PERSONNEL BOARD
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8.010 Appointment— Powers and duties.
(A) T he City Council shall appoint a Personnel Board of five members. Two members of the Personnel Board shall be appointed from a list of not less than seven names submitted by recognized employee organizations of the City. At least four of the seven names shall be members of labor unions not signatories to any memorandum of understanding with the City or in the employ of the City. At least one of the two appointees named above shall be selected from the four members of labor unions submitted to the council. Of the members first appointed, two shall be appointed for a term of two years, two for a term of three years and one for a term of four years. Upon original appointment, not more than one member from the employee list shall be appointed to serve for a term of the same number of years. Thereafter, each member shall be appointed for a term ending four years from the expiration of such term for which his predecessor was appointed, except that a person appointed to fill a vacancy occurring prior to the expiration of such term shall be appointed for the remainder of the term. No salaried or elected official of the City shall serve on the Board. All members shall be qualified electors of the City, and shall serve without compensation.
(B) A member of the Board shall serve at the pleasure of the City Council and may be removed by the affirmative vote of four members of the City Council. (C) The Personnel Board shall act in an advisory capacity to the City Manager on matters concerning personnel administration.
(D) The Personnel Board shall act as an appeal Board to hear appeals by a classified employee relative to any situation connected with his official employment status or condition of employment as provided by the personnel rules and regulations or any amendments thereto, or any memorandum of understanding between the City and a recognized employee organization. (E) The Appeal Board may recommend to the City Manager modifications or revocation of a disciplinary action only on the following grounds:
(1) The facts do not justify the action taken;
(2) A substantive violation or omission of procedure was made; (3) The action taken was unreasonable, capricious or arbitrary in view of the offense, the circumstances surrounding the offense, and the past record of the employee. (Ord. 3114 § 3, 1994; prior code § 2.51)
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