The city is an equal opportunity employer. All employees and potential employees will be recruited, selected, trained, promoted, compensated and, if necessary, disciplined or terminated without regard to sex/gender, race, color, national origin, citizenship or immigration status, religion, marital status, military or honorably discharged veteran status, age, pregnancy, sexual orientation, gender expression or identity, disability, genetic information, or any other basis prohibited by law.
Any employee/potential employee who believes that they have been discriminated against or subjected to unlawful harassment or retaliation should report it to their supervisor, manager, department director, or human resources. Upon receipt of a complaint, the city will promptly investigate and take appropriate corrective action as may be warranted. The city will not tolerate retaliation against any individual who reports workplace discrimination or harassment.
(Ord. 50-77 § 1.02; Ord. 3-97; Ord. 2022-29 § 1; Ord. 2023-30 § 1)
A. 
This chapter shall not apply to situations involving the following offices: members of council, members of commissions, committees and boards, the city manager, employees represented by a bargaining unit, except that those employees engaged in public safety or specified in Chapters 41.08 and 41.12 RCW shall be entitled to coverage of provisions of this chapter as specified by Chapters 41.08 and 41.12 RCW, and persons providing services that are outside the classified or unclassified plan of the city.
B. 
In determining salaries, hours and working conditions for employment in the city service, the city council, through the city manager, may bargain collectively with any employee group or representative and enter into such agreements as permitted by the Charter and general law. For unaffiliated staff not represented by any bargaining unit, the city manager shall be responsible for establishing and maintaining a compensation plan for council approval.
C. 
It is further provided that the invalidity of any section or part of a section of this chapter shall not affect the validity of the remainder of this chapter.
(Ord. 50-77 § 1.02; Ord. 3-97; Ord. 47-99; Ord. 2022-29 § 1; Ord. 2023-30 § 1)
The city manager shall serve as human resources director of the city unless, pursuant to the Charter, the city manager shall appoint another person to this office. The human resources director shall administer the personnel system of the city in accordance with the personnel ordinance adopted, and recommend rules governing personnel to the council.
(Ord. 50-77 § 1.02; Ord. 3-97; Ord. 2022-29 § 1; Ord. 2023-30 § 1)
The city council shall adopt rules governing city employment after a public hearing on such rules, as provided in the Charter. Thereafter, the council shall have the power to amend, repeal or add to the rules on the recommendation of the human resources director or on its own initiative, subject to the requirement of a public hearing. These rules shall provide for:
A. 
The classification of all city positions in the classified service;
B. 
Salary and wage plans for all city positions;
C. 
Methods for determining the qualifications and merit of candidates for appointment, retention and promotion in the classified service;
D. 
Procedures for removal and suspension of, and disciplinary action against, officers and employees;
E. 
The order and manner in which layoffs may be effected;
F. 
Procedures for review of action taken under subsections (C), (D) and (E) of this section;
G. 
Hours of work, attendance regulations, and provisions for sick and vacation leave;
H. 
Other practices and procedures necessary to the administration of the city personnel system.
(Ord. 50-77 § 1.02; Ord. 3-97; Ord. 2022-29 § 1; Ord. 2023-30 § 1)
A. 
There shall be a personnel committee consisting of three members who shall be citizens of the United States, residents of the city for at least three years immediately preceding such appointment, and registered voters. During the term of office, a member of the personnel committee shall not serve on any other Richland board, commission or committee.
B. 
The term of office for personnel committee members shall be for three years. Appointment to the committee is limited to two consecutive terms. A period of one year must lapse before an individual may again be considered for appointment.
C. 
The committee shall meet as frequently as is necessary for the proper discharge of its duties.
D. 
Meetings of the personnel committee shall comply with the Open Public Meetings Act, Chapter 42.30 RCW; provided, however, that appeal hearings conducted by the personnel committee shall occur in closed session unless the employee who brought the appeal demands in writing that the hearing be open to the public. The committee may exclude from any such public or private meeting, during the examination of witnesses, any or all other witnesses in the matter being heard. The hearing need not be conducted according to technical rules relating to evidence and witnesses, although all witnesses offering testimony to the personnel committee must be sworn or affirmed to truthfulness.
(Ord. 50-77 § 1.02; Ord. 39-90; Ord. 40-91; Ord. 3-97; Ord. 40-98; Ord. 20-19 § 1; Ord. 2022-29 § 1; Ord. 2023-30 § 1)
Powers and duties of the personnel committee are as follows:
A. 
Monitor the administration and grading of competitive examinations.
B. 
Hear appeals on the following matters as alleged by any employee in the classified service or uniformed personnel under Chapters 41.08 and 41.12 RCW; provided, however, that any uniformed personnel employee who has elected to appeal through a grievance mechanism provided in a labor agreement shall not be entitled to appeal the same or similar issue to the personnel committee:
1. 
Any disciplinary action resulting in suspension, demotion, reduction in pay or termination;
2. 
Any alleged violation of the established personnel plan related specifically to hiring or promotional opportunities;
3. 
Any challenge to the reasonableness of the appointing authority's actions related to a reduction in force.
After the hearing, the personnel committee will report its findings and recommendations in writing to the appointing authority. The committee's findings and recommendations shall be advisory only, except where general law requires the committee to render a decision that is final and binding upon the appointing authority with respect to firefighters under Chapter 41.08 RCW and police officers under Chapter 41.12 RCW.
C. 
Hearings before the committee shall be governed by RMC § 2.28.906. Any informality of proceedings or in the manner of taking testimony shall not affect any action of the committee.
D. 
The committee shall have the right of subpoena, the power to examine witnesses under oath, the power to compel the attendance of witnesses, and the power to require the production of records.
E. 
Each member of the personnel committee shall have the power to administer an oath consistent with RCW 5.28.020 to any participating witness.
(Ord. 50-77 § 1.02; Ord. 3-97; Ord. 40-98; Ord. 20-19 § 2; Ord. 2022-29 § 1; Ord. 2023-30 § 1)
From time to time, typically when collective bargaining agreements are reviewed, the city manager or his or her designee shall forward to council for approval via resolution, a compensation plan for all unaffiliated staff. Said rules are subordinate to this chapter and shall serve to document and govern the wages, hours and conditions of employment for all unaffiliated staff. Notification shall be given to unaffiliated staff to allow for a comment period of up to three weeks prior to presentation to council to provide opportunity for employee input, discussion and questions.
(Ord. 47-99; Ord. 2022-29 § 1; Ord. 2023-30 § 1)