HomeMy WebLinkAboutReso 3015-1960RESOLUTION NO. 3015
PERSONNEL SYSTEM RULES AND REGULATIONS OF THE
CITY OF SOUTH SAN FRANCISCO
WHEREAS, the City Council is authorized and directed under the provisions of
Ordinance No. 449 to adopt rules and regulations for the administration of the Personnel
system created in said ordinance.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of South San
Francisco does hereby adopt the following rules:
RULE I
PURPOSE AND DEFINITIONS
RULE lA - PURPOSE
The objectives of these rules are to facilitate efficient and economical servi(
to the public and to provide for a fair and equitable system of personnel management in 1
municipal government.
These rules set forth in detail those procedures which insure similar treatmenl
for those who compete for original employment and promotion, and define the obligations,
rights, privileges, benefits and prohibitions which are placed upon all employees in the
Competitive Service of the City.
At the same time, within the limits of administrative feasibility, recognition
shall be given to the fact that individuals differ, that no two individuals react alike 1
reward and discipline or to uniform motivation and encouragement. For this reason, con.
siderable latitude shall be given to those charged w~h the duties and responsibilities
relating to employee morale and discipline.
RULE lB - DEFINITION OF TERMS
The following terms, whenever used in these rules, shall be construed as fo11¢
Resolution No. 3015 (Con~n,~ea):
Section 27.
"Termina~ion": The separation of an employee from the service of the city, by
reason of aeath, discharge, displacement of a provisional employee by a
probationary appointment, layoff, resignation, retirement and work completion.
Section 28. "Transfer": A change of an employee from one position to another position
in the same class or another class having essentially the same maximum salary
limits, involving'the performance of similar duties and requiring substantially
the same basic qualifications.
Section 29.
Sect ior~ 30.
Section 31.
"Types of Service": Service refers to the number of hours an employee works
and~to the regularity with which he works. Service does not refer to an
employee's employment status -- i.e., permanent, probationary, provisional,
acting or emergency. There are four basic types of service: (a) full-time:
a full-time employee works the normal number of working hours as defined by
this ordinance. (b) part-time: a part.time employee works a fraction of the
'normal work day but normally follows a pre-determined fixed pattern of work-
ing hours. (c) intermittent: an intermittent employee may work a normal
work day or a fraction thereof, but such work is done on call at irregular
int~rvals or without a set pattern. (d) seasonal: a seasonal employee
normally works a full work day but is employed to complete a specific project
which recurs annually and lasts for a limited period~of time..
"Types of Status": There are five types of status. They are acquired as fol-
lows: (a) permanent: acquired by an employee who has been lawfully retained
in his position after the completion of the probationary period as provided
in the Personnel Ordinance and these rules. (b) probationary: acquired by an
employee who has been certified and appoi~ed, but who has n~ completed the
probationary period as provided in the Personnel Ordinance and these rules.
(c) provisional: acquired by an employee who possesses the minimum qualifica-
tions established for the class and who has been appointed to fill a position
for which no eligibles are available. (d) acting: acquired by an employee
who has been appointed in an acting capacity to fill one of the positions for
which an acting appointment may be made as provided in the Personnel Ordinance
and these rules. (e) emergency: acquired by an employee appointed for a
period of not more than thirty working days to a position necessary to meet
the requirements of an emergency condition.
"Veteran": For the purpose of this section, "veteran" means any person who
has served full time ~r th~rt~ days or more in the armed forces in time of
war or in time of peace in a campaign or expedition for service in which a
medal has been authorized by the Government of the United States, or during
the period September 16, 1940, to December 6, 1941, inclusive, or during the
period June 27, 1950, to January 31, 1955, and who has been discharged or re-
leased under conditions other than dishonorable, but does not include any
person who served only in auxiliary or reserve components of the armed forces
whose service therein did not exempt him from the operation of the Selective
Training and Service Act of 1940.
RULE II - GENERAL PROVISIONS
Section 1. Disclosure of religious or political affiliations: No question
in any text, in any application form, or in any other personnel proceedings, or of any
appointing authority, shall be so framed as to attempt to elicit information concerning
political or religious opinions or affiliations of an applicant, eligible, or employee.
No appointment to or removal from a position in the.competitive service shall be affected
or influenced in any manner by any political or religious opinion or affiliation.
Section 2. ViolatiOn.of ~ules: Violation of the provisions of these rules
shall be grounds for dismissal, rejection, or suspension, or other disciplinary action.
Section 3. Amendment and revision of rules: City Council may amend and
revise rules and regulations by a resolution. Prior to consideration, any amendment or
revision shall be publicly posted at such places as the City Council shall prescribe, for
at least five consecutive days together with notice of the time, place and date of meeting
at which City Council intends to consider a resolution for adoption of amendments or re-
visions. At the time of consideration, any.interested person may appear and be heard.
Amendments and revisions shall become effective upon adoption by the City Council following
such hearing.
Section 4. ~aiver of rights: Neither a candidate for employment nor any
employee' in the competitive service shall be required to sign any document whereby he waives
any right or rights accruing to him~under the Personnel Ordinance or the Rules and Regulations
RULE III - PERSONNEL BOARD
Section 1. Meetings: The Personnel Board shall hold regular monthly meetings
at such time and place within the city as shall be designated by the Chairman of the Board.
Any regular meeting may be adjourned to a time certain and to a place designated by the
Chairman. In addition, the Board may hold special meetings upon the call of the Chairman
or any three members of the Board. Three members of the Board shall constitute a quorum for
the transaction of business.
Section 2. Public hearings: Hearings conducted by the Personnel Board shall
be public, unless the Board shall determine that a private hearing is necessary to secure
all the facts in the case. ~henever such a finding is made, the Board may limit attendance
at the hearing to the members of the Board, the Personnel Officer, the employee requesting
the hearing, and such representatives as the employee designates, the officer or officers
from whose action the appeal was taken, and such witnesses and other persons as the Board
may require to be present. The hearing need not be conducted according to technical rules
relating to evidence and witnesses.
Resolution No. 3015 (Continued):
RULE IV - CLASSIFICATION
Section 1. Preparation of plan: The Personnel Officer, or person or
agency employed for that purpose, shall ascertain and record the duties and res-
ponsibilities of all positions~ in the competitive service and, after consultation
with appointing authorities and heads of departments affected, shall recommend
a classification plan for'such positions. The classification plan shall consist
of classes or positions in the competitive-service defined by class specifications,
including title, a description of typical duties an~ responsibilities of positions
in each class, a statement of the training, experience and other qualifications
to be required of applicants for positions in each class. The classification plan
shall be so develol~d and maintained that all positions substantially similar with
respect to duties, responsibilities, authority, and character of work are included
within the same class, and that the same schedules of compensation may be made to
apply with equity under like working conditions to all positions in the same class.
The classification shall be a general description of the kind of work involved in
the pOsitions in the class. It shall not necessarily prescribe the complete duties
of any position nor limit the authority of administrative officers to prescribe or
alter the duties or any position.
Section 2. Adoption of plan: Before the.classification plan or any part
thereof shall become effective, it shall first be approved by the City Council. The
City Council may make changes or modifications of the plan. Upon adoption by the
Council, by resolution, the provisions of the classification plan shall be observed
in the handling of all personnel actions and activities. The class definition plan
shall be amended or revised as occasion requires in the same manner as originally
established.
Section 3. Allocation of positions: Following the adoption of the class-
ification plan, the Personnel Officer shall allocate every position in the competi-
tive service to one of the classes established by the plan. Each employee holding a
position in the competitive service shall take the title of the'class to which his
position has been allocated in accordance with the Personnel O~dinance and Rules and
Regulations.
Section 4. New positions: When a new position is created in the competi-
tive service, before the same may be filled, the appointing authority shall notify
the Personnel Officer, and, except as otherwise provided by ordinance or these rules,
no person shall be appointed or employed to fill any such position until the classifi-
cation plan shall have been amended to provide therefor and an appropriate employment
list has been established for such position.
Section 5. Reclassification: Positions, the duties of which have changed
materially so as to necessitate reclassification, shall be allocated by the Personnel
Officer to a more appropriate class, whether new or already created, in the same manner
as originally classified and allocated. Reclassifications shall not be used for the
purpose of avoiding restrictions surrounding demotions and promotions.
Section 6. Typical tasks: The list of typical tasks shall be illustrative
of the kind of work involved in positions in the class. The examples shall be detailed
but not necessarily complete or exclusive. In determining what positions are to be
allocated to a class, consideration shall be given to the complete specification,
rather than to particular examples of duties or responsibilities.
Section 7. Minimum qualifications: The statement of minimum qualifications
shall be a general guide for the recruitment of employees to fill positions in the
class. For recruiting purposes certain qualifications, when not expressly stated,
shall be understood as ~quired. These are: good physical condition, freedom from
disabling defects, citizenship, suitable age, honesty,"sobriety, and industry.
Section 8. Amending the Classification Plan:
new classes, and revise or abolish existing classes.
The City Council may create
RULE V - COMPENSATION
Section 1. Preparation of Plan; All salaries for officers and employees in
the competitive service shall be fixed by a salary scheduleo Such schedule shall be
~stablished by Resolution adopted by the City Council and may be changed.or amended by
the City Council. The City Council or the person or agency authorized or employed for
that purpose shall prepare a pay plan covering all classes of positions in the compet-
itive service, showing the minimum and maximum rates of pay. In arriving at such
salary ranges, consideration shall be given to prevailing rates of pay for comparable
work in other public and in private employment, including consideration of conditions
of work as well as basic pay; to current costs of living; to suggestions of depart-
ment heads; and to the cityts financial condition and policies. Thereafter, no position
shall be assigned a salary higher than the maximum or lower than the minimum salary pro-
~ided for that class of position unless the salary schedule for the class is amended in
the same manner as herein provided for its adoption.
Section 2. Position Schedule Number and Initial Compensation: Each position
in the competitive service shall be assigned a schedule number in accordance with the
normal initial compensation of such office of employment as shOwn in the salary schedule.
(a) Original appointment: The first step of the salary schedule of the par-
ticular job classification shall apply to employees upon original appointment. However,
the appointing authority may appoint at other than the first step if it is found it is
not practical or possible to recruit qualified personnel at the first step.
(b) When an officer or employee is advanced from one position to another of
a higher level, he shall as of the date of the advance to the new position receive not
less than the equivalent of a one step increase and shall carry th~ new anniversary date
to the new position.
Resolution No. 3015 (Continued):
(c) Whenever a person is appointed to a permanent position at a step
on the salary schedule for that position which is higher than the first step of
that salary schedule, all other persons previously employed in the same position
shall be advanced to that same step of the salary 'schedule as the entering em-
ployee and shall retain their original anniversary date.
Section 3. Step Advancement: Every officer and employee shall be
eligible for advancement to the next higher step numer, if any, whenever he shall
have been classified in his current step number for one (1) year and his perform-
ance meets the requirements for such advancement, except that a newly recruited
employee shall be advanced to the next step, should his performance meet the re-
quirements for such advancement, six months after his recruitment appointment and
shall be advanced to the next step provided his performance meets the requirements
for such advancement eighteen (18) months thereafter. Succeeding step advancements
shall be ~ twelve mont~ intervals. The anniversary date of the recruited employee,
as long as he remains in the same class, shall ~nerefore remain the same, the pur-
pose of t~is provision being to compensate for what amounts to a reduction in take
home pay after six months of service because of compulsory employees' retirement
program. The aforegoing provision shall apply to those employees who have on the
date of the adoption of these Rules and Regulations served less than one year and
have not received their first step increase, and shall not be retroactive.
Section 4. (Deleted)
Section 5. Overtime: The following state the conditions which determine
when overtime pay shall be granted:
(a)
Except for department heads, police and fire department members,
when an employee is called back to work on a regular non-work day,
he shall be granted overtime pay for the time worked at one and one-
half the hourly rate of pay which may be compensated for with pay
at said rate or compensatory time off equivalent to pay at said
rate. Members of the police and fire departments shall be granted
pay for such additional time at the regular rate of pay or compen-
satory time off.
(b)
Except for department heads, police and fire department members~
employees working in excess of their normal work day, other than
as set forth hereinafter, shall be granted overtime pay for the
time worked at one and one half the hourly rate of pay which may
be compensated for with pay at said rate or compensatory time off
equivalent to pay at said rate. Members of the police and fire
departments shall be granted pay for such additional time at the
regular rate of pay or compensatory time off.
(c)
Except for department heads, police and fire department members,
whenever an employee is called back to work for less than one hour,
he shall receive a minimum of one hour overtime pay. Call back time
commences from the time the employee receives the call to report
back to work to the time he returns home. For the time Worked in
excess of the one hour, the employee shall be compensated for the
time worked at the overtime rate of one and one half the hourly rate
of pay which may be compensated for With pay at said rate Or compen-
satory time off equivalent to pay at said rate. Members of the
police and fire departments shall be granted pay for such additional
time at the regular rate of pay or compensatory time off.
Section 6. Mandatory in-service training: Mandatory in-service training
shall not constitute overtime; however, except for promotions, if mandatory tmining
is requested by a department head and it is not feasible to conduct such training during
regular working hours, employees engaging in such training shall be given compensatory
time off for time spent in such programs. The final decision on initiating any in-
service training on other than regular working hours shall be made by the City Manager.
Section 7. Work of less than fifteen minutes of duration: No compensatory
time off or payment of any sort shall be made for overtime work of less than fifteen
(15) minutes' duration which is performed immediately following the regular hours of
work.
Section 8. Accrued time-off - Time of taking: A department head shall grant
accrued time off to an employee upon written request from the employee. Such time off
must be taken within sixty (60) calendar days of the time accrued.
Section 9. Report required for compensatory time off: In order to be eligible
to receive compensatory time off, all overtime in lieu of paymust be reported to the
City Manager and Personnel Board on forms provided by said departments.
Section 10..Determination of time required for employment: Any dispute or
question of fact as to what time or times are normally required for the employment of
shall b~-advan~ed to the next S~ep proVided hi~ performance meets the requirements
for such advancement eighteen (18) months thereafter. Succeeding step advancements
shall be ~ twelve month intervals. The anniversary date of the recruited employee,
as long as he remains in the same class, shall therefore remain the same, the pur-
pose of this provision being to compensate for what amounts to a reduction in take
home pay after six months of service because of compulsory employees' retirement
program. The aforegoing provision shall apply to those employees who have on the
date of the adoption of these Rules and Regulations served less than one year and
have not received their first step increase, and shall not be retroactive.
Section 4. (Deleted)
Section 5. Overtime: The following state the conditions which determine
when overtime pay shall be granted:
(a)
Except for department heads, police and fire department members,
when an employee is called back to work on a regular non-work day,
he shall be granted overtime pay for the time worked at one and one-
half the hourly rate of pay which may be compensated for with pay
at said rate or compensatory time off equivalent to pay at said
rate. Members of the police and fire departments shall be granted
pay for such additional time at the regular rate of pay or compen-
satory time off.
(b)
Except for department heads, police and fire department members,
employees working in excess of their normal work day, other than
as set forth hereinafter, shall be granted overtime pay for the
time worked at one and one half the hourly rate of pay which may
be compensated for with pay at said rate or compensatory time off
equivalent to pay at said rate. Members of the police and fire
departments shall be granted pay for such additional time at the
regular rate of pay or compensatory time off.
(c)
Except for department heads, police and fire department members,
whenever an employee is called back to work for less than one hour,
he shall receive a minimum of one hour overtime pay. Call back time
commences from the time the employee receives the call to report
back to work to the time he returns home. For the time Worked in
excess of the one hour, the emPloyee shall be compensated for the
time worked at the overtime rate.of one and one half the hourly rate
of pay which may be compensated for With pay at said rate or compen-
satory time off equivalent to pay at said rate. Members of the
police and fire departments shall be granted pay for such additional
time at the regular rate of pay or compensatory time off.
Section 6. Mandatory in-service training: Mandatory in-service training
shall not constitute overtime; however, except for promotions, if mandatory tm ining
is requested by a department head and it is not feasible to conduct such training during
regular working hours, employees engaging in such training shall be given compensatory
time off for time spent in such programs. The final decision on initiating any in-
service training on other than regular working hours shall be made by the City Manager.
Section 7. Work of less than fifteen minutes of duration: No compensatory
time off or payment of any sort shall be made for overtime work of less than fifteen
(15) minutes' duration which is performed immediately following the regular hours of
work.
Section 8. Accrued time-off - Time of taking: A department head shall grant
accrued time off to an employee upon written request from the employee. Such time off
must be taken within sixty ~(60) calendar days of the time accrued.
Section 9. Report required for compensatory time off: In order to be eligible
to receive compensatory time off, all overtime in lieu of pay~must be reported to the
City Manager and Personnel Board on forms provided by said departments.
Section 10. ~Determination of time required for employment: Any dispute or
question of fact as to what time or times are normally required for the employment of
any officer or employee shall be decided by the City Manager, and his decision shall be
final.
Section 11. Pay increases affected by leave'of absence without pay: An employee's
pay increase shall not be affected by any leave of absence without pay, if he is off the
payroll! for less than two pay periods. If he is off the payroll for two or more succes-
sive pay periods the total amount of time off shall be made up before the employee shall
be entitled to such pay increase.
Section 12. Step Pay Plan: The Pay Plan includes a salary step plan con-
sisting of schedules of salary ranges consisting of five scheduled amounts or steps of
monthly compensation, and each of said ranges is designated by a number herein named the
Schedule NUmber. Each step predicated upon 5% imc. rement.
Section 13. Hourly rates of compensation: The hourly rate of compensation for
payroll purposes shall be computed on the basis of twelve times the monthly rate divided
bY fifty-two times the number of working hours per week for the position for which such
hourly rate is computed. Hourly rates for positiom designated as "per hour" positions
74
RESOLUTION #3015 (Continued):
shall be computed on the basis of a forty-hour week unless otherwise provided, except
for firemen, in which case hourly rate of pay shall be calculated by dividing the
base monthly salary by eleven, which is the average number of shifts worked by fire-
men per month.
RULE VI - APPLICATION AND APPLICANTS
Section 1. Announcement: All examinations for classes in the competitive
service shall be published by posting announcements in the City Hall, on off, ia1
bulletin boards, and in such other places as the Personnel Board deems advisable,
cluding at least one newspaper circulated in the city. The announcement shall be
published and posted at least thirty (30) days prior to time for filing applications.
The announcement shall specify:
(a) the title and pay range of the class for which the examination is
announced.
(b) the nature of the work to be performed.
. (c) preparation desirable for the performance.of the work of the class.
(d)
the dates, time, place and manner of making application and method
of securing applications.
(e) minimum qualifications, rqquired.
The notice may contain such additional information as in the discretion of t~e Person-
nel Board seems pertinent.
Section 2. Application forms: Applications shall be made on forms provided
by the Personnel Board. Such for~s shall require information covering training, ex-
perience, citizenship, and other pertinent information, and may include certificates
of one or more examining physicians, references and finger-printing, and may include
provisions for investigation and report by city offices or others. All applications
must be signed by the person applying.
Section 3. Acceptance of applications: The applications for appointment
shall be considered if it meets in form and substance the requirements of this rule, is
filed within the time prescribed, and said application has not been rejected for
cause by the Personnel Board. Further information may be required of the applicant upon
request by the Personnel Board.
Section 4. Disqualification: The Personnel Board shall reject and authorize
the Personnel Officer to reject any application which indicates on its face that the
applicant does not possess the minimum qualifications required for the position. Appli-
cations also shall be rejected if the applicant is not a citizen of the United States;
is physically unfit for the performance of duties of the position to which he seeks
appointment; is of bad character; is addicted to the habitual excessive use of drugs
or intoxicating liquor; has been convicted of a crime involving moral turpitude; has
made false statement of any material fact, or practiced, or attempted to practice, any
deception or fraud in his application; has reputation for course of conduct not com-
patible with duties he would assume. Whenever an application is rejected, notice of
such rejection with statement of reason shall be mailed to the applicant by the Person-
ne1 Officer. Defective applications'may be returned to the applicant with notice to
amend the same, providing the time limit for receiving applications has not expired.
Section 5. Residence require~ent: It shall be the policy of the city to re-
cruit personnel from residents of South San Francisco, if qualified applicants can be
obtained. If the Personnel Board determines that recruitment from the city will not,
in the opinion of'the Board, provide a sufficient number of qualified applicants, then
the Personnel Board may, by resolution, suspend the resident requirement for the partic-
ular position upon showing that such suspension of said provision serves the best int-
erest of the public and the personnel system except that suspension of the requirement
for promotional examinations shall be by resolution of the City Council.
RULE VII - EXAMINATION
Section 1. Nature and types of examinations: The selection techniques used
in the examination process shall be impartial, of a practical nature and shall relate
to those subjects which, in the opinion of the
(a)
the title and pay range of the class for which the examination is
announced.
(b) the nature of the work to be performed.
. (c) preparation desirable for the performance.of the work of the class.
(d)
the dates, time, place and manner of making application and method
of securing applications.
(e) minimum qualifications rqquired.
The notice may contain such additional information as in the discretion of the Person-
nel Board seems pertinent. "'
Section 2. Application forms: Applications shall be made on forms provided
by the Personnel Board. Such forms shall require information covering training, ex-
perience, citizenship, and other pertinent information, and may include certificates
of one or more examining physicians, references and finger-printing, and may include
provisions for investigation and report by city offices or others. All applications
must be signed by the person applying.
Section 3. Acceptance of applications: The applications for appointment
shall be considered if it meets in form and substance the requirements of this rule, is
filed wit hin the time prescribed, and said application has not been rejected for
cause by the Personnel Board. Further information may be required of the applicant upon
request by the Personnel Board.
Section 4. Disqualification: The Personnel Board shall reject and authorize
the Personnel Officer to reject any application which indicates on its face that the
applicant does not possess the minimum qualifications required for the position. Appli-
cations also shall be rejected if the applicant is not a citizen of the United States;
is physically unfit for the performance of duties of the position to which he seeks
appointment; is of bad character; is addicted to the habitual excessive use of drugs
or intoxicating liquor; has been convicted of a crime involving moral turpitude; has
made false statement of any.material fact, or practiced, or attempted to practice, any
deception or fraud in his application; has reputation for course of conduct not com-
patible with duties he would assume. Whenever an application is rejected, notice of
such rejection with statement of reason shall be mailed to the applicant by the Person-
ne1 Officer. Defective applications~may be returned to the applicant with notice to
amend the same, providing the time limit for receiving applications has not expired.
Section 5. Residence requirement: It shall be the policy of the city to re-
cruit personnel from residents of South San Francisco, if qualified applicants can be
obtained. If the Personnel Board deter~ines that recruitment from the city will not,
in the opinion of'the Board, provide a sufficient number of qualified applicants, then
the Personnel Board may, by resolution, suspend the resident requirement for the partic-
ular position upon showing that such suspension of said provision serves the best int-
erest of the public and the personnel system except that suspension of the requirement
for promotional examir~tions shall be by resolution of the City Council.
RULE VII - EXAMINATION
Section 1. Nature and types of examinations: The selection techniques used
in the examination process shall be impartial, of a practical nature and shall relate
to those subjects which, in the opinion of the Personnel Board, fairly measure the
relative capacities of the persons examined to execute the duties and responsibilities
of the class to which they seek to be appoi~ ed.
Examinations shall consist of such recognized personnel selection techniques
as achievement tests, aptitude tests, evaluation of personality and background through
personal interviews, performance tests, evaluation of daily work performance, work
samples, or physical agility tests or any combination of them. ~ Examinations shall be
in two parts, one part Written and one part oral.
Section 2. Promotional examinations: Promotional examinations may be con-
ducted whenever the needs of the service require. Promotional examinations may include
any of the selection techniques mentioned in Section I of this.rule, or any combination
of them, and may include evaluation of prior city service and accomplishment in special
training courses. Only permanent employees who meet the requirements set forth in the
promotional examination announcements may compete in promotional examinationS, except
that when the Personnel Board deter~ines that the best ineerest of the public and the
personnel system would be served by permitting in addition to permanent employee, others
than permanent employees in the competitive service to compete in said examination, it
shall forward said determination to the City Council and the City Council may by resolu-
tion suspend the requirement that the promotional examination be limited to permanent
employees in the competitive service and determine the qualifications required for the
permanent employees and others than permanent employees necessary to make application
for the promotional examination. Requirements for the examinations shall be set by the
City Council, All candidates must possess~e minimum qualifications necessary to perform
the duties of the class or position to which promotion is sought.
Resolution No. 3015 (Continued):
Section 3. Conduct of examinations: The Personnel Board shall determine the
manner and methods and by whom examinations shall be prepared and administered. The
City Council, upon recommendation of the Personnel Board, may contract with any compe-
tent agency or individual for the performance by such agency or individual of the res-
. ponsibility for preparing and administering examinations. In the absence of such a
contract, the Personnel Officer shall perform such duties. The Personnel Officer shall
arrange for the use of public buildings and equipment for the conduct of examinations
and shall render such assistance as shall be required with respect thereto.
Section 4. Scoring examinations and qualifying scores: A candidatds score
in a given examination shall be the average of his scores on each competitive part of
the examination, weighted sixty percent (60%) for written parts; forty percent (40%)
for oral parts. Minimum passing score of all parts of the examination shall be seventy
percent (70%). Failure in one part of the examination shall be grounds for declaring
such applicant as failing in the entire examination, or as disqualified for subsequent
parts of an examination. The Personnel Board may, in its discretion, include as a part
of the examination except promotional examinations tests which are qualifying only.
Section 5. Credit points for Veterans and service in grade:
(a) Veteran status: A veteran who becomes eligible for certification from
eligible lists by attaining the passing mark established for the examination shall be
~allowed the following additional.credits: Five points, except for promotional examin-
ations in which case no points shall be allowed. Such credit shall be added to the per-
centage attained in the examination by the veteran. The name of each shall be placed
on the eligible list for appointment in the order and on the basis of the percentage
attained in examination after toe appropriate credit has been added.
(b) Seniority credit: In all cases of promotional examinations an'employee
in toe competitive service who becomes eligible for certification from eligible lists
by attaining the passing mark established for the examination shall be allowed the fol-
lowing additional credits: 'One-half (~) point for each year after the probationary
~ear, but said credit shall not exceed eight points. Such credit shall be added to
the percentage attained in the examination. The name shall be placed on the eligible
list for appointment in the order and on the basis of the percentage attained in exam-
ination after the appropriate credit has been added.
Section 6. Notification of examination results and reviewof papers: Each
candidate in an examination shall be given written notice of the results thereof, and
i.f successful, of his final earned score and rank on the employment list.
Any candidate shall have the right to inspect his own examination paper.
Any error in computation, if called to the attention of the Personnel Board within one
month after the date of mailing of notices, shall be corrected. Such corrections shall
not, however, invalidate appointments previously m de.
RULE VIII - EMPLOYMENT LISTS
Section 1. Employment lists: As soon as possible after the completion of
an examination, the Personnel Officer shall prepare and keep available an employment
list consisting of the names of candidates who qualified in the examination~ arranged
in order of final scores, from the highest to the lowest qualifying score. Whenever
identical ratings are earned, names shall be arranged in order of relative scores
earned in the most heavily weighted or most important part of the examination. The
employment list shall then be submitted to the Personnel Board and the City Council,
the City Manager and the department head.
Section 2. Duration of employment lists: Employment lists shall become
effective upon the approval thereof by the Board, and upon its endorsing thereon a
certification that the list was legally prepared and represents the relative.ratings
of the persons whose names appear on it. Employment lists, except promotional employ-
ment lists~ shall remain in effect for six (6) months, unless sooner exhausted, and may
be extended, prior to their expiration dates, by action of the City Council, for ad-
ditional three month periods, but in no event shall an employment list remain in effect
for more than one year. Promotional employment lists shall remain in effect for one (1)
year unless sooner exhausted, and may be extended by action of the Personnel Board for
additional three (3) month periods, but in no event shall said test be extended for more
than one additional year.
Section 3. Re-employment lists: The names or probationary and permanent
employees who have been l~a off shall be placed on appropriate ~re-employment lists in
the order of their seniority. Such names shall remain there~n for a period of tWo (2)
years unless such persons are sooner re-employed.
of the examination except promotional examinations tests which are qualifying only.
Section 5. Credit points for Veterans and service in grade:
(a) Veteran status: A veteran who becomes eligible for certification from
eligible lists by attaining the passing mark established for the examination shall be
.allowed the following additional credits: Five points, except for promotional examin-
ations in which case no points shall be allowed. Such credit shall be added to the per-
centage attained in the examination by the veteran. The name of each shall be placed
on the eligible list for appointment in the order and on the basis of the percentage
attained in examination after t~e appropriate credit has been added.
(b) Seniority credit: In all cases of promotional examinations an'employee
in tne competitive service who becomes eligible for certification from eligible lists
by attaining the passing mark established for the examination shall be allOwed the fol-
lowing additional credits: ~One-half (i) point for each year after the probationary
~ear, but said credit shall not exceed eight points. Such credit shall be added to
the percentage attained in the examination. The name shall be placed on the eligible
list for appointment in the order and on the basis of the percentage attained in exam-
ination after the appropriate credit has been added.
Section 6. Notification of examination results and reviewof papers: Each
candidate in an examination shall be given written notice of the results thereof, and
if successful, of his final earned score and rank on the employment list.
Any candidate shall have the right to inspect his own examination paper.
Any error in computation, if called to the attention of the Personnel Board within one
month after the date of mailing of notices, shall be corrected. Such corrections shall
not, however, invalidate appointments previously made.
RULE VIII - EMPLOYMENT LISTS
Section 1. Employment lists: As soon as possible after the completion of
an examination, the Personnel Officer shall prepare and keep available an employment
list consisting of the names of candidates who qualified in the examination, arranged
in order of final scores, from the highest to the lowest qualifying score. Whenever
identical ratings are earned, names shall be arranged in order of relative scores
earned in the most heavily weighted or most important part of the examination. The
employment list shall then be submitted to the Personnel Board and the City Council,
the City Manager and the department head.
Section 2. Duration of employment lists: Employment lists shall become
effective upon the approval thereof by the Board, and upon its endorsing thereon a
certification that the list was legally prepared and represents the relative.ratings
of the persons whose, names appear on it. Employment lists, except promotional employ-
ment lists, shall remain in effect for six (6) months, unless sooner exhausted, and may
be extended, prior to their expiration dates, by action of the City Council, for ad-
ditional three month periods, but in no event shall an employment list remain in effect
for more than one year. Promotional employment lists shall remain in effect for one (1)
year unless sooner exhausted, and may be extended by action of the Personnel Board for
additional three (3) month periods, but in no event shall said test be extended for more
than one additional year.
Section 3. Re-employment lists: The names or probationary and permanent
employees who have been l~la off shall be placed on appropriate re-employment lists in
the order of their seniority. Such names shall remain thereon for a period of tWo (2)
years unless such persons are sooner re-employed.
When a re-employment list is to be used to fill vacancies, the PerSonnel Board
shall certify from the top of such list the number of names equal to the number of
vacancies to be filled, and the appointing power shall appoint such persons to fill the
vacancies.
Section 4. Recognition of previous employment lists: Employment lists in
effect at the time of the effective date of the Personnel Ordinance are to be recognized
as lists established under the ordinance. These lists shall remain in effect as pro-
vided in Section 2 of this rule, such effectiveness to date back to the time the lists
were originally established.
Section 5. Removal of names from lists: The name of any person appearing on
an employment, re-employment or promotional list shall be removed by the Personnel Off-
icer if the eligible requests in writing that his name be removed, if he fails to res-
pond to a notice of certification sent by certified mail to his last known address,
within ten days after mailing of such notice, or if he has been certified for appoint-
ment three times and has not been appointed. The person affected shall be notified of
the removal of his name by a notice mailed to his last known address. The names of per-
sons on promotional employment lists who resign from the service shall automatically be
dropped from such lists.
76
Resolution No. 3015 (Continued):
RULE IX - METHOD OF FILLING VACANCIES
Section'1. Types of appointment: All vacancies in the competitive service
shali be filled by re-employment, transfer, demotion, or from eligibles certified by
the Personnel Board from an appropriate employment or promotional list, if available,
In the absence of persons eligible for appointment in these ways, provisional appoint-
ments may be permitted in accordance with the personnel ordinance and these rules.
Section 2. Notice to Personnel Officer: Whenever a vacancy in the competi-
tive service is to be filled, the Department Head shall notify the Personnel Officer.
The Personnel Officer shall advise the appointing power, City Manager and Department
Head as to the availability of employees for re-employment, requests for transfers, or
demotion and of eligibles on employment or promotional lists for the class.
Section 3. Certification of eligibles: The Appointing power shall indicate
whether it is desired to fill the vacancy by re-employment, .transfer, or demotion, or
whether certification from a promotional or employment list is preferred. If appoint-
ment is to be made from an employment or promotional list, the names of all persons
willing to accept appointment shall be certified.
Section 4. Order of certification: Whenever certification is to be made,
the employment lists, if each exists, shall be used in the following order: re-employ-
ment list, promo~ona~ ~s~, open-competitive~llsto~ ~he~ver th~r~ are f~er.~ha~hre~
names o7 ~ prgmq~xona~.~s~ o~ a~.op~-compe~ve xis~ ~e ~ppoin~i~g_au~qo~!~y ~ay ma~e
an ~ppo~n~me~_xro~.among SUCh e~igxp~es, or may reques~ ~e Personnex ~oara ~o es~a~-
x~sn a new xxs~. when so requesuea ~ne ~ersonnei ~oara shall hold a new examination
and establish a new employment list.
Section 5. Appointment: As a prerequisite for employment and appointment
the eligible shall be fingerprinted and identification verified by the Police Depart-
ment and he shall establish his residence in the City of South San Francisco within one
(1) year after appointment and before permanent appointment. The Personnel Board may
by resolution extend the period for establishing residence for three (3) months by any
one action not to exceed a total of six (6) months and ~e probationary period shall
be extended for the same length of time. The City Council shall be the appointing power
for all Department Head classes or positions. After interview and investigation and
recommendation of the City Manager, the City Council may make appointment from among
those certified, and shall immediately notify the Personnel Officer of the person or
persons appointed. The City Manager shall be the appointing power for all classes or
positions below the position of Department Head. After interview.and investigation and
recommendation of the Department Head, the City Manager may make appointment from among
those certified, and shall immediately notify the Personnel Clerk of the person or per-
sons appointed. The Personnel Officer shall notify the person appointed, and if the
applicant accepts the appointment and presents himself for duty within such period of
time as the appointing authority shall prescribe, he shall be deemed to be appointed;
otherwise, he shall be deemed to have declined the appointment.
Section 6. Provisional appointments: In the absence of appropriate employ-
ment lists, a provisional appointment may be made by the appointing power of a person
meeting the minimum training and experience qualifications for the position. An em-
ployment list shall be established within six months for any permanent position filled
by provisional appointment. The Council may, by a four-fifths vote, extend said period
for any provisional appointment and list for not more than thirty days by any one action,
not to exceed three (3) such extensions. When a position is to be filled by provisional
appointment, or a provisional appointment is to be extended, the Council shall direct
the City Clerk to record such action in the minutes of the meeting of the Council.
No special credit shall be allowed in meeting any qualification or in the giv-
ing of any test or the establishment of any employment or promotiona~.~ lists, for service
rendered under a provisional appointment.
Section 7. Emergency appointments: To meet the immediate reauirement~ ne
emergency condition, such
~ee~'~"f~r~'l;~plo'~t, ~"eq~es~ for transfers, or
demotion and of eligibles on employment or promOtional lists for the class.
Section 3. Certification of eligibles: The Appointing power shall indicate
whekher it is desired to fill the vacancy by re-employment, transfer, or demotion, or
whether certification from a promotional or employment list is preferred. If appoint-
ment is to be made from an employment or promotional list, the names of all persons
willing to accept appointment shall be certified.
Section 4. Order of certification: Whenever certification is to be made,
the employment lists, if each exists, shall be used in the following order: re-employ-
ment list, promo~ona~ ~s~, open-competitive~st,~.Whep~ver thor? are f?~er.~han~thre~
names on a promQ~xona~ ~xs~ or a~.op~-compe~x~xve xxs$ ipe !ppoln~iog au~norx~y say ma~e
an appointme~t_fro~_among SUCh e$igxv~es, or may reques~ ~ne ~ersonnel Board to es~ao-
· xsn a new ~xs~. ~nen so reques~e~ the Personnei ~oara shall hold a new examination
and establish a new employment list.
Section 5. Appointment: As a prerequisite for employment and appointment
the eligible shall be fingerprinted and identification verified by the Police Depart-
ment and he shall establish his residence in the City of South San Francisco within one
(1) year after appointment and before permanent appointment. The Personnel Board may
by resolution extend the period for establishing residence for three (3) months by any
one action not to exceed a total of six (6) months and ~e probationary period shall
be extended for the same length of time. The City Council shall be the appointing power
for all Department Head classes or positions. After interview and investigation and
recommendation of the City Manager, the City Council may make appointment from among
those certified, and shall immediately notify the Personnel Officer of the person or
persons appointed. The City Manager shall be the appointing power for all classes or
positions below the position of Department Head. After interview.and investigation and
recommendation of the Department Head, the City Manager may make appointment from among
those certified, and shall immediately notify the Personnel Clerk of the person or per-
sons appointed. The Personnel Officer shall notify the person appointed, and if the
applicant accepts the appointment and presents himself for duty within such period of
time as the appointing authority shall prescribe, he shall be deemed to be appointed;
otherwise, he shall be deemed to have declined the appointment.
Section 6. Provisional appointments: In the absence of appropriate employ-
ment lists, a provisional appointment may be made by the appointing power of a person
meeting the minimum training and experience qualifications for the position. An em-
ployment list shall be established within six months for any permanent position filled
by provisional appointment. The Council may, by a four-fifths vote, extend said period
for any provisional appointment and list for not more than thirty days by any one action,
not to exceed three (3) such extensions. When a position is to be filled by provisional
appointment, or a provisional appointment is to be extended, the Council shall direct
the City Clerk to record such action in the minutes of the meeting of the Council.
No special credit shall be allowed in meeting any qualification or in the giv-
ing of any test or the establishment of any employment or promotional lists, for service
rendered under a provisional appointment.
Section 7. Emergency appointments: To meet the immediate requirements of an
emergency condition, such as extraordinary fire, flood or earthquake, which threatens
public life or property, a member of the City Council, City Manager, Department Head,
or their designated legally comp et..e:nt officer or employee may employ such persons as
may be needed for the duration of the emergency without regard to the personnel ordinance
or rules affecting appointments. As soon as possible, such ~ppointments shall be re-
po~ted to the Personnel Officer.
RULE X - PROBATIONARY PERIOD
Section 1. Regular appointment following probationary period: All original
and promotional appointments shall be tentative and subject to a probationary period of
not less than one (1) year. The City Council may, by resolution, establish a longer
probationary period for specified classes. The Personnel Officer shall notify the ap-
poihting authority, department head and the probationer concerned one month prior to the
termination of any probationary period.
In those classes in which the City Manager is the appointing power, the depart-
ment head shall submit a report to the City Manager as to whether the probationary em-
ployee has been satisfactory or unsatisfactory. .The City Manager shall endorse thereon
or add his recommendation and forward the department head's report, together with his
recommendation, to the Personnel Board. The City Manager shall then continue or termin-
ate the employment at the close of the probationary period. In those classes in which
the City Council is the appointing power, the City Manager shall submit a report as to
whether the probationary employee has been satisfactory or unsatisfactory. The City
Council shall endorse thereon or add its recommendation and forward the City Manager's
report, together with the City Council's recommehdation, to the Personnel Board. The
City Council shall then continue or terminate the employment at the close of the proba-
tionary period.
During the period of probation, quarterly reports of the probationer's per-
formance shall be forwarded to the Personnel Board in the same manner as above provided
for the final report.prior to the termination of the probationary period.
Section 2. Objective of probationary period: The probationary period shall
be regarded as a part of the testing process and shall be utilized for closely observing
Resolution No. 3015 (Continued):
the employee's work, for securing the most effective adjustment of a new employee to
his position, and for rejecting any probationary employee whose performance does not
meet the required standards of work.
Section 3. Rejection of probationer: During the probationary period an
employee may be rejected at any time by the appointing power without cause and without
the right of appeal, except as hereafter may be provided. Notification of rejection in
writing shall be serVed on the probationer and a copy filed with the Personnel Officer
and the Personnel Board. The Board may review such action and make a recommendation,
but no such recommendation shall be binding on the appointing power unless the Board
shall find such dismissal was the result of political, religio~s or racial discrimin-
ation.
Section 4. Rejection following promotion: Any employee rejected during the
probationary period following a promotional appointment, or at the conclusion of the
probationary period, shall be reinstated to the position from which he was promoted un-
less charges are filed and he is discharged in the manner provided in the personnel
ordinance and these rules for positions in the competitive service.
RULE XI - ATTENDANCE AND LEAVES
Section 1. Annual vacation leave:
to full time employees as follows:
Vacation leave with pay shall be granted
Ten work days to those with continuous service from one
~-~--the completion of the ninth year of service.
Fifteen work days to those wit~ continuous service from
ten to the completion of the nineteenth year of service.
In the tenth year of service the employee shall be entitled
to request fifteen working days vacation leave, but if
after taking said leave he shall fail to complete said
tenth year, a pro rata adjustment s~a11 be made in
termination pay ae~ucting the amount of unearned vacation
leave.
Twenty work days to those with continuous service for
Twenty years or more. In the twent/etn year of servxce
· ne employee shall be entitlea to request twenty working
days vacation leave, but if after taking said leave he
shall fail to complete said twentieth year, a pro rata
adjustment shall be made in his termination pay deducting
the amount of unearned vacation leave.
An employee may, with the approval of the department head and City Manager,
defer one (1) calendar week of his annual vacation leave to the succeeding calendar
year. The employee shall file written request to defer with the department head, who
shall, upon endorsing his approval or disapproVal, submit it to the City Manager.
Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave earned prior to the effective date of termination. No such payment shall
be made for vacation accumulated contrary to the provisions of these rules. For the
purpose of determining earned vacation per month, divide number'of days annual leave due
employee by reason of his years of continuous ~rvice by twelve.
The times during a calendar year at which an employee may take his vacation
shall be determined by the department head and approved bY the City Manager with due r~-
gard for the wishes of the employee and particular regard for the needs of the service.
Vacations shall be taken in increments of one week. If the requirements of the service
are such that an employee must defer part or all of his annual vacation leave in a par-
ticular calendar year, the department head shall file request for such deferment with
the City Manager and obtain hiS approval. Deferred vacation which is not taken during
the calendar year immediately following the calendar year in v/hich the vacation leave
was deferred shall be compensated for.
· 'p~-~,~e~a~y:'~..t~.~.~a~'~ ~vzn~-a~ff~ ~o the pos11~n zrOm.~c~ he was promoted Un-
less charges are filed and he is discharged in the manner provided in the personnel
ordinance and these rules for positions in the competitive service.
RULE XI - ATTENDANCE AND LEAVES
Section 1. Annual vacation leave: Vacation leave with pay shall be granted
to full time employees as follows:
Ten work days to those with continuous service from one
q~-the completion of the ninth year of service.
Fifteen work days to those wit~ continuous service from
ten to the completion of the nineteenth year of service.
In the tenth year of service the employee shall be entitled
to request fifteen working days vacation leave, but if
after taking said leave he shall fail to complete said
tenth year, a pro rata adjustment s~a11 be made in
termination pay aeaucting the amount of unearned vacation
leave.
TwenTy work days to those with continuous service for
twenty years or more. In the twentiet~ year of service
~e employee shall be entitlea to request twenty working
days vacation leave, but if after taking said leave he
shall fail to complete said twentieth year, a pro rata
adjustment shall be made in his termination pay deducting
the amount of unearned vacation leave.
An employee may, with the approval of the department head and City Manager,
defer one (1) calendar week of his annual vacation leave to the succeeding calendar
year. The employee shall file written request to defer with the department head, who
shall, upon endorsing his approval or disapproval, submit it to the City Manager.
Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave earned prior to the effective date of termination. No such payment shall
be made for vacation accumulated contrary to the provisions of these rules. For the
purpose of determining earned vacation per month, divide number'of days annual leave due
employee by reason of his years of continuous ~rvice by twelve.
The times during a calendar year at which an employee may take his vacation
shall be determined by the department head and approved bY the City Manager with due re-
gard for the wishes of the empIoyee and particular regard for the needs of the service.
Vacations shall be taken in increments of one week. If the requirements of the service
are such that an employee must defer part or all of his annual vacation leave in a par-
ticular calendar year, the department head shall file request for such deferment with
the City Manager and obtain his approval. Deferred vacation which is not taken during
the calendar year immediately following the calendar year in which the vacation leave
was deferred shall be compensated for.
In the event one or more municipal holidays fall within an annual vacation
leave such holidays shall not be charged as vacation leave and the vacation leave shall
be extended accordingly.
'In the event an employee is not permitted to take all of the vacation to which
he is entitled in a calendar year, he shall be permitted to accumulate the unused portion
to his credit, provi.ded, that on January 1st of any calendar year he shall not have a
total credit of more than 30 working days of vacation except that in case of fire, flood,
or other extreme emergency an additional accumulation may be approved by the City Manager.
The Personnel Officer shall keep proper records and schedules of vacations
accumulated and granted and shall make such reports thereof to the executive officer as
he may from time to time require.
Section 2. (a) Sick leave: Sick leave shall not be considered as a privi-
lege which an employee may use at his discretion, but shall be allowed only in case of
necessity and actual sickness or disability or death in immediate family. Absence from
duty by reason of required attendance upon ill or injured mother, father, husband, wife,
son, daughter, brother or s~s~, mother-in-law or father-in-law, or. by reason of death
of person related by blood, by adoption, or by marriage, or any person residing in the
immediate household of the employee shall not exceed five (5) days of any calendar year.
Sick leave with pay may be allowed to full time employees at the rate of one
week day for each calendar month of service, accumulable at the rate of twelve (12)
'days a year to a total of, sixty (60) days for full time employees with ten (10) years
or less continuous service and ninety (90) days for full time employees with more than
ten (10) and less than twenty (20) years continuous service, 'and one hundred and twenty
(120) days for full time employees with twenty (20) years or more continuous service.
78
Resolution No. 3015 (Continued):
In order to receive compensation while absent on sick leave the employee
shall notify his department head prior to, or within four (4) hours after the time
set for beginning his daily duties, or as specified by the head of his department.
A department head shall notify the City Manager in the same manner. Should the
absence be for one day, a personal affidavit may be requested, should the absence
be for more than one day, the employee shall file with the department head a
physician's certificate, Or personal affidavit, whichever may be required in the
discretion of the department head, or City Manager in the case of a department head.
Upon written approval of the department head, filed with City Manager, sick leave
shall be granted not to exceed ten (10) working days. Should sick leave be requested
for, or extended for a period more than ten (10) days, the employee's written request
must be approved by the department head and by the City Manager. Upon such approval
by the City Manager, sick leave pay shall be granted for a period not to exceed
forty-five (45) working days. Should sick leave be required for more than forty-
five (45) working days, employee's written request shall be forwarded through de-
partment head and City Manager to City Council; and upon the City Council's approval,
sick leave shall be granted.for a period not to exceed a.tota~ of sixty (60) days
for full time employees with ten (10) days or less continuous service and a total
of ninety (90) days for full time employees with more than ten years and less than
twenty years (20) continuous service, and one hundred and twenty (120) days for full
time employees with twenty (20) years or more continuous service.
A report of sick leave shall be made to the Personnel-Board so that it
may be reviewed. Such leave credit earned for service under the prior ordinance, and
rules shall be continued under Ordinance No. 449 and these Rules and Regulations.
Section 2. (b) Sick leave in addition to disability indemnity for indus-
trial injury: An employee who is entitled to temporary disability indemnity because
of injury in courSe of employment may elect to take as much of his accumulated sick
leave, or his accumulated vacation, or his accumulated compensable overtime, as when
added to his disability indemnity will result in a payment to him of not more than
his full salary or wage. When computing vacatiea, sick leave or overtime under this
section, the employee shall be given credit for any holidays that occur during the
period of absence hereunder. He is nevertheless entitled to medical, surgical and
hospital treatment as provided under State law for injuries in course of employment.
When accumulated sick leave, vacation or overtime, or all, are exhausted, he is still
entitled to receive disability indemnity.
(c) Reimbursement for compensable injury: When an employee uses sick leave
or vacation or both, because of an injury compensable as one as a result of an acci-
dent occurring in course of employment, and the City is reimbursed by a third person
for its damages by reason of such use, there shall be granted, for credit to the
employee's sick leave or vacation account, sick leave or vacation equivalent to the
amount so used or proportionately if reimbursement is only in part. If the City does
not collect from the third person the full amount of the compensation paid and other
damages for which it is liable to the employee, and if the amount collected is not item-
ized so that there may be ascertained the amount collected in reimbursement for the
sick leave or vacation used, the sick leave or vacation to be credited shall be in
the same ratio to the sick leave or vacation used as the total amount collected bears
to the total amount of the City's damages. "Sick leave" or "vacation" as used in
this rule includes sick leave or vacation credit used to augment disability indemnity.
Section 3. Military leave: Military leave shall be granted in accordance
with the pro, ions of state law. All employees entitled to military leave shall give
the appointing power an opportunity within the limits of military regulations to deter-
mine when such leave shall be taken.
Section 4. Leave of absence: The City Council may grant a permanent employee
leave of absence without pay for not to exceed one year. No such leave shall be granted
unless written request of the employee approved by the department head and City Manager
is filed with the City Council. Upon expiration of a regularly approved leave, or
within a reasonable period of time after notice to return to duty, the employee shall be
reinstated in the position held at the time leave was granted. Failure on the part of
an employee on leave to report promptly at its expiration, or within a reasonable time
after notice to return to duty, may be cause for discharge.
Section 5. Hours of work: All offices of the City, except those for which
special regulations are required, shall be kept open for business on all days of the year
except Saturdays and Sundays and holidays continuously from 8:30 a.m. until 5:00 p.m.
Employees for whom necessity requires a different schedule than that generally
applied, shall work according to regulations prepared by the respective supervising
official and approved by the City Manager and the City Council.
Section 6. Attendance: Employees shall be in attendance at their work in
accordance with the rules regarding hours of work, holidays and leaves. Failure on the
part of an employee, absent without leave, to return to duty within twenty-four (24)
hours after notice to return may be cause for immediate discharge.
Section 7.
legal ho~days:
Holidays:
Municipal offices shall be closed on the following
(a)~ New Year's Day, Lincoln's Birthday, Washington's Birthday, Memorial Day,
Independence Day, Admission Day, Labor Day, Columbus Day, Thanksgiving,
Armistice Day, Christmas, Good Friday from twelve noon until the hour
of three post meridian and every day on which an election is held through-
out the state.
(b)
When a holiday falls on a Saturday, full time employees, except for de-
partment heads, shall have a day off as approved by department head.
When a holiday falls on Sunday, it shall be observed on the following
Monday. ,~
Resolution No. 3015 (Continued):
(c)
Employees of the Safety Departments (Fire, Police and Sanitation)
shall be compensated for the following holidays (New Year's Day,
Lincoln's Birthday, Washington's Birthday, Memorial Day, Independence
Day, Admission Day, Labor Day, Columbus Day, Thanksgiving, Armistice
Day, Christmas) by an additional day's pay, or compensating time
off, if the holiday, or the day of observance, falls on said employee's
working day or day of rest. Should the employee be unable to work on
a holiday, which is his day of.work, due to an injury in course of
his employment, he shall receive an additional day's pay or compen-
sating time off provided he does not receive compensation for said day
from other sources. Should the employee be unable to work on a holiday
which is his work day because of sickness, he shall be entitled to an
additional day's pay provided he makes up the day of work.
RULE XII - PAY AND ADJUSTMENTS
Section 1. Applications of rates: Employees occupying a position in the
competitive service shall be paid a salar~ or wage within the range established for
that position's class under the pay plan as provided by Rule V. The minimum rate
for the class generally shall apply to employees upon original appointment. However,
the appointing authOrity may, when circumstances warrant it, appoint at other than
the first step. Officers and employees re-employed after layoff shall receive a rate
within the range established for the class, and according to seniority, and approved
by the City Manager and the appointing p0we~."
Whenever an employee or employees are recruited for.a position at a.step
other than the first within a range, all employees in the same position in steps below
the recruitment step shall be raised to the step at which the new employee or employees
were recruited.
Section 2. Advancement: No salary advancement shall be made so as to exceed
the maximum rate establxsned in the pay plan for the class to which the advanced employee's
position is allocated. An employee shall be eligible for advancement when he has been
in the step for one year or the prescribed term, provided his performance meets the
requirements for advancement, as exemplified by recommendations of his supervising
official, length of service, performance record, special training undertaken, or other
pertinent evidence.
RULE XlII - TRANSFER,,PROMOTION,
DEMOTION, SUSPENSION AND REINSTATEMENT
Section 1. Transfer: After notice to the Personnel Officer, an employee may
be transferred by the appointing power at any time from one position to another position
in the same or comparable class. If the transfer involves a change from the jurisdic-
tion of one supervising official to another, both must consent thereto unless the City
Council orders the transfer 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 the personnel ordinance and in these rules.
No person shall be transferred to a position for which he does not possess the minimum
qualifications.
Section 2. Promotion: Insofar as practicable and consistent with the best
interests of the service, all vacancies in the competitive service shall be filled by
promotion from within the competitive service, after a promotional examination has been
given and a promotional list established.
If,. in the opinion of the appointing, power, a vacancy in the position could
be filled better by an open, competitive examination instead of a closed, promotional
examination, then t~ apPoiaing power may instruct the Personnel Board to call for
applications for the vacancy and arrahge for an open, competitive examination and for
the preparation and certification of an eligible list.
Section 3. Demotion: The appoln~ing power may demote an employee whose abil-
ity to perform his required duties falls below standard, or for disciplinary purposes.
Upon request of the employee, and with consent of the prospective supervising official,
demotion may be made to a vacant position as a substitu{ion for lay-off. 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 before the effective date of
the demotion, and a copy filed with the Personnel Officer. Should an employee be de-
moted because of inability to perform duties or for disciplinary purposes, the employee
may request a hearing before the personnel Board.
Section 4. Suspension: The City Council, City Manager, and department heads
each~ except as limited h'erein oY as limited in the Personnel Ordinance, shall have
authority to suspend an employee for disciplinary purpose or for other just cause for
a period or periods not to exceed thirty (30). calendar days in a fiscal year.' Suspen-
sion of department heads shall be by the City Council, or by the City Manager, after
he has first obtained approval to so.suspend from the City Council. The City Manager
may suspend any employee below the class of department head for a period or periods
not to exceed thirty (30) calendar days in a fiscal year. The department head shall
have the authority to suspend employees under his supervision for a period or periods
not to exceed thirty (30) calendar days in a fiscal year. Total suspension periods
for an employee shall not exceed thirty '(30) calendar days in a fiscal year. An em-
ployee may, upon being suspended, file an answer or objection to said action with the
Personnel Board and said Board shall make an investigation, which shall include an in-
terview with the officer suspending the employee and the suspended employee, with or
without a hearing as it deems necessary. The Board shall render a decision w~ hin a
reasonable time after the hearing or investigation. The suspension action shall stand
unless modified or revoked by the Board.
8O
RESOLUTION NO. 3015 (CONTINUED):
Section 5. Reinstatement: With the approval of the appointing power, an
employee who has resigned with a good record may be reinstated within one year to
hi's: former position, if vacant, or to a vacant position in the same or comparable
class.
RULE XIV - SEPARATION FROM THE SERVICE
Section 1. Discharge: An employee in the competitive service may be dis-
charged as herein provided and as provided in the'Personnel Ordinance. The City
uncil may order dismissal of a department head. ~The City Manager before~exercising
ne power of dismissal of-a department h~d shall fir~ obtain authogizatiQn ~? so
dismiss.from the.Cit~ Council. ~The City Mapa~e~ ~av ~smiss anv em~ovee in
competitive service ~elo~ the c~assox u~par~men~ head. D~part~eht h~ad~, before ex-
ercising the power of dismissal as to employees in their departments, shall first
obtain authorization from the City Manager.
Section 2. Lay-off: The appointing power may lay off an employee in the
competitive service because of material change in duties or organization or shortage
of work or funds. Ten working days before the effective date of a lay-off, the
appointing authority shall notify the Personnel Officer of the intended action with
reasons therefor, and a statement certifying whether or not the services of the em-
ployee have been satisfactory. A copy of such notice shall be given'the employee
affected. If certified as having given satisfactory service, the name of the employee
laid off shall be placed on the appropriate employment list as provided by these rules.
If not certified as having given satisfactory service, the employee laid off may in-
terpret the action as a discharge and request a hearing as provided by the Personnel
Ordinance and these rules.
Section 3. ReSignation: An employee wishing to leave the competitive ser-
vice in good standing shall file with the supervising official a written resignation
stating the effective date and reasons for leaving. No formal acceptance of the res-
ignation is required. A resignation which would ~y its~ terms be effective immediately
or effective upon filing with the supervising official terminates the employment. A
resignation which by its terms is effective on a day certain terminates employment as
of close of business of said day. The resignation shall be forwarded to the Personnel
Officer with a statement by the appointing power of department head as to the resigned
employee's service, performance and other pertinent information concerning the cause
for resignation.
RULE X~ - APPEALS AND HEARINGS
Section 1. Complaints: Any employee in the competitive service shall have
the right to appeal to the Personnel BOard reiative to any disciplinary action, dis-
missal, demotion, or alleged violation of the personnel'ordinance or rules, except in
instances where the right of appeal is prohibited by the personnel ordinance or these
rules. The employee may file a complaint in writing with the Personnel Officer. It
shall be the duty of the Personnel Officer to inform each of the Personnel Board mem-
bers and the appointing power or other person complained against of the filing of the
complaint.
Section 2. Investigations and hearings; Upon the making of any complaint,
the Personnel BOard shall make such invest~gatio~ as it may de~mnecessary. The hear-
ing authorized by the personnel ordinance shall be held within twenty days after the
request for the hearing. In all hearings the ~pp!icable PrOvisions of the personnel
ordinance shall apply.
Whenever a hearing on any complaint is to be.held, the Personnel Officer shall
notify the person requesting the hearing and the appointing power or other officer from
whose action the appeal is being taken, of the date, time and place of the hearing and
shall publicly post at such places as the Personnel Board shall prescribe, a notice of
the date, time and place of the hearing. ~
Unless incapacitated, the person making the complaint shall appear personally
before the Personnel Board at the hearing, a~d ~ ~ ~ ......... ~ ......
~ncil may order d~s~is~al of a department head.~'The Cit~y~Nanager ~e~ore-exercising
, 'powe~ of O~smis~ai_ox-a Oepa~$me~t.he~d shall fir~ o~tain authoFization ~? so
aismxis. Irom ~he.ci~Y council. .The ~i~y ~ana~er mav alsmlss anv employee in ~ne
competitive service uelow t~e ciass ox aapar~m~nt head. D~partmeht h~ad~, before ex-
ercising the power of dismissal as to employees in their departments, shall first
obtain authorization from the City Manager.
Section 2. Lay-off: The appointing power may lay off an employee in the
competitive service because of material change in duties or organization or shortage
of work or funds. Ten working days before the effective date of a lay-off, the
appointing authority shall notify the Personnel Officer of the intended action with
reasons therefor, and a statement certifying whether or not the services of the em-
ployee have been satisfactory. A copy of such notice shall be given'the employee
affected. If certified as having given satisfactory service, the name of the employee
laid off shall be placed on the appropriate employment list as provided by these rules.
If not certified as having given satisfactory service, the employee laid off may in-
terpret the action as a discharge and request a hearing as provided by the Personnel
Ordinance and these rules.
Section 3. ReSignation: An employee wishing to leave thecompetitive ser-
vice in good standing shall file with the supervising official a written resignation
stating the effective date and reasons for leaving. No formal acceptance of the res-
ignation is required. A resignation which would bY its~ terms be effective immediately
or effective upon filing with the supervising official terminates the employment. A
resignation which by its terms is effective on a day certain terminates employment as
of close of business of said day. The resignation shall be forwarded to the Personnel
Officer with a statement by the appointing power of department head as to the resigned
employee's service, performance and other pertinent information concerning the cause
for resignation.
RULE XV - APPEALS AND HEARINGS
Section 1. Complaints: Any employee in the competitive service shall have
the right to appeal to the Personnel BOard reiative to'any disciplinary action, dis-
missal, demotion, or alleged violation of the personnel'or~inance or rules, except in
instances where the right of appeal is prohibited by the Personnel ordinance or these
rules. The employee may file a complaint in writing with t.he Personnel Officer. It
shall be the duty of the Personnel Officer to inform each of the Personnel Board mem-
bers and the appointing power or other person complained against of the filing of the
complaint.
Section 2. Investigations and hearings; Upon the making of any' complaint,
the Personnel BOard shall make such investliatiO~ as it may deemnecessary. The hear-
ing authorized by the personnel ordinance shall be held within twenty days after the
request for the hearing. In all hearings the ~pplicable provisions of the personnel
ordinance shall apply.
Whenever a hearing on any complaint is to be.held, the Personnel Officer shall
notify the person requesting the hearing and the appointing power or other officer from
whose action the appeal is being taken, of the date, time and place of the hearing and
shall publicly post at such places as the Personnel Board shall prescribe, a notice of
the date, time and place of the hearing.
Unless incapacitated, the person making the complaint shall appear personally
before the Personnel Board at the hearing, and he may be .represented by any person or
attorney he shall select.
Upon the conclusion of any investigation or hearing, the Personnel Board shall
cause its findings and determinations to be prepared in writing and shall certify the
same. Such findings and determinations shall be countersigned and filed as a permanent
record by the Personnel Officer. The Personnel Officer shall deliver a certified copy
of such findings and determinations to the citY'Council and to any other officer or em-
ployee affected by such findings and determinations, or from whose action the appeal
was taken, and to the employee or officer's representatives.
Any member of the Personnel Board may submit a minority or supplemental re-
port whic~ shall be filed as a permanen~ record by the Personnel Officer.
If, due to the absence from the city, or the illness or disability of a maj-
ority of the Personnel Board, any employee wOuld be deprivea of the right of a hearing
Oy the Personnel Board, in the event fie were laid off, demoted, reduced, or discharged,
the appointing power shall defer action until the'Board is able to f~nction, unless
the case be an emergency, in which event the appointing power may suspend the employee
until the Board is able to function. The findings and' determinations of the Personnel
Board shall be final and shall affirm, modify or revoke the disciplinary action, dis-
missal, demotion, or other action on the alleged violation of the personnel ordinance or
rules.
RULE XVI - TRAINING OF EMPLOYEES
Section 1. Responsibility for training: Responsibility for developing train-
ing programs for employees shall be assumed jointly by the City Council, City Manager,
the Personnel Officer and department heads. Such training program may include lecture
courses, demonstrations~ assignment of reading matter or such other devices as may be a-
vailable for the purpose of improving the effectiveness and broadening the knowledge of
municipal officers and employees in the performance of their respective duties.
RESOLUTION NO. 3015 (CONTINUED) :
Section 2. Credit for training: Participation in and successful com-
pletion of special tmining courses may"be considered in making advancements and
promotions. Evidence of such activity shall be filed by the employee with the
department head for filing with the Personnel Officer.
RULE XVII - REPORTS AND RECORDS
Section 1. Roster cards: The Personnel Officer shall maintain a service
or roster card for each employee in the service of the city showing the name,.
title of position held, the department to which,assigned, salary~ changes-in em-
ployment status, and such other information as may be considered pertinent.
Section 2. Change-of-status report: Every appointment, transfer, pro-
motion, demotion, change of salary rate, and any other temporary or permanent
change in status of employees shall be reported to the Personnel Officer in such
manner as may be prescribed by these rules and.regulations.
Section 3. Destruction of records: Roster and payroll records shall
be kept permanently. All other records relating to personnel, including corres-
pondence, applications, examinations and reports may be destroyed after one year.
Any temporary record may be destroyed at any time by the Personnel Board with
the consent' of the'City Council and the City Attorney.
RULE XVIII - COOPERATION
Section 1. Cooperation of municipal officers and employees: Every
officer and employee"of the City of South San ~'rancisco shall cooperate with the
Personnel Board and the Personnel Officer in order completely to fulfill the
objectives and purposes of the personnel ordinance and these rules.
RULE XIX - OUTSIDE EMPLOYMENT
Full time City employees shall not carry on concurrently with their
public service any private busineSs or under-taking, attention to which affects
time for public service, quality of their work, or discredits the public service.
Outside employment shall not be undertaken unless the appointing power
first approves said employment, determining that it will not adversely affect em-
ployee's quality of service, availability for service, or time required to perform
his public service.
I hereby certify that the foregoing resolution was
regularly introduced and adopted by the City Council of the City of
South San Francisco at an adjourned meeting held this 23rd day of May,
1960, by the following vote:
AYES, Councilmen Andrew Rocca, G. J. Rozzi, Patrick E. Ahem.
NOES, None. ''
ABSENT, Councilmen Emilio Cortesi and Leo J. Ryan.
ATTEST: ARTHUR A. RODONDI
CITY CLERK