Resolution No. R-25-24 1
COMPARISON CHARTS BETWEEN CURRENT PERSONNEL RULES AND
REGULATIONS AND PROPOSED PERSONNEL RULES AND REGULATIONS This document provides a high-level summary of key revisions to the City of San Marino (“City”) Personnel Rules and Regulations (“Rules”). As an overall note, most revisions were implemented based on changes in the law.
As a preliminary note, each chapter of the current Rules contains an introductory section that mirrors the substantive section. (e.g. Chapter 4 on probationary period includes two pages that describe what each section within the chapter contains; there are two sections numbered 4.01, the first describes what is in the substantive section 4.01, and the second section 4.01 is the substantive policy section). This approach crowds the Rules and makes them confusing to cite/reference when the City is using the Rules as a guide to address certain issues. To simplify use by City Departments, including Human Resources, the new Rules do not contain introductory sections.
Rather the new Rules only contain the substantive materials that is relevant to each covered topic making the Rules easier to implement and follow.
Also, please note, as provided in rule I.F. “Conflicting Provisions,” if any provision, of a Memorandum of Understanding (“MOU”) between the City and a representative bargaining unit or Council resolution pertaining to employee salary or benefits, is in conflict with the Rules, such resolution or MOU provision trump the Rules.
I. Chart providing summary of substantive revisions and deletions from the current Rules. This chart also details whether a specific section was moved to a different Chapter/Rule1:
Section/Topic2 D/R3 Details Reason for Revision
1.02/Authority of the
City Manager
D section covered delegation of
authority, and the City Manager’s
role as the Personnel Director.
Delegation of authority is now under
Rule I.I. The City Manager is now
Terms used
interchangeably,
Changed to Appointing
Authority for clarity.
1 Current Rules use “Chapter” to refer to different topic headings (e.g. Chapter 3 covers “Applications, Applicants, and Employment” and provides detailed sections regarding vacation leave under that umbrella). The new Rules use “Rule” to refer to different topic headings in the Rules (e.g. Rule VI covers “Applications and Applicants” and provides detailed sections regarding the same).
2 Current Rules use “section” to refer to sections within each chapter (e.g. “Section 1.01 Adoption of Rules and Regulations”). The new Rules use capital letters to refer to sections under each rule (e.g. “A. Purpose” under Rule I “General Provisions”). Please advise if City wants a detailed breakdown of renumbering for each section and we are happy to provide. 3 D= indicates section was deleted, and R = indicates section was substantively revised.
Resolution No. R-25-24 2
designated as the “Appointing
Authority” as defined in Rule I.K.
1.03/ Duties of
Personnel Director
D Removed; the definition section
specifies that the City Manager is the
Appointing Authority. Current rules
refer to the City Manager as the
Personnel Director. New rules were
rephrased to reference to City
Manager by title or as the
Appointing Authority.
Terms used
interchangeably,
Changed to Appointing
Authority for clarity.
1.04/Purpose D This section covered the intent of the
rules rather than providing
substantive procedures
Unnecessary to include
“intent” of the Rules.
1.09/ City Council’s
Action on Personnel
Matters
D This section provided procedures for
City Council to discuss personnel
matters. Under the new Rules, City
Council, except in limited
circumstances, does not play a major
rule in discipline process. Rather, the
City Manager retains authority to
issue a final decision following a
recommendation by an independent
hearing officer concerning discipline
appeal.
It is a best practice to
remove City Council
from personnel related
decision-making and
delegate to the City
Manager. City Manager
as the appointing
authority/head personnel
officer should retain this
authority. It is best
practice to avoid
involving City Council
in personnel decisions
(except as it relates to
the City Manager).
3.03/ Selection Process R -Authority to appoint candidates from the eligibility list is modified to
the pertinent Department Head rather
than the City Manager.
-Expanded the criminal background
check paragraph to include the
framework required under the Fair
Chance Act (e.g. must provide
conditional offer before criminal
background check). This framework
is under Rule IX.A.1. Note: this
excludes certain positions exempted
from the act by law such as peace
officers.
Department Heads are
more involved in
operations of their
departments and it is a
best practice to give
them the ability to make
appointments rather than
the City Manager.
Added language relating
to the Fair Chance Act
framework as required
by law.
3.04/ Disqualification R -Revised disqualification based on disability, in compliance with the
Revision required under
the law.
Resolution No. R-25-24 3
ADA/FEHA,4to include that it is
subject to a determination that no
reasonable accommodation exists, as
required by law.
3.05/ Examinations R Revised promotional
competition/examination to give the
City Manager the authority to
discontinue a promotional
examination and open to non-city
employees if the City Manager
determines that the employee
applicants are not sufficiently well
qualified (restated in rule VII.B.)
Best practice to provide
the City more flexibility
during the hiring
process.
3.07/ Medical
Examination
Requirements
R Current Rules mandate a
preemployment medical exam;
revised to give the City discretion
depending on the position (restated
in rule IX.A.4).
Revision required under
the law.
3.08 /Testing for Use of
Controlled Substances
R Current Rules mandate drug testing
of all applicants, which is not legally
compliant. Revised and restated to
comply with the law; drug testing is
determined case by case based on the
position’s job duties, such as safety
sensitive positions (e.g. peace
officers). (Restated in rule XI.B.;
also cross references the City’s
standalone Drug-Free Workplace
policy.)
Revision required under
the law.
3.11/ Establishment of
Employment Lists
R Revised duration of eligibility lists
from 12 months with 6 month
extension to 6 month with a 6 month
extension. Also added provision
allowing indefinite eligibility lists for
continuous recruitments. (Restated in
rule VIII.C.)
Revised as a best
practice to provide the
City with flexibility
during hiring.
3.15/Types of
Appointment
R -Removed reference to “temporary”
appointments which govern
temporary/seasonal employees and
“exempt” appointments which
referred to appointed officials, City
Manager, Department Heads, etc..
Both, individuals covered under
“temporary” and “exempt,” are not
As a best practice,
Personnel Rules that
apply to employees in
the
competitive/classified
service do not apply to
other employees and/or
elected officials.
4 ADA = American with Disabilities Act. FEHA = the Fair Employment and Housing Act Resolution No. R-25-24 4
subject to the revised rules on filling
vacancies.
-Added a CalPERS compliant
provision for “Acting Appointments”
under V.B.6.
Revised Acting
Appointment to ensure
compliance with
CalPERS.
3.16/ Credit for Time of
Service
D Removed section, but retained credit
for time served as a provisional
appointee towards fulfillment of a
probationary period.
Best practice is to not
provide credit for time
of service for
temporary/emergency
appointment.
3.17/ Anniversary Date D Removed section. Anniversary date is simplified as the employee’s date
of employment as a permanent fulltime employee.
Revised as a best
practice to make it easier
for City to track
anniversary dates.
3.18/ Employment of
Relatives
D Removed section and replaced with a
much more robust and thorough
“Anti-Nepotism Provisions” and
“Non-Fraternization.” (See rules II.F.
and II.G.)
New expanded section
provides
policy/procedure based
on best practices and to
better manage City’s
risk relating to
nepotism/fraternization
claims.
3.19/ Continued
Employment
D This is now consolidated as a basis
for disciplinary action (i.e. failure to
maintain job performance/standards)
(see rule XX.C.b.) and Performance
Evaluations (see rule XVII.)
Consolidated as a best
practice under discipline
and performance
sections.
3.20/Layoff Procedures,
3.21/Reemployment,
and 6.02/Layoff
R These sections were consolidated
under Rule XXII Layoff and
Furlough.
As a best practice, it is
best when these sections
are consolidated and
organized under one
umbrella.
3.22/Reinstatement D Removed this provision. Although
this gives the City flexibility in some
regards, it also gives the appearance
that the City is using as a loophole to
avoid the hiring process for the
classified service to bring recently
resigned employees back to City
service.
Deleted to ensure
compliance with the
City’s hiring procedures.
3.26/ Temporary
Assignment and
Appointment
D Removed and replaced with Acting
Appointment provision that is
CalPERS compliant under V.B.6.
Deleted and replaced to
ensure compliance with
CalPERS rules.
4.03/ Extension of the
Probationary Period
R Revised to provide extension of
probationary period based on certain
unpaid absences; reduce extension
Revised as a best
practice and to provide
flexibility to extend
Resolution No. R-25-24 5
period from 6 months to 3 months.
(rule X.B.)
probation by shorter
intervals.
4.04/4.05/ Probationary
period for Sworn
Officers and
Firefighters
D Removed sections; probationary
period for peace officers and
firefighters is covered in their
respective MOUs.
Deleted for clarity;
probation for safety
employees is covered
under their pertinent
MOUs.
4.08/ Rejection Based
on Misconduct
D This involves an employee’s right to
a name clearing hearing under the
law. This only comes up in very
limited circumstances and is
provided, when applicable,
regardless whether it is included in
the personnel rules.
Deleted as a best
practice; details
regarding name clearing
hearings are not usually
included in personnel
rules.
4.09/4.10/4.11 / Leave
Benefits During
Probationary
Period/Payment of
Accrued Benefits Upon
Rejection/ Payment of
Benefits Upon
Resignation During
Probationary Period
R These sections were deleted as part
of the probationary period section of
the Rules, and consolidated under the
new rule on Attendance and Leaves
(rule XV).
Revised and moved for
clarity. Best practice to
have benefits covered in
one area of the Rules to
streamline review when
needed.
4.12/ Exceptions to
Probationary Period
Requirements
D The instances where an employee is
not required to serve a probationary
period are addressed throughout
different sections of the Rules and
this is not required as a standalone
section.
Deleted for clarity and
organization.
5.06/ Protest of
Evaluation Report
R Removed an employee’s right to
protest a performance evaluation
through the grievance process. New
rule permits an employee to file a
response to their performance
review, but no right to appeal or
grieve their performance review.
(Rule XVII. D.)
It is a best practice to
disallow grievance to
performance reviews.
Performance reviews are
not discipline and are
the City’s evaluation of
an employee’s
performance throughout
the year. As such, an
employee’s assessment
of the employee’s
performance should not
be subject to appeal.
6.02/ Layoff R Removed requirement to provide
employees with 10 working days’
notice of layoff and/or pay for 10
working days due to layoff
Removed as a best
practice. There may be
instances where notice
of layoff is not possible
Resolution No. R-25-24 6
and/or the City’s budget
does not support 2
weeks’ pay for laid off
employees.
6.03/ Discharge D This section was deleted and
replaced with a brief cross reference
to the rule for Discipline (XX), as it
thoroughly addresses all pertinent
procedures for discharge.
Deleted/moved as a best
practice; currently, this
is under what would be
considered a section
discussing the various
ways an employee could
separate from City
service. However, this
goes into in-depth
details regarding causes
for discipline, which is
more appropriate for the
section covering
disciplinary action.
6.05/ Payment of Salary
Upon Discharge
D This section is not required and was
removed to provide flexibility for
Human Resources/Payroll in
administering final pay. Note: Labor
Code section providing timelines for
final pay does not apply to public
employers.
Revised as a best
practice to provide City
with flexibility relating
to final pay.
6.06/6.07/6.08/6.09
Payment of Salary
Upon Resignation or
Retirement/
Compliance with
PERS/ Continuation of
Group Health Plan
Coverage for
Retirement/ 6.09
Continuation of Group
Health Plan Coverage –
Resignation, Discharge
and Reduction in Hours
D Removed these sections as these
sections are not common in Rules
and Procedures. These are Human
Resources administrative
tasks/Procedures that the City is not
required to maintain in its Personnel
Rules.
Removed as a best
practice to better
consolidate the Rules
and only retain
necessary provisions.
These provisions are
procedural in nature and
not required.
7.02/7.03 Preparation of
Salary and Benefit Plan
/ Adoption of Salary
and Benefit Plan
D These sections were deleted and the
Classification Plan and the Salary
and Benefit Plan will no longer be a
part of the Rules, rather they will be
maintained separately as standalone
documents.
Removed as a best
practice. The
Classification Plan,
which is usually
revised/updated from
time to time is typically
retained as a standalone
document.
Resolution No. R-25-24 7
7.04/ New Full-Time
Employee
Compensation
D Removed requirement to compensate
new employees as the minimum step
for the classification range to give
the City manager and Department
Heads more flexibility to recruit
competitively.
Removed as a best
practice to better
position the City when
recruiting candidates.
7.05/ Pay Period and
Payroll Schedule
R Revised pay periods from semimonthly to bi-weekly (revision under rule XIV.C.).
Revised based on City’s
note that, in practice,
payroll is processed biweekly.
7.07/7.08/7.09
Compensation increases
for
Promotions/Exceptions
to the Compensation
Increases/Compensation
on Demotion
D These sections set parameters for pay
increases following a promotion.
Removal of these provisions provide
the City with a bit more flexibility in
implementing merit increases and
pay decreases following demotion.
Revised as a best
practice to provide
flexibility.
7.11/ Compensation:
Part-time and
Temporary Employees
D Section only pertained to part-time
and temporary employees.
Deleted as a best
practice; typically
parttime and temporary
employee compensation
is not addressed in
Personnel Rules.
7.12/ No Vested Rights
to Increases
D This is already covered since the
performance section provides that
merit increases are subject to
performance review evaluations.
Deleted as a best
practice since it is
otherwise duplicative of
the performance
evaluation section.
8.02/ Work week
General employees
R Modified workweek to M-Th 7-5,
and F 7-11
Revised to reflect City’s
standard work schedule.
8.04/ 8.05 Public Safety
work period and
overtime
D Topics addressed in pertinent MOUs. Deleted for clarity; work period/overtime for
safety employees is
covered under their
pertinent MOUs.
8.06/ Employment
Hours - Holidays
D No automatic 1.5x salary for
working holiday; rate of pay for
holiday pay is based on MOU and
salary and benefits schedule. Parttime employees do not receive holiday pay
Deleted as a best
practice and for clarity
as issue is already
addressed elsewhere.
8.07/ Employment
Hours – Emergency
D Deleted 1.5x salary for emergency
off duty work and removed
minimum 2 hours of pay, subject to
variations in MOU
Deleted as a best
practice and for clarity
as issue is already
addressed elsewhere.
Resolution No. R-25-24 8
8.09/ Exemption from
Fair Labor Standards
Act (“FLSA”)
R Replaced section with FLSA
compliant definition that
encompasses more than the listed
positions under this section, to
ensure compliance.
Revised for legal
compliance.
9.04/ Vacation Accrual R revised accruals to 90 hrs/1-5 yrs of svc; 108 hrs/7th yr; 114/ 8th yr; 120
hrs/ 9-14 yrs of svc; 140 hrs/ 15-19th
yrs svc; 162 hrs/ 20-25th yrs of svc;
180 hrs/26th yrs of svs (see XV.D)
Revised at City’s
direction to reflect
current accrual schedule.
9.05/ Maximum
Vacation Accrual
R Vacation accrual cap revised to 2.0x
the employee’s accrual rate
Revised for legal
compliance.
9.09/ Vacation earned
during leave of absence
R consolidated to state that no vacation
leave shall be accrued during any
unpaid leave of absence greater than
thirty (30) days
Revised as a best
practice; typically no
paid leave accrues
during unpaid leave.
Chapter I-10/ Sick
Leave
R Significantly revised and modified
chapter for legal compliance with
California paid sick leave law;
current version appears to predate the
law. New section on sick leave is
located at XV.E. Highlights of key
revisions:
-Removed 6 month waiting period to
request sick leave;
-Provide different accruals for
fulltime vs. part time employees
-softened physician note requirement
to comply with the law
-added section for reinstatement of
unused sick leave following rehire
within 12 months in compliance with
the law.
Revised for legal
compliance.
Chapter I-11/ Holidays R -Holiday list removed and employees are referred to their MOU and/or
salary benefit schedule for holidays
observed
-Removed provision providing 1.5x
pay for working a holiday.
Deleted for clarity; Issue
addressed for each
employee group in
pertinent MOUs.
12.01/ Authorized
Leave of Absence
without pay
R Shortened leave period from 90 to 30
days. Added certain qualification
requirements, such as exhaustion of
all paid leaves
Revised as a best
practice; minimize time
period that City could be
potentially required to
give employees as a
leave of absence.
Resolution No. R-25-24 9
12.02/ Extended Leave
of Absence
D Removed this leave in light of
various new leaves added as required
by law.
Deleted as a best
practice; since the last
revision to the personnel
rules, there have been a
myriad of new leave
entitlements under the
law, as such, this
provision is no longer
needed.
12.04-12.07 (Sections
covering maternity and
paternity leave)
D These sections were non-compliant
(e.g. 12.04 included a provision
requiring a pregnant employee to
notify the department head of
pregnancy and provide a written
statement of intent to continue
working). These sections were
replaced by a compliant Pregnancy
Disability Leave (PDL)/California
Family Rights Act (CFRA)/ Family
Medical Care and Leave Act
(FMLA) policy.
Deleted and replaced
with legally compliant
sections.
12.08/ Jury Duty R Revised to cap paid jury duty leave
to 10 working days (anything in
excess would be unpaid; an
employee may use accrued leaves).
Revised as a best
practice to minimize
potential cost to City.
12.09/ Bereavement
leave of Absence
R Revised in compliance with AB1949
to give a total of 5 days per death.
Revised for legal
compliance.
12.10/ Unauthorized
Leave of Absence
R Added provisions to facilitate finding
of job abandonment based on
continued unauthorized absence.
Revised as a best
practice to include clear
guidelines for
abandonment.
Chapter I-13/ Employee
Training and Education
Program
D This topic was removed because
these benefits are typically addressed
in MOUs and/or unrepresented
salary benefits schedule.
Deleted as best practice;
out of place in the Rules.
Chapter I-14
Disciplinary Action and
Effects
R This chapter was revised to comply
with due process rights and clarify
applicability to certain employees.
Key updates (note this chapter and I15 [covered in the next row] were consolidated as rule “XX.
Discipline” in the new Rules):
-Clarified that at-will employees are
not entitled to pre-discipline rights or
appeal rights in discipline section
and may be terminated at any time.
Revised for legal
compliance.
Resolution No. R-25-24 10
-Clarified types of discipline
(suspensions/discharge) entitled to
procedural processes and appeal
rights.
-Added extensive list detailing what
amounts to “cause” for discipline.
Chapter I-15 Appeal
and Hearing Procedure
R This chapter was deleted and
consolidated under rule XX.
Discipline. Here are the key
revisions to the discipline appeal
procedure:
-Extended timeframe for filing an
appeal from 5 to 10 days
-The appeal hearing is no longer
before the City Manager or a hearing
officer selected exclusively by the
City Manager; it is now before an
Independent Hearing Officer
(modified to comply with employee
due process rights) selected by the
City and employee.
-After considering the Independent
Hearing Officer’s advisory opinion,
the City Manager makes final and
binding decision regarding
discipline; the City Manager’s
decision is no longer subject to
appeal to Council.
Revised to adopt best
practices relating to
timelines for discipline
appeals and ensure that
timelines provide
employees with
adequate due process.
Also revised the appeal
process to include an
independent hearing
officer selected by city
and employee for due
process compliance.
As a best practice, it is
recommended that the
City Manager make the
final decisions relating
to personnel. We
typically recommend
against involving
council in day-to-day
personnel related issues,
such as disciplinary
appeals.
Chapter I-16 Grievance
Proceedings
R There were no substantial
substantive revisions to the
Grievance proceedings (restated as
rule XXI). There were two key
additions:
-Added a list of subject matters
explicitly excluded from the
grievance procedure (e.g. denied
merit salary increases);
-Added a section providing required
contents for written grievances (we
are also providing the City with a
grievance form).
Revised as a best
practice to include
excluded items and
clearly delineate what
must be included in a
grievance to better
facilitate the grievance
process.
Resolution No. R-25-24 11
Chapter I-17 Reserved
Rights
D This chapter was deleted. Chapter is
somewhat redundant/ unnecessary as
it is essentially a general restatement
of the City’s assertions to its various
rights to modify the Rules.
Deleted as a best
practice; chapter is not
necessary.
Chapter I-18 Employee
Organizations
D This chapter was deleted as it
appears to cover the City’s Employer
Employee Relations. We
recommend the City maintains a
separate Employer Employee
Relations Resolution outside of its
Rules.
Deleted as a best
practice; it is best to
have a stand-alone
Employer Employee
Relations Resolution.
Chapter I-19 Reports,
Records, and Notices
R This chapter was restated and revised
as rule “XVIII. Records and
Reports.” Key substantive revisions:
-Added section to maintain a
standalone Medical Information file
as required by law;
-Added section for References to
facilitate reference checks
Revised to ensure legal
compliance in record
keeping and minimize
exposure when
providing reference
checks.
Chapter I-20
Administrative Actions
R This chapter was restated and revised
as rule “III. Outside Employment,
Enterprise, or Activity” in
compliance with the law, and created
two subsections: 1) outside
employment and 2) political
activities. The revised rule also
added an appeal process, as required
by law, to a determination that
outside employment is prohibited.
Revised to ensure legal
compliance.
Chapter I-21
Amendments and
Revisions; and Chapter
I-22 Severability
D These two chapters were deleted as
standalone chapters and the topics
were consolidated under rule “I.
General Provisions.”
Revised and
consolidated for clarity
as a best practice.
II. This chart provides summary of newly added sections to the Rules:
Section/Topic Details Reason for Addition
Rule II/ NonDiscriminationAdded various sections for legal compliance. e.g.:
-Added the City’s Equal Employment
Opportunity Statement.
-Added statement regarding providing
reasonable accommodations to
applicants/employees under the ADA/FEHA.
Added for legal
compliance.
Resolution No. R-25-24 12
-Added cross reference to City’s policy against
harassment/discrimination/retaliation.
-Added statement that the City will provide
reasonable accommodations based on religious
beliefs.
Rule IV/
Classification
Added a classification rule to clarify roles
relating to the City’s classification plan. Key
highlights of this rule:
-City Manager works with Department Heads to
review/revise plan periodically.
-City Council approves any revisions by
resolution.
-Expanded “reclassification” to allow City to
reclassify positions based on City Manager
recommendation and City Council approval.
Added classification
rule to provide best
practice procedures for
reviewing and revising
classification plan.
Rule IX/ Offers
of Employment
and Hiring
Procedures
This rule is currently covered under chapter 3,
but extrapolated into its own rule and added
sections for compliance:
-Detailed framework for evaluating applicants’
criminal record history under the fair chance act.
-Added section regarding required employment
oath.
Added as a best
practice; this rule
required expansion,
such as providing
details regarding
compliance with the
Fair Chance Act.
Rule XI/ Drug
Free Workplace
Added new drug-free workplace rule with a
cross reference to a more detailed standalone
Drug-Free Workplace Policy.
As a best practice, this
policy is best
maintained separately
outside of the Rules.
Lengthy policies, such
as this one, are best
maintained separately.
Rule XII/
Workplace Safety
A new rule for workplace safety that addresses
key issues:
-Cross reference City’s Injury Illness Prevention
Program.
-Add a subsection for workplace violence
prevention.
-Provide details regarding steps employees must
follow after suffering a workplace related injury
or illness.
Added this policy as a
best practice to clearly
delineate key aspects of
workplace safety.
Rule
XIII/Workplace
Rules
Key aspects of this new rule:
-Added a subsection for personal appearance
(i.e. a dress code policy) that is compliant with
the law.
-Added a subsection that explicitly states the
City’s right to search City provided workspaces
and equipment.
Added this policy as a
best practice to provide
legally compliant
guidelines concerning
employee appearance
and City workspace
searches.
Resolution No. R-25-24 13
Rule XIV.B.6 Added compliant “Compensatory Time Off”
section to the rules. This provides detailed
framework for accrual, use, and cash out of
Compensatory Time Off as required under the
FLSA.
Added this policy to
the Rules as it is a key
policy for public
employers.
Rule XV.H. Added section detailing parameters for
Personnel Action Leave (also commonly known
as paid administrative leave) to provide
guidelines regarding instances warranting
placement of an employee on such leave (e.g.
pending investigation of alleged workplace
misconduct).
Added this policy as a
best practice to clearly
define guidelines for
placing an employee on
paid administrative
leave.
Rule XV.K. Added section for Voting Leave in compliance with Elections Code section 14000 et seq. (2
hours of paid leave to vote).
Added section for legal
compliance.
Rule XV.L. Added section for school leave (unpaid but
employees may use accruals for pay) in
compliance with the Labor Code.
Added section for legal
compliance.
Rule XV.O. Added section for Lactation Accommodation
that cross references a proposed standalone
policy regarding the same.
Added to ensure legal
compliance with
lactation
accommodation law.
Rule XV.R. Added section for Fitness for Duty Leave
providing guidelines for placing employees who
appear unfit on a leave of absence pending
medical examination.
Added legally
compliant fitness for
duty leave section.
Rule XIX. Added statement, in compliance with the
Government Code, that all public employees,
such as the City’s employees, are disaster
service workers.
Best practice to include
this statement in the
Rules.
Rule XXII.B. Added a section for Furlough and Reduction of Hours. Subject to City Council authorization,
the City Manager and Department heads may
impose furlough or reduction of hours
depending on the City’s needs.
Added this section as a
best practice to provide
the City with additional
tools, other than layoff,
for cost reduction.
Rule XXIV. Added rule prohibiting smoking on City
premises and inside City vehicles (this includes
smokeless tobacco products).
Added this section
upon the City’s
request.