Personnel Committee

PERSONNEL COMMITTEE AGENDA COMMISSION CONFERENCE ROOM 4243 REMEMBRANCE RD. NW. MONDAY, JULY 20, 2026 4:00 PM Call Meeting to Order - Record Attendance 1. Committee Members: Jessica Babcock, Elaina Huizenga-Chase, Steven Gilbert, and Gary Carey (Alternare) Discussion Items 1. Approval of Minutes from June 22, 2026 2. Section 130.4 Bereavement Leave Policy update 3. Update to the City Manager Contract - Severance Pay 4. Fire Chief Recruitment Update 5. Elected Officials Handbook Review Update 6. Department Updates 7. Adjournment Page 1 of 7  PERSONNEL COMMITTEE MEETING MINUTES COMMISSION CONFERENCE ROOM MONDAY, JUNE 22, 2026 5:00 PM Call Meeting to Order - Record Attendance Committee Members: Jessica Babcock, Elaina Huizenga-Chase, Steven Gilbert, and Gary Carey (Alternate) Also in Attendance: Shay Gallagher, Shannon Bales, Keith Mankel, and Melanie Grooters Discussion Items Approval of Minutes from March 23, 2026 Motion by Elaina A. Huizenga-Chase, seconded by Steven Gilbert to approve the meeting minutes from March 23, 2026. Motion Carried. FY 2026-2027 Pay Table Approval HR Director Shannon Bales reviewed updates to the 2026-2027 Pay Table noting market adjustments per the comprehensive study that took place in March 2026. Discussion followed. Motion by Commissioner Huizenga-Chase, seconded by Commissioner Gilbert to approve the 2026-2027 Pay Table adjustments. Paid Parental Leave Policy Approval City Manager Shay Gallagher presented the new policy for Paid Paternal Leave mentioning that it is similar to policies of area jurisdictions. The committee discussed the time frame for returning to work and edits to the policy were suggested. Motion by Commissioner Gilbert, seconded by Commissioner Huizenga-Chase to approve the Paid Paternal Leave Policy with edits as discussed. Fire Chief Recruitment Discussion Personnel Committee Minutes 6-22-26 Page 1 of 2 Page 2 of 7  Director Bales provided information on the previous recruitment firm that was used in the Fire Chief search in 2025 as well as other options. Discussion followed. Director Bales and Manager Gallagher will reach out to recruitment firms to gather more information. The committee discussed "must haves" that the city is looking for in a new fire chief. Other Business Director Bales spoke about the importance of updating the Elected Officials Handbook prior to new commissioners taking office this fall. She will email the handbook to the whole City Commission for review and edits. Discussion followed. Committee discussion continued regarding updating policies and procedures throughout city departments. Adjourned at 5:49 p.m. Personnel Committee Minutes 6-22-26 Page 2 of 2 Page 3 of 7  CITY OF WALKER HUMAN RESOURCES TO: Personnel Committee FROM: Shannon Bales, SHRM-CP, HR Director DATE: July 16, 2026 RE: Section 130.4 Bereavement Leave Policy Request was made by the City Manager to update the Bereavement Leave policy. We are proposing an update to the list of eligible family members and extension of the previously set time off. These revisions are intended to offer employees additional support during times of loss and to ensure our policy reflects a more inclusive understanding of family structure and loss. The proposed changes also better align with the policies of other Kent County municipalities. Approval is requested from the Personnel Committee to approve the updates to Section 130.4 Bereavement Leave policy as submitted. Any further questions, please feel free to contact myself or the City Manager. Page 4 of 7  SECTION 130.4 BEREAVEMENT LEAVE PURPOSE In the unfortunate event of a loss in an employee’s family member, the City of Walker offers bereavement leave to provide dedicated time for grieving, attending memorial services, and attending to final arrangements. POLICY For the purpose of bereavement leave, family relationships are defined below to determine eligibility and the appropriate duration of leave. In the unfortunate event of the death of an employee’s Iimmediate family members are defined as spouse, (father, mother, sibling, spouse, child (including pregnancy loss), mother-in-law, father-in-law, brother-in-law, sister-in- law, son-in-law, daughter-in-law, stepmother, stepfather, stepchild, grandparents, grandchildren, and legal guardians),. full-time and regular part-time employees will be eligible for up to three (3) consecutive leave days. In the event of death of an employee’s Extended family members are defined as aunt, uncle, niece, nephew, or spouse’s grandparent. or cousin Full-time and Regular Part-Time employees are eligible for the following paid leave of absence: ▪ Up to five (5) consecutive workdays of leave within the first thirty (30) calendar days following the death of an employee’s immediate family member. , an employee is allowed one (1) day ▪ Up to two (2) consecutive workdays of leave within the first thirty (30) calendar days following the death of an extended family member. ▪ Up to one (1) workday of leave to attend the funeral or memorial service of any other family member if the service falls on an employee’s scheduled workday. which must be drawn from his/her sick bank credits. In extenuating circumstances relative to death/funeral (e.g. requiring long distance travel), the employee is allowed additional time off which the employee must draw from his or her sick bank. Workday as mentioned above means the employee’s regularly scheduled shift. All department supervisors will be responsible for the application and enforcement of the policy within their respective departments. Proof of family emergency leave may be requested by the department supervisor. PROCEDURE Page 5 of 7 An employee should notify their supervisor as soon as reasonably possible that bereavement leave is needed and the timeframe expected to be off work. The employee or supervisor should ensure that the leave time is entered onto the employee’s timesheet correctly indicating the appropriate leave and hours off either through time off requests or manual entry by the supervisor. Section Date Original Issued Date Last Revised Approval 130.4 10/15/93 07/20/20266/2/08 DPSPersonnel Committee Page 6 of 7 IV. Severance Pay. 1. If the City Manager’s employment is terminated for just cause, or if the City Manager resigns, they shall not be entitled to any severance pay. Any dispute over whether just cause existed to terminate the City Manager's employment shall be resolved through binding arbitration. If the City Manager's employment is terminated by the City without just cause, the City Manager shall be entitled to severance pay in an amount equal to six (6) month’s salary, including paid medical and dental insurance at the same level as provided to other City administrators for such six (6) month period. The City Manager shall also be entitled to be compensated 100% for the accumulated vacation time, and sick time at the payout rate allowed in the most current version of the City of Walker Personnel Manual, and all paid holidays. Severance shall increase by one (1) month after each year of service, capping at twelve (12) months. 2. Notwithstanding subsection 1 above, if the City Manager is terminated without cause at any time during the period beginning on the date of a regular City Commission election and ending eight (8) months after the date of that election, the City shall instead pay the City Manager severance in an amount equal to two times the severance payment defined in subsection 1 of this Section, payable in accordance with the City’s normal payroll schedule, unless otherwise mutually agreed in writing. 3. For purposes of subsection 3, “City Commission election” means any regularly scheduled general election at which a majority of the City Commission seats may be filled or are on the ballot under the City Charter or applicable law; special elections to fill vacancies shall not trigger the enhanced severance provision unless expressly provided by subsequent amendment to this Agreement. Formatted: List Paragraph Page 7 of 7