HomeMy WebLinkAboutReso 3046-1960CITY 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 fol-
lowing rules:
RULE I
PURPOSE AND DEFINITIONS
RULE IA PURPOSE
The objectives of these rules are to facilitate elfi-
cient and economical services to the public and to provide for
a fair and equitable system of personnel management in the mu-
nicipal government.
These rules set forth in detail those procedures which
insure similar treatment for those who compete for original em-
ployment 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 indivi-
duals differ, that no two individuals react alike to reward and
'discipline or to uniform motivation and encouragement. For this
reason, considerable latitude shall be given to those charged-
with the duties and responsibilities relating to employee.~mqrAle
discipline.
A vanc.emen . A sa ar ncrease
"':: steps within the limitS of the pay
lished for a class. -~" ~.~ ..-
Section 2. "Allocation": The assignmen~ of a single position
~o i~s proper class in accordance wl~h ~he dU$'les-
performed, and the authority and'responsibilitles
exercised.
Section 3.
Section
.'Section 5.'
"Appointing power": The officers of the city-who,
in their individual capacities, or as a board~ com-
mission, or city council, have the final authority
to make the appointment to the position to be f. llled.
"Appointment": The offer to and acceptance by a'
person of a position in the competitive service-in
accordance with the provisions of the Personnel
Ordinance and Rules and Regulations.
"Board": The Personnel Board established in pur-
suance of the ordinance creating a personnel system
for the city.
'Section 6.
"Class": Ail positions sufficiently similar in
duties, authority, responsibility, and working con-
ditions to permit grouping under a common title and
the application with equity of common standards of
selection, transfer, promotion, and salary.
Section 7.
"Competitive Service": The positions and employ-
ments which are included or which may hereafter be
included under the personnel system by ordinance.
Section 8.
"Demotion": The movement of an employee from one
class to another class having a lower maximum rate
of pay.
.Section 9.
"Eligible":
ment list.
A person whose name is on an employ-
Section i0.
S~ction 11.
"Employment List": A list of names of persons who
have taken an examination for a class.in the com-
petitive service and passed, and are ranked on the
list in the order of the score received.
"Examination":
(a) Assembled examination: An examination con-
ducted at a specified time and place at which
applicants are required to appear for competitive
examination under the supervision of an examiner.
(b) Unassembled examination: An examination con-
sisting of an appraisal of training, experience,
work history, or any Other means for evaluating
other relative qualifications of applicants with-
out the necessity for their personal appearance
at a specified place.
(c? .... Oral. examination:. , . A test or t~ ~ ,.,~4~
~o l~ proper class tn accordance w~th the d~ies
performed, and the authority and responsibilities
exercised.
Section 3.
Section
Section 5.' ·
Section 6.
Section 7.
Section 8.
"Appointing power": The officers of the citywho,
in their individu~l capacities, or as a board.,, com-
mission, or city council, have the final authority
to make the appointment to the position to be filled.
"Appointment": The offer to and acceptance by &'
person of a position in the competitive service-in
accordance with the provisions of the Personnel"
Ordinance and Rules and Regulations,
"Board": The Personnel Board established in pur-
suance of the ordinance creating a personnel system
for the city.
"Class": All positions sufficiently similar in
duties, authority, responsibility, and working con-
ditions to permit grouping under a common title and
the application with equity of common standards of
selection, transfer, promotion, and salary.
"Competitive Service": The positions and employ-
ments which are included or which may hereafter be
included under the personnel system~-by ordinance.
"Demotion": The movement of an employee from one
Class to another class having a lower maximum rate
of pay.
Section 9.
"Eligible":
ment list.
A person whose name is on an employ-
Section I0.
"Employment List": A list of names of Persons who
have taken an examination for a class.in the com-
petitive service and passed, and are ranked on the
list in the order of the score received.
Section 11.
"Examination":
(a) Assembled examination: An examination con-
ducted at a specified time and place at which
applicants are required to appear for competitive-
examination under the supervision of an examiner.
(b) Unassembled examination: An examination con-
sisting of an appraisal of training, experience,
work history, or any Other means for evaluating
other relative qualifications of applicants with-
out the necessity for their personal appearance
at a specified place.
Section 12.
(c) Oral.examination: A test or tests in which
an impartial, examiner or examiners, qualified in
the same,professional field Or class, orally ques-
tions the applicant'and receives his answers to
evaluate his qualifications..
"Immediate family": The immediate family of an
~-~-loyee shall include: wife, husband, mother,
father, sister, brother, child, grandmother, grand-
father, mother-in-law, father-in-law, brother-in-
law and sister-in-law.
Section 13.
"Permanent employee": An employee who has success-
fully compl---~'d his probationary period and has been.'
retained as hereafter provided in these rules.
Section 14.
SectiOn 15.
Section 16.
"Personnel ordinance": Ordinance No. ~9,.which
c~ea%es a person--~_l~ystem for the City.
"Position": Any office or employment in the com-
petitive service whether occupied or vacant.
"Probationary"-.
status.
An employee who has probationary
Section 17.~ "Probationary. period": A working test period dur-
lng which an emploYee is required to demonstrate
his fitness for the duties to which he is appointed
by actual performance of the duties of the position.
Section 3.8.
r omotion : The movement of an employee from one
positi6~ to another which is allocated to a class
with a higher maximum rate of pay.
Section 19.
"Promotional list": An employment list resulting
from apromotional examination.
[ tO 3
Section 20.
Section 21.
"Promotional examinatlbn": An examination for a
particular class, admission to the examination be-
ing limited to one or more~clas,ses of employees in
the competitive service or'other .as provided in
these Rules and Regulations. ,
rrow.sional appointment'S: An appointment~acquired
by a per~-~bn who possesses the minimum qualifications
established for a particular class, and who hasbeen
appointed to a position in that class in the absence
of available eligibles.
(RES. #3046
ADOPTED 7/25/60)
Section 22.
Section 23.
"Re-employment lists": A list of employees who have
probatlonar~ or permanent status and who have been
legally lald off.
"Reduction": A salary decrease within the limits
of the pay range established for a class.
Section 24.
"Rejection": The separation of an employee from
the serVice during his probationary period.
Section 25.
Section 26.
"Suspension": The temporary separation from
.service of an employee without Pay,. for dlsci linary purposes.
"Temporary appointment": A~ appointment of aper-
son ~o a pos~ion o~ limited duration.~
Section 27.
Section 28.
"Termination": The separation of an employee, from
.the service of the city, by reason of death, dis-
charge, displacement of~a provisional employee by
a probationary appointment, layoff, resignation,
retirement and work completion.
"Transfer": A change of an employee from one
position to another position in the same class
or another class having essentially the same max-
imum salary limits, involving the performanCe~of
similar duties and requiring substantially the
same basic qualifications.
Section 29.
"Types of service": Service refers to the number
ofhours an employee works and t° 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
ncrmal 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 fol-
lows a pre-determined fixed pattern of working
hours,
(c) intermitten'~: an intermittent employee may
work a normal work day or a fraction thereof, but
such work is done on call at irregular intervals
or without a set pattern;
(d) seasonml: a seasonal employee normally works
a full work day but is employed to complete a spe-
cific project which r~:~urs annually and lasts for
a limited period of t~me.
Section 30.
"Types of statug": There are five types of status.
'~ey a~e ac~quir~d as follows:
(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 appointed, but who has not com-
pleted the probationary period as provided in the
Personnel Ordinance and these rules,
(c) provisional: acquired by an employee who
possesses the minimum qualifications 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 ~ays....1
to a position necessary to meet the requirements ~i~j
of an emergency condition. ,.
(RES. #3046
ADOPTED 7/25/60)
Section 31.
el'an means S
thirty days e
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, 19~0,~'to December 6, 19~1,
clusive, or during the period June 27, 1950, to
January 31, 1955, and wh~has been discharged or
released under conditions other than dishonorable,
but does ~.~ include any person who served only in
auxiliary or reserve component-~j~f the armed for-
ces whose service therein did ~% exempt him from
the operation of the Selective ~in.~ng and Ser-
vice Act of 19~0. ·
RULE II GENERAL ~:ij~OVISIONS
Section 1. D~.sclosure of religious or political
affiliations: No ques%'~ in any ~ext,:in any application form,
or in any ot~er personnel proceedings, or of any appointing
authority, shall be so framed as to attempt to elicit informa-
tion concerning political or religious opinions or affiliations
of an aoplican~, eligible, or employee.~ ~o appointment to or
removal~from a Position in the competitiveservice shall be af-
fected or influenced in any manner by any political or religious
opinion or affiliation.
Section 2. Violation of r~les: Violation of the pro-
visions of these rules'~ll be grounds Tor dismissal, rejection,
or suspension, or other disciplinary action.
Section B. Amendment and revision ef rules: City
Council may amend and revise rules~&nd r~E~at'ion~-~a resolu-
tion. 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 no-
tice of the time, place a~d date of meeting at which City Council
intends to consider a resolution for adoption of'amendments or
revisions° 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 hear-
ing.
Section 4. Waiver 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. Meeting: The Personnel Board shall hold
regular monthly meetings atsuch time and place within the city
as shall be designated by the Chairman of the Board. Any regu-
lar meeting may be adjourned to a time certain and to a place
designated by the Chairman. In addition, the Board may ho~d
special meetings upon the call of the Chairman or any three mem-
bers of the Board. Three members of the Board s~alI constitute
a quorum for the transaction of business.
Section 2. Public hearings: Hearings conducted by.
the Personnel Board shall be"Dublie, unlit. ~ ~*~ ~ ~
re,eased under ~onditionS other" than dishonorable,
but does n~t include any person who served only in
auxiliary or reserve con;conent~'~'of the armed for-
ces whose service thereih did ~%'t exempt him from
the operation of the Selective Training and Ser-
vice Act of 19~0.
RULE II GENERAL P:i~:OVISIONS
1. Disclosure of religious~or political
Section ques%'~ in any tex%,~.in any app'iica%ion form,
affiliations: No
or in any other personnel proceedings, or of any appointing
authority, shall be so framed as to attempt to elicit informa-
tion concerning political or religious opinions or affiliations
of an applicant, eligible, or employee.''~o appointment to or
removal from a position in the competit~Veservice shall be af-
fected or influenced in any manner by any~poli~ical or religious
opinion or affiliation.
Section 2. Violation of rules: Violation of the pro-
visions of these rules-~l~all be grounds ~or dismissal, rejection,
or suspension, or other disciplinary action.
Section 3. Amendment and revision of rules: City
Council may amend and revise ~.uleg-~nd rs~Iati0n~-B'~a resolu-
tion. 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 no-
tice of the time, place and date of meeting at which City Council
intends to consider a resolution for adoption of'amendments or
revisions° 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.hear-
Section ~. Waiver of fish__ts: 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 accruin~ to him under the Personnel Ordinance or the Rules
and Regulations. . ......
RULE III PERSONNEL BOARD
'Section 1. Meetings: The Personnel Board shal.1 hold
regular monthly meeting~t~'~ch time and place within the city
as shall be designated by-the Chairman of the Board. Any regu-
lar meeting may be adjourned to a time certain and to a place-
designated by the Chairman. In addition, the Board may ho~d
special meetings upon the call of the Chairman or 'any three'mem-
bers 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 b~public, unless the Board shall de~.
termine that a private hearing is necessary to secure all the...
facts in the case. Whenever such a finding is made,, th~ .Board..
may Limit attendance.at the hearing to the members of the Board,
the Personnel Officer, the employee requesting the hearing, and
such repz~esentatives as the/employee designates, the .officer or
officers.~from whose action the appeal was taken, and such. wit~
nesses and other persons as the Board may require to be present.
The hearing need.not be conducted according to technical rules
relating to ~idence and witnesses.
~:~'~: RULE IV cLASsifICATION
SectiOn 1.~ Preparatlon"of plan: The Personnel Officer,
or person ~or agency employed for that purpose, shall ascertain
and record the duties and responsibilities 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 clsss specifications, including title, a des-
Cription of typicaldUties and responsibilities of positions in
each class, a stateme~t of the training, experience and other
qualifications to be ~required of applicants for positions in
each class. The ciassification~plan shall be so developed and
maintained that all posi%ions 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 work-
lng conditions to all positions in the same class. The classi-
fication shall be a general description of the kind of work in-
volved lu the positions in the class. It shall not necessarily
prescribe~hecomplete duties of any position nor limit the
authority of administrative officers to prescribe or alter the
duties or any~position.
I04
~(RES; #3046
ADOPTED 7/25~60)
Section 2~ Adoption of Elan: ~Before the classifica-
tion plan or any part thereqf.shalI'becOme effective, it 'Shalll
first be~approved ~by the.~City~Council~ The City Council may
make changes or modifications of the plan. Upon adoption by
the Councii~ by resolution, the provisions of the classifica-
tion 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. ·
Sec'tion B. A~cation of positions: Following the
adoption of the classi~cabiofi plan,-the Personnel Officer shall
allocate every position in the competitive service to one of the
classes established by the plan. Each employee holding a posi-
tion in the competitive service shall take the title of the class
to which his position has.been allocated in accordance with the
Personnel Ordinance and Rules and Regulations.
Section 4. New pgsitions: When a new position is
created in the competitive 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 posi-
tion until the classification plan shall have been amended to
provide therefor and an appropriate employment list has been es-
Oablished for such position.
Section~5. Reclassification: Positions, the duties
of which have changed materially so as to necessitate reclassi-
fication, 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. Reclassification
shall not be used for the purpose of avoiding restrictions sur-
rounding 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 necessar-
ily complete or exclusive~ in determining what positions are to
~be allocated to a class, consideration shall be given to the com-
plete sp~cification, rather t~n to particular examples of duties
or responsibilities.
Section 7. Minimum qualifications: The statement of
minimum qualificatlons-~ll be a g&veral guide for the recruit-
ment of employees to fill positions in the class. For recruiting
purposes certain qualifications, when not expressly stated, shall
be understood as required. These are: good physical condition,
freedom from disabling defects, citizenship, suitable age, hones-
ty, sobriety, and industry.
Section 8, Amendin~ the classification plan: The
City Council may create' new'c~aSses, an~ revise or abolish
existing classes. ~
RULE V, COMPENSATION
Section 1. Preparation of ~lan: Ail salaries for
officers and employees in ~he competitive service shall be
fixed by a salary schedule. Such schedule shall be established
by Re~olution adopted by the City Council and may be changed or
amended by the City Council~ The City Council o~ the person or
agency authorized or employed for that purpose shall prepare a
pay plan covering all classes of positionS in.the competitive
service, showing the minimum and m~ximum rates'of pay. In
riving at such salary ranges~ consideration shall be given to.
pre,ailing rates of pay for comparable work in other p~biic~:and
in private employment, including consideration of conditions of
work as well as basic pay; to current costs of living; t~.~ug-
gestiOns of department heads; and to the city's financial con-
dition and policies. Thereafter, no position shall
a salary higher than the maximum or lower than the min~mum~sa~
ary provided for that class of position unless the salary
schedule for the class is amended in the same manner as herein
provided for its adontion.
Personnel Ordinance and Rules and Regulations.
Section 4. New pqsitions: When a new position is
created in the competitive 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 posi-
tion until the classification plan shall have been amended to
provide therefor and an appropriate employment list has been es-
Oablished for such position.
Section'5. Reclassification: Positions, the duties
of which have changed materially so as to necessitate reclassi-
fication, 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. Reclassification
shall not be used for the pu~'pose of avoiding restri~ctions sur-
rounding 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 necessar-
ily complete or exclusiveo In determining what positions are to
.be allocated to a class, consideration shall be given to the com-
plete specification, rather t~n to particular examples of duties
or responsibilities.
Section 7. Minimum qualifications: The statement of
minimum qualiflcations'~ll be a general guide for the recruit-
ment of employees to fill positions in the class. For recruiting
purposes certain qualifications, when not expressly stated, shall
be understood as required. These are: good physical condition,
freedom from disabling defects, citizenship, suitable age, hones-
ty, sobriety, and industry.
Section 8. $~mendin~ the classification plan: The
City Council may create new'c~asses, an~ revise or%iaDolish
existing classes. ~
RULE V COMPENSATION
Section 1. Preparation of ~lan: All salaries for
officers and employees in the competitive service~ shall be
fixed by a salary schedule. Such schedule shall be established
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 competitive
service, showing the minimum and m~ximum rates of pay. In ar-
riving 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; t~ Sug-
gestions of department heads; and to the city's financial con-
dition and policies. Thereafter, no position shall be ~sSigned
a salary higher than the maximum or lower than the mini'mum~sal-
ary provided 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 ln~
the salar~ schedule. -
(a) Original appointment: The first step of' the sal-
ary schedule of the. particular 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 per-
sonnel 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 the new *anni-
versary date to the new position.
(c) Whenever a person is appointed to a permanent posi-
tion at a step on the* salary schedule for that position'.~'Which
higher than the first step of that salary schedule, all other
persons previously employed in the same position shall be ad-
vauced to that same s~ep-of the salary schedule as the entering
employee and shall reta, in their original anniversary date.
':'"~'i[~-'?.~'' ~. : ' ' '.. ~'~' ' '~. ~ · :~ · ¥" i~d,' '~;i~ '.'~;
: "' step"'~mbe~, :if any, whenever:he s.hall',have"been'.21asei'fl~d ~n '
his cu~ent step numbe~ for 0~.:[ (I).'~ea~ and his ~rfo'rm~ce
meets the require~nts fo~ such, advancements', except t~t a 'newly
recruited employee '.shall be advanced t'oj:the next step, should ':~
his pe~fo~noe meet the ~equt~ements for. such advancement, slx ,.
months after his ~ee~ultmen~ appointment and shall be advanced '
to the next step;p~ov~ded h~s performance-meets the requirements
for such adva~ce~Dt e~Ehteen (18) months :.thereafter. Sucoeedin~
step advanoements~?sha11 be at twelve (12) month ~ntevvals.
ann~versav~ date of the recruited emDlo~ee:,~ as...lo~, ashe
~Ins In the .same class, shall the 4'kO e, :re :'the?i e, the
purpose..of this pvov~sio~ be[nE tO'fcOm~nsate fo~ha% amounts
to a ~educt~on in take home pay after six months of. ~evvlce be-
cause of eompuleovy employees' retirement pro,yam. ~e afove-
~o[n~ provision shall appl~ to those employees who have on the
date of the adoption of these Hules and He~ulat~ons sewed less
than one yea~ and have not ~eceived their first step increase,
and shall not be retroactive.
' Section 4. Overtime: The following st~e the condi-
tions which d%~ermine when overtlm%:Pay shall.be~ranted:
' f (a).~Except for department heads, police and fire de-
partment me~mberai:..when ~n.empl~yee is. called back to work on a
regular non-WOrk:daY, 'he shall~'be~ gr~nted 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 equivaIent to pax:at-said rate'. Members of. the police
and fire departments, shall'be granted pay fom'such additional
time at the regular ra2e of:.'pay or-compensatory time off.
(b) Except for department heads, police and fire de-
partment members, employees working in excess of their normal
work day, other than as set ~o~th hereinafter, shall be granted
overtime pay for the time worked at on~ 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. Mem-
bers 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.
(c) Except for department heads, police and fire de-
partment 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 em-
ployee receives the call to report back to work to the time he
returns home. ~or 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 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 ofpay or compensatory time off.
Section 5. MandatOry in-service training: Mandatory
in-service training~shall n6t constitUte~overtlme; however, ex-
cept for probationers, if ma~datory, training is requested by a
department head and it is not feasible to conduct such training
during regularworking hours~ employees engaging in such train-
ing shall be given compensatory time. off for time spent in suc~
programs. The finaldeciston on initiating any in-service
training on other than regular working hours shall be made by
the City Manager.
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.
Sec~ion ~. Overtime: The following state the condi-
tions which determine when overtiWe'pay shall begranted:
~' (a) Except for department heads, police and fire de-
partment me:mbers,~when an employee lscalled back to work on a
regular non-WOrkday, he shalt'~be granted overtime pay for'the
time worked at one and one,half ~the hourly rate of pay which
may be compensatedfor with payat said rate or compensatory
time off equlvalent, to. pay~at~saidrate, Members of~ the police
andfire departments shallbe grantedpay for'such additional
time at the regular rs'ts of~'Pay or compensatory time off.
(b) Except for department heads, police and fire de-
partment members, employees working in excess of their normal
work day, other than as set forth hereinafter, shall be granted
overtime pay for the time workedat cna 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. Mem-
bers 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.
(c) Except for department heads, police and fire de-
partment 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 em-
ployee receives the call to report back to work to the time he
returns home. ~or 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 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.
Section 5. MandatOry in-service trainin$: Mandatory
in-service training~shail n6t consti~ute~overtime; however, ex-
cept for probationers, if mandatory, training is requested by a
department head and it is not. feasible to conduct such training
during regular working hours, employees engaging in such train-
ing shall be given compensatory time off for time spent in such
programs. The finaldecision on initiating any in-service
training on other than regular working hours shall be made by
the City Manager.
Section 6. Work of less than fifteen minutes of
duration: No compensatory t~me off' or payment of any Sort shall
B'~ma~e for overtime work of less than fifteen (15) minutes'
duration which is performed immediately following the'~regular
hours of work.
Section 7. Accrued time off - Time of taking: A de-
partment head shall grant accrued time o~f toan.employee upon
written request from the employee. Such time off must be taken
within sixty (60) calendar days of the time accrued.
Section 8. Report required.for compensatory time off:
In order to be eligible'to receive compensatory flme off, all
overtime in lieu of pay must be reported to the City Manager
and Personnel Board on forms provided by said departmepts.
Section 9. Determination of time reouired for em-
plooyment: Any dispute~ or ques~i6n of fact as .to what time or
times are of officer
required for the any
employment
normally
or employee shall be decided by the City Manager, and his de-
cision shall be final.
Section 10. .Pay increases affected by leave of ab-
sence without pay: An employee's pay increase shall not be
affected b~ any leave of absence without .pay, if he is off the
payroll for less than two pay periods. If he is off the pay-
roll for two or more successive pay periods the total amount
of time off shall be made up before the employee shall be en-
titled to such pay increase.
SectiOn 11. SteP pa~..~: The pay Plan' includes a
salary step plan consisting oi~ ~'c~ules' of salary ranges con-
sisting of five scheduled amounts or steps of monthly co. mpensa-
tion,~ and 'each of said r~nges is designated by a number herein
named the Schedule Number. Each step predicated upon 5.%. in-
(RES. '#S~46
ADOPTED~ ?/~. 5/60),~
'' ~ecti~fi~ 1~. Hourly' rates of"co~pensation~ ~e
hoUrly r~'~; 0f compensa~6n ~or payr611 Pu~oses shall be com-
puted on the basis of twelve times ?.the monthly rate divided by
fifty-two times the number of working hours per week fo,'the
position for which such hourly rate Is computed. :'.Hourly.rates
for positions des~na~ed as "pe~ hour" positions, s~ll be com-
puted on the basis of a forty-hour week unless otherwise
vialed, except for firemen, in which case hourly rate
shall be calculated by dividing the base monthly
ele~n, which is the average 'number of'shifts
.~n per month. ' ~"-~,~"~,
RULE VI APPLICATION AND.APPLICANTS '
Section 1. Announcement: All examinations for class-
es in the competitive service .shall be published by posting
announcements in the City Hall, on official bulletin boards,
and in s~ch other places as the Personnel Board deems advisable,
including 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 deslrable for the performance
of the work of the class.
(d) the dates, time~ place and manner of making
application and method of securing a.pplica-
tAChs.
(e) minimum qualifications required.
The notice may.contain such additional information as
in the discretion of the Personnel Board seems pertinent.
Section 2. Application forms: Applicatitns shall be
made on forms provided by the Fersonnel Board. Such forms shall
require information covering training, experience, 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 re-
port by city offices or others. Ail applications must be signed
by the person applying.
Section 3. Acceptance of applications: The applica-
tion for appointment s~'ali 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. Disqualiflc~tlon.~, The Personnel Board
shall reject and aUSho~ize the' ~,~a~ -o~'---
and~n:::$:~h'Other places as the Personnel Board deems advisable~
inclUdl~'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, times place and manner of making
application and method of securing applica-
tions.
(e) minimum qualifications required.
The notice may contain such additional information as
in the discretion of the Personnel Board seems pertinent.
Section 2. Application forms: Applicati6ns shall be
made on forms provided b~ the Fersonnel Board. Such forms shall
require information covering training, experience, 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 re-
port by city offices or others. Ail applications must be signed
by the person applying.
Section 3. Acceptance of applications: The applica-
tion 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 ~. DlsQualif~catlo~n: The Personnel Board
shall reject and authorize the Fex'~onnel Officer to reject any
application which indicates on its face that .the applicant does
not possess the minimum qualifications required £or the posi-
tion. Applications also shall be rejected if the applicant is
not a citizen of the United Sta~es; is physically unfit for the
performance of duties of the position to which he seeks appoint-
ment; 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 compatible 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 Personnel Officer. Defective applications may be returned
to the applicant with not,ce 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 recru~t'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 reso-
lution, suspend the resident requirement for the particular
position upon showing that such suspension of said provision
serves the best interest of the public an~the personnel system
except that suspension of the requi~ementfor promotional exami-
nations shall be by resolution of the CltYoOuncll.
RULE VII EXAMINATION
Section 1. Nature and types .of examinationsi 'The
selection techniques u~e~ ln,.¥the examination process shall De
impartial, of a practical-h~U~.:~n~all relate to those sub-
Jects which, in She oPinion ~f~?~h~?i!~~nel Board, fairly
measure the relative capacities._o~ it~e~'~erson's examined to exe-
cute the duties and responsibilitieSof the class to which they
seek to be appointed.
(RES. #3046
ADOPTED 7/25/60)
Examlrtations shall consist of.~such recognized per-
sonnel select'[Oh techniques as achievement tests, aptitude
tests, evaluation of personality and background ~hrough per-
sonal interviews, performance tests, evaluation of daily work
performance, work samples, or physical agillty tests or any
combination of them. Examinations shall be in two parts, one
part written and one part oral. .....
· :' Section 2. Promotional examinations:. Promotional
<~xaminations may be COnducted whenever theneeds of the service
'i'i'~qulre. Promotional examinations may include any of the selec-
tion techulques mentioned in Section I of this rule, or any
combination of them, and may ~uclude evaluation of prior city
service' and accomplishment in speclal training courses. Only
permanent employees who meet the requirements set forth in the
promotional examination announcements n:a¥ compete ia promotional
examinablons, except that when the.Personnel Board determines
that the best interest of the public and the personnel system
would be served by permitting in addition to permanent employees,
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 resolution sus-
pend 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 examina-
ticks shall be set by the City Council. All candidates must
possess the' minimum qualifications necessary to perform the
duties o~ the class or position to which promotion is sought.
Section 3. Conduct of examinattons~ The Personnel
Board shall determine the manner ~Sd method~'-aod by whom exam-
inations shall be prepared and administered. The City Council,
upon recommendation of the Personnel Board, may contract with
any competent agency or individual for the performance by such
agency or individual of the responsibility 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 equip-
ment for the conduct of examinations and shall render such as-
sistance as shall be requiredwith respect thereto.
Section ~. Scoring examinations and 9ualifTin~ scores:
A candidate's score in a given examination shall be the average
of his scores on each competitive part of the examination,
weighted sixty per cent (60%) for written parts; forty per cent
(~0%) for oral parts. Minimum passing score for all parts of
theexamination shall be seVenty per cent (70%). Failure in
one part of the examination shall be grounds for declaring such
applicant s~ ,mAXi~g in the enti~e examination, Or as disquali-
fied *,,,' subsequent parts of an examination. The. Personnel
o~ard may, in its discretion, include as a part of the examina-
tion except promotional examinations tests which are qualifying
only.
Section 5.
Credit points for Veterans and service in
(a) Veteran status: A veteran who becomes eliglble
for certification from eligible lists by attaining the passing
mark established for the examination shall be allowed the fol-
lowing additional credits: F~'~.e points, ex~
examlnations~~.'ud~d*A~!iof ,the Selec
ticn techniques mentioned in Section I of thlsvule, or any
combination of them, and may ~nclude evaluation ofprior city
service' and accomplishment in special training courses. Only
permanent employees who meet the requirements set forth in the
promotional examination announcements n:ay compete in promotional
examinations, except that when the.Personnel Board determines
that the best interest of the public and the personnel system
would be served by permitting in addition to permanent employees,
others~than permanent employees in the competitive servic® to
compete in said examination, it shall forward said determination
to the City Council and the City Council may by resolution sus-
pend the requiremen~ that the promotional examination be limited
to permanent employees in the competitive s.ervice 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 examina-
tions shall be set by the City Council. Ail candidates must
possess the minimum qualifications necessary to perform the
duties of the class or position to which promotion is sought.
Section 3. Conduct of examinations~ The Personnel
Board shall determine the manne~ a5d method~--aod by whom exam-
inations shall be prepared and administered. The City Council,
upon recommendation of the Personnel Board, may contract with
any competent agency or individual for the performance by such
agency or individual of the responsibility 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 equip-
ment for the conduct of examinations and shall render such as-
sistance as shall be required with respect thereto.
Section ~. Scorin~ examinations and qualifFin~ scores:
A candidate's score in a given examination Shall be the average
of his scores on each competitive part of the examination,
weighted sixty per cent (60%) for written parts; forty per cent
(~0%) for oral parts. Minimum passing score for all parts of
the examination shall be seVenty per cent (70%). Failure in
one part of the examination shall be grounds for declaring such
applicant a~ ~mAxing ira the entire examination, or as disquali-
fied *,,.- ~ubsequent parts of an examination. The. Personnel
o~ard may, in its discretion, include as a part of the examina-
-tion except promotional examinations tests which are qualifying
only.
Section 5.
Credit points for Veterans and service in
_grad~:
(a) Veteran status: A veteran who becomes eligible
for certification fro~ eligible lists by attaining the passing
mark established for the examination shall be allowed the fol-
lowing additional credits: Fd.~e points, except for promotional
examinations in which case no points shall be allowed. Such
-credit shall be added to the percentage attained in the examina-
tion 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 the appropriate
credit has been added.
(b) Seniority credit: In all cases of promotional
examinations an employee in the competitive service who be,
comes eligible for certification from eligible lists by attain-
ing the passing mark established for the examination shall be
allowed the following additional credits: One-half (1/2) point
for each year after the probationary year, but said credit shall
not exceed eight points. Such credit shall be added to the per-
centage 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 attainted in examination after the ap-
Dropriate credit has been added.
Section 6. Notification of examination results and
review of papers: EacH-~h-~B~l~ate i~ an exan~ination shall be
~iv~' written notice of the results thereof, and if successful,
of his final earned score and rank ¢~n 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. E__~loyment lists: As soon as possible
after the completion of an examination, the Personnel Officer
shall prepare and keep available an employment list consisting
6f the~ nsmes Of +Candidates Wh qUal_fied in the ex~mination,
arranged in Order of' final s~ores,, from the highest to ~he !ow-
est quali~ying score.' ~enever identical ratings are earned,
name~ Shall be a~r~nged tn order of relative scores earned in
the most heavily weighted or most important part>of the examin-
ation. The employment list shall then be submIt~ed~to the Per-
sonnel Board and the City Council, the C!ty~Macagerand the de-
Partment head.
,Section ~'. Dur~t!on of emDloy~en~ '.Lists~ Employment
lis~s shall ~ec0me'eff~.'~'~.'~n the ap~rova---~ thereof by-the
Board, and upon its endorsing 'thereon a certification that the
list was legally prepared and represents the relative ~atings
of the persons whose names appear on it. EmpLoyment.~.~lia~, ex-
cept promotional employment lists~ shall remain in
six (~) months, unless sooner exhausted, and may be extended~
prior to their expiratio~ dates, by action of the City CounCil,
for additional three month periods, but in no event shall an.
employment list remain in effect fo~ more than one year. Pro-
motional employment lists shall remain in effect for one
year unless sooner exhausted, and may be extended by action of
the Personnel Board for additional three (3) month perlods~ but
in no event shall said list be extended for more than one addi-
tional year.
Section 3. Re-employment list{: The names'of proba-
tionary and permanent employees who have been lald o£fjshall be
placed on appropriate re-employment lists in the orde~'.'.of>:their
seniority. Such names shall remain thereon for a perlodOftwo
(2) years unless such persons are sooner re-employed.
When a re-employment list is to be used to fill 'vacan-
cies, the Personnel Board sh~ll 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 $. Recognition of prevlpus employment lists:
Employment lists in effect a~' the time of ~he 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, ~-employment or promo-
tional list shall be removed by the Personnel Officer if the
eligible requests in writing that his name be removed, if
fails to respond 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 appointment
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. ~e names of 'persons on promotional
employment lists who resign from the service shall automatically
be dropped from such listS.
six (~)months,
prior to their expiration dates, by action of the City OoUn~!l,
for additional three month periods, but in no event shall
employment list remain in effect for more than one year. Pro-
motional 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 list be extended for more than one addi-
tional year.
Section 3. Re-employment lists: The namesof proba-
tionary and permanent employees who have been laid off,shall be
placed on appropriate re-employment lists in the ordebof~their
seniority. Such names shall remain thereon for a periodOftwo
(2) years unless such persons are sooner re-employed.
When a re-employment list is to be used to flll%acan-
cies, 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 personsto
fill the vacancies.
Section $. Recognition of p~evious employment lists:
Employment lists in effect at-the time of the ef~ec~ive'da~e 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 prom°-
tional list shall be removed by the Personnel Officer if the
eligible requests in writing that his name be removed, if
fails to respond to a notice of certification sent by certified
mall to his last known address, withinten days after mailing
of such notice, or if he has been 'certified for appointment
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 'persons on promotional
employment lists who resign from the service shall automatically
be dropped from such lists.
RULE'IX METH, OD OF FILLING VA~CANCIES
Section !. Types of appointment: All vacancies in
the competitive service'shall be Tilled by re-employment, trans-
fer, 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 appointments may be permitted in
accordance with the personnel ordinance and these rules.
Section 2. Notice to Personnel Officer: Whenever a
vacancy in the competitive service is' to be filled, the depart- "
ment head shall notify the Personnel Officer. The Personnel.
Officer shall advise the appointing power, City Manager and de-~.
partment head as to the availability of employees for re-emploY-
ment, requests for tra~sfers,' or demotion and of eligibles on
employment or promotional lists for the class.
Section 3. Certification of ell6ibles: The apPoint-
ing power shall indieatekhether it iS'desired ~o fill the va-
cancy by re,employment, transfer, or demotion, or whether cer-
tiflcation from a promotional or employment list is preferred.
If appointment is to be made from an employment or promotional
list, the names of all persons ,illlng to accept appointment
shall be certified.
Section $. Order of certification: Whenever certi-
fication is to be made, the'employment Ii,ts, if each exists,
shall be used l~the following order: re-employment list,
promotional list, open-competitive list. Whenever there are
fewerthan three names on a promotionallist or an open-competi-
tive list the appO~ting authority may make an appointment from
among such eligibles Or may request the Personnel Board to es-
tablish a new list. When so requested the Personnel Board shall
held a new examination and establish a new employment list.
' 'i seCtion 5,~'Appolntment: As a prerequisite for em-'~'
Ploymen~'and aPPOintmen%~theel~glble shall be fingerprinted '~
and identification verified b~ ~he Police Department.and he
shalleS'Zablish his residence in the C'lty of South San Francisco
within one (1) year afterappoin~ment and before~permanent
appd!ntme:~t. The"' Personnel
period 'for establishing residence~'f0r
one actt'on not to exceed a total 'of six
bationary period shall' b· extended'for the~same length of time.
The City Council shall beC'the appoin$1ng"power for all departs
ment head classes or positions.. After"interview and investiga-
tion and recommendation of th~.'.City Mansger, the City Council
may make appointment from among those certified, and shall im-
mediately 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 Person-
nel Clerk of t~e person or persons appointed. The Personnel
Officer shall notify the person appolnted, and if the applicant
accepts the appointment ~nd presents himself for duty within
such period of time as the appointing authority shall prescribe,
he sha~.l be deemed to be appointed; otherwise, he shall be
deemed to have declined the appointment.
Section 6. Provisional appointments: In the absence
of appropriate employment lis~s, a-provisional appointment may
be made by the appointing power of a person meeting the minimum
training and experience qualifications for the position. An
employment 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 i~ the giving 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 im-
mediate requirements of an emergency condition, such as'extra-
ordinary fire, flood or earthquake, which threatens public life
or property, a member of the City Council, City Manager, depart-
ment head, or their designated legally competent officer or em-
ployee 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 ap-
pointments shall be reported to the Personnel Officer.
RULE X
PROBATIONARY PERIOD
Section I. Regular appointment following probation-
ary period: All original and pi~omotlonal appointmenbs shall
be ~e~tative and~subJect to a p~bationary period of not less
than one (1) year. The City Council may, by resolution, es-
tablish a longer probationary~per~od for specified classes.
The Personnel Officer shall notify the appointing authority,
department head and the probationer concerned one month prior
to the termination of aoy probationary period.
In those classes in which the City Manager is the
appointing power, the department head shall submit a report to
the City Manager as to whether the probationary employee has
such period of time as the appointing authority shall prescribe,
he sba3.1 be deemed to be appointed; othe~wise, he shall be
deemed to have declined the appointment.
Section 6. Provisiona~ ~Opolntments: In the absence
of appropriate employm~nb lis2s, a provisional appointment may
be made by the appointing power of a person meeting the minimum
training and experience qualifications for the position. An
employment 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 (B) 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 ~ecord such action in the minutes of
the meeting of the Council.
No special credit shall be allowed in meeting any
qualification or in the giving of any test or the establishment
of any employment or promotional lists, for service rendered
under a provisional appointment.
Section 7. EmerRenc~ appointments: To meet .the im-
mediate requirements of an emergency condition, such as~extra-
ordinary fire, flood or earthquake, which threatens public life
or property, a member of the City Council, City Manager, depart-
ment head, or their designated legally competent officer or em-
ployee may employ such persons as may be needed for the duration
of the emergency without regard to the personnel ordinance or
rules a£fecting appointments. As soon as possible, such ap-
pointments shall be reported to the Personnel Officer.
RULE ? ?RpB~TIO~NARY PERIOD
~ ~ectlon I. Regular appolntm~nt followin~ probation-
??'~ry period. Ail ori~inal ~nd pvpmotional appointments shall
be te.~.~ative and.~subJe'Ct to a probationary period of not less
than one (1) year. The City Co~gcii may,'by resolution, es-
tablish a longer probationary%ip~iOd fo~,.Specifled classes.
The Personnel Officer shall~i~6jti~the~apPolnting authority,
department head and the pr0~A~ioner concerned one month prior
to the termination of aoy probationary period.
In those classes in which the City Manager is the
appointing power, the department head shall submit a report to
the City Manager as to whether the probationary employee has
been satisfactory or. unsatisfactory~ The City Manager shall
endorse thereon or add his recommendation and forward the de-
partment head's report, together with his recommendation, to
the Personnel Board. The City Manager shall then continue or
terminate the employment at the close of the probationary per-
iod. In those classes in which the City Council is the ap-
pointing power, the City Manager shall submit a report as to
whether the probationary employee has been satisfactory or
unsatisfactory. The City Council shall endor~e~thereon or add
its recommendation and forward the City Manager's~report, to-
gether with the City Council's recommendation, to the'Personnel
Board. The City Council sh~ll then continue or terminate the
employment at the close of the probationary period.
During the period of probation, quarterly reports of
the probationer's performance shall~.~elforwarded tothe Person-'
nel Board in the same manner as above'provided for the fina~
report prior to the termination of the probationary period.
Section 2. Objective of probatiomary ~eriod: The
probationary period sha-Yl-~-~ega~B as a ~ar-~of ~the testing
process and shall be utilized for closely observing the employ-
ee'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 pro-
bationary period an employee may be rejected at any time by the
appointi~g power without cause and without the right to appeal,
except as hereafter may be provided. Notification of rejection
in writing shall be served on the probmtioner 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 d~missal was the result of political,
religious or racial discrimination.
110
"-.'a'~,' ' Section 4, te3e~tion' promoti~n:' i
Ployee rejected during the proba~9110wl'n~ ~y em-
· ionary'perlod fo~lowing'a .' i.
promotional appointment, or at the conclusion.of'the prOba~lgn_ ""'
ary/.period, shall b~ reinstated-to the position from which::he
waspromoted unless charges~ are:.filed and he is dis,chargedlin
the manner PrOvided in the ~ersonnel ordinance and these ~Ules
fOlr'p'osltton's in the competitive service.
RULE XI ATTENDANCE AND LEAVES
Section 1. 2nnual vacation leave: Vacation leave
wl~h pay shall be granted to full time employees as follows:
Ten work days to those with continuous ser-
v-~e from one to the completion of the ninth
year of service.
Fifteen work days to those with'continuous
service from ten to the completion of the
nineteenth year of service. In the tenth
year of service the employee shall be en-
titled:to request fifteen working days va-
cation leave, hut if after taking said leave
he shall fail to complete said tenth year,
a pro rata adjustment shall be made in his
termination pay deducting the amount of
unearned vacation leave.
Twenty work days to those with continuous
sWrvi~e for twenty years or more. In the
twentieth year of service the employee
shall be entitled to request twenty work-
ing days vacation leave, but if after tak-
ing said leave he shall fail to complete
said twentieth year, a pro rata adgustment
shall be made in his termination pay de-
ducting the amount of unearned vacation
leave.
An employee may, with the approval of the department
head and City ~ianager, defer one (1) calendar ~eek of his annual
vacation leave to the succeeding calendar year. The employee
shall file written request to defer with the department head,
whoit toSha!l'the Cltyup°nManager.end°rslng his ~pprova! or disapproval, submit
Employees who terminate employment shall be paid in
a lump sum for all accrued vacation leave earned prior to the
effective date of termination. ~o such payment shall be made
for vacation accumulated contrary to the provisions o~ these
rules. For the purpose of determining earned vacation per
month, divide, number of days annual leave due"~mploYee by rea='
son of his years of continuous service 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 regard for the Wishes
of the employee and particular regard for the needs of the',ser-
vice. 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 parti%eUla~
calendar year, the department head shall file request fog.'Such
deferment with the City Manager and obtain his approval. De-
ferred vagation which is not taken during the calendar
...... : ...... v~ from one to the completion of the ninth
year of service.
Fifteen work days to those with continuous
service from ten to the completion of the
nineteenth year of service. In the tenth
year of service the employee shall be en-
titled to ~equest fifteen working days va-
cation leave, but if after taking said leave
he shall fail to complete said tenth year,
a pro rata adjustment shall be made in his
termination pay deducting the amount of
unear~aed vacation leave.
Twenty work days to those with continuous
service for twenty years or more. In the
twentieth year of service the employee
shall be entitled to request twenty work-
ing days vacation Aeave, but if after tak-
ing said leave he shall fall to complete
said twentieth year, a pro rata adjustment
shall be made in his termination pay de-
ducting 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 ~pproval 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 proviz.Ions of these.
rules. For the purpose of determining earned, vac~ation per
month, divide, number of days annual leave due"6mployee by rea-.
son of his years of continuous service 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 regard for the wishes
of the employee and particular regard for the needs of the' ser-
vice. 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 partiCUlar
calendar year, the department head shall file request for. such
deferment with the City Manager and obtain his approval. De-
ferred 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 ex-
tended 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, provided, that on January 1st of any calendar year he
shall not have a total credit of more than thirty working days
of vacation except that in case of fire, flood, or other ex-
treme emergency an additional accumulation may be approved by
the City Manager.
The Personnel Off:'.cer 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) Si.~'l~,ave: Sick leave shall not
considered as a privi!eg~-~w~O~:~~an employee-may use at his
be ,:;..~., .
discretion, but shall be allowed .o~Iy in case of necessity and
actual sickness or disability or death in immediate family.
Absence from duty by reason of requi~red attendance upon ill or.
injured mother, father, husband,, wi~e, son, daughter, :lrother
or si~ter, 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 em-'
ployee shall not exceed five (5) days of any calendar year.
· , Sick leave with pay may be allowed to full time em-
ployees at the rate of one week day for each calendar month of
servi~;": a~cumula~e, at the 'r&~e,,.~.:.~..twelve.. (~2)'"'de'~s.,.a .~ear to
"';,~'. tgtal of sixty (60)'days for full: time e~..~y~,e~
· (lO).~ea~s'or. lees Continuous.service and ~in~. (9O)'da~$
~l~t~me'.~mplOyee~., with .mor~'..than'ten (lO) and'less 'than.twen-
:~7".(~O.):Ye:~rs':'cont'inuous"~[cc,, and One hundl-e.d ~nd
(120),dayS'::fo~'ffUll(ti~e employees with twenty (20] yea~s 'or,
more :cOntinuous serVice~i~:.."~ ' , . -,
ii! In order 't~?receive compensation while absent on sick
~ employee shall no~if~ h~ts department head prior to,
or within four (~) hours aft~'r~'the"time set.~'for beginning his
daily duties, or as specif!e'd'b~-~,.th~.head of"his department. A
:departmen~:head.shallmotlfy thel~Ci%Y..M~.nager in the same manner.
Should th~abs, enCebe for one day, a personalaffidavit may be
requested,.~SH~uld, the absence be for more than one day, the em-
ployee shall file with the department head a physician's cer-
tificate, 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 depart-
ment head, filed with City Manager, sick leave shall be granted
not to ~xceed ten (10) working days. Should sick leave be re-
quested for, or extended for a period more than ten (10) days,
the employee's written request must be approved by the depart-
ment head and by the City Manager. t~pon such approval by the
City Manager, sick leave)pay shall be granted for a period not
to exceed forty-five (~5 working days. Should sick leave be
required for more than forty-five (45) working days, employee's
written request shall be forwarded through department head and
City Manager to City Council; and upon the Clty:.Council's ap-
proval, sick~leave shall be granted for a period not to exceed
a total of sixty (60) days for full time employeeS with ten (10)
years or Ies~ contindous service and a total of ninety (90) days
for full time employees with more than ten years and less than
twenty (20) years continuous service, and one hundred and twen-
ty (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 ~uleS and Regulations.
Se6tlon'2. (b) Sick leave in addition to disability
indemnity for industrial~lnJur~: An employee who is entitled to
%emporary disability indemnit~ 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 compen-
sableovertime, as when added to his disability Indemn~ty~Will
result in a payment to him of not more than his full salary or
wage. When computing vacation, sick leave or overtime under
this section, the employeo shall be given credit for any holl-
days that occur during the period of absence hereunder. He is
nevertheless en.titled to medical, surgical, and hospital treat-
ment as provided under State law for Injuries Im course of em-
ployment. When accumulated sick leay~, vacation or oVertime,
or all, are exhausted, he is still entitled to receive disabil-
ity indemnit'2. . ..
'Section 2. (c) Reimbursement for c~m~ensable injury':
When an'emplbyee uses sick leave or vacabion or ooth, because
of an injury compensable as one a~ ~'~.o,,~
(RES. #;
AI]Ot TEl
7/25,
~ PhySician's.cer-
tificate,' or Personal affidavit, 'whichever may be requl~ed in
the discretion of.the department head, or City Manager in the
case of a department head. Upon written approval of the depart-
ment head, filed with City Panager, sick leavesha11 be granted
not to axceed ten (10) working days. Should sick leave be re-
quested for, or extended for a period more than ten (10) days,
the employee's written request must be approved by the depart-
ment head and by the City ~anager. ,Upon such approval by the
City Manager, sick, leave pay shall be granted for a period not
to exceed forty-five (45) workir~ days. Should sick leave be
required for more than forty-five (45) working days, employee's
written request shall be forwarded through department head and
City Manager to City Council; and upon the City Council's ap-
proval, sick-leave shall be granted for a period not to exceed
a total of sixty (60) da~s for full time employees with ten (10)
years or Ies~ continuous service and a total of ninety (90) days
for full time employees with more than ten years and less than
twenty (20) years continuous service, and one hundred and twen-
ty (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 ~eviewed. Such leave credit earned for
service under the prior ordinance, and rules Shall be continued
under Ordinance No'~' ~$9 and these Rules and Regulations.
Section~ 2. (b) S~ck leave in addition to disability
indemnity for industrial.~inJury: An employee who is entitled to
temporary disabi~ity {ndemn~%~ because of injury in course of
employment may elect to take as much of his accumuIate~slck
leave, or his accumulated vacation, or his accumulated compen-
sable overtime, as when added to his disability Indemnlty-~ill
result in a payment to him of not more than his full salary or
wage. When computing vacation, sick leave or overtime under
this section, the employeo shall be given credit for any holl-
days that occur during the period of absence hereunder. He is
nevertheless entitled to medical, surgical, and hospital treat-
ment as provided under State law for injuries i~ course of em-
ployment. When accumulated sick lea~, vacation or overtime,
or all, are exhausted, he is still e~titled to receive diSabil-
ity indemnity.
Section 2. (c) Reimbursement, for c~mpensable injury:
When an emplbyee uses sick leave or vacatio6 or both, be0ause
of an injury compensable as one as ~'result 'oran accident cc,
curriog 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
vacate, on account, sick leave or vacation equivalent to the
amount so used or proportionately ~f 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 itemized so that there may be ascertained the amount col-
lected 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 withe%ne provisions of state law. Ail
employees entitled to military leave shall give the appointing
power an opportunity within the limits of military regulations
to determine when such leave shall be taken.
Section ~. Leave o? absence: The City Council may
grant a permanent emp!o~-~;e--l-e~U~--8-f-~sence without pay for not
to exceed cue year. No such leave shall be granted unless writ~
ten 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 re-
instated 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 f~r which'special regulations are required, shall
be kept open for business on all days of the year except Satur-
days and Sundays and holidays continuously from 8:30 a.m. until
5:00 p.m.
' . ,~;. ,, ,~ .,..;'.:"
schedule t~n. t~;';~ene~ll~ appl~e~, s~ll; ~rk. aooo~ns ~o
~ulat~ons p~~d' by. the ~es~ct'~.. sup~r~'~S~ official
'and approved"~¥:'~he'":Oit2 ~nag~ and ~he City Co,oil.
Section 6. A,ttend~..nce,, .;EmployeeSi~:s.ha~!:.'be'..in.at~ln-
dance at their w0~k.,in ac.cO,dance wish .the~l~:S'~-[~~X~-
of work, holi~y~d~lea~S~., , ~llU~m~:~t~. ~t:,-~>a~':'emplo2-
.ee. absent ~lth~t 'leave, to ~.-~~ :~o dUt~. <~!~h~n .~ent~-four
to' ~ause
(2~) hours 'afte~ notice ~~ ~.~b.~":. ~ iron'
· ~ ..... . ~ - ~;~. .~ /,.': .' . ', '..
/::. ?.~':. Section 7. Hol~da~'s=,.~:~n~clpal.o~f~cea shall
'~'~b'Sed on the following ~egal :~O~i'~aFs~. ~;~,;?~' ·
.?~,:c.."~-' (a) ~ Year's ~y,~':Li'ncoln 's'.B~thday,.
~( ?' ...~'~ton's Birthday, ~rlal
'~:~, Admission ~y, ~b:~ ~y, Ool~bus ~y,::.
.~ ;..:?~anksgivi~, ~mistiee ~y, C~is't~s, Good~
~iday f~m twelve noon until thefhour of -' -
.... thee, ~st ~ridian ':and.eve~ ~2-On~ which
an election is held th~u~out the'~state.~ ' ~
(b) ~en a holi~Yfalls on a'~t~day, ~11
ti~ employees, except for de~rt~nt ~ads,
s~ll have a day off as approved by delft-.
~nt head. ~en a holiday falls on Sunday,
it shall be observed on the followi~ Monday.
c) ~ployees of the Safety.~partments.
Fire, Police and Sanitation) shall be com-
pensated fop the following holidays: (New
Year's~ ~y, Lincoln's Birthday, Washington.s
Birthday, Memorial Day, Independence Day,
AdmissiOn Day, Labor Day, Columbus Day
Thanksgiving, Armistice Day, Christmas$ by
an additional daB's pay, or compensating
time off, if the'holiday, or. day of obser- -'
vance, falls on said employej'%s working day..'
or day of rest. Should the+employee be un-
able 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 compensating time off provided
he does not receive compensation for said
day from other sources. Should the employee
be unable ~o work on a holiday which is his
work day because of sickness, he shall be en-
titled 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 occupy-
lng a position in the competitive service shall be paid a salary
or wage within the range established for that position's class
under the pay plan as pPovided 'by Rule V.. The minimum rate for
the class generally shall apply to employees upon.~riginal.aP,
pointment. However, the appointing authoritY~ may,:When circum-
stances warrant it,~appoint at. other thanthe.first'step. Of-..
fleers and employeeS re,employed after layoff'shall' recelve..a '
rate within the range established for the class, and according.
to seniority, and approved by the City Manager and the' appoint-
ing power.
Whenever an employee or employees are recruited for
a position ara step other than the first within a range, all
employees inthe same position in stepsbelow the recruitment
step shall be raised to the step at which the new employee or
employees were recruited.
(a.)" New Year's Day'~YLt'ncoln's~'B}~thday, Wash-
ington ' s Birthday, MemO.rial ~y~**: Inde~ndeP~e
:".~2, Admission Day, ~bo~ ~y, Columbus
~anksgivl~, ~istlce ~y, C~ist~s, Good'
~iday from twelve noon until the: hour of
three ~st meridian and eve~ ~y on which
an e~eetton is held th~ughout the state.
(b) ~en a holiday falls on a' ~t~da~, ~11
time employees, except for de~rt~nt ~ads,
s~ll have a day off as approved by de~rt-
~nt head. ~en a holiday falls on Sunday,
it shall be observed on the followi~ Monday.
}c) ~ployees of the Safety.~partments
Fire, Police and~..~nitatlon) shall be com-
pensated for the following holidays: (New
Year's~ ~y, Lincoln' s Birthday, Washington. s
Birt~y, ~morlal Day, Independence Day,
~issiOn Day, ~bor ~y, Columbus Day~
~a~Sgivl~, A~istice Day, Christmas)
an additional day's pay, or co~nsati~ .
ti~ off, if the *holiday, or. day of obser
vance, falls on said e~loye~'-.,s Worki~ day.
or day .of ~st. Should the~.e.~loyee be un-
able to work on a holiday, which is his da2
of work, due to an inJu~ in course of his
employment, he shall ~ceive an additional
day's pa2 or compensati~ ti~ off p~vided
he does not 'receive compensation for said
day from other sources. Should the employee
be unable ~o ~ork on a holiday which is his
work day because of slc~ess, he shall be en-
titled to an additional day's pay p~vided he
~kes up the day Of' work.
RULE XII PAY AND ADJUSTMENTS
Section 1. ~pplications of rates: Employees occupy-
lng a position in the competitive service s~all be paid a salary
or wage within the range established for that position's class
under the pay plan'as p~ovided 'by Rule V. The minimum rate for
the class generally shall .apply to employees upon..original aP,
pointment. However,.the appointing, authority may,:when circum,
stances' warrant it, appoint at:other than the first'step. Of,'
fleers and employees re-emPloyed after layoff shalZreceive..a
rate within the range established f°r the class, and accor~lng.~
to seniority, and approved by' the City Manager and the' appoint-
ing power.
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 established in the pay:
plan for the class to which the advanced employee's position i~i'
allocated. An employee shall be eligible for advancement when
he has been in the, step for one year or the prescribed time,~.'
provided his performance meets the"requirements for advancement,
as exemplified by recommendations of his supervising official, '~
length of service, performance record, special training under-
taken, or other pertinent evidence.
RULE XIII TRANSFER, PROMOTION~ DEMOTION'
SUSPF,NSION AND .R~_INSTATEMENT
'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 Jurisdiction of one supervising official to another, bo%h
must consent thereto unless the'City Council.orders the trans-
fer 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 onl/2~/as-prOvide~
in the personnel ordtnanoe'.and in these rules;~.iNOperson shA. l~
he'.transferred to a position for which he.dO~s~ not possess the
minimum qualifications..-~,'u? -..~;.,.,:.,:
'section 2. PrO~:tlon: Insofar as.practtcable~£~d?
consistentWith .the best*interests of
cies in the.competitive gervtce shali~be.fllle~ by'.:!Promotton
Sect/On ~. Reinstatement: N/th the approval of the
apPo/nttng powe~ ~n .~employee who has res~ed w~th a go~d rec-
ord · ay be relnstated..w~thln one ~e&r .to ~h~". fo~ ~S~/~n,
~f ~cant, ~o~.to a ~vaeant pos~t~o~ In 'the s~e o~ comparable
' Section~:.l, Discha~e~ An employee in the 'Co~etitive
service ~y~.~be~.diS~ge~:as ~ereln p~i~ and as provided In
the personnel/o~l~nce.-~ '~e City O~unell ~y o~deP~dXsmissal
of a de~rtment ~head. ~e.. Clty..~ger before exerclsi~ the
power of dismissal of a ~part~nt '~ad shall: first obtain auth-
orization to so dismiss '~om the City Council. ~e City ~nager
may dismiss any emplOyee in' the competitive service below the
class of de~rtment head. ~partment heads, before exereisi~
the power of dismissal as to employees In thei~ debutants,
shall first obtain ~uthorl~ation from the City ~nager.
~ ~..~ Section 2,.~ ~2~ff: ~e appointi~ powe~ ~y lay off
an employee in the c0mpe~l~lve se~lce because of ~terial change
In duties or organizatlon~or 'shortage of work ~r funds. ~n
working days before the effective date of a layoff, ~he appoint-
i~ authority shall noti~ the Personnel Officer of the intended
action ~ith ~asons therefor, 'and:' a statement certifying whether
or not' the services off the e~loyee have been satisfactory. A
copy of~.aUch notice shall be given the e~loyee affected. If
certified as having given saCisfacto~ 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 havi~
given satisfactory service, the employee lald off ~y interpret
~he action as a discharge and request a hearing as provlded by
the personnel ordinance and these ~les.
(RES. #304
ADOPTED
.7/25/6£
Section 3. Resicnation: An employee wishing to leave
the competitive service 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 super-
vising, official terminates the emploMment. A resignation which
by its *terms is effective on a day certain term/nates employment
as of close of business of sald day. The resignation shall be
forwarded'to the Personnel Officer w/th a statement by the ap-
pointing 'power Ur department head as to the resigned employee's
service, performance and other pertinent information concerning
the cause for resignation.
from within the competitive service, after a promotional exami-
nation has been given and a p~omotional list established.
If, in the opinion of the appointing power, a vacancy
in-the position could be £illed better by an open, competitive
examination instead of a closed, promotionai 'examination, then
the appointing power may instruct the Personnel Board to call
for applications for the ~acancy and arrange for an open, com-
petitive examination and for the preparation and certification
of an eligible list.
Section 3.. Demotion: The appointing power may demote
an emplOyee~whose'ability tb~perform his required duties falls
bel°w-s~andard, °r~'for disciplinary purposes. Upon reouest of
the employee, a~ with consent of the prospective~supe~vising
official, demotion may re.made to ~ va~amnt position as a sub-
stituti°n~f°r layoff.' ~No'employee'~shall be demoted to a posi-
tion for which he 'does not possess ~the minimum c~ml~,~,~o
~tty I~na~er.
:': "i:~' *~ ."~,~:'~'~Sectlon 12~'?.~~, The appointin~ power may lay off
'an emPlOyee in t~e C6mpe~ltlve'servlce because.of material chan~e
In duties or or~anizaC$on.or shortage of work ~r funds. ~n
wo~kinE days before the effective date of a la,off, ~he appoint-
~n~ authority shall not~ the Personnel Off[ce~ of the ~ntended
action with ~easons therefor,'and a statement certifying whether
or not the serVices of the e~loyee 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
llst as'p~ovided by these rules. If not certified as having
given sa~isfacto~y service, the employee laid off ~y interpret
the action as a diseha~ge and ~equest a hearing as p~ovided by
the pe~sonnelomdinance and these ~les.
Section 3. Resignation: An employee wishing to leave
the $ompetitive service 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 super-
vising 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 ap-
pointing ~pOwer ~r department head as to the resigned employee's
service, performance and other pertinent information concerning
the cause for resignation.
from within the competitive service, after a promotional exami-
nation 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 a~ open, competitive
examination instead of a closed,.promotional 'examln~ation, then
the appointing power may instruct the Personnel Board to call
for applications for the ~acancy and arrange for an open, com-
petitive examination and for the preparation and certification
· of an eligible li~t.
Section B.. .Demotion: Th~ appointing power may demote
an employee..whose'abi!ity to,perfOrm his required duties falls
below.Sb'~ndard, .or.~for disciplinary purposes. Upon request of
the employee, a~'with consent of the prospective supervising
official, ~demotion may te.made'"to ~ vacant position as a sub-
stitution~for layoff. No'employee 'shall be demoted to.a posi-
tion for which he 'does not possess the minimum qpalifications.
Written notice of~.the demotion sh~!2, be mgiven, th~employee be-
fore ~he effective da'te of'the demotion, and~A~ copy filed with
the Personnel ~fficer~ Should su employee b~h'demoted because
of inability t° pehfor~ duties $~Tor disc plinary purposes, the
smployee may request a'heari~g before the Personnel Board.
Sectton~. Suspension:. 'The City Ciuncil, City Mana-
ger,~ and department heads, each, except-as limited herein or/as
limited in ~the personnel ordinance, Shgll have authority to sus-
pend an 'employee for disciplinary purpose or for other Just cause
for a period'or periods not to exceed thirty (BO) calendar days
in a fiscal year. Suspension orders shall be filed with the
Personnel Officer. Suspension of department heads shall be by
the City Council, or by the city. Manager, after he has first ob-
tained approval to so sdspend 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 (BO) calendar
days in a fiscal year. The department head shall have the auth-
ority to suspend employees u~der his supervision for a period or
periods not to exceed thirty (BO) calendar days in a fiscal year.
Total suspension periods for an employee shall not exceed thirty
(BO) calendar days in a fiscal year. An employee may, upon be-
ing suspended, file an answer or objection to said action with
the Personnel Board and said Board shall make an investigation,
which shall include an interview 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 within
a reasonable time after the hearing or investigation. The sus-
pension action shall stand unless modified or revoked by the
Board.
(RESOLUTION #3046
ADOPTED 7/25/60)
RULE XV APPF..qI~ AND HEARINOS
Section 1.-~'.~.'Complaints: Any employee in the competi-
tive service shal!..have the'right to appeal to the Personnel
Board relative tO. any disciplinary action, dismissal, demotion,
or alleged violation~of the Personnel ordinance or rules, ex-
cept in instances where the right of appeal is prohibited by
the personnel.,ordinance or'these rules. The employee may:file
a complaint im~Writing'.with the Personnel O~.f!cer. It shall be
the duty of ~he Personnel Officer to inform each of the Person-
nel Board members and%he appointing power.or othen person com-
plained against of the filing of the complaint.
Section 2. Invest~ations and 'hearinF~s: Upon the
making of any complaint, the ~ersonne[ noar~ shall make such
investigati'on as it may deem necesmary. The hearing authorized
by the personnel ordinance shall be held within twenty'daYs af-
ter the request for the hearing, In all hearings the applicable
provisions of the .-personnel ordinance shall apply.
Whenever a hearing on any complaint"..~s' tO" be '~held, the
Personnel Officer shall notify the person requesting, the hearing.
and the' appointing power or other officex~ from whose~ action the
appeal is being taken, of the date, time and plac'e .of. the hear-
ing and shall publicly post.at such placeS.'.'~As'
Board shall prescribe, a notice of the date., time. and plac~ Of
the hearing.
Unless incapacitated, the person making-the complaint.
shall appear personally before the Personnel Board at the hear-'
lng, 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 Offi-
cer shall deliver a certified copy of such findings and deter-
minations 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 offi-
cer ' s representative s.
Any member of the Personnel Board may submit a minor-
ity or supplemental report which shall be filed as a per=~nent
record by the Personnel Officer.
If, due to the absence from the city, or the illness
or disability of a majority of the Personnel Board, any emPloyee
would be deprived of the right of a hearing by the Personnel'
Board, in the event he were laid off,' demoted, reduced, or dis-
charged, the appointing power shall defer action until the
Board is able to function, 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, dismissal, demotion, or other
action on the alleged violation of the personnel .ordinance or
rules. '
RULE XVI TRAINVNG OF EMPLOYEES
Section 1. RespOnsibility fo_r training.- . Responsi-.
bility for developing training prog~'a~ ~%~ emp1'~yees Shall be
assumed Jointly by the Cit~ 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 available for the purpose ~of improv,
ing the effectiveness and broadening the knowIedge ~of .municipal
officers and'employees in the performance of their respeot.ive
duties.' -
- Section 2. Credi~ for. training: .. ParticiPation. in
and successful complet ot%'h-'~f spec~-~~nlng.. C°'urSes'.may':be
considered in making advancements and'iPromotions,.:i'. E%idence of
such activity shall be filed by the employee with.'the depart-.
merit head for filing with the Personnel Officer.
(RESOLUTION #3046
ADOPTED 7/25/60)
RULE XVII REPORTS AND RECORDS
SectiOn 1. Roster cards: The Personnel Officer shall
maintain a service or roster card ~or each employee in the ser-
vice of the city showing the name, title of position held, the
department to which assigned, salary~ changes in. employment sta-
tus, and such other information as may be considered pertinent.
Section 2. Change of status re?gr_~_t: Every appoint-
ment, transfer, promotion, demotio~'c4ang~ '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 pay-
roll records shall be kept permanently. ~11 other records re-
lating to personnel, including correspondence, 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 Cltyof South
San ~anclsco shall coopera~e withthe Personnel Board and
the Personnel Officer in order completely to fulfill the ob-
Jectives and. purposes of the personnel ordinance and these
rules.
RULE XIX
OUTSIDE EMPLOYMENT
~ull time City employees shall not carry on concur-
rently 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 employee's quality of service,
availability for service, or time required to perform his pub-
lic 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 regular meeting
held this 25th day of July, 1960, by the following vote:
AYES, . COUNC'~LMEN
ABSENT, "
Leo J. Ryan, G. J. Rozzi,
Emilio Cortesi and Patrick E. Ahem
None
AndreW Rocca
ATTEST:
Arthur A. Rodondi
City Clerk