EMPLOYEE RESOURCES

Notify the HR Department immediately if you close or change the account(s) in which you receive your payroll direct deposit. You will be required to fill out and sign a new Direct Deposit Authorization form.

If you have moved or have changed your name or phone number, please notify your supervisor and contact the HR Department.

HR information can be viewed online using the eSuites portal. If you have not set up your access to eSuites, or if you have forgotten the link or your login information, contact your supervisor or the HR Department. Changes cannot yet be made through the portal. If there are changes to any of your information, contact HR.

To ensure orderly operations and provide the best work environment, the City expects employees to follow rules of conduct that will protect the interests and safety of all employees of the City. While it’s not possible to list all the forms of behavior that are considered unacceptable in the workplace, there are examples listed in the City of Cullman Personnel Handbook.

Unsafe conditions and/or acts should be reported to your immediate supervisor. All accidents resulting in injury and/or property damage should be reported promptly to your supervisor. Any form of harassment (including sexual harassment) or abusive, taunting, or demeaning behavior – whether directed toward or witnessed by the employee – should be reported directly to Human Resources.

Refer to the Employee Handbook or consult a supervisor or HR for more detailed information on employee rules of conduct and on the following related topics:

• AWOL & Lateness Policy
• Dress Code Policy
• Information Systems Policy
• City Vehicle Policy
• Employee Travel Policy
• Off-Duty Work by Police Officers
• Political Activity Regulations
• Ethics Policy
• Progressive Discipline Policy

Prompt reporting of all workplace injuries and illnesses is very important! An employee who is at work when he/she becomes aware of an injury or illness must report it to his/her supervisor as soon as reasonably possible, but in no event later than leaving the workplace or eight (8) hours after becoming aware of the injury or illness (whichever is earlier). An employee who is not at work when he/she becomes aware of an injury or illness must report it as soon as reasonably possible by calling his/her supervisor and explaining that he/she is reporting a work-related injury or illness.

For further information, refer to your Employee Handbook or ask your supervisor.

VACATION LEAVE: Permanent employees shall accrue vacation or annual leave at the following rates:  During the first five (5) years of continuous service: 6 2/3 hours per month (24 hour employees: 10 hours per month); after five (5) years and through ten (10) years of continuous service: 8 2/3 hours per month (24 hour employees: 13 hours per month); after ten (10) years and through fifteen (15) years of continuous service: 12 hours per month (24 hour employees: 18 hours per month); after fifteen (15) years of continuous service: 13 1/3 hours per month (24 hour employees: 20 hours per month). Unused vacation leave may be carried over from one calendar year to the next up to a maximum of 240 hours (360 hours for 24-hour employees). No vacation benefits are provided to temporary or part-time employees. Probationary employees do not earn vacation leave for the first year of employment, but may be credited with the vacation he/she would normally have earned after successfully completing his/her probationary period.

SICK/PERSONAL LEAVE: Each employee shall earn sick leave at the rate of four (4) hours for each full bi-weekly pay period (6 hours bi-weekly for 24-hour employees). Sick leave may not be accumulated in excess of 960 hours (1440 hours for 24-hour employees). Sick leave may be granted for absences due to personal illness, illness or death in the immediate family, medical appointments, etc. Employees may use up to twenty-four (24) hours of sick leave earned during any one year as personal leave (36 hours for 24-hour employees). Personal leave must be taken during the year earned, and may not be carried over into successive years. Personal leave is given for the purpose of conducting personal business.

MILITARY LEAVE: Military leave shall be granted in accordance with the laws of the State of Alabama governing military leave.

LEAVE WITH PAY: Leave with pay may be authorized by the Appointing Authority for the attendance of official meeting, as a required witness for job-related matters only, for jury duty, and for any professional education required for an employee’s job, provided such leave is reported to the Human Resource Director.

LEAVE WITHOUT PAY: An employee may be granted leave without pay for a period not to exceed one (1) year, unless a request for an extension be approved, for sickness, disability, education, seeking nomination or election to any public office, or other good and sufficient reason not detrimental to the best interest of the City.

WORKERS COMPENSATION: Employees in the City Service are covered by Workers Compensation Insurance which compensates employees absent from duty because of bodily injury or occupational illness incurred in the line of duty.

For further information, refer to your Employee Handbook or contact HR.

SICK LEAVE: Each employee shall earn sick leave at the rate of four (4) hours for each full bi-weekly pay period (6 hours bi-weekly for 24-hour employees). Sick leave may not be accumulated in excess of 960 hours (1440 hours for 24-hour employees). Sick leave may be granted for absences due to personal illness, illness or death in the immediate family, medical appointments, etc.

PERSONAL LEAVE: Employees may use up to twenty-four (24) hours of sick leave earned during any one year as personal leave (36 hours for 24-hour employees). Personal leave must be taken during the year earned, and may not be carried over into successive years. Personal leave is given for the purpose of conducting personal business.

For further information, refer to your Employee Handbook or contact HR.

Permanent employees shall accrue vacation or annual leave at the following rates:

• During the first five (5) years of continuous service: 6 2/3 hours per month (24 hour employees: 10 hours per month).
• After five (5) years and through ten (10) years of continuous service: 8 2/3 hours per month (24 hour employees: 13 hours per month).
• After ten (10) years and through fifteen (15) years of continuous service: 12 hours per month (24 hour employees: 18 hours per month).
• After fifteen (15) years of continuous service: 13 1/3 hours per month (24 hour employees: 20 hours per month).

Unused vacation leave may be carried over from one calendar year to the next up to a maximum of 240 hours (360 hours for 24-hour employees).

No vacation benefits are provided to temporary or part-time employees.

Probationary employees do not earn vacation leave for the first year of employment, but may be credited with the vacation he/she would normally have earned after successfully completing his/her probationary period.

For further information, refer to your Employee Handbook or contact HR.

New employees will be required to serve a probationary period of no more than twelve (12) months. Any person employed as a police officer or firefighter who has not completed the minimum training required by law within the twelve (12) month probationary period shall not become a permanent employee until after the training is complete.

At any time during the probationary period, by written notice of for failure to complete required training, the Appointing Authority may notify the probationary employee that his/her employment is terminated, with or without cause.

Refer to your Employee Handbook or contact HR for more information.

ALWAYS CHECK WITH YOUR SUPERVISOR FOR YOUR DEPARTMENT’S HOLIDAY SCHEDULE OF OPERATIONS.

Classified employees are entitled to the following holidays:

• New Year’s Day
• Martin Luther King, Jr., Day
• Memorial Day
• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving (Thursday & Friday)
• Christmas Eve
• Christmas Day

Holidays falling on Sunday will be observed on the following Monday. Holidays falling on Saturday will be observed on the preceding Friday.

The classification plan provides for the grouping into single class positions of jobs involving substantially the same kind of work, work of equal difficulty or responsibility, and/or work of comparable qualification for work performance. The classification plan consists of a schedule of class titles, written specifications describing the nature and requirements of work positions of each class, and materials regarding the interpretation and application of the class specifications. The Personnel Board, through the Human Resources Director and Human Resource Officer, is responsible for continuous administration of the classification plan.

For further information on the classification plan, refer to your Employee Handbook or contact HR.

EXEMPT SERVICE consists of the following offices and positions:

• All elected City officials.
• Positions of voluntary personnel and personnel appointed to serve without pay.
• Consultants rendering temporary professional services.
• Positions involving seasonal or part-time employment.
• Such positions involving unskilled or semi-skilled work as may be determined and designated by the Personnel Board.
• All advisors, superintendents, supervisors, and heads of City departments who are appointed by the City Council or Mayor and who report to the City Council and/or Mayor.
• Attorneys rendering legal services.

CLASSIFIED SERVICE consists of all other offices and positions in the City, now existing or hereafter created, that are paid from City funds – except those which are specifically placed in the Exempt Service by the Civil Service Law and City of Cullman Personnel Rules.

Refer to your Employee Handbook or contact HR for more information.

The Human Resources Director is appointed by the City Council to assist the Personnel Board in carrying out the provisions of the Law and Personnel Rules. Duties include:

• Attending meetings of the Personnel Board and keeping the records of the Board.
• Acting for the Board in administering all provisions of the Law and Personnel Rules in accordance with specific directions of the Board.
• Under the direction of the Personnel Board, preparing rules and revisions and amendments thereto for the consideration of the Board, the Mayor, and the City Council.
• Establishing and maintaining a roster of all employees of the City.
• Preparing and instructing in the use of such forms, reports, and procedures as are necessary and appropriate to carry out the provisions of the Law and Personnel Rules.
• Providing for a system of checking payrolls, so as to determine that all persons in the classified service have been appointed in accordance with the Law and Personnel Rules and are being paid proper amounts for the duties of the class.
• Administering the examination program, evaluating the qualifications of applicants, establishing employment lists, and certifying eligibility of applicants to the Appointing Authority for the filling of vacancies.
• Assisting in carrying out administrative and technical activities of the Human Resources Department.
• Promoting employee morale and raising the standards of performance in the City Service.
• Assisting in establishing and administering a service rating system.
• Performing other activities in reference to personnel administration consistent with the Law, as required by the Personnel Rules, as directed by the Personnel Board, or as may be deemed necessary or desirable for effective personnel administration.

Michelle Bates currently serves as Human Resources Director.*

HUMAN RESOURCES PAGE

*Current as of October 29, 2021.

The City Personnel Board consists of three (3) members appointed by the City Council, and they serve staggered six-year terms. Functions of the Personnel Board include:

• Representing the public interest in the improvement of personnel administration in the City Service.
• To act in an advisory capacity to the Mayor and governing body on problems concerning personnel administration.
• As provided by the Law and by the Rules, to hear and decide appeals and protests of disciplinary action taken against a permanent employee.

Current Personnel Board members are Bill Hendrix, Freddie Day, and Wade Bentley.*

*Current as of October 29, 2021.

Yes. In order to provide equal employment and advancement opportunities to all individuals, employment decisions for the City of Cullman will be based on merit qualifications and abilities. Equal opportunities are provided to all applicants or employees regardless of race, color, religion, sex, national origin, age, disability, or other characteristics protected by law. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination. Contact the HR office with questions.

The City of Cullman has a Mayor/Council form of government. The Mayor is the official head of City government, and the City Council is the legislative policy-making body of government. The Mayor and five (5) City Council members are elected every four (4) years on a non-partison ballot and serve consecutive terms. The Council President is elected by the other City Council members. City Council meetings are held on the second and fourth Mondays at 7PM, but are subject to change due to holidays or other reasons necessary. City Council meeting agendas and minutes can be viewed here. For more information, visit our government page.