HomeMy WebLinkAboutORD 176ORDINANCE NO. 176
All ORDINANCE OF THE CITY COUNCIL OF THE
CiTY OF PALM DESERT, CALiFORNIA, ESTAB-
LISHING PERSONNEL SYSTEM RULES A40 REGU-
LATIONS OF THE CITY OF PALM DESERT.
The City Council of the City of PALM Desert, California, does
MENEM ORDAIN as follows:
SECTION 1. REPEAL OF PREVIOUS RESOLUTIONS: The following reso-
lotions pertaining to personnel policies, rules and regulations are hereby
repealed: Resolutions No. 74-12, No. 74-26, No. 74-45, No. 74-B5, No. 74-113,
%. . 75-19, No. 75-71, No. 75-72, No. 75-73 and No. 76-51.
SECTION 2,SELECTION CRITERIA: Appointment of individuals will be
made on the basis of merit and ability. No question in any test, or in any
application fore, or by an appointing authority, shall be so framed as to
attempt to elicit information concerning race, color, ancestry, national ori-
gin, political or religious opinions or affiliations of an applicant. No
appointment to or removal from a position in the Personnel System shall be
affected or influenced in any manner by any consideration of race, color,
ethnic or natural origin, age, sex, political or religious opinion or
affiliation.
A. RECRUITMENT: The Personnel Officer shall prepare recruiting
notices for positions in the Personnel System by publicizing
vacancies, specifying the title and pay of the class, the nature
of the work to be performed, the qualifications necessary for
performance of the work, the manner of making applications and
other pertinent information. Such various media of publicity shall
be used as might be expected to bring notice of vacancies to as many
qualified persons as possible.
Application forms shall require information covering training,
experience and other pertinent information. Applicants for positions
which are scientific, professional or technical, or the duties of
which require speciai qualifications shall be required to provide docu-
sientary evidence of a satisfactory degree of education, training,
and/or experience. References provided by candidates shall be checked
M1. by personal or telephone contact, and shall be documented and made
part of the applicant's file. The Personnel Officer shall reject any
application which indicates that the applicant does not possess the
i miniamas qualifications required for the position. Applications shall
p r b! if the applitant Ms m�1de aro►t1se statement of any
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aelterial l et• 0 biM Mronb or 6161eadir4 information. Whenever
Fy*�'F� z atn► 4"llutieo is rejected► notice of such rejection shall be
mailed to the applicant.
b. UMIN&ttM: TM selection techniques used in the examination
process shall be impartial% of a practical nature* and shell relate
to those subjects which fairly measure the relative capacity of the
persons examinted to execute the duties and responsibilities of the
position to which they seek.
The Personnel Officer. together with the department head, shall
determine the methods of evaluating the qualifications of applicants.
The methods way involve any combination of written test, oral inter-
view► performance test, rating of education► training and experience.
Each person who takes an examination shall be given written notice of
the results thereof and shall be entitled to inspect their examina-
tion papers. A medical examination shall be required of any new
employee and shall be satisfactorily passed prior to commencement of
employment and at City expense.
SECTION 3. BASIC COMPENSATION PLAN: The "Table of Salary Ranges for
Classifications 6 Positions" and Salary Schedule shall be established
by resolution.
A. Types of Appointment: The following types of appointment may
be either full-time or part-time in relation to work weeks as estab-
lished by the City Manager.
1.) Regular Appointment: Follows successful completion of a
6 months' probationary period, when applicable. and signifies
satisfactory performance of, duties and responsibilities in the
position to which the employee is assigned.
2.) Acting Appointment: Occurs when an employee is temporarily
assigned to and performs all the duties of a position other
than the position he normally occupies.
The employee appointed in an acting capacity shall receive the
salary equivalent to the "A" Step of the acting position providing
it is at least 6% higher and providing that the employee serves in
the higher classification for at least thirty (30) consecutive
working days.
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MUM 40"110101 tf shall be aft 410 a toWrary basis, Hhen
r., the ew01"" Is ftlieved of his Acting appointment, he shell be
reinstated to tile former position and his salary adjusted to the
salary range of his former position at the appropriate step as
if the temporary appointment had not occufed.
e. bm—pt Employees:
1.) Permanent Employees: Are those hired for an indefinite period
of time and tan be either full-time or part-time employees. Perman-
ant employees, provided they are employed on a half-time basis or
more, are eligible for paid holidays, vacation and leaves of
absence credits and retirement, health and life insurance, and
other compensation benefits.
2.) Teeioorary Employees: Are those hired for a definite period
of time (usually six (6) months or less) and can be either full-
time or part-time employees. Temporary employees are not eligible
for paid holidays, vacation and leaves of absence credits nor
retirement, health and life insurance, and other compensation
benefits.
1 C. Beginning Rates: A new employee of the City of Palm Desert shall
1 be paid the rate shown in Step "A" in the salary schedule allocated to
the class of employment for which the employee has been hired, except
that upon recommendation of the department head and with the approval
of the City Manager, such new employee shall be employed at a higher
step.
O. Advancements Wii<hin Schedules: Employees may be advanced within
their respective salary ranges in accordance with the following
schedule of Minimum length of service.
Step "B" - After 6 Months satisfactory service in next lower step
Step "C" - After 1 year satisfactory service in next lower step
Step "O" - After 1 year satisfactory service in next lower step
Step "E" - After 1 year satisfactory service in next lower step
All advancements require the approval of the City Manager.
Advancement to the higher steps shall be granted only as a result
of a written evaluation of continued meritorious and efficient
service and continued improvement by the employee in the effective
performance of the duties of the position held.
-3.
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i to so tial eases were An
eiAN1e�►ei Mitt ra�aenstrate tott"tioml, ability and proficiency
( ] A
Ilk the of the assigned Was, the supervising depart -
Neat head My recommend to the City Manager that said VVloya be
advanced to a higher pay step without regard to the Minimum length
of service. The City Manager my approve and effect such an
"Ventes*nt.
F. Promot1991 Advancement: When an employee is promoted to a
position with a higher salary range, such employee shall be assigned
to Step "A" of the higher classification, provided, however, that if
such employee is already being paid at a rate equal to or higher than
said Step "A", he or she shall be placed in the step of the higher
classification as will grant such employee a salary increase of not
less than five percent.
6. Reduction in Salary: In the event it is necessary to reduce
salaries because of budgetary limitations and through no fault of the
employee, the salaries of all employees may be reduced by such percen-
tage as the City Council deems necessary.
M. Layoff: The City Manager may lay off an employee in the Personnel
System because of lack of work or budgetary limitations and through
no fault of the employee. Thirty (30) days if possible and in no
case less than ten (10) working days before the effective date of lay.
off, the City Manager shall notify the Personnel Officer in writing of
the intended action with reasons. A copy of such notice shall be
given to the employee affected. If certified as having given satis-
factory service, the employee will be given priority, for a period
not to exceed six (6) months, for reemployment, provided there is a
vacancy and he is qualified for the position.
I. Reduction for Unsatisfactory Performance: When an employee is
demoted or placed in a lower step in his classification for reasons
of unsatisfactory performance or disciplinary action, the employee
shalt commence work in the lower schedule at a pay step that is at
least five percent below the salary when demoted. The employee's
wsrit Increase eligibility date shall be one year from the effective
date of demotion.
When an employs* in good standing is demoted to a position in a
lower range for physical disability or for other acceptable reasons,
•4.
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W1 rate06 the highest Wevy in the ow "MR
t: that ibes sit *at aed wis rote of pay ieimediately prior to demotion,
an4 shell retain his fornr merit increase eligibility date.
J.jt, increase i<tioib111ty Dates The anniversary date for
persons employed or promoted Milt Evil on the two day of the month
at the end of the review period as the day of the month at the begin-
ning of the period.
K. DeoartMont Heads: When the employee under consideration for
advancement, reduction, demotion or reassignment shall be a department
head. the City Manager shall initiate all actions.
L. City Clerk: Salary is set by the City Council with recommendations
for adjustments made by the City Manager.
M. City Manager: Salary is set by the City Council.
N. Exempt Personnel, Group A: Certain positions requiring attendance
at numerous extra -hour meetings and conferences are designated as
being exempt from overtime provisions as set forth in Section 3-Q
• hereof. These positions shall be established by resolution.
1 O. Exempt Personnel. Group B: Certain positions requiring atten-
dance at occasional extra -hour meetings and conferences are hereby
designated as being exempt from overtime provisions as set forth in
Section 3-0 hereof. These positions shall be established by resolution.
P. Other Compensatory Time Off: The City Manager may grant compen-
satory time off to any City employee in unique situations where actions
of the employee. over and above the call of duty, clearly merit such
consideration.
Q. Hours of Work 6 Overtime: The work week for all employees of the
City of Palm Desert shall be forty (40) hours per week. Department
heads may authorize reasonable periods of overtime work for any
ampleyee which will be compensated as equivalent compensatory time
off or shall be paid at one and one-half (1y) times the hourly rate
of the employee's salary, provided money is budgeted for said over-
time work. All personnel as set forth in Section 3-4 and 3-0 hereof
are exempt from compensatory time off and overtime provisions of
this; Section.
A. PaZ Periods: All employees shalt be paid every two (2) weeks.
A pay period is for fourteen (14) consecutive calendar days, begin -
ring an a Saturday and ending an a Friday.
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_ate � ' • ' � • • • f
; tHN 4.__SLIOAYlt All perNnne�t �rtl•titef eiaployees of the
z 1.1v sit k0a Desert lthall Melva tight (6) hours pay for each holiday.
All oersa nt pert -time persons employed on a half-time basis or snore but
lass then %1I-time shall be entitled to receive four (4) hours pay for
Bath htllday. The following holidays are hereby established:
A. January lit* known as "New Year's Day"
S. The third Monday in February, known as "Washington's birthday"
C. The last Monday in Maly, known as "Memorial Day"
0. July 4th, known as "Independence Day"
t. The first Monday in September, known as "Labor Day"
F. The second Monday in October, known as "Columbus Day"
G. November filth, known as "Veterans Day"
H. The fourth Thursday in November, known as "Thanksgiving Day"
t. December 25th, known as "Christmas Day"
J. The Friday after Thanksgiving or the day before Christmas or the
day after Christmas or the day before New Year or the day after
New Year. The employee shall be granted one of the five days off;
the actual day 1s to be decided between the employee and'department
head with consideration given to the efficient operation of the
department.
K. The employee's birthday. This holiday shall be taken at a time
convenient to both the employee and the City. This holiday shall
be granted to all employees each year. This holiday may be taken
on or after the employee's birthday.
L. Any day declared to be a holiday by proclamation of the Mayor.
M. Holidays falling on Sunday shall be observed on the following
Monday.
SECTION S. VACATIONS: All permanent full-time employees of the
City of Pala: Desert, after satisfactorily completing the six months probationary
period, shall be granted vacations with pay annually of a maximum of ten (10)
working days during each of the first two (2) years of continuous services
and thereafter one additional day for tacit year of continuous service to a
maximum of twenty (20) working days.
All per+mawt part-time persons emipioyed on a half-time basis or more but less
than full-timso after satisfactorily completing the six months probationary
period• shall be entitled to receive vacation at one-half the regular rate.
A. ExjWt f*rtomil. G oW At All personnel at set forth in
Section Z-N hereof are granted ten (10) additional working days
.6.
r s, Ordinance No. 116
£• lair! W% year.
t�hno-em Ona s: All persaml as set forth in
Section 3.0 hereof are granted five (6) additional working days
leave oath year. Group Is Exempt personnelt, instead of taking
leave time off, may at their option, be compensated for extra hours
of work, by receiving pay at the hourly rate of their salary, up to
a maximum of forty (40) hours annually. The overtime claimed and
the method of compensation must be approved by the department head
and the City Manager.
C. VacaLlon Elicibility Date: The anniversary date for purpose of
granting additional vacation days for continuous service and comput-
ing vacation credits shall be the first day of probationary appoint-
ment.
D.Approval: No vacation may be taken at any time without approval
of the department head or in the case of department heads, approval
of the City Manager. The times during a calendar year at which
employees may take their vacations shall be determined by the depart-
ment head or City Manager with cue regard for the wishes of the
employee and particular regard for the needs of the City.
E. Holidays or Illness: Whenever a holiday, as set forth in Section
4 hereof, falls within an employee's vacation period an extra day
may be added to the regular vacation period or used at the discretion
of the employee with approval of the department head or City Manager.
Illness during a vacation period shall not be considered as sick
leave.
F. Sick Leave or Leave of Absence: Absence due to sick leave or
other approved leave of absence will not affect computations for
vacation credits unless such absences exceed three (3) months. in
which case anytime thereafter will be excluded from computation.
6. Accumulatig,: Allowed vacation credits :hail be accumulated.
Employees need not take all or any of their credited vacation days
in one calendar year, but may carry over those unused vacation days
only to the succeeding calendar year. The maximum vacation days
that may be accumulated, however, is 30 days.
H. Termination: An employee whose employment is terminated by
death, resignation. layoff or otherwise, shall be paid for the
balance of accumulated vacation credits at the salary rate in
.7.
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VFVM tt such tenainallon,
eta O,_ UM --QF AS=: Alt penaanent eoployets of the
MY of Palo pesert shall be allowed specified leaves of absence. the
eapioyee shall notify the doparbMt head or the Personnel Officer prior to
or smithih fir (4) hours after the time set for begirning daily duties.
A. Silk Leave After satisfactorily completing the six months
probationary period, each permanent full-time employee shall
accrue sick leave credits of 8.00 hours for each month of tontine
ous service starting from the first day of probationary appointment.
After satisfactorily completing the six months probationary period,
each permanent part-time person employed on a half-time basis or
were but less than full-time shall accrue sick leave credits of
4.00 hours for each month of continuous service starting from the
date of appointment. Allowed personnel sick leave credits shall
be accumulated. Any unused portion of accumulated personal sick
leave may be carried over into the next calendar year. There shall
be no maximum limit imposed on the amount of personal sick leave
credits that can be accumulated.
When absence is for more than three (3) consecutive work days, the
employee may be required to file a physicians certificate with the
department head, stating the cause of absence and fitness to return
to duty. When a specific instance is in doubt as being eligible for
leave of absence allowance, the City Manager shall determine the
granting or denial of same.
B. family Illness Leave: An employee may request absence necessi-
tated by illness of immediate family members, and at the discretion
of the department head or City Manager, may use credits frog accrued
sick leave not to exceed six (6) days per calendar year. Such credits
shall not be accumulated from year to year. The immediate family shall
be defined as the spouse, children parents, parents of a spouse,
brothersq sisters, or other individuals whose relationship to the
employee 1s that of a dependent or near dependent.
C. jkrlvomtnt Leave: An employee may request three (3) days absence
necessitated by death of immediate family members, and at the discre-
tion of the department head or City Manager, may use credits from
accrued sick loava. The immediate family shall be defined as the
spouse, children,parents, parents of a spouse, brothers, sisters, or
•8.
Ordinance No. its
kith tirltOW% Mhoste i'elationshi� to the eh>Oloyee is that of
dweno"t at near dependent.
0. %ter+►Itr Leaves Maternity leave shall be considered a temporary
disability And the employee shalt therefore be eligible for paid
Mick leaves vocations leave of absence without pay or a combination
of all threeb total maternity leave, including any combination
thereof shall not exceed a period of six (6) months.
L 4urr Ouy: All employeass when called to serve on a jury, shall
inform their department heads and shalt have time oft for a period
of actual service required on such jury. Such employees shall be
paid the difference between their regular salary and the amount they
receive for jury duty.
F. Military Leave of Absence: All employees who are called into
the Armed Services of the United States (Amoy. Navy. Coast Guard,
Marine Corps or Air Corps) for active reserve duty, shall be allowed
a paid leave of absence for a period of not to exceed fifteen (15)
working days in any calendar year.
An employee required to perform active duty shalt be granted a leave
of absence without pay. City service shall not be deemed to be inter-
rupted by such absence and said employee's status, with reference to
continuance in office, or reappointment to office of reemployment,
shalt not be prejudiced directly or indirectly by reason of any
absence from duty on account of actual service in the military forces
of the United States.
G. Industrial Accident Leave: Any on-the-job injury or accident must
be reported to the department head or City Manager within twenty four
(24) hours after said injury or accident. Each employee absent from
work as a result of any injury or disease arising out of and during
the course of employment with the City of Palm Desert which comes
under the State of California Worker's Compensation Insurance and
Safety Act, is entitled to industrial accident leave. In such
cases the employee shall receive from the City the difference between
any Worker's Compensation payments and the employee's regular salary.
Sick leave shall be charged in relation with the City's contribution
percentage used to supplement employee's wages.
N. Lsore Without Put An employee may be allowed a leave of absence
without pay by submiitting a written request to the City Manager,
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tr O 11arreiolred PMOf approval IV the � tartwt head. the � ♦ `
x it ils"W arty' grant in voloyes a leave of absence without pey
fi r fbr a period not to exceed On (61 months. During such leave
without Pair• vacation* tick lees and holiday credits wilt not be
accrued and the employee will be excluded from all other compenss-
tier and fringe benefits.
I. y�+at:DrovM leave: Any absence from work without approved
leave shall be grounds for termination of employment.
SECTION 7. RETIREMENT: All permanent employees of the City of
Paley Deserts who work at least 20 hours per week or an average of 87 hours
per month, are automatically covered by the City's contract with the Public
Employees Retirement System. Membership shall commence immediately upon
employment.
SECTION 8. HEALTH AND FIFE INSURANCE: Employees of the City of
Patin Desert are eligible for group n►�dical and life insurance for themselves
and dependents as may be provided for icy the City.
SECTION 9. OTHER COMPENSATION COMPONENTS: All regular full-time
employees of the City of Paio Desert shall receive additional compensation as
follows: l
A. Automobile Mileage Allowances: All employees, except those J
receiving a monthly auto allowance, and who utilize owned vehicles
for City business, shall be entitled to reimbursement at the rate
established by the City. Automobile allowances for designated
positions shall be established by resolution.
B. Out of Area Travel: Employees receiving a monthly auto allowance,
utilizing their privately -owned vehicles for City business beyond a
distance of twenty five (26) miles from the Palm Desert City limits,
shall be entitled to reimbursement at the rate established by the
City. Employees attending authorized conferences, seminars, workshops
or meetings shall be reimbursed for other travel, lodging, meals and
registration expenses, providing said expenses are budgeted or
approved by the City Manager.
C. Educational Iggentive Program: All employees, with prior
approval of the department head or City Manager may be reimbursed
for transportation cost where appropriate• cost of books, tuition
and related expenses for classes or instruction where said instruction
is mutually and imediately beneficial to the employ" and the City
-10-
"`i a . ' .1 • Ordinance 1*. 176
Im Pv"HM srfflei"t %v* hew beep bddgettd for sane.
#- Rolstsurrment Is raft only after to employee has satisfactorily
eoapitted the coarse or Workshop with the grade of "C" or better
or equivalent completion, and that evidence of %aloe be submitted
to the Personnel Officer.
0. Bi-Annual Phvsieals for Executives: The cost of a bi-annual
physical examination shall be paid by the City at a fee not to
exceed $150 per employee, and shall be required of certain execu-
tive and management positions. These positions shall be establist,_�
by resolution.
E. Service Club Reimbursement: In order to promote a spirit of
cooperation and understanding with citizens, and to give key employees
an opportunity to share in services to the community, the City's
annual budget will include provision for reimbursement to selected
employees for the cost of initiation fees, annual dues, and dues -
related costs in local service clubs. The goal is to retain a proper
spread of memberships in the various service clubs. The number of
memberships for each department will be established by resolution.
Memberships, when approved by the Council in the annual City Budget,
may be designated by the department head and require approval of the
City Manager.
SECTION 10. TEMPORARY OR SEASONAL EMPLOYEES: Employees who are
employed to work for a temporary period of time, not to exceed six (6) months,
or for less than twenty (20) hours a week shalt be extra help employees only
and shalt not receive pay for holidays, shall not be entitled to became mem-
bars of the retirement system, or to accumulate vacation time, sick leave, or
other benefits that are allowed permanent employees.
SECTION 11, OUTSIDE EMPLOYMENT: An employee must not have any out-
side employment without first obtaining approval from his department head and
the City Manager. The employee is required to assure the City, in writing, of
the followings
A. The outside employment shall not involve a conflict of interest.
!. The outside employment shall not interfere with the recall to
City duty on an after hours basis, in the event of a City emergency.
SECTION 12, CITY EMER Z11CV JITUATION: In the event of a City
emergency situation, all employees who are contacted to return to work, unless
physically incapacitated, Must do to.
-11.
" Cytfi11 13. MID= MIN=t Residency requirement.• may be
1�s mblii►hli, ill aceeifd M with State lets in those positions where :mergency
Wviees my be required. Residency requirements shell be esteblisi,ed on a
tin we ditto"" fatter.
,�CTt0i1 lo. DISCtpItNARtl AC1tON: Employees may be admonished.
reprimamm* suspended, denoted or discharged for any of the following
cartes: Absence without leave, abuse of sick leave priviledges, fraud in
securing appointment, incompetency, inefficiency, insubordination, dishonesty,
ofthandling of public funds, falsifying of City records, unauthorized use or
negligence in the use of City tools and equipment, willful disobedience of
these rules and regulations, Administrative Regulations Ar any departmental
rules and regulations which have been approved by the City Manager, or any
other act or acts which are incompatible with the public service.
A. Admonishment or reprimand: Admonishment and reprimand represent
the two mildest forms of disciplinary action and neither type results
in the loss of pay for the employee. These actions may be orai or
written and constitute only a warning to the employee that he is not
satisfactorily fulfilling the duties :.nd responsibilities of his
position. If the admonishment or reprimand is written and a copy
is sent to the Personnel Officer, it shall became part of the J
employee's permanent record. If upon appeal, employee's position
is sustained, then written reprimand shall be purged from the record.
B. Suspension: The City Manager or his designated representative
may suspend an employee from his position for just cause. The City
Manager may suspend an employee with or without pay not to exceed
twenty (20) working days. No employee shall be penalized by sus-
pension for more than twenty (20) working days in any fiscal year for
disciplinary reasons. Suspensions shall be reported immediately to
the Personnel Officer.
C. Rntion/Reductign in Pay: The City Manager shali demote or reduce
in pay any employee whose ability to perform his required duties
falls below standard, or for disciplinary purposes. No employee
shalt be demoted to a position for which he does not possess the
minima qualifications. Written notice for reasons shall be given
the employee at least seven (7) calendar days before the effective
date of the action, and a copy filed with the Personnel Officer.
O, 01scharoe: An ammployee may be discharged for cause at any time
by the City Manager, Any employee who has been discharged shall be
.l=.
1 i
OrdiMnee No. JZL
Mulled tb toeeir! a Witt" statowl of the iwsons for such
f aetilm as stated in Section it Appeal Procedures. Cause for dis
elissal is outlined in paragraph 1 of this Section.
CTtdL lt, 6RtEYAtICES_ AND �PPEA�S,! It is the desire of the City
to adwst grievences informally and both supervisors and employees are expected
to wake every effort to resolve problems as they arise. However, it is recog-
*tied that there will be grievances which will be resolved only after format
appeal and review. Accordingly the following procedure is established.
Air employee of the City within the Personnel System shall have the right to
grieve under this provision any disciplinary action or any dispute concerning
the tntarpretation or application of the City's written Personnel Rules and
Regulations, except in instances where the right of appeal is specifically
prohibited by these roles.
The employee shall follow the chain of command in presenting his grievances,
except where the grievance involves an employee's immediate supervisor in
which case the grievance should be presented to the next level of supervisors.
An employee who has a problem or complaint shall first discuss the matter with
his immediate supervisor without undue delay. The supervisor shall make
inquiry into the facts and circumstances of the complaint and attempt to resolve
the matter promptly and fairly.
If after this discussion, the employee does not believe the problem has been
satisfactorily resolved, the employee, after informing the supervisor, shall
have the right to file a formal grievance in writing within seven (7) calendar
days to the department head. The department head shall make a separate investi-
gation.and inform the employee in writing of his decision and the reason there-
fore within seven (7) calendar days after receipt of the employee's grievance.
If the employee is dissatisfied with the department head's decision, within
seven (7) calendar days following receipt of the decision of the department
head, the employee may ragwst in writing a review by the City Manager. The
city Manager shall make an investigation and conduct such hearings as he deems
neMsory and shall within (15) calendar days after receipt of the employee's
request for review, inform the employee in writing of his findings and decision.
The decision of the City Manager shall be final.
fimplepaes shall be assured freedom from reprisal for using the grievance
•13.
•
3irrcai:ll• WPL _ IdILITIFM Since It is the Polley
it 04 City et Palo Desert to recruit highly qualified staff, at a com"titive
total eoaWdatioo level, the aarployees shall be responsible for striving to
enact the *ish Wfonsanet standards established by City ewnagement.
SECttO,�if__- REPEAL OF RESOWTiONS IN CONFLICT HEREWITH: All
resolution+:, ordinances and personnel policies in conflict herewith be
and the same art hereby repealed.
PASSED, APPROVED, and ADOPTED by the City Council'of the City of
Palen Desert, California on this 26th day of January , 1978 by the
following vote, to wit:
AYES: Brush, McPherson, Newbrander, Wilson 3 Mullins
NOES: None
ASSENT: None
ABSTAIN: None
MAYOR
ATTEST:
J
SHEILA R. GM66ffl, Cl"
K