-emergency Number)
If you reasonably believe another individual‟s behavior, actions or statements violate this policy but do not
believe there is an immediate danger (or if you have questions about this policy) report to your supervisor,
department manager, department head, or department personnel officer. You may also call Rebecca Reyes-
Duke, Human Resources Representative at 286-6210.
.
Complaint forms and additional information is available on the web by clicking the Office of Diversity button at:
www.milwaukee.gov/der/OfficeOfDiversity . Disciplinary action may result if the employee having knowledge of a
suspected violent act fails to report it or refuses to cooperate with the investigation.
Threat Assessment & Response Team
Purpose: A Threat Assessment & Response Team is an ad hoc team that is convened to assess a potential
workplace violence threat and to develop a management response plan.
When Activated: The team will typically be activated by the Director of DER or her designee at the request of a
department or division head or his/her designee in response to the manager‟s concerns about a potential
workplace violence threat and/or actual workplace violence.
Composition: The composition of the Threat Assessment Team will depend on the nature and origin of the
reported threat. The team would typically include representatives of the department affected, the Department of
Employee Relations (DER), the Police Department, the EAP, and the City Attorney‟s office.
Applicability
All employees, regardless of their position, are covered by and must comply with this policy. For purposes of
this Policy, the term "employee" shall cover current employees (civil service and non-civil service), applicants,
temporary workers, interns, independent contractors, vendors, volunteers, members of boards and
commissions, and elected officials.
Investigation
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Any reported violation of this policy will be investigated in a timely and confidential manner by staff within the
Department, staff within the Office of Diversity (DER), or in appropriate circumstance, by an outside investigator.
Employees are required to cooperate in investigations relating to this policy. Confidentiality will be maintained
throughout the investigatory process to the extent consistent with adequate investigation and appropriate
corrective action. The purpose of this provision is to protect the confidentiality of the complainant as well as the
accused, to encourage the reporting of incidents in violation of this policy, and to protect the reputation of an
employee mistakenly or wrongfully accused.
Action Following Investigation
Any individual or group who endangers the physical and/or emotional health, safety and well-being of another
may be subject to one or more of the following actions: Conflict resolution; counseling; administrative leave; a
referral to EAP; discipline; termination; physical removal; fines and/or civil and criminal penalties as provided by
law.
Retaliation Prohibited
There will be zero tolerance for retaliation against an employee who has in good faith filed a complaint of a
violation of this policy, or who has assisted in an investigation. Employees who report a violation of this policy,
or who cooperate in an investigation in compliance with this policy and who believe they have been retaliated
against should report this conduct as outlined above.
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MISCELLANEOUS
Blood Drives
Many City employees make periodic donations to the Blood Center. Employees who are in good health and
under 65 years of age are encouraged to donate. If you are willing to donate blood, contact your department's
blood drive representative. Please go to the City‟s Intranet site,"The MINT" to find out when the next blood drive
will be held. Go to http://mint.milwaukee.gov (see Employee Resources). The link for blood drive information
is under the "Miscellaneous" category. (Note: The MINT is only accessible on the City‟s system.)
Combined Giving Campaign
City of Milwaukee employees have a strong history of supporting the community through these annual
campaigns. Many employees use the convenient payroll deduction plan to contribute. Talk to your payroll clerk
or department representative for more information on these programs.
The Combined Giving Campaign helps agencies through the United Way, Wisconsin Combined Health Appeal
and ACHOICE. More than 16 human service agencies and organizations in the Greater Milwaukee area receive
funding from the campaign each year.
Grievances
The City of Milwaukee has an effective procedure through which you, as an employee, may obtain an answer
for any grievance you may have. If you have a grievance, you should first present it orally to your immediate
supervisor, either alone or accompanied by a union representative. If the grievance is not settled at the first
step, it should be reduced to writing and presented to your immediate supervisor.
The grievance procedure is not complicated; however it cannot be thoroughly explained here. Detailed
provisions of the Grievance Procedure can be obtained from your supervisors, your union representative, or
from the Department of Employee Relations - Labor Relations Division, Room 701, City Hall or call 286-2357.
Far from taking disciplinary action against the employee who submits a grievance, most department heads
regard the grievance as evidence of a breakdown in communication. Every fair and reasonable step will be
taken to resolve the problem. Grievance forms are available at: www.milwaukee.gov/der/Forms
Payment of Bills
Prompt settlement of lawful bills is your obligation wherever you work. Although the City Treasurer must
acknowledge judgments against your pay, there is no obligation to serve as a go-between with your creditors.
Failure to pay your just debts reflects unfavorable on the City. Because our creditors, who are taxpayers, are
also our employers, we have a special responsibility to avoid credit problems.
United Performing Arts Fund (UPAF)/Visions Campaign
City of Milwaukee employees have a strong history of supporting the community through these annual
campaigns. Many employees use the convenient payroll deduction plan to contribute. Talk to your payroll clerk
or department representative for more information on these programs.
The United Performing Arts Fund (UPAF) is a nonprofit organization formed to promote cultural and educational
activities in the arts in the Milwaukee area. Twenty-four arts organizations receive operating funds from UPAF.
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