HomeMy Public PortalAbout2568 ..
. , � ;.,
RESOLUTION Tdli. 2568
� PERSONNEL SYSR`EM RtiLES r.ND fiEGTJliF T20NS GF THE
CI'i'Y OF LYNWO�JD
WFTER�:AS, thE. CiFy Cotar.c3.1 #.� �,urhorized and directed
unde.r. { :he pr. c�v�.s3ons of Ordinance dv`a. 609 `.�0 2.dopt rules and
rsg�.�.',.a�:3ons for• th� adminietrtztio:z n.S° �:h:- per.��onnel s,�stem created
�r� sa.i.d r.r3inance; now %�erefore, �e i�-
P,�SOI,4'ED, tY��.t ��ie Ci.t�* Cc�unc.ii. •af �.he Cit;y oi" Lynwuad
doa3 nrreb;� �,:iopy the faliowing z°t��ea: .
k JLE T
. PURPOSE AN.D DEFTNI'P'ION
RULE TA PURPOS
The ob,jectives of thase rules are to fa.cilizate efficient
ar.d ec�nomical services to the publ3c ard to prcvid.e for� a fair and.
Eguit;able system of persorinel management iri the municipal government.
Theae ru].es set for�h i.n deh.ail thosc- procedures whi�;h i.n-
sure 4imiiar i:reatment; Por chose who compete for ori�;inal amployment
and promoii�n, and define the oblig�ticns, rights, privileges, bene-
fit�, arid pr.ohibitions which are p.la�ed upon all employees in the
Compet_!f:_ve S�rvice of th2 City.
At the same time, within the 11m1ts of adminietrat�.ve
feasibility, reeogniti.on r~,ha11 be given ta ihe fa.ct *h�.t individua.l�
differ, that nc two individuals react a11ke to rew�.rd. and discipiine
or to unif"orm motivation and encouragem�nt. For this reason, con-
siflerable latitude shall be given to the Fer�onnel Officer in the
execution of hi� dutie� and responsibil.ities relating ta empl.oyee
morale and discipline.
RULE IB D EFINITTON OF 2`ERMS
The following terma, whenever uvec� in these rules, ah�,ll
ue construed e.s follows:
Section 1. "Advancemant": A sala.ry Sncrease of one or
more steps within the 13�m �s o e pay r:�nge eatablished for a
class.
Section 2. "Allocatj.on": �e aa�ignment of a slazgl.e
position to its proper cl�.ss .n a,ecordance with the dutie� per-
formed, and the au�hority and responsibilities exerciaed,
Section 3. "Appointing power": The of�'icers of the
cit:y who, in their indiv ua . capae e�, or aH a board, corruni��iori,
or cit.y council, have the fint�l autharity to m�.ke the appointment
to the position to be filled..
' Section 4, o 'Board": The Per.sonnel Bcard establj.shed in
pursuance of the ordinance creaiing a peraonnel qyabem £e� the city.
Section 5. "Clas�": A11 pa�i�ion� ��.�fziciently simi,lar
in duties, authority, regponsibil.it,y, �nd wor.king conditions to
permit grouping under a common tit;le and the appl.ic�.tion with
equity of common standards of selection, trans±"er, pramotion, and
salary. •
-1-
• � .
Section 6.. "Competitive service"r The p�sitions and
employments which are inelu e or w ic may hereafter be included
under the personnel system by ordinance.
Section 7. "Demotion"; The movement of an employee
from one class to another c�ass having a lower maximum rate of pay.
Section 8, " Eli$ible "e A person whose name is on 2.n
employment list.
Section 9e "Employment list"e A list of names of per-
sons who have taken an exam na �on or a class in the competitive
service and passed, and ar2 ranked on th.e list in the order of the
score received ,
Section 10, " Ex2.min� �ion :
_ (a) Assembled examination: An examination
conducted at a specified time and place at
. which applicants ar� required to appear for
competitive examination under the super-
vision of an examiner.
(b) Unassembled examination: An examina-
tior_ consisting oP an appraisal of training,
experience, work history, or any other means
_ for evaluating other. relative qualifi�5cations
� of applicants vrithout the necessity for their
persoral appearance at a specified place.
Section 11. "Permanent employee": An employee who has
successfully completed his pro atlonary period and has been retained
as hereafter provided in these rules.
Section l2. "Personnel ordinance": Ordinance No. 609
which creates a personne sys em on t e eity,
Section 13. "Probationa.ry period": A wor.king test
period during which an emp oyee s requ re to demonstrate his fit-
ness for the duties to which he is appointed by actual performance
of the duties of.the positiori.
Section 14: "Promotion": The movement of'an employee .
from one position to anoc' is allocated to a class v�ith a�
higher maximum rate of pay,
Section 15. "Promotional list.": An employment list
resultin� from a promotiona exa.m na on.
Section 16. "'Promotional examination": An examination
for a particular class, a m ss on o e examination being limited
to regular employees in the competitive service,
Section 17. "Temporary appointment": An appointment
acquired by a person who possesses e m n mum qualifications es-
tablished for a particular class, and who has been appointed to a
position in that claes in the abserice of available eligibles.
Section 18. "Reduction": A salary decrease within the
limits of the pay r�nge es a, is ed for a class.
Section 19. "Re,jection": The separation of an employee
� from the service during h'�is proFationary period.
Sectiori 20. 11 Suspension": The temporary separation from
-2-
the service o£ an employee without pay, for disc�piinary purposes.
Section 21. "De faoto appo3ntment": An appointment of
a person to a position o�ml�e� nrc� ation.
Section 22. "Tr°�nsPer": A change of an emplo�ee from
one po�ition to another po in the �ame elass or �nother class
having essentially the aame maximwn s�Iary limits, in��olving the
performanee of similar dutie�, �nd requiring substantially the
same basic qualifications.
Section 23. "Hourly employeea": Employee� paid on
hourly basis wh=re necesg�rv ecause o the natur.e nf thP.work. !Hourly
employees have no�Civil Service status, vacation,.or sick leave
� privileges.
RULE TI
GENERAL PROVISIONS
Section 1, Disclosure of religious or political
affiliations: No ques ion n any ex , n a,ny app ca on form, or
n any ot er personnel proceedings, or of any appointing authority,
shall be so framed as to attempt to elicit information concerning
polltical or religious opinions or affiliations of an applicant,
eligible, or employee. No appointment to or removal from a position
in the competitive service sh�ll be afPected or influencefl in any
manner by any political or religio�xs opinion or affilia.tion. The
above has no bearing on the ta.king of a loyalty oath which is re-
quired of all city employees.
Section 2. Violation oP rules; Violation of the pro-
visions of these rules s a e groun s for dismissal, re�ection,
or suspension.
a . •
' Section 3.. Amendment and revision of rulea: Recommenda-
tions for amendment an rev s on o ese ru es may e made by the
Personnel Officer. Amendments and revisions shall become effective
upon adoption by the City Council.
RULE IIZ
PERSONP�fEL BOARD
Section le Meetingse The Personnel Board shall hold
regular bi-monthly mee n�i g� such time and place within the city
as shall be designated by the Chairman of the Boarde Any regular
meeting may be adJourned to a. tim2 certa.in and to a place desi�-
nated by the Chairman. In addition, the Board may hold special
meetings upon the call of the Chairman or any three members of the
Board. Three members of the.Board shall constitute a quorum f°or
the transaction of business.
Section 2. Publlc hearing�: Hearings conducted by the
Personnel Board shall e pu ic, un ess the Bo�,rd,shall determine
that a private hearin� is necessary to secure all the facts in the
case. Whenever �uch a finding is made, the Board may limlt atten-
dance at the hearing to the members of the Bo�.rd, the Personnel
Officer, the employee reqixesting the hearing and his attorney,
the officer or officers from whose action the appeal was taken,
and such witnesses and o�her persons as the Boa.rd may require to
be present. The hearing nee�3 not be conducted according to techni-
cal rules relating to evidence and witne3sese
-3-
' RULE IV
CLASSIFICATIqN
Section l. PreparaLion of plano The Personnel Officer,
or a perso� or agency emp oye or t a pnrpose, shall ascertain
and record the dut�es and responsibilities of a11 positfons in the
comp2titive service and, after �onsuita�ion with appointing
authorities and head9 of deparLments aff'ect°d, shall recommend a
elassification plan for such po�itions. �'hE cl�saific�tiori plan
shall consist of claases of pos�tions in the eompetitive �ervice
defined by class apecifir.�tion��, inclu.ding ti.tle, a des�ription
of typical duties and x°esporisib3lities of positions in each elass,
a statement of the training experierice, �nd'other qualifications
to be required of applicantg for positl�ns in each class. The
elasslfication plan shall be so develop�.d a�d maintained tnat"all
poeitions substantlally simil�r tivith resgecf. to �uties, r.esponsi-
bilities, authority, and charaGter of w�rk are included within
the same class, and that the same schedules of compensation ma�
be made to apply with equity under like tivorking conditions to all
positions in the same class,
Section 2, Adoption of Flan. Befere the clas�ification
plan or any part thereo s a ecome eflfective, it shall first be
approved in whole or in part by the City Couneil, Upon adoption
by the Counc.il, by resolution, the provisions oP the class3fication
plan shall be observed in-the handling of all personnel actions and
activities. �The classifieation pl�n ;hall be amended or revised
as oceasion requires in the same manner as ori�inally established,
Section 3. Allocation of posi�ions: Following the
�doption of the el<is�i zca on plan, o e erc�onnel Offieer shall
allocate every position in the aompetitive service to one of the
cla5ses established by f,he plane
Seetion 4. Netiv positions: When � new position is
created, before the same may e led the appointing authority
shall notify the Personnel O£ficer and, except as otherwise provided
by ordinance or these rules, no person sha11 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.
Section 5. Reclassi.fication: Po�itions, the duties of
which have changed material y so as o necessi�ate reclassification,
shall be allocated by the Personnel Officer to a more appr�priate
class, whether new ar al�eady created, in thP same manner a9
originally classified a.nd �lloc3ced. Reclassifications shall not
be used for the purpose of avoidii�g restrictions surrounding
demotians and promotions.
Section 6, Amending the Classification P�an: The City
Council may create new classes, an rev se or a o is existing
classes.
R IILE V
COMPENSATS.OiS
Section l. P'repar^ation of pian. 'ITne Per.;c�nnel Officer
or the person or agen�y employ:�fl for *:nat Furpo�e snail p're�ara a
pay plan cavering all r.lasses of Fos�.Lion� ir, t,he competi.tive
service, showing the minimum and maJ;i+nur,. ratee �f pay. In arriving
at such salar,y r.anges, considera�:ion ahail be given to prez�ailing
rates of pay fo� comparable work iri other public and in priva.te
_ 4.Y
employment, including consider3tion o� �onditi�ns �i work as '
well as basic pay; to current coata of lic�ng; to �uggestions of
dep�rtment heads, and to *.:he cityas financial eondition �nd poli-
�ie�. The Per.�onnel OfPicer or the per�on oTM agene� employed for
that pur.pose shall thereafter make such furzher studie� of the
compensation pla.n �� m�y be reques�ed by the City Counoil,
Section 2. Adoption of pl��n: The Per�onnel Officer
3hall submit the propesec pay plan to r,he Cit� Gcuncil. The
Councll shall adopt or �mend and adopt the proposed pla.n. There-
a.fter, no poaition sha.l?. he o.scigned �. s�l.ary hl�her Eha.n the
maximum or lower th�.n the minimum Wa.lary provided fer tha.t rlass
of poaition unless the salary gehedule for the c�ass is amended
in the same manner aa herein pTOVid2C1 f.°U?' i.*,s adopti,on,
RULE VI
APPLICATIONS AND APPL'ICANTS
Section l. Announcem2nt: A11. e.xarninations fbr classes
in the competltive service s��e pvbli�hed by posting announce-
ments in the City Hall, on offie.ial bulletin boards, and in such
other places as the Personnel Bos.rd deems �.dvisable, including
at least one newspaper of general cireulation in the city. The
announcements shall specify the tif;le �.nd pa.y r2.nge of the class
• for which the examination ia ann�unded; the na.ture of the work to
be performed; preparation desirable f°or bhe per^formance of the
work of the ^.12�ss; the dates time; pl�.cE, �nd ma.nner of making
applicaLion�, and other pertinent infurmation,
Section 2, Application forms: Applicrtione shall be
made on Forms provided� e efi r��onnel Board, Such forms shall ,
require information covering training, e:tperience, and other per-
tinent information, and may inelude certificates o£ one or more
examining physici�.n"s a photograph, references and fingerprinting.
A11 applieations'must be �igned by the person applying.
Section 3. Disqualificat,ion:. The Personnel Officer
shall rejeet any application wnich n cates on its face that the
applicant does not possess the minimum qualiflications required
t for the position. Applications also shall be re�ected if the
app],icant 9.s not a citizen of the United S't�tes, ia physic.ally
� tuzfit for the performance of clu+ies of the position to which he
seeks appointment, is addicted Co the h�bitu�l excessive use of �
drugs or intoxicating liquor; h�s been convi��ted of a erime in-
volving moral turpitude; Izas made any false st�.tement of any
material fact, or practieed, c•r abtempted to practice, any"deception
or fraud in his application. Wh�never an a.pplication is re,jected,
notice of such re,jection with statemeni; of re�.son shall be mailed
to the applicant by the Personnel Off3cer. Defeetive applications
may be returned f•o the applicant with notic.e to amend the same',
providing the.time limit for receiving applica.tions ha� not expired.
a.u�� vzi
EXAMINATIONS
Section l.. Nature a.nd types of examin�.tion; The
selection techniq�zes use in ., e exam na.tion process shall be
impartial, of a pr�.etieal nature and Ghall relate to those sub�ects
which, in i;he opinion of the Per:sonnel dflPicer, fairly measure the
relative capacities of tha person� examine@ to execute the duties
and responsibilities oP the clags t� which they seek to be,
appointed.
�5_
Exa.m�,n�Gion� sh�ll �ams3�t �,f ��.:?� rga.�gr�iued per���n�ze1 `
�elect3en t��hrsiq,xe� �.� ��,�i.icv�anent a�2� ts, �pt..T.t�ad�: `;es��, ev�l�a�.-
ti�n of° per�onal.ity �nd b�.ck�,L nund ths�r.;�g�. ;�w��s�n��. intervi,ew
pe.rformance te��s ev�I�x�tialzl of" ��,13.y wox�k perfaranan�e, w�nk
sarnp3.e�, nr phya3ca3 �.g�.l.� t� t��t�, . or arty� +�a�t��.n�at:ion af° �hemo
�ectivn �, Prom��ion�,:� ea��na�.n�.t..:9;�pst�� Frr,eno�i,onal
ex�myn3��ion� may �e �,an ��- r�er� �� ae�eve�^���� opin3on o� �;he
' Pery�*nnel O.fficer, �;he nee�� af �h� 1�r�r�e;� rtc�Yxzx�e, Preraotiarr�.l
ex<amin�ation� may ir�luc3e �.n�r �f �.k�� �cY���r,.ic �e�Evn���ae� menfioned
in Section 1 of° �hi� r��x� 0� �n.y ecaaribid��.vicn �:;f th�an, �nlv �enW
an€anEnt emp7.oyees whz� a�+�et the �^�q�ziremen�� �et ft?rt� ira t:he pr^o�
mc�tional examin��ion anglouncEmerats m3:� c�mpete in praa�iot�iona2
� e�c�znin�.tiqns ,
S�:ctYon 3, Cond�;�; of �x�?!m.in�.�;_+csn�� `Phe Per�c�nneY
Of"f`icer sh�,li r�rvs�maenr� to ,� es����a�aa�1 g3oa�^d thc m�nner �.nd
�-� metnods a.nd by wl�om caca.min��3an� Uh�ll b� preg�,red �nd %�.3miriisf�ered.
- Th� Cit;y Coun�:il,, upc�n r�c:ommen�,a,Gion of �h�: Per�onnPl. Bottc*c3 m�y
enntract with �.ny �or�peten�, �.�ency or ir��i,.z�i�c��]. far tEae �erf'armanc�
b;� ,uc�h agency oa° ir.81vic1^�al df" �:hA r°F�sgon�xb�li�y fos� p�ep�.�°ed �
�nd �.dmini�tering ex�.m3n�.;i�n�o In UYa� a.bien�e nf ���h � errntr^aet,
�he Per�onnel Oif'laer or� the C.f.t;y Clerlc ,�ha.l.l p�rf"oran s�ae� dutie:�, ,
The Per�onnel Off3�ex� or ihe City C1erk �h�31 �.rz°�nge f°or the use
of public building� �rad A�gazip�n�nv for �hF �on�uv£: of ex�m.�nations
a�nd sh�,ll. r�nder aa��h a��1���n�e �.,> ��h�,ll b� rea�uir^ed vrith respsr.t
thereto.
S��tion �F� 5corfng �x�.m�n�.r�.�ns �nfl qu€�1.iPyYng sear°e��
� carid�datee� sr,ore i:n �.` naELcn `,s�i.�, . e e a�er�ge oY
hl. acores an eaeh eompetitive p�rt of° the ex�rninat�.on weight,�d as
sr�own in the ex�.min�.r,jon anriouncemen� F�ilure �n ,�ne p�rit o; the
examina.tion m�� be grounds for flec:l�.ring vuch applic�.nrs .as t°alling
in the entir^e ex�.mira�tifln or a: dis�7'.�.lif'1ed for sub�eqra�nt part�
of an exa,m3n�.tiono
The Personnel Offi.�er^ may �t hi� di�cretion, includ� as
, a part of �he exam�.n�.tt.on �est� which are qixalit"ying �nly.
See�3on 5, Notiflc.ation o.f exGmin��ion re�u1G� �nfl
z°eview oP �pa er^s, E�.e can �, e in an �x�.m n� on s fi�,�T��e��iven
c��r en no��ce of the resu.lt� ��Ex�eof� and lf �uc�e��Pul; oP his
f'.yna1 earned ��ore �.nd rank qn Ch� eanployment 1,ist,
�.~ �� Any candid�te �ha1T h�.ve �Yze rigtit tca in�peet hi� own
r examiztation p�per< Any erx°or in �ornput�a,�iqn„ �.f` ��.11ed to the
�
attention of the Persannel Off°i�er with�ai one month �f"ter 1�he date
--,-of_.an�il-ing--�f .ne•ti�c.e,�. .�h€a-kl vfic�nc�-^ma
-' r ' ' ' �. a. � n> 'Fy., r �t.. � #...�: �{. ...rv .. < y. q , t�� a • 1 "� ''n _w,""' � i vy ' i.�..� w•' ",� �� : �
`.- ��;s�m`ay�ng���_�;: inva.3;idzi;�� �.npointtiieri�s rsrev.�C-ort�Tv�^rtiade,��_- .-. �-���..,'°,
�• l � y ,- In the event„of a vacancy in the positions of either the �
�,._ _ .._. __Chief of the.-Fir-e-Department-or-of—the--Police-Department; - the - �City" , ��T -
Council shall fill said vacancy from the members of those departments,
respectively, and shall have the power to appoint such successor
without regard to how long said member has served in said department
or the position or rank that he is holding at the date of his
a ppointment .
ox' Police Department, .+naast b2 p�r�manexat eanp'1oyGe� xri t;ne
, titive nervice and xnu�t �o��e�g Gh� min�.mum �°u:xl.ifir..�,tions a� �et
f°orth in .the speoi�°icsati�n4 of° Ghe c1�.:�� to wni�:h prnmc��iora 3�s
�aught.
Se�t3on '�', V�^ten�.no;� ,Preference� In �.11 �x�m7.n�tion�
for entr�.nce �n�e the �omp� ��er^v? p�int� ah�ll be addet3
to the earned r^atin��s af" tkao�e es��ervicp m?n �rad wr�men who ��ve
� served on active dutq dixring ��ac.r^ �.� d�f�ned in Secti�r� 45083
_� „
; .
cf° the uocerrtment Cvde '.�,> 1�13cw�,, Pr�ivi��3e-� ��4,�h ��e�.sr�n �-�A�.Y1
n�.v� fir;�Y re�eive� �.n a�.rr�?� p�s�in� �ra,�i� �.ttz�i ��hwS.l i�a�*e+ �.n �
�- hcnorat�I,� �3�:,chargeo -
. FSve �5) poini,.� f�,r �� s,��AY.;��o ..
Ten �lU) po�.nt� f�z• a,n� v�i�e��.rz vvY�c, i��,� e�:;t��.tli�hed �
, the pre�ent ex3st�nce ef :� :�erti�ia:e, ca�^.nect,trd c�i��bili!:y.
R V I I:1.
EMPl:;OYbTF`NT I�TS`C�a '
Se��:3on l, Emplo,yrment. li�f:�� A� saon �s posvible after
• the com�letion :of a,n ex�anin:at�r :.he F'er:c,nnel. +:,.f�"ic:er L,Y,.�.Yl pre.d •
. ��.re. �.nd keep av��l2b2e �.n �trrplopm�rat 1:���t. r.�nsi�ting nC n�me�s of
carid.idates whc? qix�lified �.n the examj.nd�.��n, e��^r��rz��d �n er�3er of .
. f iaia? acore�., fr°�?m' thF hi�he,sf� ta th� l.o*nrF��t qi.�.� if;�ing ULore. �
T1-te emplciyment .li�tJ s11r:s11 i;hen be -��ibm,itti:F�1 e:�, the Bo�rcl.
� � See�ion 2, D�ration of e.nployan�r.t li�ts�. Employmenf,
,, l�sts. shall ber.ome ef'f'���° ve upcn L. ae �.u�rc�val Fiere��i by �he Baard;
and upon its aerV�fi+�ati�n tha� the 3i;�� w�l� legdll.y prepdr�d and
represenY,s the r�la.tive rating� ot° ktae pzr�onW whose na.me5 �ppear
on it. Employment li�cs �Yz�11 �emain im e_`°fecf, f"or one ye�r
unles� �UOrier� exh�usted� �.n�3 rn�,y b�� �-x�enrled priar to "their
expir.��.t;ion-��a.�es; by �.�vion �;� �:h,e PErs��nnel Bo�.rd .f°ox° add:tional
� six month per��a�3�,, bua in nc� evznt, �h,:�l� dn ear.ployment list rFinain
in ef°F�et for° more �h�,n t��o ,yearv,
Seetiori 3. �p�°emplc�ymEnt l.fc,t� e `the nc�me� cf° probation-
ary �,nd p�>rm�.nent emplavee� w o a.ve een lai+3"off. �h�.11 �e pla�ed
_�on �ppropriate re�emplo�rieri+ 1,i�t;;� in �;he axader of° their competency,
fram highe�t tc lowest, SLi��Ya names �1°aall �^emain thereon. for �.
period of i:5�o ;�2ars unl.evs -surh p�z^��ns �.r;� r�oner reWemployed,.
WYien a. re-empl�ymerit li.st 1� tc be u.se� tc f311`_vac�ncies,
che Personnel Boar°d sh�ll, cer�:if`�r f"x•am Uhe�top of �auc�h list the
number of riatnea equ�,l, f°o �ki� rzumber of" v�.��.n.aies �a be f'illed
and the appointing powPr^ shall �ppo3nt_wuch per^son,� to f°�11 the -
vacancles.
- Sect;ion 4. . Remava ] o n�.r�e L'x�am ].iUt�e The riame� of' .
�ny per:son appearing on �.n �mFlayments re�-er cip�oymenr, or promotiona,l
list cha•11 be rembved b,y th� Per�onnel Of#"i��er ifl �he eligible
reque�ts in writin� th�.t kii� n�.me �e removec3, if •he fails to
��respond "to a notice of eex°tifi��tion m�,�l,ed to his las� known
�,ddre; s, or if he has been certi�°iecl ±�or appUin�ment; three time� -- �•
and'ha.s not been �.pp�in�ed. `i`n.e rer:�on �.ffected sh�.11 be•notified
af th� removal of hi� n�.rne by & not3 �°e �n�.iled �o hls- la�t l�own
addre43. 'I'he n2.mes pf pers�n� nn p*.^cjmr}:Sona1. employanent list� •
� ',who re�ign f"rom the riervirve �haT.l �.uront�.t.ic�11� be drepped from
sur.h l.ista, .
;
' AXILE I�
� , , . D4E`SFi'OD UF F :ILT�TNG VA.CANC]:ES
See�ion .1., 7'ypG� of appo3aa�meatt� Al� vac.�nr.3eQ :in the
competitiue �ervice sl:�.l. b " ec� y r^��-4c�ploym�n�;, tr�.n�i.er,
: �3emotion, or from eligiblec �ert�t"�.ecl �y the: Per��onnel. Board 'f°rom
an appropri�te emplaymant ar pr�m��3on�.l l�st 3f ava�la.bl.e. In
the absence of persc�ns eligible for �:ppnintmen� iri �her,e ws��
`. provisidnal appointanents, m�y bo per.mirt�d in a�;cordo.nc� with t�he. -
per�onnel or..dinance and Ch�se r^uI,2�,. ,'
. . �;�
S�C�'�].OYl Z, �C�:�t:'g t:��v �aror�YtY3.F1, vt!"�r_F'?'; Wr'lE'T12')'OT'' %'2
� vac�n�y in the comp2ti�:iv.P �eral�e�� r+, �; t :Led, the �.ppnin�i.ng
povrer shal.l noCif°y the P�rW cnne� �f ficcr, 'Pkae Per�onalel Of ficer
sh�ll a�lvise tNe �.ppaint�ng poB+r��^ �:N to �:h� ;�.�s�,31:�.�ilit.� of
, emplo,yeeQ �"cr re�emplovm�xir� �^����se: �s fnr �:r�n�fPr�� or �3emation,
and of elig3bles an emploY�men� c�r ���m�f;i.cnal. 3�s�� �cr t,he �:la��:
5���.ien 3o O�dQr of �e Whenev�r ce�rt3fi_
ea�,i.on is to i?e m�de, t:�e er� lf' e�cta exi�t�, �hall
b�=. as2a �n the foll.��wing or:�e�r; r�men;�l�,�m�n� 3i�t,promoFion�.1,
13.i�t, upenmcompet,itil�e i3.�7;, W!��r.e4�Gr t:h�re �,;�°� f2wer than +h�^ee
rzam�� on �. pr�mot3r,�e.�.1 7:Lst vr .�rt opr�.i. 1Z� t, i�he
�.ppointing �u��aer�.ty m�y mak� �.n �.ppotnw�ian�. �rom •�.anong su�h
. eli�ibles or ma.y rG+�ue�t tk�e P�r�aranal h�a.x•� t.o e.�ta.bl3�is �. new
li��. When 4o re�aaewted, f..he Per�on�el Ba&.x� �h�l]. autliorizevaholding a neti
examina.tion a.nd est�.b3.I4h a npca eznp�.c�amen� lz�te
Sertian'�, rert,S,P3.t�x�ion �f a ligi}�ie� o `Pkze �.ppaiziting
po�rrar shall inc3i��.te wne�"��taer �1� desi�e _r., f`31l the vacan��
by .re-emplo�Tment. Gr�,n�*Pr, or dpanntic�n c,�° �uhether �ertifieation
f°r?m � promotion�.l or eanplo;�ment l:i.�t i� prei"c-: red< If appoint.m
ment is to be made fr{�m a.n ea�ployanFnt ar proxaaotion�l 1ia� i;h�
names of a11. persons wi111ng t�J �+�+�dpt �.p�o1.:��manf; �h�.11. be
, aertified.
Sec�tion 5 : �ppoirstmen�, �f te�^ 3r�t•er��iew anci investi-
,.
g��ian, the appoin�:ing power ;,� a. 1 ru�,'�e �pp�3ntment� from among
th��e �er�;ified, a.nd aha12 3,msnedia�e].y notify the Pers�nnel Officer
of d;Y�e p�rson or person� �.ppointed, �The Per^�annel qt°f i�e.r shal.l ,
' i'YiaTeupon notifly thE per4on �ppointed �,n.d if �.he a.pplic�.nt
�ccept� the appointment a.nd pr�sen�s himsel.f f'or duty within such
period of time as the �ppointing a,cz�;heri,t�r andll pre4,cribe, he
ah�ll be deemed to be appointed; otherw3:�e he sh�ll be deemed to
h�.ve declined the �.ppoin+;tnen�.. ,
, Section 6< Ter�porary appr�intmenY�� In the �.b�ence of
- apprcpriate employment� �. :empor°a,.ry �.ppointment m�y be made
by the app�inting �ut.hority of a per$on meeting i:he minimum
tr�ins.ng �.nd experience qu�.lification� for f:h� position, An
emplo�ment 1Sst sh�,ll re establ3sh..ed withi� �ix months for �.ny
permanent po�Ttion filled by temFor�ry �pp�3ntment, The Gouncil
• niay, by'a four-fiftha vots, �x,r ehe period �or �ny temporary
appointment. for no+ mox�� t;h_,n �:��.irty c3a.y�. VTt,en a �empoTMary
• appointment ia to be a�t.encle&, �he Cor�nn�il �h�+ll direc� the CiLy
Clerk to record such �.ction �n th�= minutes cf �he meetin� of the
' Council.
_ No special credit ;s'rzv,11 bE a.3lowecl in rneeting �ny quali-
Pication nr in the giving of any f,est or the ��tabli�hment of an�
employment or prama`;iono.l 13;�t,, f°r1r �ier��i�e rendered under �.
tempnr�,ry appoin.�ment,
Section 7e Em appo�ntmen�v� To zneet the
immediate requirements of" �.n esner^gency ��n�iiian surh �.� sxtr�-
orflinary fire, flood, cr ear+;h�uake, Yahich t.hre�ten� pub.lic lif'a.
or propert�, any le�ally compeY:ea�E� offi�der �:r emplo�ee rria,;y employ
snch persons �s may be nEeded for. the �ux�t3on of the emergency
without regard to the personnel. ardin�nce or r�a7e� �f'S°ecf:ing
a.ppointmenta. As sor,a� as pa�:�ible ;u�.h ��po3n+ment� sh�.11 �e
_roe�+arted to thE Per�cnnel Of'f`Lc:er,
Section 8. Hourly Appointments: Hourly employees shall
be appointed by the depar ment head concerned with the approval of
the City Manager.
. ._ g�
....-�- ' ' . ".,_._" �.�.._' __ .- f , .' . , .�, '
Y " ' �. -� �-���_.- "�.. � � _ . . ' _ ^'" ' .'.... .. . � -" � . . • ,
-tny,.:..:--nY_' _ ._..,�.
RULE X
PROBATIONARY PERIOD �
Section l. Regular appointment following p�obationary
period. Al1 original an promo ional appo n men s, eacep or
po�ce officers, shall be for a probationary period of six months,
Probationary p�riods,�liowever, may be extended an additional six
months by the City Manager. Appointments oE police officers shall
', be for a probationary period of_one year.�_.The Personnel_Officer
"'�"" "'shall'notify the appoint�ng authority and the probationer'concerned
two weeks prior to the termination of any probationary period.
�' �_._�.�,._.... �- _.�..___"�._. _-�_ ---- .x.�. __ - _ -
If the ser�ice oP a prcbation�.r.y_ emplo�-ee ha� been
�aris�actory to Lhe apgoir�ting �.u�horl.ty, fhen the �.ppointing
authorivy �h�.11 file witYa f9he Per.°scannal �, �t�.tean�n$� 3aa
writing to guch e�.''ec� and stat3.ng the.� �he retentivn oP stxch �
?mployee in tne �ervice is desi?�?d, If sur,h a r�ta�ement is n�t
filed, the emplc�ye� will be deFn!acl to b� azri��ati�fa,c.�or;� �,nd his
employment fiermina.tec2 at the expiraeion c.�° the probationary period.
, .,.,
Seetion 2. Ob iP�t:ii�e of pr�b�.tionary period. The pr°o-
bationary. ehall e� �.�E rego.r3�eZc n� � p�.r o_ e eating proceas
and shall be utilized for elosel� observing the employeeAg work,
for securing the most effeetive ttd,�tA�t�enf. o£ a new employee to
his position, a.nd for re�e.ting any probationary employez whose
performar,ce doee not mee� �he required s�ar:cl�.rds of work.
SECtion 3. 'ReJec�i�n of p�ob�tionero D�ux°ing the pro-
b�.tionary period an emp o,yee m�.y e re ecte at any time by the
a.ppointing power without ca.use and withou� the right of appea.l.
Not;ification of rejection in writing ;�hall be served on the pro-
. ba:ioner 3nd a oopy filed with the Pe.rsor�nei Offieer.
Sec�ion �+, Re,jection Poliowin� pr^omotion� Any employee
re,jected during the proba onary per o 0 owing a promotional
appointment, er at the er,nclusion ai' the probationary period by
reason of failure of.the �ppointing powe:� to file a statement that
his servi�ES ha.ve been satisfactory shall be reinstated to the
position from whir.h he was promote@ unless ch�,rges are filed and
he is discharged in the manner provided 3n the peruonnel ord3nance
and these rules for positions in the competitive service.
RSTliE XI
AT'I`ENDAIVCE AND LEAVES
Section 1, Annual v�catian leaveo The purpose of �nnual
vacation leave is to en� P lg e employee annually to
return to his wor^k menta.11y refrewhed A1,1 employees in �he Com-
petitive Serviee sha11 be entitled �o annual vac�.tion lea.ve with
pay, except the followinge
(a) Employee3 atill serving Ehei^ original
probationary period in t;he service of the
�ity. ]Hawever, va�a,tion eredits fo.r t�ae
tiane may be �r�nted to e�.ch such employee
who later receives a permanent appointment.
(b) Employee� who work on an intermittent
� or �e�.son�l basis and all hourly employees.
All eligible police �nd Pire department employees sha7.1
earn vacation credita at the r�.te o�° 15 calendar days per year.
All other eligible employees in�'1uc13n� the C3t�y M�.n�.g�r .�
, Cit;; Clai=k, �.nd City Trea�urer sP�a11 earn vaestion credits
at the rate
_y�
�._ } . 'F ,. . . • ��,+w� , ... r �., ' _ '
" ..r y , t � �. , , . � , 4 J t , . `.y.
� �_°'�_�.`�_'` - ''.' - , , ;'r. �'.,"k.,,.i �-- :';,'��b,• -w.'�.: � „' . ' ,,, , b, , �
� _ — .. _...,... _ x " _ _ ,__-___. , <. �a �* , ., 9
_�__ of 14 calendar days per year, Employees having a 10-year y
service record will allowed a vacation credit of 17ycalendar
days per year. Employees having a fifteen-year service record �
will be allowed a vacation credit of 21 calendar days per year.
Eff�ctive date of additional vacation benefits shall be January 1,
_ . : . . -. _ 195�.� _ . -. - - - -- - -- - - -
-- - - _-- - _� �
- �M ,'.: # "� _ ° �}�, ' __ -.`...._..-- ,--`-, ��..�; _._ _ _ _ .. _
- Eaeh e1�i�gitil4e -e�pleo.yee;e�s:��•Ii��ti�e r��u3y%ea tcsaal�3=v� gervt�3�� ,� `�
th? eqyrlvsient af one ve�.r of cent�nv.ou� aezvice in the city in
ex°der to be eligible for his £u11. snnu�l v�,cation leave; �rovided,
�Pi�zve t.h�,t �.fter :�ix 'month� of con�inupvs �e�vice he m�,y be
per:�3tt�d to take t�ac�.�inn leare not t� exceed seven calexxdar
d�.ys .,
The F,ime� 3ur. Yng a r�.lendar yen�c^ at which �n employee
map talce hi� vr�catl�n shsall be �let;ermined by Ehe department he:�d
wi�h due regard for bhe wishes of uhe employees and pa_rticular
, reg�.rd for the neeris oP. the ser°vice. If the z°equirement. of° the
�ervice �.re �urh th�,t an employee muRt i�ePer^ p�.rt ox� a11. ofl hi�
anrual va�dtion ln a particular calendar yea.r, the appointing
,r authority sha>llperzn3t th� emplo�ee f.o take �uch def'erred tr�r.ation
during the� f°ollov.�ing ealenda.r year. .
;
Tn the event one or more munieipal holidays fall within � I �
an annual vacation leave, �uch holidays shall not be charged as I
� vacation leave, and the vacation leave shall be extended accor-
dingly,
Employees who termin3te employment ehall be paid in a
lump sum f°or all accrued vac�.tion leave earned prior to che
effective d�,tP oP termi.n�tion. N� �uch payment �hall be made for
vacation aecumulated contrary to the provisions of these rule�.
Section 2. Sick l�;ave: Sir.k leave with ��y ahall be
granted by the appoint ng au ority at ths r�.te of one work day
for each calendar month of serviee. Sick le�.ve sh�.11 not be con-
�sidered as a privilage whieh an emplcyee anay use at his discretion,
but shall be allowed c,nly in case of necessity and actual sicknesa -
��r diaability:' Unused aick leave shalT be �.r�cumulated at th.e
rate of twelve days a year to �. total of not more than 50 working
days. �
Si.ck leave for member.a of the Fire Dep�.r°�ment v�ho work
c>9z the platoon system shall be �o �omputed that their ac�ual �iak
leave credits will .not exceed simila.r priv3leges of other classified
employees.
Tn orrler to receive compensat.ion vahile �.bsent on sick
leave, the employee sha,ll notil';� his immed.iat� supPrior prior Y,o,
or within four hours aft:er the ti�ne set for be�inning his flaily
dttties, or as m�.y be specif �.ed by the he�.d af hia clep��.r�tment.
When a.bsence is for more than one work day the employee shall
flil.e a physician certificate or a�ierson�.l �ffidavit witr� the
Pervoanel Offieer ata�-ing Lhe eause cf the �tsence.
'Phe City Manager, �se�l��, Gity Cler°k, �.nd City
Treasurer shall have the same sick ledve privileges as classified
employees.
Sect3on 3. Military l.eavse Mi.l�f;ary leave sh�.11 be
granted in accordance w_ e prov s�ons o'' sta.Ge law. All
employees enti,tled to militaz� leave �ha11 g3ve the appointing
power an opportunity wi'�:h?n the limit�s of..mi3lt�r� regulations �
to determine vrhen such I?ave ^��.11 be tbken.
Section 4. Le�ve o£ �.�sencee TY:e C3ty �ouncil may
_� p_
grant a perm�nent employee le�ve of m.bsEizce �3th or without
pay ��r not t� exceed 50 �alendar d�:y�, No at;eh leave shall be
gr��ted exeept upon writteri �e��e�t of th� a_rr�ployee. Approv�l
shall be in writing and a rvopy filed heith the Per�ennel OfPi�9era
Upon exgira.tion of a're�ula�l� approved 2ea.ve� or within a reason-
�ble period of time after notice to return to du�y, the employee
shall be rein�tated 3n i;h"e po��ti��n held at th� t:�rci� le�,be wa�
gr�nted. Failure c the part of an employee on les.ve to r•eport
pr��mpbly �.t fi:he expir°ation, or. w:ithin �, c=�a.son�ble fi:ime after^
nciice to return to duty, shali be c�uve Por discharge.
Section 5. xo'�r� of work; Al'1 offi.ces of the ciY,y
ex.cept those for whi�*Y�. �pecia�g+al.ation� a.re rexuired shall
be k_ept o�en for bu3lne�s on all flay� of' Ghe ye�r except S�.�urday�,
Siznda.ys, an�3 heliciays continu�u�ly f"rom 8; 00 �em, until 5: 00 p,m.
�xcept in eaae of emergeney as deter.mined by the Fo13ce
Chiefa uniformed member� of the polic;e dep�rtment 3ha11 wori� five
eight-hour shiffJ per week as scheduled by khe Poli�°e Chief.
During any time of emer°geney they �h+�,ll w+�r•k as �irected by f.la�.
Chi ef .
. ,
Officers and members of tne Pire 3epartment shall work
in alternate twent,y-f°our (24) hour �hifts, tne shifts being.
arr•anged by the Fire ChiEf" to provide f°oi° an avEr^age �t�.tion d�zty
of sixty-nj.nz (69) hours per w�ek. Members of the fire department
are sub,ject t� all at all timps and �hall not 'ue permitted tn go
off duty d�aing the progrese oz a fire. �
A21 other classiPied city emp,lo�eea;, exnept uniformed
members di the police �.nd fi.re ciep�.rtz�bents, ehal.l, w�rk fiue (5)
eight (8) hour ahifGs per week, Monday through Friday, except '
in cases of emergency a4 determinezd by the City Manager.
Seetion 6. Attendancea Employeea sh�.11 be in a.tten-
dance-at their ivork in �.ccor ance with fhe rules reg�rd�ng hour3 `
of work, holidays, and leave�. Al.l departmenUs shall keep daily
a�,�,t,,ten�an;,,e-rPcor,d�-of empl,oy.e?s ;whiekx-sk��.l:l,- to.,-.the_r,,,.�� �.
r�`� �: �x.- ,t,:,; �. . �-..� Z,��s�;.
_ `.�;_•?e e_°£or aizd� en the ���t'es he='�lia.l.�l��spee�ifys;::,_ ',
F�'ailure on the part of an employee, absent without leave, to return
- �to duty 24 hours-after-notice to retur-n-.sha11_be._cause_for ._
-•------ immediate discharge, unless acceptable reason is given, and such
employee automatically waiv a rights under the peraonnel ' -" '�-�
ordinance and�rules.r�- . ,�.-.�---,--,�r-,-- -. -_�_____,___,�---�_,�.
�`",�t ,,� :^. ; . ; ..
� - -_ -- -- � Sec_L'ron_7,,: ��Ho:l�i�3y�_:T�A4�:in�ci�a1' ol�fic��s, exc�@,pt Ptilice.'v ' .`'�'
and rire Depar�ments,s�closed on the Eollowing legal "' �-
holidays: New Year�s Day, LincolnHS Birthday, Wa.ahington�s Bi:^th- �
day Memorial Day., Independ.enee .Pa�r, Admisaion Day� Labor Day,
Coltunbu� Day, Arrn3atiue 1)�.y, Chx•istan�s D2y 2VP.PV day on which
an election is held throughout the staf;e, and Thanksgiving Day,
When a holi�3ay falls ori Sunday, the .fallewin� Monday shall be
obser•ved. Holiday schedule applie� to all employees except uni-
f"ormed police and fire dep�.rtment employees.
RUTsE X.7 T ,
PA� AD,7USTMENTS
Sertion l. Ap�,lication of' rates: Employees oc�upying
a po�ition in the compe�i�ve serv ae snal be pdid �. s�.i�.iy or
wage within•the range established for, that positionPS class under
the pay plan as prov.ided �y Rule CT. 77te min�mum rate for the
class generally sY:all apply to employees upon original appoint-
ment. However, the appointing �.uthority may, when circum.it�nce�
a�arrwnt it, appcint at other than tYie first step. Officer and
-11�
� -
emplo�ees re-employed after 1�.���off �h331 re��ive a rate w�tnin
the range established for �hF �la.�s and ��reed upon by the
appointing power and the em�.o�ee3 concernede `Pran�fryr.s shall
not a,ffect �.n employeeos ��.l�.rv re.te, ,
Section 2. Advan�ementa No s�l.arv advancement sha.11 •
be m�i�e so �,s to exce��3�ze m�.� x��.±:e est°zbli�h�d in the p�.y
, plan fei= the class te which i.he 3dvan�ed employeeos position i�
al.lcc.a'ted, Adva.n�ements sh�.l.l r..ot be auLomati� but 4ha11 de�end
up�n in�.rea�ed ��ervic:.e valta.e oS' �n �mploJee to the ci�y a.:� ex.-
zmpli°ied by recommendatior.�:, o� his suger.v.is.ing offic.ial, 3.ength
�f" service, perfcrman<<.F r�corcl, 4pe�i�.1 ?;ra.i.nzng undertaksn, or
obher pert�nent e•yidenve< .
���.Ya�L xr.s�
'iRANSFER, PR.OMOT.I9N L��'MO?ION,
SUSPEI'dS:ION,ANd? REINST�e°PEMEPdT
Sec:rion 1.. Tr�. After txotiee tc� th,e Personnel
OfF'icer and sub�j�et $:o�'Fie pro�isdon�¢ of �;he F'er.sonnel Orflina.nre,
an employee may be transferrefl by the appointing power at any
time frorn on? posi�ion to another �ro�iticn in the s,ame or,com-
p�rable elasa, 'If �he tz°ansPer involves a chan�e from the �uri9-
' diction of one supervising off°ic3�.1 to another, both must conser�t
ther.eto unl.e3� the Ci�� Counr,il orde:�� the er�nsfer fc�r^ purpo.?s
of e�onomy or eff3ciency. Transfer shall not be used to effec=
tu.ate �. promotion demction, acivancemenG, or reduction, eaeh o£
whS.ch anay be ac�ec?rnpliahed �nly a�s provid.eci in tkie personnel or�
din�.nae and in these rules, No pe�^son �?;all be trans£erred to
a positian for. �ahich he does net• poase,�s the min3mwm c;ualifica-
tion�.
Section 2. Promotion: Insof�r a.� pra.ctica.ble and ccn-
sistent with the best n ere� s of the service, al,l v�.cancies in
the competitive service shall bs filled by �romotion from w.ithin
the competitive service, 2.Pter a promotiorzal examination h�.s been
given a.nd �, promot3on�l list est�.bliahed,
Sf, in the opinien of tYie �.ppointing pcwer., a vaca.ncy
in the positi�n could be filled better�b� �an open; compet:itive
exa.mination inste�.d of a closed, promotional examination, then
tYie appointin� power may in�t.rue�� Lhe Persoranel� Offieer to call
for applioations for the vc��.n�y and ax^range f"or an open, com-
petitive examination and for t:he prepa.ration and certification
oY' an eligible lis:t, This proviyion does z�ot apply to pr.omat3on�.1
appointments to the Police anfl Fire Departments.
Section 3. 3?emotiano `Phe �.ppointing power^ may deniote
an employee whose abili�y�o perPorn his requ±red dubies fa11s
below standard, or for disc.iplin•�.r.� purpogea. Up�n request of
�he employee, and wlth con�ent oi" the pYe�pecti�re �upervising
off�cial, demotion may be m�.de to a v�.cant position as a substi-
tution for la,y-off`. No employee ah�11 be deanoted• to a posltion
far which he does not poasea� the minimum quali�°3�ations.
Written notice of the demotion aha,l.l bn given the employee befone
or w3thin three dayw �,fter th� e.f'f°ec� tive da�e of the demotrion,, and
a copy £iled with the Personnel OfPicer.
Secvion 4, Six�pe,n�i�n; The Cit� �qunci.l m:?y �u�pend
a.n employee from hia pos - �n a any time t°er tYie goed of' t.he_ ser-
vice, for a disciplinary purpo�e, or for other ,just c.ause. Su.s-
pension witho�at pay' aF��,l7. nob �x�eed thirty ci�,y�, nor ahall any
employee be pen�.lized by suspensiorz for mere than thirty d�.ya'3n
any fiseal ye�.r. Wit'ra �pprocal of the Ci.ty Man�.ger clepartment
head� may suspend a sutordina.te empl,oyee for not more than three
-12�- .
working d�s.ys �.t n.ny otze t�me and not n�i�°e f'rPy��n�;ly th�.n one
suc.h suspen�ion in a th3re�-3�,y p?.riod, t°o*^ di�eiplinary purpa�es
only. Su�pensions �h�.l.l be .r�ported �anzn�d��.tel.y to the Per:�onnel
O.fficer by the appointing power or 3epax^Lment head.
Section 5. ReinaS;��emenr; W:�bh the �.pprov�,1 of° the
appointing power, an empic.yee w caF� resigne� wlth �. good record
m�.,y be reinst�.ted wi�hin tw� ye�.r� t�a kx�.,� for.m�r^ po:�3tion� if
v�.c�z..� or to a vacant position in the �2.me o.r �umparable r.lass.
• RULE XIV
SEPARF�T3:Od� �'R.OM Z"}3� SER VICE
Sect.fon 1. Diach�.r�eo Rn enplayee in fihe competitive
ser�rice rna.� be dischar. gea any tiane by the appointin� power,
Whenever it i� the .intention of the �,ppoin�ing �ower to disci�a,rge
�.n employee in thr competi'�1ve �ervi�e the Peraonnel Offlieer
shall k�e notifiede Asay employee who has been �Iischarged shall be
entitled to reveive �, wiitten ,t:�.�eznent af the �e�aon� f°or sueh
—ar �ion� g� ,�f .he: �.o,�rEr:iues�ts- _
.. �.rper��n�el���.��%e xnd�th,�e�!�• r,�u�l�e�, z" ., .'�^hh��<�' �., . ,,; :
rE .
. . . - _ - ��^� _ � '"�' , _;:<«�;.�� . :.-., �,..,:: � . - ', .
__._ The_refusal.of.any city._employee to,testify under_oath ,
before the County Grand Jury or any other court, tribunal, or investi- `
gating body in matters of governmental bribery or misconduct in public
� office, shall-be deemed-insubordination and grounds-for�disciplinary
action or dismissal, in the discretion of the City Council.
�"��.'r' .--.--�-�-- ------;-.----,< -?_ ---- : -- _ -
,�. �
.;
�' , i d'„'Y'v1� ' ' S :._ ..:,s""b'.3e� . � �. n c .. . . . . d . .
'-"° 5ecuion 2, ""I;�y�of�"` The a.pp�izi�ing"power^
?n empioyee in the compe�i�i've servl.ce rec�.use of ma.t�ri�.l change
in drztiew ur .�r�anizc-�ti�m or° skaort�.ge of work cr funds, Ten
working days before.the effective date of a 1ay-offa the �.ppo9nb-
ing authority sh�.11. notify t:ha Persannel Cfficer of the intended
�ction with re�.sona thes^sf°or, �.nd �. ��:atement cer�ifyin� whetYier
or not the services of the employee have been satisfactory. A copy
of �uch noti�e ahall be given the em�l,oyee afCect:ed. Tf certified
as having given satisfactory service, ihe name of° the emplcyee
laid off ehall be plaeed on tha a,ppropria.te eznployment list �.s
pravided by these rul?s, If riot cer°tiried �s having given sa�is-
factory service, the Pmpl.oyee laid off may interprei the action
a� a dis�harge artd reque�t a h��.ring a� provided t�y �h� pex°sonnel
ordinance and these rules.
Section 3. Resignatione An emplo�ee wishing to leave
the competitive service�n go�tanding shal.l file wi�h th..e
supervising official at 1ea:at twc week� bef°ore leavin� the service,
a written reaignation stating th2 effective date and reasons Por
l�a.v�.ng. The re�i�n�.vion sh�.11 be f"orw�t^rled to the Per�onn?l.
Officer with a statement by th2 appoint�ng power or depar�ment
hedd as to the resigned employee�s �rerviee perf°orm�nce and other
pertinent infbrmation concernS.aag 'the cause P"or re�ign�tion.
F'ailure to comply wiih thi� rale shall be enter.°ed on the �ervice
z°Eeoid of t.he employee ancd may be ca,ga�� f°oc° dzn�ing fuz�ure emplo�*-
ment by the city. The resign�.ti�n af ar. emplayee who f°�.tls to
�ive notice sh�.11 Y�e reported to the Per.=�on�nel. Offic°er by the
degartment head immedi�tely.
I�UL� JCV
APPEaLS AND [i�AFB�NGS
Section 1. Complaintae Any employ*ee in the competitive
�erviee �ha.11 have the r g: o��ppea,l to ��h� Per�onnel Board rela-
tive to any disciplinary action disanissal demotion, or alleged
-13�
� viol�ti�n of Ciae per^�o�nnel c�rdin,anc.r or riale�•, ex��pt in in� k�.n�°e�
whe're th.E rig�a� of �,pp��l i� ����h�Bi.'�er� ��* , ;;�Zti per�onnel nrtli��.nr..e
or *he�c rxxle�< 2`E�ze empla;�ee ,na�.y f°t1.� �. e:c;mpl�int in wr�l�ing
vaitFa tkae Perti�nr�e1 �7f'xi��r°e °L�d �•��?11 Y?p f„�a� daxG�% ot` the �er�o�:nr-.1 '
Of"f°9.cer Eo infcarm �a�� of f2�e "Per^��nn�:Z B�:s��.�� rnem�ex^� a.n+� f:he
� appnint'in� pq�ver or otP�e�^ per�. c�mp3.�.1raE1 :.gz��_��t nf the fil.ir�g
of. ttae
. �ie�E�i�n 2. 7"rav:��t;:g.�.�.t:1o:a:� n�r�� �zea�°Yng7e Y�pon ��a� m��ing ,
,, f �.n; �_nsnpl�i�t th� e�°,qnnel st+�.rtT ;�n�a. ,n.��e :: inv��tigat�.on
�.,� iG sn�.y deern neceav�.r�y, I`�e 7a��,rYrag �.ut,ti�ri^�i�er� b� G�i�� p�r�onrael
ord3,n�,nr�e �Y�N.11 be hea.� �ik;£�+.:z.n r ��.co, �,fter the ree�ue�L fo:ro
, the h�;�.r°irsg was m�.d�e ir� �11 �r�.a��n�: :he �.p�?lic�.b7.e px°c,v.��ions
of" F�� per^,�Qnnel ordiaz%�,ry>�� ;sYza,Y.l �.�pl,y. •
Whera�uer a h��.ring nn ��y c��$n�,2�int �.� to ke� hel.d, fhµ
, Per�onnel 0�°f�.cer ah°�1�1. no��f'� �hA. �ar,:on re�sae���5.ng £�hF he�.rin�
and the �pp�int,�ng po�der or o�her� of�°�.�;r�r : roan w��P�a�e �.cti�n the
. aPPeal i� be�x�� i�.�.l{en, of° tYie ��.�e, �i,m� �rs� ���ce of ��he hea:r��fng
ard �hall publ.ic°ly P�st �.� �����5 �l�.c�� .:�� w1�e Ferarnra�l ESea:r� sl �
prc-�cribe, ��o�i�•e of �h� d�.f.:e, t3a�e, a2�� p3.�.�e of° the hearizig.
Unles� inc�.p�.ri�;�.E;Ed, t,h€: �e.,rsas� ma.king t-he �ompla3.nt
�ha11 �.ppear per�on�.11„y bef'ore the P�:x��.xoraneL Bu�.r.ar� �� the tite�.rir�,g,
and he m2.y be repre`senteei b,y �.n.y pe.r. r�n o�^ �.t't�r��y- he shall
. �elect, .
LTZ�on Ehe �;onclu�tr;n af any Szive�+i��.tion ar kiearin� t:Yie
Personnel Ba�.r�3 sha11 c:�.�xse iGs firadYng� �.tad ra�ommenda.ti�n� �n .
be, prep�red in w�^it.irag �nd sh�.11 �erLif� �he �e�*�e, Such findings
�ha?1 be co2an��er•signed �nd f°i1Fd �.�. �. pEa�.m�.�+.��nt r°eec�rd by the
P2rG;c�az�ae3 01°ficer, T.he Per�oi�n�l Of.t°3c�r �Y��.3.1 deliver, �. �^er^f;if3�d �
copy of suc:h �°indings an� rryconun�n3�.tib�n� to �he Ci�� Council �r�d
to any other^ oflf'icer er employee �fl�ec�;ed �� �rz�.h i°incl.ings and
ree��mm�n����iona, or fs^��sa wh�se �.�ti�x� F�ie �.pp��l w�� t�.ken.
Any member of° the Pet��arLn�i B�a,rd m�.�r su.bmi� a aninorit•� �
or �uppl,emen��.l repert which wk�all be f'i7e^� as �. peran�.n�n� reGOrcl
by the Personnel O�.fieer:
If , due to trae� ah�eneF . Ei•am Gh.e �i�;y e or the iilner,s or
�?i�ability of° �. ma,jori�y oE f.:he Per�on�ae� Bc���°d, �.nay emp.lqyee
��aould be deprisred of the righ�; r�f a h��,r.ixz� Y�y cFae Per0. onnel Bv,�.rd,
in the avent he were laid of`f, raea�oted r°ed��e�p cr di��°harged,
th� appointin� power s21a1:1 dPf �Ja �etion aa�at31 tl�e Boarc3 is �.b7.e
to f°un�.tl.on, unles� the �a:�e bc an eme�genr,�r in whSch event thp
a�po.in�ing power m€�,y �u�perad �ka�* ez�rpl�v ee qan�31 the Bo��� i:� :�L
fo Pun��t�un,
R�JLE �CVI
. . .. , T PAII�T_tVU UF EMP�
Se�G.ion 1, }�e�p�ra�.ih�l��y for €ralnlr��� Re�ponsibili�y
f��r° develop3ng tr�.inin� prr,gram� or emg� ovee;? ^ a1,1, be ��vuxned
,�o3.ntly.by Ehe CiY�y C��ixn�ii k�'h� Personnel ���'icer, �r.�� E.he dep�.rt-
n,pnt hea.dv, Su.ch �r�.in�n� progr�rn� m�.y inclu.d� 1�rture co7zrs��,
demon:�tx^�tiens, �.��a.�me.r>t vf' r�a.dSJag sn�tter° �r s�ck� �t2ae� cie>vi!°es
as an�.y be �.v�.i1�b.1e for tl�e purpo�e of is�prov.9.ng �he eE°f"ectisrer.e��%
�nd bro�dening the knoualedgc ��" m�ni�ip�.� �fE"icers ,�ntl employees
�n thE perf�rm�ance of" ��nir r����c�ive dud:•ie�:.
Seetion 2: Credi.'� f t�n iraln.3ng: Pax°�i���,� tion 3,n an3
��acee�eful �ompletion c �pe!°..�, tr�ning �e�ux°�es m�,y he �on:�ide�ed.
?n m°wkin� �.3n�n<;einent� an�i 'ps^�r?�o�ions. Ev3drnre oE° �,�zt�ka ��tivft,y
� 1.4=�
. . ,,. , , .
shall be f�led by t}ie smpi.o�ree wi,t�a the Pe���rt�e1 OY`ficer,
. RUT,E XViT
SOL�CITATIOIJ OF FUND� .
, Seet;ion 1, That �.s a condi�ian grecedent to any seli�T.d
t��tion af° funds or s�l� oi° +�Sck?t� f�r^ �enefit �ho�rv a.nd oCher
enter��.3nmente by emplo�rees �.rz+� gr?�up� o� asUo�iat�i,ans oP employFes
using t;he name of the �:��y in er,nn�c �:ion wz �h the.�r. �e G�.vl ties �rad
� rhe p;ablia propert oP �he �ity �or� •t;ieir hP�.dt�varter. � p s�aid
employees �nd group� or a��o�iwtlon� c1° employees sr,al.l subm3.�;
in Ure�.:.ing t� ck�a G3.t,y Caazn�il � wr3�:��n 2:ppll.e�,f�on f�as• pes^mi1:
tc volicit Pwnds or. �alI. �ieket;s Yor �uch benefi�o
7Y said empl.oyeas h�.ve no t:orm�.l or��,niza,fion, sal3 appli-
cabio�i ahall. be s3p�n�d �.nd vcrif.�ed by �.i1, of° t.he- empl�yee� a�kS.n�
to :�olicit f°undn or aell �ieket�, A.pp1,:Y.c�.�ians of° �].1 ether or.gani-
z�.iions ahall be eigned and ver3�ied by the nreeident or ather
corre�ponding �hief pre�idi.atg o�t°i�er of �+�id organ.i�3tior�.
Th�.t �a3d �.ppli�:�.tioa� �h�.l.l cantt�in a at�.tem�nt con-
ta.ining the following inflorm�.tione
(�.) Put*pose, pla.n, �,nd benef°i�iarie� of
sol3c�tav3.on or ��.�.e.
(b) N�.me of pe�°son, firm, eorporation, or
a�sa�lation an�.n�,ging �r. promot3ng �aid :�ali-
c3.�3tion or. sale anfl i� a manager or prom
mo�er oth�r th�,r� � r,3ty amplovee, �, briel'
statement a.s to b�.ckground,, e:�pet^ience, and
q�ua.lif°ications witYa the names �nd �ddres�es
of at least three re;`erenres �.ref°erabl�
cit�r man�.�ar� � chief adminis�rative
of°�°�eer5 nf° other municipal cor�ora�ions
loc€�ted in Sou.tl�aern C3lifornia.
(c) The Cit�r Covsacil: may �,tbach any other
concl�tions to Lhe i��uance of a permit a�
in it� discretion anay appear necessary or
de�ir�.blea
(d) �"he actiori of` the City Cotmeil in
gr�nting ar denyin� ±he pex°rnit ah�.11 be
f in�.l .
RL'I>E �TIII
' REPO R.TS At� 1�CORDS
- Ser��ion 1,. Roste:r c�trdwe Ttae P�r:�onnel. OPf°i.eer �haZl
main�ain a service or ros car f�r each emgloyee ir.,;the �ervice
of �he �ity shawing. the n�.m�, tiGZ� of" po��? tion held, the cieparf,ment
to which asaigned salar.y cl�anges in esnploymen� s��tus snd 3uch
ocher information as m�.y be con�idered pe��inen�.
Saetion 2< C:h�nge�ofd��abct� reparf;e �vAr�r e.ppaintment,
tran�fer, promotion, de.ma on� e�n�Q o �a�ar°y r�.t�E �nd a.n,y other
tempor�ry or permanent ch�.nge in ststvs of emplogee� ahal.l be re-
ported to the Per,�ona�el Of.f"�cer ln ��xch zn�.nnE�r �.s ma� be ps°escribed
by thESe rulsa and regulations.
, Section 3. Destru.etion of r°ecord:�: R�s�er and payroll.
rscor^d3 �tiall be kep� perm�.tien Tf� recorcis relaf;in� �o
- � v�5m
.� ,. ', .
personnel including corre�pondenco �ppi3c�.rions, exa.minations
and reporbs may be de�tr°o�ed a�f"t?r one year, Axz� tamg+ar.�.r°y
re�ord m�.y be �ie�tro�red at a.n�^ �i�e by th:; Per. sonnel Boa��d with
tkie consent �f the City CouaacTl �.n� the �it� Attorney,
RUGE �TX
����.. I
COQPERd�TIOId
- —
Section 1, Coope:ra�ion oP mun.ie?p�.l of°ficers an�
_ empl.oyees: Ever� off°icer �n exnp oyee o' Yaa 1;� o Lynwood
�Fi�Ta T cooperate �tith fihe Pe�sonn�3 Bo�.rd 2nd the Peraonnel
- Of°ficer in �rder �oa�p�letel� to fulP°i1.1 E�e ob�ective� �.nd purpose�
oP the per�onnel ordinance arid thes? r�.les,
APPROZIED 3nd ADOP�'°ED- t�hi� dav pf , 1g54
MAYOR OF THE CITY OF LYIVWOOD
ATTEST:
C. R_ n 'I'Y LYN W D
m16m