Lodi Municipal Code Art. I Generally

Pursuant to the authority granted to the legislative body of any city within the state under the provisions of Chapter 1, Division 5, Title 4 of the Government Code of the state and 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 best qualified persons available are brought into service of the city, the personnel system set forth in this chapter is adopted, and the provisions of this chapter shall apply to all offices, positions and employments.

(Prior code § 17-1)

The classified service shall consist of all employees except:

A. Officers appointed by the city council;

B. Department heads;

C. All part-time employees;

D. Employees paid on an hourly or per diem basis and employees who do seasonal work.

(Prior code § 17-2)

The appointing authorities are the city council, in the case of the city manager, city attorney, city clerk and city treasurer; the library board, in the case of the library director; and the city manager, for all other employees. These appointing authorities, in whom is vested by law the power to make appointments, transfers, promotions, demotions, reinstatements, lay-offs, and to suspend or dismiss employees, shall retain such power, subject to the provisions of this chapter and the rules established under this chapter. In addition the city manager shall have the authority to discipline or dismiss the library director based on employment practices.

(Prior code § 17-4)

(Ord. No. 1955, § 2, 8-1-2018)

The city manager shall:

A. Administration of system: Administer all provisions of this chapter and the rules established under this chapter not specifically reserved to other authorities;

B. Personnel board meetings: Attend all meetings of the personnel board;

C. Rules and regulations: Formulate rules and regulations and amendments, to be approved by resolution of the city council, establishing specific procedures to govern all phases of the personnel program, to include:

1. The preparation, installation, revision and maintenance of a position classification plan,

2. The preparation, installation, revision and maintenance of a salary and wage plan,

3. The public announcement of vacancies and examinations and the acceptance of applications for employment,

4. The preparation and conduct of examinations and the establishment and use of employment lists containing names of persons eligible for appointment,

5. The certifications and appointments of persons from employment lists to fill vacancies and the making of temporary and emergency appointments,

6. The evaluation of employees during the probationary period,

7. The transfer, promotion and demotion of employees,

8. The separation from the service of employees through layoff, suspension, dismissal and for incapacity to perform required duties,

9. The standardization of hours of work, attendance and leave regulations, working conditions and the development of employee morale, welfare and training,

10. The maintenance and use of necessary records and forms.

(Prior code § 17-5)

No person in the competitive service, or seeking admission thereto, shall be employed, promoted, demoted or discharged, or in any way favored or discriminated against because of political opinions or affiliations or because of race or religious belief.

(Prior code § 17-11)