[R.O. 2010 §120.020; CC 1970 §22-2; Ord. No. 1458 §1, 1-28-1969]
A.
Under
the authority granted to the Board of Aldermen by State Statutes,
the following personnel principles and policies are established:
1.
Employment in the City Government shall be based on merit and free
of personal and political considerations;
2.
Just and equitable incentives and conditions of employment shall
be established and maintained to promote efficiency and economy in
operation of the Municipal Government;
3.
Positions having similar duties and responsibilities shall be classified
and compensated for on a uniform basis;
4.
Appointments, promotions and other personnel actions, requiring the
application of the merit principle, shall be based on systematic tests
or evaluations;
5.
Every effort shall be made to stimulate high morale by fair administration
of this Article and by every consideration of the rights and interests
of employees, consistent with the best interests of the public and
the City; and
6.
Continuity of employment covered by this Article shall be subject
to good behavior, satisfactory performance of work, necessity for
the performance of work and availability of funds.
[R.O. 2010 §120.030; CC 1970 §22-3; Ord. No. 1458 §2, 1-28-1969]
All offices and positions of the City shall be and are hereby
allocated to the classified service or the exempt service. The exempt
service shall include all elected officials and members of the citizens
boards and commissions, the City Administrator, City Clerk, City Treasurer,
City Attorney, City Engineer, Chief of Police, Fire Chief, Public
Works Superintendent consultants and counsel rendering temporary or
part-time professional services, and all other personnel appointed
to serve without compensation. The classified service shall include
all other positions in the City service which are not specifically
placed in the exempt service by this Article. Unless specifically
designated otherwise, personnel policies and rules shall apply to
employees of the classified service.
[R.O. 2010 §120.040; CC 1970 §22-4; Ord. No. 1458 §3, 1-28-1969]
A.
The
City Administrator shall have the basic responsibility for the personnel
program as set forth in this Article. He/she specifically shall:
1.
Be responsible for effective personnel administration;
2.
Appoint, remove, suspend and discipline all officers and employees
of the City subject to the policies set forth in this Article, provisions
of the general ordinances and those in the State Statutes;
3.
Fix and establish the number of employees in the various City Departments
as set by ordinance and determine the duties and compensation in accordance
with the policies set forth in this Article and subject to the approval
of the Board of Aldermen and budget limitations; and
4.
Perform such other duties and exercise such other powers in personnel
administration as may be subscribed by law and this Article.
[R.O. 2010 §120.050; CC 1970 §22-5; Ord. No. 1458 §4, 1-28-1969]
A.
The
City Administrator shall act as Director of Personnel and shall be
responsible for the administration and technical direction of the
City personnel program. Specifically, the Director of Personnel shall:
1.
Administer, under the direction of the Mayor, the personnel program
as set forth in this Article and the personnel rules;
2.
Perform all lawful and necessary duties essential to the effective
administration of the personnel system;
3.
Recommend to the Mayor and Board of Aldermen for consideration, rules
and revisions and amendments thereto;
4.
Recommend to the Mayor a position classification plan for approval
by the Board of Aldermen, and install and maintain such a plan;
5.
Prepare and recommend to the Mayor a pay plan for all City employees
for Board of Aldermen approval;
6.
Establish and maintain a roster of all persons in the Municipal service
setting forth each officer and employee, class title of his/her position,
salary, any changes in class title, status and such other data as
may be deemed desirable or useful;
7.
Develop and administer such recruiting and examining programs as
may be necessary to obtain an adequate supply of competent applicants
to meet the needs of the City;
8.
Be responsible for certification of all payrolls;
9.
Develop and coordinate training and educational programs for City
employees;
10.
Investigate periodically the operation and effect of the personnel
provisions of this Article and the rules and report his/her findings
and recommendations to the Mayor; and
11.
Perform such other duties as may be assigned by the Mayor not inconsistent
with this Article.
[R.O. 2010 §120.060; CC 1970 §22-6; Ord. No. 1458 §5, 1-28-1969; Ord. No. 1495 §1, 10-13-1970]
The Board of Aldermen shall, as a collateral duty, perform the
functions of the Personnel Appeals Board.
[R.O. 2010 §120.070; CC 1970 §22-8; Ord. No. 1458 §5, 1-28-1969; Ord. No. 1495 §1, 10-13-1970]
The Board shall hear appeals submitted by any classified employee
relative to any suspension, demotion or dismissal. The Board shall
hear the representatives of the City as well as the employee concerned
and any witnesses presented by either. The Board shall obtain all
of the facts pertinent to the case and render a decision which shall
be binding on all parties concerned.
[R.O. 2010 §120.080; CC 1970 §22-9; Ord. No. 1458 §6, 1-28-1969]
A.
The
City Administrator shall present to the Board of Aldermen personnel
rules and regulations to be adopted by the Board of Aldermen. Such
adoption shall be by resolution. The rules shall cover specific procedures
and policies to govern the following phases of the personnel program:
1.
Administration of a position classification plan;
2.
Administration of a pay plan;
3.
The announcement of vacancies and the acceptance of applications
for employment;
4.
Preparation and conduct of examinations;
5.
Establishment and use of employment lists containing names of persons
eligible for employment;
6.
Establishment of promotional policies;
7.
Certification of employment of persons to fill vacancies and the
making of temporary and emergency appointments;
8.
Valuation of the work of employees including those serving a probationary
period;
9.
Transfer, promotion and reinstatement of employees in the classified
service;
10.
Separation from the service of employees by resignation, layoff,
suspension, dismissal and for incapacity to perform required duties;
11.
Establishment of hours of work, attendance and leave regulations
and working conditions;
12.
Development of employee morale, welfare and training;
13.
Rules governing the outside employment of municipal employees;
14.
Rules governing relationships with employee organizations;
15.
Maintenance and use of necessary records and forms;
16.
A uniform system of handling all grievances; and
17.
Such other matters as may be necessary and proper to carry out the
intent and purpose of this Article.
[R.O. 2010 §120.090; CC 1970 §22-10; Ord. No. 1458 §7, 1-28-1969]
Amendments to the personnel rules and regulations may be proposed
by the City Administrator and will become effective upon approval
by the Board of Aldermen.
[R.O. 2010 §120.100; CC 1970 §22-11; Ord. No. 1458 §8, 1-28-1969]
A.
The
personnel rules and regulations shall provide procedures for the employment
of persons on the basis of merit in conformity with this Article.
Such procedures shall include, but not be limited to, the following:
1.
An orderly and systematic method of recruitment to ensure that all
those employed will be hired on a merit basis, and the establishment
of qualified lists for employment purposes;
2.
Provisional appointments in the absence of appropriate employment
lists; provided, that employment lists shall be established for such
a position within twelve (12) months and that no person shall be employed
by the City under provisional appointment for a total of more than
twelve (12) months;
3.
During the period of suspension of an employee or pending final action
of proceedings to review the suspension, demotion or dismissal of
an employee, the vacancy created may be filled by the employing authority
only by provisional appointment; and
4.
In the event of emergency the appointing authority may appoint such
persons as are required to meet the situation but such appointments
shall not exceed sixty (60) working days in any twelve (12) month
period.
[R.O. 2010 §120.110; CC 1970 §22-12; Ord. No. 1458 §9, 1-28-1969]
In preparing the classification plan, as called for in this
Article, the City Administrator shall ascertain the duties, authority
and responsibility of all positions subject to this Article. After
consultation with department heads and employees, he/she shall prepare
and recommend to the Mayor a position classification plan which shall
group all positions in the classified service, based on their duties,
authority and responsibilities. The position classification plan shall
set forth for each class or position a class title, a statement of
duties, authority and responsibilities thereof and the qualifications
that are necessary or desirable for the satisfactory performance of
the duties of the position.
[R.O. 2010 §120.120; CC 1970 §22-13; Ord. No. 1458 §10, 1-28-1969]
The Director of Personnel shall develop a uniform and equitable
pay plan consisting of minimum, intermediate and maximum rates of
pay for each class of position. Salary ranges for each class shall
be coordinated with the position classification plan and shall be
based on the ranges of pay for other classes, requisite qualifications,
general rates of pay for comparable work in other public and private
employment in the area, cost of living data, suggestions of department
heads and employees, maintenance or other benefits received by employees,
the financial policy of the City and other economic considerations.
[R.O. 2010 §120.130; CC 1970 §22-14; Ord. No. 1458 §11, 1-28-1969]
The City Administrator shall submit the classification and pay
plans to the Board of Aldermen for adoption. The Board of Aldermen
shall adopt such plans as prescribed or as amended by resolution.
The plans may be amended from time to time in the same manner as they
were adopted.
[R.O. 2010 §120.140; CC 1970 §22-15; Ord. No. 1458 §12, 1-28-1969]
On the effective date of a new or revised pay plan, employees
receiving less than the minimum rate for their class, shall be increased
to the minimum rate of the salary range. Employees receiving more
than the maximum rate of their class shall continue to receive the
same rate. Employees whose salary rates fall at any step in the range
for the position shall continue at that rate. Rates at other than
an established step of the salary range shall be increased to the
next higher step.
The rules and regulations shall provide that all original and
promotional appointments shall be for a probationary period of six
(6) months. The City Administrator may extend this probationary period
for an additional six (6) months. During this probationary period,
an employee may be dismissed at any time without right of appeal or
hearing in any manner. The employee dismissed during the probationary
period from a position to which he/she has been promoted may be reinstated
to the position from which he/she has been promoted unless charges
are filed and he/she is discharged as provided in this Article and
the rules.
[1]
Editor's Note: Ord. No. 19-19 set an effective date of 1-1-2020.
[R.O. 2010 §120.160; CC 1970 §22-17; Ord. No. 1458 §14, 1-28-1969]
A.
After
consultation with the department head, the City Administrator may
suspend an employee appointed by him/her without pay for disciplinary
purposes. No employee shall be suspended for more than thirty (30)
days in any calendar year; except, that extensions may be made pending
any investigation and hearing. After consultation with the department
head, the City Administrator may demote or dismiss an employee appointed
by him/her whose work is unsatisfactory. Written notice of the action
shall be served upon the employee affected and filed with the City
Administrator before it shall become effective.
B.
All
appointments made by the Mayor, with the approval of the Board of
Aldermen, may be suspended, demoted or dismissed by the Mayor, with
the approval of the Board of Aldermen.
[R.O. 2010 §120.170; CC 1970 §22-18; Ord. No. 1458 §15, 1-28-1969]
Any regular employee who is suspended, demoted or dismissed
may appeal to the Appeals Board within thirty (30) days after such
action is taken. The personnel rules and regulations shall establish
an appeal procedure.
[R.O. 2010 §120.180; CC 1970 §22-19; Ord. No. 1458 §16, 1-28-1969]
No person in the exempt or classified service or seeking admission
thereto, shall be employed, promoted, demoted or discharged, or in
any way favored or discriminated against because of race, color, religion,
national origin, ancestry, sex, age, or disability.
[R.O. 2010 §120.190; CC 1970 §22-20; Ord. No. 1458 §17, 1-28-1969]
The following relatives of any elective officer are disqualified
from holding any appointive office or employment during the term for
which the elective officer was elected: Spouse, child, parent, grandchild,
grandparent, brother, sister, half-brother, half-sister or the spouses
of any of them. All relationships shall include those arising from
adoption.
[R.O. 2010 §120.200; CC 1970 §22-21; Ord. No. 1458 §18, 1-28-1969; Ord. No. 03-04 §1, 2-17-2004]
A.
City
employees are encouraged to exercise their right to vote, but no employee
shall make use of work time or equipment to aid a political candidate,
political party or political cause or use his/her City position to
persuade, coerce or intimidate any person in the interest of a political
candidate, political party or political cause. Employees may not display
on their person during work hours or in their work area any buttons
or literature which supports or endorses a political candidate, party
or cause.
B.
No
City employee, including all full-time, part-time and seasonal employees,
may participate in or assist any candidate seeking elective office
with the City except by casting their individual ballot.
C.
Any
City employee who becomes a candidate for any elective office involving
the City of Glendale shall immediately forfeit his/her position with
the City.
D.
Prior
to any City employee becoming a candidate for or accepting appointment
to an elective position with a political subdivision other than the
City of Glendale shall immediately place on file with the department
head and City Administrator a statement which includes the following:
that no City time or equipment will be used in the campaign or in
carrying out the responsibilities of that elective office and that
steps have been taken to assure that the employee's City job will
be carried out effectively both during the campaign and for the duration
of the incumbency. The City Administrator shall determine if there
is any incompatibility with his/her employment with the City.
E.
No
employee shall seek election to or accept appointment to a position
which is incompatible with his/her employment with the City.
F.
Any
willful violation or violation through culpable negligence of any
of the above prohibitions shall be sufficient grounds for the discharge
of any employee guilty of such violation.
[R.O. 2010 §120.210; CC 1970 §22-22; Ord. No. 1458 §19, 1-28-1969]
No employee under the government of the City shall, directly
or indirectly, solicit or receive, or be in any manner concerned in
soliciting or receiving any assessment, subscription or contribution
for political purpose in the City.
[R.O. 2010 §120.220; CC 1970 §22-23; Ord. No. 1458 §20, 1-28-1969]
Any person holding a position included in the classified service
who shall have served continuously in such position, or in some other
position included in the classified service, for a period of at least
six (6) months immediately prior to January 28, 1969, shall upon certification
by the appointing authority that his/her work has been satisfactory,
assume regular status in the classified service in the position held
on such date without preliminary examination or working tests and
shall thereafter be subject in all respects to the provisions of this
Article. Persons who have held positions less than the regular probationary
period established for their positions shall be regarded as probationers
and may be certified in the same manner when they satisfactorily complete
the regular working test period from the date of original appointment.
[R.O. 2010 §120.230; CC 1970 §22-24; Ord. No. 1458 §21, 1-28-1969]
The Mayor is authorized to consult with, or receive suggestions
from, individual City employees or groups of City employees concerning
matters of personnel policy. Where appropriate, the Mayor may refer
any requests from employees to the Board of Aldermen, along with his/her
recommendations, for its consideration. On matters within the discretion
of the Mayor, he/she shall give due consideration to the views of
employees. However, nothing herein shall be interpreted as depriving
the Board of Aldermen or the Mayor of the right to make a final decision
on matters for which they have ultimate responsibility.
[R.O. 2010 §120.240; CC 1970 §22-25; Ord. No. 1458 §22, 1-28-1969]
The Board of Aldermen shall appropriate such funds as are necessary
to carry out the provisions of this Article.
