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RESOLUTION NO. 2769
A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF ARCADIA, CALIFORNIA, ADOPTING
RULES AND REGULATIONS SUPPLE~1ENTING THE
ARCADIA CITY CHARTER AND CITY ORDINANCES
CREATING THE PERSONNEL SYSTEI-1 OF THE CITY
OF ARCADIA AND RESCINDING ALL PRIOR RULES
AND REGULATIONS.
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WHEREAS, the Personnel Officer prepared and submitted to
the Personnel Board of the City of Arcadia rules and regulations
for the personnel system of the City of Arcadia; and,
\iHEREAS, said Personnel Board duly considered said rules
and regulations for the personnel system, and on April 11, 1956,
approved the same and recommended to the City Council that they be
adopted; and,
\iHEREAS, this Council believes the best interests of the
City of Arcadia and its employees will be served by the adoption of
said rules and regulations; and repealing all other and former rules
and regulations;
NOVI, THEREFORE, THE CITY COUNCIL OF THE CITY OF ARCADIA,
CALIFORNIA, DOES RESOLVE AS FOLLO\'lS:
SECTION 1. That the following are hereby adopted as the
rules and regulations supplementing the personnel system of the City
of Arcadia, the Arcadia City Charter and the city ordinances which
create the personnel system of the City of Arcadia, to wit:
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2769
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April 11, 1956
r TABLE OF CONTENTS
Rule PaRe
I DEFINITION OF TEPJiS . . . . . . . . . . . . ' . 1
II GENERAL ORIENTATION . . . . . . . . . . . . . 3
III CLASSIFICATION . . . . . . . . . . . . . . . 4
IV COMPENSATION AND WAGE ADMINISTRATION . . . 5
V RECRUITMENT , SELECTION, AND APPOINTMENT . . . . 5
VI ELIGIBLE LISTS . . . . . . . . . . . . . . 8
VII METHODS OF FILLING VACANCIES . . . . . . . 10
VIII PROBATIONARY PERIOD . . . . . . . . . . . . . 12
IX LEAVES . . . . . . . . . . . . . . . . . 12
X SERVICE RATINGS . . . . . . . . . . . 17
XI TRANSFERS . . , . . . . . . . . . . . 17
XII CONDITIONS OF WORK . . . . . . . . . . 17
XIII MISCE~LANEOUS PERSONNEL ACTIONS . . . . . . . 18
XIV REPORTS FROM DEPARTMENTS . . . . . . . . . 19
XV MAINTENANCE OF RECORDS . . . . . . . . . . 19
XVI AMENDMENTS . . . . . . . . . . . . . . 20
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RULES AND REGULATIONS
RULE I - DEFINITION OF TERMS
Section 1. Allocation. The assignment of a single position to
its proper class in accordance with the duties perforoed and the
authority and responsibility exercised.
Section 2. Anniversary Date. That date which represents for an
employee the date on which he was eoployed or promoted to a higher
position and on which he becoces eligible for consideration for a
salary advancement. The date of employoent and anniversary date
for salary advancement may be different dates. Anniversary dates
for salary purposes shall be on the nearest pay date. General
salary increases shall not operate to change an employee's anniver-
sary date.
Section 3. Appointing Power.
the final authority to cake the
filled.
The officers of the City who have
appointcent to the position to be
Section 4. Appointcent. The offer to and acceptance by a person
of a position in the Classified Service.
Section 5. Board. The Personnel Board established in accordance
with Section 707 of the Charter of the City of Arcadia.
Section 6. Class. A group of positions sufficiently similar in
duties and responsibilities that:
a. The same descriptive title properly oay be used to
designate each position allocated to the class.
b. The saoe basic c1.nirJuo qualifications !:laY be required
of all incucbents.
c. The same selection devices may be used to screen
qualified eoployees.
d. The same salary rate or range can apply with equity
under aubstantially the sar.e working conditions.
Section 7. Class Specification. A written description of a class
which distinguishes it from every other class in the classified
plan and provides a guide for the allocation of all specified
positions in the Classified Service to classes.
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Section 8. Classified Service. All positions in the City employ
not specifically included by Section 801 of the City Charter in the
Unclassified Service.
. Section S. Decodon. The moveoent of an eoployee frotJ one class
to another class which has a lower maxiGUfil salary rate and which
has less difficult duties and responsibilities.
Section 10. El1p;ible. A person whose naoe is on an eligible
list, a promotional list, or a reeoployoent list.
Section 11. Eli~ible List. A list of naoes of persons who have
passed in an exa~nation for a particular class and who are ranked
in order of their final scores.
Section 12. Nepotism. Under Section 611 of the Charter, any
departcent head, other officer, or appointing power shall not
appoint any relative by blood or range within the third degree to
any poaition in the City service.
Section 13. Open COlJPetitive Examination. An examination in
which any citizen of the United States who meets the qualification
requireoents and who suboits a proper application is eligible to
compete.
Section 14. Peroanent Appointment. An appointoent to a permanent
position given to those eoployees who have completed their
probationary period or who have been blanketed into the Classified
Service.
Section 15. PoEJtion. Any office or eoployoent in the competitive
service, whether occupied or vacant.
Section 16. Probationary Employee. An employee who has been
appointed fr~ an eligible list but who has not yet completed his
work test period. . ,
Section 17. Proootion. The advancenent of an employee from one
class to another class which has a higher caxiouc rate of pay and
involves more difficult duties and responsibilities in the sace
field.
Section 18. Proootional List. A list of naces of peroanent
employees who have qualified through the promotional examination
:or consideration and appointment to a higher class and who are
ranked in order of their final scores.
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Sect;lon 19. ReemployrJent List. A list of employees who have been
legally laid off because of discontinuance of position, lack of
work, or lack of funds.
Section 20. Wection. The demotion or teroination of an
employee during his probationary period.
Section 21. Salary Advancement. An increase in salary froc one
step to a higher one within the same salary range based upon the
required satisfactory continuous service in the same class.
Section 22. Salary Reduction.
step to a lower step within the
reasons or other reasons.
A decrease in salary froc one
same salary range for disciplinary
Section 23. Tr rJporary Appointoont. An appointoent for 180 work-
ing days or less without exaoination in the absence of an appropri-
ate eligible list. When an eoployee is assigned on a temporary
basis to the duties of an unfilled position in the classified
service of a higher classification for a period in excess of thirty
consecutive working days, he shall receive the pay of that higher
position after the initial thirty day period.
Section 24. Teroination.
service of the City.
Separation of an ecployee from the
Section 25. Transfer. The movement of an employee from one
position in a class. to another in the same class in the same or in
a different department.
Section 26.
appointrJent:
Types of Appointr:lent. The following are types of
Temporary, probationary, and peroanent.
RULE II - GENERAL ORIENTATION
Section 1. Intent. The objectives of these TUles are to facili-
tate efficient and econooical services to the public and to provide
for a fair and just systeo of personnel management in the municipal
governaent. These TUles set forth in detail those procedures which
insure like treatment for those who present themselves for original
emploYDent or promotion and the obligations, rights, privileges,
benefits, and prohibitions which are placed on all employees in the
Classified Service of the City of Arcadia. At the same time,
within the l~ts of administrative feasibility, recognition shall
be given to the fact that individuals differ, that no two individ-
uals react alike to reward and punishment and to uniform motivation
and encouragement.
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Section 2. Discrimination. No person in applying for a position
or who is now in the Classified Service shall be eoployed, termin-
ated, or in any way 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 shall be based upon.continued satisfactory
service, proper personal conduct. continuing mental and physical
fitness for his position as determined by the appointing power,
based on cOQpetent medical authority. existence of the need for the
work performed, and the availability of funds.
Section 4. Aoendment and P.evision of Rules. RecollDendations for
amending or revising these rules on the part of employees shall be
subcitted to the City Manager for review and recoocendation to the
Personnel Board at least five days prior to their review by the
Board and presentation to the Council. (See Rule XVI.)
RULE III - CLASSIFICATION
Section 1. Preparation of Classification Plan. The Personnel
Officer under the direction of the City Manager shall make studies
and record the duties and responsibilities of all positions in the
Classified Service.
The classification plan shall be developed and maintained so that
positions with substantially the same duties. responsibilities. and
salary range shall be included within the saoe class.
Section 2. Adoption of the Plan. A proposed classification plan.
after consultation with the City Manager. other appointing powers,
and employees in each class, shall be presented by the Personnel
Officer to the Personnel Board for consideration and study prior to
its presentation to the Council for adoption.
After the Council has adopted the classification plan, it shall be
considered an adcinistrative tool and not deemed to be a part of
the rules.
Section 3. Revision of the Plan. Basic revisions of the classifi-
cation plan, including changes in class specifications, may be made
by the Council after submission to the City Manager and Personnel
Board for recowoendation.
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Changes in allocation of a position shall not be made without first
notifying the incumbent of the proposed change in writing and
giving him a reasonable opportunity to be heard.
Section 4. Nature of the Class Specification. The class specifi-
cation shall be considered as descriptive and not restrictive.
RULE IV - COMPENSATION AND WAGE ADMINISTRATION
Section 1. Preparation of Plan. The personnel Officer under the
direction of the City Manager shall periodically make salary
studies for the various classes of positions in the City service.
Section 2. Adoption of the Plan. The salary recoomendations
shall be submitted to the City Manager and may be subt:d.tted to the
Personnel Board for consideration before their submission to the
Council.
Section 3. Promotion, Effect on Coopensation. Whenever an employee
is promoted to a higher class, he shall be entitled to receive the
next higher oonthly salary of $5.00 or more in the salary range
which is attached to the higher class. The reclassification of the
position to a higher class with a greater Qaxirnuo salary shall be
deemed a promotion and the salary of the employee concerned shall
be established in accordance with the provisions of this section.
Such a higher classification shall be filled by exacdnation.
Section 4. Demotion, Effect upon Coopensation. An eoployee may
be disciplined by reduction in coopensation to any step in the sal-
ary scale applicable to his position or to the position to which he
is demoted.
RULE V - RECRUITMENT. SELECTION. AND APPO INTMENT
Section 1. Recruitment. Section 803 of the Charter states "that
an applicant for a position must be a citizen of the United States,
who has resided in the City of Arcadia for at least one year preced-
ing the date of such exacdnation. The residence requirecent may be
waived by the City Manager upon approval of the Personnel Board as
to particular examinations whenever he believes such waiver is in
the public interest, but in each instance he must declare in the
proceedings the reasons therefor."
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In order to carry out the intent of the Charter, the Personnel
Officer shall advertise each ex~nation at least once in a local
newspaper of general circulation. Whenever conditions warrant, he
shall use such Qedia of publicity as radio, advertising in profes-
sional journals, and other effective neans of attracting qualified
applicants for examination.
(a) Examination Announcements. Exacination announcements
shall specify the class title, the salary range, the
nature of the position, the relative weight to be assigned
each part of the exaDination, the required passing score,
the general nature of the test, the closing date for filing
applications, the place and manner of filing applications,
and such other information that may be pertinent.
The nucber of eligibles who are ultinately placed on an
eligible list may 'be limited to a specified number if that
number is clearly stated in the exmxlnation announcement.
(b) Application Forms. Applications for examinations shall
be made on fo~s provided by the Personnel Officer.
(c) ~ected Applicants. Applicants must be rejected if not
citizens of the United States and can be rejected by the
Personnel Officer under the direction of the City Manager
from further competition during the exaDination process if
they clarly do not meet the minimum qualifications, are
physically or morally unfit, are guilty of fraud, or for
other reasons deemed to make the applicant unfit for
employment.
Whenever an applicant is rejected, reasons for such
rejection shall be given to the applicant.
All applications shall remain on file for ten days after an eligible
list has been established and all the applications of eligibles
shall be kept during the life of the list. Applications shall not
be returned to applicant for any reason.
Section 2. Examinations. Examinations of applicants for positions
in the Classified Service shall be related to those matters which
fairly test the relative capacity of the applicants to discharge
the duties of the positions to which they seek to be appointed.
Examinations may be assembled or unassembled, may consist of written,
oral, or performance tests or any combination thereof. PhYSical
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tests. medical and psychiatric tests. and investigations and evalua-
tions of training, experience. services. character. and personal
trats may be made a part of any examination.
In any examination in which the Personnel Officer. under the direc-
tion of the City Manager. deems it desirable to do so. he may include
a qualifying test and may set a minimum qualifying standard.
(a) Types of Examination. Two basic types of examination
shall be entrance and promotional examinations. Entrance
examinations are open to any person who meets the minimum
qualifications and other requirements published in the
examination announcements. Promotional examinations are
open only to eoployees who have completed their probation-
ary period in the Classified Service and who meet the
qualifications and requirements published in the examina-
tion announcement. provided that competi~ion in pr~tion-
al examinations for the uniformed positl. ons in the Fire
and Police Departments are luaited to designated ranks in
each respective departrnent. If. in the opi~ion of the
Board. insufficient competition exists for filling a pro-
motional examination, an open competitive examination may
be held for any position.
(b) Examination Scores. A candidate's score in a given
examination shall be the average of his scores on each
part of the examination, weighted as shown in the examina-
tion announcement. Failure to obtain 70 percent in any
one part of the examination shall exclude the candidate
from further competition and he shall be considered as
being disqualified in the entire examination.
(c) Conduct of Examinations. All examinations shall be
conducted and controlled by the Personnel Officer, under
the direction of the City Manager, his authorized repre-
sentative. or by a contractual agency if it should be
determined that any contractual agency is to be employed
in any particular instance.
(d) Notification of the Examination Results. Each candidate
in an examination shall be given written notice by the
Personnel Officer of the results thereof, and. if success-
ful. of his final earned score and his relative position
on the eligible list.
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(e) Hritten Test Key P.eview. A keyed copy of the
written test given shall be made available for review
by each candidate for five working days prior to the
grading of examination papers. During this five day
pe~iod each candidate is entitled to protest in
writing 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 are
clearly set forth. Whenever feasible, the candidate
will be required to cite authority for his protest.
The Personnel Officer shall, to the best of his
ability, make a fair determination as to the worth of
each protest and shall make such key corrections,
including the elimination of questions, as he is
convinced that are proper and then shall score the
written test papers with the revised key.
(f) Review of Examination Papers. Examination papers
of a candidate shall be open to his inspection only
for a period of 15 days after the date of establish-
~nt of the eligible list. He shall not be allowed
to review his paper more than twice during this
period.
The candidate, while reviewing the paper, shall not
be 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 and such papers, with the
exception as otherwise hereinabove provided, and the
references and oral rating sheets, shall be deemed
confidential and shall not be open to inspection
either by the applicant or by the public. All
examination papers shall be kept on file during the
life of an eligible list.
RULE VI - ELIGIBLE LISTS
Section 1. Establishment of Eli~ible Lists. As soon as possible
after the conclusion of an examination, the Personnel Officer
shall prepare and keep available an eligible list consisting of
the. naces of persons successfully passing the exaeination,
arranged in order of final scores from the highest to the lowest
qualified score. Whenever identical ratinga are earned, names
shall be arranged in order of the filing of applications.
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Section 2. Life of Lists. Eligible and promotional lists shall'
becOQe effective upon the announcement thereof by the Personnel
Officer, giving the relative ratings of the nar~s appearing thereon.
The eligible list will be made a matter of record by the Personnel
Board. Eligible and prorJ~otional lists shall remain in effect for
one year unless the list is extended or abolished. Cancellation
or any change made in an eligible or pronotional list shall not
invalidate an appointment previously made from such list.
Eligible and promotional lists may be extended by the Personnel
Board.
Eligible and promotional lists may be abolished by the Personnel
Board when there are fewer than three names remaining thereon.
Reemployment lists shall remain effective for two years from the
date of the latest separation from service.
Section 3. Removal of Names from Eligible Lists. The name of
any person appearing on an eligible list shall be removed by the
Personnel Officer if the eligible requests in writing that his
name be 'removed or if he fails to respond within a reasonably
stipulated time to a request that he appear for an employment
interview. The person affected shall be notified of the removal
of his name by notice mailed to his last known address. A name
may be removed by the Personnel Board.
The names of persons on promotional lists who resign from the City
service shall be removed from such lists.
The name of a person who after appointment from a proraotional list
is rejected during the probationary period may be reitored by the
Personnel Board to the promotional list but shall not be certified
to the same appointing power.
The names of persons who have been appointed shall be removed from
the list from which they were appointed.
The name of any person who declines an appoinooent to a probation-
ary position without submitting a written waiver shall be removed
from the eligible list.
Section 4. Waivers of Certification. Any person whose name
appears on a promotional or eligible list may. request in writing
that his naoe be placed on an inactive list 80 that during the
requested period no certifications of his name will be made. Said
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person may at any time during the life of the promotional or eligi-
ble list request in writing that his name be taken off the inactive
list and again be placed on the active promotional or eligible
list. In the event that the name is again placed on an active list,
it will be placed in the same relative position as though the name
had never been removed.
Requests for waivers may be rejected.
RULE VII - METHODS OF FILLING VACANCIES
Section 1. 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
reinstateoent. When eligible lists are used to fill vacancies,
they shall be used in the following order:
a. By appointment of eligibles from ~eecplo~nt lists,
regardless of the nUIJber of names appearing thereon. Such
lists cust be exhausted prior to using promotional and
eligible lists.
b. By appointment of eligibles froc promotional lists.
c. By appointment of eligibles from eligible lists.
Section 2. Requisitions. Hhenever a vacancy in the Classified
Service is to be filled, the appropriate appointing power shall
notify the City Manager. The Personnel Officer shall advise the
City Manager as to the availability of employees for restoration
of eligibles available on eligible lists, or of employees by
transfer or demotion.
Section 3. Certification of EliRibles. Upon receipt of requisi-
tion for certification, the Personnel Officer shall certify to the
appointing officer 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 tioe. Regardless of the number of names appearing on a
reemployment list, such a list must be exhausted prior to using
promotional and eligible lists.
Whenever. only one eligible list exists from which certification is
to be made and such list contains fewer than three names or whenever
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less than three eligibles can be certified froo all eligible lists.
with the exception .of reemployment lists, the appointing power may,
in his discretion, make an appointment froo the naoes thus
certified or cny refuse to neke an appointllJellt from the names thus
certified fram such list or lists and request that a new examination
be held for the purpose of establishing a new eligible list or
lists.
Whenever there are at least three names on a promotional and
eligible list for a class, the appointment cust be made froo the
names certified.
This section shall percit the appointment froo the certified list
of names taken fram a list of lower priority when fewer than three
na~s are contained on a list of higher priority.
Where no eligible list is in existence for a class or position.
certification may be made fram a list cEeated for another class of
the same or higher rank in the same or in a related series if the
duties of the class for which the exaoination was given includes
substantially all of the duties of the position to be filled and if
the Personnel Board finds that the use of sucn a list is for the
best interest of the service and that the necessary skills and
qualifications were adequately tested in the examination. A
person's place 00 a particular eligible list shall not be affected
for refusing an appointment to a position for other than for which
the examination was announced.
Section 4. Appointment Procedure. In making the appointment. the
person to be appoined shall be notified. If the appointment is
accepted and the person presents himself for duty within such period
as the City Manager or appointing power shall pLescribe, he shall
be fingerprinted by the Police Department and deemed to be appointed.
Otherwise, he shall be deemed to have declined the appointment. All
appointcents, whether temporary, probationary, or perQSnent, shall
be reported to the City Manager on forms prescribed by him.
Section 5. Medical Examination. Prior to a probationary appoint-
ment, eligibles selected by the appointing officer shall be required
to pass a medical examination paid for by the City that is satis-
factory to the City Manager. If an eligible is disqualified in a
oedical examination, his name may be stricken froo the list of
eligibles.
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Section 1. Len&th of Probationary Period. Persons appointed to
permanent positions shall be on probation for a period of six
months before attaining perraanent status. During the probationary
period a probationer may be discharged or demoted (if he holds
permanent status in a lower class) without right of appeal if the
appointing power deems him unfit or unsatisfactory for service.
No person shall attain pemanent status unless and until (1) the
appointing officer certifies in writing to the City Manager that
the employee is satisfactory and has been permanently appointed
to the position in which he has held a probationary appointment,
or (2) upon the failure of the appointing power to recove the
employee froo his position, within 5 days after written notice
from the City Manager that such employee's probationary period has
been or within 5 days will be coqpleted and that either permanent
certification or dismissal of the employee must be accomplished.
Upon the request of any employee who has coopleted, or within 5
days will complete, his prescribed probationary period, the City
Manager shall notify the appointing power of such fact and that
permanent certification or discharge of the eoployee is required.
Any such action shall be made a matter of record in the minutes
of the Personnel Board at its next regular meeting.
RULE VIII - pr~BATIONARY PERIOD
Section 2. Reports on Probationers. It shall be the duty of each
appointing power during the probationary period of each employee
in his organization to investigate thoroughly the probationary
adjustment performance and general acceptability to determine
whether or not the probationer is fully qualified for permanent
appointment. He shall make a report on the probationer's perform-
ance and conduct at the coopletion of one-third of the probationary
period, again upon completion of two-thirds, and within ten days
of the end of the probationary period. Such reports shall be upon
forms prescribed by and submitted to the City Manager.
RULE IX - LEAVES
Section 1. Power to Grant Leaves. Upon the written request of
an employee stating the reasons therefor, the appointing power
with the approval of the City Manager, shall have power to grant
leaves of absence with or without pay, with the exception that
extended leaves of absence with or without pay of core than
thirty calendar days for vacation or other purposes shall be
granted only upon the recommendation of the appointing power and
City Manager and the approval of the Council, subject to the follow-
ing restrictions:
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(a) Length. Leave of absence without pay may be granted
for a period not to exceed one year with the exception
that military leaves may be granted for the duration of
a war or national emergency or as required by the
Military and Veterans' Code.
(b) Reason. A leave ot" absence may be granted an employee,
provided he meets all other requirements set forth in
this rule, who desires to attend school or college or
to enter training to tcprove the quality of his service,
who enters the military service of the United States,
who is temporarily incapacitated by illness, or who
presents SOQe other reason equally satisfactory.
(c) Right to Retum. The granting of a leave of absence
without pay confers upon the employee the definite and
absolute right to retum to his position before or at
the expiration of his leave of absence. Therefore, a
leave of absence shall be granted only to an employee who
intends to retum to his position in the service.
(d) Service Record. No request for leave of absence will
be considered unless the employee presenting the request
has a satisfactory service record.
Section 2. Military Leave. Military leave shall be granted in
accordance with the provisions of applicable Califomia State Law.
All employees entitled to and taking military leave shall give the
department head the right within the limits of military necessity
and regulations to determine whim such leave shall be taken.
If the officer or employee taking such leave for military or naval
service has been in the employ of the City for one year or more,
next immediately preceding the date from which leave begins, he
shall be allowed his regular salary or c~ensation for a period
of not more than thirty days in any calendar year or during any
continuous leave of absence. If such employee has been in the
employ of the City for less than one year immediately preceding
the date upon which such leave of absence begins, such leave
granted under this section shall be without pay.
Upon requesting military leave, the employee must complete the
required forms and submit to the City Manager through his appoint-
ing powe4" a copy of his military orders.
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The foregoing limitations
employees who are drafted
duty for extended periods
cies.
on leaves of absence do not apply to
or receive orders to military or naval
of time during war or national emergen-
Every employee who has been on extended military duty shall report
back for the performance of the duties of his employment within
ninety days after his discharge or release from military duty.
Failure to do so shall be reason for termination of his employamt.
Acceptance of extended military duty on a voluntary basis shall
be reason for termination of his City employment.
Employees prior to being returned to employment from military
leave ~st submit other than a dishonorable discharge and take and
pass a cedical exaoination by a physician designated by the City
Manager. Upon failure of a returning employee to submit other than
a dishonorable discharge or passing the required medical examina-
tion. he shall be terminated from his employment with the City.
Employees on extended military leave shall not lose sick leave.
vacation. seniority. or other privileges because of such leave.
Section 3. Vacation Leave.
(a) Every regular full-time uniformed cenber of the City
Police Department and the City Fire Department who shall
have been continuously employed by the.City for twelve
consecutive months shall be entitled to a vacation leave
with pay of fifteen regular working days for each such
twelve months of employment. After ten years of service.
twenty-two regular working days shall be allowed.
Every other full-time employee in the Classified and Non-
Classified Service. with the exception of temporary
appointments, of the City who shall have been employed
by the City for twelve complete consecutive calendar
months shall be entitled to a vacation with pay of ten
regular working days for each twelve month period. After
ten years of service. fifteen regular working days shall
be allowed.
No further vacation shall accumulate beyond twenty-four
months after the date from which the earliest unused
vacation began to accrue. Such accumulated vacation
shall be taken at the discretion of the appointing power.
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(b) Split vacations shall be granted only upon the approval
of the appointing power and the City Manager.
Every person entitled to a vacation or leave of absence
with pay by reason of any of the preceding subsections
shall upon leaving City emplo~nt for any reason whatso-
ever be entitled to vacation or leave of absence with
pay as shall have accrued by reason of the completion of
twelve complete consecutive months of ~loycent. Every
City employee entitled to a vacation or leave of absence
with pay by reason of any of the foregoing subsections
who leaves the City employ for any reason other than dis-
charge for cause shall be entitled to additional vacation
or leave of absence with pay accrued at the rate of one-
twelfth of the annual vacation or leave of absence with
pay to which he is entitled under any preceding subsec-
tion for each full calendar month of employment by the
City succeeding the last twelve consecutive calendar
month period available to hiQ for accrual of annual
vacation or leave of absence.
Section 4. Sick Leave.
~~
V-y'
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(a) Every full-time employee in the Classified and Non-
Classified Service, with the exception of temporary
appointments, who shall have completed six consecutive
oonths of employment nay, upon approval of the appointing
power and City Manager, be granted sick leave with full
pay to be accumulated after co~letion of the probationary
period on the basis of one (1) day for each month of
service. Any such employee nay accumulate up to a
maximum of thirty days' sick leave with full pay. After
this accumulation of thirty days: sick leave, an addi-
tional sixty days' sick leave can be accumulated that
will be compensated for at one-half pay.
(b) The appointing power and City Manager may require a
~dical exacination by a physician of any employee during
absence on account of illness of such employee.
(c) Sick leave is defined to mean absence from duty of an
employee because of illness, exposure to contagious
disease, attendance upon a member of his immediate family
seriously ill and requiring the care and attendance of
such employee in the immediate family of the employee.
Iomediate family shall include any person related by
blood or marriage residing in the employee's household.
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(d) The appointing power and City Manager may require
evidence of the adequacy of the reason for any employee's
absence caused by illness or death in the immediate
family of the employee during the time for which sick
leave is requested.
(e) A full-ti~ employee in the classified or non-classified
service, with the exception of temporary appointments,
who have been employed by the City for six consecutive
months oay be granted a leave of absence with pay at the
time of the death of a relative related by blood or
marriage upon approval of the appointing power and the
City Manager.
Such leave up to a maximum of three working days at one
time shall not be charged against sick or other leave.
If over three working days of such leave is granted at
one time, that amount over the three days shall be
charged against sick or other leave.
In those instances where an employee of the City of Arcadia is
injured on duty and the injury is so recognized as such under the
Workmen's Compensation Act, such employee shall be paid a combina-
tion of salary and Workmen's Compensation equal to his regular
salary rate for such time as he is absent from duty because of such
injury up to the maxioum time that he is eligible for Workmen's
Compensation. Lost time due to an injury on duty shall not be
charged against an employee's ~ccumulated sick leave.
Section 5. Holidays.
(a) Each employee in the Classified Service, except uniformed
members of the Police and Fire Departments, shall be
allowed the following holidays with full pay:
New Year's Day - January 1
Lincoln's Birthday - Feb.l2
Washington's Birthday -
February 22
Memorial Day - Hay 30
Independence Day - July 4
Labor Day - First Monday
in September
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Admission Day - Sept. 9
Columbus Day - October 12
Veterans' Day - November 11
Thanksgiving Day - Fourth
Thursday in November
Christmas Day - Dec. 25
General Election Day
(State-wide)
.
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(b) Uniforced oecbera of the Police aod Fire Departcents shall
be allowed the following holidays. with full pay:
New Year's Day - Jan. 1 Labor Day - 1st MOn. in Sept.
Meoorial Day - May 30 Thanksgiving Day - 4th Thursday
in Noveober
(e)
Independence Day - July 4 Christoas .Day - Deceober 25
Any eoployee ooy.be required to work on any. holiday. in
which event he shilll tJe given either COL1pensat1ng t11Je off
or overtioe pay atst~aight tine rates at the discretion of
the appointing power Vnless the City Council authorizes pay-
oent of overtioe at core than straight tll~ rates. A holiday
occurring during any leave of absence with pay shall be added
to the nucber of working days' leave. of absence to which such
eoployee is entitled. If a holiday falls on a.Sunday. the
following Monday shall be considered as a holiday.
(d)
In case of eoployees.working a seventy-two hour week. if a
portion of a work~shift falls on a holiday specified in
Rule IX. Section 5 (b). twelve hQurs shall be added to each
of such eoployees off~shift period unle~s. such holiday occurs
upon a Saturday.
..
RULE X - SERVICE RATINGS
Section 1. . The Personnel Officer. under the direction of the City
Manager. shall dev~se a systeD for the evaluation of eoployees' ser-
vices to the City and such reports shall be oode as the City. Manager
shall direct.
RULE XI - TRANSFERS
Section 1. When Authorized. . Upon request of the appointing powers.
the transfer of an eoployee to a position in the saee class ooy be
authorized by the City Manager and the position thus filled irrespec-
tive of the.existenceof any eligible list.
RULE XII - CONDITIONS OF WORK
Section 1. InvestiRation. The Personnel Board shall, whenever it
deeDS necessary or when requested by the City Council, oake or order
oode investigations of any eoployoent conditions arising within the
service. Such investigations ooy cover hours of work. health. sanita-
tion. Dorale. coopensation. in-service training, efficiency on the
job, eoployee welfare, or any other situation which the Board or City
Council oay deeD relevant.
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Section 2.
tions and
Personnel
study and
FindinRS Recorded. The findings of such investiga-
reconoendations shall be oade an official record of the
Board and a copy transoitted to the City Council for
appropriate action.
RULE XIII - MISCELLANEOUS PERSONNEL ACTIONS
Section 1. Suspension. Any eoployee O3y be suspended by an
appointing power for a period not to exceed thirty days in any
fiscal year. The appointing officer shall report all suspensions
to the City Manager within two days of the effective date of the
suspension. Hearings shall be held if, as, and when required by
Section 804 of the Charter. Probationary enployees shall not have
the right of appeal.
Section 2. Deootion and Disnissal. Any eoployee in the classified
service who has coopleted his probationary period in his present
position may be decoted or disoissed by an appointing power but
each such eoployee shall be entitled to a hearing by the Personnel
Board. A probationary eoployee who is disoissed shall not have
the right to a hearing. A probationary eoployee who is holding
a proootional position shall have the right to deootion to the
classification in which he holds regular civil service standing.
Tice spent in a proootional position shall be included in detercin-
ing seniority in a lower class. In any hearing resulting froo
such punitive action, the burden of proof will be upon the eoployee
to refute the disoissal or denotion charges or to show cause why
the action should not be sustained. Hearings shall be held in
accordance with Section 804 of the Charter.
Section 3. Voluntary Denotion.
voluntary deootion at any tiL~.
reported to and reviewed by the
Any eoployee cay request a
Every such deootion oust be
City Manager.
Section 4. Lay Offs. The City Manager or appointing power oay
layoff an eoployee in the regular service because of a material
change in duties or organization, inclecent weather, adverse
working conditions, shortage of work or funds, or retum of
eoployees froo authorized leave of absence.
The order of layoff shall be temporary, probationary, and then
regular eoployees and shall be in the reverse of total cUQUlative
tice served in the same class or proootional field upon the date
established for the layoff to becooe effective.
"
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The nanes of eoployees shall be placed upon appropriate reeoployment
lists in the order of total cuculative tioe served.
RULE XIV - REPORTS FROM DEPARTMENTS
Section 1. Reports to the City liana~er. Each departtJent shall
report imoediately to the City Manager on prescribed forms as fol-
lows:
(a) Request for certification when vacancy is to occur.
(b) P~fusal of eligible, together with reasons therefor, to
accept appointment or neglect of eligible to report.
(c) Report of appointment whether oade:
(1) from certification.
(2) fron reeoployment list.
(3) under teoporary appointoent.
(d) Changes in the coopensation of enployees.
(e) Suspension of enployees.
(f) Transfer of enployees.
(g) Evaluation of enployees' services.
(h) Separation fron the service of any eoployee and the
ressons therefor.
(i) The creation or abolition of any new office or place of
enploycent.
(j) Absences from duty for one day or Dore.
RULE }w - MAINTENANCE OF RECORDS
Section 1. The Personnel Officer shall oaintain an official roster
containing the nanes and cooplete enploycent records of all
employees in the coopetitive service.
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RULE l.'VI - AMENDMENTS
Section 1. ADendoents of the P~les. The Personnel Board shall not
recommend any changes in the personnel rules until after at least
five days' written notice to the City Manager and all members of
the Persol~l Board and after a hearing at any regular of special
oeeting of the Board. A stateomt of intention to amend the rules
contained in the minutes of any meeting shall be deeoed sufficient
notice. All rules and acendoents thereto shall becace effective
on the date specified by the City Council in its approval thereof.
Section 2. Filing of Copies. Copies of rules and all effective
amendments shall be on file in the office of the City Council and
the Personnel Board.
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SECTION 2. That all other prior rules and regulations
supplementing the City Charter and city ordinances which create the
personnel system in the City of Arcadia are hereby repealed.
SECTION 3. The City Clerk shall certify to the adoption
of this Resolution.
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
l-laY
, 1956, by the affirmative
vote of at least three Councilmen, to wit:
AYES: Councilmen Camphouse, Dennis, Jacobi and Reibold
NOES: None
ABSENT: Councilman Phillips
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SIGNED AND APPROVED this 1st day of May , 1956.
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yor 0 e y of rcadia-
ATTEST:
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2769