A person wishing to apply for employment with the City must
fill out and submit a City employment application and a resume. All
applications and/or resumes are to be submitted to the Human Resource
Department by deadlines set forth in the job advertisement. A person
may apply for any position although no vacancies exist. Such applications
will be kept on file for a period of six months.
A.
Job vacancies for all employment opportunities shall be posted by
the Human Resource Department in-house and/or publicly as directed
by the City Manager.
B.
Whenever a vacancy exists for any classified position, the department
director of the pertinent department shall notify and consult with
the City Manager regarding the vacancy, pursuant to Administrative
Regulation A-97-143[1] setting forth hiring procedures.
[1]
Editor's Note: Administrative regulations are available from
the City offices.
A.
Regular status appointment: any employee who is appointed to a regular
position shall receive all leave and benefits and shall be entitled
to rights of grievance and appeal, except during the probationary
period. A regular status appointment shall be full-time employment,
and shall be considered for hiring, pursuant to Administrative Regulation
A-97-143.[1]
[1]
Editor's Note: Administrative regulations are available from
the City offices.
B.
Temporary appointment: any employee who is appointed to a temporary
status position shall not receive sick leave, vacation leave, holiday
leave, temporary disability leave and any employee benefits offered
by the City other than PERA as required by law. Temporary appointments
are made through a recommendation of individuals to be considered
for interviews for temporary positions and shall come from Mayor and
Council, through the City Manager, pursuant to Administrative Regulation
A-97-143 and Resolution No. 85-28.
C.
Assignment: a directive by a department director or a supervisor
of a subordinate to perform duties of the department during the temporary
absence of a departmental employee. The Director or supervisor may
assign an employee for a period not less than one working day and
not to exceed five working days.
D.
Acting appointment. For the good of the service of the City or in
the event of a job vacancy, the City Manager may temporarily appoint
a regular status employee to a different job classification. Appointment
of acting status shall entitle the employee to the salary associated
with that job classification for the duration of the appointment,
provided such salary is equal to or higher than an employee's current
pay rate. The City Manager may appoint an employee to acting status
for a period not less than five working days and not to exceed one
month. The City Manager may extend the appointment on a month-to-month
basis, as necessary.
E.
Interim appointment. The City Manager may appoint a regular status
employee to a vacated position for the good of the service of the
City. Said appointment shall entitle the employee to the salary associated
with that particular job classification for the duration of the appointment,
provided such salary is equal to or higher than the employee's pay
rate. The City Manager may assign an employee to interim status for
a period not less than one calendar month of duty nor more than six
calendar months. The City Manager may extend the appointment on a
month-to-month basis, as necessary.
F.
Contract appointment: an employee appointed to a position by Mayor
and Council whereby his/her job duties, salary and benefits are determined
by contract and which employees are exempt from grievance procedures
under these rules.
G.
Part-time appointment. An appointment of an employee to a position
that will be occupied on a limited hourly basis. A part-time appointee
shall not receive sick leave, vacation leave, holiday leave, administrative
leave, military leave, injury leave, personal holiday leave, temporary
disability leave and any other employee benefits offered by the City
other than PERA when deemed applicable. A part-time appointee shall
not be entitled to grievance or appeal rights under the personnel
rules and regulations.
H.
Seasonal employee: an employee who works in a position created to
last no more than nine months in any calendar year without any benefits,
grievance or appeal rights under this chapter. A seasonal appointee
shall not earn or accrue sick leave, vacation leave, holiday leave,
administrative leave, military leave, injury leave, personal holiday
leave, temporary disability leave and any employee benefits offered
by the City other than PERA as required by law. A part-time appointee
shall not be entitled to grievance or appeal rights under this chapter.
A.
Upon initial appointment of an employee to a position, all regular
status employees shall be subject to a six-month appraisal period
except police officers, police dispatchers and firefighters whose
appraisal period shall be one year.
B.
The appraisal period is a period during which the department director
or his designee shall determine whether that employee is fit to continue
employment.
C.
If at any time during the employment the department director or his
designee determines that the employee is not meeting job expectations,
the department director or designee may recommend immediate termination
of employment, to be approved by the City Manager, whose decision
is final. The Human Resource Director shall review all documentation
to assure compliance with procedures set.
D.
Any employee who has not successfully completed the appraisal period
shall not be entitled to the rights of grievance or appeal of a disciplinary
action as defined by these rules.
E.
If it is the judgement of the department director or designee thereof
that an employee's probationary period should be extended for the
good of the City, such department director or designee may authorize
an extension of probation for a period of up to six months.
F.
An employee shall not be subject to a probationary period except
upon original appointment, upon a voluntary transfer to a new position
or upon a promotion. Original appointments shall include any job classifications.
G.
All employees on probationary status at the inception of these rules
shall be subject to the probationary provisions they were hired under.
A.
Medical examination after offer of employment. Any post-offer employment
medical examinations shall be required after offer of employment is
made, and shall be conducted in compliance with the Americans with
Disabilities Act (ADA) of 1990.[1]
(1)
Physical examinations shall be conducted after offer of employment
is made for the purpose of determining whether the individual meets
the physical requirements of the job functions as outlined in the
job task analysis for the position. Individuals in regular status
safety sensitive classifications offered employment with the City
of Las Vegas shall be required to undergo an employment physical examination
and shall be conducted at the expense of the City and by a City-appointed,
licensed medical physician. Examinations may be limited to classification
of employees who perform outdoor labor trades.
(2)
If it is determined by the results of the physical examination that
the individual does not meet the physical requirements of the job,
the individual shall not be considered for employment.
[1]
Editor's Note: See 42 U.S.C. § 12101 et seq.
B.
Return to work employment physical examination.
C.
Preemployment drug and alcohol testing. The City of Las Vegas tests
its employees for drugs and alcohol and to that end has adopted drug
and alcohol policies and the same are hereby incorporated herein,
in their entirety, pursuant to the drug and alcohol policies.
D.
Bloodborne pathogens exposure control testing.
(1)
The City of Las Vegas has identified and classified various high-risk
positions within the organization in which employees occupying those
positions have occupational exposure. The list of said job classifications
can be found in the City Bloodborne Pathogen Exposure Control Plan.
The City of Las Vegas shall offer the hepatitis B vaccine (HBV) to
any and all employees in high-risk positions at no cost to the employee.
(2)
If an employee is classified in a position which has occupational
hazard exposure to bloodborne pathogens and experiences an exposure
incident, the City of Las Vegas will provide, with the consent of
the employee, the necessary testing to determine if the employee has
actually been exposed to HIV, HBV, or any other bloodborne pathogens
at no cost to the employee.
Any employee of the City of Las Vegas who drives or operates City-owned motor vehicles or motorized equipment shall have a valid New Mexico drivers's license required for the job classification and must possess a valid drivers license at all times. He/she shall strictly obey all traffic regulations as contained in Chapter 12 of the Municipal Code of Las Vegas and as contained in the State's Motor Vehicle Code. City employees shall at all times drive City-owned vehicles and motorized equipment in a safe and prudent manner, pursuant to administrative regulation.
A.
Driving course. All employees of the City of Las Vegas are required
to take part in, and successfully complete, the City's defensive driving
course. The defensive driving course shall be taken within one year
of employment and renewed when required by the Safety Office.
B.
Insurability.
(1)
A City employee, whose job requires him/her to drive a City-owned
vehicle, must be insurable by the City's insurance carrier.
(2)
All employees whose jobs require them to drive City-owned motor vehicles
or motorized equipment shall immediately report all traffic citations
received, including those received off-duty and while driving private
vehicles, to the immediate supervisor and/or department director .
The City shall monitor insurability.
(3)
Moving vehicle violations, on- or off-duty, resulting in the loss
of the valid New Mexico driver's license of an employee which is required
to have such a license as a condition of the employment shall be terminated
on the grounds that the employee is no longer qualified to perform
his duty pursuant to administrative regulation.
Nepotism, as defined in § 66-7 herein, is prohibited in the City of Las Vegas. No relative of a City employee, by blood or marriage, may be employed in any position with the City in which the employee may directly supervise, control or influence the work or employment status of the relative or the affairs of the organizational unit in which the relative is employed. The term "relative" includes spouse, child, stepchild, mother, father, grandparents, mother-in-law, father-in-law, brother, sister, brother-in-law and sister-in-law.
A.
Employee performance review shall be conducted on the employee's
employment anniversary date each year, or as necessary, by the supervisor
and/or the department director . Department directors shall be evaluated
by the City Manager. The evaluation shall occur each calendar year.
B.
Performance reviews are the responsibility of department directors
and shall serve the purpose of informing the employees of their performance.
The department director and/or the supervisor shall use this process
to provide direction to the employee as it relates to the employee's
responsibilities and departmental goals over the next year and obtain
input from employee on departmental operations. A copy of the employee's
performance review shall be maintained in the employee's personnel
file in the Human Resource Office.
A.
An employee who has voluntarily terminated his employment with the
City for other than disciplinary reasons may be reinstated within
30 days of termination with continuation of full benefits, provided
a vacancy exists, the application process is followed and the individual
is offered the position.
B.
The employee's previous years of service with the City of Las Vegas
may be carried over for the purpose of determining annual leave upon
the following conditions:
C.
In order to have the employee's previous service years with the City
carried over, the employee must make written application to the Human
Resource Director. The employee will be credited for previous service
years effective the date of the written application. The Human Resource
Director shall determine whether an employee qualifies for this benefit.
