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32 RESOLUTION NO. 2022-R___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CULVER CITY, CALIFORNIA, APPROVING AND ADOPTING
REVISED CIVIL SERVICE RULE THREE OF THE CITY OF
CULVER CITY AFTER PUBLIC HEARINGS HELD THEREON
BEFORE THE CIVIL SERVICE COMMISSION.
WHEREAS, pursuant to Culver City Municipal Code Section 3.03. 100.D, the Civil Se rvice Commission (Commission) conducted a number of duly noticed public hearings beginning on August 4, 2021 and ending on April 6, 2022, to consider proposed amendments to the Civil Service Rules; and
WHEREAS, specifically, the Commission determined that R ule 3, “Classifications”, should be review ed and updated to allow for internal administrative approval of classification specifications, with relevant bargaining group input; and WHEREAS, following the conclusion of the public hearing s and the Commission’s thorough deliberation of the matter, including full consideration of the proposed amendments, staff report, related information and all comments from the employee organizations and the public , the proposed amendments to Civil Service Rule 3 were approved by the Civil Service Commission for recommendation to the City Council.
NOW, THEREFORE, the City Council of the City of Culver City, California, DOES HEREBY RESOLVE as follows:
1. The proposed amendments to Rule 3 of the Civil Service Rules, attached hereto as Exhibit “A” and in corporated herein by this reference, are hereby approved and adopted. All other Civil Service Rules adopted by Resolution No. 20 15- R053 and which are not specifically amended by this Resoluti on, shall remain in full force and effect.
RULE 3
RULE
3 CLASSIFICATION
3.1 Policy: The purpose of Classification Specifications is to establish and maintain a system of written job analyses by job titles and duties. They shall accurately describe the assignment of duties and responsibilities by organization and function to in dividuals as well as the qualifications necessary t o perform such duties and responsibilities satisfacto rily. There shall be a Classification Specificatio n for each Classification in the Classified Service. The Classification Specification shall contain the dut ies, assignments, title, requirements as to education, e xperience, licenses and other special characteristi cs and/or skills required to satisfactorily perform the Position.
The Appointing Authority may establish as many Clas sifications as the Appointing Authority determines are necessary pursuant to this Rule, whether or not the Appointing Authority fills such Classification s.
The Appointing Authority may fill as many Positions within the Classifications as the Appointing Authority’s budget allows.
3.2 Existing Classifications: All Classification Specifications presently existin g as of the date of adoption of these revised Rules, as evidenced by the records of the Human Resources Department, shall continue in full force and effect unless subsequent ly changed pursuant to the procedures contained in this Rule.
3.3 Procedure:
a. Processing: A request to establish a new Classification or to amend an existing Classification may be initiated by the Appointing Authority as well as any member of the City Council or any Employee of the City. The request shall be prepared and submitted to the Human Resources Director and the affected Department head for consi deration. This request shall include a description of the duties to be performed, and such information or attachments as may be necessary to consider the request.
The Human Resources Director shall review the reque st with the originator, the affected Appointing Authority and Recognized Employee Organi zation. If any Employee or party subject to these Rules disagrees with the Human Res ources Director’s decision, such objection shall be presented in writing to the City Manager for consideration within 10 Working Days of the Human Resources Director’s decision. T he City Manager shall make the final decision on the establishment of a new Classification or revisions to an existing Classification.
This shall be the sole Appeal process for Classifications, except as provided in the grievance procedures in these Rules.
b. Reclassification: When the duties and responsibilities of a Position are modified to add or delete significant functions, skills, authority, ed ucational requirements or other factors which may affect compensation decisions, the Classificati on Specification may be redefined to reflect the new level. This constitutes a Reclassi fication of the Position. In the event the Reclassification results in the establishment of a new Classification, the process specified in these Rules for establishing a new Classification S pecification or amending an existing Classification Specification shall be followed.
(1) Basis for Reclassification: Reclassification of an Employee shall be based upon specific and significant changes in duties and responsibilities, and shall not be used as a reward or punitive action, or to circumvent these R ules regarding Promotion, Demotion or layoff. No Employee shall be reclassified to a Classification for which they do not possess the Minimum Requirements.
RULE 3
(2) Reclassification to Higher Level Position: Should an Employee’s permanent Position be reclassified to a higher level Position, based upon the duties and skills currently being performed, the Employee shall be entitled to that Classification upon recommendation by the Appointing Authority and verification by the Hu man Resources Director that the Employee meets the Minimum Requirements of the new Classification.
(3) Layoff Rights for Reclassified Employees:
i. Should an Employee’s permanent Position be recla ssified to a lower level Position, the Employee shall have the right to be placed in t he lower level Position or be entitled to lay off rights, in accordance with Rule 14.
ii. An Employee whose Position is reclassified to a higher Classification and is deemed not qualified for the higher Classification shall b e entitled to lay off rights, as it pertains to the lower Classification.
c. Duty Assignments: An Employee may be assigned related or collateral d uties, not specifically named in a Classification Specification, and which do not alter the primary responsibilities of the Classification, as deemed necessary by the Employee’s Appointing Authority, without requiring a modification of the Classification Specification or a Reclassification.