A. "Classified service" "Personnel rules"
Definitions. In this chapter, the following definitions apply:
means all employees of the District unless expressly excluded by this code.
means the set of rules formulated by the General Manager to implement this chapter.
B.
Purpose. A personnel merit system is adopted to accomplish the following purposes:
1.
To recruit and retain the best qualified persons available for service with the District.
2.
To promote and increase economy and efficiency in the service of the District.
3.
To provide a comprehensive personnel system for the District classified service, so that:
a.
The appointment of persons to, the transfer, promotion, demotion and suspension of persons in, and the separation of persons from that service is effected solely on the basis of merit, fitness and efficiency, and without regard to the individual's actual or perceived race, color, national origin, ancestry, citizenship status, religion or creed, disability, medical condition, marital status, sex, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), gender identity, gender expression, genetic information, age (40 and over), sexual orientation (including heterosexuality, homosexuality, and bisexuality), military service or any other basis protected by federal, state or local laws, ordinances or regulations.
b.
Positions involving comparable duties and responsibilities will be similarly classified and compensated.
c.
Tenure of employment is subject to satisfactory performance of duties and responsibilities and the appropriation of sufficient funds.
C.
Administration of the System. The General Manager shall administer the personnel system specified in this chapter and is responsible for seeing that the policies of this chapter are implemented and enforced. The General Manager shall formulate and approve personnel rules and revisions implementing this chapter. The General Manager shall formulate a classification plan consisting of job classifications of all District positions, titles, salaries, and job descriptions that shall be approved by the Board.
The General Manager shall formulate and maintain a compensation plan specifying all steps of salary for all classifications, which shall be in conformance with compensation specified in applicable MOUs, personal services agreements (PSAs) or any other document duly approved by the Board.
The plans, rules, programs or amendments formulated by the General Manager shall have the same legal effect as if a part of this chapter. In cases of conflicting language, the applicable memorandum of understanding shall supersede the language in this document.
D.
Positions Covered by the System. This chapter applies to each office, employment and position in the District, except as follows:
1.
Elected positions.
2.
The General Manager.
3.
Senior manager classification(s).
4.
District Secretary and/or Treasurer.
5.
Members of any appointed board, commission or committee.
6.
Any person engaged under personal services agreement or other contract to supply expert, professional, technical or other services.
7.
Volunteer personnel.
8.
Student interns or temporary personnel, as defined in the District personnel rules.
9.
Any other position that may be expressly exempted by the Board.
E.
Employee Organizations. Employees of the classified service may join employee organizations of their own choice in accordance with the California Government Code. Such employees also have the right to refuse to join or participate in the activities of employee organizations. Each employee has the right to represent himself or herself individually in employment relations with the District. An employee shall not be discriminated against, granted preferential treatment, or have equitable treatment withheld because of either membership or nonmembership in an employee organization.
(Ord. 74, 1969; Ord. 118, 1975; Ord. 130, 1977; Ord. 188, 1984; Ord. 270, 1996; Ord. 273, 1997; Ord. 282, 1998; Ord. 320, 2007; Ord. 327, 2010; Ord. 332, 2014; Ord. 355, 2025)
