HomeMy WebLinkAboutResolutions - No. 1718aRESOLUTION NO. 1718.
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RU'LFS FOR PERSONNEL ADYsLNISTRATION
CITY OF LODI, CALIFORNIA
MULE I '
DEFINITION OF TERMS
The fo11ot ing terms, whenever used in these rules, shall be
construed as fo].loWs:
— Section 1. Anpoirnting Authority: The City Council, the Library
'Board or the City Manager as stated in Section h. of the Personnel
Ordinance.
Section 2.- Board: The Personnel. Board of Review established in
pursuance of Section 6–of the Personnel Ordinance.
Section 3. Class: All positions sufficiently similar in duties,
authrwitys responsibility, and working conditions to permit grouping
Z,nAnr a common title and the application with equity of common standards
of selection, transfer, promotion and salary.
SS—ailedt. ""Mcami'. at :nn Ates t - ro a cembination of tests to. dater- -- ---
mine the qualifications for employment with the City. An exanation may
consist of oral and/or written and/or physical tests. An examination may
be assembled or unassembled. If assembled, applicants will be notified to
wear at a comiiion location at a definite time. Unassembled examinations
are given when it is inadvisable or impractical to appy testing proced s ' -
to qualified applicants at a common location at a specified time.
Section 5. Permanent Employee: An employee who has siccessf lly
completed his probationary period and has been retained according to the '
provision of these rules.
Section 6. Personnel Officer: The City Manager or any employee
designated by him.
Section 7. Personnel Ordinance: Ordinance No. 474 which creates a
personnel,system for the City.
-Section 8. Stets Increase : - A salary increase 'within the limits of
the pay range. established for a class.
RULE II
GIIRAL PROVISIC S
Section 1. Legislative Intent: An rules and regulations herein
contained shall be construed liberally to the end that the employee in..
volved and the City be effectively and equitably served.
Section 2. Amendment and Revision of Rules: Amendments to and
revisions of these rules shall be publicly posted on. a City bel tin
"board for at least five consecutive days. Any City employee or official
may request a hearing on proposed amendments or revisions. according to
the procedures outlined by Section 3, Rule X33, except that such request
may be made during the time the notice of pending change is posted.
RULE III
ORGANIZATION AND PROCEDURES OF THE PERSONNELBQARD
Section 1. Organization: The Personnel Board shall, as often as
necessary, elect a chairman. An employee designated by the Personnel
Officer shall serve as secretary to the Board and shall prepare the min-
utes of each meeting. The minutes shall be certified by a majority of
the Board and shall be open for public inspection except for those por-
tions, -.determined -by 411:141111240111B -vote -of -the -Board,. deemed detriinental...to, ...� ...
the interests of the employee., the public and/or the City.
Section 2. Meetings: The Board shall meet on call of the chairman, -
two members of the Board, or the appointing authority and all rneirbers of
the Board shall be given notice in advance of the meeting by the appoint-
ing authority. Two members shall constitute a quorum for the transaction
of business. All meetings of the Board shall be open to the public, unless
the Board by unanimous vote shall determine that a private hearing is re-
quired or desirable. -Whenever such a finding is made, the Board may limit
attendance at the hearing to the employee requesting the hearing, the
officer or officers from whose action the axe al was taken, and such wit»
nesses and other persons as the Board may require to be present.
Seotion 3. -Rules of Order. --.The-Board may provide rules of order :
not otherwise providedby these rues or the Personnel Ordinance.
- - Section !um -Hearings -and lmrestigations: Hearings that the Board
is authorized to. conduct_shall_be .conducted:,by.the .Board as a_body, ..b.ut
cpecial,.in ostigations _a d . doytailed__.work may be delegated to a.. single. _.... .
member or to -the 'appointing authus-J. Ly. `Tho -procedure of any hearing or
investigation shall be informal and shall not be restricted so as to deny
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the introduction of any evidence that the Board may deem pertinent,
Unless incapacitated, a person pressing a claim or defending a priv-
ilege before the Board shall appear personally and shall not be
excused from answering questions and supplying information except upon
claim of constitutional privilege with respect to self-incrimination.
All decisions, opinions, and recommendations arising from a hearing or
investigation by the Board shall be written and subscribed to by -the
members concurring. Any member may submit a minority or supplemental
report which shall be filed as a matter of record. A copy of any decis-
ion, opinion, and recommendation shall be filed with the appointing
authority and one copy shall be filed as a permanent record. In the case
of an employee appeal, one copy shall also be furnished the employee.
RULE IV
• CLASSIFICATION OF POSITIONS
Section 1. Preparation of Plan: The City Manager shall ascertain
or cause to be ascertained, and record the duties and responsibilities of
all positions in the classified service and after consulting with the
appropriate appointing authorities, shall submit a classification plan
for such positions. The classification plan shall establish appropri&te
titles for each class of positions, describe the typical duties and re-
sponsibli.ties of the position in each class, and specify the training,.
experience, and other qualifications which are necessary and desirable
for successful performance of the duties of positions in each class. The
classification plan shall be so developed and maintained that all positions
substantially s miltf-witfi"respect t� the kind, difficulty, and respansi-
bility of work are included within the same class, that the same means of
recruitment maybe used for filling all positions within the class, and
that the same schedule of compensation may be made to apply with equity
under like working conditions to all positions in the same class.
Section 2. Adoption of Plan: The City Manager shall submit the
proposed plan to the City Council for adoption.
Section 3. Allocation of Positions' After the classification plan
has been adopted by the City Council, the City Manager shall allocate
every position in the classified service to one of the classes established
by the plan. Any.. employee shall have the right to appeal to the Board
concerning the allocation of his position, in accordance with Section 7 of
the Personnel- Ordinance. -
Section 4. Maintenance of Plan: Whenever a new position is created
by the City Council, or whenever a change in organization, functions, or
duties of an individual position makes it necessary, the City Manager shall
recommend to the City Council the creation, abolition, subdivision or con-
solidation of classes and shall prepare the new class specifications for
the classes affected:
When a new position is created, the appointing authority shall not
fill any such position until the position has been allocated to a class,
or the classification plan shall have been amended to provide therefor.
Reclassification shall not be used for the purpose of avoiding re-
strictions surrounding demotions and promotions.
RULE V
COMPENSATION
Section 1. Preparation of Plan: The City i;anager shall prepare
or cause to be prepared a proposed salary and wage schedule showing for
each class of position in the classified service minimum and maximum
salary or wage rates, and such intermediate rates as he deems advisable.
In arriving at such rates, he shall take into consideration prevailing
rates for comparable positions in other public employment and private
business, internal relationships, difficulty and responsibility of the
work, the usual, preparation required, work hazards, conditions of work,
the current cost of living, and the financial condition of the City. The
City Eanager shall submit the proposed plan to the City Council for
approval.
Section 2. Application of Plan: All requests 2or increase in sal.
ary range shall be made through the appropriate administrative channels
in writing to the City Manager for transmission to the City Council. Step
increases. within the-..salary,.xanges .established by the City Council may.,be_
authorized by the City Manager upon the recommendation of the appropriate
department head, but such increases shall not be granted to the same
employee in the classified service more often than once each year, except
that each probationary employee shall be entitled to a one-step increase
upon completion of six months' service and upon attainment of permanent
status at a level below the top step of the appropriate range. Salary
increases shall not be automatic, but shall depend upon increased service =�
value of the employee as exemplified by length of service, performance -
record, special training undertaken, or other pertinent evidence.
.. rc-.---..-APPLICATI ai AND ECAMNATIC
Section 1. Announcement of Vacancies: All examinations shall be
advertised--in-such -places and • by such means as to attract as many quali-
fied applicants as possible. Announcements shall specify the title of
the class,. the nature of the. work to be performed,. the minimum qualifica..
tions required' for admission to the -examination, the - final date upon .... .- -
which applicants will be accepted, the probable salary -range, and other
pertinent information consistent with the provisions of these rules.
Section 2. Applications: Application shall be made on forms pre-
scribed by -the Personnel Officer. Such forms shall require information
covering training, experience, references, and other pertinent information,
and may include certificates of one or more examining physicians. All
applications must bo made out and signed by the person applying.
Defective applications may be returned to the applicant with notice to
amend same, providing the time limit for receiving applications has not
expired.
Section 3. Disqualification of Applicants: The Personnel Officer
shall refuse to accept or, after acceptance, shall reject any application
or, after examination, shall disqualify a candidate whenever it is found,
beyond any reasonable doubt, that the applicant or eligible is not a citi.
zen of the United States, or does not possess minimum qualifications
established for the class of position, or is physically unfit for the per-.
formance of required duties, or is addicted. to the use of drugs or intoxi-
cating liquors in excess, or has been guilty of any infamous or notoriously
_disgraceful conduct, or has been dismissed.from public service for delix:-
quency, or has made a false statement of material fact in his application
or has practiced deception or fraud in securing eligibility, or has other-
wise violated the provisions of the law or these rules. The cause for
any such action shall be entered upon the record of the application filed
in conformity with these rules and shall not be publicly revealed. The
person affected shall be notified of the action taken and the reasons
therefor.
Section 1n. Scope of Examinations: Examinations maybe assembled
or unassembled, and may include investigations of training and experience,.
tests of aptitude, particular abilities, general and technical knowledge,
manual skip., physical and mental fitness, and such other tests as are
required to discover the capabilities of applicants relative to the duties
of the position for which the examinations are conducted.
Section 5. Conduct of Examinations: The Personnel Officer shall
arrange for the use of public buildings and equipment for the conduct of
examinations. He shall designate the person or agency to conduct and
score the examination and may deputize any qualified person, persons, or
agency for that purpose.
Section 6. Qualifying Grades and Rating EXaminations: In all
examinations the passing grade of each part and of the whole shall be
determined and made available as a public record prior to the examination,
Failure in.._the written, oral, or physical parts of the examination may -be
grounds for declaring the applicant as failing in the entire examination,
or as disqualified for subsequent parts of the examination.
Section 7. Notification of Results: Each competitor shall be given
written notice of the results of the examination and, if successful, of
his earned rating, and his relative order on the list of successful candi-
dates. Any competitor shall have the right to inspect his own test papers
except when standardized tests are used. An error in grading or rating,
if called to the attention of the Personnel Officer within one week after
announcement of examination results, shall be corrected.
' Section 8. Eligible Lists: After each examination has been
scored, rated and corrected, the names of successful candidates shall
be recorded in the order of their standing in the examination. In the
event of i,ientical ratings, names shall be arranged in the order of
application date, and if the sane, then arranged alphabetically. This
list shall be certified by the Personnel Officer and shall continue in
effect for two years unless the City Manager approves abolishing it
sooner tor reasons consistent with the principles of merit and competence. -
Names of eligibles maybe removed from the list in the event that they
refuse appointment under conditions which they had previously stated were
acceptable, or in the event that they are certified to three different
vacancies and are not appointed, or in the event that the eligible re-
quests in writing that his name be removed, or for reasons contained in
Section 3 of Rule VI. The names of persons on promotional eligible lists
who resign from the service shall automatically be dropped from such.lists.
RULE VII
CERTIFICATION AND APPOINTMENT
Section 1. Types of Appointment: Vacancies in the classified
service shall normally be filled by re-employment, original appointment,
transfer or promotion. In the absence of available persons for appoint-
ment through these means, a temporary appointment may be made.
Section -2: - Method- o "-Appointments -In the event of a vacancy, ....w ..
persons eligible for re-employment shall be given a preference. If no
persons are available for re-employment in accordance with Section 4 of
this rule, the appointing authority shall determine the method of appoint-
ment to be used.
Section 3. Re-employment: The name of each employee who is laid
off in accordance with these rules shall be placed at the head of an
eligible list for the class of positions which he held, which eligible
list shell be given priority over any eligible list created under the
provisions of Section 8, Rule VI.
Section 4. .Origirial APpo 3itinent: In the event an appointing.
authoritx""shall"'Tesire to fill. a'Vacancy by original appointment, the
PersonnelOfficer••shall-furnish-the appropriate administrative head with.
the appropriate eligible list or lists and any appointments' shall be made --
from such lists or list.
If .insufficient qualified and eligible persons aro available on any
eligible..list,.. the, appropriate.department head may request additional
certification) whereupon the Personnel -Officer -shall- schedule and conduct -
an examination or_examinations examinations to provide the. additional eligibles.
Section 5. Transfer: An employee may be transferred from a class
in one department or organization unit provided that the City Manager
shall determine in his discretion that such transferree is competent to
do the work and perform the duties of a position, class, department, or
organization unit to which he is so transferred; and said City Manager
may hake such decision regardless of any -rules, standards, qualifications
or requirements which have heretofore or hereafter maybe adopted or pro-
vided for, except that any such transfer must be to a class involving re-
lated duties and at the same salary range. If such transfer involves a
change from the jurisdiction of one appointing authority to another, both
such authorities and the said employee must consent thereto before such
transfers become effective. Permanent transfers shall not be made unless
the employee transferred shall have been in the City's employment at least
six months prior thereto.
Section 6. Promotion: In the event an appointing authority desires
to fill a vacancy by promotion, the Personnel Officer shall prepare and
administer an examination to those permanent employees who meet the quali-
fications established. Promotional examinations shall be employed insofar'°
as is practicable and consistent with the best interests of the service.
The preparation of the examination and the certification of eligibles shall
follow the procedure outlined in these rules for original appointment.
Section 7. Demotion: In the event of a necessary reduction in per-
sonnel due to lack of work or funds, an employee may, if offered, accept
demotion in -preference to being laid off.
Section 8. Regular Appointment: After interview and investigation,
the appropriate department head shall recommend appointments from among
those certified and shall immediately notify the Personnel Officer who
shall notify the person to be appointed and the appointing authority. It
is the express policy of the City Council that all considerations and
qw1li fications being equal, residents of the hth Supervisorial District
shall be given preference in all appointments. If the appointee does not
report for duty the time proscribed by the appointing authority, ho
shall be deemed to have refused appointment under the meaning of Section 8,
Rule VI.
Section 9. Tehiporary Appointment: Any person meeting the minimum
qualifications for the class may be appointed temporarily, upon approval
of the appointing authority, pending the qualification of applicants by
other means. No temporary appointment shall continue longer than ninety
days in any fiscal year or exceed a total of ninety days in any fiscal
year, except as provided in Rule VII, Section 10. No time spent in _.
temporary appointment under this section shall be given credit in evalu-
ating experience in axiy examination, ' or credited to- a probationary period,
or used for computing any privileges accruing under the .Personnel. Ordi.nance-
and these rules.
Section 10. Duration Appointment for Leave of Absence: In the event
an employee is granted a leave of absence, an appointment may be made for the
duration of the permanent employee's leave of absence. The permanent employee,
upon his return from leave, shall be entitled to replace such appointee.
RULE VIII
..PROBATIONARY PERIOD
Section 1. Objective of Probationary Period: All original, transfer,
or promotional appointments shall be subject to a probationary period ofsix
months. The probationary period shall be regarded as an integral part of the
examination process and shall be utilized for closely observing the employee's
work,. for securing the most effective adjustment of a new employee to his
position, and for rejecting any probationary employee whose performance does
not meet required work standards.
Section 2. Permanent Appointment: The Personnel Officer shall notify
the appropriate department head two weeks prior to the termination of any pro-
bationary period. At the end of the probationary period, if the department
head desires to make a permanent appointment of the employee on probation, he
shall file with the Personnel.Officer.-a.written statement to the effect that
the employee's services are satisfactory. Failure on the part of the department
head to file such a statement at the end of the probationary period shall con-
stitute a rejection of the probationer as defined in these rules.
Section 3. Rejection of Probationer: At any time during the probationary
'period an employee may be rejected by the appropriate department head. Any
employee rejected during -the probationary period. following promotion shall be
reinstated to.,.tho..,.po,Citi.An,.frsm.yhieh.he_was ..promoted unless charges are„filed.,.......
and he is discharged in accordance with the provisions of the Personnel Ordinance
and these rules.
RULE IX
HOURS AND LEAVES
Section 1. Hours of Work:
a. All Employees Except Police Personnel and Uniformed Firemen:
Office and fi d-empleysessh'alI""'wori "A"minimum of forty hours a week. The
regular work week-for-theseemployees-- sttarli be five days and the regular hours
of employment, .,.shal1 begin..,at..fl:D0.,,a.m.....e.ach..day.,.and shall end at 5:00 p.m.,
provided thesa."Pf'"rsions shall not in"any case interfere with -essential ser-
vices to be rendered by any department.
b......,..Police Personnel and..Uniformed, Firemen: (As amended by
Resolution Noe _2010.). _i .police personnel .shall. work, a minimum. of forty hours
a week. All uni 'vrmet ..firnmen`strall work maiiiraxur of 137i twenty four-hour
shifts per year,. averaging 63 hours- per .week., -The tours _of .iuty for .the members
of the Fire Department shall start at eight o'clock a.m.
c. Alternative schedules of work may be prepared by the department
head and approved by the appointing authority.
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Section 2. Overtime:
a. Overtime shall either be paid for at one and one-half the hourly
rate equivalents established in the Salary Schedule, or by compensatory time off
as agreed upon by the appointing authority and the employee.
b. Any employee reporting for prearranged work wholly outside of his
regular hours on a regular work day shall be compensated at the overtime rate for
actual time worked, but in no event shall he be paid for less than two (2) hours,
except that if the employee continues to work into or beyond his regular work hours
he shall be paid overtime compensation only for actual work hours.
c. Hours worked on a holiday as part of an employeels regular work
schedule shall be compensated at the rate of time and one-half compensatory time
off.
d. Police Officers required to make court appearances during off-duty
hours shall be compensated for such duty at the rate of time and one-half pay for
actual hours involved in such appearances, but in no event shall they be paid for
less than two (2) hours. Such appearances which represent an extension of a regu-
lar work day shall be compensated at the time and one-half rate only for actual
hours worked.
Section 3. Leave Without Pay: The appointing authority may grant an
employee leave of absence, other than for extended active military duty, for a
period not to exceed one year whenever such leave is considered to be in the best
interests of the service. Such leave shall be requested in writing by the employee
and shall require written approval by the department head and the appointing
authority. Inability to return to work after an employee's sick leave has been
exhausted will be -considered an urgent and substantial reason for the granting of
such leave. The conditions under which an employee will be restored to employment
on the termination of a leave of absence shall be stated as clearly as possible at
the time said leave is granted.
Section L1. Military Leave: An employee who is a member of the National
Guard or Naval Militia, or a member of the reserve corps of the federal military,
naval, or marine service and is ordered to duty shall be granted a maximum of thirty
days' leave a year with pay while engaged therein, in conformity with applicable
$tate laws
Section 5. Leave Without Pay for Extended Active Military Duty.: Any
employee who volunteers for active duty with the armed forces of the United States
during a period of declared national emergency or who is ordered to active duty
in the organized reserve, National Guard or selective service system at any time
shall be granted a le ave of absence without pay for the period of military service
required of him. On completion of his tour of duty he shall be entitled to return
to his former position or to one in the same class.
In the case ofthis type of leave, application to return tc work
must be made within sixty days after release or discharge from the armed forces or
from a Veterans Administration hospital. The veteran shall furnish his separation
papers as proof of eligibility and shall be given such medical examination by a •
physician designateda. e_app.o nt.ing,...uthority....as_may. be ,necesgary._t&.datermine _
his fitness for the job he is to perform.
Sick leave and vacation shall not accrue during this type of
military leave, but a -veteran who returns to work shall be entitled to any sick
leave and vacation he may have earned and not used befdre entering the military
service, as well as all benefits and privileges, including pay adjustments,
granted to other employees during the military leave, but shall receive no
seniority or merit benefits for the period of absence.
Section 6. Holidays: The following shall be observed as holidays during
which City offices, except those providing emergency and essential services,
shall be closed: January 1, February 22, May 30, July 4, Labor Day, September 9,
November 11, Thanksgiving Day, and December 25. Holidays which fall on Sunday
will be observed on the Monday following. When a holiday falls on a Saturday,
all employees will be granted that holiday time off to be taken at a later date
and at such time, within one year, as is mutually agreed to by the individual
employee and his department head.
RULE 1
TRAINING OF EMPLOYEES
Section 1. Responsibility for Training: Responsibility for developing
training programs for employees shall be assumed jointly by the appointing
authority and department heads. Such training programs may include lectures,
courses, demonstrations, assignment of reading matter, or such other devices
as may be available for the purpose of improving the efficiency and broadening
the knowledge of municipal officers and employees in the performance of their
respective duties.
Section ,2.0......Crec t W fOr. dining :._.-_.The .work of employees who enr oll.. iny,..W.. , ._,.
and successfully complete extension, correspondence,. or other special training
courses shall be noted on employees' record cards and shall be considered in
making salary increases and promotions.
RULE %I
DISCIPLINAtI ACTIONS AND SEPARATIONS
Section 1. Demotion or Reduction in Pay: By filing a written statement
of reasons with -the appointing atrbhoritr and the employee concerned, an appropriate
department head • may- reduce - the --pay' of or - demote a subordinate employee whose ability
to perform the ,duties_ of his_.pesitian_,falls belew standard, for disciplinary purposes
or for other guud .-" '"Btt h actions with -a ?irritation of thirty days or -less -are
not subject to review or appeal. Appeals from such actions exceeding thirty days
may be made in .ac..aordance,.with.,pr.oxisions_.Q. Rule XXS.
Section 2. Suspension: By filing a written statement of reasons with the
appointing authe ity-.�andR•the,emiloyee-coiaeerned=air. appropriate department, head may
suspend a subordinate., employee without pay. ,at _any .time for the good of the service,
for a disciplinaryi "purpose; 'or for"any ober ` just cause; N'f or a period not to exceed
five working days. Suspension for an additional fifteen working days maybe im-
posed under the same condition us pon appy v "'by the arrantrtirnaority. Permanent
employees who aresuspended for more than five working days may file appeals in the
manner provided.. by..R.ule. . Suspensions of 'employees pending investigations and
hearings of charges against an employee shall not be subject to the time limitations
herein provided.
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Section 3. Dismissal: By filing immediately a written statement of
reasons, a department head may at any time recommend dismissal of a subordinate
permanent employee to the appropriate appointing authority for the good of the
service or for good causes. A copy of any such statement of reasons must be
furnished the employee involved. The appointing authority shall rule on any
such recommendation and if the ruling is in accord with the recommendation of
the department head, the employee shall be dismissed as of a date fixed by the
appointing authority, subject only to the appeal procedure provided by Rule XII.
Section 4. Resignation: An employee wishing to leave the classified
service of the City in good standing shall file with his department head and the
Personnel Officer at least two weeks before leaving, a written resignation,
stating the date it shall become effective and the reason for leaving. Failure to
comply with this rule shall be entered on the service record of the employee. Ab-
sence from duty, without approval in accordance with these rules,for a period of
more than three working days shall be considered as a resignation and any such
employee shall not be eligible for re-employment for a period of one year there-
after.
Section 5: Lay -Off: Any employee may be laid off on recommendation of
his department head in theevent of the abolition of his position or if a shortage
of work or funds requires a reduction in personnel. Permanent employees shall be
notified at least one pay period before the effective date of the lay-off. No
notice of lay-off is required for probationary employees. Lay-off in all cases due
to lack of work or funds will be determined by an employee's length of service.
An employee whose job is being eliminated may elect to displace an employee in a
lower classification, if he is deemed by the City to be qualified to perform the
duties of the lower classification, and if his length of service is greater than
that of the employee in the lower classification.
RULE XII
APPEALS
Section 1. Complaints: Any employee having any grievance arising out of
his employment shall first seek an adjustment of it by his immediate superior.
If the immediate superior is unable or unwilling to make satisfactory adjustment
or should be a party to the grievance, the employee may seek adjustment through
his department head. If the department bead is unable or unwilling to make adjust-
ment, or is a -party to the grievance, the employee may seek adjustment through the
appropriate appointing -,authority,• _. ,......,-
Section 2.--A al-ProcedureAny-permanent employee may file an appeal
with the Personnel (i iicer for referral to the Board within three days of notifi-
cation of any action taken by an appointing authority, except for those actions not
subject to review or appeal. All appeals must be in writing.
Section,.3�w:,Hearirs ..When_.the. Board deems it advisable to hold a hearing,
it shall hold such hearing within_ ten days after the appeal is filed. Within seven
days after the hearing, the -Board -shall submit a statement of findings and such
recommendations as it considers appropriate to the appointing authority and the
employees L.-ee;Leederf±nel c.eeleiee . ,nil, heeere,, LeeL wile, Liee uyyeL,LLig ' .._.
authority.
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RULE XIII
RSPORTS AND RECORDS
Section 1. Roster Card: The Personnel Officer shall maintain a service
record or roster card for each employee in the classified service of the City
showing the name, title of position held, the department to which assigned, salary,
changes in employment status, and such other information as may be considered
pertinent.
Section 2. Reports to the Personnel Officer: Every appointment, transfer,
promotion, demotion, change in salary: and any temporary or permanent change in
status of employees in the classified service shall be reported to the Personnel
Officer at such time and in such manner as he may prescribe.
Section 3. Access to Administrative Recordss The Board, the appointing
authority and the Personnel Officer shall have access to all departmental records,
documents and papers of the City: the examination of which will aid in the dis-
charge of their duties.
Section 4. Destruction of Records: Employee roster cards shall be kept
for five years after permanent separation from City employment. All other records
pertaining to personnel: including correspondence; applications, examinations and
reports, may be destroyed after five years1 retention.
Resolution No. 1718 sets the effective date of the above rules and
regulations as February 20, 1953.
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