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Home My WebLink About1979 062 CC RESO1979 062 CC RESO(Ììñö#RESOLUTION NO. 79-62 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BALDWIN PARK ADOPTING PERSONNEL RULES PURSUANT TO SECTION 2202 OF THE BALDWIN PARK MUNICIPAL CODE THE CITY COUNCIL OF THE CITY OF BALDWIN PARK DOES RESOLVE AS FOLLOWS: SECTION 1. That attached hereto, incorporated herein by this reference, marked Exhibit A", are those certain Personnel Rules prepared by the City Manager, pursuant to applicable provisions of the Baldwin Park Municipal Code which said Rules are hereby adopted and approved as such by the City Council, subject to the following: a) Section 11.4 Regular Sick Leave and Section 11.5 Catastrophic Sick Leave. These Sections shall be in effect commencing January 1, 1980; that the provisions of Section 11.2 Sick Leave of the Personnel Rules in effect as of June 30, 1979 shall remain in full force and effect unfit December 31, 1979. b) That the procedural provisions of the new Personnel Rules shall apply, to the extent possible to all non-final administrative disciplinary actions taken pursuant to the former Personnel Rules, and which are not affected by litigation and/or are not being litigated. SECTION 2. That the City Clerk shall certify the adoption of this Resolution and forward certified copies hereof to the City Manager, each department head of the City, Secretary of the Personnel Commission, and to authorized representatives of each recognized employee organization designated as such by the City Council. APPROVED AND ADOPTED this 2nd da^of/July, 1979. MAYOR ATTEST: STATE OF CALIFORNIA COUNTY OF LOS ANGELES) SS: CITY OF BALDWIN PARK I, THELMA L. BALKUS, City Clerk of the City of Baldwin Park. do hereby certify that the foregoing resolution was duly and regularly approved and adopted by the City Council of the City of Baldwin Park at an adjourned regular meeting of the City Council on the 2nd day of July, 1979, by the following vote: AYES: COUNCILMEN AGUILAR, KING, IZELL, McNEILL AND MAYOR WHITE______ NOES: COUNCILMEN_______________________________________ ABSENT: COUNCILMEN L^^J^ THELMA L. BALKUS. CITY CLERK BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#CITY OF BALDWIN PARK PERSONNEL RULES TABLE OF CONTENTS SECTION 1. 1.1 1 2 1.3 SECTION 2. 2.1 2.2 2.3 2.4 2.5 2.6 2.7 INTRODUCTION AND PURPOSE Intent Definition of Terms Admini strative Regulat ions GENERAL PROVISIONS Equal Empioyment Opportunity Personnel Di rector Employment of Relatives Outside Empt oyment Use of City Vehicles and Property Reimbursement for Damage to Personal Property Political Activities SECTION 3. 3.1 3.2 3.3 3.4 CLASSIFICATION Preparation of Estabii shment, New Positions Redassif ication Plan Amendment and Revisions of Plan SECTION 4. 4.1 4.2 4.3 SECTION 5. 5.1 5.2 5.3 SECTION 6. 6.1 6.2 6.3 6.4 6.5 METHOD OF FILLING VACANCIES Appointment Procedure Temporary Empt oyees Work Out of Classification RECRUITMENT AND SELECTION Announcement Appiication Forms Disqualification EXAMINATIONS Nature and Types of Examinations Failure of Examination Review of Examination Papers Appeal of Examination Results Pre-emptoyment Medical and/or Mental Exami nati on BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#TABLE OF CONTENTS CONTINUED) SECTION 7. EMPLOYMENT LISTS 7.1 Establishment of Lists 7.2 Duration of Lists 7.3 Layoff and Reemployment Lists 7.4 Removal of Names from Lists SECTION 8. BASIC PROBATIONARY PERIOD 8.1 Probationary Period 8.2 Extension of Probationary Period 8.3 Objectives of Probationary Period 8.4 Rejection of Probationery SECTION 9. COMPENSATION 9.1 Preparation of Plan 9.2 Promotions 9.3 Salary Step Range 9.4 Education Reimbursement Program 9.5 Pay Periods 9.6 Overtime/Compensatory Time, Special Compensation SECTION 10. PERFORMANCE AND EVALUATION 10.1 Performance Appraisal Reviews 10.2 Use of Report 10.3 Merit Increases SECTION 11. ATTENDANCE AND LEAVES 11.1 Working Hours 11.2 Attendance 11.3 Vacation Leave 11.4 Regular Sick Leave 11.5 Catastrophic Sick Leave 11.6 Line of Duty Injury Leave 11.7 Military Leave 11.8 Jury Leave 11.9 Leave of Absence Without Pay 11.10 Holidays SECTION 12. TRANSFERS 12,1 Transfer BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#TABLE OF CONTENTS CONTINUED) SECTION 13. 13.1 13.2 13.3 SECTION 14. 14.1 14.2 14.3 14.4 14.5 14.6 14.7 SECTION 15. 15.1 15.2 SECTION 16. 16.1 SECTION 17. SEPARATION FROM SERVICE Reduction in Force Resignation Return of Equipment and Materials DISCIPLINARY PROCEDURES Causes for Disciplinary Action Types of Disciplinary Action Procedure for Disciplinary Action Appeals Action of the Hearing Officer Section 1094.6, Code of Civil Procedure Designation of Hearing Officer GRIEVANCES Purpose Procedure EMPLOYEE HEALTH Special Physical Examination NOTICES BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#1. INTRODUCTION AND PURPOSE 1.1 Intent These Rules, adopted pursuant to Section 2202 of the Baldwin Park Municipal Code, are intended to facilitate efficient and economical service to the public and provide for the fair and equitable administration of the personnel system. In the event of a conflict between these Rules and an approved Memorandum of Understanding, the Memorandum of Understanding shall take precedence. 1.2 Definition of Terms The following terms, whenever used in these Ru1es» shall be defined as follows, unless the context dearly indicates otherwise: a- Appoi nting Authority: Those persons having the power of appointment as designated by the City Manager. b- Class: AH positions, sufficiently similar in duties and responsibilities, to permi t grouping in a class with common standards for selection, transfer, promotion and s a 1 a ry. c. Classified Service: Those positions of employment described in Section 2201(b) of the Baldwin Park Municipal Code. d- Code: The Baldwin Park Municipal Code e• Eligible: A person whose name is on an employment list. Employee: Any classified service employee of the City. g-. Employment Li st: A list of names of persons who have passed an examination for a particular position. h. Employment Date: The employment date for each employee shall be on the date on which such employee was first appointed to a full-time position in the City. i. Permanent Employee: A classified employee who has success fully completed the applicable probationary period. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#j. Probationary Period: A working test period during which an employee is required to demonstrate, by actual performance, fitness for permanent appointment to the position. Promotion: The advancement of any employee from one class to another class having a higher maximum rate of pay. 1. Promotional Examination: An examination for a particular position, wherein any full-time classified per- manent employee shall be eligible to compete, provided that he meets the requi rements of that position. m- Suspension: The temporary suspension from the duties of an employee, without pay, for disciplinary purposes. n. Temporary Employees: Those employees, appointed by the City Manager, without reference to employment lists, to best meet the needs of the City. Transfer: The movement of an employee from one position to another position in the same class, or comparable class, at the same salary level, or the movement of an employee from one department to another department in the same class, or comparable class. 1.3 Admi m'strative Regulations The City Manager is hereby authorized and empowered to issue, periodically, admini strative regulations implement" ing the provisions of these Rules. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#2. GENERAL PROVISIONS 2.1 Equal Employment Opportunity The City shall not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, ancestry, physical handicap, medical condition or marital status. The City shall take affi rmative action to insure compliance with this guide line and to insure that employees are treated during empioyment, without regard to their race, color, religion, sex» national origin, ancestry, physical handicap, medical condition or mari tal status. 2.2 Personnel Director a. The position of Personnel Director is hereby established. The City Manager shall designate a qualified officer or employee of the City to act as Personnel Director. Any such appointment by the City Manager shall be made without the payment of any additional compensation therefor, unless such additional compensation is formally approved by the City Council. b. The Personnel Director, under the direction of the City Manager, shall be responsible for administering all matters relating to employer-employee relations including, but not limited to, these Rules. 2.3 Employment of Relatives The City Manager shall take such steps as may be necessary including, but not limited to, transfer of personnel to insure that no relatives are placed in a supervisory- subordinate relationship. 2.4 Outside Employment No employee shall be employed by, own, or manage a business, or perform other tasks for personal profit without first obtaining approval of the City Manager. The City Manager shall deny permission for such outside employment which: a. requests or requires employment with the Ci ty of Baldwin Park as a prerequisite; or b. nature of work poses a conflict of interest; or c. renders such empioyee less able, actually or potentially, to perform his duties for the City effectively and efficiently. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#Injuries incurred as a result of outside work will not be charged to the City. The failure of any employee to obtain the approval required hereunder from the City Manager shall be cause for disciplinary action. Requests for approval of outside employment shall be submitted in a form prescribed by the Personnel Director and such requests shall be required to be renewed on an annual basis. 2.5 Use of City Vehicles and Property City property, including, but not limited to, vehicles, is to be used for City purposes only. Under no circumstances shall an employee use any City property for his own private use or benefit. 2.6 Reimbursement for Damage to Personal Property Any employee who suffers damage, without negligence on his part, to his personal property, while in the perfor- mance of his duties shall be reimbursed for said damage upon a determination by the City Manager that such damage occurred in the course of his employ, and that the amount claimed is reasonable. Upon approval of such item by the City Manager, a warrant in that amount, payable to the employee suffering the damage, shall be submitted to the City Council for approval at its next most convenient regular Council meeting. 2.7 Political Activities No person, other than elective officers, while in the employ of the City, in any capacity, shall engage in any political activity during such time as such person is on duty. No City employee shall engage in any political activity, at any time, while wearing a City uniform, or other distinctive part thereof. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö #3. CLASSIFICATION 3.1 Preparation of Plan The City Manager shall ascertain and record the duties and responsibilities of all positions in the classified service. Thereafter, he shall submit to the City Council for its approval, a Classification Plan including all such posit ions. The Classification Plan shall place all posilions in the classified service within c1asses except for those posilions he finds not reasonably susceptible to such classifications. The Classification Plan shall be so developed and maintained to insure that all positions which are substan- tially similar with respect to duties, responsibilities, authority and character of work, are included within the same class, and the same schedules of compensation shall apply to all positions in the same class. 3.2 Establishment, Amendment and Revisions of Plan The City Council shall approve such plans, as submitted, or as modified, by Resolution. 3.3 New Positions The City Council may create new positions in City empioyment. Any such new full-time position shall be deemed to be in the Classified Service, unless the City Council otherwise di reels. 3.4 Reclassification Existing positions, where the duties have changed materially so as to necessitate reclassification, shall be reclassified by the City Manager to a more appropriate class. Reclassification shall not be used for the purpose of avoid- ing restrictions concerning demotions or promotions. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö #4. METHOD OF FILLING VACANCIES 4.1 Appointment Procedure When a posit ion is to be filled, the appointing authority as to such position shall notify the Personnel Director, in writing thereof, and request the vacancy be filled. This request shall be on the prescribed form pro- vided by the Personnel Director and include all pertinent information. The Personnel Director shall advise the appoint ing authority as to the availability of existing employment lists, the need for testing, or the need for general recruit- ment. When in existence, emptoyment lists shall be used for appointments to vacant posttions. Such appointments shall be made from the following order: a. Layoff retention lists. b. Reemployment lists. c. Promotional 1i sts. d. Open compelitive lists. At1 appointments to vacant positions in the City's classified service shall be made by the appointing authority in accordance with these Rules, and no such appointment shall be effective until approved by the City Manager. 4.2 Temporary Employees The City Manager may authorize the empioyment of temporary empioyees, without reference to empt oyment 1ists as best meets the needs of the City. 4.3 Work Out of Classification From time to time, the needs of the City may require an employee to temporarily be appointed to an acting position to perform the duties of a vacant position. The City Manager shall have the authority to designate such assignments. An employee assigned to an acting position, shall be compensated at an appropriate salary rate commen- surate to the position being fitted. The proper personnel transaction form shall be prepared, and submitted to the Personnel Director, advising of such acting assignment. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#5. RECRUITMENT AND SELECTION 5.1 Announcement The Personnel Director shall use suitable and effective methods of distributing information relative to job openings to assure that interested persons are informed and qualified persons are attracted to apply. The Announcement shall contain alt information of importance in the considera- tion of potential applicants. All Announcement literature shall contain the phrase Equal Opportunity/Affirmative Action Employer". 5.2 Application Forms Applications shall be made on forms provided by the Personnel Director. Applications shall require informa- tion covering training, experience and other pertinent in- formation. Each application must be signed by the person submitting the application. 5.3 Disqualification The Personnel Director may reject any application which indicates that the applicant does not possess the minimum qualifi cat ions required for the position. An application shall be rejected if the applicant has knowingly made any false statements of any material fact or has know- ingly practiced any deception or fraud relating to material contained in the application. Whenever an applicant is rejected, the reasons for such rejection shall be given to the applicant in writing. All apptications shall remain on tile for thi rty 30) days following the establishment of an eligibility list and all applications of the eiigibles shall be kept on file for the life of the list. Appli cat ions shall not be returned to applicants for any reason. Applicants may protest disqualification to the City Manager, in writing, stating the reasons therefor. No such protest shall be considered by the City Manager unless filed with him within ten 10) days after the Personnel Director gives notice of such disqualification to the appli- cant. Upon receipt of a timely filed protest, the City Manager shall review the action taken, and shall reverse or approve such as is required by the provisions of these Rules. His determination shall be final and conclusive. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö 1979 062 CC RESO(Ììñö #A11 examination papers shall be kept on file for a period of thirty 30) days after approval of an eligible list. Other than as stated below, examination papers which include such other material as reference or oral rating sheets shall be confidential and shall not be open to inspec- tion or duplication except by the applicant, or their authorized legal representative, the City Manager, and other public officers so authorized by the City Manager. a. After the scoring and tabulation process has been compieted, applicants may review thei r answers against the examination key to assure that papers have been correctly scored according to the examination key. b. Protests to the accuracy of scoring shall be submitted to the Personnel Director, and he shall take such corrective measures as are appropriate. c. Protests to the general substance of the items, or the relative order of items in the examination key, shall not be a11 owed. d. Notwithstanding the above paragraph, standard- ized or copyrighted tests, or tests scored by an absolute standard, shall not be subject to any inspection which would reveal the examination key. Subject to this 1 imitation, answer sheets of form, standardized or copyrighted tests may be reviewed for correct scoring as against the examination key and accuracy of mathematical computations employed. 6.4 Appeal of Ex ami nation Results Whenever an applicant has taken an examination and is rejected, notice of such rejection shall be given in writing by the Personnel Director. The applicant may protest such rejection to the City Manager, in writing, stating the reasons for protest. No such protest shall be considered by the City Manager unless such written protest is filed with him, within ten 10) days, after the giving of notice thereof. Upon recei pt of a timely filed protest, the City Manager shall review the basis of the action taken to determine if such rejection is appropriate. 6.5 Pre-employment Medical and/or Mental Examination A pre-employment medical and/or mental examination, at the City's expense, may be required to determine whether or not the applicant is physically and/or mentally fit to perform the specific task for which application has been made. The results of such pre-employment examinations shall be made a part of the permanent personnel record of the employee. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#7. EMPLOYMENT LISTS 7.1 Establishment of Lists As soon as possible after the completion of any ex ami nation, the Personnel Director shall prepare and keep available an employment eligibility list consisting of the names of applicants who qualified in the examination. 7.2 Duration of Lists Employment lists, open competitive and promotional, shall remain in effect for a period of six 6) months, unless exhausted prior to that time. Any such list may be extended prior to its expiration date by the Personnel Director. In no event shall an employment list remain in effect for more than two 2) years. 7.3 Layoff and Reemployment Lists a. Layoff Retention Lists Employees who have been laid off shall be placed on a layoff retention list for the class for a period of one year. An employee reemptoyed from a layoff retention list shall b.e reinstated and entitled to a11 rights and benefits of prior employment, with appropriate adjustments for the time that was not actually worked. Employees who claim payment for accumulated compensable benefits and are subsequently recalled, will begin reaccumulating the claimed benefit(s) on the date that they report back to work. Benefits paid for by the City including, but not limited to, retirement benefits, cease at the time of, and will not be paid during a layoff period. b. Reempioyment Li sts Former employees who have separated from service voluntarily may be reemployed in the same class which they left without further examination within one year of their separation date, provided that they passed probation, their employment record was satisfactory and a vacancy exists. Former employees who have separated from service voluntarily and are re hi red lose all previous rights and benefits to which they would normally be entitled by virtue of their total seniority, and must start to accrue such benefits as a new employee and may be subject to a new probationary period. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#7.4 Removal of Names from Lists The name of any person appearing on an open competitive, layoff retention, reemptoyment or promotional list, shall be removed by the Personnel Director if the eligibile person requests in writing, that his name be removed, or fails to respond, within seven 7) calendar days, to a written notice regarding availability for appointment, or if two 2) offers of full-time employment to the class for which the list was established have been declined by the eligible. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#8. PROBATIONARY PERIOD 8.1 Probationary Period A11 appointments shall be tentative and subject to a probationary period as follows: a. Safety Empioyees The probationary period shall be eighteen 18) months. b. Miscellaneous Employees The probationary period shat1 be twelve 12) months. 8.2 Extension of Probationary Period Where an appointing authority dtermines that the performance of an employee warrants an extension of the probationary period, he may extend the period, with the approval of the City Manager, for a period not to exceed six 6) months. The appointing authority shall advise the City Manager of the reasons for such contemplated extension of the probationary period, prior to the conclusion of the basic probationary period. The decision of the City Manager shall be final and conclusive. 8.3 Objectives of Probationary Period The probationary period shat1 be regarded as a part of the testing process and shall be utilized for closely observing the employee's work and for securing the most effec- tive adjustment of a new employee to the position. The employee's supervisor shall evaluate a11 probationary employees prior to the completion of the probationary period. The evalua tion will be completed on forms provided by the Personnel Director and indicate if the individual has been trained, counseled and given every reasonable opportunity to show the ability to perform the duties of the position; if the employee should be given regular status; if the probationary period should be extended; or that the employee should be terminated. The form wilt be discussed with and signed by the employee, the supervisor, and the appointing authority and forwarded to the Personnel Director for inclusion in the employee's personnel file. 8.4 Rejection of Probationer At any time during a probationary period, an employee may be terminated by his appointing authority with consent of the City Manager. A written report of the reasons for said action shall be furnished to the City Manager and BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#the employee. Each probationary employee shall be informed of and required to acknowledge this possibility at the time of his appointment. Upon receipt of such report, the City Manager shall conduct such investigation and administrative hearing to determine whether such probationary employee should be termin- ated or retained. If an employee serving a probationary period for a closed promotional appointment is terminated, he shall be reinstated to the position held prior to the promotion. The decision of the City Manager with respect to such matter shall be final and conclusive. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#9. COMPENSATION 9.1 Preparation of Plan and adopt, necessary, 9.2 shall, from time to time, approve Basic Salary Plan and, when revi sions thereto. The Ci ty Counci1 by Resolution, a amendments or Promotions Where an empioyee is advance to the appropriate step provides for an increase of not received prior to promotion. promoted, his pay shall in such higher range which less than 2.5% of the rate At the time of promotion, the employee shall serve a probationary period pursuant to Section 8 hereof. 9.3 Salary Step Range With approval of the City may be placed on any step within the to the classification at the time of position. Manager, an employee salary range applicable his appointment to that 9.4 Education Reimbursement Program Permanent employees, who have been such for a minimum period of one 1) year, shall be eligible to receive educational assistance, by way of reimbursement, for the purpose of further!ng his/her formal education in a field relative to such employee's work for the City. Reimbursement shall b.e made for tuition, regis- tration fees, laboratory fees and books, provided that the employee's program of education has been first approved, in writing, by the City Manager. Costs other than stated above are not reimbursable. All approved courses must be satisfactorily completed to be eligi b1e for reimbursement. Satisfactory completion of course" shall mean a grade of C" or better if the course is graded, or a satisfactory completion, if no grade is given. Upon completion of approved course(s) the empt oyee shall submit an appropriate verification, in a form approved by the Personnel Director, that the employee has successfully completed the course; the date of completion; the final grade; and the number of units or hours earned. 9.5 Pay Periods The pay periods and times of delivery of payroll BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#checks for all employees shall be set by the City Manager. 9.6 Overtime/Compensatory Time, Special Compensation Overtime, compensatory time and special compen- sation will be as set forth in the approved Salary Plan of the City. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#10. PERFORMANCE AND EVALUATION 10.1 Performance Appraisal Reviews Periodic performance appraisal reviews shall be required for each employee in the classified system. 10.2 Use of Report The appraisal review shall be used for the purpose of considering merit step increases and evaluation of employees for promotional examinations. 10.3 Merit Increases Merit increases shall be considered for an employee only on the basis of demonstrated performance and ability of duties as a result of a performance appraisal review. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#11. ATTENDANCE AND LEAVES 11.1 Worki ng Hours The regular working hours and days shall be set, as to each classified employee, by the City Manager. The total number of actual hours worked during a calendar week shall not exceed forty 40) hours, or the employee will be compensated at the appropriate overtime or compensatory time rate as set forth in the approved Salary Plan of the City. 11.2 Attendance Employees shall be in attendance at their work during their regular working hours and days, except when on an approved leave status. All departments shall keep daily attendance records of employees and shall submit said records to the Personnel Director, at the time, and in the form, as specified by the Director. 11.3 Vacation Leave All c1assi tied empioyees shall accrue vacation leave in accordance with the to 11 owing: a. Employees having less than five 5) years service with the City: 1 work day per calendar month actually worked. b. Employees having more than five 5) years but less than ten 10) years service with the City: 1 1/4 work days per calendar month actually worked. c. Employees having more than ten 10) years but less than fifteen 15) years service with the City: 1 1/2 work days per calendar month actually worked. d. Empioyees having more than fifteen 15) years but less than twenty 20) years service with the City: 1 3/4 work days per calendar month actually worked. e. Employees having over twenty 20) years service with the City: 2 work days per calendar month actual1y worked. No employee is entitled to utilize vacation leave until that employee has completed continuous employment with the City for one 1) year. The times during which an employee may take his vacation leave shall be determined by the appointing authority with due regard for the wishes of the employee and for the needs of the service. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#Employees shall each calendar year, be required to take a minimum of forty 40) hours vacation leave. In addition, for good cause, an employee may, with approval of the appointing authority and the City Manager, use vacation leave in a lesser increment. Employees may accumulate up to a maximum of two 2) vacation periods in any one calendar year for the purpose of a vacation leave with approval of the appointing authority. A vacation period is defined as the maximum amount of vacation leave earned by an employee in any calendar year. For good cause, upon written request to, and approval of the City Manager, an employee may be permitted to carry over one I) additional vacation period for a maximum of three 3) vacation periods. An employee will be notified, by their department, thirty 30) days in advance that their vacation time will be in excess of the allowable amount prior to the loss of the excess accrued. In the event a legal holiday falls during a vacation leave, such holiday shall not be charged as vacation leave, and the vacation leave shall be extended or credited accordingly. 11.4 Regular Sick Leave Each calendar year, as of January 1, each classi- fied employee shall be credited with 48 working hours of regular sick leave benefits to be utilized, as needed prior to December 31 of that year. Regular sick leave, shall not be accumulated. Regular sick leave shall be taken only in the following cases: a. During a period of sickness or temporary disability where the employee is unable to perform his work. b. Where a death appears imminent, or death occurs, in the employee's immdediate fami1y. Immediate Family" shall mean and include only the employee's spouse, children, step- children, parents, spouse's parents, brothers and sisters. c. Illness in the immediate family. d. Materni ty 1eave. Prior to being placed on a sick leave status, an employee shall notify his supervisor prior to or within 1/4 hour after the time set for beginning his daily duties. Upon returning from sick leave status, an employee shall file with his supervisor a declaration stating the cduse of absence. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#Sick leave usage shall be approved by the appointing authority and the City Manager in order for the employee to receive his regular compensation. 11.5 Catastrophic Sick Leave In addition to regular sick leave, all employees shall accrue six 6) days of catastrophic sick leave annually, wi th un1imited accumulation thereof. Catastrophic sick leave shall only be used for serious illnesses as determined by a physician, which require confinement to a hospital or home, as the result of surgery, non-work related accidents, serious physical disorder or disease, or mental or functional nervous illnesses. An empioyee shall submi t a physician's certificate upon returning to work. When an employee's service with the City is termin- ated for any reason, no compensation shall be paid for unused catastrophic sick leave. 11.6 Line of Duty Injury Leave Any classified safety employee who is injured in the course of his duties shall be subject to the provisions of Section 4850 of the Labor Code. Any classified miscellaneous employee who is injured in the course of his duties shall become entitied to a leave of absence with pay while so disabled, for a period of such disability but not exceed ing one 1) year, or unfit such earlier date as he is retired on permanent disability. As soon as possible after such injury the employee shall apply for worker's compensation benefits and during such leave of absence all such loss of income benefits received from worker's compensation insuranee shall be the property of the City. An employee, while on such leave status shall receive such vacation, sick leave or general salary increase in compensation which would have accrued, or to which he would have been entitled if he were actually satisfactorily performing his duties. If, during such leave status, an empioyee is physically capable of per form ing on a restricted duty basis and the needs of the service so require he shall, at the direction of his appointing authority, report to work to perform such restricted duty. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#If, during the line of duty in jury leave, the employee becomes permanently disabled within the meani nq of Section 22023 et seq, of the Government Code so that he can no longer perform his duties, such employee shall cease to receive benefits pursuant to this Section, and shall be retired for disability. 11.7 Mi 1i tary Leave Military Leave shall be authorized in accordance with the provisions of State law. The employee must furnish satisfactory proof to the City Manager, as far in advance as possible, that he must report to active duty. C1 assitied employees, who have been such for a minimum period of one 1) year, shall be paid their regular compensation for the first thirty 30) calendar days of any such absence. Compensation shall not exceed thirty 30) days in any one fiscal year. 11.8 Jury Leave In the event any employee in the classified service is duty summoned to any court for the purpose of per form ing jury service, he shall receive his regular com- pensation for any regularly scheduled hours spent in the actual performance of such service, provided the fees, except mileage and subsistence allowance, which he receives, shall be remitted to the City. 11.9 Leave of Absence Without Pay The City Manager may, if good cause is shown including, but not limited to, maternity leave, grant a permanent employee a leave of absence, without pay. No such leave shall be granted except upon written request of the employee, setting forth the reason for the request. Upon expiration of a regularly approved leave without pay, the employee shall be reinstated to the position held at the time leave was granted, without change in seniority, except for retirement purposes. Failure on the part of an employee on leave to report promptly upon expiration of his leave shall be cause for disciplinary action. No empt oyee shall accrue sick leave, vacation leave, hot id ay credit, merit increases and other similar benefits while on such above leave status. An employee reinstated after leave of absence without pay shall receive the same step in the salary range he received when he began his leave of absence. Time spent on such leave without pay shall not count toward service for merit increases within the salary range, and the BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#employee's anniversary date shall be set forward one month for each thirty 30) consecutive days taken. 11.10 Holidays Each permanent employee of the City shall be entitled to fu11 pay on the holidays established by the City Council. Any employee required to work on a holiday shall be paid in addition to his regular compensation, compensation in accordance with the provisions of the Salary Plan. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#12. TRANSFERS 12.1 Transfer An appointing author!ty may transfer an employee from one position to another in the same class, or a compar- able class at the same salary level. Transfer of an employee from one department to another department in the same class or a comparable class, at the same salary level, may be made at the concurrence of both the appointing authority and the City Manager. possess the utilized to ment. No person shall be transferred if he does not minimum qualifications. Transfer shall not be impose any form of discipline or salary adjust- BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#13. SEPARATION FROM SERVICE 13.1 Reduction in Force Whenever the City Council determines, in its discretion, that for reasons of economy, a reduction in the number of employees of the City is required, the City Manager shall proceed with such a reduction in force by demotion and/or termination in accordance with the provisions of this Section. Demotion a• Demotion. Class of Positions^ Where reduction in force involves a position that is included with- in a class of positions, each employee holding such position shall be ranged, based upon his length of service with the City. The employee hot ding such position having a lesser length of service shall be demoted to the next lower position within the said class of positions. The City Manager shall give written notice of such demotion to each employee to be demoted; such order of demotion shall be effective on the 30th day after the giving of such notice. If within ten 10) days after the giving of such notice, an employee files with the City Manager a written statement declining such demotion, that employee's employment with the City shall be terminated effective on the 30th day after the giving of such notice. Any employee who is demoted pursuant hereto, shall not be subject to further demotion, by a subsequent reduction in force order, for a period of one 1) year after the effective date of such order of demotion. b• Request for Reassignment. An employee proposed to be demoted pursuant to subsection a) may request, subject to the approval of the City Manager, a reassignment to a lesser position in the said family of positions. c. Demotion. Positions Not Included Within a Class of Positions. Where an ordered reduction in force involves a position which is not included within a class of positions, if only one employee holds such position, he shall be terminated from the Ci ty * s employment, effective on the 30th day after the giving of notice of such termination by the City Manager. If more than one employee holds such a position, a11 employees holding the said position shall be ranked based upon their length of service with the City; and order of termination shall be given as to the employee or employees having the lesser lengths of service in said position. d. Salary Determination. An employee affected BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#by the Demotion Section shall be placed in the salary range of the position and the step closest to the salary held in the former position but not in excess thereof. Subsequent Demotion or Termincttion. Where one or more employees have been demoted from a position within a class of positions, by reason of an ordered reduction in force, other employees holding the lesser positions in such class shall be subject to the same demotion process, upon direction of the City Manager in the time and manner as set forth in above section Demotion", hereof. Where an employee holding a position, which is ranged last in a class of positions, is pre-empted such position by reason of said demotion process, he shall, upon the 30th day after the giving of notice thereof, be terminated from the City's service. Retention List. An employee who is demoted to a lesser position, or who is terminated by reason of a reduc- tion in force, accomplished pursuant to this Section, shall, automatically, have his name placed on a retention list for the position which he formerly held. The ranking of names upon such retention list shall be in accordance with the employee's length of service with the City in that position. Such retention list shall have priority for a period of one 1) year over any other eligibility list for such affected posi tion. 13.2 Resignation An employee wishing to leave the classified service in good standing shall file with the City Manager a written resignation stating the effective date and reasons for leaving, at least two weeks before leaving the service, unless such time limit is waived by the City Manager. Failure to give notice as required by this rule, may be cause for denying future empt oyment by the City. 13.3 Return of Equipment and Materials Upon separation from the City, employees are directly responsible to their respective departments for the return of all equipment and materials charged to them. Fail- ure to return all such property may re suit in a retention of or assessment to their final check. The Finance Department, will- only release a final check to the employee if authorized by the employee's department and will work with the depart- ment on any necessary adjustments in that check. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#14. DISCIPLINARY PROCEDURES 14.1 Causes for Disciplinary Action Disciplinary action may be imposed upon a dassi tied employee for good cause. The following are examples of behavior or per- formance which constitute good cause for the imposition of disciplinary action upon a classified empioyee. Causes for disciplinary action are not limited to the to 11 owing, which serve to cover only the most common or obvious violations. a. Making false statements or attempting any deception or fraud, in the course of his employ, or in obtaining employment or promotion. b. Violation of any City and/or Departmental rules, regulation, practice, or order of a superior. c. Engaging in outside employment wi thout obtaining prior approval of the City Manager. d. Absence for more than three 3) consecutive workdays without notification or authorization. Failure to report for work after an approved leave of absence or vacation has expired or after such leave of absence or vacation has been disapproved, revoked or cancel led. e. Excessive absences or tardiness. f. Insubordination. g. Final conviction of a crime involving moral turpi tude. h. Soliciting, taking or accepting a fee, gift or other thing of value in the course of the employee's work or in connection with that work. i. Negligence or willful misconduct by an employee which endangers or threatens the health or safety of any person, or which damages or exposes to damage any public or private property. j. Incompetence or inefficiency in the per- formance of assigned duties. k. Offensive conduct or discrimination toward fellow employees or the public. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#1. Being under the influence, or in possession of, intoxicating beverage, drug, narcotic or other substance while on duty. m. Unauthorized use of City-owned material, equipment or property. n. Any other good cause. 14.2 Types of Disciplinary Action Disci pit nary action shall be imposed upon an employee only in the manner set forth below for any of the causes set forth in this Rule. Disciplinary Action" shall mean any one or more of the following: a. Written reprimand. b. Suspension without pay for a specified peri od of time. c. Temporary reduction in salary, for a period not in excess of twet ve 12) months. d. Demotion in class or position. e. Any combi nation of a) through d). f. Dismissal from the service. 14.3 Procedure for Disciplinary Action The procedure for the imposition of disciplinary action shall be as set forth herein: The empioyee's appointing authority shall give written notice to the employee of the alleged cause or causes for the proposed disciplinary action together with a written statement of the facts purporting to establish the basis of the action as proposed, and the type of disciplinary action. Based thereon, the City Mcinager shall conduct an i nformal hear ing to allow the appointing authority and the empioyee to present any competent and relevant evidence tending to prove or disprove the facts upon which the pro- posed action is based. Thereafter, based upon all substantial evidence presented, the City Manager shall determine if any disci- plinary action is warranted. If the City Manager determines that disciplinary action is warranted, he shall impose such BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö#disciplinary action as he deems appropriate. The action of the City Manager shall be final and conclusive in the absence of an appeal, timely filed as hereinafter provided. Notwithslanding the above, in extraordinary circumstances, where the public interest requires immediate action, an appointing authority may suspend an employee from duty, pending the formalization of such disciplinary action as described in this Rule. During such period of temporary suspension, the affected employee shall be on a leave with pay status. 14.4 Appeals An employee, as to whom disciplinary action has been taken, shall have the right to appeal the City Manager's decision to the Personnel Commission, in the time and manner hereinafter set forth. Alt such appeals shall be in writing and shall be filed with the Secretary of the Personnel Commission on or before 5:00 p.m. on the 10th day following the giving of notice by the City Manager of his decision. The Secretary of the Commission, upon receipt of a timely appeal shall advise the Personnel Commission thereof, and shall set the matter for de novo hearing before a Hearing Officer designated as such pursuant to the provisions of 14.7. Notice of the time and place of the hearing on such matter shall be given not less than ten 10) days in advance thereof, to the appealing party, the City Manager, the appointing authority, and any other person requesting same. Nothing contained herein shall be deemed to pre- vent any employee in a disciplinary hearing from being rep- resented by a qualified person, employed at the expense of such employee. 14.5 Action of the Hearing Officer At the time set for such duty noticed de novo hearing, the Hearing Officer shall hear and consider any relevant and competent evidence presented by the appeal ing party and the appointing authority which tends to show the existence or nonexistence of the facts constituting the grounds for the disciplinary action taken. The appointing authority and the employee shall each be given a reasonable opportunity to present any reliable and relevant evidence tending to prove or disprove such facts. Proceedings before the Hearing Officer need not be conducted in strict conformity with the rules of evidence as applied in Courts of law, but he shall observe the sub- stance of the rules of evidence, to the end that the matter BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö #may be fully heard and determined upon reliable evidentiary matter. The Hearing Officer, after conducting such hear- ing, based upon the evidence so presented, shall determi ne whether the employee committed the acts as charged and he $ha11 determine whether or not good cause exists for the imposition of disciplinary action. Thereafter, if the Hearing Officer determines that good cause for the imposition of disciplinary action is not present, he shall forthwith dismiss all charges pending against the employee in that matter. Thereafter, if he finds that good cause for the disci piinary action exists, he shall forthwith submit his written findings of fact, and his determination that good cause for the imposition of disciplinary action exists, to the Personnel Commission, together with a transcript of the proceedings, for its action as hereinafter set forth. The Personnel Commi ssion shall review the find- ings of fact and determination, and based thereon it shall determine, by motion carried by not less than three 3) affirmative votes, what disci piinary action is to be imposed It shall allow the appointing authority and the affected employee, or their representatives, a reasonable opportunity to present argument, oral and/or written, on the question of appropriate disciplinary action. The Commission shall con- sider the prior service of the employee, as shown in such employee's personnel file, in determ in ing the appropriate disciptinary action to be imposed. The decision of the Commission shall be final and conciusi ve. 14.6 Section 1094.6, Code of Ci'vit Procedure The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this Section, and to such other proceedings as are referred to in said Section. 14.7 Designation of Hearing Officer The employee and his representative and the City shall attain a list of qualified hearing officers from the American Arbitration Association or an organization of similar purpose. Upon receipt of such list, the parties shall alternately strike unacceptable names from the list until one 1) name remains. That individual shall be the Hearing Officer, pursuant to the provisions of Section 14 et seq. hereof. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö.#15. GRIEVANCES 15.1 Purpose The purpose of this rule is to pv ¯½b for an employee grievance procedure within the scope and frame- work of the existing Pev¼¶º§bl System. For the purpose of this rule, the word grievance" shall mean and include any a* ¬u affecting the terms and conditions of employment as to any employee, except that,?±±étame shall not include any disciplinary action or proceeding, nor any other matter specif¿•½¸¥~ excepted by the/Baldwin Park Municipal Code or these Rules. 15.2 Any employee who haOyºô®uievance may file with his appointing authority a written statement containing a brief ex*×Äº¨sion of such grievance. The appointing author- ity shall, upon receipt of a written grievÏÇ±å'interview the employee filing the same, to determine the details of the grievance- The ÏÔ» iting authority shall expeditiousty prepare a written report concerning said grievance herÓ€ÅùÄ after grievance report"), which shall contain a |ummary of the grievance involved and the–™Ä§ sion of the appointing authority in reference thereto. Such grievance report shall be suÄÍ ½bd to the City Manager for approval, disapproval or modification. The City Manager shall ÆÊ°¼dt an informal hearing with regard to same. If, as a result of such hearing the City Man¿ Ù¦écetermines that the position of the employee with reference to the grievance as prÏ$Ùº½bd, is meritorious, i.e., that the employee's position is consistent with the Personnel/R¥YÇ§éfnd alt other valid admini strative rules and applicable laws, he shall approve the grieva¾Ãô¨t presented and take steps necessary to grant redress and/or eliminate the source of suchùÑ½¬qance. If he finds that the grievance is not meritorious, in whole or in part, he shall dküÙô½oe grievance, in whole or in part, as presented. After the City Manager has approved, diióÐ¤»hved, or modified the grievance report as presented to him, he shall give written notice o|Ÿª¼ t decision together with n copy of the same to the employee and the appointing authority. 6úÉ±éfction of the City Manager upon a grievance report shall be final and conclusive. BIB] £«çþ183-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U09ÿª—ÿ*U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö"#16- EMPLOYEE HEALTH 16.1 Special Physical Examination At any time, for good cause, the City Manager may order any employee to take a physical examination for the purpose of determining whether such employee is capable of performing the duties of the position held. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 1979 062 CC RESO(Ììñö##17. NOTICES Notices required to be given pursuant to these Rules shall be given by personal service upon the person to be notified, or by deposit of same in the custody of the United States Postal Service, postage prepaid and addressed to the person to be notified at his last known address. Notices shall be deemed to have been given as of the date of personal service or two 2) days after deposit of same in the custody of the United States Postal Service. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04 #6. EXAMINATIONS 6.1 Nature and Types of Examinations Examinations for positions in the classified service shall be related to those matters which fairly test the relative capacity of the applicants to perform the duties of the positions to which they seek appointment. Examinations may consist of written, oral, per- formance tests or any combination thereof. Physical tests, medical and psychiatric tests, and investigations and evaluations of training, experience, services, character and personal traits may be made a part of any examination, where relevant. In any examination in which the Personnel Director deems it desirable to do so, a qualifying test may be included and a minimum qualifying standard may be set. Types of Examinations a. Open Competitive Examinations Any person who meets the minimum qualifications and any other requirements published in the examination announcement will be eligible to compete in an open competi- ti ve examination. b. Promotional Exami nations Promotional ex am-i nations, when determined appro- priate by the City Manager, may be open only to current full- time employees who meet the qualifi cat ions and requi rements set forth in the examination announcement. 6.2 Failure of Examination Failure on any part of an examination shall be grounds for declaring that the applicant is disqualified for subsequent parts of the examination. All examinations shall be designated as qualifying only. All examinations shall be organized and adminis- tered by the Personnel Director, or by a contractual agency, under the direction of the City Manager. 6.3 Review of Examination Papers Each applicant in an examination, open compeli" five or promotional, shall be given written notice of the results thereof and, if successful, of his being placed on an eligibility list. BIB] 37683-U01 1979-U02 062-U02 CC-U02 RESO-U02 LI3-U03 FO10488-U03 FO10489-U03 DO10814-U03 C6-U03 RESO-U03 3/3/2003-U04 ROBIN-U04