HomeMy WebLinkAbout2001-06-26 - RESOLUTIONS - ADOPTION PERSONNEL RULES (2)RESOLUTION NO. 01-78
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA CLARITA, CALIFORNIA,
AMENDING AND ADOPTING THE PERSONNEL RULES
PROVIDING FOR THE ESTABLISHMENT OF REGULATIONS
GOVERNING THE PERSONNEL SYSTEM
WHEREAS, Section 5 of the Ordinance 88-52of the City of Santa Clarita, requires the
City Council to adopt and amend as necessary Personnel Rules; and
WHEREAS, Section 5 of the Ordinance 88-52, of the City of Santa Clarita, require that
these rules establish regulations governing the personnel system; and
WHEREAS, Ordinance 88-52 was adopted on January 10, 1989.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA CLARITA does
resolve as follows:
SECTION 1. The Personnel Rules attached hereto pertaining to Rule M Section 7 Out
of Class Assignment and Rule XX Employee Relations are hereby adopted and amended.
SECTION 2. That the City Clerk shall certify the adoption of this Resolution.
PASSED, APPROVED, AND ADOPTED this 26' day of June, 2001.
ATTEST:
CITY CLERK
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) as.
CITY OF SANTA CLARITA )
I, Sharon L. Dawson, CMC, City Clerk of the City of Santa Clarita, do hereby certify
that the foregoing Resolution was duly adopted by the City of Santa Clarita at a regular
meeting thereof, held on the 26' day of June 2001, by the following vote of the Council:
AYES: COUNCILMEMBERS: Darcy, Kellar, Ferry, Smyth, Weste
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
CITY CLERK
Section 7
RULE IX
Transfer, Promotion, Demotion, Suspension And Reinstatement
Out of Class Assignment
With the approval of the City Manager, regular or probationary employees may be assigned to,
higher level classification in the case of unusual extended leaves and/or vacancies of 30
consecutive calendar days or more as aprofessional growth and developmental
opportunity.
Finictions and accotmbabilities of the higher level job.1 Assignment must last for a minimum of
30 consecutive calendar days to a maximum of 6 consecutive months. The City Manager may
approve extending the length of an assignment. Employees appointed to an Out -of -Class
Assignment will be compensated, at City Manager discretion, at not less than a 5%
increase over their current salary, to a maximum of E step of the higher level
classification, [a. move to the sbep in the hi�er level classification trade that is closest to, bt
Benefit levels Wil
remain unchanged for the duration of the Out -of -Class Assignment. Compensation changes wi:
be effective with the first day of the Out -of -Class Assignment.
the assig=ment will meet a4l the eziberia set forth herein, compensation will re=in =Chvmged
ett the time of initial �ssiswnent. (3ompensation may be changed retroactively if affirmative
debetmination is made at a fature date by the appointing authorityj
Italics and [Sirikethroughl = Change
Rule XX
Employee Relations Policy
ARTICLE I -----------GENERAL PROVISIONS
Section 1
This Rule implements the Meyers-Milias-Brown Act, Government Code section
3500 et seq. by providing orderly procedures for the administration of employer-
employee relations between the City and its employee organizations. However,
nothing contained herein shall be deemed to supersede the provisions of service
system, or which provide for other methods of administering employer-employee
relations. The Rule is intended, instead, to strengthen merit, civil service, and
other methods of administering employer-employee relations through the
establishment of uniform and orderly methods of communications between
employees, employee organizations and the City.
It is the purpose of tMhis Rule to provides} procedures for meeting and conferring in
good faith with Recognized Employee Organizations regarding matters that directly affect
and primarily involve the wages, hours and other terms and conditions of employment of _
employees in appropriate units.
Employees of the City shall have the right to form, join and participate in the activities
of employee organizations of their own choosing for the purpose of representation on all
matters of employer-employee relations including, but limited to, wages, hours and other
terms and conditions of employment; except, however, for those rights which are reserved
to the employer by law or reserved by provision contained herein. Employees shall also
have the right to refuse to join or participate in the activities of employee organizations
and shall have the right to be free from intimidation, restraint, coercion, interference,
discrimination or reprisal because of their exercise of any of the rights herein enumerated
or granted by law.
Nothing herein shall be construed to restrict any legal or inherent exclusive City rights
with respect to matters of general legislative or managerial policy, which include among
others: The exclusive right to determine the mission of its constituent departments,
commissions and boards; set standards of service; determine the procedures and
standards of selection for employment; direct its employees; take disciplinary action;
relieve its employees from duty because of lack of work or for other legitimate reasons;
require overtime; maintain the efficiency of governmental operations; determine the
methods, means and personnel by which government operations are to be conducted; take _
all necessary actions to carry out its mission in emergencies; and exercise complete control
and discretion over its organization and the technology of performing its work.
ARTICLE II ---REPRESENTATION PROCEEDINGS
Section 2
Policy and Standards for Determination of Appropriate Units
The policy objectives in determining the appropriateness of units shall be the effect of a
proposed unit on (1) the efficient operations of the City and its compatibility with the
primary responsibility of the City and its employees to effectively and economically serve
the public, and (2) providing employees with effective representation based on recognized
community of interest considerations. These policy objectives require that the appropriate
unit shall be the broadest feasible grouping of positions that share an identifiable
community of interest and that fragmentation and/or proliferation of units must be
avoided. Factors to be considered shall be:
a. Similarity of the general kinds of work performed, types of qualifications required,
and the general working conditions.
b. History of representation in the City and similar employment; except however, that
no unit shall be deemed to be an appropriate unit solely on the basis of the extent
to which employees in the proposed unit have organized.
C. Consistency with the organizational patterns of the City.
d. Number of employees and classifications, and the effect on the administration of
employer-employee relations. There shall be no fragmentation of classifications
and/or proliferation of units.
e. Effect on the classification structure and impact on the stability of the
employer-employee relationship of dividing related classifications among two or
more units. A single classification shall not be divided between different units under
any circumstances.
f. Effect of differing legally mandated impasse resolution procedures.
Managerial supervisory and confidential responsibilities are determining factors in
establishing appropriate units hereunder, and therefore such managerial,
supervisory and confidential employees may not be included in units that include
non -managerial, non -supervisory and non -confidential employees. Managerial,
supervisory and confidential employees may not represent any employee
organization which represents other employees on matters within the scope of
representation.
The Personnel Officer shall, after notice to and consultation with affected employee
organizations, allocate new classifications or positions, delete eliminated
classifications or positions, and retain, reallocate or delete modified classifications
or positions from units in accordance with the provisions of this Section and this
Article II where applicable. The Personnel Officer may also propose to modify
existing units utilizing the provisions of these rules.
Section 8
Filing of Recognition Petition by Emplovee Organization
An employee organization that seeks to be formally acknowledged as the Exclusively
Recognized Employee Organization representing the employees in an appropriate unit
shall file a petition with the Personnel Officer containing the following information and
documentation:
a. Name and address of the employee organization.
b. Names and titles of its officers.
C. Names of employee organization representatives who are authorized to speck on
behalf of the organization.
d. A statement that the employee organization has, as one of its primary purposes,
representing employees in their employment relations with the City.
e. A statement whether the employee organization is a chapter of, or affiliated directly
or indirectly in any manner, with a local, regional, state, national or international
organization, and, if so, the name and address of each such other organization.
f. Certified copies of the employee organization's constitution and by-laws or articles
of incorporation.
g. A designation of those persons, not exceeding two in number, and their addresses, to
whom notice sent by regular United States mail will be deemed sufficient notice on
the employee organization for any purpose.
h. A statement that the employee organization has no restriction on membership based
on race, color, creed, sex, disability age, sexual orientation, or national origin.
i. The job classifications or titles of employees in the unit claimed to be appropriate _
and the approximate number of member employees therein.
j. A statement that the employee organization has in its possession proof of employee
l` support as herein defined to establish that a majority of the employees in the unit
claimed to be appropriate have designated the employee organization to represent
them in their employment relations with the City. Such written proof shall be
submitted for confirmation to the Personnel Officer or to a mutually agreed upon
disinterested party.
k. A request that the Personnel Officer formally acknowledge the petitioner as the
Recognized Employee Organization representing the employees in the unit claimed
to be appropriate for the purpose of meeting and conferring in good faith.
The Petition, including the proof of employee support and all accompanying
documentation, shall be declared to be true, correct and complete, under penalty of
perjury, by the duly authorized officer(s) of the employee organization executing it.
Section 4
City Response to Recognition Petition
Upon receipt of the Petition, the Personnel Officer shall determine whether:
a. There has been compliance with the requirements of the Recognition Petition, and;
b. The proposed representation unit is an appropriate unit in accordance with Section
2{}} of this Article.
If an affirmative determination is made by the Personnel Officer on these matters,
(s)he shall so inform the petitioning employee organization, shall give written notice
of such request for recognition to the employees in the unit and shall take no action
on said request for thirty (30) days thereafter. If either of these matters are not
affirmatively determined, the Personnel Officer shall offer to consult thereon with
such petitioning employee organization, and if the determination remains
unchanged, shall inform that organization of the reasons for the denial in writing.
The petitioning employee organization may appeal such determination in
accordance with Section 9 of this Resolution.
Section 5
QRen Period for Filing Challenging Petition
Within thirty (30) days of the date written notice was given to affected employees that a
valid recognition petition for an appropriate unit has been filed, any other employee
organization may file a competing request to be formally acknowledged as the Exclusively
Recognized Employee Organization of the employees in the same or in an overlapping unit
(one which corresponds with respect to some but not all the classifications or positions set
forth in the recognition petition being challenged), by filing a petition evidencing proof of
employee support in the unit claimed to be appropriate of at least thirty (30) percent and
otherwise in the same form and manner as set forth in Section 2 of this Article. If such
challenging petition seeks establishment of an overlapping unit, the Personnel Officer
shall call for a hearing on such overlapping petitions for the purpose of ascertaining the
more appropriate unit, at which time the petitioning employee organizations shall be
heard. Thereafter, the Personnel Officer shall determine the appropriate unit or units in
accordance with the standards in Section *11 of this Article. The petitioning employee
organizations shall have fifteen (15) days from the date notice of such unit determination
is communicated to them by the Personnel Officer to amend their petitions to conform to
such determination or to appeal such determination pursuant to Section 9f% of this
Article.
Section 6
Election Procedure
The Personnel Officer shall arrange for a secret ballot election to be conducted. All
employee organizations who have submitted petitions which have been determined to be
in conformance with these rules shall be included on the ballot. The choice of "no
organization" shall be included on the ballot. Employees entitled to vote in such election
shall be those persons employed in regular permanent positions within the designated
appropriate unit who were employed during the pay period immediately prior to the date
which ended at least fifteen (15) days before the date the election commences, including
those who did not work during such period because of authorized [paid} leaves of absence,
and who are employed by the City in the same unit on the date of the election. An
employee organization shall be formally acknowledged as the Exclusively Recognized
Employee Organization for the designated appropriate unit following an election or
run-off election if it received vote equaling a numerical majority of all eligible voters. In
an election involving three or more choices, where none of the choices receives a majority
of the eligible voters the two choices receiving the largest number of valid votes shall
proceed to a runoff election. The rules governing an initial election shall apply.
There shall be no more than one valid election under this Resolution pursuant to any
petition in a 12 -month period affecting the same unit.
Costs of conducting elections shall be borne in equal shares by the City and by each
employee organization appearing on the ballot.
Section 7
Procedure for Decertification of Recognized Employee Organization
A Decertification Petition alleging that the incumbent Exclusively Recognized Employee
Organization no longer represents a majority of the employees in an established
appropriate unit may be filed with the Personnel Officer only during the month of March
of any year following the first full year of recognition or during the thirty (30) day period
commencing one hundred twenty (120) days prior to the termination date of a
Memorandum of Understanding then having been in effect less than three (3) years,
whichever occurs later. A Decertification Petition may be filed by two or more employees
or their representative, or an employee organization, and shall contain the following
information and documentation declared by the duly authorized signatory under penalty
of perjury to be true, correct and complete:
a. The name, address and telephone number of the petitioner and a designated.
representative authorized to receive notices or requests for further information.
b. The name of the established appropriate unit and of the incumbent Exclusively
Recognized Employee Organization sought to be decertified as the representative
of that unit.
C. All allegation that the incumbent Exclusively Recognized Employee Organization
no longer represents a majority of the employees in that appropriate unit, and any
other relevant and material facts relating thereto.
d. Proof of employee support that at least thirty (30) percent of the employees in the
established appropriate unit no longer desire to be represented by the incumbent
Exclusively Recognized Employee Organization. Such proof shall be submitted for
confirmation to the Personnel Officer, within the time limits specified in the first
paragraph of this Section.
An employee organization may, in satisfaction of the Decertification Petition
requirements hereunder, file a Petition under this section in the form of a
Recognition Petition that evidences proof of employee support of at least thirty (30)
percent and otherwise conforms to the requirements of Section 3M of this Article.
The Personnel Officer shall initially determine whether the Petition has been filed in
compliance with the applicable provisions of this Article. If this determination is in the
negative, (s)he shall offer to consult thereon with the representative(s) of such petitioning
employee or employees organization, and, if such determination thereafter remains
unchanged, shall return such Petition to the employees or employee organization with a
statement of the reasons for the denial in writing. The petitioning employees or employee
organization may appeal such determination in accordance with Section 9f8} of this
Article. If the determination of the Personnel Officer in the affirmative, or if his/her
negative determination is reversed on appeal, (s)he shall give written notice of such
Decertification of Recognition Petition to the incumbent Recognized Employee
Organization and to unit employees.
Section 8
Procedure for Modification of Established Appropriate Units
Requests by employee organizations for modifications of established appropriate units
may be considered by the Personnel Officer only during the period specified in Section 7f6}
of this Article. Such requests shall be submitted in the form of a Recognition Petition,
and, in addition to the requirements set forth in Section 3f* of this Article, shall contain
a complete statement of all relevant facts and citations in support of the proposed —
modified unit in terms of the policies set forth in Section 2f4f hereof. The Personnel
Officer shall process such petitions as other Recognition Petitions under this Article.
The Personnel Officer may on his own motion propose during the period specified in
Section 7f6} of this Article, that an established unit be modified. The Personnel Officer
shall give written notice of the proposed modification(s) to any affected employee
organization and shall hold a meeting concerning the proposed modification(s), at which
time all affected employee organizations shall be heard. Thereafter the Personnel Officer
shall determine the composition of the appropriate unit or units in accordance with
Section 2ff of this Article, and shall give written notice of such determination to the
affected employee organizations. The Personnel Officer's determination may be appealed
as provided in Section 9f% of this Article. If a unit is modified pursuant to the motion of
the Personnel Officer hereunder, employee organizations may thereafter file Recognition
Petitions seeking to become the Recognized Employee Organization for such new
appropriate unit or units pursuant to Section 3f6}.
Section 9
Appeals
An employee organization aggrieved by an appropriate unit determination of the
Personnel Officer under this Article may, within ten (10) days of notice thereof, request
the intervention of the California State Conciliation Service pursuant to Government
Code Sections 3507.1 and 3507.3, or may, in lieu thereof or thereafter, appeal such
determination to the City Manager for final decision within fifteen (15) days of notice of
the Personnel Officer's determination or the termination of proceedings pursuant to
Government Code Section 3507.1 or 3507.3, whichever is later.
An employee organization aggrieved by a determination of the Personnel Officer that a
Recognition Petition (Section 3f*); Challenging Petition (Section 6{4}) or Decertification
or Recognition Petition (Section 7W) -- or employees aggrieved by a determination of the
Personnel Officer that a Decertification Petition (Section 7{6}) -- has not been filed in
compliance with the applicable provisions of this Article, may, within fifteen (15) days of
notice of such determination, appeal the determination to the City Manager for final
decision.
r Appeals to the City Manager shall be filed in writing with the. City Manager's office and
(f a copy served on the Personnel Officer. The City Manager shall respond to any appeal
within thirty (30) days of the filing. The City Manager may, in his/her discretion, but
with the consent of the appellant, refer to the dispute to a third party hearing process.
Any decision of the City Manager determining the substance of the dispute shall be final
and binding.
ARTICLE III — IMPASSE PROCEDURES
Section 10
Initiation of Impasse Procedures
If the meet and confer process has reached impasse as defined in this Rule, either party
may initiate the impasse procedures by filing with the other party a written request for
an impasse meeting, together with a statement of its position on all disputed issues. An
impasse meeting shall then be scheduled promptly by the Personnel Officer. The purpose
of such impasse meeting shall be:
a. To identify and specify in writing the issue or issues that remain in dispute.
b. To review the position of the parties in a final effort to resolve such disputed issue
or issues; and
C. If the dispute is not resolved, to discuss arrangements for the utilization of the
impasse procedures provided herein.
Section 11
Impasse Procedures
Impasse procedures are as follows:
a. If the parties agree to submit the dispute to mediation, and agree on the selection
of a mediator, the dispute shall be submitted to mediation. All mediation
proceedings shall be private. The mediator shall make no public recommendation,
nor take any public position at any time concerning the issues.
b. If the parties failed to agree to submit the dispute to mediation or failed to agree on
the selection of a mediator, or failed to resolve the dispute through mediation
within fifteen (lb) days after the mediator commenced meeting with the parties,
the matter may be submitted to the City Council. The City Council shalltake
such action regarding the impasse as it in its discretion deems appropriate as in
the public interest. Any legislative action by the City Council on the impasse shall
be final and binding.
Section 12
Costs of Impasse Procedures
The costs for the services of a mediator and other mutually incurred costs of mediation
and fact-finding, shall be borne equally by the City and the Recognized Employee
Organization. The cost for a fact-finding panel member selected by each party, and other
separately incurred costs shall be borne by such party.
ARTICLE IV -- MISCELLANEOUS PROVISIONS
Section 13
Construction
This Rule shall be administered and construed as follows:
a. Nothing in this Rule shall be construed to deny to any person, employee,
organization, the City, or any authorized officer, body or other representative of the
City, the rights, powers and authority granted by Federal or State law. [or Eity
Chat terF�rov isions}
b. This Rule shall be interpreted so as to carry out its purposes as set forth in Article
I.
C. Nothing in the Rule shall be construed as making the provisions of California
Labor Code Section 923 applicable to City employees or employee organizations,
or of giving employees or employee organizations the right to participate in,
support, cooperate or encourage, directly or indirectly, any strike, sick-out or other
total or partial stoppage or slowdown of work which is contrary to law or court
order. In the event employees engage in such actions, they shall subject
themselves to discipline up to and including termination and may be deemed to
have abandoned their employment; and employee organizations may thereby
forfeit all rights accorded them under this Rule and other City law for a period of
up to one (1) year from commencement of such activity.
Italics and [Strikethroughl = Change
EXHIBIT I
PERSONNEL RULES
CITY OF SANTA CLARITA
RULE I. DEFINITION OF TERMS
SEC. 1. "Advancement": A salary increase within the limits of a pay range established for
a class.
SEC. 2. "Allocation": The assignment of a single position to its proper class in
accordance with the duties performed, and the authority and responsibilities
exercised.
SEC. 3. "Appointing Authority": The officers of the city who have the final authority
to make the appointment to the position to be filled.
SEC. 4. "Appropriate Unit Means a unit of employee classes or positions,
established pursuant to Article II thereof.
SEC. 5. "Class": All positions sufficiently similar in duties, authority, and
responsibility, to permit grouping under a common title in the application with
equity of common standards of selection, transfer, demotion and salary.
SEC. 6. "Competitive Service": All positions of employment in the service of the City except
those excluded by the personnel ordinance.
SEC. 7. "Confidential Employee": Means an employee, who, in the course of his or
her duties, has access to information relating to the City's administration of
employer-employee relations.
SEC. 8. "Consult/Consultation in Good Faith": Means to communicate orally or in
writing for the purpose of presenting and obtaining views or advising of intended
actions; and, as distinguished from meeting and conferring in good faith regarding
matters within the required scope of such meet and confer process, does not involve
an exchange of proposals and counter proposals in an endeavor to reach agreement,
nor is it subject to Article IV hereof.
SEC. 9. "Date of Hire": The date an employee was first appointed to a permanent
position with the City of Santa Clarita.
SEC. 10. "Days": Means calendar days unless expressly stated otherwise.
SEC. 11. 'Demotion": The movement of an employee from one class to another class
having a lower maximum base rate of pay.
SEC. 12. 'Disciplinary Action": The discharge, demotion, reduction in pay, or
suspension of a regular employee for punitive reasons and not for any non -punitive
reasons.
SEC. 13. "Eligible": A person whose name is on an employment list.
SEC. 14. "Employment List":
a. Open employment list: A list of names of persons who have taken an
open -competitive examination for a class in the competitive service and have
qualified.
b. Promotional employment list: A list of names of persons who have taken a
promotional examination for a class in the competitive service and have
qualified.
SEC. 15. "Examination":
a. Open -competitive examination: An examination for a particular class
which is open to all person meeting the qualifications for the class.
b. Promotional examination: An examination for a particular class which is
open only to employees meeting the qualifications for the class.
C. Continuous examination: An open competitive examination which is
administered periodically and as a result of which names are placed on an
employment list, in order of final scores, for a period of not more than one (1)
year.
SEC. 16. "Immediate Family": Immediate family means: spouse; natural, step or legal
children; parent, including in-laws; brother or sister; grandparent; grandchild.
SEC. 17. "Impasse": Means that the representatives of the City and a Recognized
Employee Organization have reached a point in their meeting and conferring in good
faith where their differences on matters to be included in a Memorandum of
Understanding, and concerning which they are required to meet and confer, remain
so substantial and prolonged that further meeting and conferring would be futile.
SEC. 18. "Lay -Off': The separation of employees from the active work force due to lack _
of work or funds, or to the abolition of positions by the City Council for the above
reasons or due to organization changes.
SEC. 19. "Management Employee": Means an employee having responsibility for
formulating, administering or managing the implementation of policies or programs.
SEC. 20. "Personnel Officer": Means the City Manager or his/her duly authorized
representative.
SEC. 21."Personnel Ordinance": Ordinance No. 88-52 which creates a personnel system
for the City.
SEC. 22."Position": A group of duties and responsibilities in the competitive service
requiring the full-time or part-time employment of one person.
SEC. 23."Probationary' Period": A period to be considered an integral part of the
examination, recruiting, testing and selection process during which an employee is
required to demonstrate fitness for the position to which the employee is appointed
by actual performance of the duties of the position.
SEC. 24. "Promotion": The movement of an employee from on class to another class having
a higher maximum base rate of pay.
SEC. 25."Proof of Employee Support": Means (1) an authorization card recently signed and
personally dated by an employee, or (2) a verified authorization petition or petitions
recently signed and personally date by an employee, or (3) employee dues deduction
authorization, using the payroll register for the period immediately prior to the date
a petition is filed hereunder, except that dues deduction authorizations for more than
one employee organization for the account of any one employee shall not be
considered as proof of employee support hereunder shall be the authorization last
signed by an employee. The words "recently signed" shall mean within one hundred
eighty (180) days prior to the filing of a petition.
SEC. 26."Provisional Appointment": An appointment of a person who possesses the
minimum qualification established for a particular class and who has been appointed
to a position in that class in the absence of available eligibles. In no instance shall
a provisional appointment exceed six months, unless extended by the City Manager.
SEC. 27. "Recognized Employee Organization": Means an employee organization which
has been formally acknowledged by the City as the employee organization that _
represents the employees in an appropriate representation unit pursuant to Article
II hereof.
SEC. 28. 'Regular Employee": An employee in the competitive service who has successfully
completed the probationary period and has been retained as hereafter provided in
these rules.
SEC. 29."Reinstatement": The restoration without examination of a former regular
employee to a classification in which the employee formerly served as a regular
non -probationary employee.
SEC. 30. 'Relief of Duty": The temporary assignment of an employee to a status of leave
with pay.
SEC. 31."Seniority": The amount of time spent in paid status in a permanent City position.
Seniority is accrued for full months of City service. Individuals serving in part time
positions shall have their seniority calculated proportionately.
SEC. 32."Supervisory Employee": Means any employee having authority, in the interest
of the City, to hire, transfer, suspend, lay off, recall, promote, discharge, assign,
reward, or discipline other employees, or responsibly to direct them, or to adjust their
grievances, or effectively to recommend such action, if, in connection with the
foregoing, the exercise of such authority is not of a merely routine or clerical nature,
but requires the use of independent judgment.
SEC. 33. "Suspension": The temporary separation from service of an employee without pay
for disciplinary purposes.
SEC. 34. "Temporary Employee": An employee who is appointed to a non -regular position
for a limited period of time.
SEC. 35. "Transfer": A change of an employee from one position to another position in the
same class or in a comparable class.
Italics and [fir} = Change