Tuesday, September 15, 2015

For all my City Folks...FYI from Ed and Jose

From: Edward Sisson [mailto:ESisson@cityofpensacola.com]
Sent: Friday, August 21, 2015 4:46 PM
To: Directors
Subject: Questions from Key Management Meeting Answered....

Hello and Happy Friday Colleagues,

During this month’s key management meeting, there were three questions I was asked during the presentation that I did not have the answers to at that point or required additional research. As a follow up, the questions are listed below along with the responses:

1.      Is it considered to be overtime, if an employee works for the City, but in a different capacity? (Ex., if a secretary decides to do extra work by helping with a Wahoos game).
I spoke with our Employment Attorney regarding this matter and the answer is….it’s kind of a gray area. If the work completed is considered to be clearly in a different capacity and occasional /sporadic, then the time would not need to be counted as OT hours. On the same note, if this employee works a Wahoos game every week, or once a month or with any type of frequency, then the extra work would not be considered intermittent and irregular employment within the meaning of the law.

2.      Can an employee or their union representative record investigative sessions?
During an investigative sessions, the meeting may ONLY be recorded if we as the employer permit it (which we should not). These sessions are not public meetings, and are instead personnel actions meetings. The union representative may be present merely to act as a witness for the employee and does not right to ask questions during the meeting. As I mentioned during the presentation, when you conduct any investigative session or rendering of disciplinary action, you will want to ensure that you have a witness present for your protection (regardless of whether the employee requests a union member be present or not). I recommend there be two members of management present, and detailed documentation of the meeting taken as back-up.

3.      Will the “clock” reset for temporary employees currently working through one temp agency, if/when they are shifted to a new temp agency as we get aligned with our recently completed RFP for temp services? This time period is typically 12 weeks from the first day the employee works for us through an agency, that we must wait before we can hire the employee as a regular City employee.
I have spoken with both of our “primary” winners of the RFP (Keegan and Landrum) and they have both assured me that the “clock” will not be reset.

I hope you all are able to enjoy the weekend.


Edward

Edward F. Sisson, SHRM-SCP, SPHR, CEBS
Chief Human Resources Officer
City of Pensacola, Florida
PH : 850-435-1727
Fax: 850-595-1298



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17 comments:

CJ Lewis said...

I wonder how many "temporary" employees work for the City of Pensacola and in what capacity to include how many work full-time versus part-time and how many are "permanent" temporary employees versus "temporary" temporary employees and which positions, by virtue of being continuously staff should not be temporary positions but regular city staff positions to include the Office of the Mayor's Receptionist and City Administrator's Executive Assistant paid using taxpayer dollars but not counted against the size of the city government so the Mayor can campaign saying he has reduced the size of the city government, without actually reducing its cost, to judge by the regular increase in the General Fund budget.

Anonymous said...

Good Lord. He really is inexperienced. These are rookie questions that any city manager would know -- yet he has to call others. Pitiful.

Anonymous said...

It's not pitiful, at least he had some common sense to make sure he had the correct answer as opposed to many others in city hall who speak without thinking first.

Anonymous said...

Hah -- Anonymous @ 12:39. Surely you jest. Mr. "I'll have your job for e-mailing from your government account" is concerned about having the correct answer?

Anonymous said...

Believe me, Ed Sisson is completely over his head. I have been a city employee for over 20 years and he is by far the worse HR person I've ever seen. Not only is he extremely subjective and anti-employee. He's also rude, arrogant, condescending, and very unprofessional. I've never heard anyone who works for him or had an HR issue have anything positive to say about him. If you look at the acronyms behind his name and research what they mean, it will give you some insight on what type of person he is. One of the first things he did was to change his title. Oh, and I almost forgot, please do a records request on his salary and how much it has increased since he's been here!

Anonymous said...

Just curious, I know what a PhD is, I know what an MBA is, I know what an MPA is, but can some please explain what a SHRM-SCP, SPHR, CEBS is? Sounds like a bunch of BS to me!

Anonymous said...

Anonymous @ 12:39, using common sense is definitely not an attribute of Sisson. He has been known to "shoot from the hip" only to later be forced to rescind decisions that he's made on his own. In my time as an employee in another city and 12+ years as an employee of the City of Pensacola, I have never seen a Human Resources director who is disliked more and that's saying a lot!

Anonymous said...

SHRM is Society for Human Resource Management. SCP is Senior Certified Professional. SPHR -- Senior Professional in Human Resources. CEBS -- Certified Employee Benefits Specialist. Frankly, these certifications are just a way for the organization to make money. What you want in an HR professional is a broad base of experience. Initials don't cut it. As far as I'm concerned, Hayward fired the last competent hr director -- Stallcup. She did the right thing rather than what Hayward wanted.

Anonymous said...

11:54 , if by competent you mean that she didn't do ANYTHING AT ALL but collect a paycheck then yes she did an excellent job!!

Anonymous said...

I've just come to realize that anonymous 6:24 and 9:58 sound like disgruntled employees who probably got fired by Mr. Sisson for not doing their job! Get over it!

Anonymous said...

Anonymous @ 12:47 PM a.k.a Ed Sisson, none of the employees respect you because you are incompetent. I'm glad that you're on this blog to see what employees think of you. By the way, you could NEVER fire me. You are just another one of the Mayor's @$$ kissing minions who could never get such a job anywhere else!

Anonymous said...

Just as I suspected, he has added every association he's paid to be a part of and every meaningless certificate that he's purchased to his name. Now that's beyond pathetic and tells you how unbelievably unqualified he is. He's obviously attempting to overstate his qualifications that just don't add up. Simple math says nothing from nothing leave nothing! (0+0=0). Pssst, hey Ed a.k.a "the Box Whisperer", it was a nice run and you fooled some of them for a little while but the gig is up. Only one thing left for you to do...You know where the boxes are kept don't you? Please help yourself!

Anonymous said...

Jose, that must be you taking up for your master. I knew it wasn't your master Ed, because your grammar was flawless!

Anonymous said...

You obviously have an inferiority complex to think that you're that valuable to be fired. I'm sorry to dissapoint you and burst your bubble but last time I checked I was taller and had more hair than Mr. Sisson.

Anonymous said...

Thanks :).

Anonymous said...

You're welcome puppy. You're a lot smarter and have way more hair than daddy. It must be tough having the brains and the looks.

Anonymous said...

Lol......being taller and having more hair than "Professor Acronym" is not saying a lot! Just sayin!