Consider action to approve a Resolution of the City Council of Watauga revising policies 6.04 Classification and Compensation, 8.02 Vacation Leave, 8.03 Sick Leave, and 18.01 Inclement Weather of the Personnel, Administration and Financial Policies in the Procedures Manual.
Executive Summary & Impact
<span style="margin-left:0in;">City staff is proposing revisions to policies 6.04 Classification and Compensation Plan, 8.02 Vacation Leave, 8.03 Sick Leave and 18.01 Inclement Weather of the Personnel, Administration, and Financial Policies and Procedures Manual for clarification, improvement, and employee guidance on effective usage of the policy manual.</span><br><br><p style="margin-left:0in;"><span style="margin-left:0in;"><strong>6.04 Classification and Compensation Plan Policy</strong> revisions include allowing the COLA to be paid at an alternate date than the beginning of the fiscal year as presented this budget year for a January date. Also, the proposed addition of Field Training Officer (FTO) pay is being incorporated into the Classification and Compensation Policy as a result of the Meet and Confer deliberations requested by the Watauga Police Officers Association (WPOA). The provision establishes additional compensation for sworn Police Officers who are formally designated and assigned as FTOs, while clarifying eligibility and ensuring the additional pay is limited to approved FTO assignments.</span></p><p style="margin-left:0in;">The proposed Employee Cost Savings Incentive establishes a program to encourage employees to identify opportunities to reduce City costs, improve operational efficiency, enhance public service, or generate additional revenue. The program provides for a one-time award of up to $1,500 for eligible recommendations that result in verified savings or other measurable benefits to the City, subject to budget availability and City Manager approval.</p><p style="margin-left:0in;"><strong>8.02 Vacation Leave Policy</strong> The proposed revisions to Vacation Leave Policy 8.02 are intended to clarify leave administration, provide greater consistency in the application of vacation requirements, and address the treatment of accrued leave at separation. The revisions would allow employees with vacation balances exceeding the established maximum to temporarily carry over up to an additional 60 - 80 hours, with the balance being reduced to the applicable maximum on the final pay date in September. This provision does not increase the City’s vacation leave liability, as the excess hours would be reset to the established maximum prior to the end of the fiscal year reporting period. </p><p style="margin-left:0in;">The revisions also clarify that annual vacation leave requirements apply only to employees who have completed a full year of employment with the City and add the number of vacation hours accrued per pay period for that is more helpful for employees to see. Additionally, the policy would clarify that employees appealing an indefinite suspension will not receive a vacation leave payout until the appeal process has concluded, at which time any applicable payout will be processed in accordance with the policy.</p><p style="margin-left:0in;"><strong>8.03 Sick Leave Policy</strong> The proposed revisions to Sick Leave Po
Legislative Enactment & Roll-Call History
Official Legal Text & Codified Sections
OFFICIAL LEGISLATIVE RECORD — CITY OF WATAUGA Instrument / Docket Number: Ord. 2026-6. (Agenda Item 6.) Meeting: City of Watauga City Council Regular Meeting Date Enacted: 2026-09-14 Roll-Call Outcome: PASSED (7 YES - 0 NO) Category: Municipal Ordinance VERBATIM DOCKET TEXT & SUMMARY: <span style="margin-left:0in;">City staff is proposing revisions to policies 6.04 Classification and Compensation Plan, 8.02 Vacation Leave, 8.03 Sick Leave and 18.01 Inclement Weather of the Personnel, Administration, and Financial Policies and Procedures Manual for clarification, improvement, and employee guidance on effective usage of the policy manual.</span><br><br><p style="margin-left:0in;"><span style="margin-left:0in;"><strong>6.04 Classification and Compensation Plan Policy</strong> revisions include allowing the COLA to be paid at an alternate date than the beginning of the fiscal year as presented this budget year for a January date. Also, the proposed addition of Field Training Officer (FTO) pay is being incorporated into the Classification and Compensation Policy as a result of the Meet and Confer deliberations requested by the Watauga Police Officers Association (WPOA). The provision establishes additional compensation for sworn Police Officers who are formally designated and assigned as FTOs, while clarifying eligibility and ensuring the additional pay is limited to approved FTO assignments.</span></p><p style="margin-left:0in;">The proposed Employee Cost Savings Incentive establishes a program to encourage employees to identify opportunities to reduce City costs, improve operational efficiency, enhance public service, or generate additional revenue. The program provides for a one-time award of up to $1,500 for eligible recommendations that result in verified savings or other measurable benefits to the City, subject to budget availability and City Manager approval.</p><p style="margin-left:0in;"><strong>8.02 Vacation Leave Policy</strong> The proposed revisions to Vacation Leave Policy 8.02 are intended to clarify leave administration, provide greater consistency in the application of vacation requirements, and address the treatment of accrued leave at separation. The revisions would allow employees with vacation balances exceeding the established maximum to temporarily carry over up to an additional 60 - 80 hours, with the balance being reduced to the applicable maximum on the final pay date in September. This provision does not increase the City’s vacation leave liability, as the excess hours would be reset to the established maximum prior to the end of the fiscal year reporting period. </p><p style="margin-left:0in;">The revisions also clarify that annual vacation leave requirements apply only to employees who have completed a full year of employment with the City and add the number of vacation hours accrued per pay period for that is more helpful for employees to see. Additionally, the policy would clarify that employees appealing an indefinite suspension will not receive a vacation leave payout until the appeal process has concluded, at which time any applicable payout will be processed in accordance with the policy.</p><p style="margin-left:0in;"><strong>8.03 Sick Leave Policy</strong> The proposed revisions to Sick Leave Po