Chapter 34 — PERSONNEL POLICIES

Pursuant to the provisions of City Charter, Art. VII and the authority therein granted to the Council, and in order to establish an equitable and uniform procedure for dealing with personnel matters, to attract to the municipal service the best and most competent persons available, to assure that appointments and promotions of employees will be based on merit and fitness as determined by competitive test, to provide a reasonable degree of security for qualified employees, and to provide a fair and just approach to municipal employment, giving due consideration to the relative interests of the city as an employer and of its employees so as not to impair the efficiency of the municipal service, there is hereby established a personnel system in the city, a Personnel Board with powers and duties as set forth in this subchapter, the office of Personnel Director, and the authority to adopt and maintain Personnel Rules and Regulations.

('63 Code, § 2-5.101) (Ord. 203-C.S., passed 4-6-73)

For the purpose of this subchapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning.

APPOINTING AUTHORITY. That person responsible for making appointments within the competitive service, in all cases, the City Manager or Council.

BOARD. The Personnel Board of the city.

CHARTER. The Charter of the City of Eureka.

CITY. The City of Eureka, California.

COMPENSATION PLAN. The system of compensation covering all classes and positions within the city service and intended

to provide fair compensation for all classes in the position classification plan with the range of compensation of each class being relative to all other classes.

COMPETITIVE SERVICE. The positions and employment which are included or which may hereafter be included under the personnel system by the provisions of this subchapter or the personnel rules and regulations.

COUNCIL. The City Council of the City of Eureka.

DAY. Calendar day unless otherwise stated.

PROBATIONARY PERIOD. A working test period during which an employee is required to demonstrate their fitness for the duties to which they are appointed by the actual performance of the duties of the position, and prior to attaining permanent status. SUSPENSION. The temporary removal from duty of an employee without pay for disciplinary reasons.

(‘63 Code, § 2-5.102) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

No question in any test, or in any application form, or by any interviewer or appointing authority during any personnel

proceedings shall be so framed as to attempt to elicit information concerning the race, color, ancestry, national origin, age, physical or mental disabilities, or political or religious opinions of applicants. No person in the employ of the city, or seeking admission thereto, shall be employed, promoted, demoted, or discharged, or in any way favored or discriminated against, based on race, color, creed, sex, marital status, age, national origin, physical or mental disability, medical condition or ancestry, or any other consideration made unlawful by federal, state or local laws.

('63 Code, § 2-5.103) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96)

The City Manager is the ex officio Personnel Director. The City Manager may delegate any of the powers and duties conferred upon them as Personnel Director pursuant to the provisions of this subchapter to any other officer or employee of the city, or may recommend that such powers and duties be performed under contract as provided in § 34.09 of this subchapter. The City Manager will:

(A) Attend all meetings of the Personnel Board and serve as its secretary. If the City Manager appoints another person to the position of Personnel Director, the Personnel Director will attend the meetings of the Personnel Board when requested by the Personnel Board;

(B) Administer all the provisions of this subchapter and of the Personnel Rules and Regulations not specifically reserved to the Council or to the Personnel Board;

(C) Prepare and recommend to the Council revisions and amendments to the Personnel Rules and Regulations. The City Attorney approves the legality of such revisions and amendments prior to their submission to the Council;

(D) Prepare a position classification plan, including new class specifications and revisions of the plan. The plan, new classifications, and any major revisions to the plan, become effective upon approval by the Council. Minor revisions to individual class specifications that do not change the character or the salary of the class may be made by the Personnel Director. The plan will follow those guidelines set forth in the personnel rules and regulations; and,

(E) Prepare a plan of compensation, and revisions thereof, covering all classifications in the competitive service as described in the Personnel Rules and Regulations. The plan, and any revisions thereof, shall become effective upon approval by the Council. (‘63 Code, § 2-5.104) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

(A) Creation; membership. There is hereby created a Personnel Board to consist of five members, who shall serve without compensation, who are known to be in sympathy with the merit system principles, and who shall be appointed by the Mayor with the approval of the Council. The members of the Personnel Board will continue to serve as members of the Board until their successors are appointed and qualified. Except as otherwise provided in this subchapter, the Board will be organized and governed as to procedure in accordance with the provisions of §§ 33.001 through 33.013 of this title. (‘63 Code, § 2-5.105)

(B) Council liaison representative. The Council will appoint one of its members to act as a liaison representative to the Personnel Board. Such liaison representative will attend the meetings of the Personnel Board, advise the Council of the background, attitudes, and reasoning behind decisions and recommendations of the Personnel Board, and, on the request of any member of the Personnel Board, advise the Personnel Board of the policies, procedures, and decisions of the Council which may bear on matters under discussion by the Personnel Board. The Council liaison representative will be without power to vote. (‘63 Code, § 2-5.106)

(C) Meetings. The Personnel Board will meet upon notification of pending appeals or personnel administration matters, or upon call by the Chairperson or three members of the Board.

(‘63 Code, § 2-5.107)

(D) Powers and duties. The powers and duties of the Personnel Board will be as follows:

(1) As provided by this subchapter and by the personnel rules and regulations, to hear appeals submitted by any person in the competitive service relative to conditions of employment, disciplinary actions, dismissals, demotions, suspensions, or alleged violations of the provisions of this subchapter or the personnel rules and regulations, and to certify its findings as provided in this subchapter;

(2) Except in matters of employee appeals in regard to those matters set forth in division (D)(1) of this section, the authority of the Personnel Board will be advisory only and not controlling as to any other phase of the personnel operations of the city;

(3) In any investigation or hearing conducted by the Personnel Board, to have the power to examine witnesses under oath and to compel their attendance or the production of evidence by subpoenas issued in the name of the city and attested by the City Clerk. It will be the duty of the Chief of Police to cause all such subpoenas to be served, and the refusal of a person to attend or to testify in answer to such a subpoena will subject the person to prosecution in the same manner set forth by law for failure to appear before the Council in response to a subpoena issued by the Council. Each member of the Board will have the power to administer oaths to witnesses; and

(4) When requested by the Council or the City Manager, to hold hearings and make recommendations on any matters of personnel administration or policy within the limits of a request of the Council or the City Manager. (‘63 Code, § 2-5.108)

(Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

The merit system of the city includes all officers and employees in the city government except:

• (A) Offices required by the Charter to be filled by election or appointment by the Mayor or Council;

• (B) Offices required by the Charter to be filled by appointment by the City Manager subject to the approval of the Council;

(C) Temporary, extra-help and seasonal employees employed in other than Council allocated regular positions. These positions are intended to be occupied on less than a year-round basis to cover seasonal peak work loads, unanticipated workloads or limited duration, and normal relief work situations; and,

(D) Those persons engaged by contract for special services of a professional, scientific, or technical nature or where the service is essentially nonpersonal in character.

(‘63 Code, § 2-5.109) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

(A) Procedures and regulations. Personnel rules and regulations, prepared by the City Manager subject to the provisions of this subchapter and to revision by the Council, will be adopted by resolution by the Council. The personnel rules and regulations will establish specific procedures and regulations governing the personnel system, including, but not limited to:

• (1) The preparation, installation, revision, and maintenance of a position classification plan covering all positions in the competitive service, including employment standards and qualifications for each class;

• (2) The preparation, revision, and administration of a plan of compensation, directly correlated with the position classification plan, providing a rate or range of pay for each class;

• (3) The public announcement of all tests and the acceptance of applications for employment;

(4) The preparation and conduct of competitive tests and examinations and the establishment and use of resulting employment lists containing the names of persons eligible for appointment. Such tests and examinations will consist of job-related test instruments such as, but not limited to, written tests, oral examinations, physical agility tests, performance tests, the evaluation of daily performance, work samples or any combination of these which will, in the opinion of the Personnel Director, test fairly the qualifications of candidates for appointment or promotion. Physical and medical tests may be given as a part of any preemployment offer. The Personnel Director may include, in addition to competitive tests, qualifying tests to establish minimum standards;

(5) The certification and appointment of persons from employment lists and the making of temporary and emergency appointments;

• (6) The establishment of probationary periods and the evaluation of employees during the probationary period;

• (7) The transfer, promotion, demotion, and reinstatement of employees in the competitive service;

• (8) The separation of employees from the city service through layoffs, suspensions, and dismissals;

• (9) The standardization of hours of work, attendance and leave regulations, working conditions, and the development of employee morale, welfare, and training;

• (10) Suitable provisions for orderly and equitable presentations to the City Manager and to the Council by employees or their representatives relating to general conditions of employment;

• (11) The contents, maintenance, and use of personnel records and forms;

• (12) The establishment of appeal procedures concerning the interpretation or application of the provisions of this subchapter and any rules adopted hereunder; and,

• (13) Such other matters as may be necessary and proper to carry out the intent and purpose of this subchapter. ('63 Code, § 2-5.110)

(B) Supplemental provisions. The personnel rules and regulations establishing specific procedures and regulations governing the personnel system of the city will be deemed to be supplemental to the provisions of this subchapter. (‘63 Code, § 2-5.129)

(Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

(A) Basis for appointments. Appointments to vacant positions in the competitive service shall be made in accordance with the personnel rules and regulations. Appointments and promotions shall be based on merit and fitness. Merit and fitness will be ascertained in competitive examinations as defined in the personnel rules and regulations and in § 34.07(A) of this subchapter. (‘63 Code, § 2-5.111)

(B) Appointing authority. The City Manager, who shall be known as the appointing power or authority, will make all appointments within the competitive service following the procedures set forth in the personnel rules and regulations. (‘63 Code, § 2-5.112)

(C) Appointment of department directors. Department directors will be appointed by the City Manager pursuant to the provisions of Charter, Art. VI, § 602(f) and with due regard for the provisions of this subchapter and the personnel rules and regulations. (‘63 Code, § 2-5.113)

(D) Appointments subject to other laws. The Council, the City Manager, and any officer in whom is vested the power to appoint, make transfers, promotions, demotions, reinstatements, layoffs, and suspend or dismiss employees retain such power, subject to the provisions of the Charter, this subchapter, and the personnel rules and regulations. (‘63 Code, § 2-5.114)

(Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

The City Manager will consider and make recommendations to the Council regarding the extent to which the city should contract for the performance of technical services in connection with the establishment or operation of the personnel system. The Council may contract with any qualified person or agency for the performance of all or any of the following responsibilities and duties imposed by the provisions of this subchapter:

• (A) The preparation of the personnel rules and regulations and subsequent revisions;

• (B) The preparation of a position classification plan and subsequent revisions and amendments thereof;

• (C) The preparation of a plan of compensation and subsequent revisions and amendments thereof;

• (D) The preparation, conduct, and grading of competitive tests; and,

(E) Special and technical services of an advisory or informational character on matters relating to personnel administration.

(‘63 Code, § 2-5.115) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 950-C.S., passed 9-5-23)

(A) Generally. Any person holding a position of employment in the competitive service or under the jurisdiction of the City Manager may be suspended without pay, demoted, or removed from their position for those reasons provided in the personnel rules and regulations. (‘63 Code, § 2-5.116)

(B) Authority of City Manager to suspend employees. The City Manager may suspend any person holding a position of employment in the competitive service or under their jurisdiction for a period not to exceed 30 days as provided in the personnel rules and regulations. (‘63 Code, § 2-5.117)

(C) Authority of department directors to suspend employees. A department director has the authority to suspend without pay any person under their jurisdiction for a period not to exceed 15 days as provided in the personnel rules and regulations. (‘63 Code, § 2-5.118)

(D) Requests for hearings and filing answers. Any officer or employee of the city in the competitive service and any other permanent employee not excluded by the provisions of Charter, § 800 who are demoted, dismissed, or suspended have the right to receive a written notice to appeal such action and to file an answer to such charges as provided in the personnel rules and regulations. (‘63 Code, § 2-5.119)

(E) Removal or suspension of officers appointed by the Council or City Manager. Any officer of the city appointed by the Council, or appointed by the City Manager subject to the approval of the Council, who is removed or suspended by the Council or the City Manager will have a written notice of the cause of their removal or suspension from duty, and they will have the opportunity to be heard on the cause of the suspension or removal before a public hearing of the Council. (‘63 Code, § 2-5.120)

(Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

Any officer or employee in the competitive service and any other permanent employee not excluded by the provisions of Charter, § 800 have the right to appeal to the Personnel Board relative to any situation affecting their employment status or conditions of employment as provided in the personnel rules and regulations.

(‘63 Code, § 2-5.121) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

All regular appointments, including promotional appointments, shall be for a probationary period of not less than six months nor more than two years as provided in the personnel rules and regulations.

('63 Code, § 2-5.122) (Ord. 203-C.S., passed 4-6-73)

The City Manager, when he deems it necessary in the interests or protection of the city, shall have the authority to grant an administrative leave of absence with or without pay to any permanent employee or officer of the city.

(‘63 Code, § 2-5.123) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

Whenever in the judgment of the Council it becomes necessary in the interests of economy or because the necessity for the position or employment no longer exists, the Council may abolish any position or employment in the competitive service as provided in the personnel rules and regulations.

('63 Code, § 2-5.124) (Ord. 203-C.S., passed 4-6-73)

City of Eureka employees are essential to the continuity of operations and maintenance of systems and infrastructure that sustain public health and safety. No employee will have the right to strike against the city or refuse to take any action required to be taken in the course of the performance of their required duties. Such strike by any city employee will be considered an unauthorized leave of absence and be grounds for dismissal.

(‘63 Code, § 2-5.125) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 950-C.S., passed 9-5-23)

The provisions of the Personnel Rules and Regulations relating to attendance and leaves of absence will apply to the incumbents of full-time positions not within the competitive service.

(‘63 Code, § 2-5.126) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 950-C.S., passed 9-5-23)

No officer, agent, clerk, or employee of the city and no candidate for any city office will, directly or indirectly, solicit or receive, or be in any manner concerned with soliciting or receiving, any assessment, subscription, contribution, or political service, whether voluntary or involuntary, for any political purpose whatsoever from anyone on the employment list or holding any position pursuant to the provisions of this subchapter.

(‘63 Code, § 2-5.127) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 950-C.S., passed 9-5-23)

The political activities of city employees will conform to the provisions of Cal. Gov’t Code Title 1, Div. 4, Chapter 9.5, and other applicable provisions of state laws, as the same now exist or may hereafter be amended or superseded.

(‘63 Code, § 2-5.128) (Ord. 203-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

(A) No person convicted (including pleas of guilty and nolo contendere), of a felony or a misdemeanor involving moral turpitude will be eligible for employment by any department of the city; provided, however, that the appointing authority may disregard such conviction if it is found and determined by such appointing authority that mitigating circumstances exist, such as, but not limited to, evidence of rehabilitation, length of time elapsed since such conviction, the age of such person at the time of conviction, or the fact that the classification applied for is unrelated to such conviction.

(B) The City Manager, Assistant to the City Manager, Personnel Director, Chief of Police, City Attorney, and each department director of the city, are hereby authorized to have access to the “State Summary Criminal History Information” as provided for in Cal. Penal Code § 11105 when it is required to assist such individual to fulfill employment responsibilities set forth in this section. (‘63 Code, § 2-5.130) (Ord. 314-C.S., passed 8-21-79; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

(A) (1) During the meet and confer process for adoption for a Memorandum of Understanding, it will be an unfair labor practice for an elected city official or any employee, in a management/confidential classification, or any person who might reasonably be inferred to be a representative thereof other than the individual designated by the city’s Employee Relations Officer to discuss, attempt to discuss, consult, advocate or meet and confer with an employee organization representative or a person who might reasonably be inferred to be a representative thereof on any matter within the scope of representation regarding wages, hours, and other terms and conditions of employment at other than a public meeting of the City Council.

(2) It will, however, not be an unfair labor practice for the city to distribute information on its positions in meetings and conferring to its managers and other employees.

(B) (1) During the meet and confer process for the adoption of a Memorandum of Understanding, it will be an unfair labor practice for an employee organization representative or a member of such employee organization or a person who might reasonably be inferred to be a representative thereof to discuss, attempt to discuss, consult, advocate, or meet and confer with an elected city official or any employee in a management/confidential classification or any person who might reasonably be inferred to be a representative thereof other than the individual designated by the city’s Employee Relations Officer on any matter within the scope of representation regarding wages, hours, and other terms and conditions of employment at other than a public meeting of the City Council.

(2) The provisions of this division (B) will not apply to an employee, an employee organization, an employee representative or any person who might reasonably be inferred to be a representative thereof who desires to communicate with any elected city official or any employee in a management/confidential classification during the meet and confer process and does so in writing with the request that the Mayor, all members of the Council, and the city’s Employee Relations Officer be provided with copies of the communication.

(‘63 Code, § 2-5.131) (Ord. 335-C.S., passed 2-17-81; Am. Ord. 950-C.S., passed 9-5-23)

COMPENSATION AND BENEFITS

The initial compensation to be paid for employment will be as provided in the personnel rules and regulations. (‘63 Code, § 2-5.304) (Ord. 2936, passed 8-9-63; Am. Ord. 204-C.S., passed 4-6-73; Am. Ord. 950-C.S., passed 9-5-23)

(A) Compensation, generally. Whenever the City Manager assigns duties and responsibilities to an employee which are in addition to the duties and responsibilities assigned to and customarily performed by the employee in their position of employment,

and such assignment of additional duties and responsibilities is for a period in excess of 30 days, the City Manager may authorize the payment of additional compensation, not to exceed 10% above the employee’s base monthly salary, for each month during which the employee is assigned to perform and performs such additional duties and responsibilities. This provision will not apply to those employees who are compensated in accordance with a current Memorandum of Understanding. (‘63 Code, § 2-5.304.1)

(B) Police officer temporary duty assignments; compensation. Any police officer below the rank of sergeant who is assigned to the temporary duty position of investigator, training officer, or motorcycle officer, or other specialist assignment, will receive additional compensation as provided by the applicable Memorandum of Understanding during the period such officer is assigned to such temporary duty position. (‘63 Code, § 2-5.304.2)

(Ord. 175-C.S., passed 10-22-71; Am. Ord. 258-C.S., passed 11-14-75; Am. Ord. 297-C.S., passed 10-17-78; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

(A) Employees under five-step salary schedules.

(1) Generally. Except for Council appointed positions, all officers and employees of the city shall be assigned to a salary range schedule consisting of five steps within each range. Changes in the salary range schedule shall be approved by resolution by the City Council.

(2) General service employees. General service employees represented by the Eureka City Employees’ Association (E.C.E.A.) will be assigned to a salary range schedule consisting of five steps within each range. Changes in the salary range schedule will be approved by resolution by the City Council.

(3) Management staff assignments. Except for Council appointed positions, management, professional, technical and confidential employees will be assigned to a salary range consisting of five steps within each range. Changes in the salary range schedule will be approved by resolution by the City Council.

(4) Employees represented by the Eureka Police Officers’ Association. Employees represented by the Eureka Police Officers’ Association (E.P.O.A.) will be assigned to a salary schedule consisting of five steps within each range. Changes in the salary range schedule will be approved by resolution by the City Council.

(B) Temporary, seasonal and extra help positions. Those persons employed by the city on a temporary, seasonal or extra help basis will be paid on an hourly basis. Employees will be assigned to an hourly salary range schedule consisting of five steps. Changes in the hourly salary range schedule will be approved by resolution by the City Council.

(C) City Manager. The salary of the City Manager will be established by resolution approved by the City Council. Changes in the salary of the City Manager will be approved by resolution by the City Council.

(D) City Attorney. The salary of the City Attorney will be established by resolution approved by the City Council. Changes in the salary of the City Attorney will be approved by resolution by the City Council.

(E) City Clerk. The salary of the City Clerk will be established by resolution approved by the City Council. Changes in the salary of the City Clerk will be approved by resolution approved by the City Council.

(Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

(A) Conformity with rules and regulations. All increases in salary will be made in accordance with the applicable provisions of the personnel rules and regulations. (‘63 Code, § 2-5.306)

(B) Accelerated increases in salaries. The City Manager may accelerate the step advancement of any employee pursuant to the provisions of the personnel rules and regulations. (‘63 Code, § 2-5.307)

(Ord. 2936, passed 8-9-63; Am. Ord. 204-C.S., passed 4-6-73; Am. Ord. 950-C.S., passed 9-5-23)

When an employee is advanced from one classification to a higher classification, the employee will be placed in the step for which the salary is at least one step higher than the salary paid to such employee in the lower classification, or as provided by the applicable Memorandum of Understanding.

(‘63 Code, § 2-5.308) (Ord. 2936, passed 8-9-63; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

All appointive officers and full-time employees of the city, in addition to other compensation provided, may receive the benefits to be derived from any group insurance plan or retirement system which is, or may be, authorized by the Council and under which a portion of the cost may be paid by the city.

(‘63 Code, § 2-5.309) (Ord. 2936, passed 8-9-63; Am. Ord. 950-C.S., passed 9-5-23)

Whenever the Council determines that the creation of an office or employment is necessary, the Council is hereby authorized to establish such office or employment and to provide for the powers, duties, and compensation thereof by resolution. In the event such office or employment is not classified under the provisions of this chapter, the Council by resolution will assign such position a salary range number.

(‘63 Code, § 2-5.310) (Ord. 2936, passed 8-9-63; Am. Ord. 950-C.S., passed 9-5-23)

The provisions of this chapter are subject to such vacation and sick leave allowances as may be authorized from time to time by the Council, and the privileges granted by the provisions of this chapter are or will be included within the remuneration established by the applicable Memorandum of Understanding.

(‘63 Code, § 2-5.311) (Ord. 2936, passed 8-9-63; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

The provisions of this chapter are subject to such holiday leave as provided by the Personnel Rules and Regulations, or by the applicable Memorandum of Understanding.

(‘63 Code, § 2-5.312) (Ord. 2936, passed 8-9-63; Am. Ord. 19-C.S., passed 8-6-64; Am. Ord. 116-C.S., passed 3-7-69; Am. Ord. 162-C.S., passed 2-3-71; Am. Ord. 189-C.S., passed 8-31-72; Am. Ord. 270-C.S., passed 2-4-77; Am. Ord. 609-C.S., passed 9-396; Am. Ord. 950-C.S., passed 9-5-23)

Whenever an officer or employee of the city is required to have, or while on duty to wear, a full distinctive uniform, the Council is hereby authorized to establish a schedule of allowances to be paid to such officer or employee for the maintenance, repair, and replacement of such distinctive uniform. Such payments for uniform allowances will be deemed to be made solely for the benefit of the city and in no case be deemed compensation for services rendered.

(‘63 Code, § 2-5.313) (Ord. 2936, passed 8-9-63; Am. Ord. 950-C.S., passed 9-5-23)

Overtime will be authorized in a manner to conform with the provisions of the personnel rules and regulations and applicable federal, state and local laws.

(‘63 Code, § 2-5.314) (Ord. 2936, passed 8-9-63; Am. Ord. 204-C.S., passed 4-6-73; Am. Ord. 609-C.S., passed 9-3-96; Am. Ord. 950-C.S., passed 9-5-23)

The number of persons who may be employed in any of the offices or employments of the city will be determined in the preparation of the annual budget. Such determination, however, does not preclude the employment of such additional persons during the fiscal year as may be needed in the service of the city provided the necessary funds to cover the expense of such employment are transferred from one of the existing appropriations, or from the unappropriated reserve, to the appropriation

applicable to such employment. The Council is hereby authorized to provide for such employment by resolution or motion and will be deemed to have done so in the resolution adopting the annual budget.

(‘63 Code, § 2-5.315) (Ord. 2936, passed 8-9-63; Am. Ord. 950-C.S., passed 9-5-23)

The class title of each position as classified by this subchapter will be used to designate such position in all budget estimates, payrolls, and other official records, documents, vouchers, and communications and in all personnel matters. (‘63 Code, § 2-5.316) (Ord. 2936, passed 8-9-63; Am. Ord. 950-C.S., passed 9-5-23)

The Council will have the authority to grant severance pay to any officer of the city who is dismissed, asked to resign, or laid off from the city service. The Council also has the authority to establish a program of severance pay for permanent employees laid off, asked to resign, or dismissed from the city service.

(‘63 Code, § 2-5.316.1) (Ord. 204-C.S., passed 4-6-73; Am. Ord. 950-C.S., passed 9-5-23)

Personnel rules and regulations establishing specific procedures and regulations governing the personnel system of the city and adopted by the Council pursuant to the provisions of this chapter will be deemed supplemental to the provisions of this chapter. (‘63 Code, § 2-5.317) (Ord. 2936, passed 8-9-63; Am. Ord. 950-C.S., passed 9-5-23)