AGENDA TITLE: Adopt an Ordinance amending Ordinance No. M-116 and approving Personnel Policy Amendments. (FIN)


AGENDA DATE: 03/05/2018

ITEM#:  9


DATE SUBMITTED: 01/23/2018

PREPARED BY: TyRhonda Henderson

SUBJECT:  Approving Amendments to the Personnel Policy as recommended by the Personnel Policy Committee

EXHIBITS: Proposed Amended Personnel Policy, Ordinance







SUMMARY:    This ordinance proposes adoption of amendments to sections 4.02, 4.07, 4.16, and 6.17 of the Personnel Policy. The changes are summarized as follows:


  • 4.02 (I) Sick Leave: Payment on Separation from Employment

Remove paragraph 1 pertaining to “Employees hired prior to April 18, 1983”

Change policy wording from “60 days of accumulated sick leave” to “480 hours of accumulated sick leave”

  • 4.07 Funeral Leave

Change funeral leave to 55 hours for employees working 11 hour shifts to accommodate uniformed police officers

  • 4.16 Certificate/License Incentive Pay Program

Add 4 Certifications

§  Basic Animal Control Officer Certificate

§  Advanced Animal Control Officer Certificate

§  Animal Cruelty Investigation Certificate

§  Storm Water Management Certification

  • 6.17 Social Media Use

Addition of Social Media Use policy


The Personnel Policy Committee supports the recommendation of these changes to the Personnel Policy.


BOARD ACTION: The City Manager and staff recommend that the Mayor and Board of Directors approve these amendments at the February 5th Board Meeting. 






WHEREAS, pursuant to Ordinance No. K-570 the Personnel Policy for the City of Texarkana, Arkansas, was adopted and, thereafter has been amended, updated and restated (including, without limitation by Ordinance No. L-355); and

WHEREAS, it is necessary to further amend the Personnel Policy; and

WHEREAS, the City Manager and Personnel Policy Committee recommend the amendments set forth herein;  

NOW, THEREFORE, BE IT ORDAINED by the Board of Directors of the City of Texarkana, Arkansas that:

SECTION 1.  Section 4.02(I) of the Personnel Policy is amended (i) to delete everything beginning with “Employees Hired Prior to April 18, 1983,” through “Employees Hired After April 18, 1983: [;]” and, (ii) the phrase “60 days accumulated” appearing in the such section immediately following such deletion is revised to be “480 hours accumulated[.]”

            SECTION 2.  Section 4.07 of the Personnel Policy is amended to make funeral leave also available as follows: “fifty-five (55) hours for employees working eleven-hour shifts[.]”

SECTION 3.   Section 4.16 is amended to add the following certifications

Under “Animal Shelter” add:

Basic Animal Control Officer Certificate                  20/month

            Advanced Animal Control Officer Certificate           20/month

            Animal Cruelty Investigation Certificate                   20/month


            Under “Code Enforcement” add:

            Storm Water Management Certificate                        20/month


SECTION 4.  The following is added to the Personnel Policy as Section 6.17



This policy provides guidance on the use of social media for all City employees.  To fully understand the purpose of this policy, social media includes blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services that allow users to share information with others in a contemporary manner.


Employees need to understand and comply with the City’s Social Media Use policies.  Failure to do so, could result in disciplinary action or termination of employment.


Job-Related Use 


The City will allow job-related use of social media to further the goals of the City and the missions of its departments, where deemed appropriate.  All city employees that are authorized to post information to social media sites will be subject to approval by the department head or designee.  The City’s website ( will remain the City’s principal and predominant internet presence.


Employees shall maintain City related social media accounts separate from personal accounts, if practical.


Employees must receive a prior written approval from the department head or designee and agree to adhere to the City’s social media and/or computer systems policies prior to posting any content on social media.


Personal Use


Employees should be aware of the effect their actions may have on their images, as well as the City’s image.  The information that employees post or publish may be public information for a long time.  The following principles apply to professional and personal use of social media when referencing the City.


Employees should be aware that the City may observe content and information made available by employees through social media.  Employees should use their best judgment to not post content that is inappropriate or harmful to the City or its employees.


The following list, although not inclusive, provides specific examples of prohibited social media conduct that includes examples of posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment.


Employees are not to publish, post or release any information that is considered confidential or not public.  If there are questions about what is considered confidential, employees should check with the Human Resources Department and/or supervisor or department head.


Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions.  Employees should refer these inquiries to authorized City’s spokespersons.


If employees encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor or contact the Human Resources Department.


Employees should get appropriate permission before referring to or posting images of current or former employees, members, vendors or suppliers.  Additionally, employees should get appropriate permission to use a third party's copyrights, copyrighted material, trademarks, service marks or other intellectual property.


Social media use should not interfere with employee’s responsibilities at the City. The City’s computer systems are to be used for business purposes only.  The use of the City’s computer system and social media for business purposes is only allowed as described under Job-Related Use (ex: Facebook, Twitter, Instagram, Google, Flicker, etc. and the City’s website), but personal use of social media networks or personal blogging of online content is prohibited and could result in disciplinary action, including termination of employment.


Subject to applicable law, afterhours online activity that violates the City’s Standard of Conduct, Computer System Policy, and Social Media Use policies as described in the City’s Personnel Policy or any other company policy may subject an employee to disciplinary action or termination of employment.


SECTION 5.  Except as expressly set forth herein, the Personnel Policy as originally adopted and heretofore restated, amended and clarified remains in full force.  In the event of a conflict between the terms of this Ordinance and any prior Ordinance adopted by the City, the terms of this Ordinance shall control. 

PASSED AND APPROVED this 5th day of March, 2018.




Ruth Penny Bell, Mayor





Heather Soyars, City Clerk






George M. Matteson