HomeMy WebLinkAboutAgenda Statement 1979/11/27 Item 08CITY OF CHULA VISTA
COUNCIL AGENDA STATEMENT
Item No.~_
For meeting of 11/27/79
ITEM TITLE RESOLUTION: 9d ~O ~ Adopting Reorganization of the Civil Service Rules
SUBMITTED BY Director of Pers
ITEM EXPLANATION (4/5TH'S VOTE REQUIRED YES_ NO x )
For the past several years City staff had noted that the Civil Service Rules would be
easier to use if they were reorganized and rewritten. As a first step in completely
reworking the Rules, they have been reorganized. The reorganization does not include
any substantive changes to the Rules, but merely puts related subjects together and
in a logical sequence. Minor "housekeeping" changes which were made have been
thoroughly documented in the attached list of changes.
At its meeting of November 1, the Civil Service Commission approved the reorganization
and minor changes of the Rules and is forwarding them to the City Council for adoption.
Prior to Commission consideration of the reorganization, the revised Rules had been
distributed to City staff and employee organizations for their input. No corrections
or objections were made by any of these groups. Several did comment, however, that
the reorganization was a great improvement over the current format. It was also
recommended and approved by the Commission to update various sections of the Wages,
Hours. and Working Conditions section (CHAPTER 2.00) to conform with Memoranda of
Understanding currently in force. These corrections have been made and employee
groups notified.
This reorganization will prove beneficial in that it separates negotiable items from
non-negotiable items and makes the Rules easier to use and/or amend. The complete
rewriting and distribution of the Rules will also assure that all holders of the
Civil Service Rule books will have an up to date copy.
t1~111151 I J
Agreement ResolutionY~ Ordinance_ Plat_ Notification List_
OtherReorganized ENVIRONMENTAL DOCUMENT: Attached Submitted on
LS Bpi] cc
FINANCIAL IMPACT
STAFF RECOMMENDATION
Adopt Resolution.
BOARD/COMMISSION RECOMMENDATION
Adopt Reorganization of the Civil Service Rules
COUNCIL ACTION
~~~~
:..'I
~~.. .. ~_:.. ;;~a
~~ curl //- ~ 7 _~
Form A-113 (Rev. 5/77)
INDEX OF CIVIL SERVICE RULES
CHAPTER 1.00 -ADMINISTRATIVE RULES
1,01 DEFINITIONS
PAGE
A, Definition of Terms 1
1,02 GENERAL PROVISIONS
A. General Provisions 3
1,03 APPLICATIONS FOR ORIGINAL EXAMINATIONS
A. Filing of Applications 5
B. Legal Status 5
C. Age
D. Health and Physical Ability 5
E. Special Qualifications 5
F. Disqualification 6
G. Applications Not to be Returned 6
H. Test Oath of Allegiance ~
7
1.04 EXAMINATIONS
A. Call for Examinations
B.
Open Examination B
C.
Promotional Examination B
D.
Special Examiners B
E.
Exaea nation Content 9
F.
Examination Grades ~
G.
H
Notice of Results of Examinations g
10
. Review and Appeal
I.
Veterans' Preference 10
J.
Eligible Lists 10
K.
Seasonal Lists 11
12
1.05 REQUISITION, CERTIFICATION
AND APPOINTMENT
,
A. Request for Certification 13
B. Certification
C. Notifying Eligibles of Certification 13
14
D. Acceptance of Positions in Lower Grade
E
W 14
.
aivers
F. Objection and Substitution 14
G, Appointments 14
H. Probation 14
I. Advancement Within Range 16
18
1.06 EFFICIENCY RECORDS
A. Performance Ratings
B, Unsatisfactory Service Ratings 20
20
r
CI
i
1.07 PROMOTIpN, DEMOTION, TRANSFER
A. Promotion 27
B. Demotion 21
C. Transfer pl
1.08 DISCIPLINE
A. Cause for Suspension, Demotion or Removal 23
B. Procedures for Disciplinary Action and Appeal 24
C. Conduct of Hearing 2q
D. Suspension Before Hearing 25
E. Findings and Decisions 25
F. Record Filed 25
1.09 SEPARATION AND REINSTATEMENT
A. Resignation 27
B. Separation After Promotion 27
C. Failure to Return After Leave 27
D. Reinstatement 27
1.10 LEAVE OF ABSENCE
A. Leave of Absence Without Pay
B, Compulsory Leave
1.11 ADMINISTRATION
29
29
A. Regular Meetings 30
B. Special Meetings 30
C. Public Meetings 30
D. Rules of Order 30
E. Quorum 30
F. Communications 30
G. Minutes 30
1.12 DUTIES OF THE DIRECTOR OF PERSONNEL
A. Duties
1.13 CERTIFICATION OF PAYROLLS
31
A. Official Roster to be Maintained 32
B. Payrolls to be Submitted 3p
C. Payrolls to be Certified, if Approved 32
1.14 RULES AND REGULATIONS
A. Amendment of the Rules 33
B, Regulations 33
i i
CHAPTER 2.00 - WAGES, HOURS AND WORKING CONDITIONS
2.01 HOURS AND COMPENSATION
A. Work Week 34
B. Compensation Earned 34
C. Extended Work Week 34
D. Overtime 35
E. Standby Pay 36
F. Shift Differentials 37
G. Stand-In Policy 37
H. Uniform Allowance 37
2.02 LEAVES
A. Leaves of Absence
With Pay
B. Annual Vacations
C. Sickness and Death
D. Special Leave With
E. Military Leave
Annual, Sick and Special Leaves 39
39
Leave 41
Pay 45
45
2.03 LAYOFF
A. Layoff 47
~~~ ~
iii
CHAPTER 1.00 - ADMINISTRATIVE RULES
1.01 DEFINITIONS
A. DEFINITION OF TERMS
ADVANCEMENT shall mean a szrlary increase within a range of compensation
provided for each position, which is conditioned upon a given minimum
term of meritorious service in the same position and which is made with-
out examination.
APPLICANT shall mean a person who has made application to take a civil
service examination.
APPOINTING AUTHORITY shall mean the chief executive officer of a depart-
ment, institution, board or commission of the City of Chula Vista, or the
City Council.
CLASS shall mean a group of positions with such similarity in respect to
their duties and responsibilities that the same requirements as to education,
experience, knowledge, and ability should be demanded of incumbents that
the same tests of fitness may be used to choose qualified employees, and
that the same schedule of compensation may apply with equity under sub-
stantially the same employment conditions.
CLASSIFIED SERVICE shall mean all offices, positions and employments in
the Chula Vista City Service, except those expressly designated as
unclassified in the current City Charter creating the Civil Service System.
COMMISSION when used alone, shall mean the Chula Vista City Civil Service
Commission.
COMPENSATION shall mean any salary, wage, fee, allowance or other emolument
paid to an employee for performing the duties and exercising the respon-
sibilities of a position.
DEPARTMENT shall mean an administrative branch including a group of
employees under the immediate charge of a chief executive officer of a
department, institution, board or commission of the city government, which
latter officer shall be known as the department head.
EMPLOYEE shall mean a person who is legally an incumbent of a position in
the classified service, or who is on leave of authorized absence with the
right to return to his position.
GRADE shall mean a subdivision of a service, including one or more classes
of positions for which comparable basic qualifications and compensation are
prescribed, the distinction between grades being based upon differences in
the importance, difficulty, responsibility, and value of the work.
INTERIM APPOINTMENT shall mean a short term appointment made from an
eligible list.
l U v ~ _1 _
1.01 DEFINITIONS (Contd.)
PERMANENT STATUS shall mean the satisfactory completion of the probationary
period and continuing permanent appointment.
POSITION shall mean a specific office or employment, whether occupied
or vacant, calling for the performance of certain duties and the carrying
of certain responsibilities by one individual, either on a full-time or
part-time basis.
PROBATIONARY STATUS shall mean service under a permanent appointment
prior to completion of the probationary period.
PROMOTION shall mean elevation of a City employee to a position which
has a maximum salary higher than that of the employee's former position.
SEASONAL POSITION shall mean any position in the classified service
which requires or is likely to require the services of an incumbent during
certain parts of each year, or recurring annually or other periods.
TEMPORARY STATUS shall mean service under a temporary appointment in the
absence of an eligible list, prior to successful completion of an examination
for the class.
UNCLASSIFIED SERVICE shall mean all offices, positions and employments
specifically so designated in the City Charter creating the Civil Service
System.
Wherever used, the masculine noun or pronoun shall include the feminine.
The singular shall include the plural, and the plural the singular. The
word "shall" shall be construed as mandatory, and the word "may" as per-
missive or discretionary.
~~~/
-2-
1.02 GENERAL PROVISIONS
A. GENERAL PROVISIONS
1. Employees Defined: For the purposes of this Classification and
Compensation Plan, the term "Employees" shall be construed to
include both officers and employees.
2. Preparation of Classification Plan: The Director of Personnel shall
ascertain and record the duties and responsibilities of all positions
in the City service. After consulting with appointing authorities
and heads of departments affected, the Director of Personnel shall
recommend the plan to the Civil Service Commission who shall then
advise the City Council on the adoption of the classification plan.
All positions in the City service shall be grouped into classes and
each class shall include those positions sufficiently similar in
respect to their duties and responsibilities that similar require-
ments as to training, experience, knowledge, skills, personal qualities
and the same salary range may be made to apply with equity to all
positions in the same class.
The classification plan shall consist of a list of titles of the
classes to which all positions in the City service are to be allocated
and a written class specification describing each class. Each class
specification outlines the main characteristics and desirable
qualification requirements of positions allocated to the class and
gives examples of duties which employees holding such positions may
properly be required to perform. The class specification is
descriptive and explanatory but not restrictive. The listing of
particular examples of duties does not preclude the assignment of
other tasks and duties of related kind or character or of lesser skills.
The statement of desirable qualifications in a class specification is
intended to be used as a guide in selecting candidates for employment,
as an aid in the preparation of competitive examination and for use
in determining the relative value of positions in one class with
positions in other classes.
In the preparation of the classification plan the Director of Personnel
shall allocate every position in the competitive service to one of
the classes established by the plan. The Director of Personnel shall
make all recommendations by furnishing necessary information in the
preparation of the classification plan.
3. Adoption of Plan: Before any additions or deletions of classes to
the classification plan become effective it shall first be approved
in whole or in part by the City Council.
4. Revisions of the Classification Plan: The Director of Personnel shall
provide necessary reviews and necessary changes with the advice of
the Civil Service Commission so that the classification plan is kept
current and that changes in existing classes, the establishment of
new classes or the abolition of classes are properly reflected in the
classification plan.
9~~~'
1.02 GENERAL PROVISIONS (Contd.)
The Director of Personnel shall provide for the reallocation of any
position from one class to another class whenever a change in duties
and responsibilities of such position makes the class to which the
position was previously allocated no longer applicable. Any proposed
reallocation to be made shall be made with the knowledge of the
employee concerned and his department head and shall take into
consideration the following factors: kinds of duties to be performed,
the degree of difficulty and complexity of the duties, the level of
responsibility of the position, and the basic skills, knowledge and
abilities required to perform the work. The personal qualifications,
ability or performance of an employee occupying a position shall not
be a criterion for classifying his position. When a position
necessarily includes duties and responsibilities of two or more classes,
the final solution used may take into consideration (a) allocation of
the position in accordance with the duties and responsibilities which
occupy the major part of the working time; (b) allocation of the
position in accordance with the highest essential group of duties
and responsibilities of the position; or (c) with the concurrence of
the appointing authority divide the position into two or more part-
time positions.
5. Y Rate: Step Y of the salary range of any class is hereby defined as
any rate of pay in excess of Step E as prescribed herein for the class.
Step Y shall be assigned only under the following conditions: Any
employee who, immediately prior to the effective date of this plan,
was paid at a rate higher than Step E of the salary range prescribed
for his class shall be entitled to salary unchanged while he remains
in such class. Any employee who is reclassified from a class of
position in which he has acquired permanent status to a class of position
with a lower maximum salary may, in the discretion of the Commission,
continue to receive the same rate of pay or may have his salary reduced.
In the event that a blanket salary increase is granted to persons in
the classified service, any officer or employee receiving compensation
at the Y Step shall not receive an increase in salary unless Step E
for his class then exceeds the salary being paid to him in which case
he shall be placed at the E Step.
~~
-4-
1.03 APPLICATIONS FOR ORIGINAL EXAMINATIONS
A. FILING OF APPLICATIONS
No person shall be admitted to an open examination unless such person
shall have prepared and filed an application for said examination upon
the form furnished by the Commission, which application shall not have
been rejected by the Director of Personnel for cause in accordance with
the provisions of these rules. Applicants must file applications not
later than the final filing date prescribed in the public notice of the
examination which date shall be subsequent to the call thereof. The
applicant shall certify to the correctness of all statements made in
his application.
No person may be examined for the same class of position more than once
in any six months' period; provided, however, that in the case of con-
tinuous examinations, a candidate, before retaking the same examination
after failure shall allow the lapse of a period of three months after
the first failure and the lapse of a period of six months after the
second failure.
LEGAL STATUS
Applicants for examination must be native or naturalized citizens
of the United States, or lawfully immigrated aliens domiciled or
residing in this country; except that citizenship may be required
in classes demonstrating a compelling state interest or where necessary
to national security.
AGE
No person shall be eligible for employment in the classified service,
nor shall any applicant be admitted to an open examination therein who
is less than twenty-one (21) years of age, provided, however, that the
Commission may change this age limit and fix other age qualifications,
by order entered in the Minutes of the Commission, and by giving notice
in the announcement of such examination.
D. HEALTH AND PHYSICAL ABILITY
Every applicant (except for examinations including a preliminary medical
and physical test) whose name is to be certified to the eligible register
may be required to submit to a medical and physical test to be conducted
by such physician or physicians as shall be designated by the Commission,
Such physician or physicians must submit a statement upon forms prescribed
and furnished by the Commission that the applicant is of sound health,
temperate habits, and has the physical ability to perform the duties of
the position for which he seeks appointment. The name of any applicant
who fails to meet all the requirements of the medical and physical tests
shall be withheld or removed from the ellgibte register, and such appllCnnt
shall be viewed as having failed the examination.
g ~6~
-5-
1.03 APPLICATIONS FOR ORIGINAL EXAMINATIONS (Contd.)
E. SPECIAL QUALIFICATIONS
In application for examinations for positions which are scientific,
professional, or technical, or for positions, the duties of which require
special qualifications, the Commission may demand evidence of a satisfactory
degree of education, training or experience, and may demand certificates of
competency, or the possession of such licenses as the law may provioe
as necessary for the practice of the profession, art or trade involved,
and may exclude applicants who fail to give such evidence or certificates
or who do not possess such licenses. All such requirements or evidence
of education, or licenses shall be prescribed in the public notice of
the examination.
F. DISQUALIFICATION
The Commission may refuse to examine an applicant, or may, after examination,
refuse to certify an eligible, who
1. is found to lack any of the established preliminary requirements
for the position for which he applies; or
2. is physically deformed or so disabled as to be rendered unfit
for the performance of duties of the position to which he seeks
appointment; or
3. is addicted to the habitual use of intoxicating beverages to
excess; or to the use of morphine, cocaine, or other deleterious
drugs; or
4. has been convicted of a criminal offense involving moral turpi-
tude. The word "convicted" shall be construed to mean a conviction
by verdict, by plea of guilty, or upon a judgment of a court,
without regard to subsequent disposition of the case by suspension
of sentence, probation, or otherwise. The words "moral turpitude"
shall be construed to mean any act of baseness, vileness or
depravity, or any act done contrary to justice, honesty, modesty,
or good morals, or any act done with deception or through corrupt
motives; or
5. has been dismissed for good cause from the public service; or
6. has used or attempted to use any personal or political influence
to further his eligibility or appointment; or
7. has intentionally made a false statement to the Commission in
any materiel fact; or
8. has practiced or attempted to practice any deception or fraud in
his application or examination, or in securing his eligibility
or appointment.
~~'~ /
-6-
1.03 APPLICATIONS FOR ORIGINAL EXAMINATIONS (Contd.)
Any of the foregoing disqualifications shall be deemed sufficient cause
to exclude such applicant from examination, or to remove such eligible
from any eligible register, or from the classified service after appoint-
ment; provided, however, that whenever any applicant is excluded from any
examination, or his application is rejected, or his name stricken or
erased from any register of eligibles for any of the causes enun~er~ted in
this rule, he may, by petition, make a statement of the facts involved
and ask for appropriate action by the Commission; and the Commission shall
investigate the petition and enter in its minutes a finding thereon
within thirty days.
G. APPLICATIONS NOT TO BE RETURNED
Applications whether accepted or rejected, shall remain on file, and shall
not be returned. Minor defects or omissions in any application on file
may be corrected or supplied after special permission granted by the
Director of Personnel. The date of receipt of applications shall be
endorsed thereon. Applications of persons who fail to appear for examination
shall not be used for any later examination. The names of applicants shall
not be disclosed to the public without the express permission of the
Commission.
H. TEST OATH OF ALLEGIANCE
No person shall be eligible for employment in the classified service
unless and until such person has subscribed to the oath or affirmation as
set forth in Section 513 of the City Charter. Such oath or affirmation
shall be subscribed before any person authorized to administer oaths, and
an affidavit of the same shall be filed with the Director of Personnel.
Refusal or neglect of any person in the classified service to file such
affidavit within thirty (30) days after the effective date of this rule,
or violation of any of the terms of such oath or affirmation by any
person who has filed affidavit of the same, shall constitute cause for
loss of pay and dismissal in accordance with Civil Service Rules.
/ ~~ /
-7-
1.04 EXAMINATIONS
A. CALL FOR EXAMINATIONS
Subject to approval of the Commission, the Director of Personnel shall
call open or promotional examinations to fill vacancies in the classified
service or to provide eligible lists for classes of positions where
vacancies are likely to occur, by posting a public notice in the office
of the Commission. Such notice shall include:
the title, class, and rate of pay; and
2. the period during which applications will be received which
(in the case of open examination) shall not be less than ten
days; and
3. a descriptive statement of the subjects included in the examination
and the relative weights of major portions; and
4. any special physical or medical requirements; or special quali-
fications as to training or experience demanded of applicants; and
5. the restrictions as to previous service in the case of promotional
examinations, and as to age, sex or residence (if there be such
restriction) in the case of open examinations, and as to other
qualifications if there be such.
Such notice shall be pasted in a conspicuous place in the office of the
Commission for at least ten days previous to the examination.
B. OPEN EXAMINATIONS
1. All open examinations held under these rules, shall be public,
competitive, and open to all persons who have filed applications and
who have not been debarred for cause in accordance with the provisions
of these rules.
2. In event of the creation of a new position or in the case of a vacancy
in any position requiring peculiar and exceptional qualifications of
a scientific, professional or expert character, upon satisfactory
evidence that competitive examination to qualify applicants for said
position are impracticable and that the position can best be filled by
the selection of a person of recognized attainments, competitive
examinations may be suspended by the Commission, but no such suspension
shall be general in its application to such position and all such
cases of suspension shall be reported, together with the reasons
therefor, to the City Council.
C. PROMOTIONAL EXAMINATIONS
Whenever tests are to be held to establish an eligible list for any class,
the Commission shall decide whether a promotional examination or an
original entrance examination is to be held. Promotional examinations
shall be competitive and shall include an appraisal of the qualifications
of employees as shown by their records of efficiency. Candidates who
~ ~6y
-8-
1.04 EXAMINATIONS (Contd.)
attain the required standard in a promotional examination shall have
their names placed on an eligible list, and appointments therefrom shall
be made in the same manner as original appointments.
When promotional examinations are held, they shall be open only to employ-
ees in the classified service who have permanent status. When experience
in a given department, unit, class, or kind of work is regarded by the
Commission as essential to the proper pe-`formance of the duties of the
position to be filled, the Commission may limit competition to applicants
who qualify under such experience requirement.
D. SPECIAL EXAMINERS
The Commission may designate and appoint special examiners to personally
conduct any part of an examination. Notice of such appointment of special
examiners shall be entered in the minutes of the meeting of the Commission.
E. EXAMINATION CONTENT
Examinations shall be practical in their character, shall relate to such
matters as will test fairly and practically and the ability of each applicant
to fulfill the requirements of the position to which he seeks to be
appointed, and may include tests of physical qualifications, or of manual
skill. No question pertaining to political affiliation or religious
faith shall be asked of any applicant.
In rating experience in any examination, no more consideration shall be
given to the experience obtained while holding a temporary appointment
to any position in the classified service than is allowed to persons
who have had equally valuable experience in some like employment else-
where.
F. EXAMINATION GRADES
Unless otherwise provided in notices published prior to the holding of
the examination, applicants shall be graded on a scale in which 100
represents the highest degree of competency which can reasonably be
expected and 70 represents the lowest acceptable degree of competency.
A minimum grade in any specifically named subject, below which any grade
attained shall disqualify the applicant in the entire examination, may
be established by announcing such required minimum grade in the examination
notice.
In examinations composed of several tests which are graded independently,
weights shall be assigned to each test representing its relative value in
ascertaining the fitness of the applicant; this weight shall be multiplied
by the applicant's grade in that subject; the sum of the resulting products
shall be divided by the total weight of all subjects in the examination
and the resulting quotient shall be the general average which shall be
used in determining the order in which the name of the applicant shall
appear on the eligible list, except where additional credit is allowed
veterans as may be prescribed by State law, by Ordinance of the City
Council, or by these Rules.
~~~~
-g-
1.04 EXAMINATIONS (Contd.)
An applicant who has failed in a subject of examination having a weight
sufficiently great to make it impossible for him to attain a general
average grade which is passing, assuming the maximum degree of excellence
for all other subjects, shall be considered as having failed in the entire
examination.
When the examination is being held for any given position, it shall be
within the province of the Commission, to pass an applicant for a position
in a lower grade of the same class if, in the opinion of the examiner, the
applicant is qualified to fill the lower position, but not qualified to
fill the higher position; provided, however, that an examination has been
announced and is in progress for said lower position.
G. NOTICE OF RESULTS OF EXAMINATIONS
When the rating of an examination has been completed and the eligible list
established, each applicant shall be notified by mail of the result of
his examination including, when successful, his final grade and position on
the eligible list.
H. REVIEW AND APPEAL
At the time of taking a written test candidates shall be notified regarding
the availability of an opportunity to review the examination. Generally,
candidates will be notified that they may appear at the Personnel Department
during a designated period of two days for the purpose of reviewing the
answer key according to which the test will be graded, and registering
objections to any questions or answers they believe unfair or incorrect.
The Director of Personnel shall remove such questions or make such alter-
ations in the answer key as are justified. If the examination is validated,
copyrighted or for some other reason inappropriate for review, the Director
of Personnel may waive the two-day answer key review period. The reason
for the waiver shall be announced at the examination.
Within five calendar days after receiving notice of the result of his/her
examination any candidate may review his/her examination papers. If in
such review errors are discovered in the application of the answer key
to his/her answers in the examination, the rating oi' the candidate may be
adjusted accordingly by the Director of Personnel. When the two-day
review period has been waived, the Director of Personnel shall also waive
the five-day appeal period.
I. VETERANS' PREFERENCE
In every original examination, the Civil Service Commission shall, in
addition to all other credits, give credit of five percent (5%) of the
maximum rating prescribed for such examination to any applicant, male
or female, who has been engaged in the military or naval service of the
United States, including services in any uniformed auxiliary of, or to any
branch of such military or naval service created or authorized as such
auxiliary by the Congress of the United States, during World War II or
during a war as now defined in Section 205 of the Revenue and Taxation
Code of the State of California, or during the period of hostilities in
Viet Nam commencing on July 1, 1963, and who has been honorably discharged
or retired from such service.
-10-
1.04 EXAMINATIONS (Contd.)
Such 5% credit shall also be given to the wife of any person who has been
engaged in such service and has service-connected disability to such an
extent as to prevent him from engaging in any remunerative occupation;
and also to the widow of any person who has been engaged in such service,
and to the widow of any person who dies while in such service.
An additional five percent (5%), or a total of ten percent (10%) credit
shall be given in any such examination to any applicant, male or female,
who has been engaged in such service and has been honorably discharged
or retired therefrom if such applicant has service-connected disability
which has been duly established pursuant to Federal law.
Provided further, that any applicant seeking the benefits of this section
shall first attain a passing grade in such examination in order to receive
any such credits. Any applicant seeking the benefits of this section must
submit proof of his eligibility at the time of application or at a later
date if the Director of Personnel shall find that the promulgation of the
eligible list will not be delayed thereby.
J. ELIGIBLE LISTS
1. Order of Names: Candidates who attain the required standard in an
examination as specified in the public notice shall have their names
placed upon the eligible list of the class for which they were examined
in the order of their relative final grades. All final grades shall
be shown as whole numbers--the grade in unchanged when the remainder
is less than one-half and raised if more than one-half. Competitors
having the same final grade shall held the same numerical position
on the designated eligible list.
2. Promulgation: An eligible list shall be in effect from the date
on which it is promulgated. Such promulgation shall be by the
Commission.
3. Duration of Liat: Eligible lists shall remain in force for one
year but the Commission may extend the period not more thnn two
additional years. The Commission may, by unanimous vote, abolish
an eligible list upon finding that there has been any fraud or
collusion in the preparation or promulgation of the same. When an
eligible list is abolished. all:persons whose names are on the list
shall be notified of such abolition and the reasons therefor.
4. Removal of Name: The Commission may remove the name of an eligible
whose name appears on an eligible list, for an reason declared in
Rule 1.03, F, to be cause for refection of applications for examinations;
provided that removal may be made for other cause by unanimous vote
of the Commission. The Director of Personnel shall remove from an
eligible list the name of any person who is twice dismissed for
unsatisfactory service in the class; or who is refused appointment by
three appointing authorities after certification from the list, the
eligible not having waived certification in the manner prescribed by
these rules.
~~~~
-11-
1.04 EXAMINATIONS (Contd.)
Change of Address: Applicants whose names are placed upon an
eligible list shall notify the Commission of any change of
address while their names remain on such list, or while they are
employed by the City.
Series Examination: A series of open examinations for the sa~~,s
class of positions may be announced by a single notice as provided
in Section A of this Rule. Such examinations may be administered
from time to time as applicants are available or as appointments
are necessary. The names of all applicants who qualify in any
examination of the series shall be placed on one eligible list in
the order of their final grades regardless of examination dates.
Names shall be removed from such eligible list one year after the
dates of promulgation by the Civil Service Commission unless the
Commission, by unanimous vote, extends the period not more than two
additional years.
Merging of Lists: By unanimous vote of the Commission, two or
more eligible lists for a class may be merged by placing the
names on such lists in the order of their final grades. In the
event of identical grades, the name of the eligible on the
oldest list shall have priority. The Commission shall determine
the expiration dates of the names on the lists so merged. Eligibles,
other than those who attained eligibility in a series examination sha11
be notified of their standing on the merged list.
K. SEASONAL LISTS
Employees who have been regularly appointed for seasonal work and have
served satisfactorily during the continuance of the eligible lists from
which the appointments were made shall have their names placed upon
seasonal lists for the class of position in which they were employed. The
order of names on a seasonal list shall be according to efficiency ratings
and shall be revised at the beginning of each calendar year. In the
absence of efficiency ratings or if efficiency ratings are equal, the
length of satisfactory service in the class shall determine the place on
the list. Certification from seasonal lists for seasonal work shall be
made in the same manner as prescribed for certification from examination
eligible lists provided that the order of certification shall be:
(1) names on layoff list, (2) names on seasonal list, (3) names
on examination eligible lists.
If any employee whose name is on a seasonal list fails to work for two
successive calendar years, his name shall be removed from the list and he
shall have no further Civil Service standing in such class of position.
If the work of an employee appointed from a seasonal list is officially
reported to have been unsatisfactory he shall not be certified again to
that department from such list without the consent of the appointing
authority.
! ~l~`7
-12-
1.05 REQUISITION, CERTIFICATION, AND APPOINTMENT
A. REQUEST FOR CERTIFICATION
Whenever any appointing authority learns that a vacancy in the classified
service has occurred or is about to occur in his department, he shall
forthwith notify and make requisition upon the Commission for certifi-
cation to him of an eligible for the vacant position. Such requisition
shall be upon the form prescribed and furnished by the Commission, shall
state the department in which the vacancy exists, and shall specify the
title, class, grade and compensation of the position to be filled. Such
vacancy must be filled from the eligible list submitted within six (6)
days, unless extension of time for making such appointment is granted
by the Commission.
B. CERTIFICATION
Certification from Lay-off List: Upon receipt of requisition
for certification of an eligible to fill a vacancy, the Director
of Personnel shall first certify the highest name on the lay-off
list for the class of position for the department making the
request. If no one on that list has previously been employed
in the class, the names of the three persons standing highest on
the list for the class of position shall be certified. A11
competitors holding the same numerical position on the eligible
list, as the third highest competitor to be certified shall be
eligible for certification as though they were the third highest
competitor.
2. Certification from Eligible List: Upon receipt of requisition
for certification of an eligible to fill a vacancy, in the absence
of a lay-off list, the Director of Personnel shall certify the
names and addresses of the first three persons on the eligible
list for the class.
3. More Than One Vacancy: If there is more than one vacancy in
the same class to be filled, as many names as there are vacancies
and two names in addition to the total number of such vacancies
shall be certified. The appointing authority shall fill the
first vacancy by the selection of one of the highest three
eligibles so certified. The second, and any succeeding vacancy,
shall be filled in like manner by selection in turn from the
highest three remaining names.
Lists Containing Less Than Three Names: Whenever an eligible
list from which certification is to be made contains less than
three (3) names, such persons shall be eligible for interim appoint-
ment until additional eligibles can be secured by competitive
examination, and may be appointed permanently at the discretion
of the appointing authority, who shall notify the Director of
Personnel in writing, of such permanent appointment.
~l ~ ~ ~
-13-
1.05 REQUISITION, CERTIFICATION, AND APPOINTMENT (Contd.)
When No Eligible List Exists: When no eligible list for the
class of position exists, or when the eligible list has become
exhausted (and until a new list can be created), certification
may be made from the eligible list most nearly appropriate ttl
the position to be filled, when expressly so authorized by the
Commission.
NOTIFYING ELIGIBLES OF CERTIFICATION
Whenever the name of an eligible is certified to an appointing authority,
the Director of Personnel shall notify, by sending notice to his address
as it appears on the records of the Commission, each person whose name
is certified, stating the fact of certification, the title of the position,
the entrance rate of pay, the compensation schedule applying to the class,
the organization unit, and the name and address of the appointing authority.
Such notification shall also state that unless the eligible reports to
the appointing authority for an interview within three (3) days after
receipt of such notice, he will be considered as having declined the
position in which the vacancy exists.
D. ACCEPTANCE OF POSITIONS IN LOWER GRADE
An eligible on an eligible list may, with the approval of the Commission,
accept certification to a class of position lower than that for which he
was examined, provided such position is one having similar duties and
respo4sibilities, but the acceptance of such a position shall not defeat
his rights to be certified to the class of position for which he was
originally examined.
WAIVERS
Eligibles may waive certification within three days from date of notification
or certification, and the name of such eligible shall not be certified until
waiver has been withdrawn upon written request therefor.
F. OBJECTION AND SUBSTITUTION
In case objection is made by the appointing authority to any of the persons
certified, reasons must be stated specifically in writing and subject to
the approval of the Commission. Any cause contained in Rule III, Section
6, shall be deemed sufficient reason for objection, but the Commission
may approve objection for other cause. If the objection, is sustained
by the Commission, the next highest name on the eligible list shall be
certified and notice of withdrawal of certification shall be sent to the
person against whom the objection was sustained.
G. APPOINTMENTS
1. Permanent Appointments: All appointments other than interim or
temporary are permanent, subject to a probationary period of one year.
(a) Prescribed Entrance Step: The first step of the salary range
shall normally be the hiring rate. Appointments may be made to
other than the Hormel entering salary step upon the recommendation
r of the department head and the Director of Personnel and upon tha
C/y approval of the City Manager, when it is decided that such action
9 ~ is in the best interest of the City. Determination of such
-14-
1.05 REQUISITION, CERTIFICATION, AND APPOINTMENT (Contd.)
hiring rate shall take into consideration the salaries being
paid to those persons presently employed in the same classi-
fication in which the new employee is to work; the present
salary of the person being considered for employment; the
training, work experience, knowledge, abilities and skills
the employee will bring to the job; the recruitment problems
of the particular job; and such other pertinent factors as
related to the individual problems.
2. Temporary Appointment: A temporary appointment, subject to the
approval of the City Manager, for a period of not to exceed six (6)
months may be made to a position for which no eligible list has
been created or for which the appropriate eligible list has been
exhausted. No person shall be eligible to serve under a temporary
appointment for more than six (6) months.
(a) Prescribed Entrance Step: Upon request of the appointing
authority and in accordance with the provisions of the Civil
Service Rules and Regulations relating to this matter, the
Director of Personnel may approve Temporary appointments at
any step within the salary range pursuant to the provision
prescribed in 1(a) of this section.
(b) Former Temporary Employees: Any newly appointed person
who has within the immediately preceding two-year period served
in the same or equivalent class under any appointment other
than a permanent appointment may be paid at the step at which
he was most recently paid, subject to the exceptions and
conditions prescribed in Section I of this Rule and subject
to approval by the Civil Service Commission.
Interim Appointment; An interim appointment from the appropriate
eligible list may be made to a position which is temporary or
seasonal in character. Such appointment may be removed, with the
consent of the Commission, but in no event shall interim appointment
be construed as permanent unless and until the City Council shall
designate the position filled by such appointment as permanent.
The acceptance or refusal to accept interim appointment shall not.
be a bar to a permanent appointment.
(a) Prescribed Entrance Step: Upon request of the appointing
authority and in accordance with the provisions of the Civil
Service Rules and Regulations relating to this matter, the
Director of Personnel may approve Interim appointments et any
step within the salary range pursuant to the provisions
prescribed in 1(a) of this section.
(b) Former Interim Employees: Any newly appointed person who
has within the immediately preceding two-year period served in
the same or equivalent class under any appointment other than a
permanent appointment may be paid at the step at which he was
most recently paid, subject to the exceptions and conditions
prescribed in Section I of this Rule and subject to approval by
the Civil Service Commission.
9~~~'
-15-
1.05 REQUISITION, CERTIFICATION, AiJD APPOINTMENT (Contd.)
4. Restricted Appointments: tdhen i
special employment programs, the
approve Restricted Appointments.
defined as those which stipulate
merit under which employees must
State or Federal agency.
t is necessary to fill. positions in
Civil Service Commission may
Special employment programs are
special requirements other than
6e selected and are funded by a
(a) Upon approval by the City Council of the City's participation
in a special employment program, the Personnel Director shall
present for approval a recommended selection process to the
Civil Service Commission. The selection process recommended
by the Personnel Director may include procedures which differ
from other Civil Service Rules.
(b) Employees appointed to a Restricted Appointment shall be
limited to that status and not be eligible for promotion
examinations, improvement of status or class transfer.
Persons in Restricted Appointments may, however, compete in
any open examination. Employees in such restricted appointment
status shali be eligible only for those benefits which are
designated by the Commission for employees in that program.
(c) The services of a restricted appointee may be terminated at
any time, and such action is not subject to review by the
Commission.
5. Overlapping Appointments: An overlapping appointment, if provided
in the City government's fiscal budget, may be made by the appointing
authority and used for a period of time not to exceed ninety days in
any one fiscal year. Such appointment may only be made upon written
reo,uest and recommendation of the appointing authority and the
Director of Personnel and the approval of the City P1anager. The
intent of overlapping appointments is to make provision for an
overlap of employment during the ±ransition of a present employee leaving
and a new employee starting work so that adequate indoctrination can
be given.
6. Change of Appointment to Permanent: tJhen a vacancy exists in a
permanent position, at the amitten request of the appointing
authority the Commission may authorize the permanent appointment
of any employee already holding an interim appointment from an eligible
list, provided that such employee has served under such interim
appointment for at least twelve months with an efficiency rating which
is satisfactory in the judgment of the Commission.
H. PROBATIOfJARY
Probationary Period: A71 appointments from eligible lists to
permanent positions shall be for a probationary period of one year
and shall not include the ti~~~e served as an emergency, interim or
temporary employee, but shall date from the time of appointment to
a permanent position in the classified service; provided, however,
g~~
-16-
1.05 REQUISITION, CERTIFICATION, AND APPOINTMENT (Contd.)
that continuous active service under interim appointment from
an eligible list in the position to which the employee is certified
as permanent, which service shall have been rendered within one year
prior to permanent appointment, may be counted toward completion
of the probationary period upon request of the appointing authority
and with the approval of the Commission. No periods of absence
shall be credited toward the completion of the probationary period;
provided, however, that at the written request of the appointing
authority the Civil Service Commission may credit toward completion
of a probationary period Leave of Absence time not to exceed 15
calendar days.
(a) Review During the Probationary Period: During the one-year
probationary period it shall be the duty of the appointing
authority to review the work of the probationary employee.
During the probationary period performance evaluations shall be
completed on each probationer every three months. On the basis
of these regularly scheduled performance evaluations as well as
any supplemental information, the appointing authority shall
determine if the employee's work performance is such that
permanent status with the City should be awarded. At the end
of the twelve-month probationary period the appointing authority
may grant a probationer permanent status by notifying the
Director of Personnel on a form provided for that purpose. On
or before the end of the twelve-month probationary period the
appointing authority may terminate any probationary employee
whose work performance is unsatisfactory. Terminated probationers
shall not have the right to an appeal before the Commission.
When a probationary employee has been terminated within the
probationary period his/her name shall be removed from the
eligibility list for that classification.
(b) Extension of Probationary Period: If in the judgment of the
appointing authority the decision to terminate or retain a
probationer cannot be made because of insufficient evidence of
work performance and/or a recent change in work performance,
the appointing authority may request an extension of the
probationary period. All requests for extension shall be
forwarded to the Director of Personnel prior to the expiration
of the twelve-month period. The request for extension must be
accompanied by copies of supporting documents. The Director of
Personnel may grant a one-month extension subject to ratification
by the Civil Service Commission. At the next regular meeting
of the Civil Service Commission the request and documentation
will be reviewed. If in the judgment of the Commission an
extension is warranted, an extension may be granted for no
longer than three months beyond the expiration of the original
twelve-month probationary period. At the end of the extension
the appointing authority must cause the employee to be terminated
or award the employee permanent status.
~ g~'f
_„_
1.05 REQUISITION, CERTIFICATION, AND APPOINTMENT (Contd.)
ADVANCEMENT WITHIN RANGE
1. Merit Increases: Every employee in the classified service who
holds a Permanent or Interim appointment as a result of blanketing-
in, suspension of competitive examination or certification from an
eligible list is eligible upon recommendation of the department head,
the Director of Personnel and with approval of the City Manager, to
advance to Step B after serving six months at Step A, or to advance
to Step C after six months of service at Step B, or to advance to
Step D after one year of service at Step C, or to advance to Step
E after one year of service at Step D. Employees in the classification
of Peace Officer shall be eligible for advancement within the
established salary range upon recommendation of the Chief of Police,
the Director of Personnel and with the approval of the City Manager,
to advance to Step 2 after six months at Step 1, to advance to
Step A after six months at Step 2, to Step B after six months at
Step A, to Step C after six months at Step B, to Step D after
twelve months at Step C, and to Step E after twelve months at Step D.
Merit increases shall be granted at the beginning of the payroll
period closest to the employees' actual qualifying date. If said
salary step increase is not granted at the designated time, a
period of time not to exceed two months shall elapse when said
increase shall be reviewed and granted or appropriate action, within
the confines of these rules, shall be taken by the appointing
authority. For the purposes of this section, service shall include
in addition to active service as heretofore set forth; service at
a higher step under a temporary of interim appointment, provided
that such service has not been included in previous computations
resulting in advancement within the range; leave of absence without
pay for which worker's compensation is received; military leave;
leave of absence without pay not to exceed 31 days; service in a
class with a higher maximum salary; service in any other class at the
same or higher rate of pay than that being received immediately
prior to the period for which the rate of pay is being computed.
The Commission may, at its discretion, permit time served in a class
at an entrance step which was lower than the current entrance step
for the class, prescribed pursuant to Rule 1.05, G, 3(a),
to count as service at the current entrance step.
(a) The following periods of time shall be disregarded and not
counted; all leaves of absence not enumerated above; all periods
of service performed with a service rating equivalent to less
than "Satisfactory;" all service prior to resignation after
permanent appointment; all service in a class prior to removal
for unsatisfactory service in such class.
(b) Anything in this section to the contrary notwithstanding, an
employee who has been promoted and at such time received
compensation in the same amount or in an amount not more than
one rate higher than his former rate shall advance to the
next higher step on the date he would have advanced if he had
remained in his former class.
~~~y
_lg_
1.05 REQUISITION, CERTIFICATION, AND APPOINTMENT (Contd.)
Exceptional Merit Increases: Such increases for outstanding
performance may be provided by: (1) granting an employee's normal
merit increase in advance of the regularly scheduled date (Early
Merit Increase) or (2) granting a double step increase at the time
the employee's normal merit advancement is scheduled (Double
Merit Increase). When an Early Merit Increase is awarded, the
employee shall become eligible for consideration for any higher
step after the requisite period of service. All requests must be
initiated by the department head, recommended by the Director of
Personnel, approved by the City Manager and ratified by the Civil
Service Commission. The effective date for exceptional merit
increases shall be the beginning of the pay period following
approval. In cases where the exceptional merit increase has been
denied by the Director of Personnel and City Manager, the case shall
automatically be brought before the Civil Service Commission for
a final determination.
G ~~ I -19-
1.06 EFFICIENCY RECORDS
PERFORMANCE RATINGS
In all offices, departments and places of employment, subject to the
rules of the Civil Service Commission, the appointing ,authority shall
make, or cause to be made, on forms prescribed for that purpose by the
Commission, reports on the individual efficiency of all employees in
the classified service of the City. Such reports shall cover such
periods of time as may be designated by the Commission, and must be filed
with the Director of Personnel not later than ten (10) days after
the close of such period. From such reports of efficiency ratings, the
Director of Personnel shall establish and maintain records showing the
service ratings of employees, and for consideration 1n recommendations
relating to transfer, demotion and removal. Any employee may, upon
application at the office of the Commission, ascertain his own service
ratings.
B. UNSATISFACTORY SERVICE RATINGS
An employee receiving an unsatisfactory rating for any of the following:
work quality, work quantity, work attitudes, or work habits may be subject
to reduction in compensation upon approval by the Civil Service Commission
or may be subiect to dismissal from the classified service pursuant to
the Rules of the Civil Service Commission.
1.07 PROMOTION, DEMOTION, TRANSFER
A. PROMOTION
Any employee promoted to a class for which is established a rate of
compensation higher than the rate established for his former class shall
immediately be entitled to receive that rate of compensation for such new
class which is five (or, if there is no such step within the range for
the class, then seven and one-half) percent higher than the rate he would
have continued to receive if he had remained in his former class, subiect
to the following conditions:
The position held immediately prior to such new appointment must have
been held under a certified appointment. For at least six months prior
to such new appointment the appointee must have served in said former
class, or in another class with a maximum salary at least as high as
that of such former class. The appointee shall be paid at a rate which
is at least as high as he would receive if he were entering the classified
service in the class in which he is newly appointed. No person who is
receiving compensation at a Y rate immediately prior to such new
appointment shall have his salary reduced by reason of such appointment.
B; DEMOTION
1. A reduction in pay shall be a demotion, unless it is part of a plan
to reduce salaries and wages in connection with a general economy or
curtailment program.
2. The appointing authority may demote an employee upon approval of
the Director of Personnel and the City Manager, whose ability to
perform his required duties falls below standard, or for disciplinary
purposes. Upon request of the employee and with consent of the
prospective supervising officials, demotion may be made to a vacant
position. Such demotion request must be made in writing. Such
demotion is to be known as a voluntary demotion and shall be so noted
on official records. No employee shall be demoted to a position for
which he does not possess the minimum qualifications. Written notice
of the demotion shall be given the employee three days before the
effective date of the demotion, and a copy filed with the Director
of Personnel. Employees demoted on other than a voluntary basis
shall have a copy of the action taken filed with the Civil Service
Commission.
3. The rate of compensation to be paid in all cases of demotion. whether
voluntary, disciplinary, or in lieu of layoff from the service,
shall be determined by the prospective appointing authority, with
approval from the Director of Personnel and the City Manager.
C. TRANSFER
No person shall be transferred to a position, either on a temporary or
permanent basis, for which he does not possess the minimum qualifications.
Upon written notice to the Director of Personnel and approval of the City
Manager, an employee may be transferred by the appointing authority or at
ateanygtime,ofromeoneppositionttoaanother positionpinithensametorrcomparable
~~6~ ;'
-21- k
1.07 PROMOTION, DEMOTION, TRANSFER (Contd.)
class. For transfer purposes, a comparable class is one with the same
maximum salary, or less, involving the performance of similar duties and
requiring substantially the same basic qualifications. If the transfer
involves a change from one department to another, both department heads
must consent thereto unless the City Manager orders that transfer is made
for purposes of economy or efficiency. Transfer shall not be used to
effectuate a promotion, demotion, advancement, or reduction, each of
which may be accomplished only as provided in these rules.
~~
-22-
1.08 DISCIPLINE
A. CAUSE FOR SUSPENSION, DEMOTION OR REMOVAL
Any of the following shall be deemed sufficient causes for the suspension,
demotion, reprimand, transfer, or removal of any person in the classified
service; though charges may be based on other causes, such as those
enumerated in 1.03, F.
1. That the employee has some permanent or chronic physical
ailment or defect which incapacitates him or her from the
proper performance of assigned duties.
2. That the employee has been convicted of a criminal offense
involving moral turpitude, which shall be construed to
mean any act of baseness, vileness or depravity; or any
act contrary to justice and honesty; or any act done with
deception, or through corrupt motives.
3. That the employee through negligence or willful misconduct has
caused damage to public property or waste of public supplies.
4. That the employee has been guilty of conduct of such a nature
that it causes discredit to the agency or his or her employment.
5. That the employee has been absent without leave, contrary to the
rules of the Commission, or has failed to report after leave of
absence has expired, or after such leave of absence has been
disapproved or revoked and cancelled by the Commission; provided,
however, that if such absence or failure to report is excusable, the
Commission may dismiss the charges. (See Section D of this rule.)
6. That the employee is incompetent or inefficient in the performance
of his or her duty.
7. That the employee has violated any lawful or official regulation
or order or failed to obey any lawful and reasonable direction
given by the employee's superior officer when such an act results
in loss, inconvenience, or injury to the City or the public.
8. That the employee has solicited or taken for personal use a
fee, gift or other valuable thing in the course of his or her
work, or in connection with the contributing party's expectation
or hope of receiving favorable or better treatment than that
afforded other persons.
9. That the employee has hindered the regular or normal operation
of the department or division because of excessive absenteeism.
10. That the employee has vi®lated the provision of Section 809
of the City Charter.
L( -23-
1.08 DISCIPLINE (Contd.)
PROCEDURE FOR DISCIPLINARY ACTION AND APPEAL
1. The appointing authority may, for disciplinary purposes suspend
without salary any officer or employee holding a position in
the classified service for not more than an aggregate of ninety
(90) days in a calendar year.
2. Employees suspended, demoted or discharged shall be given
a pre-disciplinary hearing, including advance notification and
an opportunity to respond. The administrative peocedures required
for the conduct of a pre-disciplinary hearing, and the safeguards
insuring due process to each employee are codified in full as
Section 209 of the Administrative Manual.
Re wired Notice: Upon completion of the pre-disciplinary hearing,
an upon etermination that probable cause exists for disciplinary
action, a written statement constituting the notice and order of
such action shall immediately be served on the employee, with copies
to the Director of Personnel and the City Manager. The notice
shall advise the employee of his or her right to appeal if the employee
has attained permanent status in the Classified Service o~ the City.
A eal and Re west for Hearin If an employee, with appeal rights,
av ng een ssue t e not ce of disciplinary action, desires to
appeal the action, he or she shall within ten (10) calendar days
from the date of receiving the charges, appeal to the Commission by
filing a written answer to the charges and a request for hearing.
The appeal shall be filed .in the office of the City Clerk and
with the Commission, with copies to the disciplinary authority
(department head) and the Director of Personnel.
5. Time for Hearin The Commission shall, within a reasonable
time an not o exceed thirty (30) calendar days from the filing
of the appeal, commence the hearing thereof, and shall, without
delay, fully hear and determine the matter, and either affirm,
modify or revoke such order. Any employee. having filed an appeal
with the Commission and having been notified of the time and
place of the hearing, who fails to make an appearance before the
Commission, either in person or through an attorney, may be
deemed to have abandoned his or her appeal. In this event, the
Commission may, at its discretion, dismiss the appeal.
CONDUCT OF THE HEARING
All hearings and investigations before the Conmissian 6ha11 be governed
by these rules of practice and procedure; and in the conduct thereof
the Commission shall not be bound by technical rules of evidence, nor
shall informality in any of the proceedings, or in the taking of
testimony invalidate any order, decision, rule or regulation made,
approved or governed by the Commission.
-24-
1.08 DISCIPLINE (Contd.)
1. Upon appeal, all parties shall have the right to:
a) an impartial hearing
b) present evidence
c) call witnesses
d) cross-examine adverse witnesses
e) representation by counsel
f) discovery, as in Civil cases
2. The order of presentation in any hearing of complaint shall be
as follows:
(a) The appointing authority shall present the evidence in
support of the charges and subsequent disciplinary actions.
(b) The employee shall produce such evidence as he or she may
desire to offer in defense.
(c) The parties in interest may offer rebuttal evidence.
3. Testimony taken at the hearing shall be under oath and shall
be recorded by the secretary. The secretary shall administer
the oath, and shall be responsible for preparing and certifying
a transcri t of all proceedings and testimony of material
witness(esg so that copies may be provided any principal to
the action.
D. SUSPENSION BEFORE HEARING
Where an appeal is taken to the Civil Service Commission from an order
of dismissal, the vacancy in the position shall be considered a temporary
vacancy pending final action by the Civil Service Conmission and may be
filled only by a temporary or interim appointment.
E. FINDINGS AND DECISIONS
The findings and decision of the Commission shall be in writing and shall
state as to each charge whether or not such charge is sustained. The
Commission shall also set forth in wiitin its conclusions and recommendations
based upon such findings and, within ten ~10) calendar days after concluding
the hearing, shall certify its findings, conclusions and recommendations
to the appointing authority, Director of Personnel, and the City Manager.
Thereupon, the appointing authority shall make such final disposition
of the matter as may be determined by the Commission, and will provide
a copy of the Commission's decision to the employee. In an appeal of a
discharge, the Commission may at its discretion:
1, Order the restoration of the employee to the position without
loss of pay, or with reduced pay during the period between the
filing of the charges and the making of the order,
-25-
1.08 DISCIPLINE (Contd.)
2. Order the demotion of the employee to a class for which a
lower maximum rate of compensation is prescribed.
3. Order the removal of the employee from the position; provided
the Commission may at its discretion place the name of the
employee on the eligible list for the class for certification to
a different department.
In the appeal of a suspension the Commission may at its discretion:
Confirm the suspension, modify the suspension, or order the
restoration of the employee to the position without
loss of pay or with reduced pay during the period between
the filing of the charges and the making of the order.
F. RECORD FILED
A copy of the original charges and notice in writing, a copy of the
employee response, together with a copy of the findings, recommendations
and conclusions of the Commission shall be filet as a public record in
the office of the Commission.
1.09 SEPARATION AND REINSTATEMENT
A. RESIGNATION
An employee wishing to leave the Classified City Service in good standing
shall file with the appointing authority a written resignation on the form
prescribed by the Commission, giving at least one (1) week's notice of his
intention to leave the service, unless the said appointing authority consents
to his leaving sooner. The written resignation shall be forwarded to the
Commission forthwith. An employee who leaves the classified service without
so filing a written resignation or giving a week's notice, shall have that
fact entered on his service record and may be denied entrance to fitness
tests in the future.
An employee who has resigned may, with the consent of the Commission given
after investigation, withdraw his resignation and be restored to the position
vacated if it is still vacant or filled by a temporary or interim employee
and if it has been filled other than temporarily he may, with the consent
of the Commission, have his name reinstated to the examination eligible list
for the class of position from which he has resigned.
B. SEPARATION AFTER PROMOTION
In case any employee in the classified service has been promoted from a
class in which he had permanent status to a class which carries a higher
maximum salary, or has been appointed from an eligible list to a position in
another class which carries the same maximum salary as the class in which he
had permanent status at the time of such appointment, and is separated from
the service during the probationary period, the Commission may in its
discretion restore such employee to a position in his former class and
department provided it will not be necessary to lay off an employee in
permanent status in such former class. The employee so restored shall not be
required to serve another probationary period but shall forthwith resume
his former permanent status. In the event the employee is not restored to
his former class of position he may, on application and with approval of
the Commission, have his/her name reinstated to the list for such former
class.
FAILURE TO RETURN AFTER LEAVE
Failure of an employee to report at the expiration of his leave of absence
shall separate the employee from the service and be considered, in effect,
a resignation.
REINSTATEMENT
Employees may have their names reinstated to an eligibility list upon
application to and approval of the Commission.
Eligibility:
(a) Any person who has received a permanent appointment and while
serving his probationary period either has been granted a leave
-27-
~~~~
1.09 SEPARATION AND REINSTATEMENT (Contd.)
of absence or has resigned in order to engage in the per-
formance of ordered military service, as defined elsewhere
in this rule, shall be eligible to have his name replaced on
the appropriate eligibility list. The place on such list
shall be according to the length of time served in the class
of position. For purposes of this paragraph, time served in
the class shall include all time engaged in ordered military
service since the commencement of the employee's probationary
period. Application for reinstatement must be made in writing
to the Civil Service Commission. Eligibility shall be for a
period of three years after the date of discharge, retirement
or release from said ordered military service unless the name
is removed from the list in accordance with Rule 1.04,
J, 4. Any person who received a dishonorable or bad conduct
discharge shall be ineligible for reinstatement privileges
under this section. Any other provisions of these Rules to
the contrary notwithstanding, any person given a permanent
appointment under provisions of this paragraph shall not be
required to serve a new probationary period but shall be
required to serve only that part of the probation which had
not been completed at the time of leaving the position to en±er
the military service.
3. Reinstatement to Examination Eligible Lists: Any employee who has
been regularly appointed and has served the probationary period
in a position or grade who, without fault or delinquency on his
part, resigns from the service may, after three (3) months, request
the Civil Service Commission to reinstate his name to the appropriate
eligible list. If reinstatement is approved, the position of the
name on such eligible list shall be determined by the Commission
in the form of a grade which shall be based on the employee's record
of efficiency in the City service. If no appropriate examination
eligible list exists, any names granted reinstatement under this
paragraph shall have the same eligibility as though there were such
a list. Eligibility shall expire three years after the date of
resignation unless the name it removed from the list in accordance
with Rule 1.04, J, 4. After the expiration of the examination
eligible list on which there is a reinstated name, such name shall
continue to have eligibility until the completion of the prescribed
three (3) year period and during that period it shall be placed on
succeeding eligible lists for the same class of position according
to the grade originally approved by the Commission. Requests for
reinstatement must be made in writing to the Civil Service Commission.
~~
-28-
1.10 LEAVE OF ABSENCE
A. LEAVE OF ABSENCE WITHOUT PAY
An employee holding a position in the classified service who is mentally
or physically incapacitated to perform his duties or who desires to engage
in a course of study such as will increase his usefulness on his return
to the classified service or who, for any reason considered to be in the
best interest of the City government by the appointing authority and
the Director of Personnel, desires to secure leave from his regular duties
may, on written request, subject to the recommendation of the appointing
authority and the Director of Personnel and with the approval of the City
Manager, be granted leave of absence without pay fora period not
exceeding one year. An employee asking for leave of absence without
pay shall submit his request in writing stating the reasons why, in
his opinion, the request should be granted, the date when he desires the
leave to begin, and the probable date of his return. For each leave
without pay, the Director of Personnel shall determine whether the
employee granted such leave shall be entitled to his former position mn
his return from such leave or whether his name shall be placed on the
reinstatement list for the class as provided for in these rules. If a
request for leave is denied, a copy of such request and the reasons for
denial shall be sent to the Civil Service Commission.
COMPULSORY LEAVE
If in the opinion of the appointing authority, an employee is incapacitated
for work on account of illness, such employee may be required to submit
himself to a physician designated or approved by the Commission for exam-
ination. If the report of the physician shows the employee to be in an
unfit condition to perform his duties, the appointing authority shall
have the right,~subject to the approval of the Commission, to compel such
employee to take sufficient leave of absence to fit him to perform his duties.
~~~ -29-
1.11 ADMINISTRATION
A. REGULAR MEETINGS
Regular meetings of the Civil Service Commission shall be held every
month in the office of the Commission on the working day and at the
hour prescribed by the Commission; provided that the Commission may
designate other time of regular meeting by posting such notice on the bulletin
board at the office of the Commission.
B. SPECIAL MEETINGS
Special meetings may be called by the Chairman, or any two cormnissioners,
upon giving reasonable advance notice to each commissioner.
C. PUBLIC MEETINGS
The meetings of the Commission shall be open to the public.
D. RULES OF ORDER
Robert's "Rules of Order", except as otherwise provided herein, shall guide
the Commission in its proceedings. The order of business shall be:
1. Reading of the minutes.
2. Communications.
3. Consideration of reports.
4. Unfinished business.
5. New business.
A commissioner may record in the minutes his approval of, or dissent from
any act of the Commission, together with his reasons therefor.
E. QUORUM
Three members of the Commission shall constitute a quorum.
F. COMMUNICATIONS
Communications and requests to the Commission shall be made in writing, and
the substance of such request, and the action of the Conmission thereon, shall
be noted in the minutes.
G. MINUTES
The Secretary of the Commission shall record in the minutes, the time and
place of each meeting of the Commission, the names of the Commissioners
present, all official acts of the Commission, the votes given by
Commissioners except when the action is unanimous; end when requested, a
Commissioner's dissent, with his reasons, and shall cause the minutes to
be written up forthwith and presented for approval of amendment at the
next regular meeting. The minutes, or a true copy thereof, certified by
the Commission, or a ma,~ority thereof, shall be open to public inspection.
l ~~~
-30-
1.12 DUTIES OF THE DIRECTOR OF PERSONNEL
A. DUTIES
The Director of Personnel shall act as Secretary of the Commission.
He shall, subject to the direction and approval of the Commission:
1. Be responsible for the custody and care of all personnel records,
and shall be the official upon whom all notices, requests for
hearings, complaints and other official documents shall be
served or filed;
2. Keep the records of the proceedings of the Commission, and have
charge of and be responsible for, the safekeeping of the books,
records, papers and other property in its office;
3. Determine which examinations are needed, and set the dates for
holding them;
4. Make certifications of those eligible for appointment, or
employment;
5. Generally conduct the correspondence of the Commission, and
perform such other appropriate duties as it may assign to him,
or as are set forth in these rules;
6. Sha11 have charge of matters pertaining to the preparation and
conduct of examinations as prescribed by the Commission;
7. Prepare for submission to the Commission reports covering so far
as practicable and details of the work of his office;
8. Audit accounts for all expenses arising from the duties of the
Commission.
` ~~ ~ -31-
1.13 CERTIFICATION OF PAYROLLS
A. OFFICIAL ROSTER TO BE MAINTAINED
The Civil Service Commission shall maintain in its office an official
roster containing the names and complete employment record of all
employees holding positions in the classified service, and such
roster shall contain for each such employee, a complete record of all
salary payments or other compensation allowed such employee for
services rendered during his employment.
PAYROLLS TO BE SUBMITTED
All payrolls or claims containing the names of any person or persons
to be paid for services rendered in positions within the classified
service, shall be submitted to the Director of Personnel, who shall
cause such payrolls or claims to be examined to determine whether the
employees whose names appear thereon have been appointed, employed,
promoted, demoted, or their salaries increased or decreased in
accordance with the provisions, rules and regulations prescribed in these
Rules, or by ordinance of the City Council.
PAYROLLS TO BE CERTIFIED, IF APPROVED
If, upon examination of a payroll, or claim, the names, titles, periods
for which payments are to be made, and rates of pay of the persons
to be paid, are all found to be in accordance with the provisions,
rules and regulations above described, then certification of that fact
shall be made upon such payroll or claim by the Civil Service Commission,
or by the Director of Personnel when so authorized by the Commission.
"l ~~ /
-32-
1.14 RULES AND REGULATIONS
A. AMENDMENT OF THE RULES
After at least five (5) days notice, and after hearing, amendments
to these Rules may be made at any meeting of the Commission. All
rules and amendments thereto shall become effective upon the date of
their approval by the City Council, and shall, upon such approval
and adoption, be printed forthwith for distribution.
B. REGULATIONS
The Commission may, from time to time, adopt and record in the minutes,
regulations of procedure for the administration of these Rules, and
a copy shall be furnished to each department of the City government.
9~ ~~
-33-
CHAPTER 2.00 - WAGES, HOURS AND WORKING CONDITIONS
2.01 HOURS AND COMPENSATION
WORK WEEK
All compensation prescribed herein is based on the full-time month with
a normal work week of 40 hours, with the following exceptions:
compensation prescribed herein for the classes of Battalion Chief, Fire
Captain, fire Engineer and Firefighter, when assigned to fire suppression
duties, is based on the full-time month with a normal work week of
60 hours.
B. COMPENSATION EARNED
Biweekly Pay Period: As referred to in these Rules, is defined
as a 14-day period commencing on a Friday and ending at midnight
of the second Thursday thereafter, and each subsequent 14-day
period.
2. Biweekly Rate Employees: Employees having a permanent or interim
appointment to a full-time or regularly scheduled part-time
position which is at least one-half time but less than full-time
shall be paid at a biweekly rate of pay. Part-time positions
shall be appropriately compensated as one-half or three-quarter
time positions paid on a biweekly basis rather than an hourly or
daily basis if they average at least 40 hours of work (60 hours
on a three-quarter time basis) in each of 24 of the 26 annual
biweekly pay periods.
3. Part-time and Temporary Employees: Compensation for part-time
and temporary service shall be prorated on .the basis of actual
hours worked.
Hourly Rate Computation: An hourly rate of pay for a class shall
be computed by dividing the applicable biweekly rate of pay by
the number of working hours in the biweekly pay period prescribed
for full-time employees in the class and ad3usting any fraction
of a cent from the resulting quotient upward to the next cent.
5. Salary Computation: The amount of salary earned during a pey
period is computed by multiplying the hourly rate of pay by the
number of hours actually worked during the pay period.
C, EXTENDED WORK WEEK
Upon request in advance by the appointing authority and approval by the
City Manager, full-time employees, other than those paid at special
rates, who are required to work an extended work week for 30 days or
more, may be compensated at the rate of one salary range above that set
for the class for every two hours a week they are required to work in
excess of their normal work week, The monthly salary rate of any
employee regularly paid at Step Y shall, during employment on an extended
work week basis, remain unchanged or shall be the rate he would receive
if his regular salary were at Step E, whichever is higher.
~~~~
-34-
2.01 HOURS AND COMPENSATION (Contd.)
D. OVERTIME
1. Application: Any employee in the classified service who is ordered,
because of an emergency or in the interest of the efficiency of
his department, to render overtime service beyond the normal work
week delineated for his classification shall be granted compensation
for such overtime at one and one-half times his regular hourly
rate. Payment for overtime shall be made during the pay period
wherein the overtime was earned.
2. Holiday Time: In those cases where an employee is required to
render service on New Year's Day, Memorial Day, Independence Day
(July 4), Labor Day, Thanksgiving Day or Christmas Day, said
employee shall be granted compensation for such overtime at one
and one-half times his regular hourly rate.
3. Administration of Overtime and Holiday Time: The smallest unit
of time credited as overtime shall be one-half (~) hour for any
pay period. Overtime worked that is less than one-half (~) hour
during a pay period shall be disregarded and may not be accumulated
except for calculating whole hours within said pay period. The
department head shall keep current records of each instance of
authorized overtime worked, stating the reason therefor and by
whom authorized.
(a) Employees who are held over their normal work shift due to
fire or other emergencies, shall be paid at one-and-one-half
times the basic rate of pay for all time in excess of 30
minutes. Upon return from such fire or emergencies, sub,~ect
employees shall be permitted 30 minutes clean-up time which
may be included in the overtime computation.
(b) Employees required to work over 15 minutes beyond their
regular shift for reasons not included in (d) above, shall be
paid at least one (1) hour minimum at one-and-one-half times
the basic rate of pay.
4. Definition of Overtime and Holiday Time: For the purposes of this
section, the following definitions shall apply:
(a) "Overtime" shall mean any time worked in excess of the normal
work week consisting of five eight-hour days or 40 hours or,
in the case of the Fire Department, any time worked in excess
of 60 hours during the work week which is credited as set
forth hereinabove.
(b) "Holiday Time" shall mean work performed on any of the six
holidays designated in Paragraph (2) of this section.
! ~ ~ / -35-
2.01 HOURS AND COMPENSATION (Contd.)
5. Exceptions to Overtime Policy: These overtime provisions shall
not apply to those officers or classes of employees occupying
management and staff positions as designated below by occupational
groups:
ADMINISTRATIVE AND FISCAL
Senior Administrative Analyst
and above
BUILDING INSPECTION
Chief Building Inspector and
above
CLERICAL
None
CONSTRUCTION, MAINTENANCE AND REPAIR
Building Maintenance Supervisor
Park Maintenance Supervisor II
Park Superintendent
Street Maintenance Superintendent
Public Works Supervisor II
ENGINEERING
Transit Coordinator and above
FIRE
Assistant Fire Chief and above
LIBRARY
Principal Librarian and above
PLANNING
Current Planning Supervisor
Senior Planner and above
POLICE
Police Eaptain and above
RECREATION
Senior Recreation Supervisor
and above
Call-Back Overtime: Whenever an employee not covered in (a)
below is called back to work for less than three (3) hours, he shall
receive a minimum of three (3) hours of overtime compensation at
time and one-half. All time worked which exceeds the minimum of
three (3) hours shall be compensated for at the actual hours worked
at the rate of time and one-half.
(a) Employees in the classifications of Firefighter, Fire Engineer
and Fire Captain who are called back to work from off duty shall
be paid at least two (2) hours minimum at one and one-half
times the basic rate of pay. Whenever it is necessary to call
back fire personnel (except for emergency ,the order to call-
back shall be those (1) of equal rank, (2; of qualified rank,
and (3) of longest seniority in the next highest rank available.
E. STANDBY PAY
1. Application: In addition to his regular salary, an employee shall
be compensated at ten (10) percent additional pay for each full
biweekly pay period while assigned to standby duties.
2. Definition: Standby duty is defined as that period of time
assigned by the appointing authority, in addition to the employee's
normal work week assignment, during which said employee must remain
~~)~ where he can be contacted by telephone, ready for irtmediate call-
(~ ~" back to his department to perform an essential service.
2.01 HOURS AND COMPENSATION (Contd.)
F. SHIFT DIFFERENTIALS
In addition to his regular salary, an eligible employee may receive
extra compensation under the following conditions:
1. 5% additional pay for a full work day when required to work
a majority of his shift after 5:00 p.m. or before 8:00 a.m.
2. 5% additional pay for work shifts regularly split by two or
more consecutive hours.
3. 5% additional pay for a split weekend shift which does not
allow for two consecutive days off.
4. 5% additional pay for an approved long-term work schedule of
regular rotation through all work shifts.
A night shift differential shall not be paid for standby duty. Occupations
in the professional fields and public safety are not eligible for
shift differentials. All requests for extra compensation shall be
initiated by the department head, recommended by the Director of Personnel
and approved by the City Manager.
G. STAND-IN POLICY
In order to allow one Firefighter to stand-in for another during the
normal twenty-four (24) hour workday, the following provisions are set
forth:
1. Stand-ins shall only be rank for rank.
2. Pay for stand-in shall be on a straight-time basis.
3. Stand-ins shall be at the discretion of the Shift Commander with
no predetermined limitations.
4. Floating Holiday time shall be used, if available, before a stand-in
is approved.
5. If stand-in time is not paid back in kind during the same pay
period, it shall be reflected on the payroll as time off without
PaY•
6. Early reliefs shall be subject to these same procedures.
H. UNIFORM ALLOWANCE
1. Sworn members of the Police Department from Peace Officer up
through the rank of Police Lieutenant shall receive a uniform
allowance as follows:
(a) An initial allowance of three-hundred dollars ($300) to be
provided to each new Peace Officer for purchase of regulation
police uniforms and equipment. It is stipulated that said
uniforms and equipment will be returned to the City if the
~~ Peace Officer does not successfully complete the required
probationary period.
-37-
2.01 HOURS AND COMPENSATION (Contd.)
(b) An annual allowance of two-hundred dollars ($200) for
uniform and equipment maintenance. Said annual allowance
to be paid on a fiscal year basis with no carry over from
year to year.
2. Members of the Fire Department from Firefighter up through the
rank of Fire Captain shall be eligible to receive new uniforms
at City expense should there be any change in the standard uniform
presently being used.
3. Police Captain will receive $100 per year uniform allowance.
~~b~
-38-
2.02 LEAVE
A. LEAVES OF ABSENCE -ANNUAL, SICK AND SPECIAL LEAVES OF ABSENCE
WITH PAY
Employees holding positions in the classified service shall be entitled
to vacation and sick leave with pay as set forth herein. All requests
for leave of absence must be submitted in writing on blanks provided for
that purpose, and no leave of absence shall be granted to, or taken by,
an employee without the consent of the Commission. Except in the case
of sick leave, the time during which any leave of absence shall be taken
by an employee shall be designated by the appointing authority over the
unit in which he is employed, and the request for such leave of absence,
signed by the employee and approved by the appointing authority, shall be
forwarded to the office of the Commission in advance of the beginning
date of the leave requested, and all leaves of absence shall be reported
as soon as possible.
B. ANNUAL VACATIONS
In the matter of granting and accumulation of vacations the following
rules shall govern:
1. General provisions: For the purpose of this section the following
definitions shall apply:
(a) "Continuous service" means City service uninterrupted by
separation.
(b) "Intermittent service" means City service interrupted by
separation.
(c) "Time worked" includes actual time worked, holidays.wi~th
pay, leaves of absence with pay, and leave of absence without
pay not to exceed one year for which workers' compensation is
paid. It shall also include Saturdays, Sundays or other
regular days off which are immediately preceded or immediately
followed by other time worked.
(d) "Active service" includes time worked and leave of absence
without pay not to exceed 14 calendar days in addition to
leave of absence without pay included in time worked as
hereinabove defined.
~~ ~~
(e) Calendar year means a 12-month period beginning January 1
and ending December 31.
(f) "Employee" includes every officer and employee of the City
2. Continuous service: Each employee paid at a biweekly rate who has
had continuous fuii-time active service throughout the year previous
to that in which the vacation is requested shall be entitled to an
annual vacation with pay. The following provisions shall apptys
1~~~
-39-
2.02 LEAVE (Contd.)
(a) Employees will accrue 10 working days during the first
year of service. This benefit will be accumulated at the
rate of 3.07 (fire suppression personnel 5.52) working hours
for each full biweekly pay period of service performed.
Eligibility to apply for accrued vacation will be effective
on the employee's one-year anniversary date.
(b) Employees will accrue and be eligible to receive 10 working
days annually, (cumulative to a total leave balance of 20
working days) during the second through fourth year of service.
This benefit will be accumulated at the rate of 3.07 (fire
suppression personnel 5.52) working hours for each full
biweekly pay period of service performed.
(c) Employees will accrue and be eligible to receive 15 working
days annually, (cumulative to a total leave balance of 30
working days) during the fifth through fifteenth years of
service. The benefits will be accumulated at the rate of 4.60
(fire suppression personnel g,2g) working hours for each full
biweekly pay period of service performed.
(d) Employees will accrue and be eligible to receive 20 working
days annuall (cumulative to a total leave balance of 40
working days during the sixteenth and succeeding years of
service. This benefit will be accumulated at the rate of
6.14 (fire suppression personnel 10.12) working hours for
each full biweekly pay period of service performed.
(e) At no time may an employee have more than two years of
vacation leave accumulated. No credits shall be accrued
above this limit and any time in excess of the two-year
limitation will be Lost. (Effective date for all current
employees and any new employees hired after August 17, 1976.)
Employees who have accumulated more than the two-year limit
prior to August 17, 1976, will be required by August 17. 1977,
to take the necessary time off or lose such time as to bring
the balance in conformity with the rule as stated above.
Each employee paid at a biweekly rate who has had continuous part-time
active service of 1040 hours or more throughout the year previous to
that in which vacation is requested shall be entitled in each year to
an annual vacation with pay. The number of working days of such
annual vacation shall be computed on the basis set forth in subsection
(2) and shall be in the proportion that such part-time employment bears
to full-time employment.
Each employee paid at a biweekly rate who has completed twelve months'
continuous part-time active service of 1040 hours or more, but who has
not had continuous part-time active service throughout the year previous
to that in which vacation is requested. shall be entitled to a vacation
with pay. The number of working days of such vacation shall be computed
on the basis set forth in subsection (2) and shall be in the proportion
that such part-time employment bears to full-time employment.
~D
-40-
2.02 LEAVE (Contd.)
At the time an employee who has served continuously for at least twelve
months is separated from the City service, whether voluntarily or involuntarily,
he shall be granted all of the unused vacation to which he is entitled based
upon his active service in prior years, and in addition, he shall be granted
vacation based upon the length of his active service during the year in
which the separation occurs and computed on the basis set forth in subsection
(2). Where the total allowance ends with a fraction of a day, the vacation
shall be computed to the nearest whale day, one-half day being computed to
the next whole day.
3. Intermittent Service: After twelve months subsequent to the date of
first employment by the City, each employee who has served intermit-
tently shall be entitled in each year to vacation computed in the
manner set forth in subsection (2), provided that such employee shall
have worked at least 180 days in the preceding year before he shall
become eligible for such vacation. To receive vacation for inter-
mittent service, the employee must work for the City during the year
in which vacation is due, and while so working must submit the proper
request for vacation to the department or departments in which it
was earned. Accumulative vacation privileges shall not be allowed for
intermittent service.
Vacation Schedules: Vacation schedules shall be arranged by the
appointing authorities with particular regard to the needs of the
department and, so far as possible, with the wishes of the employee.
Vacation time may commence any day of the week and shall consist
of consecutive working days, exclusive of intervening paid holidays,
with full pay for such time as the employee would have been paid if
at work for the City for the same period of time; provided that
the appointing authority may, in his discretion, divide the employee's
vacation time if the needs of the service so require or permit.
C.
5. Vacation Request: Request for annual vacation by an employee in
the classified service shall be submitted in advance to the Director
of Personnel on a form signed by the employee and approved by the
appointing authority.
6. Holidays: Paid holidays immediately preceding, immediately following
or wholly within the vacation period shall not be regarded as part
of the annual vacation for all general government employees.
SICKNE55 AND DEATH LEAVE
The objective of this section is to provide orderly methods of furthering
the health and safety of City government employees and aiding employees to
do better work. Sick leave, under this rule, is not a right which en
employee can use at his discretion, but a privilege which can be allowed only
in case of necessity and actual sickness or injury or serious illness of
immediate family members which compel an employee to be absent from work.
(,~ ~(~
-41-
2,02 LEAVE (Contd.)
Computation of Sick Leave: Sick leave with pay is cumulative at the
rate of 3.68 (fire suppression personnel 5.52) working hours for each
biweekly pay period of service, twelve days annually, beginning at
the time of full-time probationary employment. A person who has
held a position with temporary or interim status and is appointed to
a position with probationary status, without a break in service,
may have such time credited to sick leave upon the recommendation of
the department head and Director of Personnel and the approval of
the City Manager.
(a) Unused sick leave may be accumulated in an unlimited amount.
(b) The smallest unit of time chargeable for sick leave benefits
is one-half hour.
(c) Absence for illness may not be charged to sick leave not
already accumulated.
Annual Sick Leave Reimbursement:
(a) Eligible employees using four (4) days of sick leave, or less,
during the fiscal year, shall have the option of converting
twenty-five percent (25%) of their remaining yearly sick leave
to pay.
(b) Pay shall be computed as in the following example, and all
computations will be rounded to the nearest whole hour.
Example: Employee has 11 days, 5 hours remaining yearly sick
leave; therefore, 93 hours x .25 ^ 23.25 hours - 23 hours of pay.
(c) If the pay option is selected, the paid sick leave hours shall
be subtracted from the employee's accumulated yearly sick leave
balance. The remaining sick leave hours shall be carried over
and accumulated. (Example: Employee used 4 days sick leave.
He then elects to receive pay for 25% of remaining days, or
2 days. The 2 days are subtracted from his remaining yearly
sick leave and the other 6 days are added to the employee's
accumulated sick leave balance.)
(d) Payment will be made during the month of July of each year.
Pay will be computed based on the employee's salary step 6n
June 30.
(e) Payment will be made to an employee hired during the fiscal
year provided he is on the payroll June 30. Permanent employees
who retire during the flscbl year will be compensated under
this plan based on their formal retirement date. Payment will
not be made to an employee who terminates during the fiscal
yeah. However, in the event of the death of an individual while
employed by the City, 50% of the employee's unused accumulated
sick leave will be paid to his beneficiary,
lJ~~
-42-
z. o2 LEgVE (Contd.) °
(f) Classifications eligible to
participate in this program include;
(1) All full-time unclassified employees,
(2) Middle Management employees.
(3) Executive Management employees.
(4) full-time unrepresented employees.
(5) Employees in classifications represented by the Chula Vista
Employees' Association (MOUE 1978-79),
(6) Employees in the classification of Battalion Chief on a 56-
hour workweek. Those usin
during the fiscal year g 48 hours of sick leave
twenty-five percent ' shall have the option of converting
to pay, If the (25%) of their remaining yearly sick leave
yearl Pay option is not selected all remaining
Y sick leave shall be carried over and accumulated,
(~) Battalion Chiefs on a 40-hour workweek.
(8) Employees represented by the Police Officers Association
hired after 6/30/79,
(9) ~Ployees represented by the Western Council of En
hired after 6/30/79,
3• Sick Leave Reimburs 9lneers
(a) event Upon Voluntary Separation or Retirement
(25%.s20883%iforeemgloyees~pepresentedlbreceive twent _
120 days (960 hours of unused accumulatedts1ck01eave houirs, percent
reimbursement under this ) Payment of up to
plan is 30 days or 240 hours. Maximum
(b) Employees eligible for this sick leave reimbursement tan
(1) Employees 1n classifications represented b P include:
Police Officers Association and hired
Reimbursement shall be on or before u6%30%7ga
only for hours accumulated after 1/1/70,
(2) Employees 1n classifications represented b
of Engsneers end hired on or before 6/30/79,
be allowed on1 Y the Western Council
years of continuoustservlceoine in question has ecompletedn}iVeall
(c) In the event of a represented classification,
reimbursement u the death of an employee eligible for
sick leave w111pbe separation, 50% of the em sick leave
4• Request for S Paid to his/her beneficla yoYee's unused accumulated
employee shouldknotife~ In order to be allowed
time set for beginniny his supervisor not later then feure with pay, en
g his dally duties, (4) hours after the
A doctor's certificate or a
and cause of sickness or 1n peMSOna1 affidavit showln
immediate supervisory for file in the empioyee~s A th mPlouee sf
upon return from an absence ne essitat nfurnlshed to the e ~
(4) working days of sick leave, g, the usepofsmorelthan four
~,,~Q A doctors certificate or personas
~~ u' 1 -43-
i
,I
I
~i
t'
i
'; I
2.02 LEAVE (Contd.)
affidavit must also be presented by the employee before returning
to work to his immediate supervisor in all cases when the employee
has been exposed to a contagious disease and for all office visits
for medical or dental treatment.
5. Eligibility and Use of Sick Leave: An employee holding a fu11-
time or part-time position with probationary or permanent status
may be allowed a leave of absence from duty without loss of salary
due to sickness or in,iury.
(a) The immediate family shall include mother, father, husband,
wife, son, daughter, sister, brother or a relative living in
the employee's household.
(b) Sick leave shall not be granted to an employee who is absent
from duty due to illness or injury incurred while gainfully employed
by other than the City of Chula Vista. However, sick leave
benefits may be used when such employment has been formally
recognized and approved by Administration. Such recognition
and permission to engage in off-duty work will be handled
through forms provided by Administration.
(c) An employee who is incapacitated for work because of pregnancy
may, upon presentation of satisfactory evidence from a licensed
physician verifying such incapacity, be granted sick leave.
(d) When an employee with permanent status is compelled to be
absent from work because of the death of an immediate family
member, an immediate family member of the employee's spouse,
or any other person defined by the Internal Revenue Service as
a dependent, and after such employee makes written request end
receives written department head approval, such employee may
be allowed the privilege to be absent from work with full pay
up to three (3) days, plus reasonable travel time. Employyees
in the Fire Department working a 60-hour week shall be allowed
to be absent from work with full pay for up to two shifts,
plus reasonable travel time. Travel time will be actual time
used not to exceed five (5) calendar days. Paid absence for
family death shall be charged to sick leave.
(e) An employee who becomes 111 and notifies his supervisor while
on approved annual vacation may request that all or part of such
time the employee was 111 be charged to sick leave. A
physician's certificate or personal affidavit is required in
all cases.
(f) An employee who is entitled to temporary disability indemnity
as approved by the City's Workers' Compensation Insurance
Carrier, may use sick leave or other earned leave benefits
as when added to his disability payment will result in full
payment not to exceed his monthly salary or wage. An employee
shall receive credit for holidays occurring during a leave of
absence hereunder.
An employee claiming sick Leave benefits in cases of on-the-fob
r injury shell have a doctor's certificate of release to return
U/ to work.
-44-
2.02 LEAVE (Contd.)
D. SPECIAL LEAVE WITH PAY
(1) Leave to Serve on Jury: Jury service or examination leave may
be allowed for all full-time probationary or permanent status
employees who are required by Court Order to attend court as a
prospective furor or serve as a furor, upon immediate presentation
of written proof of the exact period of his required attendance
or service, to his appointing authority and the Director of
Personnel.
The employee shall receive full pay during the period of such
leave provided the money, except mileage or subsistence allowance,
which he receives as a furor is deposited with the Director of
Finance for credit to the proper fund.
E. MILITARY LEAVE
Every officer and employee holding a position in the classified service
of the City who is a member of the Army, Air Force, Navy, Marine Corps,
National Guard, Naval Militia, Coast Guard, or who is an officer of the
Public Health Service detailed by proper authority for duty either with
the military, naval, or marine service, shall be entitled to absent him-
self on military leave from his position in the classified service while
engaged in the performance of ordered military service and white going
to and returning from such service. The term "military service" as used
herein shall signify service on active duty with any branch of service
above mentioned, as well as training or education under the supervision
of the United States preliminary to induction into the military service.
The terms "active service" or "active duty" shall include the period
during which such officer or employee while in military service is absent
from duty on account of sickness, wounds, leave, or other lawful cause.
No permanent officer or employee in the classified service shall be
subjected by any person directly or indirectly by reason of his absence on
military leave to any loss or diminution of vacation, holiday, insurance,
pension, retirement or other privilege or benefit now offered or conferred
by law, or be pre,~udiced by reason of such leave with reference to
promotion, continuance in office or employment, reappointment or re-
employment.
When military leave is granted to an officer or employee in the classified
service pursuant to this section, the position held by such officer or
employee shall be filled temporarily only during his absence except
in the event of his death while on leave and he shall .be entitled to ba
restored to such position, or to a position of like seniority, status
and pay, upon his return from such leave provided he is still
mentally and physically qualified to perform the duties of such position
and provided he makes application for reempioyment within ninety (90)
days after he is reiieved from such military service.
~~ / `1 -45-
2.02 LEAVE (Contd.)
During the absence on military leave of any officer or employee who has
permanent status in the classified service or any interim officer or employee
in such service who has been employed fora period of not less than one
year prior to the date upon which such absence begins, he shall receive
his salary or compensation as such officer or employee fora period
of not to exceed thirty (30) days if the duration of his leave in any
fiscal year is thirty (30) days or more, and if the duration of his leave
is less than thirty (30) days then he shall receive his salary or compensation
for the duration of such leave of absence.
In the event any officer or employee who has permanent status in the
classified service shall be declared by operation of law to have forfeited
his position by reason of engaging in the performance of military service
as defined herein, the vacancy thus caused shall be filled temporarily
only, except in the event of the death of such officer or employee while
engaged in the performance of such military service, and such officer
or employee shall be entitled upon his return from such military service
to have his name placed at the head of the reinstatement list for such
class of position, provided he is still mentally and physically
qualified to perform the duties of such position and provided he makes
application for reinstatement within ninety (90) days after he is
relieved from such military service.
~~`" `~
-46-
2.03 LAYOFF
A. LAYOFF
Whenever it becomes necessary to reduce the labor force in order to lessen
governmental costs, reorganize City operations or reduce/eliminate City
services, the appointing authority may order layoffs by classifications.
When a classification is designated by the appointing authority for layoff,
the number of positions shall be specified as well as whether the positions
to be affected will be part-time or full-time. When layoffs become necessary
they shall be accomplished following the procedure in this section. This
layoff procedure is based on the assumption that employment with the City is
a career service within which merit is a mador consideration in selection,
retention, compensation, termination, layoff and all other personnel actions.
1. Order of Layoff: Within classifications employees shall be laid off
in the order specified below. Within categories a, b, c, d, g, h,
and i, employees shall be laid off in order of seniority. In
category e, layoff decisions will be made by the appointing authority.
Employees in category f will have the right to bump back to the
classifications from which they were promoted.
(a Employees filling unbudgeted positions.
b Vacation relief or other work relief positions.
c) Temporary employees.
d3 Interim employees.
e Probationary employees (original permanent appointment).
(f) Employees on probation following promotion.
g) Permanent employees who are eligible fora merit increase
but whose increases are being withheld for reasons of fob
performance.
(h) Permanent employees who within the 26 pay periods
immediately prior to the layoff, have been subdect to
disciplinary action as follows:
(1) An aggregate of 3 days or more of suspension and/or
2 A demotion or reduction in base pay for cause as
defined in Civil Service Rule 1.08, A.
(i) Permanent employees.
2. Seniority Defined: For each employee, seniority shall be determined
based on continuous service with the City and on points awarded tor:
(a) Time in classification.
b Time in lower classifications.
c Once bumped, time in higher classification.
For each full month of service an employyee-has spenb in his/hsr
current classification, the employee will receive 2 points.
(Example: Employee X who has been in a classification for 24
months will receive 48 seniority points).
If the employyee previously served in any other classifications,
one point will be awarded for each full month of auch:'aervice.
(Example: Empioyee X with 127 months of previous service in a
hb ,( lower classification, will be credited with an additional 127
(,~ ~I seniority points, for 175 seniority points).
_j -47-
2,03 LAYOFF (Contd.)
If an employee is subject to layoff and chooses to bump in
accordance with this section, the time spent in the higher
classification will be computed at: 3 seniority points for each
full month of such service; 2 seniority points for each full
month (if any) of service the employee spent in the classification
to which demoted; and 1 seniority point for each full month
(if any) of service 1n lower classifications. (Example:
Employee X will be credited with 3 points for each of the months
in the higher class, or 72, and 2 points for each of the 127
months in the lower class, or 254 points. Total seniority points
for Employee X would now be 326).
In the case of ties on seniority points, employees' scores on
eligibility lists will be considered when possible. Otherwise
ties will be broken by random selection (lot). Continuous City
service shall include time served in Temporary, Interim and
specially funded positions such as CETA. In computing continuous
City service, if the employee has separated from City service
and has subsequently returned to City service, then any and all
service prior to the separation shall not be counted in determining
seniority points. A11 persons so demoted shall have their name
placed on the appropriate reinstatement list as set forth in Rule
1.09, D.
3. Voluntary Transfer in Lieu of Layoff: Notwithstanding the provisions
of Rule 1.07, B and C, a permanent employee whose layoff is imminent
shall have the right to transfer to any vacant position in the same
classification in any department. If there 1s no such vacancy,
said employee will be subject to layoff unless he or she exercises
the demotion (bumping) right in subsection 4 below.
4. Voluntary Demotion in Lieu of Layoff: Notwithstanding the provisions
of Rule 1.07, Band C, permanent employees subject to layoff shall
have the right to demote (bump) if the demoting employee's seniority
is greater' than the seniority of the person to be bumped. Bumping
rights apply to positions in lower classifications, part-time
positions in the same class, and/or lower positions which the
employee previously held. However, the person exercising this right
must be capable of performing the full range of duties of the new
classification.
The bumping order is specified 1n the Bum~Char~ts and List of
Classifications Not Considered in the um~~n Process nc?^ orporated
n o s u e y re erence n su sec on n a ower claaslficatton,
the employee with the least seniority will be subject to layoff unless
he or she chooses to transfer or demote according to the procedures
herein set forth.
5. Layoff List: Employees laid off ahett have their names entered
onto a layoff 11at by classification, with those laid off last being
placed et the top of the 1tat. Any reemployment into the claaslficetion
shall first be through use of the 1 ff list, with only the candidate
placing highest on a list being certified to the appointing authority.
~ 6 ~ -a6-
2.03 LAYOFF (Contd.)
When a rehire is anticipated the top person on the appropriate
list will be sent written notice by Certified Mail, Return Receipt
Service. If the individual cannot be contacted at the address
in the Personnel Department records, that person's name shall be
removed from the list.
Persons on layoff lists are responsible for seeing that the
Personnel Department has current addresses on file. If an individual
declines a reemployment offer or falls to respond within three (3)
working days tram the date the receipt 1s received by the Personnel
Department, his/her name will be removed from the list. Names will
remain on the layoff list for no more than 24 months.
6. Notice: The Personnel Director shall send written notice by
Certified Ma11 to the last known address of each employee to be
affected by a layoff at least fourteen (14) days prior to the
effective date of the action. The notice shall lnctude the:
(a) .reason for layoff; (b) classes to which the employee may
demote, 1f any; (c) effective date of the action; (d) seniority
score of the emppployee; (e) formula by which the seniority score
is computed; (f~ person for the employee to contact in case of
questions. and g information on the use of reemployment and
reinstatement. lists.
~. Restoration of Benefits Upon Reemployment Following Layoff:
Following rehire off a layoff list, en individual will have the
following benefits restored:
(a) Sick leave accruals (leas any such sick leave reimbursed
et tM time of layoff).
(b) Seniority at time of layoff for purposes of determination con-
tinuous City service. eligibility for merit lncrenses end
vacation accrual rates.
(c) The pay rate that will be awarded to a person who is reemployed
shall be within the pay range for,the classiflcetlon effective
at the time of reemployment. TM atop within the range will be
the same step the employee was receiving at the time of layoff.
8: Bum~Cha~rts and a list entitled Clasaificationa Not Con ider d in
tTie- Bum~n~Proeea_s_,both dated une, are ncorpora n n
b'y~Ti~s w~ewnce lror uaa 1n this section.
R D ~ ~ -49-
( I ....
i?Y„ ~. ^~
l~
~eU
4
I^' f t
~ rv. ~~
,'1.i. '.', h
i:;
l~ ., :~~b m ii° i ~.°
'r x"17 n M G
i . ('.~ a
d, id~
D~ ti ~~-
r
~~J~.. .r'( Vii
Y
r. ",ix?~ a
~fo
it.' ..~_
.. ,dT.'.. ~
1~)
•~ ~ ' ~ , n
~. .
4:'r(DL E) 35
~~~~ d r., ~ [ r~a-~ ( 4 S
z , r~;a S; 27
~o''?L i3
6 . (z~ m 'il 13
~idl ~~{ ~ ~~.
1.,. i.~
R Y6~
ALPHABETICAL I<F. "licl~i~;F-:
RULE AND
SECTION PAGE
Cer•tif'icatior~ ?t(:;~=i t1'on and Substitution 1,05, f 14
Certi~Ficat;ion „'" ~~yyrnil 1.13, C 32
Certifica~t.ion s;~,,i,aest 1.05, A 13
Certification l~i?r~i~Fr;~r 1.05, E 14
Civil Service iarn•nissitu~ Administration 1.11, A 3G
Civil Service Cr~,mfrission secretary 1.12, A 31
Civil Servicr= ~xrn~r,ination 1.04, A 8
Classificati~:i~~; Pfa;r 1.02, A 3
Competition - SrMtir.~~~nr~ioPr oP 1.04, B C
Death Leave 2.02, C 41
Demotion 1.07, 8 21
Demotion - Cans= iur 1.08, A 23
Demotion - Ra~r~r c~a Coosipensat.ion 1,07, B 21
Disciplinary ~S'~,;~sy~n~aion 1.08, B 24
Differential ~',;~ 2.01, f 37
DirecLar of fT-: r~rf i :;ivil Service Commission Duties 1.12, A 31
Disqualificai:ir, _,~ IrnHlo,'nnent 1.03, f 6
Efficiency Re;c rr;•: 1.06, A 2U
Eligible L.isr, 1.04, J 11
Eligible list. ILrrttic>n 1,04, J 11
Eligibtle Lists ~1er•~ir?~::i 1.04, J 12
Eligible !_is~Cs a;einst:atement 7.09, D 27
E'iigible List ';tr~sonal '1.04, K 12
Eligible List - .~:~-tlrs Examination 7.04, J 12
ErnRlayment: Appl a,,~reion 1.03, A 5
Employment Disq~ial~f'ication 1,03, f fi
Em lo~iant or~rt~3,le L.G2, C a4
q
G b _51_
ALPHABE'IICAi. I~ti 1:RENCE
RULE AND
SECTION PAGE
Entrance Sth,
1.05, G 14
Examination - Areal !protest) 1,04, H 10
Examination fon L'lassifiecl Positions 1 04, A 8
Examination - Oren 1.04, B 8
Examination - Promotional 1,04, C 8
Exceptional Merit Increase 1.05, I 19
Extension of Protrationary Period 1.05, H 17
Failure to Retcrrrt After Leave 1.09,. C 27
Holiday Time 2.01, D 35
Holiday Within Vacation 2 0L, B 41
Hourly Rate Comurt,;ti~n 2.01, B 34
Interim Appointn?er~t 1.05, G 15
Interim Appointment to Permanent 1.05, G 16
Interim Appointmer;t - Rate of Compensation 1,05 G 15
Jur•,y Duty 2.02, D 45
Layoff 2.03, A 47
Leave of Absencf 2.02, A 39
Leave of Absence - i;;~mpulsory 1 10, B 29
Leave of Absence - railure to Return 1.09, C 27
Leave of Absence •~ Mi 1 itary 2.02, E 45
Leave of Absence With Pay - Jury Duty 2.02, D 45
Leave of Absence Idfi~hout Pay 1 10, A 29
List - Eligible 1.04, J 11
Medical Requir'emen'ts for Application 1,03, D 5
Merit Tncr•ease - Exceptional 1,05, I 19
Merit Increase •- hlormal 1 05, I is
Military Leave 2.02, E 45
No
rmal
Merit Incr°easc+ 7.05, I 18
((
Q
(~
l d ~ 7 -52-
ALPHABETICAL REFERENCE
RULE AND
SECTION PAGE
Oath of Allegiance 1.03, H 7
Objection to Certification 1.05, F 14
Outside Employment ~ 2.02, C 44
Overlapping Appointment 1.05, G 16
Overtime 2.01, D 35
Overtime Exceptions 2.01, D 36
Payroll Certification 1.13, C 32
Performance Rating - Unsatisfactory 1.06, B 20
Performance Reports 1,06, A 20
Permanent Appointment 1.05, G 14
Permanent Appointment From Interim Status 1.05, G 16
Permanent Appointment - Salary Rate 1.05, G 14
Personnel Director - Civil Service Commisstion Duties 1.12, A 31
Physical Requirements 1.03, D 5
Pregnancy Sick Leave 2.02, C 44
Probationary Period 1.05, H 16
Probationary Period - Extension 1.05. H 16
Probationary Period - Unsuccessful 1.05, H 17
Promotion - Salary Rate 1,07, A 21
Promotion - Separation After 1.09. B 27
Promotional Examination 1.04, C $
Reinstatement to Eligible List 1.09, D 28
Reinstatement Eligibility 1.09. D 27
Reinstatement List 1,09, D 27
Reinstatement List - Certification 1,09, D 27
Removal -Cause for l,Og~ q 29
Requirements for Application 1.03, A 5
esignation 1.09, A 27
~g~ estricted Appointment 1.05, G 16
-53-
ALPHABETICAL REFERENCE
Review - Examinations
Roster to be Maintained
Rules - Amendment
Rules and Regulations
Salary and Classification Plan -Adoption
Salary and Classification Plan - Preparation
Salary and Classification Plan - Revisions
Salary Rate for Extended Work Week
Seasonal Lists
Separation After Promotion
Shift Differential Pay
Sick Leave Computation
Sick Leave - Death
Sick Leave - Doctor's Release
Sick Leave During Vacation
Sick Leave - Eligibility and Use
Sick Leave - Family
Sick Leave - Pregnancy
Sick Leave Request
Sick Leave - Reimbursement
Sick Leave Under Workmen's Compensation
Special Leave With Pay
Special Qualifications Required for Employment
Standby Pay
Stand-In Policy
Step Y - Defined
Substitution to Certification
P(~ ~ -54-
RULE AND
SECTION PAGE
1.04, H 10
1,13, A 32
1.14, A 33
1.14, A 33
1.02, A 3
1.02, A 3
1.02, A 3
2.01, C 34
1.04, K 12
1.09. B 27
2.01, F 37
2.02, C 42
2.02, C 44
2.02, C 44
2.02, C 44
2.02. C 44
2.02, C 44
2.02, C 44
2.02, C 43
2.02, C 43
2.02, C 44
1.10, A 29
1.03, E 6
2.01, E 36
2.01, G 37
1.02, A 4
1.05. F 14
ALPHABETICAL REFERENCE
Suspension - Cause for
Suspension of Competition
Suspension - Disciplinary
Temporary Appointments
Transfers
Uniform Allowance
Unsuccessful Probationary Period
Vacation Containing Holidays
Vacation - General Provisions
Vacation Request
Vacation Schedules
Vacation - Sick Leave During
Veteran's Preference
Waive Certification
Workmen's Compensation Sick Leave
Work Week Defined
Work Week Extended
Y Rate Defined
~~(~~)
-55-
RULE AND
SECTION PAGE
1.08, A 23
1.04, B 8
1.08, B 24
1,05, G 15
1.07, C 21
2.01, H 37
1.05, H 17
2.02, B 41
2.02, B 39
2.02, B 41
2.02, B 41
2.02, C 44
1.04, I 10
1,05, E 14
2.02, C 44
2,01, A 34
2.01, C 34
1,02, A 4
A
vc~
CITY OF CNIAA VISTA
BUi1PING CHARTS
Chief Assistant to Chief
At ~{' the Building ~ Senior
Ins actor Secrear Commnicat ions
ni ian
Principal
PelYOnnel Adnnistrative Housing
Ass i Analyst Building Rehabii nation Hous in Commnicat ion
lns for II 5 i li g Secretary to Techni ciar.
Junior ~ ~~ the Cit Attorne
Atcou~Lnt ,!,
Senior
Senior Meinistratire &ii iding/HOUSing
EB31Y5I 1 t ~Ins~~tor 1 i rk
Persomel Adninistratire Secretar to
Analyst Anal t II y
Senior
Account
Adrinis~ ~ ~!_
Account
Ad~dnistratiye Cier y. Setr
Aide
C1~
Clark I
-56-
-S~
-C
CITY OF CNULA VISTA
&NIPING CHARTS
Canst+actiw
IL-
Canstrrctiw
Specia~ lis~
SWen'ising
Cus
anaav
Computer
Prograaaaer/
ator
~~~
Offset
WP1 i
Offset
aPiicating
Ocera~ Wr
PIS
Assistant
Oirectar of
li Ibrks
Senior Civil
En ineer
Associate
Civil En inset
Assistant
Civil En inset
Jinior Civil
_ Ena'_-~a=
Engineering
T nifn I
EngT~,.~,'~rinQ- Survey Party
~'IYf L~
EnginTeerfng
TecMW
Equipment
Fla intenance
Su erintenden
S~enlinor~
EquiW
Equipment
Nech~
Equi pnpnt
Mechan is
-57-
-~,
CITY OF CMULA VISTA
BUMPING CHARTS
Battalipe Principal Part
Ch~ Le ~ r n
Fi Senior Part laintenance
Libre^an- Supervisor II
Fire sneer - Part Ibi
r [
Firefigeter Literary
Tes:lmician Senior
ihinteseaeece
Maintenance
6arNeseer lI
Na inteeance
6arMaeer I
Current
Planning
5u rvisar
Associate
A~ssisf1ptpant~
W
~Mlar
Planner
Planning
Technic- ion "t
Planniig
T Scion Ii
Planning
Technician I
Senior
Police Animal Control Senior Pump
Ca in Of- Mai n PI
Police Animal Control
Lieut Of Pump Maintenance
~ ~ Mechanic
Police Kennel
Ser~ Attendant
Peace Officer
-58-
-~
AgiRtit
Pml
a~
Serior
t~
Lifegrrd
Recreation
Senior
Recreatieu
Supervisor
Recreation
isor
Senior
Recreation
Recreation/
Recreatim Aquatic
~~ ialis
lcreatiay
Aoao[ic Aid
CITY OF CAULA YISTA
RIIMPIM6 GNRTS
Street
Maintenance
Su in endent
Assistant
Street Maintenance
Superintendent
Pubiic Ibrts
Public Wrks
Supe
isor i
Tl
W
Sector Tree Equipaunt
Tr~ ~ Traffic Painter
Senior
Maintenance
16rter
Maintenance
IYintenauce
Ilarlmr t
-59-
Traffic Devices
nician
Traffic 4vices
uoi ror
~~ CLASSIFICATIONS NOT CONSIDERED IN THE BUMPING PROCESS
.~ DEPARTMENT CLASSIFICATIONS
Administration (Data Processing) Key Punch Operator
Building and Housing
Finance Department
Fire DeparUnent
Library
Parks and Recreation Department
Pla~ming Department
Police Department
Public Works Department
Purchasing Department
All Departments
Building Maintenance Supervisor
Zoning Enforcement Officer
Business License Inspector
Parking Meter Attendant
Fire Inspector
Library Page
Park Warden
Landscape Architect
Landscape Planner
Property Clerk
Business Office Manager
Community Service Officer
Evidence Technician
Youth Counselor
Communications Operator
Parking Control Officer
Traffic Engineer
Transit Coordinator
Welder
Storekeeper
Junior Buyer
Other positions not specifically
mentioned on a Bump Chart
-60-
CHANGES TO PRESENT CIVIL SEP,VICE RULES MADE IN THE RULE REORGANIZATION
1. The creation of two chapters:
a. AD~1INISTRATIVE RULES
b. HOURS, WAGES, AND WORKING CONDITIONS
2. Order and location changes of some sections were made to assemble like
and relevant sections together under the appropriate titles.
Some rules and section titles were changed due to reorganization in
order to provide more descriptive titles according to the material
in the section or to the way the rules defined the subjects.
1. RULE II, CLASSIFICATION APJD COMPENSATION
Retitled - GENERAL PROVISIONS
2. RULE IV, SECTION 2. COP1PETITION
Retitled OPEN EXAMIPJATION
3. RULE V, SECTION 7(j) Transitional Appointments:
Retitled Overlapping Appointments:
4. RULE VII, PROMOTION
Retitled PROP~IOTION, DEf40TI0N, TRANSFER
5. RULE VIII, SEPARATIONS
Retitled DISCIPLINE
6. RULE IX, LEAVE OF ABSENCE, LAY-OFF, RESIGNATIOtJ AND REINSTATEt+IENT
Retitled SEPARATION AND REIfJSTATEMENT
3. The CLASSIFICATION APJD COMPENSATION PLAN APJD SALARY SCHEDULE, page 3
through 3 were dropped from the proposed text. This information is
covered in the Annual Salary Plan prepared by the Personnel Department.
~~(U `I
4. The references to reinstatement and to various reinstatement (layoff)
procedures were dropped due to previous changes in the LAYOFF RULE.
(Resolution 9175 - Adopted 7/5/78). The following are the changes made
to the present rules regarding reinstatement (layoff):
Page 25 SECTION 2. CERTIFICATION
(a) Certification from Reinstatement or Lay-Off List:
(b) Certification from Eligible List:
Draped all references to reinstatement in these sections.
Page 29 SECTION 1. PERFORPIANCE RATINGS
Dropped reference to reinstatement.
Page 41b SECTION 8. LAYOFF
(e) Reemployment List:
Reemployment and reinstatement changed to layoff.
Page 42 SECTION 10. SEPARATION AFTER PROMOTION
Dropped reference to reinstatement.
Page 42,43,44 SECTION 12. REINSTATEMENT
(a) Reinstatement Lists:
R or.rn rr•o rl
(b) Eligibility: Subsection (1)
Changed word reinstatement to eligibility.
Subsections (2) and (3)
These subsections were dropped because they are
covered in the LAYOFF RULE.
(c) Certification:
Dropped because the subject matter is covered in
the LAYOFF RULE.
~/~ ~ Page 44 SECTION 13. SEASONAL LISTS
D reinstatement changed to layoff.
5. Due to negotiated changes in the MOU's, the following information was
corrected based on the current MOU's:
Page 36 Subsection (b) (1-4) - the following
accumulation rates were changed:
(1) 4.60 changed to 5.52
(2) 4.60 changed to 5.52
(3) 6.90 changed to 8.28
(4) 9.20 changed to 10.12
Page 37 (2 of 3) Subsection (b) (6) - the following
information was added:
(h) Employees represented by the Police
Officers Association hired after 6/30/79.
(i) Employees represented by the Western
Council of Engineers hired after 6/30/79.
Page 37 (2 of 3) Subsection (c) (1) - the following underlined
information was added to the existing text:
.....twenty-five percent (25%, 20.83% for employees
represented by the POA...~.
Page 37 (3 of 3) Subsection (c) (2) - within article a. and b.
the reference to "(MOU 1978-79)" was dropped
and replaced by the following:
.....and hired on or before 6/30/79.
Page 41a Subsection (a) (8) - the first "have" in the
sentence was dropped because of redundancy.
Page 41a Subsection (b) (3) - the reference to article
"E" was dropped.
6. Alphabetical Deference - Several additional references were added to
improve the usefulness of this section. The appropriate language changes
were also made according to the previous statements.
qg~~
INDEX OF CIVIL SERVICE RULES
Reorganization Directory
CURRENT FORMAT OF RULES
RULE I DEFINITIONS
Section 1. Definition of Terms
RULE II CLASSIFICATION AND COMPENSATION PLAN
Section 1. Jurisdiction
Section 2. Classes of Positions, Salaries and Salary
Schedule
Section 3.
Section 4.
Section 5.
Section 6.
Section 7.
Section 8.
Section 9.
Section 10.
Section 11.
Section 12.
Section 13.
Section 14.
General Provisions
Appointments
Advancement Within Range
Unsatisfactory Service Ratings
Work Week
Compensation Earned
Extended Work Week
Overtime
Standby Pay
Shift Differentials
Stand-In Policy
Uniform Allowance
RULE III APPLICATIONS FOR ORIGINAL EXAMINATIONS
PROPOSED _FORMAT-
RULE AND SECTION
1.01, A
X
X
1.02, A
1.05, G
1.05, I
1.06, B
2.01, A
2.01, B
2.01, C
2.01, D
2.01, E
2.01, F
2.01, G
2.01, H
Section 1. Filing of Applications 1.03, A
Section 2. Legal Status 1.03, 8
Section 3. Age 1.03, C
Section 4. Health and Physical Ability 1.03, D
Section 5. Special Qualifications 1.03, E
Section 6. Disqualification 1.03, F
Section 7. Applications Not to be Returned 1.03, G
Section 8. Test Oath of Allegiance 1.03, H
RULE IV EXAMINATIONS
Section 1. Call for Examinations 1.04, A
Section 2. Competition (Title change to: Open Examination) 1.04, B
Section 3. Special Examiners 1.04, D
Section 4. Examination Content 1.04, E
Section 5. Examination Grades 1.04, F
Section 6. Notice of Results of Examinations 1.04, G
Section 7. Review and Appeal 1.04, H
Section 8. Veterans' Preference 1.04, I
Section 9. Eligible Lists 1.04, J
Section 10. Transfers and Demotions 1.07, B and C
X These sections were dropped; salary plan encompasses this information.
~~6~
PROPOSED FORMAT-
CURRENT FORMAT OF RULES RULE AND SECTION
RULE V REQUISITION, CERTIFICATION, AND APPOINTMENT
Section 1. Request for Certification 1.05, A
Section 2. Certification 1.05, B
Section 3. Notifying Eligibles of Certification 1.05, C
Section 4. Acceptance of Positions in Lower Grade 1.05, D
Section 5. Waivers 1.05, E
Section 6. Objection and Substitution 1.05, F
Section 7. Appointments 1.05, B & G
RULE VI EFFICIENCY RECORDS
Section 1. Performance Ratings 1.06, A
RULE VII PROMOTION (Title change to: Promotion, Demotion,
Transfer)
Section 1. Promotional Examinations 1.04, C
RULE VIII SEPARATIONS (Title change to: Discipline)
Section 1. Suspensions, Demotions, Removals 1.08, A*
Section 2. Cause for Suspension, Demotion or Removal 1.08, A
Section 3. Definition of Demotion 1.07, B
Section 4. Disciplinary Suspension (Previous title change 1.08, B
to: Procedures for Discipline Action and
Appeal)
Section 5. Notice Given 1.08, B*
Section 6. Answer 1.08, B*
Section 7. Request for Hearing 1.08, B*
Section 8. Time for Hearing 1.08, B*
Section 9. Conduct of Hearing 1.08, C
Section 10. Failure to Answer 1.08, B*
Section 11. Suspension Before Hearing 1.08, D
Section 12. Maximum Period of Suspension 1.08, B*
Section 13. Charges by Citizen **
Section 14. Finding and Decision 1.08, E
Section 15. Effect of Commission's Findings 1.08, E*
Section 16. Record Filed 1.08, F
Section 17. Outside Employment **
RULE IX LEAVE OF ABSENCE, LAYOFF, RESIGiJATION AND REINSTATEMENT
(Title change to: Separation and Reinstatement)
Section 1. Leaves of Absence - Annual, Sick and Special
Leaves of Absence With or Without Pay 2.02, A
Section 2. Annual Vacations 2.02, B
Section 3. Sickness and Death Leave 2.02, C
Section 4. Special Leave With Pay 2.02, D
Section 5. Leave of Absence Wi thout Pay 1.10, A
Section 6. Compulsory Leave 1.10, B
*~These sections were previously changed by, or removed from revised Rule VIII.
~~ ~ ~( (Resolution 8970 - Adopted 1/10/78)
PROPOSED FORMAT-
CURRENT FORMAT OF RULES RULE AND SECTION
Section 7. Military Leave 2,02, E
Section 8. Layoff 2.03, A
Section 9. Resignation 1.09, A
Section 10. Separation After Promotion 1.09, B
Section 11. Failure to Return After Leave 1,09, C
Section 12. Reinstatement 1.09, D
Section 13. Seasonal Lists 1.04, K
RULE X ADMINISTRATION
Section 1. Regular Meetings 1.11, A
Section 2. Special Meetings 1,11, B
Section 3. Public Meetings 1,11, C
Section 4. Rules of Order 1,11, D
Section 5. Quorum 1.11, E
Section 6. Communications 1.11, F
Section 7. Minutes 1.11, G
RULE XI DUTIES OF THE DIRECTOR OF PERSONNEL
Section 1. Duties
RULE XII CERTIFICATION OF PAYROLLS
Section 1. Official Roster to be Maintained
Section 2. Payrolls to be Submitted
Section 3. Payrolls to be Certified, if Approved
RULE XIII RULES AND REGULATIONS
Section 1. Amendment of the Rules
Section 2. Regulations
ALPHABETICAL REFERENCE
1.12, A
1.13, A
1.13, B
1.13, C
1,14, A
1,14, B
~~~