§ 10-4.7 TRANSFER.

   Transfer is the movement of an employee from one position to a position in a class in the same salary range. If a vacancy occurs and an employee in another department is eligible for a transfer, the employee shall apply for the transfer by expressing their interest to the personnel specialist. The department head wishing to transfer an employee to a different department or classification shall make a recommendation to the City Manager. Employees who request transfer shall serve a probationary period in the new position. Any employee transferred without requesting the action may appeal the action in accordance with the grievance procedure outlined in this chapter. An employee who has successfully completed a probationary period and is transferred without requesting transfer may be transferred without serving another probationary period.

(Ord. passed 5-17-94; Am. Ord. passed 1-26-99; Am. Ord. passed 2-18-14)

§ 10-4.8 RECLASSIFICATION.

   Reclassification is the movement of an employee by the City Manager from one position classification to a different position classification that more accurately reflects the duties and responsibilities of the employee. Reclassifications may result in the employee being reclassified into a higher or lower pay range. Should this occur, salaries will be adjusted in accordance with the provisions set forth in§ 10-3.8 of this chapter.

(Ord. passed 8-29-09)

§ 10-4.9 REASSIGNMENT.

   Reassignment is the movement of an employee from their current position to a position previously held or for which they are qualified. Reassignments will normally occur as a result of organizational changes and needs. Reassignments may result in the employee being classified in a higher or lower pay range. Should this occur, salaries will be adjusted in accordance with the provisions set forth in § 10-3.8 of this chapter.

(Ord. passed 11-17-98; Am. Ord. passed 8-29-09)

ARTICLE V: CONDITIONS OF EMPLOYMENT

Section

   10-5.1   Work schedule

   10-5.2   Political activity

   10-5.3   Outside employment

   10-5.4   Dual employment of volunteer employees

   10-5.5   Employment of relatives

   10-5.6   Sexual harassment

   10-5.7   Acceptance of gifts and favors

   10-5.8   Safety

   10-5.9   Residency requirement

§ 10-5.1 WORK SCHEDULE.

   Department heads shall establish work schedules, with the approval of the City Manager, which meet the operational needs of the department in the most cost effective manner possible. The number of hours of work assigned to each position should be posted upon advertisement and given to the new employee as a part of the orientation materials. The administrative work schedule shall be 40 hours per week.

(Ord. passed 5-17-94)

§ 10-5.2 POLITICAL ACTIVITY.

   (A)   Each employee has a civic responsibility to support good government by every available means and in every appropriate manner. Each employee may join or affiliate with civic organizations of a partisan or political nature, may attend political meetings, may advocate and support the principles or policies of civic or political organizations in accordance with the Constitution and laws of the state of North Carolina and in accordance with the Constitution and laws of the United States. However, no employee shall:

      (1)   Engage in any political or partisan activity while on duty;

      (2)   Use official authority or influence for the purpose of interfering with or affecting the result of a nomination or an election for office;

      (3)   Be required as a duty of employment or as condition for employment, promotion or tenure of office to contribute funds for political or partisan purposes;

      (4)   Coerce or compel contributions from another employee of the city for political or partisan purposes;

      (5)   Use any supplies or equipment of the city for political or partisan purposes; or

      (6)   Use city funds, supplies, or equipment for partisan purposes, or for political purposes except where such political uses are otherwise permitted by law.

   (B)   Any violation of this section shall subject the employee to disciplinary action up to and including dismissal.

(Ord. passed 5-17-94; Am. Ord. passed 6-9-94; Am. Ord. passed 8-29-09)

§ 10-5.3 OUTSIDE EMPLOYMENT.

   The work of the city shall have precedence over other occupational interests of employees. All outside employment for salaries, wages, or commission and all self employment must be reported in advance to the employee’s supervisor, who in turn will report it to the department head. The department head will review such employment for possible conflict of interest and then submit a record of the employment and review to the City Manager. Conflicting or unreported outside employment is grounds for disciplinary action up to and including dismissal.

(Ord. passed 5-17-94)