The terms as used in this title shall have the meaning given to them in this chapter unless otherwise defined within this title. The notation “syn.” means synonymous or “same as” in meaning.
(Ord. 5013 § 1, 2012)
“Acting appointment” (syn. “working in higher class”) means the temporary assignment of a person to a vacant position in the absence of an employee who normally fills such position. Persons receiving acting assignments must possess the minimum qualifications of the position.
(Ord. 5013 § 1, 2012)
“Allocation” means the assignment of a single position to its proper class in accordance with the duties performed and the authority and responsibilities exercised.
(Ord. 5013 § 1, 2012)
“Anniversary date” means the date upon which an employee first appears on the city’s payroll due to original or promotional appointment to a classified position, and in which the employee becomes eligible for salary advancement consideration. Anniversary dates may be changed by promotion, demotion and/or reclassification. The anniversary date for salary step advancement eligibility shall be on that date which concludes service in the lower salary step. The base anniversary date is the date of original employment, in most cases probationary, to a regular position, upon which longevity and retirement eligibility are based (also called “date of employment”).
(Ord. 5013 § 1, 2012)
“Appointing authority” means the position responsible for hiring, firing, direction of work, scheduling, and supervision of work for each position, normally the city manager or the department head.
(Ord. 5013 § 1, 2012)
“Appointment” means the selection of a candidate, and the candidate’s acceptance of, a position in the classified service in accordance with these rules.
(Ord. 5013 § 1, 2012)
“Bargaining unit” means a group of employees recognized by the employer as appropriate for representation by an organization for purposes of negotiations over issues within the scope of representation. Appropriateness is usually determined by community of interest among the employees sought to be included. The following bargaining unit title abbreviations are used throughout this title:
International Brotherhood of Electrical Workers (“IBEW”)
International Union of Operating Engineers Stationary Engineers, Local 39 (“Local 39”)
Roseville Firefighters Association (“RFF”)
Roseville Police Association (“RPA”)
Roseville Police Officers’ Association (“RPOA”)
(Ord. 5013 § 1, 2012)
“Bona fide occupational qualification” means a job-related requirement of a position which may have the effect of precluding employment of an applicant on the basis of gender or disability.
(Ord. 5013 § 1, 2012)
“Bridged service credit” means the linking or connecting of a reinstated employee’s prior time in a classification where regular city service status was held, to present accrual of time in the same classification(s) for purpose of determining seniority and vacation accrual rate.
(Ord. 5013 § 1, 2012)
“Callback pay” means the amount of wages guaranteed an employee recalled to work after completing and leaving the regular work day/shift.
(Ord. 5013 § 1, 2012)
“Candidate” means an applicant who fulfills the requirements of a given class specification, who has successfully completed the required examination(s) for such a class of work, and whose name has been listed as eligible on an employment list pursuant to these rules.
(Ord. 5013 § 1, 2012)
“Certification” means the act of providing formal written verification of eligibility for employment. Where applicable to employer-employee relations, certification is the formal designation by the city of the organization selected by the majority of the employees in a supervised election to act as representative for all employees in the bargaining unit.
(Ord. 5013 § 1, 2012)
“City” means the City of Roseville, a municipal corporation, as represented by the city council or any duly authorized management representative defined herein.
(Ord. 5013 § 1, 2012)
“Class” (syn. “classification”) means a group of positions sufficiently similar in respect to the duties and responsibilities that:
1. 
The same descriptive title may be used with clarity to designate each position allocated to the class;
2. 
Common requirements as to education, experience, knowledge, ability and other qualifications may be required of all incumbents;
3. 
Common tests of fitness may be used to choose qualified employees; and
4. 
The same schedule of compensation can be made to apply with equity under the same or substantially the same employment conditions.
(Ord. 5013 § 1, 2012)
“Classification plan” means a listing of job titles and descriptions in the classified and unclassified city service adopted pursuant to these rules.
(Ord. 5013 § 1, 2012)
“Classified service” (syn. “competitive service”) means all positions in the city exclusive of: elected positions; board, committee and commission members; persons engaged under contract; temporary positions; the city manager, assistant city managers, the city attorney, all attorneys employed in the office of the city attorney and all department head positions; all persons holding an assistant department head position who were hired or promoted to that position after March 5, 2014; emergency employees hired to meet immediate requirements of an emergency condition; employees hired for a temporary, seasonal or special purpose, employed in a professional or scientific capacity to conduct an inquiry, investigation, examination or project; volunteer and reserve personnel; and those specifically designated by the council or these rules to be exempted from classified service.
(Ord. 5013 § 1, 2012; Ord. 5296 § 1, 2014)
“Class specification” (syn. “job description”) means a detailed written description of the essential factors which distinguish one job from another that includes a job title, duties and responsibilities, examples of work performed, and minimum or desirable qualifications.
(Ord. 5013 § 1, 2012)
“Community of interest” means a description of the criteria employed by the city to determine whether a group of employees sought to be represented by an employee organization constitutes an appropriate bargaining unit. Criteria may include similarity of skills and duties, common supervision, common hours, wages, working conditions and other factors.
(Ord. 5013 § 1, 2012)
“Compensation” (syn. “salary,” “wages,” “pay”) means the amount of cash payment made to employees by payroll check in consideration of the number of hours worked in accordance with payment schedules, including pay for overtime, work in a higher class (acting), educational incentive and other forms of payment in connection with the performance of job assignments. Total compensation refers to that amount of cash pay plus employment-related benefits received by employees including the city’s contribution to the employee’s medical and dental programs, retirement, sick leave, vacation and other similar benefits of monetary value.
(Ord. 5013 § 1, 2012)
“Consultation” means communicating orally or in writing with all recognized employee organizations, for the purpose of presenting and obtaining views or advising of proposed actions in a good faith effort to reach a consensus, and is distinguished from meeting and conferring in good faith regarding matters within the required scope of the meet and confer process. It does not involve an exchange of proposals and counterproposals with an exclusively recognized employee organization in an endeavor to reach agreement in the form of a memorandum of understanding, nor is it subject to the impasse process.
(Ord. 5013 § 1, 2012)
“Continuous service” means employment with the city without break or interruption excluding authorized vacation, military leave or other paid leaves.
(Ord. 5013 § 1, 2012)
“Decertification” means removal or withdrawal of a classification from a bargaining unit, or an entire employee organization representation unit.
(Ord. 5013 § 1, 2012)
“Demotion” means a change in employment status resulting in movement from one position to another which requires lesser minimum qualifications and is assigned a lower pay range.
(Ord. 5013 § 1, 2012)
“Director” means the human resources director of the city, or the director’s designee.
(Ord. 5013 § 1, 2012)
“Dismissal” (syn. “discharge”; see also “termination”) means involuntary separation or termination from city service for cause.
(Ord. 5013 § 1, 2012)
“Eligible” means a person whose name appears on a current employment list duly certified by the director.
(Ord. 5013 § 1, 2012)
“Employee” means any person employed by the city except those elected by popular vote or those appointed by the council to advisory boards or commissions.
A. 
“Regular employee” means a classified service employee who has successfully completed the prescribed initial probationary period with the city and has been retained as provided in these rules.
1. 
A regular full-time employee is an employee who provides full-time services to the city in a non-temporary capacity and who is compensated at full pay and benefits for the assigned position.
2. 
A modified schedule employee is a regular employee who provides less than full-time service to the city and who is compensated proportionally to the amount of service provided to the city.
B. 
“Probationary employee” means a classified service employee who has not completed the probationary period for a particular position pursuant to these rules.
C. 
“Temporary employee” means an unclassified service employee who possesses the minimum qualifications established for a particular position, and has been appointed to the position in the absence of available eligibles, or who has been appointed to a position of limited scope and duration.
D. 
“Confidential employee” means an employee who protects the confidentiality of the city’s bargaining process and strategy, both in general contract negotiations and in day-to-day interaction with employee unions and associations. The employees who occupy positions designated as confidential serve as essential support members to the management team and their confidentiality is assured by their exclusion from any organized bargaining unit.
E. 
“Limited term employee” means an at will employee hired into a benefited position for a specific project with a specific ending date. The position shall last only for so long as the project or specific need for which it was created exists, but in no event longer than 36 months full-time employment or equivalent without a break of at least three months.
F. 
“Professional employee” means an employee engaged in work requiring specialized knowledge and skills attained through completion of an academic course of instruction, usually leading to the attainment of an academic degree, including, but not limited to, attorneys, traffic engineers, civil engineers, architects, and various types of physical, chemical and biological scientists. (This definition does not include the job titles of police officer or firefighter. However, the city manager, in his or her sole discretion, may designate additional positions satisfying the requirements stated above.)
G. 
“Supervisory employee” means an employee who exercises responsibility for training, evaluating, assigning and overseeing work, and possesses the authority to recommend discipline.
H. 
“Management employee” means any employee having significant responsibilities for formulating and administering city policies and programs and having responsibility for directing the work of subordinates through lower level supervision; and/or any employee having authority to exercise independent judgment, or to effectively recommend any action to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or having the responsibility to direct them, or to adjust their grievances, if the exercise of such authority is not merely routine or clerical in nature, but requires the use of independent judgment and discretion.
(Ord. 5013 § 1, 2012; Ord. 5661 § 1, 2016)
“Employee organization” means any lawful organization which includes as members employees of the city and which has as one of its purposes representation of such employees in their relations with the city.
(Ord. 5013 § 1, 2012)
“Employer-employee relations” means the relationship between the city and its employees and their employee organizations, or when used in a general sense, the relationship between management representatives and employees or employee organizations.
(Ord. 5013 § 1, 2012)
“Employment list” means a list of names of persons, ranked in order of score achieved, who have successfully passed all phases of the examination process for a class of employment in city service.
A. 
“Open employment list” means a list of persons who have taken an open competitive examination for a specific class in the classified service and have qualified.
B. 
“Promotional employment list” means a list of employees who have taken a promotional examination for a specific class in the classified service and have qualified.
C. 
“Reemployment/reinstatement list” means a list of names of persons previously employed by the city and either laid off or resigned in accordance with these rules.
D. 
“Transfer list” means a list of names of employees who have requested transfer to a classification they previously held as a regular employee within the previous three years.
(Ord. 5013 § 1, 2012)
“Equal employment opportunity” means a condition of equality in all employment-related actions brought about by unbiased personnel practices, procedures and methods.
(Ord. 5013 § 1, 2012)
“Examination” means the process of measuring and evaluating the relative ability and fitness of applicants by jobrelated testing procedures consisting of one or more of the following methods:
A. 
Application evaluation test;
B. 
Written test;
C. 
Performance test;
D. 
Physical agility test;
E. 
Personal interview test;
F. 
Medical evaluation;
G. 
Background evaluation.
Examinations may further be defined as “assembled” or “unassembled”:
1.
“Assembled examination” means an examination conducted at a specified time and place at which applicants are required to appear for competitive examination under the supervision of an examiner.
2.
“Unassembled examination” means an examination consisting of an appraisal of training, experience, work history, or any other means for evaluating other relative qualifications of applicants without the necessity for their personal appearance at a specified place.
(Ord. 5013 § 1, 2012)
“Flexible schedule” means a schedule of work hours and days during which an employee is to be present at work, the time of which shall consist of a specified period during the normal work schedule (core time) with the prescribed balance of hours to be worked by arrangement of the employee and department head. Flexible schedules include 9/80, flex 40, and 4/10 schedules. Employees working under a flexible schedule may not qualify for overtime pay for hours worked in accordance with the flexible schedule.
(Ord. 5013 § 1, 2012)
“Grievance” means a non-disciplinary complaint or dispute by an employee or group of employees concerning wages, hours or conditions of employment.
(Ord. 5013 § 1, 2012)
“Grievance procedure” means a written plan which provides for the adjustment of grievances through discussions at progressively higher levels of authority until the matter is resolved.
(Ord. 5013 § 1, 2012)
“Health care provider” has the same meaning as defined in paragraph (6) of subdivision (c) of Section 12945.2 of the California Government Code, as it may be amended.
(Ord. 5692 § 1, 2016)
“Immediate family member” means any of the following:
A. 
A child, which for purposes of this title means a biological, adopted, or foster child, stepchild, legal ward, child of a domestic partner, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age of dependency status.
B. 
A biological, adoptive, or foster parent, stepparent, mother-in-law, father-in-law, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.
C. 
A spouse.
D. 
A registered domestic partner.
E. 
A grandparent.
F. 
A grandchild.
G. 
A sibling or stepsibling.
H. 
Any person for whom the employee has guardianship.
(Ord. 5013 § 1, 2012; Ord. 5692 § 2, 2016)
“Impasse” means a situation reached in meeting and conferring between the employer and the employee organization, both negotiating in good faith, when the differences on matters to be included in a memorandum of understanding remain so substantial and prolonged that further meeting and conferring would be futile.
(Ord. 5013 § 1, 2012)
“Job title” means a descriptive name given to a classification, listed on all official records of the employee and contained in the city’s classification plan.
(Ord. 5013 § 1, 2012)
“Laboratory conditions” means the situation where the employees taking part in a union certification election exercise free choice.
(Ord. 5013 § 1, 2012)
“Layoff” means involuntary separation from city service for nondisciplinary reasons including, but not limited to, lack of funds or work, abolition of position, public mandate, reorganization, or the reduction or elimination in service levels.
(Ord. 5013 § 1, 2012)
“Majority representative” means an employee organization, or its duly authorized representative, that has been granted recognition by the city council as representing the majority of employees in an appropriate unit.
(Ord. 5013 § 1, 2012)
“Management representative” means the city manager, city attorney, department heads, or any management employee or organization duly authorized by the city manager or city council to represent the city’s interests.
(Ord. 5013 § 1, 2012)
“Management rights” means the rights of the city and its management employees that are expressly reserved to be exercised at the city’s sole discretion.
(Ord. 5013 § 1, 2012)
“Mediation” (syn. “conciliation”) means an attempt by an impartial third party, selected by the primary parties, to assist in the negotiations process or in the settlement of an employment dispute through suggestion, advice, persuasion or other ways of stimulating agreement short of dictating its provisions.
(Ord. 5013 § 1, 2012)
“Meet and confer” (syn. “negotiate”) means a process of determining wages, hours and conditions of public employment through discussions between representatives of the city and the employee organization with a view toward reaching an agreement to be presented to the city council for final determination.
(Ord. 5013 § 1, 2012)
“Memorandum of understanding” (syn. “MOU,” “agreement,” “labor contract”) means a written agreement between the city and a recognized employee organization, usually for a definite term, defining wages, hours, conditions of employment and procedures for handling issues that may arise during the life of the agreement.
(Ord. 5013 § 1, 2012)
“Merit increase” (syn. “pay advancement,” “step increase”) means advancement of an employee’s base compensation from one salary step to a higher level salary step within the same salary range based on satisfactory demonstration of individual efficiency and performance.
(Ord. 5013 § 1, 2012)
“Modified duty assignment” means a temporary assignment available to an employee who has been injured on or off the job (except in connection with non-city employment) and is unable to perform all essential functions of their classification.
(Ord. 5013 § 1, 2012)
“Modified schedule appointment” means the appointment to a classified position which is scheduled for between 20 and 36 hours of work per week, and is compensated in salary and benefits according to hours worked.
(Ord. 5013 § 1, 2012)
“Off-duty employment” (syn. “moonlighting”) means the simultaneous holding of more than one paid employment by an employee; e.g., full-time city employment and a supplementary job with another employer or self-employment.
(Ord. 5013 § 1, 2012)
“Performance evaluation” means a formal system to evaluate performance factors related to an employee’s job duties, responsibilities and related employment characteristics on a regular and systematic basis by supervisory personnel.
(Ord. 5013 § 1, 2012)
“Performance test” means a selection or retention test technique which has as its primary objective the evaluation of relative ability to perform a job task or series of tasks based on a demonstration of the task(s) or its reasonable simulation.
(Ord. 5013 § 1, 2012)
“Personnel action” means an action taken which changes the employment status of an employee, such as appointment, transfer, demotion, reclassification, separation from service (resignation, dismissal or layoff), reinstatement, or reemployment. A personnel action may be voluntary or involuntary.
(Ord. 5013 § 1, 2012)
“Personnel ordinance” means the ordinance(s) adopted by the city council which establishes or modifies the city’s personnel system including rules, regulations, terms and conditions of employment.
(Ord. 5013 § 1, 2012)
“Position” means a job which is defined by specific responsibilities, title, locational assignment, and whose full description is contained in a class specification and contained in the classification plan duly adopted by the city council.
(Ord. 5013 § 1, 2012)
“Probation” means the status of an employee when the employee is serving a trial period of employment during which time the employee is trained and evaluated on fitness and ability to perform the duties of the appointed position. Probation is the final phase of the city’s selection process in classified service.
(Ord. 5013 § 1, 2012)
“Probationary period” means a designated period of time in which an employee, upon original or promotional appointment, is trained and evaluated for suitability for a position in classified service.
(Ord. 5013 § 1, 2012)
“Probationary release” means the discharge of an employee during the probationary period. Where the employee has been promoted to a higher level position and is being released while serving a probationary period in such position, the employee may be demoted to the lower level position previously held if regular status was obtained in the lower level position.
(Ord. 5013 § 1, 2012)
“Promotion” means a change in employment status from one position to another position which requires higher minimum qualifications, is assigned more difficult duties and responsibilities, and is assigned a higher pay range.
(Ord. 5013 § 1, 2012)
“Promotional examination” means an examination for a particular class, admission to which is limited to qualified regular employees in classified service.
(Ord. 5013 § 1, 2012)
“Promotional list” means a list of employees certified by the director as eligible for appointment to a promotional position.
(Ord. 5013 § 1, 2012)
“Protected group member” means an applicant, employee or person hired pursuant to a contract who is protected from discrimination based on race, color, religion, ancestry, national origin, age, sex, sexual orientation, marital status, political affiliation, family care leave status, pregnancy, physical or mental disability, medical condition, or any legally protected characteristic. These are sometimes referred to as protected characteristics.
(Ord. 5013 § 1, 2012)
“Provisional appointment” means an appointment of a person who possesses the minimum qualifications established for a particular class and who has been appointed to a position in that class in the absence of an appropriate employment list as provided for in these rules.
(Ord. 5013 § 1, 2012)
“Reclassification” means change of a position’s job description, duties, title and/or compensation, according to a classification analysis which identifies a material difference between the existing job description and the actual job duties required to perform the functions of the position.
(Ord. 5013 § 1, 2012)
“Reduction in pay” (syn. “pay reduction”) means a pay decrease within the limits of the pay range established for a position.
(Ord. 5013 § 1, 2012)
“Reemployment” means the employment without examination of a former employee who has resigned in good standing from classified service and who, within a prescribed period, requests to be reemployed in the same class in which regular status was formerly held.
(Ord. 5013 § 1, 2012)
“Reinstatement” means the return to employment without examination of a regular employee in classified service who has been laid off and subject to recall to employment within a specified period from the date of layoff.
(Ord. 5013 § 1, 2012)
“Safety member” (syn. “safety employee”) means an employee of the fire or police departments who is sworn and meets the requirements set forth by the Public Employees’ Retirement System or the California Government Code for safety member eligibility.
(Ord. 5013 § 1, 2012)
“Scope of representation” means matters relating to wages, hours and other terms and conditions of employment as provided in California Government Code Section 3500 et seq.
(Ord. 5013 § 1, 2012)
“Seasonal appointment” means an appointment to an unclassified position, the duration of which is distinguished by a prescribed period of temporary employment and which is compensated solely on an hourly basis.
(Ord. 5013 § 1, 2012)
“Service credit” means the number of credit points available to a regular employee in seniority determinations for the purpose of layoffs.
(Ord. 5013 § 1, 2012)
“Service points” means the number of points a regular employee may receive in addition to qualifying scores achieved in a promotional examination.
(Ord. 5013 § 1, 2012)
“Service year” means 12 calendar months from the date of hire. Every year from that date will be considered another “service year.”
(Ord. 5013 § 1, 2012)
“Selection process” means the sequence of examinations leading to the establishment of an employment list and ultimately to the placement in city service as a classified employee.
(Ord. 5013 § 1, 2012)
“Shift employees” means classified employees assigned to work other than the 8:00 a.m. to 5:00 p.m., Monday through Friday, general hours of work, including, but not limited to, employees of the fire and police departments, employees in the water and wastewater treatment and power plant(s), and employees assigned to refuse collection, pursuant to these rules and regulations (see work shift definition). These employees are required to work the scheduled day regardless of whether it is an observed holiday.
(Ord. 5013 § 1, 2012)
“Suspension” means the temporary removal of an employee from city service, without pay, for disciplinary reasons and for a specified period of time as determined by the appointing authority and the director.
(Ord. 5013 § 1, 2012)
“Temporary appointment” means a limited duration appointment to a position acquired by a person possessing the minimum qualifications established for the position.
(Ord. 5013 § 1, 2012)
“Termination” means the involuntary separation of an employee from the service of the city.
(Ord. 5013 § 1, 2012)
“Third degree kinship” means a relative of the employee by blood or marriage, except spouse, within the third degree to include the employee’s parents, stepparents, children, stepchildren, grandparents, grandchildren, brothers, sisters, stepbrothers, stepsisters, aunts, uncles, nephews, and nieces.
(Ord. 5013 § 1, 2012)
“Transfer” means a change of employment status from one position to another position where it is either:
A. 
A voluntary or involuntary transfer to a position having the same or similar qualifications, duties and responsibilities, which does not result in reductions of salary, benefits, or privileges; or
B. 
A voluntary transfer to a position having the same, similar or lesser qualifications and/or duties, and/or responsibilities which may or may not result in a reduction of salary and/or benefits, and/or other privileges.
(Ord. 5013 § 1, 2012)
“Validated test” means a selection examination, the elements of which are directly related to the significant and specific requirements and duties of the class.
(Ord. 5013 § 1, 2012)
“Workday” means the hours of work within a 24-hour period. For classified full-time employees, the workday shall generally consist of eight compensable hours of work. Modified schedule employees shall have a workday defined by the number of hours normally scheduled in a prescribed day of work.
(Ord. 5013 § 1, 2012)
“Work schedule” means a listing of the specific days and hours each employee is assigned to perform normal work duties as determined by the department head.
(Ord. 5013 § 1, 2012)
“Work shift” means the number of work hours assigned to classified employees working other than an eight hour workday or other than a flexible schedule.
(Ord. 5013 § 1, 2012)
“Workweek” means the days and hours assigned to an employee to perform normal duties within a week.
(Ord. 5013 § 1, 2012)
“Y rated” applies to an employee whose salary is not subject to merit increase, cost of living adjustment or any other increase because the employee’s salary exceeds the maximum salary for the employee’s classification. Typically, this occurs if an employee’s position has been reclassified to a classification with a maximum salary lower than the employee’s current rate. Only when the maximum salary for the new classification is increased to a level higher than the employee’s current salary does the employee become eligible for any salary increase.
(Ord. 5013 § 1, 2012)