Loading...
HomeMy WebLinkAbout2769 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. tv1l>t~ dt- K;}}5S ~Ald, ~ p~ i18~ 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: '1.<L lc.t '-;) 0 /,J) _ " n , /11 f'v'J-.l- ('.... n s.. 'tI j.'f/ vv . '-:::.Y-Z-' ~ ,') Q~')~'? l C\ . \ "\ ,; lrt.\ ,. l ~l)}7 VI . ~1 J 1 ~(, J- {y ttvtlf ~I) d K ,jO -IVi t ~6t J f ,....... '. .., ;;.. 2769 . .,. 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 . . 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. -1- . . 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. -2- . . 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. -3- . . 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. -4- . . 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." -5- . . 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 -6- . . 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. -7- . . (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. -8- . . 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 -9- . . 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 -10- . . 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. -11- . . ~~ ~33&:; 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: -12- . . (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. -13- . . 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. -14- . . (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' ~4 3,' (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. -15- . . (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 -16- 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) . . (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. -17- . . 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. " -18- . . 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. -19- . . 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. -20- 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 ~(~~~.~~~ SIGNED AND APPROVED this 1st day of May , 1956. ~~~~ ~ . ~//! 'UU(2...(: yor 0 e y of rcadia- ATTEST: \ , I I J -2- 2769