(A) The
City Council shall appoint a Personnel Board of five members. Two
members of the Personnel Board shall be appointed from a list of not
less than seven names submitted by recognized employee organizations
of the City. At least four of the seven names shall be members of
labor unions not signatories to any memorandum of understanding with
the City or in the employ of the City. At least one of the two appointees
named above shall be selected from the four members of labor unions
submitted to the council. Of the members first appointed, two shall
be appointed for a term of two years, two for a term of three years
and one for a term of four years. Upon original appointment, not more
than one member from the employee list shall be appointed to serve
for a term of the same number of years. Thereafter, each member shall
be appointed for a term ending four years from the expiration of such
term for which his predecessor was appointed, except that a person
appointed to fill a vacancy occurring prior to the expiration of such
term shall be appointed for the remainder of the term. No salaried
or elected official of the City shall serve on the Board. All members
shall be qualified electors of the City, and shall serve without compensation.
(B) A
member of the Board shall serve at the pleasure of the City Council
and may be removed by the affirmative vote of four members of the
City Council.
(C) The
Personnel Board shall act in an advisory capacity to the City Manager
on matters concerning personnel administration.
(D) The
Personnel Board shall act as an appeal Board to hear appeals by a
classified employee relative to any situation connected with his official
employment status or condition of employment as provided by the personnel
rules and regulations or any amendments thereto, or any memorandum
of understanding between the City and a recognized employee organization.
(E) The
Appeal Board may recommend to the City Manager modifications or revocation
of a disciplinary action only on the following grounds:
(1) The facts do not justify the action taken;
(2) A substantive violation or omission of procedure was made;
(3) The action taken was unreasonable, capricious or arbitrary in view
of the offense, the circumstances surrounding the offense, and the
past record of the employee.
(Prior code § 2.51; Ord. 3114 § 3, 1994)