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HomeMy WebLinkAbout92-019 - ResolutionsRE~DLUTIC~q NO. FD 92-019 A RESOLUTION OF TME BOARD OF D~RS OF ~ME ~ O3CAMI~GA FIRE ~ON DI~IRICT, M ~, C~T,TF~,/~ING RESOIJ3TION 1-10-77, OF ~ FOOll4IIL RESK~SIBrr.TTTF~ OF 'IHE FIRE DIS'ERICT WHBAREAS, the City of Rancho O~monga assumed responsibility for the Fire District in July 1989, and a result of assuredrig the Fire District, and WHEREAS, clarification of a__aministrative reporting and responsibilities are necessary for efficient and effective operations of the Fire District, NOW TH~]{EFCeE, the following sections of resolution 1-1077 are amended to read as follows: Rule I, SECTION 4. Appointing Autbarity- The City Manager or his/her designee. Rule I, S~CT/ON 7. BOard- ~ Board of Directors of the Rancho Cucamcnga Fire Protection District. Rule I, S~CTION 21. Fire Chief- ~he Chief/~tor of the Fire Department, who shall be responsible to and report to the City Manager of the City of Rancho O,eamonga. Rule I, SECTION 28. Personnel Officer- ~he City Manager or anyone he/sba may appoint to act in his behalf on personnel matters. Rule II, S~CTION 1A. Persomnel Officer- The City Manager may delegate all or part of his power and duties as Personnel Officer, as provi_a_~_ in Section 3 of the Petscreel Ordinance. ~he position of Petscreel Officer may be combire3. with any other position in the City or district, provided that the qualifications set forth in Section 3 of the Pers~ Ord~ are met. Rule II, S~CTION 1B. Personnel Officer- ~he duties and responsibilities of Personnel Officer my be delegat_~__ entirely to another the City Manager. Rule VIII, S~CIION 1A. Vacancies- When a vacancy occurs, the Personnel Officer may fill the vacancy and provide such information as is required to the appointing authority. Rule IX, SECT/ON 3A. Performance Reports- Within ten (10) days prior to the ccmpletio~ of every three (3) months during the probationary period, the Fire Chief or ccepany officer shall furnish the Perscrmel Officer with a report as to the progress and capability of the probationary employee, a copy of which shall also be furnished to the probationer and placed in his/her personnel file. ~esolution No. FD 92-019 Page2 Rule XIII, SBL'TIC~ 3A. Layoff- ~he Board of Directors, upon the rec~mLendatic~ of the City Manager, may lay off permanent and probationary workers at any time for lack of woEk or other changes that have taken place. ~he employee and the employee's organizatio~ are to ha given thirty (30) days notice before such a layoff is to take place. ~a District shall meet and consult with ths concerned employee ~rganization on sud~ matters as the timing of the layoff and the number and identity of the employees affected by the layoff during the 30 day period prior to the preper layoff action. PASSED, ~, and ADO~ this 5th day of August, 1992. Al~er, Buquet, Stout, Williams, Wright NO ES: None ABS~qT: None bemis L. Pr ide I, DE~RA J. ADAMS, S~CREEARY of the Rancho Cucamonga Fire Protection District do hereby certify that the foregoing Resolution was duly passed, approved, and adopted by the Board of Directors of the Rancho O~,~mc~ga Fire Protection District, at a regular meeting of said Board held on the 5th day of A~3~st, 1992. EMecuted this 6th day of August, 1992, at Rand~o O~amonga, California. Resol~i~ ~. ~ 92419 Page3 Section 4. Section 5. Section 6. Section 7. Section 8. Section 9. Section 10. Section 11. Section 12. Section 13. City Manager or his/her designee. Appointing Authority - the F{{-~-{~i-e~-~-~-h~-~a-r-~ ~-~i~ee~- h a -~~e-~~-4~-~~ n e~ {~4~-~e-~e-~-a~~-~-~-~~ Appointment - the act of filling a vacant positio:~ with an individual who has met the cualifications for that position. Appointment Date - the ormginal date of amDointmenz used to compute vacation, sick leave and retirement benefits. ~ncho Cucamonga Board - the Board of Directors of the Footh~i Fire Protection District. Class or Class of Positio~s - all positions in the District service having d~tjes and responsibilities sufficiently similar so that the same requirements as to education, experience, knowledge and abilitt' may be demanded of incu~ents, and so that the sa~e schedule of compensation may be made to appl~' with equity to all. Compensation - salary, wage allowance, and all other foms of valuable consideration earned by or oaid to any employee by reason of service in any position, but does not include expenses authorized and incurred as incidents to employment. Compensatory Time - time off work, which may be accrued, granted to an administrative or managemenz employee. Contin~us Service - regular service in the of the District without a break or interrupticn- Demotion - the movement of an employee from one class to another class having a lower maximum rate · of pay. Department Head - the head of an established Dffize or department having supervision of such departmen~ or office. Resolution No. FD 92-019 Page4 Section 20. Section 21. Section 22. Section 23. Section 24. Section ~5 Secuion 26. Section 27. Section 28. Section 29. Executive Personnel - the Fire Chief. Fire Chief - the chief administrator of the fire who shall be responsible to and report to the department, e~--~ha~--~-i-~a-~-~u!y-a~4~4~4~l--t,~ City Manager of the City of Rancho Cucamonga. Holiday Pa!· - the compensation received by employees for workinc on a legal holiday. Immediate Family - spouse, children, stepchildren, parents, brother, sister, grandfather, grandmother, grandchild, and the emoloyee's mother-in-law or father-in-law. Layoff - the leaving of District service by a full time employee due to reorqanization, shortage of work, lack of funds, or other curtailment of public service activity. Names of such persons may be placed on the reinstatement list, orovided their past serv=ce has been satisfactory. ManagemeT Personnel - any emp? ee having been granted the authority to exerc_.~ independent judge- ment, initiate recall, assign personnel functions or responsibilities, rLscipline ctner employees and assume the duties of the Fire Chief when required. Minimum Qualifications - those Cualifications re- quired for a position as set forth in the Class Specifications and Salary Resolution. Overtime - that time worked in excess of the normal work period, compensated at the employee's regular hourly rate, for which compensatory time or adminis- rative 'leave has not been granted. City Manager she Personnel Officer - the ~-i-~e-~4~}ef or anyone he/may appoint to act in his behalf on personnel matters. Probationary Period - a working test Deriod during which an employee is required to demonstrate his ca~abi!ity for the duties of the position to which he is appointed by actual performance. Resol~i~ ~. ~ 92419 Page5 Section 30. Section 31. Section 32. Section 33. Section 34. Section 35. RULE I I. Section 1. Promotion - the movement <,f an employee from one class to another class having a higher maximum rate of pay. Reallocation - a change il~ allocation ~f an individual position by raising it to a higher class, lowerinc it to a lower class, or moving it to another class at the same le ve 1. Reinstatement - the restoration of an employee to a previous position after a layoff, sick leave, or suspension. Seniority - the length of full time continuous service with the District and then within a position classification covered by these rules. Suspension - a temporary removal from duty of an employee, without pay, for disciplinary reasons. Termination - the leaving of District service by an employee due to death, discharoe, l~3yoff, resic- nation, retirement, or work completion. ADMINIST~TION Personnel Officer ~lty Manager a. The F~-E~ may delegate all or part of his power and duties as Personnel Officer, as mro- vided in Section 3 of the Personnel Ordinance. The position of Personnel Officer may be combined City or. with any other position in the Dfstr~ct, provided that the qualifications set forth in Section 3 of the,Personnel Ordinance are met. b. The duties and responsibilities of Personnel Officer may be ~A~dentirel ~-~-~{re-~, w~o is qualified to ~~-~ another employee ~~-as-Pcr- assume those responsibilities, as determ ned. ~ e { City Manager. ~ ~ ~ Resolution No. FD 92-019 Page6 Section 4. RULE VIII. Section 1. Section 2. (2) Upon receipt of a written statement from the eligible applicant declining appoint- ment or stating that he wishes his name removed from the employment list. (3) If the applicant has been rejected for any reason as set forth in Rule V, Section 2. Availability of Eligibles a. It shall be the responsibility of eligible aoplicants to notify the appointing authority, in writing, of an~' change of address or other change affecting availability for appointment. APPOINTMENTS Vacancies a. When a vacancy occurs, the Personnel Officer may sha~-~-e-,~&{~e~m-~e~-~e fill the vacancy and provide such information as is required to the appointing authority. Eligibility Lists a. Priority for consideration for employment shall be given to the various employment lists in the following order: Re-employment lists and lists established by competitive examinations. b. The re-employment list for any DOSitiOn shall consist of the names of permanent employees who have been laid off for lack of work or lack of funds from a position in the same class or an equivalent class to that in which the vacancy exists. Such names shall be placed on the re- e~ployment list in reverse order of layoff. Employees whose positions have been reallocated to a lower class but who have not been demoted for cause shall also have their names placed on Resolutic~ No. FD 92-019 Page7 Section 3. RULE X. Section 1. Officer shall notify the appointing authority of such contemplated extension of the basic probationary period. Performance Reports a. Within ten (10) days prior to the completion of every three (3) months during the proba- the Fire Chief or tionary period, -t.-he-Pcrse+~r~e~-~~-4~r PersQnnel company officer shall furnish the ~.e44o.~J- officer a~t-~e{-i-t-~ with a report as to the progress and capability of the probationary employee, a copy of which shall also be furnished to the probationer. and placed in his/her personnel file. b. If recommlendation is made for rejection of the probationer b~., the appointing authority, he shall furnish a written report of his reasons for said action to the appointing authority. c. A new employee may be terminated by the appointing authority. d. An employee serving a probationary period after a promotion may be returned to his former position if the appointing authority feels he is incapable of fulfilling his new duties within the period of probation. e. Upon successful completion of the probationary period, an employee shall be considered for permanent status. LEAVES OF A/BS~NCE Holidays a. Holidays are those days which the District designates as observed holidays for the Resolution No. FD 92-019 Page 8 Section 3. of the appointing authorit.v. The Personnel Officer shall forward a copy of the resicnatien and performance evaluation report to the appoint- ing authority. Failure on the part of the empioS, ee to compl.v with these rules shall be .Trounds for denial of reinstatement. Layof f Board of Directors, upon the recommendation of the City ManaEer, e a. Th ~e--C-~&e~ may lay off permanent and probation- ary workers at any time for lack of work or other changes that have taken place. The employee and the employee's organization are to be given thirt.v (30) days notice before such a layoff is to take place. The District shall meet and consult with the concerned employee organization on such matters as the timing of the layoff and the number and identity of the employees affected by the lay- off during the 30 day period prior to the proper layoff action. b. A demotion or transfer to another classification may be made to prevent a layoff, provided the employee is qualified by education andi/or experi- ence and demonstrates by successful completion of a qualifying examination that he/she is capable of performing the duties of the classification. c. In the event of a layoff, those employees with the least service in the classification affected shall be laid off first; if a recall begins, the most senior employees laid off in the classifi- cation required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of layoff shall be: (1) Temporary employees in the classification shall be removed first. (2) Probationary employees in the affected classification shall be removed next.