RULES FOR PERSONNEL ADMINISTRATION
AS SUBMITTED TO THE MAYOR AND
CITY COUNCIL
ON
Ray G.
Davenport, Council Member
Phillip A.
Pennino, Council Member
John R. (Randy)
Snider, Council Member
of the
City of
PERSONNNEL ADMINISTRATION
ARTICLES/SECTION PAGE
Sec. 1.01 Merit System Established
ARTICLE II: DEFINITION OF TERMS 2
Sec. 2.01 Definitions
ARTICLE III: GENERAL PROVISIONS 6
Sec. 3.01 Personnel Policy
Sec. 3.02 Equal Opportunity Employer
Sec. 3.03 Powers of the City
Sec. 3.04 Department Rules and Regulations
Sec. 3.05 Application of Personnel Rules
Sec. 3.06 Adoption of Personnel Rules
Sec. 3.07 Amendment and Revision of Personnel
Rules
Sec. 3.08 Conflict of Personnel Rules
Sec. 3.09 Rights of Management
Sec. 3.10 Violation of Personnel Rules
ARTICLE IV: CLASSIFICATION PLAN 9
Sec. 4.01 Definition
Sec. 4.02 Preparation and Maintenance of
Classification Plan
Sec. 4.03 Adoption of Classification Plan
Sec. 4.07 Class Specification Qualifications
Sec. 4.08 Interpretation of Class Specifications
Sec. 4.09 Official Use of Class Title
Sec. 4.10 Reclassification
Sec. 4.11 Reclassification Conditions
Sec. 4.12 Status of Incumbents in Reclassified
Positions
Sec. 4.13 Procedure for Reclassification of
Incumbents
Sec. 5.01 Preparation of Salary Schedule
Sec. 5.02 Adoption of Salary Schedule
Sec. 5.03 Salaries
ARTICLE VI: EXAMINATION ANNOUNCEMENTS 14
Sec. 6.01 Examination Announcement
Sec. 6.02 Dates may be Changed in Examination
Announcement
ARTICLE VII: APPLICATION AND APPLICANTS 15
Sec. 7.01 Applications for Employment
Sec. 7.02 Citizenship of Applicants
Sec. 7.03 Incomplete Applications
Sec. 7.04 Application Information Subject to
Verification
Sec. 7.05 Disqualification of Applicants
Sec. 7.06 Applicants with Felony or Misdemeanor
Convictions
Sec. 7.07 Access to Criminal Records by
Personnel Director
Sec. 7.08 Application as Part of the Examination
Sec. 8.02 Need for Examinations
Sec. 8.03 Open Examinations
Sec. 8.07 Inspection of test Answer Key
Sec. 8.08 Protest of Application Rejection or
Examinations
Sec. 8.09 Appeals from Disqualification in
Examinations and Selection
Sec. 8.10 Examination Records
Sec. 8.11 Status of Protested Examinations
Sec. 8.12 Postponement and Cancellation of
Examinations
Sec. 8.13 Limited Recruitment
Sec. 8.14 Selective Recruitment
Sec. 8.15 Affirmative Action Consideration
Sec. 8.16 Fees for Examinations
Sec. 9.01 Establishment of Eligible Lists
Sec. 9.02 Duration of Eligible Lists
Sec. 9.03 Abolishment of Eligible Lists
Sec. 9.04 Extension of Eligible Lists
Sec. 9.05 Substitution of Eligible Lists
Sec. 9.06 Eligible Lists Resulting from Continuous
Examinations
Sec. 9.07 Reemployment Lists
Sec. 9.08 Reinstatement
Sec. 9.09 Availability of Eligibles
Sec. 9.10 Removal of Names from Eligible Lists
Sec. 9.11 Restoration to Eligible List
Sec. 10.01 Appointments and Promotions
Sec. 10.02 Method of Filling Vacancies
Sec. 10.03 Request to Fill Vacancies
Sec. 10.04 Certification of Eligibles
Sec. 10.05 Selection of Employees
Sec. 10.06 Pre-employment Medical, Physical
and/or
Psychological Examination
Sec. 10.07 Temporary Appointments
Sec. 10.08 Temporary Promotion
Sec. 10.09 Employee Oath of Office
Sec. 10.10 Proof of Citizenship or Legal
Residency
ARTICLE
XI: PROBATIONARY PERIOD
26
Sec. 11.01 Purpose of Probationary Period
Sec. 11.02 Length of Probationary Period
Sec. 11.03 Extension of Probationary Period
Sec. 12.03 Status of Employee Following Promotion
Sec. 12.04 Transfer of an Employee
Sec. 12.05 Demotion of an Employee
Sec. 12.06 Voluntary Return to Former Position
after Promotion.
Demotion, or
Transfer
Sec. 13.01 Policy for Disciplinary Proceedings
Sec. 13.02 Causes for Disciplinary Action
Sec. 13.03 Persons Who May Take Disciplinary
Action
Sec. 13.04 Considerations in the Determination of
Type of
Disciplinary Action
Sec. 13.05 Types of Disciplinary Action
Sec. 13.06 Notice of Disciplinary Action
Sec. 13.07 Process of Disciplinary Action
Sec. 13.08 Appeal of Disciplinary Action
ARTICLE XIV: APPEAL TO
THE RULES FOR PERSONNEL ADMINISTRATION
33
Sec. 14.01 Right of Appeal
SECITON
1.01 MERIT
SYSTEM ESTABLISHED
A.
By adopting these Rules for Personnel Administration,
the
B. Appointments and promotions in the classified service of the City shall be made according to qualifications and merit and from eligible lists to be established in accordance with these Rules.
C. Employees shall be notified of proposed changes to these Rules thirty (30) days prior to
submittal to the
D. Violation of the provisions of the Rules constitutes ground for dismissal or other disciplinary action deemed appropriate by the appointing authority.
SECTION
2.01 DEFINITIONS: The following terms used in these Rules shall
have the meaning hereinafter designated, unless from the context hereof it clearly appears that a different meaning is
intended.
Allocation. The
official assignment of an individual position to its appropriate class on the
basis of the duties performed and the authority and responsibilities exercised.
Applicant. A person who has submitted a written application for employment
with the City in accordance with these Rules. The term does not apply to a person who has
indicated orally or in writing interest in employment or has filed an interest
card for employment.
Appointing
Authority. The person or persons having
lawful authority to appoint or remove
persons from positions in the City in accordance with
Ordinance No. 474.
Appointment. The offer of and acceptance by a person of a position in the City service in accordance with these Rules.
At-Will
Service. The service of an employee which does not
provide a legal right to continued employment, and who therefore may be
disciplined or discharged with or without cause and without the right of
appeal.
Authorized Position. A position approved and
allocated which is authorized by the
Certification. The submission by the
Personnel Director of names of eligibles from an
appropriate eligible list to an appointing authority in accordance with these
Rules.
City. The City of
Class. A position
or group of positions, the duties, authorities and responsibilities of which
are sufficiently similar so that the same descriptive title, examples of
duties, recruiting standards, and compensation can be applied.
Classification. The process by which a
class is established and by which its level in the schedule of the classes is
determined.
Classification Plan. The current schedule of
classes established by the
Classification Specification. A written statement of the general duties of
a classification and the minimum qualifications required to perform them.
Compensatory
Time Off (CTO). The leave
time granted with salary in lieu of payment for approved overtime hours worked.
Continuous Recruitment. A recruitment conducted
for an unlimited amount of time subject to close when a sufficient number of
applications have been received or when a position has been filled.
Day. A calendar
day unless otherwise designated.
Demotion. The movement
of an employee from one class to another class having a lower salary range.
Eligible. A person whose name is on a current employment, reemployment or
reinstatement list.
Employee. A person occupying an exempt, classified or unclassified position
in City Service.
Eligible List. A list of eligibles established by competitive examination who may be considered for employment with the City under
specific conditions set forth in these Rules.
Examination (Test of Exam). The selection technique used to measure the relative
capacities and fitness of applicants.
Final Score. The score used to establish
an applicant’s ranking on an eligible list.
The final score may be a score computed from a combination of scores
from various parts of the exam process.
Flexibly Staffed. The procedure of which an
employee may be promoted to the next level of staffing within a job series
without a competitive examination process.
Layoff. The
involuntary separation of one or more regular employees from the work force
occasioned by the abolishment of a position or positions or the reduction in
number of employees in a given class.
Open
Examination. A competitive examination for a particular
class in which all those applicants who meet the qualifications for the class
may participate, whether or not they are employed by the City.
Oral Reprimand (Oral Warning). A verbal statement to an
employee, usually by the supervisor, pointing out an unsatisfactory element of
job performance. An oral
reprimand (oral warning) is intended to be corrective or cautionary.
Personnel File. The
official personnel file maintained in the Personnel Department.
Position. A
combination of current duties and responsibilities assigned to a single class
and normally performed by one employee.
Probationary Employee. An employee who has been appointed from an
eligible list to a regular position but has not completed the probationary
period.
Probationary Period. A specified working test
period during which an employee serves at will.
Probationary Release. The separation of an
employee from City service during the probationary period without cause.
Promotion. The movement
of an employee from one class to another class with a higher maximum salary
range.
Promotional Examination. A competitive examination for a particular
class which may be taken only by regular and probationary employees of the City
who meet the requirements set forth in the examination announcement.
Provisional Appointment. The appointment of an
individual, who possesses the appropriate minimum qualifications, to a regular
allocated position pending the establishment of an eligible list.
Reclassification. The change in the assignment of a position from one existing class
to a new class or another existing class.
Reemployment
List.. A list of names of former regular employees
who have been laid off from a class, with those laid off last at the top of the
list for reemployment to that class.
Regular Employee. An employee hired from an eligible list, who has successfully completed the probationary period for a
class and occupies a budgeted position in the classified service.
Regular Position. A budgeted
position established by the
Reinstatement. The rehiring
of a separated employee to the same classification held during employment with
the city.
Resignation. The voluntary separation of an employee from employment with the
City.
Salary. The amount
of individual cash compensation for the performances of duties in a position in
a range and step established in accordance with a memorandum of understanding or
Management Salary Plan.
Salary Plan. A set of
base salary rates assigned to specific classes of positions.
Temporary Employee. An employee hired for a limited period of
time who may work part or full- time.
Termination. The involuntary separation of an employee from City service for
cause.
Transfer. The movement of an employee from one position to another position
in the same class or in a comparable class.
Written Reprimand. A cautionary
or corrective written notice to an employee with a copy to his/her personnel
file informing the employee of an action on his/her part which is the cause for
disciplinary action.
Y-Rate. The action
of “freezing” the salary of an employee when such salary exceeds the maximum
rate authorized in the salary plan for the class of said employee.
SECTION
3.01 PERSONNEL
POLICY. In accepting employment with
the City each employee agrees to be governed by and to comply with ordinances,
these Rules, the administrative policy and procedure manual, the rules,
regulations and directives of the department in which employed, and the
memorandum of understanding in effect between the City and the appropriate employee organization.
SECTION
3.02 EQUAL OPPORTUNITY EMPLOYER.
A, The
City is committed to the goal of equal employment opportunities and to that end
has adopted an Affirmative Action Plan.
B.
It is the policy of the City to ensure that the application of these
Rules and regulations, and the recruitment, employment, training, advancement, layoff,
salary, termination, and all other personnel actions for all positions, classes
and individual employees shall be on the basis of qualifications and
performance without regard to race, color, religion, national origin, sex, age,
political affiliation, sexual orientation, or physical or mental disability.
SECTION
3.03 POWERS OF THE CITY MANAGER.
A. Except for the Library Department, which is governed by the
Library Board under the Education Code, Sections 18900-18955, the City
B. Subject to Ordinance No.
474, and the Rules for Personnel Administration, the City
the power and authority to:
1.
Establish, when not in conflict with these Rules, such other policies,
procedures, rules and regulations necessary for the control and supervision of
the affairs of the City;
2.
Appoint and remove all Department Heads, officers and employees of the
City, except those officers appointed by the Council;
3.
Approve all proposed appointments and removals of subordinate employees
by all
officers and Department Heads.
4.
Transfer, promote, demote, reemploy, reinstate, discipline, layoff,
reduce in salary, suspend, or dismiss City employees, except for those officers
appointed by the
C.
The City
SECTION
3.04 DEPARTMENT
RULES AND REGULATIONS.. Department Heads
may develop, implement as necessary any departmental policies, procedures,
rules and regulations pertaining to unique operational requirements and their
effect upon departmental personnel as are needed for the full performance of
duties and responsibilities and which are not contrary to these Rules.
SECTION
3.05 APPLICATION OF PERSONNEL RULES. These Rules shall apply to all City employees
and positions in the classified service except for the following:
A. Elected
officials;
B. Members of appointed boards,
commissions and committees;
C. Persons engaged under contract to render professional,
scientific, technical or expert services for a definite period of time;
D.
Volunteer personnel who receive no regular compensation from the City;
E.
Where a particular rule or article expressly states it does not apply
to certain employees and/or positions, or applies to certain employees and/or
positions.
SECTION
3.06 ADOPTION OF PERSONNEL RULES. The personnel rules shall be established by
resolution adopted by the
SECTION
3.07 AMENDMENT AND REVISION OF PERSONNEL
RULES. Proposed amendments to/or
revisions of the Personnel Rules shall be submitted to the
SECTION
3.08 CONFLICT OF PERSONNEL RULES. In the event that one or more provisions of
these Rules contradict provisions included in memorandum of understanding as
received by the Council and currently in effect between the
SECTION
3.09 RIGHTS OF MANAGEMENT. The
adoption of these Rules shall not be deemed a waiver or surrender of any
management prerogative in relation to the organization or the necessity of any
department or position.
SECTION 3.10 VIOLATION OF PERSONNEL RULES.. Each employee is responsible to comply with
these Rules and any amendments hereto.
Violation of the provisions of these Rules shall be grounds for
disciplinary action, up to and including dismissal.
SECTION
4.01 DEFINITION. The classification plan is the systematic
organization of classes. A class is
composed of one or more positions which are substantially similar with respect
to duties, responsibilities, authorities and character
of work such that the same title, definition, minimum qualifications and
compensation schedules are applied equitably under similar working conditions
for all positions in the class.
SECTION
4.02 PREPARTION & MAINTNANCE OF CLASSIFICATION PLAN.
A. The Personnel Director shall have the
responsibility to recommend the establishment of new classes, or the
combination, alteration or abolishment of existing classes to insure the
efficient and equitable operation of the classification plan..
B. The Personnel Director, or the person
or agency selected for that purpose, shall ascertain and record the duties and
level of responsibilities of all positions in the City and develop/maintain a
classification plan for such positions.
C. The classification plan may contain
classes to which there are no current allocations of positions in order to
provide for future organizational growth or changes in organizational
structure.
SECTION
4.03 ADOPTION OF CLASSIFICATION PLAN.
A. The classification plan shall be established
and amended by resolution adopted by the City
Council.
B. The
SECTION 4.04 ALLOCATION OF POSITIONS.
The
allocation of a position to a class shall be authorized by the
A. The positions are sufficiently similar in respect to duties,
authority and responsibilities that the same descriptive title may be used; and
B. Substantially the same requirements as
to education, experience, knowledge and ability are demanded of incumbents; and
C. Substantially the same tests of capacities and fitness may
be used in choosing qualified appointees.
SECTION
4.05 FLEXIBLY
STAFFED CLASSES. The Personnel Director
may recommend the arrangement of various classes of positions into flexibly
staffed series when, in the judgement of the
Personnel Director and the appropriate Department Head, the classes are similar
or closely related enough in requirements, duties and responsibilities to
warrant such arrangement.
SECTION
4.06 CLASS SPECIFICATIONS. The
Personnel Director shall prepare and maintain a written specification for each
class in the City service. Each class
specification shall set forth at a minimum the title of the class, a definition
of the class, examples of the typical duties performed by positions within that
class, and a statement of qualifications necessary to perform the duties of
that class.
SECTION
4.07 CLASS SPECIFICATION QUALIFICATIONS..
A. Qualifications shall be revised as the need arises.
B. Personal qualifications commonly
required of all incumbents of positions, such as acceptable physical condition,
honesty, sobriety, amenability to supervision, and willingness to work
cooperatively with others, the ability to
comprehend and communicate in the English language, to follow written
and oral instructions, shall be implied as qualifications required for every
class even though such traits may not be mentioned specifically in the class
specifications.
C. Where a position requires an employee
to drive either a City-owned or privately-owned vehicle on official City
business, such employee must possess and maintain the appropriate valid
D. Where a position requires an employee to
have a certificate, license, permit or registration, such employee must possess
and maintain a current certificate, license, permit or registration.
SECTION
4.08 INTERPRETATION OF CLASS SPECIFICATIONS.
The class specifications are
descriptive and explanatory in nature.
They are intended to indicate the kinds of duties and responsibilities
allocated to the various classes and should not be construed as limiting the
assignment of duties and responsibilities to any position. The use of a particular expression or an
illustration as to duties should not be interpreted to exclude others not
mentioned that are of similar kind or level of responsibility. The specification for each class should be considered
in its entirety and in relation to other classes in the classification
plan. Consideration should be given to
the general duties, specific tasks, responsibilities, qualifications required
and relation to other positions.
SECTION
4.09 OFFICIAL USE OF CLASS TITLE.
A position shall be identified by class title in all official personnel
and budget records and transactions.
SECTION
4.10 RECLASSIFICATION. Whenever a material change in duties or
responsibilities of any existing position in the City service occurs the
Personnel Director, on his/her own initiative or upon a request of the
Department Head or the City
SECTION
4.11 RECLASSIFICATION CONDITIONS.
Reclassifications shall not be used for the purpose of avoiding
restrictions concerning demotions and promotions, nor to effect a change in assigned
duties and responsibilities.
SECTION
4.12 STATUS
OF INCUMBENTS IN RECLASSIFIED POSTIONS. Whenever reclassification occurs, an employee
occupying the position may be retained in the position after it has been
reclassified without further competitive examination when:
A. The reclassification results from an official
recognition of a change in duties and responsibilities
which has
already occurred for a significant period of time, normally one year; and
B. The changed duties and responsibilities
justifying allocation to a different classification have
taken place during the employment
of the present incumbent in such position and were not the result of planned
management action; and
C.
The incumbent possesses the knowledge, skills, abilities and experience
required of the different class.
SECTION
4.13 PROCEDURE FOR RECLASSIFICATION OF
INCUMBENTS.
A.
The Department Head may submit a written request to the Personnel
Director for a classification study to be conducted on a position. Such request shall include supporting
evidence/information justifying the study.
The Personnel Director shall determine if the classification study is
warranted.
B.
The findings set forth in Section 4.10 of these Rules shall be
transmitted by the Personnel Director to the City
C.
The Personnel Department shall determine whether the reclassification
of a position constitutes a downward, lateral or upward movement of the
position relative to its current allocation.
The following actions prevail with regard to each of the following kinds
of changes:
1. Downward. The incumbent may accept a demotion to the
reallocated position or be
reassigned to a vacant position in the same class and retain regular
status.
2. Lateral. The incumbent will remain unchanged in the
class to which the position is reallocated.
3. Upward. The employee will retain regular status in
the new class when the Personnel
Department determines that either (a) there has been
no essential change in the duties or responsibilities of the position during
the individual’s incumbency; or (b) there has been a gradual change in the
duties and the incumbent has performed the higher level tasks for a significant
period of time, normally one year. If
none of the above situations exist, the employee may compete for the
reallocated position.
D. An employee may appeal a reclassification
action according to the following procedure:
1.
The appeal shall be submitted in writing using the appropriate form
available from the Personnel Department, to the Personnel Director, within (15)
work days of the date of notification of action.
2.
The Personnel Director shall respond in writing within fifteen (15)
work days of the date of receipt of the appeal.
3.
If the appeal is not settled in step 2, the employee may submit an
appeal in writing
to the City
Personnel Director.
4.
The City
SECTION
5.01 PREPARATION
OF SALARY SCHEDULE:
A.
The City
B.
The salary schedule shall establish a schedule of salary ranges and
salary steps showing monthly minimum and maximum rates, biweekly rates and
hourly rates.
C.
The development and implementation of the salary schedule shall
include, but not be limited to, the following considerations:
1.
Enabling the recruitment of qualified employees;
2.
Encouraging employee retention;
3.
Recognizing salary trends in other governmental agencies and private
industry;
4.
Observing the principle of equal salary for equal work;
5.
Recognizing differences in minimum requirements and responsibilities
relative to the
the classification plan;
6.
Providing incentives for employee work performance and job development;
7.
Supporting the internal equity and alignment of the classification
plan.
SECTION
5.02 ADOPTION
OF SALARY SCHEDULE..
A, The salary schedule shall be established and amended by
resolution adopted by the
B. Each class in the classified and the unclassified services
shall be assigned to a salary range and salary steps, or an hourly rate.
SECTION
5.03 SALARIES. All salary rates
prescribed shall be fixed on the full-time service in full-time positions,
unless otherwise designated.
SECTION
6.01 EXAMINATION
ANNOUNCEMENT:
C. All personnel requisition forms must be received by the Personnel
Department prior to announcement of an examination.
D.
The Personnel Department shall prepare an official bulletin announcing
any proposed examination. The bulletin
shall be posted in public view in such places and by such means as to attract a
sufficient number of qualified applicants.
E.
The examination announcement shall contain the class title, a statement
that the City is an affirmative action-equal opportunity employer, and shall
specify at least the major job responsibilities, minimum and desirable
qualifications, the selection process to be used, and the
time and manner of making
application.
SECTION
6.02 DATES MAY BE CHANGED IN EXAMINATION ANNOUNCEMENT:
Dates
specified in any examination announcement may be extended, postponed or
canceled by the Personnel Director if such action is necessary or expedient to
the needs of the City.
SECTION
7.01 APPLICATIONS
FOR EMPLOYMENT:
A. Applications for employment with the City shall be made on
official application forms available from the Personnel Department.
B. A separate, signed application must be submitted each time
and for each position for which an applicant applies.
C. The application shall contain the original signature of the
applicant in the space provided on the application.
D. The application shall be received in the
Personnel Department on or before the announced final
filing
date and time.
E. All application materials shall become
the property of the City.
SECTION
7.02 CITIZENSHIP OF APPLICANTS. Employment is open to qualified persons who
are citizens of the United States and to
qualified persons who are not citizens of the United States but who have
complied with state and federal laws defining the eligibility of non-citizens
for employment in state and local government.
SECTION
7.03 INCOMPLETE
APPLICATIONS. Incomplete applications may be rejected or returned to the
applicant for additional information and/or completion.
SECTION
7.05 APPLICATION
INFORMATION SUBJECT TO VERIFICATION.
A.
During the course of the employment process, information presented on
an application may be verified and supplemented by investigations which may
include the employment record, character and personal history of the applicant.
B.
Applicants may be required to furnish the Personnel Department with
certified copies of any diploma, license or any other accreditation or
certification required to meet the qualifications established for the
examination or which the applicant claims to hold.
SECTION
7.05 DISQUALIFICATION
OF APPLICANTS. The Personnel
Director may disqualify any applicant from consideration, either before or
after an examination. Reasons for
rejecting an application or an applicant may include but shall not be limited
to any of the following deficiencies:
A. The applicant is lacking in any of the qualifications or
requirements established for the examination, or set forth in the class
specification for the class for which he/she is applying, or in these Rules.
B. The applicant has made false statement of material fact, or
practiced or attempted to practice deception or fraud in his/her examination,
or in securing eligibility for appointment.
C. The applicant fails to
follow written or oral direction or is disruptive while taking prescribed examinations.
D.
The applicant failed to submit the completed application to the
personnel department by the prescribed filing date.
E.
The applicant used or attempted to use personal political influence or pressure,
or bribery, to secure an advantage in an examination or appointment.
F. The applicant failed to appear promptly
at the time and place designated for any portion of an examination, or failed to reply within a
reasonable time to communications concerning availability for employment.
SECTION
7.06 APPLICANTS WITH FELONY OR MISDEMENOR CONVICTIONS. Conviction including pleas of guilty and nolo contenere of a felony or of
any misdemeanor on the part of the applicant or eligible will be reviewed individually
by the Personnel Department as to determine the standing or removal of the name
of an eligible from any employment list.
SECTION
7.07 ACCESS
TO CRIMINAL RECORDS BY PERSONNEL DIRECTOR.
In order to further the objectives set forth in Section 7.06 of these
Rules and as authorized by the California Penal Code Section lll05b(10) and
13300(b)(10), the Personnel Director is hereby authorized to have access to an
utilize criminal history record information on file with the State of
California Department of Justice and/or local law enforcement agencies when it
is necessary for such records to be utilized to fulfill employment,
certification or licensing duties as set forth in these Rules and in California
Labor Code Section 432.7.
SECTION
7.08 APPLICATION
AS PART OF THE EXAMINATION.
Applications shall be considered a part of the examination process.
SECTION
8.01 RESPONSIBILITY
TO CONDUCT EXAMINATIONS:
A.
The Personnel Director shall determine or approve the manner and methods
of preparation of examinations, and by whom they are administered, and shall be
responsible for the conduct of examinations for all classes of positions within
the City service.
B.
The examination selection process is intended to test for the job
functions identified in the job analysis and class specifications. The Personnel Director may examine applicants
by any one or combination of techniques such as: achievement tests; aptitude
tests; evaluation of training, experience, and education assessment centers;
personal interview; performance tests; evaluation of work performance and/or
work samples; physical agility tests; written tests; review and investigation
of personal background and references; medical, physical and/or psychological
examinations; successful completion of prescribed training; and/or by such
other techniques as determined by the Personnel Director.
SECTION
8.02 NEED FOR EXAMINATIONS:
A, The
Personnel Director shall schedule examinations as deemed necessary for
maintaining a continuity of
City services.
B. Examinations may be specified as either
promotional or open.
SECTION
8.03 OPEN EXAMINATIONS.
A.
Open examinations
are open to all persons who meet the requirements and conditions set forth in
the examination announcement.
B.
Open examinations
may be assembled or conducted on a continuous basis.
C.
Open examinations
shall be conducted when the Personnel Director determines such
examinations are in the best interest of the City.
SECTION 8.04 PROMOTIONAL EXAMINATIONS.
The conduct of promotional examinations will
be considered prior to conducting open examinations when there is a sufficient number of potentially qualified employees. Promotional examinations are open to
probationary and regular employees of the City who meet the requirement and
conditions set forth in the examination announcement. The names of eligibles
on promotional lists who are no longer employed by the city shall automatically
be dropped from such lists.
SECTION 8.05 RATING EXAMNATIONS.
A. The passing score on an
examination or any part of an examination or any part of an examination will be
established by the Personnel Department.
B. An applicant’s final score
in a given examination shall be the score or the combination of scores attained
on each competitive part of the examination.
C. Failure on any one part of
the examination may be grounds for declaring that the applicant has failed the
entire examination, or that the applicant is disqualified for subsequent parts
of the examination.
D. Parts of an examination may
be designated as qualifying only, with no numerical weight assigned to passing
scores on such part.
SECTION
8.06 NOTICE OF EXAMINATION RESULTS. Each applicant in an examination shall be
sent written notice to his/her last known address giving the results of such
examinations and, if successful, his/her final score and position on the
eligible list, if applicable.
SECTION
8.07 INSPECTION OF TEST ANSWER KEY. Answer keys for written tests will be available
for review by applicants within two (2) weeks of notification of test results
except for standardized or copyrighted tests, essay or problem tests not
subject to scoring by an absolute standard, oral qualifications appraisal
interviews, or tests used for examinations on a continuing basis by the City.
SECTION
8.08 PROTEST
OF APPLICATION REJECTION OR EXAMINATIONS..
Protest as to alleged errors, fraud or discrimination must be submitted
to the Personnel Director within ten (10) working days of the date of the
mailing of the appropriate notices and he/she may take such corrective measures
as appropriate. Correction of any score
shall not invalidate any
previous appointment.
SECTION
8.09 APPEALS FROM DISQUALIFICATION IN EXAMINATIONS AND SELECTION.
A.
Individuals
electing to appeal their disqualifications in any phase of the examination or
selection process, shall within ten (10) working days of the date of mailing of
the appropriate notice, file a written statement with the Personnel Director
setting forth:
1.
The action being appealed;
2.
The specific basis for the appeal; and
3.
The relief sought.
B. Within ten (10) working days from the
receipt of a timely appeal, the Personnel Director shall
complete an investigation. The individual shall be promptly notified of
the results of the investigation and advised of any rights and responsibilities
for further appeal.
C. An individual may appeal the decision of the Personnel
Director to the City
SECTION
8.10 EXAMINATION RECORDS. The records
of an examination are working documents, confidential in nature, and not public
documents. The Personnel Director shall
establish and maintain procedures to ensure the confidentially of examination
records including rating sheets, test results, reference checks, background
investigations, physical and psychological examinations, records, ethnic, sex,
age, citizenship/legal alien documents and data.
SECTION
8.11 STATUS
OF PROTESTED EXAMINATIONS. The
Personnel Director may, after considering the needs of the City, continue the
scoring of tests and other parts of the examination, certification, and
appointment process prior to answering protests. Appointments made are not invalidated even if
a protest is subsequently allowed.
SECTION
8.12 POSTPONEMENT
AND CANCELLATION OF EXAMNICATIONS.
If, in the opinion of the Personnel Director, a sufficient number of
qualified applicants has not made application for an
examination or the vacancy no longer exists, the Personnel Director may extend
the final filing date and the date of the examination or cancel the
examination.
SECTION
8.13 LIMITED RECRUITMENT. When
it can be anticipated that he applicant group will be large in relation to
anticipated vacancies, the Personnel Director may take steps to limit the size
of the applicant group through (a) shorter filing period, or (b) specifying a
maximum number of applications which will be accepted; or (c) other means which
are appropriate to the circumstances and otherwise consistent with these Rules.
SECTION
8.14 SELECTIVE RECRUITMENT. When a specific position’s duties require a
unique or specialized skill, the Personnel Director – may within a job
classification – modify recruitment or selection processes to those individuals
possessing the specialized skill(s).
SECTION
8.15 AFFIRMATIVE
ACTION CONSIDERATION. The Personnel
Director may utilize alternative selection processes in order to eliminate
adverse impact as part of an affirmative action program.
SECTION
8.16 FEES FOR EXAMINATIONS.
Application and/or examination fees may be charged to applicants for the
recovery of costs associated with the selection process for open examinations.
SECTION
9.01 ESTABLISHMENT
OF ELIGIBLE LISTS:
A. Eligible lists shall be established as a
result of an examination process.
B.
Eligible lists may be ranked or unranked.
C.
Upon completion of scoring the examination, the names of successful
applicants shall be arranged in order of final score earned, from the highest
score down to the lowest passing score.
In the event of identical ratings, names shall be arranged in the order
of application date, and if the same, then arranged alphabetically. In the event of identical for promotional
examinations, names shall be arranged in the order of application date, and if
the same, then arranged by seniority, and if the same, then arranged
alphabetically.
D.
An eligible list my be unranked when the list
is composed of five (5) or less applicants, or the selection process does not
measure those aspects of performance which differentiate among levels of job
performance.
E.
Eligible lists shall become effective when certified by the Personnel
Director.
SECTION 9.02 DURATION OF ELIGIBLE LISTS. Eligible lists shall be effective for a period
of two years unless exhausted, abolished, or extended.
SECTION
9.03 ABOLISHMENT OF ELIGIBLE LISTS. The
Personnel Director may abolish an eligible list prior to the end of the
prescribed period when consistent with the principles of merit.
SECTION
9.04 EXTENSION
OF ELIGIBLE LISTS. Prior to its
expiration, the Personnel Director may extend the effective period of an
eligible list for open examinations for a period of time not to exceed an
additional twelve (12) months.
SECTION
9.05 SUBSTITUTION
OF ELIGIBLE LISTS. Eligible lists
that are currently established may be substituted to fill vacancies in
classifications which require the same knowledge, skills, and abilities as
classifications which require the same knowledge, skills, and abilities as classifications
within the same job family and of the same or lower level compensation and for
which there is no eligible list.
SECTION
9.06 ELIGIBLE LISTS RESULTING FROM CONTINUOUS RECRUITMENT. Lists established as a result of a continuous
filing shall remain in effect no longer than one year from the date of the
examination unless sooner exhausted, abolished, or extended. Names placed on such lists may be merged with
any others in order to establish one pool of applicants.
SECTION
9.07 REEMPLOYMENT
LISTS:
A. The reemployment lists for any class shall consist of the
names of employees who have been laid off.
Such names shall be placed on the reemployment list in reverse order of
layoff.
SECTION
9.08 REINSTATEMENT.
A.
Any separated employee with employment in good standing may request to
be placed on a reinstatement list for a period not to exceed (3) years. Any separated employee may be reinstated at
the request of the Department Head to the employee’s former classification if
vacant, or to a vacant position in a lower rated class in the same class series
in which he/she meets the minimum qualifications. Whenever any person is reinstated, his/her
reinstatement date shall govern his/her seniority. Reinstated employees shall be required to
serve a probationary period. No former
employee has a right to reinstatement.
The decision to reinstate is at the discretion of the Department Head
with the approval of the appointing authority.
B. Any person reinstated shall be treated as a new employee and
shall have no vested interest in or be entitled to any benefits accrued during
any previous employment with the City.
SECTION
9.09 AVAILABILITY OF ELIGIBLES
A.
It is the
responsibility of eligibles, those on reemployment lists
and individuals who have requested reinstatement to notify the Personnel
Department of any change of address or other change affecting availability for
appointment.
B.
Eligibles, those on re-employment lists, and those who have
requested reinstatement, who do not indicate a willingness to accept employment
under the offered conditions will be considered to
have declined appointment, and their names may be withheld from certification
for other positions in which the same employment conditions apply.
SECTION
9.10 REMOVAL
OF NAMES FROM ELIGIBLE LISTS. The
Personnel Director may remove the name of any eligible from an eligible list
for any of the following reasons:
A.
Disqualification for any of the reasons identified in these Rules that
would be grounds for termination of employment.
B.
A report of a background investigation.
C.
A report of a medical, or psychological
examination is unsatisfactory.
D.
On evidence that the eligible cannot be located by postal authorities
at the last known address. Failure to
reply with five (5) workdays from the date the letter or card was mailed
requesting information as to availability for appointment, or failure to notify
the Personnel Department of any change of address resulting in the return of
letters by the United States Post Office, will be considered sufficient
evidence. On submission of a request
therefore, giving acceptable reasons as to why the notice was not returned or
change of address not filed, the Personnel Director may restore the name of an
eligible to the appropriate list.
E.
The eligible has been appointed to the position for which the list was
established.
F.
Upon receipt of a written statement from the eligible requesting the
removal of his/her name from a list.
G.
An offer of regular full-time employment in the class for which the
list was established has been declined by the eligible. Eligibles for
promotions may decline a maximum of three (3) offers.
H.
The eligible selected has been granted at least two weeks to report to
work and fails to do so.
I.
The eligible has waived the hiring interview three times.
SECTION
9.11 RESTORATION TO ELIGIBLE LIST:
Any person whose name has been removed from an eligible list shall receive consideration
for restoration of his/her name to a list by submitting a request, in writing,
to the Personnel Director specifying the reason(s) which he/she feels
substantiates that re-eligibility or extension thereof: Granting of restoration is at the discretion
of the Personnel Director.
SECTION
10.01 APPOINTMENTS
AND PROMOTIONS: All appointments and
promotions shall be made from eligible lists to be established in accordance
with these Rules.
SECTION
10.02 METHOD
OF FILLING VACANCIES: Vacancies
shall be filled by appointment from lists as set forth in this Article. In the absence of persons eligible in such
manner, provisional appointments may be made in accordance with Section 10.07
of these Rules.
SECTION
10.03 REQUEST
TO FILL VACANCIES. Whenever a
position is to be filled, the Department Head shall notify the Personnel
Director and make a request for the certification of eligibles
and provide such information as is required on the form(s) provided by the
Personnel Department.
SECTION
10.04 CERTIFICATION
OF ELIGIBLES. Except as provided in
these Rules, when a position is to be filled from an eligible list, the
Personnel Director shall certify to the Department Head the names of candidates
on the eligible list.
SECTION
10.05 SELECTION
OF EMPLOYEES. After an offer of
employment no appointment shall be made until the background evaluation,
medical/physical/psychological examination, drug and alcohol screenings and any
other pre-employment testing demand to be necessary and appropriate are
successfully completed and received by the Personnel Department.
SECTION
10.06 PRE-EMPLOYMENT MEDICAL. PHYSICAL AND/OR
PSYCHOLOGICAL EXAMINATIONS.
A. An offer of employment shall
be made contingent upon the successful completion of the required drug/alcohol
screening, medical, physical and/or psychological examination.
B. It is the responsibility of
the prospective appointee to take and complete any and all examinations at the
time and place set by the City. Failure
to do so shall constitute a basis for denying appointment.
C. Subsequent to any physical
or psychological examinations, the Personnel Director shall make a
determination of eligibility for employment based on the
physician’s/psychiatrist’s/psychologist’s examination report, the employment
history of the individual, and the physical and/or psychological requirements
of the class to be filled.
SECTION
10.07 TEMPORARY
APPOINTMENTS.
A.
Whenever a position is required for the efficient and economical
operation of a department, a temporary appointment may be authorized by the
City
B.
A Department Head may request a temporary position by submitting
justification and such other information to the City
C.
A temporary
appointment is the appointment of an individual, who may or may not be on an
eligible list, to a temporary position.
D.
No special credit shall be awarded in any examination or the
establishment of any employment list for services rendered under a temporary
help appointment.
E.
Any person on an eligible list who accepts employment as a temporary
help employee shall retain his/her place on such eligible list.
F.
A temporary help employee is not part of the classified service and, if
eventually hired as a regular employee, shall receive no credit for any purpose
for time employed as a temporary help
Employee unless otherwise specified in a memorandum
of understanding.
G.
Unless otherwise approved by the City
H.
A temporary help employee serves at-will and may be removed at any time
without the right of appeal or hearing.
I.
A temporary help employee shall not be employed for more than 1664
hours in a regular position in any consecutive twelve (12) month period.
SECTION
10.08 TEMPORARY
PROMOTION:
A.
A temporary
promotion is the appointment of a regular City employee to a vacant regular
position for a limited period of time.
B.
No change in benefits being provided, including but not limited to
retirement, health/medical insurance, life insurance, disability insurance,
vision care, dental care, vacation and sick leave shall be granted or accrue to
any probationary or regular employee under a temporary promotion.
C.
An employee who is in a temporary promotion my be
removed from such appointment and replaced in his/her original probationary or
regular position at any time without the right of appeal or hearing.
D.
An employee must be certified by the Personnel Department as meeting
all the qualifications for the position prior to promotion.
SECTION
10.09 EMPLOYEE OATH OF OFFICE.
A.
Every employee, before entering upon the duties of employment, shall
take and subscribe to the Oath of Office required by the provisions of Article
20, Section 3, of the California Constitution (Government Code Section 3100).
B. The
Oath of Office, shall be administered and witnessed
by, and in the presence of the City Clerk, Deputy City Clerk, or the
appropriate person deputized by the City Clerk.
SECTION
10.10 PROOF
OF CITIZENSHIP OR LEGAL RESIDENCY. In accordance with the Immigration Reform and
Control Act of 1986 and Title 8, United States Code, Section 1324A all
employees shall be required to submit a proof of citizenship, or legal
residency and/or permit to work to the Personnel Department. Such documents shall be returned to the
employee.
SECTION
11.01 PURPOSE
OF PROBATIONARY PERIOD: The probationary
period is part of the testing and selection process and shall be used for
observing the employee’s work, for facilitating the effective adjustment of the
employee to his/her position, and for rejecting any probationary employee. A probationary employee does not have any
right of appeal if released during the probationary period.
SECTION
11.02 LENGTH
OF PROBATIONARY PERIOD:
A.
All appointments are subject to a probationary period of no less than
one year.
B.
Any person appointed or promoted to a position shall serve a
probationary period for one year or a time period specified in the appropriate
memorandum of understanding.
C.
The probationary period shall not include the time served under any
provisional,
temporary help, emergency or acting appointment,
and shall begin on the effective date of
appointment to a regular position except as otherwise specified in a memorandum
of understanding.
D.
Leaves of absence shall not be counted toward completion of the
probationary period and the probationary period shall be extended by the number
of days of such leaves or assignments that are in excess of one pay period.
SECTION
11.03 EXTENSION OF PROBATIONARY PERIOD.
As an alternative to the release of a probationary employee, a
probationary period may be extended for a period or periods not to exceed one
(1) year or, in accordance with the appropriate memorandum of
understanding. Extension of probationary
periods shall be approved by the City
SECTION
11.04 REJECTION
DURING PROBATIONARY PERIOD.
A.
With approval of the City
B.
An employee rejected during the probationary period from a position to
which he/she has been promoted shall be reinstated to the position from which
he/she was promoted, unless he/she is dismissed from the service of the City
for cause.
SECTION
12.01 ATTAINMENT OF STATUS AS A REGULAR EMPLOYEE: An employee appointed to a position in the
classified service shall earn status as a regular employee in a class if the
employee successfully completes the designated probationary period.
SECTION
12.02 PROMOTION OF AN EMPLOYEE.
Promotion to a position in the classified service shall be made from an
eligible list established for the class.
SECTION
12.03 STATUS OF EMPLOYEE FOLLOWING PROMOTION. An employee who has been promoted, and
successfully completes the designated probationary period in that
classification (subject to Section 11.02 of these Rules), gains status as a
regular employee.
SECTION
12.04 TRANSFER OF AN EMPLOYEE.
A. Regular transfers shall not be made unless the employee being
transferred shall have been in the position at least six (6) months prior
thereto. A transfer is not a right, but
is made at the
discretion of the Department Head.
B. Regular transfers for employees with less than six (6)
months service must have the approval of both Department Heads involved.
SECTION
12.05 DEMOTION OF AN EMPLOYEE.
A.
An employee may be demoted at his/her request, or as a result of
reduction in force, or for disciplinary reasons.
B.
A regular employee may request a demotion by submitting such a request
in writing to the Personnel Director. Any demotion resulting from an employee’s
request shall be known as a voluntary demotion.
Voluntary demotions may be made to a vacant position upon approval of
Department Head. No employee may
voluntarily demote to a position for which he/she does not meet the minimum
qualifications and no employee has a right to voluntarily demote.
C.
A demotion resulting from a disciplinary action shall be known as an
involuntary demotion.
SECTION
12.06 VOLUNTARY RETURN TO FORMER POSITION AFTER
PROMOTION, DEMOTION, OR TRANSFER.
A.
An employee
separated from a class due to a promotion, demotion or transfer, does not have
the right to return to the former position except in accordance with Article
XI, Section 11.04(B) of these Rules. An
employee recently separated from a class due to a promotion, or transfer may be
returned to the formerly held classification provided:
1.
A vacancy in the formerly held classification exits; and
2. Such
return is subject to approval by the appropriate Department Head(s).
B.
Such employee is exempt from
the examination process for the formerly held position providing
the employee meets the current minimum qualifications for
the classification.
SECTION
13.01 POLICY FOR DISCIPLINARY PROCEEDINGS: In order to establish employee standards of
conduct and work performance that are consistent with the efficient and effective
delivery of public services, this section outlines those circumstances under
which disciplinary action may be required.
SECTION
13.02 CAUSES FOR DISCIPLINARY ACTION.
The following may be causes for disciplinary action including, but not
limited to, written reprimand, demotion, suspension, or discharge of any
employee. The purpose of specifying
these causes is to alert employees to the more common types of disciplinary issues However, this
list is not all inclusive and there may arise instances of unacceptable
behavior not included in this list.
A. Improper or unauthorized use
or abuse of sick leave
B. Excessive absenteeism that
prevents reasonable availability for assigned duties.
C. Absence without authorized
leave; repeated tardiness to assigned work station, leaving assigned work
without authorization; failure to report to work after a leave of absence has
expired, or after a leave has been disapproved or revoked.
D. Misconduct; willful or
negligent violation of the personnel rules, resolutions, and other related
ordinances including written departmental rules, regulations, and policies.
E. Insubordination.
F. Acceptance of gifts or
gratuities in connection with or relating to the employee’s duties.
G. Conviction of a felony or a
misdemeanor involving moral turpitude. A
plea or a verdict of guilty, or a conviction following a plea of nolo contendere, to a charge of a
felony or any offense involving moral turpitude is deemed to be a conviction.
H. Fraud or the submission of
false information related to employment application, payroll, or any
work-related record or report.
I.
Soliciting outside work for personal gain during the conduct of City
business; engaging in outside employment for any business under contract with
the City; or participating in any outside employment that adversely affects the
employee’s City work performance; or conducting personal business on City time.
J. Discourteous treatment of
the public or City employees or disorderly conduct on City property or on City
business including fighting, or using profanity, intimidation, abusive or
threatening language.
K. Conduct that interferes with the
reasonable management, operation and discipline of the City or
any of its departments or divisions
or failure to cooperation with superiors or fellow employees.
L. Engaging in political
activities while on duty, in uniform or using the authority associated with
City employment.
M. Violation or neglect of safety rules or
practices.
N. Behavior, either during or outside duty hours, which is of
such a nature that it causes discredit to the City or one of its operating
practices.
O. Refusal or inability to improve job
performance in accordance with written or verbal
Direction after
a reasonable trial period.
P. Inefficiency, incompetence, or
negligence in the performance of duties, including failure to
perform or complete assigned tasks
or training in a prompt competent and reasonable
manner.
Q. Refusal or inability to improve job performance in accordance
with written or verbal direction
after a reasonable trial period.
R. Refusal to
accept and carry out reasonable and proper assignment from an authorized
supervisor.
S. Possession or use of controlled substances
or alcohol on City property and/or at the worksite.
T. Intoxication, intemperance, or incapacity
due to the use of controlled substances or alcohol while
on duty.
U. Failure to obtain or maintain possession
of the minimum qualifications for the position.
V.
Careless, negligent, or improper use of City property, equipment or
funds, including unauthorized
removal, or use for private purpose, or use involving damage or
unreasonable risk of damage to property.
W.
Unauthorized release or use of confidential information or official
records.
X.
Participation in an illegal strike, work stoppage, slowdown, or other
job action against the City.
Y.
Inability to perform the duties of his/her job.
AA. Dishonesty.
BB. Possession of firearms
on the job.
CC.
Sleeping on the job.
DD.
Theft.
EE.
Retailiation for actions protected by law.
FF.
Failure to report loss of or damage caused to city equipment and/or
facilities for which the employee was responsible.
GG.
Threats of violence against City employees and/or City property.
SECTION
13.03 PERSONS WHO MAY TAKE DISCIPLINARY ACTION. The City
or
any Department Head or designee may take disciplinary action against an
employee.
SECTION
13.04 CONSIDERATIONS IN THE
DETERMINATION OF TYPE OF DISCIPLINARY ACTION The considerations
used in determining the type of disciplinary action shall be considered on a
case-by-case basis. Such considerations
shall include, but not be limited to:
the employee’s work history and performance record; the nature and
severity of the infraction; degree of orientation; and any extenuating factors.
SECTION
13.05 TYPES OF DISCIPLINARY
ACTION. The types of disciplinary
action that may be taken shall include but not be limited to oral reprimand,
written reprimand, demotion, suspension, reduction to pay and dismissal.
SECTION
13.06 NOTICE
OF DISCIPLINARY ACTION. A written
notice shall be given to the employee of the following:
A. The reasons for the
disciplinary action including what rules, regulations or policies have been
violated.
B. The effective date(s) of the
disciplinary action.
C. Any rights of appeal.
SECITON
13.07 PROCESS
OF DISCIPLINARY ACTION. The City of
A.
Verbal counseling or oral reprimand to determine the cause(s) or
origin(s) for lacking performance, and to encourage the employee to
raise/maintain performance at an acceptable level.
B. Written reprimand, which if applicable,
will include the performance level the employee is
expected
to achieve/maintain.
C. Demotion, suspension, reduction in pay, and dismissal may be
used separately, concurrently or in
succession to other disciplinary actions.
SECTION
13.08 APPEAL OF DISCIPLINARY ACTION. An employee shall have the right to appeal any
disciplinary action. The appeal process
shall pursue the appropriate chain of command.
The appeal process shall be composed of the following steps:
A. An appeal shall be submitted in writing
to employee’s immediate supervisor within fifteen
(15) work days of the date
of notification for disciplinary action.
B.
The supervisor shall respond in writing within fifteen (15) work days
of the date of receipt
of the employee’s appeal.
C. If resolution is not achieved with the
supervisor, the employee may submit an appeal in writing
to the
Department Head within fifteen (15) days of the date of the supervisor’s
response.
D. The Department Head shall respond in
writing within fifteen (15) work days of the date of receipt
of the appeal.
E.
If resolution is not achieved with the
Department Head, the employee may submit an appeal in writing to the City
F. The City
receipt of the appeal.
G.
If resolution is not achieved with the City
writing to the City Clerk for the
appeal to be heard by the Personnel Board of Review as constituted in Ordinance
Nos. 474 and 1477, within fifteen (15) work days of the date of the City
H. A hearing by the Personnel Board of
Review shall be scheduled within ten (10) work days
of the date
of receipt of the appeal by the City Clerk.
The hearing by the Board shall be a public
hearing,
unless the employee desires a closed hearing.
I.
The Personnel Board of
Review shall submit a statement of findings to the employee, City
the
hearing. The decision of the Board shall
be final and binding.
SECTION
14.01 RIGHT
TO APPEAL. An employee shall have
the right to appeal the interpretation and application of these Rules and the
City’s Administrative Policies and Procedures.
The following procedure shall be used to process and resolve disputes.
A Employee(s)
shall submit in writing on the appropriate form to the Personnel Department
within fifteen (15) work days from the date of alleged infraction of these Rules,
or the date the employee became aware of the incident which is the basis for
filing the appeal.
B. The Personnel Director shall
respond in writing within fifteen (15) work days from the date
of receipt of the appeal.
C. If resolution is not
achieved with the Personnel Department, the employee may submit an appeal in
writing to the City
D. The City
END