SUMMARY OF MAJOR CHANGES TO CITY OF OLYMPIA POLICIES

February 2017
#	Policy	Significant Changes
2	Credit Card	Allows use of credit cards for payment of invoices through ASD accounts payable process
9	Employment Status	Paid/Unpaid intern cannot work longer than 8 months, more than 19 hrs./week during school year, no more than 40 hrs./wk during breaks and no more than 1372 hrs/yr and must have a 13 week break prior to rehire
11	Injured Worker	Injured employees who decline light duty must use vacation leave rather than sick leave. Replaced “grey packet” sample and workers’ comp forms
15	Miscellaneous Expenses	Policy does not apply to non-employees who have contracted with the City.
17	Personnel Actions	When an employee has an increase in pay, the incumbent will move step for step to the new pay range. Updated Personnel Action Form (PAF)
18	Recognition Events	Requirement for department level written policies for recognition events must be established
21	Travel	Changed meal reimbursement limits with detailed receipt Added baggage fees as reimbursable expense

May 2016
#	Policy	Significant Changes
3	Discrimination and Harassment	Added language about a supervisor’s responsibility to address accommodation issues even if the employee does not ask for an accommodation. Added City Attorney to the list of individuals that an employee can report an incident of harassment/discrimination to.
4	Disciplinary Action	Added language indicating that the City Manager can ask for outside investigation of a complaint if necessary.
9	Employment Status	New language on hiring of interns.
13	Leave	Reordered for ease of reading. No significant changes.
20	Standards of Conduct	New language about lying during an investigation or to a supervisor, manager or department director about job related issues. New language about reporting a vehicle accident and stopping at the scene of an accident.
28	References	We combined the information that previously was contained in the old Policy and the Supervisors Corner. All info about references is not contained in Policy 28. Section 4.4-The word information was changed to guidance.

August 2015
#	Policy	Significant Changes
29	Flag Display	New policy added which follows the Washington State provisions governing the display of flags. All flags will require authorization by the City Manager.

March 2015
#	Policy	Significant Changes
20	Standards of Conduct	New sections i., j., k. were added requiring employees to report to their supervisor all traffic citations (traffic tickets) that they receive while driving a City vehicle and to report traffic citations for driving under the influence that they receive driving any vehicle.

January 2015
#	Policy	Significant Changes
9	Employment Status	Sections 4.5 and 4.6 now specify that individuals hired into non-benefitted positions (usually temporary and emergency positions) will have to have a 13 week (rather than 6 month) break in service before they will be eligible to be rehired into another non-benefitted position with the City. Section 4.4, d, provides new limitations on hours (1372) per year that an intern can work.
11	Injured Employees	Section 4.7, c., now mandates how leave will be utilized to augment time-loss compensation for injured workers.
13	Leave	General language clean-up throughout the Policy. Sections 4.6, b and 4.7 c. now requires that the Department Director or designee must approve Leave Without Pay and Shared Leave requests before the requests go to the City Manager. Section4.14,New language to comply w/ State requirement for 2 days of unpaid leave under certain circumstances.
17	Personnel Actions	Section 4.3-New language on eligibility for promotional opportunities. Section 4.8-New language about benefits when an employee takes an out-of-class, acting or other assignment for a period of time greater than 4 weeks.
19	Records Management	Section 4.4,c.,4, i-New language on limiting text messaging about City business to routine and transitory issues only.
20	Standards of Conduct	Section 4.1, h-Additional language requiring the all vehicle accidents involving City employees on City time be reported to a supervisor. Section 4.1, I,-Requires CDL holders to get immediately tested after being involved in a vehicle accident.
25	Workplace Violence	Section 4.1-Certain tools that contain a knife added as prohibited weapons, unless the employee’s job requires such a tool.
27	Public Disclosure	Section 6.17-RCW reference added.
28	References	New Policy requiring reference checks on new employees (previously in “Supervisor Corner and Administrative Guideline”).

August 2014
#	Policy	Significant Changes
3	Discrimination and Harassment Prohibited	Added definitions for “sexual orientation” and “gender expression or identity.”
13	Leave	Modified definition of family and otherwise cleaned up language.

March 2014
#	Policy	Significant Changes
9	Employment Status	Individuals hired into non-benefitted positions (usually temporary and emergency positions) will have to have a 6 month break in service before they will be eligible to be rehired into another non-benefitted position with the City.
11	Injured Employees	The Policy now contains a link to L&I Medical Providers.

October 2013
#	Policy	Significant Changes
	Disclaimer	Identifies the roles and responsibilities of management. Outlines the position of the City on the application of the Policies to the employees “at-will” status.
1	Anti-Nepotism	Replaces Nepotism guideline. No other significant changes.
2	Credit Card	This fiscal Policy was moved into Policies. No significant change in previous fiscal Policy.
3	Discrimination and Harassment	Replaces Compliance with State and Federal Discrimination Laws guideline. Reiterates the City’s support of diversity and inclusion. Sets out expectations for all employees, reporting requirements and supervisory responsibilities in the event of a report.
4	Disciplinary Action	Loudermill/Administrative hearing procedure explained in detail. “At Will” employment explained.
5	Drug and Alcohol	The new Policy combines the old Administrative Guidelines on CDL and non-CDL employees into one Policy that applies to all employees. Identifies specific parts of the Policy that only apply to employees that hold CDL licenses. States the City’s position on the use of prescription and over the counter medication that might affect the employee’s performance. States the City’s position on marijuana. Changes the accident damage value for when a post- accident testing is mandated. Clarifies the status of an employee who is involved in and accident or tests positive during a random drug test. Provides examples of possible disciplinary actions for employees that are arrested for DUI or test positive during random tests.
6	Emergency Disaster Reporting	Outlines reporting responsibilities and leave reporting expectations for employees during an emergency.
7	Employee Files	Contains explanation of how an employee’s personnel and medical files can be accessed and the employee’s expectation of privacy.
8	Employee Wellness	Replaced Employee Health Management. Discussion of medical files moved to Policy 7, Employee Files. Discussion of EAP moved to this Policy. Work Related/Non work related injuries/Workers compensation sections moved to Policy 11 Injured Employees. Reasonable Accommodation and Employees w/Disabilities sections moved to Policy 3 Discrimination and Harassment. Sick Leave/Domestic Violence Leave/All FMLA Leave/Pregnancy Leave/Mandatory Leave sections moved to Policy 13, Leave.
9	Employment Status	Contains a lengthy description of Exempt v. Non-exempt position status. Minor changes to intern designation. Limits hiring of Temporary Employees into other designations without a break in service. No longer includes language making a Temporary Employee a Regular Employee if Temporary appointment lasts longer than 8 months.
10	Holidays	No significant changes
11	Injured Employees	A new Policy which covers employees injured on the job and workers compensation. Contains specific direction for employees and supervisors on how to file a workers compensation claim. Contains explanation of what constitutes a workplace injury v. employee illness that occurs at work.
12	Job Sharing	Eliminates the need to have a competitive process.
13	Leave	All types of Leave are now covered under this single Policy. Employees needing a “leave of absence without pay” will have to get the approval of the City Manager if the leave is going to be for more than 80 hours instead of 10 days. New section on Leave for “exempt” employees.
14	Minor Performance Problem Resolution	No significant changes.
15	Miscellaneous Expenses Policy	This fiscal Policy was moved into Policies. No significant change in previous fiscal Policy.
16	Overtime	No significant changes.
17	Personnel Actions	Changes “initial evaluation period” to “Probationary Period”. Eliminates “Nine Month” positions. Adds to definition of “Out of Class Pay”.
18	Recognition Policy	This fiscal Policy was moved into Policies. No significant change in previous fiscal Policy.
	Reference Checking	Deleted
19	Records Management	No significant changes.
20	Standards of Conduct	Added Bullying to Prohibited Conduct. Added Use and Taking of City property to Prohibited Conduct.
21	Travel Policy	This fiscal Policy was moved into Policies. No significant change in previous fiscal Policy.
22	Whistleblower	No significant changes.
23	Work Schedules	No significant changes.
24	Workforce Management	Removes language allowing employee to “cash out” additional health benefits.
25	Workplace Violence	Every item purchase by the City belongs exclusively to the City and no employee expectation of privacy in City items. Personal items brought onto City property may be subject to search.
26	Technology	No significant changes.
27	Public Disclosure	No significant changes.
	Appendices	Deleted 3 of 5 appendices incorporating some of the language from the deleted appendices into various Policies.
	Forms	Some Policies now have links to access forms separately