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It is the purpose of this chapter and the rules and regulations set forth to establish a fair and uniform system of personnel administration for all employees of the city under the supervision of the City Manager. Nothing in this chapter creates an employment contract or term between the city and its employees. This chapter is established under authority of G.S. §§ 160A-146 through 160A-173.
(Ord. passed 5-19-92)
(A) The City Council shall be responsible for establishing and approving personnel policies, the position classification and pay plan, and may change the policies and benefits as necessary. They also shall make and confirm appointments when so specified by the general statutes.
(B) (1) The City Manager shall be responsible for establishment, administration, and direction of the personnel policy and program of the City. The City Manager shall appoint, suspend, and remove all city officers and employees except those elected by the people or whose appointment is otherwise provided for by law. The City Manager shall make appointments, dismissals and suspensions in accordance with the City Charter and other duly adopted policies of the City.
(2) The City Manager shall appoint a Human Resources Director who shall assist in the preparation and maintenance of the position classification plan and the pay plan, and perform such other duties in connection with a modern personnel program as the Manager shall require. All matters dealing with personnel shall be routed through the office of the Human Resources Director who shall maintain a complete system of personnel files and records.
(3) The City Manager shall:
(a) Establish and implement policies, rules, and revisions to the personnel system by preparing and implementing a comprehensive personnel policy;
(b) Make minor revisions and recommend major revisions to the position classification plan to the City Council for approval;
(c) Prepare and recommend revisions to the pay plan to the City Council for approval;
(d) Determine which employees shall be subject to the overtime provisions of the Fair Labor Standards Act (FLSA);
(e) Establish and maintain a roster of all persons and authorized positions in the municipal service, setting forth each position and employee, class title of position, salary, any changes in class title and status, and such data as may be desirable or useful;
(f) Develop and administer such recruiting programs as may be necessary to obtain an adequate supply of competent applicants to meet the needs of the city;
(g) Develop and coordinate training and educational programs for city employees;
(h) Investigate periodically the operation and effect of the personnel provisions of this chapter; and
(i) Perform such other duties as may be assigned by the City Council not inconsistent with this chapter.
(Ord. passed 5-19-92; Am. Ord. O-2003-49, passed 8-19-03)
This personnel chapter and all rules and regulations adopted pursuant thereto shall be binding on all city employees. The City Manager, City Attorney, members of the City Council and advisory boards and commissions will be exempted except in sections where specifically included. An employee violating any of the provisions of this chapter shall be subject to appropriate disciplinary action, as well as prosecution under any civil or criminal laws which have been violated.
(Ord. passed 5-19-92)
Due to the particular personnel and operational requirements of the various departments of the city, each department is authorized to establish supplemental rules and regulations applicable only to the personnel of that department. All such rules and regulations shall be subject to the approval of the City Manager, and shall not in any way conflict with the provisions of this chapter, but shall be considered as a supplement to this chapter.
(Ord. passed 5-19-92)
ARTICLE II: POSITION CLASSIFICATION PLAN
(A) The position classification plan provides a complete inventory of all authorized and permanent positions in the city service, and an accurate descrip-tion and specification for each class of employment. The plan standardizes job titles, each of which is indicative of a definite range of duties and responsibilities.
(B) The position classification plan shall be adopted by the City Council and shall be on file with the City Clerk. Copies shall be available to all city employees for review upon request. New positions shall be established upon recommendation of the City Manager and approval of the City Council after which the City Manager, assisted by the Human Resources Director, shall either allocate the new position into the appropriate existing class, or amend the position classification plan to establish a new class to which the new position may be allocated.
(Ord. passed 5-19-92)
(A) The classification plan is to be used as a guide in:
(1) Recruiting and examining applicants for employment;
(2) Determining lines of promotion and in developing employee training programs;
(3) Determining salary to be paid for various types of work;
(4) Determining personnel service items in departmental budgets; and
(5) Providing uniform job terminology.
(B) The City Manager, assisted by the Human Resources Director shall allocate each position covered by the classification plan to its appropriate class, and shall be responsible for the administration of the position classification plan. The City Manager shall periodically review portions of the classification plan and make minor revisions to insure that classifications accurately reflect current job duties and responsibilities. The City Manager shall also periodically review the entire classification plan and, when needed, recommend major changes to the City Council.
(Ord. passed 5-19-92)
Any employee, who considers the position in which he or she is classified to be improper, shall submit a request in writing for reclassification to such employee's immediate supervisor, who shall immediately transmit the request through the depart-ment head to the Human Resources Director. Upon receipt of such request, the Human Resources Director shall study the request, determine the merit of the reclassification, and forward the recommendation to the City Manager for consideration. The City Manager will make further review and take final action on the reclassification request.
(Ord. passed 5-19-92)
ARTICLE IV: RECRUITMENT AND EMPLOYMENT
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