CC RES 1992-039 RESOLUTION NO. 92 —39
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF RANCHO PALOS VERDES AMENDING RESOLUTION
NO. 91-48 ESTABLISHING THE MANAGEMENT
EMPLOYEE PERSONNEL RULES
WHEREAS, on July 2, 1991, the City Council adopted
Resolution No. 91-48 establishing the Management Employee
Personnel Rules attached hereto as Exhibit "3"; and
WHEREAS, the Management Employee Personnel Rules contain
provisions for the payment of the employee's and the City's
contributions to PERS; and
WHEREAS, the current provisions do not allow the City
Manager to offer the full payment of the employee's contribution
to PERS as part of the employment negotiations with prospective
management employees; and
WHEREAS, the inability of the City Manager to offer the
payment of a management employee's contribution to PERS affects
the City's ability to compete with other cities for to quality
management professionals;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO PALOS
VERDES DOES HEREBY RESOLVE AS FOLLOWS:
Section 1.. RULE VIII, sEcTioN 2 - RETIREMENT of the
Management Employee Personnel Rules adopted by Resolution 91-48
is hereby amended to read as follows:
"The City shall pay the full 7% of an employee's
contribution to the Public Employees Retirement
System."
Section Z. Resolution No. 91-48 is hereby amended to
reflect the above change in PERS contributions for management
employees.
PASSED, APPROVED AND ADOPTED on April 21, 1992.m
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ATTEST:
04).
CLERK
S ate of California
County of Los Angeles ) ss
City of Rancho Palos Verdes)
I, JO PURCELL, City Clerk of the City of Rancho Palos
hereby certify that l s Verdes,
the above Resolution No. 92 -- 39 was duly a _
regularly duly and
� s
passed, and adopted by the said' City. 'Council at a
regular meeting thereof held on April 21
4 „, /400
C ty lerk
City • Rancho Palos Verdes
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I/
CITY OF RANCHO PALOS VERDES
MANAGEMENT EMPLOYEE
PERSONNEL RULES
EXHIBIT "B" RESOL. NO. 91-48
TABLE OF CONTENTS
Page
RULE I EXEMPT EMPLOYEES • • • • • • . • • • • • • • • 1
RULE II DEFINITION OF TERMS . . . . . . • . • . . • • • 2 II
SECTION 1 - CONTINUOUS EMPLOYMENT . . . • . . . . . . 2
SECTION 2 - CITY . . . . . • . . . . . • • . • • • • 2
SECTION 3 - CITY 7,7ANAGER . . . . . . . . . • . • • 2
SECTION 4 - EMPLOYEE . . . . . . . . . • . . • • • • 2
SECTION 5 - EVALUATION DATE . . . . • . • . . • • • • 2
SECTION 6 - PERSONNEL OFFICER . . • . • • • • • • • • 3
SECTION 7 - TERMINATION . . • . . . . . • . • • • • • 3
RULE III EXCLUSIONS . . . . . . • • . . . . . . • . • • • 4
RULE IV REGULAR COMPENSATION/PERFORMANCE EVALUATIONS . . 5
SECTION 1 - INITIAL EMPLOYMENT • . . . . . . . . . • 5
SECTION 2 - MERIT ADVANCEMENT W/I RANGE . • . . . . . 5
SECTION 3 - LONGEVITY PAY PLAN . . • • . • • . . 7
RULE V LEAVES . . . . . . • . . . . . . . . . . . . . . . 8
SECTION 1 - VACATION LEAVE . . . . . . . . . . . . . • 8
SECTION 2 - ADMINISTRATIVE LEAVE . . . . . . . . . . . . 9
SECTION 3 - SICK LEAVE . . . • . . . . . . . . . • • 10
SECTION 4 - WELLNESS LEAVE . . . . . . . . . . . . 11
SECTION 5 - BEREAVEMENT LEAVE . . . . • . . . . • • • 11
SECTION 6 - JURY DUTY . . . . . . . . • • • • • • . • 12
SECTION 7 - LEAVE OF ABSENCE WITHOUT PAY . . . . . . . 13
SECTION 8 - MATERNITY LEAVE . . . . . . . . . . . . . 14
I/ SECTION 9 - MILITARY LEAVE . . . . . . . . . . . . . . 15
SECTION 10 - HOLIDAY LEAVE . . . . . . . . . . . . . . 15
RULE VI WORKERS' COMPENSATION
AND UNEMPLOYMENT INSURANCE . . . . • . • . . . . 17
SECTION 1 - WORKERS' COMPENSATION AND UNEMPLOYMENT
INSURANCE . . . . . . • • . • • • • • . • 17
SECTION 2 - ON-THE-JOB ACCIDENTS . . . . . . • • . • 17
RULE VII EMPLOYEE EXPENSES . . . . . • . • • • • • • • • 18
SECTION 1 - MILEAGE EXPENSE . . . . . • • • • . • • • 18
RULE VIII TERMINATION PROCEDURES . . . . . . . . • • • • • 19
SECTION 1 - RESIGNATION . . . . . . . . • • • • • • . 19
SECTION 2 - RETIREMENT . . . . . . • • • • • • . • . 19
RULE IX NON-DISCRIMINATION POLICY . . . . . • • . . • • 20
SECTION 1 - EQUAL EMPLOYMENT OPPORTUNITY STATEMENT 20
SECTION 2 - POLICY AGAINST HARASSMENT . . . . . . . . 20
I/ RULE XIV MISCELLANEOUS PROCEDURES . . . . . . . • . • • • 24
SECTION 1 - OUTSIDE EMPLOYMENT . . . . . • • . • • • 24
ii RESOL. NO. 91-48
RULE I
EXEMPT EMPLOYEES,
Management Employees covered by these Rules are exempt
employees under the Federal Fair Labor Standards Act and,
I/
therefore, shall not be eligible for overtime or compensatory time
off based on the Act.
1/
1
RULE II
DEFINITION OF TERMS
I/ Whenever used in these Management Personnel Rules, the
following terms shall have the meanings set forth below.
SECTION 1 - CONTINUOUS EMPLOYMENT/SENIORITY,: Total full-
time spent in the employ of the City, including all days of
c
attendance at work, and approved leaves of absence whether paid or
nonpaid, but shall not include unauthorized absences, time spent
between employment with the City, suspensions or layoffs of more
than thirty (30) days.
SECTION 2 - CITY,: The City of Rancho Palos Verdes.
SECTION 3 - CITY MANAGER,: The duly appointed City
Manager of the City of Rancho Palos Verdes or his/her designee.
SECTION 4 - EMPLOYEE,: Department Heads and Deputy City
Manager as defined in Municipal Code section 2.46.040.
SECTION 5 - EVALUATION DATE,: A date established by the
I/ City Manager, or a date adjusted as required for any break in
service and annually thereafter.
2 RESOL. NO. 91-48
SECTION 6 - PERSONNEL OFFICER: The City Manager shall
serve as the Personnel Officer as outlined in Municipal Code
section 2.46.030.
SECTION 7 - TERMINATION,: The cessation of employment
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with the City.
3
RULE III
EXCLUSIONS
With the exception of RULE IX, employees included in the
competitive service as defined in Municipal Code section 2.46.040,
as well as independent contractors, part-time and temporary
employees and volunteers are excluded from these Management
Personnel Rules.
4 RESOL. NO. 91-48
RULE IV
REGULAR COMPENSATION/PERFORMANCE EVALUATIONS
Compensation shall be determined from a salary schedule
of grades established by a Resolution of the City Council; each of
I/
which includes six (6) steps, or rates of pay; each horizontal step
being approximately five (5) percent greater than the previous
step, with the exception of the first step from "A" to "AB" , which
is approximately a two and a half (2.5) percent increase.
SECTION 1 - INITIAL EMPLOYMENT,: The rate of compensation
for initial employment in any classification shall, generally, be
at Step A. The City Manager, at his/her sole discretion, however,
may approve compensation at a higher step if he/she finds that the
person employed is reasonably entitled, by reason of experience or
ability, to a rate in any one of the steps above the minimum or if
he/she determines that it is difficult to obtain qualified
applicants at the minimum rate.
SECTION 2 - MERIT ADVANCEMENT WITHIN A RANGE,: The
primary reason for advancement within a range shall be meritorious
performance 1 an employee's assigned duties.
(a, Meritorious performance shall be measured by the
receipt of a rating of "satisfactory" or above.
(b) Merit increases shall be based on meritorious
service, and, if granted, shall be effective on the day in which
5
the employee's evaluation date falls, whether or not the
performance evaluation is conducted on the evaluation date.
(c) An employee may be advanced within his/her range in
accordance with the following schedule:
Step "AB" at the completion of six months satisfactory
service in Step "A" , as determined by the City Manager.
Step "B" at the completion of one year of satisfactory
service in Step "AB" , as determined by the City Manager.
Step "C" at the completion of one year of satisfactory
service in Step "B" , as determined by the City Manager.
Step "D" at the completion of one year of satisfactory service
in Step "C" , as determined by the City Manager.
Step "E" at the completion of one year of satisfactory
service in Step "D" , as determined by the City Manager.
(d) When an employee demonstrates exceptional ability and
proficiency, such employee may be advanced to the next higher step
within his/her range by the City Manager, in his/her sole
discretion, without regard to the minimum length of service
provisions contained in this section. Advancements under this
section shall not change the employee's regular evaluation date.
6 RESOL. NO. 91-48
SECTION 3 - LONGEVITY PAY PLAN: Subject to the approval
of the City Manager, a longevity pay plan shall be applied to give
recognition to long and faithful service.
(a) The longevity pay plan shall be applied under the
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following schedule:
Length of Continuous Employment Amount of Pay/Month,
Beginning of 11th year through 15 years $ 75/month
Beginning of 16th year through 20 years $125/month
Beginning of 21st year through 25 years $175/month
(b) The amount of longevity pay shall not be cumulative.
For example: Total longevity pay, if granted, after seventeen (17)
years of service is $125/month not $200/month.
(c) The longevity pay plan herein provided shall not be
considered automatic, but is granted by merit and performance. If
at any time the employee's service is unsatisfactory, the City
Manager may at his/her sole discretion determine and order that the
employee's longevity pay cease until such time as the City Manager
has determined that the employee has achieved a satisfactory level
of service.
7
RULE V
LEAVES
Time spent by an employee on an approved paid leave shall
not be construed as a break in service or employment, and rights
accrued at the time the leave is granted shall be retained by the
employee. Additionally, a leave of absence, with pay or without
pay, granted to an employee shall not create a vacancy in the
position. For the duration of any such leave of absence, the
duties of the position may be performed by another employee on an
acting assignment, or a temporary part-time employee, provided that
any employee so assigned shall possess the minimum qualifications
for such position.
SECTION 1 - VACATION LEAVE:
(a) Employees are entitled to accrue paid vacation leave
under the following schedule:
Length of Continuous Employment, Vacation Accrual Rates
Beginning of 1st month through 2 years 6.67 hours per month
Beginning of 3rd year through 5 years 8 hours per month
Beginning of 6th year through 15 years 10 hours per month
Beginning of 16th year and more 8 additional hours per
year for each year of
service up to a
maximum of 160 hours
8 RESOL. NO. 91-48
(b) Vacation leave may be accumulated to a maximum of
two year's worth of accrued vacation leave.
(c) The scheduling of vacation leaves must be approved
by the City Manager. Employees shall submit a written request to
schedule vacation leave to the City Manager within a reasonable
amount of time prior to the desired date and shall be granted in
accordance with the work force needs of the City.
(d) Employees will have the option to be paid for
vacation leave time that exceeds the maximum accrual allowed by
these Rules if a requested vacation leave is denied by the City
Manager due to the work force needs of the City.
(e) Employees shall not be granted, and accordingly are
not entitled to take vacation leave in advance of its accrual.
(f) Upon termination or dismissal from employment,
employees shall be paid for accrued vacation leave up to a maximum
amount of vacation leave allowed for accrual by these Rules.
(g) Vacation leave may be used for medical appointments.
(h) Vacation leave may be used for maternity leave.
SECTION 2 - ADMINISTR ► WE LEAVE: In addition to an
employee's earned vacation leave, each employee covered by these
Rules may be granted up to seven (7) administrative leave days per
fiscal year at the sole discretion of the City Manager. The
administrative leave plan herein provided shall not be considered
automatic, but is established in recognition that management
employees are often required to spend a significant amount of time
9
participating in City meetings or events outside of the employee's
normal work schedule throughout the fiscal year.
(a) The scheduling of administrative leave must be
I approved by the City Manager. Employees shall submit a written
request to schedule administrative leave to the City Manager within
a reasonable amount of,,time prior to the desired date and shall be
granted in accordance with the work force needs of the City.
(b) Administrative leave may not be accumulated to the
next fiscal year.
(c) Upon termination from employment, employees shall
not be granted, and accordingly are not entitled to be paid for
administrative leave.
SECTION 3 - SICK LEAVE:
(a) Employees earn paid sick leave at the rate of eight
(8) hours for each full calendar month of continuous employment
with the City including time served in probationary status.
(b) Unused sick leave may be accumulated to a maximum of
seven hundred and twenty (720) hours.
(c) In order to receive paid sick leave, an employee must
notify the City Manager at the earliest possible time, generally
before 8:30 a.m. Such notice shall provide the fact and the reason
for the leave. Failure to provide reasonable notice will be cause
for denial of sick leave with pay for the period of the absence.
Written verification of the cause of absence may be required by the
City Manager.
10 RESOL. NO. 91-48
(d) Employees shall not be granted, and accordingly are
not entitled. to take paid sick leave in advance of its accrual.
(e) Employees who use more than five (5) consecutive sick
days shall be required to furnish a physician's certificate stating
that the employee is able to safely return to work.
(f) Sick leave may be used for an absence to care for an
employee's or spouse's children) due to illness.
(g) Upon termination or dismissal from employment,
employees shall not be granted, and accordingly are not entitled
to be paid for accrued sick leave.
(h) Sick leave may be used for medical appointments.
(i) Sick leave may be used for maternity leave.
SECTION 4 - WELLNESS LEAVE,: Employees are eligible to
earn four (4) hours of paid leave for ten (10) consecutive weeks
of perfect attendance without using any sick leave time.
(a) Prospectively and retroactively, the ten (10) week
period shall be calculated from June 2 , 1991.
(b) A maximum of eight (8) hours of wellness leave may
be accrued.
SECTION 5 - BEREAVEMENT LEAVE,: Compensated Bereavement
Leave is not considered to be accrued leave which an employee may
use at his/her discretion, but is granted by reason of death of a
member of the employee's immediate family, consisting of an
employee's spouse and employee's and/or spouse's child, parent,
11
sibling, stepparent, stepchild and grandparent. An employee may
take a maximum of three (3) working days' bereavement leave when
a death occurs within an employee's immediate family. In order to
receive paid bereavement leave, the employee must notify the City
Manager at the earliest possible time, generally before 8:30 a.m.
In the event the employee must travel out of state in connection
with the bereavement, the employee shall be allowed to use the
equivalent of two (2) working days of sick leave in addition to the
granted Bereavement Leave.
SECTION 6 - JURY DUTY,:
(a) An employee called for jury duty shall give the City
Manager reasonable advance written notice of the obligation to
serve.
(b) Employees will be paid their regular wages less jury
duty pay (other than mileage or subsistence allowances) or may
elect to forfeit jury duty warrant to the City and receive full
City wages.
(c) Written evidence of jury duty attendance shall be
presented to the Personnel Officer.
(d) The employee shall continue to report for work on
those days when excused from jury duty, and on which the employee
can work at least four (4) hours during his/her regular work day.
12 RESOL. NO. 91-48
SECTION 7 - LEAVE OF ABSENCE WITHOUT PAY: The City
Manager may grant an employee leave of absence without pay for a
period not to exceed four (4) months in accordance with the work
force needs of the city. Additionally, the City Manager may apply
such conditions as he or she deems warranted in the best interest
of the City. No such leave shall be granted except upon written
request of the employee. Approval shall be in writing and a copy
filed with the Personnel Officer.
(a) A leave of absence without pay shall not be construed
as a break in service or employment, however, paid leave benefits,
increases in salary, and other similar benefits shall not accrue
to a person granted such leave during the period of absence.
(b) Use of a leave of absence for a purpose other than
that requested, may be cause for forfeiture of reinstatement
rights. Failure on the part of an employee on leave to report to
work promptly at its expiration may be cause for discharge.
(c) An employee reinstated after a leave of absence
without pay shall receive the same step in the salary range that
he or she received when the leave of absence began. Time spent on
such leave without pay shall not count toward service for increases
within the salary range, and the employee's evaluation date shall
be set forward one month for each thirty C 3 0) consecutive calendar
days taken.
(d) The City will continue to pay the cost of the
employee and dependent(s) health and life insurance premiums during
a medical leave of absence without pay.
13
(e) The employee is responsible to pay the entire cost
of the health and life insurance premiums during a non-medical
leave of absence without pay that exceeds thirty (30) calendar days
I/ and must make written arrangements with the finance department to
pay for the costs of such coverage.
(f) If the leave of absence without pay was for medical
reasons, prior to resuming regular duties, an employee shall be
required to furnish a physician's certificate stating that the
employee is able to safely return to work.
SECTION 8 - MATERNITY LEAVE,:
(a) An employee who is temporarily disabled and unable
to work due to pregnancy, childbirth and related medical conditions
may take a leave of absence without pay as provided by applicable
California and federal law.
(b) It is encouraged that written notification of the
need for a maternity leave be given to the City Manager at least
three (3) months prior to the expected date of delivery and state
the time period desired for the leave.
(c) Granted maternity leave periods shall not exceed the
time required by State and Federal statutes.
(d) Additionally, subsections (a) , (b) , (c) , (d) , (e)
and (f) of Section 6 - LEAVE OF ABSENCE WITHOUT PAY of these Rules,
shall also apply to MATERNITY LEAVE.
14 RESOL. NO. 91-48
SECTION 9 - MILITARY LEAVE: Military leave shall be
granted in accordance with applicable California and federal law.
SECTION 10 - PAID HOLIDAY LEAVE,: (a) Subject to the
I/
restrictions described below, employees will receive the equivalent
of eight (8) hours paid leave at their straight-time hourly rate
for the following designated City holidays:
(1) January 1st;
(2) The last Monday in May;
(3) July 4;
(4) The first Monday in September;
(5) The fourth Thursday in November;
(6) The fourth Friday in November;
(7) December 24;
(8) The Period between December 24 and
January 1
and one eight (8) hour floating holiday which shall be designated
yearly by the City Manager.
(b) If July 4th falls upon a Saturday, the Friday before
is the observed holiday, and if the dates fall upon a Sunday, the
Monday following is the observed holiday.
(c) In order to be eligible for holiday pay, an employee
must work the last scheduled workday before and the first
scheduled workday after the holiday, unless the employee is taking
I/
approved paid leave.
15
(d) If a holiday falls during an employee's approved
vacation period, the employee will be paid for the holiday and
will not be charged with a vacation day for the day the holiday is
I/ observed.
(e) If a holiday falls during an employee's approved
sick leave period, the employee will be paid for the holiday and
will not be charged with a sick day for the day the holiday is
observed.
(f) Employees on non-paid leave of absence for any
reason are ineligible for holiday benefits for holidays that are
observed, during the period they are on a non-paid leave of
absence.
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16 RESOL. NO. 91-48
RULE VI
WORKERS' COMPENSATION
AND UNEMPLOYMENT INSURANCE
SECTION 1 - WORKERS' COMPENSATION AND UNEMPLOYMENT
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INSURANCE,: The City provides Workers' Compensation and
Unemployment Insurance to all employees, except volunteers, in
accordance with California Law.
SECTION 2 - ON-THE-JOB INJURIES,: All injuries suffered
during working hours must be reported, in writing, immediately.
Unless there is an emergency, a referral slip must be obtained
from the Personnel office before visiting a doctor. Upon
returning to work from all on-the-job injuries, an employee must
have an approval slip signed by the attending doctor.
I/
17
RULE VII
EMPLOYEE EXPENSES,
I/ SECTION 1. - MILEAGE EXPENSE,: . An employee who is
required to use his/her private automobile for City assignments
shall be reimbursed at the standard mileage rate set by the City
Council.
(a) All claims for mileage reimbursement shall be
approved in writing by the City Manager, and shall be filed on
forms and in accordance with the procedures established by the
City Manager.
(b) Employees using their personal car for City business
shall supply the Personnel Officer with a Certificate of Insurance
stating that their personal automobile is covered by public
liability and property damage insurance of not less than the
amount required by the City Manager.
I/
18 RESOL. NO. 91-48
RULE VIII
TERMINATION PROCEDURES
SECTION 1 - RESIGNATION,:
I/
(a) In order to resign in good standing, an employee
shall inform the City Manager in writing of the effective date of
the resignation at least ten (10) working days in advance. This
time limit may be waived, in writing, by the City Manager.
Failure to give notice as required by this Rule shall be cause for
the City to deny future employment.
(b) An employee who is absent from work voluntarily or
involuntarily for more than eight (8) hours without written
authorization and who does not present a written explanation
acceptable to the City Manager as to the cause of the employee's
absence, shall be considered as having voluntarily resigned from
the City Service as of the last day worked.
SECTION 2 - RETIREMENT,: The City shall pay a percentage
of an employee's contribution to the Public Employees Retirement
System based on the following schedule and shall be credited to
each member's account:
PERS Contribution
Length of Continuous Employment Paid by City
Beginning of 2nd year 2%
Beginning of 3rd year 4% I/
Beginning of 4th year and longer 7%
19
RULE IX
NON-DISCRIMINATION POLICY
I/ SECTION 1 - EQUAL EMPLOYMENT OPPORTUNITY STATEMENT,: The
City is committed to a policy of equal employment opportunity.
Consistent with this commitment and California and federal law,
the City does not discriminate against employees or applicants
because of race, color, religion, sex, pregnancy, national origin,
ancestry, age, marital status, physical handicap, alienage,
citizenship status or medical condition. Equal employment
opportunity will be extended to all persons in all aspects of the
employer-employee relationship, including hiring, training,
promotion, transfer, discipline, layoff, recall discharge and
termination.
SECTION 2 - POLICY AGAINST H4RASSMENT:
(a) It is the City's policy that harassment, including
sexual harassment, in the workplace is unacceptable and will not
be tolerated. . The policy applies to all City agents and
employees, including managers, supervisors, or co-employees.
(b) Sexual harassment is defined generally as verbal or
physical conduct consisting of unwelcome sexual advances, requests
for sexual favors, or other conduct of a sexual nature whenever:
-(1) submission to the conduct is either an explicit or implicit
term or condition of employment; (2) an employee's reaction
(submission or rejection) to the conduct is used as a basis for
20 RESOL. NO. 91-48
employment decisions affecting that employee; or (3) the conduct
has the purpose or effect of unreasonably interfering with the
employee's work performance or creating an intimidating or
offensive working environment.
(c) No employee should be subjected to unsolicited and
I/
unwelcome sexual overtures. Nor should any employee be led to
believe that an employment opportunity or benefit will in any way
depend upon "cooperation" of a sexual nature.
(d) Sexual harassment is not limited to express demands
for sexual favors. It also may include such actions as: (1) sex-
oriented verbal "kidding," "teasing" or jokes; (2) repeated offen-
sive and unwelcome sexual flirtations, advances, or propositions;
(3) continued or repeated verbal abuse of a sexual nature; (4)
graphic or degrading comments about an individual or his or her
appearance; (5) the display of sexually suggestive objects,
pictures, cartoons, or drawings; (6) subtle pressure for sexual
activity; and (7) unwelcome physical contact such as patting,
touching, pinching or brushing against another's body.
(e) Sexual harassment does not refer to occasional
compliments of a socially acceptable nature. It refers to
behavior which is not welcome, which is personally intimidating,
hostile, or offensive, which debilitates morale, and which
therefore interferes with work effectiveness.
(f) The prohibitions of this policy are not :limited to
sexual harassment. Harassment based on race, religion, national
origin r any other prohibited basis set forth in applicable
21
federal and California law is not acceptable and will not be
tolerated. Examples of such harassment include, but are not
limited to: (1) verbal harassment, e.g. , racial, religious or
national origin epithets, derogatory comments or slurs;
(2) physical harassment, e.g. , assault, impeding or blocking
movement, or any physical interference with normal work or
movement when directed at an individual on a basis enumerated in
applicable federal or California nondiscrimination laws; or
(3) visual forms of harassment, e.g. , derogatory posters,
cartoons, or drawings based on race, religion or national origin.
(g) Any City employee who feels that he or she has been
the victim of harassment has the right and the responsibility to
promptly notify his or her supervisor, department head or the City
Manager of the incident or incidents of harassment and provide the
names of the individuals involved. If the person to whom the
harassment is to be reported is himself/herself thought to be
engaged in harassment, the employee may contact the City Manager
directly. If the City Manager is thought to be engaged in
harassment, then the Mayor of the City Council may be contacted.
All allegations of harassment will be promptly and thoroughly
investigated. If the allegations are found to have merit,
appropriate corrective action will be implemented. If the
allegations are found to lack or be of insufficient merit, all
involved parties will be so notified. Employees will not be
retaliated against for reporting harassment.
22 RESOL. NO. 91-48
(h) Any City employee who witnesses harassment directed
at or perpetrated by a City employee has a duty to report it
through the avenues identified in the preceding paragraph.
(i) Employees who violate this policy are subject to
discipline, up to and including termination.
( j) In addition to the provisions of this policy,
California and federal laws bar employment related harassment, and
provide employees with statutory rights and remedies.
23
RULE X
MISCELLANEOUS PROCEDURES
SECTION 1 - OUTSIDE EMPLOYMENT,: Employees shall be
allowed to engage in employment other than their job with the
City, with the understanding that City employment is the highest
priority and such employment does not interfere with the
performance of assigned duties and does not constitute a conflict
of interest. The employee must notify the City Manager in writing
regarding their outside employment.
1
24 RESOL. NO. 91-48