Calabasas Municipal Code Ch. 2.64 Personnel System

In order to establish an equitable and uniform procedure for dealing with personnel matters, and to place municipal employment on a merit basis so that the most qualified and competent available people may be brought into and retained in the municipal service, the city adopts personnel rules and regulations which shall be adopted and amended by resolution of the city council. The rules may establish regulations governing the personnel system, including:

A. Preparation, installation, revision and maintenance of a position classification plan covering all positions in the personnel system, including employment standards and qualifications for each class;

B. Appropriate announcement of the selection process and acceptance of applications for employment;

C. Selection process;

D. Establishment of probationary testing periods;

E. Evaluation of employees during the probationary testing period and thereafter;

F. Appointment, transfer, promotion, demotion, reinstatement, disciplinary action and layoff of employees;

G. Separation of employees from the city service;

H. The establishment and maintenance of adequate personnel records for purposes of accounting and legal requirements;

I. The establishment of any necessary appeal procedures.

(Ord. 95-92 § 2 (part), 1995)

The terms used to administer the personnel system shall be defined in the personnel rules and regulations.

(Ord. 95-92 § 2 (part), 1995)

The director of finance is the personnel officer and shall administer the personnel rules and regulations.

(Ord. 95-92 § 2 (part), 1995)

The objectives of the personnel rules and regulations are to facilitate effective and economical services to the public and to provide for a fair and equitable system of personnel management in the municipal service. These rules and regulations set forth in detail those procedures which ensure equal treatment for applicants and employees, and define the obligations, rights, privileges, benefits and prohibitions placed upon all employees in the municipal service.

(Ord. 95-92 § 2 (part), 1995)

The provisions of this chapter shall apply to all officers, positions and employments in the service of the city, except:

A. Elective officers;

B. The city manager;

C. The city attorney and any assistant or deputy city attorneys;

D. Members of appointive boards, commissions, and committees;

E. Persons engaged under contract to supply expert, professional, technical or any other services;

F. Volunteer personnel;

G. All council-appointed city officers;

H. Emergency employees who are hired to meet the immediate requirements of an emergency condition, such as extraordinary fire, flood or earthquake which threatens life or property;

I. Employees, other than those listed elsewhere in this section, who are not regularly employed in permanent positions. "Regularly employed in permanent positions" means an employee hired for an indefinite term into a budgeted position, who is regularly scheduled to work no less than one thousand forty (1,040) hours per year, and has successfully completed the probationary period and been retained as provided in this chapter and the personnel rules and regulations;

J. Any position primarily funded under a state or federal employment program;

K. Employees not included in the personnel system under this chapter shall serve at the pleasure of their appointing authority.

(Ord. 95-92 § 2 (part), 1995)

An employee compensation plan shall be established to provide salary schedules, salary rates, salary changes, steps and time intervals for salary review. Each class in the city classification plan shall be assigned a salary range or a rate established in the compensation plan. All persons employed by the city shall be compensated in accordance with the compensation plan currently in effect.

(Ord. 95-92 § 2 (part), 1995)

A. The personnel office shall administer the employee compensation plan for all employees (except the city manager) which shall be ratified by the city council.

B. At least once a year, the city manager shall recommend to the city council an appropriate salary range for each class. In the case when the salary range for a class is changed by the city council, all employees whose positions are allocated to this class shall be adjusted to the corresponding step in the new range (e.g. Step "C" Old Range, Step "C" New Range).

(Ord. 95-92 § 2 (part), 1995)

Violations of the provisions of the personnel rules and regulations shall be grounds for rejection, suspension, demotion, dismissal, or other disciplinary action.

(Ord. 95-92 § 2 (part), 1995)