(a) 
Every officer, agent or employee of the city, while responding to emergency situations, is authorized to act in such a manner as to most effectively deal with the emergency.
(b) 
The authorization granted hereby shall prevail over every ordinance of the city and, to the extent to which the city has the authority to so authorize, over any other law establishing a standard of care in conflict with this section.
(c) 
Neither the city nor any officer, agent or employee acting on behalf of the city in his special capacity shall be liable for any failure to use ordinary care in emergency situations.
(1999 Code, sec. 2-41)
(a) 
The city council hereby adopts the Personnel Policy and Procedure Manual, as available for review through the human resources manager. The city manager is hereby authorized to amend the Personnel Policy and Procedure Manual as he may deem appropriate and/or necessary from time to time; however, any amendment which will result in a financial impact upon the city will be presented to the city council for approval [prior] to implementation.
(b) 
The objectives of the city personnel management system include:
(1) 
Bringing the city a high degree of understanding, cooperation, efficiency and unity through the systematic, uniform application of modern personnel practices;
(2) 
Promotion of productivity, economy, efficiency and responsiveness in the city administration;
(3) 
Provision of fair and equal opportunity for qualified persons to enter and progress in the city service based on merit and fitness as determined through fair and practical personnel management methods;
(4) 
Provision and maintenance of recruitment, advancement and tenure practices that will enhance the attractiveness of a city career and encourage each employee to give his best effort to the job and the public;
(5) 
Provision and maintenance of a consistent, up-to-date position classification and compensation plan based on factor evaluation and ranking of the positions in the city service;
(6) 
Striving for and development of high morale among city employees by fostering good working relationships and by providing uniform personnel policies, opportunity for advancement, and consideration of employee needs and desires;
(7) 
Retention of employees on the basis of the adequacy of their performance, correct inadequate performance, and separate employees whose inadequate performance cannot be corrected; and
(8) 
Assurance that employees are protected against coercion for political purposes and are prohibited from using their position with the city for the purpose of interfering with or affecting the results of an election or a nomination for office.
(1999 Code, sec. 2-42)