Loading...
HomeMy WebLinkAbout7473 - Personnel Resolution• C I T Y O F N E W P O R T B E A C H P E R S O N N E L R E S O L U T I O N • Resolution No. 7473 Adopted by the City Council July 12, 1971, effective July 10, 1971 • Y CITY OF NEWPORT BEACH PERSONNEL OFFICE RESOLUTION NO. CONTENTS PAGE N0. SECTION I. DEFINITIONS 1 SECTION II. INTENT 5 200. Employment Standards 5 201. City's Responsibility to Employee 5 SECTION III. CLASSIFICATION PLAN 6 300. Preparation of Classification Plan 6 301. Adoption of Classification Plan_ . 6 302. Administration And Maintenance of Classification Plan 6 SECTION IV. COMPENSATION PLAN 7 400. Salary Ranges and Salary Rates 7 • 401. Hours of Work. 7 402. Responsibilities of City Manager 7 403. Administration of Compensation Plan SECTION V. SPECIAL COMPENSATION PROVISIONS 11 500. Reinstatement 11 501. Compensation on Position Reclassification 11 502. Compensation on Transfer. 12 503. Compensation for Portion of Pay Period 12 504. Changes in Class Salary.Range 12 505. Compensation for Acting Appointments 12 506. Changes in Salary Anniversary Date 12 507. Compensation for Overtime 13 SECTION VI. LEAVES OF ABSENCE 16 600. Vacation Leave 16 601. Sick Leave 19 602. Holiday Leave 22 603. Industrial Accident Leave 23 604. Bereavement Leave 23 605. Special Leave 24 606. Military Leave 24 607. Absence Without Leave 24 608. Maternity Leave 24 • CONTENTS PAGE NO. SECTION VII. DISCIPLINARY ACTIONS 25 700. Disciplinary Procedure 25 701. Appeal Procedure 26 SECTION VIII. PROBATIONARY APPOINTMENT FOLLOWING TEMPORARY APPOINTMENT 27 800. Merit Salary Advance and Benefit Accrual 27 801. Probation Period 27 SECTION IX. TRAINING 28 900. Required Training 28 901. Desirable Training 28 SECTION X. MISCELLANEOUS PROVISIONS 29 1000. Consideration of Employee Requests 29 1001. Continuity of Service Requirements 29 1002. Avoidance of.Inequitia§ 1 29 1003. Administrative Regulations 29 SECTION XI. REPEAL 30 • SECTION XII. EFFECTIVE DATE 30 ? 711 i :V • C u CITY OF NEWPORT BEACH PERSONNEL OFFICE 17:UY�F4ii�i7t�3�1 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NEWPORT BEACH ESTABLISHING PERSONNEL POLICIES FOR ALL EMPLOYEES OF THE CITY WHEREAS, Section 2200 of the Municipal Code provides that the City Council by resolution shall establish personnel policies for all City employees upon recommendation of the City Manager, and; WHEREAS, the City Manager has recommended that the following personnel policies be adopted by the City Council; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Newport Beach does hereby adopt the following: SECTION I. DEFINITIONS The following terms, whenever used in this resolution, shall be construed as follows: Acting Appointments The appointment for a limited period of time of a. person who is already a probationary or regular employee to a position in a higher class for which there is no employment list; to a position in a higher class occupied by a regular appointee on suspension; or to a position in a higher class occupied by a probationary or regular appointee who is on an authorized leave of absence. Allocation The allocation of a single position to the proper class in accordance with the specifications for that class. Or, the assignment of a class to a salary range or salary rate. Appointment The employment of a person in a position. Class A group of positions sufficiently similar in duties, responsibilities, authority, and minimum qualifications for employment to permit combining them under a single.title and the equitable application of common standards of selection and compensation. Classification Plan The designation by City Council resolution of a title for each class, together with the specifications for each class as prepared and maintained by the City Manager. • SECTION I. DEFINITIONS CONTINUED Class Specifications A written description of a class, setting forth factors and conditions which are essential characteristics of positions in the class. Continuous Service The employment without break or interruption of an employee having a probationary or regular appointment. Compensation Plan The assignment by City Council resolution of salary ranges and /or salary rates to each class. Demotion The voluntary or involuntary reduction of a regular employee from a position in one class to a position in another class having a lower maximum salary rate. Dismissal The involuntary separation of an employee from the City service. Employee. A person legally occupying a position. Original Appointment A person's first appointment as a City employee. • Overtime The working by a probationary or regular employee in a full - time position of more hours than are required for a full work shift for the position. Part -time Position A position having a work week of fewer hours than the work week established for full -time positions in the class. A part- time position may be either temporary or permanent. Permanent Position A full -time or part -time position that is individually authorized in the budget and which is expected to exist indefinitely. Personnel Action Form The multi - purpose form used for processing changes in an employee's salary rate, employment status, or other matters contemplated in this resolution. Position A combination of current duties,and responsibilities assigned to a single employee and performed on either a full -time or part -time basis. Probationary Appointment.. The probationary employment of a person in.a permanent position. A probationary appointment is for a specified period, during which job performance is evaluated as the basis for a subsequent, regular appointment. • -2- • SECTION I. DEFINITIONS CONTINUED Probationary Employee An employee who has a probationary appointment to a permanent position. Probation Period A working test period that is part of the selection process and during which an employee is required to demonstrate his fitness for the duties of the position to\which he has been assigned by actual performance of such duties. As used in this resolution, the term "initial probation period" shall mean an employee's first probation period during his continuous City employment. Probationary Status The status of a person who has a probationary appointment. Promotion The advancement of an employee.from a position in one class to a position in another class having a higher maximum salary rate, Reclassification The reassignment of a position from one class to a different class in accordance with a re- evaluation of the minimum qualifications, duties, and'responsibilities of the position. Regular Appointment The regular employment of a person in a permanent position, A regular appointment follows successful completion of a probation period, when applicable, and signifies satisfactory performance of duties and responsibilities in the permanent position to which the employee is assigned. Regular Employee An employee who has successfully completed his probation period in a permanent position. Regular Status The status of an employee who has acquired a regular appointment... Reinstatement The re- employment of a former employee. Rejection The involuntary separation from the City service of an employee . who does not successfully complete his probation period in a position and who does not have regular status in another position in a different class; or, the reduction of an employee who did not successfully complete his probation period in a position to another position in a different class in which he had previously acquired regular status. Reprimand An oral or written reprimand made as a disciplinary action. Resignation The voluntary separation of an employee from the City service. Salary Anniversary Date The future date on which a probationary or . regular employee is eligible., on the basis of satisfactory job performance for a prescribed period, for a merit salary advance within the salary range established for the class of position he occupies. -3- . l 5 4 0 • SECTION I. DEFINITIONS CONTINUED Salary Range The range of salary rates for a class. Salary Rate The dollar amount of each step in a salary range; or, the flat dollar amount of salary for a class not having a salary range. Salary Step The minimum through maximum salary increments of a 5-step salary range as designated by the letters A, B, C, D, and E. Suspension As a disciplinary action, the temporary separation without pay of an employee from the City service.. Temporary Appointment An appointment to a temporary or permanent position for which there is no employment list, for a limited period, of a' person. who is not already a City employee. Unless approved by the City Manager, no person may be employed for more than 120 calendar days in a calendar year under one or more .temporary appointments. Temporary Position A full -time or part -time position of limited duration. Termination The separation of an employee from the City service because of retirement, resignation, death, or dismissal. • Transfer A change of an employee from one position to another position in the same class or in another class having the same maximum salary rate, involving the performance of basically similar duties, and requiring sub- stantially the same minimum qualifications. L J Vancancy A position that is not occupied by an employee having either a probationary.or regular appointment to the position. Work Schedule The assignment of a position to a work shift or series of work shifts in a 7- calendar day period. Work Shift The number of working hours per day required of an employee occupying a particular position. Work Week The number of working hours-in a 7- calendar day period as established for a particular position or class. Merit Salary Advancement The increase of an employee's salary within the salary range established for the class of position he occupies as a result of satisfactory job performance in such position. . -4- • SECTION II. INTENT It is the intent of this resolution to recognize the following principles: 200. Employment Standards The City Council and all the citizens of Newport Beach have the right to expect that the City will employ the best qualified persons available, with preference to the citizens of Newport Beach, qualifications being otherwise equal; that the tenure of every City employee will be based on a demonstrated need for the work performed, availability of funds, faithful and effective performance, proper personal conduct, and continuing fitness for his position; and that each employee will be encouraged, trained, and developed to assure optimum performance. 201. City's Responsibility to Employee Each employee of the City of Newport Beach has the right to expect that he will be fully informed of his duties and responsibilities; that he will be provided with adequate administrative and supervisory direction; that he will be informed of ® how well he is performing his duties and his level of performance; that promotions will be made on the basis of merit and ability; that progressively improved work performance over an extended period will be recognized and rewarded and that incompetence will not be tolerated; and that he will not be subject to suspension, demotion, or dismissal without justification. • -5- • SECTION III. CLASSIFICATION PLAN. 300. Preparation of Classification Plan 300.1. Classification of Positions All positions in the City service shall be grouped into classes. Each class shall include those positions sufficiently similar in duties and responsibilities to require similar standards of education, experience, abilities, and personal traits. 301. Adoption of Classification Plan Classes of positions in the Classifi- cation.plan shall be established and listed by resolution of the City Council. 302. Administration and Maintenance of Classification Plan The City Manager shall be responsible for, but may delegate, the administration and maintenance of the Classification Plan. At least annually, the City Manager shall direct a review of the existing Classification Plan to insure that it is effectively maintained and that it reflects any significant changes in duties and respon- sibilities of positions. The classification and reclassification of positions shall be the responsi- bility of the City Manager, subject to budgetary authorization and to Civil Service Board approval when civil service positions are involved. No reclassification of a position shall be made without the prior knowledge of the employee in the position. 300.2. Preparation and Content of Class Specifications The City Manager shall be responsible for preparing and maintaining class specifications for all positions. When the positions in any class are under Civil Service, the specifications shall be subject to approval by the Civil Service Board. The specifications shall include, but not be limited to, a list of typical duties and a statement of the minimum qualifications required for appointment. It shall be understood that all positions require the ability to read, write, and speak the English language; to follow written and oral instructions; to maintain satisfactory relations with co- workers and the public; and reliability, sobriety, integrity, loyalty, and a record of orderly, law- abiding citizenship. • 300.3. Interpretation of Class Specifications All class specifications shall describe typical duties which employees occupying positions in the class may properly be required to perform. Class specifications are explanatory, but not restrictive. The listing of particular tasks shall not preclude the assignment of others of related kind or character or requiring lesser skills. 301. Adoption of Classification Plan Classes of positions in the Classifi- cation.plan shall be established and listed by resolution of the City Council. 302. Administration and Maintenance of Classification Plan The City Manager shall be responsible for, but may delegate, the administration and maintenance of the Classification Plan. At least annually, the City Manager shall direct a review of the existing Classification Plan to insure that it is effectively maintained and that it reflects any significant changes in duties and respon- sibilities of positions. The classification and reclassification of positions shall be the responsi- bility of the City Manager, subject to budgetary authorization and to Civil Service Board approval when civil service positions are involved. No reclassification of a position shall be made without the prior knowledge of the employee in the position. • SECTION IV. COMPENSATION PLAN 400. Salary Ranges and Salary Rates The establishment of salary ranges and salary rates and the allocation of classes thereto shall be by resolution of the City Council. The type of his appointment shall determine whether an employee's salary rate shall be on a bi- weekly or hourly basis. 400.1. Full -time Regular, Probationary, and Acting Appointments An employee having a regular, probationary, or acting appointment that is on-a full -time basis shall be compensated at a bi= weekly rate. 400.2. Other Appointments An employee having any other type of appointment shall be compensated at an hourly rate. 401. Hours of Work 401.1. Work Week The work week for full time positions, except those. listed below, shall be 40 hours. 401.1.1. The work week for Fire Department positions having 12 -hour work shifts shall be 61 hours. • 401.1.2. The work week for Refuse Crewmen, Refuse Leadmen, and Laborers assigned to the Refuse Division of General Services Department shall be 44 hours. • 401.2. Work Shift For all full -time positions except those in the Fire Department the work shift shall.be 8.hours. For'all such 'Fire Department positions except those designated by the Fire Chief and approved by the City Manager, the work shift shall be 12 hours; for the excepted positions the work shift shall be 8 hours. 401.3. Work Schedule The work schedule for each position shall be as established by the Department Head. 402. Responsibilities of City Manager Employees shall be paid at bi- weekly or hourly rates as determined by the City Manager, subject to the provisions of this section. At least annually the City Manager shall review the existing Compensation Plan and recommend to the City Council a salary range and salary rates for each class for which he is the appointing authority. In determining salary ranges and salary rates, consideration shall be given to both basic pay and working. conditions.in comparable public and private employment in the recruitment area. -7- • SECTION IV. COMPENSATION PLAN CONTINUED 403. Administration of Compensation Plan 403.1. Entrance Salary Rates 403.1.1. In General Except as otherwise provided herein, all new employees shall be appointed at the first step of the salary range in effect for the class:'in which the appointment is made. The City Manager may, however, authorize initial City employment at a salary rate up to and including the third step of the salary range. 403.1.2. Temporary Appointees Persons employed or re- employed for temporary or seasonal service may, upon written recommendation by the department head and approval by the City Manager, be compensated at any rate established for the class. 403.1.3. Department Heads and Other Key Personnel The provisions of the compensation plan with respect to entrance salary rates shall not apply to department heads and other key personnel pos- itions'to which any appointments are made by the City Manager. Such positions shall be listed from time to time by resolution of the City Council on recommendation of the City Manager. 403.2. Advancement Within Salary Range Except as herein provided, the advancement of an employee's salary within the salary range for his class shall be based on the type of his appointment. In all cases, salary increases shall be effective on the first day of the first pay period immediately following eligibility. 403.2.1. Probationary and Regular Appointees 403.2.1.1. Probationary appointees in positions to which they have been originally or promotionally appointed shall, upon such appointment, receive a new salary anniversary date, begin serving a probation period, and, if promotionally appointed, advance to the first step in the salary range of the higher position that constitutes a salary increase of a minimum of 5 percent or a maximum of Vj percent. 403.2.1.2. Upon satisfactory completion of the initial six -month working period, as evidenced in writing by the department head and approved by the City Manager, an employee shall advance to the next higher step in the salary range. • 403.2.1.3. Regular appointees who demonstrate continued satisfactory performance shall earn eligibility for subsequent annual merit salary advancements within the salary range upon written recommendation by the depart- ment head and approval by the City Manager. -8- • SECTION IV. COMPENSATION PLAN CONTINUED 403.2.1.4. If the department head declines to recommend any merit salary advancement such advancement shall be withheld, and the department head shall state his reasons in a written evaluation of the employee's job performance for the period in which such performance is being evaluated; such evaluation shall be reviewed by the department head with the employee and a copy of the evaluation forwarded to the City Manager. When, in the judgment of the depart- ment head, the employee has at any time thereafter earned a merit increase, he shall so recommend in writing to the City Manager. Upon written approval by the City Manager, the employee shall advance to the next higher step in the salary range and receive a. new salary anniversary date. Subsequent annual merit salary advancements shall be granted in accordance with Section 403.2.1.3-. herein'. 403.2.2. Department Heads and Other Key Personnel The provisions of the Compensation Plan with respect to advancements within salary ranges shall not apply to department heads and other key personnel. Such employees may be, advanced within salary ranges at the discretion of the City Manager. 403.3. Compensation on Demotion • 403.3.1. Involuntary Demotion An employee who is involuntarily demoted shall have his salary rate reduced to the nearest lower salary rate of the class of position to which he is demoted. He shall not be required to serve a probation period in the lower position. The effective date of his demotion shall become his new salary anniversary date and he shall subsequently earn eligi- bility for annual merit salary advances in accordance with Section 403.2.1.3. Herein. . 403.3.2. Voluntary Demotion An employee who is demoted at his own request shall have his salary reduced to the same salary rate in the lower salary range that he was receiving prior to the demotion; if his salary rate prior to the demotion was higher than the maximum salary rate of the lower position he shall receive the latter. The employee shall not.be required to serve a probation period in the lower position, and he shall retain the salary anniversary date he had in the higher position. 403.4. Probation Period Except as otherwise provided herein, a 6 -month probation period shall apply to all appointments except temporary appoint- ments, acting appointments, and appointments to positions designated by resolution of the City Council as department head or key personnel positions. -9- • SECTION IV. COMPENSATION PLAN CONTINUED 403.4.1. Compensation on Failure to Complete Probation Period The compensation of an employee who is rejected during his pro- bation period in a class of position and who is assigned to a class of position having a lower salary range shall be as follows: If the employee had previously completed a probation period in the lower position he shall not be required to serve another one; his last salary ,rate and salary anniversary date in the lower position shall be his new salary rate and salary anniversary date upon reassignment to that position; and he shall earn eligibility to receive subsequent annual merit salary advancements in accord- ance with Section '403'. 2.1.,3., herein,. , If the employee had not previously completed a probation period in the lower position the effective date of his reassignment to that position shall be his new salary anniversary date; he shall be required to serve a probation period; and he shall earn eligi- bility to receive subsequent merit salary advancements in accordance with 'Sec'tion 401.2.1.3% herein. . 403.4.2. Extension of Probation Period . 403.4.2.1. Leave of Absence Temporary military leave or any leave of absence without pay exceeding 30 cal- endar days shall cause the employee's probation period to be extended by the number of calendar days of such leave that are in excess of 30 calendar days. 0 403.4.2.2. Additional Period for Performance Evaluation On written recommendation by the department head and written approval by the City Manager, an employee's probation period may be extended for a maximum of six months beyond the normal six months period. The purpose of such extension shall be to allow the depart- ment head additional time to evaluate the employee's job performance. After the first six months of the probation period have elapsed, the employee shall be advised in writing whether he has successfully completed his probation period. If not, and if an extension of his probation period has been approved, he shall be advised in writing of his status when such extension expires. -10- • SECTION V. SPECIAL COMPENSATION PROVISIONS Reinstatement 500.1—Limitations On recommendation by the department head and approval. by the City Manager, a former employee may be reinstated to the class of position he occupied at the time of his termination, irrespective of the existance of an open or promotional employment list for the class, subject to the following conditions: There must be a vacant position in the. class and no re- employment lists for such class. He had completed at least one year of continuoµs service in the class immediately prior to his termination. He terminated his City employment under favorable circumstances. The reinstatement must occur within one year after his termination. He may be required to serve a probation period. He may be required to take ,a medical examination at his expense and as prescribed by the City Manager. • 500.2. Compensation The compensation of a former City employee who is reinstated in the class of position he occupied at termination shall be as determined by the City Manager. 501. Compensation on Position Reclassification The salary of an employee in a position that is reclassified shall be determined as follows: 501.1. Class with Same Salary Range If the position is reclassified to a class with the same salary range as the previous class, and if the incumbent is appointed to the reclassified position, the salary rate and the salary anniversary date of the employee shall not change. This provision shall also apply to a change of class title, provided there is no change in the basic duties of the position. 501.2. Class with Higher Salary Range If the position is reclassified to a class with a higher salary range than the previous class, and if the incumbent is appointed to the reclassified position, the incumbent shall be compensated at the same step in the new range as he was receiving in the previous salary range, and his anniversary date shall not change. 501.3. Class with Lower Salary Range If the position is reclassified to a class with a lower salary range than the previous class, and if the incumbent is appointed to the reclassified position, his salary shall not change. If his salary is greater than the maximum step of the lower • salary range, his salary shall be "Y" rated. The employee's salary anniversary date shall not change and he shall not be required to serve a new probation period. -11- • • SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED 502. Compensation on Transfer The salary rate and salary anniversary date of an employee who is transferred shall not change. 503. Compensation for Portion of Pay Period A regular or probationary appointee serving on a full -time basis who works less than a full bi- weekly pay period, except when on authorized leave of absence with pay, shall receive as compensation for such period an amount equal to the number of hours worked times the employee's hourly rate. The number of hours worked in such bi- weekly pay period shall include paid holidays. 504. Changes in Class Salary Range If a class is allocated to a different salary range an employee in a position in that class shall be compensated at the same step in the new range as he was receiving in.the previous range, and his salary anniversary date shall not change: 505. Compensation for Acting Appointments Subject to the following limitations, an employee who is required on the basis of an acting appointment to serve in a class with a higher salary range than that of the class in which he is normally assigned shall.receive the entrance salary rate of the higher salary range or a minimum of 5 percent or a maximum of V1 percent higher than the rate he nor- mally receives, whichever is greater. 505.1. The written approval of the City Manager shall be required. 505.2. The employee shall perform all the duties and assume all the responsibilities of the higher class. 505.3. Only after the employee has served the following number of hours in the higher class at the lower rate of pay may he be compensated at a higher rate. Such hours may be accumulated during one or more acting appointments, provided they are for at least one work. week: tablished work week for class 40 44 61 Hours to be worked before additional compensation may be granted 120 132 192 After the employee has worked the required hours in the higher class, he shall receive additional compensation.for subsequent acting appoint- ments in that class, provided that any such subsequent acting appointment of less than a normal work week (i.e., 5 consecutive 8 -hour shifts) shall not be compensable at a higher rate. 506. Changes in Salary Anniversary Date The granting of any leave of.absence without pay exceeding 30 calendar days shall result in a new salary anniversary • date for the employee. Such date shall be based on his original salary anni- versary date plus the number of calendar days of his leave in excess of 30 calendar days. -12- • SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED 507. Compensation for Overtime Subject to approval by the City Manager and to the following provisions, a department- head.may prescribe reasonable periods of overtime work to meet operational needs of his department. Except as otherwise provided herein, overtime shall either be paid at the hourly equivalent of the employee's bi- weekly salary rate or granted as equivalent compensatory time off. The method of compensation shall be at the discretion of the department head. 507.1. Full -time Probationary and Regular Appointees The following provisions shall apply to all full -time regular and probationary appointees, except Fire Department personnel on 12 -hour shifts and Police Department personnel assigned to the Detective.Bureau: 507.1.1. Standby Duty Standby.duty in classes designated by the City Manager shall be compensated at.the rate of 1 hour of overtime compensation for each 8 hours of such duty. Such compensation on holidays shall be at the rate of.2 hours of overtime compensation for each 8 hours of standby duty. Should the employee be required to report to work.while on a standby status, the provisions pertaining to compensation for call -back pay shall apply for call -back work. 507.1.2. Call -Back Duty All.personnel eligible for overtime pay excluding Key Personnel, Fire,.Police, and Marine Safety Department personnel, shall receive time and one -half pay for call -back work. A two -hour minimum shall apply regardless of the actual time worked. 507.1.3. Incidental Overtime Incidental overtime is not compensable. It is defined as overtime of less.than J� hour,that is non- recurrent and which is not standby duty, call -back duty, or court time. 507.2. Fire Department Personnel on.12 -hour Shifts Fire Department personnel on 12 -hour shifts shall receive overtime compensation as follows: 507.2.1. Shift Hold -over Han employee is required to work an extra 12 -hour shift, or.l.or more hours thereof, because of the absence of another employee assigned to that shift, such overtime shall be compensable at the hourly equivalent of his bi- weekly salary based on a 61 hour week or by equivalent.compensatory.time off. 507.2.2. Standby Duty An employee who is required to return to work during his off -duty hours for standby duty, as distinguished from actual firefighting or similar emergency, shall be compensated at the same rate as employees on shift hold -over. -13- ._ S SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED 507.2.3. Fire or Similar Emergency If an employee who is not on standby or shift hold -over duty is required to return to work or to continue on duty during his off -duty hours for actual fire- fighting or similar emergency designated by the department.head, he shall receive a minimum of 3 hours overtime compensation for the first hour and 1 hour overtime compensation for each hour thereafter. Such overtime compensation shall be at the hourly equivalent of his bi- weekly salary based on a 61 -hour work week or equivalent compensatory time off. 507.3. Police Department Personnel in Detective Bureau Police Department personnel assigned by the Police Chief to the Detective Bureau, except the clerical staff, shall not be eligible to receive paid overtime compen- sation for service in the Detective Bureau unless recommended by the Police Chief and approved by the City Manager; subject to the discretion of the Police Chief and to paragraph 507.7 of this subsection, however, they may take compensatory time off for unusual amounts of overtime worked. A flat rate for each pay period to cover normal overtime worked shall be specified by the City Council and added to their salaries. All expenses incurred in and.directly related to the performance of their City duties shall be reimbursable. 507.4. Department Heads and Other Key Personnel Department heads and other key personnel shall not be eligible for paid overtime. Compensatory time off for work beyond the normal work week may be granted at the discretion of the City Manager. 507.5. Other Employees Other employees, except Paid Call Firemen, shall be paid at the hourly rate established for their class based on the number of hours actually worked. 507.6. Court Time Employees who are required to appear in court during their off -duty hours in connection with City business shall receive over - time compensation for the number of hours they spend in court, with a minimum.of 2 hours of such compensation. 507.7. Accumulation of Compensatory Time Off Accumulated overtime must be taken off.or paid for no later than December .31 of each year. 507.8. Special Overtime Police and Fire personnel assigned by the depart- ment head to work as policemen or firemen during their off -duty hours for private employers shall receive paid overtime compensation at an hourly rate specified in the Compensation Plan. • -14- • • SECTION V. SPECIAL COMPENSATION PROVISIONS CONTINUED 507.9. Jury Duty No deduction shall be made in the salary of an employee who serves on a jury if he has waived or remitted to the City his fee for such jury duty. If he has not so waived or remitted the jury fee, he shall be paid only for the time he actually works in his City position. An employee accepted for jury duty shall immediately notify his department head in writing whether or not he waives or remits his jury fee to the City. 507.10. Witness Fees No deduction shall be made in the salary of an employee who is subpoenaed to testify in a judicial or quasi- judicial proceeding as a material or expert witness if he waives or remits to the City any fee received for being a witness. If the employee chooses to retain the witness fee he will be charged compensatory time off, vaca- tion time or leave without pay, accordingly for the time spent testifying. If the employee incurs personal mileage expenses while appearing as a witness, he may retain that portion of the witness fee attributable to mileage and remit the difference to the City. An employee subpoenaed to appear pursuant to an official subpoena shall immediately notify his department head and indicate whether he will remit the witness fee to the City or retain it and take either compensatory time off, vacation time, or leave without pay. -15- • SECTION VI. LEAVES OF ABSENCE For the,purpose of computing his entitlement to leaves of absence, an employee's continuous.service shall be based on the effective date on which he received his initial probationary appointment in the City service. Such date shall be the employee's anniversary date for vacation and sick leave purposes, subject to the provisions contained herein. 600. Vacation Leave 600.1. Basis for Accrual 600.1.1. Full -time Probationary, Regular, and Acting Appointments. An employee.having a full -time probationary, regular, or acting appointment, except the personnel in the Refuse Division of.the General Services Department, working an average of 44 hours per week, shall accrue vacation leave with pay at the rate of one working day for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. (One working day is equivalent to one,12 -hour shift for Fire personnel working an average of 61 hours per.week.) 600.1.1.1. Refuse Division Personnel Personnel in • the Refuse Division of the General Services Department working an average of 44 hours per week shall accrue vacation leave with pay at the rate of 1.1 working days for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay. 600.1.2. Part- time.Probationarv, Regular, and Acting Appointments An employee having a probationary, regular, or acting appointment that is less than full -time but is half -time or.more shall receive vacation leave with pay at'the rate of one -half working day for each full month of continuous service in which the employee has worked or has been on authorized.leave of absence with pay. 600.1.3. Other Appointments Employees having temporary or less than half -time appointments shall not be entitled to receive vacation leave with pay. 600.1.4. Longevity Vacations Employees who have completed five years of continuous service shall_ thereafter accrue longevity vacations as follows: -16- • u • VI. LEAVES OF ABSENCE CONTINUED appointments en employee naving a prooarionary, regular or acting appointment that is on a full -time basis, except the personnel in the Refuse Division of the General Ser- vices Department working an average of 44 hours per week, shall accrue the following number of working days.vacation for each full month of continuous service in which the employee has worked or has been on authorized leave of absence with pay: 5 to 9 years service 10 to 14 years service 15 to 19 years service 20 or more years service 1 -1/6 working days per month (14 days per year) 1 -1/3 working days per month (16 days per year) 1 -1/2 working days per month (18 days per year) 1 -2/3 working days per month (20 days per year) 600.1.4.1.1. Refuse Division Personnel Personnel in the Refuse Division of the General Services Department working an average of 44 hours per week shall accrue the equivalent of 110.0 percent.of the longevity vacation leave with pay as pro- vided in Section 600.1.4.1. (e.g. an employee with 15 to 19 years of service shall accrue 1.5 working days per month times 110 percent which equals 1.65 working days per month). 600.1.4.2. Other Appointments Employees having temporary or less than full -time appointments shall not be entitled to receive longevity vacations, 600.1.5. Accumulation of Vacation Leave Accumulation of vacation days in excess of those earned for two years of service is not permitted with the following exception: With the approval of the department head, an employee may accumulate vacation days in excess of the two year limit provided all such excess accumulation is taken by March 31st of the following year. 600.2. Method of Use Vacation leave taken shall not be in excess of that actually earned at the time it is taken, and in no case may it be taken prior to the completion of the employee's probation period. -17- • SECTION VI. LEAVES OF ABSENCE CONTINUED 600.3. Other Provisions 600.3.1. Terminal Vacation Pay Any employee who has accrued vacation leave, who has completed his probation period, and whose employment terminates shall receive terminal vacation pay for such accrued vacation based on the hourly equivalent of the salary he received at the time of his termination. An employee who terminates while serving a probation period in a position to which he has been promoted shall receive terminal vacation pay based on the hourly equivalent of the salary he - received immediately prior to his promotion, provided he has successfully completed his probation period in the position from which he was promoted. An employee who has not completed a probation period in at least one position shallrnot receive terminal vacation pay. 600.3.2. Vacation Schedules Vacations shall be scheduled as determined by the department head, taking into consideration whenever possible the seniority and wishes of the employee. 600.3.3. Vacation Anniversary Date Changes Any leave of • absence without pay exceeding thirty consecutive days shall result in a new vacation anniversary date. Such date shall be based on the employee's original vacation anniversary date plus the number of consecutive days of his leave of absence without pay that is in excess of thirty consecutive days. • -18- • SECTION VI. LEAVES OF ABSENCE CONTINUED 601. Sick Leave 601.1. Basis for Accrual 601.1.1. Full -time Probationary and Regular Appointees An employee having a full -time probationary or regular appointment except per- sonnel in the Refuse Division of the General Services Department working an average of 44 hours per week, shall accrue sick leave with pay at the rate of-one working-.day for each full month of continuous service.in.which. the employee has worked or has been on authorized leave of absence with pay. (One working day is equivalent..to.one 12 -hour shift for Fire Personnel working an average of 61 hours.per. week.) 601.1.1.1. .Refuse Division Personnel...Personnel in the Refuse. Division..of the.General Services Department working an average of 44 hours per,week shall accrue sick leave with pay at the rate of 1.1 working days for each full month of continuous service in which the employee has worked or has been on.an. authorized leave of absence with pay. 601.1.2. Part -time Probationary and Regular Appointees An employee having a probationary or-regular appointment that is less than full - time, but is half -time or more, shall accrue sick leave with pay at the rate of one .half working day for each full month of continuous service in which the employee has worked or has been.on authorized leave of absence with pay. 601.1.3. Other Appointees Employees having temporary or less than half -time appointments shall not be entitled to receive sick leave with pay. 601.1.4. Accumulation of Sick Leave Sick leave may be accumulated without limit. 601.2. Limitations on Use 601.2.1. In General .Sick leave taken shall not be in excess of that actually.earned.at the time it is taken. An employee serving his initial probation period.is eligible to use his accumulated sick leave, provided that it for any reason his City employment is term- inated prior to.the completion of such probation period his final paycheck shall be reduced by the value of the sick leave he has taken. 601.2.2. Department Head's Approval Necessary Sick leave may be • granted only with the-approval of the department head and only in case of a bona fide illness of the employee. The department head may require a physician's certificate or other evidence of the adequacy of the.reason for the employee's absence during the period for which sick leave was requested. -19- • SECTION VI. LEAVES OF ABSENCE CONTINUED 601.2.3. For Sickness Only Sick leave shall be used for sickness of the employee and shall not be used in lieu of or added to vaca- tion. At the option of the employee, however, accrued vacation leave and /or compensatory time off may be used for sickness when all his sick leave has been taken. An employee who continues to be disabled or ill after he has taken the maximum industrial accident leave provided in Section 603. here- in may use a proportionate amount of his accumulated sick leave to supplement temporary disability indemnity so that he will receive the equivalent of his full salary. 601.2.4. Sick Leave During Vacation An employee who is admitted to a hospital or confined to bed under medical doctor's orders while on vacation may have the period of illness charged to his accumulated sick leave instead of to vacation provided: 601.2.4.1. Immediately upon-return to duty the employee submits to his department head a written request for sick leave and a written statement signed by his physician describing the nature and dates of illness. 601.2.4.2. The department head recommends and the City • Manager approves the granting of such sick leave. 601.2.5. Other Limitations No employee shall be entitled to accrue or to take sick leave with pay while absent from duty for any of the following reasons: 601.2.5.1. Leave of absence without pay 601.2.5.2. Absence because of intoxication or for the purpose of recovering from intoxication.. 601.3. Penalty for Sick Leave Abuse When in.the judgment of the department head, the employee's reason for being absent because of alleged sickness is inadequate, he shall indicate on the payroll form.that the absence was absence.without leave; the,department head shall also submit a Personnel Action Form indicating a suspension for each day or portion of a day of such absence. As a minimum disciplinary action, 2 days of accumulated sick leave shall be deducted from the employee's sick leave accumulation for each day or portion.of a day of such suspension. 601.4. Other Provisions 601.4.1. Terminal Sick Leave Pay Upon paid retirement, termination in good standing, or death, an employee or his estate shall be paid for a percentage of the employee's first 100 days of unused. '-sick leave in an amount computed as provided below: -20- SECTION VI. LEAVES OF ABSENCE CONTINUED PERCENT OF UNUSED YEARS OF SERVICE SICK LEAVE PAID FOR Less than 10 None 10 but less than 15 25% 15 but less than 20 37k% 20 or more 50% Years of service as defined herein shall mean full time continuous ser- vice in a regular position with the City of Newport Beach. Employees who are allowed to resign in lieu of dismissal will not be considered to be terminated in good standing and will not be eligible for compensa- tion. Employees in the following classes are not authorized compensation under this section: Police Officer, Police Woman, Police Sergeant, Police Lieutenant, Police Captain, Police Clerk, Parking Control Officer, Humane Officer, Station Officer, and Police Emergency Equip- ment Dispatcher. 601.4.2 Sick Leave Anniversary Date Changes The provisions of this resolution applicable to vacation anniversary date changes arising from the granting of a leave of absence without pay in excess of 30 calendar days or any suspension shall also apply to sick leave anniversary dates. • 601.4.3. Extended Sick Leave On written request of the employee and recommendation by the department head, the City Manager may authorize in writing a leave of absence without pay for the purpose of recovering from an illness, provided: 601.4.3.1. The employee has used all his accumulated sick leave and vacation. 601.4.3.2. The employee has been continuously employed in the City service for at least one year. 601.4.3.3. The employee presents to his department head for referral to and consideration by the City Manager a written explanation of the employee's illness and an estimate of the time needed for recovery signed by the employee's physician. 601.4.3.4. Prior to resuming his duties the employee may be required to take a medical examination at his expense and as prescribed by the City Manager. The employment record and the results of such examination shall be considered by the City Manager in determining the employee's fitness to return to work. 601.4.3.5. The maximum period of such leave shall be three calendar months. If the employee desires an extension he shall follow, prior to the termination of the initial leave, the procedure described in Section 601.4.3.3. above. . There may be only one such extension and it may be only for three calendar months, unless in the judgment of the City Manager a further extension would be justified in terms of the employee's training and experience, the specialized duties -21- u C� SECTION VI. LEAVES OF ABSENCES CONTINUED of his position, and the length of time the City can reason- ably afford to fill the position on a temporary basis or not have the duties performed. 602. Holiday Leave Subject to the provisions contained herein, the following designated days shall be observed as paid holidays by all employees in permanent positions except Police personnel, Fire personnel on 12 -hour shifts, personnel whose days off are other than Saturday or Sunday, and other personnel whose work assignments, in the judgment of the department head, require their presence on the job. For each designated holiday such excepted personnel shall receive an extra day of vacation or equivalent pay, whichever in the judgment of the department head best serves the interests of the department. Independence Day Labor Day Columbus Day Veterans Day Thanksgiving Day Friday following Thanksgiving Christmas Day New Year's Day Washington's Birthday Memorial Day July 4 1st Monday in September 2nd Monday in October 4th Monday in October 4th Thursday in November December 25 January 1 3rd Monday in February Last Monday in May When a designated holiday occurs on Sunday, the following Monday will be observed instead. When a holiday falls on a Saturday, the Friday before such holiday shall be observed instead within the limitations of manning prescribed by the Department Head. Should an employee be required to work on the Friday preceding a Saturday holiday, the employee shall receive an additional vacation day for such Saturday holiday. In addition to the designated holidays listed above, other days or portions of days may be authorized by official proclamation of the Mayor. The Mayor may take such action to coincide with special holidays declared by the President of the United States, the Governor of the State.of California, or when, in the opinion of the Mayor, a significantly im- portant local event merits such action. d *a • SECTION VI. LEAVES OF ABSENCE CONTINUED 603. Industrial Accident Leave 603.1. Compensation An employee.who is absent from duty because of an on- the -job injury sustained during his City employment shall, during such absence, receive that portion.of his.normal salary which, when added to compensation.payments made to him under the.provisions of-the-California Workman's Compensation Law, equals his normal salary, provided: he receives compensation payments under the.provisions of such Law; the City's payment of the portion of.his.normal salary shall be limited to the maximum periods designated in the following schedule: Schedule A -= In General. The.following.schedule.sahll be applicable to all.full- time.probationary.and regular.employees- except Police and Fire personnel covered by the provisions.of Section 4850 of the California Labor Code: Amount of employee's Maximum industrial continuous City service accident leave At least 1 day and less 20 working days than 6 months • At least 6 months and 6 months less than 5 years 5 years and over 1 year Schedule B -- Police.and.Fire Personnel Police.and.fire personnel, as described.in.Schedule.A, immediately above, shall - receive such industrial accident leave compensation as is provided in Section 4850 of the California Labor Code. Schedule C -- Temporary and Less than Half -time Personnel The maximum amount of °industrial accident leave for all such personnel shall. be 20 working days. 603.2. Accumulation'of.Leave Benefits Any employee, except those having temporary or less than.hal -time appointments, shall continue to accrue vacation, holidays,.sick leave and to earn eligiblity.for'.consideration for merit salary increases during.an.absence resulting from anon- the -job injury, provided he receives compensation payments under the provisions of the California Workman's Compensation Law. 604. Bereavement Leave Whenever an employee having_a.probationary or regular appointment is • necessarily absent from duty because of the death or critical illness where death appears imminent of father, mother, brother, sister, wife, husband, or child, such employee - shall, upon approval by his department head, be entitled to bereavement -leave and shall draw his.regular com- pensation during such absence. Such compensation is limited to 5 working days in any calendar year. The limit for Fire Department personnel on 12 -hour shifts is.7;� shifts. _23_ • t SECTION VI. LEAVES OF ABSENCE CONTINUED. An employee serving his initial probation period who takes leave under this subsection and who - for.any. reason terminates his City employment prior to the completion of such - probation period shall have his final paycheck reduced by value of the leave he has taken. 605. Special Leave The following provisions shall apply only to those employees who are entitled to receive leave with pay: 605.1. 180 Calendar Days-or Less .Upon the written recommendation of the department head, the City.Manager may'.authorize special-leaves of absence with or without.pay for a.period.or periods not to exceed.180. calendar days in a calendar year for purposes deemed by the City Manager to be beneficial to the City. 605.2. In Excess of 180 Calendar Days The City Council may, upon the recommendation of the City Manager, grant leaves of absence with or without pay in excess of.180 calendar days for purposes deemed by the City Council to be beneficial to the City. 606. Military Leave. An employee having a probationary.or regular appointment.shall be entitled to such benefits as are provided in the.California Military and Veterans Code. An employee requesting, such military leave shall present a copy of his military orders to his department head prior to the beginning of the leave. 607. Absence Without Leave Any employee who is absent.from.duty.shall report the reason.for such absence to his department head or immediate supervisor :prior . to the date of expected absence whenever.possible and in no case later.than two hours after the beginning.of his normal work shift. Absences not reported in such manner may be considered absence.without leave. A deduction of pay shall be made for the duration of any absence without leave in accordance with Section 503. of this resolution. 608. Maternity Leave Termination or a compulsory.leave.of absence without pay, whichever in the opinion of the department head.best serves the City's interests,.shall be required of women employees who have completed their sixth month of pregnancy. -24- • SECTION VII. DISCIPLINARY ACTIONS The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet- such - standards shall be grounds for appropriate disciplinary. action,.which.shall -be.- commensurate with the seriousness of the offense and with due consideration to the employee's prior performance record. The provisions of this section.shall_ constitute the City's disciplinary code. In the event of a conflict between -these provisions and civil--service law when an employee has regular status in the Civil Service System, the civil service law shall prevail. 700. Disciplinary. Procedure The following .procedure. - shall..be.followed when, in the judgment of -the department head ,.an.- .employee..has- .committed an act or omission that justifies the disciplinary.action indicated.- ...The grounds for such disciplinary action shall be limited- to.incompetency,. inefficiency, dishonesty, misconduct, insubordination, or failure to observe departmental or City rules and regulations. 700.1. Reprimand If the reprimand is in writing-the-employee shall receive.a copy thereof. The department head.shall.forward a copy to the City Manager's Office for-retention.-in-the employee's • Personal history file, and the employee shall be notified of such action. 700.2. Suspension Unless originally authorized -or- extended by written approval by the City Manager on.written_.recommendation by the department head, the maximum -.period of suspension.shall be 20 working days;.such' maximum period for Fire Department personnel on 12 -hour shifts shall be 24 shifts. 700.2.1. Five Working Days.or_Less The-department-head shall transmit.a.Personnel_ Action.- Form- for.the_ information of the City Manager, briefly describing..the- offense and the period.of suspension. The_4epartment..head shall when possible give a copy.of such form to the employee before the form is transmitted to the City Manager. 700.2..2._ In Excess of Five.Workine.Days._Prior_to. -the effective date of.the suspension when possible,.the_ department head shall submit a Personnel Action_Form.for_ approval by the City Manager, briefly describing ..the... offense- and..the period of suspension. After such approval, a copy of theform shall be given to the employee. 700.3. Demotion or Dismissal The department -head.shall_.submi.t -for approval by the City.Manager a Personnel Action Form.briefly_.describing the • offense. Upon such approval, the demotion- or- dismissal.shall be effective and a copy of the Personnel Action Form shall be given to the employee. -25- '3 i • v . SECTION VII. DISCIPLINARY ACTIONS CONTINUED 701. Appeal Procedure The appeal procedure described .herein -shall -not apply if the employee.is_rejected, reprimanded,_or _ suspended_.during.his proba- tion period in the posi:tjon,.he occupies .at..the _ time_.of.such- action. Such procedure also shall not be applicable-if the-disciplinary action is taken in connection with the employee's service on 'a temporary appointment or acting appointment basis. This sub - section shall not apply-to employees in the Civil Service System. 701.1. Request for Reasons Within 5.calendar..days..after_the effective date of.the:- disciplinary.action.,. the. - employee. may, in. writing, request of the department head a written statement of the reasons for the action. Within 5 calendar.days after.such.written.- request, the department head shall forward the statement of reasons to:the- employee. final. t -26- 701.2. Employee's Answer Within 10.calendar days- after- the..employee has received.such statement of reasons, he shall -be- entitled to submit to the City Manager, through his.department.- head,..a- .written answer to.such.statement and.to- request '_the.City- Manager..to.consider the case. The. City Manager shall then review.the.matter with-the employee and the department head and uphold, modify, or- revoke the action taken. • 701.3. Civil Service Board Review Except:for reprimands,..after the City Manager has reviewed the case the'employee.may.submit to the Civil Service Board a written statement.requesting . the.Board._to review the matter. Pursuant. to 'Section'711.of.the..City::Char -ter, the Board shall then conduct an investigation, hold a hearing; -and submit its findings and recommendations to the..City_Manager,....After considering such findings and recommendations ;:.the.- .City_Manager.shall uphold, modify, or revoke the action taken and his decision thereon shall be final. t -26- • SECTION VIII. PROBATIONARY' APPOINTMENT' FOLLOWING'TEMPORARY'APPOINTMENT 800. Merit Salary Advance and Benefit '.Accrual ".Notwithstanding the other provisions of this. resolution ,.a::.temporary._appointee_in.a class who, without a break in service, receives a.pr.obationary..appointment to a position in the same class shall.be:eligible_ for -consideration for a merit salary.advance..after six months .of.satisfactory. service, including his temporary service, as evidenced in writing- by..the.department head and approved by the City._Manager.,..and shall-..accrue. leave- .benefits from the date of big temporary_ appointment..'- _He'..shall.acquire_a_ salary anni- versary date on such advance and.shall earn.eligibility for subsequent annual salary advances in accordance-with Section 400..herein. 11 • The salary advance.provision of this section.shall..not -apply when a temporary appointee.in.a'.class receives, without..a.break -in his con - tinuous City service,,.a probationary .appointment-- to.- a.position in a different class having.a' higher- salary= range . - The- salary'_anniversary date of such appointee shall be the date of his'probationary appointment. 801. Probation Period The employee's probation': period.shall...cammence with the date of his probationary appointment. Satisfactory- completion of such probation period.shall be on written' recommendation of the department head and approval of the City Manager. -27- u SECTION IX. TRAINING 900. Required Training An employee who-is required by his. - department head to attend a specified, off -duty training course shall receive reimbursement for the following: overtime compensation; transportation cost where appropriate; cost.of books, registration, and related expenses necessary for completion of the course. 901. Desirable Training Desirable training is.defined as off- duty'instruction that will be mutually and immediately beneficial to:the employee and to the City. Prior to.enrolling -in the class, an employee desiring reimburse- ment for his expenses shall acquire his - department head's approval as to course content and its relationship to City employment. To qualify for educational reimbursement, the employee must be employed on a full -time basis and-the course selected must be of -such a nature that it benefits the City and better - prepares -the ,employee to carry out the duties for which he was hired.. Employees seeking college degrees will be eligible for reimbursement only for courses that are directly related to their current duties. Each employee desiring.to..qualify must.attend.each course on his own time and compelte each course satisfactorily with a passing grade of at least a "C", or its numerical equivalent.. Each employee shall be limited to reimbursement for a maximum of six semester units per semester or nine quarter units per quarter. If an employees leaves.the City - service within one (1) year after the completion.of. any course.or.courses.paid.for by the City, the cost of such course or courses will be deducted from the employee's last pay check. The tuition reimbursement.policy covers.courses taken.at accredited colleges and universities and. approved .correspondence.courses. The policy also covers the cost of text.books.and.other required course materials.. Employees may request either prepayment.or postpayment of tuition, text book and materials costs. If prepayment has.been_ elected, the-request must contain a statement of the cost of tuition and an itemized list of the cost of books and supplies. If the tuition and /or the cost of books and materials has been prepaid, confirmation of-the grade received- and..a paid receipt.for the tuition, books, and materials must be submitted to the.Personnel Office within.sixty days of the completion of a course. If this information is not received- within that period of time, or if the employee fails to complete a course satisfactorily, the amount of prepayment will be deducted from his next pay check. If tuition and /or the cost of books is to be postpaid, a memo requesting payment, accompanied.by confirmation of the grade received -and.a paid receipt for the tuition, books and materials, must be sent to the Personnel Office. The Personnel Office will in turn advise the Finance Department that the course has been satisfactorily completed and payment is to be made. -yg- • SECTION X. MISCELLANEOUS PROVISIONS 1000. Consideration of-Employee Requests:-Any employee shall- -have the right to consideration by.the.City.Manager -of any request.with.respect to a claimed inequity resulting.from the strict application-of..any of the sections contained herein. The employee -shall submit.to.his department head a written statement of the claimed inequity and his request; the department head shall promptly forward the statement, the request, and his written recommendation to the City Manager. 1001. Continuity of Service Requirements'. Continuous service, as required for advancement within: salary-ranges-and for other purposes specified in this resolution, is defined.as City.employment on a probationary, regular, or acting appointment basis without break or interruption. Authorized leaves of absence without pay of 30 calendar days or -less and leaves of absence with.pay.for any - period shall not constitute.an interrup- tion of an employee's continuous service and shall not be deducted in com- puting his total City service.. Authorized leaves of absence.without pay in excess of 30 calendar.days shall be deducted in computing an employee's total City service for advancement in salary.range and for other purposes specified in this resolution, but shall not serve to interrupt his continuous service. 1002. Avoidance of Inequities. The City.Manager may authorize special.adjust- ments to avoid or eliminate inequities resulting from the strict application of any of the provisions of this resolution. 1003. Administrative Regulations The -City Manager is authorized to issue written administrative personnel.regulations.designed to augment or clarify the provisions of this resolution. .Prior to issuance, such. regulations shall be referred for approval.by the City Attorney.as to their conformance with the City Charter, this resolution,.and the City's civil service. law. At least annually such regulations shall be considered for possible incorpora- tion in a revision of this resolution. -29- SECTION XI. REPEAL Resolution No. 7226 and all amendments 'thereto ' are hereby repealed. SECTION XII. EFFECTIVE DATE The provisions of this resolution shall be effective July 10, 1971. This resolution was adopted by the City Council of the City of Newport Beach at a regular meeting on the 12th day of July, 1971. ATTEST: J Ire CERTIFIED AS THE ORIGINAL CITY CLERK OF THE CITY OF NEWPO;;T 6:.ACH ®ATE: •- ------- SEP 2 1971 .............._ Mayor —30—