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The Employee Assistance Program (EAP) provides free and confidential assessment, short-term counseling, prevention, education, and referral services for you and your dependents. The benefit is provided through Deer Oaks EAP Services. A trained counselor is avaiable24/7, 365 days of the year to help you and your dependents cope with life’s stressors so that you can live a happy productive lifestyle. Simply call the toll free number or visit the EAP website.
It is difficult to be at your best when you are concerned about emotional, Health, Financial, legal, child/eldercare, or family problems. Resolving your personal concerns can help you:
Type of Problems covered:
To ask Insurance and Benefits a question please email InsuranceandBenefi@elpasotexas.gov
The Tuition Assistance Program (TAP) is available to all regular City employees after completion of six months of continuous service. Assistance is available to employees who have successfully completed courses that are related to either their current position or to a position or career with the City of El Paso. The courses may be for a degree or certificate from a nationally accredited college, university, trade school or technical institution. The City will reimburse up to 80% of the cost of tuition and applicable fees for college courses, based on the current tuition rates set forth by the University of Texas at El Paso. To qualify for reimbursement or advancement, employees must file a program application with the Human Resources Department. For more information contact the Organizational Development section at: OrganizationalDevel@elpasotexas.gov
To view the complete TAP Policy click here
To ask HR a question please email email@example.com
As stated in CSC Rules and Regulations, Rule 5 Section 12:
Whenever an employee in any department of the City wishes to transfer to a position in another department, the employee must be recommended by the transferring department and must have not been disciplined or placed on a performance improvement plan in the last 12 months. Employee shall retain his grade and pay rate, provided: (Amended 7/31/07, 8/25/09, 9/17/13)
The position the employee wishes to transfer to must be in the same class and grade as the one from which the transfer is to be made; or The employee has been performing services substantially similar in nature and having similar requirements, as to education and experience to those of the new position, as determined by the Human Resources Director. Seniority credit where applicable will be given to the employee for the number of years he has been performing similar work in the former department. (Amended 2/1/94, 8/7/07)
Note: The job title the employee is currently in must exist in the department making the selection. Only regular City employees are eligible for transfer.
Employees wishing to be placed on the transfer list must fill out the form below and submit the original to the Civil Service Commission Recorder located in the Human Resources Department.
Mediation is a process where people meet with neutral mediators in a confidential setting to resolve conflicts in the workplace. The Mediator is provided by the Human Resources and is coordinated by the Human Resources Department. An alternate form of dispute resolution is a facilitated discussion. If you wish to request mediation or a facilitated discussion, contact the Organizational Development section at OrganizationalDevel@elpasotexas.gov
The Americans with Disabilities Act prohibits discrimination against qualified disabled persons. Should you need to request a consultation to discuss a request for reasonable accommodation, please contact a member of the Organizational Development team at OrganizationalDevel@elpasotexas.gov Insurance And Benefits section at: InsuranceandBenefi@elpasotexas.gov
Available to employees who are released back to work with restrictions. This can be for work-related injuries or personal medical conditions. It is temporary modified duty for 90 days. The process for requesting transitional duty is as follows:
The Family and Medical Leave Act of 1993 (FMLA) allows eligible employees to take job-protected, unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it, for up to a total of 12 workweeks in a 12 month period for qualifying reasons. Qualifying reasons are listed below. Employees on FMLA are responsible for maintaining premium payments to their pension and insurance during the leave period.
The employee has the right to return to the same position or an equivalent position with equivalent pay, benefits, and working conditions at the conclusion of the leave. The taking of FMLA leave cannot result in the loss of any benefit that accrued prior to the start of the leave.
You are eligible for leave (either paid or unpaid) under FMLA if you:
Qualifying reasons for FMLA are:
Employees are responsible for:
NOTE: Employees out on Worker’ Compensation are not required to provide the DOL Certification Form. The DWC forms that are provided are adequate documentation for verification purposes.
If further information is needed visit the US Department of Labor FMLA website: http://www.dol.gov/whd/fmla/
FORMS NEEDED FOR FMLA REQUEST:
The City’s Discipline Policy and Matrix was created to communicate the goal of becoming a high performance organization. The policy and matrix are designed to guide employees toward acceptable performance. Progressive discipline is used based on the type and quantity of violations of City policy or rule; see policy for more details.
Employees who wish to file appeals of Suspension, Demotion or Termination must follow the following steps:
If you have further questions you can call the City’s Human Resources Department at 212-0045 and request to speak with the CSC Recorder.
The City desires to provide and maintain a harmonious work environment that is free of hostility and discrimination. If you ever need to file a complaint the form, 'Discrimination/Harassment Complaint Form' may be used to communicate the details of your good faith complaint. The form can be found on the Public drive under City forms folder or via the following path: City Public drive > City Forms folder > Complaint Form folder
Employees have the right to file a grievance in accordance with Rule 14. In order to properly file a grievance the attached form must be used and processed according to the timelines provided. The grievance process is not intended to be used for conflict in the work place or complaints that may be filed relating to matters such as sexual harassment, hostile workplace claims or retaliation.
To start the Grievance process employees must fill out the Grievance form within ten (10) days of the incident causing the grievance. The Grievance process can be found at the end of the Grievance Form located in: City Public drive > City Forms folder > Grievance Forms folder
When an employee is not performing at the level of “successful” under the City’s performance evaluation system, a jointly created plan is created to help the employee perform at an acceptable level. The contents of a PIP normally include action items such as performance standards or metrics, timelines or due dates, or other descriptions of behavior that must be improved.
If you have any further questions contact the Organizational Development section at: OrganizationalDevel@elpasotexas.gov