Chapter 2.36
PERSONNEL SYSTEM
Sections:
2.36.030 Rules—Adoption, administration and amendment.
2.36.050 Rules—Police Department
*2.36.040 History: Ord. 891 §4, 1977; repealed by Ord. 1458 §2, 2015.
2.36.010 Title.
The title of the ordinance codified in this chapter shall be “The Personnel Ordinance of the City of Gladstone.”
Statutory Reference: ORS 221.410
History: Ord. 891 §1, 1977.
2.36.020 Purpose.
This chapter is adopted to establish an equitable and uniform procedure for dealing with personnel matters; to attract to municipal service and to retain the best and most competent persons available; to assure that appointments and promotions of employees will be based on merit and fitness; and to provide a reasonable degree of job security for qualified employees.
Statutory Reference: ORS 221.410
History: Ord. 891 §2, 1977.
2.36.030 Rules—Adoption, administration and amendment.
(1) Personnel rules shall be adopted, administered, and amended by the City Administrator.
(2) The rules shall provide means to recruit, select, develop and maintain an effective and responsive work force, and shall include policies and procedures for employee hiring and advancement, training and career development, job classification, salary administration, retirement, fringe benefits, discipline, discharge, and other related activities.
(3) All appointments and promotions shall be made in accordance with the personnel rules without regard to sex, race, color, age, religion, political affiliation, national origin, physical handicap, or marital status; and, furthermore, shall be based on merit and fitness.
Statutory Reference: ORS 221.410
History: Ord. 891 §3, 1977; Ord. 1458 §1, 2015.
2.36.050 Rules—Police Department.
The Gladstone Police Department shall be responsible for:
(1) Accessing the Oregon State Police criminal record information through the Law Enforcement Data System (LEDS) on applicants for employment, public service volunteers, contractors, those employed by contractors and persons engaged in door to door solicitation activities.
(2) Conducting such criminal history checks on prospective employees, volunteers, contractors and non-city employees doing business with the city and persons engaged in solicitation activities and report to the appropriate city authority that the person’s record indicates “no criminal and/or traffic infraction record” or criminal and/or traffic record does not meet standards set for the position, work contracted for, or allowance of solicitation activities.
(a) If the person’s record is reported as “criminal record and/or traffic record does not meet standards set for either the position or contracted work,” the appropriate city authority may in accordance with OAR 257-010-0025(1)(c) request a written criminal history report from the Oregon State Police Identification Services Section and pay the applicable fee for this service. This written record may be provided to the selecting and/or deciding official for their consideration in making the decision to hire, award a contract, or issue a permit for solicitation.
(b) The written criminal history record on persons that are not hired or appointed as a volunteer will be retained in accordance with Oregon Administrative Rule record retention requirements. The criminal conviction record of applicants and volunteers with a criminal conviction that are hired or appointed will become part of the confidential personnel files of that employee or volunteer. Access to confidential personnel files is limited to authorized persons who have an official need to access such files as sanctioned by law or regulation.
(c) Applicants for employment, volunteer work, or city contract work that have felony criminal history or a history of conviction of a misdemeanor involving moral turpitude or theft, will be closely examined by the Gladstone Police Department to determine if the applicant possesses the desired degree of public trust and confidence. The City of Gladstone will not rely exclusively on LEDS records but will request confirmation from the applicant. However, each selection and/or decision for employment, volunteer work, city contract work or solicitation permit will be made on an individual, case-by-case basis, weighing all pertinent information. Factors such as age of an offender at the time of the offense, the type of offense and subsequent rehabilitation, and the public sensitivity of the position or type of work under consideration must be taken into account in evaluating a criminal conviction report.
(d) Hiring an applicant, appointing a volunteer, or awarding contractual work or issuing a solicitation permit with associated criminal history record requires a positive recommendation by the selecting/issuing official and approval of the appropriate city official, after full disclosure and consideration of the criminal history of the applicant(s).
Statutory Reference: ORS 221.410
History: Ord. 1414 §3, 2009.