Loading...
HomeMy WebLinkAbout1977-04-25 208 AE ORDER208 Introduced by C KA 1j0'j,':EeMziAB an, April 25, 1901 CITY OF BANGOR (TITLE.) Mrbtrt...Aaapuvg..Remnme.I grim.amRasuratiom.-fox ..city _Eapleyeea.__. By she My Coed{ ofdw CRY of Danger: OBDBB$D. THAT the Ctry Council does hereby adopt regulations entitled "personnel Rules and Regulations, City of Bangor, Maine, dated April 25, 1977', for the benefit fled guidance of City employees, a copy of which is on file in the office 'of the City Clerk: and be it further MERRO, THAT all previously adopted personnel Rules am Regulations are hereby repealed. IN CITY WUNCIL April 25,.1977 gf3 -'Consider next meeting. 6'R D E R - .Y, .....d Title,J CITY CLERK IN CIqT�Y COUNCIL Adapting Personnel Rules and Regulations -' Cconsidelr9to meOetiryv for City Employees ��.✓. e /"L.� .d .. ........................ I.............. CITY •, .`. IN CITY C=CIL Introduced and filed by May 23, 1977 - Amended by adding attached "Amendment A", furtber unsound - •••••• •••• •• CounciLnan by adding attached "amendment B". As mrended,,�Jppassed. 4 /2L ®//L1e�. lh� cxxr ca .. i . I O �.i uEni. 'l7 R7ii 2i lid 2 13 i PB SONNEL RIFUS AND RB MATIONS City'of Eangoi, Maine Dated: April 25, 1977 A - - TA9LE OF CONTENTS page (a) introduction . . . . . . . . . . . . . . . . . . . . . 1.2 Rule 1 - City Management Authority . . . . . . . . . . . 3 ,Rule 2 - Recruitment, Applications. Probationary period. . . . . . 4 Rule 3 - The Classification and Pay Pian . . . . . . . . . 5,6 - Rule 4 - promotions. . . . . . . . . . . . . . . . . . . . . J Rule 5 - Demotions . . . . . . . . . . . . . . . . . . . . . . . 8 Rule 6 - Transfers . . . . . . . . . . . . . . . . . . . . . . . . 9 Rule 7 - Standard Work Week and Ovevtfine Compensation... . . . . . L0, 11 Rule 8 - Holidays ... . . . . . . . . . . . . . . . . . . . . 12 Rule 9 --Annual Leave . . . . . . . . . . . . . . . . . . . . . . . 13. L4 Rule 10 - Sick Leave . . . . . . . . . . . . . . . . . 15, 16 Rule 1l - Woramena' Compensation Benefits. . . . . . , 17 Rule 12 - other Benefits . . . . . . . . . . . . . . . . . . . . 18 Rule 13 - Leave of Absence With Pay. . . . . . . . . . . . 19, 20 Rule 14 - Leave of Absence Without pay . . . . . . . . . . . . 21 ` Rule 14A - Military Leave . . . . . . . . . . . . . . . . . 22 Rule 15'- Employee Training... . . . . . . . . . . . . . . 23 Rule 16 - Employee Performance Review . . . . . . . . . . . . . . . 24 Rule 17 - political Activity . . . . . . . . 25 Rule 18 - Outside and Non -City Sap L oyment. . . . . . . . -. . 26 Rule 19 - Employee Safety Equipment and Safety Regulations . . . . 27 Rule 20 - Resignations . . . . . . . . . . . . . . . . . . . . . . 28 Rule 21 - layoffs. . . . . . . . . . . . . . . . . 29 Rule 22 - Disciplinary Actions .- . . . . . . ... . 30, 31, 32 Rule 23 - Special RuLes-police and Fire Departments. . . . . . . . 33 Rule 24 - Grievance Procedures . . .. . . . . . . . . 34, 35 INTRODUCTION A. PURPOSE, The purpose of these Rules and Regulations is toestablish end set forth a uniform and equitable system of personnel administration governing employment with the City of Bangor. These Rules and Regulations shall not apply to employees of the Bangor School Department. These - Rules shall also not apply to any matter covered by a collective bargaining agreement between the City add its organized employees. E. CITY GWERNNEW ORCANMTION. 1. General Citizenry. The general citizenry is the ultimate beneficiary of the performance by City employees of their signed tasks and duties. Every employee workand conduct so and off the job are always subject to public scrutiny. utiny. Their contacts with individual citizens will often be the only basis upon which the citizenry judges the entire City of Bangergovexrment. It is important that all employees make the beat possible impression at all times. In addition, all employees shall strive t0 give honest, efficient and courteous service at all times. 2. City Council. The City of Bangor has operated under a Council -Manager farm of government since 1932. The Bangor City Council is composed of nine members elected at large on a unpartisan basis. Wring the pail of each year three positions On the Council. are filled by the electorate at the regular City election. Under the City Charter and the laws of the State of Maine the City Council, by majority vote, a such pow and duties assigned to municipalitiesbythe State Legislature. Such functions are comidered to be the legislative and administrative fractions of the City Council, and are usually implemented by order, ordinance solve Under the Council-Manager farm of government most administrative tasks and duties ate assigned to the City Manager and the City staff. However, as elected Officials", the City Council retains the ultimate responsibility for the functioning of city goverment. 3. City Manager. The City Manager is the chief administrative officer of the City. He is hired by the City Council to carry out its policies and serves at its pleasure. In the perfor -of his duties, the City Manager is responsible for the day,eo-day activities of allcity departments, and the successful completion of projects and implementation of all policies adopted by the City Council. z 4. 'City Departments. The day-to-day activities of the City's goverarent are perfomased by employees assigned to aseries " of adminiattative departments, established by the City Council. Each department perform certain assigned duties and functions and is administered by a department head. All department heads are appointed by the City Manager, subject toconfirmation by - the City Council. Exception to this rulera the positions of City Clerk, City Solicitor and the Board of Massacre who are appointed directly by the City Council. ` C. ADMINISTRATION bF vVE AMI BEGU£ATIONS. The-day-to-day administration of These rule$ i a £once ion of tM %2Met Ds"Tessnc. Question regarding. their application or effect will be answered by the personnel Director. 3 RALE 1 - CITT MANP gsf AUTHORITY. I:xucnt n may otherwise be specifically limited by lav apd/or by these Huieu,-the authority to administer and manage the day-to-day operations of the City's government shall always tome in in the City µonager and his various subordinate management personnel. This authority shall include the right to take any action they deem necessary or appropriate in directing. the programs of the v city departments and the activities of their employees. Suchauthorityshall also include, but - not'be limited to, the operation of the various departments, direction of work forces, establishment of work schedules, introduction of new or improved methods,techniques or facilities, the right to hire, discharge, or suspend fora . just c change assignments, o promote, to reduce or expand the working force, on to transfer, and to maintain discipline. 4 -RULC I - RCCRUITAENf APPLICATIONS. PROBATIONARY PERIOD A. NondiscriminitiOn Affirmative Action. In the recruitment, appointment, rtrtn ing, promotion retention, or any other personnel action, there shalt be no discrimination against ary person in any mar prohibited by Law, or to violation of the City's Affirmative Action program. .,. Announcement of Available Positions. Vacancies shall be filled so far s practical by the promotion of employees Ln the City service. The personnel Director shall in such case, after consultation with the department heads of the various departments concerned, determine eligible employees of the department or departments in which vacancies exist. If the vacancy cannot be filled through promotion, notice shall t forth the job requir vents and the time and place at which applications for employment may be filed and applications screened to determine the . best qualified applicant. 'C: Application for Employmfnt. Filing an application for employment with the City shall be mode on standard application forms and completion of - such other other forms as may be prescribed by the personnel Director. D. Rejection of Applications. The rejection of applications shall be objectively based on failure to meet any of the requirements of the position, prior unsatisfactory employment, giving false information concerning past employment history or arrest record, or for other justcause. - _ E. probationary period. All persons appointed to an established position _ in the City government shall serve a probationary basis for the first twelve (12) months. Allsuch probationary employees shall enjoy the rights and privileges granted to other employees, except that their employment during such period may be terminated without jus cause and for any reason upon notice from their immediate. supervisor, department head or the City Manager. 5 RULE 3 - IME CLASSIFICATION AND PAY PLAN A. Purpose of the Plan. The Classification and pay Flan provides a systematic arrangement and inventory of the positions m the City i.. service, and provides the basisof compensation for employees holding such positions. The plan groups the various positions Into under- standable classes indicative of the range of duties, responsibilities, and level of work performed. Compensation allocated to ach position takesinto consideration the relative difficulty and responsibility existing between the various classes, and prevailing rates of pay for similar types of work in private and public employment B. Uses of the. Plan. The Classification and Pay Plan shall be utilized to: 1. Determine qualifications for employment by the City; 2. Determine salaries to be paid for the various classes of work; and 3. Determine lines of promotion. C. Content of the plan. The Classification and Pay Plan consist of: 1. A grouping of positions into classes ort the basis of approximately equal difficulty add responsibility which require the same general qualifications, and which can be equitably compensated within the. same pay grade. 2. A claw title, indicative of the work of the class, which shall be used ono all personnel, accounting, budget and related official records. No per shall be appointed on a per ent basis to a position i City CIs under a title net contained in the Classification add pay pian. 3. Written jobdescriptions for each job classification containing the nature of work and relative responsibilities of the class, typical illustrative tasks found in the class, requirements of the class sect ing forth the necessary knowledgea skills and abilities desired for adequate performance of the work, and the " desirable experience and training needed. 4. A schedule of salary grades for each title in the Classification and Pay plan consisting of five 15) steps. D. Administration and Maintenance of the Classification and Pay Plan. The Personnel Director shall be charged with the responsibility of maintaining the Classification and pay plan, and providing for the continued proper allocation in it of employees of the City of Banger. _ 1. Initial Appointment of Employees. All new appointments in the City service shall normally be at the first step of the pay - Veda established forthe job classification to which the appointment is made. However, on the recommendation of the 6 department head, and with approval .of the City Manager, new appointments may be made at above the minimum rate established -for the job classification, where it is found necessary to take such action i order to fill a job vacancy in which there is a lack of qualified applicants or because of other unusual or extenuating circumstances. 2. Merit Pay Increases. Merit pay increases within an established grade shall not be automatic, but shall be dependant upon specific written recommendations by the department head. Merit pay increases shall not be more than one (1) step in the established range, and shall occur often than every twelve (12) months. No salary advancement eshall be given any employee until he or she f has completed his or her probationary period satisfactorily. A - department head may propose merit pay increases of more than one (1) step o c e frequently than o very twelve (12) months upon detailed written statements to the City Manager specifying the. employee exceptional performance or the unusual 'employment conditions that make such action necessary. The City Manager shall review each request, giving duer nsider n to the salary rates paid for other employee n the s class and department, and may deny any such request which in his judgment is contrary o the best interests of the City service. Norit pay increases shall be granted above the maximum rate fixed forme the position under the Classification aid pay plan. ROLE 4 - PRWTIONS A. promotion Policy. It is the policy of the City Council that those persons serving as employees of the City be given mi opportunity for adva in thevent of a vacancy within the City service, pressor employees $hall be given first consideration. With approval of the City Managers present employees may be given special training in order to fault by for a promotion r the filling of a existing vacancy. 1[ i also the policy of the City Council that all positions the City service he filled by best qualified persons available. Verefore, circumstances may arts¢ o action where a vacancy should be filled from outside the City service. A dec n tofill a vacancy by a outside per shall be made only after it bas been determined -' that applicants -who nare current City employees are not as qualified for the position. E. Effect of 'Promotion on Rale of pay rye [IM Anniversary Oa[e, and p robot ionary period. An employee may be prostates to a lob classification With a higher rate of pay after M1av tng a eafully met any applicable requirements for such promotion. 'On promotion such employee shall have his pay grade, pay step, merit anniversary date and probationary period adjusted in accordance with the following procedures - 1. Effect of Promotion on Rate of pay. Upon promotion, a employee shall receive the minlmwi pay step for the pay grade established for the job classification to which the promotion Is made, or that pay step Which has the next higher rate of pay than his current pay step, whichever is greater. 2. Effect of promotion on Probationary period. Upon promotion, an employee shall comments ae probationary period in accordance with these Rules regarding probationary periods. 3. Effect of Promotion on Merit Anniversary pate. Upon any promotion, the Personnel Director may establish a new anniversary date for abate pay purposes for the affected employee. LI RM 5 - DEMOTIONS A. In Cel. neraOn occasion circumstances may arise where an employee should be demoted f th r (1) his inability to satisfactorily perform the dutiesand responsibilities of his job classification{ r (2) for disciplinary Such demntiona shall be administered in accordance a with these Rules. B. Demotion for Inability. An employee may, because of his inability to -' satisfactorily perform the duties and responsibilities of his job classification, be demoted to a job classification with a lower 11 maximum pay step than thepay grade assigned to his current job classification. Such devotions may be made upon the employee written request and with the approval of the department head, or may _ be made by the department head with approval of the City Manager. Demotions may also be made where vacancies exist and in lieu of layoff at the election of the employee and with the approvalof the - affected department head(s) and the City manager. 1. E£fecC on Pay Grade and paY Step. Upon such demotion an employee shall be adjusted to that pay Step in the pay grade of the jab classification to which the demotion is made that is equivalent to the pay step he would have normally attained had he been initially employed in such lower job classification. 2. No probationary Period. Upon such demotion, a permanent employee will act be required to serve out a probationary period. 3. Effect on Anniversary pts. Demotion for inability shall - got affect an employee's anniversary date for merit pay purposes. C. Disciplinary Demotion. An employee may be demoted for disciplinary ns. by his department head for just cause. Such deamt ion may be accompanied by a reduction in the pay step of the employee's present pay grade or the employees reduction to a job classification which has a lower pay grade established. Employees affected by such demotion shall be adjusted in accordance with the following procedures, 1_ Effect on pay Step. Upon such demotion, an employee'spay step may be reduced to any lesser pay step. 2. Effect on Merit Annfvereary pts. Upon Such demotion, an - employee merit armiveraary dace nuy be <M1agged to the effective sdate of such demotion and such employee shall not be eligible for consideration fora merit pay increase for twelve (12) months from the effective date of Such demotion. 9 RALE 6 - TRANSFERS - An employee may, with the approval of the employee's department head and the City panther, be transferred to another position in she City service in accordance with the following: A. Transfer to Same Job Classification, or to AnotM1er Jab Class if ica[ion with the Same Pay Grade. An employee may be transferted to another lob classiffcat ion with the same pay grade that has sobstautfatly similar duties and responsibilities. Such transfers shall not change the employee's pay grade, pay step or his eligibility for - - tit pay increases on his anniversary date. 10 RULE J - STANDARD WORN WEAR AND OVERTIME COMPENSATION A.Regular Hours of Work. The City Hanger shall establish the regular nrk week for City employees; provided, however, hours of work for any I employee or groups of employeesmay be established at different time by their respective departmenthead(s) for purposes of convenience, departmental efficiency, or any other special depatmont needs. R. Method of penmen[.. All employees regularly working forty (40) or less hours per week shall be paid at the rate set forth in the Classification- - and pay Flan. Mould an employee be required to work Once than forty (40) hours any one work week, all such time shall be. considered overtime work and shall be compensated for at the overtime rate. For purposes of these Rules and Regulations, the term 'work week" shall be the calendar week commencing on Sunday and expiring on Saturday, in cases where holidays, annual leave, or other authorized absences .with pay have reduced the Amber of hours actually worked by City employee to less than forty -(40)hours In any o work week, and where extra work is required of such employee at Sather time during the ne same work week, such extra ti$hall be compensated for at the over- time ve -time rate. For purposes of these Rules and Regulations, time off during the work week for sick leave, or under disability covered by orkmens comers ation, military leave, reserve Seat, fee leave, bereavement leave, jury duty onon-scheduled/non-worked holidays shall not be cons tdr aced in the computatioa of (sure "actually worked." C. Overtime Authorization. It is the general policy of the City to not have its employees wotk frequent or considerable overtime. Haw informant heads on occasion may authorize or direct a employee to work overtime whennecessary ary i me order to et emergency situations and/or special operating needs. Each department head shall maintain cords of all overtime worked by the employees In his department. Doovertime pay shall be granted except on the basis of such records, and all such records shall be available at all times for review the City Manager and the personnel Director. 1. Overtime Rate of pay. Subject to budgetary limitations, compensation t the tate of is times the employee's straight hourly rate of pay shall be allowed for all authorized and necessary overt ire m lieu of overt imse - pay, the employee key elect, with approval of his department head and the personnel Director, to take compensatory time off at A later date agreeable to all of the parties. - 2. ExceotionA to Overtime Rule. All personnel classified in the eE range' -called, and special job classifications speci- fically designated by the City Manager shall be available a all times for the performance of such extraordinary service beyond the ordinary and normal work week as may be required. Such additional service shall not be Compensated i any respect, and such enployeeshall not be eligible for overtime compensation. in such circusstances, such employees may, with approval of the City Manager, take time off at a lacer date as empensatLon for the extra hours worked. 12 ROLE 8 - HOLIDAYS A. Holidays RstabllsMd. Subject to the conditions of these Rules, permanent employees of the City are hereby granted the following holidays on the dates of observance fixed by State Law; _ 1. New Year's My 2. Washington's Birthday -3. Patriots' Day 4. sensorial My 5. Independence Day 6. Labor Day L Columbus pay 8. veteran's Day -9. Thanksgiving Day 10, pay after Thanksgiving Day - 11. Christmas pay B. yeave of Absence with Pay Allowed ov tlolidaya - Exception$. As a general mle, all employe;, shall be allowed a leave of absence with pay on the date of every established holiday. Holidays with pay shall not be given to any employee if he is on a leave of absence without pay, suspension, fails to work the day before and the day after the date of the holiday and without prior approval from his department head, or, if he i otherwise onon-pay status on the date the holiday falls. SLck leave pill not be paid on any paid holiday established above. 13 RALE 9 - ANNUAL LEAVE A, Eligibility. Full-time petmaneut employees of the City shall be entitled to earn add accrue annual leave with pay. Temporary and - nal employees shall not be entitled to this benefit. B. Accumulation of Annual -Leave All employee g who working the steward mock meek of the City shall be entitled toaccumulate two (2) 'Wolk weeks' of annual leave per year. No annual leave will be earned for any two workedin excessiof thestandard work week Annual leave may be a emulated up to a of six (6) "work eels. Earned annual cleave not used during the yearin which it is earned any be accumulated and utilized at a later time. _ Department heads shall make provision annually with their various employees for their scheduling of times when annual Leave will be taken. An a'general rule, annual leave shall not be taken by any employee for more than two (2) consecutive weeks. The depar heed's determination as to scheduling of annual leave shall been final. After the maxismad annual leave accumulation limit has been reached, the employee shallforfeit any right to accumulate additional leave n until he has been charged with at least apart of the leave s accumulated. It shall be the responsibility of every employee to keep track of his accumulated annual leave. Rights to av ual leave shall act be earned by an employee during any Leave of absence without pay, including suspensions without pay, while now working and receiving workmen1 consternations nor 1n any other non -pay status. No employee shall be allowed to take annual leave which has not been earned as provided herein. No employee shall be eligible to bake annual leave with pay until he has completed at least six (6) months' continuous service with the City. C. Annual Leave Payment n=Re[Ltemen[. upon retirement from the City at To employeeasahaLl r ceive a lump sum payment of all unwed annual lea up to a maximum ea accumulated total equivalent to six (6) working weeks. Such payment shall be made at the employee's regular rate of pay at the time of retirement_ 14 D.rransfe[a LRyOffs and Rehired Emyloyees. Right$ t annual leave Shall no[ be affected. by tran$feie. In Ne event of layoffs the eMloyee shall forfeit all accumulated annual If the Laid - off employee is later rehired, there shall be no continuing right for previously accrued annual leave privileges. 15 RULE 10 SICK LEAVE A. Eligibility. Permanent full-time employees of the City shall be retitled to sick leave. However, no employee shall be eligible to take sick lea until after having completed six (6) months of service with the City. B. Use of Sick Leave. Sick leave shall be. granted only in the following circumstances: I': Absence Due to Personal Illness or Physical Incapacity. Sick '. leave under such circ tura tances shall only be granted where the illnesst incapacity serves to reader the employee unable to perform the duties of his or her position or unless the employee is capable of other work in his department and is assigned such other duties. Eligibility for sick leave under this provision shall include illness rcapacity for maternity x If requested, any employee taking sick Leave shall furnishnhis department head or the Personnel Director with a certificate from his attending physician indicating clearly that the employee .. winot perform his assigned duties and the date such employee ll be able to return to work. 2. EmergentsIn emexgency situations where a member of the employee sfamily living in the employee's household requires care and assistance by such employee, sick leave granted pursuant to this provision shall not exteed more than twelve (12) days in any o calendar year. Ifrequasted, the employee shall furnish to his department head or the Personnel Director certificate from the attending physician indicating clearly the nature and extent of the family member's fitness or disability. 3. Deaths. in addition to bereavement leave, the personnel Director may authorize an employee to take up to. three (3) days of his accrued v sick leave in the ent of a death i the immediate family ' ofthe employee , I®Gd late family is defined to me spouse, parents, children, brother, sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparents, grandchildren, step-parents and step- children. C. Computation of Sick Leave. Sick leave privileges shall be accrued by The employeeand ane -quarter (I§) days per calendar month of continuing service with the City. Sick leave shall not be accrued by an employee during a leave of absence without pay, a suspension, while the employee is absent and is receiving workman compensation benefits, or when the employee is otherwise o non -pay status. Unused sick leave may accumulate from year to year, but shall not exceed one hundred 'twenty (120) days. aaAA 16 R D. Sick Leave Requests. Requests for sick leave shall be made to the employee employee a depavtmndepartmout head. The employee shall have the responsibility of notifying his department head promptly of any illness or disability. proof of illness or disability may be required at any time by the department head or .the personnel Director. Sick leave shall not be paid on any paid holiday established under these Rules, use of sick leave on false claims of illness, injury, or contagious disease, o falsificationof proof to justify such sick leave shall bee ause for dismissal. Sick leave granted shall be recorded weekly onthe payroll records of the department. The Personnel Director shall review all ick lea records periodically, and shall have the right toinvestigate any cases questions of eligibility or abuse arise. E. EnC iCLemen[ n n Se aza[ian r Retirement. Sick lea accumulated in oidan with these Rules shall be forfeited upon separation from the City service. There shall heontinuing right for such accrued sick leave in the event an employee returns to the City service. In the event a employee refixes from active service with the City, and Is immediately eligible a eligible for benefits under the Maine State Retirement System, the employee shall receive in addition to other compensation owed him an additional payment computed at his rate of pay at the time of his retirement times one-third (1/3) the number of days accumulated as used sick leave to a maximum of forty (40) days. F. Abuse of Sick Leaveprivilege. For purposes of [hese Rules, sick leave shall be c side red a privilege granted to C1[y empluyveo solely for .the purposes described herein. Abuse r improper utilisation of the aick leave privilege shall be grounds for dismissal or other disciplinary action. Unlike annual leave, sick leave benefits shall not be "earned", and therefore may not be used by the employee except as specifically permitted -- under this Rule. RILE it - WORNMENS' C@4ENSATIM BENEFITS any employee whos injuries oe or illness during the c of his empluymenb with the City, and which would serve to qualifyohimfor c+a r keens' compensation, shall continue to receive his regular pay for a period not to. exceed twenty-six (26) weeks from the date of his first injury. Such payments will he made only upon the agreement by the employee to reimburse the City immediately when received ved all benefits received under the workmen' o pensation program,and with the further agreement that the employee will return to work as soon as he may be certified by his physician to be physically able to do Nothing herein shall be construed to require the City to pay this benefit to employees whose injury or disability,does not prevent them from being able o perform another job within the City service o a temporary or permanent basis. This benefit Shall only apply t pemwnent full-time employees of . the City. However, temporary and seasonal employees shall be eligible to receive workmen' compensation benefits to such extent as may be provided .by law. ROLA 12 - OTHER BENBPITS In addition to the benefits described in these Rules, and as may be granted 1n the future by the City Council. all City employees will be eligible to participate in the following benefits and programs: 1. Maine State Retirement System 2. Basic Group and Dependant Life rmuxance (is= coverage) 3. Group Hospital Insurance (Blue Cross/Blue Shield) 4. - Major Medical Insurance Coverages and benefits under the above programs may change from time t time The personnel Department will maintain up-to-date information on all benefits available to employees under such program. 19 RULE L3 - LEAVE OF ABSENCE WITH PAY In addition to other privileges granted herein, all employees of the City shall be allowed leaves of absence with pay in the following circumstances; A. ]urs. A leave of absence with pay shall be granted to employees requited to perform jury duty. Such leave of absence shall not be charged against the employee's accumulated rights for annual leave, The City will pay the difference between the total compensation received from the Court for the jury duty and the employee regular rate of pay. ALL employees required to report for jury duty, but then not detained by the Court, shall mediately return to their regular place of employment with the City. B. Spe ial Nee tinea and Laminations. Wae ne r it is deemed to be in [Fattest interest of the City, an employee may be grmted aims off with pay to attend professional. seminars, institute$ or conferences or such other meetings as may contribute to the effectiveness of his service to the City. In all such cases, such leaves shall require prior approval by the employee's department head. Any travel in excess of three hundred (300) miles from the City shall also require approval by the City Manager. Such lea shall not he charged against the employee's accumulated annual leave. e C. Armed Forces Res and NaC Tonal Guard Training. An employee who, by reason ofcmembersM1ip in of the United States mflitaty reserve components, is required to perform fLeld duty o attend training sessions , upon presentation of a copy of his official orders, shall be granted leave of absence with pay. Such leave with pay shall act exceed two (2) work weeks In any one calendar year. Lease granted under this section shall not be charged against the employee's a umulated annual leave. However, the employee shall reimburse the City in an amount equal Co the total amount of compensation paid Co each employee during such leave of absence result of such military activities. If the total compensation for military service during such leave is equal Co or greater than the salary o wages otherwise due the City employee during said period, Chen na payments shall be made.. All employees who take leave in accordance with this section shall notify their department head within fortyeight'(48) hours after being notified by the. appropriate authority as to the dates they will be absent from their employment. so D. Bereavement Leave, An employee may be excused from work up to three (3J days because of death in his inmaediate family. He shall be paid his regular rate of pay for the scheduled work hours mtased. de more than eight (8) hours per day shall be paid ander this Rule. To is intended that this time be used by the employee for purposes s of handling necessary arrangements and a rc attendance at the lateral. Immediate familyis limited to spouse , parents,children, brother, sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparents, grandchildren, step-parents and step -children. 21 xUU 14 - MA" of ABSENCE WITHOUT PAY _ ,Any pe raa eut full-time employee of the City may be granted a Leave of absence without pay by the City Manager upon recommendation of the applicable department - .head. Such Leaveof absencewithout pay shall act exceed one (1) year length and shallonlybe granted when it appears, because of the past record of the employee, or because of the purpose for which their leave i required, that it is in the beet interest of the CLty to grant such leave. During such leave period, all fringe benefits otherwise available to Che employee shall In addition, the employee shall n any special future rights such eas sick leave, annual leave, etc., duringsuchperiod. - 22 RULE 14A - MILITARY LEAVE An employee who is required to leave hie/her position to serve obligatory - military service in the 9rned forces of the United States will be placed - on military leave without pay for the period he/she is required to remain in the military service. After honorably completing this period of obligatory military secv, the employee Is entitled to be reinstated to -his/her former position or comparable one on condition that he/she i still qualified to perform the conditions of this position, and applies for reinstatement within ninety (99) days after the date of military separation. - The employee's military service shall be added to the time he/she previously ,. had beenemployedby the City to determine the total length of City service for purposes of retirement under the Maine State. Retirement System. - 23 RICE 15 - EMPWYEE TRAINING A. Requited TrainiM. Asa condition of employment, each employee shallattend and participate in all training sessions o s My be directed by his departuent head or the City Manager.uxNoc a addtt tonal compewatton shall be paid to the employee for time spent in such training outside of normal working hours. However, where possible, the department head shall provide for compensatory time off for such training during the normal work week. E. yolon ary TraintnG. In addition to the above caplayees who wish to suppiement their education by caking job related collegesuiversity correspondenceor r school c may dos at City expense with the r advanced w napproval of the department head and the personnel Director. Such courses may, Out be taken during n rmai working Baur unlessso directed by ti the personnel Director. Reimbursement for the s ofn such training shall be made by the City only after the course is satisfactorily completed. �4 A LE 16 - EMPLOYEE PERFORMANCE REVIEW At the end of tbe enployee Is probationary period, and at least o ery twelve (12) moths thereafter, each employee's job performance shall be valuated r writing by his super and department head. The purpose of the w is :,(1) indicatetoo the employee how well his past performance has been considered and in the cases of weakness, how he can improve his perfoi (2) call to the attention of employeas any training or education needs, or special needs to imptove their work habits; (3) ascertain employee recommendations as to methods for greater efficiency and productivity in the performance of his assigned duties. - ' Before any evaluation is completed, the results shall be discussed directly with the employee, and anmeMatlon will be msde'as to whether a merit -increase should be grantedeco ss - ROLE 17 -POLITIGL ACTIVITY I RALE 18 - OUTSIDE 0$ NON -CITY &1PLOYMENT - No employee shall, during non -duty hours, be engaged in any employment, activity or oerprOe that is incompatible or in conflict with his duties, -function and responsibilities with the City. For purpos of guidance, cmployco .shall accept outside employment under, any of the following conditions: 1. where the natureor place of eaployaertt may cause public disfavor to the emyloyee or the Cify:ot 2. where such outside employment would mt permit the employee to leave for r of emergency, special assigment or overtime requirementsonthe part of the City. E7 RALE 19 - ENTLOYEE SAPETY EQU12HENT Atm SAFETY REGULATIONS 'Safeworking habits and conditions such a cleanliness, a of first-aid kits, as work be required under OSHA regulations, will be observed by all employees. All safety equipment assigned to the employee such an safety glasses, helmets and safety shoes will be w may be required by the employee's immediate supervisor or department head. Failure to comply with such requirements will be just cause for dismissal of the employee. IM RCL& 20 - RESIGNATIONS A. Notice to Department Head. Any employee wishing to leave in good standing shall file with his depamment head a written resignation stating the date which such employee is leaving the City service and hises for leaving. The written resignation shall be sub- mitted at least ten (10) days prior to its effective date. Failure to comply with this procedure my be casae for denying such employee's future employment by the City. B. - Unauthorised Absence. Unauthorized absences from work for a period of three (3) days or more without permission from the employee's immediate supero f his department head shall be considered as being a voluntary resignation by the employee C: Final Responsibilities. She effective daze of separation shall be at the close of business on the last day the employee reports for duty; the date specified in his written resignation; or, the last day of leave granted should he fait to Teport to duty on the first working day following the expiration of his leave. All separating employees shall turn in all City-aaced property in their possession, including keys and their City identification card. Such employee shall also leave a forwarding address with his department head o with the s per nel Department for purpoa s of forwarding Internal Revenue foxes and any remaining checks for unpaid compensation. 29 STYLE 21 - LAYOFFS eAny per cnt lull -time employees, in addition to temporary o ,that employees of the City, may be laid off for any reason whatsoever by the City Manages. Layoffs shall be in inverse orderof length of service within the class of position within the employee's respective department. Exception to this rule of seniority for layoffs may be made in special circumstances - - where it is deemed by both the department head and the City Manager to be n the best interests of the City to retain an employee who would otherwise be scheduled fox layoff. In such circumstances, an employee with greater seniority may be laid off before an employee with less seniority. In lieu of layoff, an employee may elect to be demoted to a Sower job classification within his department for which he is qualified. Such demotion shall be made only with the approval of the affected department head and the City Manager, and shall be made in accordance with the Personnel Rules governing demotions. No permanent full-time employee shall be laid off except upon written notice from his department head giving notices than two (2) weeks notice before the effective date of the layoff, or a combination of days' notice and pay, or two (2) weeks' pay with Immediate notification. 30 RULE 22 - DISCIPLINARY ACTIONS p:, ptacM1arge IRnwt ton Suspension. Any employee may be suspended without pay, JumneeJ or diachargetl By his department heed for any cause which rill pr• the efficiency of the City's rvice. A written statement nl the rCasOftz for the action shall be submitted with the Personnel Action poi o the City Manager, and to each employee uspended, demoted ' or dlscharged. B. Lau afox eteharge, Lavation or Suspension The following are declared to be c e for denotion, dia'charge or suspension of any employee without pay, though charges any be based on other justifiable causes other than those enumerated herein. 1. That the employee is incompetent o inefficient in the performance of his assigned duties• 2, That the employee has some permanent or chronic physical or cental ailment or defect which incapacitates him from proper performance of his assigned duties. • 3. That the employee has violated of failed to obey any personnel rule, departmental rule, or has failed to obey any lawful and reasonable direction given him by a super- visor, department head or the City Manager, when such violation of failure to obey owners to insubordination or s breach of disciplines which mynreasonably be expected to result in lower morale in the organization o ' to result in toss, inconvenience r injury c employees r property of the City ofonagom ox to the general public. 4. That theemployeehas solicited or taken for personal use a fee, gift or other valuable thing in the course of his work or in connection with igwhen such fee, gift or other valuable thing so solicited or given him might be construed to be anof receiving a favor o obtaining better treatment than that accorded other persons either on a. present or future basis.c 5. That the employee has violated any local ordinances, o state or federal laws,and therefore has: committed a crime In the performance of his official funotione. The provisions of this section shall not apply to minor traffic offenses. 6. That the employee through negligence or wilful misconduct has caused damage to public property or waste of public supplies and Inventories. 31 .-. 7. That the employee has been absent without leave or has failed to report after leave of absence has been disapproved, revoked or cancelled by his department head or the City Manager. provided, however, that if such absence or failure to report is excusable, the City Hanager may upon recommendation of the department head, dismiss the charge. 8. net the employee has hindered the regular operation of the .department or division because of excessive absenteeism. - 9. That the employee has been guilty of attempting to use - - political influence in scouring orretaining a position or in securing promotional position o attempting to influence - officials or supervisory employees in personnel matters. LC. not the. employee has been intoxicated on duty. - 11. net the employee has intentionally falsified a time record r made a false claim for Leave or failed to report absence from duty to his supervisors. 12. That the employee, after employment, has been found to have made a false statement in his application for employment. • 13. That the employee has misappropriated City funds, appropriated City property for personal use, or illegally disposed of City owned property. 14. - That the employee has been habitually tardy in reporting for duty or has absented himself frequently from duty during regular hours; r has refused to perform aonabi'e am untof emergency work after working hours when directed to do so by a .supervisor, 15. That the employee has been subject to ane,cessive comber of accidents, resulting in personal injury to himbelf orinjury to others. ens, employee who's position requires the operation of a motor vehicle, in the performance of his duties, has had his driver's license suspended or revoked. 16. That the employee has operated a City owned o ether vehicle - - of it fzed in tks a of the City in wanton disregard for the safety of others. Ly. That the employee has failed to qualify on exammarion required far thec ontinued occupancy of his job classification when requiredto take thea 18. That the employee during off-duty hours has engaged in, employment, activity or enterprise that is incompatible or in conflict with his duties, functions and responsibilities as an employee of the City of Bangor. ,2 L9. That the employee has violated a safety rule or safety practice required antler any lawful regulation or these rules and regulations. 20. "put the employee has participated in the use and/or sale Of narcotics. 21. That the employee has participated inunlawful employee action incLWing,but not limited to,Wtigating,. leading r participating in any walkout, strike, sitdown, etandin, slowdown, refusal to return to work at the scheduled time for the scheduled duties, or any other action as may be -prohibited by Law. _ _ 33 RDLE 23 - SPECIAL ROLES - POLICE AND FIRE DEPARTMNTS Because of the degree of organization necessary to enable the. Police and Fire Departments to efficiently discharge responsibilities for protecting •public life and property, and because they are established and maintained -under a rigid oreseizatlonaL structure, s aeC it Le recognized a necessary and desirable that departmental rules of conduct andprocedures be established, meinta Ltmd and observed in both the Police and Fire Departments. 34 RULE 24 - GRIEVANCE PROCEDURES Ai In Cemral. The grievance procedures established herein are intended to provide full opportunity to employees to bring to the attention of management complaints, grievances, or situations that the employee feels needs either adjustment or information. It is the intent and desire of the City to adjust complaints or grievances informally, and - both supervisors and employee expected to make eery effort to resolve problems as they notes. rHowever, it is recognized that there will be natters which can only be resolved after an appeal and review. The submission of agrievance by an employee shall in no way adversely affect the employee or his future employment with the City. e: Cause for Grievance. P.a employee key file a grievance to register a complaint, to modtfy oerase any disciplinary measures taken against him. Grievances may also befiled to restore Lose of rights alleged to be due under these Rules and Regulaticm. C. Grievance Procedure.In order to Insure the employee of'a method L which he may obtain review of his particular grievance rapidly, fairly. * and without reprisal, the following steps are provided; 1. The aggrieved employee shall, within five (5) days of the w incident, discuss and explain any problem he may have [ally with his immediate supervisor. If necessary, his immediate supervisor may console with others inan effort to achieve a prompt satisfactory adjustment of the matter. The immediate supervisor will make a decision and notify the employee within five (5) working days after the discussion. 2. If the aggrieved employee feels that the matter has not been sallied or adjusted to his satisfaction by. his immediate supervisor, he then may submit the matter i writing to the department head. The department head shall schedule a meeting within five (5) working days after receipt of the grievance from the employee. If the matter is not [esolved at .this meting, the department head shall give his written answer within five (5) working days after the scheduled meeting. 3. If the matte[ is net resolved by a decision of the department head, the employee may appeal his grievance in writing within five (5) days thereafter to thePersonneL Director and/or the City Manage[. The Personnel Director and/or the City Manager may meet with the employee, and shall give their written • decision on the matte[ within five (5) working days after erewiptof the grievance. 4. In the event the decision of the Personnel Director and/or the City Monger, , are not satisfactory to the aggrieved party, the grievance may then be submitted in writing,within five (5) days thereafter, to a committee of the City Cou ciL established for such purposes. Such grievances Shall be Submitted to the chairman of the City Council, with a copy to go to the City Manager. A decision of the Council Committee shall be final. 35 7�w MEMORANDUM May 6, 1977 TO: Codes 6 Ordinance Review Ca itcee - - PROM:. Robert R. Miller, City Solicitor HE _ personnel Rufen and Re9wlati0z0— "`a_'an _ Asa consequence of our meeting the other night, Jack "try and I have prepared for your consideration proposed amendments to the personnel Rules and Regulations presently under consideration by the City Council. (1) The following is submitted as a proposed revision of the provisions found in; paragraph B (1) of the Introduction on Page 1: 'R. GeneralCL['zevx The general citizenry ate the ultimate ens ictary of the perfofaence by city - employees of chair assigned tasks and duties. Rowever, Y Large segment of the population has little contact with the workings of city govenWent. As a practical �. matter, war citizens probably have only lheited contact with one or two City employees. For these reasons, it is important for All employees to give the best possible impression at all times. The IM ivldual employee should he creations that his work and cuMuct, both on and off the job, will always, be identified by the general public with the City'a government. In addition, it is extremely necessary that all employees strive to give honest, efficient and courteous service to the general citizenry at all times, (1) page 5, paragraph D (1). f fiat'sentInce, is to be amended by deleting the word "normally" in the second liner ' (3) Page 7, paragraph A, Rth line, is to be assnded to read as follows: o be filled by Yeae-euakfffed-persons araikabke fully ull qualified persons," The last sentence will also be amended to read: after it has been determined by the personnel Director that...." 2 (4) Page p, Paragraph B (2), the existing provisions will be deleted and replaced with the following: "2. Trial period. Bpon promotion, every employee C shall commence a trial period of not more than twelve " n v (12) menthe in the new position. Io the event the; t, employee fails to meet or otherwise comply with the standards of the new position, then he shall be trans- fatted to his previous position in the City Classification plan, (i) page 8, Paragraph A shall be amended by the deletion of all wards after the team udbmoted." - (6) Page 10, Paragraph C (1), first clause of the first sentence auto be deleted. (7) page L3, Paragraph a to be amended by adding a new sentence after the first sentence, to read As follows: "All employees shall begin to act umulate three - (3) weeks of annual leave per year after the completion of ten (10) years of continuous service with the City." (e) Page 14, 2nd sentence to read as follomst - 'In the event of layoffs, the employee shall be paid all accumulated annual leave," (Q) page 15, Paragraph 3 (2) the lst sentence to readinpart as follows: "In eusergency situations where a member of the employee's immediate family requires care and 'assistance - by such employee...... (10) Page 21, 2nd sentence, to teed in part as follows: "Such leave of absence without pay shall only be granted when it appears, .... (ll) Page 23, Paragraph A to be amended by deleting the last two sentences. (12) Page 24, first paragraph to be amended in the first sentence to read as follows: "After the first aGt (6) months of employment with the City, and prior to expiration of the employees probationary period, and at least every twelve (l2) months thereafter,...... - 3 (13) page 26 to be amended by deleting the lace two paragraphs and revising the 2nd sentence to read as follows: "For purposes of guidance, no employee shall accept outs lde employment out Dee which would interfere or met permit the employee to leave for reasons of emergency, especial assignment or overtime requirements in conjunction d lvith his dues with the City.' :(14) page 28, paragraph A. 5th line to be amended to read: "ten (10) working days." (15) page 32, paragraph 20 is to be amended to read as follows: 'That the employee has participated in the we and/or sale of narcotic drugs as defined. in Title ly-A, M.R.S.A. - Portion 1101, m may be ameMed." - (16) page 35, paragraph C (4) let sentence to be mended to read as follows: '1n the event the decision of the personnel Director aM/or the City Manager is net satisfactory to the aggrieved party, the grievance may than be submitted in writing within five (5) days thereafter to c committee established by the City Council for such purposes." Attached please find Rule ISA covering the tights of employees to be reimbursed for their expenses, mM Rule 17A which governs employee political activities. R.S.M. tc Attachments City Monger personnel Director WILE 15A - RE CIEORSABLE EXPENSES OF CITY EMPLOYEES A.. Geperal policy. The City will reimburse all reasonable expenses incurred by, employees in convection with the it jobs. If is understood that no set of rules ncover the a two tests will beappliedtoall claims situations. neral, reimbursement: $¢, (1) The expense must be reasonable under the particular circuses lances involved. (2) The expense meat be directly related to city activities. Employees who regularly incur expenses will submit requests for reimburse- ment at the end of every month. Employees who draw cash advances meet submit documentation for reimbursement within five working days from the date of their return. E., Reporting. The City will purchase daily logs to be need by City employees. Since 5oth the City and the employee must retain adequate support for disbursementmade, copy of the appropriate loge most be turned in to the awaiting office for approval and reimbursement. The log, therefore, will act as an Invoice supporting disbursements made by the City and, therefore, follow the requirements of the Internal Revenue Service. The 109 provides for recording daily expenses under the captions, such as Travel, Meals, Lodging. Entertainment, and Miscellaneous. Rec ipted bills for any sight- , ficant expenditures (i.e, Over $25) moat accompany the expense loge. Approval of the expense logs of all personnel will be the responsibility of the division and/or department heads. Employees will ll[turn in their vol, expense Los for approval at tht e d f very mo proper antro the expenselog will be ned o t [o [M1e a i[mg office and reimbursement made directly to the employee involved. C. Authorized Chargee. Only out-of-pocket expenses directly related to City activities are reimbursable- Traveling expenses are limited to transportation. meals, and lodging. If an employee uses kis own car on City business, he will be reimbursed for any tolls plus 134 per mile. Reasonable cost of a ening real is reimbursable when An travel is involved but the employee has been required to work two oxa hours of overtime. When expen ¢ s incurred for else but is directly related a City activity, the request for re Lbuceement should Include the name of the individual and state the reason for the expenditure. All additional, expenses incurred when an employee is accompanied by spouse on a City business trip are to be paid by the employee unless the spouse's attendance is deemed to be in the City's interests by shee employee's division or department head and the City Manager. ,,Ca'o .,,,Charge account and credit card charges (other than ass travel and 'xilepbone)most be paid by the individual and reimbursement obtained .'th(ough the above expense account procedure. There will be no credit '. cards issued in the name of the City. ptopotion expenses are reimbursable only to the extent such expenses e incurred with business associates (ocher than City employees), Au , potential customers, etc. No set rules < all pro motion ea expenses. which must instead be left to the common sense and d lactating of the employee. Cat -of -State tripe and convention attendance require prior approval of ' the Cit Manager. All expenses for tripe that would exceed the approved of - it she mance committee profess the City sac b e f'te[ approved b P bud Y get m r pp 'Council aM/or call Manager. Membership dues for professional the Cotler les, must er specifically reimbursement it pe department head (e) end/or the City �.lNuger if reimbursement ID expected. Tp addition to the foregoing rules, all employees will help control costa by such c sense procedures as combining tripe whenra transportation in by automobile, RULE 17 - POLITICAL ACENtf IES No. employee shall participate in any political activity which mould be in conflict orincompatible with the performance of his or her official functions and' duties with the City. A. l[c ite[LON nd Handbills. No employee may use his official au[ oriry or position LoK the purpoe of influencing or interfering with or affecting the results of a" election, nor shall he solicit :Lunde contributions o accept o receive funds contributions from Citemployees for political purposes. No City employee may distribute pamphlets or handbills, wear buttons or other indicia of support for any particular candidate, politicalparty, of political cause during ordinary working hours and/or during such time while he r she are performing their official function$ and duties with the City. nothing herein shall be construed to prohibit any City employee from participating in the political process during off-duty hours and in their capacities as private citizens. S. Political office. Any City employee may seek election for political office --Asa member of the City Council, o any other elective office. However, such employee shall be placed on an unpaid leave of absence status from the date candidacy for such position is announced Or nomination papers filed and until completion of the election process. During his or her lea of absence, the employee shall not use any official City title iv e his or herpolitical campaign, Our shall such wployse's official authority or influence be used to affect the sults of the election. If elected to any political office, and such office is deemed incompatible with his or her duties as a City employee, such employee shall terminate his or bar employment with the City prior to assumption of the elective office. C. Federal Hatch Act. All employees covered by restrictions of the Federal Netch Act, so-called, shall be subject to its provisions. where such provisions are more restrictive than the provisions contained herein, such additional restrictions Shall apply. 7 0 In May 18, 1977 TO: Bangor City Council FROM: Robert E. Miller, City Solicitor RE t' personnel. Rules and Regulation At its last meeting the Cadet 6 Ordinance Committee voted to make additional minor changes to the proposed Rules. It is my understanding that the following proposed amendments, plus those, already submitted to you, will be submitted for Council consideration and adoption at the next regular meeting. You are urged to review these proposed amendments cte- fully. It is my understanding that the Co Lttee hopes that the Rules, a emended, will be adopted at that meeting. 1. Rule 1, 5th Line, to be amended as follows: 11 the Tight to cake any much administrative action. . . . 11 2. Rule 14A, 4th line, delete the term "honorably". 3. Rule 1", 5th line, to be amended as follows; 11. . . the employee to may be entitled. . . . 4. Rule 14A - the following sentence to be added at the end of the paragraph; "An employee homrebly discharged shall be entitled to Such re LYLv . Av employee wt'a any ..her dre charge maybe hired or not in the dlactet Lo of the Personnel Director and or the City manager.° 5. Rule 12, Paragraph A, 7th line, to be amended to read a follows; . political cause dseieg-ezdlnery-reeking-kemxe amd4r during such times. . . . 6. Rule 22, Item $20, to be amended to read as follows: 'That the employee hes ilk participated i the use and/of sale of narcotic drugs as defined in Title 17-A, M.R.S.A. Sect ton 1101, as may be amended." 2. ]. Rule IRA, Section A, led Paragraph, to be amended as - follows; - "It is understood that no set of rules can cover all - sltua[tonst 4et-4e-gewsa}t-EFue.Theae two tests will be applied to all claims for teimbureewns:" 8. .Rule L5A, Section A. 3rd Paragraph, to beamended as i follows "Employees who regularly incur expenses. . . . 9. Rule 15A, Section b, let sentence, to be amended as follows; 'The City will purelmse supply daily logs. 10. Rule 15A, Section C, 'lot paragraph, to be amended as follows: "Only out-of-pocket expenses directly related to City. activities are reimbursable. Traveling expenses_ _ limited t transportation, wale, red lodging, If an employee ehis n City business, he will 'be reimbursed for any tolls plus 134 pex mile. - Raeeeeab}e -sees&-e€-an-eves}a5-max}-is Its imbueeabee-wbe'a-we-travel - 4e-4avm}sea-bxE-EIIC-empteyee-Foe-bene-n expense isxetk EweurreweerReese-e£-e beer When expense fe se steel to a red rax else but is directly cit reimbursement .Rates cthe individual and ansa .mune the nam: of m. malviana dna scare the shall include he owner n fox cM1e expend inure. Cit la incurrin the e expensesre m omotfana ore economic velopment acC ivi[les shall n t Ee auired 10 submit the ones a or Lndividoala or their employers to the finance Department for purge as of receiving reimbursement; provided. however, that s cord willbe interned by sure City en levees e and madeaailable au nocise per. at appropriate Cbmee foraudit purposes." 11. Rule 15A, Section C, 2nd Paragraph, to be amended as follows: "All additional expenses incurred when a employee i accompanied by spouse on aCfty business trip ere.... 12. Rule 15A, Section C, to he amended by the deletion of the 4th Paragraph. 13. Rule 15A, Section C, 5th Paragraph, to be amended as follows; . budget must be river approved by the peseta 6eami atae-a€-EFe-B}Ey-Qeane€knead fse City Me wager." A.E.M.