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RESOLUTION NO. 5134
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARCADIA ADOPTING PERSONNEL RULES AND REPEALING
ALL PRIOR RESOLUTIONS ESTABLISHING SUCH RULES.
WHEREAS, after studying proposed Rule revisions, dele-
tions and additions, the Personnel Board did on October 13, 1983
recommend to the City Council the adoption of the Rules hereafter
set forth; and
WHEREAS, the best interests of the City of Arcadia and
its
the
employees
repealing
will be served by the adoption of said Rules, and
of all prior Rules.
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NOlv, THEREFORE, THE CITY COUNCIL OF THE CITY OF ARCADIA
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DOES HEREBY RESOLVE:
SECTION 1. The Rules hereinafter set forth are hereby
adopted as the Personnel Rules of the City of Arcadia. (A copy of
the Personnel Rules and Regulations is attached to and a part of
the original of this Resolution.)
SECTION 2. That all ~ri0~ 2ersonnel rules and amend-
ments thereto including those adopted by Resolution 4186 are
hereby repealed.
SECTION 3. That the Clerk of the Council shall certify
to the adoption of this resolution.
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I HEREBY CERTIFY that the foregoing resolution was
adopted at a regular meeting of the City Council of the City of
Arcadia held on the 1st day of November, 1983 by the affirmative
vote of at least three Councilmen, to wit:
AYES:
NOES:
ABSENT:
Councilmen Dring, Pellegrino, Lojeski
None
Councilmen Haltom, Hannah
,SIGNED AND APPROVED
thiMf
November, 1983
Mayor of the
,
of Arcadia
;p}~~
City Clerk ~
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5134
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CITY OF ARCADIA
PERSOt'-INEL RULES
&
REGULA Tlm,IS
AS ADOPTED At'-ID AMEt'-IDED BY THE CITY COUf'JCIL
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TAB l E 0 F CON TEN T S
RULE PAGE
I. GENERAL ORIENTATION.............................................. 1
II. CLASSIFICATION................................................... 5
III. RECRUITMENT, SELECTION AND APPOINTMENT........................... 6
IV. ELIGIBLE LISTS................................................... 9
V. ~IETHODS OF FILLING VACANCIES..................................... 10
VI. PROBATIONARY PERIOD.............................................. 12
VI I. TRANSFERS...... ............................. .................. ... 13
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VIII. SERVICE RATINGS.................................................. 13
IX. DISCIPLINARY ACTIONS & LAyOFFS................................... 14
X. REPORTS FRor~ DEPARTrlENTS......................................... 16
XI. r,lAINTENANCE OF RECORDS........................................... 17
XII. PERSONNEL BOARD.................................................. 17
XIII. Er.\PLOYEE COi.1PLAINTS AND GRIE'/ANCES............................... 18
APPENDIX
A. PERSOilNEL RULES ;l,NQ REGULATIONS GOVERNING
PERSONNEL BOARD HEARI~GS AND PROCESSES................ 21
B. LI ST OF Ai,1EiiD:.1EiITS.................................... 24
INDEX
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(Revised 11/B3)
RULE I - GENERAL ORIENT A TION
SECTION I. INTEf\1T. The objectives of these rules ore to facilitate dficient
and economical services to the public ond to provide for a foir and just system of
personnel management in the municipal government. These rules set farth the
abligations, rights, privileges, and prohibitions which are placed on 011 employees
in the Classi'fied Service of the City of Arcadia and those procedures which
insure like treatment for those who'present themselves for originol emoloyment
or promotion. At the same time, within the limits of administrative feasibility.
recognition shall be given to the fact that individuals differ. that no two
individuols react alike to reword and punisnment and to uniform motivaTion and
encouragement.
SECTION 2. DISCRIMINATION. No person sholl be employed, terminated. or in
any 'Nay favored or discriminated against because of race. religious belief, or
political opinion.
SECTION 3. TENURE OF OFFICE. The tenure of every employee in the
Classified Service sholl be based upon continued satisfactory sp.rvice, proper
personal conduct, continuing mental and physical fitness for his position ns
determined by the appointing power, based on competent medical authorit:',
existence of the need for the work performed, and the availabi I i ty of funds.
SECTION 4. AMENDMENT AND REIfISIOf\1 OF RULES. Recommendations for
amending or revising these rules sholl be submitted To the City :i\onnger for
review and recommendation to the Personnel Goard at leasT five days prior to
their review by the Board and presentation To the Council.
A statement of intention to amend the Rules contained in the minutes of any
meeting shall be deemed sufficient notice. All rules and amendments thereto
sholl become effective on the dote specified b, the City Council in its approval
thereof.
'Copies of rules ond 011 effective amendments shall be on fi Ie in the office of the
Personnel Director.
The rules are to be reviewed and mode current within 90 days after the beginning
of eoch fiscal yeor.
SECTIOf\J 5. MERIT SYSTEM. All appointments and promotions of City officers
and employees shall be made solely on the basis of merit and fitness
demonstrated by examination or other evidence of competence.
SECTION 6. OUTSIDE Eiv\PLOYMEf\IT. The City does not encourage employees
to engage in outside employment, however, it does not prohibit outside
employment subject to the following conditions: No Arcadia City employee shall
be engaged in outside employment which:
RULE I - GENERAL ORIEf\ITATION - continued
SECTION 6. - continued
I. Requests or requires employment with the City of Arcadia as a
prerequisite for said outside employment.
2. Creates a conflict of interest.
3. Interferes with the employee's efficiency.
The name and location of any outside employer, (including self-
employment), sholl be filed with the departmental adminstrator and
Personnel Department by the employee within three days after beginning
such outside employment.
SECTIOf\1 7. DEPARHAENT AL RULES. Emoloyees shall abide by departmentol
rules establ ished pursuont to Rule X, Section '2.
SECTION 8. DEFIf\I\TIONS AND MISCELLANEOUS RULES
I. APPOINTIf\JG POWER. Eoch departmental administrator shall have
the power to oppoint, supervise, suspend. or remove such
assistants, deputies. subordinates and employees as are provided
for by the Council for his deportment, subject to approval of the
City Monager and subject to the provisions of the Charter,
Ordinances. Resolutions, ond the rules and reClulations
promulgated thereunder.
2. BOARD. The Personnel Boord established in occordance with the
Charter of the City of Arcadia.
3. CLASSIFIED SERVICE. Positions in the City employ not included
in the City Charter in the Unclassi fied Service or designated by
the City Council 'to be in the Unclassified Service.
4. ALLOCATION. The assignment of a single position to its proper
class in accardonce with the duties performed end the authority
and responsibility exercised.
5. CLASS. A group of positions sufficiently similar in duties and
responsibilities so that:
a. The same decriptive title properly may be used to
designate each position allocated to the class.
b. The same basic minimum qualifications may be required of
all incumbents.
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c. The some selection devices may be used to 'screen qualified
'employees.
d. The some saiary rote or range con apply with equi ty under
substantially the'some working conditions.
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RULE I - GENERAL ORIENT A TION - continued
6. CLASS SPECIFICATION. A written description of 0 closs which distin-
guishes i,t from every other class in the classification plan and provides a
guide for the allocation of all specified pasitions in the Classified Service to
classes.
7. POSITION. Any office title or employment which has been assigned a solar'!
or otherwise funded.
8. TYPES OF APPOINTMENT. The following ore types of appointment:
temporary, probationary, permanent and provisional.
9. TEMPOR'ARY APPOIf\IT,v\Ef\IT. An appointment for 180 working dnvs or
less.
10. PROBATIONARY APPOINTtv\Ef\JT. An appointment for a len'Jth of time set
aside os a work test period prior to obtaining permanent employment.
II. PERMANENT APPOINTli\ENT. An appointment to 0 permanent I]osi tion
given to those ernployees .....,ho have cornpleteJ t:lt~ir probnriunnr:' pt~ricd.
12. PROVISIONAL APPOINTMEi',IT. An appointment uf 0 p"rson possess in\] the
minilnUITI qualifications established for a particLJlll( closs in t:1e obsenc(: of
avoi lable ,eligibles.
13. APPOII,JTMENT. The offer to and acceptance by 0 persall of n position "1
the Classified Service.
14. OPEN COMPETITIVE EXAMINATION. An examination ill which (Jny person
who meets the qualification requirements and who submits a proper applica-
tion is eligible to compete.
15. CAI'IDIDA TE. An applicant who hos been accepted to participate In the
exarninati'on process.
16. ELIGIBLE, LIST. A list of names of persons who have passed in on
eXOrnination for a pGrtic:.Jlar class and Nho ure rGn~ed in ord(~r of t:1eir fino I
scores.
17. ELIGIBLE. A person whose name is on an eligi~le list, a promotional list or'
a reemployment list.
18. PROBATIONARY E,'v\PLOYEE. Any employee who has been appointed from
on eligible list but who has not yet completed his 'Nork test period.
19. PROMOTlor.j. An advnncement of an employee from one closs to onother
class which has a higher lnaxirnuin rCJt~ of pay.
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RULE I - GEr'IERAL OR I EI"-lT A TION -continued
SECTION 8. DEFINITIONS AND MISCELLANEOUS RULES - continued
20. PROMOTIONAL LIST. A list of names of permanent employees who hove
qualified through the promotional examination for consideration and
appointment to 0 higher closs and who ore ranked in order of their final
score.
21. REEMPLOYMENT LIST. A list of employees who hove been legally laid off
because of discontinuance of position. lock of work or leck of funds. .
22. EMPLOYMENT DATE. Employment dote for each employee sholl be the
dote on which such employee was first appointed to a full time position in
the City employ.
23. TRANSFER. The movement of an employee from one position in a class to
another in: the some or similar class in the some or in a different
department.
24. SALARY REDUCTION. A decrease in salary from current step to a low<ir
step within the same salary range for disciplinary or other reasons.
25. DEMOTION. The movement of an empoyee from one class to another closs
which has a lower maximum salary rate.
26. REJECTION. The demotion or termination of an employee during his
probationary period.
27. TERMINATION: Separation of an employee from the services of the City.
28. NEPOTISM. Under the Charter, any department head, other officer, or
appointing power shcill not appoint any relative by blood or marriage within
the third degree to any position in any City service.
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RULE II - CLASSIFICA T1CX~
SECTION I. PREPARATION OF CLASSIFICATIO~I PLA~,J. T:,e Personnel
Director or a person or agency employed for t~lOt purpose. sholl ascertain ond
record the duties and resp::nsibilities of all positions in the :::1,lssifi,~d S,~rvice
and, after consulting ','lith appointing authorities (md d"partmental "dminis-
tratar~ affected, shall r"commend a classification plGn for sue:' I,ositions. rhe
classification plan shall consist of classes of positions in the Classified Service
defined by class specifications, including the title.
SECTION 2. NATURE OF CLASS SPECIFIC" TION. The classification plan shall
be so developed and maintained, that all ;Jasitions sullstanrially similar '-'lith
respect to duties, responsibilities, authority, and character of work are included
within the same class, and that the same schedules of compensation moy be
made to apply with equity to all positions in the same class.
SECTION 3. ADOPTION OF THE PLAN. A proposed classification plan, after
consultation with the City ,V\anoger, other appointing powers. and employees in
each class, shall be presented by the Personnel Director to the Personnel LJoard
for consideration and study prior to its presentation to the Council for adoption.
SECTION 4. REVISION OF THE PLAi'J
a. Revisions of the classification plan may be made by the Council upon '
recommendation of the City t"anager.
Whenever it is proposed that 0 position be changed from one closs to
another, such change shall not be made without first notifying the
incumbent of the proposed change in writing and giving him a minimum
of ten days to be heard, should he desire, prior to the change being
enacted.
b. Revisions of the Classification Plan involving changes in class specifi-
cations rnoy be rnarlc by the CCluncil upon recommendation of the
Personnel Boord.
SECTION S. RECLASSIFICi\ TIO!'I. A reclassified position may be filled by
prolnotlonal examination. In the case "here the nu;nber of qualified applicants
is equal to or less than two plus the number of positions to be filled, the
departmental administrator ;nay request that the Personn,~1 Board waive the
examination. All qualified applicants sholl then be certified to the departmental
administrator for his considerntion and appointment. (This section applies to
employees only.)
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RULE 111 - RECRUITMENT. SELECTIOt" Af'ID APPOINTMENT
SECTION I. RECRUITME~JT. In order to corry out the intent of the Chorter.
the Personnel Director shall advertise each open exomination at least once prior
to the exomination.
a. EXAlv\lNA TION ANNOUNCEMENTS. Written examination announc-
ments shall specify the class title, the salary range, the nature of the
position, the minimum requirements, the relative weight to be assigned
each part of the examination, the required passing score, the general
nature of the test, the closing date for filing applications. and such
other information as may be pertinent. Announcements shall be posted
in appropriate locations for all interested parties.
b. APPLICATION FORMS. Applications for examinotions shall be made
on forms provided by the' Personnel Di rector.
c. REJECTED APPLICANTS. Applicants con be rejected by the Personnel
Director from further competition during the examination process ,.f
they clearly do not meet the minimum qualifications. are physically or
morally unfit, are guilty of fraud. make false statements on the
application, or are otherwise unfit for employment.
Whenever an applicant is rejected. reasons for such rejection shall be
given to applicant in writing.
All applications shall remain on file for ten days after an eligible list
has been established and all the applications of the eligibles shall be
kept on file during the life of the list. Applications shall not be
returned to the applicant for any reason.
d. RELATIVES. In making the appointment, the appointing authority shall
not appoint to a paid position within the departrnent, or in th~ case of a
department with multiple divisions, within the Same division any person
who is a relative 'Nithin the third degree of consanguinity of another
employee within the department. This shall not prohibit an employee
already' in the service of the Ci ty from continuing therein.
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i~UU:: III - RECi~UIT,'vlt:f\lT, SELt::CTIOf\l AND AP?()I~H'Ar::~ 17 - "<lntinued
SECTION 2. EXAMINATIONS. Examinations for 'lositians in the Clossiiid
Service shoJi be related to those matters which fairl~ test the rf'lativ,", CODClcitv
of the applicants to discharge the duties of the positions to '.vhich they seek to l'e
appoi nted.
Examinations may be assembled or unassembled, may consist of 'witten, oral. or
performance tests or any combination thereof. Plwsicol ksts. 'n"dicnl m1d
\)sychiatric tests, and investigations and evaluations of ~:-'1i:1inq. t::'Xpt~:-il~q..::(~.
services. character, and personal traits ,nay be :nnde 11 p'Jrt of nny '~.(nminoti()n.
In any examination which the Personnel Director deems it desirable to (;0 sa. he
may include a qualifying test and may set a rninimu:n 'lualif:,j",! ,tn"rirJrel.
(a) TYPES OF EXAMINA TIOf'.l. The basic t,pes of "x'lminotion shnll :,,?
open and prornotionol examinations. ~ntrrJqc'.~ ~.'(n;ninf]lj{)flS nrt~ OPI.'/1 tq
any person who meets the Ininirnum qualifications nnd orner n!<lIJirl~-
rnents published in the examination onnounCCfnenrs. ;Jr()rr.otion~~
examinations are open only to employees who hnve co,npleted at I"ast
one probationary period in the Classi fied Ser'lir.c onci 'Nho meet t!H~
qualifications and requirements published in the exnrninotion announce-
ment, provided that cOlnpl~tition in open nnd Drornr>tionol e,,<o:nillntions
for the sworn positions in the rire and Police 1")"Clart,,,,:nts 'nny IJe
firnited to desi~nated ranks in ~ac:l rt~s~'!ctjVt! dt.:purt'nt.:nr.
If, in.the opinion of the Board. insufficient cOinpditi'm ~xists for filling
a prornotional exarnination, t:}/1 open cOin;J'!ri ~ive -:-/.o:nination ;;,oy be
held for any position.
(b) EXAMINATION SCORES. Failure to obtain 70~0 in any part of an open
examination shall disqualify the applicant from further competition.
Fa; Jure to obtain an average score of 70'?0 in a promot ional examina-
tion, unless otherwise stated in t~e exa.nintJtion nnnouncernent, shall
disqualify the candidate.
(c) CONDUCT OF EXAlvlli'lA TIONS. All ~:<l]mir1ations shall be conducted
and controlled by t:,e Personnel 8ir"ctor. :,i, aut:'l)ri,:<?d representative,
or by a contractual agency, under the direction of the City i\\anager.
(d) NOTIFICA TJONS OF THE EXAti\l;'IA TIOi'J RESUL TS. Each applicant in
an examination shall be given wri tten notice oy t:1e P"rsonnel Director
of the results thereof, and, if successful. of his final earned score and
his relative position on the eligible list.
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RULE III - RECRUIT,',,\ENT, SELECTION AND APPOI:'-lT''o'\<:NT - .:ontinued
SECTlOf\J 2. EXAMINATIONS - continued
(e) WRITTEN TEST REVIEW. A keyed copy of the written test sholl be
made available for review by each candidate for five '.'Jorking days after
the date on which the examination is given. During this five-day
period, each candidate is enti tied to protest in IVri ting against any
keyed answer, provided the nature of his protest is clearly expressed in
writing and the reasons for his objection to the keyed answer clearly set
forth. Whenever feasible, the candidate will be required to cite
authority for his protest. The Personnel Director sholl, to the best of
;,is ability, make a fair determination as to the 'North of each prot.est
and sholl make corrections, including the elimination of questions. os he
is convinced are proper and then sholl score the written test papers.
(0 REVIEW OF EXAMINATION PAPEr<S. Examination papers of a candi-
date sholl be open to his inspection only, for Q peri,),] ,)f len '.'Jorking
days after the dote of the examination. He shall not be allo'.'Jed to
review his paper more than twice during this period. The candidate,
while reviewing the paper, shall not he given the privilege of making
copies of any portion of the examination or keyed answers.
Examination papers of applicants are not subject to inspection by the
public, with the exception as hereinbefore provided, and such papers
together with the referenced and oral rating sheets shall be confidentiol
and shull Ili')t be open to inspection ejth(~r by the oppjicont or ~)y the
public. All examination papers shall be kept on file during the life of on
eligible list.
SECTION 3. MEDICAL EXAMINATION. Eligibles selected by the appointing
power may be required to pass 0 medical examination paid for by the Ci Iy that is
satisfactory to the City l"janager. If an eligible is disqualiled in 0 medical
examination, his nome sholl be striken from the list of eligibles.
An employee, at any time, may be required by the appointing power to ta:<e 0
medical examination, pf]id for ~y the Ci Iy, to detennine fi tness for his duties.
All new employees Inust pass a medical examination prior to appointment.
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RULE IV - ELIGIBLE LISTS
SECTION I. ESTABLISHMENT OF ELlGIRLE LISTS. rive doys eft,or the
conclusion of on examination, the Personnel Director shall preror" nnd keeo
available an eligible list consisting of the names of persons successfully possin<J
the examination, arranged in order of final scores from the hiqhest to the 10'.'Iest
qualified score. 'Nhenever identical ratings are .~(Jrned, they'shall !)e qi'"", the
same number, on the eligible list.
SECTION 2. liFE OF liSTS. Eligible lists shall become df"cti'l" up"n th"
announcement thereof by the Personnel jir,;ctor, 'liv;',') I:", ("I,lti'I,' rnti",]s "f
the nalnes appearing thereon. Eligible lists shall n~fnoin in ",~ff{~ct for ()n~ year
unless the list is exter1d,~d or nbolished. C'Jllct~lInti\>n l)r <lIlV t:hnrlqt~ !n<1dt~ i:1 nn
eligible list shall not invalidate an appointment previously m'Jde Iroln such list.
Eligible lists may be extended by the Personnel iloord for ,] p"ri'J,j '1<,t to '''c(,,~d
one year.
Eligible lists may be abolished by the Personnel /loord ,....hen there nre less thun
three available names remaining thereon.
Reemployment lists sholl remain effective for two years from the; dot" of the
latest separation from service.
SECTION 3. REMOVAL OF NAMES FI<.(),\\ I':UCII,U': USTS, The name of ony
person appearing on an eligi!)le list shnll !oe removed by th," jJersonn,,1 Director if
the eligible requests in writing that his name be remoVf,d or if he fails to respond
within a designated time to a request that he appeor for an ,,,nploYlnent
interview. The person affected shall be notified of the removal of his name by
notice mal led to his last known address. A name may be removed by the
Personne I Board for cause.
The name of a person on a prornotional list '.'Iho resigns from the Ci ty service
shall be removed from such list.
The name of a person who after appointment from 0 prolnotional list is rejected
during the probationary period may be restored !Jy the Personn,,1 Goard to the
promotional list but shall not be certified to the same appointing pov/er.
The na:ne of any person who declines an "ppaintment to (] probationary position
without submitting a written waiver shall be r"moved from the eligible list.
SECTIO~l 4. WAll/loRS OF CERTIFIC,\ TI("): I. :~ny ,)NSOn '.'/hose nOlne appears
on a promotional or eligible list may request in writing that his name be placed
011 on inactive list so that during the request,~d I)eriod no certifications of his
Ila:n'" vlill be made. Said person may 'at (JIlY time durill<J the life of the
promotional or eligible list request that his nom'" be taken off the inactive list
and "gain be placed on the acti'le pro:notional or eliqible list. In the event that
the n'l'ne is again placed on un acti'/f~ list, it will be ploced in the saIne relative
position as though the name had never been removed.
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RULE V - METHODS OF FILlIl\JG VACANCIES
SECTION I. GENERAL PROVISIONS. All probationary appointments to
vacancies in the Classified Service shall be filled by appointment of eligibles
from eligible lists or by transfer, demotion, or reinstatement. When eligible lists
are used to fi II vacancies, they shall be used in the following order:
(a) By appointment of eligibles from reemployment lists, regardless of the
number of names appearing thereon. Such lists must be exhausted prior
to using promotional and eligible lists.
(b) By appointment of eligibles from promotional lists.
(c) By appointment of eligibles from eligible lists.
(d) In the absence of an open eligible list for 0 classification. the
appointing authority may make an appointment from a current open
eligible list for a higher class in the same class series or a comparable
class. Acceptance or rejection of the lower position does not remove
the person form the eligible list.
SECTION 2. REQUISITIONS. Whenever a vacancy in the Classified Service is to
be filled. the appropriate appointing power sholl notify the Personnel Director.
The Personnel Director shall advise the City Manager and the appointing power
as to the availability of eligibles on eligible lists, or of employees by transfer or
demotion. Should the appointing power desire to wait in excess of sixty days to
fill the position, :,e shall submit in writing the reasons th'~rdore to the City
Manager and Personnel Director.
SECTION 3. CERTIFICA TIOI\I OF ELIGIBLES. Upon request, the Personnel
Director shall certify to the appointing power from the appropriate eligible list
or lists the names and addresses of three persons who stand highest on the
eligible list or lists for one vacancy, and an additional name for each additional
vacancy if more than one position is to be filled at one time. Persons having
identical ratings shall be certified together.
Whenever only one eligible list exists from which certificotion is to be mode and
such list contains less than three names or whenever less than three eligibles can
be certified from 0/1 eligible lists, with the exception of reemployment lists, the
appointing power may, in his discretion, make an appointment from the names
thus certified or may refuse to make an appointment from the names thus
certified from such list Qr lists and request a new examination be held for the
purpose of estoblishing a new eligible list or lists.
Whenever there are at least three names on an eligible list for a c/ass, the
appointment must be made from the names certified.
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RULE V - METHODS OF FilLING VACANCIES - continued
SECTION 4. APPOINTMENT PROCEDURE. In making the appointment, the
person to be appointed sholl be notified. If the appointment is accepted, and the
person presents himself for duty within such period as the City ,"'.onoger or
appointing power shall prescribe, he sholl be fingerprinted by the Police
Department, administered the oath of allegiance by the City Clerk and deemed
to be appointed. Otherwise, he shall be deemed to have declined the
appointment. All appointments, whether temporary. provisional, probationary,
or permanent, shall be reported to the Personnel Director on forms prescribed by
him.
SECTION 5. PROVISIONAL APPOIt--lTMEt--IT. Whenever a vacancy exists in the
classified service, a provisional appointment may be made from the candidates
eligible to take the examination.
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RULE VI - PROBATIONARY PERIOD
SECTION I. PURPOSE. The probationary period is a part of the examination
process. It is a 'Nark-test period during which the employee's performance and
conduct an the jab are evaluated to determine whether or not the employee is
fully qualified for permanent appointment.
During the probationary period, a probationer may be released, or demoted if
permanent status is held in a lower classification. without the right of appeal if
the appointing power deems the probationer unfit or unsatisfactory for service.
When provisional appointment is made to a probationary position and
subsequently the appointee is appointed to the position as a probationary
employee with no time interval between the provisional and probationary
appointment, the "employment date" as herein defined, shall be the date first
appointed on a provisional basis.
SECTION 2. LEr'-lGTH OF PROBATIONARY PERIOD.
(a) For the classifications of Fire Captain, Fire Engineer. Firefiqhter-
Paramedic, Firefighter, Dispatcher, Police lieutenant, Police Sergeant,
Police Agent, Police Officer and Police Clerk, the probationary period
for all eligible candidates appointed from an open competitive examina-
tion and who are not currently employed in a permanent position shall
be on probation for eighteen (18) mont:,s before '!ltainin'J pennan',nt
status. Eligible candidates appointed from a promotional list shall be
on orobation twelve (12) months before attaining permanent status.
(b) For all other classifications in the competitive service, the probation-
ary period for all eligible candidotes appointed from an open competi-
tive examination and who are not currently employed in a permanent
position shall be on probation for twelve (12) months before attaining
permanent status. Eligible candidates appointed from a promotional
list shall be on probation for six (6) months before attaining permanent
status.
SECTION 3. REPORTS OF PROBATIONERS. It shall be the duty of each
appointing power during t:,e probationary period of each employee in his
department to investigate thoroughly the performance and general acceptability
to determine whet:,er or not the employee is fully qualified for permanent
appointment. He shall make 0 report on the employee's performance and
conduct at the completion of one-third of the probationary period, again upon
completion of two-thirds and at least ten days before the end of the probationary
period. Such reports shall ~e ,node upon forms prescribed by and submitted to
the Personnel Director.
SECTION 4. PROBA TIOl'-IARY DEl'vlOTIOt'l. A probationary employee who is
liOTJIny a pro/notional pasi tion shallnave the right to de/notion to the
classification in which he holds a permanent appointment. Time spent in a
promotional position shall be included in determining length of service in a lower
class.
12
RULE VII - TRANSFERS
SECTION I. WHEN AUTHORIZED. Upon reqwst of the (]ppointing pO'N',r. the
transfer of an employee to a position in the some closs lnay be authorized by the
City Manager and the position thus filled irrespective of the existence "f any
eligible list.
RULE VIII - SE~~VICE RA TIJ,!GS
SECTION I. The Personnel Oirector, under the direction of the City ,'v\nno'1er.
shall devise a system for the evaluation: of employees' services to the Ci ty.
Each employee shall have a minimum of one written evaluation per year. Copies
of ernployee evaluations shall be on file in the Personnel Department.
Sr=:CTION 2. r::XCEPTIONAI_ SERViCe::. Til" City \\ana(Jer sholl oppoint 0
committee of City employees to be known os the "Exceptional Service Awards
Advisory Cornmittee". This committee shall evaluate the nominotions for
exceptional service awards and make reco:nrnendations to the City ;v\onoger for
approval.
Recommendations will be one or a combination of the following:
(a) No award
(b) Letter of Commendation
(c) Certificate of Commendation
(d) Cosh
Any full time employee of the City of Arcadia is eligible to participate in this
program with the following exceptions:
(a) The City Manager and his Assistant
(b) Departmental Administrators and elective officers
(c) Members of the Exceptional Service Awards Advisory Committee
13
RULE IX - DISCIPLINARY ACTIOI'IS & LA YOFFS
SF:CTION I. D'SCIP'-J:'J/\i~Y ACTIO~"I: SI)SPF:I'ISU)cl. DF'J:'tOTIOI'IS AND
DISNtlSSAL. The Goards and officers having appointive pO'.'lers ore vesterl with
the right to exercise the disciplinary and removal powers provided in this
section.
An employee holding a position in the Classified Service shall be subject to
susoension without pay for a period not exceedin<] thirt:' ,j"ys in <lny one culendar
year. to demotion, or to removal from his position. but subject in each case to
the right of the employee, other than 0""; ::;erving <.l probationary period. to a
hearing before the Personnel Goard in the manner set forth herein.
SECTION 2. DISCIPLlI'IARY ACTIO,,): f'oIOTIFIC,\ T1n~J "", i\:>r>F'\I_
PROCEDURE. Such employee shall be entitled to receive ,"pon 11is rCOllest, <It
the office of the board or officer taking such net ion. n written stntcrr",nt in
which shall be separately stated each of the d1arr]eS u;Juin5T hi'n IIp'Jn which such
suspension, demotion, or removal is based. a COpy of '.':hich staTement shall be
furnished to the City Clerk for delivery to the Personnel Iloard. Such staT0'nent
shall be furnished such employee within two business tloyS 'lfl',r his r'''1u,''t
therefor, which 'request must l1e filed in the offic', of th" City CI'2rk wit:,i" kn
days 'after he has been notified of such demotion, removal or suspension. If such
elnploy~e is absent from work, he shall he dee'n,~d to bl~ so ;lotificd '.'Jilen such
notice is mailed to his last address on file '-"ith the Cit:, by :,eqist,,,ed :;,oil. He
shall have thirty days after receipt of SUC!1 stot"m"nt \'Iithin ".'Ii,icn to file with
the City Clerk an answer to such statemenT of chorges should he desire to do so.
In any hearing resulting from punitive action, the burden of proof ".'/ill be upon
the employee to refute the dismissol or demotion charges or to sho".'l cause why
the oction should not be sustained. Hearings sholl be held in accordo:1ce with the
Charter of the City of Arcadia.
SECTIOI'13. SALARY DEDUCTIOi'I. An employ"e moy be disciplined by
reduction in compensation to any st,ep in the salary scale applicable to his
position or to the position to which he is demoted, as provided in the Ci ty
Charter.
SECT 101'1 4. VOLUf'oJT ARY DEMOTIOr'J: Any employee may request a '/oluntary
demotion ot any ti;ne. cvery such request must be reported to and approved by
the City Manager.
S!::CTIOI'J 5. U~,IAI)THORIZED Af3SEi',ICE. Unauthorized leaves of absence are
couse for immediate dismissal.
14
, RULE IX - LA YOFFS, DEMOTIONS, [)IS,'I\I~~A:_ - ,;ontin'Jed
SECTION 6. LAYOFFS. The City Manager or a;)pointing power may /0:' off an
employee in the Classified Service b"causp. of " ,w]t,~ri(]1 chonge in duties M
organization, inclement weather, adverse '.vorkinq canrlitions. shortoge of ','Iork
or funds or return of employees from autharizerl leave of obsence,
The order of layoff shall be temporary, probationary. and then regular erreplayecs
and shall be (I) based on performance and (2) in the r<:>'/'''''' ,)f lotul cu;nuloli'/o
ti,ne served in the same class or promotional field upon the uote "stabli,iwd for
the layoff to become effective. The n(]rnt~S of l!:n:)lo:/{,\~S sholl !)e ;)Iclr::ed \Jpun
reemployment lists in the reverse order of the /o:,off,
IS
RULE X - REPORTS FRO,.", DEPAFHN,Ei'lTS
SECTION I. REPORTS TO THE PERSONf\JEL DIRECTOR. Each department
shall report immediately to the Personnel Director on prescribed forms as
follows:
(a) Request for certification
(b) Refusal of eligible, together with reasons therefor, to accept
appointment or neglect of eligible to report
(c) Report of appointment:
I. from certification
2. from reemployment list
3. under temporary appointment
4. under provisional appointment
(d) Changes in compensation of employees
(e) Suspension of employees
(n Transfer of employees
(g) Evaluation of employees' services
(h) Separation from service of any employee and the reasons therefor
(i) The creation or abolition of ony new office or ploce of employment
(j) Unauthorized absences from duty
The Personnel Director shall report such actions us "ppropriate to the City
Manager.
SECTION 2. DEPARTMENTAL RULES. On opprovol of the City t/lonager, each
departmental administrntor shall ha'!e the <Juthority to set forth rules and
regulations necessary for the efficient operation of that department. However,
the rul"s set forth herein shall govern in 011 instances and t:1ereby take
precedence over any departmental rule or regulation. A current copy of all
depart:nental rLdes and regulations shall be on file in the Personnel Office.
16
I
I
RULE XI - it\AINTE~,i."'f\ICE OF RECO:~DS
SECTIOf\1 I. The Personnel Director sholl maintain an official raster containing
the names and complete employment records of all emplo:/ees.
RULE XII - PERSOr,IM::L 80ARrJ
SECTIOf\1 J. I~'JVESTIGA TIOf\J. The Personnel Oaard shall. ,.':h.,never it dee:ns
necessary or when requested by the City Council. :na~e or order i'l'/,,,ti<]atiuns of
any employmeClt conditions arising within the service. Such investigations may
cover hours of work1 health, sanitation. rnoraic. cornpensation, in-ser'/ice
training, efficiency an the jab, employee ',velfare, or ony other situation '.'Ihieh
the Raard or City :::ouncil :noy deem relevant.
SECTION 2. FINIJIf\JGS REcor~/)ED. The findinas of such inveSli'lations (lnd
recol:n!nenaations shall he rnode on official record of the P~rsonnl!1 :)ourd nnd (]
copy transmitted to the City Council for study and appropriate tJclion.
SECTION 3. HOTIFICA TION, The Personnel Clireclor shall provide copies of the
agenda and rninures of all Personnel Goara :r.eetinqs to ench ernployt-:e rnCl!<ing
such a re'luest in wri ting.
17
RULE XIII - l-':iv\PLOYEE COMPU,It'-lTS AND GRIEVANCES
SECTlm,! I. PROCEDURE
An employee who feels he has a grievance has the right to express it throu<]h the
proper channel. The following procedure shall tie followed in presenting a
grievance:
A. Within fifteen (15) days of the occurence of the event 9r'lIng rise to the
grievance, the employee sholl discuss t~l~ 'Jrlt:VO:lCe '.'lith th,~ i:n:n!OOdiote
supervisor.
B. If, after discussing the grievance with the supervisor. the employee is still,
dissatisfied, a written grievance Inay be filed ~)y the 1~:J1i>lo/ee '.'lith th~
individual in the next higher position in the department provi,;ed SUCI)
written grievance is filed with.in t~n (Ii)) dn,s of the rneetinlJ rl~f.~rr!~d to in
paragraph ( I-A).
A decision in writing within ten (10) '.'Iorkdays shall be cornrnunicnted to the
employe",. If the response is not made '.vithin the time lirn'rts. 'Jr if t!1e
employee is still dissatisfied, the employee may appeal ill writin') to the
deportment administrator.
C. An employee proceeding to the department administrator shall file a '.,tritten
appeal within five (5) ',vorkdoys of noti';e of the d"cision r"krred to rn
paragraph (1-8) or within five (5) workdays of the lapse of the tirne limits.
The ueport;nent head may require the ernployee unci the i:n:rediate
supervisor to attend 0 grievance meeting. The rlepartment heaa sholl
communicate 0 decision in writing within ten (10) workdays of receiving the
grievance or the holding of 0 grievance meeting, whichever is longer.
If the response is not mode within the time limits or if the e'nployee is still
dissatisfied the employee may appeal in writing to the Persannell)irectar.
D. An employee appealing to the Personnel Director shall file a '.'tritten appeal
within five ,(5) workdays of notice of the decisio" referred to in paragraph
(I-C) or 'Nithing five (5) workdays of the lapse of the time limits within
which the written decision was required.
The Personl1el Director shall then take whatever action dee'ned appropriate
to resolve the grievance and may require the employee and the immediate
supervisor to attend 0 grievance meeting. The Personnel Director shall
communicate his decision in \Vri ting ,....i thin ten (10) .',orkjoys of receiving
the orievance or the holding of a grievance meeting, '.vhichever is longer.
18
RULE ;<111 - EMPLOYEE CO,"\PLf\l~JTS Ai'lD G?I:~'1.\~~C[S - contir,ued
SECTION I. PROCEDURE - continued
D. continued
If the Personnel DirecTor's response is not made within the time limits. or if
the employee is still dissntisfied, the employee may appeal in '.vritin<) to the
Personnel Board. Such appeal shall be filed '.vithin fi'le (5) wor~(:ays of
notice of the decision or within five (5) 'Narkdnys or the kipse of the rime
lirnits within which the written decision wos rc~qujn~d.
E. The Personnel Board shall within five (5) workdays of r.,c:eipt of the nppeal.
set a date for a hearing. Such h<emill<j date shall ~e '.'Ii thin thirty (30)
calendar days from the date of receipt af the appeal.
F. All of the facts shall be presented to the eit:, Mnnac;cr. nlon<) v,ilh the
recammendation of the Personnel l3oarrl. Ti't, .:rni,lo'I<,,<e shall :lOV" the rinht
to ,neet with the City Manager within five (5) '.'Iorkda'ls frorn the dutc: lil"
Personnel 80ard makes a recornrnendation to t~)f'! (~ity "':,ona(j(:!'r.
The City rV,anager shall render a final ,!ecision in '.vritino within Ten (10)
workdays after reviewing the recOrn:nt:'ndntioll of lhl~ \")(~rsonnt~1 ~.3oord or l~~
holding of a grievance meeTing, whichever is lon<)er.
SECTIO"! L GU,It:RAL PRO'.'ISlor,JS
A.
The grievant has the right of repres"ntntian of the
formal levels. The Pcersonnel Dir.,ctor,hull
representative, if any.
(]rj~vanr's choic'~ (it nlJ
'),~ IlfJt: fi'.'d <)r tht~
B. Except by mutual agreement, failure by the employer at ony level to
CQlnlnunicate a decision witi1in f~),~ Spt~cjfje.j tifn(~ Ii/nit sholl ;:>'~rrnit the
grievant to proceed to the next level.
C. Except by mutual ogreelnent. fail'Jre ':>y the 9r;"'Jon1, at 'my level, to file or
appeal a grievance to the next level '.'Ji thi" the sp8ci ficd tirne Iimi t shall be
considered acceptance of the resolution of the gri':'Jance ot that I.:vel.
D. Time limits may be waived by the mutual consent of the grievant and the
Personnel Director.
19
HULE ;<1l1 - EMPLOYEE COMPL^INTS AND GRIEV,\0-lC:::S - continued
SECTIOf'/3. DEFINITIOf\IS
A. Grievance
An allegation by any employee in the classified ser'lice that th,~ "mploy',e
has been adversly affected by a violation of n specific orrJ'/isi,,,, "f t~",
,\I\emoraridum of Understanding or Personnel Rules and Regu'lations.
B. Grievant
An aggrieved person is any employee in the Classified Service "dverselY
affected by a violation of a speci fic provision of the ,v\emorondum of
Understanding or Personnel Ru'les and I=(egulations.
C. Written Grievance
The written grievance shall set forth a clear stotement of the <)ric'Ianc.,. th",
specific Personnel Rule(s) and/or section(s) of the .'/,ernnrandtJln of
Understanding involved, the circumstances involved. the decision rendered
at the informal conference and the specific remedy sought.
D. Written Appeal
The written appeal shall outline the same information specified in the
written grievance definition, plus the decision rendered at the p~(:'/iotJs
step(s) in the process.
E. Workday
A workday is any day the City offices are regularly open for business.
20
APPE"IDI;< A
RULES Ai'lO REGJLA Tlm'IS GOVERi'IIt'-IG
PERSOI"NEL BOAHD HEARINGS A~'Jf) pr,OCL,SSi.:S
Any hearing required by Section 904 of th~ ,Arco:iin Ci ty C:ill..lrtt~r t:J :1-.7 h(~ld hy
the Personnel' Goard shall be held and conducted in uccordancc wi Ih the following
rules and regulations.
SECTlOt'-1 I. :HEARIM-;S. PUI3L1C ()F~ P!ll'/A Ti:. The Personnel fioare ut its
discretion may exclude the public frarn 011 ur uny portiDIlS uf ony 5illCh heorirvJ,
provided, however, thot the hearing sholl he open to the puhlic '"hen so r',quesr"d
in writing by the employee; and pro1/ided further. ho'.Vev~r. thnt not'.>:ithstandin\l
any such written request for 0 public ~learing tile P"rsonnel iJoard rnoy ecltJde
from any hearing held pursuant to S~ction ~04 of ti", <:itv UVJrtN. .',I",rhc'r
public or private during the examination of witness, nilY ur ull other '.",itnesscs in
the motter, before it.
SECTIOt'-1 2. SlJBPOEt'-JAS, Subpoenas for '.vitnesses 10 ,rpp"ar tJI 'my such
hearing sholl be issued only upon receipt by the Pr:-rsonnt~i I ~tJurd .)r i)l~rsOnnt:1
Officer of 0 written request therefor setting forth the f1<l,ne~ "nd llrkiresses of
the witnesses desired to be subpoenoerl, und ,,,ni,,,] furth rl1" ,nat"ri"li ty of the
testimony expected to be elicited from each ~uch '.'Iitn,'ss. ';,hpocnas duces
tecurn sholl bt: i.ssued only upon receipt by the P!~r~onnt~l ::.oord l)r ;JersonneJ
Officer of 0 written request therefor, accornpuni"l.1 :':1 un ulfidavit of the
applicant in the form supplied by the Personr",1 300rG or iJ,,"so,,nel Ufficcr.
SECTI()~J 3. SAi'.iE. ISSUAt'-ICE. Subpoenas ond subpoenas duces t',cum sholl b~
issued only at the direction of the Personnel 301]l(j. 'or at ti,e direction of the
Personnel Officer if so authorized by the Personnel Coord.
SECTION 4, OUORUM AND PRESIDli:C OFFICER. A majority of the
authorized membership of the P~rsonneJ :Joard sholl c,~:"ti tute a quorum for the
conduct of ony such hearing. ~!o portion of any such hearing sholl be conducted
with less than such quoru'n pres,=nt. Tl,e chairrnan sholl f)reside over all such
hearings: provided, however, that in the absence of the chairman, 0 chairman pro
tempore sholl be selected by the members present to preside during the absence
of the chairman.
SECTIQt,1 5. ST A TEMEI'IT OF ISSUES. Prior to' the dote set for the
commencement of any such hearing. appellant and respondent sholl submit in
wri ting to the Personnel Goard or Personnel Officer 0 statement of the issues
involved in the ,hearing. At or prior to the commencement of the hearing, the
chairman sholl announce the issues involved in the hearing os determined by the
Personnel Goard after 0 review of the statement of charges llgainst the
employee. the employee's answer thereto and the appellant's and respondent's
statl,ment nf i.~sues. All testimony thereafter presented sholl be material to the
issues os thus determined by the Personnell:oarrJ.
21
APPEi'JDIX A - continued
SECTION 6. ORDER OF PI~OCEDURE. At the commencemenT of any such
hearing, or ot any rune prj{J( to the cOinrnencernent thereof~ the Personnel Boord
,nay, by the affirmative vote of the majority of its members. specify the order
of procedure for any such hearing. Except as thus otherwise directed, the order
of procedure for any such public hearing shall be os follows:
(a) The board or officer having the appointing power shall be designated
the respondent far the purpose of any such hearing. The respondent
shall present testimony or evidence in support of the statemenT of
charges against the employee, or if no such staternellt of charges wos
issued then in support of the facts "pOll which the suspension,
demotion or removal of the employee wos based. Such e'/idence may
be presented in the form of oral t<estimony, written reporTs, exhibits.
affidavits, written statements of the witness. personnel recorns ond
reports concerning the appellant. and by oral testimony of witnesses
including cross-exGlninotion of '.vitnesses. ~,lo such \vritten report.
exhibit. affidavit, written statement. personnel record or report SllOll
be (jeerned inadinissible jf the SOine were l(lode and kept in the regul(]r
course of the business of the Depart,nenT of the appointina power or
made in the course of an ii)'h~sti0atjon in connection '.'Ii th (]ny
disciplinary action taken with respect to the employee. nor shall any
such evicence be deerned jnadrnjssiul~ jf it is of t~ll: ')ort upon '....,hich
responsjhl~ persons ore accustorned to rely in the conduct ()f serious
affairs. whether or not t~ither COrnrnon 10'.'1 or statutory rule rniqht
otherwise make improper the admission of sucn t:vid<:nce under proper
objection in a civil action.
(b) The employee by or for whom such hear in') '."as requested shall be
designated the appellant for the purpose of Q public hearing. 'Jpon
completion of the respondent's initial presentation, the appellant shall
be accorded an opportunity to present lesti,nony in answer to the,
statement of charges against him, or if no statement" of charges was
issued then in contradiction or in explanati011 of tht~ f(Jcts upon which
the suspension, demotion or rernoval of the ,,,npioyee '.'/as based
according to respondent's evidence. "espondent shnll have the riqht to
examine and cross-examine witnesses on ell iQcts ,naterial t-;' the
issues involved in the hearing.
(c) If the appellant does not testify in his own behalf, he may be called by
the respondent and e;-<o;nined as if he \.'I\~re \Jnd:~r- r:r0ss-exmnination;.
(d) The respondent and appellant may then ofkr rebuttal evidence only,
unless the Personnel Board in its ,ii ,cretion i)'~nni ts addi tional
evidence to be presented.
(e) At the conclusion of the hearing, the Personnel Goard ,nay pennit
urgurT1f;nt to be made in the order speci fieu by the Pt~rsonnt=l Board.
22
APPENDIX A - continued
SECTION 6. ORDER OF PROCEDURE - continued
(f) The Chairman, ar in his absence the chairman pro tempore. snail rule
on the admissibility of evidence. in accordance with the forec;oinCJ
principles. Evidence as to facts or statements not material to the
charges stated against the employee or the fOCIS on ,-'!hich the
suspension, demotion or the removal of the employee '.Vas bosea. shoil
be inadmissible as to either party. Persistent or deliberate failure ,]C
refusal ta comply with the rulings of the Chair shall constitute groundS
for the exclusion from the hearing of the person or persons ,::vi I t:' of
such fai lure or refusal.
(g) Ora-I evidence shall be taken onl" upon oath or uffirrnation of the
witness.
(h) ,Sa far as passible, hearings and continuances shall be scheGuled "nd
granted to accornodate os many ;1ersons directly intl:r(~stt~d ns i)l)ssiblp..
!:>ut nevertheless shall, be within the ubsolutc discretion oT the
Personnel Board.
(i) No photographs, moving pictures or television pictures shall 10,; t"ken
during the actual conduct of any portion of a h"arinrl. but s:,oll be
permissible in the hearing chamber at ather times.
SECTION 7. REPORTER AND TRAf'JSCRIPT. The Personnel [lourci moy. in its
discretion, cause a veroatim record of the tcstirl10ny to be token ;)Y (J qU(llilfied
person. If the appellant or his counsel desires a complde or portiol tronscriiJl of
such record, the Personnel Officer sholl :le $0 notified and the n:;peiltJllt shall
deposit the estimated cost of the Vlork '.'lith the reportN.
In the event the Personnel Board does not ,;ause a '""barirn recon: of the
testimony ta be taken, the appellant may have a qualified person accepTable to
the Baard ar a certified court reporter make such a record. If the respondent or
the Personnel Board desires a complete or part ial trunscript of such record. the
estimated cost of the wark shall be depasit,~d with the reporter.
SECTION 8. FINDIi'IGS. In accordance '.'Iilh Section ?04 of the Cd? Charter,
the Personnel Board shall make '.'Iri tten findings '.vhich shall state cs to each
charge whether or not such charge is sustained. Such Board shall alsa set forth
in writing the conclusions and recommendations based upon such findings, and
within ten days after concluding the hearing it shall cerlif, its findings,
canclusio,'s and recornmendations to the Board or officer fro;n ','/hQ'ie action the
appeal was token. and the the City ""',anager and City Council.
SECTIOi'l 5' JUI)I(: IAI_ i~EVIC:'.'-!. In uccordance ','/i th Ordinance f'lo. 1679,
Section 105'/1.6 of the California Code of Civil Procedure. as emended from time
to time, is herehy made applicable to Judicial Review pursuant to Section 1094.5
of the California Code of Civil Procedure of any decision of the Personnel Board
,
officer, or agent of the City of Arcadia.
23
APPEi'iDIX B
PERSONNEL RULES AND REGULA TIOr--JS
LIST OF A,'0,Er'ID,V,Er--JTS
RULE A,V,EI',JDED
RE'/ISED RULES AND REGULATIONS
DA TE APPROVED
BY COLJr--ICIL
RESOLUTIOr--J
24
INDEX TO PERSO~NEL RULES
(REVIS~D I1/S3)
ABSEilCE, Ui'lAUTHOR I LEO. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Ai.IENOi.1ENT AND REVISIO,', OF RULES...........................................
AI'IENDHENT L\ST........ ....... ................. .,........... ..:.PP,,::DIX S.....
CLASSIFICATION PLAN.......................................................
DEFINITIONS........,...................................................... .
DEi.IOTION. VOLUnTARy.......................................................
DEPARTi.1ENTAL RULES........................................................
DISCIPLINARY ACTIONS.......... .'............................ .,..............
DEi.10TION........... .... .. . ... " .. ... . . .. .. . . . . . . .. . . . .. .. " . .. . .. .. . .. .
D I Si-I I SSAL . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
NOTIFICATION & APPEAL..................................................
PROBATIONARY DEi.IOTION..................................................
SALARY REDUCTION.......................................................
SUSPENS ION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
UNAUTHORIZED LEAVE.....................................................
DISCRIiHNATION........................................................... .
EL!G IGLE L! STS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
ESTAaLI SHi'IENT OF LI STS.. .. . .. .. .. . .. . . .. . . . . . . . . . . . . . . . . . . .. . . . . . . . . . ..
L!FE OF LISTS..........................................................
REi'IOVAL OF NAi.1ES.......................................................
WAI'/ERS............................................................... .
EXMIINATIONS.................................. ............................
ANNOUNCEi.1ENTS.. .,... '; ..... . ...... ... ... . . . . . . .. . . .. . .. . . . . . . .. .. . . . . ....
CONDUCT OF.............................................................
NOTIFICATION OF RESULTS........ .......................... ..............
REVIE\j OF P.APERS.......................................................
SCaR ES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
TYPES. . . . . . : . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
WRITTEN TEST REVIe.I....................................................
EXCEPTIONAL SERVICE.......................................................
;~.:we
14
1
..
" .
,4
J-b
2-<1
14
1.16
14
14
14
14
12
14,
14
14
1
9
9
9
9
9
7-8
6
7
7
8
7
7
8
13
GRIEVANCE PROCEDURE....................................................... 18-20
LAYOFF S. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
REGIPLOYi.:EilT LIST...................................................... 4,15
,'1EDrCAL EXAi,IIrIATIOiIS...................................................... 8
i.1ER IT SYSTEi-I.............................................................. 1
-25-
INDEX - continued
OUTS IOE Et.1PLOYI,1ENT........................................................
PERSONNEL BOARD...........................................................
HEARINGS AND PROCESSE:................................. .;'?PE:llJ[\ A.....
PROBATION,ARY PERIOD.......................................................
LENGTH................................................................ .
PROBATIONARY DEt-!OTION..................................................
REPORTS ON PROBATIONERS................................................
RECORDS, HAINTENANCE OF.... ...............................................
RECRU lTHENT... .. . ..... ..... . ...... .. " . ... .. .. . ., ... ... . .. . . . .. ., . . .. . . " .
REJECTED APPLICANTS........................................................
REPORTS.... ...... ..... . .... ..... . .. .. ... . ., .. . . . ... .. . . .. ., .. . . . . .. . . . . ...
SALARY REDUCTION..........................................................
SERVICE RATINGS...........................................................
TENURE OF OFF ICE. .......... ........ .... . .., .., ... . . .. .., . .,. ., .. ... ... . . . .
TRANSFERS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
V ACANC I ES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
APPOINT1.1ENT PROCEDURE..................................................
CERTIFICATION OF ELIGIBLES.............................................
PRO V I S lOlIAL APPO INTMENT. .. . .. . .. .. . . .. . . . .. . . . . . . . . . . . . .. . .. . .. .. . .. . ..
REqUISITIONS.......................................................... .
-26-
PJge
1-2
17
21-23
12
12
12
17
5
5
15
14
13
1
13
10-11
11
10
11
10.