Prior to the adoption of 15754 on 09/21/1998, Section 19-105 read as follows.


    (a) In order to be eligible for development incentive programs an employee must be eligible for the city's full benefit package pursuant to relevant provisions of the rules and regulations set out in this chapter and be a permanent full-time employee in a regularly budgeted position, having completed at least one full year of service and a probationary period successfully. An employee's total performance record shall be considered in determinations of eligibility and desirability for participating in these incentive programs.

    (b) Individual departments may establish, with the aid of the personnel office, employee development programs in terms of specific needs of their operations. These development programs may consist of in-service training, seminars, short courses, lectures, reading materials, formal course work, films, tapes and so forth. Funds for programs shall be appropriated in the departmental budget, and remain effective within the limit of allocation of funds for this purpose. Implementation of development programs shall be within the purview of the EEO affirmative action program.

    (c) The purpose of employee development programs is to promote professionalism in all areas of city employment with the ultimate goal of upgrading the working scope, ability, and total effectiveness of city employees, thereby improving productivity, efficiency, and economy of operations. Such training programs shall be considered as a benefit to those individuals interested in continued employment with the city; and approval of an individual's participation shall be relative to the employee's present or probable future city position and relative worth of such activity to the city organization (as determined by the department head and the director).

    (d) Where applicable (police and fire operations specifically) educational incentive and tuition reimbursement programs shall be considered as temporary, interim steps toward a more valid proficiency evaluation of relative worth of employee services. Once the desired, increased capability and educational level of current employees has been developed, new employees will be placed requiring the same higher level of competence, thereby perpetuating quality service and eventually phasing out of formalized incentive education/training oriented programs.

    (e) Employees may be allowed time off from work to attend approved formal classes or training sessions; provided, the employee makes up the hours in full, on the job, in a meaningful, responsible work assignment; and such absence does not impose additional expense to the department in terms of overtime pay or burden on other employees, as determined by the department head.

    (f) Attendance at training sessions of any type shall be on the employee's own time unless such attendance is required by the department head, and under no circumstances shall class/training time and associated travel time be considered as time on the job for overtime eligibility or extra pay unless specifically designated so eligible by the department head. Participation in development programs shall be considered a mutually rewarding situation, with an employee's commitment of interest, job dedication, and personal sacrifice being inherent, required elements for eligibility to participate.

(Code 1964, § 22.655(l)(A)--(F))