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RESOLUTION NO2032
PERSONNEL SYSTEM RLTLBS AND REGULATIONS OF THE
CITY OF REDLANDS
WHEREAS, the City Council is authorized and directed under
the provisions of Ordine No. 1089 to adopt rules and regulations
for the administration of the personnel system created in said
ordinance; now therefore, be it,
RESOLVED, that the City Council of the City of Redlands does
hereby adopt the following rules:
R LTL E I
PURPOSE AND DEFINITIONS
RULE I -A PURPOSE
The objectives of these rules are to facilitate efficient
and economical services to the public and to provide for a fair
and equitable system of personnel management in the municipal
government.
These rules set forth in detail those procedures which
insure similar treatment for those who compete for original em-
ployment and promotion, and define the obligations, rights, privi-
leges, benefits and prohibitions which are placed upon all employees
in the Competitive Service of the city.
At the same time, within the limits of administrative feasibi-
lityv recognition shall be gli'ven to -the fact that individuals
differg that no two individuals react alike to reward and discip-
line or to uniform motIvation and encouragement. For this reason,
considerable latitude shall be given to the Personnol, Officer
in the execution of 11.is duties and responsibilities relat-Al-ng to
employee morale and discipline,
RULE I -B DEFINITION OF TERMS
The f011owing terms, Amrhenever used in these rules, sha.11 be
construed as follows3
Section 1. "Advancement"; A salary increase of One or more
steps within the limits of the pay rantge established
for a class.
Section, 2. "Allocation",. The assignment of a single position. to
iFa proper class in accordance with the c1uties per-
formed, andtbiea authority and responsibility exercised.
M
Section 3- IIAYmiversary Date": The sixteenth of the month immedi-
ately preceeding the first of the month in which the
employee completes six calendar months of service.
Under normal circumstances when an employee receives
a promotion, the promotion date will become the new
anniversary for the employee. Promotion will be
effective of the sixteenth of the month.
Section 4. "Appointing Power";. The City Manager has final autho-
,rity in all appointments with the exception of Depart-
ment Heads, in which case ratification by the City
Council is required.
Section 5. "Board": The Personnel Advisory Board established
in pursuance of the ordinance creating a personnel
system for the city.
Section 6. "Class'". All, positions sufficiently similar in duties,
authority, responsibility, and working conditions to
permit grouping under a common title and the applica-
tions with equity of common standards of selection,
transfer, promotion and salary.
gectioii 7*; 00bmpetiiive SerVIC114". The positions and employments
which are included or which may hereafter be included
under the�por8ohnol system by ordinance.
Section 8. "Demotion": The movement of an employee from one
class to another class having a lower maximum rate
of pay.
Section 9. "Discharge": Permanent separation from the competitive
service pursant to all the rules and regulations of
the Personnel Ordinance
Section 10. "Eligible"*. A person whose name is on an employment
list,
Section 11. "Employment List": A name, or a list of names of
persons who have taken an examination for a class in
the competitive service and have passed.
(a) Assembled examination. An examination conducted
at a specified. time and place at which applicants
are required to appear for competitlive examina-
tion under the supervision of an examiner.
(b) Unassembi-ed examination: An examination con-
sisting of an appraisal of training # experience#
work history, or any other means for evaluating
relative qualifications of applicants.
Section 13- "Permanent Employee'" An employee who has success-
fully completed his probationary period and has been
retained as hereafter provided in these rules.
0
Section 1 "'Personnel Officer": The City Manager shall be ex -
officio personnel officer. The City Manager, -with the
approval of the City Council, may delegate any of the
powers and duties conferred on him as personnel officer
to any other officer or employee of the city.
Section 15. "Personnel Ordinance": Ordinance No. 1089 which
creates a personnel system for the city.
section 16. "Probationary Period": A working test period during
which an employee is required to demonstrate his fit-
ness for the duties to which he is appointed by
actual performance of the duties of the position.
Section 17- "Promotion": The movement of an employee from one
position to another which is allocated to a class with
a higher maximum rate of pay.
Section 18. "Promotional List": An employment list resulting from
a promotional examination.
Section 19. "Promotional Examination": An examination for a Parti-
cular
articular class, admission to the examination being limited
to probationary or permanent employees in the com-
petitive service.
Section 20. "Provisional Appointment": An appointment acquired
by a person who possesses the minimum qualifications
established for a particular class, and who has been
appointed to a position in that class in the absence
of available eligibles.
Section 21. "Reduction"- A salary decrease withir, the limits of
the pay range established for a class.
Section 22. "Reject -Lon": The separation of an employee from the
service during his probationary period.
Section 23- "Sick Leave". is leave is absence because of ill-
ness, exposure to contagio-as disease, attendance on
a sick member of the employee's immediate family, or
death in the immediate family.
Section 24. "Suspension": The temporary separation from the
service of an omployce without pay, for disciplinary
purposes*
Section 25. "Temporary Appointment": An appointment of a person
to a position of limited duration.
4
Section 26. "Transfer",- A change of an employee from one position
to another position in the same class or another class
having essentially the same maximum salary limits,
involving the performance of similar duties and re-
quiring substantially the same basic qualifications.
RULE 11 GENERAL PROVISIONS
SECTION 1. Disc n form, or in
,tions: No quest Ing authority,
any other person infotion concerning
shall be so fram tions of an
politicalt racial
applicant* eligible+ or employee. No appointment to or removal
from a position in the competitive service shall. be affected or
influenced in any manner by any political, racial or religious
opinion or affiliation -
SECTION 2. 'Cnsttiana�oholic beve----: No employee shall
consume alcoholic beverage on the job or during the working day.
"On the Job" includes coffee -break periods as well as lunch periods.
SECTION 3. Violation of- rules: Violation of the provision of
jn or suspen
these rules _; aM ��e grounds for dismissalt reectio
sion.
SECTION It. Amendment and revision of rui.Ls: Recommendations
for amondment and revisions of th;;;;s--e rules may be made, by the
Personnel Officer. Prior to consideration, any amendment or
revision shall be publicly posted in such places as the City Council
shall prescribe, for at least five consecutive calendar days,
including Council Day, together with the notice of the time, place
and date of hearings by the City Council. At the time of con-
siderationg any interested person may appear anti be heard. Amend-
ments and revisions shall become effecti-ve upon adoption by the
City Council following such hearing,
Do artment rules and r-- Each department
SECTION 5-
may have rules and regulations in addition to those provided here-
in. All such rules and regulations shall be reviewed and approved
by the City Manager.
RULE III CLASSIFICATION
SECTION 1. Pre P_a_r_a_t_i_0_11_0_fP_l an_alld ado 2t_ton : See Ordinance No.
io8g.
SECTION 2. New Positions: When a new PositiOn is created, before
the same may be filled, the Department Head shall notify the
Personnel officer and, except as otherwise provided by ordinance or
these rules no person shall be appointed or employed to fill
any such position until the classification Plan shall have been
amended to provide therefor and an, appropriate employment list
has been established for such position.,
5
SECTION 3. —Re -c-. I—a—$ s .1 �fi . 2 a, _0n Positions, the duties Of which have
changed materially so as to necessitate reclassification, shall be
assigned by the Persortnel Officer tO the proper class.
Reclassifications shall not be used for the purpose of avoiding
restrictior's surrounding demotions azid promotio--Is
SECTION 4. Amending the Classification Plan: The City Council
may create new c:asses t ani revise or abolish existing classes.
RULE IVL0ML_P_1DA_SATIO�,T
Q8CTION 1* RX!�9�Lra,tian Of 131an and ad���-. See Ordi:r-j4hce No. 1089,
Temporary employees are compensated by honrly wage rates in
accordance with the ealary range of the position filled.
SECTION 3. Ad-vancem-ent in sitar -y: eployeeithe class!-
i
; hired at the beginning Step n
fied service -i � 7w—ri 1, ; 7 _b
the salary range for the c.ass ificatiM, but may begin at
succeeding steps in accordance with applicant's qualifloations
-
His„ advancement to the second and, succeeding stoPs, is not a right,
but rather depends entirely upon satisfactory performance of duty
as determined, by the depa-rtment head and the City Manager. No
advancement shall be made with compensation in excess of the
maximum rate established in the Pay Plan fOr the class is em-
braces the advanced employee's POsitiO,-
RULE V Apl!LT kkPPLI(jANTS,
SECTION 1.Antnouncem6nts; The Personnel offi-cer shall 'be res-
ponsible for the announcement cif al,l examinations. It shall be
his duty to determine t extent, method an mazLner of exami-
nations and posting of announcements. 1,rhis shall,bee determined
in accordance vgith the position to be filled and the local labor
market.
SECTION 2. A licatin Orms" Applications shall be made on
forms provided by the Personnel officer. Such forms shall require
information covering tra-,,Lning, experience, -and other pertinent
information, and may incltxde certificates of ono or more examining
physicians. Credit references may be checked if doomed necessary.
Fingerprinting and photographing is mandatory upon selection Of
the applicant. All applications as be sIgned. by the person
applying. Loyalty oaths ifill be admixiistered.
The City, at all times, will conduct employment in accordance with
,ir3 uru{{`kk✓'.'�s".'.�ab`aa�t3vn"r.aa�'-.,rv�.- x.. w, ,-, -. ae.. ,.,� a
FA
SECTION 1 IP e hate a For positions dewed applicable b
the department head and the Personnel Officerg employment lists
cif` applicantsh qualify examinations all
consisting of namebe developed. Applications will be ,. an d l � final
scores.
:TIN ration of e: to e,ll� Employment 1 call;
gra . 1 e fee a long a the de as e head he pe � o .e 1,
Officer deem practicable.
SECTIO 3.t �- a d � l no probationary and
permanent employees who have been laid off shall be placed o
appropriate ° --e to e . lists'
4 e e offany pec.
SECTIONpal a o� listf
all
f e ;plo en promotional
appearing ible requests i
be removed by the pe ohne
writing that his e e o edv i h it o respond or alf
notice of certification mailed o 1 . 1 t�' .c
owe d e ,
he
has been certified for appointment three times and has notbeen
appointed. The person °e ; ed, shall be notified Of the removal
of his e by a notice mailed to his last .no .dd *e; . The
names of Persons promotional e lisps who resign: from
the service shall; automatically be dropped fro I m such la.
11 METHOD OF FILLING VACANCIES
SECTIO; 1. T es,of --poi men . All vacancies In the competitive
service shall be filled by re-emplayw,ent,, transfer, demotion or
from `el Bible certified by the person el `l e .; In the absence
of persons eli ibule for a poi n dl 1n eye , prol l
p I pointments may be permitted iaccordance with, the personnel,
or,dinanceland these rules
the
I T . e l e o pe orine Floe Whenevera vac l
competitive service is to be filled, the department head shall
notify the personnel officer. The Personnel officer shall ad -vise
the department head as to l .bili of employees for e e +plc -
r ent requests fog xsl"d eo� Or demotion and of ellgl ble .
SECTION 3. A.R21niMMI: After interview and investioation# the
shall 1' edla�el
departmentad shall make a appol. me l , 4 The
notify e Personnel Officer of the po o appointed.
personnelto>e shall e e p o ify the person .p oin edt and
if he applicant accepts the appointment and presents himself for
duty at the time prescribed, he sbtall be deemed 1 be appointedl
otherwisev he shall be deemed to have declined the appointment.
reg �
SECTION Pr°ovi_sional a olntzaaents the a,h nbe oo of tsapprop
y the
employment cent lists, provisional appo ntaaaent may
department head of a person meeting .ng the a :�. m ztraining�c� �^�
eas.ltlon� An employment last shall be
ehce qualifications for �, position filled
established. within six months for shall permanent
rmaknownepos temporary
fily
by provisional- appointrtaent � This
employment and shall be compensated by hourly wages.
To credit shall he allowed in meeting any qualtiOnstor in t
°he
lvin of any test or the establishment � ointment
notional lists i for service rendered. under a provisional app
SECTION �er era.cv a p intmen. meet
tcondition,
the � edrequire
fl�aod-
ent s of emergency ecy condi tion , such as e .traoor property,
ry at ; fire ,
or earthquake, which threatens public life orany as
legally competent officer or employee , may employ strop persons
may be needed for the duration of the emer enool.ntthous�regard to
on
the personnel ord nance or les affecting app
t possible, sane appoint
shall be reported to the personnel
officer.
RULE IX PROBATIONARY PERIOD
N
e lar a pointme: t fol.l.owin.g; probat.A .
er oa:
SECTIO
All original: and promotional app
ortaaaents shall be tentative and
subject to a probationary perlmod Of net less than six months o
except that the City council mayv by resolutions, establish a
longer probationary pert d of net assure than an: additional sl.
months for, class of pe sitlon o_ employees probation period.
shall be extended after the date of his apoin:ta�en:t� With respect.
el, the minimum p o a
to newly` employed polices and fire per onr�
tionary period shall be not less than, one year
If the service of the probationary e pi,oy e has been satisfactory,
the department head shall file with the Personnel officer
and request written statement to such effect � a state aontr ��r�otof �eco�uthe
employee in the service. if s
employee will be deemed to o � Sa.�tlsfactory a .d hese employment
�" eriod.�
terminated at the expiration of the probationary P
if an employee is promoted during his initial probationary period
ese
he will become subject to the �r*tlrauottsa of oa�t��rfrsevice evert
regulations at the end of six erred
though he does not co� pl;ete his promotional on:a,l. probationary p
until six months from the time rpt` the prea€ of i n
SECTION' ' Q Ohjtlive erf r�r �atida� a.r Her z oil The probationary
y
period shall be regarded as a part of the testing process and
shall be utilized for clos��l y obs ��rvl;n�; theemployee's were frac
f a new
to
securing the most effective adjustment ompoe �w��ose his
position, and for rejecting any Probationary employ
performance does not meet t with the required standards of word..
SECTIONpectr rebtionr° Dir:n the probationary per
iod; an employee may e rejected at arty 'time by the department dead,
without right of a.ppoal-
SECTIO 1. Annual vacat A- I mnir " The purpose of annual vacation
leave is to enable each eligible omployee annually to return to
his work mehtallv refreshedAil employees in . the Competitive
Service shall b'd , entitled to annual vacation W3. th pay except the
following:
(a) employees still serving their original probationary
period in the service of the city. However vacation
credits for this period will be granted to each
such employee who later receives a permanent appoint-
ment
(b) employees who work on an intermittent or seasonal
basis, and all employees who work less than half-
time.
(c) temporary employees who are on full-time hourly
basis
Each employee of the, , City of Redlands will be allowed two calendar
weeks of vacation per year, provided that no vacation shall be
taken in periods of less than a full day, At the beginning of
each fiscal year (July 1 each employee with at least 12 months
service will be credited with two calendar weeks vacation, to be
taken during the current fiscal year. Vacation may not be held
over from year to year unless the employee was unable to take the
vacation through no fault of his own, but because the City re-
quired his continued service. In certain instances when speci-
fically authorized by the department head, the employee may be
allowed to hold over part or all of his vacation until the
following year.
Vacation earned will be calculated as follows:
40 hour week = 10 working days per year = 83-14% of a day per month
66 hour 'week = 11, working days per year = 91.67% of a day per month
IM
Annual vacation leave (cent.)
In order to earn the above amounts of vacatio'no the respective
f their base pay in a given
employees must receive 500/6 or more o le is in the case of safety
month. The one exception to this ru
members who are off work because of injury on the job-, but Who
are recng eivifull, pay from the City during their absence; these
persons will cease earning vacation beginning with the date of
will earn vacation on the same
injury. The month of injurV , than 50 Per cent ofbasis the
as any other month, for example, if more
month of injury has been worked; It shall receive vacation credit.
r dnring which m
an et may take his
The times of a calendar yea d artment head with due regaxd
-w
vacation shall be determined by the
for the ishes of the emPloyeeg and ep
particular regard for the
needs of the service
,:than 15 working days of vacation
No employee may accumalate More _
'Computing vacation leave Saturdaysp
leave. For the purPOse_ not be counted as work days.
Sundays and offici-al'holkdays shall
Employees who terminate employment shall be paid the salary
equivalent to all accrued vacation leave earned prior to the
effective date of termination. No such payment shall be made
for vacation accumulated contrary to the provisions Of these rules.
Each employee of the City of Rediands'With eleven tart (11of Alf
fullfiscal years
of continuous se ace accrued on I or before the s
year (july 1) shall ro,cei-Vc an additional day vacation. Each full
jen (10) shall receive an additional day
year over and abqv �eteeear.
,1"5) forking days vacation per y
vacation to, "a -maximum of f if n ( ,
SECTION lck leave, is leave with pay shall be accrued at
each calendar month 0 -If service. Sick
the rate of'�n_e_work day for ea
shall not be considered as a be privilegeow
alwhich an employee may
leave shall led Only in case of neces-
use at his discretion�, but shall
sity and actual sickness or disabillty,, Unused sick leave of not
be accul
mulated at the rate of tweve days a year to a total
wor
go �k days, Accrual begins at the time of employments
more than ring the probationax7)r period, Accrued sick
and may be taken du froul the service�
leave shall be void effective upon severance
In order to receive cOmPensat.en while absent cin sick leave, the
employee shall notify his i.mmediate superior or a responsible
wo rs after
person in the department pror within thou
ior to The employee the may
time set for the beginning of' his daily duties,
be required to file a physici.an's certificate or a personal affi-
davit with the department head stating the cause of the absence be-
fore such leave with pay will begrcwited
No city employee shall be entitled to sick leave with pay while
absent from duty on account of the follov-1,ing causes.
t
t
purposely
sig. isab lit
y any of his wwillful
self . . b
w
Misconduct.
b. Sickness or disabilitysustained while on leave of
absenceOther than regular °vacation leave
or sick
leave
C. Sickness or injuryin the employ Of
an employer other than the city of Redlands.
Application o "Sick leavell to a portion of a single day $hall b
e asE
follows: i
1, r duty and works less, than12
s ca
hours and, thein reports on sick
call,j, he shall be marked
,sick" for the entire day.,
. if any personnel reports for duty and works 2 hours
or over, but less than 6 hours, ho shall, be credited
work and day sick t �
with day
. if any personnel works 6 hours or over he shall b
6redited ,with a full ' work.
An eligible Omp loye I e who is required to be absent from word by
reason of attendance , IPOn members of the,illness requires the care of such employee, � b owewhose
accrued sick leave with -all pay not to exceed
so of � '..
death iia. bo immediate t
the same o ' + ab oo h Pay i ° exceed .
oc ode shall. . off loyee of � � . . �
spouse orchild fib . mP
tion will bo given for .a o by the o
city Manager.
In order to insure that benefit is not misused, the granting
or denying Of this, Absence from duty with
pay is the respon.
lity of the department head, hm �or�
this request,� taking into a-ccount whetheror not ha oocasion
equires the employee 'being absent from, works how OftOU
actually r i been b o o his neral record. Department
o b
ha aro authorized o ay this boo
b no come with the °.ntono this benefit.
AlloSao for Qccy Sick Leave
granted
with pay foremployees .n . n the � b
as follows.
� o� �
All employees aro nhe City shall Workman' s lcompensation
� �differ�
.a , if an employee is injured,
11 ce, between b urance and the for the � a o amount
the employee would inn oo
employee's accrued sick leave and not to exceed 90 workfditsays.
In computing the benefits paid by insurance, wage benealone
shall be considered and medical and hospital benefits shall be
excluded.
The City shall not grant allowances beyond the period
of accrued sick leave.
(b) If an employee chooses to use accrued vacation to extend
occupational sick leave, Workman's Compensation insurance allowance
will be paid in addition to the vacation salary.
(c) if the person is amiscellaneous employee, the City
shall pay for time lost during the first seven calendar days at
the same rate of pay the employee will receive if insured by the
State Compensation Insurance Fund, when not covered by accrued
sick leave.
See section 5�
,
SECTION 3. Military leave shall be granted in
accordance with provisions of state lawAll employees entitled
to military leave shall give the department head an opportunity
within the limits of military regulations to determine when such
leave shall be taken
The Military and Veterans Code reads as followsg
Public employee rights: Temporary leave
Any piablie employee who is a member of the reserve corps Of
the armed forces of the United States or of the National
Guard or the Naval Militia shall be entitled to a temporary
military leave of absence while engaged i,n military duty
ordered for Purposes of military training, drill# encamp-
ment, naval crudses, special exercises or like activity as
such member, providing that the period of ordered duty
does not exceed 180 calendar days including t1we involved
in going to and returning from such duty.
Salaries: Temporary leave
Any public employee who is on temporary military leave of
absence and who has been in the service of the public agency
from which the leave is taken for a period of not less than
one year inunediately prior to the day on which the absence
begins shall be entitled to receive hats salary or cOmPen-
sation as such public employee for the first 30 calendar
days of any such absence. Pay for such purposes shall not
exceed 30 days in any one fiscal Year. For the purposes
of this section, in determining th0 one year of public
agency service, all service of said public employee in the
recognized military service shall be counted as public agency
service.
13
SECTION C uxX� Employees who are called for jury duty
shall be granted leave of absence during the period of jury service.
The city will pay the difference tween his compensation for jury
duty and his regular rate of pay.
per-
manent employee leaveof absence without pay not to ce one year.
Approval shall be in writing and a op dith the Personnel
Officer. Upon expirationf a ,regularly approved lea or within
a reasonable periodof timeaPter noticetoa duty, the
employee shall be reinstated in the pDoition held at the timeleave
wa
a -
a granted. Failure on he part rt oafan employee on leave to report
promptly at its expiration, ori ..�in a reasonable time after notice
to return to duty, shall be cause for discharge.
MLty-_Leave of Absence3 A permanentemployee mai*
requesta Leave of Absence for maternity reasonst granted under and
in accordance i $ Section M of Rule X of the Personnel Rules and
Regulations , N ' sick leave will be granted for maternity GH.' Lfi :,
and no employee may return to work until satisfactory doctor' s clear-
ante has been presented to the appropriate iat e a-artment Read.
SECTION 6. Ho a Awr x1t Allffc . s of the city, exoept those
for hic special regulations are required, shall be kept open for
business a a l l days of the year except a t u"d a .w" , Sundays, and
holidays continuously from 8 A.M. antil 5 PAM. Employee; for whom
necessity requires a different schedule from that eenerally applied,
shall work according to regalations prepared by the respective
department ea s.
SECTION 7. Attendance ; Employees shall be in attendance at their
work in accordance wi tthe rules r egarding hours of work, holidays,
a. leaves . A, l
departments va l deep daily attendance records
reportedemployees which shall be
the fore and on the dates pe ry.,m f,ien Failure o: t. .+.» part of an
employee, a r "t without leave, to return to dury shall cause
for immediate discharge, and such employee automatically waives
a.f.,l rights s,, u "?dthe r M n ! ordinance n rules .
e
Tardiness and other related suWeCtS should be included in the
department rules and regulationE.
SECTION 8. Holiaa ,
(a) Ike City of Redlands observes ton holidays: New Year' s
Day, Lincoln' s Birthday, W, hm ngt o "s Birthday, Memorial Dai, In-
dependence
>saspsnd ,. Day, Labor Day, Admission Day, .ri.aat w Day,°, Thamks-
giving Day and Christmas Day4 Employees expressing the desire to
attend ; "el i ". services ccs on Good FridaY shall b given t e off.
In no case shall h be more than two 2 hours. If New
Ye
t
a p Memorial Day, Independence Day,V Labor Day, Thanksgiving Da
If Lincoln' s Birth a , W:arwh.a,ngtonl ` i "th;'�.�.a"Cr, Admission Day or
Armistice Dai oc � AE���Sunday,, he o _a� ng Monday is �a observed...
cc
urs
MPIOYees will receiveeqnal number of holidaws
employees employed In the City Hall on a forty (46) hour week.
14
Holidays (cont. )
If the holiday falls or). Saturday it is lost .
order -to qualify for holiday compensation, the
employee must be cowpe:ais,,,ited _tear either the workinp day preceeding
or the work-ing day following the holiday.
(e) Permanent and probationary employees are entitled to
holiday compensation or credit.
(d) Temporary employees are compensated by hourly wage and
are not entitled to holiday compensation or credit.
SECTION 9. Overtime : Under certain conditions it becomes neces-
sary to work at times other than. the regularly scheduled hours.
Such overti-me is allowed only at the approval of the department
head. Certain exceptions are made in, the case of emergency or
unforseen canditions.
Overtime is comperisated in two 'ways. The usual practice is to
allow time off equal to the overtime worked. This time must be
taken -within thirty days after the time worked unless the depart-
went head grants a postponement. Time off must be taken at the
convenience of the- department heads Overtime may be also compen-
sated, by straight time salary.
RULE X1 TRANSFER PROMOTION DEMOTI SUSPENSION
-1112-- __ONA
AND REINSTATEMENT
SECTION 1 . Transfer- After notioe to the Personnel Officer, an
employee may be transferred by the department head at any time from
one position. to artother position in the same or comparable class.
If the transfer involves a change from, the jurisdiction of' one
supervising official to another, both must consent thereto unless
the City Council or City Manager orders the transfer for purposes
of economy or efficiency. Transfer shall. not be used to effectuate
a Taretionv demotion., advar,,c omen t or reduction, each of which
may be accomplished only as provided X'n the personnel ordinance
and in these rules . No person shall be transferred 'Vo a position
for which he does not possess the minimum qualifications.
SECTION 2. Promotion: Insofar as practicable and consistent with
the best interests of the service, all vacancies in the competitive
service shall be filled by proynotion from within the competitive
service, after a promotional examination has been given.
If in the opinion. of the department head, a vacancy in the position
could be filled better by an open, competitive ex:am; natio n instead
of a closed, promotional examination, the the department head
shall. request the Personnel Officer to call for applications for
the vacancy and arrange for an open, competitive examination.
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SECTION 3. Demotion: The department head may demote, subject
to the approval of the City Manager, an employee whose ability to
perform his required duties falls below standard, or for discip-
linary purposes . No employee shall be demoted to a position for
which he does not possess minimum qualification. Written notice
of the dernotion shall be given the employee before or within
three days after 'the effective date of demotion, and a copy filed
with the Personnel Officer.
SECTION 4. sus p�t_nsion:
(a) The City Manager or City Council may suspend an em-
ployee from his position at any time for the good of the service,
for a disciplinary purpose, or forother just cause . Suspension
without pay shall, not ex-ceed thirty days, nor shall any employee
be penalized by suspension for more than thirty days in any fiscal
year.
(b) Department heads may suspend a subordinate employee
for not mhr
ore then tee working days at any one time , and not
more frequently than one such suspension in.. a thirty-day period,
for disciplinary purposes only.
Suspensions shall be reported immediately in .re in to the
Personnel Officer.
SECTION Reinstatement : With the approval of the department
head and the City Maxiagero an employee who has resigned with a
good. record may be reinstated fo his former position, iacant ,
or to a vacant position in the same or comparable class. The
employee must meet minimum qualifications for the position.
Accrued benefits from former employment sh- all not be recognized
upon reinstatement.
RULE X11 SEPARATION FROM THE SERVICE
SECTION 1. RDijj�_Ckar Aq-, employse in the competitive service
may be discharged at any tiete by the department head with the
concurrence of ttie City Mans.ger. Any permanent employee who has
been discharged shall be entitled to receive a written statement
of the reasons for such actions and to a hearing if he so re-
quests, as provided in the perrs ortnel, ordinanoe and these rules.
SECTION 2. Lay±off: rhe department head may, with the concurrence
of the. City M,-vAxiager, lay off an employee in the competitive ser-
vice because of material chi ge< in dutiesv organizational changes,
shortage of work, or shortage of funtds. Ten working days before
the eff eo.tive date of a Lay-off`, the departme-nt head shall notify
the Personnel Officer of the intended action witlt reasons
therefor.
Section 15 ofOrdirtaiice No. 1089 outlines lay-off powers conferred
by the City Council.
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SECTION 3- Rest.gnall2ni An employee wishing to leave the com-
petitive service in g,aj 1janjIng shall file with the department
head at least two weeks before leaving the service, a written
resignation stating the effective date and reasons for leaving.
The resignation shall be forwarded to the Personnel Officer with
a statement by thedepartment head as to the resigned employee ' s
service performance and other pertinent information concerning
the cause for resignation. Failure to comply with this rule shall
be entered on the service record of the employee and way be cause
for denying future employment by the city. The resignation of
an employee who fails to give notice shall be reported to the
Personnel Officer by the department head immediately.
SECTION 4. The Personnel Officer will conduct an exit interview.
This interview shall be conducted to determine where better em-
ployment practice can be effectuated.
RULE XITI APPEALS AND RJAIRINGS
SECTION 1. CoMpla.1RIA: Each employee in the competitive service
shall have the right to appeal to the Personnel Advisory Board
relative to any disciplinary action, dismissal, demotion, or al-
leged violation of the personnel ordinance or rules ; except in
instances where the Mght of appeal is prohibited by the per-
sonnel ordinance or these rules . The employee may file a com-
plaint in writing with the Personnel Officer. It shall be the
duty of the Personnel Officer to inform each of the Personnel
Advisory Board members and the department head or other person
complained against of the filing of the complaint.
SECTION 2. LnvesL_j_ a,.ion aEd hearinf Upon the making of any
complaint the Personnel Advisory Board shall make such investi-
gation as it may deem necessary. The hearing authorized by the
personnel ordinance shall be he within twenty days after the
request for the hearing was made. In all hearings the applicable
provisions of the personnel ordinance shall apply.
Ukenever a hearing on any complaint is to be held, the Personnel
Advisory Board shall notify the person requesting the hearing and
che department head or other orficer from whose action the appeal
Is being taken, of the date, time and plaos of the hearing and
shall publicly post same.
At the hearings of the Personnel Advisory Board, the person
making the complaint shall appear personally. He may be repre-
sented by any person or attorney he shall select,
The conclusions of any investigation or hearing by the Personnel
Advisory Board shall be filed in accordance with Ordinance 1089.
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If, due to the absence from the oityt or the illness or disability
of a majority of the Personnel Advisory Board, any employee would
be deprived of the right of a® hearing by the Personnel Advisory
Board, in the event he were laid off, demoted, redncedt or dis-
chargedo the department head shall defer action until the Board
is able to function, unless the case be an emergency, in which
event the department head may suspend the employee until the
Board is able to function.
RULE XIV "'MAININCT OF, EMPLO( YEES
SECTION 1. R2ejZon,,,;J-bi1Qy, fo � trainin Responsibility for
developing training programs for employees shall be assumed by
the Personnel Officer and the department heads . Such training
programs may include lecture courseso demonstrations, assignment
of reading matter or such other devices as way be available
for the purpose of improving the effectiveness and broadening the
knowledge of municipal officers and employees in the performance
of their respective duties.
SECTION 2. Credit traini
ur,
PartIcipation in and successful
completing of special training courses way be considered in making
advancements and prowotions Evidence of such activity shall be
filed by the employee with the Department Head.
RULE XV REPORTS- AM) TUETWIRWEIS
SECTION 1. Roster cards; The Personnel Orficer shall maintain
a service or roster, card for each employee in the service of the
city showing the name, title of position held, the department to
which assigned, salary, changes in employment status, and such
other information as may be considered pertinent.
SECTION 2. ACB v-Lta_!-, . le— -1�: Every appointment, transfert
promotion, demotion, change of salary rate, and any other
temporary or permanent change in status of employees shall be
reported to the Personnel Officer In such manner as may be pre-
scribed by these rules and regulations .
SECTION 3. WARRAIR-Of records ; Personnel files including
the employee ' s history and payroll records shall be kept permanently.
All the records may be destroyed after one year.
RULE XVI !,&jT_BRL
OF' -UT , -:0—ELLOYEES
SECTION 1 . InjarlIA: It is the responsibility of all employees
to report all injuries sustained during the performance of his
assioned duties .
SECTION 2. L
rs
gaLd�
j- ct: All city employees must bear in
L_
mind that their appearance and conduct directly affect the public' s
opinion of their City Government. It is therefore each employee ' s
responsibility to:
(a) maintain proper relations with the public while per-
forming his duties - this should in mannerismst
personal appearance and conduct.
W1 "mmkin financially responsible.
1
4 ,
rft letter
�tter
(e) conduct �. :� �. lr� accordance with e apF�.
of all laws of the; community.
l or
SECTION 3. A.ccidea t nvn n Statements cc�r�.cernin accidents+sus
prrst sI in
involving City
P�►lice personnel are +sXpressly forbidden,
authorize -
17th
uthcsr d by teas City Manager.
_ z
AnopTRDr SIGNED AND APPROVED
I �t�s dad'
cif'` May* 1960
major of the fit +s
Re lands, alifornia
ATTEST:
Ci4yl-erk
ApPROVED FOR FORM:
s Edward P. Ta lc
city Attorney
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