The purpose of the personnel system contained in this chapter is to encourage a work environment that maximizes employee morale and the efficient delivery of services to the citizens of Takoma Park. The system is intended to ensure that employees receive comparable salaries if their positions involve comparable duties, required experience, responsibilities and authority.
(Ord. 2010-51 § 2, 2010/prior code § 8B-101)
A. 
The City Manager is the personnel officer. In this capacity, the City Manager bears the responsibility of administering all personnel matters. The City Manager may delegate his or her authority in personnel matters to an appropriate designee.
B. 
The City Manager may adopt regulations to implement the personnel system. The regulations must be consistent with the laws of the City and must further the purpose of the personnel system.
C. 
The City Manager shall have the authority to adopt internal regulations with respect to personnel policies or procedures, as set forth in Chapter 2.12 of this Code, so long as such policies and procedures do not conflict with provisions of this Code or with State or Federal law.
(Ord. 2010-51 § 2, 2010/prior code § 8B-103)
It shall be the responsibility of every employee to acquaint himself or herself with the personnel laws and regulations and any personnel manual in effect.
(Ord. 2010-51 § 2, 2010/prior code § 8B-104)
The provisions of this chapter apply to all employees of the City, unless the provisions conflict with or are inconsistent with State or Federal legislation or a written contract of employment.
(Ord. 2010-51 § 2, 2010/prior code § 8B-105)
A. 
The following are the merit principles of the City's personnel system. The City should manage its personnel system under these principles:
1. 
The work force should represent all segments of society. The City should recruit qualified individuals from appropriate sources to achieve this goal.
2. 
The City should select and advance employees solely on the basis of relative ability, knowledge and skills.
3. 
Employees and applicants for employment should have an equal opportunity to compete openly and fairly to show their relative ability, knowledge and skills.
4. 
The City should treat all employees and applicants for employment fairly and equitably in all aspects of personnel management. Political affiliation, race, color, religion, national origin, sex, ancestry, marital status, age, sexual orientation and disability are not relevant to their treatment. The City must give proper regard for their privacy and constitutional rights.
5. 
The City should pay employees equally for work of equal value.
6. 
All employees should maintain high standards of integrity, conduct and concern for the public interest. However, the City should not dismiss an employee, unless the cause for the dismissal bears a rational relationship to the employee's job performance.
7. 
The City should use its work force efficiently and effectively.
8. 
The City should retain employees on the basis of the adequacy of their job performance. If an employee's job performance is inadequate, the employee should correct the job performance. If an employee cannot or will not improve his or her job performance to meet required standards, the City should dismiss the employee.
9. 
If education and training would result in better organizational and individual performance, the City should provide employees with effective education and training.
10. 
The City should protect employees against arbitrary action, personal favoritism and coercion for partisan political purposes.
11. 
The City should prohibit employees from using their official authority or influence for the purpose of interfering with or affecting the result of an election or a nomination for an election.
12. 
The City should protect employees against reprisal for lawfully disclosing information if the employee reasonably believes that the information indicates:
a. 
A violation of any law, rule or regulation;
b. 
A mismanagement of resources;
c. 
A gross waste of funds;
d. 
An abuse of authority; or
e. 
A substantial and specific danger to the public welfare.
B. 
The merit principles of the City do not create a private cause of action for any person. However, in a grievance, an employee may demand that the City comply with the merit principles.
(Prior code § 8B-107)