Under the authority granted to the City Council by law the following
personnel principles and policies are established:
(A)
Employment
in the City government shall be based on merit, and shall be free
of personal and political considerations;
(B)
Just
and equitable incentives and conditions of employment shall be established
and maintained to promote efficiency and economy in operation of the
municipal government;
(C)
Positions
having similar duties and responsibilities shall be classified and
compensated for on a uniform basis;
(D)
Appointments,
promotions and other personnel actions, requiring the application
of the merit principle, shall be based on systematic tests and evaluations;
(E)
Every
effort shall be made to stimulate high morale by fair administration
of this chapter and by every consideration of the rights and interest
of employees consistent with the best interests of the public.
(Prior code § 2.50)
(A)
The
City Manager shall transmit to the City Council, with his recommendations,
the Personnel Board's recommendations for revisions or amendments
to the personnel system, or the personnel rules and regulations.
(B)
The
City Manager may require each department head to furnish such information
as is necessary to make the personnel system effective. These reports
shall be submitted on such forms as the City Manager deems necessary.
(C)
The
City Manager shall prescribe employment standards for all positions
within the classified service. The City Manager may amend all or any
part of the employment standards for any position included in the
classified service.
(D)
The
City Manager shall have primary responsibility for the execution of
the terms of any memorandum of understanding with a recognized employee
organization.
(Prior code § 2.53)
In addition to all his duties under the Santa Rosa City Charter,
the City Manager or his designated representative shall perform the
following:
(A)
Attend
all meetings of the Personnel Board and act as Secretary thereto;
(B)
Submit
appropriate recommendations to the Personnel Board;
(C)
Recommend
allocation of positions to classes;
(D)
Conduct
an annual salary survey;
(E)
Administer
the employee selection program for the City;
(F)
Administer
the City personnel program in accordance with the rules and regulations;
(G)
Perform
classification studies as necessary; and
(H)
Maintain
position control, personnel records and related records for each employee.
(Prior code § 2.54)
(A)
Any
employee of the classified service may be dismissed, suspended or
reduced in rank or compensation by the appointing authority with the
approval of the City Manager. Such action shall be in writing, stating
specifically the reasons for the action. A copy of the order shall
be filed with the Chairperson of the Personnel Board within five calendar
days after the effective date of such action.
(B)
The
employee shall have the right to request a conference with his immediate
supervisor within 48 hours of the grievance.
(C)
If
the conference with the supervisor fails to resolve the grievance,
the matter may be appealed to the City Manager provided the matter
is appealed within five days of the grievance.
(D)
If
the conference at the City Manager's office fails to resolve
the grievance, then the matter may be appealed to the Personnel Board,
provided the appeal is filed within 10 days from the last action taken.
(E)
Hearing
before the Personnel Board shall be within 10 days from the date the
appeal before the Board was filed.
(Prior code § 2.56)
(A)
The
personnel rules and regulations may be amended by the City Council
by resolution upon receiving recommendations from the Personnel Board
and the City Manager.
(B)
The
Personnel Board may recommend the amendment of any part of the rules
and regulations after holding two public hearing on the proposed amendment.
(C)
The
Board will notify employee organizations and affected City departments
prior to holding said public hearings. In addition to the above, notices
of the hearings will be placed on all department bulletin Boards.
(D)
Public
hearings on the proposed revisions of the personnel rules and regulations
shall be held not less than 10 days apart.
(Prior code § 2.57)
By resolution the City Council shall adopt a basic salary plan
establishing salaries for all City employees, except as otherwise
provided by the City Charter. The basic salary plan shall set forth
job classifications for employees and shall provide for merit increases.
All salaries for officers and employees of the City shall be fixed
by a salary schedule, except for the City Manager, City Attorney,
City Clerk and City Auditor, and shall be established by resolution
adopted by the City Council.
(Prior code § 2.145)
Each position in the City's classified service shall be
assigned a salary schedule.
(A)
The
first step of the salary schedule of the particular job classification
shall apply to employees upon original appointment. However, the City
Manager may appoint at any step authorized in the range if it is not
practical or possible to recruit qualified personnel at the first
step; prior to employment at the fourth or fifth step, Council is
to be advised.
(B)
A
permanent or probationary employee who moves to another classification
with a higher salary range without a break in service shall be granted
the first step in the salary range; except that if the increase resulting
from such adjustment amounts to less than a one-step increase over
his previous salary, the employee shall be entitled to the next higher
step in range.
(Prior code § 2.146)
A permanent or probationary employee who is transferred to a
classification with a lower salary without a break in service may
receive, upon determination by the City Manager, the same rate of
pay he received prior to the transfer. If granted, such salary shall
not be increased until the time that the highest salary of the classification
to which he was transferred equals or exceeds his salary. Such transfer
may be departmental or inter-departmental, and may be made by appointment
from an employment list, temporary appointment, voluntary demotion,
reclassification of position, or reorganization of department, and
shall be in accord with the personnel rules and regulations. The provisions
of this rule do not apply in cases of disciplinary demotion, or demotion
in lieu of layoff.
(Prior code § 2.147)
Every officer and employee shall be eligible to be considered
for a merit increase, if any, within his classification's salary
schedule, provided that:
(A)
His
performance, as determined by the City Manager, meets the requirements
for such advancement;
(B)
He
has completed 12 months of qualifying service following his appointment
to his present position, last merit increase, or movement between
classes which resulted in a salary increase in excess of one full
step;
(C)
The
City Manager may authorize a one-step increase in advance of the one-year
term for exceptional service or as a condition of the original appointment.
(Prior code § 2.148)
The City Manager or his authorized representative shall review
the merit increase recommendations of the department head, shall approve
or disapprove the merit increase, and shall direct the Personnel Department
to notify the employee in writing of the action taken.
(Prior code § 2.149)
In the event of a denial of a merit increase, the employee shall
have 30 days in which to file a written appeal to the Personnel Board
stating reasons why he believes he should be granted a merit increase.
The Board shall afford the officer or employee a hearing and shall
certify its findings and recommendations to the City Manager. Failure
to receive a salary increase as herein provided shall not preclude
any officer or employee from thereafter receiving such increase.
(Prior code § 2.150)
Authorization to compensate an employee at a rate above the
maximum for his/her classification shall be terminated when:
(A)
Such
employee leaves the City service;
(B)
Such
employee refuses a bona fide offer or makes himself/herself unavailable
for permanent employment in a classification in the same line of work
with a salary range commensurate with the salary he/she is receiving.
(Prior code §2.151)
Any dispute or question of fact as to the normal workweek required
for the employment of an officer or employee shall be decided by the
City Manager, and his decision shall be final.
(Prior code § 2.158)
Overtime pay, at the rate of one and one half times (time and
a half) the regular rate of pay or compensating time off at the rate
of one and one-half hour of compensable time for each hour worked
shall be paid or allowed each employee at the option of the employer.
Neither overtime pay or overtime compensatory time shall be pyramided
or compounded. The City Manager shall furnish rules and regulations
governing distribution, use, scheduling and application of overtime
pay to the various departments of the City.
(Prior code § 2.152)
Department heads, assistant department heads, and such other
employees as may be designated by the City Manager shall not be eligible
for overtime pay. Each new employee shall be advised in writing at
the time of appointment to the present position, if the position is
not eligible for overtime pay. Present employees on the payroll shall
be notified within 30 days of the adoption of the ordinance codified
in this chapter, if their position is not eligible for overtime pay.
(Prior code § 2.153)
No compensating time shall be granted unless it is reported
to the finance department on forms provided by the City Manager. No
employee shall accrue or be compensated for more than 20 days of compensating
time or overtime. At the convenience of the department, a department
head may grant time off to an employee upon his written request. Time
off must be taken within 180 calendar days of the time accrued. Uniformed
police and fire personnel shall have the right to request pay for
accrued time 30 days after accrual; provided, that any time not granted
or paid as provided above shall be paid within six months of accrual.
(Prior code § 2.156)
Any employee who leaves the employ of the City who has performed
compensable overtime work without having been compensated for such
work, shall be paid for such overtime work on the basis of the salary
received by him at the time of termination of his employment. Such
overtime payments shall not be approved for more than 20 working days.
In the case of any employee whose service is terminated by his
death, such payment will be made to the person entitled thereto by
law.
(Prior code § 2.157)
Payroll deduction shall be made for an employee's contribution
to the State Employees Retirement System, Old Age Survivor Insurance
and Federal Withholding Tax. With the employee's consent, payroll
deductions may be made for United States Savings Bonds, Employees'
Credit Union, Employees' Health and Accident Insurance, Life
Insurance, Employees' Association Dues and charitable contributions.
No other deductions shall be allowed without prior approval by the
City Council.
(Prior code § 2.159)
Every classified City employee who serves as a trial juror or
is compelled to appear on behalf of the City under service of process,
shall be entitled to absent himself from his/her duties with the City
during the period of such service or while necessarily being present
in court as a result of such call. The employee shall be paid the
difference between his full salary and any payment received by him,
excepting travel pay, for such duty. Time served as a juror or under
subpoena for irregular shift employees shall be considered as time
worked so that an irregular shift employee shall not be required to
appear in court under service of process and also work a shift for
the City during any 24 hour period.
(Prior code § 2.160)
All employees shall receive a meal period during each work shift
as near the middle of the shift as possible. Any employee who is required
to work more than five hours without a meal period shall be paid one-half
hour (30 minutes) at the overtime rate of time and one-half for that
shift in addition to his regular wages for that shift unless a Cityadopted
memorandum of understanding or resolution implementing benefits and
working conditions states otherwise.
(Prior code § 2.164)
(A)
Severance
age for miscellaneous City employees shall be 70 years or such other
number of years as provided by personnel rules and regulations subsequently
adopted by the City Council by ordinance or as provided by agreements
subsequently approved by the City Council. In case of conflict with
this section or the personnel rules and regulations, the agreement
controls. A miscellaneous employee may be retained beyond the severance
age with the employee's consent and upon certification of the
employee's competence in the employee's position by the
appointing authority and the City Manager pursuant to the personnel
rules and regulations adopted by the City Council by ordinance.
(B)
Severance
age for public safety City employees shall be 65 years.
(Prior code § 2.217)
With the approval of the City Manager or the City Council, a
department head is authorized a period not exceeding five working
days per fiscal year at no loss in pay, for educational leave for
the purpose of improvement of his proficiency in his chosen profession.
(Prior code § 2.218)
In addition to the performance of their regular and ordinary
duties, it shall be the duty of all Police Officers and Firefighters
at all times and under all circumstances, to go to the aid of all
persons or animals in distress or danger and render them such help
and assistance as lies within their power, and to protect property
from sudden injury or destruction.
(Prior code § 2.70)
In the performance of any duty as provided in the preceding
sections, if any Police Officer or Firefighter should be injured while
rendering such services, he/she shall be deemed to be injured in the
course of his/her employment and shall be entitled to worker's
compensation therefor, as provided by law.
(Prior code § 2.71)
The City, a municipal corporation, declares that it desires
to qualify to receive aid from the state under the provisions of Sections
13500 to 13523 of the Penal Code of the State.
(Prior code § 2.72)
Pursuant to Section 13522 of the Penal Code of the State, the
City while receiving aid from the state pursuant to Sections 13500
to 13523 of the Penal Code of the State, will adhere to the standards
for recruitment and training established by the State Commission on
Peace Officer standards and training.
(Prior code § 2.73)
The City declares that it desires to qualify to receive aid from the State under the provisions of Section 13522, Chapter 1, of Title 4, Part 4 of the Penal Code.
(Ord. 2834 § 1(part), 1990)
Pursuant to Section 13510(c), Chapter 1, the City Police Department
will adhere to the standards for recruitment and training established
by the California Commission on Peace Officer Standards and Training
(POST).
(Ord. 2834 § 1, 1990)
Pursuant to Section 13512, Chapter 1, the Commission and its
representatives may make such inquiries as deemed appropriate by the
Commission to ascertain that the City Police Department's Public
Safety Dispatcher personnel adhere to the standards for selection
and training established by the Commission on Peace Officer Standards
and Training.
(Ord. 2834 § 1, 1990)
