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HomeMy WebLinkAboutCC Reso No 1980-66 RESOLUTION NO. 80-66 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LAKE ELSINORE, RIVERSIDE .COUNTY, CALIFORNIA, APPROVING AND ADOPTING PERSONNEL RULES AND REGULATIONS WHEREAS, this City Council has received and reviewed a document "Personnel Rules and Regulations"; and WHEREAS, said "Personnel Rules and Regulations" are consistent with existing standards and policies relating to the personnel of the City of Lake Elsinore; and WHEREAS, it is in the best interests of the City of Lake Elsinore to approve and adopt said "Personnel Rules and Regulations"; NOW THEREFORE, the City Council of the City of Lake Elsinore does hereby RESOLVE, DETERMINE and ORDER as follows: 1. That the document entitled "Personnel Rules and Regulations" is hereby approved and adopted, in the form attached hereto and made a part hereof as Exhibit "A" APPROVED and ADOPTED this 9th day of December, 1980. ~OR L~~jCITY E LAKE ELSINORE ATTEST: CLERK SEAL EXHIBIT "A" PERSONNEL RULES'AND REGULATIONS 1.1 Application for Employment must be on the form supplied by the City. Resumes may be attached. 1.2 Fraudulent statements, and/or withholding of any information requested on the employment application will result in immediate termination. 1.3 New employees shall normally be hired at the start level of the salary schedule except as otherwise. approved by the City Manager and/or City Council if justified by recruitment needs and, supported by ability and qualification of the prospective employee. 2.0 PHYSICAL EXAMINATION 2.1 New employees are required to take a physical examination by a physician designated by the City, at the cost of the City. Employability may then be determined upon receipt of the medical report of such examina- Lion. 2.2 All employees working in unsanitary working conditions will have an annual examination upon the employees request. 2.3 Water and Sewer Department personnel will be given such shots as may be required by the Health Department as preventative care. 2.4 Exceptions are federally funded programs and/or waiver by the City Manager. 3.0 CONFLICT OF INTEREST 3.1 Gratuities and Gifts Because the very nature of the service rendered by a municipal employee requires unimpeachable public trust, confidence and impartiality of service by each and every employee, it is the City's policy, consistent with effective public relations, that no employee shall accept a personal gift of intrinsic value for performing his duty or any other public service in connection with his official duties as an employee of the City. 3.2 No employee shall formally report, collect data, or discuss actions of his/her department if that employee is able to benefit financially or economically from the applicant preparing a project within the City. No employee shall act or appear to act in a manner which will compromise his or her objectivity or future integrity by appearing to act in his/ her best interest rather than the City's best interest. CONFLICT OF INTEREST (Cont'd) 3.3 All members of the City Council, Planning Commission, the City Manager, and all department heads shall file a conflict of interest statement upon election or hiring into said position, a conflict of interest statement indicating financial holdings which may compromise or jeopardize that persons' objectivity when making decisions concerning City functions. 3.4 USE OF PUBLIC FUNDS No employee shall authorize expenditure of funds or transfer of funds without prior approval from the City Manager and/or Department Heads and/or Finance. Director. Public funds shall not be used solely for personal benefit or financial gain. The use of funds shall be directly related to the amount of public benefit which will accrue from their expenditure. 4.0 PERSONNEL POLICIES AND PROCEDURES 4.1 VIOLATION OF RULES Violation of the provisions of these rules may be grounds for dismissal, rejection or suspension. 4.2 SUPERVISION BY DEPARTMENT HEADS Department heads' shall be responsible for effective supervision of their employees as well. as for maintenance of appropriate working relationships. 4.3 DEPARTMENTAL RULES A department head. may adopt and administer personnel regulations for his department which are supplementary to and not inconsistent with these personnel rules and regulations of the City of Lake Elsinore. 4.4 NON-DISCRIMINATION No appointment to or removal from any office, position or employment in the City government shall be made or, withheld by reason of any religious or political opinions or affiliations, or by reason of race, color, or sex, or the person whose appointment or removal is under consideration or except as otherwise provided in the charter of the City of Lake Elsinore, by reason of his previous political service and no transfer, promotion, demotion, or change in compensation of any officer or employee shall be made or withheld by reason of any such opinions, council affiliations with a recognized organization, race, color, sex or services; provided, however that no officer, department head, or employee of the City shall belong to or be a member of any party, organization or association which advocates the overthrow of the government or Constitution of the United States by force or violence. 4.5 PERSONAL TELEPHONE CALLS The telephone provided by the City is for use in conducting City business. The use of these telephones during business hours for personal calls, either outgoing or incoming, is not strictly prohibited, but such calls shall be kept to a minimum so as not to overload the existing lines and retard essential City business. Toll calls of a personal nature should not be made on City telephones except in extreme emergencies and with prior approval of the department head. 4.6 EMPLOYEE RESPONSIBILITY FOR CORRECT PERSONNEL INFORMATION It shall be the responsibility of each employee to keep his department head notified in writing and the department head is responsible for notifying the. personnel office concerning the employees marital status, number of dependents, correct. address and telehpone number. 4.7 OFFICIAL DUTIES OUTSIDE OF THE STATE Where an employee's or department head's official duties require his absence from his job and is outside the State of California, approval shall be given by the City Manager to the department head prior to such departure. 4:8 STANDARDS OF CONDUCT The conduct of municipal employees of the City of Lake Elsinore may for disciplinary reasons, be cause for reduction in pay, demotion, suspension with or without pay, or dismissal for cause including but not limited to, the following: (a) Conviction of a criminal offense involving moral turpitude or a felony. (b) Damage to public property or waste of public supplies through misconduct or negligence. (c) Unauthorized absence from regular assigned duty without official leave. (d) Fraud in securing employment. (e) Intoxication on duty. (f) Gross insubordination. (g) Gross negligence by an employee which affects the safety of himself and/or other employees. 4.9 ATTENDANCE Aers6nnel'. attendance is critical to the effective operation of the City. Unless an employee is sick, injured or is taking an approved vacation, an employee is expected to be at work. 4.10 PUNCTUALITY All employees of the City, unless approved in advance by their supervisor, are expected to be at their work stations at the beginning of each business day ready to perform their duties. An employee who repeatedly is late for work or leaves early, will be subject to disciplinary action including suspension or termination of employment. Employees who are late damage the public image of the City, reduce the efficient effectiveness of the organization and place an unfair burden on fellow workers. 4.11 USE OF AUTOMOBILES ON CITY .BUSINESS The City owns several vehicles which are available to City emp- loyees to perform necessary job related duties. Should a City vehicle not be available for that reason, you may be asked to use your own vehicle. Should this happen, you will be reimbursed on a mileage basis, at a rate determined by the City Council. The necessity of vehicle use to present job shall be determined by job description and City Manager. 4.12 DRESS AND GROOMING This City has no dress codes or standards, however, it is expected that employees will be motivated by the dictates of good taste and commonsense in their attire and grooming so as to provide a good public image. Grooming shall be directly related to job duties and requirements. 4.13 GRIEVANCES In cases where an employee feels that his or her rights under the personnel rules or policies which have been violated, they are entitled to file a grievance with the immediate supervisor. All grievances must be submitted in writing within 10 working days and must specify the rule or policy which has been violated. If the grievance cannot be settled with the supervisor, it must then be submitted to either the Department Head or_ Personnel Director and then, if not settled, to the City Manager whose decision is final. 4.14 METHOD OF FILLING VACANCIES All vacancies in classified positions shall be filled by the appointing authority from an appropriate eligible list, providing funding has been approved for the position. 4.15 UNIFORMS ~ City employees may be required to wear uniforms prescribed by the City. In such cases the City will provide those uniforms. 5.0 RE-EMPLOYMENT A former employee who has been terminated by the City without cause and who is subsequently rehired in the same classification as a full time employee, within a ninety (90) day period of his termination shall receive full restoration of his salary step but not in senior- ity, vacation or sick leave subject to the approval of the City Manager. 5.1 SENIORITY POLICY (a) It is understood that where ability and qualification of appli- cants are substantially equal and meet the standards of the job to be filled, Seniority shall be observed in transfer and promotion. (b) City seniority shall be accrued from the last date of hire. (c) Department seniority shall accrue from the date of full employment in a particular department and continuous employ- ment therein. (d) Within a department of the City, department seniority shall outrank City seniority where ability and qualifications are sufficient to meet the standards of the job to be filled. 5.2 PERFORMANCE, EVALUATION, PROMOTION (a) As per P.E. R.C. Article VI (b) Step promotion shall be by performance, time in present step, ability to adhere to policies of the City, minimum time in present classification: one year. Performance shall be evaluated on an anniversary date. Step promotions are not automatic. (c) Employee evaluations shall be filled by department heads for submission to the City Manager as scheduled. New Employees: Every 30, 60, 90 days or other times as determined by the department head or the City Manager. After 6 months of continuous employment evaluation will be on the anniversary date. 5.3 Salary or wages by PERC understanding. 5.4 CERT IFICATIONS: (a) New employees of the City in Water, Wastewater and Equip- ment operators shall at the end of the second year of employment have passed the required tests and been awarded the first step certification in their respective fields. City employees transferring into Water, Waste- water and/br Equipment operators will be covered under this provision. (b) Any certificates, or-other educational programs, earned by the employee wil l-be taken into consideration at regular review periods. 6.0 LEAV E: Sick, Bereavement, Military, etc. (a) As per current PERC understanding. (b) Physician's Release: Any employee absent for a period of two (2) consecutive work days or two (2) non-consecutive work days per month, due to an alleged illness or accident is required to bring ' a release from the employee's physician stating the employee is capable of returning to active non-limited work. (c) Bereavement Leave: A maximum of five (5) days of accumulated sick leave credits may be used by an employee within any fiscal year for absence from duty because of death in his/her immediate family. Requires approval of Department Head and City Manager. (d) Special Sick Leave: After an employee has accumu- lated sick leave credits, he thereafter can use up to a maximum of five (5) days of such credits within any fiscal year for absence from duty because his presence is required by a member of his immediate family who is seriously ill or injured and requires the care or attendance of the employee. This special leave requires approval of Department Head and City Manager. LEAVE: Sick, Bereavement, Military, etc. (Cont'd) I 6.0 (Cont'd) (e) Military Leave: Military Leave and Regulations for payment pertaining thereto shall be in accordance with California Military and Veterans code. (f) Leave of Absence: As per resolution 1200 Section IV (g) Excessive Absences from Work: Excessive absenteeism is termed as days off for minor ailments where a Doctor's service is determined by the employee as not necessary that exceed more. than one (1) work day per month. Call- . in to Department Heads or their representative will be before the start of the work day. Call-in after the start of a work day will be counted as unauthorized time off without pay, except in extenuating circumstances approved by Department Head and City Manager. Excessive absences and/or unauthorized absences will result in termination. 7.0 COMPENSATION 7.1 CLASSIFICATION ADJUSTMENTS: The City may, if it feels appropriate, adjust the. salary range for a specific classification due to changing - duties or to maintain a competitive status with other municipalities. 7.2 OVERTIME: It is the City's policy to discourage overtime work. However, when an employee is required to work overtime, he or she will be given either straight compensation time off or straight time pay. During times of emergency, the City may require any, or all, of its employees to return to work. Except in emergencies, overtime work must either be directed or approved in writing, in advance, by the Department Head. 8.0 DEMOTIONS Should the City demote an employee, either due to the employee's inability to perform the duties of the higher classification or to the workload demands of the employee's department, the employee will receive the salary which most closely matches the salary which most closely matches the salary previously received, which does not result in an increase in salary. 9.0 DEDUCTLONS There are two basic types of payroll deductions - voluntary and mandatory. In the event any of these Personnel Rules and Regulations are in conflict with the current Memorandum of Understanding, as it may change from time to time, the Memorandum of Understanding will prevail. 9.1 MANDATORY DEDUCTIONS are those for which the employer is either ~ legally or contractually required to make deductions from employee salaries; i.e. State and Federal income tax, union dues, retirement contributions, etc. 9.2 VOLUNTARY CONTRIBUTIONS are those which are made at the written request of the employee such as credit union, charities, etc. Each paycheck contains an itemized list of all deductions from salary.