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Home My WebLink AboutRESO 4497• • RESOLUTION NO. 4497 ORIGINAL RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING SECTIONS 105, 304, 406, 505, 519, 605, 606, 702, 1205 AND 1206 AND ADDING SECTION 811 TO THE MERIT SYSTEM RULES AND REGULATIONS TO OPEN EMPLOYMENT TO EITHER SEX, REQUIRE RETIREMENT AT AGE 67, PERMIT USE OF SICK LEAVE OR LONG TERM DISABILITY BENEFITS AFTER 60 DAYS, PROVIDE FOR MATERNITY LEAVE, AND ELIMINATE OBSOLETE PROVISIONS The council of the City of Palo Alto does RESOLVE as fol- lows: SECTION 1. Resolution No. 4372, adopted August 17, 1970, effective August 24, 1970, adopting Merit System Rules and Regulations is hereby amended by amending or adding the sections set forth in EXHIBIT A, consisting of three pages, attached hereto and by reference made a part hereof. SECTION 2. The changes provided for in this resolution shall not affect any right established or accrued or any offense or act committeed, or any penalty or forfeiture incurred, or any prose- cution, Juit, or proceeding pending or any judgment rendered prior to the effective date of this resolution. INTRODUCED AND PASSED: August 23, 1971 AYES: Beahrs, Berwald, Clark, Comstock, Dias, Henderson. Norton, Rosenbaum NOES: None ABSENT: Pearson APPROVED AS TO FORM: l~~,--- Attorney z~ ... -lt .... :-...... Mjit,....D~f'""': g-:--r_c __ ~_ 6-r. 7 ~ 13VED: LWC~ Mayor APPROVED: ~t~ontroiier Cf :·_.Jc J-: · , ( '.-~-/ ... ' / .. -' ~-; ' ,(,, . ' ' '1 , i /, ... ' • • 105• Personnel poliCf • It is hereby the declared personnel policy of the city of Palo Alto that: (a) Employment and promotion by the City of Palo Alto shall be based on merit and fitness, free of personal and political con- siderations, and in no way shall be affected or influenced by race, religious creed, color, national origin, ancestry, or sex unless sex is a bona fide occupational qualification. (b) The California Fair Employment Practices Act shall gQvern all city employment and employment practices. (c) Tenure of employees covered by these rules shall be sub- ject to good behavior, satisfactory work performance, nec- essity for the performance of work and the_availablity of funds. 304. Selection process. The selection process may consist of such recognized techniques as achievement tests, aptitude tests, evaluation of ability, personality and background through personal interviews, performance tests, evaluation of work performance, work samples, physical agility tests, review and investigation of personal background and references, medical examinations, or any combination thereof, and in no way shall be affected or. influenced by race, religious creed, color, national origin, ancestry, or sex unless sex is a bona fide occupational qualification. In the event written examinations are given, a candidate shall have the right to inspect his own examination paper. Written examinations are only qualifying in nature unless other- wise specified. Selection techniques will be impartial and shall relate to those areas which, in the opinion of the appointing authority, will adequately and fairly indicate the relative ability and quality of candidates under consideration to execute the duties and responsibilities of the position to which they seek to be appointed. · At completion of the selection process, the appointing authority shall make appointments from those candidates who are most qualified for the position under consideration and notify the personnel division immediately of the appointment. The appointment shall become effective when the selected applicant has signed all official papers required by the city, and those papers bear the appropriate signatures confirming the appointment. 406. Retirement; miscellaneous em are classi ie as Misce aneous M Public Employees' Retirement System following retirement policy: ees. All employees who ers by the California shall be governed by the (a) Employees attaini&&~ the age of sixty-five years shall retire from the municipal service. (b) The city manager, when he deems it to be in the best interest of the municipal service, may retain a miscellaneous employee who has attained the age of si~ty-fivei however, such employee may not be retained after attaining age sixty-seven. (c) Officers appointed by the city council may, by specific authorization of that body, be permitted to serve beyond age sixty-five, but under no circumstances beyond age sixty-seven. EXHIBIT A Page 1 • • SOS. Standard work periods. The standard work day for regular employees shall be eight hours and the standard work week shall be forty hours to be worked within five consecutive days, except that for employees assigned to duty in the fire service on a shift basis the standard on-duty shift shall be twenty-four consecutive hours. The standard duty week for such fire service ~hift personnel shall be fifty-six on-duty shif ~ hours when averaged over a one year period. The work day for special, part- time, and casual employees shall be such as is established and directed by the appointing authority. 519. Paid holidays. {a) Regular holidays for pay pureoses. The fellowing holidays are recognized as municipal holidays for -pay_ purposes, and regular, part-time, and special employees shall have these days off with pay, except as otherwise provided in these rules: January l Third Monday in February Last Monday in May July 4th First Monday in September September 9 Second Monday in October Fourth Monday in October Thanksgiving Day Day after Thanksgiving Day December 25th In the event that any of the aforementioned days falls on a Sunday, the following Monday shall be considered a holiday for pay purposes. In the event that any of the aforementioned days falls on a Saturday, the preceding Friday shall be considered a holiday for pay purposes. 605. Use. Sick leave may be used as needed and approved, to the pointC>f depletion, at which time the employee will no longer receive pay for sick leave. A new employee may, if necessary, use up to forty-eight hours or shift equivalent of sick leave at any time during the first six months of employment. Any negative balances generated by such utilization will be charged against future accrual or deducted from final paycheck in the event of termination. An employee who has been disabled for 60 consecutive days and who is otherwise eligible both for payment under the long- term disability group insurance coverage and accrued sick leave benefits may, at his option, choose either to receive the long- term disability benefits or to utilize the remainder of his accrued sick leave prior to applying for long-term disability benefits. Sick leave will not be granted for illness occurring during any leci_ve of absence other than sick leave, unless the employee can demonstrate that it was necessary for him to come under the care of a doctor while on such other leave of absence. When an employee finds it necessary to be absent for any reason, he should cause the facts to be reported to the department within one hour after his regular starting time on the first working day of absence, and shall regularly report on, or account in advance for each work day thereafter unless hospitalized or otherwise iridisposed. Sick leave shall not be granted unless such report or ~dvance accounting has been made, provided, however, that the department head may grant exception to this policy where the circumstances warrant. EXHIBIT A Page Two • , • • 606. Depletion of $ick leave benefits. Upon depletion of sick leave or the beginning of the perioa to be covered by payments under the long-term disability group insurance coverage, which- ever comes first, an employee may be granted a medical leave of absence without pay for a period not exceeding sixty days. If the employee is unable to return to work at the end of this period, he must request further medical leave which will be subject to the approval of the city manager. If further leave is granted, the e.mployee must notify the city of his intent to return to work every thirty days. If further leave is not granted, the employee's service with the city shall be considered terminated. 702. Vacation accrual. Vacation will be accrued when an employee TS"Tn pay status and will be credited on a bi-weekly basis. Such accrual and credit may hot exceed twice the annual rate of accrual. Each eligible employee shall accrue vacation at the following rate for continuous service performed in pay status: (a) Less than four years. For employees completing less than four years continuous service: two calendar weeks vacation leave per year. (b) Four, but less than fourteen years. For employees com- pleting four, but not more than fourteen years continuous service: three calendar weeks vacation leave per year. (c) Fourteen or more years. For employees completing fourteen or more years continuous service: four calendar weeks vacation leave per year. All eligible fire suppression shift employees shall ac- crue vacation at the following rate for continuous service per- formed in pay status: (a) Less than four years. For employees completing less than four years continuous service: five duty shifts per year for vacation leave. (b) Four but less than fourteen years. For employees com- pleting four but not more than fourteen years continuous service: seven and one-half duty shifts per year for vacation leave. (c) Fourteen or more Y4!&rs. For employees completing fourteen or more years continuous service: ten duty shifts per year for vacation leave. 811. Maternitf leave of absence. Employees in good standing who leave the city because of pregnancy may notify the Personnel Division of their desire to return to work at the completion of the absence necessitated by the pregnancy. such employees will ~e placed in the same or equivalent classification at the completion of the maternity leave as soon as such a position becomes avilable and upon the presentation of a work release from the attending phsycian. Maternity leaves are without pay and may not exceed six months post natal or one year from the beginning of the leave. Sections l205(b) and l206(h) are amended to delete the words "effective September 1, 1970". EXHIBIT A Page Three