HomeMy WebLinkAboutCC Resolution 5773 (MOU MAPE)RESOLUTION NO., 5773
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SAN RAFAEL AMENDING RESOLUTION NO. 5134 AND
APPROVING MEMORANDUM OF UNDERSTANDING BETWEEN
CITY OF SAN RAFAEL AND MARIN ASSOCIATION OF
PUBLIC EMPLOYEES
The attached copy of Memorandum of Understanding, desig-
nated Exhibit "A", is approved and ratified by the City Council,
and each term and provision of said Exhibit "A" is hereby adopt-
ed and incorporated herein as though set forth in full.
This Resolution shall take effect forthwith upon its
adoption and the several compensations and allowances provided
shall be in full force and effect as of and from October 1,
1979, through June 30, 1982.
I, JEANNE M. LEONCINI, Clerk of the City of San Rafael,
hereby certify that the foregoing Resolution was duly and
regularly introduced and adopted at a regular meeting of the
Council of said City on Monday, the 1st day of October
1979, by the following vote, to wit:
AYES: COUNCILMEMBERS: Breiner, Jensen, Miskimen, Mixon
and Mayor Pw ulryan
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
JEANNE M. LEONCINI, City Clerk
BYi 3 a z,
REGINA A. BtiCHANAN, Deputy City Clerk
MEMORANDUM OF UNDERSTANDING
WHEREAS, authorized representatives of the CITY OF SAN
RAFAEL, a Chartered City (hereinafter referred to as "City"),
and authorized representatives of the MARIN ASSOCIATION OF
PUBLIC EMPLOYEES, the recognized employee organization repre-
senting various Miscellaneous Employees of the City (hereinafter
referred to as "Association"), have met and conferred in good
faith concerning wages, hours and working conditions; and
WHEREAS, representatives of City and Association have
reached agreement on the matters set forth on Exhibit "A", which
is attached hereto and incorporated hereat in full;
NOW, THEREFORE, IT IS AGREED that, pursuant to t.he pro-
visions of the Meyers-Milias-Brown Act, the matters set forth
in attached Exhibit "A" constitute the written Memorandum of
Understanding between City and Association and shall apply to
all employees represented by the Association.
IT IS FURTHER AGREED by and between the parties hereto
that this Memorandum of Understanding is subject to the approval
of the San Rafael City Council.
Dated: October ! 1979.
wo
Dated: October l.�if, 1979.
LIM
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X. F-1,
CITY OF SAN RAFAEL
Gary T. Ragghianti,
Special Counsel
MARIN ASSOCIATION OF
PUBLIC EMPLOYEES
W
EXHIBIT "A"
I. TERM.
This Agreement shall be in effect from October 1, 1979
through June 30, 1982.
II. SALARY INCREASE.
Effective October 1, 1979, a salary increase of eight and
one-half percent (8-1/2%) shall be paid to all employees covered
by this Agreement and shall be applied across the board to all
classifications, steps and ranges.
Effective July 1, 1980, a salary increase of six percent
(60) shall be paid to all employees covered by this Agreement
and shall be applied across the board to all classifications,
steps and ranges.
Effective July 1, 1981, a salary increase of six percent
(60) shall be paid to all employees covered by this Agreement
and shall be applied across the board to all classifications,
steps and ranges.
III. MEDICAL INSURANCE.
Effective July 1, 1980, a maximum amount of $112.50 per
month will be contributed by City toward the cost of each eli-
gible employee's Health, Accident, Life and Disability Insurance
package.
Effective July 1, 1981, a maximum amount of $127.50 per
month will be contributed by City toward the cost of each eli-
gible employee's Health, Accident, Life and Disability Insurance
package.
IV. DENTAL INSURANCE.
Effective October 1, 1979, City shall assume and pay any
increases in rates or costs in connection with the dental in-
surance program currently provided and made available to
Miscellaneous Employees, from the date of any such increase(s)
for the term of this Agreement.
V. RETIREMENT CONTRIBUTION.
Effective April 1, 1980, City agrees to pay one-half of
eligible and covered Miscellaneous Employees' contributions to
the Marin County Retirement System, up to a maximum of four
percent (4%) of salary.
VI. SICK LEAVE ACCUMULATION AND ELIMINATION FOR NEW EMPLOYEES.
Upon termination of employment, by resignation, retirement
or death, an employee who leaves the municipal service in good
standing shall receive compensation for all accumulated unused
sick leave based upon the rate of three percent (3%) for each
year of service, to a maximum of fifty percent (50%).
Commencing October 1, 1979, no new Miscellaneous Employee
of the City shall be entitled to payment for accrued sick leave
benefits as set forth hereinabove.
VII. HOLIDAYS.
Association agrees that effective 1980, Admission Day
shall become a Floating Holiday each year, to be taken by the
employees covered by this Agreement subject to the consent of
his or her department head.
VIII. INCREASE IN GROUNDSWORKER AND GARDENER SERIES.
Effective October 1, 1979, the following internal salary
adjustments shall be made so as to bring parity to classifications
in the Parks and Maintenance series: Groundsworker II to same
level as Maintenance Worker II; Gardener to same level as Main-
tenance Worker III; Tree Climber.
IX. PERSONNEL RULES.
Association agrees to, and hereby adopts City's Personnel
Rules and Regulations in the form attached as Exhibit "B".
No changes shall be made by the City in the Personnel
Ordinance, Rules or Regulations without prior meeting and con-
ferring in good faith with Association.
City agrees to meet and confer with Association on said
Pules during the term of this Agreement, at times and places
deemed mutually satisfactory and convenient.
X. INSPECTION OF MEMORANDUM.
Both City and Association agree to keep duplicate orig-
inals of this Memorandum on file in a readily accessible loca-
tion, available for inspection by any employee or member of the
public upon request.
XI. EXISTING LAWS, REGULATIONS AND POLICIES.
This Memorandum is subject to all applicable laws.
XII. STRIKES AND LOCKOUTS.
During the term of this Memorandum, City agrees that it
will not lock out employees, and Association agrees that it will
not agree to, encourage, or approve any strike or slowdown grow-
ing out of any dispute relating to the terms of this Agreement.
Association will take whatever lawful steps are- necessary to
prevent any interruption of work in violation of this Agreement,
recognizing with City that all matters of controversy within
the scope of this Agreement shall be settled by established
procedures set forth in City's charter, ordinances and regula-
tions, as may be amended from time to time.
XIII. FULL UNDERSTANDING, MODIFICATION, WAIVER.
A. The parties jointly represent to the City Council
that this Memorandum of Understanding sets forth the full and
entire understanding of the parties regarding the matters set
forth herein.
B. Except as specifically otherwise provided herein, it
is agreed and understood that each party hereto voluntarily
and unqualifiedly waives its right, and agrees that the other
shall not be required, to meet and confer with respect to any
subject or matter covered herein or with respect to any other
matters within the scope of meeting and conferring during the
period of the term of this Memorandum. The foregoing shall not
preclude the parties hereto from meeting and conferring at any
time during the term of this Agreement with respect to any mat-
ter within the scope of meeting and conferring for a proposed
Memorandum of Understanding between the parties to be effective
on or after July 1, 1982.
XIV. PREVAILING RIGHTS.
All matters within the scope of meeting and conferring
which have previously been adopted through rules, regulations,
ordinance or resolution, which are not specifically superseded
by this Memorandum of Understanding shall remain in full force
and effect throughout the term o.f this Agreement.
l C 4.
'X
XV. DISMISSAL OF LAWSUIT.
Association agrees to forthwith dismiss its lawsuit
entitled, Marin Association of Public Employees v. City of San
Rafael, et al, No. 94886, Marin Superior Court, upon approval
of this Agreement by the San Rafael City Council.
XVI. SEVERABILITY.
If any article, paragraph or section of this Memorandum
shall be held to be invalid by operation of law, or by any court
of competent jurisdiction, or if compliance with or any enforce-
ment of any provision hereof be restrained by such court, the
remainder of this Memorandum shall not be affected thereby, and
the parties shall enter into meet -and -confer sessions for the
sole purpose of arriving at a mutually satisfactory replacement
for such article, paragraph or section.
APPROVED AS TO FORM AND CONTENT:
1
CITY OF SAN RAFAEL Dated: , 1979.
By
Gary T. Ragghianti
Special Counsel
MARIN ASSOCIATION OF Dated:y',�r /_t , l , 1979.
PUBLIC EMPLOYEES
By
i
4,
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0
PERSONNEL RULES AND REGULATIONS
CITY OF SAN RAFAEL
Adopted October, 1, 1.979
Resolution No. 5773
EXHIBIT "B"
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF Sl�N RAFAEL
CREATING AND ESTABLISHING A
CLASSIFIED SERVICE SYSTEM
OF THE CITY OF SAN RAFAEL
TABLE OF CONTENTS
Chapter
Subject
Page No.
1
Enabling Provisions
2
2
Definition of Terms
6
3
Employment
12
4
Examinations
14
5
Eligible Lists
16
6
Certification and Appointment
17
7
Transfers
20
6
Reduction in Force and Reinstatement
21
9
Change of Employment Status
23
10
Classification and Salary Plan
25
11
Probationary Period
27
12
Disciplinary Action
29
13
Termination of Employment
32
1 1
Health Standards
33
15
Vacation, Sick Leave, Holiday Pay and
37
Leave Benefits
1G
Grievance Procedure
42
17
Miscellaneous
45
r.
CHAPTER 1
ENABLING PROVISIONS
SECTION 1. Adoption of Classified Service.
Pursuant to the authority granted to the legislative body of any City within the
State of California under the provisions of Government Code Section 45001, the
following Classified Service System is hereby adopted by the City of San Rafael.
SECTION 2. Classified Service.
The provisions of this ordinance shall apply to all regular full time permanent
classified employees of this City, with the exception of Management, Confidential
and Unclassified positions listed in the Salary Resolution.
SECTION 3. Authority of the City Manager.
The authority to appoint and remove for cause, all employees within the Classi-
fied Service, and the authority to administer and supervise all employees within
the Classified Service is vested with the City Manager. ,
SECTION 4. Status of Employees Holding Positions on Date of Adoption.
Any person holding a position or employment in the Classified Service at the
time this ordinance takes effect, who shall have continuously served in such position
for a period of at least one (1) year for all employees except eighteen (18) months
for all Police Officers, immediately prior to such effective date, shall become a
Classified Service employee, and shall thereafter be subject in all respects to
the provisions of this ordinance. Any other persons holding positions or employ-
ment in the Classified Service shall be regarded as holding their positions or em-
ployment as seasonal employees, temporary employees, or probationers who are
serving out the balance of their probationary period before their appointment
becomes complete.
CHAPTER 1
ENABLING PROVISIONS
SECTION 1. Adoption of Classified Service.
Pursuant to the authority granted to the legislative body of any City within the
State of California under the provisions of Government Code Section 45001, the
following Classified Service System is hereby adopted by the City of San Rafael.
SECTION 2. Classified Service.
The provisions of this ordinance shall apply to all regular full time permanent
classified employees of this City, with the exception of Management, Confidential
and Unclassified positions listed in the Salary Resolution.
SECTION 3. Authority of the City Manager.
The authority to appoint and remove for cause, all employees within the Classi-
fied Service, and the authority to administer and supervise all employees within
the Classified Service is vested with the City Manager. ,
SECTION 4. Status of Employees Holding Positions on Date of Adoption.
Any person holding a position or employment in the Classified Service at the
time this ordinance takes effect, who shall have continuously served in such position
for a period of at least one (1) year for all employees except eighteen (18) months
for all Police Officers, immediately prior to such effective date, shall become a
Classified Service employee, and shall thereafter be subject in all respects to
the provisions of this ordinance. Any other persons holding positions or employ-
ment in the Classified Service shall be regarded as holding their positions or em-
ployment as seasonal employees, temporary employees, or probationers who are
serving out the balance of their probationary period before their appointment
becomes complete.
SECTION 5. Rules & Regulations and Administrative Procedures.
The City Council may adopt by resolution Rules and Regulations which are
pertinent to the furtherance of this ordinance. The City Manager may, at his
discretion, issue Administrative Procedures to supplement both this ordinance
and any rules and regulations adopted.
SECTION 6. Establishment of Personnel Board of Appeals.
A. CREATED. There is hereby created a Personnel Board of Appeals to
consist of three (3) members, to be appointed by a four-fifths (4/5) vote of the
City Council, from among the qualified electors of the City, and serve without
compensation.
B. TERM. Each member of the Personnel Board of Appeals shall serve a
four (4) year term. Annually, on or before July 1, the Per-:onnel Board of
Appeals shall elect a chairman.
C. VACANCIES. Vacancies on the Personnel Board of Appeals shall be
filled by appointment by the City Council for the unexpired term. Each
member shall serve until his successor is appointed and qualified.
D. REMOVAL. A member of the Personnel Board of Appeals maybe
removed from his office prior to the expiration of his term by a four-fifths (4/5)
vote of the City Council.
E. SECRETARY. The Personnel Director will serve as Secretary to the
Personnel Board of Appeals.
K1F
SECTION 7.
Duties of the Personnel Board of Appeals.
A. STATUTORY DUTIES. The Personnel Board of Appeals shall perform
the duties and exercise the powers provided for in Part 2, Division 4, of Title 3,
of the Government Code of the State of California.
B. ORDER OF BUSINESS. The Personnel Board of Appeals shall determine
the order of business for the conduct of its meeting and shall meet on call of the
chairman of two (2) members of the Board.
C. QUORUM. Two members of the Board shall constitute a quorum for the
transaction of business.
D. HEAR APPEALS. The Personnel Board of Appeals may hear appeals of
any regular full time classified employee in the City Service relative to any
disciplinary action, dismissal, or demotion, and shall certify its findings and
decision to the City Council or the official from whose order the appeal was taken.
The appealable action may be stayed pending appeal. For the purposes of this
chapter, a salary step reduction, withholding a salary step increase, or with—
drawing a merit step increase are not disciplinary actions and are not appealable.
A regular full time classified employee may, within ten (10) days from the
date of the charges, file a written demand with the secretary, requesting that the
Personnel Board of Appeals shall review such action in which event the secretary
shall, without delay, file a copy of said charges and the answer of the employee,
together with such other information as may be provided for in the rules and
regulations, with said Personnel Board of Appeals.
Said Personnel Board of Appeals shall make, or cause to be made, such
investigation as it may deem necessary, and within twenty (20) days thereafter
shall hold a public hearing, at which time it shall hear evidence for and against
the party aggrieved. During the course of such public hearing, the rules of evidence
need not apply. After the matter is submitted and hearings held, the Personnel Board
of Appeals will deliberate in executive session, thereupon written conclusions or
G!
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findings shall be rendered within ten (10) days and certified to the City Council or
official from whose order the appeal was taken. The official from whose order the
appeal was taken may thereupon affirm, revoke, or modify the action as in the
judgment of such officer shall be deemed warranted. The appellant or official may
appeal the decision and recommendation of the Personnel Board of Appeals to the
City Council. The City Council will review findings of the Personnel Board of
Appeals and affirm, deny, or modify the findings and action. The determination
of the City Council is final and conclusive.
E. INVESTIGATIVE POWERS. In any investigation or hearing conducted by
the Personnel Board of Appeals, it shall have the power to examine witnesses under
oath, compel their attendance or production of evidence by subpoenas issued in the
name of the City and attested by the secretary. It shall be the duty of the Police
Chief to cause all such subpoenas to be served and refusal of the person to attend
or to testify in answer to such subpoena shall subject the person to prosecution in
the same manner as set forth by law for failure to appear before the City Council
In response to a subpoena issued by the City Council. Each member of the
Personnel Board of Appeals shall have the power to administer oaths to witnesses.
SECTION B. Appointment of Personnel Director.
The City Manager shall, with the approval of the City Council, appoint a
Personnel Director for the City. The Personnel Director shall be responsible
for the efficient and just administration of this ordinance, supplemental rules and
regulations, and administrative procedures, and serve as secretary to the
Personnel Board of Appeals.
SECTION 9. Employment Constitutes Acceptance of Rules.
In accepting employment with the City of San Rafael, each employee agrees to
be governed by and to comply with the Personnel Ordinance, Rules & Regulations,
Administrative Procedures, and regulations and directives of the department in
which employed.
5.
CHAPTER 2
DEFINITION OF TERMS
For the purpose of this ordinance, Personnel Rules and Regulations, Administra-
tive Procedures, and departmental directives, the definitions specified below shall
apply unless it is plainly evident from the context that a different meaning is intended.
Allocation - The assignment of a single position to its proper class in accordance
with the duties performed, and the authority and responsibilities
exercised.
Applicant - Means a person who has filed an,application for employment with the
City.
Appointment Authority - Shall mean the City Manager or designated official having
the power of appointment and removal of employees.
Appointment - Shall mean the offer to, and acceptance by, a person of a position in
the Classified Service.
Board - Means the Personnel Board of Appeals of the City of San Rafael.
Certification - Shall mean the furnishing of names by the Personnel Director of
eligible available candidates for employment from an Eligible List
or in such manner as prescribed in these rules.
City - Shall mean the City of San Rafael.
City Council - Shall mean the City Council of San Rafael.
Classification or (Class) - A position or group of positions sufficiently similar
as to duties performed, responsibilities and authority thereof,
employment standards, and such other qualifications designated by
City authority that the same title, examination requirements and/or
other tests of fitness and the same schedule of compensation may be
applied to each position in the group.
G.
Classified Service - Shall mean all those positions and/or classifications,
and the employees occupying such positions, with the exception
of Management, Confidential, and Unclassified positions listed
in the salary resolution.
Classified Plan - Arrangement of positions into classes, together with specifi-
cations, describing each class by job title, duties, and employment
standards.
Classified Employee - Means any person holding a full time permanent position
in the Classified Service System.
Day(s) - Shall mean calendar days unless otherwise specified as working days.
Demotion - A change in status of an employee from a position in one class to a
position in another class with lesser duties and responsibilities,
lower qualifications, and a lower range of pay.
_Department - Means a separate unit of City Government and includes the offices of
elected and appointed City officials.
Department Head - Shall mean the individual who is designated the administrative
head of a department.
Discharge - The separation from employment of an employee by an appointing
authority.
Dismissal - Same as Discharge.
Eligible - A person who has successfully passed all competition and examination
requirements for a classification for which he has made official
application according to these rules and is on an Eligible List as
promulgated by the City Manager.
Eligible List - An officially promulgated list of eligibles for a specific classification
In rank order of examination ratings, or as especially provided by re-
employment rights. The Eligible List will be effective for six (6)
months with the possibility of an extension for an additional six (6)
months at the discretion of the City Manager.
7.
Employee - A per'son who is legally serving in a regular full time position in
the Classified Service.
Employment of Relatives - The employment of members of the immediate family
as defined in these Rules, shall be prohibited.
Employment Standards - Shall mean the general qualifications prescribed for the
selection of an appointee to fill a vacancy.
Exempt Position - Shall mean any position not included in the Classified Service.
Examinations -
(a) Open Examination: ' Shall mean an examination for a particular
class which is open to all persons meeting the qualification for
the class.
(b) Promotional Examination: Shall mean an examination for a
particular class, admission to which is limited to permanent
employees who meet the qualifications for the class.
(c) Open Continuous Examination: Shall mean an open examination
which is administered periodically and as a result of which a
new Open Eligible List is created. r
(d) Open and Promotional Examination: Shall mean an examination
In which an Open Examination and a Promotional Examination are
administered simultaneously, and as a result of which an Open
Eligible List and a Promotional Eligible List are created.
(e) Assembled Examination: A test conducted at a specified time
and place at which applicants are required to appear for
competitive examinations under the supervision of the
Personnel Director.
(f) Unassembled Examination: A test consisting of an appraisal of
training experience, work history, or any other means for
evaluating other relative qualifications of applicants without
the necessity for their personal appearance at a specified
place for an examination although they may be required to
appear for an interview.
8.
Immediate Family - In Mediate family shall be defined employee's spouse, mother,
father, child, sister, brother, grandmother, and grandfather.
Incompetency - The term "incompetency" as contained in Section 19572, as amended,
of the California Government Code, as being grounds for dismissal,
shall in addition to the normal and usual meaning have the following
use: Any permanent or chronic physical or mental ailment or
defect which incapacitates any employee for the proper, safe,
and efficient performance of the duties of his position.
Lay --Off - Shall mean the termination of employment without prejudice due to lack
of work or funds, abolishment of position, material change in
job duties or organizational alterations.
Military Vacancy - Means a position opening resulting from an employee being
called to active military duty to fulfill a military obligation.
Minimum Qualifications - Shall mean the lowest acceptable degree of skill, educa-
tion, abilities, experience, and personal and physical character-
istics which are prescribed for the selection of an appointee to
fill a position vacancy.
Oral Interview - Shall mean that part of an examination conducted by a competent
authority to evaluate the candidate's education, experience, and
general qualifications pertinent to the position for which examined.
Outside Employment - Shall mean employment which does not conflict with his
regular position with the City of San Rafael, and must have the
prior authorization and approval of the City Manager.
Overtime.- Shall mean actual time worked beyond forty (40) hours per week or
the employee's standard duty week, whichever is longer.
A work or duty week shall be defined as seven (7) consecutive
calendar days. Overtime is compensable to the nearest half
hour, and must have prior authorization and approval of the
Department Head.
Overtime Pay - Shall mean authorized payment granted to an employee for work
in excess of a regular work day or work week, as prescribed in
these rules.
121F
Parttime Position - Shall mean a position in the Classified Service in which the
employee is authorized to work less than the standard work day,
work week, work month, or an indefinite period.
Permanent Status - Shall mean an appointment for an indefinite period to a
permanent position in the Classified Service after satisfactory
completion of a probationary period.
Permanent Position - Shall mean a position, the duties of which do not terminate
at a stated time.
Personnel Officer - The City Manager shall be the Personnel Officer. The City
Manager may delegate any or all of the powers and duties as Personnel
Director to any other officer of the City, such as the Personnel Director.
Position-- Shall mean a specific office or employment provided by the budget, whether
occupied or vacant, limited term or permanent, calling for the
performance of certain duties.
Probationary Appointment - Means an appointment for a definite probationary period.
Probationary Period - A working test period during which an employee is required to
demonstrate his fitness for the position to which he is appointed by
actual performance of the duties of the position.
Promotion - The movement of an employee from one class to another class having
a higher maximum rate of pay.
Provisional Appointment - An appointment of a person who possesses the minimum
qualifications established for a particular class and who has been
appointed in that particular class, in the absence of an available
eligible.
Reduction in Force - Shall mean the abolishment of any position or employment
in the interest of sound management, due to the lack of work or funds
or organizational alterations.
Regular Employee - Shall mean an employee who has satisfactorily completed his
probationary period and has achievcd permanent status in the Classified
Service.
in.
Reprimand - Shall mL_.a form of disciplinary action; ither in verbal or written
form.
Resignation - Shall mean the voluntary termination of employment of an employee.
Salary Resolution - Means that resolution adopted by the City Council detailing the
salaries and benefits for each Classified and Unclassified employee.
Salary Step Increase - An increase in pay established in the salary plan which may
be granted to an employee for satisfactory performance and successful
completion of prescribed periods of employment in the class. All
step increases are based on satisfactory work performance and must be
approved by both the employee's Department Head and the City Manager.
Shift Personnel - An employee working a shift other than the normal working day.
Suspension - The temporary suspension from the service of an employee without pay
for disciplinary purposes.
Sworn Personnel - Those employees of the Police and Fire Departments defined as
sworn personnel by the Government Code, State of California.
Temporary Appointment - Shall mean the appointment to any position in the Classified
Service for a temporary period.
Temporary Position - Shall mean a position, the duties of which are not permanent
In nature.
Termination - The separation of an employee from City Service. Termination may be
by death, discharge, lay-off, resignation, retirement, work completion,
lack of work or funds, or for non -disciplinary reasons.
Title - Means the common designation of a position or group of positions composing
a class.
Transfer - Shall mean a change from one position to another in the same or
comparable class or from department to department.
Waiver - Shall mean the refusal of offer of employment by a candidate whose name is
on an Eligible List, or the unavailability of a candidate for appointment
to a given position.
Y -Rate - Means a salary approved for an individual whose present salary exceeds
the highest step of the range for the class to which he is reclassified.
A Y -Rated salary is frozen and may not be increased until the hinhest
step of the salary range of the new class exceeds the Y -Rated salary.
11.
CHAPTER 3
EMPLOYMENT
SECTION 1. All applications shall be made upon official forms furnished by the
Personnel Department, filled out as therein directed, and filed in the office of the
Personnel Director on or before the closing date specified in the examination
announcement or postmarked before midnight of that date.
SECTION 2. Upon receipt by the Personnel Department, all applications shall
Immediately be stamped with the date.
SECTION 3. Applicants taking more than one examination must file a separate
and complete application for each such examination unless specified otherwise
in the examination announcement.
SECTION 4. All application forms and examination papers are confidential
records of the City and under no circumstances will they be returned to the
applicants or displayed publicly.
SECTION 5. The Personnel Director shall refuse to examine an applicant or may,
after examination, disqualify such applicant or remove his name from an Employ-
ment List, or refuse to certify an eligible name on an Eligible List if:
(a) The applicant is found to lack any of the preliminary requirements announced
for the examination for the class of position;
(b) The applicant is so disabled as to be rendered unfit for the performance of
the duties of the class;
(c) The applicant is addicted to the use of narcotics or the habitual use of
intoxicating liquors to excess;
(d) The applicant has made a false statement of material fact in his application;
(e) The applicant had directly or indirectly obtained information regarding
examinations to which, as an applicant, he was not entitled;
12.
(f) The applicant has refused to take and subscribe to the Loyalty Oath or
affirmation prescribed by Title 2, Division 5, Part 1, Chapter of the
Government Code of California;
(g) The applicant has been convicted of an infamous crime or other crime
involving moral turpitude;
(h) The applicant has not submitted the application correctly or within the
prescribed time limits;
(i) The applicant has been dismissed from employment for cause by the City.
SECTION 6. Candidates for employment with the City shall not be discriminated
against because of race, color, sex, national origin, or religious belief. Both
men and women may apply for examinations, unless otherwise specified by public
notice, where the position would reasonably require the services of a particular
sex.
SECTION 7. No person in any manner concerned in preparing,_ conducting, or
holding an examination shall apply for such examination.
SECTION B. The statements of training and experience are to be interpreted as
standards, and any reasonable equivalent combination may be accepted by the
Personnel Director.
13.
CHAPTER 4
EXAMINATIONS
The purpose of all examinations shall be to determine the qualifications and fitness
of each applicant.
SECTION 1. All examinations shall be competitive and impartial, and shall be
suitable to test fairly the relative capacities of the persons examined to discharge
the duties of the position to which they seek employment.
SECTION 2. The Personnel Director may call for examinations upon receipt of
an approved Personnel Requisition.
SECTION 3. Examinations may be assembled or unassembled, written or oral,
or in form of a demonstration of skill, or any combination of these; and any
investigation of character, personality, education, and experience; and any
test of intelligence, capacity, technical knowledge, manual skill, work samples,
medical tests, physical fitness, or any combination -of these or other tests which
the Personnel Director in conjunction with the Department Head deems appropriate.
SECTION 4. Public notices of examinations shall be available in the City Personnel
Office .
SECTION 5. A continuous examination may be administered for certain employment
classes and in such manner as specified.
SECTION 6. All applicants taking the examination shall be informed by the Person-
nel Director as soon as practical upon receipt of the test results as to whether or
not they passed or failed. Qualified candidates shall be informed of the time and
place for the oral interview.
SECTION 7. Failure to pass an examination shall not constitute grounds for
prohibiting a person from re -applying for that particular examination or any
other examination when public notice of such examination is again posted.
14.
SECTION B. Failure in one part of the examination may be grounds for declaring
the applicant as failing in the entire examination, or as disqualified for subsequent
parts of an examination.
SECTION 9. No examination is complete until the grades and results thereof have
been determined and the Eligible List has been established.
SECTION 10. Promotion in the Classified Service may be based on competitive
examination, and records of efficiency, character, conduct, or any other generally
accepted qualification deemed necessary or reliable in obtaining a passing grade.
A promotional examination shall first be given to current regular City employees,
and a list shall be created and appointment shall be made in the same manner as
an original appointment. If qualified applicants are not found as a result of the
promotional examination, an open competitive examination will be given.
SECTION 11.- The City Manager shall determine whether examinations for any
position shall be a promotional or open examination.
0
SECTION 12. Qualified regular City employees will be permitted to compete on
a promotional basis.
15.
CHAPTER 5
ELIGIBLE LISTS
SECTION 1. Upon completion of an examination, the Personnel Director may
have prepared and submit to the City Manager for approval an Eligible List
consisting of the names of candidates who qualified in the examination, in the
numerical order in which they have been rated, giving their ratings and any
other data deemed pertinent for the purpose.
SECTION 2.
Eligible Lists shall remain in effect for six (6) months from the
established date and can be extended for an additional six (6) months by the
City Manager. Eligible Lists may be in full force as long as two (2) more
eligible names than the number of vacancies remain on the Eligible List.
SECTION 3. The Personnel Director may remove the name of an eligible from
the Eligible List if the eligible has been certified and rejected or passed over
two (2) times by the appointing authority.
SECTION 4. Whenever a person accepts a permanent appointment to a position
their name shall be removed from the Eligible List for such position.
SECTION 5. Upon the expiration of a military vacancy any person having been
appointed to fill such vacancy from an Eligible List shall have their name restored
thereto or to the next Eligible List like the one on which their name previously
appeared and in the place corresponding to their general average in the examination,
except where they have voluntarily resigned from the City Service or have been
dismissed therefrom for cause.
SECTION 6. Eligibles must continue to possess the qualifications necessary for
original application, or loss of eligibility shall result. ,
16.
CHAPTER 6
CERTIFICATION AND APPOINTMENT
SECTION 1. When a vacancy occurs in a department, the Department Head shall
request, on forms furnished by the Personnel Director, certification of eligible
persons from an Eligible List for such position.
SECTION 2. Certification shall be made in the order in which names appear on
Eligible Lists, in the following priority: Re-employment Lists, Promotional
Eligible Lists, and Open Eligible Lists.
SECTION 3. Persons whose names would otherwise be certified but who notify
the Department that they are unavailable for appointment shall not be certified
to a Department. Each instance that this occurs shall constitute a waiver by the
eligible person.
SECTION 4. The Personnel Director shall canvass the existing Eligible List to
determine availability of eligibles before certifying a list to a Department Head
who has submitted a personnel requisition.
SECTION 5. Upon receiving a certification, the Appointing Authority shall
interview those individuals certified, and/or review their application forms
or other material relevant to the appointment.
SECTION 6. If two (2) more eligible names than the number of vacancies remain
on the Eligible List, they shall be certified to the requesting Department Head who
shall interview them and if not selected, the Department Head may request
certification from a new Eligible List.
SECTION 7. The Appointing Authority may select for appointment any eligible
candidate from among those certified, and shall report to the Personnel Director
on the Certification Form as to whether candidates not selected were: "rejected,"
"passed over," or "not considered," and the reasons therefor.
17.
SECTION B. The number of eligible names certified shall exceed by two (2) more
there the number of vacancies indicated by the requesting department.
SECTION 9. In addition to the eligible applicants the Personnel Director may
certify the names of persons who are on employment lists for the following
reasons;
(a) Candidates for transfer or voluntary demotion;
(b) Candidates for re-employment;
(c) Candidates on incomplete lists set aside (the number of eligible names
does not exceed by two (2) the number of vacancies);
(d) Candidates eligible for related classes.
SECTION 10. Certification in the case of continuous examination or other examina-
tions as determined by the Personnel Director, may be made from an Eligible List
which shall exceed by two (2) more than the number of vacancies regardless of the
date of the establishment of the list.
SECTION 11. In the event an Eligible List contains fewer than two (2) more eligible
/
names than the number of vacancies, the City Manager may approve its certification
or may make a temporary appointment until such time as three (3) names are certi-
fied, provided that such temporary appointment does not exceed six (6) months'
duration.
SECTION 12. _ Persons hired on a temporary appointment shall be notified in writing
on forms furnished by the Personnel Department that such appointment is of a
temporary nature and does not entitle them to preference for, or right to, a
permanent position. Original notification shall be signed by the employee and
returned to the Personnel Department.
SECTION 13. Temporary, parttime and seasonal employees shall not be entitled to
sick leave, vacation pay, paid holiday, or the right of appeal.
SECTION 14. The duration of time in which a person is employed in a temporary
and/or seasonal position shall not be counted as part of the probationary period if
that person receives a probationary appointment. The probationary period starts
from the date of appointment to a permanent position.
18.
-;LCT10iV 15. F=inal zippr ival of appointment to piny position of ennploym::n` is
contingent upon the eligible individual's ability to pass a medical examination
adn-linistered by a licensed physician commissioned for such service by the
City.
-19-
CHAPTER 7
TRANSFERS
SECTION 1 . The City Manager may authorize the transfer of an employee from
one position to another of the same or comparable class of work and where the
same general type of examination is given for entrance to such a position.
SECTION 2. Transfers from one department to another department having a
different jurisdiction or different functions shall be done only with the consent
of the Department Heads involved, unless such a transfer is ordered by the
City Manager for• purpose of economy or efficiency.
3. Any pert�on transferred to a differcrit p•Dsition shall posses; the
minimum qualifications for the position.
20.
. • 1' . I -CHAPTER 8
REDUCTION IN FORCE AND REINSTATEMENT
SECTION 1. Reduction in Force.
The Appointing Authority may lay off, without prejudice, any permanent
employee because of lack of work or funds, or organizational alterations, or
for reasons of economy or efficiency, or as directed by the City Council.
SECTION 2. Temporary and Probationary Employees.
Temporary employees shall be laid off before probationary employees, and
probationary employees shall be laid off before permanent employees in the
affected classification.
SECTION 3. Lay -Off.
The Appointing Authority may lay off an employee in the Classified Service be-
cause of material change in duties or organization or shortage of work or funds. In
effecting any lay-off, the Appointing Authority shall consider the employee's perform-
ance, and as a nonmandatory guideline, the employee's seniority. Five (5) days
before the effective date of a lay-off, the Appointing Authority shall notify the
Personnel Director of the intended action with reasons therefor, and a statement
certifying whether oi^ not the services of the employee have been satisfactory. A
copy of such notice shall be given the employee affected. If certified as having given
satisfactory service, the name of the employee laid off shall be placed on the appro-
priate list as provided by these rules.
SECTION 4. Re -Employment Lists.
All individuals laid off or reduced shall have re--employrnent rights, as
designated in Section 5 below.
SECTION 5. A permanent employee in good standing who has been laid off may
be reinstated without examination within twenty-four (24) months of the date of his
lay-off to the position from which he was separated, or to any other position to
which he would have been eligible to transfer.
SECTION 6. Temporary appointments shall not constitute a reinstatement.
21.
SECTION 7. An employee who is granted military leaves of absence from the
Classified Service shall be reinstated thereto as provided in Division 2, Part 1,
Chapter 7 of the Military and Veterans' Code of California, Section 389 et seq.
SECTION B. An employee wishing to leave the Classified Service in good stand-
ing shall file with his immediate supervisor, at least fourteen (14) days before
Leaving the service, a written resignation stating the effective date and reason
for leaving. The resignation shall be forwarded to the Personnel Director and
City Manager.
SECTION 9. The Appointing Authority may reinstate an employee �vho has re-
signed in good standing, to his former position, if vacant, or to a vacant position
in the same or comparable class within two (2) years of the effective date of his
resignation. Restoration of seniority for employee benefits will be optional as
part of the re-employment process.
r
Y
CHAPTER 9
CHANGE OF EMPLOYMENT STATUS
SECTION 1. Promotion.
Because it is the policy of the City of San Rafael to encourage the advancement
of personnel within the Classified Service, promotional selection for vacancies
will be conducted as the needs of tf-ie City require, Promotional opportunities
in which interdepartmental transfers are possible will be posted on bulletin boards
in City buildings at least five (5) working days before the selection is made.
Promotional examinations may be conducted as the need arises.
SECTION 2. Demotion.
The appointing authority may demote an employee when the following occurs:
(1) The employee's ability to perform his required duties shall fall below
acceptable standards;
(2) The need for a position which an employee fills no longer exists;
(3) An employee requests such a demotion. r
No employee shall be demoted to a classification for which he does not possess
the minimum qualifications.
When the action is initiated by the Appointing Authority, written notice of
demotion shall be provided to an employee at least five (5) working days before
the effective date of the demotion.
A salary step reduction, withholding a salary step increase, or withdrawing
a merit step increase within or above the salary range of the employee's position
shall not be deemed a demotion.
SECTION 3. Suspension.
(a) By Department Head. Department Heads may suspend an employee for
reasons stated in (b) below for not more than five (5) working days at any one time
without the approval of the City Manager. Written notice of suspension shall be
delivered to the employee suspended within five (5) working days after such action.
23.
(b) By City Manager. The City Manager may suspend an employee under his
control from his position at any time for reasons of pending disciplinary action,
for disciplinary reasons as set forth in this ordinance, or for other just cause,
including, but not limited to, inefficiency, incompetency, physical disability, or
mental incapacity. Written notice of suspension shall be delivered to the employee
SLIS, onded within five (5) working days after such action.
SECTION 4. Reinstatement.
Refer to Chapter 8, Reduction in Force and Reinstatement.
24.
CHAPTER 10
CLASSIFICATION AND SALARY PLAN
SECTION 1. Classification and Salary Plan.
The salary plan shall provide for salary schedules, salary rates, salary
ranges and steps and lime intervals for salary review.
Each position within the City Service shall be allocated to its appropriate
class in the classification plan on the basis of duties and responsibilities. Each
class shall be assigned a salary range or a rate established in the salary plan.
All persons entering the City Service shall be compensated in accordance with
the salary plan then in effect.
SECTION 2. Administration of Classification Plan and Salary Plan.
The City Manager shall administer the salary plan for all employees of the
Classified Service.
All initial employment shall be at the first step of the salary range, provided
that the City Manager may make an appointment to a position at an appropriate
higher salary when, in his opinion, it is necessary in obtaining qualified personnel,
or when it appears that the education or experience of a proposed employee is sub—
stantially superior to the minimum requirements of the class and justifies a
beginning salary in excess of the first step.
SECTION 3. Salary Step Increase.
An employee may be considered for a step increase in accordance with the
time intervals established in the salary plan. Advancement to a higher salary
within a salary range may be granted for continued improvements and efficient
and effective service by the employee in the performance of his duties.
Advancements shall be made only upon recommF•ndation of the Department Head
concerned, with the approval of the City Manager, and are not automatic but
based on acceptable work performance.
25.
SECTION 4. Merit Step Increase.
Accelerated merit performance step increases of five percent (5%) may be
granted an employee based upon the recommendation of the Department Head and
approval of the City Manager. Employees at the maximum step of their salary
range may be granted a merit performance step increase of five percent (5%)
above and beyond their salary range. A merit step increase may be effective
for up to one (1) year. A merit step increase may be withdrawn and is not a
disciplinary action and is not appealable.
SECTION 5. Salary Step Reduction.
The salary of any employee may be decreased at any time to a lower salary
within the salary range by the City Manager upon the recommendation of the
Department Head when the quantity, quality, or manner of performance of
service does not justify the salary being received.
SECTION 6. Exceptions to Normal Working Hours.
The City Manager or Department Head is hereby authorized to schedule
r
other working hours for employees or in emergency situations when the best
interests of the City may be served by such readjustment of standard work
hours.
SECTION 7. Attendance.
Employees shall be in attendance at their work or assigned duties at the
time and place prescribed by the department to which they are assigned.
26.
CHA PTE R 11
PROBATIONARY PERIOD
SECTION 1. After passing an examination and accepting appointment, all employees
In the Classified Service shall serve a period of probation beginning on the date of
appointment. Such period shall be for the purpose of determining the employee's
ability to perform satisfactorily the duties prescribed for the position and determining
his ability to work with other employees.
SECTION 2. The probationary period on original appointment shall be for one (1)
Year for all employees except Police Officers "who shall serve a probationary period of
eighteen (18) months.
For promotional appointments, all employees shall serve a one (1) year
probationary period.
SECTION 3. During the probationary period an employee may be rejected at any
time by the Appointing Authority without the right of appeal.
SECTION 4. On determining that a probationary employee's work is not satisfactory,
the Department Head shall notify the City Manager and Personnel Director in writing
of his intention to terminate the employee. On receiving approval from the City
Manager, the Department Head shall notify the employee of his termination.
SECTION 5. The probationary period shall not include the time served under any
temporary appointment.
SECTION 6. Permanent status shall commence with the day following the expiration
date of the probationary period, and upon written notification to the employee.
27'.
SECTION 7. An employee serving a probationary period may be promoted to a
position in a higher position classification provided he is certified from the
appropriate Eligible List In accordance with these rules. The employee promoted
In this manner shall serve a new probationary period for the position to which he
is promoted and the new probationary period and promotional appointment shall be
effective the same date.
SECTION B. An employee who does not successfully pass his promotional
probationary period shall be reinstated to the position he held prior to his
promotion. Provided, however, that if the cause for not passing the promo-
tional probationary period was sufficient grounds for dismissal, the employee
shall be subject to dismissal without reinstatement to the lower position.
28.
CHAPTER 12
DISCIPLINARY ACTION
SECTION 1. Disciplinary Action; Definition.
As used in this chapter, Pdisciplinary action" shall mean discharge, demotion,
reprimand, disciplinary proration or suspension.
SECTION 2. Causes for Disciplinary Action.
Causes for disciplinary action against any employee may include, but shall
not be limited to, the following:
(a) Fraud in securing appointment; i
(b) Inexcusable neglect of duty;
(c) Violation of safety rules;
(d) Tardiness;
(e) Possession, or under the influence of alcoholic beverages, non-prescription
or unauthorized narcotics or dangerous drugs during working hours;
(f) Refusal or failure to perform work assigned;
(g) Unauthorized soliciting on non -City business on City property or time;
(h) Inexcusable absence;
(i) Conviction of a felony or conviction of a misdemeanor involving moral
turpitude;
(j) Overstaying lunch period or relief;
(k) Mistreatment or discourteousness to the general public or fellow employees
or officers of the City;
(1 ) Falsifying time reports, records, or payroll documents;
(m) Disobedience to proper authority;
(n) Misuse of City property;
(o) Violation of any of the provisions of these working rules and regulations
or departmental rules and regulations;
29.
(p) Falsification of City records;
(q) Assault;
(r) Theft;
(s) Incompetency as defined in Government Code Section 19252;
(t) Establishment of a pattern of violations of any City policy or rules and
regulations over an extended period of time in which a specific incident
in and of itself would not warrant disciplinary action, however, the
cumulative effect would warrant such action;
(u) Failure to perform to an acceptable level of work quality and quantity;
�(v) Suspended leave without pay pending resolution of a criminal indictment
by a Grand Jury;
(w) Insubordination.
SECTION 3. Pre -Discipline Procedures.
In all non -emergency disciplinary actions which result in a monetary loss,
the City Council, appointing officer, or Department Head will:
(a) Deliver to the concerned employee written notice of the proppsed action.
The written notice must include a statement of the reasons that disciplinary action
Is being proposed, such as insubordination, incompetence, etc., and must also
include an unsigned copy of the charges being considered by Management. The
reasons must be prepared with specificity and detail to insure that the employee
is aware of the specific misconduct complained of by times, dates, places, etc.,
so that he can admit or refute the factual allegations.
(b) The employee must be shown the documents or materials upon which the
proposed disciplinary action is based and, preferably, the employee should be
supplied with a copy of those documents.
(c) The employee must be advised that he has a right to respond, either
orally or in writing, at his option, to the authority responsible for imposing
the discipline.
30.
(d) Said employee shall have a minimum of fourteen (14) days from receiving
the written notification of the proposed action in which to respond.
(e) If the proposed disciplinary punishment will involve a loss of pay, the
deciding Management authority must be higher in rank than the Management
authority proposing the disciplinary action.
SECTION 4. Persons by Whom Disciplinary Action May be Taken; Notice;
Service; Contents.
Upon compliance with the pre -discipline procedures as outlined in Section 3
above, the City Manager or Department Head may take disciplinary action against
an employee under his control by notifying the employee of the action, pending the
service upon him of a written notice.
Disciplinary action is valid only if a written notice is served on the employee
and filed with the Personnel Director not later than five (5) working days after the
date of such action. The notice shall be served upon the employee, either personally
or by registered mail, return receipt requested, and shall include:
(a) A statement of the nature of the disciplinary action;
(b) The effective date of the action;
(c) A statement of the causes therefor;
(d) A statement in ordinary and concise language of the act or omissions
upon which the causes are based;
(e) A statement advising the employee of his right to appeal from such action.
SECTION 5.
Right of Appeal.
Any employee shall have the right of appeal from any disciplinary action taken
except as otherwise provided in these rules.
31.
CHAPTER 13
TERMINATION OF EMPLOYMENT
SECTION 1. Resignation.
An employee wishing to leave the service of the City in good standing either by
resignation or retirement shall give the department concerned at least two (2) weeks'
notice. Employees giving such notice will be allowed to remain on pay status for at
least two (2) weeks, provided that the Personnel Ordinance and Administrative
Procedures are observed.
SECTION 2. Termination; Lack of Work or Funds.
An employee may be terminated at Management discretion because of changes
in duties or organization, abolition of position, shortage of work or funds, or
completion of work for which employment was made.
In cases involving regular employees, a written notice of termination will be
given to the employee two (2) weeks prior to the effective date of termination.
SECTION 3. Termination; Non -Disciplinary Action.
An employee may be terminated by the Appointing Authority at any time for
cause or for the convenience of the City. The appointing power may lay off an
employee in the Classified Service because of material change in duties or
organization or shortage of work or funds.
SECTION 4. Termination; Disciplinary Action.
An employee may be terminated at any time for disciplinary action, as provided
in Chapter 11 of these rules.
SECTION 5. Retirement; Applicable Regulations.
Retirement from the City Service shall, except as otherwise provided, be
subject to the terms and conditions of the City's contract as amended from time
to time with the Public Employees' Retirement System, State of California.
32.
CHAPTER 14
HEALTH STANDARDS
SECTION 1. Purpose, Physical Standards, and Administration.
(a) Purpose. The medical examination is part of the examination process
for applicants and probationary employees and a part of the evaluation process for
all Classified and Management, Confidential and Unclassified employees. The pur-
pose of these standards is to obtain, promote, retain, or return to employment
employees free from any physical, psychiatric, or neurological defect or patho-
logical condition which would limit or interfere with the proper, full, and effective
performance of the duties.
(b) Physical Standards. The City Council shall establish, by resolution,
minimum requirements for applicants seeking appointment to, and for employees
serving in, the various positions of the Classified Service. Such requirements,
when so established, shall be known as the "health standards."
(c) Examination Standards - Regulations. The City Manager shall, upon
recommendation of the Personnel Director and City Physician, administer the
medical and health standards for each employment class and provide for regular
periodic examinations for any or all classes of City employees.
SECTION 2. Medical Examination as Part of Examination Process.
(a) Prior to appointment to any permanent position in the Classified Service,
an applicant ot, probationer may be asked to take and pass a physical exam[nation
given by the City Physician. An eligible on any list whose physical condition, as
determined by such physical examination, does not conform to the health standards
established for the class, may not be entitled to re-examination, and his name may
be permanently removed from such list; provided, however, that such removal shall
not prejudice his right to apply for and be examined for replacement on any succeed-
ing list created for the class. An applicant may be medically disqualified in the
absence of a disabling defect if, in the judgment of the medical examiner, a condition
exists which may develop into a physical, psychiatric, or neurological limit or
disability.
33.
(b) Report of Medical Examination. The report of the medical examination
shall be confidential and released only to the applicant. When applicant is dis-
qualified as a result of the medical examination, he shall be so notified, stating the
reasons for the medical disqualification.
(c) Review of Medical Examination.
(1) When applicant is disqualified because of failure to meet the medical
or health standards, he may appeal to the City Physician in writing within
five (5) working days after notification of the disqualification. The applicant
may file with his appeal such written medical and laboratory reports, X-rays,
photographs, or other exhibits, or written statements he may desire. If,
upon review, the City Physician deems that a re-examination is warranted,
an examination may be conducted. All costs associated with this process are
the responsibility of the applicant.
(2) Based on a study of the reexamination results, the City Physician's
decision shall be final.
(d) Surgical Operations. Applicant shall not be accepted for appointment
subject to the performance of surgical operations, corrective therapy, or other
medical care for the removal or cure of defects which would limit or interfere with
the proper, full, and effective performance of his/her duties.
(e) Waiver. The above provisions in respect to medical examinations may be
waived by the City Manager if, in his determination, the employment of the applicant
is in the best interests of the City of San Rafael.
SECTION 3. Physical Examination and Standards for Regular, Miscellaneous
and Management Employees.
(a) Physical Examination at Request of City Manager. Whenever the City
Manager, from his personal observations, recommendation of the Department Head,
or from information received from any source whatsoever, believes that an employee
has contracted an ailment or disability which may in any substantial degree interfere
with the performance by him of the duties of his position, or which may endanger the
34.
safety and life of fellow employees or the public, the City Manager may request that
such employee submit to a physical examination, given by the City Physician and
based .upon the duties of his position and the health standards of the City. The cost
of such examination will be borne by the City.
(b) Notice to Employee, Physical Examination. Whenever it is determined
that an employee is to be given a physical examination, the Department Head shall
notify the Personnel Director, who will make the appointment with the City Physician.
The notice shall state reasons for the belief on the part of the Department Head that a
physical examination is required. Upon setting the time of the examination, the
Personnel Director shall notify both the Department Head and the employee. The
time the employee spent in examination will nat be charged to sick leave or vacation,
but will be a part of the regular work day.
(c) Charges May be Based Upon Medical Report. Upon receipt of the report
of the examining City Physician, the Personnel Director shall transmit a copy of the
report to the City Manager, the appropriate Department Head, and the employee.
If the examining City Physician finds in his medical report that the employee's
physical condition does not conform to the health standards established for his
position, or that the employee suffers from a permanent or chronic physical or
mental ailment which incapacitates him for the proper, safe, and efficient
performance of the duties of his position, the City Manager may remove said
employee. The Department Head may establish, in conjunction with the City
Physician, a date by which an employee must meet the health standards for his
class if he does not now meet them.
(d) Duty of Employee to Maintain Physical Condition. It shall be the duty
of everyemployee to maintain his physical condition so as to conform to the health
standards established for his position, and failure by any employee to so maintain
his physical condition shall be deemed a failure to observe the established rules and
regulations in relation to his position within the meaning of this section.
3s.
This requirement in no way obligates the City to provide time off, exercise rooms,
gymnasiums, or any other place or device to maintain health standards.
SECTION 4. City Physician.
(a) There is hereby created the position of the City Physician, who shall be
appointed by a majority of the City Council and shall serve at the pleasure of the
City Council.
(b) The City Physician shall be duly licensed by the State of California.
A
3G.
CHAPTER 15
VACATION, SICK LEAVE, HOLIDAY AND LEAVE BENEFITS
SECTION 1. Annual Vacation Leave.
(a) Eligibility. Annual vacation leave with pay shall be granted each regular
employee of the Classified Service. Vacation leave does not accrue to those working
on intermittent or seasonal basis, and those working less than 2,080 hours per year.
Vacation benefits may be taken as accrued. Probationary employees may take
accrued vacation if approved by the Department Head.
(b) Rate of Accrual. Vacation and sick leave benefits shall accrue during the
probationary period; however, use of accrued benefits shall not be allowed until the
successful completion of the probationary period unless specifically authorized by
the Department Head and City Manager. If a probationary employee terminates
before successful completion of his probationary period, the employee shall not
be paid for accrued vacation and sick leave benefits. Each regular full time employee
r
shall commence to accrue vacation- at the following rate for continuous service:
(1) The first three (3) years of continuous employment shall earn
ten (10) working days of vacation per year.. Such entitlement shall
accrue at the rate of five -sixths (5/6) day per month.
(2) From the beginning of the fourth (4) year of service through the
end of the ninth (J) year of service, fifteen (15) working days of
vacation per year. Such entitlement shall accrue at the rate of
one and one-fourth (1-1/4) days per month.
( 3) From the beginning of the tenth (10th) year of service through
the twentieth (20th) year, twenty (20) working days of vacation per
year. Such entitlement small accrue at the rate of one and two-thirds
(1-2/3) days per month.
(4) From the beginning of the twenty-first (21st) year of service and
beyond, twenty-five (25) working days of vacation per year. Such
entitlement shall accrue at the rate of two and one -twelfth (2-1/12)
days per month.
37.
(5) No employee may annually carry forward in excess of fi\,e (5)
days of his annual earned vacation, and in no case may he have
accumulated at the close of any calendar year (December 31) total
accumulated days in excess of thirty (30); however, on certain
occasions, for the convenience of a department, the City Manager
may extend said accrued vacation leave at his discretion.
(c) Administration of Vacation Leave. The City Manager, upon the recom-
mendation of the Department V -lead, may advance vacation credits to any eligible
employee. Vacation days may be carried forward only after approval has been
secured from the Department Head and the City Manager. The amount carried
forward shall not exceed the annual vacation allotment for the individual.
The time at which an employee may use his accrued vacation leave and the
amount to be taken any one time shall be determined by his Department Head with
particular regard for the needs of the City, but also, insofar as possible, considering
the wishes of the employee.
In the event that one or more City holidays fall within an annual vacation
leave, such holidays shall not be charged as vacation leave, with the exception of
Police and Fire employees, and the vacation leave shall be extended accordingly.
Regular employees who resign in good standing by giving two (2) weeks'
notice shall be paid in a lump slim for all accrued vacation leave earned prior to
the effective date of termination, except probationary employees shall not receive
a lumi:) sum for all accrued vacation leave earned prior to the effective date of their
termination.
SECTION 2. Sick Leave.
(a) Eligibility. Sick leave with pay shall be granted to each eligible employee
of the Classified Service. Sick leave shall not be considered as a privilege which an
employee may use at his discretion, but shall be allowed only in case of necessity
and actual sickness or disability. The employee is required to notify his immediate
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supervisor or Department Head according to department rules and regulations at
the beginning of his daily duties, except for Police and Fire personnel who must
report their illness according to their departmental kles and regulations.
Every employee in the Classified Service who is absent from his duties for two (2)
consecutive work days for Miscellaneous and Police personnel, or sixteen (16)
hours of a twenty-four (24) hour shift for Fire personnel, shall file with the
Personnel Director a physician's certificate or the employee's personal affidavit
stating the cause of the illness or disability. The inability or refusal by said
employee to furnish the requested information, as herein required, shall constitute
good and sufficient cause for disciplinary action, including dismissal.
(b) Accumulation. All permanent employees who have served in the Classi-
fied Service shall earn sick leave credits at the rate of one (1) working day per
month commencing with the date of employment. Unused sick leave may be
accumulated to an amount not to exceed one hundred fifty (150) working days.
Temporary and parttime employees shall not be eligible for sick leave benefits.
(c) Use of Sick Leave. An employee eligible for sick leave with pay shall
be granted such leave for the following reasons:
(1) Personal illness or illness within the immediate family, or physical
incapacity resulting from causes beyond the employee's control; or
(2) Enforced quarantine of the employee in accordance with community
health regulations.
Medical appointments shall be charged to sick leave except for Police and Fire
sworn Safety personnel.
(d) Death or Critical Illness in Immediate Family. An employee eligible
for sick leave may, upon the necessity of his absence being shown and with the
consent of the Department Head, be allowed to use up to three (3) days of sick
leave in the case of death or critical illness in the immediate family within the
state, or five (5) days for out-of-state absence where death appears imminent,
39.
in the case of an employee's spouse, children, parents, brothers, or sisters.
Where such death or critical illness has occurred, the employee shall furnish
satisfactory evidence of such death or critical illness to the Department Head.
If, in the preceding six (6) months, leave of absence for the critical illness
of that same relative has been granted, the Department Head may choose not
to allow the use of sick leave.
(e) Advance of Sick Leave. Whenever circumstances require, and with the
approval of the City Manager, sick leave may be taken in advance of accrual up to
a maximum determined by the City Manager, provided that any employee separated
from the service who has been granted sick leave that is unaccrued at the time of
such separation shall reimburse the City for all salary paid in connection with
such unaccrued leave.
(f) Compensation for Unused Portion. Upon termination of employment
by resignation, retirement, or death, a regular employee who leaves th6 City
service in good standing shall receive compensation for all accumulated unused
sick leave based upon the rate of two percent (2%) for "each year of service, to a
maximum of fifty percent (50%). Probationary employees released from City service
during their probationary period shall not receive payment for all accrued sick leave
earned prior to the effective date of their termination.
SECTION 3. Holidays.
The following holidays will be observed: January 1st, February 12th, the
third Monday in February, the last Monday in May, July 4th, the first Monday in
September, September 9th, Veterans' Day, Thanksgiving Day and the day following,
December 25th, and every other day appointed by the Governor for a holiday or day
of mourning.
When a holiday falls on Saturday or Sunday, the Friday preceding a Saturday
holiday or the Monday following a Sunday holiday shall be deemed to be a holiday
in lieu of the day observed.
All employees, except Police and Fire department shift personnel, who are
required to work on a day designated as an authorized holiday, other than a day on
EL*Z
which an election is held throughout the State, shall be paid in addition to their
regular salary for the number of hours actually worked during such a day at the
rate of straight time pay.
SECTION .4.
Military Leave.
Military leave shall be granted in accordance with the State of California
Military and Veterans' Code as amended from time to time. All employees
entitled to military leave shall give the appointing authority and the Department
Head an opportunity, within the limits of military regulations, to determine
when such leave shall be taken.
SECTION 5. Leave of Absence Without Pay._'
Leave of absence without pay may be granted by the City Manager upon the
written request of the employee. Accrued vacation must be exhausted prior to the
granting of leave without pay.
SECTION 6. Workers' Compensation.
First seven (7) days after industrial injury shall provide full payrwithout charge
against sick leave, vacation, accrued compensatory time, or any other paid leave
status. After first seven (7) days, industrial injury time off will be charged against
accrued sick leave, accrued compensatory time and vacation, in that order; if paid
leave benefits exhausted, then discretion of City Manager who may grant leave
without pay status up to a maximum of three (3) calendar months.
Industrial injuries for Police and Fire sworn personnel shall be governed by
applicable provisions of the State Labor Code as amended.
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SECTION 1.
CHAPTER 16
GRIEVANCE PROCEDURE_
Purpose, Definition, and Application of Grievance Procedure.
The grievance procedure is intended to provide a uniform method availale to
all City employees to seek adjustment of grievances arising out of their employment
relations.
A grievance is a claimed violation, misinterpretation, inequitable application,
or noncompliance with provisions of a memorandum of understanding, or of City
ordinances, or resolutions, rules, regulations, or existing practices affecting the
status or working conditions of City employdes, except that individual disciplinary
actions within the purview of the City of San Rafael Code are not grievances within
the meaning of this policy and will be processed under the appeal procedure as
outlined in Chapter 12, Disciplinary Action.
A grievance may be filed by an employee in his own behalf, or jointly by
any group of employees, or by an employee organization.
It is intended that all opportunities for resolving such problems at the
departmental level are utilized before the matter is brought before the
City Manager.
SECTION 2. Definition of Terms.
(a) Grievance - Refer to Section 1 above.
(b) Employee - Any full time employee in the Classified Service, with the
exception of Management, Confidential, and Unclassified positions listed
in the salary resolution.
(c) Immediate Supervisor - The employee's closest superior who assigns,
reviews, or directs the work of an employee.
(d) Superior - The person to whom an immediate supervisor reports.
(e) Representative - A person who appears on behalf of the employee.
(f) Waiver - Any time limit specified in the grievance procedure may
be waived or extended only by mutual agreement in writing.
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1
SECTION 3. Step One - Informal Procedure.
(a) If an employee feels that he has a grievance, he should contact his im-
mediate supervisor within five (5) calendar days to Informally discuss the
matter.
(b) The supervisor shall discuss the grievance with the employee, endeavoring
to reach a mutual understanding on the matter. The employee's immediate
supervisor should make the employee aware of the City's grievance procedure,
providing him with a copy of the procedure if the employee determines to
initiate a formal grievance.
(c) If an employee's grievance concerns his immediate supervisor and
cannot be resolved through informal discussion, the employee may request
an informal meeting with the next level of supervision.
SECTION 4. Step Two - Formal Procedure.
(a) If an employee's grievance cannot be satisfactorily answered through
informal discussion the employee shall submit, within three (3) calendar
days after completing the informal procedure, to _the Division Head or
Department Head a written statement which shall set forth in detail;
(1) The exact condition or conditions as to which the grievance is
made; and
(2) The action requested by the employee.
(b) The Division Head ,-end/oi, Dcp;irtment ide;.id �:3I-all, within five (5) calendar
days, meet with the aggrieved Darty.
(c) The Division Head and/or Department Head !_;hall inf win the employee
in writing within five (5) calendar days after the meeting. The Division Head
and/or Department Head shall include findings relating to the conditions as to
which the inquiry is made and the action taken or which shall be taken in regard
to such conditions or the reasons for refusal to act.
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SECTION 5. Step Three - Appeal to Department Head.
(a) If the grievance cannot be satisfactorily concluded at the second step,
then upon written request of the employee, the Department Head will meet
with the employee within five (5) calendar days of the date of request unless
the meeting is postponed to a mutually acceptable date.
In those cases where Step Two is directly to the Department Head, this
step is not applicable.
(b) The Department Head shall inform the employee in writing of his decision
within five (5) calendar days after the meeting.
SECTION 6. Step Four - Appeal to City Manager.
(a) If the grievance cannot be successfully resolved at the third step, it
may be forwarded In writing to the City Manager. In this instance both
the Department Head and the employee or his representative may make
any written presentation to supplement his case.
(b) The City Manager shall decide within five (5) calendar days as to the
final disposition of this grievance. --
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CHAPTER 17
MISCELLANEOUS
SECTION 1. Outside Employment.
All regular employees are prohibited from employment outside of their City
positions without prior authorization of the Department Head and the City Manager.
Such approval may be denied by the Department Head and City Manager if such
outside employment is incompatible with the proper discharge of the employee's
official duties or would tend to impair his independence of judgment or action in
the performance of his official duties.
Failure to secure prior authorization for outside employment and/or failure
to adhere to the conditions placed on such employment shall be considered grounds
for dismissal or disciplinary action.
SECTION 2. Gratuities.
No employee shall request, solicit, or demand gratuities from any citizen or
company for services provided by the City,. Such action may be considered grounds
for dismissal.
SECTION 3. Return of Tools and Equipment.
All tools and equipment assigned to an individual shall be returned as deemed
necessary by the Department Head. Upon termination, all tools and equipment
assigned to an employee shall be returned.
SECTION 4. Educational Incentive Program.
An Educational Incentive Program shall be available to all employees. The
specific provisions of this benefit shall be detailed and included within the salary
resolution.
SECTION 5. Political Activity.
The political activity of City employees shall comply with pertinent provisions
of State and Federal law.
45.
SECTION 6. Solicitation of Contributions.
under the government of the City,
No officer, agent, clerk or employee,
directl or indirectly, solicit or receive, or be in any manner concerned in
shall, y
soliciting or receiving any assessment, subscription, contribution or political
service, whether voluntary or involuntary, or any political purpose whatever,
from any one on the Eligible List or holding any position under the provisions
of this ordinance.
SECTION 7. Temporary Assignments - Training.
se of training, authorize the temporary
The City Manager may, for the purpo
assignment of an employee to other duties, without changing the employee's class.
Upon termination of the temporary assignment, the employee shall return to his
original position. Such assignment may be to another jurisdiction or private
corporation.
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