63-0910RESOLUTION NO. 63R -910
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ANAHEIM ADOPTING RULES AND REGULATIONS
FOR THE ADMINISTRATION OF THE PERSONNEL SYSTEM
OF THE CITY OF ANAHEIM.
WHEREAS, the City Council of the City of Anaheim did
adopt Ordinance No. 1922 which Ordinance did add Chapter 1.05
to the Anaheim Municipal Code, said chapter establishing a
personnel system for the City of Anaheim, said Ordinance and
amendment to the Municipal Code to be and become effective
November 29, 1963; and
WHEREAS, Section 1.05.040 of said Chapter 1.05 pro-
vides for the adoption of personnel rules by resolution of
the City Council for the establishment of specific procedures
and regulations governing the operation of the personnel sys-
tem; and
WHEREAS, the Personnel Director (under the direction
of the City Manager) did prepare proposed personnel rules
which were submitted to the City Council for its analysis
and study; and
WHEREAS, the City Council did consider and revise
the proposed personnel rules and did conduct investigation
and studies in connection therewith; and
WHEREAS, the City Council, after due deliberation,
did find and determine that the personnel rules as submitted
by the Personnel Director and as amended and revised by the
City Council should be adopted and that the adoption of said
rules would be in the best interest of the City of Anaheim
and the residents thereof and would be in the best interests
of the efficient administration of the City of Anaheim.
NOW, THEREFORE, BE IT RESOLVED by the City Council of
the City of Anaheim that the following personnel rules be,
and hereby are, adopted and established as the rules of pro
cedure and regulation governing the operation of the personnel
system of the City of Anaheim,:
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RULE 1. PURPOSE AND GENERAL PROVISIONS
Section 1.0 The objectives of these rules are to facilitate efficient and
economical services to the public and to provide for a fair and equitable
system of personnel management in the municipal government.
Section 1.1 These rules set forth in detail those procedures which insure
similar treatment for those who compete for employment and promotion, and
define the obligations, rights, privileges, benefits, and prohibitions
which are placed upon all employees in the classified service of the city.
Section 1.2 It is hereby the declared personnel policy of the City of
Anaheim that
1.21 Employment by the City of Anaheim shall be based on merit
and fitness, free of personal and political considerations.
1.22 Appointments, promotions, and other actions requiring the
application of the merit principle shall be based on systematic
tests and /or evaluations.
1.23 Positions having similar duties and responsibilities shall be
classified and compensated on a uniform basis.
1.24 Tenure of employees covered by this resolution shall be subject
to good behavior, satisfactory work performance, necessity for
the performance of work, and the availability of funds.
Section 1.3 Any action concerning an employee's status of employment shall
be processed on a Personnel Action Form. The Personnel Director shall prepare
such form for the appropriate department head's recommendation. Such status
shall become effective upon action by the City Manager. All employees shall
receive a true copy of any personnel action taken concerning their status
of employment.
Section 1.4 If any section,, subsection, sentence, clause, or phrase of
these RULES is found to be illegal, such findings shall not affect the
validity of the remaining portions of these RULES.
RULE 2. CLASSIFICATION
Section 2.0 The Personnel Director shall be responsible for recommending
classification of all positions in the classified service on the basis of the
kind and level of the duties and responsibilities of the positions, to the
end that all positions in the same class shall be sufficiently alike
to permit use of a single descriptive title, the same qualification require-
ments, the same test of competence, and the same salary schedule.
2.01 A job class may contain one or more positions.
2.02 Classification of all positions in the classified service
shall require approval of the City Manager.
Section 2.1 A position may be reclassified on the basis of changes in or
re- evaluation of the duties, responsibilities, and /or qualification
requirements of the position.
2.11 The Personnel Director shall be responsible for recommending
such reclassifications as he finds to be necessary.
2.12 A reclassification shall become effective upon action by
the City Manager on a Personnel Action Form.
2.13 Incumbents may or may not be reclassified with their
positions, based upon the recommendation of the Personnel
Director, the appropriate department head, and the approval
of the City Manager.
RULE 3. COMPENSATION
Section 3.0 The Personnel Director, under the direction of the City Manager,
shall be responsible for recommending wage rates and salary schedules for
each job class in the classified service, the City Manager, and the City
Attorney. The wage rate or salary schedule for each class shall be such
as to reflect fairly the similarities and differences in levels of duties
and responsibilities and shall be related to compensation for comparable
positions in private employment in the appropriate labor market.
Section 3.1 Each job class in the classified service and the positions of
City Manager and City Attorney shall be assigned to a wage rate or salary
schedule in a uniform pay plan developed by the Personnel Director. Such
assignment to a wage rate or salary schedule shall be made by the City Council
in the form of a Salary Resolution,
Section 3.2 Wage rates and salary schedules for all job classes in the
classified service and the City Manager and City Attorney shall be reviewed
by the Personnel Director at least once each fiscal year If such wage and
salary reviews indicate that there should be wage and salary adjustments,
the Personnel Director shall make his recommendations in accordance with
the provisions of Section 3.0 of this resolution. Any and all such wage
and salary adjustments shall be made by the City Council in accordance
with the provisions of Section 3.1 of this resolution.
RULE 4. APPROPRIATE SALARY STEP
Section 4.0 The pay plan for the City of Anaheim shall be as provided in
the Salary Resolution.
Section 4.1 Regular, full -time employees shall be eligible for consideration
for merit pay increases as follows:
4.11 To the "B" step of the salary schedule after completion of
six months of service in the "A" step.
4.12 To the "C" step after completion of six months of service
in the "B" step.
4.13 To the "D" step after completion of one year of service in
the "C" step.
4.14 To the "E" step after completion of one year of service in
the "D" step.
4.15 In such cases as may occur wherein an employee shall demonstrate
exceptional ability and proficiency in performance of his assigned
duties, said employee may be given a special merit advance-
ment to the next higher step without regard to the minimum
length of service provisions contained in this resolution upon
the recommendation of his department head and the Personnel
Director and approval of the City Manager.
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4.16 For purposes of Rule 4 of this resolution, "six months"
shall be construed to mean thirteen complete biweekly pay
periods; and "one year" shall be construed to mean
twenty-six complete biweekly pay periods.
Section 4.2 Merit pay increases may be granted only for continued
meritorious and efficient service and continued improvement by the
employee in the effective performance of the duties of his position.
Such merit advancement or denial of merit advancement shall require the
specific recommendation of the employee's immediate supervisor, division
head, and department head, the certification of the Personnel Director,
and the approval of the City Manager.
4.21 Merit pay increases for the City Manager and City
Attorney shall require approval of the City Council.
4.22 The effective date of merit pay increases shall be the
first day of the pay period following final approval
as provided in Section 4.2 and completion of the
minimum required service in the next lower step as
provided in Section 4.1.
4.23 When an employee is denied a merit pay increase, he
may be reconsidered for such advancement at any
subsequent time. Such reconsideration shall follow
the same procedures as provided above.
Section 4.3 An employee who is being paid on a salary step higher than the
"A" step may be reduced by one or more steps on the basis of unsatisfactory
work performance or conduct. Such action shall require the specific recom-
mendation of the employee's department head and the Personnel Director and
the approval of the City Manager.
4.31 The employee shall be notified by his department head not
later than two calendar weeks prior to the effective date
of the action. The notice shall contain a statement of
the substantial reasons for the action, and shall
inform the employee that he may file a reply with the
department head and the Personnel Director no later
than one calendar week prior to the effective date of
the action. Such reply shall be reviewed by the City
Manager for final action.
Section 4.4 Newly hired employees shall be compensated at the "A" step of
the salary schedule of the job class for which he was hired. When economic
conditions, unusual employment conditions, or exceptional qualifications
of a candidate for employment indicate that a Hgher k; rate would be
in the city's best interests, the City Manager may authorize hiring at
a higher step in the salary schedule, upon request of the Personnel
Director. The provisions of this section shall also apply to re- employed
and reinstated employees.
Section 4.5 An incumbent employee reclassified with his position to a lower
job class shall retain his rate of pay and his anniversary date for purposes
of merit pay increases, or shall be placed in the step of the lower salary
schedule closest to his rate of pay. If the "E" step of the salary
schedule of the lower job class is lower than the incumbent's rate of
pay, that rate of pay shall be identified as the "Y" step of the lower
salary schedule. An employee compensated at a "Y" step because of a
downward reclassification shall remain in the "Y" step until such time
as his job class is assigned to a salary schedule in which the "E" step is
equivalent to or higher than the "Y" step, at which time the employee
shall be placed in the "E" step.
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employees with an average regular work week of sixty
seven and two tenths (67.2) hours, the regular hourly
rate of pay shall be twelve times the monthly rate
divided by 2,080.
Section 5.2 Regular salaries and compensation of all city employees
An incumbent employee reclassified with his position to an equivalent job
class shall retain his rate of pay and his anniversary date for purposes
of merit pay increases.
Section 4.6 An employee who is promoted or reclassified with his position
to a higher job class shall be placed in the step of the higher salary
schedule that will provide a pay increase of not less than 5% or more
than 7.5 except when the "E" step of the higher salary schedule provides
a pay increase of 2.5 or when the "A" step in the higher salary schedule
is more than 7.5% higher than the employee's current rate of pay. The
employee shall be given a new anniversary date for purposes of merit pay
increases in accordance with the provisions of Section 4.1.
Section 4.7 An employee who is demoted shall be placed in the step of
the lower salary schedule that will provide a reduction in pay of not less
than 5 The employee shall be given a new anniversary date for purposes
of merit pay increases in accordance with the provisions of Section 4.1.
Section 4,8. An employee in a job class which is assigned to a different
salary schedule as a result of a pay adjustment shall retain his same
salary step status in the newly authorized salary schedule and shall
retain the same anniversary date for purposes of merit pay increases.
Section 4.9 When more than one personnel action involving changes in an
employee's salary step status become effective on the same day, all such
changes shall be in accordance with the provisions of the preceding
sections of this RULE and shall take place in the following order of
precedence: (1) merit pay advancement or reduction in salary step;
(2) adjustment to same salary step in newly authorized salary
schedule; (3) promotion, demotion, or reclassification.
RULE 5. HOURS OF WORK AND PAY DAY
Section 5.0 The average regular work week for employees in the classified
service, with the exception of certain designated personnel in the Fire
Department, shall be forty (40) hours.
5.01 For all employees with an average regular work week of
forty (40) hours, the regular hourly rate of pay shall
be twelve times the monthly rate divided by 2,080.
Section 5.1 Certain designated personnel in the Fire Department shall have
an average regular work week of sixty -seven and two- tenths (67.2) hours.
5.11 For employees with an average regular work week of
sixty -seven and two tenths (67.2) hours, the regular
hourly rate of pay shall be twelve times the monthly
rate divided by 3,494.4.
5.12 For purposes of computing overtime compensation for
employees with an average regular work week of sixty
seven and two tenths (67.2) hours, the regular hourly
rate of pay shall be twelve times the monthly rate
divided by 2,080.
Section 5.2 Regular salaries and compensation of all city employees
shall be paid on a biweekly basis.
5,21 Department heads shall furnish the Finance Department
with payroll and attendance records of their various
department, duly certified for payment and approved by
them as to the employees in their respective departments,
the day after the close of the payroll period.
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5022 Prior to issuance of any payroll checks, the payroll
register shall be audited by the Personnel Director
for compliance with the provisions of this resolution.
Any unauthorized payment appearing on the payroll
register shall be withheld by order of the Personnel
Director.
5.23 The Finance Director shall issue payroll checks for the
payment of authorized salaries and compensation.
5.24 Payrolls, duly certified as aforesaid, shall be presented
to the City Council for ratification and approval at
the first or any regular meeting of the City Council
succeeding the delivery of such payroll checks.
RULE 6. PREMIUM PAY
Section 6.0 An employee in the classified service who performs authorized
work in excess of his regular work week, work day, or shift shall be
compensated for such overtime work at the rate of one and one -half times
his regular hourly rate of pay,
6.01 Overtime shall be calculated to the nearest one -half
hour of overtime worked.
6.02 All overtime must be authorized by the appropriate
department head and approved by the City Manager.
6..03 Compensatory time off at the overtime rate may be
authorized by the appropriate department head in lieu
of pay on the basis of the best interests of his
department and the City of Anaheim; but, the employee
shall have the option of being paid in cash for any
overtime work performed, and shall have the option of
accruing up to a maximum of forty -eight (48) hours
compensatory time. An employee shall be compensated
in cash at his current rate of pay for any accrued
compensatory time in excess of forty -eight (48) hours
as of the last day of each calendar year. Upon
termination, an employee shall be compensated in cash
at this current rate of pay for any accrued compensatory
time.
6.04 The following job classes in the classified service shall
be exempt from the above overtime provisions. Com-
pensatory time off (at the rate of straight time) for
overtime worked by employees in these job classes
may be authorized and administered by the appropriate
department head:
Accountant
Accounting Officer
Administrative Aide
Administrative Analyst
Administrative Assistant
Assistant Chief Building Inspector
Assistant City Attorney
Assistant City Engineer
Assistant City Manager
Assistant Data Processing Supervisor
Assistant Electrical Superintendent
Assistant Fire Chief
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Assistant Library Director
Assistant Planner
Assistant Rate Analyst
Assistant Water Superintendent
Associate Planner
Buyer
Chief Building Inspector
Chief Clerk
Chief Distribution Operator
Chief of Parties
City Engineer
Civil Defense Coordinator
Civil Engineering Assistant
Civil Engineering Associate
Data Processing Supervisor
Deputy City Attorney 1
Deputy City Attorney II
Deputy City Attorney III
Deputy City Clerk
Electrical General Foreman
Electrical Superintendent
Finance Director
Fire Battalion Chief
Fire Chief
Golf Course Superintendent
Landscape Technician
Librarian
Library Director
License Collector
Mechanical Maintenance Foreman
Mechanical Maintenance Superintendent
Park Foreman
Park Superintendent
Parks and Recreation Director
Parkway Maintenance Foreman
Parkway Maintenance Superintendent
Personnel Analyst
Personnel Director
Plan Check Engineer
Planning Aide
Planning Director
Police Captain
Police Chief
Police Lieutenant
Principal Librarian
Project Engineer
Property Maintenance Foreman
Property Maintenance Superintendent
Public Works Director
Purchasing Agent
Rate Analyst
Recreation Superintendent
Recreation Supervisor
Right -of -Way Agent
Right of Way Representative
Senior Civil Engineering Assistant
Senior Construction Inspector
Senior Electrical Estimator
Senior Librarian
Senior Personnel Analyst
Senior Planner
Street Maintenance Foreman
Street Maintenance Superintendent
Substation and Meter Shop Supervisor
Traffic Engineer
Tree Trimmer Foreman
Utilities Director
Utility Accounts Manager
Water Construction Foreman
Water Service Foreman
Water Superintendent
6.05 Notwithstanding the above overtime provisions, employees
eligible for overtime compensation at premium rates who
perform work in the nature of public information presenta-
tions in addition to their normal work schedule shall be
compensated for such work at their regular rate of compensa-
tion; there shall be no compensation for time spent in
attending meetings of any kind which are for the purpose
of education or training; and, Police Lieutenants shall
be compensated at their regular hourly rate of pay for
required court appearances during off -duty hours.
Section 6e1 An employee assigned to standby duty for purposes of
being on call to handle emergency situations arising at times other
than during normal working hours shall be guaranteed one (1) hour of
pay at his regular rate of pay for each calendar day of such standby
duty.
Section 6,2 Call -out compensation shall be in accordance with the
following provisions:
6.21 When an employee is called out for emergency work, he
shall be paid at the rate of one -and- one -half times his
regular rate of pay for such emergency work„
6022 All emergency call -out time shall be calculated to the
nearest one -half hour of time worked.
6.23 A minimum of one (1) hour of pay at the rate of one -and-
one -half times the employee's regular rate of pay shall
be guaranteed for each such emergency call -out before
8:00 P.M. A minimum of two (2) hours of pay at the rate
of one and one -half times the employee's regular rate
of pay shall be guaranteed for each such emergency call
out after 8:00 P.M.
Section 6.3 All eight -hour work periods, regularly scheduled to begin at
3 :00 P.M. or thereafter, but before 9:00 P.M., shall be designated as swing
shift. All eight -hour work periods, regularly scheduled to begin at 9:00 P.M.
or thereafter, but before 3:00 A.M. shall be designated as graveyard shift.
6.31 A premium of 2.5% of the employee's regular hourly rate of
pay shall be paid for work performed in the swing shift.
6.32 A premium of 5.0% of the employee's regular hourly rate of
pay shall be paid for work performed in the graveyard shift.
6.33 When a shift premium is applicable to time worked at the
overtime rate of pay, the overtime rate shall be applied
to the applicable shift premium.
6.34 Shift premium shall be payable only for hours actually
worked and shall not be paid for nonwork time, such as
vacations, holidays, sick leave, etc.
6.35 Employees in the following job classes shall be exempt
from the provisions of Section 6.3:
Police Lieutenant
Identification Sergeant
Police Sergeant
Police Patrolman
Policewoman
Senior Poundman
Poundman
Chief Distribution Operator
Custodial Foreman
RULE 7. APPOINTMENTS AND PROMOTIONS
Section 7.0 Appointments to vacant positions in the classified service
shall be based on merit and fitness as determined by competitive exam-
inations and /or evaluations. Minimum standards of employment for each
job class shall be recommended by the Personnel Director and approved
by the City Manager.
Section 7.1 Vacancies in positions above the entrance level shall be
filled by promotion whenever one or more qualified candidates are
available. Promotions shall be on a competitive basis except when
the Personnel Director finds that the number of employees qualified
for promotion is insufficient to justify competition. Appropriate
consideration shall be given to promotional candidates' qualifications,
record of performance, and seniority, in that. order.
7.11 Advancement to a job class which is compensated at a
higher rate shall constitute a promotion.
Section 7.2 Examinations for appointments and promotions shall be
in such form as will fairly test the abilities and aptitudes of
candidates for the duties to be performed, and shall not include
any inquiry into the religious or political beliefs or affiliations,
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membership in or attitude toward any employee organization, ethnic
or geographical origin, or race of any candidate.
Section 7.3 Candidates who qualify for employment or promotion shall
be placed on an eligibility list for the appropriate job class in the
rank order of the grades they obtained on the examinations and /or
evaluations.
Section 7.4 When an appointment is to be made to a vacancy, the
Personnel Director shall submit to the appropriate department head
the names on the appropriate employment list. Appointments to
vacant positions shall be made by the appropriate department head,
with the concurrence of the Personnel Director and approval of the
City Manager.
7.41 The appropriate department head, with the concurrence of
the Personnel Director,may order names removed from an
eligibility list for good and sufficient reasons.
Section 7.5 Any appointment or promotion to a department head
position shall be made by the City Manager with the approval of
the City Council.
Section 7.6 Appointment or promotion to the position of City Manager
or City Attorney shall be made by the City Council.
Section 7.7 In the absence of appropriate employment lists, a pro-
visional appointment may be made by the appropriate department head
(with the approval of the Personnel Director and the City Manager)
of a person meeting the minimum qualifications for the position. An
eligibility list shall be established within six months for any
regular, full -time position filled by provisional appointment. In
the event that any provisional appointee fails to qualify on the
eligibility list as established within six months of his provisional
appointment, said provisional appointee shall have his employment
terminated at the close of the first complete biweekly pay period
following the establishing of the eligibility list.
RULE 8. EMPLOYMENT LISTS
Section 8.0 Employment lists, in order of their priority, shall be
re-employment lists and eligibility lists.
Section 8.1 Re- employment lists shall contain the names of regular,
full -time employees laid off in good standing for lack of funds or work.
Section 8.2 Eligibility lists shall be created in accordance with the
provisions of RULE 7.
RULE 9. PROBATION
8.11 Names on re- employment lists shall remain for a period
not to exceed one (1) year.
8.21 Eligibility lists may contain the names of one or more
persons eligible for employment.
8.22 Eligibility lists shall remain in effect for a period of
one year or until depleted. Eligibility lists containing
less than three (3) names may be considered depleted.
Eligibility lists may be extended by the Personnel Director
for a period not to exceed one (1) additional year.
Section 9.0 Employees appointed from eligibility lists and reinstated
employees shall be subject to a period of probation. The regular
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period of probation shall be thirteen complete biweekly pay periods
unless otherwise specified for certain designated job classes. The
probationary period may be extended in individual cases. No pro-
bationary period may extend beyond twenty -six complete biweekly pay
periods.
Section 9.1 The work and conduct of probationary employees shall be
subject to close scrutiny and evaluation and, if found to be below
standards satisfactory to the appointing authority, the appropriate
department head may dismiss or demote the probationer at any time
during the probationary period. Such dismissals or demotions shall
not be subject to review or appeal unless such a dismissal or demotion
is alleged to be contrary to the provisions of the Personnel Ordinance
and /or Personnel Resolutior.
Section 9.2 An employee shall be retained beyond the end of the
probationary period only if the appropriate department head affirms
that the services of the employee have found to be satisfactory.
RULE 10. SUSPENSION, DEMOTION, AND DISMISSAL
Section 10.0 The tenure of every employee shall be conditioned on good
behavior and satisfactory work performance. Any employee may be suspended,
demoted, or dismissed for good and sufficient cause.
10.01 When, in the judgment of the appropriate department
head, ar employee's work performance or conduct justifies
disciplinary action short of demotion or dismissal,
the employee may be suspended without pay. Upon taking
such action, the department head shall file with the
employee and the Personnel Director a written notifi-
cation containing a statement of the substantial
reasons for the action. No employee shall be suspended
for more than two calendar weeks at any one time.
10.02 An employee may be demoted or dismissed whenever, in
the judgment of the appropriate department head, the
employee's work or misconduct so warrants. Upon
taking such action, the department head shall file with
the employee and the Personnel Director a written
notification containing a statement of the substantial
reasons for the action and the effective date of the
action. The notice shall inform the employee that he
may file a reply with the department head and the
Personnel Director.
10.03 The demotion or dismissal of any department head shall
require the approval of the City Council before such
action is taken by the City Manager.
10.04 The City Council shall have the sole responsibility for
the suspension, demotion, or dismissal of the City
Manager and City Attorney.
RULE 11. LAYOFF AND RE- EMPLOYMENT
Section 11.0 Layoffs for lack of work or lack of funds shall be on the
basis of an evaluation of qualifications, performance, and seniority within
the affected job class and the affected division or department.
11.01 An employee whose position has been abolished due to
lack of work or lack of funds shall be reassigned by his
department head to any vacant position within his
division or department in an equivalent or lower job
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class for which he meets the minimum requirements.
Employees so reassigned shall be placed in the salary
step of the appropriate salary schedule closest to
their rate of pay. Employees so reassigned shall be
reinstated to their former job class and salary step
status when positions in their former job class
(within their division or department) become vacant.
Such reinstatement shall be on the basis of an
evaluation of qualifications, performance, and seniority
in the former job class.
11.02 Whenever an employee whose position has been abolished
cannot be reassigned to a vacant position within his
division or department, he shall be reassigned by the
City Manager to any vacant position in his job class
in any other division or department in an equivalent
or lower job class for which he meets the minimum
qualifications for employment. If an employee is
reassigned to a vacant position within his job class
in any other division or department, he shall retain
his rate of pay. If an employee is reassigned to
a vacant position in an equivalent or lower job
class in any other division or department, he may
be placed in any salary step of the appropriate
salary schedule that does not provide an increase
in salary. Employees reassigned to vacant positions
in an equivalent or lower job class in any other
division or department shall be reinstated to their
former job class and salary step status when positions
in their former job class (within their former division
or department) become vacant. Such reinstatement
shall be on the basis of an evaluation of qualifi-
cations, performance, and seniority in the former
job class.
Section 11.1 Whenever an employee whose position has been abolished
is not reassigned to any vacant position, he shall be placed on the
re- employment list for his job class. Persons on the re- employment
list shall be re- employed with their former salary step status when
positions in their job class (within the division or department from
which they were laid off) become vacant. Re- employment shall be on
the basis of an evaluation of qualifications, performance, and senior-
ity in the job class.
Section 11.2 Whenever an employee is reassigned to a vacant position
in the same class, an equivalent class, or lower class as herein provided,
he shall retain the same anniversary date for purposes of merit pay
increases.
Section 11.3 Whenever an employee is reinstated to a vacant position
in his former job class, or re- employed as herein provided, he shall be
given a new anniversary date for purposes of merit pay increases in
accordance with the provisions of RULE 4.
Section 11.4 The provisions of this RULE shall apply only to regular,
full -time employees in the classified service.
RULE 12. REINSTATEMENT
Section 12.0 An employee who terminates his employment in good standing
may be reinstated to a vacant position in his former job class within
three years of his termination date without requalifying for employment
by competitive process.
12.01 An employee reinstated within thirty days of his
termination date shall be considered to have continuous
service and shall be credited with the amount of
accumulated sick leave he had at the time of
termination. He shall be placed in his former salary
step and shall retain his anniversary date for
purposes of merit pay increases. If his anniversay
date has occurred during the period of his absence,
his new anniversary date shall be the first day of
the next biweekly pay period following reinstatement.
12.02 An employee reinstated after thirty days of his
termination date may be considered to have broken
service for purposes of salary step status, and
shall be considered to have broken service for
all other employee benefits.
Section 12.1 An employee who has taken a voluntary demotion to a lower
job class may be reinstated to a vacant position in his former job class
within three years of the effective date of the voluntary demotion
without requalifying by competitive processes.
12.11 An employee reinstated to his former job class from a
voluntary demotion shall retain his rate of pay. If
his rate of pay is not included in the salary schedule
of his former job class, he shall be placed in the
salary step of that salary schedule which is closest
to his rate of pay. He shall retain his anniversary
date for purposes of merit pay increases; however,
if he is placed in the "A" or "B" step of the
salary schedule, he shall be eligible for a merit
pay increase after thirteen complete biweekly pay
periods or his regular anniversary date, whichever
is sooner.
Section 12.2 An employee who has been suspended, demoted, or dismissed
may be reinstated to his position as a result of a successful appeal
through the grievance procedure. In the event of such reinstatement,
the employee shall be entitled to his former status of employment and
all pay and benefits lost as a result of the disciplinary action.
Section 12.3 The provisions of this RULE shall apply only to regular,
full -time employees in the classified service.
RULE 13. VOLUNTARY DEMOTION
Section 13.0 If an employee takes a voluntary demotion as a result of
a downward reclassification of his position, his salary step status
shall be in accordance with the provisions of Section 4.5.
Section 13.1 Voluntary demotions as a result of impending layoff shall
be in accordance with the provisions of RULE 11.
Section 13.2 An employee may request a voluntary demotion for any reason.
Such a voluntary demotion shall require the approval of the department
head under whom the employee will serve, the Personnel Director, and
the City Manager. An employee taking such a voluntary demotion may be
placed in any salary step of the appropriate salary schedule that does
not provide an increase in salary. He shall be given a new anniversary
date for purposes of merit pay increases in accordance with the
provisions of Section 4.1.
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RULE 14. TRANSFER
Section 14.0 A change of an employee's place of employment from one
division to another or from one department to another shall be considered
a transfer. A change of an employee's place of employment to a vacant
position in a job class on the same salary schedule as his own job class
shall also be considered a transfer.
14.01 A transfer from one division to another or from one
department to another shall require the approval of
the head of the division or department to which the
employee is transferring, the Personnel Director,
and the City Manager. Such a transfer shall be
initiated by request of the employee to the Personnel
Director.
14.02 A transferred employee shall retain his rate of pay
and his anniversary date for purposes of merit pay
increases.
14.03 In order to be transferred to a job class with minimum
standards of employment substantially different from
those of his own job class, an employee shall be
required to demonstrate his eligibility for employ-
ment in accordance with the provisions of RULE 7.
Section 14.1 Transfers for the betterment of employees and the best
interests of the city shall be encouraged by all echelons of management.
RULE 15. HOLIDAYS
Section 15.0 The following days shall be recognized as holidays; and
regular, full -time employees in the classified service, with the
exception of employees in those job classes listed in Section 15.3,
shall have these holidays off with pay
January lst, New Year's Day
February l2th, Lincoln's Birthday
February 22nd, Washington's Birthday
May 30th, Memorial Day
July 4th, Independence Day
First Monday in September, Labor Day
September 9th, Admission Day
November llth, Veterans Day
December 25th, Christmas
Every day appointed by the President, Governor, or City Council
for a public feast, thanksgiving, or holiday
Every day on which an election is held throughout the state.
Section 15.1 The City Manager and the City Attorney shall also be given
the above holidays off with pay.
Section 15.2 In the event that any of the above holidays falls on an
employee's scheduled day off, the following scheduled work day shall be
observed in lieu of the holiday.
Section 15.3 Certain designated employees may be required to work on
any of the above holidays or days observed in lieu of those holidays.
Any employee required to work on any of the above holidays shall receive
additional compensation equivalent to one and one -half times his regular
rate of pay. Any employee required to work on any day observed in lieu
13
of any of the above holidays shall receive additional compensation equi-
valent to his regular rate of pay. Employees in the following job classes
and the job classes listed in Section 6.04 shall be exempt from the pro-
visions of this Section:
Police Lieutenant (assigned as Watch Commander)
Identification Sergeant
Police Sergeant
Police Patrolman
Policewoman
Fire Battalion Chief (assigned to suppression)
Fire Captain
Fire Engineer
Fireman
Fire Dispatcher
Section 15.4 An employee in any of the Police Department job classes
listed in Section 15.3 shall receive an additional eight (8) hours pay
at his regular rate of compensation for each holiday listed in Section
15.0, The Police Chief, Police Captains, and Police Lieutenants assigned
to the Traffic Bureau or Records Bureau shall receive additional compensa-
tion at their regular rates of compensation, with the approval of the
City Manager, for work performed during their regularly scheduled working
hours on any of the holidays listed in Section 15,0, on any day observed
in lieu of any of the holidays listed in Section 15.0, and on Good Friday
between the hours of 12:00 noon and 5:00 P M,
Section 15.5 An employee in any of the Fire Department job classes
listed in Section 15.3 shall receive additional compensation equiva-
lent to 1 /10 of his regular biweekly compensation for each holiday
listed in Section 15.0. The Fire Chief, Assistant Fire Chief, and
Fire Battalion Chief assigned to Training and Fire Prevention shall
receive additional compensation at their regular rates of compensation,
with the approval of the City Manager, for work performed during their
regularly scheduled working hours on any of the holidays listed in
Section 15.0, on any day observed in lieu of any of the holidays
listed in Section 15.0, and on Good Friday between the hours of 12:00
noon and 5:00 P.M.
Section 15.6 In order to be eligible for holiday pay, an employee
must be either at work or on paid leave of absence on the regularly
scheduled work day immediately preceding the holiday or day observed
in lieu of the holiday and the regularly scheduled work day immediately
following the holiday or day observed in lieu of the holiday. No
employee who is on suspension or unpaid leave of absence on either the
regularly scheduled work day immediately preceding or immediately
following the holiday or day observed in lieu of the holiday shall
receive compensation for said holiday or day observed in lieu of the
holiday.
Section 15.7 Good Friday, from 12:00 noon until 5:00 P.M., shall be
recognized as a holiday for all regular, full -time employees in the
classified service and the City Manager and the City Attorney.
15.71 Regular, full -time employees in the classified service,
with the exception of employees in those job classes
listed in Section 6.04 and Section 15.3, shall receive
additional compensation equivalent to one and -one -half
times their regular rates of pay for any required work
performed on Good Friday between the hours of 12:00
noon and 5:00 P.M.
14
RULE 16. VACATION
15.72 An employee in any of the Police Department job classes
listed in Section 15.3 shall receive an additional five
(5) hours pay at his regular rate of compensation for
Good Friday.
15.73 An employee in any of the Fire Department job classes
listed in Section 15.3 shall receive additional compen-
sation equivalent to 1/16 of his regular biweekly
compensation for Good Friday.
Section 16.0 Employees in the classified service shall receive annual
vacation with pay in accordance with the following provisions:
16.01 Regular, full -time employees with an average regular work
week of forty (40) hours shall accrue paid vacation at
the rate of three (3) hours for each complete biweekly
pay period. Upon completion of nine years of continuous,
full -time service, such employees shall accrue paid vaca-
tion at the rate of four (4) hours for each complete
biweekly pay period. In addition, each such employee
shall be credited with two (2) hours of paid vacation at
the close of the final complete biweekly pay period of
each fiscal year for the first nine years of continuous,
full -time service. Each such employee who has completed
nine years of continuous, full -time service shall be
credited with an additional sixteen (16) hours of paid
vacation at the close of the final complete biweekly pay
period of each fiscal year.
16.02 Regular, full -time employees with an average regular work
week of sixty -seven and two tenths (67.2) hours shall accrue
paid vacation at the rate of five (5) hours for each complete
biweekly pay period. Upon completion of nine years of con-
tinuous, full -time service, such employees shall accrue paid
vacation at the rate of eight (8) hours for each complete
biweekly pay period. In addition, each such employee shall
be credited with fourteen (l4) hours of paid vacation at the
close of the final complete biweekly pay period of each
fiscal year for the first nine years of continuous, full
time service. Each such employee who has completed nine
years of continuous, full -time service shall be credited
with an additional eight (8) hours of paid vacation at the
close of the final complete biweekly pay period of each
fiscal year.
16.03 Paid vacation shall continue to accrue in accordance with
the above provisions during any period of leave with pay.
Section 16.1 All vacations shall be scheduled and taken in accordance
with the best interest of the City of Anaheim and the department or
division in which the employee is employed.
Section 16.2 The maximum amount of vacation that may be taken at any
given time shall be that amount that has accrued to the employee concerned.
The minimum amount of vacation that may be taken at any given time shall
be one (1) hour.
Section 16.3 An employee shall be eligible to take any accrued vacation
upon completion of thirteen (13) complete biweekly pay periods of service.
Section 16.4 Each employee shall have one (1) hour deducted from his
accrued vacation time for each hour of vacation taken. An employee with
15
16
a regular work day of eight (8) hours shall have eight (8) hours deducted
from his accrued vacation time for each day of vacation taken. An employee
with a regular work shift of twenty -four (24) hours shall have twenty -four
(24) hours deducted from his accrued vacation time for each shift of
vacation taken.
Section 16.5 Vacation which is accrued, but not taken, shall be accumulated.
16.51 For employees accruing vacation at the rate of eighty (80)
hours for every twenty -six (26) complete biweekly pay
periods (two weeks a year),, the maximum amount of vacation
that may be accumulated shall be one hundred sixty (160)
hours.
16.52 For employees accruing vacation at the rate of one hundred
twenty (120) hours for every twenty -six (26) complete bi-
weekly pay periods (three weeks a year), the maximum amount
of vacation that may be accumulated shall be two hundred
forty (240) hours.
16.53 For employees accruing vacation at the rate of one hundred
forty -four (144) hours for every twenty-six (26) complete
biweekly pay periods, the maximum amount of vacation that
may be accumulated shall be two hundred eight -eight (288)
hours.
16.54 For employees accruing vacation at the rate of two hundred
sixteen (216) hours for every twenty -six (26) complete
biweekly pay periods, the maximum amount of vacation that
may be accumulated shall be four hundred thirty -two (432)
hours.
Section 16.6 Upon termination, an employee shall be compensated in cash
at his current rate of pay for any vacation accrued but not taken, pro-
vided that he has successfully completed his probationary period.
Section 16.7 In the event that any recognized holiday occurs during any
employee's vacation, with the exception of employees in the job classes
listed in Section 15.3, the holiday shall not be charged against the
employee's accrued vacation. The only vacation hours that shall be
charged against any employee's accrued vacation shall be those hours
that the employee is regularly scheduled to work.
Section 16.8 The City Manager and City Attorney shall also be subject
to the provisions of this RULE.
RULE 17. SICK LEAVE
Section 17.0 Employees in the classified service shall accrue annual sick
leave with pay in accordance with the following provisions:
17.01 Regular, full -time employees with an average regular
work week of forty (40) hours shall accrue paid sick
leave at the rate of four (4) hours for each complete
biweekly pay period.
17.02 Regular, full -time employees with an average regular work
week of sixty -seven and two tenths (67.2) hours shall
accrue paid sick leave at the rate of six (6) hours for
each complete biweekly pay period. In addition, each
such employee shall be credited with nineteen (19) hours
of paid sick leave at the close of the final complete
biweekly pay period of each fiscal year.
17.03 Regular, part -time employees with an average regular
work week of at least twenty (20) hours, but less than
thirty (30) hours, shall accrue paid sick leave at the
rate of two (2) hours for each complete biweekly pay
period.
17.04 Regular, part -time employees with an average regular
work week of at least thirty (30) hours, but less than
full time, shall accrue paid sick leave at the rate of
three (3) hours for each complete biweekly pay period.
17.05 Paid sick leave shall continue to accrue in accordance
with the above provisions during any period of leave
with pay.
Section 17.1 Each employee shall have one (1) hour deducted from his
accrued sick leave time for each hour of sick leave taken. An employee
with a regular work day of eight (8) hours shall have eight (8) hours
deducted from his accrued sick leave time for each regularly scheduled
working day that he is on paid sick leave. An employee assigned to
work twenty -four (24) hour shifts shall have twenty -four (24) hours
deducted from his accrued sick leave time for each complete shift
missed while on paid sick leave.
Section 17.2 Sick leave that is accrued, but not taken, shall be
accumulated.
Section 17.3 In the event that any paid holiday occurs during a period
when any employee is on paid sick leave, the holiday shall not be charged
against the employee's accrued sick leave. The only sick leave hours
that shall be charged against any employee's accrued sick leave shall
be those hours that the employee is regularly scheduled to work.
Section 17.4 An employee eligible for paid sick leave shall be
granted such leave for the following reasons:
17.41 Illness of the employee or physical incapacity of
the employee due to illness or injury.
17.42 Enforced quarantine of the employee in accordance
with community health regulations.
Section 17.5 An employee who cannot perform his assigned duties due to
illness or physical incapacity shall inform his immediate supervisor of
the fact and the reason therefor as soon as possible. Failure to do so
within a reasonable time may be cause for denial of sick leave with pay.
Section 17.6 In the event that an employee is absent on paid sick leave
in excess of twenty -four (24) consecutive working hours, the employee's
department head or division head may require that the employee submit to
him a written statement by a physician licensed by the State of Calif-
ornia certifying that the employee's condition prevented him from per-
forming the duties of his position. Failure on the part of the employee
to comply with such a requirement may be considered cause for disciplinary
action.
Section 17.7 In the event that an employee becomes ill during working
hours and is placed on paid sick leave prior to the close of the work
day, such paid sick leave shall be calculated to the nearest hour.
17
Section 17.8 The City Manager and City Attorney shall also be subject
to the provisions of this RULE.
RULE 18. INDUSTRIAL ACCIDENT LEAVE
Section 18.0 In the event that any employee in the classified service is
absent from work as a result of any injury or disease which comes under
the State of California Workmen's Compensation Insurance and Safety Act,
such absence shall be considered to be industrial accident leave.
Section 18.1 Any employee absent on industrial accident leave shall
continue to be compensated at his regular rate. Payments from the State
Compensation Insurance Fund received by the employee in accordance with
the aforementioned Act shall be remitted to the City Treasurer.
Section 18.2 Industrial accident leave shall begin on the first day
of such absence as defined in Section 18.0 and shall continue for a
total of not more than one calendar year.
18.21 In the event that an employee who has returned to
duty from industrial accident leave is subsequently
absent from work as a result of the same injury or
disease, such absence shall be considered to be part
of the original industrial accident leave.
18.22 Industrial accident leave benefits provided by this
RULE shall apply to each injury or disease as defined
in Section 18.0.
Section 18.3 No employee shall have accrued sick leave deducted while on
industrial accident leave. Vacation and sick leave shall continue to
accrue for any employee on industrial accident leave in accordance with
the provisions of RULE 16 and RULE 17.
Section 18.4 The provisions of this RULE shall apply also to the City
Manager and the City Attorney.
RULE 19. BEREAVEMENT LEAVE
Section 19.0 In the event a death occurs in the immediate family of
an employee in the classified service, the employee shall be granted
bereavement leave with pay for up to a maximum of twenty -four working
hours. "Immediate family" shall be defined as any relative by blood
or marriage who is a member of the employee's household, under the
same roof, and any parent, spouse, child, brother, or sister of the
employee, regardless of residence.
19.01 The City Manager and City Attorney shall also be
subject to the provisions of this RULE.
RULE 20. MILITARY LEAVE
Section 20.0 City policy relating to military leave and compensation
therefore for employees in the classified service and the City Manager
and City Attorney shall be in accordance with the provisions of the
Military and Veterans Code of the State of California.
Section 20.1 Any employee who is a member of the reserve shall be
entitled to a temporary military leave of absence, ordered for purposes
of military training, providing that the period of ordered duty does
not exceed 180 calendar days including time involved in going to and
returning from such duty.
18
He shall have an absolute right to be restored to his former office or
position and status upon the termination of such temporary military duty.
If the office or position has been abolished or otherwise has ceased to
exist during his absence, he shall be reinstated to a position of like
seniority, status, and pay if such position exists, or if no such position
exists he shall have the same rights and privileges that he would have
had if he occupied the position when it ceased to exist and had not taken
temporary military leave of absence.
Any employee who has been in the service of the City of Anaheim for a
period of not less than one year immediately prior to the date upon
which his temporary military leave of absence begins, shall receive
the same vacation, sick leave, and holiday privileges and the same
rights and privileges to promotion, continuance in office, employment,
reappointment to office, or re- employment that he would have enjoyed
had he not been absent therefrom; excepting that an uncompleted pro-
bationary period must be completed upon reinstatement. All service
of said employee in recognized military service shall be counted as
City. of Anaheim service.
Section 20.2 Any employee on temporary military leave of absence who has
been in the service of the City of Anaheim for a period of not less than
one year immediately prior to the day on which the absence begins shall be
entitled to receive his salary for the first 30 calendar days of any
such absence. Pay for such purposes shall not exceed 30 days in any
one fiscal year. All service of said employee in recognized military
service shall be counted as City of Anaheim service.
Section 20.3 Any employee on military leave other than temporary
military leave of absence who has been in the service of the City of
Anaheim for a period of not less than one year immediately prior to
the date on which the absence begins shall be entitled to receive his
salary for the first 30 calendar days while engaged in the performance
of ordered military duty.
If an employee is inducted, enlists, enters or is otherwise ordered or
called into active duty, he shall be considered to be on ordered military
duty.
Section 20.4 No more than the pay for the period of 30 calendar days
shall be allowed under the provisions of Sections 20.2 and 20.3, or both,
for any one military leave of absence or during any one fiscal year.
Section 20.5 Any employee on military leave other than temporary
military leave of absence shall have a right, if released, separated,
or discharged under conditions other than dishonorable, to return to
and re -enter upon the office or position within six months after the
termination of his active service with the armed forces. He shall
also have a right to return and to re-enter upon the office or position
during terminal leave from the armed forces and prior to discharge or
release therefrom.
Upon such return and re -entry to the office or employment the officer
or employee shall have all of the rights and privileges in, connected
with, or arising out of the office or employment which he would have
enjoyed if he had not been absent therefrom; provided, however, such
officer or employee shall not be entitled to sick leave, vacation, or
salary for the period during which he was on leave and in the service
of the armed forces of the United States.
If the office or position has been abolished or otherwise has ceased to
exist during his absence, he shall be reinstated in a position of like
19
seniority, status, and pay if such position exists, or to a comparable
vacant position for which he is qualified.
Any officer or employee, other than a probationer, who is restored to
his office or employment pursuant to this RULE shall not be discharged
from such office or position without cause within one year after such
restoration.
RULE 21. JURY DUTY
Section 21.0 In the event any employee in the classified service is duly
summoned to any court for the purpose of performing jury service or
serving as a witness, he shall receive his regular compensation for
any regularly scheduled working hours spent in the actual performance
of such service, provided the fees, except mileage or subsistence
allowances, which he receives as a juror are remitted to the City
Treasurer.
RULE 22. LEAVE WITHOUT PAY
Section 22.0 Any employee who is absent from work and who is not on
leave with pay shall be considered to be on leave without pay.
22.01 An employee on leave without pay shall receive no
compensation and shall accumulate no vacation or
sick leave while on such leave.
22.02 An employee who has need to be absent from work and who
is not eligible for leave with pay may request to be
placed on leave without pay. Leave without pay for a
period not to exceed forty (40) working hours may
be granted by the employee's department head. Leave
without pay in excess of forty (40) working hours shall
require the approval of the employee's department head,
the Personnel Director, and the City Manager.
22.03 In the event that leave without pay is granted an
employee for reasons of illness of physical incapacity
due to illness or injury, the City of Anaheim shall
continue to pay for any hospitalization and major
medical insurance previously paid for by the City.
22.04 An employee returning to work from leave without pay
shall be placed in the same salary step he was in
prior to such leave. If such leave was in excess
of two complete biweekly pay periods, the employee's
anniversary date for purposes of merit pay increases
shall be changed to conform with the provisions of
Section 4.1, provided that he returns to a position
in his same job class. If the employee returns to
a position in a lower job class, his salary step
status shall be determined in accordance with the
provisions of RULE 13.
RULE 23. PERQUISITES
Section 23.0 Uniformed personnel of the Police and Fire Departments and
certain other designated personnel shall be furnished uniforms in accord-
ance with regulations established by the City Manager.
Section 23.1 If an employee in the classified service is required to
remain at work for at least two hours following the close of his regular
20
work day for the purpose of performing emergency overtime work, the city
shall provide him with an adequate meal. If an employee in the classified
service is called out to perform emergency overtime work during the morning
hours of a regularly scheduled working day, the city shall provide him with
an adequate meal if such overtime work continues past the hour of 7 :00 A.M.
If an employee in the classified service is called out to perform emergency
overtime work, the city shall provide him with an adequate meal at four
hour intervals during the performance of such overtime work. Meal time
shall be considered working time and shall be compensated for at the
appropriate overtime rate. The city shall not provide meals before,
during, or after any overtime work which is scheduled in advance.
Section 23.2 The City of Anaheim shall pay the premium for single -party
hospitalization and major medical insurance for employees in the classified
service, the City Manager, City Attorney, City Clerk, City Treasurer,
members of the City Council, and members of the Planning Commission. Such
premium shall be paid only to the company or companies with which the
City of Anaheim has contracted for such insurance coverage. Two -party
or family coverage shall be made available at the option of the individual
eligible for such coverage. The City of Anaheim shall pay that portion
of the premium equivalent to the single -party rate, plus any additional
portion of the premium as determined by the City Council, for any
eligible individual who elects to take such two -party or family coverage;
and the individual shall bear the cost of the difference in premium.
Section 23.3 The City of Anaheim shall contribute a portion of the
cost of employee retirement benefits in accordance with the provisions
of the contract between the City of Anaheim and the State Employees'
Retirement System.
23.31 The City of Anaheim shall contribute a portion of
the cost of employee survivors' benefits in accordance
with the provisions of the above contract.
Section 23.4 The City of Anaheim shall pay a portion of the premium for
employee group life insurance coverage in accordance with the provisions
of any contract between the City of Anaheim and any company or companies
providing such coverage.
RULE 24. TRAVEL EXPENSE ALLOWANCES
Section 24.0 Travel expense allowances for employees while on city
business shall be provided in accordance with regulations established
by the City Manager and /or the City Council.
RULE 25. SERVICE AWARDS
Section 25.0 Service awards, in the form of service pins or the
equivalent, shall be presented to employees in the classified service
for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty -five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service; and
Forty (40) years of service.
Such a service award shall also be presented to any employee in the
classified service upon his retirement.
21
RULE 26. TRAINING
25.01 For purposes of this RULE, the term "years of
service as applied to employees in the
classified service, shall be defined as
continuous, full -time service.
25.02 The provisions of this RULE shall apply also to
the City Manager, City Attorney, City Clerk, City
Treasurer, members of the City Council, and duly
appointed members of any city board or commission.
Section 26.0 The Personnel Director shall encourage the improvement of
service by providing employees with opportunities for training, including
training for advancement and for general fitness for public service.
26.01 Reimbursement to employees for costs incurred for
formalized training shall be in accordance with
regulations established by the City Manager.
RULE 27. PAYROLL DEDUCTIONS
Section 27.0 Deductions of authorized amounts may be made from employees
pay for the following purposes:
Withholding tax;
Contribution to retirement benefits;
Con,ributionto survivors' benefits;
Payment of life insurance and accidental death and dismemberment
insurance premium;
Payment of non industrial disability insurance premium;
Payment of hospitalization and major medical insurance premium;
Payment to or savings in the Anaheim City Employees' Credit Union;
Contributions to the United Fund of Anaheim;
Maintenance of uniforms; and
Other purposes as may be authorized by the City Council.
RULE 28. PHYSICAL EXAMINATIONS
22
Section 28.0 In order to be eligible for employment with the City of
Anaheim, candidates shall be required to pass a physical examination,
the character of which shall be in accordance with standards established
by the Personnel Director.
Section 28.1 In order to be eligible for promotion or transfer to a job
class in a category requiring greater physical qualifications than his
present job class, any employee must pass the appropriate physical exam-
ination.
Section 28.2 Employees of the Police and Fire Departments designated as
"safety employees" shall undergo a physical examination once each calendar
year.
28.21 In the event that any safety employee fails to pass an
annual physical examination, the employee's department
head, the Personnel Director, and the City
Manager shall prescribe reassignment of
duties to fit the employee's physical
condition. If no appropriate position
is vacant, such employee shall be recom-
mended for disability retirement if he
is eligible.
Section 28.3 The City Manager, the City Attorney, department
heads, and other employees as may be designated by the City
Manager shall undergo a physical examination once each calendar
year.
28.31 In the event that any department head fails to pass an
annual physical examination, his employment status
shall be determined by the City Council, following
a recommendation by the City Manager.
28.32 In the event that any other employee designated in
Section 28.3 fails to pass an annual physical
examination, the employee's department head, the
Personnel Director, and the City Manager shall
prescribe reassignment of duties to fit the
employee's physical condition. If no appropriate
position is vacant, such employee shall be recom-
mended for disability retirement if he is eligible.
Section 28.4 Any employee in the classified service who returns to work
after an absence in excess of forty-eight (48) consecutive working hours
due to illness or physical incapacity may be required by the Personnel
Director to undergo a physical examination.
28.41 Any employee who fails to pass a physical
examination required under the provisions of
Section 28.4 may be transferred or demoted to
a position requiring lesser physical qualifications,
recommended for disability retirement, or terminated.
Section 28.5 All physical examinations required under the provisions of
this RULE shall be performed by a licensed physician graduated from a
medical school recognized by the Industrial Commission of the State of
California, and in active practice with an office in the City of Anaheim.
28.51 Exceptions to the provisions of Section 28.5 may be
made only in the case of out -of -state candidates for
employment. In such cases, the physician performing
the examination may be a physician licensed by the
state in which the candidate resides.
Section 28.6 The City of Anaheim shall pay for any physical examination
required under the provisions of this RULE.
Section 28.7 Members of the City Council may undergo a physical examination
once each calendar year. Such physical examinations shall be paid for by
the City of Anaheim.
RULE 29. OUTSIDE EMPLOYMENT
Section 29.0 An employee in the classified service may engage in employment
other than his job with the City of Anaheim, with the approval of his
department head, if such outside employment does not interfere with the
performance of assigned duties and does not constitute a conflict of
interest.
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RULE 30. NEPOTISM
Section 30.0 No closely related person of any present elected or appointed
officer or employee in the classified service shall be hired by the CPty of
Anaheim so long as such elected or appointed officer or employee in the
classified service remains as such.
Section 30.1 For purposes of this RULE, a closely related person shall be
defined as any of the following:
Husband If related by blood:
Wife Uncle
Son Aunt
Daughter Nephew
Mother Niece
Father
Brother
Sister
Grandmother
Grandfather
Adopted Child
Stepmother
Stepfather
Stepbrother
Stepsister
Stepson
Stepdaughter
RULE 31. GRIEVANCE PROCEDURE
Section 31.0 Employee grievances shall be handled in the following manner:
31.01 First Step. An attempt shall be made to adjust all
grievances on an informal basis between the employee
and /or his designated representative and a supervisor
in the employee's chain of command, up to and including
his division head.
31.02 Second Step. If the grievance is not satisfactorily
adjusted within five (5) working days after the occurrence
of the incident involved in the grievance, the grievance
shall be submitted in writing to the employee's
department head within ten (10) working days after
the occurrence of the incident involved in the grievance.
The department head shall meet with the employee and /or
his designated representative within five (5) working
days after submission of the grievance to him. The
department head shall deliver his answer to the employee
or his designated representative within five (5)
working days after said meeting.
31.03 Third Stea. If the grievance is not satisfactorily
adjusted in the Second Step, it shall be submitted in
writing to the City Manager within five (5) working
days after the department head's answer is received.
The City Manager shall deliver his answer to the employee
or his designated representative within five (5) working
days after submission of the grievance to him; or the
City Manager or his assistant shall meet with the employee
and /or his designated representative within ten (10)
working days after submission of the grievance to him.
m 24-
Section 31.1 Any alleged violation of the Personnel Ordinance or Personnel
Resolution, any alleged improper treatment of an employee, or any alleged
violation of commonly accepted safety practices and procedures shall be
considered to be a matter subject to review through the grievance procedure.
Section 31.2 Any adoption, deletion, or revision of city policy as may be
suggested or recommended by any employee or employee organization shall not
be considered to be a matter subject to review through the grievance procedure.
BE IT FURTHER RESOLVED that Resolution No. 62R -1048 and
Resolution No. 6148 which heretofore regulated personnel procedure are
hereby superseded and shall be of no further force and effect from and
after the effective date of this resolution, and that this resolution
shall be and become effective concurrently with Ordinance 1922 on the
29th day of November, 1963.
THE FOREGOING RESOLUTION is approved and signed by me this
12th day of November, 1963.
ATTEST:
The City Manager or his assistant shall deliver
his answer to the employee and/or his designated
representative within five (5) working days after
said meeting.
CLERK OF THE CITY OF ANAHEIM
R OF THE CITY OF ANAHEIM
STATE OF CALIFORNIA
COUNTY OF ORANGE ss.
CITY OF ANAHEIM
I, DENE M. WILLIAMS, City Clerk of the City of Anaheim,
do hereby certify that the foregoing Resolution No. 63R -910 was
introduced and adopted at a regular meeting provided by law, of
the City Council of the City of Anaheim, held on the 12th day of
November, 1963, by the following vote of the members thereof:
AYES: COUNCILMEN: Dutton, Chandler, Schutte, Krein and Coons
NOES: COUNCILMEN: None
ABSENT: COUNCILMEN: None
AND I FURTHER CERTIFY that the Mayor of the City of
Anaheim approved and signed said Resolution No. 63R -910 on the
12th day of November, 1963.
IN WITNESS WHEREOF, I have hereunto set my hand and
affixed the official seal of the City of Anaheim, this 12th day
of November, 1963.
(SEAL)
CITY CLERK OF THE CITY OF ANAHEIM