The Ottumwa City Council meeting is sponsored by Jakki and Fonzi with Cars and Cash located on N. Madison in Ottumwa.
The Ottumwa City Council reviewed and approved a series of updates to the city’s employee handbook and personnel policies during Tuesday night’s meeting. Human Resources Director Barb Codjoe presented the proposed changes, which are designed to improve clarity, compliance, and consistency across city employment policies.
Key changes approved include:
Hiring Policy: Approved
- Renamed from “Hiring Policy and Process” to “Hiring Policy.”
- Updated formatting and corrected grammar.
- Added language requiring City Council approval for department head appointments, unless otherwise provided by state law.
Disciplinary Practices and Procedures: Not approved
- Created a standalone policy separate from the personnel handbook.
- Added definitions and documentation requirements.
- Included employee rights during investigations.
- Established supervisor responsibilities and an appeals process.
- Expanded explanations of progressive disciplinary steps.
- Added language requiring City Council approval for department head removals, unless otherwise provided by state law.
Equal Employment Opportunity and Anti-Harassment Policy:Approved
- Combined the city’s Equal Employment Opportunity statement and Anti-Harassment Policy into a single document.
- Added a definitions table.
- Expanded guidance on hostile work environments.
- Included information on anonymous reporting through PlainSight.
- Added provisions addressing workplace bullying.
- Requires annual harassment training for supervisors.
- Updated oversight responsibilities to the City’s Title VI Coordinator.
Dress and Appearance Policy:Approved
- Renamed from “Dress Code” to “Dress and Appearance Policy.”
- Moved into a standalone policy.
- Simplified language and corrected grammar and spelling.
Substance Abuse Policy:Approved
- Established as a standalone policy.
- Added definitions and expanded policy language.
- Included a Reasonable Suspicion Documentation Form.
- Clarified that applicants who refuse drug testing are disqualified from employment.
- Applicants with positive test results may reapply after 12 months.
Personnel Policy Reorganization:Approved
- Reorganized the handbook into eight major articles for easier navigation.
- Updated references and table of contents throughout the document.
- Reduced repetitive language without changing policy intent.
- Changed the term “accident” to “incident” throughout the handbook.
Residency Requirements:Approved
- Reflects the recently adopted residency policy.
- Newly hired department heads must maintain their primary residence in Wapello County and remain reasonably available for emergencies and operational needs.
- Current employees hired before April 8, 2026, are exempt if later promoted to department head positions.
Remote Work and Telecommuting:Approved
- Added definitions and procedures for remote work and telecommuting arrangements.
Performance Evaluations:Approved
- Removed detailed procedures from the personnel handbook and placed them in a separate policy.
Wages and Overtime:Approved
- Updated wording in the wages section.
- Beginning July 1, 2026, vacation, incentive, holiday, and comp-time hours will count toward overtime calculations for employees eligible under the Fair Labor Standards Act.
Longevity Pay:Approved
- Removed the longevity pay table from the handbook.
- References now direct employees to the Compensation Handbook and applicable collective bargaining agreements.
Vacation and Retirement Benefits:Approved
- Vacation accrual information was reorganized into a chart with no changes to accrual rates.
- Updated retirement information to reflect the two 457(b) plans currently offered by the city.
Employee Assistance Program:Approved
- Removed detailed EAP procedures from the handbook because they are already contained in employee wellness program documents.
Health and Safety Updates:Approved
- Incident Review procedures were moved into the Health and Safety Manual currently being developed by the Safety Committee.
- Removed fitness-for-duty forms and procedures to align with ADA accommodation processes.
- Added a new Building and Facility Security section reflecting recently approved security policies.
Council members approved the revisions as part of the city’s ongoing effort to modernize employment policies and ensure compliance with current laws, workplace standards, and operational practices.
To read and watch the full Ottumwa Council report click the link provided:
https://www.ottumwa.us/government/mayor_and_city_council/agendas_minute
Edited on June 18, 2026 for corrections
