“Advancement” means a salary increase within the limits of a pay range established for a class.

“Appeal” means a request to a supervisor, department head, or Borough Mayor for consideration of and decision or ruling on a problem or situation.

“Appointing authority” means the Borough Mayor or their designee.

“Bargaining unit employee” means a person occupying a position covered by a collective bargaining agreement.

“Calendar year” means a 12-month period beginning January 1st and ending December 31st.

“Casual employee” means a person who is employed in a casual (temporary) capacity, including election workers. Casual employees are not eligible for any fringe benefits.

“Class” means a group of positions sufficiently alike in responsibilities and authorities to require similar qualifications.

“Class specification” means a written description of each class of position including a class title, working title, a statement of objectives, the reporting relationships and the relationships of other than reporting, minimum qualifications. Positions, not the individual, are classified.

“Continuous service” means uninterrupted employment with the Fairbanks North Star Borough. Absences due to military service or extended leaves approved by the Borough Mayor do not constitute a break in continuous employment.

“Demotion” means a transfer of an employee from a position in one class to a position in another class which has a lower salary range.

“Department” means a major functional unit of the Borough government established by the Borough Assembly.

“Department director” means a person directly responsible for the administration of a department. As used in this chapter this term also includes the Mayor, Chief of Staff, Borough Attorney and Borough Clerk.

“Disciplinary action” means imposition of certain personnel actions, e.g., reprimand, warning, suspension, dismissal, or demotion, as a result of conduct detrimental to the Borough.

“Dismissal” means involuntary termination of regular employment for just cause or involuntary termination of probationary employment when the supervisor, acting in good faith, is dissatisfied with the employee’s performance.

“Full-time employee” means a person who is employed regularly for a scheduled workweek of 30 hours or more per week.

“Grievance” means an employee’s oral or written expression of dissatisfaction with some aspect of their employment, a management decision affecting them, or an alleged violation of their rights for the purpose of attempting to gain an adjustment of said cause of dissatisfaction.

“Immediate family” means spouse, child (step, biological or adoptive), parent (step, biological or adoptive), sibling, grandparent, father-in-law, mother-in-law, or a regular member of the employee’s household.

“Layoff” means a separation from employment because of organizational changes, lack of work, lack of funds, or other reasons not reflecting discredit upon an employee.

“Leave of absence” means time off from work for reasons within the scope and purpose of these rules and regulations upon prior approval of the employee’s supervisor, department head, and Borough Mayor.

“Mayor” means the elected chief executive officer and head of the administrative branch of the Borough government who is directly responsible for the proper administration of all affairs of the Borough.

“Military leave” means leave of absence for an employee during reserve military training duty or during an authorized call-up.

“Nonoccupational disability” means disability from an accident or sickness suffered or contracted by the employee which cannot be attributed to the performance of assigned duties.

“Occupational disability” means disability from an accident or sickness suffered or contracted within the course of the performance of assigned duties.

“Overtime” shall be considered as time worked in excess of eight hours in a workday or 40 in a workweek, or 10 hours in a workday if the employee is on an authorized flex or other modified schedule.

“Part-time employee” means a person who is employed regularly for a scheduled workweek of a minimum of 15 hours but less than 30 hours.

“Personnel action” means any action taken with reference to appointment, compensation, promotion, demotion, transfer, layoff, dismissal or other action affecting the status of employment.

“Personnel file” means a file maintained in the human resources department which contains complete personnel records of all employees.

“Probationary period” means a six-month working test period during which an employee is required to perform the duties of their position in a manner that is satisfactory to the supervisor.

“Promotion” means the change of position for an employee from a position in one class designation to a position in a higher salary range class.

“Reclassification” means a change in classification of a position in another class range.

“Regular employee” means an employee who has been retained in their appointed position after the completion of their probationary period. Regular positions do not have a specified terminal date, are included as part of the annual operating budget, and are considered to be a part of the regular staffing complement. Regular employees may be designated as full-time or part-time.

“Seasonal employee” means an employee who holds a regular, budgeted seasonal position with the title of: park ranger, lead park ranger, equipment operator, park caretaker, and parks grounds-keeper. Seasonal employees are afforded recall rights to return to the seasonal position each year.

“Shift personnel” means employees whose scheduled daily hours of work vary from the standard workday and whose duties are continuous from the start to the end of the shift.

“Supervisor” means individuals, regardless of job description or title, who have authority to act or to effectively recommend action in the interest of the public employer in any one of the following supervisory functions, if the exercise of that authority is not merely routine but requires the exercise of independent judgment:

“Suspension” means temporary separation of an employee from Borough service without pay for disciplinary purposes.

Term Employee. When the nature of a project or need is such that it can be expected to exceed six months, but has an anticipated fixed life of less than 24 months, employees may be hired as term. Employees hired to fill a term position shall enjoy all benefits of a regular employee with the exception of employment protection beyond the life of the designated project(s).

“Transfer” means a change of an employee from one position to another in the same class or to a position in a comparable class within the Borough service. (Ord. 2019-09 § 2, 2019; Ord. 2018-13 § 2, 2018; Ord. 2016-40 § 7, 2016; Ord. 2015-34 § 21, 2015; Ord. 2012-39 § 12, 2012; Ord. 2009-28 § 27, 2009; Ord. 2006-70 § 9, 2006; Ord. 2003-58 §§ 22 – 28, 2003; Ord. 98-009 § 16, 1998; Ord. 96-047 § 6, 1996; Ord. 94-050 §§ 6, 7, 1994; Ord. 89-100 § 2, 1989; Ord. 86-017 § 18, 1986; Ord. 84-102 § 2, 1985. 2004 Code § 2.24.472.)