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The Couaetl of the Cf.ty o.f· falo Alto USOLVII •• follow:
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of the Charter 'of the Cit1 of Palo Alto ait.d Dtvi•lon 6 of
Chapter 2 of the Palo Alto Munid.pal Code, AlCid · tn order to
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eetabli•h an equitable aad -unifol'li proceclue · for d•lina wttb
pet<1otmel utter•, a.Jld tQ p1•c•di'U81ct»l . ...,l.,._t em a 11ertt
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lNeia ao. t:hat the mo~t qwalf.flecl available people may be broupt
into the 'IDUftt.ctpal eervice, the Merit Syat• lulea aad l.eplatioaa
attach"-.hereto •• IXBlllT A and by refer•c• Hde a pazot hereof
are hereby adopted and eatabliahed.
J.NTIOOUCID AND PASSED: Juae Z8, 196~.
AYIS: Arnold. Beabtl, &"*"••• Cool•Y• Dla•, J"ltat, Portel', · aodaers,
B.ohr1, J\u1, Wo<Miw•rd.·
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action as provided to Chapter 10 of ' these lutes.
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' ', CHAPTER 1 ir ' ' I .
i .i CHAPTER 2
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CHAPTER l
CHAPTER 4
t~
f. j CHAPTER 5
CHAPTER. 6 .
I
\ CHAPTER 7
l CHAPTER. 8
CHAPTER 9
L CHAPTER 10
CHAPTER 11
l ' CHAPTER. 12
r: CHAPT_ER 13
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MERIT SYSTl!M
...
RULES AND REGULATIONS
CITY OF PALO ALTO ·
GENERAL
DEFINITIONS
EMPLOYMENT
TERMINATION OF OOI,.OYMENT
HOURS AND CCMPENSATION
SICK LEAVE
VACATION L!A V.E
OTHER LEAVES OF ABSENCE
PROBATIONARY STATUS
DISCIPLINARY PROCEEDINGS
GRIEVANCE PROCEDURES
0
. EMPLOYER AND DIPLOiiE RELATIONS
AND EMPL-OYEE REPRESENTATIVES
MISCELLANEOUS
June 2, 1965
Office of the City Attorney
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TABLE OF CONTENTS
JJIIIT UIDM lWei§ A!p ll(fYLmQII
CHAP11R 1 · .. • GDD.AL
Section 101
102
103
104
lOS.
106
107
108
l!l!
Adoption of Rulea and aeaulationa. • 1
Powers of the City Manaaer • . . . • l
Admirtiatratioa of the Merit System . 1
Purpoae and Policy • . • • • • • . . 1
Personnel Policy • . • • • • • • • • 1.
Merit Sy1tem Application; Exception• 2
Employment Conatitutes Acceptance
of ~lea . . . • . . • • . . . . . 2
Conflict With Charter. . • • • • • • 2
CHAPTER 2 ... DEFINITION$.
Section 201 Definition of Terms " • • • • II • •
CHAP'l'IR 3 • • IMPWYMINT
Section : 301 Citizenship. • • • • • • • ~ • • • •
302 Recruitment. . . • • • . • • • • .•
303 Application. • • • • . . • • • .
304 Selection Proeeaa. • • . • . • . • •
305 Ineligibility or Diaqualification. •
306 C1asaea of Appointment . • • . . • •
307 Reappointments • • • • • • • • • • •
308 Continued lmployment . • • • .
309 Transfer · • • . . . • • • • •
310 Promotion. • . . . . . . .
311 De1DOtion ·• • . . • . • · • • . . • • • • • •
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3
5
5
5 s
6
7
7
7
7
7
8 312 Suspension .•.•.•••. . . . 8
CHAP'mR 4 • • TERMINATION OP' EMPLOYMENT
Section :401
402
403
404
405
406
407
Resignation; Uraauthor:Lzed Leave. . • 9
Termination; Lack of Work or Punda . .9 ..
Termination; Non·diaoip1inary ,
Action . . .. . . . . . . . . . . . . ·9
Temination; Discipliaary Action • • 9
Retlre•nt;.AptJlicable leplat:tona • 9
Reti.r .. nt; Miaeellauoua ._loyees. 9
Retirement; ~lie Safety laployeea. 10
CHAP'ml .5 --II>URS AND COMPENSATION
Section 501
502
503
Coarpnaation Plan an,.a. -
Claaaif1cation Plan. • • . . • • • 11
Administration of Clasaification
·· Plan al\4 Colapeaati.OD Plan •••• 11
Merit AdvaoceMnt •.•• ~ •••••• 11
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Table of Contents (Continued) . l!i!
Section · 504 sos
506
507
508
509
510
511
512
513
.514
.51.5
516
517
518
519
520
.521
522
Special Peaalty Dec~•••• • • • • • • 12
S-alary Decreaaes . • • • • • • • • • 12
Standard Work Perioda •••••••• 12
· bceptirm• to Rormal Workiq Hours • 12
Attend4ace • • . • • • • • • . • • • • 12
Pay Periodl • • • • • • • • • • • · • . 12
Computation of Salary. • . • . • •• 13
Overtime Policy; Definition. • • • • 13
Overtime Compenaatlen aDd
Computation. . • • • • • • • • . . 13
Standby Compensation • • • • • • . • 14
overtime; Bli&ibility •••••••• 14
Overtime Hot Applicable, . • • • • • 14
Overtime Compensation lxceptiODs;
Sel.cted Supervtaory Poaitiona •. 14
Overtime c..,eneatton Exception;
Police Service • • • • • • • • • • 14
Overtime C~enaation Exception;
rtre Service • . • • • • • • • • . 15
OVertime; Conditions of Local
· Peril or Disaster •••••••.• 16
Deductions • • • • • • • • . • • . • • 16
Holidays • • . . . . • • • • • • • . • 16
Compensation for Holiday Work. . . • 16
CHAPTER 6 •• SlClt LEAVE
Section 601 Statement of Policy. • .. • • • • • • 18
602 Bll&lbility. • • • • • • • . • • • • 18
603 Accrual and Use. . • • . . • • . • . 18
604 Accumulation of Sick Leaye • . • . . 18
60S Depletion of Sick Leave Bene·fits . • 18
606 Forfeiture Upon Te~nation. • . • • 18
607 Payment for Acc\allated Sick Laave • 18
608 Sick Leave Procedure• ••••••.•• 19
CHAPTIR 7 --VACATION LIAVI
Section 701
702
703
704
705
706
707
Bltatbility. • • • • . . • . • .
Vaeation Accrual • . • • • . . •
Holiday• falling Durin& Vacation
use of Vaca ticm. • • • • • • • .
Vacation Spli'ttlq . . • • . •
Vacatioa at Ter.ination. • • • •
Vacation Beae.flt• for. Deceased
• • 20
.• 20
21
21
. 22
• • 22
lalpl.oyeea.· • • • • • • • • • . • • 22
708 Effect of JDterruptecl Service. • . • 22
CMP'l'll 8 --OTBIIt L!AVIS or AISBICI
Section 801 Leave of Ab .. nc:e wttbeu.t Pay ror
Perioda of JAea 'Dum OM Week ••• 23
IXtett<le<!: Leave ef Abaeaee. • • • • • 23 802 .,.
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Table of Contents . (Continued) . l!.l!
Section 803 Abaence Without Leave. • • • • • • • 23
804 Leave of AbaeDCe'• Death in
Itll'llediate r..tiy . . . • . . . . . 23
805 Leave of Abeence; Death· Outside .
806
the Z..diate Pallily • • • • • • • 23
·Military Leave of Absence. • • . • • ·23
807 Effects of Leaves of Abeence • • • • 24
808 Emplob:e'a Time Off to Vote •..•. 24 809 Jury ty; Leave of Abaeuce. . • • • 24 810 ~ave of Absence With Pay. • 1 ••• 24
811 Subpoenas; Leave of Absence. . • • • 24
CHAP'l'll 9 ..... ntOBATIORARY STA'IVS
'•
Section '901
902
903
904
Pr~bationary Period. • • . • • • • • 25
· Objective of Probationary Period • • 25
Employee Performance Reports • • • . 25
Rejection of Probationer • • • . • . 25
CHAPTER 10 ·-DISCIPLINARY PROCEEDINGS
Section 1001
1002
1003
1004
1005
1006
1007
1008
1009
1010
Dieciplinary Action; Definition. • . 26
Causes for Disciplinary Action • • . 26
Persona ly Whom Disciplinary Action
May Be Teken; Notice; Service;
Contents • • . • • I • • • • • • • 27
R:l.aht of Appea~; Form. • • • . . . . 27
Hearing. • • • • • • • • . • . . . • 27
Repreaentation • • • . • • . • ·. .... . 28
Subpoenaai Coat. . • • • . •••.• 28
Failure ot Employee to Appear
at Hearing . . • • • • . . • . • • 28
Dec:taiona. . . . • • • • • • • . • • 28
Effect of Certain Diacip1inary
· Actions. • • · • . . • · • • . • . • . 28
CHAP'ID 11 •• GRIEVANCE PROCEDURES
Section 1101
1102
1103
1104
1105
Purpose of Chapter • • . • • • . . . 29
Matter3 Subject to Grievance
Procedure. • . . • • • • • . • • . 29
29 Informal Grievance Procedure •
Formal Grievance Procedure • •
Conduct of Grievance Procedure
• • • 29
• • • 30
CSAP'l'll 12 ... EMPLOYIR AND DfP'LODI ULATIOHS
AND IMPLOYD UPRISIITATIVIS
Section 1201
1202 Ri&ht to Join or Abatain • • • . • • 31
RiSht to Preaent Grievacea
and &ec01818ndaticma. • . • • • • . 31
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Table of Contents·(Continued) !!I!
Section 1203
1204
120S
1206
1207
1208
1209
1210
VeTificatton of Status
of o.:a~nization. • • • • • .
Conferences. • . • . . • • • • •
. 31
31 Jules For Presentina Req~ate
32 Re Benefits. . . • • • • • . . • •
Accees of Oraanizations
to Work Location•. • • • • . . • • 32
Rules No Abroaation of Riahta •••• 32
City Manaf•r Desirated ••
"Govern 1\1 Body and Representatf.-le
of the City Uncter Labor Code aad ·
Government Code Provillone • • . . 32
Grievance Proce-dure Under ·
Labor and Government Codes • • • • 33
·.City Manager Authorized to
Adopt _ttulea and Reaulationa. • • . 33
CHAP'l'll 13 .... MISCILLADOUS
Section 1301 Reports of Change of Status. • . • • 34
'1302 Damaa• Claims. · • • • • • • • • • • • 34
1303 Gratuities • • • . • .. • . • • • • • • 34
1304 Outside Employment . • . • • • • • • 34
1305 Uniform Allowance. • • • •. . • • • • 34
1306 Political Activity • . • • • • • • . 34
1307 Confl1.cts of Interest. • • • • . . • 35
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MERIT SYSI£M BULl§ ,H!P ugyMTIOIS
CHAPTER 1 .. .. GENIR.AL
SIC. 101 AIQfTlON Of BULl§ NIP !IGULATlOJS
The following Rules and Regulations have been approved by
the City Council &y resolution.pur1uant to the authority sranted
in Article II, Section 18, of the Cluarter of tho City of Palo
Alto and Division 6 of Chapter 2 of thft Palo Alto MUnicipal Code
in order to establish an equitable and uniform.procedure for
dealing with personnel mattera, and to place ~icipal employ
ment on a merit baaia so that the. most qualified available people
m.y be brought into the municipal service.
SEC. 102 POWERS OF 'Ill. CJTX MANAiiR
In accordance with the provision• of Section 6(c) of
Article IV of the Charter of the City of Palo Alto, except for
the City Assessor, City Attorney, City Clerk and City Controller,
who are appointed by and reeponaible to the City Count:il, the
power to appoint all officerat heads of department• and the
employees of all City departments» and to remove the aame for
cauae, the aeneral c,or.trol and supervision over the same is
vestee! exclusively in the City Manaaer, subject to tbeae Rules
and Reaulationa, provided, however, the appoint.nt of all
officers and heads of departments shall be subject to the
approval of the City Couacil. The City Hanaaer may delegate
to department or division heads the authority to appoint persona
to the municipal service.
SIC. 103 bQHIN!§IRATIOI OF THE MIBII SXSt§M
The Merit System established by the City Council under the
provisions of Division 6 of Chapter 2 of the Palo Alto Municipal
Code and theaeRules and Reaulations shall be administered by
the City Manaaer.
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SIC. 104 .lY.lW911 A!'P FQLlCl
The obfeetive of these Rule• and Regulations is to facili
tat.e effect ve and economical services to the public and to
provide for a fair and equitable ayatem of personnel manaaement
in the DIUlictpal aervice. l'beae rulea set forth f.n· detail thoee
procedure a wb:tch insure ••im.i tar treatment. for ft!Ployeea. and
clefine the obU.aations, rtshts, prf.vilea••, benefits and pro-
1-tf.bitlonapl•c•d upcm·all ·employeee in theaerv:l.ce of this City.
SIC. 105 EIIIQ!!IL,tQLI'I
It is hereby the declare4 peraeDMl policy of the City of
Palo Alto that: ·· · · · ·
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a. Jmployment and promotion by the City of Palo Alto ahall
be based on merit and. f1tne••• f~•• of per•oaal aad
.political conei4e~atioa•, •nd in no way aball be af•
fectec:t.or influeooed l:ty race, rel:l.atous creed, color.
national ori&in.or aac••try. ·
b. lbe' California Pair-BaPl0)'118Qt Practice Act .aball
aoven all Ci~yemployiant aad niploy.nt practicea.
c. Tenure of ellf'loyeea covered by theae 'rules shall be
subject to aood behavior, eatisflactory work perfot1D
ancei neces1i.t:y for the perfo'l"'lance of work and the
avai abil tty of' funds. · :
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szc. 106 wazt .oa:ra .AULJC6TIOJI; 119Jnzw:E
The Merit Syateai .and. the1e Rulee a11ct' legulati,~ne shall
apply·to all offices, poeitionw and ••loyaaent• ini the service
of the City except: ~·
a. elective offices;
b. positions on appointive boards, cOIIIdasiona and
cOIDittees;
c. persona under contract to supply expert, professional
or technical services; and ..
d. volunteer personnel who receive no reaular compensation
from the City. ·
SIC. 107 JWLO]ljlrg CON§nTQDs ACs;EPT/tljl pr ItytES
In accepting employment with the City of Palo Alto, each
employee aarees to be governed by and to comply with the Merit
System Rules and Regulations) administrative rules and procedures
eatabliabed by the City Manager pursuant thereto and rules,
replatiODI and directives of .the department in which he iS
e1J1Ployed.
SIC. 108 £9RLICJ WITJ 2MITII
Hone of the Merit Sya.t;n lulea and Regulations, adminta
trative rules and procedures eltabliahed by the City Manaser
or clepara.ntal rules, reaulattona or directives ah~ll conflict
with nor auperaede any provi•tona o.f the Charter of the City of
Palo Alto, and in the event of any c01lfl1ct it ahal.l be resolved
in favor of the Charter. ·
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CHAP'l'IR 2 ·-DIFINITIORS ,,
SIC. 201 PIFIBITIO! Qf ii!MI
The following ·terma, whenever used in theae Rules, shall
be defined as follows:
•
4elo'@f@t~thoriSl shall mean the City Manaaer~ The
· y naaer may deleaate hia power to appoint and
remove ell!ployeea for cause to any or all depart:Mnt
or diviaion heads.
~l••t!f&c!i&gq EJan ehall' mean a liat of titles of the · ffi I oratl reaular and part~ti• JtO&f.tions in the
uunic1pal s.ervice and a written specification definiq
each class. 'l'he cla11 specification ahall iaclude tehe
cla11 title and aeneral description of the work, a
suaaary statement of dutiea and reapcmlibilitie•, and
minilllWil or desirable :qualificattona for appoinment,
and may include IU1=h other pertinent 1nfo1'1118tiOD ••
the Persomael Officer mey deem clea:l.rabl••
~tin99u• t~;rvii; shall mean employment on a reaular or part·t~la which is not interrupted by te~nation
or leavea of absence without pay for a period in exc•••
of one year.
piacharae shall ••n disc:iplinary termination.
R&acipl-~nary J!robatt09 aull mean a fora of diaciplinary
ac !on, a1 dis lnauiahed from probation for new ~
ployeea a1 set forth in Section 901, for a specified
period of time not to exceed one year. Persona placed
on disciplinary probation may l.'le terminated for failure
to meet requirements. Rishta, benefits and privileaea
ahall be reduced in conformance with Section 1010.
Qemotion shall mean a reduction in classification and
si!ary.
Jnterrfotecl ~erv1ce shall mean reaular or part•ti• em
P oymen In a non•pay statue which is greater than
thirty (30) continuous calendar days ,but lese than
one (1) year in duration. ·
0
Joe·Pfl Jtat2s shall mean the period in which an employee
s not aE work and has been aranted a leave of absence
without pay. ·
Paz Status shall mean the period in Which an employee 11
at"work, on vacation,-sick leave, COD!penaation leave
•• the result of an induatrialaccicleat. leave with
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full pay in lieu of temporary disability benefita,
coapenaatory time off, pai4 t~orary ~litary leave
·of abaence, or em an approved leave of abaence with pay.
l[~tlg~ shall mean the movement of an employee from
one claaa to another ~laaa havina a hiaher maximum
rate of pay .•
§alary J'DI' shall mean a achedule of progreaaive ~nimum aa MXiDD salaries.
Salaq §S!l!dYtl ahall tDean a .schedule of aalariee aaaiped
o spec c position• in the DUiliclpal aervice.
S!!,1ft H'''lel shall mean persoftJlel of the Fil'e .Depart:Mnt
w · ae · uty asa:l.anment ia for tweaty•four (24) conaecu•
tive hour• with the followtna twnty-fou~ (24) or •r•
hour• being scheduled for off-duty before aaother duty
aaetgnment is commenced.
§U1Jenej9~ shall mean the temporary removal of aa employee
!roat pay atatua for disciplinary reaaona.
T!rmina~&on shall •an the aeparation of an _,lor.• from "'ee 1 1ervice. Termination may be by death, d acharae,
lay off, resignation. retire•nt or work coqtletioa.
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CHAP'l'll 3 ..... EMPLOYMIJT
SIC. 301 ctTIUJIIIJ;r
Employment 11 open to qualified mea and women who are
citiaena of the United Statea.
SIC. 302 HQRJJI'J)!I!J'
Recruitment for qualified applicants will be a continuina
process in order that, where possible, the City will have
available applications of intereatedi qualified persona for
poaaible employment. NoticeiS of 8q)_ oyment opportunitiea IMY
be placed in newapapers, maaazinea, announc81118nta, or atven to
reputable agencies offer:tna those •ervices which it is felt
will bring response from quaU.fie-d persons. "the City, however,
shall not.pay any fee or service charae for any applicant who
is referred to it by any ·employment agency.
SIC. 303 6~PLI9AII21
All candidates for employment shall file a City of Palo Alto
Application Form with the Personnel Division.
SIC. 304 SJL§CTION PRQCES§
1be selection process may consist of 1uch recopiaed
techniques as achievement test•, aptitude te1ta, evaluation of
• peraonality and backaround throuah personal interviews, per
formance teats, evaluation'of work perforuDCe, work tUiplea,
physical aaility teats, review and inveatiaation of personal
• bacqroUl'ld and references, •dical examinationr. or any c*ina·
tion thereof, and in no way shall be affected or influenced by
racet rell&ious creed, color, national origin or anceatry. ·
Promotional examinations may be conducted as the need
arises, and will. be held in the aame sanner as any other ex
amination procedure set forth in this section.
In the event written examinations are given, a candidate
shall have the risht to inapect.hia own examination paper .
Written examinations are only qualifyina in nature unleaa
otherwise specified. .
Selection technique• will be iqtartial aDd aball relate
to those-areas which in the opinion of the appoiati~ authority,
will adequately and fairly indicate the relative at.;t.llty and
quality of candida-tes un<ler consideration to aeeute the dut1••
aDd r••ponaibilitiea of the poaitlon to wb1ch they aeek to be · · appoieted. . · ·-·
Upon coapletion of the .eelecttoa proc•••, the appointiDI
authority aball make appointt~Bnta froa tho·ae cnd1datea vho, _,...
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on the baata of their @erfor.ance in the aelectioa proceaa,
appear moat qualified· for the potitioa umler couiurat:Lon.and
notify the Personnel Diviaioa ~diately of the .,otnt~ant.
Tbe appotrat.eat shall becOM effective when the aeleeted
applicant hea ataued all official paper• required by the City,
aDd thoae papera bear the appropriate aipaturea coafiratna
the QpOiDt.llt.
SIC. 30S ijgLIGDIJclli 91 JUIQUALIFIQUOI
u
The aptointtna authority or the Pera~el Divi1ion may
withdraw aayone from coaaiderat:l.on whose appointment will be
cleeMd contr•ry to the beat iatereata of the City. Re•IIOila
tnr dilgua·U.ftcaticm •r·· itU:lude but •hall not be limited to the foll~iq defictenc ea: · . ·
a. Lank of any of th• J:'eq.utr .. nta establiabed for the
examination or po1ition for which he appl:t••·
b.
c.
Phyaical or mental disability auch •• to render the
applicant unfit to perform the dutiee of the poaitl~n
to which appotncm.nt ia •ouabt. .
Addiction to the uae of intaxtcatina beverasea to exce11.
d. Addiction to the use of bablt·formtaa druaa.
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Conviction of a felony, or conv:l.cti~ of a miadem8aaor
involvina moral turpitude •
Infamous or notoriously disgraceful conduct •
Dismissal from any position for any cauee which would
be cause for disntlaeal by the City. . .
Resianation from any poeition not in good et•Ddtna o~
in order to avoid di~aaal.
i. Deception or frau~ tn maktna the application.
j. Request by applicant that hia Q.tiDO be withdrawn froaa
consideration. . ' · .
k. Failure to reply within a reasonable tia., •• specified
by the Personnel Diviatoa, to coamunicationa conceraias
availability for nploymen.t.
1. Disqualification .br uuult•biltty for cta~pleyMat ••
specified in any City .or pertf.aent d.epart.Dt rqlo or
reaulation. .
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SIC. 306 .mam1s or AR2W'tllr
l'aployment in the a.mictpal 1en:l.ce is divided into the
followina cl•••••: -
a. l•fllfr. .Appoiaa.nt on a full•tt.· baeia in aa · au~orlzed position. Pereona appotated to the poeitiona
o4. ~ City Asaeas(lr, City Attoruy1. Cit)' Clerk. Clty
Controller and City Mauaer ehal 'bo conaidered ••
ra·aular appointM'Atl and ahall be subject to all of the
proviaions of these Rule• and ReplatlGU except Chapters
9, 10 and 11. -
b. ~~p .. ti£· Appolut.nt :on a part .. t:l.118.baais tn an
au 'f\or zed poaition.
c. IR•fial. Appointmant to • temporary po1it:l.on for a
per od not exce•diq one '(·!)··year.
d. ~~ul. .Appointamt OD an "a• neecle~' baaia for work
ch ia anticipated to be of a temporary or inter•
'llittent naturt either on·a full .. ti• or part•ti•
basis. The ltatua of thoae ea~Ployeee :l.n thia nploy•
aent clasa ehall be reviewed after 11x montha to
determine whether or not ccmtift\141tioa of aployment
11 desired.
SIC. 307 .IMP.lOI!Bl!D
Reappointment after termination will be conaidered aa
new nplo~nt ..
SIC. 308 CQITilJUIR ltlLQDIIT
· Continued employment of -.loyeea with the City of Palo Alto
shall be subject to good behav~or, l&tiafactory work performaace,
necesaity for the performance of work and the availability of
·funda. .
SIC. 309 JWSPQ
Any· employee m&y be transferred f~om oae dep•rtment or
divieion to another.
SIC. 310 ·PBJ!Iml
Becauae it ia the policy o:f thfl C1tJ of Palo Alto to ....
courage the advancemant of peraoaa.l within the or&aai••tiGD,
pr~tlou selection for vaca11eie• will ,:be ccmcluctea •• the aeada
of the City 1'4NilliQ. Proaot1oul .,portuo.itie• ill which tate,_...
depare.ental ttaaafers would. u requ:b:ed ·will be poet•d oa
bulletin boarde Mlected b1 the hriOIIIltl Dtvia:ieo at l•••t.
five (.5) worklD& days before the .. lecti01l pnc••• 1a c...-aeecl.
Selection procedure•. fo..-auoh Pt"OMtioul opportUDitiea. eh&ll be
1a eoaforaace .with the provf.llcma ef tb• aelactiOD. prec•••·
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SIC. 311 PRm'lQI!
· The appo:l.nt:ln& authority IM)' deMte an Hployae whee•
a bill t'y· to perform hi• requb:ed dutiea f•lla be lew acceptable
atanlarda, for di.ciplinary reaacm• set forth in SectiOD 1002 •
or when the· ·need fol' a poaiticm which an nployee fill• uo
loqer exists. No ermployee shall be.dltiiiOt•d to a claaaification
for which he does not poaa••• the minimua quaU.ficatioa.a. ·.
Written notice of demotion aball be &iven an ..,loyee at leaat
five (5) daya before the effective date of the a..ot:l.on. An
nplo:ree may appeal such action. in the marmer provflded in Section
1004, et seq. ·
SIC. 312 IYIPEBJIOH
a. II fitx M!naaer~ ·The City Manaaer may auapend an
emp oyee unaer hia coatrol from bia poaition at 8'Qy
time for disciplinary reasons set forth,in Section
1002, or for other just cause, includina but not
limited to inefflcieaey; incompetency, phyaical dia•
ability or mental incapacity. Such auapen•ion·vithout
pay shall not exceed thirty (30) daya ·•t any oae time,
nor shall any employee be suspended for more than
thirty (30) calendar days in any one calendar year.
fil IJP•rtment if. 1!1v1e1on Bead. Department or division
ea a may suapen~an employee for not more than three
(3) days at any one time without the approval of the
City Manaser. Written notice of auspenaton ahall be
given an employee within aeventy-two (72) hours after
such action. An employee may appeal auch action in
the manner provided in Section 1004, et seq.
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CHAPTilt 4---'l'IIMIKATION OF INPLOYMIIT
SIC. 401 USWJ!AIJOii WVJ'BO!IPP Lim.
AD nployee wiahiq to lttave the aerv:tce of tM City io
aood atandtna eithett. by reeipation or ret·f.:r-.t -..11 pve
the department or d1v1aion concerned at l•••t two (2) ..ekt
written uttce. UUuthorized leave of ab1er1ee for •~r• tua
three (3) consecutive dayt aball be de.-d to be • ret1p.aticm.
aDd shall result in aut*tic te1'111nat1on of .811flOJ111nt.
SIC. 402 .1111l16Imli WI 21: tm1 01 rua.s
Ao -wloyee may be terminated by the appof.atiq authority
becauee of chana•• ·tn duties or: oraan1zat1n1· abollt~ of
poa1t1n, •hortage ·of work or funde, or COIIIP et:LOD of werk for
which ttq)loyment wal made. In easee .invc:tlviq resular Ol' part ..
time appoiratmenta only, notice of·euch terad.ution will be a1ven
to the eqtloyee at least twQ (2) weeka prior to the effective
date of termination. Such teminatlons ahall not be subject to
app~al.
•. SIC. 403 lJIMIJMIIPM: lf.I•J!DQifLINBY ACUQB
. An 811ployee may be terlli.Nted by the appoin.tiftl authority
at any time, with or without raotiee, for cause or for the con
venience of the City. Such cau1e $hall be other thtn cau1e for
dia!iplinary action, set forth in Sectioa 1002, et aeq. ·, alld
shall inciude but not be limited to ineff1cieuci, 1nc~eteocy.
physical disabilitr· or •ntaliacapacity. Reau ar and_part-..
ti-. employees aha 1 be &ivan a written atatemeat of the reason•
for such termination and may appeal such action in the ~DMr
provided in Section 1004, et seq. ·
SIC. 404 lltggl!I!IIQN;. DI§2JlLIWX ACTIQN
An ~loyee may be terminated at· aay tiwl aa' dilcipU.n·ary
action aa provided in Chapter 9 of these Rules.
SIC. 40.5 . .UUUMBNT; . APrLICAJY MQUL\TIQJI
· ae.til'eMnt from the municipal service at.ali, except as
otherwise provided in these Resulationa, be subject to the te~
arad conditicma of the City•a contract with the 9tate Balployees'
Retirement System.
SIC. 406 IEU~.JUCB&iii9.Ul.IIP1QDIS
· All eJIPlGyeea ~ho are claa•ifiecl as •IJ(iacellaaeoua Mellbera"
by the· Callfomia State lmpleyees' Ratire!int Sy1tn shall be
gove~ed by the followiD& retireJMnt peU.cy: _
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SEC. 407
!q')loyees at.tainina the· aae of aixty-five (6.5) ye.\.:ra
shall retire from the muni~ipal service.
The City Manaaer, when he deem. it to be in the beat
interest of the municipal eervice, may retain a mis
cellaneous employee who has attained the aae of sixty
five (65); however, such employee may not &e retainea
after ·attainina ase seventy (70). . .
Officers appointed by the City Council may, by specific
authorization of that body, be permitted to ••rv• be-
yond age sixty .. five (.6.5), but under no circU~UtaDCee
beyond age seventy (10). · · .
'HIIURNTj flliLIQ WIItWIQDI§
All employees who are classified as "Public Safety Members"
by the California State Employees' Retirement Syetem shall be
soverned'by the followina retirement policy: .
a. Employees attainina the aae of fifty•flve (55) yeara
shall retire from the municipal service.
b. The City Manaaex-, when he deems it to. be in the beat
interests of the muntcipal service. may retain a public
safety member who haa attained the aae of fifty•five
(5.5) yeara; however, such employee may not be retained
after he bas at\:ained age sixty ... five (65).
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CHAPTER S ...... HOURS AND COO'DSATIOH
SEC. 501 SSJIPENSATION n&! AND CWIIlm!UO! rLMI
Tbe Compensation Plan ahall provide for aalary 1chedulea,
aalary rates, ealary ranaea and stepa and time intervale for
salary review. ·
Each position within the municipal service shall be al·
loc.ated to ita appropriate class in the Claatif1cat1on Plan em
the baaia of duties and reaponaibilitiea. Each claaa ehall be
asaianed a salary ranae or ~ate established in the Compensation
Plan. All persona entering'tbe municipal service shall be c~
pensated in accordance with the Compensation Plan then in effect.
SEC. 502 ~~~--oilrfifSIPlCAttO! lW!
.,
'!be City Council shall administer the CO'q)ensat:l.on Plan
for the City Assessor, City Attorney, City Clerk. City Controller
and City Manager. The City Manaaer shall adminiater the Compen
sation Plan for all other employees.
All initial 8f4)1oyment shall be at the first step of the
salary ranae, provided that the City Manager :ts authorized to
make an appointment to a position at an appropriate htjher
salary when in hi1 opinion it is difficult to obtain ~ualified
personnel·at the·starting salary or when it appears that the
education or experience of a proposed employee is subatantially
superior to that required of the class and justifies a besint\ina
salary in excess of the first step.
SEC. 503 JSRII AI!VA!CBMENT
An employee may be considered for merit salary advancement
in accordance with the time intervals established in the Colllpen•
sation Plan. Advancement to a higher salary Within a salary
raqe uy be granted for continued i~rovement and. efficient
and effective service by the employee in the performance of his
duties. ..
Advancements shall be made only. upon recommendation of the
department or division head concerne.dSI and with the approval of
the City Manaaer. For purposes of deteil1dlliftl ti• requirements,
time will commence on the first day of the month co!Dcldi~·vith,
or followina, entrance into a clasaif:tcatioft o~ ~to a salary
step. The salary increase, however, will be effect~ve oa the
first day of the payroll period in which the tt.e requirement
has .been met. ·
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SEC. 504 ifi~QL PllWc'l! PICJMSI
.. 'lbe salary of •ny employee may be decreased at aay ti• to
a lower salary within the aalary range by tbe City Maaaaer upon
the recommendation of the clepartm8nt or diviaioa heed tb•t the
quantity, quality or manner of_ performance of eervicea do not
justify the .salary baina received. · .
•.. SIC. SOS SA~Y g§QIIA§IS
In the event an employee ia reclassified to a lover paying
claaaificatiou or is reduced in aalary because of inability to
meet the standards for a current salary step the aame time
1ntervala a-a indicated in the Compensation Pian shall apply
unlesa special review considerationa are establiahed.
S!C. 506 STM!PMD WOK. P&llJqpS
The standard work day for employees shall be eiaht (8) hours
end the etandard work week shall be forty (40) houra to be worked
within five (5) consecutive days, except that for employees ••·
sisned to duty in the Pire·service on a shift ba•l• the atandard
on-duty ahift shall be twenty-four (24) consecuti·ve hours. '!'he
standard duty week for such shift personnel shall be sixty•three
(63) on•duty shift hours when averaaed over a one (1) year period.
The work day 'for part-time employees shall be such ae 1• eetab-:
liahed and directed by the City Manager.
SIC. 507 El(CEfTlQ!S TQ NORMAL WOBD!G HOQIS.
The City Manager is hereby authorized to de·stp.ate other
workin& hours for employees when, in his opiniatl, the best
bttere1ts of the City.may be served by such. r:eadjuatment of
standard work hours. •
SEC. SOB A'llJNDANC§
Employees shall be in attendance at th~ir work or aesianed
duti~s at the time and place prescribed by the department or
division to whic~ they are assigned.
Each department or division shall keep atteadan~e recorda
of all eq»loyeea, and make reports of the s41• to the City ·
Controller in the form and on the dates he· shall prescribe.
SEC. 509 · fAJliBIODS
· . The pay period for all employees shall be bi-weekly aad
ahall be based on three hundred sixty-four (3641 days per r:•r.
Salaries shall be paid on the aecoad Friday fol owiaa coap etion
of a pay period. When a holiday falls on a pay day, .the pay day
will be transferred to the lollowina vorlt day ualeaa the COD•
troller'a-Office-ia able to c-.lete the payroll by the previous
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· workday. tbere will be no pa,.ent of waa•• to eqtloyeee except
' Oft reaul~r pay days. Employees leaviQ& tbe municipal ••rvlce
ahall be paid within sevent;y-two (72) ·hOUl'l of the date of
termination and upon vr:ittt~~n clearane• of the clepartmeat or .
division eol\cemed that aa1d 0111Ployee baa returned all citr
owaeci tool a. and equipment.
The method of distrlbutina payroll warrants thall be
eatabliahed by the City Manaser. ·
SEC. 510 . J(OMPJltATION gJ: St\1;\II
'lbe basic bi-weekly ••lary ahall be computed by mltlplyi"'
the monthly salary stated in the c-.enaation Plan bf twelve (12)
and d1vid1aa ·the resulting product by twenty-six. (26).
The basic hourly rate for.each bi•weekly salary aball be
co,.uted ·by dividiq the bi•weekly aa.lary by ei•h~y (80), except·
for peraonnel aaa:i.ped to ahif.t duty in the rir48 •nice where
the basic hourly salary rate shall b• coqNted by dividina the
bi-weekly ealary by one hundred twenty..;aiX (126).
SEC. 511 QYJRTUfl l<!J.ICX: DlfWTIOft · .
. It ia the poliey ef :the City that overt.1111 work ti to be
kept to the adnimumt conaiatent.with protecttOD of the livea and
property of the Palo Alto citizens aaa the efficient operation
of the several departments and activities of th• City, and ahall
be authorized only under auch adminiatrative rules alld procedure•
ae the Citr.~ Mlnaaer •Y prescribe. .
overtime work for all emploiees except thoae aasisned to
the Police and Fire service ahal be defined as any time over
an eiaht·· (8) ""hour day and any ti• over five (S) COIUJKUtive
eight (8) ·hour days. Time worked. in exceaa of five {S) con•
secutive eight (8) whour days because of a chana-in daya off
or ah:Lft . shall not be considered as ove.rtime. . Overtime shall
commence at the ti.e an employee reaches the' place where he ia
directed to report and ah;all continue until he ia released or
the work is completed, ~hichever is the earlier. .
SIC. 512 ,OWRIDfl CQ.MPigATJ9J! MID C2t'PmTIOI
·At the diacretion of the department or div1$1~·head, over
time may be compensated for either by equivaleat time off. or
by payment at :th• rate of one and one-half (1·1/2) tt.a the
ftiPloyee'·• basic hourly salary, except as otheniae provided
in these .rule.a.
In the event compensatory time off ia used •• the method
of c-.ensattna for overtime, it. shall be takett within three (3)
IIOD.tba . followtaa the enct· of the 110Dth in which overt faa waa
worked~
· Bxcept:l.ona to this precedure will be •d. nly upon vr1ttn
authorization of the City a.oaaer. ·
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SEC. 513 STANPII . COMPIJ!§6TIO.N
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Compenaationfor reaularly eltabliah•d ••r&el'J:Cy atandby
service shall be in an amount aet forth in the Coap•n•atioo Plan.
SEC. 514 QVBltTJltli ELIGIBILIIX
Employees who hold casual or part-time appointment• will
not be elisible for overtime c~enaation, but will be c.,..enaated
for all work perfot'Md at their established rate of pay. Under ·
conditions which he may conaider appropriate. the City ~naaer
may authorize overtime compensation for employee• holdina apecial
appointments.
SIC. 515 OYJRTIM§ !OI f\PPJJCAIJ&
OVertime compensation provisions shall not apply to Couacil·
appointed officers, departu.nt or division heada. nor certain
other positions designated by the City Manafer. Such persocnel
are compensated on th• basis of reaponaibil tiel and character1s•
tics of dutiea perfetmed and are considered to work the minimum
established work week. tn the event clepara.ot or diviaiOD
operation• ·require extra.ordinai'I work asaipaeata for .an ftiPloyee
so desi&M'ted, he may be author &ed ti• off with pay by bia
department or diviaion head, not exceeding two (2) workina day•
in any one (1) pay period. c~·enlatory ti• off in excess of
two (2) daya under these circumatancea must bt> authorized and
approved in advance in writing by the City Manaaer.
SEC. 516 RBRIBfi&•'
Certain auperviaory positions as ded:patacl by the City
Mana,er shall be compensated for overtiUIII e:Lth•r by ~uivalent
time off or by payment at the rate of one (1) timea the employee'•
basic hourly salary~ .
SEC. 517 OVI!Iltl CQHPIMSAilQ! ptCQUQBi fOLIC& llRVJSI
OVertime coq,enaation for the Pol~ce aervice ahall be paid
•• follows, except as otherwise provided in theae rule~:
a.
b.
Shift personnel directed to reMin on duty in addition
to a reaularly scheduled shift for a period of two (2)
hours or less shall be co..,.nsated by equiva.lent tt.
off. In the event the overtitlae requiraent 1• · beyond
two (2) hours, the employe'\ a~.all' be COIIIP•••tect • ..
·provided in Section 512 for the complete pe-r~od of the
overtime. Personnel boldine the X"ank of aer,.at or ·
above ahall be ce)q)et'laated. aa ! provi&ad~. in Section 516.
Police peraonne l who may be ordered to .report dur:l.OJ
off-duty time, except aa otherwiae provided, for aft
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aaaian-nt due to ._raency condttieu ~I' otiMr im-·
mediate unpower u•ed.i t 'ahall " ¢ ...... ted •• s· vided in Section 512;:eac t··tbat 'fl._.l bold· ·
. the rank of. seraeant ancl :Cove •tualt ·be c-.euate
aa provided in Sect:Loc '16.
c. Any pol.ice offi<:er appciarina ia coul't for· the r.opl•
durina·off~duty hour• shall receive addittoaal c~
pensation at the rate sot ·forth .tn the. Coapeaaation
Plan·. . Any .police officer subpoeued to . appear in
court shall be eoutJenaated in aecordace wlth State
law. . · . ·
SIC. Sl8 \LY.IBTD.I CQ!JJ!QMTIOl! ll(CJmoJ; FIB!J!J"!ICI . .
OVertime compensation for the P1~e •ervice.·ahall be paid
as follows, except as otherwise provi;Jed in thaae rules: .
a. Shift personnel asaigned to relief duty in addition
to a reaular sh:l..ft schedule shall receive overtime
compensation on the followina baaia:
II
(1) ·For all duty houri between 8:00 a.m. and 8:00 p.m.,
as provided in Section 512.
(2) For all duty hou-:.·a between 8:00p.m. and 8:00 a.a.
of the following· ct.y or until the next duty
schedule besina, when overtillle will cease, at
the rate·· of one (1) timea the employe•' a b•sic
hourly salary, or compensatory ti .. off. ·
b. Shift personnel called and ordered to'.t•eport for fire ·
emeraency duty durins off~duty time a~ll be c.-pea.uted"
at t6e rate of one and one-half (1•1/2) ttmee the ~
ployee's basic hourly salary, or compenaatory time off
for the first eisht·(S)·contf.nuoua dutf hours and at
the rate of one (1) times the employee a baaie hourly
salary, or compensatory time·off for all duty in
excess of ei&ht (8) hours or uatll next dUty schedule
begins when overtime c~enaation will cease.
c. .Shift personnel actively enaaaed in: fire fiahtiq ·
operations when a scheduled chaaae in shift occurs
shall receive compensation for duty perforMd in
excess .of normal duty schedule •hen •uch duty 11 in
excess of one (1) c011tinuoua hour a·fter the Deral
duty schedule hae heen·coapleted. If 1uch aD oeea11on
arises, all contl~WGue overtt. duty after the ene (1)
hour period aball be c~ensated •• provided i'A· para•
araph r a"" above.
d. Shif~ personnel holdiD& the rank of fire captain aDd
above shall be ccmpmttated for overtirae duty as .pro-
vided in Section 516,. exc.,t as otbaniae provided.
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SIC. 519 SYDIDii c2J!PI'fiOMS or LOCAJ. rau. 01 PIWDB
In case of disaster, state of extr._ emerpncyer.local
perill the overtime procedures herein eatabllabed 1hall. not be
in efrect and compensation proeeclures will be detend.ned a.t . that time for 1uch· conditions. · ·
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SIC. 520 :~:QIRJ&IImiS
Deduction•!'. frOIIl employee• • pay ahall be. made in accordance
with prevailinl l~tWa, contracts •nd admtniatrat:l.ve rules and
procedures established by the City Manager.
SIC. 521 HOLWU
'!'he following days are ~:ecognized.. as IIUI'licipal holidays;
and reaular, part-time and apecial n:ployeea shall have these
• daya off with pay, except as otherwise pr~ided:
January 1st Mew Year'• Day
·rebruary 21nd washinlton' • Birthday
.May 30th Memorial Day
'July 4th IndependeltlCe Day ·
Firat MOnday in September Labor Day
September 9th · · . Adad.aeicm Day
Rove.-er 11th Veter..St.Day
Fourth '11luraday in ,
November Thankaa:l.viq O.y i!
December 25th Christ•• · Dsy ·
..a.;. ( Every day appointed by the Presiucilt, Gove~pr or
Mayor fpr a public feast, thankeaiviq, holblay or day of mournin&. ·.
In the event any of these daya fall on Sunday ttiie follow ..
ina Monciay shall be obatrved as the holiday. . !:
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· In the event any of these days fall on Saturday~ the pre•
cedina Friday shall be observed aa the holiday, except where
Saturday ia regularly acheduled aa a work day; persona who
have Saturday as a regularly scheduled work day will observe
the holiday on that day.
SIC. S22 22tlnNMnoN m1· HOLIDAY h'2U
a. Jgtelgfeea ltsJt
1
t!d tct H•ps .. .PJJel&da.za. A replar, part• lM or peclat eap oyee requ!rifl to work on
hoU.uy• which are not ·part of his reaular work
schedule ahall. be CCNDpenaated at the rate· of oae and
one ... half (1•1/2) ti•• hi• basic salary for the hour.a
worked, or compensatory time off at the rate of oae
(1) times the houra worked.
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IO.tee Wlioe• work licb.Sule raomally l' .. iat•• lat •• to.
on holi"-Y• shall be C:aapeftlated &r all be1lclaya
liettd above and shall ~.ceive additlooal o.-,.osat1oo
equal. to an additional cSay' •. ,_, 1 · Gl" -~ivalat c.
pena•torf t:Lme off. lrt' the evct euob aa . ~loyee :1.1
excuaed !rom work in ob•ervanc• of tbe bo1luy, DO
additiQUl c~en1ation aball be &f.v.A• laa;1~••• ou
compenaation leave, or le.ve of •·be:en.ce ":La lieu" of
compensation leave, or m111ta~ leave ~.•ball DOt '&'Meive
any additional C01Dpeculletion for: holiday• occunilla
dur1na auch lea~e.· kiay _,loyee oa l•v• ef ab••ce
without pay shall not receive *~ COIIpfiOIJat1fD for
holiday• occurr1ns du'rina eucb. leave.
eb&ll be c-,eaea
work perfoned. .
•
d. lt&Ql.!~t .... ftJ'~S&m! ID!t I'll!*'' 18YY.III, leplal', pai!•itme a;a lpecli~~to, • .a aua4£1Si iu.a ,., atatut
em the worit day Pl"e4:Htq a holiday t• be e11&1ble to
·be compeneated for the holiday UI\Ht: SectlOil .521.
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2figiftb'l~ tliui:X~i!~.i.ta~, ·~=·=·lW::::'" 1'
dutie• permit th• to b• -baet.'witb pay f• one•balf
work day on the ·a·ftenooa f)f Decu• 24 ot ~eo.-er
31 of each year. Tb• ·Ctt7 *n•a•r lily ~tb•n•• •·
ergency peraOI\nel who ~aaot be uouaed oa tbo•• daya
·to be .;excua.t one•balf werk day oo. other qeu c:oo•
venient to the d•par~at or dlvtltOD. COMened.
IN. x••.•3•u&H · Rt1· . w ·•. bS;1'lwarllbY'Ml. w ~-~·~~~·&.. Iii ~-roy••. ·. o•• wori •iiii'H • ri'{\ir~>•t'bat
t•aular day• off 'b• otber tbao hturUJ aad/ or .
Sunday . shall be aranted .an aclditlcmal da7 off itt the
event a hoU.d.ty ftlls ·durtaa hie 1."ep1ar1y achedt.alecl
day off at the convenlece of th• deperttHnt or dlvi1ion concerned. ·
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CHAP'liR 6 ...... SIClt LIAVI
SIC. 601 /SDlJtiii. 2l PS&ICI
Sick leave ahall ~. allowed and u1ed only iD case of actual
aickneaa or disability. · ·
sse.· 602 ILIQDII,lTY
. Reaular and .part•time -.loyees shall be eli&ible to accrue
•.. and uee sick leave. ·
SIC. 603 AC~!Y6L MD Y§E
Sick leave shall be accrued by el1&1ble employee• at the
rate of one (1) ~orkin& day per month. An employee muet be in
a pay status, e~cluaive of beina on aick leave, for five (5)
worktna daye or three (3) ahifta for shift peraomel of the
Fire service duiina a month in order to accrue aick leave for
that particular month.
. SIC. 604 ~CCtJMULbiiPJ! .21: §Wit WD
Accrued sick leave may be accumulated without limit.
SIC. 60.5 R§PLBnQN Ql Slg 11.6!.1 llliFIIJ
Upon depletion of accl.aUlated sick leave an ....,.loyee will
be deemad to be on medical leave of ab·aence without pay for a ·
pariod not exceedina aixty (60) days. If· the employee ia unable
· to return to work at the end of thia period, he auat requeet
further medical leave which will be aubjeet to the approval of
the City Manager. If further leave ia arauted, the 8111Ploy•e .
must notify the City of hla intent to retura to work every
thirty (30) daya. If further leave ie not araated. the employee'•
service with the City aball be considered terminated.
SIC. 606 F91fll'MI.Jlf01·D»g:MT12ft
llllployeea leavig the 'DW\tcipal service shall fol'feit all
accua~.lated .sick leave, •xcept · •• · othend.le provided by law
aud Section 607. Sick leav• may be uaed Only throuah the final
day of actual work perforrD~"d for the City, Ol' thro• the day ·
which waa deaianated •• the final day··of tiork in thi event aotice of rea1pation waa. given.
SIC. 607 f6YMINT ro& AQgtiiWlJll sg. ·JMD
. IU .. sible ._,loyaea 1.•avttt~. the ... tet.pal service ia JOOd
•taadiq aad 'hl·>~ina ewenCJ. (20) err iDOI'e yeara of ccmtiououa
aervtc• sbaJ 1 reeelv' c.OiftleUation for UllUed . alek leave ia a
sua , .. 1 to twe •114 ·one~ ball percent (2•1/21) of thei' UllUied
a:lclt eave aultiplie4 by· their. y,eart· of c•ttauoue ••nice aad
their· baatc .daily rate of. ~1 at und.utloa .•
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SICK LIAD lllQCBYJ§
The City Managt~r shall estabU.ah control• and procedure•
for the adminiatration of sick leave use.
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CHAP1'1R 7 u• VACATION LEAVE
SIC. 701 ILIGIJILUI
a. · lelultr fftlof•••· ltegular eq~lctye•• ahall be oll.&lbla Yor vaca on eave i·n c:onfo~e with the provtaiou
of Section 702. ·
b. Part•t!•!!•ltx••t·· Part•ti• 3111Pleyeea ahall be elllll)e ~rvacat on in conformance with the proviaicml
of action 702, with compensation computed on the ba111
of part-time/fu:Ll-ti• ratio.
c. Casual and ff•c1•l· IDflozees. Casual and apecial ntpioyeea aha Mine e la!D112 for vacatioa leave.
SIC. 702 VACAUON ACC21UAJ.e
Each eligible employee shall accrue vacatioa leave at the
following rate for continuous service perfo~dduri'DI each
calendar year or appropriate fraction thereof:
a. ~·· Than ¥j• 11.2 £•~· For employee• c-.letina le11 an one ( . ciliu r year: ooe-atxth (1/6) calendar
week per month of service vacation credit.
b. On! £1~ ht L!•• Th!n ~· t'l Yearl. For nployees c-. • tna one (1, year u£eaa tliin five (5) year•
continuoua service: two (2) calendar weeks vacation
leave. , .
c. t&~f !~l· Jut fiE !JS!re l!!!rJiftt•n ~111 x•;•· r~r emp oyeea COIJ9 e !iii !lv• .5 u no more en
fifteen (15) year• continuous aerv1ce: three (3)
calendar weeks vacation leave.
d. ~ifteen flS~ or !IJ' Jl•r•. For ~loyeea completina l!teen 15 . or · e are CODtltlUOUI service: four
(4)·calendar weeks vacation leave. .
. Vacatio.n. shall be credited to the 8111ployee on January lit
of the calendar year following tbe year in which such vacation
ia accrued. .
Employees appointed to tho municipal service on or before
the 15th day of the month 1hall have that month counted in the
accrual of their vacation .leave. .
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lqJloyeea leaving the a.micipal service after the 15th day
of the month shall have that •nth ceullted ill the accrual of
their vaca·t:ton leave for the cDG~putation of accta~lated vacation laave.
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CHAPTER 7 ... VACAnON WVI
SIC.701 BLIGIBJLJIJ
a. Reaqlar ~loy•••· Resular employees ahall be ell&lble
lor vaca on eave in conformauce·with the provisions
of Section 702 •.
b. Part-time l!llore~s. Part·ti .. employee• ehall be e1!s1Ete lOi?vacatlon in conformance with the provision.
of Section 702, with compensation computed on the baeia .
of part .. time/full-tiae. ratio. ·
c.
SIC. 702
saaUAl and Hecial tattz•••. ' Casual and apecial employees sha"n.OtlSe e> aiSle for vacation leave.
YACATIO! AQ2BUAL
Each eligible employee shall accrue vacation leave at the
following rate for continuoua service performed during each
cilendar year or appropriate fraction thereof:
a. t;•• ,Than ¥j• {1) l%!r· ror employee• completina lese
an one ( caien r year.: one-sixth (1/6) calendar
week per month of service vacation credit.
b. One £l~tBut tess Jb!n lj!t f5) Year~. ror employees
comp e na one (1) year u ••• than five (5) years
continuous service: two (2) calendar weeks vacation
leave.
c.
d. Jifteen fl;~ or ~re Yeara. For employees completina
f!Eeenl or more year'a continuoua :service: four
(4) calendar weeks vacation leave.
Vacation shall be credited to the employee on January lat .
of the calendar year following the year in which such vacation
ia accrued.
lmployees appointed to the municipal service OD or before
the 15th day of the month shall have that month counted in the
ac·crual of their vacation leave. .
E119loyees leavina the municipal aerv:l.ce after the 15th day
of the smtt~ ahall have that 1181lth counted u. the accrual of
their vacation leave for the CG~~Putation of accu.alated vacation
leave.
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HQ'&:mMS FALJrD§ IYBP!2 V/QTJ91
In the event a City holiday falla within an employee'•
vacation period which wQuld have excused the esployee from
work and for which no other coq.enaation ia Mde (see SectiOD
522) an additional.work day for each euch holiday shall be addad
to the vAcation leave.
SIC. 704 YSl 0[ YACAIIOI
a. When to be T:afln· The t:l.me at which an enployee may
uie his vic'itOi leave ahall. be detel'lliud by his
depart.ment or division head with particular reprd
fo·r the needs of the City, but aleo iaaofar as poSJ:lble~
considerina the wf.ahee of the nplo;,ee. VacatiOD leave
muet be taken between Januaa:y ls.t ai\cl Dec .. er llat of
the calendar year followina the year ia which auch
vacation has been accrued. · .
b. Deferral at f!:lo:ree'' B•~ue~t. With prior approval ol tfie aepar n£ ana oi! !v 'iion head coneem.d and
the City Manager, an eD!ployee uy requeat th•t hi a
vacation leave be deferred to the followina calendar
year; however, vacation ao deferr~d .-y not be accumu
lated and combined wi.th the next year' 1 vacation credit
to exceed twice the number of vacation day• an employee would accrue annually. ·
c.
d. Waiti'tft Period;. Eligible,eqJloyeea havina coupleted
reas an ali (6) months continuous service as of
January let of any calendar year must wait until stx
(6) continuous months of service have been CO'Dfllet.ed
before being eli&ible to take accrued vacation from
the previous calendar year.
e. Je• for Ngp· ure. In the event an employee fails to
use his vacat on as provided in the1e Rules, the
vacation shall be considered lost and ao other coapenaa
tton a1 reeopition of the lo1t vacation will be ~~&de.
f. Double &fPenaation ffoh;bJ;ted. BmPloyeei shall not
work the~vaeatlon ana receive double compensation
for their work.
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SIC. 70S VAGAIJON sPLmtJG
vacation .Uat be taken :l.n units of o• . (1) week; howver,
with aps•roval of hia depar·a.nt or dlv:f.a~ head, aa -.loyee -'1 u1e one (1) week of his :vacation in uatta of le•• thaD o•
(1) week. Reque1ta for exception to th:l.a proceclu"re tm~~t be
app"roved by the City Manager. · · ·
SIC. 706 YjCAUOI AI 11&t.fDJ6llON
lrrlployee• leavina the aun:l.cipal sertiiee with accrued
va.cation leave and who give at leaat two (2) veeka vrtt·tn.
notice of their inteLtion to terminate 1hall be paid the ... unt
of accrued vacation to the date of tel'ld.uttoa. Ara nployee
•hose ·service ia terminated for the conv.atenee of the City,
other. 'than aa the result of .diac:ipU.ury •eticm. tluall alto
be paid for his accrued vacation. Payments for accrued vacatioa ·
ahall be at the e~loyee's current rate of pay,
· · hployee" who terminate nployment with the City and have
leas than 1ix (6) monthe' cont11tu.oua •ervice thall not be
eli&ible for any accrued vacation. . .. .
SIC. 707 IACAIIQ!UIIl'Jl! l2B DICIAIIP RIPLODJI
~ employee who ia elifible fo·r ~racation leave and who di.ea
while in the municipal aerv ce shall have the ..,unt of any
accrued vacation pa:l.d to his estate within thirty (30) days •
Thia proration will be computed at hi1: last baalc rate of pay.
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SIC. 708 . ,,
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An tiimployee who ia in a t\Qn ... pay EJtatua fe"' a period in
exceaa of thirty (30) conaec:ut:Lve ·dAydJ shall uve hit vacatioa
credit reduced by the appropriate pro:; rata of· hil abaeace to a
whole calendar year, becauae of the. i~terrupted aervice.
. ~ .n 8111ployee who interrupts hie aervice becauae of extended
milit*ey leave shall be c~en•ated for accrued vacation at the
ti• the leave'bec?lll:a effective.
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CHAPTER 8 ... • OTHII LEA VIS 0V ASSDCI
SIC. 801 jAjjpf ••. lifYLPAX roa rgxops
Leave of absence without pay for one (1) week or leas •Y
be &ranted by the depar~nt or C!:l.v:l.sicm head. depeftdiq upOD
the Mrlt of the irad:l.vidual caee. ·
SEC. 802 HlRRID J&AD or AIU!H
Leave of absence without pay in excesa of oae (1) week's
duration aey be aranted by the City Maaaaer in cases of ... r•
gency or where such absence would Nt be contrary to the bast
intereate of the·ctty. Such leave is not a i'lpt but a prlvileae
and shall not exceed twelve (12) months. a..loyeea oa authoria•d
leave of absence without pay may not extend leave or uae vacation
or aiek :leave benefits for 1lln••• oecurriq· duriq auch leave.
SIC. 803 AI§INCI !IT!JOVT JMVJi
Unauthorized leave of absence ahall be conaidered to be
without pay, and reductions in the eaployee's pay aball be .. de
accordiqly. unauthorized leave of abseue for 110re than three
(3) consecutive days shall result in autolYtic termf.nation of
e..,loyment. Such termination shall not be subject to appeal.
SIC. 804 WY' Ql @SIJ!g& RW1I 11 DI&IA\1 rMJm
Leave of absence with pay of one (1) day may be aranted an
employee by the head of his 4epartment or division in the event
of death in the employee's immediate family, which il defifted
for purpoaes of this section as wife, huabaDd• toni dauahter.
father, mother, brother or sister. Such leave 1ha 1 be at full
pay and shall not be charged a:aa:l.nat the ·ftiPloyee• s accrued
vacation or sick leave. Requests for leave in exceaa of one (1)
day ahall be aubject to t~e approval of the City Manaaer.
SIC. 805 WH 8WBIW. DIIID16D rMJLX
Leave without pay may be granted an -..loyee by the
departiDent or division he·ad in the event of death to faily
_.era other than one of the iaaed:tate faaiily, aueh l.eave to
be aranted in acco:::dance with Sections 101 au 802.
SIC. 806 MILITAJI WVI qr MHICI
State law ahall aovoTD the arant1Q1 of mll~tary leav•• of
abaeuce and the righta of _,loyeea retU.niill. 6• avch ab••••.
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SIC. 807 ~UICTS Or IMDI ~, .yga
In determininf the uae and accrual of v•oation aDd aick
leave benefits, a eave of abaeDCe without pay fo~ a period of
thirty (30) or more days will be cCM~tidered •• f;oter~: .. .ted
aerviee. This 1ec tion hae DO effect upon retoatat-t pro•
viaioa1 of the State Bmployeea'.Retir...Ot SJit .. or f~ the••
absent on military leave where State law requlr...ota lhall apply. · -.
SIC. 808 JMPl,QDI'J · IDI · QFP m Y911
Time off to vote at a~y t•neral, direct prillary or pnai•
dentlal primary election ahal be armted aa provided 1D the·
State of California llectlona Code~ and netioe that -an ... loyee
dea:l.rea auch time off shell be :aivea in aeeorcJaace with the
proviaiona of said Code. , · ~-
SEC. 809 .nmx J!Y'!li ww gr ..MilS
Employee1 required to report for juTy duty ahall be &raDted
a leave of ab1ence w:l.th pay from their aaaipeC! dut1•• uatll
relea1ed by the court, provided the employee. r..tta to the City
all feea received for auch dutiea other than aileaae· or eubaia•
tence allowance• within thirty (30) daya from the ter.ination
of h:f.a jury service.
SIC. 810 WYI OJ: AJSHCE WITJI, PAX
The City ~nasar may srant a regular or part-time ~loyee
under hia control a leave of abaenc:e with pay fer a period not
exceedina thirty (30) c!alen.dar days for rea·a·ona he deema adequate
and in the best interests of the City.
The City Council may grant a replar or part-tiM -.loyee
a leave of .•baence with pay for a p111riod net to exceed one (1)
year for r.,sona the Council considers adequate and in the beat
interests of the City. . · ·
SIC. 811 §UDP.2JUfAS i LUYE 9l :YDIPI
R.eplar or part-time -.loyeea who are . aubpoenaed to appear
aa witnesses in behalf of the Stat• ef Call.fonala or any of it•
agencioa may be aranted lf:J.Jv_ •• of abaenca with pay fr011 their
ae1iped duties until ·.rtl~~_,.ed. '!be uployee shall reait all
fee a received for such .~PP~~t~ancea to the Ctty within thirty
(30) days. from the tenl.i;nat,ion of hie senteea. Coalpnaetiea
for mtleate or aubaiatenc:e · allova'O.Ce aball QGt 1M coraaiclered
a1 a fee and shall be retainttd by·the -.leyee.
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CHAPTER 9 ... PROBATIOIUIY STATUS
SIC. 901 P!OBAI12161I PBBB
All original appointments to rer.l•r or part•ttme aervice
poa:l.t:l.ona shall be tentative and sub ect: to a pl'obati.OUJ:Y
period fixed by the appointi~ authority at the. tt.. of appoint
Milt of not leas than six (6) montha nor Mre tbaa· eipteen (18)
montha. The probationary period ma7 be extended v:l.th the ap·
proval of the City Manager on a month-to-sonth baa1a for a
period not to exceed six (6) additional t~entha where the City
~nafer finds that extraordinary coadit1ona juatify aucb ex• tens on. ·
SIC. 902 OIJ!CTIVI OP PR916TIQtJARI !111.21
'!be probationary period shall be r•Bardecl •• a part of the
testing ·froceas and shall be utilized for closely observtna the
eaployee s work, for aecuring t~e molt effective adjui~Dt of
a new e-.loyee to his poait:l.on,~and for rajectina any probation·
ary eaployee whoae perfo~nce.doea not meet the acceptable
standards of work.
SIC. 903 · RIPLQYBE PJHORMAJCI .UlOID
A report of performance of each probationary employee shall
be made by the department or division head at the time and in the
manner provided in the City M&naaer'• rules and procedures.
SEC. 904 PJICIIOH Of PROBAUOIP
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During the probationary period an employee may be suspended,
demoted or terminated at any time by the appointina authority
without cause and without right of appeal or to submit a srtevance. j
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CHAPTER 10 ·-D:iSCIPLDARY PIOCIIDDGS
SIC. 1001 DDClPl.IJWtX AQIIQI; RR'W:J'IQI! .
As uaad in this Chapter, "diaciplinary actin" ahall ••
diacharee, demotion, reductiOd. in aalary, reprimAnd, d11cipl1aary
probation or suspension. ·
SEC. 1002 CAJli~J FOB DI§CIPLDWlY ACTION
Causes for discipline~ action asainlt any ~mployee may
include, but shall not be limited to, the followina:
a. Fraud in securing appointment.
b. Inexcusable neglect of duty.
c. Insubordination.
d. Dishonesty.
e. Drunkenness on duty.
f. Intemperance.
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g. Addiction to the uae of narcotics or habit formina dru,a.
h. Unauthorized absence without leave.
1. Conviction of a felony or conviction of a miademeaaor.
involving moral turpitude.
j. Immorality.
k. Discourteous treatment of the public or other employ•••·
1. Improper political activ!ty.
m. · Wtllful disobedience.
u. M!suee of City property.
o.
p.
Violation of any of the proviaione of these Workioa
Rules and Regulations or departmental rule• and
reaulationa.
Otber·failure of 100d behavior either durin& or OUtlf.de
of duty hours which ie of euch a nature that it cauaea
discredit to the City or hia emplo,..at.
q. Refusal to take or eubacrf.be·to cqy oath or. affiraatioa
which is required by law in coaaection with bia ..,la,
ment.
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: I. The City Manager, an~~ department or diviaiora head autboriced
by hill or any l:ouncil•appointed officer may take disciplinary
i 1·; action aaainst an employee under his control for one or more 1 : of the caus~a for discipline specified in d.ta Chapter by
i· hOtifyiq the eq~loyee of the action, pendina the service upon
~ r .hia of a written notice.
! l Diacipltnary action is ·valid only if a written notice ia
[
. .served o·n. the ct.Q)l'lyee and filed with the Peraonn. el Division
not .later than fifteen (lS) calendar days after the date of
auch action. 'ltle notice shall be served upon t.he employee,
either personally or by mail and shall include: .
. [ a. A statement of the nature of the disciplinary action.
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! · c. A statement of the causes therefor.
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d. A statement in ordinary and· concise lanauaae of the •c;t or omissions upon which;the causes are baaed .
• e. A statement advising the employee of his ri,lht to
appeal from such action.
SEC. 1004 RIGHT Of AfP§!Li FQ!H
Any employee shall have the right o~ ~ppeal to the City
Mar1aae~· from any disciplinary action takes:-by his depart:Mnt or
division head under Section 1003. Such appeal must be filed
with the. CitY.· ,Manager within ten (10) working days after receipt ·
of written no'tice: of such disciplinary actf.on; failure to file
an appeal within such period con.titutes a wai~er of rilht of
appeal. The app$81 must be :tn, writing, must be verifiea before
~ notary public. or. made under penalty of ·perjury, and DIWit
atate specifically the facts upon which it is based.
' 'l'lte City Manager shall ca\lsa such ~ppeal to be investigated
and shall conduct a hearing as provided in this Chapter. Reither
the provisions of this Section nor thia Chapter shall apply to
layoffs or reductions in pay which are a part of a aeneral plan
to reduce or adjust salaries an~ wages.
SIC. 1005 !fARING
'!be City Manager shall conduct a beariDfl on ant apJNal filed
in accordance with $action 1~ w1th1n twenty (20) days after
receipt thereof. Written notification of the tirM aDd placs
of the. hearina shall be given to the appellnt. Such heariqs
ahall 'be conducted in accordance with the.provtsiona of SectiOD
11513 of the Government Code of the State of California, except
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that the appellant and other peracma MY be exa.inecl ae pro
vided in Section 19580 of said Gove~nt Code aDd the partie• My aubad.t all proper aDd. c~etent evidence •a•tntft or in ·
aup,port of the causes, but it shall be a pl'eaU~~PtiOD that the
statement of cauaea is true. · ·
SIC. 1006 UE!IlllflATION
Any City employee ahall be pet~tted to rapreaent another
City employee or aroup of City employee• at the hearina of the
appeal. The appellant aay appear in pera~ or be repreeented
by counsel. ..
SIC. 1007 SUIPQIUii COST
The City ~naaer ahall ia,ue aubpoenaa for.witnessea for
the appellant upon his written request and at his coat. Thr
City Manaaer may require auch cost to be prepaid.
SIC. 1008 FAILtlll Ol IRJ.QXU TO APUAI 'i.I.NIJ!9
.··. Failure of the appellant to appear at the heariq aball
be dee•d a withdrawal of bia appeal aad the acticm of the
appointina power shall be final. · ·
SIC. 1009 DIS:lSt211
'!he City Mana&er shall:.::-render a written deciaion within
fifteen (lS) daye after conclu4~na the hearina. The City
-Maneaer•a decision shall be final and conclusive. A copy of
such deciaion ahall be forwarded to the appellaat. If the
disciplinary action taken aaainst _the 811Ployee·1e rev•~••d or
modified by the City Manager, the eaaployee maybeiCOIIIPat\tatad
for the time lost aa determined by the City Mau·aer.
· · SIC. 1010 IQICT OF CJ!DIJ. DI§CIPJ,IlfMY AS(:llVII
a. QJ.•clfU.naH · trebat19.9· Employees placed on diecipl:l.nary pro5a. Ion 1 a I noE accrue vac~iou, aick leave or
earned t:l.me for :~alary review while on auch probation.
b. Ju•e•n•iJin. Employees auapert&ad from the DILmicipal
service i&all forfeit all riahts, privilese• end ealary
while on auch auapenaion ..
c . Di!S!J.~rae. . .lmPloyeea tend.nated as a dilcipl:I.IUiry
measure ahall be paid only accumulated aalary due to
the effective date of terminaticm without ,pa,.nt for
;jiccumulated or unused -vacation. .
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CHAPTER. 11 ... GRIEVAHC! PIOCIDUIIS
, .. SJC. 1101 l\lll281 Ql£WlU
a ... To·pro.te iarproved -.loyer•employee relatiODI by
eatabU,ahina anevance procedure• on •tterl for
• which appeal or hearilll i1 not provided by other
reaulattone. '
b. .To afford e-.loyeee individually or tbroqh qualified
employee oraaniaations a systematic means of obtainias
further ·consideratioae of problema aft•~ every other
reasonable effort has failed to resolve them throuah
discuaaiona.
c. To provide that grievances •hall be aettled ae near ••
possible to the point of origin. ·
d. To provide that grievances shall be heard and settled
as informally as poaatble.
SIC. 1102 !JAilJRS SUJtD((I. I2 .iJlWNfSCI BOCIIUM
Any City employee ehall have the ·rilht to present a ariev•
ance resardina wasea, aalariea, hours ana workiQS conditione
for which appeal 11 not provided or is not prohibited undet" the
provia:torts of Chapter 10. . ·
SEC. 1103 .LMFO.Rffle amv~g PRQ&IJDI·
An employee should first attempt to r~solve a artevance or
c'*"laint throuah discussion vith hie ta.diate auperviaor with•
out undue delay. If after sw:h diacueatcm, the nployee does
not believe the problem has been aat!.efactorily reaolved, he
shall have the right to discuss it with hie euperviaor'a 1~
mediate superior if any. >Jvery effort should l)e made to find
an:.acc:eptable aolution by informal means at the ••t U..diate
level of supervision. If the employee is not in aare..-nt with
the decision reached throUih such diacuta:ton, he •hall then have
the riaht to file a formal arievance in writin, within ten (10)
calendar days after receivins the informal deci•icn of hie
auperior or superiors. An informal arievance shall not be taken
above ·the department or divieton head.· .
SIC. 1104 . ~ iiiiYAI!CI rasmtU .
rormal ar.:ievanc:e procedure after axhaueticm of the infomal
sri•vance procedure shall proceed •• follows:
•• -P .• !!! 'ltle'f!iev••• IMll be W'l"~:SOUIIi lo ~ -.loyee * ciepar\aellt · or
allcliacu•• the artevance with the
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b.
•mployee, his repreaentati"e, if aay, and witb other
appropriate persons. The clepartmeat or div1a1oa head
shall render hie decisicm arn4 coaDenta in wrttf:·;~a aDd
retum them t:o the eD1'loyee v1th:Ln fiftHD (15) caleadar
daya after recelviq the arievance. If the -.loyee
doe•· not aaree with the dec·f..a:Lon reached., or if 110
an1wer baa been 1:eceived wl,thin fifteen (1~) caleadar
day• • he uy preeent the ar:Levaace in wrltiq to the
City Manaaer. failure of the. employee to tw fUl'ther
acticm within teu. (10) calelld.lr days af~r receipt of
the decision, or within a t~ltal of twenty-five (25)
calendar days if no decis:S.oa~ :La rendered, ttill con•
at:ltute withdrawal of tha ar·ievaac•. .•
8ttz;nyer B•vifl· ·Upon recetv:1DJ the arlevaace the
£yii&er orl dee:Lpat1ed rttpresentatl'Ve·, •hall
diiCU88 the &rf.evance With the eaployee. hia reprelenta•
tive, if any, and with. all c1ther appropriate peracma.
The Ci·ty Manaaer may deaignat:e a fact•findiq coaaittee
or an officer not in the nor~•l line of supervision to
advi•e him coacernins the grie~aace. The City ~naaer
shall render a decie:l.on in w-.:·f.tf.aa te the eu:ployee
within twenty.(20) calend«r days after receivtna the
frievance. The decision of the City ~naaer shall be
inal.
SIC. 1105 CQ&t!CT 0[ SDliEVAJ!:I P!QCQYJ&
•· The t:lm& limits specified above may be extended to a
definite date by tilutual agreement of the eqtloyee and
the reviewe~ concerned.
b. The employee may re~uest the aaaistance of another
person .of his own choosina in preparing and presentina
his grievance at any level of review.
c. Employees shall be assured freedom from reprisal for
using the grievance procedures.
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CHAPTER 12 ...... IMPLOYIR AID IMPLOYII IlLATIONS I
AltD &MPLOYIB UPRISIJJTA.TIVIS
SIC. 1201 liGBI :m ... .ml! 01 Mll'All ·
lllployeea of the City of P•lo Alto, except •• .. ,. be
othend.ae provided, shall. have the ript to fom. join Ad
participate in the activitlea of •IIIPloyee or label' o~poiutioas
of their own chooaina aa·.prevtded. :f.n aectlcm• 35·G0-).509 of the
Government Code of the State of Califorala. laployeea of the ·
City of Palo Alto ahall alao have the r:l.pt to refiJae to join
or participate in the activitiea of an)' ... 1o,... or labor or•
faaiaaticml and ahall ha"• the ri&ht to repreeent . theualvee
adlvldually in their nplo~t relat10D& with. the City,
s1c. 1202 •1m m. Dlfllt a:mvMCI•··•. MRIRDAtJo•
All' nployt~ee ahall ala.o have the rilht, •• provided la ·
Sectio::• 1910.1963 of. thj~ Labor Code of tfie State of California
to preeen.t arievaQC!el and r•c-Ddatiou reaal'd:Lq wasei, .
talartel, hour• aad votktq coadtttoaa to thi City Manapr and
to diacuaa the ..-with the City Mauaer throuah ... loyee or
labor orpniaattcma but aball not have the riaht to etrtke or
to recoptze a picket line of a labor Orpbi .. tlft wh:tle in the
cour1e of the perforunce of their official dutie• ~ .
. SIC. 1203 · llllliCAIIOB ·Ol l:rATUS or 01Q61Wtl0l!
' ' lach -.loyee or labor oraaftization deairiaa to repr•••nt
ita 11811ber• in their relaticma with the City eball file with
the City Manaae.r' s office an application for certification,
couttinina the followtna.aftd auch other pert1Dent info~tion
•• may be prescribed~
a. Name and address of the oraanis•tton.
b.. Ramee of the oraantzatiOil1
• princf.p•l officers and
representatives who are authoriaecl·to •P•ak onbeh4lf
of the oraanization~s ~era~
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c. Namea of· City .~loyeel, ltated by departMDt or d1via1cm,
.who • are •••~~• of aad beiq represnted by the oraanisa-tiOD. . .
Such application lhall be executed under poa.alty of perjury
by a duly authorized officer of· thAI orpaizatf.oa.. UJOD verl!:l
c:at1on of the. f.nformat1.on cent&1Qed ill ·IUCb app11catlou the
Clty Mauaer ehall certify the . oraantaat:lon •• rapraserat1q the
e~~ployeee listed.. , . . . · ·
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SIC. 1204 ·~
· 'lbe Citr Mlnac•.r Of hi• c:kaly deaip.atcu! ~r••ntat:f.ve •ball
... t and confer upon nqueat with both iatttvtdt.aal -.loyeee md ·
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with duly certS.ficad 1!'epr•••atativea.of ... ~•1•• or labor OJ:'&&Diaa•
tlODt for the purpoie·ef··eOQideriaa aacS ·Cilacaa~ •• fully :&I·
h• deeu reatonlble 1uob pr•••ntatt•••· •• an ••· If clt••d raeceeeary, .tb• City 111~1' 'Ifill eetab1iah Nl.ee qd pno.-ea ..
for ·the cOad.uc:t :et .Metiq• wt.th u ... lo,.• or 1abft or~utton
aad the City, Wt1ttll\ ut•tial 01: .doc .. e• to be.· di•eaaed.. at.
auch ••ttna• 1hall be au,pU.ect te the City ...-.. r .,. (1) week ·
prior to al\1 •c·hedu1ed ••tina. · · ·
SEC. 120.5 IUJAI.DI-· J'RVIIDJI-UI
Any r•c-Dcttttcm "f•~LDI lalarf.aa and .apa,. hour a of
work. or other beMf:ltl 1U 1 1M aUltad.tted ia vr1t1D& utd ealy
between March 1 and April 15 · of my fiacal J••r, iu o2:cler tb&t
euch requeata may be c011aider•4 at tlut tiM the buqet :La b•lct
pr•p•red. ·
SIC. 1206 iCQIII Ql <l&i611Mllll :W IPilJ&AXIOIS I
Bnployee or labor <trp1ilaat1ona whteh hav• •• their pr:t..a~
·purpose the repr•••atatton.'IJf.thel:-Mllbera tn th•i:t relatlou
tt.ith the City ahall ccmduct' tM recrultiq. of ..-ewa., c-sal•
C2tL with 1DIIIIbers, collect cS•• aracl hold all ••tilll•. at tf.Ma
ot!Mr than clurina world.q or dutr beura and at lecaticma odutr .
theft on City workiD& '~'*-'•••· s.pl.,•• or labor.otaaaiaatioaa may poet oraaniaat1onal -.cerial or bulletin• in a apace deata
nated by the Peraonnel Diviaioa. . Tha City ~naaer reaervea t&•
rlaht to diaapprev• the poatina of aoy .. terial.
SIC •. 1207 ' I\JLIS, NO AIUMmJ! OJ\IISUID
•'
By the adoption of the provi•ioc• of thit Chapter the City ·
ahall not be deemed to abraaate ita riaht to ••tabl1th policy
and procedure ancl make wba~ever c:hqpl 1 t o.oaa:tder• ue•••ary ·
for the sood of the City, .either .witft or witbout prior utlfica• .
tion to employeea, their .or.aani&atioo or their repraaantative•.
SIC. 1.208
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deai.p,aated •• the .rep:reaeat•tive. of tbe CltJ 1fbe shAll . ••t and. confer with rep1:8Mftt&ttwa · o·f ~lo,.e ·.
orpn:b:atina upOD requa1t al\CI ,._. &hall· couta.r ••
fully ai be d•--· reaMDabie auch-·~••t•tt.~-. •• •~'•
•• by ._loyee o~:~•atioaa oa ~lf of thiS.r
. _.era prior to •rttviM •t ~-· 61tft•liduat1oo of
pollcf er courae ef· ac·.t t• · authOI'~--b7 the Charter,
Murd.ctpal c.-or th•ae lktlee arad· a.p1:at18D8.
SIC. 7L209
ln preaeatiqa and 41ecu.aina ar1evaaae1 or rec .... adationa
UD.der .Sect£•• 1960...196J .of the •L&J:ieJ: Code OZ' ia p;retectaticm.• _.. wdor leotietla 3500 to S509 of ·the· O.Ver-at ·-Code ·all
eaployeea &Del repreltfttative• of . ..,loyn ocpatlatlou ahall
f'irat . follow tbe &riiVqc;' · PNC•clure Ht ferth lD Chapter 11.
SIC. 1210
'ltae City Mlnaa•.r ta :tuthot::taed to a~t naeonal'tle rule•
and reaulatiOne for the aCiaf.U.•trat:Loa of •-leyer•nployea
relatione •" fer the blpl ... ntatioa or clal'lfleat:l.on of the·
provt.liot\1 of th:l.l Chapter. All IU.Ch rul•• ••. nrlat:I.ODI
shall be ccalatent with the Charter of the City e ··Palo Alto.
and with the C:Lty 1 a ~r1t System •• e1tabliahed in these Rules.
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. CJL\PTII 13 ... MISCILUIIOUI
SIC~ 1301. UlOID :!IJIAIII Sl IP111
All. acttou tlivolvs.a& ..,lo:JMDt ad o;::· t.a au.tua of. .
-.lo,.-.t shall be. r otied 'bJ tlaa· lfMlu · autbertt;J to the
Peracmael Df.v:taf.cm Oft T.-. pnac~iHil fo' t .. ·t ,_,.... · Cepie•
of euch reposrta eb&11.1M furid.1_. to the -.le,-e lDVelV.cJ •
sc. 1302 .... _
key -.1G)'I4! ,f· tbe Clt=f P•tO Alto ftlf.ea wtt for
d ..... aria · · f.r. ooc-....--t .oal iUju. . ahall •ti!)' tho
Coatro11et: orlu .._t·. of · ,pt coHictecl fi.'OII auch autt•
in .ol'der th.tt all ••a••• patd :bf the C~ty •1 be recovered.
SIC. 1303 . · J16.DUDI ...
lo offf.cet: Ol' ... lo,ee of .the. C,ty. ah&·ll to licit . or accept
aDy sratuity-.fol' aervtoet l'eaMrecl.
SIC. 1304 tm'la BMIIIIZ
Ali reaullt aacl parto•tiiM ..,1_,.., vi~ to _,... iD
outtlde ... loY~RDt ·shall obtain •""•1 t• ..... 11\ outatde
~lo,..at each year ~~--their ~~~~ ~· Ia the ~r •*~ at the ttMt ••t liiJ t:he CitJ . .._. l• adld1\i•ts-at:lv• rulea
aDd proo•duree. ·such· .,~:nal •:r k '":" cleaia4 if ia the opiain
of the depa~tlllat heacl aucb outelCS. .. l.,.Dt ·:f.a lao-a tilde
with the p~er dlaobara• of hia efflot.al clut1••·01' would tend ·
to t~~peir · bia lad.,eadeic• of J'"'-""t or •tHD. ·1D the perfona
a·oce of hi' official clutl••· All ••h .appevalt .Jha11 be a\lbject
to review by · the Cl ty Hauter. ·
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SIC. 1305 UJll9JK AH§AICI
· Qualtft•d ful.l"' tiM poU.ce·, fir• • aiul ehelter and Foothill
Park pereODI'lel r•~~~·• to war cS~:••• uDlfon~tn the perforwaace
of their cluti.ee ali•ll recetv• a urd.lon alleNnca aa provictecl in
the Collpenaation Plan. · . · . .
Such allowaecea a~:o t•: 1Ht u1ed to u•\li~'•· aDd •tntain the.
spectflc dep.arm.atal uatfena in a uat aftd pnpet •l\ftflr.
the City Mana .. r e-..11 ••tablith adld.atetratlve rules aDCI
procedure• for the adahd,a.tratin of the urd.fom allowaace
proar•.
SIC. 1306 .. 5ItWL •=vm
the i'OU.ttc•l uttvitJ .ef CitJ •loJ••• ahall cOIIflJ w1th
pertinent provlltoae of atace 1•. .
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SIC. 1307 SllliSD.OliiDIIU
·~o taplct,ee, :whethel'. paid Ol:' .q;•td, aball _,... iD aa.y
buaiufl ~~raaaot£• or. aball ·have a ft.UDC:f.al lt\tenet1 . cltrect
or iMt.oct,. which ta· *••tible with the PJ."OINI' diMUI'Ie
of hi• official 4\at:f.es l.o:·-.. public tatereat or would tad to l;,. air btl f.~eadn.ce of judP"Ut or acticm ift the perfonaace
o hl• official dutlea. · · ·.·
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