1983/04/25 City Council ResolutionWHEREAS the Council of the City of Rohnert Park initially approved
Personnel Rules and Regulations, on April 11, 1966 with said rules and
regulations being presented as City Manager's Administrative Policy No., and
WHEREAS revisions had been proposed to said Personnel Rules and
Regulations, and
WHEREAS said revisions have been discussed with the employee
organizations as required by the meet and confer laws of the State and said
revisions have received approval by said ei-Pployee organizations, and
WHEREAS the Council has reviewed the revised Personnel Rules and
Regulations and find them satisfactory.
NOW, THEREFORE BE IT RESOLVED by the Council of the City of Rohnert Park
that Personnel Rules and Regulations as revised and dated April 25, 1983 are
hereby approved.
1 1111 Iil I �jilrll � III
i Jill, 1 111,11,11 , 1 1 1 11 1 � 1., � •
I
ATTEST:
Deputy City Clerk
Caval I i : Aye Hol I i ngswort e rts:.Aye StewartAbsnt Hopkins: Lye
AYES: 4 NOES: 0 IN: 0 ABSENT: I
CIT)
ADMINISTRA7
City of
ANAGER'S
E POLICY NO. 1
DNNEL
REGULATIONS
A's+
ved by
Council
on
25, 1983
proved 4/11/66
ion - 4/25/83
Dhnert Park
SECTION
1.
2.
3.
4.
5.
6.
7.
8.
9.
l0.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
TA
TITLE
PURPOSE
COVERAGE'
GENERAL PROVISIONS
DISCIPLINARY ACTION
INCOMPATIBLE ACTIVITY
CLASSIFICATION
PAY PLAN AND COMPENSA7
ANNOUNCEMENTS OF VACAl
APPLICATIONS
SELECTION PROCEDURE
ELIGIBLE LISTS
APPOINTMENTS
PROBATION
TRANSFER.
PRO140TION
REASSIGNMENT
SUSPENSION
SEPARATION
RESIGNATION
LAYOFFS
REINSTATEMENT'
OVERTIME PAY
HOLIDAYS
VACATIONS
SICK LEAVE
MISCELLANEOUS LEAVES V
LEAVE OF ABSENCE WITHC
APPEALS
PERSONNEL RECORDS
TAI
OF.CONTENTS
PAGEJS
1
1`
1 2
2
3
3 - 4
'ION
4 - 5
ICIES
5
6 7
7
7 - 8
8
9'
9'
9 - 10
10
10
10
10 - 11
11 - 12
12
12 -13
13 - 14
14 - 15
15 - 16
U TH PAY
16
iUT PAY
17
17
17
5. INCOMPATIBLE ACTIVITY
5.1 City employees shall not:
5.1.1 Participate in any political activity prohibited by per-
tinent provisions of State law,
5.1.2 Use for private gain or advantage the influence of <a
City position or the facilities, equipment and supplies
of the City,
5.1.3 Solicit or accept any favors or gifts from persons,
concerns or corporations who have, or seek to have,
business contacts with the City,
5.1.4 iDivulge confidential information to anyone to whom;
issuance of such information has not been authorized.
5.1.5 Participate in any employment or other activity which
will prevent an employee from doing his' /her City job in
an efficient and capable manner, which brings discredit
upon the City, or which !might result in a conflict of
interests'between the employees private` interests' and
his /her official duties and responsibilities.
5.2 Before engaging in any outside employment an employee shall
submit a statement to the City Manager naming the prospective
employer, if any, the address and telephone number and shall
outline the proposed duties and the hours of work. The City
Manager shall then determine if the proposed employment falls
in the< prohibited class. The employee shall be notified of the
City Manager's determination.
6. CLASSIFICATION
6.1 In a classification plan prepared by the City Manager and
approved by the City Council:
Each City !position shall, on the basis of the duties and
responsibilities of the position, be allocated to an
appropriate classy
6.1.2 Positions in a'single class shall be sufficiently alike'
to permit the use of a single descriptive title for'the
class, the use of substantially the same standards of
experience and education for each such position, and
application of the same pay range to each such position;
6.1.3 A class may include more than one position.
62 Each class shall have a specification which includes:"
6.2.1 A concise, descriptive title,
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6.2.2 A brief defi
6`.2.3 A descriptio
n
6.2.4 'A statement
6.2.5 A statement
6.3
The City manager wi
positions and reco
6.3.1 The creation
7.2
6.3.2 The abolition
6.4
The City Manager may
upon the recommenda
7.3
quest of an employe
class whenever its
classification can
6.5
When the duties of
class for its exist
appropriate class s p
75
Council for approval
6.6
Reclassification of
the rules and regul
compensation.
7. !PAY PLAN AND COMPENSATION
lowing comple
icer will pre'
h class a fla
ith the s,,
Ation._
of the job duties and responsibilities
of special requirements'.
of the desirable qualifications.
11 review the duties and responsibilities of
mmend to the City Council:
of new classes, and
of existing classes,
upon the City Manager's own initiative,
Lion of the department head or upon the re-
, reallocate a position to a different
duties change materially, provided the re-
be accomplished within ;budget limitations.
a position so change that no appropriate
s, the personnel office shall prepare an
ecification for it and submit it to the
aposition may not be used to circumvent
ations concerning demotion, promotion or
y!rates or salary ranges affecting exist -
ented by a recognized employee organization
the meeting and conferring process in
e law.
of meeting and conferring, the personnel
the pay plan which shall prescribe for
te'or salary range.
for a class is changed by the Council all
tions are allocated to - this -class shall be
esponding step in the new range.
osiition is moved from one class to another
salary range, shall receive no change in
moved from one crass to a class with a'
y, the employee's salary in the higher
inimum salary for that class, unless that
a, or the same as the employee's salary at
In that event the employee shall receive
—4-
ing
sha
acc
7.2
Fo1
off
eac
7.3
Whe
emp
adj
74
An
cla
sal
75
Whe
hig`
cla
min
the
lowing comple
icer will pre'
h class a fla
ith the s,,
Ation._
of the job duties and responsibilities
of special requirements'.
of the desirable qualifications.
11 review the duties and responsibilities of
mmend to the City Council:
of new classes, and
of existing classes,
upon the City Manager's own initiative,
Lion of the department head or upon the re-
, reallocate a position to a different
duties change materially, provided the re-
be accomplished within ;budget limitations.
a position so change that no appropriate
s, the personnel office shall prepare an
ecification for it and submit it to the
aposition may not be used to circumvent
ations concerning demotion, promotion or
y!rates or salary ranges affecting exist -
ented by a recognized employee organization
the meeting and conferring process in
e law.
of meeting and conferring, the personnel
the pay plan which shall prescribe for
te'or salary range.
for a class is changed by the Council all
tions are allocated to - this -class shall be
esponding step in the new range.
osiition is moved from one class to another
salary range, shall receive no change in
moved from one crass to a class with a'
y, the employee's salary in the higher
inimum salary for that class, unless that
a, or the same as the employee's salary at
In that event the employee shall receive
—4-
9.4 If any of the
shall notify
last known ad
therefore.
10. SELECTION PROCEDURE'
10.1 The selection
nature and sh<
11.1.2 place the
sken', the personnel officer
;ible in writing at his/her
taken and the reasons
L be impartial, of a practical
>ubjects which, in the judgment
neasure the relative capacities
execute the duties and
to which they seek to be
shall consist of one or more of
ae methods shall be ;applied
supplies on the City's appli
sments thereto,
sysical tests or examinations,
on procedure shall be grounds
failing in the entire selec-
each competitor of the
s soon as it is completed.
on shall have the right to
five working days after the
mailed. Any error in com-
if called to the personnel
riod, shall be corrected'.
sedia written examination
year of continuous service
ight points.
been completed, the personnel
Ztaining the names of appli-
Ztment to positions in a
Lfied applicants (eligibles)
of the per;
responsibilitic
appointed. Sea
the methods lic
equally in a s3
10.1.1 Informat
cation f
10.1.2 Written,
or any c
10.1.3?Intervie
10.1.4 Other ap
10.2
Failure in one
for declaring s
tion procedure.
10.3
The personnel o
results of a se
10.4
Competitors in
inspect their a
notices of exam
puting the co
officer's atten
10.5
Employees of th
shall be given
with the City u
11. ELIGIBLE
LISTS
11.1
After each sele+
officer shall:
11.1.1 Prepare
cants wh
particul
11.1.2 place the
sken', the personnel officer
;ible in writing at his/her
taken and the reasons
L be impartial, of a practical
>ubjects which, in the judgment
neasure the relative capacities
execute the duties and
to which they seek to be
shall consist of one or more of
ae methods shall be ;applied
supplies on the City's appli
sments thereto,
sysical tests or examinations,
on procedure shall be grounds
failing in the entire selec-
each competitor of the
s soon as it is completed.
on shall have the right to
five working days after the
mailed. Any error in com-
if called to the personnel
riod, shall be corrected'.
sedia written examination
year of continuous service
ight points.
been completed, the personnel
Ztaining the names of appli-
Ztment to positions in a
Lfied applicants (eligibles)
on the eligible list in the order of their final ranking,
as determined by the selection process,'with the highest
rated eligible at the top of the list.
11.2 The eligible list shall remain in effect for a period of six
months unless this period is reduced or extended by the
personnel officer. In the event of early cancellation of an
eligible list, the personnel officer shall notify each person
whose name appears on such list to this effect by mail to his/
her last known address.
11.3 The name of an eligible may be removed or withheld from an
eligible list for any of the reasons specified in Section'
9.3.
11.4 When a' vacancy occurs in a class for which there is an eligible
list, the personnel officer shall transmit the top ranking
applicants names on the eligible list to the department head
for consideration.
12. APPOINTMENTS
12.1 The power to appoint and dismiss City employees is vested in
the personnel officer (City Manager).;
12.2 The personnel officer may make a provisional appointment to a
position if 'there is no eligible list for the class and if the
needs of the service require that the position be filled before
a selection process can be completed. A provisional appointee
shall:
12.2.1 Meet the requirements of training and experience estab-
lished for the position,
12.2.2 Not be continued for more than thirty (30) days after an
eligible list for the position has been established
unless there are no eligibles on such eligible list who
are available for or wish to be considered for appoint-
ment to the position,
12.2.3 Not serve under provisional appointment for longer than
six months in any twelve month period.
12.3 In the event sustained recruitment efforts do not yield quali-
fied personnel, the personnel officer may appoint persons who do
not meet the desirable education and experience standards est-
ablished in the specification for the :class.
12.4 In an emergency which threatens life, property, or the opera-
tion of necessary municipal services, the personnel officer may
employ for not more than 30 calendar days such persons as are
necessary to meet the emergency.
13 PROBATION
13.1 The purpose of probation is to permit the employer to observe
the employee on the job to evaluate performance. Probation is
part of the testing and selection process.'
13.2 A person appointed to a position in the City shall be on proba-
tion in the position after assuming it for a period not less
than twelve months for miscellaneous employees and not less than
twenty -four months for Public Safety sworn employees. All pro -
motional appointments (miscellaneous or sworn) probational period
will be for a period of not less than twelve months. If the
employee is absent from work for any reason during the proba-
tionary period, with the City Manager's approval such period may
be extended by a period equal to such absence.
13.3 While thus on probation, a person may:;
13.3.1 If in a position to which he /she has not been promoted,
be dismissed at any time without cause.
13.3.2 If in a position to which he /she has been promoted, be
reinstated at any time to the position from which the
promotion elevated the employee or to a comparable posi-
tion without cause.
13.4 An employee who successfully, completes a probationary period
shall achieve permanent status in his /her class and shall
be'.known as a permanent employee.
14. TRANSFER
On the request of a department head, the personnel officer may approve
the transfer of an employee from one position in the City to another
such position in the same =class or to another such position in a class
with the same maximum salary provided the position to which the employee
is transferred is one for which he /she possessess the desirable
qualifications.
15. PROMOTION
15.1 A person may be moved to a class with a higher maximum salary
only if he /she has the desirable qualifications for the higher
class. These desirable qualifications shall' be ascertained on
the basis of information, application forms, tests, examinations,
interviews, and evaluations of the same nature as those
authorized for ascertaining his /her qualifications for initial
appointment to a City position.
15.2 In filling a vacancy in 'a position above the entrance level,
consideration shall first be ;given to promotion of persons in
the City service at the time the vacancy occurs. However, the
personnel officer may recruit from outside when well qualified
City employees are not available to fill the vacancy.
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19
I S
?ASSIGNMENT
16.1 The Ci
lower'
16`.1.1
VVq
:urs, the department head may request a list
is in City employment who qualify for promotion
ition for consideration.
nay reassign an employee to a class with a
try:
inability to carry out his/her duties in
with the standards prescribed for the
.inary reasons.
it of the employee, provided the employee
he desirable qualifications for the position
./she is demoted.
before a nondisciplinary demotion becomes
notice of it shall be given the employee.
ay for disciplinary reasons, or in anticipation
nvestigation of charges against an employee,
ee from his /her; position at any time, with or
hall give the employee written notice of the
or within five (5) days after it takes effect.
tate the reasons for the suspension and its
otherwise comply with Section 4 hereof.
separated from employment by resiganation,
ant, or layoff on account of lack of work or
ay dismiss an employee with permanent status
Section 4 hereof.
)e regarded as having resigned his /her
>yee fails to report for duty, and while able
ie immediate supervisor of the reason for the
As to do so for three consecutive working
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each year, provided'
by the department
mal vacation one
the ifollowing jyear.
e all the vacation
radar year, the
he unused portion
any calendar year,
han 30 days of
that falls during
as vacation.
Le on vacation, it
-k leave time.
3 lump sum for all
:ordance with these
:t to modification
.erring process.
,ee for one year,
sick leave with pay
nefts after one
eks at half pay.
utomatically as an
anniversary date,
t full pay and 3
age Plan booklet
for further
rticipate'in sick
ate in sick leave
work ratios.
ives of more than
ioctor's certifi-
s necessary. At
:or's certificate
>s than five days.
isycial or medical
ad practitioner.
Leaves for this purpose may be limited to four hours
in any one working ,day at the discretion of the depart-
ment head.
25.4.3 Providing necessary care for an ill or injured member
of the immediate family. Absences of more than one day
for this reason require a doctor's statement, indica-
ting that the employee's presence was required at home.
Leaves for this purpose are limited ,to three work days.
25.4.4 Death /bereavement leave in the immediate family.
Employees may use up to ;3 days of their accrued sick
leave when there is a death in their immediate family.
Immediate family in this case means: spouse, parent,
child, parent -in -law, brother, sister, brother -in -law,
sister -in -law, grandparents, and relationships in loco-
parentis.
25.5 All regular employees shall earn and accrue industrial sick
leave on the same basis as, but separate from, their regular
sick leave and in accordance with the City's Disability Wage
Plan booklet. They will be paid for industrial sick leave
as accrued and at their regular established rate of pay.
25.5.1 When an employee is off work due to an industrial ?
injury, he/she shall be entitled to industrial compensa-
tion'pay in accordance with the regulations established
by the California Worker's Compensation laws. Said
Payment will be received from the City's Worker's
Compensation Insurance carrier and to the City's
account. When the combined payments of City's indus-
trial sick leave pay and carrier's off work pay is the
same as or more than the employee's regular pay, the
City will retain such carrier payments. If less, the
carrier payment or portion thereof will be transferred
to the employee.
25.6 The foregoing vacation provisions are subject to modification'
by agreement reached in the meeting and conferring process'.
26. MISCELLANEOUS LEAVES WITH PAY
26.1 An employee shall be granted leave of absence with full pay
for jury service, appearance legally required as 'a witness;,
or attendance in court resulting from official duties. Any
extra compensation received by the employee shall be remitted
by the employee to the City Manager.
26.2 Pregnancy or maternity leave shall be granted as required by
law.
26.3 The City will compensate employees for military service leave
taken during a year pursuant to the State of California
Military and Veterans Code
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27. LEAVE OF ABSENGR I
27.1 Upon written requ
approve in writin
not to exceed six
28. APPEALS
28.1 When the city Man
employee the empl
action and the re
hereof.
28.2 Within ten calend,
demotion, suspens<
28.2.1 To the Ci
made again
a hearing`
28:2.2 ' To the Ci`i
a copy of
28.3 If within the ten
reply, and request
gation it deems nt
28.3.1 Schedule
the reques
28.3.2 Refer the
designated
28.3.3 Take such
28.4 Any decision of th
28.5 Judicial review of
shall be governed'
Procedure.
29. PERSONNEL RECORDS
All records, files and doc
application, salary histor]
discipline and similar inf+
available for review only
nated representative and tl
to any third person unless
or the City; is ordered to
petent jurisdiction.
I an employee, the City Manager may
eave of absence without pay for a period
hs.
demotes, suspends, or dismisses an
shall be given written notice of the
therefore as provided in Section 4
ys after submission of the notice of the
ar dismissal, the employee may submit:
uncil a written reply to the charges
he employee and a written request for
gager, a copy of the written reply and
request for a hearing.
dar days the employee thus submits the
3 Council may conduct whatever investi-
iry and may in its discretion,
`ing before the City Council, or deny
a hearing,
to a +disinterested hearing officer
he Council,
action as it deems appropriate.
y Council shall be final and binding.
decision rendered under this Section 28
ction 1094.6 of the Code of Civil
ation of any individual employee's
rsonnel status, classification changes,
ion shall be deemed confidential and
e individual employee or his /her desig-
ty. Said material shall not be` disclosed
r'
individual consents thereto in writing
Dse such material by a court of com -<
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