HomeMy WebLinkAboutOrdinance-1970-0046 - Establishing a Personnel Merit Systemr
BY ALDERMAN: JOE DONALDSON,
ORDINANCE NO.
Series of.197D
TITLE: AN ORDINANCE ESTABLISHING A_PERSONNEL MERITSYSTEM FOR THE
CITY OF WHEAT RIDGE.
BE IT-ORDAINED BY THE CITY COUNCIL OF THE CITY OF WHEAT RIDGE;
JEFFERSON COUNTY, COLORADO, THAT:
Section 1. PURPOSE, ADMINISTRATION AND AMENDMENT OF RULES. -
1-1. Purpose of Rules: The purpose of these rules is to
establish a Personnel Merit System.- .Any conflict between the Merit
System Rules and the Statutes shall be resolved by the Statutes which
are the ultimate authority.
1-2. Persons Covered by Rules: All employees of the City
of Wheat Ridge shall be included within the provisions of the Personnel
Merit System except Department Heads as established by the City of
Wheat Ridge; elective officers, appointees of Council, appointed members
of Boards and Commissions; persons employed to make or conduct a
special inquiry, investigation., examination, installation,, or audit,
persons of -a professional nature employed by the City on a regular .
but less than a full-time basis to render professional services, and
persons covered by Civil Service.
1-3. Administration of Rules: The rules hereinafter set forth u
shall be administered by the Mayor, or his designated representative.
Any action provided for in theserules may be initiated by any employee
acting through channels.- Requests for information and/or clarification
of these rules may be initiated by any employee acting through channels.
1-4. Amendment of Rules: These rules maybe amended from time
to timevas Council deems advisable.
1-5. Classification Plan: A Classification Plan resulting from
an analysis and evaluation of each position in the classified service
shall be adopted by Resolution of City Council and will group all positions
in classes, basedon duty, authority and responsibility and the qualifica-
tions necessary for-performance of the duties. Class titles will be
used to designate auch positions in all records and communications.
1-6. Pay Plan: A proposed pay plan directly related to the_
position --classification plan shall be submitted to City Council for.
adoption.
Section 2. DEFINITIONS.-As used in these rules, the fallowing
words and terms, unless the text clearly requires otherwise, shall have
the meaning indicated below:
- 1
(Cant 'd.)
Anniversary Date: The date from which time will be computed
in order to determine eligibility for merit salary increases which will
normally be observed one year from the date of,completion of the employee's
last probationary period where a salary change was involved, and annually
thereafter.
Personnel Committee: Personnel Committee consisting of
five citizens appointed by Council.
Appointing Authority: An officer or body having power to make
appointments to positions. City Council is the Appointing Authority in
the case of non-elected officers and Department Directors. Other appointing
authorities, including Department Heads, shall be designated by the Mayor.
Certification: The act of the Director of Administrative Services
in supplying a Department with the names of applicants who are eligible,
in accordance with the provisions of these rules, for appointment to
the class and position for which certification is requested.
Channels: Communication through lines of authority as designated
by Table of Organization.
Statutes: Statutes of the State of Colorado.
"Class" or "Classes of Positions": A group of positions suf-
ficiently alike in duties, authority and responsibility that they may be
designated by the same title and equitably compensated from the same range
of pay under substantially the same employment conditions.
Class Specifications:' The written description of a class,-including
the title, a statement of the nature of the work, examples of duties and
responsibilities; and the requirements-that are necessary or desirable for
the satisfactory performance of the dutiesof the class.
Class Title: The title assigned to any particular class and
used for reference to that class.
Eligible: A person whose name is on any active re-employment,
promotional or initial appointment list and who may under these rules be
certified for appointment to a position in the classified service.
Section 3. HIRING POLICY.
3-1. Filling Uacancies: When a vacancy exists, the Appointing
Authority will submit a Personnel Requisition to the Director of Adminis-
trative Services. The City promotion list, or other existing employment
list will be screened and an eligible list submitted to the Personnel
Committee which will determine if the vacancy can be filled from eligibles
aifailabls. If the.vacency`cannot be.filled through appointment by pro-
motion, transfer, or re-employment, then original entry applicants will be
screened. The Personnel Committee will determine which candidates are
eligible in priority based on its review of qualifications. After inves-
tigation, the Appointing Authority shall make its appointment from
the top three candidates, notify the applicant and advise the Director. of
- '2 -
(ContId.)
Administrative Services of the name of the appointee. Applicants may
not be examined who lack minimum qualifications, are dependent on the
use of narcotics and drugs, or have been convicted of a crime of a nature
which renders the applicant unfit for a class.
3-2. Examination: Methods of examination will be as established
by the Personnel Committee.
3-3. Probationary Period: All employees initially appointed,
promoted, demoted or re-employed shall be required to serve a minimum
six-months probationary period (180 days). At any time during the pro-
bationary period, the appointing authority may remove an employee who in
his opinion fails the working test.
3-4. Probationary Period Reports: At least ten days prior
to the expiration of an employee's probationary period, the appointing
authority shall submit a completed Evaluation Report on the employee
to Administrative Services. In addition to an evaluation of the employee's
services, the appointing authority shall set out whether the employee
is to be placed on permanent status. The Evaluation Report shall be
reviewed with the employee and the employee shall receive a copy.
3-5. Reclassification of Promotional Appointee Who Fails to
Complete Probational Period. An employee appointed from a promotional
list who does not successfully complete his Probationary Period may,
upon recommendation of the Appointing Authority to the Mayor, resubmit an
application for a position in the class occupied by the employee immediately
prior to his promotion if a vacancy in that class exists at that time
or shall be placed on-a re-employment list awaiting appointment for a
position for which'he is eligible.
3-6. Reclassification of Transferred Employee Who Fails to
Complete Probational Period: An employee who receives a lateral transfer
and who does not successfully complete his Probationary Period may, upon
recommendation of the Appointing Authority to the Mayor, resubmit an
application for a position in the class occupied by the employee immediately
prior to his transfer if a vacancy in that class exists at that time or
shall be placed on a re-employment list awaiting appointment for a position
for which he is eligible.
Section 4. PAY POLICY.
4-1. Appointment Rate: The minimum rate of pay for a class shall
normally be paid upon appointment but if recommended by the Personnel
Committee, the Department Heads affected, and the Mayor, appointment may
be made up to and including the third step in the salary grade assigned
to the class.
4-2. Merit Salary Increases: Salary adjustments within an estab-
lished range shall not be automatic but shall be granted upon specific
recommendation by the Department Heads and approval of the Mayor but may
not exceed one step at a time. After an employee has satisfactorily com-
pleted a period of six months at the appointment rate the employee is
eligible for a 6-month salary increase. Thereafter, the minimum interval
is 12 months. When an employee is temporarily assigned to a position having
a grade classification higher then the.grade.he holds, a temporary one-step
pay increase in the employee's own grade may be authorized, if recommended
by his Supervisors.
_ 3 _
(Cont'd.) ,
• ~,,L G~ ~ y~ ~yJ'
4-3. Professional Achievement: An employee who on his own
initiative and efforts attains advanced education and/or training or
a professional achievement which will enable him to perform his City
position at a higher level, will be eligible for a six months credit
toward his next Merit Increase. If a promotion (move from one class
to a position of another cless.with a higher maximum salary) results
from the Achievement, the Merit Increase-does not apply.
4-4. Longevity Pay: Years of service.with the City will be
recognized with longevity pay on a schedule as set forth in the Annual
Salary Ordinance.
4-5. Transportation and Miscellaneous Expense: Employees who
incur expenses in the conduct of City business shall be reimbursed in
accordance with the policy established by Council Resolution.
4-6. Pay for Part-Time and Temporary Work: (See Annual
Ordinance.)
4-7. Pay for Overtime Work: (See Annual Ordinance.)
4-8. Deductions from Pay: Deductions from regular pay shall
be made for unauthorized absence, absence due to illness after all sick
and vacation leave and compensatory time has been used, absence due to
suspension from duty, leave without pay and any unauthorized absence.
4-9. Total Pay: The salary rate for an employee shall be the
total remuneration for the employee, not including reimbursement for
official travel and expenses, contractual service, or tool and equipment
rental, except upon approval of the Mayor or Council an employee may
receive pay from the City in addition to the salary, for services which
require specific duties beyond the normal responsibility of his position.
The City may make monetary awards for employee suggestions for the im-
provement of the City services.
4-10. Notice on Salary Changes: An employee who receives or
is denied a salary increase to which he might be eligible shall be
advised in writing as to the reasons for such increase or denial.
4-11. Terminal Payment: Employees who are dismissed or resign
shall be granted accrued vacation leave and compensatory time credits.
4-12. Pay Day: Pay periods are from the first thru the 15th
day and from the 16th thru the last working day of the month. Employees
will be paid on the last working day of the pay period.
Section 5. EMPLOYEE RIGHTS.
5-1. Holidays: The following Holidays and such other days the
City Council may designate. will be observed. They shall be granted with
pay to all employees.
New Year's Day Labor Day
Memorial Day. Thanksgiving Day
Indspendence`Day Veteran's Day
Colorado Day Christmas Day`
When a Holiday falls on, Sunday, the following Monday shall be
observed. When a Holiday falls on Saturday, the preceding Friday shall
be observed. When a Holiday falls during a vacation, the Holiday shall be
deemed to have been observed and the vacation shall be extended one day.
- 4 -
(Cont'd.)• •
If an employee is off sick on a Holiday, the Holiday shall be deemed
to have been observed and no charge shall be made against sick.leave fox-,_
that day.
The Court must also be -closed on Lincoln's- Birthday - February 12,
Washington's .Birthday February 22, Columbus Day --October 12 and Election---,,
Days. However, these are-_offiaial duty days for. _court_.personnel who will be
assigned--other duties.
5-2. Vacation Leave: Each regular full-time employee shall be
allowed variation leave with pay at the rate of ten working days par year
during the first five years of employment." Regular employees-having
completed fiveyears of continuous service shall.be.granted twelve_working
days of vacation leave-per year. `After completing ten years of continuous,
service, employees shall be granted fifteen.wgrking days of. vacation leave
per year. Beginning with the twelfth year an additional day of vacation..
shall be-added every two years until.the 20th year, making a total of twenty -
working days of vacation for twenty years of continuous service.
Employees shall earn-,and accrue vacation from their date of
initial hire, except that no employee may take vacation nor be compen-
sated for-vacation until the completion of his original appointment
probationary period. An employee may-take five working days after_comple--
tion of his original probationary period except that any amount taken shall
be charged against the ten working- days annual vacation which is earned
on completion of one-year of service.-... _
Vacation time will.bot be permitted to accrue to an amount-_--
beyond that granted annually except under such unusual work load circum-
stances whenit has been impossible for the employee to take his vacation
and then only with the written permission of the appointing authority.
Leave granted in any six-months period shall not exceed the annual accrual
except when authorized by the_City-Mayor. The time at which- an-employee
shall take his vacation shall be determined by-his.Department Head with due
regard for-the wishes of the employee and the specific needs Of the City.
Employees are encouraged to take all of their vacation at -one.-time and in--
no case shall it be taken _in_-less than -one-day units.--Regularemployees
who are separated.from_the_service in-good standing shall he compensated -
for vacation.accrued-to-the date of,separation. If an emergency or
illness occurs while an employee is on-vacation and-such -emergency or =
illness would normally justifythe allowance of leave for this purpose,
then that time will not be counted against vacatinn_leav.e __i_f so requested
by the employee and approved as provided for in the appropriate leave
section.
5-3. Sick Leave: Immediately upon appointments all employees
except temporary and hourly employees, shall he. -granted -five (5)_.dBVS__ -
of-accumulated sick leave. Upon the completion of the sixth month of
employment, and every month thereafter, one (1) additional day of sick
leave shall be earned. Sick leave shall only be allowed in the case
of sickness or physical diaability.of the..employee or members of his..
immediate family who reside.wit.h..the employee.
- 5 -
(ContId.)
0
tmp.ioyees_aosent on sick leave shall notify their immediate Supervisor
prior to the time set for commencing work or as provided for in-depart-
mental rules and regulations,
All use of sick leave shall be approved by the appointing
authority. At any time the appointing authority may require the employee
to 'submit a physician's certificate.as the basis for approval of a request
for sick leave. Sick leave may be accumulated up to a maximum of 60
working days. No payment will be made for unused sick leave.
5-4. Emergency Leave: Emergency Leave with pay shall be granted
for the following reasons up to but not to exceed the-amounts indicated;
A. Death of a spouse or child who resides with the-employee -
6 working days.
B. Death of a member of the immediate family except as pro=-
vided in 5-4A - -3 working days.
An additional amount of time shall be granted for travel as.
required.
5-5.--Injury Leave: All employees, except temporary employees;,
shall be granted leave with pay in event of an injury incurred on the job
which renders him incapable of performing his normal duties unless it can
be shown that said injury occurred as the.result of.the carelessness_or.
.
negligence of the injured employee. Injury leave shall terminate as in-
dicated below:
A. On the dat...a-ruling is made of permanent and total disability.
S. When the employee is released by-his physician to return
to work.
C. At such time that he is declared capable of performing his
normal duties by a physicianappointed by the Mayor.
D. If prior to release-for normal duties, it is ;determined by
a physician that the employee is capable of performing limited
work aasignments, he shall immediately report for duty under
the conditions set forth in the physician's certificate.
E. Any limited assignment of duties shall bereviewed each 30
calendar days to determine if the employee is capable of re-.-
suming his_normal_unlimited _duties. - Such limited assignment
shall not extend beyond -a maximum of 90 consecutive` calendar
days. If at any time within these 90 days it is determined
that the employee will notbe capable- of resuming his regular
duties he willbe considered for reclassification to an
available position for-which-he possesses the necessary
qualifications.
During the period an employee.is-on injury leave, any payments
received from the Workmen's Compensation Fund shall be made to the City.
There shall be no payments made to an employee from the Police Pension
Fund while he is receiving injury leave payments.
5-6. - Educational Leave: When recommended by the appointing
authority and approved by the Mayor, and under the conditions imposed
by the-above, an employee may he granted an educational leave without pay
for the purpose of pursuing studies directly related to his work.
No time spent on educational leave shall be used in determining time in
a step for a merit increaser seniority, longevity, vacation or sick
leave. The allowance or other fringe benefits shall be only on approval
of the Mayer.
- 6 -
CCont'd.)
5-7.- Military Leave of Absence:
A. Regular employees entering the active military service of
The United States, regular employees drafted into-suchaervice„
or employees subject to compulsory service who voluntarily
enlist, shall be granted -a leave of absence. without pay to
extend forninety days beyond the-d_ate.of terminatipn.of
active military service.
8. Within ninety days of the-expiration of the military
leave of absence, such-regular employee -must inform the Director
of Administrative Services of his willingness and ability to
return to City employ and produce evidence of his honorable
separation-from military service.- The-employee shall thereupon
be returned to his former or similar position, provided he is
capable of carrying out the duties of the position.
C.- Employees granted military leaves of-absence _may count such
service as-time spent on the job for computing seniority in the
event of a lay off.-
D. Any employee appointed to a-vacancy created by the granting of.
military leave shall have his appointment designated as "Military
Replacement" and the length of such appointment shall be limited
,to the length of.military leave.granted the incumbent. -
E. Regular employees who are members of the reserve components
of any branch of the United States military service or National
Guard, shall be granted up to one fifteen (15.) calendar pay
period of leave, plus not more than four (4) days travel.time-
for the purpose of attending an annual military encampment when
required by_sweh_military regulations. If the pay received for
the military trainingis less than the pay the employee would
earn from the City, the City of Wheat Ridge-shall-pay the employee
the difference-between his military pay and City pay. If the
total pay received from the military exceeds. his City.pay the
-leave shall be without pay.
5-8. Maternity Leave: Maternity,leave, not to exceed two years
in length, willbe granted without pay, to any regular employee upon the
approval of the-Mayor. A probationary employee will not be given maternity
leave, but.must resign.
5-9. Job Proficiency Training: When job proficiency training is
ordered or sponsored-by the. City, leave is not required and pay is granted.
5-1D. Other Leaves of Absence: An employee-shall be granted
leave of absence with pay during normal work hours for required jury-duty
appearances in Court as a_witness, or in litigation involving the City.
When an employee is involved in other litigation-in which the City is not
a party, he may be granted leave without pay or vacation leave.
Any jury duty or witness-fee received from federal, state, -or..-
County Court for_which.the employee was_granted_leave.with pay for such
appearance, shall be turned into the Treasurer-for deposit in the general
fund.
Leaves with pay may be granted-to-employees attending official-
meetings or conferences when, in tha.opinion of the Mayor, it is in the
best interest of the City.
Leaves of Absence without pay- may he-granted by the Mayor-only
when it will not result in undue prejudice to the City as an employer.
Such leaves will not normally be granted as a means to extend vacation'
periods. -There will-be no allowance for vacation or sick leave acoumu-
lation while an employee is absent on leave without pay.
- 7 -
(ContId.)
5-11. Group Health Insurance: The City pays the total costa
of the adopted Major Medical Plan for individual employees who qualify.
Family benefits are available for employees paying the difference -
between the individual and family rate.
5-12. Group Life Insurance: Both Accidental Death,and Dis-
memberment and Life Insurance-are provided in the City's-adopted Group
Insurance Program for those who qualify. AD & D of $21000 is for city
employees only. Life Insurance is $2,000 for employees and $1,000 far each
family member when families are enrolled by the employee.
5-13. Workman's Compensation: All City employees are covered
under Workmen's Compensation._ As soon as possible and in no case later
than ten days an accident report must be provided to Administrative
Services- The report may be completed by the injured employee, his Super-
visor, or a witness.
5-14. Complaints: - - -
A. Any employee who is dissatisfied with the administration
of the Merit Rules, or any part thereof except as set- forth
in 5-15 below, or in any other way feels himself aggrieved aa- -
a result of his conditions of employment shall comply with the
following procedure:
1. The matter shall first be _discussed with the employee's
immediate supervisor:, '
2. °If-within five (5) working days the employee has not
receivred an answer that he considers to be satisfactory,
he may file a written complaint with the Mayor through
channels.
5.,-The complainant and his Department Head shall have ten working
days in which to resolve the problem; if, however, a-joint
resolution has not been reached within this period, the Mayor-shall
appoint an Advisory Board to conduct :-hearing. Within ten (10)
working days_fpllowigg such hearing the Advisory Board shall submit
its-'findinga`•and re6umm2ndations I along with its minutes td the
Mayor. The findings and recommendations of the Advisory Board
shall be advisory_ in nature. Thedecision of the Mayor shall be
made after receipt of the findings and recommendations of the
Advisory Board and shall be final.
C. An Advisory Board consisting of three members
least two shall be employees covered by the Merit
be appointed by the Mayor to conduct a hearing an
complaint filed in the manner prescribed above.
three members shall be designated Chairman by the
term of each Advisory Boa.rd.shall expire upon-the
findings and recommendations.
of which at
Rules, shall
each written
7ne of the
Mayor.- The
filing of their
5-15. Appeals:
A. An aggrieved employee may appeal any action relating to
suspension,-dismissal, or demotion by filing, within 30 calendar
days from such aggrieved action, a written.request with the Mayor.
B. Council shall appoint a Citizen Personnel Committee-which
shall also act as a Personnel Merit Appeals Board consisting
of five members who shall be taxpaying electors of the City
and serve without compensation. No member of the Board.shall hold
another elective or appointive pffice'or be-a salaried City -
employee during his tenure.
- a -
f
(ContId.)
1. The Board shall investigate and hear all appeals -
of aggrieved employees who are covered under the Merit -System..
2 . Within 15 calendar days following any such final hearing,
the Board shall'submit its findings in writing to the Mayor..
-.The findings shall be advisory in nature except in case
where the aggrieved action is determined tp_be_ a result of
religious or-racial prejudice.
3. If"the -Board. determines the-aggrieved action to be
a resnlt.of religious.or rac_ial.prejudice_and orders the
re-instatement.of such aggrieved employee, the Mayor shall
have the rig,bt,_within 15 calendar days, to appeal such
order-to the-Council for final action. Council shall. have -
the power to'overrula'the-Board.
C. Upon receipt of the findings of the Personnel Committee,
the Mayor may -uphold, modify, modify with conditions, or•aet
aside the suspension, dismissal, or.demotion.
Section 6. EMPLOYEE OBLIGATIONS.
6-1. Hours of tlork: The standard work week shall be as estab-
lished.by departmental rules and procedures and shall be an-average of
40 hours per week.
6-2. Attendance.;. Employees shall be in attendance at their.
work in accordance.with these rules. All departments shall keep daily
attendance records=of-employees which shall be reported to the Director of
Administrative Services.on_the form and-on the dates specified.
6-3. Absence--Without- Leave:-An employee absent from duty,
including absence for a single day or-a part of a day without prior auth-
orization under these rules shall be deemed to_be absent without leave =
Any such absence shall be withoutpay and may be cause for disciplinary
action. In the absence of such disciplinary action, any employee who absents .
himself for three consecutive work, d,ays..without,laave,shall be-deemed to
have resigned. Such action_may be reconciledby a subsequent-grant- of leave
if conditions warrant.
6-4. Employee Conduct: Continuity of employment shall be based
upon,, among other things, behavior. Failure to comply with the following
shall be considered to be unacceptable behavior for an-employee of the
City of Wheat_Ridge and may be cause for disciplinary action.
A. Employees shall so arrange. and conduct their personal
financial.affair5 so that creditors and--ccllection.agencies
will not have to make use of the offices of the Mayor, Department
Heads, or -Administrative. Services fox, the purpose of making
collection. All incidents of personal financial irresponsibility
will be reported to,the Personnel Committee and may-lead to.
dismissal.
B. Full-time employees may not carry on concurrently with
public service, any private business, employment, or under-
taking, the attention to which affects the time or quality of.
their work or which- is_,in conflict with, their employment with
the City.
CThis Ordinance does not prohibitemployees engaging in
political activity of any type. No elected.official_shall use.
coercive tactics-to gain aid,pr service-of any employee for
political reasons.
CCont'd.~
D. No employee shall use liquor or narcotics while on the job,
nor shall he_repcrt-to work while he is under the influence
of liquor or narcotics where his performance-ability is impaired.
E. City equipment and facilities shall be used for official
purposes-only.
F. A City employee in his official capacity shall not-assist in
the salt of any goods or services by permitting his endorsement
of said goods or services to-be used for advertising purposes.
G. Officials or employees who-wear a.badge_or_-other official.
insignia or who bear credentials as evidence of their authority
and/or identity, shall not permit such badge or insignia- to be
used or worn by any other person, or to otherwise leave their
possession without approval by the head of their department.
The Department Head shall not grant such approval except to - -
persons regularly and.formally appointed to the position designated
by the badge or insignia. -Badges or credentials,which reflect
employment with the City shall. not be used by any employee for_
preferential treatment or personal gain.
H. City policy prohibits the acceptance of any or all gifts and
gratuities-by City employees and elected or appointed officials,
from persons-doing business with the City. Further, all employees
and officials should discourage any persons from offering such
gifts and gratuities. Items in the category ❑f advertising novel-
ties having wide distribution may be retained by the recipient.
All gifts -o_r- other forms ❑f remuneration of any consequence from
persons or_firms doing business with the City must be returned
to the giver. -
I. Employees are to be at theirwork areas at the time their
work day begins. Habitual lateness or. tardiness willnot be
permitted.
J. Based on the circumstances, conviction of a serious-.crime
may be cause for disciplinary action.
K. An employee-is at all times expected-to conduct himself
so as not to bring criticism on the City.
L. An employaets conduct shall ba_governed by the individual
departmental rules and regulations or-the Merit Rules, whichever
is more restrictive.
6-5. Reporting of Accidents: Allaccidents while an duty will
be reported_?immediately to the employee's Supervisor. Injured employees
should be taken to Emergency Room, Lutheran Hospital, 8300-West38th Avenue
(Phone 421-3300).
Section 7.- DISCIFLINARY ACTION/SEPARATION.
7-1. Disciplinary Action: Disciplinary action as referred to
above shall be in the farm of one of the following:
A. Reprimand: A verbal or written admonishment for an offense
nor serious enough to warrant more severe action, but which
shall be made a part of the employee's personnel record.
B. Probation: For the purpose of discipline, probation would
be defined as a period of time not to exceed six. months during
which an employee would be placed under special supervision
and would not be eligible for merit-salary increases or pro-
motional opportunities. If an employee's normal anniversary
data occurs during the probationary period the date on which
probation ends shall become the new anniversary date. The
terms and conditions of "Probationary Period" of this Code
shall not apply when probation is imposed for disciplinary
purposes.
- 1D -
(Cont~do •
C. Suspension: A_temparary=separation, without pay, of an
employee from his duties.. for disciplinary reasons. (An
employee may be temporarily suspended from his duties pending
the outcome of a hearing.)
D. Demotion: The change of an employee from a-position in
one class to a position in another class having a lower maximum
salary rate, with a corresponding reduction in pay of at least
one step.
E. Dismissal: The permanent separation-of an-employee from
service with the City.
7-2. Disciplinary Guide: In datermining whether a specific-
act or offense by an employee is of such-degree of seriousness as to
warrant dismissal the appointing authority shall be guided by:
A. Standards prevailing in private employment for a like
class of work.
B. In positions requiring initiative and independent judg-
ment inabilit t❑
, y perform except under supervision.
C. Habitual.Tardiness.
D. Unauthorized absence from duty.
E. Abuse of sick leave.
F. Habitual _failure to maintain a satisfactory working
relationship with other employees or the public.
G. Failure to observe departmental regulations.`
H. Failure to meet.qualitative or quantitative standards
I. Failure to observe safety-regulations.
9 J. Failure to pay debts.
K. Insubordination._
Sepaxgat'ion-A- regular employee may he separated from `
employment with the City for the following reasons:
A. Disqualifiration, ❑r Fraud When-information .is received after
an employee has been appointee that such an employee isphysically
or 'otherwise unqualified to perform the duties of the position to
which appointed, or that he obtained his appointment through
fraud, he shall be separated immediately. The appointing authority
shall notify the employee of his separation in writing within a
reasonable period of time after receipt of information resulting
in the separation:
6. End of TemporarV.Assignment: When an employee has completed
his temporary assignment, he shall be separated. Where the _
completion date has not been fixed at the time of employment,
the employee shall be notified by the hiring authority at least
five days prior to the termination date.
C. Layoff: Whenever -it becomes necessary to lay off an employee
either becauee.of elimination of his position ❑r reduction-in
_
force, the appointing authority shall, in writing notify the
employee to belaid off at least ten working days prior'-to the
effective date.
Wont Id.)
D. Resignation: To resign in good standing, an employee must
give the appointing authority at least ten working days prior
notice unless the appointing authority, because of extenuating
circumstances agrees to permit a shorter prior period of notice.
A written resignation-shall be submitted by the employee to the
appointing authority giving the reasons for leaving. The resig-
nation shall be forwarded to Administrative Services together
with a statement from the appointing authority as to the resigned
employee's service performance and other information concerning
the cause for resignation. Failure to comply with the rules
shall be entered in the employee's service record and shall be
cause for loss of payment of accumulated annual leave and may
be cause for denial of future employment with the City. The
resignation of an employee who fails to give the required notice
shall be reported to the Mayor by the appointing authority
immediately.
E. Retirement: A program to supplement Social Security is
contemplated by City Council. A Police Pension Board of
Trustees has been activated for Police.
F. Dismissals and Suspensions: An appointing authority may
dismiss any employee in his Department for misconduct, in-
efficiency, or.for any other just cause, or he may suspend
him from service for up to five working days if the case is not
sufficiently grave to warrant dismissal.
The employee shall be provided, in writing, a statement of
the charges before the disciplinary action is taken. A
hearing shall be scheduled by the Department Head at which
time the charges must be.substantiated by evidence and the
empleyee must be-given an opportunity to cross examine witnesses
and to present witnesses and evidence in his behalf. The findings
of the hearing shall be presented to the Mayor who may uphold,
amend, or rescind the action of the Department Head.
In unusual circumstances, an employee may be immediately
suspended pending the preparation and filing of charges. This
must be accomplished at the earliest possible time and a formal
hearing held unless the employee, in writing, waives the filing
of charges.
Section 8. ADMINISTRATIVE.
S-1. Reoorts and Records:
A., Administrative Services shall establish and maintain a
personnel file on each 'employee which shall contain all records
and correspondence pertaining to- that employee. This file shall
be retained for a-period of five years following separation.
B. All appointing authorities shall submit employee performance
reports on each regular employee annually and at such other
time as deemed appropriate an forms furnished by Administrative
Services. Performance reports on probationary employees shall
be submitted as prescribed in section on "Probationary Period".
C. Appointing authorities shall report-every appointment, transfer,
promotion, demotion, change of salary rate, and any other
temporary or permanent change in status of employees or change
of telephone, address, or marital status of employees to
Administrative Services immediately on the personnel action form
pres'cr'ibed.
D. An approved leave of absence shall be reported to Administrative
Services on a Personnel Action Sheet prior to the employee's
departure.
- 12 -
(Cnnt~d. •
-
0
E. Administrative Services shall maintain a service or per-.
sonnel record card-for each employee in the service of the
City showing the name, title of position held, the department
to which assigned, salary, changes in employment status, and -
such other information as may be considered pertinent.
F. Administrative Services shall maintain leave records on all
employees showing vacation leave and sick leave earned and taken.
8-2.. Health Examination: All personnel except temporary, part-time
or hourly personnel, will be given an initial physical examination
at City expense, the physician to certify the employee's fitness
for the job. -
8-3. Members of Employee's Families: Relatives of a full-time
City employee who reside in the same household will not be hired in the
same department-on Other than a temporary basis.
8-4. Report of Leave: All-requests for leave and all reports----
of leave taken shall be submitted through channels to Administrative
Services:-
8-5. Suggestion Program: Employees are -encouraged to submit
suggestions which might benefit the City. Awards will be based on value
of-the suggestion to the Cityin terms of safety, economy, and in im-
proved service.
8-6. - Emergency Pay--The City Treasurer at his discretion may
arrange to issue earned pay checks to-employees in the event of unforseen
and emergency conditions.
8-7. Personnel Committee: A five-member Personnel Committee.-
is herewith established to screen applicants (Section 3)3 to assist in
establishing rates and merit pay (Section 4)7 to act as Personnel Merit
Appeals Board -(Section 5), and to assist with development of policy with
respect to all personnel matters.
Terms of members shall-be three years except for initial members
the terms will be one year for one member, two years for two members and
three years for two members, thus providing continuity. The Committee will
elect its own officials from its membership. The Director of Administrative
Services, -non-voting, - shall act as Secretary. -
Section 9. EMERGENCY CLAUSE The provisions of this Ordinance
are necessary to the immediate- preservation of the public health and
safety-of the citizens of Wheat Ridge for the following reasons:
1. No previous Ordinanceestablishing a Personnel.
Merit System exists-because the City having just
completed incorporation August 20, 1969, has not
heretofore passed an Ordinance relating to Personnel
Merit System.
2. Ordinances establishing a Personnel Merit System
are necessary to preserve the publichealth and
safety of the City of_Wheat-Ridge.
- 13 -
•
(ContId.)
Section 10. EFFECTIVE DATE. This Ordinance shall take
effect and be in force five (5) days after publication following final
passage providing that it shall have been passed by an affirmative vote
of three-fourths (3/4) members of the City Council; otherwise, said
Ordinance shall take effect thirty (30) days after publication following
final passe ge-,
INTRODUCED, READ, ADOPTED AND ORDERED PUBLISHED AND POSTED
an first reading by a vote of to this, /day of
A. D.gx1970.
READ, ADOPTED AND ORDERED PUBLISHED AND POSTED on second
and final reading by a vote of ~ to Q this
day of , A. D., 1970.
AL R E. AND RSON MAYOR
ATTEST:
LOUISE F. TURNER CITY CLEffK
- 14 -
CERTIFICATE OF POSTING a.
We, Louise F. Turner and Helen Elise McMillen hereby
certify that Grdinance'No. 46 was duly posted by us
following first reading on the 22nd day of May 1970,
at the following locations within the City of Wheat Ridge:
Wheat Ridge Post Office
-
Wheat Ridge Branch Library.
Westridge SanitationDistrict Offics
Columbia Heights School
Prospect Valley Fire Department
Wheat Ridge City Office
Wheat Ridge Council Meeting Roam
We, Louise F. Turner and Helen Elise McMillen hereby
certify that Ordinance No. 46 was duly posted by us
following second reading an the 12th day❑f June 1970,
at the above locations within the City of Wheat Ridge.
Louise F. Turner, City Clerk
y i..
Helen Elise McMillen, D uty
City Clerk-