It is the policy of the City of Tacoma that there is no mandatory retirement age from City service.
(Ord. 16383, 1959-06-29; Ord. 21564 § 1, 1978-12-19; Ord. 24542 § 2, 1990-01-09)
In order that employees may perform their work more efficiently and that they may be able to qualify for positions of increasing difficulty and responsibility, the Human Resources Director may establish, direct, operate, and coordinate educational programs for employees in the City Service, and shall cooperate with and assist all departments in such programs. Employees’ participation in training programs shall be on a voluntary basis and training meetings and courses may be held on employees’ own time or, with the approval of the appointing authority, during official working hours.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
STATEMENT OF POLICY:
It shall be the policy of the City of Tacoma to adjust complaints of employees promptly and fairly. Within the framework of existing laws and regulations, every effort shall be made to adjust complaints in a manner mutually satisfactory to employees and management without any interference or subsequent discrimination against employees who may seek to adjust a complaint.
It shall be the policy of the City to make every attempt to resolve complaints within the department at the lowest possible level. An employee is expected to discuss any complaint initially with the employee’s immediate supervisor. If the informal answer given by the employee’s supervisor is not satisfactory, the employee may appeal in the following manner:
Step 1. Within 10 days following the initial contact with the employee’s supervisor the employee or the employee’s designated representative will present the employee’s specific complaint to the employee’s supervisor in writing. The supervisor will, within five working days, render to the employee the decision and the reasons for it in writing. If the employee is not satisfied with the answer given, the employee may appeal as follows:
Step 2. Within five working days of receipt of the supervisor’s answer, the employee (or designated representative) will forward the complaint in writing to the employee’s division head or the head of the department. The division or department head will, within five working days, render to the employee the decision and the reasons for it in writing. If the employee is not satisfied with the answer given, the employee may present the complaint to the Civil Service Board as follows:
Step 3. Within five working days of receipt of the division or department head’s answer, the employee (or designated representative) will forward the complaint in writing to the Human Resources Director who shall, within 10 working days, file a report with the Civil Service Board stating the nature of the complaint, the procedures utilized thus far in an attempt to resolve it and the issues unresolved. The Civil Service Board shall then act as a complaint board and in appropriate circumstances set a time and place for hearing such complaint.
At the conclusion of a hearing on a complaint, the Board shall render its findings.
GENERAL PROCEDURES:
A. 
The Board may call as witnesses at a complaint hearing any persons whose testimony will contribute to the adjustment of the complaint.
B. 
All parties to the complaint shall be notified and have the right to be heard at the hearing or to be represented by a person of their own choosing.
C. 
Hearings shall be held at such times and in such manner as may be determined by the Board.
D. 
Failure by management to reply to the employee’s complaint within the time limits specified automatically processes the complaint to the next level.
E. 
If an employee fails to submit a complaint from one level to the next level within the time limits established in this complaint procedure, the complaint shall be considered settled on the basis of the last decision.
F. 
Any level of review or any time limits established in this procedure may be waived or extended by mutual agreement confirmed in writing or by action of the Civil Service Board.
G. 
A complaint must clearly state the basis thereof and the nature of the remedy sought by the employee or employee’s representative. Complaints which the Board determines are without merit shall be rejected.
H. 
None of the above provisions are intended to prevent or dissuade an employee from processing a complaint which the employee believes to involve discrimination based on race, sex, religion, color, national origin, age, marital status, presence of a handicap , or “pregnancy outcomes” under TMC § 1.29.040, through the employee’s departmental Equal Employment Opportunity Representative or through the City Human Relations Department. The Board shall dismiss any complaint or portions of a complaint which has been filed with a city, state or federal agency or court having authority to order remedy in the case.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29; amended pursuant to Civil Service Board amendment, 2000-06-07; Ord. 28283 Ex. A, 2015-02-24; Ord. 28859 Ex. A, 2022-11-22)
No person in the City Service or person seeking admission to the City Service shall be appointed, promoted, reduced, or removed, or in any way favored or discriminated against because of religion, race, sex, age, marital status, national origin, politic affiliation or the presence of mental, physical or sensory handicap, or “pregnancy outcomes” under TMC § 1.29.040, that does not prevent proper performance of the job. No person shall willfully or knowingly make any false statement, certificate, mark, rating, or report in regard to any test, certificate or appointment held or made under the municipal personnel system or in any manner commit or attempt to commit any fraud preventing the impartial execution of the Personnel Rules. No person seeking appointment to or promotion in the City Service shall either directly or indirectly give, render, or pay any money, service, or other valuable thing to any person for or on account of or in connection with the test, appointment, proposed appointment, promotion, or proposed promotion.
(Ord. 16383, 1959-06-29; Ord. 20432 § 5, 1975-05-20; Ord. 28859 Ex. A, 2022-11-22)
No elected officer or employee of the City of Tacoma shall hold another City of Tacoma office, nor shall an officer of the City of Tacoma hold another elected public office.
(Ord. 16383, 1959-06-09; Ord. 23176 § 1, 1984-05-08; amended pursuant to Civil Service Board Amendment, 2006-03-17)
No officer or employee of the City of Tacoma shall have a financial interest, directly or indirectly, in any contract, sale, lease, or purchase with or for the use of the City; or accept, directly or indirectly, any compensation, gratuity, or reward from any other person who is financially interested therein. However, an officer or employee of the City may have a remote interest as defined by state law. Such remote interest is not prohibited. Violation of any provision of this section may work a forfeiture of the office of the person violating the same and the contract, sale, lease or purchase shall be void.
(Ord. 16383, 1959-06-29; amended pursuant to Civil Service Board amendment, 2006-03-17)
No person shall be eligible for employment in the Unclassified City Service who is not a resident of this City at the time of appointment; provided, that the City Council may waive such residence requirements for appointive employees in the Unclassified City Service when such waiver is deemed to be for good and sufficient reason among which the following shall be sufficient:
A. 
Where the nature of the employment requires residence outside the City.
B. 
To assist in the recruitment of professional and technical personnel.
C. 
When it otherwise serves the best interests of the City.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
A. 
The appointing authority, with the approval of the Human Resources Director, may grant a permanent or probationary employee leave of absence without pay not to exceed one year, except as provided herein in subsections B and C of this section, where granting such leave best serves the interests of the City. No such leave shall be granted except upon written request of the employee submitted in advance stating the reason therefor and the inclusive dates of such leave. Upon expiration of such regularly approved leave the employee shall report for duty in the position held at the time leave was granted. Failure on the part of the employee to report for duty promptly at the expiration of such leave shall be regarded as a voluntary resignation. A request for extension of such leave of absence without pay may be granted for a specific period not exceeding six months. Provided, however, an employee may submit additional written requests for extension of such leave of absence at the expiration of the six-month period. No such leave shall be granted except upon written request of the employee submitted in advance.
B. 
The appointing authority, with the approval of the Human Resources Director, shall grant leave of absence without pay, to a permanent or probationary employee without limitation as to time to enable them to take an appointive position in the City Service or any quasi-governmental public agency created and funded jointly by the City and other public body rendering municipal services or while assigned to another governmental entity on an exchange program authorized by law. The appointing authority, with the approval of the Human Resources Director, may grant leave of absence without pay to a permanent or probationary employee to enable them to serve as a representative with a labor or employee organization; provided, that the majority membership of such organization consists of employees of the City of Tacoma. A request for leave without pay by an employee in order to accept employment not in the City Service shall, except in unusual circumstances, be considered as insufficient reason for approval of such request.
C. 
The appointing authority, with the approval of the Human Resources Director, shall grant leave of absence without pay to permanent or probationary employees for the purpose of service in the Armed Forces; provided, that such request for such leave shall be in writing and accompanied with validated copy of military orders ordering such employee into active service with the Armed Forces.
D. 
Where circumstances warrant, the appointing authority may grant an employee leave of absence without pay for a period not in excess of 15 calendar days in any one calendar year. The appointing authority shall immediately notify the Human Resources Director of such action.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; Ord. 21645 § 1, 1979-03-27; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
The appointing authority, with the approval of the Human Resources Director, may mandate or allow the use of leave without pay by nonrepresented employees. An employee who takes such leave without pay on a work day immediately preceding or immediately following one of the holidays with pay set forth in Section 1.12.200A, will remain entitled to holiday pay, notwithstanding Sections 1.12.200B, 1.12.140B, and 1.12.210B and C. Further, such leave without pay will not affect an employee’s sick leave accrual rate, notwithstanding Sections 1.12.230A.1, 1.12.140B, and 1.12.232A.1.
(Ord. 28036 § 1, 2011-11-29)