(A) The City Manager shall develop rules and regulations necessary for the effective administration of this chapter, and present the rules and regulations to the Personnel Board, which shall conduct a public hearing concerning the proposed rules and regulations.
(B) Following the public hearing by the Personnel Board, the City Manager shall submit the rules and regulations, with recommendations of the Personnel Board, to the City Council for review and adoption. The City Council shall have a 90-day period, in which to adopt the proposed rules and regulations. If the City Council has taken no action at the end of the 90-day period, the proposed rules and regulations shall become effective as if they had been so adopted, and shall have the full force and effect of law. Amendments to the adopted rules and regulations shall be made in accordance with the above procedure.
(C) The personnel rules and regulations shall establish regulations, specific procedures, and policies governing the personnel system including, but not limited to, the following:
(1) For the preparation and administration of a position classification plan for all positions in the classified service based upon similarity of duties performed and responsibilities performed so that the same qualifications may reasonably be required for, and the rate of pay equitably applied to, all positions in the same classes and generally all classes. All employees in the classified service shall be assigned a class by the City Manager. Any employee so assigned who wishes reconsideration of the class assignment shall request a hearing before the Personnel Board after exhausting the grievance procedures provided in the rules and regulations. The Personnel Board shall hold a timely hearing on the matter and report its findings to the City Manager who may reclassify the employee;
(2) For the annual submission of a compensation plan for classified service employees;
(3) For a secure method of payroll and disbursement certification;
(4) For the establishment of lists of eligible candidates for appointment and promotion;
(5) For, upon appointment or promotion, an employee probation period prior to permanent appointment;
(6) For the establishment of programs designed to attract to municipal service and veterans, handicapped persons and members of disadvantaged groups;
(7) For lay-offs by reason of lack of funds or work or abolition of position, or material changes in duties or organizations, and for reemployment of employees so laid off;
(8) For establishment of a plan for resolving employee grievances and complaints;
(9) For establishment of disciplinary measures such as suspension, demotion or discharge. The measures shall provide for presentation of charges and hearings for all employees in the classified service covered by this chapter. A record of the hearing shall be required and shall be made available to interested parties upon request;
(10) For an appeals process from any suspension, demotion or discharge of a classified service employee covered by this chapter. The appeal shall be to the Personnel Board which will be the final administrative arbiter of the employee's case. However, nothing in this section purports to preclude judicial review;
(11) For establishing hours of work, holiday and attendance regulations in the various classes of positions in the classified service;
(12) For establishing and publicizing any fringe benefits such as insurance programs, retirement and leave programs; and
(13) For other policies and administrative regulations, not inconsistent with this chapter, the city charter or the laws of the state, which may be proper and necessary for its enforcement.
(1989 Code, § 4-204)